Common use of LETTER OF UNDERSTANDING Clause in Contracts

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify the intention of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs Salary Advancement of Employees to the MA+45 lane (2016-2019) This letter will clarify constitutes an agreement between the intention Des Moines Public Schools and the Des Moines Education Association regarding the salary advancement of the Parties with respect employees to the Layoff and Recall provisions set out in Article 11MA+45 lane. Employees who earned their master’s degree ON or BEFORE June 30, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees 2016 were placed on the affected shift will salary schedule at MA+15 or MA+30 in accordance with the “old method”, shall not be offered the first opportunity for short term layoffstripped of those designations by retroactively applying language that went into effect after June 30, notwithstanding the layoff procedure set out 2016. Employees in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift this group who are willing assigned to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to MA+30 lane shall be placed on short term layoff the MA+45 lane when they complete 15 hours of approved credits after they were placed in the MA+30 lane. Employees in this group who are assigned to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be selected recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Two must be filedwithin fifteen working days afterthedate of occurrence of the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signatureof Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with the decision at Two I appeal the LevelTwo decisionto Level Three Signatureof Aggrieved Date of Response (Must be filed withinten workingdays afterreceivingLevel Two Response.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decision to Level Four Signatureof Aggrieved Date of Response (Must be filed withinten working days afterreceivingLevel Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decision to Arbitration Signatureof Aggrieved Date of Response (Must be filed withinten workingdays afterreceivingLevel FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmay be located on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration pages of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in durationComprehensive Agreements:  Certified Employees(Teachers)Contract, seniority employees who first elected an inverse seniority layoff will have the option Page 29  Department of either exercising their seniority rights for the purposes Associates Contract, Page  Department of being recalled to active employmentSecretaries Contract, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC)Page Comprehensive Agreementsmay also be found onlineat xxx.xxxxxxxxx.xxx.

LETTER OF UNDERSTANDING. ReThe parties agree to meet as far in advance as possible of any staff adjustments and no later than two weeks after notice of layoff or reduction is given to the union. At this time the parties will meet to discuss a process to explore all reasonable options to layoffs or reductions such as attrition, voluntary leaves of absence, retraining and voluntary exit plans. Letter of Understanding: Inverse Seniority Layoffs This letter will clarify Office Support Staff (School Secretaries) PDT Enhancements The Board agrees to meet with members of CUPE Local 3166 through the intention labour management committee to discuss additional secretarial support staffing available through enhancement money provided under the PDT agreement. Boards must apply this enhancement in 2009-10, up to the value of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 Board’s share of the new allocation, in the following order: Offset staff reductions in School Office and Board Administration Support Staff that may otherwise have occurred between the 2008-09 and 2009-10 school years due to declining enrolment; Use all remaining funds to: Ensure that elementary schools with an Average Daily Enrolment of more than 100 students have an Office Staff person working 35 hours/week; and/or hire additional unionized Board-employed Elementary School Office Support Staff in 2009-10. The CUPE National Collective Bargaining Agreement (CBA), with respect to temporary layoffs Representative may attend such meetings. LETTER OF INFORMATION: OMERS The following information regarding the OMERS pension plan is provided for information purposes only and the application of the Inverse Seniority Provisionis non grievable. The parties will continue to abide by any and all amendments to the OMERS pension plan. CUPE Local 3166 employees are automatically enrolled in the OMERS pension plan. The Board shall automatically deduct and remit the premium payments directly to OMERS as required. Up to date and accurate information regarding the definition of contributory earnings, which includes all regularly recurring earnings, can be found at xxx.xxxxx.xxx. For all pension and other compensation purposes the parties agree that contributory earnings must include all regular recurring earnings, as legislated by OMERS, such as: Base wages or salary; Regular vacation pay if there is corresponding service; Normal vacation pay for other-than-continuous-full-time members. Include vacation hours in situations credited service; Retroactive pay (including any pay equity adjustment) that fits with OMERS definition of temporary short term layoffs covered under Article 11 earning for all members, including active, terminated, retired, and disabled members; Lump sum wage or salary benefits which may vary from year to year but which form a regular part of the CBA, seniority employees on the affected shift will be offered the first opportunity compensation package and are expected normally to occur each year; Market value adjustments Pay for short term layoff, notwithstanding the layoff procedure set out time in Article 13 lieu of the Collective Agreement. When applying the Inverse Seniority Provision overtime Acting pay (pay at a higher salary rate for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing acting in place of an absent person); Sick pay deemed to be temporarily laid off regular wages or salary; Salary or wage extension for the duration of the short term layoffany reason (e.g. illness), prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer service is extended; Taxable premiums for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC)life insurance; Ongoing special allowances.

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify Shift Trade During the intention negotiations for the 2007 CBA, the parties discussed the current policy/practice of employee shift trades. These trades encompassed both the ability to trade two hours of your schedule with another employee, as well as the current practice of allowing 12- hour shift employees to trade entire shifts. During these discussions both parties also recognized the inherent value of continuing such arrangements and thus consistent with this mutual understanding of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 benefits this Letter of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority ProvisionUnderstanding is drafted. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for For the duration of this current Collective Bargaining Agreement, the short term layoff, prior ability for employees to implementing any involuntary seniority based layoffs under Article 13 continue these shift trade practices will continue. The Company and Union will sit down within thirty (30) days after ratification of the CBAnew (2007) CBA to jointly develop a set of guidelines governing these practices. Any seniority employees who elect While joint development of these guidelines is appropriate and desired, in the event the parties cannot or do not come to be placed a mutual agreement on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity firstsuch guidelines within Forty-five (45) days post ratification, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility Superior Essex Director of Human Resources and Services Development Canada the USW Staff Representative will be contacted to attend the next meeting(s) re the issue. In the event the parties remain unable to reach agreement sixty (HRDSC)60) days post ratification, the Company retains the sole right to final approval of such guidelines. No loss of pay will result when the Local Union Negotiating Committee attends meetings on this matter. Should any abuses be reported or discovered, the parties will meet to discuss such issues. This Letter of Understanding will remain in effect through the expiration date of this 2007 CBA. At such expiration it will automatically be removed from the CBA unless one or both of the parties to this CBA offers a proposal for its retention which is subsequently agreed to. LETTER OF UNDERSTANDING During the 2007 negotiations the parties discussed the current language of Article 13, Section 13.14 regarding banking of overtime hours in lieu of pay. While the language on its face would appear to violate the Employment Standards Act provision that such banked time be granted on the same time and one-half basis as overtime is paid, the parties have agreed that the concept of “greater benefit” applies at this time and as such a previous grievance filed by the Union was withdrawn. Based on this mutual understanding and the continuing pledge by the Union that no further action will be initiated regarding this language, the Company will withdraw its proposal to delete this language. This agreement is based on the current Collective Agreement provision which provides the greater right of benefit.

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs Costco Business Delivery, Hayward and South San Francisco It is the intent of the parties to codify the understandings and agreements concerning the drivers who currently work at the Hayward Business Delivery facility and the drivers who will be working at the South San Francisco Business Delivery (SSF) facility, scheduled to open in Fall 2017. This letter shall serve to memorialize those understandings. The drivers for SSF will clarify be covered by the intention of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and Letters of Understanding that are currently in place for the application Hayward facility. All terms and conditions of the Inverse Seniority ProvisionCBA and XXX's shall apply to SSF drivers. This understanding will not cover any other employees at SSF. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift initial driver positions at SSF will be offered to drivers at the first opportunity Hayward facility on a seniority basis., meaning that drivers Who wish to transfer to the SSF facility will be allowed to move and will maintain their seniority for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees all purposes on the affected shift SSF seniority list 111 addition to Xxxxxxx drivers who are willing voluntarily transfer to SSF, any additional drivers may be temporarily laid off for involuntarily assigned to SSF by Inverse seniority. Any Hayward driver who is involuntarily assigned wi11 be offered, by seniority, the duration alternative option to select a 1st. 2nd, and 3rd choice of available non-driver positions at either the short term layoffHayward Business Center, prior or at a predetermined number of available positions at warehouses in the geographic area. If a driver’s 1st choice is not available due to implementing being filled by more senior drivers, he will be offered his next available choice, and so on. Drivers must have the requisite seniority in order to "bump" into any involuntary seniority based layoffs non-driver positions at the Hayward Business Center as described under Article 13 of the CBAXXVII-Temporary Layoff, Rollbacks & Job Discontinuance, (b). Any seniority employees who elect Drivers awarded positions outside 1he Hayward facility will be transferred to those locations and be placed on short term layoff th8 Front End and be merged in based on their seniority. Any reduction of non-driver positions at Hayward will be selected handled in the same manner outlined above. In the time leading up to their transfer, Xxxxxxx drivers will also be eligible to compete for any open posted positions utilizing their full seniority at any non-union location. Drivers selecting positions at union locations Will be governed by existing transfer provisions outlined under Article XXXII-Seniority, Section 2), {a). (Placed on the Front End and merged in based on their seniority, and immediately be eligible for postings.) Drivers who are awarded non-driver positions will assume the pay scale and classification of that new position, and their pay will be reduced to the next lowest rate on the corresponding pay scale. SSF will have a separate seniority list from Hayward, and new hires hired at either SSF or Xxxxxxx from the opening point forward will be placed on their respective seniority lists. On an as-needed basis, Hayward and SSF drivers may be shifted from one facility to another on the basis of inverse seniority, meaning or if possible, drivers can volunteer to work at the other facility if it is in need of drivers. Other non-driver SSF employees. such as stockers and order pickers, may be utilized as drivers on an as--needed basis. In the event that a SSF employee works a total of 800 hours in the capacity of a fill-in driver in the prior twenty-six consecutive pay periods, the most senior SSF employee will that works in this same fill-in driver capacity, shall be provided the layoff opportunity first, the second most senior employee nextpromoted to a driver, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration become part of the short term layoff announced by the Companyexisting bargaining unit. Should the temporary layoff extend beyond three (3) weeks in durationa driver be demoted, seniority employees who first elected an inverse seniority layoff either involuntarily or voluntarily, they will have the option of either exercising their seniority rights for demoting into the purposes bargaining unit at the Hayward facility under Article XX Promotions & Demotions, of being recalled to active employmentthe existing collective bargaining agreement, or with be considered for a transfer into, the mutual agreement non-represented portion of all parties, continuing their temporary layoff for an agreed upon period the SSF facility under the provisions of timethe Employee Agreement. It is understood that the Company reserves Bidding of routes shall be limited to each facility independently and will not be cross-bid between facilities. The employer shall have the right to deny requests for inverse seniority layoffmove routes and decide which facility will service which geographical areas. Any further operational issues that have not been covered shall be worked out by the parties and incorporated into this letter of understanding. LETTER OF UNDERSTANDING Elimination of Article XXI, where an individual’s particular skill and ability are considered necessary to operational requirements(b) California Contract, (c) East Coast Contract. Before any such request is denied, the The Company and the Union will meet have endeavored to review correct discrepancies in pay for employees who are receiving pay that may be out of compliance with those rates listed in Appendix "A· of the circumstances of each caseAgreement. The Parties agree that In order to standardize and adjust pay rates to be in compliance with Appendix "A", the Company shall bear will notify the member and the Union of the pay discrepancy. For a period of no liability associated less than sixty (60) days, the Company will work with inverse seniority layoffsthe employee to place said employee in a position commensurate with the rate of pay the employee was receiving at the lime of the notification. During this period of time the employee will maintain the rate of pay that was in place at the time of notification. If after sixty (60) days the employee cannot be placed into a position commensurate with their pay rate, and that any decisions regarding the availability of Employment Insurance employee may exercise their rights under Article XXVII, (EIb). If the employee declines to exercise said rights, the employee will be reduced to the appropriate rate as a Service Assistant. Employees declining Service Clerk work will be paid at the lower classification. Employees who have earned their Clerk classification through Article XXI, (b) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).California Contract. or

LETTER OF UNDERSTANDING. ReVacation Grandfathering The vacation allotment of those employees identified below will be adjusted to four (4) weeks retroactive to January 1, 2005. For the 2005 year, employees will receive a payment (ie. The difference between the new vacation allotment and vacation taken in 2005) within two pay periods following the ratification of this agreement. Xxxxxxxx Xxxxxxxx Xxxxxxx Xxxxxxxxx Xxxxx Xxxx Xxxx Xxxxxxxxx Xxxxx Xxxx Xxxxxxxx Xxxxxxx Xxxxxx Xxxxxxx Xxxxx Xxxxxx-Xxxxx Xxxxx Xxxx Letter of Understanding: Inverse Seniority Layoffs This letter will clarify the intention of the Parties with respect Regarding Job Evaluation Where there is a substantive change to the Layoff duties and Recall provisions responsibilities of a position, the current practice of joint union and management committees (first instance & appeal) shall continue until such time that a formal job evaluation maintenance manual is negotiated. In the event that there is no agreement on the rating of a position by the Joint Steering Committee, either party may refer the dispute to a single mediator/arbitrator Wage Settlement ‌ Retroactive pay equity and internal equity adjustments for 2007 and 2008 as set out in Article 11the attached Salary Schedule, Section Appendix A, of the Collective Agreement shall be paid to eligible staff as soon as practicably possible. January 1, Paragraph 1 2009 -3% January 1, 2010- 3% For the remainder of the National years under this Collective Bargaining Agreement (CBA)Agreement, the wage adjustments shall match those negotiated by the City with respect CUPE 5167. Red Circling of employees whose current rate of pay is greater than the job rate as a result of job evaluation, will remain in effect until the wage rate for the position is equivalent to temporary layoffs and or greater than their current rate of pay, which ever first occurs. These employees shall not be eligible for any wage settlements/increases until such time that the application job rate is equivalent to or greater than their current rate of the Inverse Seniority Provisionpay, which ever first occurs. The above adjustments are inclusive of any and all pay equity adjustments. Moreover, the parties agree that in situations these adjustments satisfy maintenance obligations and any and all present or future claims under the Pay Equity Act, internal equity and/or all letters of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing understanding pertaining to be temporarily laid off pay equity and internal equity for the duration of this collective agreement. Notwithstanding the short term layoffforegoing, prior in the event that a City of Xxxxxxxx male comparator job rate is changed, this could give rise to implementing any involuntary seniority based layoffs under Article 13 a pay equity claim and/or may necessitate a review of the CBA. Any seniority employees who elect male comparator position to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights used for the purposes of being recalled pay equity. • Expiry Date: December 31, 2012 Index ‌ Absences See also Leaves before or after a recognized holiday 34 disciplinary actions related to active employment58 due to illness See Illness leave emergency See Emergency leaves failure to file (medical claims form) 58 failure to notify the Supervisor, Department Head or Human Resources Director 20 Full-time employees 50 information required when absent 9 notification 9 Part-time employees 55 with the mutual agreement good cause 34 without reasonable excuse 20 Accommodation of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive disabled worker 7 Additional hours protocol 28 responsibility of Human Resources employee to notify 28 Additional Hours less than 3 hours 28 Adoption leave See Pregancy/Parental Emergency Leave Anniversary Date 41 Arbitration board of 17 expenses 17 failure to appoint 17 time limits 18 B managers 8 Pages and Services Development Canada shelfreaders 42 Benefits 38 carrier change 41 dental care 39 Full-time employees 40 group 38 Health Extended Care Plan 39 limitation of liability 41 preventive medicine 38 Regular part-time employees 40 retiree 60 Bereavement leave 34–35 vacation reinstatement 33 Board minutes, posting of 8 Bookmobile drivers overtime compensation 28 Bookmobile, other employees meal allowance 43 Breaks 26 Bumping contract position 23 contract position/ government grant 23 medical accommodation 24 orientation 24 procedure 23 requirements 24 rights 23 vacations 32 C Call-in employees calculation of seniority 18 definition 10 eligibility 10 rates of pay ................................................................. refusal of work 20 schedule restrictions 10 selection 10 specification of work locations 10 Sunday work 25 terms of work 10 vacation pay 10 Canadian Union of Public Employees See CUPE Casual Staff limits 42 Citizenship leave 36 Cluster branches, assignment of extra hours 29 Collective agreement duration 45 Collective agreement purpose 5 Collective bargaining agent See : Union Committees See specific committee notification of members 13 selection 13 Compensation Call-in employee 10 disability 50 On-call employees 27 overtime 28 rates table See retroactivity 45 salaries 41 vacation pay 31 Continuous Active Service 29 Contract employees as part of bargaining unit 11 eligibility to apply for other positions 22 probationary period 12 seniority 11, 12 transfer to Call-in employee 11 Contract positions 22 cessation or expiry 11 definition 11 government grants 11 vacations 32 vacations if position is greater than 3months 32 vacations if position is less than 3months 32 Contracting Out 44 Correspondence 42 CUPE (HRDSC).Canadian Union of Public Employees) .. See also Union representation 6 Days off 26 Definitions Call-in employee 10 continuous active service 29 Contract position 11 department or branch 29 grievance 14

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify Behaviour Consultants‌ The Calgary Board of Education has agreed to supervise the intention clinical practice of employees who are seeking accreditation with the Behaviour Analyst Certification Board as Behaviour Analysts. In doing so, the Calgary Board of Education and the CBE Staff Association agree to the following terms and conditions of employment provisions for individuals employed as Behaviour Consultants. The Calgary Board of Education commits to supervise the clinical practice of those employed as Behaviour Consultants within the scope it is able to provide these experiences. The Calgary Board of Education recognizes that it is not able to supervise all of the Parties with respect to requirements for credentialing as outlined by the Layoff and Recall provisions set out Behaviour Analyst Certification Board.  Applications for posted competition(s) shall be accepted from continuous employees who have successfully completed at least 50% of required courses towards a Master’s degree in Article 11behaviour analysis, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that education or psychology  Successful applicants in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees competition(s) shall be established on the affected shift PSS Salary Grid Grade III  Behaviour Consultants will be offered employed as 10 month employees following the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company traditional school year calendars  Behaviour Consultants will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff receive six (6) per cent vacation pay  Applicable union dues will be selected on deducted from Behaviour Consultants’ pay  The Calgary Board of Education will contribute the basis employer’s portions of inverse seniority, meaning that the most senior employee CPP and EI and will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. contribute WCB premiums  It is understood that employees are expected to participate in activities which are normal extensions of their professional responsibilities. It is also understood that some parameters are necessary in order to ensure both the Company reserves quality of service delivery and a viable workload for employees. These parameters shall be determined collaboratively by employees and their supervisor. Where Behaviour Consultants participate in normal extensions of their professional responsibilities beyond seven (7) hours per day, additional pay/overtime pay or lieu time will not be provided.  All other employment provisions including seniority, of the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company Staff Association Professional Support Staff and the Union Calgary Board of Education collective agreement shall not apply to Behaviour Consultants. LETTER OF UNDERSTANDING Study Efficacy of Working from Home – PSS 10-month‌ The Board and the Association will meet undertake and complete a joint study to review determine the circumstances viability and efficacy of each case10-month professional support staff working offsite during Winter and Spring Break when schools are not in session. This study will be initiated by September 30, 2019 and completed no later than March 1, 2020. If applicable the joint study will establish guidelines and expectations. Signed, Sealed and Delivered The Parties agree that Board of Trustees In the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding presence of of the availability Calgary Board of Employment Insurance (EI) benefits is the exclusive responsibility Education _ Witness Chair Date _ Witness Corporate Secretary Date The Calgary Board of Human Resources and Services Development Canada (HRDSC).Education Staff Association _ Witness Chair _

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter Employment Equity February 24, 2012 To act on its commitment to employment equity under both the Federal Contractors Program and the University's Employment Equity Policy the University agrees to form a joint Employment Equity Advisory Committee with the Union. The Committee will clarify the intention be composed of four (4) representatives each of the Parties with respect Union and the University. The Committee’s mandate shall be to make recommendations to the Layoff Vice President Human Resources and Recall provisions set out Equity regarding the continuing achievement of employment equity within the bargaining unit. The parties may, by mutual agreement, further define their mandate in Article 11, Section 1, Paragraph 1 the first year after the Committee has been established. Until such a committee is established the parties agree that matters related to Employment Equity may be included among agenda items discussed at the labour management meetings. During the life of the National Collective Bargaining Agreement collective agreement the University will also explore with CUPE 3902 Unit 1 and its other staff bargaining units the formation of a university-wide Staff Employment Equity Advisory Committee. The Committee would be responsible for making recommendations to the Vice President Human Resources and Equity regarding the continuing achievement of employment equity at the University. The Union agrees to participate should the University move forward with the establishment of such a committee. Details regarding the number of representatives from each bargaining unit and the mandate of the committee would be determined by all of the parties during the life of the collective agreement. Xxxxxx Xxxxxxxx, Vice-President, Human Resources & Equity University of Toronto JOINT LETTER OF INTENT: Senior Doctoral Teaching Associates February 24, 2012 The parties are agreed that the Employer may select up to twenty (CBA20) Senior Doctoral Teaching Associates in each academic year, contingent upon successful fund raising. These appointments will be for a half (or “H”) course or for a full (or “Y”) course (and paid as per Article 26:01 Salaries – Course Instructors). These appointments are intended to provide outstanding graduate students in the later stages of their Ph.D. programs with teaching experience, with respect the support of a mentor, in subject matter related to temporary layoffs their research interests. Such appointments will result from an annual competition conducted by the Employer and will be non-renewable. These courses may be or may provide a variation on existing course offerings. Course designs submitted by applicants who are not awarded positions in the competition shall remain the property of the applicant. The application procedure shall include a course proposal, an indication of support from the Department for the course proposal, and a letter from a member of the graduate faculty who agrees to act as mentor. Criteria for selection include overall academic achievement, nearness to completion of the Ph.D. program and the application quality of the Inverse Seniority Provisionproposal. It is understood by the parties that the following provisions of the Collective Agreement do not apply to the process of selecting and/or appointing Senior Doctoral Teaching Associates, nor to their terms and conditions of employment: 14:01(b) Hiring Grievances; 16:01 ─ Job Posting; 16:05 ─ Notice of Appointment; 16:03 ─ Hiring Criteria; 16:06 ─ Subsequent Appointments; 16:07 ─ Hours of Work; 16:08 ─ Job Descriptions; 16:11 ─ Review of Assigned Hours; 16:12 ─ Workload Review; and 17:01 ─ Employment Training. Xxxxx Xxxxx, Chair Xxxxxx Xxxxxxxx, Vice-President, Canadian Union of Public Employees, Local 3902 Human Resources & Equity University of Toronto JOINT LETTER OF INTENT: Sexual Harassment February 24, 2012 The parties are agreed that sexual harassment of any member of the University community by any other member is a serious issue affecting the dignity of members of the University community. The parties acknowledge that at times a member of the bargaining unit may face allegations of sexual harassment from a person or persons within the compass of the University’s Sexual Harassment Policy. The Union acknowledges the University’s right to establish and enforce policies and procedures concerning sexual harassment. Where allegations arise, at least in part, out of the member’s employment under this Collective Agreement, the University acknowledges the bargaining unit member’s right to be represented by the Union in any proceedings under the University’s policy. The Employer agrees to inform the Union of any changes made to these policies and procedures. Xxxxx Xxxxx, Chair Xxxxxx Xxxxxxxx, Vice-President, Canadian Union of Public Employees, Local 3902 Human Resources & Equity University of Toronto JOINT LETTER OF INTENT: Union Dues/Membership February 24, 2012 The Employer recognizes that matters concerning Union dues or Union membership are properly matters relating to the internal administration of the CUPE, Local 3902. Therefore, the Employer, its agent, or persons acting on its behalf, will not publicize or post any publications dealing with the matter of Union membership or Union dues. In the event the Union brings to the attention of the Employer, in writing, notice of such publications being posted, that publication(s) will be removed forthwith. The Union agrees that the Employer, its agents or any persons acting on its behalf in the various Departments may inform employees orally about matters concerning Union dues in response to specific requests without this constituting a violation of this letter of intent. Xxxxx Xxxxx, Chair Xxxxxx Xxxxxxxx, Vice-President, Canadian Union of Public Employees, Local 3902 Human Resources & Equity University of Toronto JOINT LETTER OF INTENT: Financial Assistance Fund February 24, 2012 The parties agree that the Employer shall pay to the Union by 15 May of the first year in which this collective agreement is in effect the amount of $652,000, and; of the second year in which this collective agreement is in effect the amount of $777,000, and of the third year in which this collective agreement is in effect the amount of $902,000 for the continuance of the Financial Assistance Fund. The Union shall establish criteria for the Fund, subject to the provision that the Fund be used for the sole purpose of providing financial assistance, on an objective basis, to members of CUPE, Local 3902. The parties agree that the criteria may include, but not be limited to, the impact of child care expenses and the impact of increases in situations of temporary short term layoffs covered under Article 11 education-related expenses. To provide assistance to members of the CBAbargaining unit who are senior graduate students, seniority employees the University will add, on a one-time-only basis, $250,000 by May 15, 2012 and $250,000 by May 15, 2013. For clarity, these amounts are not additive to base. The Union shall bring proposed criteria to the affected shift will Labour/Management Committee for discussion prior to adoption by the Union. The Union shall provide copies of the adopted criteria to the Employer. The Union shall ensure that the Fund is kept in a separate account and is audited on an annual basis. Copies of the audited report shall be offered provided to the first opportunity for short term layoffEmployer on an annual basis. Xxxxx Xxxxx, notwithstanding Chair Xxxxxx Xxxxxxxx, Vice-President, Canadian Union of Public Employees, Local 3902 Human Resources & Equity University of Toronto JOINT LETTER OF INTENT: Arbitration February 24, 2012 The parties discussed the layoff procedure set out issue of “reasonable time” as it is used in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is 15:02 and have agreed that the Company will canvas seniority employees on the affected shift who are willing nine (9) months is a reasonable time, given arbitrators’ schedules, within which to be temporarily laid off for the duration hold a hearing. Xxxxx Xxxxx, Chair Xxxxxx Xxxxxxxx, Vice-President, Canadian Union of the short term layoffPublic Employees, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Local 3902 Human Resources and Services Development Canada (HRDSC).& Equity University of Toronto

