Common use of Termination and Renewal Clause in Contracts

Termination and Renewal. This Agreement shall remain in effect until April and shall continue in force thereafter from year to year unless either party shall have given (60) days written notice to the other of its desire to terminate the same. In the event of such notice of amendment or termination by either party, each party shall submit to the other party, within fifteen (15) days thereafter its proposed amendments, to this parties agree to meet to commence negotiations with respect to such amendments within not later than a period of fifteen (1 5) days. EXECUTED at LEAMINGTON, Ontario this of June. FOR: COMPANY OF CANADA Xxxxxxx Xxxxx Xxxxx Xxxx Xxxxx Xxx FOR: UNITED FOOD AND COMMERCIAL WORKERS LOCAL Xxxx Xxxxxx June Xxxxxx Xxx Xxxxxx Xxxxx Xxxxxx Xxxxx Xxxxx Xx Xxxxxx Xx Xxx Xxx -xx APPENDIX "A" JOB AFTER60 GRADE WORKING DAYS LEAD RATE SALARY PROGRESSION SCHEDULE EFFECTIVE MAY OFFICE AND TECHNICAL EFFECTIVE MAY JOB AFTER60 GRADE WORKING DAYS I LEAD ****NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** EFFECTIVE MAY JOB GRADE AFTER WORKING DAYS LEAD RATE ****NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** CLASSIFICATION PROGRAM All job grades and classifications effective June have been correctly described and assigned to job grades and wage inequities thereby eliminated. Accordingly, no grievance alleging wage rate inequities will be filed or processed except where ajob has substantially changed. Subsequentjob, descriptions and grading have been approved by the Union as hereinafter provided, will be considered as correct, and no grievance alleging wage rate inequities will be filed.

Termination and Renewal. This The Agreement shall be in effect the date of ratification by both parties and shall remain in effect until April August and unless either party gives to the other party a written notice of termination or of a desire to amend this Agreement, then it shall continue in force thereafter from year to year unless effect for a further year. Notice that amendments are required or that either party shall have intends to terminate this Agreement may only be given within a period of not more than one hundred and twenty (60120) days written notice and not less than thirty (30) days prior to the other expiration date of its desire to terminate the same. In the event Agreement or any anniversary date of such expiration date. If notice of amendment amendments or termination is given by either party, each party shall submit to the other party, within fifteen (15) days thereafter its proposed amendments, to this parties agree to meet to commence negotiations with respect to such amendments within not later than twenty (20) days after the receipt of same, providing that notification is received by September said year. BOARD EAST: FOR THE DISTRICT SCHOOL FOR THE CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL 8888: LETTER OF UNDERSTANDING BETWEEN DISTRICT SCHOOL BOARD ONTARIO NORTH EAST and CANADIAN UNION OF PUBLIC EMPLOYEES (the “Board”) (the “Union”) RE: VOLUNTEER FIRE FIGHTERS It is recognized that some members are volunteer fire fighters and may be called to a period fire before or during their hours or work. The Board and the Union agree that members will their immediate supervisor that they will be absent work to attend to the fire. It is also understood that if it is necessary that the employee be absent from work to attend to the fire, the employee will be paid the number of fifteen (1 5) dayshours regularly scheduled to be at work. EXECUTED at LEAMINGTON, Ontario this It is understood that the employee will return to work if it is a false alarm or the employee is not required to attend to the Signed on behalf of JuneJOB CLASSIFICATION September Increase APPENDIX ‘A’ Working Xxxxxxx Chief Head I Temp Relief Student September Increase Head I Temp Relief Student September Increase I Working Chief Secondary Head Elementary I Relief Student Xxxxxxx Chief Head I Temp Relief Student Note No. FOR: COMPANY OF CANADA Xxxxxxx Xxxxx Xxxxx Xxxx Xxxxx Xxx FOR: UNITED FOOD AND COMMERCIAL WORKERS LOCAL Xxxx Xxxxxx June Xxxxxx Xxx Xxxxxx Xxxxx Xxxxxx Xxxxx Xxxxx Xx Xxxxxx Xx Xxx Xxx -xx APPENDIX "A" JOB AFTER60 GRADE WORKING DAYS LEAD RATE SALARY PROGRESSION SCHEDULE EFFECTIVE MAY OFFICE AND TECHNICAL EFFECTIVE MAY JOB AFTER60 GRADE WORKING DAYS I LEAD ****NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** EFFECTIVE MAY JOB GRADE AFTER WORKING DAYS LEAD RATE ****NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** CLASSIFICATION PROGRAM All job grades and classifications effective June Temporary Relief Employees in the employ of the Board on September who have been correctly described and assigned to job grades and wage inequities thereby eliminated. Accordingly, no grievance alleging wage on the Temporary Relief Employees Seniority List for at least the previous six months shall be grandfathered at their rate inequities will be filed or processed except where ajob has substantially changed. Subsequentjob, descriptions and grading have been approved by the Union as hereinafter provided, will be considered as correct, and no grievance alleging wage rate inequities will be filed.of pay September

Termination and Renewal. This Agreement shall become effective on August and shall remain in effect until April full force and May RETROACTIVITY All contract employees engaged under this agreement between the period August and May shall continue receive a sum payment equal to of the minimum basic fee. Effective on date of implementation and retroactive to June all contract employees engaged under this Agreement will be place9 in force thereafter from year to year unless either party shall have given (60) days written notice to the other appropriate step depending on length of its desire to terminate the sameservice. In the event that, prior to the expiry date of such this Agreement, either party desires to negotiate a new Agreement, notice of amendment or termination in writing by either party, each party registered mail shall submit be given to the other partyparty not less than ninety days prior to the expiry date of this Agreement. Notwithstanding Clause above, within fifteen (15) if the parties should fail to execute a new Agreement sixty days thereafter its proposed amendmentsin advance of the expiry date of this Agreement, to this parties agree to meet to commence negotiations with respect to such amendments within not later than extension of the existing Agreement shall be a period matter of fifteen (1 5) daysmutual decision between the parties. EXECUTED at LEAMINGTONCANADIAN BROADCASTING CORPORATION XXXXXX PRESIDENT XXXXXXX Vice-president, Ontario this Finance Acting Vice-president, Human Resources XXXX XXXXXX Director Corporate Industrial Talent Relations XXX Xxxxxx Corporate Talent Relations Officer XXXX Corporate Talent Relations Officer XXXX XXXXX Manager, Program Administra tion Current Affairs XXXXX Business Manager Radio WILL Representative Network Entertainment Programming XXXXXXX XXXXX Director of June. FOR: COMPANY Radio, Xxxxxx XXXXXXX Location Manager, Charlottetown XXXXXX XXXXXXXX Assistant Director, Systems ALLIANCE OF CANADA Xxxxxxx Xxxxx Xxxxx Xxxx Xxxxx Xxx FOR: UNITED FOOD CANADIAN CINEMA, TELEVISION AND COMMERCIAL WORKERS LOCAL Xxxx Xxxxxx June Xxxxxx Xxx Xxxxxx Xxxxx Xxxxxx Xxxxx Xxxxx Xx Xxxxxx Xx Xxx Xxx -xx APPENDIX RADIO ARTISTS XXXX ACTING NATIONAL PRESIDENT XXXX General Secretary XXXXXXXXX XXXXXX National Executive Director Guild of Broadcast Journalists XXXXX Guild of Broadcast Journalists APPENDI X "A" JOB AFTER60 GRADE WORKING DAYS LEAD RATE SALARY PROGRESSION SCHEDULE EFFECTIVE MAY OFFICE AND TECHNICAL EFFECTIVE MAY JOB AFTER60 GRADE WORKING DAYS I LEAD ****NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** EFFECTIVE MAY JOB GRADE AFTER WORKING DAYS LEAD RATE ****NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** CLASSIFICATION PROGRAM All job grades CONTRACT FORM CONTRACT EMPLOYEE APPENDIX LETTER OF INTENT RESEARCH The parties to these Agreements agree that the function of Research is now clarified in the Collective Agreements covering writers and classifications effective June have been correctly described broadcast journalists in both Radio and assigned Television. Those persons presently under contract and outside of jurisdiction will not be required to job grades join Articles A105 and wage inequities thereby eliminatedA of the Writers Radio and Television Agreements and Articles and of the Broadcast Journalists Agreements will not apply while their present contract is in effect nor to any renewal as long as there is no interruption of service. AccordinglyIt is further agreed that the negotiated settlement under the terms of these Agreements will only apply to those researchers engaged on contracts. Should there be an interruption of service or a person newly engaged under these Agreements, no grievance alleging wage rate inequities it shall be a condition of engagement that the terms of the Agreements will be filed or processed except where ajob has substantially changedapply. Subsequentjob, descriptions and grading have been approved by the Union as hereinafter provided, will be considered as correct, and no grievance alleging wage rate inequities will be filed.Xxxx General Secretary Senior Corporate Talent Relations Officer APPENDIX

