Common use of LETTER OF UNDERSTANDING Clause in Contracts

LETTER OF UNDERSTANDING. Job Security This will confirm the understanding reached between the parties concerning the practice in the eventuality that layoffs should affect members of the bargaining unit in the future. The parties agree that if during the term of the collective agreement it becomes necessary to layoff, the Corporation shall lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees who are performing the work that is subject to the lay-off, before any members of the bargaining unit are laid off. Reasonable efforts will be made by the parties to offer suitable alternate work to employees of the bargaining unit who are impacted by the lay-off according to their qualifications, wherever it may exist in the Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations LETTER OF UNDERSTANDING Modified/Return to Work Program It is the mutual desire of the parties to assist in the rehabilitation of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possible, the union will be notified, and the parties will establish a Joint Return to Work Core Committee consisting of the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee may be augmented by, but not limited to, the department representative of the division/section, the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying and recommending to Management, where possible, individual case strategies for:

LETTER OF UNDERSTANDING. JOB SECURITY In the event that downsizing occurs under the Job Security and Job Elimination articles of the Labour Agreement, the Company undertakes to discuss the application of the severance pay provisions with the Union. This will confirm the understanding reached letter was renewed by agreement between the parties concerning Company and the practice in Union for the eventuality that layoffs should affect members term of the bargaining unit in 2003 – 2008 Labour Agreements. =================================================================== Re: Apprentices and Government Support April 14, 1998 LETTER OF UNDERSTANDING - APPRENTICES The Company agrees to the futureestablishment of a committee composed of management representatives and appropriate representatives of the Union to explore the possibility of working with government and community colleges with a view to enhancing apprenticeship opportunities within the province. The parties understand that such a program would be based on the principle of cost neutrality to the Company and there would be a requirement for joint representation to Government to access funds for this purpose. This committee will be established within three (3) months from the date of ratification of the new labour agreement. This letter was renewed by agreement between the Company and the Union for the term of the 2003 – 2008 Labour Agreements. ================================================================== Re: Scope of Agreement April 14, 1998 LETTER OF UNDERSTANDING - AGREEMENT SCOPE The Company agrees to provide a Letter of Understanding for the term of the Agreement. In the event of a separation of businesses, the Master Agreement shall be applied as a Master Agreement to each business except in respect to permanent vacancies and layoffs. Further, in the event of a change in common employer status, employees directly impacted by a permanent layoff will be allowed to exercise their seniority rights to transfer between the different legal entities. This letter was renewed by agreement between the Company and the Union for the term of the 2003 – 2008 Labour Agreements. ================================================================== Re: Commitment to Employment July 22, 2008 LETTER OF UNDERSTANDING - COMMITMENT TO EMPLOYMENT Protecting and enhancing employment in the pulp and paper industry is a joint commitment of the Company and the Union. The Company and Union agree that if stable employment must be based upon economically viable operations, a high level of labour productivity and quality production. To this end, the parties will continue to discuss means to preserve and enhance employment during the term of the collective agreement it becomes necessary to layoff, the Corporation shall lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees who are performing the work that is subject to the lay-off, before any members of the bargaining unit are laid off. Reasonable efforts will be made by the parties to offer suitable alternate work to employees of the bargaining unit who are impacted by the lay-off according to their qualifications, wherever it may exist in the Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations LETTER OF UNDERSTANDING Modified/Return to Work Program It is the mutual desire of the parties to assist in the rehabilitation of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possible, the union will be notified, and the parties will establish a Joint Return to Work Core Committee consisting of the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee may be augmented by, but not limited to, the department representative of the division/section, the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying and recommending to Management, where possible, individual case strategies for:Agreement.

LETTER OF UNDERSTANDING. Job Security Salary Advancement of Employees to the MA+45 lane (2016-2019) This will confirm the understanding reached letter constitutes an agreement between the parties concerning Des Moines Public Schools and the practice Des Moines Education Association regarding the salary advancement of employees to the MA+45 lane. Employees who earned their master’s degree ON or BEFORE June 30, 2016 were placed on the salary schedule at MA+15 or MA+30 in accordance with the “old method”, shall not be stripped of those designations by retroactively applying language that went into effect after June 30, 2016. Employees in this group who are assigned to the MA+30 lane shall be placed on the MA+45 lane when they complete 15 hours of approved credits after they were placed in the eventuality that layoffs should affect members 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 the bargaining unit approved credits after they were placed in the futureMA+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 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 parties agree that if during additional days for teacher associates and clerical employees working in the term 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 collective agreement it becomes necessary to layoff, Des Moines Public Schools and the Corporation shall lay-off all persons not regularly employed Des Moines Education Association regarding required compensation for more than 24 hours per week, students and/or temporary those employees who are performing 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 work that positions listed below will receive the same increase in compensation as is subject to received by employees covered under the lay-off, before any members 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 Twomust be filedwithin fifteen working days after the dateof occurrenceof the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages of the bargaining unit are laid off. Reasonable efforts will be made by the parties to offer suitable alternate work to employees of the bargaining unit who are impacted by the lay-off according to their qualifications, wherever it may exist in the Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations LETTER OF UNDERSTANDING Modified/Return to Work Program It is the mutual desire of the parties to assist in the rehabilitation of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possible, the union will be notified, and the parties will establish a Joint Return to Work Core Committee consisting of the following membersComprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department Management Representative or their designate of Associates Contract, Page  President Department of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee Secretaries Contract, Page Comprehensive Agreements may be augmented by, but not limited to, the department representative of the division/section, the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying and recommending to Management, where possible, individual case strategies for:also befound online at xxx.xxxxxxxxx.xxx.

LETTER OF UNDERSTANDING. Job Security This will confirm the understanding reached between CASUAL EMPLOYEES As discussed during negotiations the parties concerning agree that casual employees have the practice in right to refuse a second offer to work within the eventuality that layoffs should affect members same day without those hours being counted as hours worked for the purpose of the bargaining unit in the futureequitable distribution. DATED AT LONDON, ONTARIO, THIS 22nd DAY OF APRIL, 2005. FOR THE HOSPITAL FOR THE UNION Xxxxx Xxxxxx Xxx Power LETTER OF UNDERSTANDING – TEMPORARY STUDENT STATUS The parties agree to a new temporary student status for summer employment. For the purpose of this letter only, summer is defined as May 1 to Labour Day. Students hired into this status will be considered temporary casuals and will be paid at the start rate for the classification that if during the term they are hired into. Union Dues will be deducted however no other terms or conditions of the collective agreement will be applicable. Such students will receive 4% vacation pay however it becomes necessary to layoff, is understood that such employees will not receive any percentage in lieu of fringe benefits. Such students will have their employment terminated at the Corporation shall lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees who are performing the work that is subject to the lay-off, before any members end of the bargaining unit are laid offterm. Reasonable efforts will be made by Notwithstanding this provision the parties to offer suitable alternate work to employees Hospital may terminate the employment of the bargaining unit who are impacted by the lay-off according to their qualificationssuch student at any time at its discretion. DATED AT LONDON, wherever it may exist in the CorporationONTARIO THIS 22nd DAY OF APRIL 2005. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union FOR THE HOSPITAL FOR THE UNION Xxxxx Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations Xxx Power LETTER OF UNDERSTANDING Modified/Return - PHYSICAL VIOLENCE OR ABUSE The parties acknowledge that employees may sometimes be at risk of physical violence or abuse from patients, clients or the public. Where this has occurred, employees are encouraged to Work Program It advise their immediate supervisor and to consult the Hospital policy on Abuse. DATED AT LONDON, ONTARIO THIS 22nd DAY OF APRIL, 2005. FOR THE HOSPTIAL FOR THE UNION Xxxxx Xxxxxx Xxx Power LETTER OF UNDERSTANDING - ACCOMMODATION In accordance with the provisions of the Human Rights Code, accommodation is the mutual desire responsibility of the parties to assist in the rehabilitation of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possibleEmployer, the union will be notified, and the parties will establish a Joint Return to Work Core Committee consisting of the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee may be augmented by, but not limited to, the department representative of the division/section, the supervisor/manager, the divisional/section union representative Union and the employee. Where When it has been medically determined that an employee is unable to return to the employee cannot be accommodated in full duties of their pre-disability jobposition due to a disability, the Core Employer will notify and meet with representatives of the Union to discuss the circumstances surrounding the employee’s return to suitable work. The Employer will commit to review vacant positions within the bargaining unit for suitable work. DATED AT LONDON, ONTARIO THIS 22nd DAY OF APRIL, 2005. FOR THE HOSPITAL FOR THE UNION Xxxxx Xxxxxx Xxx Power LETTER OF UNDERSTANDING – NEEDLE STICK INJURIES It is understood that current policy and procedures, including educational programs, are in place regarding needle stick injuries. As new policy and practices are developed by the Hospital, consultation will take place at the Joint Health and Safety Committee Level. DATED AT LONDON, ONTARIO, THIS 22nd DAY OF APRIL, 2005. FOR THE HOSPITAL FOR THE UNION Xxxxx Xxxxxx Xxx Power LETTER OF UNDERSTANDING – TENDERING INSURED BENFITS PROGRAM The Hospital agrees that it will meet notify the National Union when it is tendering its insured benefits program provided for in this collective agreement and will notify Green Shield of Canada. DATED AT LONDON, ONTARIO, THIS 22nd DAY OF APRIL, 2005. FOR THE HOSPITAL FOR THE UNION Xxxxx Xxxxxx Xxx Power LETTER OF UNDERSTANDING – FEMALE MEMBER REPRESENTATION In the purpose event that there are no women members on the union committee, the Hospital will recognize one CAW appointed female member to represent a female employee in respect of identifying a complaint under the Hospital’s Harassment and recommending to ManagementDiscrimination policy should that female employee request representation by a female. DATED AT LONDON, where possibleONTARIO, individual case strategies for:THIS 22nd DAY OF APRIL, 2005. FOR THE HOSPITAL FOR THE UNION Xxxxx Xxxxxx Xxx Power LETTER OF UNDERSTANDING – ENGINEERING DEPARTMENT The parties agree a meeting will take place on a quarterly basis between two (2) skilled trades and two (2) management representatives of the Engineering Department. The two