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify the intention of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs Drug Cards The Hospital and the application agree that the Hospital will explore the feasibility of the Inverse Seniority Provisionproviding full-time members with drug cards. SIGNED AT Toronto, this day of FOR THE UNION FOR THE HOSPITAL LETTER OF UNDERSTANDING Between Mount Sinai Hospital (The Employer) And Service Employees International Union Local Canada (The Union) The parties agree that in situations during the term of temporary short term layoffs covered under Article 11 this Collective Agreement they will meet and discuss any issues that arise out of the CBAEngineering Department relating to the employees having to work at other sites and taking their own tools. If the parties are unable to resolve any outstanding issues relating to the above, seniority employees they agree that either party may submit the unresolved issue to the process for resolution. SIGNED AT Toronto, this day of Re: Mail Room The parties agree that, on a without prejudice or precedent basis, the affected shift following provisions will apply to the Mail Room Operations at Mount Sinai Hospital. The position of Mail Clerk will fall within the scope of the Service Employees Bargaining Unit, Local Canada. Seniority earned by an incumbent Mail Clerk in the Clerical Employees Bargaining Unit will be offered transferred to the first opportunity for short term layoffService Employees Bargaining Unit, notwithstanding Local Canada. The position of Supervisor, Mail Room will be recognized as a position within the layoff procedure set out in Article 13 scope of the Collective AgreementClerical Employees Bargaining Unit, Local Canada. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration The years of active service of the short term layoffincumbent Supervisor, prior Mail Room will be recognized as seniority within the Clerical Employees Bargaining Unit, Local Canada. The position of Supervisor, Mail Room will be renamed to implementing any involuntary seniority based layoffs under Article 13 of Co-ordinator, Mail Room and will be included in the CBAsame wage grid as the Clerical Co-ordinator position. Any seniority employees who elect to The incumbent’s hourly rate will remain unchanged until October at which time she will be placed on short term layoff Step of wage grid. changes will take effect the date of ratification. The union will withdraw the grievance that challenges the Supervisor, Mail Room position. day Hospital For the Union Letter of Understanding Re: Part-time Casual Scheduling The Hospital and agree that should conflict arise between the parties concerningthe scheduling of part-time employees in either the Service or Clerical bargaining unit with respect to employees working full-time hours, such conflictwill be selected on directed to the basis of inverse seniority, meaning that Manager and the most senior employee will Chief Xxxxxxx before the grievance process can be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Companyaccessed. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have parties be unable to achieve resolution through the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is deniedexchange contemplated above, the Company issue may then be forwarded to the grievance procedure as applicable. Day Re: Process to Determine Job Comparison The Hospital and agree to meet on or before October to determine a process through which to determine a method of streamlining the Union will meet evaluationof Clerical and Service positions. Should the parties fail to review determine a process the circumstances of each caseparties can then pursue resolutions to individual job classification conflicts through the Procedure. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffsthis day SERVICE SALARY SCALES Clerk Mail Room (Moved Clerical to July 11/06 11/07 11/08 General Helper Xxxxxx Housekeeping Attendant Aide Dietary Hospitality Food Service Worker Dispatch Assistant 11/06 11/07 11/08 11/06 11/07 11/08 Operator Aide I Del. Room, and that any decisions regarding the availability of Employment Insurance Nursery, OR) Technician Maintenance Helper Cook 11/06 11/07 11/08 11/06 11/07 11/08 Service Assistant OR Attendant 11/06 11/07 11/08 SERVICE SALARY SCALES Instrument Technician 12/07 (EITitle change from OR Instrument Aide) benefits is the exclusive responsibility of Human Resources and Services Development Canada Effective July 11/07 11/08 Cook I 11/06 Receiving Dock Xxxxxx 11/07 11/08 I Endoscopy Technician 11/06 11/07 11/08 OR Instrument Technician 12/07 (HRDSC).Title change OR Instrument Aide) Effective July 11/07 11/08 Equipment Technician Transportation Technician Helper 11/06 11/07 11/08 SERVICE SALARY SCALES MaintenanceTechnician Painter 11/06 11/07 11/08 Xxxxxxxxx 11/06 11/07 11/08 Electrician Mechanics 11/06 11/07 11/08 Senior Electrician 11/06 11/07

LETTER OF UNDERSTANDING. ReVacation Grandfathering The vacation allotment of those employees identified below will be adjusted to four (4) weeks retroactive to January 1, 2005. For the 2005 year, employees will receive a payment (ie. The difference between the new vacation allotment and vacation taken in 2005) within two pay periods following the ratification of this agreement. Xxxxxxxx Xxxxxxxx Xxxxxxx Xxxxxxxxx Xxxxx Xxxx Xxxx Xxxxxxxxx Xxxxx Xxxx Xxxxxxxx Xxxxxxx Xxxxxx Xxxxxxx Xxxxx Xxxxxx-Xxxxx Xxxxx Xxxx Letter of Understanding: Inverse Seniority Layoffs This letter will clarify the intention of the Parties with respect Regarding Job Evaluation Where there is a substantive change to the Layoff duties and Recall provisions responsibilities of a position, the current practice of joint union and management committees (first instance & appeal) shall continue until such time that a formal job evaluation maintenance manual is negotiated. In the event that there is no agreement on the rating of a position by the Joint Steering Committee, either party may refer the dispute to a single mediator/arbitrator Wage Settlement Retroactive pay equity and internal equity adjustments for 2007 and 2008 as set out in Article 11the attached Salary Schedule, Section Appendix A, of the Collective Agreement shall be paid to eligible staff as soon as practicably possible. January 1, Paragraph 1 2009 -3% January 1, 2010- 3% For the remainder of the National years under this Collective Bargaining Agreement (CBA)Agreement, the wage adjustments shall match those negotiated by the City with respect CUPE 5167. Red Circling of employees whose current rate of pay is greater than the job rate as a result of job evaluation, will remain in effect until the wage rate for the position is equivalent to temporary layoffs and or greater than their current rate of pay, which ever first occurs. These employees shall not be eligible for any wage settlements/increases until such time that the application job rate is equivalent to or greater than their current rate of the Inverse Seniority Provisionpay, which ever first occurs. The above adjustments are inclusive of any and all pay equity adjustments. Moreover, the parties agree that in situations these adjustments satisfy maintenance obligations and any and all present or future claims under the Pay Equity Act, internal equity and/or all letters of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing understanding pertaining to be temporarily laid off pay equity and internal equity for the duration of this collective agreement. Notwithstanding the short term layoffforegoing, prior in the event that a City of Xxxxxxxx male comparator job rate is changed, this could give rise to implementing any involuntary seniority based layoffs under Article 13 a pay equity claim and/or may necessitate a review of the CBA. Any seniority employees who elect male comparator position to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights used for the purposes of being recalled pay equity. Expiry Date: December 31, 2012 Index A Absences before or after a recognized holiday, 34 Discipline, 55, 59 Emergencies <1/2 day, 37 Emergency. See Emergency Leaves Explanation, 58 Failure to file (medical claims form), 58, 59 Failure to file (medical verification), 55 Failure to notify, 19 Information required when absent, 8 notification, 8 Without excuse, 19 Accommodation of disabled worker, 7 Additional Hours Less than 3 hours, 28 Protocol, 28 Responsibility of Employee to Notify, 29 Adoption Leave. See Pregancy/Parental Emergency Leave Anniversary Date, 42 Arbitration Board of, 16 Expenses, 17 Failure to Appoint, 16 Time Limits, 17 B Bargaining Unit Work Managers, 8 Pages and shelfreaders, 43 Benefits, 39 Carrier change, 42 Dental Care, 39 Full-time, 41 Group, 39 Health Extended Care Plan, 40 Limitation of liability, 41 Limitations to benefits payable, 53 Part-time, 40, 41 Preventive medicine, 39 Retiree, 61 Bereavement leave, 33, 35 Board Minutes, 7 Bookmobile drivers Overtime compensation, 28 Bookmobile employees, 45 Breaks, 26 Bumping Contract position, 23 Contract position/ government grant, 23 Medical accommodation, 24 Orientation, 24 Procedure, 23 Requirements, 24 Rights, 23 Vacations, 32 C Call-in employee definition, 9 Call-in Employee Calculation of seniority, 17 eligibility, 9 Rates of Pay. Refusal of work, 19 Schedule Restrictions, 9 selection, 9 Specification of work locations, 9 Sunday work, 25 terms of work, 9 Vacation pay, 10 Casual Staff Limits, 43 Citizenship Leave, 37 Cluster branches, 29 Collective agreement duration, 46 Collective agreement Purpose, 4 Collective bargaining agent. See : Union Committees. See Specific Committee Notification of members, 13 Selection, 13 Compensation Call-in Employee, 9 Disability, 51 On-call, 27 Overtime, 28 Rates table. See Retroactivity, 46 Salaries, 42 Vacation pay, 31 Complaint Stage, 13 Continuous Active Service, 30 Contract Employee Bargaining Unit, 10 Eligibility to apply for other positions, 21 Probationary Period, 11 Seniority, 11 Transfer to call-in, 10 Contract Position, 21 Cessation or expiry, 10 Government grants, 10 Vacations, 33 Vacations if position is greater than 3months, 33 Vacations if position is less than 3months, 33 Contracting Out, 46 Employee displacement, 46 Correspondence, 43 CUPE representation, 5 D Days Off, 26 Definitions Call-in Employee, 9 Continuous active service, 30 Contract Position, 10 Department or branch, 29 Grievance, 13 Layoff, 23 Librarian, 8 Long term disability (FT), 51 Overtime, 27 Permanent Employee, 9 Probationary Employee, 9 Regular Part-time, 25 Regular Part-time Employee, 9 Seniority, 17 Short term disability (FT), 51 Short term disability (PT), 56 Split shifts, 27 Spouse, 11 Technological change, 45 Union business, 38 Working days, 15 Disallow sick pay, 55, 59 Discharge, 14 Discipline, 55, 59 Absence, 55, 59 Extension, 44 Meeting, 43 Progressive, 44 Record, 44 Discrimination Union memebership, 6 Dues, Union. See Union - Dues E Emergency closures, 45 Emergency Incidents Report, 44 Emergency Leave, 37 Emergency Leave <1/2 day, 37 Emergency Leave Days, 32 Employee Data, 7 Employee development, 36, 43 Employee personnel file Discipline record, 44 Employer Policies and Procedures, 7 Equity adjustments payment schedule, 62 Equivalencies, 59 Family Leave. See Pregnancy/Parental /Emergency Leave Frozen sick bank days, 37 G Government grant position Requirement to fill full term, 21 Government grants Contract position, 10 Selection, 10 Summer workers, 43 Grant position. See also Contract Positions Grievance Administration, 14 Assistance of representative or agent, 5 Committee, 12 Complaint stage, 13 Correspondence, 16 Definition, 13 Employer, 15 Form, 14 Group, 13 Improperly completed, 15 Job-related, 14 Procedure, 15 Time limits, 16 Waiver of steps, 16 Grievance Settlement Officer, 15 Group benefits, 39 H Health and Safety Committee, 12 Emergency Incidents Report, 44 Injury, 38 Health Extended Care Plan, 40 Holiday Weekends, 27 Holidays. See Recognized Holidays Hours of work, 24, See also Schedules Annual determination, 25 Bookmobile Drivers, 28 Electronic Services Employees, 24 Evening/weekend only positions, 25 Full-time employee, 24 Maintenance employees, 24 No guarantee, 27 Part-time 20-24 hrs, 25 Shift Limits, 25 Sunday work, 25 Waiver of restrictions, 26 Human Rights, 6 Injury, 38 Interview Protocol, 22 Isolated Days. See Vacations, Isolated Days J Job Postings Eligibility of Contract Employees, 21 Eligibility of Laid Off Employees, 21 Greater than 3 months, less than 6 or12 months, 10 Less than 3 months, 10 Notice, 20 On-call requirements, 27 Posting Requirement, 20 Job promotion, 18 Job Sharing, 44 Joint Health and Safety Committee, 12 Jury duty, 36 L Labour Management Committee, 12 Purpose, 12 Layoff, 14, 18, 19, 22 Date, 24 Failure to notify employer, 19 Notification, 23 Procedure, 23 Recall, 24 Recall and orientation period, 24 Leaves Bereavement, 35 Bereavement, travel time, 35 Citizenship ceremonies, 37 Emergency, 37 Jury duty, 36 Parental Emergency, 36 Personal, 35 Pregancy, 36 Public Office, 36 Seminars and workshops, 36 Sick leave. See Leaves,illness Union Business, 38 Union business vs personal leaves, 00 Xxxxx Xxxxxxxxxx, 36 Work full-time for Union, 38 Leaves,illness Annual report, 39 Failure to file claims forms, 58, 59 Failure to file medical verification, 55 Medical verification, 55 notice of absence, 8 Occasions for full time, 53 Part-time employees and occasions, 56 Part-time staff, carryover of annual hours allocation, 57 Part-time,annual hours, 57 Part-time,occasions, 57 Payment for documentation, 54, 58 Plan for full-time employees, 51 Xxxxxxxx, 00, 00 Regular Part-time, regulations of plan, 58 Vacation reinstatement, 33 Legislation Labour Relations Act, 1995, 6 Occupational Health and Safety Act, 13 Ontario Employment Standards Act, 10, 23, 36, 37 Ontario Human Rights Code, 6, 19, 24 Ontario Municipal Act, 37 Ontario Municipal Employees’ Retirement System, 41 Less than three months, 10 Librarian Definition, 8 Vacation, 30 vacation entitlements, 30 Lieu Time, 28 Lockouts, 8 LTD Plan, 41 M Management rights and powers, 4 Meal Allowance, 44 Overtime, 29 Meal Breaks, 26 Mediation, 15 Medical accommodation, 24, 59 On-call breaks, 27 Medical certificate, 54 Medical note, 54, 58 Municipal Act. See Legislation, Ontario Municipal Act N Negotiating Committee, 12 Assistance of representative or agent, 5 New employees, 7 Notice of absence. See Absences:notification Notification Annual employee list, 8 Layoff, 23 Technological change, 45 Test scores to Union, 22 O Occupational Health and Safety Act, 13 OMERS, 41 On-Call Compensation, 27 Ontario Employment Standards Act. See Legislation Ontario Human Rights Code. See Legislation Ontario Municipal Employees’ Retirement System, 41 Orientation, 24 Overtime Bookmobile Drivers, 28 Compensation, 28 Definition, 27 Lieu Time, 28 meal allowance, 29 Recognized holiday, 28 Responsibility of Employee to Notify, 29 P Paid Holidays. See Recognized Holidays Part time Employee less than 20 hours, 25 Part-time. See also Regular part-time employee or Call-in employee Part-time Employee less than 20 hours Determination of hours, 25 Schedules, 25 Paternity Leave. See Pregnancy/Parental /Emergency Leave Pattern absences, 55, 59 Pay equity, 62 Pension, 41 Permanent Employee definition, 9 Personal information, release of to Union, 7 Personal Leave of Absence Policy, 36 Personnel Files, 44 Picket Lines, 44 Policy Grievance Employer, 14 Union, 14 Positions rating, 62 Postings. See Job Postings Pregnancy Leave, 36 Preventive Medicine Full-time employees, 39 Probationary Employee Definition, 9 Probationary Period Call-in employees, 18 Contract Employee, 11 Extension, 18 Full-time employees, 18 Limitations, 18 Regular Part time, 18 Progressive discipline. See Discipline, Progressive Protocols Additonal hours, 28 Interviews, 22 Sick Leave, 54, 58 Testing, 22 Pyramiding, 29 R Rates table, 47 Recall, 14, 18, 24 Recall rights, 9, 24 Recognized Holiday, 34 Absence without cause, 34 Full time payment, 35 Overtime payments, 35 Part-time payment, 35 Regular day off, 35 Red circling, 62 Regular Part-time Additional Hours, 28 Annual determination of hours, 25 Benefit Co-payment, 40 Bumping, 23 Definition, 25 Hours of work, 25, 26 Overtime, 28 Probationary period, 18 Recognized Holidays, 35 Responsibility to notify of overtime, 29 Seniority, 17 Short Term Income Protection Plan, 41, 56 Sunday work, 25 Vacation entitlements, 31 Waiver of Restrictions, 26 Regular Part-time Employee Definition, 9 Reserve Part-time. See Call-in Employee Resignation, 19, 24 Retirement, 19, 41, 51, 56, 60 Benefits, 61 Due to technological change, 45 Vacation pay, 34 Right to union representation, 13 S Salary Plan, 42 Increments, 42 Schedules Advance posting, 26 Breaks, 26 Days Off, 26 Holiday Weekends, 27 Limitations on Saturday work for part-time positions, 25 No restrictions for Part time <20 hours, 25 Requested changes, 26 Restrictions on call-in, 9 Split shifts, 27 Vacations, 32 Selection Criteria, 20 Educational qualifications, 20 Eligibility, 20 Non bargaining unit, 20 Seniority, 9 Annual list, 19 Contract employee, 11 Definition, 17 Identical, 18 Loss of, 19 Purpose, 18 Rating, 18 Temporary Assignment outside of Bargaining Xxxx, 00 Short term Income Protection Plan, 51 Short Term Income Protection Plan Regular Part-time, 56 Sick Leave. See Leaves, illness Sick Leave Credits, 60 Split Shifts, 27 Spouse, 11 Stewards, 6, 13, 43, 50 Absence from workplace, 6 Attendance at grievance process, 13 Strikes, 8 Sunday Work, 25 Shift premiums, 26 Voluntary shifts, 26 Suspension, 14 T Technological change, 45 Notification, 45 Severance pay, 46 Training, 45 Transfer to vacant position, 45 Temporary Vacancies. See Contract Positions Termination, 19 Testing Protocol, 22 Tied Seniority. See Seniority, Identical Trial Period Promotion or transfer, 21 U Union condition of employment, or with the mutual agreement 6 Discrimination, 6 Dues, 5 membership solicitation, 7 notification by Employer, 7 notification of all partiesnew employees by Employer, continuing their temporary layoff for an agreed 7 outside assistance, 5 recognition and scope, 5 Stewards. See Stewards Union Shop, 6 Vacancies. See Job Postings Vacation Year, 29 Vacations Bereavement leave, 33 Bidding, 32 Blocks come available, 32 Bumping, 32 Carry Forward, 33 Continuous active service, 30 Earned time upon period death, 34 Entitlements, first year of employment, 31 Entitlements, full-time, 30 Entitlements, librarians, 30 Entitlements, part-time, 31 grandfathering, 61 Isolated Days, 32 Pay, 31 Pro-rating due to moves between full and part time, 33 Recognized Holiday, 34 Reinstatement, 33 Retirement, 34 Schedules, 32 Sick leave, 33 Termination before/after, 34 Transfer to another location, 32 Use as Emergency Leave, 32, 37 Volunteers, 00 X Xxxx settlement, 62 Wages. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirementsSee Rates table Welfare Benefits. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).See Benefits WHMIS