Termination and Renewal. This Agreement shall be in effect from the date of signing by the Parties, and shall remain in effect until April the of March and unless either party gives to the other a written notice of termination or of a desire to amend this Agreement, then it shall continue in force thereafter from effect for a further year without change. The following annual economic wage increases will apply: Year Renewal April to year unless either party shall have given (60) days written notice March April to the other of its desire March April to terminate the same. In the event of such notice of amendment or termination by either party, each party shall submit to the other party, within fifteen (15) days thereafter its proposed amendments, to this parties agree to meet to commence negotiations with respect to such amendments within not later than a period of fifteen (1 5) days. EXECUTED at LEAMINGTON, Ontario this of June. FOR: COMPANY OF CANADA Xxxxxxx Xxxxx Xxxxx Xxxx Xxxxx Xxx FOR: UNITED FOOD AND COMMERCIAL WORKERS LOCAL Xxxx Xxxxxx June Xxxxxx Xxx Xxxxxx Xxxxx Xxxxxx Xxxxx Xxxxx Xx Xxxxxx Xx Xxx Xxx -xx APPENDIX March SCHEDULE "A" JOB AFTER60 GRADE WORKING DAYS LEAD RATE SALARY PROGRESSION SCHEDULE EFFECTIVE MAY OFFICE AND TECHNICAL EFFECTIVE MAY JOB AFTER60 GRADE WORKING DAYS I LEAD ****NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** EFFECTIVE MAY JOB GRADE AFTER WORKING DAYS LEAD RATE ****NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** CLASSIFICATION PROGRAM Category Sand Truck Combination Truck Garbage Truck Light Tractor Note: The justification for this is that hold LOCAL WAGES Letter of Understanding Vacation (see attached) NEW Classification System The Employer is prepared to commit to discuss and implement a Classification System through the Labour Management process with the goal of implementation no later than January (For Memorandum purposes only) increases for all active employees as of the date of ratification. All job grades other wage and classifications effective June have been correctly described and assigned to job grades and wage inequities thereby eliminated. Accordingly, no grievance alleging wage rate inequities benefit increases will be filed or processed except where ajob has substantially changedeffective from the date of signing of the Collective Agreement. SubsequentjobDATED at the City of this day of September, descriptions FOR THE CORPORATION OF THE CITY OF CANADIAN UNION OF PUBLIC PUBLIC AND ITS LOCAL SCHEDULE “A” LOCAL WAGES I I Category Working Sub-Xxxxxxx Working Sub-Xxxxxxx Working Sub-Xxxxxxx (WE)-Class Working Sub-Xxxxxxx (WE)-Class Working Sub-Xxxxxxx (Shop) Leader A (Roads) General Labourer Labourer Landfill Attendant Gatehouse Cashier Sanitation Labourer man) Sanitation Labourer (2 man) Janitor Note: After twelve (12) months, Labourers who work in the Labourer’s rate. Skilled Labourer Skilled Labourer (Arena Maintenance) later and grading have been approved by the Union as hereinafter provided, will be considered as correct, and no grievance alleging wage rate inequities will be filed.paid Sewer Flusher Helper Service Person

Termination and Renewal. This Agreement shall remain in effect until April and shall continue in force thereafter from year to year unless either party shall have given (60) sixty days written notice to the other of its desire to terminate the same. In the event of such notice of amendment or termination by either party, each party shall submit to the other party, within fifteen (15) days thereafter its proposed amendments, if any, to this Agreement and the parties agree to meet to commence negotiations with respect to such amendments within not later than a further period of fifteen (1 5) days. EXECUTED at AT LEAMINGTON, Ontario this of June. FOR: FOR COMPANY OF CANADA Xxxxxxx Xxxxx Xxxxx Xxxx Xxxxx Xxx FOR: FOR UNITED FOOD AND COMMERCIAL WORKERS LOCAL Xxxx Xxxxxx June Xxxxxx Xxx Xxxxxx Xxxxx Xxxxxx Xxxxx Xxxxx Xx Xxxxxx Xx Xxx Xxx -xx APPENDIX "A" JOB AFTER60 GRADE WORKING DAYS LEAD RATE SALARY PROGRESSION SCHEDULE EFFECTIVE MAY OFFICE AND TECHNICAL GROUP After Working Days Grade