LETTER OF UNDERSTANDING. Job Security This The Employer will confirm the understanding reached between the parties concerning the practice in the eventuality that layoffs should affect members use its best efforts to make all affected direct care employees aware of residents who have serious infectious diseases. The nature of the bargaining unit in the futuredisease need not be disclosed. Employees who are not direct care employees will be made aware of special procedures required of them to deal with these circumstances. The parties agree that if during all employees are aware of the term requirement to practice universal precautions in all circumstances. LETTER OF UNDERSTANDING Recognizingthe mutual objective of quality of care, the Employer agrees to meet through the Labour Management Committee with the Union. The employer agrees to meet with the union as soon as practicable after the receipt of their annual results. The employer agrees to provide the union with staffing levels, the impact of related payroll costs on staffing levels and a written notice of the results for the facility. The purpose of this meeting is to discuss the impact of the changes on the staffing of the facility and provide the union with an opportunity to make representationin that regard. The parties shall meet as necessary to discuss other changes or workload issues. The parties may invite additional participants to attend the meeting to support constructive review and discussion. The parties agree that those Full time employees, who are entitled to or weeks vacation, may apply on a prescribed form to the Administrator of the Facilityto take up to week (Max hours) of vacation time between January regardlessof the amount of their vacation bank. It is agreed and understoodthat employees will not accrue more time or money than allowed by the collective agreement and furthermore it becomes necessary to layoff, is understood and agreed that any employee who terminates their employment with the Corporation shall lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees who are performing the work Facility and has a negative vacation balance will owe that is subject negative balance directly to the lay-off, before any members of facility and/or as an offset against their final paycheque. It is also agreed that the bargaining unit are laid off. Reasonable efforts period for choosing vacation time will be made by the parties to offer suitable alternate work to employees a month period between January of the bargaining unit who are impacted by the lay-off according to their qualifications, wherever it may exist in the Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations LETTER OF UNDERSTANDING Modified/Return to Work Program It is the mutual desire of the parties to assist in the rehabilitation of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possible, the union will be notified, one year and the parties will establish a Joint Return to Work Core Committee consisting end of February of the following members:  Department Management Representative or their designate  President year. This prescribed form must be approved by both the facility administrator and the Head Office of the Local or their designate  Human Resources Business Partner; facility. Such approval to be not unreasonably withheld. It is furthermore agreed that all new employees must wait weeks before taking any vacation time and  Disability Management Representativethat any part time employees that becomefull time employees must also wait weeks before taking any vacation time. The Committee may Such new Full-time employees will be augmented by, but not limited to, credited with vacation based on the department representative previous year's earnings as outlined in the collective agreement. Letter of the division/section, the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose Understanding Regarding Dormancy of identifying and recommending to Management, where possible, individual case strategies for:Unionized Maintenance Person Position.

LETTER OF UNDERSTANDING. Job Security This The central toestablish a Benefits Review Subcommittee which will confirm include four representatives from the understanding reached between Union and four representatives from the parties concerning Participating Hospitals to discuss the practice in terms of the eventuality benefit plans (other than pensions) provided under the collective agreement with a view of increasing the efficiency and effectiveness of the plans. As part of that layoffs should affect review, the Committee will be provided with copies of the plan texts that pertain to these benefit plans. will report its findings to the Central Negotiating Teams on or before October The Union members of elected or appointed from the bargaining unit in the futureshall suffer no loss of earnings for time spent during their regular scheduled working hours while attending meetings of this Subcommittee. The parties agree that if during the term hereto represent the central portions of the combined full-time and part-time collective agreement it becomes necessary agreements between each of the applicable participating hospitals (as listed in Appendix “A“ to layoffthe Memorandum of Conditions for Joint Bargaining) and the corresponding locals of the Ontario Public Service Employees Union, expiring March The subsisting collective agreements of the Corporation shall lay-off all persons not regularly employed for more than 24 hours per weekapplicable participating hospitals will be amended as indicated herein, students and/or temporary employees who are performing the work that is subject to the lay-off, before any members award of the bargaining unit are laid off. Reasonable efforts will be made by Board of Arbitration constituted to resolve the parties to offer suitable alternate work to employees dispute concerning the Employer’s proposal on the application of the bargaining unit who are impacted Social Contract Act. Signed at Toronto, Ontario the day of FOR THE PART ICI HOSPITALS FOR ONTARIO PUBLIC SERVICE EMPLOYEES UNION SCALES INCLUDING PAY SCALE ON JANUARY STEP STEP STEP ! SENIOR TECHNOLOGIST ! I REGISTERED TECHNOLOGIST WITH P E STEP I I I STEP 12.8; SPEECH LOGI WITH O PHYSIOTHERAPIST WITH I i i DIETITIAN WITH THERAPIST I WITH PAY EQUITY ADDED TO MONTHLY RATE IS AMOUNT GIVEN ON JAN. JAN. JAN &JAN. PAY EQUITY HAS BEEN ACHIEVED AS OF JANUARY N PAY EQUITY GIVEN ON RESULTS FROM NEW FOR COMPARATOR. SUMMARY OF BENEFITS THE WEST GENERAL HOSPITAL MEMBERS OF CROUP CONTRACT NUMBER: EFFECTIVE DATE: REFER TO MASTER CONTRACT ELIGIBILITY PERIOD: As stipulated by the lay-off according to their qualificationsyour Employer. ISSUED: March, wherever it may exist in the Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations LETTER SUMMARY OF UNDERSTANDING Modified/Return to Work Program It is the mutual desire of the parties to assist in the rehabilitation of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possible, the union will be notified, and the parties will establish a Joint Return to Work Core Committee consisting of the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee may be augmented by, but not limited to, the department representative of the division/section, the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying and recommending to Management, where possible, individual case strategies for:BENEFITS

