Common use of Plan Maintenance Clause in Contracts

Plan Maintenance. The Pension Plan will be maintained during the life of the Collective Agreement between the parties dated January 1, 2005 to December 31, 2011 and will not be changed except as provided in paragraph 2 above, as it affects members of the various bargaining units without the agreement of the Union representing affected members. Yours truly, ▇▇▇▇ ▇. ▇▇▇▇▇ Director of Labour Relations Toronto Star Newspapers Ltd. March 24, 1998 Mr. ▇▇▇▇▇ ▇▇▇▇▇▇▇▇, President, Graphic Communications International Union Local 100M, ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇ # ▇▇, ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇▇, ▇▇▇ ▇▇▇. Dear ▇▇▇▇▇: The Star undertakes that there will be no charge for parking at the ▇▇▇▇▇▇▇ Press Centre. Yours truly, ▇▇▇▇▇▇ ▇. ▇▇▇▇ April 24, 2005 Mr. ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Graphic Communications Conference / International Brotherhood of Teamsters Local 100M ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇ #▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇ Dear ▇▇▇▇▇: This is to confirm our understanding that when an employee transfers from another Torstar-owned company to Toronto Star Newspapers Ltd., the Company will continue its practice of allowing service for the purposes of vacation, as well, the practice of not having to wait for commencement of benefits under the Company’s benefits plans. It is recognized that the Company may amend or change this practice at any time. Yours truly, ▇▇▇▇ ▇. ▇▇▇▇▇ Director of Labour Relations Toronto Star Newspapers Ltd. January 22, 2006 Mr. ▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇ ▇▇▇ ▇▇▇ Dear ▇▇. ▇▇▇▇▇▇▇▇: In the bargaining discussion held in the fall of 2005, pursuant to the letter regarding a living agreement on building and sustaining the future for the ▇▇▇▇▇▇▇ Press Centre (the “Negotiations”), the Company agreed to introduce a voluntary separation program (“VSP”) for all Employees in the pressroom bargaining unit employed by the Company at the date of ratification of the Memorandum of The Company reserves the right to modify these dates as necessary. The Stage 2 VSP will be introduced on a date determined at the discretion of the company, which date shall be not later than December 31, 2011. The features of the Stage 1 VSP are set out in the attached document. The features of the Stage 2 VSP will be not less than these features. Yours sincerely, ▇▇▇▇ ▇. ▇▇▇▇▇ Director of Labour Relations Toronto Star Newspapers Ltd. Agreement regarding the Negotiations (the “Memorandum”). The VSP shall be offered in two stages. The first shall be introduced following the ratification of the Memorandum. If the Memorandum of Agreement is ratified on or before January 10, 2006, the anticipated implementation schedule is: February 1, 2006 Offering to staff March 17, 2006 Application Deadline (6 weeks) March 31, 2006 Company Decision Making Period April 7, 2006 Approval Announced Up to Release Date June 30, 2006 (all employees to be released by this date) January 22, 2006 Mr. ▇▇▇ ▇▇▇▇▇▇▇▇ GCC/IBT c/o ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇ ▇▇▇ ▇▇▇ ▇▇. ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ GCC/IBT c/o ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇ ▇▇▇ ▇▇▇ Dear ▇▇. ▇▇▇▇▇▇▇▇ and ▇▇. ▇▇▇▇▇▇▇▇▇: In the bargaining discussions held in the fall of 2006, pursuant to the Letter regarding a living agreement on building and sustaining the future for the ▇▇▇▇▇▇▇ Press Centre (the “Living Agreement Negotiations”), it was agreed that certain employees (listed below) would not be required to perform the full range of the duties of the classification of Mailroom Operator. Instead, and subject to paragraph 2 below, these employees shall continue to perform the duties of the former classification of Inserter until the employee permanently leaves staff, and shall not be required to perform the full duties of the new Mailroom Operator classification. Should any of the employees wish to perform the full range of duties of a Mailroom Operator they can voluntarily elect to have their name removed from this letter, subject to their skill, ability and aptitude to do the full range of the duties on a trial opportunity of 6 months. In this situation, such a person must actually work in the Mailroom Operator classification for 6 months. During or before the end of the trial period, the employee can elect to return their name to this letter or, if the employee has not demonstrated the ability to perform the full range of duties of a Mailroom Operator, the Company can return the employee’s name to this letter. Alternatively, the Company is open to