I Grade Grade Grade Grade V Grade VI Grade Lead APPENDIX "A" SALARY PROGRESSION SCHEDULE EFFECTIVE MAY OFFICE AND TECHNICAL GROUP After Days Grade I Grade Grade Grade Grade V Grade VI Grade Lead APPENDIX "A" RULES AND REGULATIONS GOVERNING THE OPERATION OF THE JOB AFTER60 GRADE WORKING DAYS I LEAD ****NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** EFFECTIVE MAY GRADING AND JOB GRADE AFTER WORKING DAYS LEAD RATE ****NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** CLASSIFICATION PROGRAM All job grades and classifications effective June April have been correctly described and assigned to job grades and wage inequities thereby eliminated. AccordinglyAccord- ingly, no grievance alleging wage rate inequities will be filed or processed except where ajob a job has substantially substant- ially changed. SubsequentjobSubsequent jobs, whose job descriptions and grading have been approved by the Union as hereinafter herein- after provided, will be considered as correct, and no grievance alleging wage rate inequities will be filed.. A "change" in a job as referred to herein is one which materially affects its contents or requirements. Changes in a job description alone are not adequate to warrant regrading of an existing job; When a new job is established or an old job is substantially changed, a job description for such new or changed job will be assigned to the appropriate job grade, based on comparison with other jobs in the respective wage schedule which applies; A copy of the job description of the new or changed job will sent to the Union for approval at the earliest possible date after the job has been created, or the changes to the existing job have been made, together with a notation of the job grade; Upon an experimental job, changed job, or a new job, an employee will remain at the job classification rate which he regularly prior to this job, until a job grade rate is assigned to the job. The job will be graded within a three month period where possible; If the Union believes that an existing job has changed to an sufficient to warrant an adjustment in job grade, it shall notify the Company in writing of its contention xxx of the adjustment in job grade it contends to be appropriate. Such notice, insofar as possible, shall be given to the Company within fifteen working days after the change in the job is alleged to have occurred; Any job description and grade proposed by the Company shall be considered accepted by the Union if no written complaint is filed by the Union within fifteen working days after such job description and grade is submitted to the Union; Upon receipt of notice that a difference exists concerning the job description or job grading of a new or substantially changed job, the Company represent- ative will meet with the Job Grading Committee to discuss the difference and attempt to make a settlement of these differences. The Company will advise the Union, in writing, of their decision regarding the said Job Description or Job Grade; If the Company and Union are unable to reach agreement on the job description or job grading of a job classification within a reasonable period of time, the difference will be submitted by either party to an Impartial Arbitrator; The Arbitrator shall be chosen by agreement of the parties within ten working days follow- ing their disagreement failing which the Arbitr- ator will be appointed by the Minister of Labour of the Province of Ontario upon the written application of either party; No person may be appointed as the Arbitrator who has bean involved in an attempt to negotiate or settle the matters to be decided by the Arbitr- ator; The Arbitrator shall not be authorized to make any decision inconsistent with the provisions of these Rules and Regulations, nor to alter, modify or amend any of The proceedings of the Arbitrator will be expedited by the parties and the decision of the Arbitrator will be final and binding on the parties hereto and the employee or employees concerned; The parties will jointly bear the of Arbitrator. description and grading of jobs will be in compliance with the following rules: The and grading shall be of the job, not the person performing it; Duties not assigned or approved by Management shall not be considered; The grading shall be based upon average to perform the job satisfactorily rather than upon exceptions to the average; The grading shall be based upon the performance of a fair day's work, and employees will be expected to maintain such The job descriptions are to be sufficiently accurate to reveal those features of the job that determine its classification. At the time, they are not intended to provide a complete listing of every individual feature of the job. If new duties, which may be assigned at any time, become a permanent feature of the work, the job shall be reconsidered as provided in Section The factors used to determine Job Classifications are as follows: Job Knowledge; Education and Training; Complexity; Responsibility for Judgment; Responsibility for Accuracy;