LETTER OF UNDERSTANDING. Job Security This will confirm Between: XXXXX COUNTY HEALTH UNIT, NURSING And: ONTARIO NURSES’ ASSOCIATION Re: Hours of Work The parties recognize that it is the understanding reached between the parties concerning the practice in the eventuality that layoffs should affect members function of the bargaining unit Health Unit to provide services and/or participate in the futurecommunity events on weekends. The parties agree that if during recognize the term desire of staff to not be regularly scheduled to work weekends. Regular full-time and regular part-time staff will not be regularly scheduled to work more than one (1) weekend per month unless mutually agreed between the employee and/or his/her Director/Manager. This restriction does not apply to casual part-time and temporary staff. All proposed work schedules must be submitted according to Article 7.05 of the collective agreement it becomes necessary Collective Agreement. Regular full-time staff will be entitled to layoffcompensating time for these weekend (Saturday and/or Sunday) hours worked provided that his/her compensating bank is not maximized. Should that be the case, or if chosen, the Corporation weekend hours shall lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees who are performing be accommodated in the work that is subject current two (2) week period. This letter will be attached to the lay-off, before any members and become part of the bargaining unit are laid offCollective Agreement. Reasonable efforts will be made by the parties to offer suitable alternate work to employees Dated at Brantford , Ontario, this 21st day of the bargaining unit who are impacted by the lay-off according to their qualificationsApril , wherever it may exist in the Corporation2006. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union FOR THE EMPLOYER FOR THE UNION Xxxxxx Xxxxxxxxx Xxxxxx Xxxxxxx Xxxxxx Labour Relations Officer Jo Xxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations Xxxx Bargaining Unit President LETTER OF UNDERSTANDING Modified/Return Between: XXXXX COUNTY HEALTH UNIT, NURSING And: ONTARIO NURSES’ ASSOCIATION Re: Harassment / Discrimination The parties recommend and encourage any nurse who may have a harassment or discrimination complaint to Work Program It is follow the mutual desire complaints process as set out in the employer’s policies. A pamphlet will be provided to all new hires that outlines the process. Where a nurse requests the assistance and support of the parties to assist in the rehabilitation Union, such representation shall be allowed. Dated at Brantford , Ontario, this 21st day of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplaceApril , 2006. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possible, the union will be notified, and the parties will establish a Joint Return to Work Core Committee consisting of the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee may be augmented by, but not limited to, the department representative of the division/section, the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying and recommending to Management, where possible, individual case strategies for:FOR THE EMPLOYER FOR THE UNION Xxxxxx Xxxxxx Xxxxxxx Xxxxxx Labour Relations Officer Jo Xxx Xxxxx Xxxxxxx Xxxx

LETTER OF UNDERSTANDING. Job Security This The Company agrees that the Union President, or his designee, or during the absence of the President; the Chief Xxxxxxx or his designee, will confirm have the understanding reached between option to sit with the Human Resources Staff member during the weekly movement process. The purpose will be to assist the HR staff member with adhering to terms and conditions of the Collective Agreement with respect to movement and/or layoffs. APPENDIX Q LETTER OF UNDERSTANDING STAFF TRAINING REGARDING THE COLLECTIVE AGREEMENT During the 2008/2009 negotiations, the parties concerning the practice discussed several concerns as follows: ▪ The grievance procedure is not clearly understood by supervisors, engineers, etc. ▪ The overtime policy is not understood and adhered to, which results in the eventuality that layoffs should affect unnecessary grievances being filed. ▪ Our engineers or other staff members are providing direction to employees with little or no understanding of the bargaining unit in collective agreement. ▪ Employees are being moved from one department or shift to another and the futurecollective agreement is not being adhered to. Both parties agree that no later than sixty (60) days from the date of ratification of a new collective agreement, the Company and the Union will develop and deliver training to all managers, supervisors, engineers and stewards. The training will address all the concerns listed above and any additional issues mutually agreed to by both parties. APPENDIX R LETTER OF UNDERSTANDING INDEFINITE LAYOFF EMPLOYEES RECALLED FOR VACATION COVERAGE During the 2008/2009 negotiations, the parties discussed the use of employees on indefinite lay off for the purposes of vacation coverage. The parties agree that vacation coverage work will be offered to any employee who may be on indefinite lay off. The employee has the right to decline the work assignment. An employee who refuses to accept a vacation coverage work assignment will retain full recall rights until more permanent work if during the term of and when it becomes available, in accordance with the collective agreement it becomes necessary to layoff, the Corporation shall lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees who are performing the work that is subject to the lay-off, before any members of the bargaining unit are laid off. Reasonable efforts will be made by the parties to offer suitable alternate work to employees of the bargaining unit who are impacted by the lay-off according to their qualifications, wherever it may exist in the Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of serviceagreement. For the Corporation For purpose of severance pay entitlement, even if an employee returns to work for a vacation coverage assignment, the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations LETTER OF UNDERSTANDING Modified/Return to Work Program It is the mutual desire of the parties to assist in the rehabilitation of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation employee will be considered to enable employees with disabilities to perform the essential duties of their pre-disability jobtreated as if they were on indefinite lay off, entitlement is not affected. If this is not possiblean employee accepts the vacation coverage assignment, the union Company will be notified, provide: ▪ Health care benefits (drug & dental only) during the time worked ▪ Life insurance and AD&D coverage during the parties time worked ▪ Credited service hours for pension purposes for hours worked This will establish a Joint Return to Work Core Committee consisting of not change the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee may be augmented by, but not limited to, the department representative of the division/section, the supervisor/manager, the divisional/original lay off date under section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying and recommending to Management, where possible, individual case strategies for:9.04(c).

LETTER OF UNDERSTANDING. Job Security This RE: Learning Opportunities‌ Mr. Xxxx Xxxxxx Plant Chair Unifor, Local 914 PMC Unit In an effort to enhance employee skills, where learning opportunities arise and where operationally feasible, we agreed that the Company will confirm offer such opportunities to employees to acquire skills outside of their normal job. An employee who wishes to avail himself of such opportunity, shall indicate to the understanding reached between Company in writing which job he wishes to learn and, at this time, the parties concerning Company will advise him as to the practice current qualifications required for such job. The employee undertakes to obtain any educational qualifications for the position on his own time. The Company will support an employee’s effort to obtain such educational qualifications in accordance with the Employee Educational Assistance Policy. It is recognized in the eventuality application of this clause, that layoffs should affect members the employee who wishes to learn a different job may have to be released from his normal job where it is possible to do so without negatively impacting the operation and further, it is agreed that the use of such an opportunity by an employee shall not result in the payment of overtime rates in connection with such work. LETTER OF UNDERSTANDING RE: Temporary Employees‌ Mr. Xxxx Xxxxxx Plant Chair Unifor, Local 914 PMC Unit The Company and the Union understand that temporary employees will only be used in the Rail Loading function, to assist in filling temporary vacancies of up to thirteen (13) weeks within the bargaining unit in the futureunit. The parties agree that if during the term of the collective agreement it becomes necessary to layoff, the Corporation shall lay-off all persons Temporary employees are not regularly employed for more than 24 hours per week, students and/or temporary employees who are performing the work that is subject to the lay-off, before any members of the bargaining unit are laid off. Reasonable efforts will be made by the parties to offer suitable alternate work to regular employees of the bargaining unit who Company and are impacted not covered by the lay-off according terms of the Collective Agreement. Temporary employees working one or more days per month will have an amount equal to the regular monthly dues of an entry level Operations Tech remitted on their qualifications, wherever it may exist in behalf by the CorporationCompany for that month. To offer suitable alternate work, job postings may be waived, a suitable trial Temporary employees who continue to work after the thirteen (13) week temporary period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length deemed to be probationary employees subject to Article 2.03 and will adhere to the terms of servicethe Collective Agreement. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations LETTER OF UNDERSTANDING ModifiedRE: Qualifications/Return Compensation of Certain Current Employees‌ Mr. Xxxx Xxxxxx Plant Chair Unifor, Local 914 PMC Unit During negotiations, the Company and Union discussed the future treatment of six (6) current employees pursuant to Work Program It is the mutual desire Wage and Progression provisions of the parties to assist in the rehabilitation of disabled Collective Agreement. Certain agreements were reached concerning these employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possible, the union will be notified, and the parties will establish a Joint Return to Work Core Committee consisting of the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee may be augmented by, but not limited to, the department representative of the division/section, the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying and recommending to Management, where possible, individual case strategies for:these are recorded below.