negotiating an option of an employee having a right to elect a VSP consistent with the terms of the Living Agreement VSP. Should an employee be unsuccessful in the trial period in the new classification, the Parties are agreed that he or she shall not be entitled to elect to move off Restricted Duties List and to the Mailroom Operator classification in the future. Furthermore, where the employee has been unsuccessful in the trial period in the Mailroom Operator classification, he or she shall retain their priority date (as set out below) when they return to the Restricted Duties List. In the event there is a dispute over whether an employee’s name should be on or returned to the list, the Company and the Union agree that Arbitrator Owen Shime (or his designate) shall be seized to deal with the issue and that his decision shall be final and binding. Except as set out in this letter, no other employees’ names will be added to this letter. Any individual hired to work in the mailing room on or after January 22, 2006 will be hired into the classification of Mailroom Operator. Those part-time employees listed below on the Restricted Duties List shall maintain a 21 hours per week guarantee and may work less than 7 hours shifts, subject to the parties concluding the limit on the number of shifts to be worked less than 7 hours per week by existing staff. The collective agreement terms, in particular clause 1707, will continue to apply in the case of recognized holidays and the 21 hours per week guarantee. Should an employee listed below move from the Restricted Duties List to the new Mailroom Operator classification permanently; he or she shall retain the same priority date, as set out below, on the priority list of the Mailroom Operators. Name Status as of Date of Ratification Priority Date ▇▇▇▇▇, ▇▇▇▇▇▇ Full-time May 30, 1975 ▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time May 30, 1975 ▇▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time May 30, 1975 ▇▇▇▇▇, ▇▇▇▇▇ Full-time May 30, 1975 ▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time May 30, 1975 ▇▇▇▇▇▇▇▇,▇▇▇▇▇ Full-time May 30, 1975 Kosanyi, Flo Full-time January 29, 1976 Roukieh, ▇▇▇▇▇▇ Full-time August 3, 1976 ▇▇▇▇, ▇▇▇▇▇ Full-time September 7, 1976 ▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time February 12, 1977 ▇▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time January 3, 1979 ▇▇▇▇▇, ▇▇▇▇▇▇ Full-time January 12, 1986 ▇▇▇▇▇, ▇▇▇▇▇▇▇ Full-time May 12, 1986 Ha, Alice Full-time June 28, 1988 ▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time June 28, 1988 ▇▇▇▇▇, ▇▇▇▇ Full-time September 24, 1989 ▇▇▇▇▇▇, ▇▇▇▇ Full-time November 20, 1994 ▇▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time November 20, 1994 Law, ▇▇▇▇▇▇ Full-time November 20, 1994 ▇▇▇▇▇▇▇▇, ▇▇▇ Full-time November 20, 1994 ▇▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time July 27, 1997 ▇▇▇▇▇, ▇▇▇▇▇▇ Full-time July 27, 1997 ▇▇▇▇▇▇▇, ▇▇▇▇▇▇ Part-time July 27, 1997 ▇▇▇▇▇, ▇▇▇▇ Part-time July 27, 1997 Aurelilo, ▇▇▇▇▇ Part-time November 23, 1997 ▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇ Part-time November 23, 1997 ▇▇▇▇▇, ▇▇▇▇▇▇ Part-time November 23, 1997 List of Existing Inserters that will be on the Restricted Duties List ▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ Part-time November 23, 1997 ▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ Part-time November 23, 1997 Verances, ▇▇▇ Part-time November 23, 1997 Tilochand, Nalini Part-time November 23, 1997 Femic, ▇▇▇▇▇▇▇ Part-time November 23, 1997 Sta ▇▇▇, ▇▇▇▇ Part-time November 23, 1997 ▇▇▇▇▇, ▇▇▇▇ Part-time November 23, 1997 ▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ Part-time November 23, 1997 ▇▇▇▇▇▇, ▇▇▇▇▇▇▇ Part-time November 23, 1997 ▇▇▇▇, ▇▇▇▇ Part-time December 6, 1998 ▇▇▇▇▇▇, ▇▇▇▇ Part-time September 8, 1997 ▇▇▇▇, ▇▇▇▇ Part-time July 17, 1993 ▇▇▇▇▇▇▇▇, ▇▇▇▇ Part-time September 18, 1993 Kathiravelu, Gunaselvam Part-time November 15, 1999 ▇▇▇▇▇▇▇, ▇▇▇▇▇▇ Part-time November 16, 1999 Bristlon, ▇▇▇▇▇▇▇ Part-time February 21, 2000 This list shall be reduced when the listed staff move off the Restricted List, move to another position within the Company or leave the Company, either by resignation, retirement or termination for any reason. Sincerely, ▇▇▇▇ ▇. ▇▇▇▇▇ Director of Labour Relations Toronto Star Newspapers Ltd. January 22, 2006 Mr. ▇▇▇ ▇▇▇▇▇▇▇▇ GCC/IBT c/o ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇ ▇▇▇ ▇▇▇ ▇▇. ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ GCC/IBT c/o ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇ ▇▇▇ ▇▇▇ Dear ▇▇. ▇▇▇▇▇▇▇▇ and ▇▇. ▇▇▇▇▇▇▇▇▇: Further to the Living Agreement negotiations in the fall of 2005, the Union raised concerns about the assignment of set-up functions and lead hand duties in the Mailing Room. This letter is intended to clarify the guidelines that the Company will apply in the assignment of the set–up function and lead hand duties in the Mailing Room. The Parties are agreed that all Mailers and all employees in the new Mailroom Operator classification, subject to skill, ability and aptitude, can be assigned to the set-up function and lead hand duties. The Parties are, however, agreed that in assigning the set-up function and lead hand duties, such assignments will be offered first to staff previously classified as full-time Mailers prior to the date of ratification who have the skill, aptitude and ability to perform these functions and who are available for the required shift. these functions may be made to any Mailroom Operator, so long as they are qualified. With respect to availability for the set-up function or lead hand duties, nothing in this letter requires the Employer to assign these functions in a manner that would trigger overtime. When employees on staff as of the date of ratification of the living agreement negotiations who do not perform the set- up function or new employees are to be trained for the set-up function or lead hand duties, the Company will use objective criteria to evaluate a person’s skill, ability and aptitude, including the completion of aptitude tests and consideration of the criteria set out in clause 804 of the collective agreement. For clarity, these aptitude tests may include, but are not limited to, a mechanical comprehension assessment, diagnostic and problem-solving aptitude assessment and basic skills assessment. In addition, candidates to be trained for set-up functions must be available for the shift required. Those employees on staff as of the date of ratification who are already trained in and performing the set- up function or lead hand duties shall not be subject to the testing of their skill, ability and aptitude to perform the functions. Sincerely, ▇▇▇▇ ▇. ▇▇▇▇▇ Director of Labour Relations Toronto Star Newspapers Ltd. If such employees are not available and/or do not have the skill, ability, aptitude to perform the set-up functions or lead hand duties, the assignment of January 22, 2006 Mr. ▇▇▇ ▇▇▇▇▇▇▇▇ GCC/IBT c/o ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇ ▇▇▇ ▇▇▇ ▇▇. ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ GCC/IBT c/o ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇ ▇▇▇ ▇▇▇ Dear ▇▇. ▇▇▇▇▇▇▇▇ and ▇▇. ▇▇▇▇▇▇▇▇▇: In the bargaining discussions held in the fall of 2005, pursuant to the Letter regarding a living agreement on building and sustaining the future for the ▇▇▇▇▇▇▇ Press Centre (the “Living Agreement Negotiations”), it was agreed that any employees hired after the date of ratification of the Living Agreement Memorandum would be hired into the new classification of Mailroom Operator. In the course of the discussions, the Union expressed concerns about the people on staff as of the date of ratification (the “existing staff”) and ensuring that in the event of a lay off, these existing staff were not negatively impacted before any new hires were negatively impacted. In recognition of this concern and in exchange for the Union’s agreement that from the date of ratification going forward there will exist only one classification “Mailroom Operator”, subject to the terms of this letter and the side letter addressing the protection of existing Inserters, the Company agrees that in the event of a lay off, and as required by the Collective Agreement, such lay off would be in order of priority. The Company further agrees that the existing staff that were classified as “Mailers” on the day prior to the date ratification and those that were classified as “Inserters” on the day prior to the date of ratification shall each be maintained on separate priority lists for each previously designated classification the purposes of lay off. In addition, the previously designated “Mailer” classification shall, for the purposes of a lay off only, continue to be treated as a higher rated classification than that of the previously designated “Inserter” classification, such that under the current Article 1502(b), a previously classified “Mailer” could bump an “Inserter”, provided he or she is competent to perform the available work and he or she has more total continuous Mailing Room service. The Company also commits that a previously classified “Mailer” or previously classified “Inserter” could, in the event of a lay off bump a classified Mailroom Operator, subject to priority and competency to perform the duties of the job. In addition, but subject to