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify Apprenticeship Program for Motor Vehicle Mechanic “A” An employee shall not progress to the intention next pay level until he has successfully completed both the practical and academic components of the Parties with preceding period. When an apprentice has to attend school as part of his training, the Corporation shall continue to pay his regular weekly wages. Such weekly wages shall be equivalent to the level of straight time wages, being paid to him just prior to the commencement of the training period. While in the apprenticeship program, apprentices shall not be permitted to apply for job The apprentice is responsible for the payment of any and all fees related to the apprenticeship program. TOOL ALLOWANCE An apprentice’s tool allowance shall not be paid in full as per Article of the collective agreement. Apprentices shall receive: of tool allowance during period of tool allowance during 2nd period of tool allowance during 3rd period of tool allowance during 4th period of tool allowance during 5th period Yours truly, The Corporation of the City of Labour and Employee Relations Manager Acknowledged for the Union: President, Local Date Letter November Andre President, Transit, Amalgamated Transit Union, Local Dear Letter of Understanding Re: Crew Selection This policy is issued in order to clarify most rules in respect to bidding for crews. As the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift bidding procedure will be offered in a transition period for the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 purpose of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffstesting various methods, it is agreed that unresolved issues must be mutually agreed upon by both parties during the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off process. Weekly crews for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff bid period will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond posted three (3) weeks prior to the implementation date. Bidding for crews will commence one (1) calendar week following crew posting and operators will select their crew by seniority. Bidding will take place in durationa private room that is located in close proximity to the operators lounge. (Note: this private room will also be used as an operator room” when not being used for bidding purposes). Bidding will be conducted over a three (3) day period, normally on Monday, Wednesday and Friday, The operators will sign in order of seniority employees who first elected an inverse seniority layoff and be given a maximum time allowance for selection of six (6) minutes. There will have be set times for signing. On a daily basis, bidding will commence at mutually agreeable times. As the option complement of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is deniedoperators increases, the Company and number of operators bidding on each day will be proportionately increased over the Union three (3) day period until such time as the bidding time per day takes a full eight hours. Once the bidding time takes a full eight hours over three days, the number of operators bidding each day xxxx be spread proportionately over five (5) days on a Monday to Friday basis in one week. All bidding on any of the aforementioned days will meet be concluded by Operators who will not be available to review personally bid for a crew may indicate preference on the circumstances crew selection sheet which will be posted next to the crew bids or preferences may be left on crew selection slips. Ten spaces will be provided in which the operator xxxx indicate their preference in order of each casepriority. The Parties agree that Space #I will indicate first choice. Preferences will only be considered if the Company shall bear no liability associated operator’s signature is placed in the space provided. If none of the operators’ preferences are available, then one phone call will be placed to the operator in accordance with inverse seniority layoffsparagraph below. Letter continued., and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).November

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify Behaviour Consultants‌ The Calgary Board of Education has agreed to supervise the intention clinical practice of employees who are seeking accreditation with the Behaviour Analyst Certification Board as Behaviour Analysts. In doing so, the Calgary Board of Education and the CBE Staff Association agree to the following terms and conditions of employment provisions for individuals employed as Behaviour Consultants. The Calgary Board of Education commits to supervise the clinical practice of those employed as Behaviour Consultants within the scope it is able to provide these experiences. The Calgary Board of Education recognizes that it is not able to supervise all of the Parties with respect to requirements for credentialing as outlined by the Layoff and Recall provisions set out Behaviour Analyst Certification Board. ▪ Applications for posted competition(s) shall be accepted from continuous employees who have successfully completed at least 50% of required courses towards a Master’s degree in Article 11behaviour analysis, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that education or psychology ▪ Successful applicants in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees competition(s) shall be established on the affected shift PSS Salary Grid Grade III ▪ Behaviour Consultants will be offered employed as 10 month employees following the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company traditional school year calendars ▪ Behaviour Consultants will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff receive six (6) per cent vacation pay ▪ Applicable union dues will be selected on deducted from Behaviour Consultants’ pay ▪ The Calgary Board of Education will contribute the basis employer’s portions of inverse seniority, meaning that the most senior employee CPP and EI and will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. contribute WCB premiums ▪ It is understood that employees are expected to participate in activities which are normal extensions of their professional responsibilities. It is also understood that some parameters are necessary in order to ensure both the Company reserves quality of service delivery and a viable workload for employees. These parameters shall be determined collaboratively by employees and their supervisor. Where Behaviour Consultants participate in normal extensions of their professional responsibilities beyond seven (7) hours per day, additional pay/overtime pay or lieu time will not be provided. ▪ All other employment provisions including seniority, of the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company Staff Association Professional Support Staff and the Union Calgary Board of Education collective agreement shall not apply to Behaviour Consultants. LETTER OF UNDERSTANDING Study Efficacy of Working from Home – PSS 10-month‌ The Board and the Association will meet undertake and complete a joint study to review determine the circumstances viability and efficacy of each case10-month professional support staff working offsite during Winter and Spring Break when schools are not in session. This study will be initiated by September 30, 2019 and completed no later than March 1, 2020. If applicable the joint study will establish guidelines and expectations. Signed, Sealed and Delivered The Parties agree that Board of Trustees In the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding presence of of the availability Calgary Board of Employment Insurance (EI) benefits is the exclusive responsibility Education _ Witness Chair Date _ Witness Corporate Secretary Date The Calgary Board of Human Resources and Services Development Canada (HRDSC).Education Staff Association _ Witness Chair _

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs The Corporation will provide written notice to the Union at least thirty (30) working days in advance of any proposed changes which will affect the rights of regular full-time employees or conditions of employment as currently described in the Collective Agreement. This letter thirty (30) working day period shall not operate so as to extend any other notice to be given under the Collective Agreement and may run concurrently with any such notice. Where the proposed changes in above include a layoff of a regular full-time the parties will clarify meet no fewer than five (5) working days prior to the intention Corporation’s intended date for posting of the Parties notice to discuss methods of reducing the impact to employees and to consider alternatives as submitted by the Union. The Corporation agrees to recognize two representatives from the local whose duties shall be limited to meetings with respect the Corporation concerning return to work issues in dispute, provided the Layoff and Recall employee requests such representation. Attendance will be limited to one representative. The provisions set out in of Article 11, Section 1, Paragraph 1 shall apply for this purpose. The Corporation agrees to provide unpaid leave of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application absence for one union representative for attendance at appeal hearings on behalf of the Inverse Seniority Provisionan employee. The parties agree that in situations to establish a Committee re: the implementation of temporary short term layoffs covered under Article 11 of uniform clothing for By-law Enforcement. The Corporation will provide the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 Local with two hundred and fifty (250) copies of the Collective Agreement. When applying The Letter of Understanding expires on March Signed at Ontario, this the Inverse Seniority Provision for temporary short term layoffsday of December, it is agreed that SCHEDULE "A" to the Company will canvas seniority employees on Collective Agreement between the affected shift who are willing to be temporarily laid off for the duration Corporation of the short term layoff, prior City of and the Canadian Union of Public Employees and its Local OCCUPATIONAL CLASSIFICATIONS Position Titles CIerk "A Senior Clerk "A" Senior Senior Program Worker Clerk B CIer S nogr he "A" Parking Attendant Senior Clerk Senior CIe k S n rapher "A Switchboard Clerk Program Assistant "A" Meter Maintenance Attendant Senior Clerk "A chn a I Services Techn c an Clerk D er Stenographer D Computer Operator Program Assistant Technical Services Technician Automotive Budget Xxx Xx st "A Capital Cost Technician Clerk "E" CIer Stenographer "E" Geographic Information Systems Technician Junior Clerk Junior Engineering Planning Assistant Program A istant C Traffic Analyst SCHEDULE "A" to implementing any involuntary seniority based layoffs under Article 13 the Agreement between the Corporation of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis City of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Canadian Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, Public Employees and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).its Local

LETTER OF UNDERSTANDING. ReNon-rotating day shift workers shall receive a minute paid lunch when working eight (8) hours overtime. For the Company: Inverse Seniority Layoffs This letter For the Union: Date: September LETTER OF INTENT In reference to Article agreed to during negotiations that all fringe benefit costs related to accumulation seniority such as pension, vacation and other benefits that may be im- pacted will clarify the intention of the Parties with respect be charged to the Layoff and Recall provisions set out in Article 11union. For the Company: For the Union: Date: LETTER OF INTENT Above their regular duties, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift Utility operators will be offered the first opportunity given prefer- ence to train for short term layoff, notwithstanding the layoff procedure set out jobs in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, classifications and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced as determined by the Company. Should When assignments become available on their shift in job classifi- cations and and when skills of the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is deniedshift allows, the Utility Op- erator will be offered that assignment. The Company and the Union recognize that in the operation of the plant, a handler will meet be required to review train and work in job classifications or higher. For the circumstances Company: For the Union: Date: September STEEL CANADA FOR HOURLY EMPLOYEES AND THEIR DEPENDENTS Effective Date: January INDEX Page Summary of Benefits Definitions Eligibility Lie Insurance and Employee Weekly Disability Benefit Long Term Disability Health Care Benefit Drug Benefit Dental Care Benefit Claims Provisions SUMMARY OF BENEFITS Employee Life Insurance All Eligible active Employees A choice of Option A times annual earnings, rounded to the higher if not already a multiple thereof; or Note: Option Earnings means regular income paid by your Employer, plus paid commissions averaged over the prior months (or less if employed for a lesser period) but excluding bonuses and overtime pay A retroactive change in Earningswill be deemed to be effective on the date the change was determined If at anytime your Employee Life Insurance would exceed you will be required to complete a health questionnaireand may have IO submit medical evidence of good health satisfactoryto in order to be insured for the excess. This requirement will also apply to each subsequent increase Your Employee Life Insurance will reduce by at age or retirement. Twelve months after the first reduction all amounts of Life Insurance shall reduce by a further of the amount in force at that time. All amounts of Life Insurancewill terminate upon the earlier of attainment of age or years after retirement Weekly Disability Benefit All Eligible active employees: Waiting Period: Accident: of weekly earnings, rounded to the nearest Dollar, up to a maximum benefit of per week nil Illness: days Illness if hospitalized (for at least hours) lesser of days or period prior to hospitalization Benefit Duration: Weeks Note: Earnings mean regular income paid by your Employer before you became Disabled, plus paid commissions averaged over the 24-month period (or less, if employed for a lesser period) prior to the date you became Disabled, but excluding bonuses and overtime pay unless part of insurable earnings. For hourly employees who are not regularly working full-time, earnings be calculated as the average of hours worked in the last weeks (or less if employed for a lesser period) times the hourly rate of pay in effect the day before the employee became disabled. A retroactive change in Earnings will be deemed to be effective on the date the change was determined. Long Term All eligible active employees under age of monthly earnings, rounded to the nearest dollar, up to a maximum benefit of per month Waiting Period weeks Benefit Duration to age Note: Earnings means regular income paid by your Employer before you became Totally Disabled, plus paid commissions averaged over the 24-month period (or less, if employed for a lesser period) prior to the date you became Disabled, but excluding bonuses and overtime. For hourly employees who are not regularly working full-time, Earnings will be calculated as the average number of hours worked in the last weeks (or less, if employed for a lesser period) times the hourly rate of pay in effect the day before the employee became Totally Disabled. A retroactive change in Earnings will be deemed to be effective on the date the change was determined. Extended Health Calendar Year Deductible" Pay Direct Drugs per person not more than per family per prescription or refill *Does not apply to Hospital (within home Province) or drugs. Percentage Payable Amount Hospital (within home province) and Drugs Out of Province Psychoanalyst (for Quebec residents Other covered Charges Health Care Benefits Osteopath, Chiropractor*, Psychologist Speech Therapist, or Physiotherapist Masseur Ambulance Service per type of practitioner per visit, up to a maximum calendar year limit of charges in excess of the amount payable under the covered person's Provincial Health Plan for professional licensed ambulance service to transport the covered person A Hospital Patches unlimited lifetime Semi-private, up to per day Room Limit Hospital (Within home province) Lesser of per day or Maximum stay (per period of disability) Out of Hospital Nursing Benefit Orthotics Out-of-Province Benefit Maximum Out of Country Travel Extended Health Care Maximum days per calendar year up to maximum of per lifetime per calendar year with doctors referral See Out of Country booklet days per trip (see Booklet) Lifetime maximum unlimited Dental Benefit Fee Guide Payments under this plan will be based on a 1-year lag, which changes in January of each caseyear. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffsFor Fee Guide Fee Guide Fee Guide Fee Guide Calendar Year Deductible Nil Routine Care Basic Care Dentures Crowns and Bridgework Routine Care, and that any decisions regarding the availability of Employment Insurance Basics, Dentures, Crown And Bridgework (EIcombined maximum) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).calendar year Orthodontics Maximum lifetime

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs Secretaries At recent collective bargaining negotiations, the issue of supply secretaries was discussed. When a supply secretary is required by the Board, the following process will be used while secretaries are on the recall list. Part-time staff will be considered first to do supply work at their own location. Other than the above circumstances, any supply work will first be offered to secretarial staff on the recall list. If no one is available from the recall list, locations will be advised to contact staff on the Permanent Part-time list. This letter list contains the names of permanent part-time secretarial staff who are looking for additional work. If no one is available from this Permanent Part-time list, then the Casual Supply list may be used to obtain temporary help. Upon the expiration of recall rights and the termination of their employment, individuals may apply to the Board to be added to the Casual Supply list and upon application shall be added to the list. In order to be eligible for work under this Letter of Understanding, employees or individuals on the Casual Supply list must be qualified to perform the work available, OF UNDERSTANDING between PEEL BOARD OF EDUCATION (hereinafter referred to as the 'Board') and the CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL (hereinafter referred to as the 'Union') The Board and the Union hereby agree to the following process when Union members performing non-union acting positions: The Human Resources Services Department will clarify inform the intention Union of the Parties with respect Acting assignment; In the event that a temporary vacancy occurs in a job that the Board intends to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 fill as a result of the National Collective Bargaining Agreement (CBA)acting assignment, it shall be posted in accordance with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying ; After two (2) years in the Inverse Seniority Provision for temporary short term layoffsnon-union acting position, it is agreed that the Company Union member will canvas seniority employees on return to their bargaining unit position or resign their bargaining unit position: If the affected shift who are willing Union member chooses to give up their bargaining unit position, union dues will be terminated and the employee will cease to be temporarily laid off for the duration a member of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff and their bargaining unit position will be selected on the basis of inverse seniorityposted: The two years may be extended, meaning that the most senior employee will be provided the layoff opportunity firstfor circumstances, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of timethe Board and the Union. It is understood that all Union members currently in non-union acting assignments will be subject to the Company reserves above provisions but with the right to deny requests for inverse seniority layofftwo year provision commencing with the effective date of the signing of this Letter of Understanding. this 3rd day of September, where an individual’s particular skill MEMORANDUM OF AGREEMENT THE PEEL BOARD OF EDUCATION referredto as The Board) and ability are considered necessary to operational requirements. Before any such request is denied, THE CANADIAN UNION OF PUBLIC EMPLOYEESand Its Local referredto as the Company The Board and the Union will meet hereby agree to review extend the circumstances probatlonary period under Article of each casethe Collective Agreement for employees who during their probatlonary period are absent from work due to Workers or unpaid medical The probationary period shall extended by the length of time that an employee is absent. Dated at this the day of December FOR THE UNION: PEEL BOARD OF EDUCATION HUMAN RESOURCES SERVICES Principals Superintendents Local Secretarial and Clerical Employees memo is a follow-up to the October memo which was written in response to concerns raised by the Secretarial and Clerical Union. The Parties agree following is a clarification regarding working conditions: Any banking done by Board employees, with respect to Board business, is part of the employee’s normal work and time should be provided during the normal work day for this purpose. If employees are requiredto deposit correspondence in the mail, sufficient time should be provided during the normal working day for this purpose. Secretarial and clerical employees are not expected or required to transport students in their personal vehicles. Secretarial and clerical employees are not expected or requiredto administer medication to pupils. Secretarial and clerical employees are not expected or required to identify or check who are suspected of being infested with pediculosis (head lice). If you have any questions or require may be made to Board Policies and Associate Director, Education Services Xxxxxx Director of Human Resources, Negotiations Support Staff Services LETTER OF UNDERSTANDING During recent collective bargaining negotiations, the s agreed as follows: The parties agreed that the Company current incumbent in the position of Secretary to the Superintendent of Special Education Program Services, Xxxxx shall bear no liability associated remain a member of Local Any future incumbents in this position shall be excluded from the Union in accordance with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).Article

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify the intention The Letter of Understanding attached to this Agreement is a part of the Parties Agreement between the parties. ARTICLE TERMINATION This Agreement shall become effective on the day of February, and shall remain in effect the of shall continue in force from year to year thereafter unless in any year not more than ninety days and not less than thirty days, before the date of its termination, either party shall furnish the other with respect to the Layoff and Recall provisions set out in Article 11notice of termination of, Section 1or proposed revision of, Paragraph 1 this Agreement. IN WITNESS WHEREOF each of the National Collective Bargaining parties hereto has caused this Agreement (CBA), with respect to temporary layoffs and the application be signed by its duly representatives as of the Inverse Seniority Provisionday and year first above written. The parties agree that in situations WATERLOO FURNITURE COMPONENTS LTD. UNITED STEELWORKERS OF AMERICA, LOCAL Xxxxxx Xxxxxx Xxxx Xxxxxx Xxxxx Xxxxxxx Xxxx Xxxxxx Xxxxxxx Xxxxxxx Xxxxxx APPENDIX “A” WAGE SCHEDULE Material Handler/Order Filler NON-INCENTIVE JOB CLASSIFICATIONS Grade Job Classification Fe b. Machinist Grade 1 Machinist Job Classification Jan. Feb. I, Racker Slide Assembly Operator Keyboard Arm Assembler Press Operator Roll Form Operator Set-up Operate Spray Painter Set-up Operate Gas &Arc Weld Set-up Operate Press (there will be an add-on of temporary short term layoffs covered under Article 11 per hour worked on set-ups) WAGE SCHEDULE INCENTIVE CLASSIFICATIONS I APPENDIX Life Insurance Accidental Death and Dismemberment Weekly Indemnity per week effective February per week effective February per week effective February per week ACCIDENTAL DEATH DISMEMBERMENT BENEFIT Coverage is provided for disability occurring at or away from work. WEEKLY INDEMNITY BENEFIT Coverage is payable from the day of the CBAabsence due to an accident or injury, seniority employees or sickness if on the affected shift will be offered the first opportunity day due to sickness for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon a maximum period of timeweeks. It Pregnancy is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC)excluded.

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter Benefit Continuation for Full-time Staff on Income Protection The parties have discussed the language following under the full-time Income Protection Plan that refers to limitations to benefits payable, Item # 4. To provide greater clarity for all parties to the Collective Agreement, it is understood that the language, is clarified to The Employer will clarify continue to pay group benefits costs for fulltime employees including Dental, Extended Health Care, Vision, Life Insurance for a period not longer than thirty (30) consecutive months while the intention employee continues to be in receipt of short term or long term disability payments. Where required, payroll deductions for benefits and/or pension purposes will continue to be made from disability pay. The clarification does not impact the current practice of the Parties Library to continue to provide such benefits with respect the exclusion of OMERS, which is governed by its own rules and regulations, should the decision of the Long Term Disability insurance carrier to the Layoff and Recall provisions set out in Article 11, Section deny disability benefits be appealed. WAGE SETTLEMENT January 1, Paragraph 1 2021 – 1.6% January 1, 2022 – 1.6% For the remainder of the National years under this Collective Bargaining Agreement (CBA)Agreement, the wage adjustments shall match those negotiated by the City with respect CUPE 5167. Red Circling of employees whose current rate of pay is greater than the job rate as a result of job evaluation, will remain in effect until the wage rate for the position is equivalent to temporary layoffs and or greater than their current rate of pay, which ever first occurs. These employees shall not be eligible for any wage settlements/increases until such time that the application job rate is equivalent to or greater than their current rate of the Inverse Seniority Provisionpay, whichever first occurs. The above adjustments are inclusive of any and all pay equity adjustments. Moreover, the parties agree that in situations these adjustments satisfy maintenance obligations and any and all present or future claims under the Pay Equity Act, internal equity and/or all letters of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing understanding pertaining to be temporarily laid off pay equity and internal equity for the duration of this Collective Agreement. Notwithstanding the short term layoffforegoing, prior in the event that a City of Xxxxxxxx male comparator job rate is changed, this could give rise to implementing any involuntary seniority based layoffs under Article 13 a pay equity claim and/or may necessitate a review of the CBA. Any seniority employees who elect male comparator position to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights used for the purposes of being recalled pay equity. Expiry Date: December 31, 2024 INDEX A Absences Before or after a recognized holiday 38 Discipline 63, 67 Family Responsibility Leave <1/2 day 42 Explanation 66 Failure to file (medical claims form) 63, 66, 67 Failure to notify 22 Information required when absent 11 Notification 11 Without excuse 22 Accommodation of disabled worker 9 Additional Hours Responsibility of Employee to Notify 31 Adoption LeaveSee Pregnancy/Parental/Family Responsibility Leave Anniversary Date 46 Arbitration Board of 19 Expenses 20 Failure to Appoint 19 Time Limits 20 B Managers 11 Pages and Shelf Readers 47 Benefits 44 Carrier change 46 Dental Care 44 Full-time 45 Group 44 Health Extended Care Plan 44 Limitation of liability 46 Limitations to benefits payable 62 Part-time 45 Bereavement leave 37, 39 Board Minutes 10 Bookmobile drivers Overtime compensation 31 Bookmobile employees 49 Breaks 29 Bumping Contract position 26 Contract position/ government grant 26 Medical accommodation 27 Orientation 27 Procedure 26 Requirements 27 Rights 26 Vacations 35 C Call-in employee Definition 12 Call-in Employee Calculation of seniority 20 Eligibility 12 Rates of Pay 12 Refusal of work 22 Schedule Restrictions 12 Selection 12 Specification of work locations 12 Sunday work 28 Terms of work 12 Vacation pay 12 Casual Staff Limits 47 Citizenship Leave 41 Cluster branches 32 Collective agreement Duration 50 Purpose 7 Collective bargaining agent See: Union Committees See Specific Committee Notification of members 15 Selection 15 Compensation Call-in Employee 12 Disability 59 On-call 29 Overtime 30 Rates table See Retroactivity 50 Salaries 46 Vacation pay 34 Complaint Stage 16 Continuous Active Service 32 Contract Employee Bargaining Unit 13 Eligibility to apply for other positions 24 Probationary Period 14 Seniority 13, 14 Transfer to call-in 13 Contract Position 24 Cessation or expiry 13 Government grants 13 Vacations 36 Vacations if position is less than 3months 36 Contracting Out 50 Employee displacement 50 Correspondence 47 CUPE Representation 8 D Days Off 29 Definitions Call-in Employee 12 Continuous active employmentservice 32 Contract Position 13 Department or branch 32 Grievance 16 Layoff 25 Librarian 11 Long term disability (FT) 59 Overtime 30 Permanent Employee 11 Probationary Employee 12 Regular Part-time 12, 28 Seniority 20 Short term disability (FT) 59 Short term disability (PT) 65 Split shifts 30 Spouse 14 Technological change 49 Union business 42 Working days 18 Disallow sick pay 61, 65 Discharge 17 Discipline 63, 67 Absence 63, 67 Extension 48 Meeting 48 Progressive 48 Record 48 Discrimination Union membership 9 Dues, Union See Union - Dues E Emergency closures 49 Emergency Incidents Report 48 Employee Data 10 Employee development 40, 48 Employee personnel file Discipline record 48 Employer Policies and Procedures 10 Equity adjustments Payment schedule 73 Equivalencies 67 F Family Responsibility Leave 41 Family Responsibility Leave <1/2 day 42 Family Responsibility Leave Days 35 Frozen sick bank days 41 G Government grant position Requirement to fill full term 24 Government grants Selection 13 Summer workers 47 Grievance Administration 17 Assistance of representative or with the mutual agreement agent 8 Committee 15 Complaint stage 16 Correspondence 19 Definition 16 Employer 17 Form 17 Group 16 Improperly completed 17 Job-related 17 Procedure 18 Time limits 18 Waiver of all partiessteps 19 Grievance Settlement Officer 18 Group benefits 44 H Health and Safety Committee 15 Emergency Incidents Report 48 Injury 42 Health Extended Care Plan 44 Holiday Weekends 30 Holidays See Recognized Holidays Hours of work 27, continuing their temporary layoff See also Schedules Bookmobile Drivers 31 Electronic Services Employees 27 Evening/weekend only positions 28 Full-time employee 27 Maintenance employees 27 No guarantee 30 Part-time 20-24 hrs 28 Shift Limits 28 Sunday work 28 Waiver of restrictions 28 Human Rights 9 I Injury 43 Interview Protocol 25 Isolated Days See Vacations, Isolated Days J Job Postings Less than 120 days 13 Notice 23 On-call requirements 29 Posting Requirement 22 Job promotion 20 Job Sharing 48 Joint Health and Safety Committee 15 Jury duty 40 L Labour Management Committee 15 Purpose 15 Layoff 17, 20, 22, 25 Date 27 Failure to notify employer 22 Notification 26 Procedure 26 Recall 27 Recall and orientation period 27 Leaves Bereavement 39 Bereavement, travel time 39 Citizenship ceremonies 41 Family Responsibility 41 Jury duty 40 Parental Emergency 40 Personal 40 Pregnancy 40 Public Office 41 Seminars and workshops 40 Union Business 42 Union business vs. personal leaves 42 Union Committees 40 Work full-time for an agreed upon period Union 42 Leaves, illness Annual report 43 Failure to file claims forms 66, 67 Notice of absence 11 Part-time employees and occasions 65 Part-time staff, carryover of annual hours allocation 66 Part-time. It is understood that the Company reserves the right , annual hours 65 Part-time, occasions 66 Payment for documentation 67 Plan for full-time employees 59 Protocol 62, 66 Regular Part-time, regulations of plan 66 Leaves,illness Failure to deny requests file medical verification 63 Occasions for inverse seniority layofffull time 61 Payment for documentation 62 Vacation reinstatement 37 Legislation Labour Relations Act, where an individual’s particular skill 1995 9 Occupational Health and ability are considered necessary Safety Act 15 Ontario Employment Standards Act 26, 40, 41 Ontario Employment Standards Act 12 Ontario Human Rights Code 9, 22, 27 Ontario Municipal Act 41 Ontario Municipal Employees’ Retirement System ......................................................................... 45 Librarian Definition 11 Vacation 33 vacation entitlements 33 Lieu Time 30 Lockouts 11 LTD Plan 45 M Management Rights and powers 7 Meal Allowance 49 Overtime 32 Meal Breaks 29 Mediation 18 Medical accommodation 27, 69 On-call breaks 29 Medical certificate 62 Medical note 62, 67 Municipal Act .See Legislation, Ontario Municipal Act N Negotiating Committee 14 Assistance of representative or agent 8 New employees 10 Notice of absence See Absences: notification Notification Layoff 26 Technological change 49 Test scores to operational requirements. Before any such request is denied, the Company Union 25 O Occupational Health and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).Safety Act 15 OMERS 45 On-call Compensation 29