LETTER OF UNDERSTANDING. Job Security This will confirm the understanding reached between Notwithstanding Article 16.01 (f) Right of First Refusal, the parties concerning understand that the practice in Employer may decline to offer a subsequent assistantship on the eventuality that layoffs should affect members basis of the bargaining unit in performance of the futureemployee or some other breakdown of the employment relationship. The parties agree that if during Employer’s withholding of such an appointment must be reasonable in all the term of the collective agreement it becomes necessary to layoff, the Corporation shall lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees who are performing the work that circumstances and is subject to the lay-offgrievance procedure under the collective agreement. SIGNED FOR: THE BOARD OF GOVERNORS THE CANADIAN UNION OF OF LAKEHEAD UNIVERSITY PUBLIC EMPLOYEES, before any members of the bargaining unit are laid off. Reasonable efforts will be made by the parties to offer suitable alternate work to employees of the bargaining unit who are impacted by the lay-off according to their qualifications, wherever it may exist in the Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, Local 3905 LAKEHEAD UNIVERSITY AND CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations 3905 LETTER OF UNDERSTANDING Modified/Return Re: Access to Work Program It is Documents The Parties agree to the mutual desire following pursuant to Article 16.03 (f) and Article 17.01 (b): Upon Request of the parties Union and with the consent of the employee, the Employer will allow access to assist the Assignment of Work Agreement and the Employment Performance Review forms. SIGNED FOR: THE BOARD OF GOVERNORS THE CANADIAN UNION OF OF LAKEHEAD UNIVERSITY PUBLIC EMPLOYEES, Local 3905 DATED at Thunder Bay, Ontario, this 2nd day of December 2014. SIGNED FOR: THE BOARD OF GOVERNORS OF CANADIAN UNION OF PUBLIC LAKEHEAD UNIVERSITY EMPLOYEES, LOCAL 3905 Xxxxxx Xxxxxxx Xxxxxxx Xxxxxxxx Assistant Director, Human Resources President Xxxxxx Xxxx Xxxx Xxxxxx Manager, Graduate Studies Chief Xxxxxxx Xxxxx Xxxxxxxxx Xxxxxxxx Xxx Graduate Funding Officer, Graduate Studies Xxxxxxx Xxxxxxxx Xxxxxxx Local Representative, Local 3905 FOR INFORMATION ONLY Lakehead University Employee Performance Review This form is meant to be an aid to both the employee and the supervisor in discussing the rehabilitation of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in issues surrounding the workplaceemployee’s review. The parties will make reasonable efforts six factors identified should provide a good starting point for discussion. We would encourage you to place disabled employees in their pre-disability jobdiscuss these and any additional factors you determine are relevant to the position. Accommodation will be considered Attachments are encouraged. Please complete, sign and forward a copy to enable employees with disabilities to perform the essential duties of their pre-disability jobGraduate Coordinator, faculty Xxxx and employee. If this is not possible, Any concerns regarding the union will be notified, and the parties will establish a Joint Return to Work Core Committee consisting of the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee Employee Performance Review may be augmented by, but not limited to, directed to the department representative of Department Chair/Director or the division/section, the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying and recommending to Management, where possible, individual case strategies for:Faculty Xxxx.

LETTER OF UNDERSTANDING. Job Security This 2 The Employer agrees that Lifetimes on Riverside will confirm the understanding reached between the parties concerning the practice in the eventuality that layoffs should affect members of the bargaining unit in the future. The parties agree that if during the term of the collective agreement it becomes necessary to layoff, the Corporation shall lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees who are performing the work that is subject remit four hundred dollars ($400.00) to the lay-off, before any members Paid Education Leave Program effective January 1st of each year the bargaining unit are laid offcontract. Reasonable efforts Monies will be made by the parties forwarded to offer suitable alternate work to employees of the bargaining unit who are impacted by the lay-off according to their qualificationsUnifor at: Unifor Att: Paid Education Leave Fund Accounting Department 000 Xxxxxx Xxxxx Xxxxxxx, wherever it may exist in the Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations XX X0X 0X0 LETTER OF UNDERSTANDING Modified/Return #3 – RE: WOMEN’S ADVOCATES The parties recognize that female employees may sometimes need to Work Program It is discuss with another woman matters such as violence or abuse at home or workplace harassment. They may also need to find out about specialized resources in the mutual desire of community with these and other issues. For this reason the parties agree to assist in recognize the rehabilitation role of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment Women’s Advocates in the workplace. The parties Union Women’s Advocate will be determined by the Union from amongst the full time female bargaining unit employees and will work in conjunction with the Women’s Advocate selected by Management. They will make reasonable efforts themselves available to place disabled female employees in their pre-disability jobas needed to discuss problems with them and access local services and supports as required. Accommodation The names of the Advocates will be considered posted on the bulletin board. The Employer agrees to enable employees provide access to a private office so that confidentiality can be maintained when a female employee is meeting with disabilities one of or both the Women’s Advocates. The Women’s Advocates will participate in an initial forty (40) hour training program organized by the Unifor. The Employer agrees to perform pay for lost time for the essential duties course, travel time, registration costs where necessary, lodging, transportation, meals and other reasonable expenses where necessary. The course location and timing of their pre-disability jobsuch training must be approved by the Executive Director. Such approval shall not be unreasonably withheld, but, based on the operational needs of the business. LETTER OF UNDERSTANDING #4 – RE: INVESTIGATION OF ALLEGED RESIDENT ABUSE The parties agree that the abuse of residents will not be tolerated and that residents have a right to live in an environment that is free from abuse. For this reason, the parties agree to cooperate fully with one another in investigating any reported cases of alleged abuse. Where an employee is required to leave the workplace while an investigation is carried out in response to a complaint, such time will be with pay for all scheduled hours lost as a result of the absence. The Employer agrees that when an employee is sent home with pay pending investigation a Union Committeeperson will be present if one is on site. If this there is not possibleno Union Committeeperson on site, the union they will be notifiednotified no later than the next business day. All investigations will be completed as quickly as possible. Furthermore, and the parties will establish work to ensure there is no retribution when an employee reports the abuse of a Joint Return resident by another employee. The Union further agrees to Work Core Committee consisting work with the employer to promote an abuse free environment for all residents. LETTER OF UNDERSTANDING #5 – RE: VIOLENCE AGAINST WOMEN The parties hereby recognize and share the concern that women may face situations of violence or abuse in their personal lives that may affect their attendance or performance at work. Where there is verification from a recognized professional (ie. Doctor, Lawyer, or treating health care professional who is a member of RHPA), a woman who is in an abusive or violent personal or domestic situation will not be subjected to discipline without giving full consideration to the facts in the case of each individual and the circumstances surrounding the incident otherwise supportive of discipline. This statement of intent is subject to a standard of good faith on the part of the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee may be augmented by, but not limited toEmployer, the department representative of the division/section, the supervisor/manager, the divisional/section union representative Union and the employee. Where the employee canaffected employees and will not be accommodated in their pre-disability job, utilized by the Core Committee will meet for Union or the purpose employees to subvert the application of identifying and recommending to Management, where possible, individual case strategies for:otherwise appropriate disciplinary measures.