Termination and Renewal. This Agreement shall remain in effect until April and shall A continue in force thereafter from year to year unless either party shall have given sixty (60) days written 60)days notice Lo the other desire to the other of its desire to terminate the same. , In the event of such notice of amendment or termination by either party, each party shall submit to the other party, within fifteen (15) days thereafter its proposed amendments, if any,to this Agreement an the parties agree to meet to commence negotiations with with. respect to such amendments within not later than a period of fifteen (1 515) days. EXECUTED at LEAMINGTONXXXXXXXXXX, Ontario this Xxxxxxx This day of June. May, FOR: COMPANY Xxxxx Xxxx Xxx Xxxxxxxx Xxx Xxxxx OF CANADA Xxxxxxx Xxxxx Xxxxx Xxxx Xxxxx Xxx FOR: UNITED FOOD AND COMMERCIAL WORKERS LOCAL LOCAL459 Xxxxxx Xxxx Xxxxxx June Xxxxx Xxxxx Xxxxxx Xxx Xxxxxx Xxxxx Xxxxxx Xxxxx Xxxxx Xx Xxxxxx Xx Xxx Xxx -xx APPENDIX "A" RATES The Rules and Regulations of Job Grading Plan As herinunder written be deemed To be part of this Agreement. The rates under the Job Grading Plan shall be as follow: Note: These rates for those years do not COLA fold-ins. RULES GOVERNING THE OPERATION OF JOB AFTER60 GRADE WORKING DAYS LEAD RATE SALARY PROGRESSION SCHEDULE EFFECTIVE MAY OFFICE GRADING AND TECHNICAL EFFECTIVE MAY JOB AFTER60 GRADE WORKING DAYS I LEAD ****NOTE THESE GRADING RATES DO NOT REFLECT FUTURE FOLD-INS**** EFFECTIVE MAY JOB GRADE AFTER WORKING DAYS LEAD RATE ****NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** CLASSIFICATION PROGRAM All job grades and classifications effective June As of May have been correctly described and assigned to job grades grades, and wage inequities thereby eliminated. Accordingly, no grievance alleging wage rate inequities will be filed or processed except where ajob a job has substantially changed. Subsequentjob, Subsequent jobs whose job descriptions and grading have been approved by the Union union as hereinafter provided, will be considered as correct, and no grievance alleging wage rate inequities will be filed.,

Termination and Renewal. This Agreement shall remain in effect until April and shall continue in force thereafter from year to year unless either party shall have given sixty (60) days written notice to the other of its desire to terminate the same. In the event of such notice of amendment or termination by either party, each party shall submit to the other party, within fifteen (15) days thereafter its proposed amendments, if any, to this Agreement and the parties agree to meet to commence negotiations with respect to such amendments within not later than a further period of fifteen (1 515) days. EXECUTED at LEAMINGTON, Ontario ,ONTARIO this of June. FOR: COMPANY OF CANADA Xxxxxxx Xxxxx Xxxxx FOR THE CO FOR THE UNION: Xxxx Xxxx Xxxxx Xxx FOR: UNITED FOOD AND COMMERCIAL WORKERS LOCAL Xxxx Xxxxxx Xxxxx Don June Xxxxxx Xxxxxxx Xxxxx Xxx Xxxxxx Xxxxx Xxxxxx Xxxxx Xxxxx Xxx Xxxxxx Xx Xxxxxx Xx Xxx Xxx -xx APPENDIX "A" JOB AFTER60 GRADE WORKING DAYS LEAD RATE SALARY PROGRESSION SCHEDULE EFFECTIVE MAY OFFICE AND TECHNICAL LEAD RATE MAY LEAD RATE ""NOTE THESE RATES DO NOT REFLECT FUTURE EFFECTIVE MAY JOB AFTER60 GRADE AFTER WORKING DAYS I b LEAD **RATE "**NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** EFFECTIVE MAY JOB GRADE AFTER WORKING DAYS LEAD RATE ****NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** "' PULES AND GO G THE CLASSIFICATION PROGRAM All job grades and classifications effective June have been correctly described and assigned to job grades and wage inequities thereby eliminated. Accordingly, no grievance alleging wage rate inequities will be filed or processed except where ajob a job has substantially changed. Subsequentjob, whosejob descriptions and grading have been approved by the Union as hereinafter provided, will be considered as correct, and no grievance alleging wage rate inequities will be filed.