LETTER OF UNDERSTANDING. ReSubject: Inverse Seniority Layoffs This letter will clarify Juvenile Detention - Youth Specialist Vacation Schedule Although the intention of Employer reserves the Parties with respect right to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffsallocate vacation leaves, it is agreed that an effort shall be made to schedule vacation leave consistent with the Company will canvas seniority employees on manpower and workload requirements as determined by the affected shift who are willing Employer. Vacation leave requests shall be submitted to be temporarily laid off the department director or designee prior to January 15 for the duration period February 16 through February 15 of the short term layofffollowing year. Conflict among employees for desired vacation leave shall be resolved by giving preference to the employee with the greatest seniority, provided that the senior employee’s preferred date for vacation leave has been submitted to the department director prior to implementing any involuntary seniority based layoffs under Article 13 January 15. The biweekly work schedule shall be posted every other Friday or sooner. All vacation requests submitted on or after January 15th shall be treated on a first come first serve basis providing said request is made no later than the Friday preceding the posting date of the CBAbiweekly work schedule. Any seniority employees who elect to be placed on short term layoff request for time off during a work schedule period that is submitted after the Friday preceding the posting of the biweekly work schedule, if approved, will be selected on granted as paid time off days, subject to the basis timing provision in Section 13.7 (f) of inverse senioritythe collective bargaining agreement. Under most circumstances, meaning that the most senior Employer will give the employee a response to their vacation request as soon as possible and within two (2) weeks shall be used as a guideline. An employee will be provided permitted to take their vacation leave one (1) day at a time upon advance mutual approval of the layoff opportunity firstdepartment director and the employee. Once an employee has been granted vacation time, they shall not be permitted to change their selection, unless approved by the department director. Vacation During Weekends - Youth Specialist weekend vacation requests are subject to management approval and a vacation request for all weekends in a month will generally not be approved. If paid time off or sick time hinders a Youth Specialist from working at least one weekend per month, the second most senior Youth Specialist may be required to provide acceptable documentation that the employee next, and so on, following the seniority listcould not work. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for Vacation During Holidays - For the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is deniedgranting additional Youth Specialists vacation leave on holidays, the Company employer shall utilize a “Default List” consisting of the four most senior Youth Specialists who requested and the Union will meet were denied vacation for that holiday prior to review the circumstances of each caseJanuary 15. The Parties agree employer will refer to this list when awarding additional vacation for that holiday prior to granting vacation leave requests on a first come, first serve basis (on that holiday) by any other Youth Specialists. This Letter of Understanding is subject to the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding department director’s authority to maintain qualified required staffing on each shift. This amended provision of Section 12.2 only applies to Youth Specialists within the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC)bargaining unit.

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify The Employer agrees set aside an amount of money equal to of payroll to be used to fund the intention implementation of the Parties with respect Evaluation retroactive to January Letter of Twelve (12) hour shift schedule language shall be as agreed the parties. This language is to be completed during the term of the collective and shall be an appendix to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 collective agreement. Letter o f Understanding The employer agrees that it will continue payment to those employees who file for or at the rates of pay which would have been paid by the National Collective Bargaining Agreement (CBA), with respect Workers’ Compensation Board or the carrier. Such payment shall not take place unless the employee signs a waiver acceptable to temporary layoffs and the application employer directing any funds to be paid directly to the employer. At such time as the is decided by or will revert to direct payment from or of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift Understanding Employees will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have given the option of either exercising utilizing their seniority rights vacation prior to receiving on the understanding that vacation not taken will be paid out on December of the year in which it is earned. THE REGIONAL MUNICIPALITY OF JOB CLASSIFICATIONS AND RATES OF PAY LOCAL CLASSIFICATION SCHEDULE Control Technologist Instrumentation Control Technician Instrumentation Control Technician Maintenance Electrician Industrial Mechanic Storekeeper Operator Electrician Mechanic Hand Operating Engineer *Operator I Vehicle Operator (Pickle Truck) *Operator I (Water Purification Plant) *Operator (Waterdown) I (Water Pollution Control Plant) 'Operator I (Xxxxx) 'Operator I OCTOBER 1/91 Electrician Industrial Mechanic SCHEDULE " A THE REGIONAL MUNICIPALITY OF OB AND RATES OF PAY LOCAL J CLASSIFICATION SCHEDULE OCTOBER 1/91 Assistant Maintenance Operating Engineer (Lodges) Operating Engineer 'Operator (Water Pollution Control Plant) Courier 'Assistant Operator (Water Purification Plant) Vehicle Helper 'Operations Helper Maintenance Helper An employee hired into any of the foregoing classifications shall receive a wage rate of cents less than the rate set out above, for the purposes probationary period as defined in Clause of being recalled to active employment, or with the mutual agreement this Agreement. *Upon successful completion of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is deniedCertification, the Company rate of pay for employees passing the exam at the class pertaining their position shall be increased by fifty cents per hour. Employees who successfully complete the approved courses shall receive a bonus of twenty cents per hour, representing of the certification bonus. On successful completion of certification as previously noted, the additional for a total of fifty cents per hour will he paid. **TheLead Hand rate shall be increased forty cents and shall be paid only during regular scheduled hours for carrying a pager (24) hours per day and seven (7) days per week. THE REGIONAL MUNICIPALITY OF JOB CLASSIFICATIONS AND RATES OF PAY LOCAL CLASSIFICATION SCHEDULE Control Technologist Instrumentation Control Technician Instrumentation Control Technician Maintenance Electrician Industrial Mechanic Storekeeper Operator Electrician Industrial Mechanic Hand Operating Engineer *Operator I Vehicle Operator (Pickle Truck) *Operator I (Water Purification Plant) I (Waterdown) 'Operator (Water Pollution Control Plant) 'Operator (Xxxxx) *Operator I Maintenance Electrician Industrial Mechanic "A" THE REGIONAL MUNICIPALITY OF JOB CLASSIFICATIONS AND RATES OF PAY LOCAL COVERED BY THE ATTACHED AGREEMENT CLASSIFICATION Assistant Maintenance Operating Engineer (Lodges) Operating Engineer 'Operator (Water Pollution Control Plant) Courier EFFECTIVE SCHEDULE APRIL 'Assistant Operator (Water Purification Plant) Vehicle Helper *Operations Helper Maintenance Helper An employee hired into any of the Union foregoing classifications shall receive a wage rate of cents less than the rate set out above, for the probationary period as defined in Clause of this Agreement. 'Upon successful completion of Certification,the rate of pay for employees passing the exam at the class pertaining their position be increased by fifty cents per hour. Employees who successfully complete the approved courses shall receive a bonus of twenty cents per representing of the certification bonus. On successful completion of certification as previously noted, the additional for a total of fifty cents per hour will meet be paid. Lead Hand rate shall be increased by forty cents and shall be paid only during regular scheduled hours for carrying a pager twenty-four (24) hours per day and seven (7) days per week. THE REGIONAL, MUNICIPALITY OF JOB CLASSIFICATIONSAND RATES OF PAY LOCAL COVERED BY CLASSIFICATION Control Technologist Instrumentation Control Technician Instrumentation Control Technician Maintenance Electrician Mechanic Storekeeper Operator Maintenance Electrician Industrial Mechanic nd Engineer I Ha 'Operator Vehicle Operator (Pickle *Operator I (Water Purification Plant) 'Operator I (Waterdown) SCHEDULE EFFECTIVE I (Water Pollution Control Plant) 'Operator I (Xxxxx) *Operator Maintenance Electrician Industrial Mechanic SCHEDULE "A" THE REGIONAL MUNICIPALITY OF JOB CLASSIFICATIONS AND RATES OF PAY LOCAL 1/92 CLASSIFICATION SCHEDULE Assistant Maintenance Operating Engineer (Lodges) Operating Engineer 'Operator (Water Control Plant) Courier 'Assistant Operator (Water Purification Plant) Vehicle Helper 'Operations Helper Maintenance Helper EFFECTIVE An employee hired into any of the foregoing classifications shall receive a wage rate of cents less than the rate set out above, for the probationary period as defined in Clause of this Agreement. 'Upon successful completion of Certification. the rate of pay for employees passing the exam at the class pertaining to review their position shall he increased by fifty cents per hour. Employees who successfully complete the circumstances approved courses shall receive a bonus of each casetwenty cents per hour, representing of certification bonus. On successful completion of certification as previously noted, the additional for a total of fifty cents per hour will be paid. **The Parties agree that Lead Hand rate shall be increased by forty cents and shall be paid only during regular scheduled hours for carrying a twenty-four (24) hours per day and seven (7) days per week. SCHEDULE " A THE REGIONAL MUNICIPALITY OF JOB CLASSIFICATIONS AND RATES OF PAY LOCAL EFFECTIVE 1/93 CLASSIFICATION SCHEDULE Control Technologist Instrumentation Control Technician Instrumentation Control Technician Electrician Industrial Mechanic Storekeeper 'Process Operator Maintenance Electrician Industrial Mechanic Hand Operating Engineer 'Operator I Vehicle Operator (Pickle Truck) I (Water Purification Plant) 'Operator I (Waterdown) *Operator I Pollution 'Operator I (Xxxxx) 'Operator I Maintenance Electrician Industrial Mechanic SCHEDULE " A THE REGIONAL MUNICIPALITY OF JOB CLASSIFICATIONS AND RATES OF PAY LOCAL CLASSIFICATION Assistant Maintenance Operating Engineer (Lodges) Operating Engineer *Operator (Water Pollution Control Plant) Courier EFFECTI SCHEDULE APRIL 1/93 *Assistant Operator (Water Purification Plant) Vehicle Helper 'Operations Helper Maintenance Helper An employee hired into any of the Company foregoing classifications shall bear no liability associated with inverse seniority layoffsreceive a wage rate of cents less than the rate set out above, for the probationary period as defined in Clause of this Agreement. 'Upon successful completion of Certification, the rate of pay for employees passing the exam at the class pertaining to their position shall be increased by fifty cents per hour. Employees who successfully complete the approved courses shall receive a bonus of twenty cents per hour, representing of the certification bonus. On successful completion of certification as previously the additional for a total of fifty cents per hour will be paid. **The Lead Hand rate shall be increased by forty cents and that shall be paid only during regular scheduled hours for carrying a pager twenty-four (24) hours per day and seven (7) days per week. .E THE REGIONAL MUNICIPALITY OF JOB CLASSIFICATIONS AND RATES OF PAY LOCAL COVERED BY AGREEMENT CLASSIFICATION SCHEDULE Control Instrumentation Control Technician Instrumentation Control Technician Maintenance Electrician Industrial Mechanic Storekeeper 'Process Operator Maintenance Electrician Industrial Mechanic *Lead Hand Operating Engineer *Operator I Vehicle Operator (Pickle Truck) 'Operator I (Water Purification Plant) *Operator (Waterdown) (Xxxxx) E *OperatorI (Water Pollution Control Plant) *Operator 'Operator Maintenance Electrician Industrial Mechanic EFFECTIVE OCTOBER SCHEDULE "A" THE REGIONAL MUNICIPALITY OF JOB CLASSIFICATIONS AND RATES OF PAY LOCAL CLASSIFICATION Assistant Maintenance Operating Engineer (Lodges) Operating Engineer 'Operator (Water Pollution Control Plant) Courier EFFECTI SCHEDULE OCTOBER 1/93 "Assistant Operator (Water Purification Plant) Vehicle Helper 'Operations Helper Maintenance Helper An employee hired into any decisions regarding of the availability foregoing classifications shall receive a wage rate of Employment Insurance cents less than the rate set above, for probationary period as defined in Clause of this Agreement. *Uponsuccessful completion of Certification, the rate of pay for employees passing the exam at the class pertaining to position shall be increased by fifty cents per hour. Employees who successfully complete the approved courses shall receive a bonus of twenty cents per hour, representing of the certification bonus. On successful completion of certification as previously noted, the additional for a total of fifty cents per hour will be paid. **The Lead Hand rate shall be increased by forty cents and shall be paid only during regular scheduled hours for carrying a pager twenty-four (EI24) benefits is hours per day and seven (7) days per week. SCHEDULE The Public Library Board. Members and Deemed Members of the exclusive responsibility Regional Police Force. Regional Board of Human Resources and Services Development Canada (HRDSC)Health.

LETTER OF UNDERSTANDING. ReVacation Grandfathering The vacation allotment of those employees identified below will be adjusted to four (4) weeks retroactive to January 1, 2005. For the 2005 year, employees will receive a payment (ie. The difference between the new vacation allotment and vacation taken in 2005) within two pay periods following the ratification of this agreement. Xxxxxxxx Xxxxxxxx Xxxxxxx Xxxxxxxxx Xxxxx Xxxx Xxxx Xxxxxxxxx Xxxxx Xxxx Xxxxxxxx Xxxxxxx Xxxxxx Xxxxxxx Xxxxx Xxxxxx-Xxxxx Xxxxx Xxxx Letter of Understanding: Inverse Seniority Layoffs This letter will clarify the intention of the Parties with respect Regarding Job Evaluation Where there is a substantive change to the Layoff duties and Recall provisions responsibilities of a position, the current practice of joint union and management committees (first instance & appeal) shall continue until such time that a formal job evaluation maintenance manual is negotiated. In the event that there is no agreement on the rating of a position by the Joint Steering Committee, either party may refer the dispute to a single mediator/arbitrator Wage Settlement Retroactive pay equity and internal equity adjustments for 2007 and 2008 as set out in Article 11the attached Salary Schedule, Section Appendix A, of the Collective Agreement shall be paid to eligible staff as soon as practicably possible. January 1, Paragraph 1 2009 -3% January 1, 2010- 3% For the remainder of the National years under this Collective Bargaining Agreement (CBA)Agreement, the wage adjustments shall match those negotiated by the City with respect CUPE 5167. Red Circling of employees whose current rate of pay is greater than the job rate as a result of job evaluation, will remain in effect until the wage rate for the position is equivalent to temporary layoffs and or greater than their current rate of pay, which ever first occurs. These employees shall not be eligible for any wage settlements/increases until such time that the application job rate is equivalent to or greater than their current rate of the Inverse Seniority Provisionpay, which ever first occurs. The above adjustments are inclusive of any and all pay equity adjustments. Moreover, the parties agree that in situations these adjustments satisfy maintenance obligations and any and all present or future claims under the Pay Equity Act, internal equity and/or all letters of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing understanding pertaining to be temporarily laid off pay equity and internal equity for the duration of this collective agreement. Notwithstanding the short term layoffforegoing, prior in the event that a City of Xxxxxxxx male comparator job rate is changed, this could give rise to implementing any involuntary seniority based layoffs under Article 13 a pay equity claim and/or may necessitate a review of the CBA. Any seniority employees who elect male comparator position to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights used for the purposes of being recalled pay equity. • Expiry Date: December 31, 2012 Index Absences See also Leaves before or after a recognized holiday 34 disciplinary actions related to active employment58 due to illness See Illness leave emergency See Emergency leaves failure to file (medical claims form) 58 failure to notify the Supervisor, Department Head or Human Resources Director 20 Full‐time employees 50 information required when absent 9 notification 9 Part‐time employees 55 with the mutual agreement good cause 34 without reasonable excuse 20 Accommodation of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive disabled worker 7 Additional hours protocol 28 responsibility of Human Resources employee to notify 28 Additional Hours less than 3 hours 28 Adoption leave See Pregancy/Parental Emergency Leave Anniversary Date 41 Arbitration board of 17 expenses 17 failure to appoint 17 time limits 18 B managers 8 Pages and Services Development Canada shelfreaders 42 Benefits 38 carrier change 41 dental care 39 Full‐time employees 40 group 38 Health Extended Care Plan 39 limitation of liability 41 preventive medicine 38 Regular part‐time employees 40 retiree 60 Bereavement leave 34–35 vacation reinstatement. 33 Board minutes, posting of 8 Bookmobile drivers overtime compensation 28 Bookmobile, other employees meal allowance 43 Breaks 26 Bumping contract position 23 contract position/ government grant 23 medical accommodation 24 orientation 24 procedure. 23 requirements 24 rights 23 vacations 32 C Call‐in employees calculation of seniority 18 definition 10 eligibility 10 rates of pay ................................................................. refusal of work 20 schedule restrictions 10 selection 10 specification of work locations 10 Sunday work 25 terms of work 10 vacation pay 10 Canadian Union of Public Employees See CUPE Casual Staff limits 42 Citizenship leave. 36 Cluster branches, assignment of extra hours 29 Collective agreement duration 45 Collective agreement purpose 5 Collective bargaining agent See : Union Committees See specific committee notification of members. 13 selection 13 Compensation Call‐in employee 10 disability 50 On‐call employees 27 overtime 28 rates table See retroactivity 45 salaries 41 vacation pay 31 Continuous Active Service 29 Contract employees as part of bargaining unit 11 eligibility to apply for other positions 22 probationary period 12 seniority 11, 12 transfer to Call‐in employee 11 Contract positions 22 cessation or expiry 11 definition 11 government grants 11 vacations 32 vacations if position is greater than 3months 32 vacations if position is less than 3months 32 Contracting Out 44 Correspondence 42 CUPE (HRDSC).Canadian Union of Public Employees) .. See also Union representation 6 Days off 26 Definitions Call‐in employee 10 continuous active service 29 Contract position 11 department or branch 29 grievance 14

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify the intention It is hereby agreed that this Letter of the Parties with respect Understanding is an adden- dum to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 Memorandum of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs signed this day between Local Union and the application of Independent Plumbing Heating Con- tractors Association, wherein the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed recognize that the Company will canvas seniority employees on Low Rise Residential (Housing) Sector must receive special attention in an effort to secure the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee nextUnion Contractor, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks Union Mem- bers' future in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of timethis Sector. It is understood and agreed that Local will undertake a special effort in reference to the above, including, but not limited to, the assigning of an Organizer to this Sector to address the non union competition. is further agreed that the Company reserves Organizer will be knowledgeable of the right to deny requests for inverse seniority layoff, where an individual’s particular skill practices and ability are considered necessary to operational requirements. Before any such request is denied, scope of the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffsHousing Industry, and that any decisions regarding both parties agree to co-ordinate our actions in addressing this undertaking. This Agreement between the availability Independent Plumbing and Heat- ing Contractors Association and United Association Local is a complete Agreement, superseding all prior Agreements, and shall be in full force and effect from May to April and from year to year thereafter unless notice of Employment Insurance termination or modi- fication is given in writing by either party sixty (EI60) benefits days prior to the 30th of April Signed on the 20th day of August, On behalf of The Independent Plumbing and Heating Contractors Association Xxxx On behalf of United Association Local Union Collective Agreement APPENDIX "A" INDEPENDENT PLUMBING HEATING CONTRACTORS' ASSOCIATION MONETARY PACKAGE May Increase Per Nov. 1/01 Increase Per Hour May 1/02 Increase Per Hour May Increase Per Hour The above is inclusive of Wages, Benefits and Vacation Pay. Ap- prentice wage Rates and Benefits will be amended to reflect the exclusive responsibility changes to the Journeymen's Package. Journeyman May 1/01 Nov. 1/01 May 1/02 May 1/03 Base Rate Vacation Pay Health Plan Pension Training International .OS Industry Promotion (article 37) Local Organizing Industry Stability Fund Association TOTAL After Tax Deductions Union Promotion Fund of Human Resources Base Rate Contingency Fund Per Hour NOTE:Xxxxxxx'x Bare Rate is above the Journeyman Base Rate. Crew Leader's Base Rate is above the Journeyman Base Rate. Collective Agreement APPENDIX DEPENDENT CONTRACTOR May 1/01 Nov. 1/01 May 1/02 May 1/03 Complete Fixtures Cut, rough-in and Services Development Canada water pipes Cut out and drill for ABS and water pipes. Rough in ABS Complete installation of copper water pipes (HRDSC).above basement) Test and Inspection Tubs Roman Tubs Shower Base or Liner Water Service Basement Water Pipes Finishing Test New Underground (below slab) Basement Rough-in Piece: $42.00; Piece: Collective Agreement Collective Agreement Lake Ontario Territorial Jurisdiction of Local