LETTER OF UNDERSTANDING. Job Security This The central toestablish a Benefits Review Subcommittee which will confirm include four representatives from the understanding reached between Union and four representatives from the parties concerning Participating Hospitals to discuss the practice in terms of the eventuality benefit plans (other than pensions) provided under the collective agreement with a view of increasing the efficiency and effectiveness of the plans. As part of that layoffs should affect review, the Committee will be provided with copies of the plan texts that pertain to these benefit plans. will report its findings to the Central Negotiating Teams on or before October The Union members of elected or appointed from the bargaining unit in the futureshall suffer no loss of earnings for time spent during their regular scheduled working hours while attending meetings of this Subcommittee. The parties agree that if during the term hereto represent the central portions of the combined full-time and part-time collective agreement it becomes necessary agreements between each of the applicable participating hospitals (as listed in Appendix “A“ to layoffthe Memorandum of Conditions for Joint Bargaining) and the corresponding locals of the Ontario Public Service Employees Union, expiring March The subsisting collective agreements of the Corporation shall lay-off all persons not regularly employed for more than 24 hours per weekapplicable participating hospitals will be amended as indicated herein, students and/or temporary employees who are performing the work that is subject to the lay-off, before any members award of the bargaining unit are laid off. Reasonable efforts will be made by Board of Arbitration constituted to resolve the parties to offer suitable alternate work to employees dispute concerning the Employer’s proposal on the application of the bargaining unit who are impacted Social Contract Act. Signed at Toronto, Ontario the day of FOR THE PART ICI HOSPITALS FOR ONTARIO PUBLIC SERVICE EMPLOYEES UNION SCALES INCLUDING PAY SCALE ON JANUARY STEP STEP STEP ! SENIOR TECHNOLOGIST ! I REGISTERED TECHNOLOGIST WITH P E STEP I I I STEP 12.8; SPEECH LOGI WITH O PHYSIOTHERAPIST WITH I DIETITIAN WITH THERAPIST I WITH PAY EQUITY ADDED TO MONTHLY RATE IS AMOUNT GIVEN ON JAN. JAN. JAN &JAN. PAY EQUITY HAS BEEN ACHIEVED AS OF JANUARY N PAY EQUITY GIVEN ON RESULTS FROM NEW FOR COMPARATOR. SUMMARY OF BENEFITS THE WEST GENERAL HOSPITAL MEMBERS OF CROUP CONTRACT NUMBER: EFFECTIVE DATE: REFER TO MASTER CONTRACT ELIGIBILITY PERIOD: As stipulated by the lay-off according to their qualificationsyour Employer. ISSUED: March, wherever it may exist in the Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations LETTER SUMMARY OF UNDERSTANDING Modified/Return to Work Program It is the mutual desire of the parties to assist in the rehabilitation of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possible, the union will be notified, and the parties will establish a Joint Return to Work Core Committee consisting of the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee may be augmented by, but not limited to, the department representative of the division/section, the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying and recommending to Management, where possible, individual case strategies for:BENEFITS

LETTER OF UNDERSTANDING. Job Security This Letter of Understanding covers students employed under special programs (e.g. Work Study, Challenge) and students (student aides) who are employed to perform work not normally covered by an existing classification of this bargaining group. A job description will confirm be provided by for all student position groups. Students hired to carry out the understanding reached between principal duties of a job covered by an existing classification shall be classified accordingly and will be covered by the parties concerning the practice in the eventuality that layoffs should affect members of the bargaining unit in the future. The parties agree that if during the term terms and conditions of the collective agreement it becomes necessary except as provided for in the Letter of Understanding for Co-operative Education students. The Joint Committee shall review all new position applications to layoff, the Corporation shall lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees who are performing determine that the work that is subject to the lay-off, before any members being performed falls under this Letter of the bargaining unit are laid offUnderstanding. Reasonable efforts will be made by the parties to offer suitable alternate work to employees Students hired under this Letter of the bargaining unit who are impacted by the lay-off according to their qualifications, wherever it may exist in the Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations LETTER OF UNDERSTANDING Modified/Return to Work Program It is the mutual desire of the parties to assist in the rehabilitation of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation Understanding will be considered to enable auxiliary employees and receive the appropriate benefits in accordance with disabilities to perform the essential duties of their pre-disability job. If this is not possible, the union collective agreement but will be notifiedexcluded from the following Articles: Article Posting of Positions Article Selection of Employees Article Seniority Article Shift Differential Article Hours of Work except as specified below Article Canvass, Xxxxxx and Recall Article Health and Welfare Plans Student hourly rate: Student hourly rate: After completion of hours worked After completionof hours worked After completion of hours worked After completionof hours worked Hours of work for students employed under special programs will be in accordance with the parties program guidelines but in any event will establish a Joint Return not exceed hours Hours for student aides will not exceed hours Overtime will be paid in accordance with the collective agreement for all hours worked in excess of hours and for time worked in excess of five days per week. Students hired pursuant to Work Core Committee consisting this Agreement shall be considered terminated upon completion of the following members:  Department Management Representative program or their designate  President the specific appointment period and shall not retain seniority. Preside Government Employees' Union This Agreement shall form a part of the Local collective agreement between the and University College. Matters not addressed specifically or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee may clearly in this Letter of Understanding shall not be augmented by, but not limited to, the department representative considered residual rights of the division/section, Employer and are subject to negotiations between the supervisor/manager, parties. Signed on behalf of the divisional/section union representative Employer: Signed on behalf of the Union: I. Chair University College Board President University College gaining-Unit Chairperson Government and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying Service Employees' Union NegotiatingCommittee University College Staff Government and recommending to Management, where possible, individual case strategies for:Service Employees' Union

LETTER OF UNDERSTANDING. Job Security This RE: SURPLUS TO SYSTEM POOL Between the Association and the Board The Board shall maintain a Surplus to System list of a minimum of 20 Teachers. The Surplus to System List will confirm consist of the understanding reached between Teachers with the parties concerning lowest seniority, except for those exempted under the practice Board’s proposed Article 18.04 a). The Board will assign these Teachers to temporary assignments, which are available, provided they are qualified for the positions, for so long as the positions are available. Temporary assignments of the longest duration shall be assigned to the most senior Teachers available in the eventuality that layoffs should affect pool who are qualified for the assignment When any vacant position becomes available outside of this pool and the Board is required or decides to fill the position, the Teacher with the most seniority on the Surplus to System List with the qualifications for the position will be offered the assignment. Notwithstanding the above, if offered the position, the teacher may accept regardless of his/her qualifications. These Teachers are members of the bargaining unit unit. Placement of these Teachers in various assignments does not constitute a transfer. For OECTA: _____________________________ For the future. The parties agree that if during Board: ____________________________ September 12, 2008 Letter of Understanding – Union and Member Rights As part of in-service of Principals and Vice-Principals, there shall be a presentation by OECTA and a representative of management with respect to union representation, membership rights and the term role of staff representatives under the collective agreement it becomes necessary and the Ontario Labour Relations Act. This shall be done annually at a fall meeting of Principals and Vice Principals. Issues arising from time to layoff, the Corporation shall lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees who are performing the work that is subject time over these matters should be brought to the lay-off, before any members Labour Management Committee for discussion and resolution. Letter of Understanding Instructional Day The Board agrees to instruct principals to structure the bargaining unit are laid off. Reasonable efforts will be made by the parties to offer suitable alternate work to employees of the bargaining unit who are impacted by the lay-off according to their qualifications, wherever it may exist in the Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations LETTER OF UNDERSTANDING Modified/Return to Work Program It is the mutual desire of the parties to assist in the rehabilitation of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees instructional day for students in their pre-disability jobschools so that it does not exceed 305 minutes, effective September 1, 2009. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possible, the union will be notified, and the Joint Labour Management Committee The parties will establish a Joint Return Labour Management Committee (JLMC) composed of two representatives appointed by OECTA and two representatives from the Board administration. The JLMC shall meet at least every second month according to Work Core Committee consisting a schedule established by the 15th of September in each school year. The J.L.M.C Meeting does not in any way form part of the following members:  Department Management Representative grievance or their designate  President arbitration procedures set forth in this Agreement. Each party will submit an agenda in writing, two (2) working days prior to the scheduled meeting and only those items on the agenda will be discussed, unless otherwise agreed to by the parties. Joint Professional Development Committee The Board and the Bargaining Unit shall establish a committee known as the Joint Professional Development Committee (J. P.D.C.) composed of the Local or their designate  Human Resources Business Partner; three (3) representatives of O.E.C.T.A. Elementary and  Disability Management Representativethree (3) representatives of administration. The Committee may purpose of this committee is to establish content to be augmented bydelivered on professional Activity Days. The J.P.D.C. shall meet on a mutually agreeable as needed basis, but not limited to, no less than once in September of each year and once in June of each year. The agenda shall be mutually agreed to two (2) working days prior to the department representative meeting and both parties shall have opportunity to have input into the agenda. The Board shall designate as Professional Development Days the maximum number permitted by the Ministry of Education in each school year. The Board in consultation with the division/section, the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet JPDC shall designate a portion of professional development days for the purpose of identifying WHMIS, Violence Prevention in the Workplace, Epinephrine Auto-Injector Training, and recommending any other such required training. Letter of Understanding: Benefits Conditional upon the approval of the Lieutenant Governor-in-Council, the parties will meet by January 15, 2010 to Managementdetermine the allocation of the Windsor-Essex Catholic DSB Elementary share of the benefit enhancement funding in accordance with the Provincial Discussion Table Agreement. The Board shall provide full disclosure of all benefits of the Elementary Teachers in order for OECTA to allocate available funds under the PDT for benefit improvements as determined by the Association and implemented by September 1, where possible2010. In addition, individual case strategies for:the Board commits to making available all of the funds identified and set aside according to clause 13.13 from the 2005-2006 school year forward, for benefit improvements for the Teachers. The Association agrees to consult with the Board regarding these improvements for implementation by September 1, 2010. It is understood that these funds shall be applied to reduce the increased cost of premiums or for benefit improvements as determined by the Association, provided the costs of any improvements shall not exceed the Association’s entitlement arising from clause 13.13 on an on-going basis.

