Common use of PENSION AND BENEFITS Clause in Contracts

PENSION AND BENEFITS. Employees in the Seasonal Designation will qualify for pension and benefits in accordance with the Collective Agreement and the Pension, Savings and Benefits plans. During the first thirty (30) days of layoff, all benefits will continue with the exception of STD and LTD. After (30) days of layoff, the employees will be required to pay the appropriate amount to maintain their benefits. (This excludes STD and LTD). Rate of Pay Employees hired into the Seasonal Designation will receive the appropriate rate of pay and specific classification in accordance with their skills and abilities based on the terms of Article 27.05, Operations Unit Salary Schedule, of the Collective Agreement. Time on the job will determine progression through these positions. Banked Overtime - No cap on banked overtime - Will be paid out at the request of the employee or at the time of lay-off RE: RECOGNITION CLAUSE Enbridge Gas Distribution hereinafter referred to as the Company recognizes UNIFOR Local 975, hereinafter referred to as the Union, as the sole bargaining agent in the current franchise area covered by Enbridge Gas Distribution. In the event of these boundaries being extended this Agreement will apply only if there is no existing collective agreement. The following groups of employees are covered by the terms of the collective agreement. All clerical and laboratory employees save and except Niagara Region non-operating employees, supervisors, those above the rank, residential/commercial sales associates, energy management consultants, account associates, secretaries to department managers, those above that rank, those employees in the Human Resources, Budget, Regulatory Affairs and Corporate Affairs departments. All operations employees save and except supervisors, those above that rank and those working out of the Grimsby office. All clerical employees who normally work twenty-four (24) hours per week or less in the Central Region defined as all work locations located in the greater Toronto franchise area including Peterborough and Barrie, of Enbridge Gas Distribution, save and except supervisors, those above that rank, residential/commercial sales associates, energy management consultants, account associates, secretaries to department managers, those above that rank, those employees in the Human Resources, Budget, Regulatory Affairs and Corporate Affairs departments.

PENSION AND BENEFITS. Employees in the Seasonal Designation will qualify for pension and benefits in accordance with the Collective Agreement and the Pension, Savings and Benefits plans. During the first thirty (30) days of layoff, all benefits will continue with the exception of STD and LTD. After thirty (30) days of layoff, the employees will be required to pay the appropriate amount to maintain their benefits. (This excludes STD and LTD). .) Rate of Pay Employees hired into the Seasonal Designation will receive the appropriate rate of pay and specific classification in accordance with their skills and abilities based on the terms of Article 27.05, Operations Unit Salary Schedule, of the Collective Agreement. Time on the job will determine progression through these positions. Banked Overtime - -­‐ No cap on banked overtime - -­‐ Will be paid out at the request of the employee or at the time of lay-off APPENDIX “G” CADD TECHNICIAN CAREER LADDER Page 55 of 96 APPENDIX “G” CADD TECHNICIAN CAREER LADDER Page 56 of 98 LETTER OF UNDERSTANDING #1 RE: RECOGNITION CLAUSE Enbridge Gas Distribution hereinafter referred to as the Company recognizes UNIFOR the Communications, Energy and Paperworkers Union Local 975, hereinafter referred to as the Union, as the sole bargaining agent in the current franchise area covered by Enbridge Gas Distribution. In the event of these boundaries being extended this Agreement will apply only if there is no existing collective agreement. The following groups of employees are covered by the terms of the collective agreement. All clerical and laboratory employees save and except Niagara Region non-operating employees, supervisors, those above the rank, residential/commercial sales associates, energy management consultants, account associates, secretaries to department managers, those above that rank, those employees in the Human Resources, Budget, Regulatory Affairs and Corporate Affairs departments. All operations employees save and except supervisors, those above that rank and those working out of the Grimsby office. All clerical employees who normally work twenty-four (24) hours per week or less in the Central Region defined as all work locations located in the greater Toronto franchise area including Peterborough and Barrie, of Enbridge Gas Distribution, save and except supervisors, those above that rank, residential/commercial sales associates, energy management consultants, account associates, secretaries to department managers, those above that rank, those employees in the Human Resources, Budget, Regulatory Affairs and Corporate Affairs departments. LETTER OF UNDERSTANDING #2 RE: PILOTS It is understood and agreed that during the term of the collective agreement, the parties agree to the use of pilots to assist in the ongoing transformation of the business. LETTER OF UNDERSTANDING #3 RE: TRANSFORMING THE BUSINESS Due to significant changes in the business environment in