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter Benefit Continuation for Full-time Staff on Income Protection The parties have discussed the language following under the full-time Income Protection Plan that refers to limitations to benefits payable, Item # 4. To provide greater clarity for all parties to the Collective Agreement, it is understood that the language, is clarified to The Employer will clarify continue to pay group benefits costs for fulltime employees including Dental, Extended Health Care, Vision, Life Insurance for a period not longer than thirty (30) consecutive months while the intention employee continues to be in receipt of short term or long term disability payments. Where required, payroll deductions for benefits and/or pension purposes will continue to be made from disability pay. The clarification does not impact the current practice of the Parties Library to continue to provide such benefits with respect the exclusion of OMERS, which is governed by its own rules and regulations, should the decision of the Long Term Disability insurance carrier to the Layoff and Recall provisions set out in Article 11, Section deny disability benefits be appealed. WAGE SETTLEMENT January 1, Paragraph 1 2021 – 1.6% January 1, 2022 – 1.6% For the remainder of the National years under this Collective Bargaining Agreement (CBA)Agreement, the wage adjustments shall match those negotiated by the City with respect CUPE 5167. Red Circling of employees whose current rate of pay is greater than the job rate as a result of job evaluation, will remain in effect until the wage rate for the position is equivalent to temporary layoffs and or greater than their current rate of pay, which ever first occurs. These employees shall not be eligible for any wage settlements/increases until such time that the application job rate is equivalent to or greater than their current rate of the Inverse Seniority Provisionpay, whichever first occurs. The above adjustments are inclusive of any and all pay equity adjustments. Moreover, the parties agree that in situations these adjustments satisfy maintenance obligations and any and all present or future claims under the Pay Equity Act, internal equity and/or all letters of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing understanding pertaining to be temporarily laid off pay equity and internal equity for the duration of this Collective Agreement. Notwithstanding the short term layoffforegoing, prior in the event that a City of Xxxxxxxx male comparator job rate is changed, this could give rise to implementing any involuntary seniority based layoffs under Article 13 a pay equity claim and/or may necessitate a review of the CBA. Any seniority employees who elect male comparator position to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights used for the purposes of being recalled pay equity. Expiry Date: December 31, 2024 INDEX A Absences Before or after a recognized holiday 38 Discipline 63, 67 Family Responsibility Leave <1/2 day 42 Explanation 66 Failure to file (medical claims form) 63, 66, 67 Failure to notify 22 Information required when absent 11 Notification 11 Without excuse 22 Accommodation of disabled worker 9 Additional Hours Responsibility of Employee to Notify 31 Adoption LeaveSee Pregnancy/Parental/Family Responsibility Leave Anniversary Date 46 Arbitration Board of 19 Expenses 20 Failure to Appoint 19 Time Limits 20 B Managers 11 Pages and Shelf Readers 47 Benefits 44 Carrier change 46 Dental Care 44 Full-time 45 Group 44 Health Extended Care Plan 44 Limitation of liability 46 Limitations to benefits payable 62 Part-time 45 Bereavement leave 37, 39 Board Minutes 10 Bookmobile drivers Overtime compensation 31 Bookmobile employees 49 Breaks 29 Bumping Contract position 26 Contract position/ government grant 26 Medical accommodation 27 Orientation 27 Procedure 26 Requirements 27 Rights 26 Vacations 35 C Call-in employee Definition 12 Call-in Employee Calculation of seniority 20 Eligibility 12 Rates of Pay 12 Refusal of work 22 Schedule Restrictions 12 Selection 12 Specification of work locations 12 Sunday work 28 Terms of work 12 Vacation pay 12 Casual Staff Limits 47 Citizenship Leave 41 Cluster branches 32 Collective agreement Duration 50 Purpose 7 Collective bargaining agent See: Union Committees See Specific Committee Notification of members 15 Selection 15 Compensation Call-in Employee 12 Disability 59 On-call 29 Overtime 30 Rates table See Retroactivity 50 Salaries 46 Vacation pay 34 Complaint Stage 16 Continuous Active Service 32 Contract Employee Bargaining Unit 13 Eligibility to apply for other positions 24 Probationary Period 14 Seniority 13, 14 Transfer to call-in 13 Contract Position 24 Cessation or expiry 13 Government grants 13 Vacations 36 Vacations if position is less than 3months 36 Contracting Out 50 Employee displacement 50 Correspondence 47 CUPE Representation 8 D Days Off 29 Definitions Call-in Employee 12 Continuous active employmentservice 32 Contract Position 13 Department or branch 32 Grievance 16 Layoff 25 Librarian 11 Long term disability (FT) 59 Overtime 30 Permanent Employee 11 Probationary Employee 12 Regular Part-time 12, 28 Seniority 20 Short term disability (FT) 59 Short term disability (PT) 65 Split shifts 30 Spouse 14 Technological change 49 Union business 42 Working days 18 Disallow sick pay 61, 65 Discharge 17 Discipline 63, 67 Absence 63, 67 Extension 48 Meeting 48 Progressive 48 Record 48 Discrimination Union membership 9 Dues, Union See Union - Dues E Emergency closures 49 Emergency Incidents Report 48 Employee Data 10 Employee development 40, 48 Employee personnel file Discipline record 48 Employer Policies and Procedures 10 Equity adjustments Payment schedule 73 Equivalencies 67 F Family Responsibility Leave 41 Family Responsibility Leave <1/2 day 42 Family Responsibility Leave Days 35 Frozen sick bank days 41 G Government grant position Requirement to fill full term 24 Government grants Selection 13 Summer workers 47 Grievance Administration 17 Assistance of representative or with the mutual agreement agent 8 Committee 15 Complaint stage 16 Correspondence 19 Definition 16 Employer 17 Form 17 Group 16 Improperly completed 17 Job-related 17 Procedure 18 Time limits 18 Waiver of all partiessteps 19 Grievance Settlement Officer 18 Group benefits 44 H Health and Safety Committee 15 Emergency Incidents Report 48 Injury 42 Health Extended Care Plan 44 Holiday Weekends 30 Holidays See Recognized Holidays Hours of work 27, continuing their temporary layoff See also Schedules Bookmobile Drivers 31 Electronic Services Employees 27 Evening/weekend only positions 28 Full-time employee 27 Maintenance employees 27 No guarantee 30 Part-time 20-24 hrs 28 Shift Limits 28 Sunday work 28 Waiver of restrictions 28 Human Rights 9 I Injury 43 Interview Protocol 25 Isolated Days See Vacations, Isolated Days J Job Postings Less than 120 days 13 Notice 23 On-call requirements 29 Posting Requirement 22 Job promotion 20 Job Sharing 48 Joint Health and Safety Committee 15 Jury duty 40 L Labour Management Committee 15 Purpose 15 Layoff 17, 20, 22, 25 Date 27 Failure to notify employer 22 Notification 26 Procedure 26 Recall 27 Recall and orientation period 27 Leaves Bereavement 39 Bereavement, travel time 39 Citizenship ceremonies 41 Family Responsibility 41 Jury duty 40 Parental Emergency 40 Personal 40 Pregnancy 40 Public Office 41 Seminars and workshops 40 Union Business 42 Union business vs. personal leaves 00 Xxxxx Xxxxxxxxxx 40 Work full-time for an agreed upon period Union 42 Leaves, illness Annual report 43 Failure to file claims forms 66, 67 Notice of absence 11 Part-time employees and occasions 65 Part-time staff, carryover of annual hours allocation 66 Part-time. It is understood that the Company reserves the right , annual hours 65 Part-time, occasions 66 Payment for documentation 67 Plan for full-time employees 59 Protocol 62, 66 Regular Part-time, regulations of plan 66 Leaves,illness Failure to deny requests file medical verification 63 Occasions for inverse seniority layofffull time 61 Payment for documentation 62 Vacation reinstatement 37 Legislation Labour Relations Act, where an individual’s particular skill 1995 9 Occupational Health and ability are considered necessary Safety Act 15 Ontario Employment Standards Act 26, 40, 41 Ontario Employment Standards Act 12 Ontario Human Rights Code 9, 22, 27 Ontario Municipal Act 41 Ontario Municipal Employees’ Retirement System ......................................................................... 45 Librarian Definition 11 Vacation 33 vacation entitlements 33 Lieu Time 30 Lockouts 11 LTD Plan 45 M Management Rights and powers 7 Meal Allowance 49 Overtime 32 Meal Breaks 29 Mediation 18 Medical accommodation 27, 69 On-call breaks 29 Medical certificate 62 Medical note 62, 67 Municipal Act .See Legislation, Ontario Municipal Act N Negotiating Committee 14 Assistance of representative or agent 8 New employees 10 Notice of absence See Absences: notification Notification Layoff 26 Technological change 49 Test scores to operational requirements. Before any such request is denied, the Company Union 25 O Occupational Health and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).Safety Act 15 OMERS 45 On-call Compensation 29

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter APPRENTICESHIP TRAINING Should the employee choose to leave Catalyst Paper prior to 24 months after receiving his/her qualifications, the pro-rated portion of Living Out Allowance, Tuition, Books and Testing fees invested by the employer in supporting an employee to obtain his/her Red Seal Qualification will clarify the intention be a debt owing to Catalyst paper. Employees will need to sign a promissory note prior to commencement of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provisionhis/her training. The parties agree that Company will waive the employee’s obligation in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed event that the Company will canvas seniority employees on falls short of providing the affected shift who are willing twenty-four month term or, if the employee has to be temporarily laid off for terminate because of a life event beyond the duration control of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 employee which include: • Death of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. immediate family member • Serious medical event It is understood that this only applies to new entrants to the program after date of ratification. CCAA PLAN OF ARRANGEMENT 2012 March 10, 2012 The parties agree to recommend acceptance of the following amendments to the 2008 – 2012 Labour Agreement. The parties also agree the Local Unions will be entitled to satisfy itself through the efforts of an Accountant designated by the Local Unions that any “plan of arrangement” made as part of the CCAA Court process and any agreements reached with creditors of the Company reserves are appropriate for and consistent with the right business plan of the Company to deny requests continue to operate. The Accountant shall be bound by the appropriate Confidentiality Agreement but will be entitled to provide general opinions and assurances to the Local Unions and this agreement and concessions will not be effective until the Local Unions have been satisfactorily informed on the relief by the Accountant as set out above. The review by the Accountant may include examination of the agreements reached by the Company with its major lenders and bond holders on a confidential basis. It is also agreed that the amendments to the Collective Agreement set out below have been agreed to by the Unions to assist the Company in developing a “plan of arrangement” to facilitate the furtherance and conclusions of the CCAA process and to facilitate the continued operation of the various mill operations represented by the Local Unions. Should any “plan of arrangement” not be approved or accepted by the Court process (either because of opposition of Creditors or refusal by the Court) or should the “plan of arrangement” put forward by the Employer (or any amendment to that plan) involve either the closure (partial or otherwise) of any of the mill operations represented by the above Local Unions, then the amendments to the Collective Agreement set out below shall be deemed null and void and the current Collective Agreement between the respective Local Union(s) and the company (defined as the 2008 – 2012 Labour Agreements that are in place in each location including Local Agreements prior to the “concessions”) shall immediately be deemed to be and have been the terms and conditions of employment for inverse seniority layoffall bargaining unit employees and the 2008 – 2012 Labour Agreements shall immediately be deemed to be and have been the Labour Agreements between the parties at each location. This agreement is without prejudice to any rights or claims that the Local Unions may make in any Court or other proceeding including any CCAA or other insolvency proceeding. Agreement Between Catalyst Paper Corporation And The Communication Energy and Paperworkers Unions, where an individual’s particular skill Local 1, 76, 592, 686, 1132, 630 and ability 1123 (The “Unions”) Whereas the Company and all related corporate entities that are considered necessary Petitioners in Action #S120702 entered into CCAA proceedings in BC Supreme Court and are planning on presenting a “Plan of Arrangement” to operational requirementsthe Court pursuant to the CCAA. Before any such request Whereas part of that arrangement will be the continuation of the revised Collective Agreement that is denied, to be agreed to as part of current negotiations between the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC)Unions.

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify the intention Letter of Understanding is entered into upon execution of the Parties with respect collective bargaining agreement by and between the Teamsters Downstate Illinois Construction Industry Negotiating Committee (hereinafter referred to as "TDICINC" or “UNION”) within the Layoff state of Illinois, and Recall provisions set out in Article 11, Section the Associated General Contractors of Illinois (hereinafter referred to as "ASSOCIATION") and/or any other employer (hereinafter referred to as “EMPLOYER”) and is incorporated into and made a part of the parties’ Heavy/Highway Construction Agreement (“AGREEMENT”) dated January 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision2019. The parties agree to the following: When evidence is available prior to the bid that EMPLOYER is bidding against bonafide non- union contractors (not signatory with any craft) and the total compensation package (wages and benefits) as set forth in situations of temporary short term layoffs covered under the contract documents is lower than the total compensation package as established in the collective bargaining agreement for the area where the project is being performed, Article 11 31 Agreed Upon Reductions from Contractual Conditions for Work Projects Section 1 and Section 2 of the CBA, seniority employees AGREEMENT shall apply for each signatory EMPLOYER and subcontractor bidding work on the affected shift will be offered project. In order for this Letter of Understanding to apply, the first opportunity for short term layoff, notwithstanding Employer shall notify the layoff procedure set out in Article 13 Local Business Manager by the end of the Collective Agreement. When applying next business day following the Inverse Seniority Provision day of the bid with the following: • Project description • Local Union(s) involved • Name of bonafide non- union contractor(s) • Total economic package utilized from the bidding documents The EMPLOYER shall pay wages for temporary short term layoffs, it is agreed that work as set forth in the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off project contract documents for the duration of the short term layoffproject, prior except that Health & Welfare and Teamsters National 401(k) Savings Plan contributions shall be as specified in the AGREEMENT. In the event that changes to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on prevailing wage rates during the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by project legally require EMPLOYER to pay new rates on the Companyproject, EMPLOYER shall be required to compensate its employees at the new prevailing wage and fringe benefit rates. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option Teamsters Downstate Illinois Construction Associated General Contractors of either exercising their seniority rights for the purposes Industry Negotiating Committee Illinois By: Date: By: Date: Xxxxx Xxxxxxx Xxxxx Xxxxxxxx Downstate Director Director of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).Labor Relations “B” Agreement

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify the intention of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that the issue of “paid professional leave days’’ to which nurses may be entitled is a local issue in situations the current round of temporary short term layoffs covered under Article 11 bargaining. NOTE: This issue cannot be referred to the local issue arbitration board. Hospital Central Agreement March Letter of Understanding Re: Part-time Voluntary Benefits If the local parties agree, the Hospital will provide part-time nurses with the option of voluntary participation in any and all of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set group health and welfare benefit programsset out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it inArticle It is understood and agreed that the Company will canvas seniority employees on part-time nurses would pay the affected shift who are willing to be temporarily laid off for Employer the duration full amount of the short term layoffmonthly premiums, prior in advance. NOTE: Part-time voluntary benefits are not arbitrable in local negotiations. Hospital Central Agreement March DATED this day of FOR THE UNION Hospital Central Agreement March LOCAL ISSUES To The: COLLECTIVE AGREEMENT Between: ONTARIO NURSES ASSOCIATION (hereinafter referred to implementing any involuntary seniority based layoffs under Article 13 as the "Union") And: & DISTRICT HOSPITAL (hereinafter referred to as the "Hospital") EXPIRES: March TABLE OF CONTENTS APPENDIX SALARY RATES APPENDIX SUPERIOR CONDITIONS ARTICLE A RECOGNITION ARTICLE B MANAGEMENT RIGHTS ARTICLE C COMMITTEES AND REPRESENTATIVES ARTICLE D PAID HOLIDAYS ARTICLE E VACATIONS (FULL-TIMEAND REGULAR PART-TIME) ARTICLE F SCHEDULING PART-TIME ARTICLE G BULLETIN BOARDS ARTICLE H LEAVE OF ABSENCE FOR UNION BUSINESS ARTICLE I SENIORITY LIST ARTICLE J PREPAID LEAVE ARTICLE K JOB SHARING ARTICLE L MODIFIED RELATED TERM DISABILITY ARTICLE M MISCELLANEOUS LETTER OF UNDERSTANDING RE: Violence in the Workplace LETTER OF UNDERSTANDING RE: Resource Nurse APPENDIX AND DISTRICT HOSPITAL SALARY RATES REGISTERED NURSE Effective April Effective April Effective April APPENDIX SUPERIOR CONDITIONS Ambulance Escort: Note: Where a nurse is required to perform ambulance escort outside of the CBAscheduled shift, shall be paid a minimum of four (4) hours pay at straight time or such greater amount as applicable. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).J APPENDIX

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify the intention of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree in principal that EMPLOYEES who hold a regular position in situations the class of temporary short term layoffs covered under Article 11 of the CBA, seniority employees work to be performed shall receive preference over EMPLOYEES on the affected shift intermittent appointment list for assignment, and such assignment shall be by seniority within job classification. However, due to the many variables that we must take into consideration when making overtime assignments, there must be some flexibility. Scheduled overtime assignments for established crews will be made within crew. Failure to accept scheduled overtime assignments within one’s established crew precludes an EMPLOYEE’s eligibility for overtime for another crew. Failing to obtain the necessary personnel within the crew, the assignments will be offered to all present and qualified EMPLOYEES by seniority within job classification. Seasonal EMPLOYEES will be replaced by regular operators for weekend work. Unscheduled overtime to complete a daily assignment will be offered to qualified EMPLOYEES already assigned to the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreementestablished crew. When applying current EMPLOYEES are unable to continue, the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff assignments will be selected on offered to qualified EMPLOYEES by seniority within job classification by Division (the basis of inverse senioritydivisions are subject to change but are currently: Road, meaning that the most senior employee will be provided the layoff opportunity firstBridge, Traffic, Asset Management, Fleet, Construction, Design). Nothwithstanding this language, the second most senior employee nextTransportation Operations Department Snow and Ice Control Program, and so onSection 1.6 Call-outs, following applies. Unscheduled weekend work shall be offered based on seniority within the seniority listjob classification needed to complete the work. Those employees who volunteer for When Operators are assigned to the inverse seniority layoff will be committed to accepting truck stations during the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in durationwinter or summer operations, seniority employees who first elected an inverse seniority layoff will have within truck station shall be used to fill the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of timepositions. It is understood that the Company reserves the right when management calls to deny requests for inverse seniority layoffoffer overtime, where if an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is deniedEMPLOYEE does not answer, the Company and overtime will be offered to the Union next person on the seniority list. Work requests from outside of the two Transportation Departments will meet be offered to review the circumstances of each casemost senior qualified EMPLOYEES within job classification, who have volunteered prior to the established deadline. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).Failure to accept scheduled overtime assignments within one’s established crew precludes an EMPLOYEE’s eligibility for such a work request. Signed by:

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify the intention WORKPLACE VIOLENCE A sub-committee of the Parties with respect Joint Health & Safety Committee has been formed to review workplace violence and to recommend a policy to the Layoff and Recall provisions set out in Article 11Board for its consideration. The sub-committee includes a representative from the Renfrew County Educational Assistants Local. DATED AT PEMBROKE, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority ProvisionTHIS 23 DAY OF MAY 2006. SIGNED AND AGREED ON SIGNED AND AGREED ON BEHALF OF THE RENFREW BEHALF OF THE ELEMENTARY COUNTY DISTRICT TEACHERS’ FEDERATION SCHOOL BOARD RENFREW DISTRICT EDUCATIONAL ASSISTANTS’ LOCAL LETTER OF UNDERSTANDING JOINT SAFETY COMMITTEE The parties agree that in situations to establish a Joint Safety Committee comprised of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in durationrepresentatives from the Board and of three (3) representatives from ETFO (Educational Assistants’ Local) to review working conditions that impact the safety of Educational Assistants. The committee shall have its first meeting no later than September 30, seniority employees who 2005 and it shall make recommendation(s) about corrective actions(s) to the Board and ETFO no later than April 30, 2006. Signed this 23 day of May 2006. Signed and Agreed on behalf Signed and Agreed on behalf of the Renfrew County District of the Elementary Teachers’ School Board Federation, Renfrew District Educational Assistants’ Local LETTER OF UNDERSTANDING REDUCE STUDENT DISRUPTION The parties agree to establish a Joint Committee comprised of three (3) representatives from the Board and of three (3) representatives from ETFO (Educational Assistants Local) to review bumping, vacancies and transfers that occur during the school year with a view to reducing the disruption of the educations of students. The Committee shall have its first elected an inverse seniority layoff meeting no later than November 30, 2005 and it shall make recommendations about corrective action(s) to the Board and ETFO no later than April 30, 2006. Signed this 23 day of May 2006. Signed and Agreed on behalf Signed and Agreed on behalf of the Renfrew County District of the Elementary Teachers’ School Board Federation, Renfrew District Educational Assistants’ Local LETTER OF UNDERSTANDING CATHETERIZATION The Board’s expectation is that the student will have self-administer catheterization. If a student cannot self- administer a catheter, the option Board will request confirmation of either exercising their seniority rights for this fact from CHEO. After the purposes of being recalled to active employmentrequired training, or and with the mutual agreement exception of all partiesa situation in which a student cannot self-administer a catheter, continuing their temporary layoff for an agreed upon period of time. It the Board’s expectation is understood that the Company reserves role of the right trained Educational Assistant is to deny requests for inverse seniority layoffprovide supervision and assistance, where an individual’s particular skill and ability are considered necessary if necessary, to operational requirementsthe student who is self-administering the catheter. Before any such request is deniedAfter the required training, the Company Board’s expectation is that the role of the trained Educational Assistant is to catheterize a student who cannot self- administer a catheter. Signed this 23 day of May 2006. Signed and Agreed on behalf Signed and Agreed on behalf of the Union will meet Renfrew County District of the Elementary Teachers’ School Board Federation, Renfrew District Educational Assistants’ Local LETTER OF UNDERSTANDING CATEGORY ADVANCEMENT The parties agree to review establish a Join Committee comprised of two (2) representatives from the circumstances of each caseBoard and two (2) representatives from E.T.F.O. (Educational Assistants’ Local) to discuss guidelines concerning category advancement, and to develop a process concerning the documentation which would be required to support a request for category change, and concerning the Board employee to which the documentation should be submitted for consideration. The Parties agree committee shall have its meeting no later than December 16th, 2005 and it shall complete its deliberations by May 15, 2006. Signed this 23 day of May 2006. Signed and Agreed on behalf Signed and Agreed on behalf of the Renfrew County District of the Elementary Teachers’ School Board Federation, Renfrew District Educational Assistants’ Local November 2, 2005 Xx. Xxxxxxx Xxxxxxxxxx President, ETFO, Educational Assistants’ Local c/o 000 Xxxxxx Xxxxxx BRAESIDE Ont K0A 1G0 Dear Xxxxxxx: This will confirm that the Company shall bear no liability associated with inverse seniority layoffsletter of employment for a member of the bargaining unit will indicate that the member is only required to perform work within the job description. Yours truly, and that any decisions regarding the availability Xxxx Xxxxx Superintendent of Employment Insurance (EI) benefits is the exclusive responsibility of Business/ Human Resources and Services Development Canada (HRDSC).Resources