LETTER OF UNDERSTANDING. Job Security This Subject: Red Circle Rates The following employees will confirm continue receiving red circle rates as long as they continue working in their job classifica- tion Xxx Xxx Xxx Xxxx Xxxxxxx Xxxx Xxxxx Xxx Xxxxxxxx Xxxxxx Xxxxx Xxxx Xxxxxxx Special Classification Shell Machine Operator Maintenance Electrician Furnace Helper Industrial Mechanic High Volume Inspector Shell Machine Operator Press Operator Casting Cutter Hot Cleaning May Letter of Understanding Benefits Effective May employees whom are on leave for illness or accidental reasons, will have all benefits continue up to a maximum of two (2) years. All illness and accidental claims must be supported by the understanding reached between medical profession. These benefits include Life insurance, Dental, Short Term 'Disability, and contribution. of Understanding 'May Doctor's I Effective May the parties concerning company agrees to pay the practice for doctor's notes regarding medical requirements for illness or accidental, or attendance reasons. company will pay per note to a maximum of per year. I I Employer and the Union agree to establish a Joint Workplace Redesign Committee consisting of two (2) mem- bers selected by the Employer and two (2) members se- lected by the Union, a Representative of the International union may be in attendance at the eventuality that layoffs should affect meetings of the Commit- tee. The Committee will meet on a regular basis during working hours and the Union members of the bargaining unit Committee shall not suffer any reduction in the future. The parties agree that if during the term of the collective agreement it becomes necessary to layoff, the Corporation shall lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees who are performing the work that is subject to the lay-off, before any members of the bargaining unit are laid off. Reasonable efforts will be made by the parties to offer suitable alternate work to employees of the bargaining unit who are impacted by the lay-off according to their qualifications, wherever it may exist in the Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations LETTER OF UNDERSTANDING Modified/Return to Work Program It is the mutual desire of the parties to assist in the rehabilitation of disabled employees (pay as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in work on the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possible, the union will be notified, and the parties will establish a Joint Return to Work Core Committee consisting of the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management RepresentativeCommittee. The Committee may will meet within thirty (30) working days of ratification of the CollectiveAgreement and shall attempt to reach consensus on any changes to be augmented by, but not limited toim- plemented within a one year period. If no agreement can be reached, the department representative parties agree to continue under the terms for the existing Collective Agreement. The Committee will review and discuss possible ways to redesign the workplace and, if possible, to combine Job Classifications where it makes sense to do so. Rate of Pay, training, and lines of progression shall be part of the division/section, man- date of the supervisor/manager, the divisional/section union representative committee. The Employer and the employeeUnion agree to share all relevant information required by the committee to complete its mandate. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying and recommending to Management, where possible, individual case strategies for:And UNITED STEELWORKERS LOCAL OF AGREEMENT Between CAST PRODUCTS (CANADA) INC. And

LETTER OF UNDERSTANDING. Job Security This will confirm the understanding reached between the parties concerning the practice in the eventuality that layoffs should affect members of the bargaining unit in the future. 1 The parties agree and understand that, from time to time, employees scheduled to work as housekeepers or performing laundry duties may show up early for their shift if they have first received authorization from the General Manager or his/her designate and the General Manager or his/her designate determines that there is sufficient work available to accommodate the request. LETTER OF UNDERSTANDING #2 Despite Article 12 (Hours of Work) an employee classified as Front Desk may be required to work during his/her meal period but will be allowed to eat a meal at the front desk and will be paid for such time if during the term of the collective agreement it becomes necessary to layoffemployee is working. Wherever reasonably possible, the Corporation shall lay-off all persons not regularly employed Company will relieve a Front Desk employee from Front Desk duties for more than 24 hours per week, students and/or temporary employees who the eligible fifteen (15) minute rest periods. The provisions of this Agreement are performing the work that is subject to the lay-off, before any members of the bargaining unit are laid off. Reasonable efforts will be made recognized by the parties to offer suitable alternate work to employees as being a greater right or benefit than the requirements of the bargaining unit who are impacted by the lay-off according to their qualifications, wherever it may exist in the CorporationEmployment Standards Act. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations LETTER OF UNDERSTANDING Modified/Return #3 - CAW HARASSMENT POLICY (TRAINING) WORKPLACE HARASSMENT The Company and the CAW are committed to Work Program It providing a harassment-free workplace. Harassment is defined as a Acourse of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome@, that denies individual dignity and respect on the mutual desire basis of the parties to assist grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the rehabilitation of disabled provincial Human Rights Code. All employees (are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, rest rooms, cafeterias, lockers, conference rooms and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a result condition of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplaceemployment. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will following examples could be considered as harassment but are not meant to enable employees cover all potential incidents: ! Unwelcome remarks, jokes, innuendos, gestures or taunting about a person=s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; ! Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; ! Posting or circulation of offensive photos or visual materials; ! Refusal to work or converse with disabilities to perform the essential duties an employee because of their preracial background or gender etc.; ! Unwanted physical conduct such as touching, patting, pinching etc.; ! Condescension or paternalism which undermines self-disability jobrespect; ! Backlash or retaliation of the lodging of a complaint or participation in an investigation. If this Harassment is not possiblenot: Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the union will be notified, and assessment of discipline or any conduct that does not undermine the parties will establish a Joint Return to Work Core Committee consisting dignity of the following membersindividual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a complaint:  Department Management Representative or their designate  President If an employee believes he/she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it; $ Request a stop of the Local unwanted behaviour; $ Inform the individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; $ Document the events, complete with times, dates, locations, witnesses and details; $ Report the incident to Supervisor/Committeeperson. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their designate  Human Resources Business Partner; and  Disability Management Representativeharasser, or they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. The Committee may be augmented by, but not limited toIn this event, the department representative of victim may seek assistance by reporting the divisionincident directly to any Union representative/section, the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying and recommending to Management, where possible, individual case strategies for:Company official.