Termination and Renewal. This Agreement shall remain in effect until April and shall continue in force thereafter from year to year unless either party shall have given (60) sixty days written notice to the other of its desire to terminate the same. In the event of such notice of amendment or termination by either party, each party shall submit to the other party, within fifteen (15) days thereafter its proposed amendments, if any, to this agreement and the parties agree to meet to commence negotiations with respect to such amendments within not later than a further period of fifteen (1 5) days. EXECUTED at LEAMINGTON, Ontario this of June. FOR: COMPANY OF CANADA Xxxxxxx Xxxxx Xxxxx Xxxx Xxxxx Xxx FOR: day UNITED FOOD AND COMMERCIAL WORKERS LOCAL Xxxx Xxxxxx June Xxxxxx Xxx Xxxxxx Xxxxx Xxxxxx Xxxxx Xxxxx Xx Xxxxxx Xx Xxx Xxx -xx FOR : APPENDIX "A" The Rules and Regulations of the Job Grading Plan as hereinafter written shall be deemed to be part of this Agreement. The rates under the Job Grading Plan shall be as f : JOB AFTER60 GRADE WORKING DAYS LEAD RATE SALARY PROGRESSION SCHEDULE EFFECTIVE MAY OFFICE AND TECHNICAL EFFECTIVE MAY RULES AND REGULATIONS GOVERNING THE OPERATION OF JOB AFTER60 GRADE WORKING DAYS I LEAD ****NOTE THESE GRADING AND JOB GRADING RATES DO NOT REFLECT FUTURE FOLD-INS**** EFFECTIVE MAY JOB GRADE AFTER WORKING DAYS LEAD RATE ****NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** CLASSIFICATION PROGRAM All job grades and classifications effective June As of February all jobs have been correctly described and assigned to job grades grades, and wage inequities thereby eliminated. Accordingly, no grievance alleging wage rate inequities will be filed or processed except where ajob a job has substantially changed. Subsequentjob, Subsequent jobs whose job descriptions and grading have been approved by the Union as hereinafter provided, will be considered as correct, and no grievance alleging wage rate inequities will be filed.. A "change" in a job as referred to herein is one which materially affects its content or require- ments. Changes in a job description alone are not adequate to warrant regrading of an existing job; When a new job is established or an old job is substantially changed, a job description for such or changed job will be assigned to the appropriate job grade, based on comparison with the other jobs in the Plant; A copy of the job description of the new or changed job will be sent to the Union for approval at the earliest possible date after the job has been created, or the changes to the existing job have been made, together with a notation of the job grade: Upon an experimental job, changed job, or a new job a production employee will at the job rate which he regularly prior to this job, until a job grade rate is assigned to tho job. The job will be within a three month period where possible; If tho Union believes that an existing job has to an extent sufficient to warrant an adjustment in job grade, it shall notify tho Company in writing of its contention and of the adjustment in job grade it contends to be appropr- iate. Such notice, insofar as possible, shall be given to the Company within fifteen working days after the change in the job is alleged to have occurred; Any job description and grade proposed by the Company shall be considered accepted by the Union if no written complaint is filed by the Union within fifteen working days after such job description and grade is submitted to the Union; Upon receipt of notice that a difference exists concerning the job description or job grading of a new or substantially changed job, the Company representative will meet with the Union Job Grading Committee at the earliest convenient date to discuss the differences and attempt to make a settlement of these differences. The Company will advise the Union in writing of their decision regarding the said Job Description or Job Grade; If the Company and the Union are unable to reach agreement on the job description or job grading of a job within a reasonable period of time, the difference will be submitted to an impartial arbitrator whose decision will be final and bind- ing on both parties. The description and grading of jobs will be in with the following rules: The description and grading shall be of the job, not of the person performing it; Duties not assigned or approved by management shall not be considered; The grading shall be based upon average require- ments to perform the job satisfactorily, rather than upon exceptions to the average. Performance by specific individuals who are above or below average will not be considered except where classified rates, as in the maintenance depart- ments, apply: The grading shall be based upon the performance of a fair day's work, and be expected to maintain such standards; The job doscriptions are to be sufficiently accurate to reveal those features of the job that dotermine its classification. At the same they are not intended to provide a complete listing of every individual feature of the job. If new duties which may be assigned at any time, become a permanent feature of the work, the job shall be reconsidered as provided in Section Jobs of lead personnel may be graded in accordance with the following procedure: A Lead Person is one who: Instructs, sees that directions of the supervisor are executed, co-ordinates, checks work, reports necessary information, and performs necessary manual duties, in a department or major subdivision thereof. Xxxx requiring the incumbent to direct a small crew working with him are not class- ified as lead jobs, but such direction is included in