LETTER OF UNDERSTANDING. ReRE: Inverse Seniority Layoffs This letter REDESIGN agrees to establish a provincial working group with the Participating Hospitals consisting of at least representatives from each side to investigate sick leave utilization and the Hospitals’ proposed changes to with a view to addressing the Hospitals’ concerns and to make recommendations to the parties on appropriate changes to be made to The working group will clarify the intention have access to expertise and resources as appropriate The working group will commence meeting within months of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 date of the National Collective Bargaining Agreement (CBA), with respect award. The working group will arrange its activities in order to temporary layoffs and endeavour to arrive at recommendations for the application parties in advance of the Inverse Seniority Provisionnext round of negotiations or such longer period as the working group may agree. The parties agree that in situations of temporary short term layoffs covered under Article 11 of time spent by the CBA, seniority employees members on the affected shift working group will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreementdeemed time worked and members will be compensated at their regular straight time hourly rate. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees members on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff working group will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It granted such time off as is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered deemed necessary to operational requirementsparticipate in the work. Before any such request is deniedHospital Central Agreement -March Article Absence Effect on Benefit Payment Absence Effect on Seniority Access to Files Accommodation INDEX SUBJECT MATTER GUIDE Collective Agreement Expiry Date: March Article Number Number Advance Sick Time while awaiting Payment Advancement on Salary Grid Agency usage Ambulance Escort Appendices, the Company and the etc.: Appendix Grievance Form Appendix Independent Assessment Committee Appendix Local issues Appendix Professional Responsibility Complaint Form Appendix Letters of Understanding Arbitration Benefits Review Bereavement During Vacation Bumping Call- In, Call-back Cancellation of Shift as lay-off Carriage of Grievance by Union will meet to review the circumstances Casual Part-Time Nurse (definition) Central Bargaining Process Certificate of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability Registration Change of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Address Committees: Central Negotiating Team - a Grievance Committee Hospital-Association Committee Joint Occupational Health Safety Committee Negotiating committee Professional Development Canada (HRDSC).Committee Workload Complaint Assessment Committee Computer Technology Training Controlled Acts Contracting Out Counseling Letters Credit for Recent Related Experience Deemed Termination Demotion Discharge Discipline Removal from File Dues deduction Discrimination Prohibited Education Allowance Flu Vaccine Article Article Number

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify Successor If GHC otherwise complies with its obligations under the intention successor provision (i.e. provides notice to the successor and provides the Union with documentation that the successor has agreed to assume the CBA at least sixty (60) days in advance of the Parties business structure change), GHC will not be responsible for a successor's failure to deduct and transmit authorized dues and/or voluntary political action funds. Letter of Understanding Re: Appointment Scheduling Group Health Cooperative and SEIU Healthcare 1199NW recognize the importance of working together to provide an environment in which staff can effectively and safely provide quality patient care and service. The Employer and the union agree to meet with respect the SWEA Joint Conference Committee within sixty (60) days of ratification of the SWEA collective bargaining agreement to review work improvements recently implemented in Behavioral Health Services to improve productivity, increase access, reduce external costs and meet patient demand. This effort included but was not limited to a change in sixty (60) minute appointments to forty-five (45) minutes. The Union may appoint up to four (4) additional representatives from the Masters Level Therapists including a representative from Spokane. Management may appoint additional members of an equal number. Members will be compensated for time spent on the subcommittee. Recommendations from the committee including any staffing concerns will be referred to Behavioral Health Services Leadership with appropriate follow-up to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 committee. Letter of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. Understanding RE: Staffing The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company Employer and the Union will meet continue to review use their respective Joint Labor Management committees to assess and discuss staffing issues including but not limited to workload, scheduling practices, staffing patterns/guidelines, etc., in recognition of the circumstances mutual desire to maintain staffing consistent with quality patient care and good working conditions. The parties will use current mechanisms such as the Nurse Practice Committees, Joint Conference Committees and JLMCs for these discussions. The committees will identify processes for regular updates on staffing which may include vacancy and turnover rates, productivity, and other metrics to support improved information about staffing. In the case of each casethe RN and Service Joint Labor Management Committees, joint sessions will be appropriate when discussing issues that impact both bargaining units. Labor/Management Quality Improvement Projects SEIU Healthcare 1199NW and Group Health Cooperative share the goal to advance the safety and quality of the health system in order to improve the lives of the people we care for. Frontline staff are experts on quality and workers in every job classification and every setting of the healthcare system contribute in various ways to quality care. By giving voice to frontline workers, patient care will improve. The Parties agree that commit to meet within sixty (60) days of this Agreement to discuss and explore possible collaborative projects. Letter of Understanding Re: PTO Donation to Bargaining Team Regular Group Health staff can voluntarily donate their own PTO hours to a pool for use by other regular staff participating in contract bargaining, so long as these donations are in compliance with state and federal tax regulations. SEIU Represented Staff Member Voluntary PTO Donation Program Regular Group Health staff members represented by SEIU 119:SNW (SEIU), can voluntarily donate PTO homs to a PTO Negotiation Donation pool for use by fellow staff members attending SEIU bargaining sessions. Donate Pool Funding Pay What Donate 4 or more accrued PTO hours to bargaining staff members Donate hours will be cashed out of donor staff members accrued PTO Bargaining staff members will receive donations post contract ratification How 1. Regular staff members represented by SEIU are eligible to donate accrued PTO 2. Staff complete and sign a donation form and provide it to your union representative during the Company shall bear no liability associated period of time highlighted on the form 3. Payroll processes the PTO donation at the donor staff member’s base rate of pay, which is subject to taxes (income and FICA taxes) 4. The net amount is placed in the Negotiation Pool 5. SEIU provides Group Health with inverse seniority layoffsa list of bargaining staff members, dates of attendance, the gross amount of money each is to receive from the pool and that any decisions the amount of PTO members would like reversed 6. Group Health will issue checks to the bargaining staff members (payments will be subject to income tax, FICA tax and other applicable withholdings) 7. Group Health will reverse reported PTO hours(and related tax withholdings) used by staff members while at bargaining (see note below) Guidance and Parameters · Staff must keep a minimum 80 PTO hours in their PTO bank. · Hours donated in excess of the final amount needed will not be returned · Group Health advises SEIU of the donated Negotiation Pool balance · Donor’s paycheck reflects value of donated PTO as W-2 income, with appropriate tax withholdings from pay ·Checks and PTO reversals are issued to staff members during the next administratively feasible pay period · NOTE a reversal of prior PTO pay will reduce pay and the Negotiation pool amount with increase pay; however these amounts may not be 1:1 See provided example. Letter of Understanding Regarding Alternative Work Schedules for Clinic Social Workers This letter of understanding memorializes the mutual agreement between Group Health ("Employer") and SEIU Healthcare 0000XX ("xxx Xxxxx") regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC)alternative work schedules for Clinic Social Workers.

LETTER OF UNDERSTANDING. ReSubject: Inverse Seniority Layoffs This letter will clarify Juvenile Detention - Youth Specialist Vacation Schedule Although the intention of Employer reserves the Parties with respect right to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffsallocate vacation leaves, it is agreed that an effort shall be made to schedule vacation leave consistent with the Company will canvas seniority employees on manpower and workload requirements as determined by the affected shift who are willing Employer. Vacation leave requests shall be submitted to be temporarily laid off the department director or designee prior to January 15 for the duration period February 16 through February 15 of the short term layofffollowing year. Conflict among employees for desired vacation leave shall be resolved by giving preference to the employee with the greatest seniority, provided that the senior employee's preferred date for vacation leave has been submitted to the department director prior to implementing any involuntary seniority based layoffs under Article 13 January 15. The biweekly work schedule shall be posted every other Friday or sooner. All vacation requests submitted on or after January 15th shall be treated on a first come first serve basis providing said request is made no later than the Friday preceding the posting date of the CBAbiweekly work schedule. Any seniority employees who elect to be placed on short term layoff request for time off during a work schedule period that is submitted after the Friday preceding the posting of the biweekly work schedule, if approved, will be selected on granted as paid time off days, subject to the basis timing provision in Section 13.7 (f) of inverse senioritythe collective bargaining agreement. Under most circumstances, meaning that the most senior Employer will give the employee a response to their vacation request as soon as possible and within two (2) weeks shall be used as a guideline. An employee will be provided permitted to take their vacation leave one (1) day at a time upon advance mutual approval of the layoff opportunity firstdepartment director and the employee. Once an employee has been granted vacation time, they shall not be permitted to change their selection, unless approved by the department director. Vacation During Weekends - Youth Specialist weekend vacation requests are subject to management approval and a vacation request for all weekends in a month will generally not be approved. If paid time off or sick time hinders a Youth Specialist from working at least one weekend per month, the second most senior Youth Specialist may be required to provide acceptable documentation that the employee next, and so on, following the seniority listcould not work. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for Vacation During Holidays - For the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is deniedgranting additional Youth Specialists vacation leave on holidays, the Company employer shall utilize a "Default List" consisting of the four most senior Youth Specialists who requested and the Union will meet were denied vacation for that holiday prior to review the circumstances of each caseJanuary 15. The Parties agree employer will refer to this list when awarding additional vacation for that holiday prior to granting vacation leave requests on a first come, first serve basis (on that holiday) by any other Youth Specialists. This Letter of Understanding is subject to the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding department director's authority to maintain qualified required staffing on each shift. This amended provision of Section 12.2 only applies to Youth Specialists within the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC)bargaining unit.

LETTER OF UNDERSTANDING. ReVacation Grandfathering The vacation allotment of those employees identified below will be adjusted to four (4) weeks retroactive to January 1, 2005. For the 2005 year, employees will receive a payment (ie. The difference between the new vacation allotment and vacation taken in 2005) within two pay periods following the ratification of this agreement. Xxxxxxxx Xxxxxxxx Xxxxxxx Xxxxxxxxx Xxxxx Xxxx Xxxx Xxxxxxxxx Xxxxx Xxxx Xxxxxxxx Xxxxxxx Xxxxxx Xxxxxxx Xxxxx Xxxxxx-Xxxxx Xxxxx Xxxx Letter of Understanding: Inverse Seniority Layoffs This letter will clarify the intention of the Parties with respect Regarding Job Evaluation Where there is a substantive change to the Layoff duties and Recall provisions responsibilities of a position, the current practice of joint union and management committees (first instance & appeal) shall continue until such time that a formal job evaluation maintenance manual is negotiated. In the event that there is no agreement on the rating of a position by the Joint Steering Committee, either party may refer the dispute to a single mediator/arbitrator Wage Settlement ‌ Retroactive pay equity and internal equity adjustments for 2007 and 2008 as set out in Article 11the attached Salary Schedule, Section Appendix A, of the Collective Agreement shall be paid to eligible staff as soon as practicably possible. January 1, Paragraph 1 2009 -3% January 1, 2010- 3% For the remainder of the National years under this Collective Bargaining Agreement (CBA)Agreement, the wage adjustments shall match those negotiated by the City with respect CUPE 5167. Red Circling of employees whose current rate of pay is greater than the job rate as a result of job evaluation, will remain in effect until the wage rate for the position is equivalent to temporary layoffs and or greater than their current rate of pay, which ever first occurs. These employees shall not be eligible for any wage settlements/increases until such time that the application job rate is equivalent to or greater than their current rate of the Inverse Seniority Provisionpay, which ever first occurs. The above adjustments are inclusive of any and all pay equity adjustments. Moreover, the parties agree that in situations these adjustments satisfy maintenance obligations and any and all present or future claims under the Pay Equity Act, internal equity and/or all letters of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing understanding pertaining to be temporarily laid off pay equity and internal equity for the duration of this collective agreement. Notwithstanding the short term layoffforegoing, prior in the event that a City of Xxxxxxxx male comparator job rate is changed, this could give rise to implementing any involuntary seniority based layoffs under Article 13 a pay equity claim and/or may necessitate a review of the CBA. Any seniority employees who elect male comparator position to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights used for the purposes of being recalled pay equity.  Expiry Date: December 31, 2012 Index ‌ Absences See also Leaves before or after a recognized holiday 34 disciplinary actions related to active employment58 due to illness See Illness leave emergency See Emergency leaves failure to file (medical claims form) 58 failure to notify the Supervisor, Department Head or Human Resources Director 20 Full-time employees 50 information required when absent 9 notification 9 Part-time employees 55 with the mutual agreement good cause 34 without reasonable excuse 20 Accommodation of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive disabled worker 7 Additional hours protocol 28 responsibility of Human Resources employee to notify 28 Additional Hours less than 3 hours 28 Adoption leave See Pregancy/Parental Emergency Leave Anniversary Date 41 Arbitration board of 17 expenses 17 failure to appoint 17 time limits 18 B managers 8 Pages and Services Development Canada shelfreaders 42 Benefits 38 carrier change 41 dental care 39 Full-time employees 40 group 38 Health Extended Care Plan 39 limitation of liability 41 preventive medicine 38 Regular part-time employees 40 retiree 60 Bereavement leave 34–35 vacation reinstatement 33 Board minutes, posting of 8 Bookmobile drivers overtime compensation 28 Bookmobile, other employees meal allowance 43 Breaks 26 Bumping contract position 23 contract position/ government grant 23 medical accommodation 24 orientation 24 procedure 23 requirements 24 rights 23 vacations 32 C Call-in employees calculation of seniority 18 definition 10 eligibility 10 rates of pay ................................................................. refusal of work 20 schedule restrictions 10 selection 10 specification of work locations 10 Sunday work 25 terms of work 10 vacation pay 10 Canadian Union of Public Employees See CUPE Casual Staff limits 42 Citizenship leave 36 Cluster branches, assignment of extra hours 29 Collective agreement duration 45 Collective agreement purpose 5 Collective bargaining agent See : Union Committees See specific committee notification of members 13 selection 13 Compensation Call-in employee 10 disability 50 On-call employees 27 overtime 28 rates table See retroactivity 45 salaries 41 vacation pay 31 Continuous Active Service 29 Contract employees as part of bargaining unit 11 eligibility to apply for other positions 22 probationary period 12 seniority 11, 12 transfer to Call-in employee 11 Contract positions 22 cessation or expiry 11 definition 11 government grants 11 vacations 32 vacations if position is greater than 3months 32 vacations if position is less than 3months 32 Contracting Out 44 Correspondence 42 CUPE (HRDSC).Canadian Union of Public Employees) .. See also Union representation 6 Days off 26 Definitions Call-in employee 10 continuous active service 29 Contract position 11 department or branch 29 grievance 14

LETTER OF UNDERSTANDING. Rebetween THE CITY OF SURREY -and LOCAL TEMPORARY LABOURERS PARKS The Corporation and Local agree, on a without prejudice and precedent basis, that the following list of Temporary Labourers, working in a temporary capacity with the Corporation, will become probationary employees effective December The following list is: Inverse Seniority Layoffs This letter will clarify the intention Xxxxx xxx Xxxxx Xxxx Xxxxx Xxxxx Xxxxxx Xxxx Xxxxxx Xxxxxxx Xxxxx Xxxx Xxxxxxx Xxxxx Xxxxx Xxxxxx Xxxxxxx hours hours hours hours hours hours hours hours hours hours hours hours hours hours hours Upon Successful completion of the Parties with respect probationary period, these Labourers will become regular employees. Pursuant to the Layoff and Recall provisions set out in Article 11XII, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that these Labourers, “shall have seniority rights retroactive to the Company reserves original date of hire. Such seniority shall be accumulative, based on hours worked from the right date of hiring consecutive years.” January December FOR THE UNION: FOR THE CORPORATION: Agreement between the of Surrey and Local Letters of Understanding. OF UNDERSTANDING between THE CITY OF SURREY and Local Enforcement Officers Preamble All clauses in the collective agreement apply to deny requests for inverse seniority layoffBy-law Enforcement Officers, where an individualexcept as specifically varied below: Job Description . as attached. Salary . included in Schedule as: By-law Enforcement Officer General Duty By-law Enforcement Officer Parking Enforcement Each Officer will be placed in their respective step. . Salary Adjustments will be retroactive to the date of the By-law Enforcement Officer’s particular skill and ability are considered necessary to operational requirementsCertification Signing Bonus . Before any such request is deniedon a one time basis, the Company Corporation agrees to a signing bonus of (after tax value to the By-law Enforcement Officers on an average basis) Uniforms . the Corporation requires the wearing of a uniform and will issue the Union will meet to review following items as per the circumstances schedule below: Once a Year 2 Ties 6 Shirts (long or short sleeves) 3 Pants (summer or winter gauge) 8 Pair of each case. The Parties agree that Socks 1 Pair of Shoes Pair of Gloves 1 Sweater Three-in-One Jacket 1 Raincoat 1 Pair Rubber Boots Insoles Uniform Cleaning Schedule Per Week 5 Uniform Shirts 2 Uniform Pants January December Collective Agreement the Company shall bear no liability associated with inverse seniority layoffs, City of Surrey and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).Local Schedules

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs The parties hereto agree that the Letters of Understanding attached hereto form part of this Agreement and are binding upon the parties hereto during the term of this Agreement. ARTICLE EFFECTIVE DATE AND DURATION This letter will clarify Agreement shall continue in full force and effect until the intention day of the Parties with respect March, and unless either party gives to the Layoff and Recall provisions set out other party written notice of termination or notice of desire to amend this Agreement in Article 11accordance with this Article, Section then it shall continue in effect for a further one (1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next) year period without amendment, and so onon from year to year thereafter. Notice that either party intends to terminate this Agreement or that amendments are desired shall only be given within the period of ninety (90) days prior to the termination date. The notice that amendments are desired shall set forth the amendments proposed. If notice of termination or desire for amendments is given by either party, the parties agree to meet for the purpose of negotiations within fifteen (15) days of the giving of the notice or within such longer period as the parties shall mutually agree. Executed by the parties at Windsor, Ontario, the 10th of January, COMMUNITY LIVING WINDSOR THE CANADIAN UNION OF PUBLIC SCHEDULE “A” WAGE SCHEDULE FOR BARGAINING UNIT EMPLOYEES EFFECTIVE APRIL (Inclusive of Any Pay Equity Increases Effective January 1,2002) (Salary and Hourly Rates) Classifications Commencement A B C Counsellor Counsellor I Secretary Maintenance ET. Sleep In Program Co-ordinator Program Co-ordinator I Substitute Sleep In Probationary employees less than the established rate. Within two (2) full pay periods following the date of ratification, employees shall be paid the following amounts by separate cheque and subject to required statutory deductions: employees with or more years seniority: employees with years of seniority list. Those but less than years seniority: employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond with less than three (3) weeks years seniority: SCHEDULE “A” WAGE SCHEDULE FOR BARGAINING UNIT EMPLOYEES EFFECTIVE APRIL (Inclusive of Any Pay Equity Increases Effective January 1,2002) (Salary and Hourly Rates) Classifications Commencement A B C Counsellor Counsellor I Secretary Maintenance Assistant ET. Sleep In Program Co-ordinator Program Co-ordinator Substitute Sleep In Probationary employees less than the established rate. Classification Factor: Support Worker (1) or graduate or undergraduate degrees (including honours) and the following disciplines: Family Studies, Psychology, Sociology, Social Work, General Social Sciences, Nursing, Education, Human Kinetics, Occupational Therapy, Physical Therapy, General Health Studies or College Diploma: Child and Youth Workers, Nursing Registered Nursing Assistant Sign Language Interpreter, Sign Language Communicator and any other that may be mutually agreed by the Labour Management Committee; or After two (2) years of continuous full time service as a Support Worker I and successful completion of the Human Services Certificate course, a Full- time Support Worker I will move to the Full-time Support Worker A rate; When a part-time employee transfers to a full-time Support Worker position, Article will be utilized to determine the employee full-time seniority for moving up to a Support Worker position; or After four (4) years of continuous full-time service as a Support Worker I and completion of a recognized program in durationbasic pharmacology, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill behavioral management and ability are considered necessary to operational requirements. Before any such request is deniednutrition, the Company employee will be moved to the Support Worker A rate; or After six (6) years of continuous full-time service as a Support Worker I, the employee will be moved to the Support Worker A rate. EffectiveApril part-time staff shall start at the commencement rate of Support Worker I and continue through the Union will meet grid ever two (2) years. After two (2) years at the C rate, they shall move to review commencement rate of Support Worker and continue up the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance grid every two (EI2) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC)years.