LETTER OF UNDERSTANDING. Job Security Teamsters Union Local Attention: Business Re: Collective Agreement between Goodwill Industries of Toronto and Teamsters Union Local This letter will confirm our position relating to contracting out any part of its operations to others As a social service non-profit organization committed to providing vocational rehabilitation services to people with disabilities and employment barriers, our major objective is to maintain and enhance our programs. With the excellent relationships established with the Union over the years we believe that we have demonstrated a desire to build an effective model of industrial harmony based on trust and respect. With the first priority being to achieve our Statement of Purpose, the Board does not feel they can commit themselves to any course of action which could potentially conflict with our mission and with our Charter of Incorporation. While not being prepared to give any absolute assurance on job security we are willing to discuss any major changes which may be required in the workforce from time to time. The security of members of the accredited bargaining unit will always rate high in our deliberations. This has been evident the fair and humanistic approach we have taken regarding any movement or changes in our operations. We are pleased to state without reservation our clear intent to seek advice and recommendations from the Union. This process of mutual consultation will allow us to make the best decisions possible on retaining jobs within Goodwill. Yours sincerely Xxx President GOODWILL INDUSTRIES OF TORONTO OF UNDERSTANDING BETWEEN: GOODWILL INDUSTRIES XX XXXXXXX XXXXXXX, XXXXXXX (hereinafter called the "Company") AND TEAMSTERS INTERNATIONAL UNION LOCAL (hereinafter called the "Union") Re: Definition of Casual We wish to confirm the mutual agreement of the Union and Employer regarding the definition of casual employees and the general of their employment. It is agreed that for the duration of this Agreement, a casual employee is an employee of the employer who is normally scheduled to work for not more than eight (8) hours per week and covered under the of this agreement. A weekly structure will be advised the Union to cover those employees who work in excess of seven (7) hours weekly, and the will be remitted to the Union monthly. No initiation fee will be paid by this group of workers until they are hired as a regular part-time or full time employee. It is further agreed that the Employer shall not utilize casual employees in any manner to adversely affect the employment or job training opportunities for full time or part-time employees. Yours sincerely, Xxx President GOODWILL OF TORONTO OF Teamsters International Union Local Attention: Business RE: Collective Agreement Between Goodwill Industries of Toronto and Teamsters International Union Local accordance with our Memorandum of Settlement respecting our collective agreements January we wish to confirm the following: Part Time Goodwill Toronto agrees that an attempt will be made to achieve parity the next collective agreement negotiated. Yours sincerely, Xxx President GOODWILL INDUSTRIES OF TORONTO LETTER OF BETWEEN: GOODWILL INDUSTRIES XX XXXXXXX Xxxxxxx, Xxxxxxx (hereinafter called the “Company”) AND TEAMSTERS INTERNATIONAL UNION LOCAL (hereinafter called the “Union”) Re: Remittance This letter will confirm the understanding reached between the parties concerning the practice in the eventuality that layoffs should affect members mutual agreement of the bargaining unit Union and the Company with respect to monthly remittance. It is agreed for the duration of this Collective Bargaining Agreement that the Company shall to send the monthly remittance in the futureaccordance with current practice. The parties agree that if during the term On request of the collective agreement it becomes necessary to layoffUnion, the Corporation Company shall lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees who are performing the work that is subject provide to the lay-offUnion the employee’s address and phone number last on file with the Company. Sincerely, before any members of the bargaining unit are laid off. Reasonable efforts will be made by the parties to offer suitable alternate work to employees of the bargaining unit who are impacted by the lay-off according to their qualifications, wherever it may exist in the Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations Xxx President GOODWILL INDUSTRIES OF TORONTO LETTER OF UNDERSTANDING Modified/Return B EN: GOODWILL INDUSTRIES XX XXXXXXX Xxxxxxx, Xxxxxxx (hereinafter called the "Company") AND TEAMSTERS INTERNATIONAL UNION LOCAL (hereinafter called the "Union") Re: Minimum Number of Scheduled to Work Program at One Time This letter will confirm the mutual agreement of the Union and the Company with respect to the minimum number of bargaining unit members scheduled to work at any one time. It is the mutual desire of the parties to assist in the rehabilitation of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possible, the union will be notified, and the parties will establish a Joint Return to Work Core Committee consisting of the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee may be augmented by, but not limited to, the department representative of the division/section, the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet agreed for the purpose duration of identifying and recommending this Collective Bargaining Agreement that no less than two bargaining unit members shall be scheduled to Managementwork at any one time. Sincerely, where possibleXxx President GOODWILL INDUSTRIES OF TORONTO LETTER OF UNDERSTANDING BETWEEN: GOODWILL INDUSTRIES XX XXXXXXX Xxxxxxx, individual case strategies for:Xxxxxxx (hereinafter called the "Company") AND TEAMSTERS INTERNATIONAL UNION LOCAL (hereinafter called the "Union")

LETTER OF UNDERSTANDING. Job Security This will confirm The parties agree that the understanding reached between circumstances of Make Work or Experience Programs; Student Co-op Training and Judicial Community Orders considerably from one occasion to another. consideration, therefore, the parties concerning further agree that of persons working under these circumstances shall be considered on an basis, as the practice in need arises,during the eventuality that layoffs should affect members term of the Collective Agreement. A request for exclusion shall be forwarded to the Union Local noting full details of the circumstance number of positions, of program and type of work to be performed. The Union shall consider such requests and respond In a timely fashion. Approvals for exclusions shall not be unreasonably withheld. The agreement of the Union is required before such positions are considered as excluded from the bargaining unit Agreement by in the futureone shall not prejudice either party's rights in any other circumstances. The parties agree that if during students hired for the term of the collective agreement it becomes necessary to layoff, the Corporation shall lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees who school vacation period are performing the work that is subject to the lay-off, before any members of included in the bargaining unit unit. The parties agree that persons on internship Programs are laid off. Reasonable efforts will be made by the parties to offer suitable alternate work to employees of not included in the bargaining unit who are impacted by the lay-off according to their qualifications, wherever it may exist in the Corporationunit. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations ’- LETTER OF UNDERSTANDING Modified/Return NO. RE: NON-UNION SECRETARIES AND OVERTIME FOR PART-TIME STAFF’ In that the positions referred to Work Program It is in are not In the mutual desire meaning of the parties to assist in the rehabilitation of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possibleAct, the union will be notifiedis thereby withdrawn without prejudice to the interest of either xxxxx with regards to any other the date of this memorandum of settlement, and the parties agree .interpret Article such a way as to allow overtime part-time and employees all hours worked in of per day (the normal hours outlined Article 14.01) or in of hours The language of and will establish apply as written. No. above shall not apply when part-time staff work hours for a Joint Return to Work Core Committee consisting of the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representativeperiod. The Committee may be augmented by, but not limited toUnder such circumstances, the department representative normal for overtime full-time staff shall apply to such part-time staff. M E SALVATIONARMY GRACE HOSPITAL OTTAWA t THE CANADIAN EMPLOYEES A M H A H A M H CLERK I SEPTEMBER A M H A M H A M H CLERK A H A M H CLERK A SEPTEMBER A i H H CLERK AND HEALTH RECORDS) A M H A M A M H A M H H SEPTEMBER Scales CLERK BUYER A M H A M H A M A M SEPTEMBER A M H A M H A M H A M H based on deletion of the division/section, the supervisor/manager, the divisional/section union representative and the employeeStores Clerk Receiver position. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying and recommending to Management, where possible, individual case strategies for:Scales STORES CLERK A M A M H A M H A M A M H A M H A M H StoresClerk became redundant Scales NURSING ASSISTANT A M H A M H A M A M H A M H A H ROOM ATTENDANT A M H A M H ,Of Scales PAINTER A M A A M EW I A M H A M H t I I I A M H Scales A M A M H X X XXXXXXXXX A M BASIC HELPER A M H A M SEPTEMBER A M A M H A H BASIC HEWER A H I DIETARY A I H A M H A SEPTEMBER Scales TEAM LEADER BASIC I A M I A M H A H TEAM LEADER BASIC SEPTEMBER A M H A M H A H A M LABORATORYAND MORGUE JUNE A M H A M H A M H By: Date: SEPTEMBER CENTRAL AGREEMENT ENDING SEPTEMBER APPENDIX "A" ARTICLE