the regular job description and evaluation. personnel will receive the established rate for the classification of Lead in which they fall, as outlined by the job grading programme, with the provision that they will receive a rate at least one grade higher than the highest grade job which they supervise. An employee who has days of actual work with the Company within one period of employment is eligible for job grading rates; An with less than days of actual work with Company who maintains seniority privileges after being laid off for lack of work and being reinstated, is eligible for job grading when he has accumulated of actual work with the Company, provided that the has a minimum of working days since his The Company maintains the prerogative to hire semi skilled and skilled employees at rates above the minimum wage rates as outlined in the collective agrement provided these rates are not incons- istent with the rates paid to employees in the same job classification; Any employee on job grading, who has lost his seniority with the Company by reason of a lay-off, shall, on rehiring, be treated as a new employee, and must accumulate the necessary service under Clause hereof in order to again become eligible for job grading. Each employee, respectively, shall be paid for all hours worked each day, the rate of the highest job grade at which he works if he spends fifty per (50%) or more of his daily working hours, including overtime in that job grade; In the event an employee performs work in more than one job grade and therefore works less than half of his daily working hours at any single rate, he shall be paid an average rate based on the hours worked and the applicable job grade rates: Employees who enter the employ of the Company and become eligible for job grading, after job grading is in effect will be paid the rate established for the job grade to which they are assigned, or when applicable, in accordance with the arrangements set forth in above. All employees, except those employees receiving rates, shall receive the appropriate job grade for each job which they perform, with the stipulation that a minimum period of time of minutes must be spent on the job before is given. Where less than minutes is spent on the job, the job grade rate of the previous job performed shall apply, or where less than minutes is spent on the first job upon the shift the employee shall receive the job grade rate of the job following. This clause is subject to the qualifications of Clause and Employees regularly engaged on maintenance work shall be classified and receive that classification rate at all times for all work performed unless permanently promoted, trans- ferred or Maintenance employees transferred shall receive the appropriate job grade rates for each job they perform, as defined in Clause and Notwithstanding the above, high-pressure welders will maintain their "A" rate after years welders service with the Company and years of age, irrespective of the results of their high- pressure examination. Employees regularly engaged in in the Can Filling Department shall be class- ified and receive that classification rate at all times for all work performed in the Can Filling Department. This rule will not apply if the sterilizer is promoted to a job grade higher than the sterilizer rate. Employees regularly engaged in sterilizing in this Department will have special seniority status similar to the Maintenance Department regarding lay-offs. As long as they are sterilizing, they cannot be bumped off their job by higher seniority from other departments who are being laid off due to a plant wide lay-off. Employees in the Production Equipment Cleanup Department will have a special seniority status similar to the maintenance department regarding layoffs. As long as they are working in the Production Equipment Cleanup Department, they cannot be bumped off their job by higher seniority employees from other departments who are being laid off due to a plant-wide layoff. This special status will be reviewed in approximately one year by both parties. An employee being trained for a skilled production or maintenance job shall receive the job grade rate below the rate of the job for which he is being trained until he is fully qualified to perform skilled job after which time he shall receive the job grade rate of job. It is understood that should the fail to qualify for the skilled job within working days of being trained he shall be returned to his f job. Employees being trained for skilled maintenance jobs will be required to complete maintenance controls cards for this period of time. It shall be the exclusive function of Management to determine if an employee is fully qualified to perform the job for which he is trained, subject to the right of appeal by the employee through the grievance procedure. Employees who are sent to the First Aid Department or to the doctor because of illness shall be paid the job grade rate they are earning at the they left their job for the first hour or less away, but shall not be paid for such time in excess of one hour; Employees required to go to the First Aid Department or to the doctor for treatment of an injury received while working shall receive the rate of the job they were performing for time so spent. If an employee, due to injury on the job is unable to return to the job, he shall be paid for the balance of the shift at the rate of the job he was performing when the injury occurred; Employees who work on jobs graded on the basis of the employee being required to wear goggles, respirators, or other safety appliances, will be required to