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify serve as a commitment from the intention Corporation in regards to tendering for new buses. Prior to issuing said tenders, Transit staff will have discussions with the Union for the purpose of receiving input and recommendations regarding equipment options available. All recommendations made by the Union will be considered by the Corporation, but will be subject to the budgeting process and approval of the Parties with respect same by Council. Subject to the Layoff budgeting process and Recall provisions set out in Article 11approval, Section 1the Corporation will include the options of air-conditioning and the driver seat on all future bus purchases. Yours truly, Paragraph 1 THE CORPORATION OF THE CITY OF I Labour and Employee Relations Manager Acknowledged on behalf of the National Collective Bargaining Agreement (CBA)Union: President, with respect Local Letter November Andre President, Amalgamated Transit Union Local Dear Letter of Intent Re: Corporate Employee Assistance The above program shall continue to temporary layoffs and the application be made available to members of the Inverse Seniority ProvisionAmalgamated Transit Union, Local as long as it remains in effect as an approved Corporate-wide employee benefit, as approved from time to time by City Council. The parties agree that in situations of temporary short term layoffs covered under Article 11 Corporation will continue to provide the necessary funding to make this program available to members of the CBAAmalgamated Transit Union, seniority employees Local for the term of this collective agreement. Yours truly, THE CORPORATION OF THE CITY OF Labour and Employee Relations Manager Acknowledged on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 behalf of the Collective AgreementUnion: President, Local Letter November President Amalgamated Transit Union, Local Dear Letter of Intent Leave of Absence #Ben The above policy, as amended and shall apply to the members of The Amalgamated Transit Union, Local during the term of this collective agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it It is agreed that the Company will canvas seniority employees on benefit premiums normally paid by the affected shift who are willing Corporation shall continue to be temporarily laid off paid by the Corporation during the period of the employee's maternity leave of absence. Yours truly, THE CORPORATION OF THE OF Labour and Employee elations Manager Acknowledged on behalf of the Union: Date: Andre President, Local Letter November President Amalgamated Transit Union, Local Dear Letter of Understanding Re: Errors Over This letter will serve to confirm the understanding reached during negotiations concerning pay errors in excess of Fifty Dollars ($50.00) which are the fault of the Corporation. If such pay error is in excess of One Hundred Dollars the Corporation will adjust the error within twenty-four (24) hours of being advised and confirming same. If such pay error is One Hundred Dollars ($100.00) or less, the adjustment will be made within forty-eight (48) hours of being advised and confirming same. Saturdays, Sundays and holidays shall be excluded from the time requirements noted above. Pay will not be adjusted when Article applies. Yours truly, THE CORPORATION OF THE CITY OF Labour and Employee Relations Manager Acknowledged on behalf of the Union: President, Local Letter November President Amalgamated Transit Union Local Dear Letter of Intent Re: Labour Committee A Labour Management Committee will be comprised of at least four (4) members of the Union executive and four (4) members of management. The Committee will meet quarterly throughout the year or when agreed to by the Union President and the Director of Transit. Yours truly, The Corporation of the City of I Labour and Employee Relations Manager Acknowledged for the duration Union: n President, Local Date Letter November Andre President Amalgamated Transit Union, Local Dear Letter of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).Understanding

LETTER OF UNDERSTANDING. The United Steelworkers Eagle Street North Cambridge, ON Dear Xxxxxx: This letter which is separate and apart from the Collective Agreement will the following understandingreached during negotiations regarding: The Company acknowledgesthe mutual benefits of training to part-time employees. On occasion, the Company may provide opportunities for training to part-time employees. Yours truly, Bakeries Limited Xxxx Xxxxx Senior Vice President LETTER OF UNDERSTANDING November United Steelworkers Eagle Street North Cambridge, ON Re: Inverse Seniority Layoffs Maintenance Pagers Dear This letter which is separateand apart the Collective Agreement will clarify the following understanding reached during negotiations regarding: During negotiations, a concern arose over the responsibility of certain maintenance employees who may be required, from to time, to carry pagers. We hereby confirm our that if a maintenance employee is required to a pager and be on call, they will be paid a flat amount of for every hour period they carry a pager. Furthermore, we that, at this point it is not our intention to have maintenance employees regularly carry pagers. Sincerely, Bakeries Limited Xxxx Xxxxx Senior Vice President OF November Xxxxxx United Steelworkers Eagle Street North Cambridge, ON Re: Safety Glasses Dear This letter which is separate and apart the Collective will confirm the following understandingreached during negotiations regarding: During negotiations, the parties discussed safety in the work place. The Company hereby that when and if a National Safety Plan is launched, the Kitchener employees will fully participate as per the Plan guidelines. Sincerely, Bakeries Limited Xxxx Xxxxx Senior Vice President OF November Xxxxxx United Steelworkers Eagle Street North Cambridge, ON Re: Footwear Dear This letter which is separate and apart the Collective Agreement Will the following understandingreached during negotiationsregarding: Employees are covered by the National Safety Footwear Policy and the Union has been provided a copy of the Parties with respect current Policy, subsequent updates will be provided to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 Union during the life of the National collective agreement. Sincerely, Limited Xxxx Xxxxx Senior Vice President LETTER OF UNDERSTANDING November Xxxxxx United Steelworkers Eagle Street North Cambridge, ON Re: CompetitiveEffects Dear This letter which is separate and apart the Collective Bargaining Agreement (CBA), with respect to temporary layoffs will confirm the following understandingreached negotiations regarding: The parties recognize and agree that it is critical the application Kitchener bakery be competitive in the long term. With this in mind the parties acknowledgethe opening of the Inverse Seniority ProvisionCanada Bread plant in Hamilton will have a negative impact on our competitive position. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBATherefore, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority convene a meeting with the Union when the plant opens to discuss and reach agreement upon wages and operating conditions which ensure that Bakeries Kitchener is competitive the long term. These discussions will include; -the wage scale for new hires outlined below BREAD, ROLL AND ENGLISH MUFFIN DEPARTMENTS -operating -early retirement opportunities -voluntary buyouts or buy downs If an agreement is reached between the parties, it must be ratified by the local union membership prior to it being implemented. Sincerely, Bakeries Limited Xxxx Xxxxx Senior Vice President LETTER OF November Xxxxxx United Steelworkers Eagle Street North Cambridge, ON Re: Severance Dear This letter which is separate and apart the Collective Agreement will confirm the following understandingreached during negotiations regarding: In the event of a complete closure employees shall be entitled to the following enhanced severance pay. Severance pay shall be based on the affected shift who are willing to be temporarily laid off for the duration two (2) weeks pay per year of completed service as of the short term layoffdate of their departure or the equivalent of salary continuance to age whichever is the lesser to a of This payment is contingent upon business as usual (i.e. productivity, prior to implementing any involuntary seniority based layoffs under Article 13 quality, waste etc.. and an orderly wind down of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of timebusiness. It is understood that these payments referred to shall be deemed to include any payment in the Company reserves nature of termination pay or severance pay required at law or by any other provision of the right to deny requests for inverse seniority layoff, where an individual’s particular skill collective agreement and ability are considered necessary to operational requirementsshall have statutory deductions made. Before any such request is deniedFor the purpose of this letter, the Company and calculation of a full time week's pay shall be based on hours per week times their current regular rate of pay as of the Union will meet to review the circumstances date of each caseclosure. The Parties agree that calculation of a part time week's pay shall be based upon their average weekly regular time hours weeks prior to the Company shall bear no liability associated with inverse seniority layoffsclosure times their current regular rate of pay as of the date of the closure. Sincerely, Bakeries Limited Xxxx Xxxxx Senior Vice President LETTER OF UNDERSTANDING November Xxxxxx United Steelworkers Eagle Street North Cambridge, ON Re: Maintenance Schedules Dear This letter which is separate and that any decisions apart the CollectiveAgreement will confirm the following understandingreached during negotiationsregarding: Further to our recent discussions regarding the availability maintenance schedule by introducing a shift comprising of Employment Insurance a hour shift on the two down days (EIMonday and Friday.. .see attached schedule) benefits and two eight hour days scheduled on either Tuesday, Wednesday, or Thursday) here is the exclusive responsibility understanding on how other relevant provisions of Human Resources and Services Development Canada (HRDSC).the collective agreement will be administered:

LETTER OF UNDERSTANDING. Rere: Inverse Seniority Layoffs This letter will clarify Implementation of In order to avoid the intention layoff of a Teacher as of August in the implementation of the Parties with respect further reduction of staff as provided in clause there can be a partial delay in the achievement of the Teacher reduction and its full achievement in that event will be delayed to August However, to the Layoff and Recall provisions extent that the full Teacher reduction is not achieved by September the shortfall in the reduction in the number of Teachers shall be subtracted the number the Boards would otherwise be required to hire under for the school year For example, if only (266 of the Teacher reduction set out under is achieved as of September then the number of Teachers the Boards would otherwise be required to hire under shall be reduced by for the school year LETTER OF UNDERSTANDING re: Article of the Local Agreement (for only) It is recognized by the parties to the Local Agreement that the class-size language contained in Article 11, Section 1, Paragraph 1 of that Agreement will have to be read against the Social Contract staffing reduction and the restoration and staffing-reduction agreement negotiated centrally. LETTER OF UNDERSTANDING re: Article of the National Collective Bargaining Local Agreement (CBA)for York only) It is recognized by the parties to the York Local Agreement that the class-size language contained in Article of that Agreement will have to be read against the increment-restoration and staffing-reduction agreement negotiated centrally. Index .Accelerated Attrition Allowances Other Positions of Responsibility Post-Graduate Degrees ResponsibilityAllowances Continuing Education Special Education Amendments to this Agreement Application of this Agreement Arbitration and Grievance Procedure Continuing Education Grievance Form Benefits, Employee (see also Leaves) Change of Carrier Dental Health Care Extended Health Care Life Insurance Group Life Insurance Plan Joint Management Committee Insured Health Care Provisions for Part-time Teachers Retired Teachers Spouse of a Deceased Teacher Hospital Care Unemployment Benefits (SUB) Plan Unemployment Insurance Commission Rebate Calculation of a Day's Salary Category Placement Continuing Education Teachers Grievance and Arbitration Procedure Illness and Bereavement Individual Rights Notice of Grievance by the and Branch Affiliate Notice of Intent to Proceed to Arbitration Responsibility Allowances Salaries Copies of Agreement and Salary Statement Declining Enrolment Provisions Definitions Dental Health Care Plan Employee Benefits (see also Benefits and Leaves) Employment Standards Act, Excerpt from re: Pregnancy and Parental Leave Extended Health Care Benefits Extended Parental Leave Federation Business Leave Federation Release Time, Letter of Understanding (Toronto, East York and Scarboroughonly) Four Over Five Plan Form of Agreement Procedure Continuing Education Grievance Form Group Life Insurance Plan Holiday and Vacation for Month Co-ordinators Illness and Bereavement, Continuing Education Implementation of Preparation Time, Letter of Understanding Individual Rights, Continuing Education Insurance Group Life Joint Management Committee Unemployment Insurance Commission Rebate Insured Employee Benefits (see also Benefits) Joint Management Committee, Life Insurance Leaves Credit of Teaching Experience while on Leave Extended Parental Federation Business Four Over Five Plan Form of Agreement General Provisions Miscellaneous Parental Pregnancy Sick Special Training Assignments Specimen Agreement for Leave with respect to temporary layoffs and the application Pay Supplemental Unemployment Benefits (SUB) Plan With Pay Without Pay Letters of Understanding Article of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Local Agreement only) Article 11 of the CBALocal Agreement (York only) Part B Teachers Part F Continuing Education Teachers Release Time (Toronto, seniority employees East York and Scarborough only) Implementation of Preparation Time Implementation of Long Term Occasional Teaching Experience (Scarborough only) North York Long Courses Positions of Responsibility only) Preparation Time Various Social Contract Related Matters Long Term Occasional Teaching Experience, Letter of Understanding (Scarborough only) North York Long Courses, Letter of Understanding Parental Leave Part-time Teacher Provisions Positions of Responsibility Allowances Letter of Understanding only) Salary Grids Continuing Education Pregnancy Leave Employment Standards Act Excerpts Preparation Time Implementation, Letter of Understanding Prohibition Against the Use of Sanctions Provisions for Declining Enrolment Part-time Teachers Retired Teachers Spouse of a Deceased Teacher Provision of Data Purpose of this Agreement Recall Procedures Recognition Recovery of Responsibility Allowance Continuing Education Retraining Salary Grids Calculation of a Day's Salary Recovery of Placement on the affected shift will be offered the first opportunity for short term layoffGrids Positions of Responsibility Continuing Education Teachers Continuing Education Hospital Care Plan Service Gratuities (North York and Toronto) Sick Leave Credit Gratuity Social Contract Accelerated Attrition Letters of Understanding Special Leave of Absence Four Over Five Plan Special Training Assignments Spouse of a Deceased Teacher, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off Staffing Continuing Education Levels for the duration Year Following Termination of the short term layoffthis Agreement Procedures Staff Allocation Formula Supplemental Unemployment Benefits (SUB) Plan Surplus Procedure Teaching Experience Credit of while on Leave Long Term Occasional, prior to implementing any involuntary seniority based layoffs under Article 13 Letter of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis Understanding (Scarborough only) Term of inverse seniorityAgreement Travel Allowance (see Allowances, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee nextOther) Unemployment Benefits (SUB) Plan Unemployment Insurance Commission Rebate Vacation, and so onHoliday, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).Month

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter At the time of negotiations the company has purchased a new piece of equipment called an Xxxxx wheel cut off. It will clarify be integrated into the intention nipple dept. The machine is semi automatic and will be used as such exploring all opportunities for productivity gains. The implementation will be optimized during its first 6 months of operation, more specifically by June 30, 2006. The union and the operators will both be part of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 implementation. Upon completion of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and implementation if the application of union feel there is a legitimate complaint against the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, implementation it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoffgrieve. WORKER HAS REASON TO BELIEVE WORK LIKELY TO ENDANGER HIMSELF OR ANOTHER PERSON… SUPERVISOR: Investigates forthwith in presence of the worker and a H & S committee worker member* or H & S Representative, where an individual’s particular skill or worker selected by trade union or workers. WORKER: Promptly reports circumstances to supervisor, remains in safe place Agreement Return to work Disagreement: WORKER CONTINUES TO REFUSE Worker has reasonable grounds to believe work still likely to endanger himself or another worker. OR EMPLOYEE WORKER: WORKER: Remains in a safe place unless ** assigned to reason- able work of given directions pending investigation and ability are considered necessary decision GIVES Decision in writing to: Worker, Employer, Representative as soon as it is practicable INSPECTOR: Investigates in presence of: Worker, Employer, Worker Representative (Disputed machine, workplace not be used pending investigation and decision unless other worker informed of refusal to operational requirements. Before any such request is deniedwork and reasons therefor) Return to work * One of whom must be made available, the representative entitled to pay for time spent here. ** Subject to terms of any collective agreement MEETING BULLETIN -68- NOVEMBER 2005 MEETING SCHEDULE PAYMENTS Safety Committee (1Hr Prep Time Before) Flexible Date Time and a half before and after regular shift Accident Investigation Meeting Flexible Date Time and a half before and after regular shift Department Meetings‌ Flexible Date Straight time before and after regular shift‌ Employee Assistance Program Meeting‌ Flexible Date Straight time before and after regular shift Employee Assistance Approved Seminar‌‌ Flexible Date Co. will pay half of the registaration and half of the wages to union Employees up to (4) Recreation Committee 1HR Per Month Straight time before Meetings Flexible Date and after regular shift Pension Committee Meetings Flexible Date Straight time before and after regular shift Apprentice Committee Meetings Flexible Date Straight time before and after regular shift Incentive Committee Meetings Flexible Date Straight time before and after regular shift Union Called Meetings Flexible Date If union asks for meeting No payment before or after shift. Company called Meetings Flexible Date If co. calls meeting Time and a half before and after regular shift Labour Management 2ND Tuesday of month 1Hr Prep time allowed Straight time before and after regular shift Complaint Meeting (As defined in agreement) Flexible Date Straight time before and after regular shift Grievance Meeting Flexible Date Company pays only if the Union employee will meet miss straight time Negotiations with Co. Flexible Date Co will pay up to review the circumstances 8 hrs (10hrs if applicable) per day straight time (no payment for negotiations away from plant) Arbitration or Conciliation Flexible Date No Payment First Aid and I.A.P.A. Approved courses Flexible Date Straight time before and after regular shift -69- COLLECTVE AGREEMENT‌‌‌ BETWEEN THE INTERNATIONAL ASSOCIATION OF MACHINIST AND AEROSPACE WORKERS LODGE 1547 and CANVIL A Division of each caseXxxxxxx Canada, LTD. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffsNovember 14, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).2005 to

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify (Schedule Position Evaluation Review) During the intention negotiations between The Yukon Electrical Company Limited and the Yukon Electrical Employees' Association; the employees in Schedule of the Parties with respect collective agreement expressed concerns that their job responsibilities had changed to the Layoff extend that the Clerk designation and Recall provisions set out in Article 11their existing job description no longer accurately described their positions. Therefore, Section 1, Paragraph 1 of it would be difficult to make valid wage comparisons to the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provisionmarketplace. The parties agree Schedule employees requested that their job descriptions and job title be and a new progression system put in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority place that would be based on competencies required within a job based on business needs and employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreementattaining these competencies. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing In a process to be temporarily laid off for separate from the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is deniednegotiations, the Company and the Union Association agreed to resolve these issues by December An attempt was made to resolve these issues by Alberta Power Human Resources. However, and were consumed with a Yukon Electrical reorganization that resulted from the Yukon Energy Corporation's unforeseen decision to self- manage. Today, these Schedule employee issues still require satisfactory resolutions. Resolution Action Plan: The Company and the Association agree to jointly work toward a mutually satisfactory resolution of these issues. A draft competency based profile of the Schedule positions and a salary grid will meet be prepared by March The competency based profile and salary grid will be implemented by May Any increased salary adjustments will be retroactive to January There will be no salary decreases or positions eliminated as a result of this process. The company agrees to provide all of the resources, including providing an outside consultant, to bring a mutually satisfactory closure to these issues. LETTER OF UNDERSTANDING (Definition of Employee Categories) The following shall form part of the Collective Agreement between The Yukon Electrical Company Limited and The Yukon Electrical Employees' Association. The Company and the Association have discussed and agreed on the need for an employee category to be called "Seasonal Employees". Ifa seasonal position is required for a continuous period of months or more, the Company and Association review the circumstances position in view of each casebecoming a Permanent Position. The Parties agree that to undertake and finalize, through the Company shall bear no liability associated with inverse seniority layoffsprior to March the resolution of the following issues: Criteria for layoff and recall. Notice of layoff. a Application of benefits. Application of grievance procedure. Involvement of Association in recall, layoff and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC)performance appraisal.

LETTER OF UNDERSTANDING. ReThe parties agree to meet as far in advance as possible of any staff adjustments and no later than two weeks after notice of layoff or reduction is given to the union. At this time the parties will meet to discuss a process to explore all reasonable options to layoffs or reductions such as attrition, voluntary leaves of absence, retraining and voluntary exit plans. Letter of Understanding: Inverse Seniority Layoffs This letter will clarify Office Support Staff (School Secretaries) PDT Enhancements The Board agrees to meet with members of CUPE Local 3166 through the intention labour management committee to discuss additional secretarial support staffing available through enhancement money provided under the PDT agreement. Boards must apply this enhancement in 2009-10, up to the value of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 Board’s share of the new allocation, in the following order: Offset staff reductions in School Office and Board Administration Support Staff that may otherwise have occurred between the 2008-09 and 2009-10 school years due to declining enrolment; Use all remaining funds to: Ensure that elementary schools with an Average Daily Enrolment of more than 100 students have an Office Staff person working 35 hours/week; and/or hire additional unionized Board-employed Elementary School Office Support Staff in 2009-10. The CUPE National Collective Bargaining Agreement (CBA), with respect to temporary layoffs Representative may attend such meetings. LETTER OF INFORMATION: XXXXX The following information regarding the OMERS pension plan is provided for information purposes only and the application of the Inverse Seniority Provisionis non grievable. The parties will continue to abide by any and all amendments to the OMERS pension plan. CUPE Local 3166 employees are automatically enrolled in the OMERS pension plan. The Board shall automatically deduct and remit the premium payments directly to OMERS as required. Up to date and accurate information regarding the definition of contributory earnings, which includes all regularly recurring earnings, can be found at xxx.xxxxx.xxx. For all pension and other compensation purposes the parties agree that contributory earnings must include all regular recurring earnings, as legislated by XXXXX, such as: Base wages or salary; Regular vacation pay if there is corresponding service; Normal vacation pay for other-than-continuous-full-time members. Include vacation hours in situations credited service; Retroactive pay (including any pay equity adjustment) that fits with OMERS definition of temporary short term layoffs covered under Article 11 earning for all members, including active, terminated, retired, and disabled members; Lump sum wage or salary benefits which may vary from year to year but which form a regular part of the CBA, seniority employees on the affected shift will be offered the first opportunity compensation package and are expected normally to occur each year; Market value adjustments Pay for short term layoff, notwithstanding the layoff procedure set out time in Article 13 lieu of the Collective Agreement. When applying the Inverse Seniority Provision overtime Acting pay (pay at a higher salary rate for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing acting in place of an absent person); Xxxx pay deemed to be temporarily laid off regular wages or salary; Salary or wage extension for the duration of the short term layoffany reason (e.g. illness), prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer service is extended; Taxable premiums for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC)life insurance; Ongoing special allowances.

LETTER OF UNDERSTANDING. ReSupernumerary Positions The Home may introduce supernumerary positions to be offered to newly graduated nurses. Where such positions are introduced, the following will apply: Inverse Seniority Layoffs This letter will clarify the intention of the Parties with respect The Employer may hire full-time supernumerary nurses, up to the Layoff maximum funding available as per the Ministry guidelines. The duration of such supernumerary appointments will be defined by the Nursing Graduate Guarantee rules and Recall provisions set out in Article 11regulations. Newly graduated nurses are defined by the Nursing Graduate Guarantee rules and regulations, Section 1currently defined as nurses who have graduated from a nursing program within the last year. Supernumerary positions are defined as those positions offered to newly graduated nurses that are over and above the minimum staffing complement. Furthermore, Paragraph 1 supernumerary nurses will not be utilized to fill/backfill permanent and temporary vacancies. No appointment will be made to a supernumerary position without prior discussion with the Union as to where the supernumerary nurse will be assigned, what will be expected of the National Collective Bargaining Agreement (CBA)them, with respect to temporary layoffs and the application of the Inverse Seniority Provisionwhat mentoring arrangement will apply. The parties agree that in situations of temporary short term layoffs covered to discuss this matter without undue delay following the Employer’s initial request to meet. All nurses hired under Article 11 of the CBA, seniority employees on the affected shift new graduate initiative will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 full-time and covered by all terms and conditions of the Collective Agreement. When applying Such positions will not be subject to internal postings or request for transfer processes outlined in Article 9.06. Such supernumerary nurses can apply for and transfer to positions after the Inverse Seniority Provision for temporary short term layoffs, it is agreed that initial twelve (12) week supernumerary period in the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced manner defined by the CompanyNursing Graduate Guarantee Guidelines. Should Where supernumerary nurses successfully post into positions (pursuant to # 6 above) there is the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff potential that Ministry funding pursuant to the Nursing Graduate Guarantee Program will not have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of timebeen fully utilized. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company The Employer and the Union will meet to review determine the circumstances distribution of each casethe reinvestment initiative funding. Notwithstanding paragraph 5 above, in the event of a layoff, the parties may require that the supernumerary nurse be laid off first. Notwithstanding paragraph 5 above, if the nurse has not successfully posted into a permanent position by the end of the supernumerary appointment, she/he they will be reclassified as casual part-time, and this will not be considered a layoff. Any issues related to the new graduate initiatives may be discussed at the Union-Management Committee Meetings. The Parties agree Home bears the onus of demonstrating that such positions are supernumerary. The Union will be provided with such written information as it may reasonably require so the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions Employer can realize the funding regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC)such supernumerary position.