which the Company operates, transformation of the company's organization, processes and support systems will be required to ensure continued success. The Company is committed to involving the Union and employees in this process. Inherit in this commitment is the belief that employees at all levels of the organization have valuable insights to contribute to our change efforts. Therefore, employee and union involvement in the Company's change process will result in an increased level of commitment, higher quality recommendations, and will ensure a higher rate of success. LETTER OF UNDERSTANDING #4 RE: EMPLOYEE SECURITY The Company will continually need to change in order to pro-actively respond to changes in our business environment. The Company recognizes that these changes impact employees and are committed to working with the Union to assist employees to adapt to these changes and to provide them with enhanced personal security. The Company recognizes that enhancing personal security facilitates enhanced employee contribution and satisfaction. This commitment includes but is not limited to: providing timely and full information on anticipated and planned changes; providing access for all employees to training which assists them in dealing with change (Employee Workshop on Organizational Change) and in career planning (Navigating Your Future); redeployment processes to ensure best efforts are made to move employees whose positions have been eliminated into new roles; severance for employees whose jobs have been eliminated and for whom no redeployment option is available, and access to training to assist in future job search if required. LETTER OF UNDERSTANDING #5 RE: FULL TIME OFFICER(S) The Company recognizes the Local Union shall require a full-time officer paid for by the Company. The salary of which will be paid for at the rate of 90% by the Company and 10% by the Local Union. The rate of pay for the Unit Chair position shall be equal to that of the Customer Connections Field Representative 3 covered by the Collective Agreement. LETTER OF UNDERSTANDING #6 RE: PHILOSOPHY STATEMENTS Performance Management One of managements' major responsibilities is to create a high performing organization that maximizes the potential and contribution of every employee. Achieving this will require an effective Performance Management system for employee selection, ongoing feedback and evaluation, and development that is seen by employees as fair and unbiased. The objective of the selection process will be to ensure that people with the necessary skills and competencies are selected from the outset. The job expectations, skills and competencies including 'soft skills' required for each job will be described in job profiles. The objective of the ongoing feedback and evaluation process will be to ensure that employees understand job expectations and receive coaching feed-back on their performance. Job expectations will be linked to Business Unit objectives and ultimately to customer expectations. The process will include agreed upon measures of employee performance. Appropriate coaching and training will also be part of the process to help employees be successful and to identify problems early. There will be a clear process for resolving situations where an employee is not able to meet job expectations. The objective of the development process will be to ensure that there will be ongoing training and development to help employees expand their skills and competencies to excel in current jobs and progress to fill new opportunities as they arise. Business Imperative For Involvement We, the Union and Management, jointly recognize that the future success of our business is tied directly to the individual and collective actions of our employees. To be successful in a rapidly changing environment, we will need all employees to take personal accountability for helping us identify how we need to change and for implementing the changes that need to be made. If we are successful in focusing the knowledge, commitment and contribution of all employees to making changes we will succeed against the competition. Beliefs About Involvement We believe that employees at all levels of our company have valuable insights to contribute to our change efforts and that through involving them and their union in the Company's change process we will make better decisions and achieve a higher rate of implementation success. We further believe that employees want to contribute to making our company successful. LETTER OF UNDERSTANDING #6 - PHILOSOPHY STATEMENTS (Continued) We recognize that employees who understand the rationale for change, the vision for the future, and who are involved in defining the path to get there are more likely to support the changes, than those who were not involved. We further believe that investing in involvement at the beginning of the change process will result in less investment at the end of the process in overcoming resistance to the changes. We recognize that in the current business environment we must have the organization capability to make sound change decisions quickly and then execute them quickly. Our involvement processes must facilitate the achievement of both of these objectives. This will require us to design and implement a variety of involvement approaches that reflect the scope and impact of the changes that need to be made.