wear such equipment when performing the work which required such protection. Employees will be paid at the grade rate of the job they left, or if commencing a shift for the job they are to perform, for the time spent during working hours attending safety meetings, union meetings, and any meetings required by Management. An employee who is ordered to report for work and cannot be given work at the time he is told to report, shall be paid for such waiting time at the grade rate at which he last worked on the preceding working day. When such an employee is sent home because work is not available, he shall be paid a minimum of four hour8 time at the job grade rate at which he worked the preceding working day. An employee who did not work the preceding working day shall paid the job grade rate for the job which he was scheduled to If the employee works for a short period of time he is sent home, he shall the job grade rate for this job performed for the remainder of hi8 call-in pay, or if the employee performs two or more jobs before he is sent home, he shall receive the job grade rate of the last job performed for the remainder of his call-in pay. This call-in pay shall not apply in the event work is not available because of conditions beyond the control the Company. Eligible employees shall receive eight hours holiday allowance for paid holidays not worked, as outlined in the Collective Agreement in effect, at the rate paid those employees that last working day before the holiday. Highway transport drivers shall be paid a weekly rate. RULES AND REGULATIONS

Termination and Renewal. This Agreement Agreement, including all appendices thereto, shall remain in take effect and be binding from the first day of May until the thirtieth day of April and shall continue in force thereafter from year to year unless altered or amended by mutual consentof the partieshereto, provided that either party shall have given may give notice of intention to amend or this Agreement by giving the other party such notice in writing at any time within the period of not more than sixty (60) days written notice nor less than thirty (30)days next preceding the expiry date of this Agreement, or preceding the date of expiry of any extended term thereof mutually upon by the parties hereto. such request is made the Union will appoint or otherwise select a negotiating committeeconsistingof not more thaneight (8) members, seven (7) of whom shall be least oneyears' seniority. Within ten (10) daysfollowing of such notification orsuchadditionaltimeasmaybemutually the representatives of the parties hereto shall meet and commence negotiations. Committee All negotiationmeetingsshallbe called at a mutually time. The Company apes to pay at straight time its employees who are members of the Negotiating for time spent at meetings called by SCHEDULE ‘A’WAGE SCHEDULE Grade & May Janitor* Shell Sand Shakeout* Pattern Shop Utility Man Break Operator** Sand Xxxxxx Operator Operator Sand Swing Moulding Utility Man Night Sand* Crane Operator Outside Shank Ladle Pourer Shell Moulding Machine Operator Assistant Shipper Pattern Storage Fitter Grinder Inspector I (High Volume Items) (Grades cleaning (High Volume Items) Machine Grinder Sand Lab Technician operator Crane Operator Grade Xxxxxxx Welder Melter certified Maintenance Mechanic Mechanic (Millwright)** Maintenance Plumber Maintenance Operator Refer to Sections and Must possess Manitoba certification Must pass Company administered tests. carries two job above the highest rate he leads. Probation While completing their day new employee probationary period, probationalemployeeswill be paid at a rate of cents per hour less than the rate of the job performed to a of the Labour rate. DATED at Selkirk, Manitoba, this day of June, to be made effective May INWITNESS heretohaveexecuted this Agreement. Selkirk Plant Products (Canada) Inc. COX United Steelworkersof America And its Local XXXXXXX XXXXX XXXX InternationalRepresentative LETTERS OF UNDERSTANDING Effective with the collective agreement, these letters of the Company and the Union with regard to Interpretationof Phrase “Permanent Basis” Thisletterappliesonly to the other phrase “permanentbasis” found in Section of its desire to terminate the same. In the event of such notice of amendment or termination by either party, each party shall submit to the other party, within fifteen (15) days thereafter its proposed amendments, to this parties agree to meet to commence negotiations with respect to such amendments within not later than a period of fifteen (1 5) days. EXECUTED at LEAMINGTON, Ontario this of June. FOR: COMPANY OF CANADA Xxxxxxx Xxxxx Xxxxx Xxxx Xxxxx Xxx FOR: UNITED FOOD AND COMMERCIAL WORKERS LOCAL Xxxx Xxxxxx June Xxxxxx Xxx Xxxxxx Xxxxx Xxxxxx Xxxxx Xxxxx Xx Xxxxxx Xx Xxx Xxx -xx APPENDIX "A" JOB AFTER60 GRADE WORKING DAYS LEAD RATE SALARY PROGRESSION SCHEDULE EFFECTIVE MAY OFFICE AND TECHNICAL EFFECTIVE MAY JOB AFTER60 GRADE WORKING DAYS I LEAD ****NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** EFFECTIVE MAY JOB GRADE AFTER WORKING DAYS LEAD RATE ****NOTE THESE RATES DO NOT REFLECT FUTURE FOLD-INS**** CLASSIFICATION PROGRAM All job grades and classifications effective June have been correctly described and assigned to job grades and wage inequities thereby eliminated. Accordingly, no grievance alleging wage rate inequities will be filed or processed except where ajob has substantially changed. Subsequentjob, descriptions and grading have been approved by the Union as hereinafter provided, will be considered as correct, and no grievance alleging wage rate inequities will be filedAgreement.