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify the intention of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it a) It is agreed that the Company will canvas seniority pay Union Stewards and Union Officers, provided they are employees, for all time lost from work to attend meetings requested by the Company as well as time required by relevant legislation. For time spent on other Union business by Union Stewards, and Union Officers the Company will pay all such time as indicated on these employees time cards. The Union will on a monthly basis, reimburse the affected shift who Company for all such payments made to the Union representatives in there are willing to be temporarily laid off for any discrepancies between the duration records of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 Union and the records of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is deniedregarding these amounts, the Company upon proof of having paid out such monies will be reimbursed by the Union, All time referred to in A) and will be paid at the employee's current Average Hourly Rate for pieceworkers or their timework rate for LETTER OF UNDERSTANDING MAINTENANCE OF EARNINGS Whenever a piece rate is changed due to a changed condition on an existing job, or a piece rate is set on a new job, any looseness that existed in the "old" rate will be added to the new job in the form of a subsidy paid for in the Payroll Department. Any operation which is found to be overvalued a Job Evaluation process has been applied, in conjunction with Pay Equity Legislation, will be treated in the same manner. The correct piece rate or timework rate will be given to the employees to apply to their card. Any new employee or employees transferred to the operation which has an will use the piece rate or timework rate with no subsidy. Whenever general increases are granted to these jobs, the follow- ing adjustments will be made until these subsidies are completely depleted: INCREASE UNTIL THIS SUBSIDY IS DEPLETED. IF A JOB IS BETWEEN AND LOOSE, GIVE INCREASE UNTIL DEPLETED If a job is measured at say, loose, it will always get of any general increases until the subsidy is depleted. The Employer agrees that any savings gained by the above program will be directly applied to achieving the Pay Equity Targets. an is established on a job or operation the Employer will meet with the employee involves and a Union representative and explain the agreement. It will be signed by the Employer, Union Representative and the Union will meet employee involved and a copy given to review the circumstances of each caseeach. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance INDUSTRY SETTLEMENT DATE (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).243 I EFFECTIVE DATE DATE EN WORK. I DE EXISTS TOTAL INCREASE NO. OF EMPLOYEES

LETTER OF UNDERSTANDING. ReRE: Inverse Seniority Layoffs Harassment Policy Dear Madam: This letter will clarify confirm the intention of advice given during negotiations that the Parties with respect Employer is preparing a Discrimination and Harassment Policy, which is based, to some extent, on the Layoff Ontario Public Service Workplace Harassment and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority ProvisionDiscrimination Prevention Policy. The parties agree that Employer undertakes to review the policy with the Union Management Committee before it is implemented. Yours truly, Xxxx Xxxxxxx Vice-President Corporate and Human Resources LETTER OF UNDERSTANDING RE: Pension Bridging Dear Madam: The Union has raised the question of whether, in situations the case of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will a laid off employee who might be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffsable to bridge to a retirement qualification date, it is agreed possible to utilize certain periods or credits for such purpose. The sorts of periods and credits that the Company will canvas seniority employees on the affected shift who are willing to might be temporarily laid off used for the duration this purpose would include: · pay in lieu of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. notice · termination payments · vacation credits · overtime credits · severance payments It is understood that the Company reserves cost to the right Employer would be limited to deny requests for inverse seniority layoffthe contribution to the Pension Plan made by the Employer, where and it is also understood that the employee would make his/her corresponding contributions. The Employer undertakes to investigate this issue and determine whether such an individual’s particular skill and ability are considered arrangement is feasible. It is recognized that it would be necessary to operational requirementsensure that this could be done under the terms of the Pension Plan, and would require Revenue Canada approval. Before any such request Assuming that one or more of these periods or credits can be utilized in this way, and it is deniedotherwise feasible to do so, the Company and Employer undertakes to implement such an arrangement. The Employer will discuss the matter with the Union Management Committee as appropriate. Yours truly, Xxxx Xxxxxxx Vice-President Corporate and Human Resources LETTER OF UNDERSTANDING RE: PARENTAL LEAVE Dear Madam: It is understood that amendments to the Employment Insurance Act have been introduced in Parliament. If and when amendments to the legislation are enacted into law, the Union Management Committee will meet discuss the import of those amendments. Yours truly, Xxxx Xxxxxxx Vice-President Corporate and Human Resources LETTER OF UNDERSTANDING RE: Violence in the Workplace Dear Xxxxx, This is to review confirm that the circumstances parties are sensitive to the potential of each caseviolence in the workplace. The Parties agree that parties will discuss the Company shall bear no liability associated with inverse seniority layoffsissue at the Union Management Committee. The committee may identify options and alternatives to address the issue. The Employer will consider these options when implementing any actions to address the issue of violence in the workplace. Yours truly, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).Xxxx Xxxxxxx

LETTER OF UNDERSTANDING. Re1 The provision of Exhibit C relating to Leave of Absence will apply as follows: Inverse Seniority Layoffs This letter When Management requires a Steam Engineer Trainee, Management will clarify the intention of the Parties with respect to the Layoff post and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement select one employee (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift selection will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniorityaptitude testing, meaning that seniority considered) who will in the most senior Department of Education Correspondence course for a Class ticket. If the trainee maintains to obtain the necessary work experience to obtain his Class ticket. This employee will have layoff protection provided he progresses on schedule through the training program and obtains his Class Ticket. If the trainee fails to maintain the progress towards completion of the correspondence course as noted above, he will be removed from this trainee program. LETTER OF UNDERSTANDING 2 WEEKEND OVERTIME RATES Employees who volunteer for weekend overtime and do not report will be bypassed on the next weekend they would be eligible to work. The Union will co-operate with Management in dealing with employ- ees who repeatedly volunteer for overtime and then fail to report. LETTER OF UNDERSTANDING 3 INDUSTRIAL FIRST AID TRAINING Employees will be provided with one day off with pay, at their regular straight time rate, to facilitate attendance at examinations. The Company will rearrange shift schedules, as required, to enable employees to attend all lectures for first aid courses. The Company will pay for tuition fees and texts for all employees to take first aid training on the layoff opportunity firstfollowing basis: of cost upon initial of cost upon successful completion. The Company will provide a cash award for successful completion of the first aid course according to the following scale: Level II $ Level III The Company will pay the First Aid Certificate bonus to a maximum of seven ticket holders at the Plant, whether or not they have the second most senior employee next, and so on, following the seniority listdesignated responsibility for first aid during their shift. Those employees who volunteer for the inverse seniority layoff Excluding incumbents as of November payment of First Aid premium will be committed subject to accepting the temporary layoff for full duration scheduling of the short term layoff announced by the Companyall shifts in designated positions in order to ensure first aid coverage on all shifts. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have The seven senior first-aid certificate holders mentioned above shall be given the option of either exercising attending full time first-aid classes when renewing their seniority rights for certificates. The needs at the purposes plant will determine scheduling to classes. To receive pay the employee must provide a copy of being recalled to active employment, or with their attendance record and must successfully complete the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of timeexam. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is deniedIn layoffs, the Company and the Union six most senior active plant employees holding First Aid tickets will meet be protected from layoff. They will be assigned to review the circumstances of each caseprovide required coverage. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC)As per August understanding.

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify the intention of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. Succession Opportunities The parties agree that in situations succession opportunities of temporary short term layoffs covered under Article 11 a position can occur on a case basis and that either party may approach the other to propose succession opportunities of a position. The parties also agree that any issues or concerns regarding the CBA, seniority employees on succession opportunities of a position should be discussed at the affected shift Labour Management meetings. The Corporation will be offered provide the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 Local with two hundred (200) copies of the Collective Agreement. When applying Signed this the Inverse Seniority Provision for temporary short term layoffs, it is agreed that day of September at Ontario. Memorandum of Agreement between The Corporation of the Company will canvas seniority employees City of and and its Local Re: Automotive Technician Apprenticeship The parties agree to the establishment of a new job classification of “Apprentice Mechanic” on the affected shift who are willing terms set out in this Memorandum of Agreement. This Agreement expires with the current Collective Agreement subject to renewal or incorporation into the Collective Agreement or Letter of Understanding during the next round of bargaining. The Corporation will hire no more than two (2) apprentice Mechanics. Where the Corporation intends to hire an Apprentice Mechanic a notice will be temporarily laid off for posted and selected as provided in Article The successful candidate shall be assigned to the duration occupational classification of Apprentice Mechanic. An Apprentice Mechanic shall be considered a regular employee and all aspects of the short term layoff, prior Collective Agreement shall apply except where specifically otherwise provided in this Memorandum of Agreement. The following hourly wage rates and progression shall apply to implementing any involuntary seniority based layoffs under Article 13 the Occupational Classification of Apprentice Mechanic: (see Appendix A for hourly wage Effective Approximate of Grade Start Rate Start Date Effective Approximate of Grade Maximum Rate months after start date Upon receipt of evidence of successful completion of year one of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis Program Upon receipt of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration evidence of successful completion of year two of the short term layoff announced Program Upon receipt of evidence of successful completion of year three of the Program Upon receipt of evidence of successful completion of the program and successful completion of qualifying examinations as set and controlled by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).Fleet Supervisor Page

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter Drug Cards The Hospital and the agree that the Hospital will clarify explore the intention feasibility of providing full-time members with drug cards. SIGNED AT Toronto, this day of FOR FOR THE UNION Re: Mail Room The parties agree that, on a without prejudice or precedent basis, the following provisions will apply to the Mail Room Operations at Mount Sinai Hospital. The position of Mail Clerk will fall within the scope of the Parties Service Employees Bargaining Unit, Local Canada. Seniority earned by an incumbent Mail Clerk in the Clerical Employees Bargaining Unit will be transferred to the Service Employees Bargaining Unit, Local ICanada. The position of Supervisor, Mail Room will be recognized as a position within the scope of the Clerical Employees Bargaining Unit, Local Canada. The years of active service of the incumbent Supervisor, Mail Room will be recognized as seniority within the Clerical Employees Bargaining Unit, Local Canada. The position of Supervisor, Mail Room will be renamed to Co-ordinator,Mail Room and will be included in the same wage grid as the Clerical Co-ordinator position. The incumbent’s hourly rate will remain unchanged until October at which time she will be placed on Step of wage grid. All changes will take effect the date of ratification. The union will withdraw the grievance that challenges the Supervisor, Mail Room position. For the Union Re: Part-time Casual Scheduling The Hospital and agree that should conflict arise between the parties concerning the scheduling of part-time employees in either the Service or Clerical bargaining unit with respect to employees working full-time hours, such conflict will be directed to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs Manager and the application of Chief Xxxxxxx before the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will grievance process can be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Companyaccessed. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have parties be unable to achieve resolution through the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is deniedexchange contemplated above, the Company and issue may then be forwarded to the Union will meet to review grievance procedure as applicable. Signed at For the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).Union

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify the intention of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. APPRENTICESHIP PROGRAM – MAINTENANCE DEPARTMENT The parties agree that in situations to the creation of temporary short term layoffs covered a new job classification, Maintenance Apprentice, pursuant to Article 8.03 (New Wage Classifications) and Appendix “A” Wage Schedule and Wage Classifications, under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure terms and conditions set out in Article 13 below: The program is a 4-year agreement between CKF and the apprentice. The Apprenticeship Board supervises the agreement and sets the standards for the courses and completion. No part of this program is intended to alter the terms of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the The Company will canvas announce when Apprenticeship opportunities become available. Applicants must submit their resume, expression of interest outlining why they are pursuing this opportunity, and statement of high school/post-graduate grades to Human Resources. The following Criteria will be used in the selection process: Must pass a Math Exam with a minimum 80% Must pass a Mechanical Aptitude test with a minimum 80% Must successfully complete a practical test designed to assess basic mechanical ability Must have Grade 12 diploma Related Post-Secondary Education would be an asset Must be physically fit to perform job duties and where deemed appropriate, may be required to complete a Functional Capacity Evaluation through a recognized professional Consideration will be given to related experience on Production equipment A Committee consisting of one Plant Committee member, one millwright, and two management representatives will be formed to select the most suitable applicant(s). Where candidates have equal skills, ability, qualifications and employment records, plant seniority employees shall be the governing factor. The first 500 hours actually worked on the affected new job are training or trial period. Should an employee fail to prove capable of performing the duties of the new job during the stipulated training and/or trial period or should the employee decide not to accept the new job during the same period, the employee may return to such employee’s former job. The apprentice will start the program on steady day shift. If there is shift rotation of tradespersons in the apprentice's field, the apprentice will be expected to take a turn in rotation (under the discretion of the Supervisor who will determine if the apprentice can work on their own). The apprentice will be entitled to overtime as per the Collective Agreement. The apprentice shall not be excluded from overtime unless unable to perform the work available. Management retains the right to determine the number of tradespersons and apprentices required. Full-time vacancies within the ticketed tradesman job classification will be posted in accordance with the Collective Agreement. Layoffs within the Maintenance Department, including the apprentice classification, shall also be governed by the Collective Agreement. The timing, scheduling and content of the training courses are willing to be temporarily laid off set by the Apprenticeship Board. CKF will pay the apprentice’s regular daily rate for the duration of the short term layofftraining program based on a 40 hour work week (evidence of attendance will be required). Course fees are payable by the employee and will be reimbursed by the Company (less any applicable government subsidies), prior to implementing any involuntary seniority based layoffs under Article 13 upon receiving verification that the apprentice has successfully completed each level of the CBAprogram. Any seniority employees who elect Costs associated with books, supplies and other expenses, including any additional costs related to course updates or re-writes, will be at the employee’s expense and will not be reimbursed. Tools and tool kits/carts are to be placed on short term layoff will be selected on purchased as required by the basis Apprentice at his/her expense. The wage scale as set out in Appendix A outlines progressive rate increases which are contingent upon the successful completion of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration each level of the short term layoff announced by program. A maintenance apprentice must work the Companynecessary hours as well as successfully pass the required theory before progressing to the next step in the wage progression. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option Apprentices are required to maintain a log book showing proof of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of timehours accumulated and worked. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).APPENDIX “K”

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs This letter will clarify the intention Training Committee There shall be formed a standing Training Committee consisting of the Parties with respect to the Layoff Production Manager and Recall provisions set out in Article 11, Section 1, Paragraph 1 a representative of the National Collective Bargaining Agreement (CBA), Union to be responsible for the following: The establishment of proper training procedures for all hourly positions; To oversee that training is properly conducted for all hourly positions; To deal with respect to temporary layoffs and the application any issues arising out of the Inverse Seniority Provisionany training concern. The parties agree that Company commits to make available any reasonable amount of resources to accomplish the above. APPENDIX “F” LETTER OF UNDERSTANDING Re: Assistant Extruder Operator (AEO) and Former Operator/Relief AEO Job Classifications The AEO classification and wage progression are located in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 Appendix “A” of the Collective Agreement. Each of the four continuous shifts will normally require one AEO and one Former Operator/Relief AEO position. Vacancies to the Former Operator/Relief AEO positions will be posted. If an applicant has the necessary qualifications and the ability to perform in accordance with the job requirements, plant seniority will prevail. Hours of credited service towards the AEO position will only be applied for employees who previously worked in the classified positions of AEO, Former Operator/Relief AEO and/or Extruder Operator. If a Former Operator is awarded a Former Operator/Relief AEO position, such employee would retain their job seniority within the Former Operator classification and would also establish Relief AEO job seniority. Employees awarded the position of Former Operator/Relief AEO who do not hold a Former Operator position at the time of the posting would then establish job seniority as both Former Operator and Relief AEO. When applying working in either position, the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees appropriate rate would be paid based on the affected shift who are willing to be temporarily laid off accumulated hours for the duration of job. The probation period for the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff Relief AEO position will be selected on 500 hours extrusion, during which time the basis of inverse seniority, meaning that the most senior employee candidates will be provided the layoff opportunity first, the second most senior employee next, assessed for suitability and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves retain the right to deny requests for inverse seniority layoffreturn to their former position if they fail to prove capable or decide not to accept the Relief AEO position. A formalized Training Program will be developed that will go beyond the 500 hour probation period and will include periodic reviews to evaluate each individual's level of competency. For Short term absences due to Vacations, where an individual’s particular skill illness and ability are considered necessary to operational requirements. Before any such request is deniedinjury, the Company Former Operator/Relief AEO will replace the AEO; the AEO (with minimum 500 hours) will replace the Extruder Operator and the Union Extruder Operator will meet replace the Leadhand. Scheduled time-off (i.e. vacations) will be coordinated between the extruder positions and the designated Former Operator/Relief AEO to review ensure adequate coverage is provided. Permanent vacancies in the circumstances Extruder Operator classification shall not be posted and shall be offered to AEO's according to job seniority. Should none of each casethe classified AEO’s accept the promotion to Extruder Operator, the AEO with the lowest job seniority shall be required to fill the vacant Extruder Operator position. The Parties agree that rate of pay will be based on the Company hours accumulated as Extruder Operator or the rate closest to the existing AEO rate without being lower. Permanent vacancies in the AEO classification shall bear no liability associated not be posted and shall be offered to Relief AEO’s according to job seniority. Should none of the classified Relief AEO’s accept the promotion to AEO, the Relief AEO with inverse the lowest job seniority layoffsshall be required to fill the vacant AEO position. The rate of pay will be based on the hours accumulated as AEO. With respect to overtime, the Relief AEO is considered to be within the Former Operator and AEO classifications when applying clause 13.04 of the Collective Agreement. APPENDIX “G” LETTER OF UNDERSTANDING Re: Former Operator/Relief Printer Operator Classification The parties agree, pursuant to Article 8.03 (New Wage Classifications), to the creation of a new job classification, Former Operator/Relief Printer Operator, and that any decisions regarding to the availability implementation of Employment Insurance this position under the following guidelines: This position is to be posted in accordance with the Collective Agreement. Under normal circumstances there would be one Former Operator/Relief Printer Operator for every two classified Printer Operator positions. Permanent vacancies in the Printer Operator classification shall not be posted and shall be offered to the Former Operator/Relief Printer Operator according to job seniority. Should none of the classified Former Operator/Relief Printer Operators accept the promotion to Printer Operator, the Former Operator/Relief Printer Operator with the least job seniority shall be required to fill the vacant Printer Operator position. If a Former Operator is awarded a Former Operator/Relief Printer Operator position, such employee would retain their job seniority within the Former Operator classification and would also establish Relief Printer Operator job seniority. Employees awarded the position of Former Operator/Relief Printer Operator who does not hold a Former Operator position at the time of the posting would also establish job seniority as a Former Operator and Relief Printer Operator. When working in either position, the appropriate rate would be paid based on accumulated hours for the job. With respect to overtime, the Relief Printer Operator is considered to be within the Printer job classification when applying clause 13.04 of the Collective Agreement. APPENDIX “H” LETTER OF UNDERSTANDING Re: Former Operator/Relief Padder Operator Classification The parties agree, pursuant to Article 8.03 (EINew Wage Classifications) benefits to the creation of a new job classification, Former Operator/Relief Padder Operator and to the implementation of this position under the following guidelines: This position is to be posted in accordance with the exclusive responsibility Collective Agreement. Under normal circumstances there would be one Former Operator/Relief Padder Operator on each of Human Resources the four twelve-hour production shifts. Permanent vacancies in the Padder Operator classification shall not be posted and Services Development Canada shall be offered to the Former Operator/Relief Padder Operator according to job seniority. Should none of the classified Former Operator/Relief Padder Operators accept the promotion to Padder Operator, the Former Operator/Relief Padder Operator with the least job seniority shall be required to fill the vacant Padder Operator position. If a Former Operator is awarded a Former Operator/Relief Padder Operator position, such employee would retain their job seniority within the Former Operator classification and would also establish Relief Padder Operator job seniority. Employees awarded the position of Former Operator/Relief Padder Operator who does not hold a Former Operator position at the time of the posting would also establish job seniority as a Former Operator and Relief Padder Operator. When working in either position, the appropriate rate would be paid based on accumulated hours for the job. With respect to overtime, the Relief Padder Operator is considered to be within the Former Operator and Padder Operator job classification when applying clause 13.04 of the Collective Agreement. APPENDIX “I” LETTER OF UNDERSTANDING Re: Former Operator/Pulp Plant relief Classification The parties agree, pursuant to Article 8.03 (HRDSC).New Wage Classifications) to the creation of a new job classification, Former Operator/Pulp Plant relief and to the implementation of this position under the following guidelines: This position is to be posted in accordance with the Collective Agreement. Under normal circumstances there would be two (2) Former Operator/ Pulp Plant reliefs on each of the four twelve-hour production shifts. Permanent vacancies, excluding the Leadhand position, in the Pulp Plant (Leotech, Central Stock) Operator classifications shall not be posted and shall be offered to the Former Operator/Pulp Plant relief according to job seniority after existing Pulp Plant employees have been offered such vacancy. Should none of the classified Former Operator/ Pulp Plant relief accept the promotion to Pulp Plant Operator, the Former Operator/Pulp Plant relief with the least job seniority shall be required to fill the vacant Pulp Operator position. If a Former Operator is awarded a Former Operator/Pulp Plant relief position, such employee would retain their job seniority within the Former Operator classification and would also establish Pulp Plant relief job seniority. Employees awarded the position of Former Operator/Pulp Plant relief who do not hold a Former Operator position at the time of the posting would also establish job seniority as a Former Operator and Pulp Plant relief. When working in either position, the appropriate rate would be paid based on accumulated hours for the job within pay grade 11. With respect to overtime, the Pulp Plant relief is considered to be within the Former Operator and Pulp Plant Operator job classification when applying clause 13.04 of the Collective Agreement. APPENDIX “J”

LETTER OF UNDERSTANDING. Re: Inverse Seniority Layoffs The parties hereto agree that the Letters of Understanding attached hereto form part of this Agreement and are binding upon the partieshereto during the term of this Agreement. ARTICLE -EFFECTIVE DATEAND DURATION This letter will clarify Agreement shall continue in full force and effect until the intention day of the Parties with respect March, and unless either party gives to the Layoff and Recall provisions set out other party written notice of termination or notice of desire to amend this Agreement in Article 11accordance with this Article, Section then it shall continue in effect for a further one (1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next) year period without amendment, and so onon from year to year thereafter. Notice that either party intends to terminate this Agreement or that amendments are desired shall only be given within the period of ninety (90) days prior to the termination date. The notice that amendments are desired shall set forth the amendments proposed. If notice of termination or desire for amendments is given by either party, following the seniority list. Those employees who volunteer partiesagree to meet for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration purpose of negotiationswithin fifteen (15) days of the short term layoff announced giving of the notice or within such longer periodas the partiesshall mutuallyagree. Executed by the Company. Should the temporary layoff extend beyond three (3) weeks in durationparties at Windsor, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is deniedOntario, the Company 10thof January, COMMUNITY LIVING WINDSOR THE CANADIAN UNION OF PUBLIC EMPLOYEES SCHEDULE " A' WAGE SCHEDULE FOR BARGAINING UNIT EMPLOYEES EFFECTIVEAPRIL (Inclusive of Any Pay Equity Increases Effective January 2004) (Salary and Hourly Rates) Classifications Commencement A B C Counsellor Counsellor I Secretary Maintenance Support Sleep In Program Co-ordinator Program Co-ordinator I Substitute Sleep In Probationary employees less than the establishedrate. SCHEDULE “A’ WAGE SCHEDULE FOR BARGAINING UNIT EMPLOYEES EFFECTIVE APRIL I, (Inclusive of Any Pay Equity Increases Effective January (Salary and Hourly Rates) Classifications Commencement A B C Counsellor Counsellor I Secretary Maintenance Support Sleep In Program Co-ordinator Program Co-ordinator I Substitute Sleep In Probationary employees less than the established rate. SCHEDULE “A” WAGE SCHEDULE FOR BARGAINING UNIT EMPLOYEES EFFECTIVE OCTOBER (Inclusive of Any Pay Equity Increases Effective January 2002) (Salary and Hourly Rates) Classifications Commencement A B C Counsellor Counsellor I Secretary Maintenance Support WorkerAssistant Sleep In Program Co-ordinator Program Co-ordinator I Substitute Sleep In Probationary employees less than the established rate. Classification Factor: or graduate or undergraduate degrees (including honours) and the Union will meet to review following disciplines: Family Studies, Psychology, Sociology, Social Work, General Social Sciences, Nursing, Education, Human Kinetics, Occupational Therapy, Physical Therapy, General Health Studies or College Diploma: Child and Youth Workers, Nursing Registered Practical Nurse and Licensed Practical Nurse, Registered Nursing Assistant Sign Language Interpreter, Sign Language Communicator and any other that may be mutually agreed by the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).Labour Management Committee;or