LETTER OF UNDERSTANDING. Job Security This will confirm the understanding reached between the parties concerning the practice in the eventuality that layoffs should affect members of the bargaining unit in the future. The parties agree that if during effective upon ratification, and for the term life of this Collective Agreement, the collective agreement it becomes necessary following language shall apply to layoffEmployees employed in Water/Waste Water and Drainage classifications, specifically, the classifications of Servicepersons. Servicepersons who hold a valid Ministry of Environment and Climate Change Operator Certificate (and/or license) shall be paid at the grade as noted below, provided the Employee provides proof that they have obtained the next certificate/license level: Water Certificate Lever Grade OIT H Level 1 H Level 2 I Wastewater & Drainage License Level Grade OIT E Level 1 G Level 2 H Level 3 I The Corporation agrees to sponsor job training for current Servicepersons up to one above the classification level that corresponds to the Corporation’s Water Distribution and Waste Water Collection facilities. When Servicepersons are required to be absent from their regular shift to write examinations for certification, the Employee shall be paid at their rate of pay, for the hours required, upon pre- approval of their Supervisor. The Corporation agrees to pay for a maximum of two exam writing opportunities, per Employee, for each level. In the event that the Ministry of Environment and Climate Change reduces the level of certification of a Serviceperson, the Corporation shall lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees who are performing reduce the work that is subject Employee’s rate of pay to correspond to the lay-off, before any members level of certification. The effective date of the bargaining unit are laid offreduction to the rate of pay shall correspond directly to the date that the Ministry of Environment and Climate Change reduces the level of certification. Reasonable efforts will be made by In the parties event that the Ministry of Environment and Climate Change increases the level of certification of a Serviceperson, the Corporation shall increase the Employee’s rate of pay to offer suitable alternate work correspond to employees the level of certification. The effective date of the bargaining unit who are impacted by increase to the lay-off according rate of pay shall correspond directly to the date that the Ministry increases the level of certification. Employees employed as a Serviceperson prior to June 15, 2007, shall be “grandparented” and retain their qualifications, wherever it may exist current rate of pay as outlined in the CorporationCollective Agreement and receive any and all increases negotiated to that rate. To offer suitable alternate work, The Corporation will pay Water and Wastewater operators a premium of $0.10 per hour for each license obtained above their current job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations LETTER OF UNDERSTANDING Modified/Return to Work Program It is the mutual desire of the parties to assist classification in the rehabilitation other sub-system (i.e., Water Distribution and Wastewater Collection), starting at level 1 and provided the operator has submitted proof of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possible, the union will be notified, and the parties will establish a Joint Return to Work Core Committee consisting of the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee may be augmented by, but not limited to, the department representative of the division/section, the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying and recommending to Management, where possible, individual case strategies for:certification.

LETTER OF UNDERSTANDING. Job Security RE: Addiction This will confirm the understanding reached set out in the letter dated May between the parties concerning Parties to the practice effect that : The Company recognizes that excessive or inap- propriate use of alcohol or other drug can result in physical and/or mental illness. The Company also recognizes that such misuse of alcohol or other drug is generally accompanied by a variety of other problems adversely affecting the individual's well-being with regard to their family, financial affairs, employment and life. As these problems, in many cases, can be successfully treated, the Company accepts the concept that alcoholism or other drug addiction can be as an illness. The Company will continue to participate in the eventuality that layoffs should affect members existing substance abuse programme to aid in early recognition of and supportive treatment for any employee of the bargaining unit in the future. The parties agree that if during the term of the collective agreement it becomes necessary to layoff, the Corporation shall lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees Company who are performing the work that is subject to the lay-off, before any members of the bargaining unit are laid off. Reasonable efforts will be made by the parties to offer suitable alternate work to employees of the bargaining unit who are impacted by the lay-off according to their qualifications, wherever it may exist in the Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessarysuffering from this problem. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations June LETTER OF UNDERSTANDING Modified/Return RE: Maintenance Apprenticeship Program In an to Work Program It allow movement of or other non-Maintenance staff the Maintenance department, a formal apprenticeshipprogram has been established. Movement into Maintenance roles is not possible unless candidates have proven ready skills as determined by the mutual desire Company. This program will ensure that minimum standards of all Maintenance staff are maintained. The Company and the Union agree to administer the following program where applicable: Take on one electrical and one mechanical apprentice under the qualifications required for this program. Qualifications would include proven ability to learn as determined by aptitude testing. Maintenance staff are not eligible for future apprenticeship positions. During the school portions of the parties to assist in program the rehabilitation apprentices shall have their income topped up by the difference between and their normal hours income (assuming this can be legally done) upon successful completion of disabled employees each school term (success determined by Their textbooks will also be covered as long as they remain at Black Diamond as a result of occupational or non-occupational injury/illnessreference for others. When the apprentices are required (by the ministry) attend classes (outsidethe the Company will cover the mileage to and to ensure their return to productive and meaningful employment in from the workplace. school The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation need for apprentices after the first successful applicants will be considered to enable employees with disabilities to perform the essential duties of their pre-disability jobdriven by projected staffing requirements volume etc.). If this is not possible, the union will Apprentices shall be notified, and the parties will establish a Joint Return to Work Core Committee consisting of the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee may be augmented by, but not limited to, the department representative of the division/section, the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying and recommending to Management, where possible, individual case strategies forpaid:

LETTER OF UNDERSTANDING. Job Security RE: RESTRICTED EMPLOYEES vs OVERTIME In order to ensure a quick and safe return of injured employees with work restrictions, to full-time duties, the following will occur: Employees with work restrictions will NOT be eligible to work any overtime through the week or on weekends. This will confirm include ‘any’ type of restrictions i.e. 4 hours a day, no bending, no lifting etc. If the understanding reached between company has asked all other employees and still has a shortage, then restricted employees may be asked, if they are able to perform the parties concerning job. It is the practice intent of the company to ensure that restricted employees receive the necessary rest from their everyday duties for prompt recovery. LETTER #20 Letter of Understanding - SUMMER STUDENTS The purpose of this letter is to set out the terms for employing Students in the eventuality manufacturing environment. The following system will apply: We will introduce Group 50 – Students with a rate of pay of $16.00 per hour. This rate will not be subject to progressive hiring rates. The student rate of pay will not be higher than that layoffs should affect members of the progressive hiring start rate of existing bargaining unit employees. Students will not acquire seniority status. Grievances may not be presented in connection with the futuredischarge or layoff of a student, unless discrimination for union activity is alleged. The parties agree that if during the term Students will be laid off and recalled in any order. Students will be subject to and pay union dues as per Article IV of the collective agreement it becomes necessary contract. Students will not be employed if any bargaining unit employee is on layoff. Students will be laid off prior to layoffany bargaining unit employee. Students may be utilized for overtime but only after all other bargaining unit employees have been asked as per Article VI. Students will not work any additional days, over and above that of existing bargaining unit employees, until the Corporation shall bargaining membership has been fully utilized as per the contract. Article IX, 9.07 (C), (F), will not be applicable when students are onboard when lay-off all persons not regularly employed for more than 24 hours per week, students and/or temporary employees who are performing the work that is subject to the lay-off, before any members of the bargaining unit are laid off. Reasonable efforts will be made by the parties to offer suitable alternate work to employees of the bargaining unit who are impacted by the lay-off according to their qualifications, wherever it may exist in the Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will be based on standardized criteria that recognize length of service. For the Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations LETTER OF UNDERSTANDING Modified/Return to Work Program It is the mutual desire of the parties to assist in the rehabilitation of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possible, the union will be notified, and the parties will establish a Joint Return to Work Core Committee consisting of the following members:  Department Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee may be augmented by, but not limited to, the department representative of the division/section, the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of identifying and recommending to Management, where possible, individual case strategies for:situations occur.