operational needs, the Company agrees that the separate priority lists for the previously designated “Mailers” and “Inserters” shall continue to be used for the purposes of shift selection and vacation scheduling. However, for all other purposes, there shall be one seniority list and one priority list of all employees in the Mailing Room and all such employees shall be classified as “Mailroom Operators”. For clarity, the Company will provide to the Union the priority lists for the previously designated Mailers and previously designated Inserters as of the day prior to the date of ratification of the Living Agreement Memorandum. I trust this addresses the Union’s concerns. Sincerely, ▇▇▇▇ ▇. ▇▇▇▇▇ Director of Labour Relations Toronto Star Newspapers Ltd. ▇▇▇▇▇▇▇▇, ▇▇▇ July 28, 1964 ▇▇▇▇▇, ▇▇▇▇ November 22, 1965 ▇▇▇▇▇▇▇, ▇▇▇▇▇▇ February 26, 1968 HOBE, Mati November 2, 1970 ▇▇▇▇▇, ▇▇▇▇▇ July 6, 1971 ▇▇▇▇▇▇▇▇, ▇▇▇ August 30, 1971 RUMBLE, ▇▇▇▇▇▇ September 17, 1971 ▇▇▇▇, ▇▇▇▇▇ September 29, 1971 ▇▇▇▇▇▇▇, ▇▇▇▇▇ November 29, 1982 ▇▇▇▇▇▇, ▇▇▇▇ November 30, 1982 ▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇ December 2, 1982 ▇▇▇▇▇▇▇, ▇▇▇▇ November 24, 1984 ▇▇▇▇▇, ▇▇▇▇ December 31, 1984 ▇▇▇▇, ▇▇▇▇ January 10, 1985 LINK, ▇▇▇▇ January 11, 1985 ▇▇▇▇▇, ▇▇▇▇ January 21, 1985 JUDGE, ▇▇▇▇ January 22, 1985 ▇▇▇▇▇▇▇▇, ▇▇▇▇ May 31, 1985 ▇▇▇▇▇▇, ▇▇▇▇ September 15, 1985 ▇▇▇▇▇▇▇, ▇▇▇▇ September 15, 1985 ▇▇▇▇▇, ▇▇▇▇ April 4, 1986 ▇▇▇▇▇, ▇▇▇ April 4, 1986 ▇▇▇▇▇▇, ▇▇▇ November 26, 1986 ▇▇▇▇▇▇, ▇▇▇▇▇ December 1, 1986 ▇▇▇▇▇▇, ▇▇▇▇ January 14, 1987 ▇▇▇▇▇▇▇, ▇▇▇ January 23, 1987 ▇▇▇▇▇, ▇▇▇▇▇ March 9, 1987 ▇▇▇, ▇▇▇▇▇▇ March 12, 1987 ▇▇▇▇▇▇▇▇, ▇▇▇ August 21, 1987 MONTEITH, ▇▇▇▇▇ ▇▇▇▇▇▇ 21, 1987 ▇▇▇▇▇▇▇▇▇, ▇▇▇▇ June 5, 1988 ▇▇▇▇▇▇▇▇▇, ▇▇▇▇ June 5, 1988 ▇▇▇▇▇, ▇▇▇▇ June 5, 1988 ▇▇▇▇▇, ▇▇▇▇▇▇▇ June 5, 1988 ▇▇▇▇▇, ▇▇▇▇▇ October 14, 1971 SMART, Colin November 1, 1971 ▇▇▇▇▇▇▇, ▇▇▇▇ November 5, 1971 ▇▇▇▇▇▇, ▇▇▇▇▇ July 23, 1979 ▇▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇ June 5, 1988 June 5, 1988 ▇▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇ December 13, 1981 ▇▇▇▇▇▇▇, ▇▇▇▇ December 13, ▇▇▇▇ ▇▇▇▇▇▇▇, ▇▇▇▇▇ December 13, 1981 ▇▇▇▇▇▇▇, ▇▇▇▇▇ December 13, 1981 ▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇ December 13, 1981 ▇▇▇▇▇▇▇▇, ▇▇▇▇ December 13, 1981 ▇▇▇▇▇▇▇, ▇▇▇▇ December 13, 1981 ▇▇▇▇▇▇, ▇▇▇▇ December 13, 1981 REPTON, ▇▇▇▇ December 13, 1981 ▇▇▇▇▇▇▇▇, ▇▇▇ December 13, 1981 ▇▇▇▇▇, ▇▇▇▇▇ December 21, 1981 ▇▇▇▇▇, ▇▇▇ December 26, 1981 ▇▇▇▇▇▇▇▇▇, ▇▇▇ December 28, 1981 ▇▇▇▇▇▇▇, ▇▇▇▇ ▇▇▇▇▇ 1, 1982 VILHENA, Phil November 22, 1982 ▇▇▇▇▇, ▇▇▇ November 23, 1982 ▇▇▇▇▇▇▇▇, ▇▇▇▇ November 24, 1982 KAFOUROS, ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ 25, 1982 ▇▇▇▇, ▇▇▇▇ June 5, 1988 ▇▇▇▇▇▇, ▇▇▇▇▇ June 5, 1988 ▇▇▇▇▇, ▇▇▇▇▇ June 5, 1988 ▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ June 8, 1988 ▇▇▇▇▇▇, ▇▇▇▇ June 14, 1988 ▇▇▇▇▇▇, ▇▇▇▇ June 16, 1988 ▇▇▇▇▇▇▇, ▇▇▇▇▇▇ August 29, 1988 HOLE, ▇▇▇▇ ▇▇▇▇▇▇ 29, 1988 ▇▇▇▇▇▇, ▇▇▇▇ February 26, 1989 ▇▇▇▇▇, ▇▇▇ February 26, 1989 ▇▇▇▇▇▇▇▇, ▇▇▇ March 26, ▇▇▇▇ ▇▇▇▇▇▇▇, ▇▇▇▇ March 26, 1989 ▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ March 26, 1989 ▇▇▇▇▇▇, ▇▇▇▇▇▇ March 26, 1989 DYSZLUK, Roman March 26, 1989 ▇▇▇▇▇▇▇▇,

Plan Maintenance. The Pension Plan will be maintained during the life of the Collective Agreement between the parties dated January 1, 2005 to December 31, 2011 2007 and will not be changed except as provided in paragraph 2 above, as it affects members of the various bargaining units without the agreement of the Union representing affected members. Yours truly, ▇▇▇▇ ▇. ▇▇▇▇▇ Director of Labour Relations Toronto Star Newspapers Ltd. March 24, 1998 Mr. ▇▇▇▇▇ ▇▇▇▇▇▇▇▇, President, Graphic Communications International Union Local 100M, ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇ # ▇▇, ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇▇, ▇▇▇ ▇▇▇. Dear ▇▇▇▇▇: The Star undertakes that there will be no charge for parking at the ▇▇▇▇▇▇▇ Press Centre. Yours truly, ▇▇▇▇▇▇ ▇. ▇▇▇▇ April 24, 2005 Mr. ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Graphic Communications Conference / International Brotherhood of Teamsters Local 100M ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇ #▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇ Dear ▇▇▇▇▇: This is to confirm our understanding that when an employee transfers from another Torstar-owned company to Toronto Star Newspapers Ltd., the Company will continue its practice of allowing service for the purposes of vacation, as well, the practice of not having to wait for commencement of benefits under the Company’s benefits plans. It is recognized that the Company may amend or change this practice at any time. Yours truly, ▇▇▇▇ ▇. ▇▇▇▇▇ Director of Labour Relations Toronto Star Newspapers Ltd. January 22During the course of the 2004/2005 negotiations both the Company and the Union have sought out ways to better understand, 2006 Mr. explore, and address the many challenges facing the Vaughan Plant now and into the future. Both the Company and the Union have identified several areas of interest concerning production costs, both in the absolute sense of a very challenging fixed labour cost base {e.g. current staffing obligations; selected wage rates; staffing and workplace flexibilities and building a platform to better attract, service, and sustain commercial work for both the current and future opportunities in this area. In the course of these discussions, the Company has also raised concerns in regards to the potential of the escalations of this same fixed labour cost base, which, in the view of Star management, needs to be addressed in order to help sustain ongoing competitiveness and build a platform for our future success. In light of these stated management concerns, the Parties have further identified several areas of potential interest for the Union membership related to the future demographic challenges; the impact of future technological change and related job security; an interest in a longer term strategy for the next collective agreement; an interest in a voluntary severance program (the VSP); and, seeking ways to address some of the stated morale concerns in light of the two-tier wage scheme currently in place in the pressroom. To ensure these issues are comprehensively and thoughtfully discussed, it is the intention and commitment of both Parties to meet extensively during the term of the next collective agreement - and well ahead of the next round negotiations - to undertake comprehensive discussions on these matters and build a plan, along with potential outcomes, to address such issues. These discussions will involve all areas of the Mailing Room, Press Room and Platemaking room of the Vaughan Plant. Should the Parties agree and recommend formal changes to the collective agreement; formal approval of any contract language must receive final approval of both the Director of Labour Relations and the Union President. However, from both parties perspectives, it is imperative to understand that no changes to the current collective agreement terms and conditions would be made without the expressed consent of both Parties. To ensure this initiative’s success the parties shall ensure that a full commitment is made to meet address these issues, and as such, will conduct its first joint meeting not later than June 30, 2005. In addition to other attendees, the Company and the Union shall ensure that senior officials will be present and representing both sides for all such meetings (including on the Company side, the V.P., Production and the Director of Labour Relations; and, on the Union side, the President and Executive Vice President of GCC/IBT Local-100M). The Company agrees to share the relevant Production Division demographic and financial material in order to assist the parties in this endeavour. Date: April 24, 2005 Brain ▇▇▇▇▇▇▇▇ & ▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇ President & Executive V.P. GCC / IBT Local 100-M ▇▇▇▇ ▇▇▇▇▇▇ V.P. Pressroom ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇ ▇▇▇ ▇▇▇ Dear ▇▇. ▇▇▇▇▇▇▇▇: In the bargaining discussion held in the fall of 2005, pursuant to the letter regarding a living agreement on building and sustaining the future for the ▇▇▇▇▇▇▇ Press Centre (the “Negotiations”), the Company agreed to introduce a voluntary separation program (“VSP”) for all Employees in the pressroom bargaining unit employed by the Company at the date of ratification of the Memorandum of The Company reserves the right to modify these dates as necessary. The Stage 2 VSP will be introduced on a date determined at the discretion of the company, which date shall be not later than December 31, 2011. The features of the Stage 1 VSP are set out in the attached document. The features of the Stage 2 VSP will be not less than these features. Yours sincerely, V.P. Mailroom ▇▇▇▇ ▇. ▇▇▇▇▇ Director of Labour Relations Toronto Star Newspapers Ltd. Agreement regarding the Negotiations (the “Memorandum”). The VSP shall be offered in two stages. The first shall be introduced following the ratification of the Memorandum. If the Memorandum of Agreement is ratified on or before January 10, 2006, the anticipated implementation schedule is: February 1, 2006 Offering to staff March 17, 2006 Application Deadline (6 weeks) March 31, 2006 Company Decision Making Period April 7, 2006 Approval Announced Up to Release Date June 30, 2006 (all employees to be released by this date) January 22, 2006 Mr. ▇▇▇ ▇▇▇▇▇▇▇▇ GCC/IBT c/o ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇ ▇▇▇ ▇▇▇ ▇▇. ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ GCC/IBT c/o ▇▇▇ ▇▇▇▇ ▇▇▇V.P. Production ▇▇▇ ▇▇▇▇▇ V.P. Finance ▇▇▇▇ ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇ ▇▇▇ ▇▇▇ Dear ▇▇. ▇▇▇▇▇▇▇▇ and ▇▇. ▇▇▇▇▇▇▇▇▇: In the bargaining discussions held in the fall of 2006, pursuant to the Letter regarding a living agreement on building and sustaining the future for the ▇▇▇▇▇▇▇ Press Centre (the “Living Agreement Negotiations”), it was agreed that certain employees (listed below) would not be required to perform the full range of the duties of the classification of Mailroom Operator. Instead, and subject to paragraph 2 below, these employees shall continue to perform the duties of the former classification of Inserter until the employee permanently leaves staff, and shall not be required to perform the full duties of the new Mailroom Operator classification. Should any of the employees wish to perform the full range of duties of a Mailroom Operator they can voluntarily elect to have their name removed from this letter, subject to their skill, ability and aptitude to do the full range of the duties on a trial opportunity of 6 months. In this situation, such a person must actually work in the Mailroom Operator classification for 6 months. During or before the end of the trial period, the employee can elect to return their name to this letter or, if the employee has not demonstrated the ability to perform the full range of duties of a Mailroom Operator, the Company can return the employee’s name to this letter. Alternatively, the Company is open to negotiating an option of an employee having a right to elect a VSP consistent with the terms of the Living Agreement VSP. Should an employee be unsuccessful in the trial period in the new classification, the Parties are agreed that he or she shall not be entitled to elect to move off Restricted Duties List and to the Mailroom Operator classification in the future. Furthermore, where the employee has been unsuccessful in the trial period in the Mailroom Operator classification, he or she shall retain their priority date (as set out below) when they return to the Restricted Duties List. In the event there is a dispute over whether an employee’s name should be on or returned to the list, the Company and the Union agree that Arbitrator Owen Shime (or his designate) shall be seized to deal with the issue and that his decision shall be final and binding. Except as set out in this letter, no other employees’ names will be added to this letter. Any individual hired to work in the mailing room on or after January 22, 2006 will be hired into the classification of Mailroom Operator. Those part-time employees listed below on the Restricted Duties List shall maintain a 21 hours per week guarantee and may work less than 7 hours shifts, subject to the parties concluding the limit on the number of shifts to be worked less than 7 hours per week by existing staff. The collective agreement terms, in particular clause 1707, will continue to apply in the case of recognized holidays and the 21 hours per week guarantee. Should an employee listed below move from the Restricted Duties List to the new Mailroom Operator classification permanently; he or she shall retain the same priority date, as set out below, on the priority list of the Mailroom Operators. Name Status as of Date of Ratification Priority Date ▇▇▇▇▇, ▇▇▇▇▇▇ Full-time May 30, 1975 ▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time May 30, 1975 ▇▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time May 30, 1975 ▇▇▇▇▇, ▇▇▇▇▇ Full-time May 30, 1975 ▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time May 30, 1975 ▇▇▇▇▇▇▇▇,▇▇▇▇▇ Full-time May 30, 1975 Kosanyi, Flo Full-time January 29, 1976 Roukieh, ▇▇▇▇▇▇ Full-time August 3, 1976 ▇▇▇▇, ▇▇▇▇▇ Full-time September 7, 1976 ▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time February 12, 1977 ▇▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time January 3, 1979 ▇▇▇▇▇, ▇▇▇▇▇▇ Full-time January 12, 1986 ▇▇▇▇▇, ▇▇▇▇▇▇▇ Full-time May 12, 1986 Ha, Alice Full-time June 28, 1988 ▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time June 28, 1988 ▇▇▇▇▇, ▇▇▇▇ Full-time September 24, 1989 ▇▇▇▇▇▇, ▇▇▇▇ Full-time November 20, 1994 ▇▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time November 20, 1994 Law, ▇▇▇▇▇▇ Full-time November 20, 1994 ▇▇▇▇▇▇▇▇, ▇▇▇ Full-time November 20, 1994 ▇▇▇▇▇▇▇▇, ▇▇▇▇▇ Full-time July 27, 1997 ▇▇▇▇▇, ▇▇▇▇▇▇ Full-time July 27, 1997 ▇▇▇▇▇▇▇, ▇▇▇▇▇▇ Part-time July 27, 1997 ▇▇▇▇▇, ▇▇▇▇ Part-time July 27, 1997 Aurelilo, ▇▇▇▇▇ Part-time November 23, 1997 ▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇ Part-time November 23, 1997 ▇▇▇▇▇, ▇▇▇▇▇▇ Part-time November 23, 1997 List of Existing Inserters that will be on the Restricted Duties List ▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ Part-time November 23, 1997 ▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ Part-time November 23, 1997 Verances, ▇▇▇ Part-time November 23, 1997 Tilochand, Nalini Part-time November 23, 1997 Femic, ▇▇▇▇▇▇▇ Part-time November 23, 1997 Sta ▇▇▇, ▇▇▇▇ Part-time November 23, 1997 ▇▇▇▇▇, ▇▇▇▇ Part-time November 23, 1997 ▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ Part-time November 23, 1997 ▇▇▇▇▇▇, ▇▇▇▇▇▇▇ Part-time November 23, 1997 ▇▇▇▇, ▇▇▇▇ Part-time December 6, 1998 ▇▇▇▇▇▇, ▇▇▇▇ Part-time September 8, 1997 ▇▇▇▇, ▇▇▇▇ Part-time July 17, 1993 ▇▇▇▇▇▇▇▇, ▇▇▇▇ Part-time September 18, 1993 Kathiravelu, Gunaselvam Part-time November 15, 1999 ▇▇▇▇▇▇▇, ▇▇▇▇▇▇ Part-time November 16, 1999 Bristlon, ▇▇▇▇▇▇▇ Part-time February 21, 2000 This list shall be reduced when the listed staff move off the Restricted List, move to another position within the Company or leave the Company, either by resignation, retirement or termination for any reason. Sincerely, ▇▇▇▇ ▇. ▇▇▇▇▇ Director of Labour Relations Toronto Star Newspapers Ltd. January 22, 2006 Mr. ▇▇▇ ▇▇▇▇▇▇▇▇ GCC/IBT c/o ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇ ▇▇▇ ▇▇▇ ▇▇. ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ GCC/IBT c/o ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇ ▇▇▇ ▇▇▇ Dear ▇▇. ▇▇▇▇▇▇▇▇ and ▇▇. ▇▇▇▇▇▇▇▇▇: Further to the Living Agreement negotiations in the fall of 2005, the Union raised concerns about the assignment of set-up functions and lead hand duties in the Mailing Room. This letter is intended to clarify the guidelines that the Company will apply in the assignment of the set–up function and lead hand duties in the Mailing Room. The Parties are agreed that all Mailers and all employees in the new Mailroom Operator classification, subject to skill, ability and aptitude, can be assigned to the set-up function and lead hand duties. The Parties are, however, agreed that in assigning the set-up function and lead hand duties, such assignments will be offered first to staff previously classified as full-time Mailers prior to the date of ratification who have the skill, aptitude and ability to perform these functions and who are available for the required shift. these functions may be made to any Mailroom Operator, so long as they are qualified. With respect to availability for the set-up function or lead hand duties, nothing in this letter requires the Employer to assign these functions in a manner that would trigger overtime. When employees on staff as of the date of ratification of the living agreement negotiations who do not perform the set- up function or new employees are to be trained for the set-up function or lead hand duties, the Company will use objective criteria to evaluate a person’s skill, ability and aptitude, including the completion of aptitude tests and consideration of the criteria set out in clause 804 of the collective agreement. For clarity, these aptitude tests may include, but are not limited to, a mechanical comprehension assessment, diagnostic and problem-solving aptitude assessment and basic skills assessment. In addition, candidates to be trained for set-up functions must be available for the shift required. Those employees on staff as of the date of ratification who are already trained in and performing the set- up function or lead hand duties shall not be subject to the testing of their skill, ability and aptitude to perform the functions. Sincerely, ▇▇▇▇ ▇. ▇▇▇▇▇ Director of Labour Relations Toronto Star Newspapers Ltd. If such employees are not available and/or do not have the skill, ability, aptitude to perform the set-up functions or lead hand duties, the assignment of January 22, 2006 Mr. ▇▇▇ ▇▇▇▇▇▇▇▇ GCC/IBT c/o ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇ ▇▇▇ ▇▇▇ ▇▇. ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ GCC/IBT c/o ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇ ▇▇▇ ▇▇▇ Dear ▇▇. ▇▇▇▇▇▇▇▇ and ▇▇. ▇▇▇▇▇▇▇▇▇: In the bargaining discussions held in the fall of 2005, pursuant to the Letter regarding a living agreement on building and sustaining the future for the ▇▇▇▇▇▇▇ Press Centre (the “Living Agreement Negotiations”), it was agreed that any employees hired after the date of ratification of the Living Agreement Memorandum would be hired into the new classification of Mailroom Operator. In the course of the discussions, the Union expressed concerns about the people on staff as of the date of ratification (the “existing staff”) and ensuring that in the event of a lay off, these existing staff were not negatively impacted before any new hires were negatively impacted. In recognition of this concern and in exchange for the Union’s agreement that from the date of ratification going forward there will exist only one classification “Mailroom Operator”, subject to the terms of this letter and the side letter addressing the protection of existing Inserters, the Company agrees that in the event of a lay off, and as required by the Collective Agreement, such lay off would be in order of priority. The Company further agrees that the existing staff that were classified as “Mailers” on the day prior to the date ratification and those that were classified as “Inserters” on the day prior to the date of ratification shall each be maintained on separate priority lists for each previously designated classification the purposes of lay off. In addition, the previously designated “Mailer” classification shall, for the purposes of a lay off only, continue to be treated as a higher rated classification than that of the previously designated “Inserter” classification, such that under the current Article 1502(b), a previously classified “Mailer” could bump an “Inserter”, provided he or she is competent to perform the available work and he or she has more total continuous Mailing Room service. The Company also commits that a previously classified “Mailer” or previously classified “Inserter” could, in the event of a lay off bump a classified Mailroom Operator, subject to priority and competency to perform the duties of the job. In addition, but subject to operational needs, the Company agrees that the separate priority lists for the previously designated “Mailers” and “Inserters” shall continue to be used for the purposes of shift selection and vacation scheduling. However, for all other purposes, there shall be one seniority list and one priority list of all employees in the Mailing Room and all such employees shall be classified as “Mailroom Operators”. For clarity, the Company will provide to the Union the priority lists for the previously designated Mailers and previously designated Inserters as of the day prior to the date of ratification of the Living Agreement Memorandum. I trust this addresses the Union’s concerns. Sincerely, ▇▇▇▇ ▇. ▇▇▇▇▇ Director of Labour Relations Toronto Star Newspapers Ltd. ▇▇▇▇▇▇▇▇, ▇▇▇ July 28, 1964 ▇▇▇▇▇, ▇▇▇▇ November 22, 1965 ▇▇▇▇▇▇▇, ▇▇▇▇▇▇ February 26, 1968 HOBE, Mati November 2, 1970 ▇▇▇▇▇, ▇▇▇▇▇ July 6, 1971 ▇▇▇▇▇▇▇▇, ▇▇▇ August 30, 1971 RUMBLE, ▇▇▇▇▇▇ September 17, 1971 ▇▇▇▇, ▇▇▇▇▇ September 29, 1971 ▇▇▇▇▇▇▇, ▇▇▇▇▇ November 29, 1982 ▇▇▇▇▇▇, ▇▇▇▇ November 30, 1982 ▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇ December 2, 1982 ▇▇▇▇▇▇▇, ▇▇▇▇ November 24, 1984 ▇▇▇▇▇, ▇▇▇▇ December 31, 1984 ▇▇▇▇, ▇▇▇▇ January 10, 1985 LINK, ▇▇▇▇ January 11, 1985 ▇▇▇▇▇, ▇▇▇▇ January 21, 1985 JUDGE, ▇▇▇▇ January 22, 1985 ▇▇▇▇▇▇▇▇, ▇▇▇▇ May 31, 1985 ▇▇▇▇▇▇, ▇▇▇▇ September 15, 1985 ▇▇▇▇▇▇▇, ▇▇▇▇ September 15, 1985 ▇▇▇▇▇, ▇▇▇▇ April 4, 1986 ▇▇▇▇▇, ▇▇▇ April 4, 1986 ▇▇▇▇▇▇, ▇▇▇ November 26, 1986 ▇▇▇▇▇▇, ▇▇▇▇▇ December 1, 1986 ▇▇▇▇▇▇, ▇▇▇▇ January 14, 1987 ▇▇▇▇▇▇▇, ▇▇▇ January 23, 1987 ▇▇▇▇▇, ▇▇▇▇▇ March 9, 1987 ▇▇▇, ▇▇▇▇▇▇ March 12, 1987 ▇▇▇▇▇▇▇▇, ▇▇▇ August 21, 1987 MONTEITH, ▇▇▇▇▇ ▇▇▇▇▇▇ 21, 1987 ▇▇▇▇▇▇▇▇▇, ▇▇▇▇ June 5, 1988 ▇▇▇▇▇▇▇▇▇, ▇▇▇▇ June 5, 1988 ▇▇▇▇▇, ▇▇▇▇ June 5, 1988 ▇▇▇▇▇, ▇▇▇▇▇▇▇ June 5, 1988 ▇▇▇▇▇, ▇▇▇▇▇ October 14, 1971 SMART, Colin November 1, 1971 ▇▇▇▇▇▇▇, ▇▇▇▇ November 5, 1971 ▇▇▇▇▇▇, ▇▇▇▇▇ July 23, 1979 ▇▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Manager of Labour Relations ▇▇▇, ▇▇▇▇▇▇ June 5, 1988 June 5, 1988 ▇▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇ December 13, 1981 ▇▇▇▇▇▇▇, ▇▇▇▇ December 13, ▇▇▇▇ ▇▇▇▇▇▇▇, ▇▇▇▇▇ December 13, 1981 ▇▇▇▇▇▇▇, ▇▇▇▇▇ December 13, 1981 ▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇ December 13, 1981 ▇▇▇▇▇▇▇▇, ▇▇▇▇ December 13, 1981 ▇▇▇▇▇▇▇, ▇▇▇▇ December 13, 1981 ▇▇▇▇▇▇, ▇▇▇▇ December 13, 1981 REPTON, ▇▇▇▇ December 13, 1981 ▇▇▇▇▇▇▇▇, ▇▇▇ December 13, 1981 ▇▇▇▇▇, ▇▇▇▇▇ December 21, 1981 ▇▇▇▇▇, ▇▇▇ December 26, 1981 ▇▇▇▇▇▇▇▇▇, ▇▇▇ December 28, 1981 ▇▇▇▇▇▇▇, ▇▇▇▇ ▇▇▇▇▇ 1, 1982 VILHENA, Phil November 22, 1982 ▇▇▇▇▇, ▇▇▇ November 23, 1982 ▇▇▇▇▇▇▇▇, ▇▇▇▇ November 24, 1982 KAFOUROS, ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ 25, 1982 ▇▇▇▇, ▇▇▇▇ June 5, 1988 ▇▇▇▇▇▇, ▇▇▇▇▇ June 5, 1988 ▇▇▇▇▇, ▇▇▇▇▇ June 5, 1988 ▇▇▇▇▇▇▇, ▇V.P. Platemaking A. Purpose of the Plan 1. To align employee compensation with business results; 2. To ▇▇▇▇▇▇ June 8, 1988 ▇▇▇▇▇▇, ▇▇▇▇ June 14, 1988 ▇▇▇▇▇▇, ▇▇▇▇ June 16, 1988 ▇▇▇▇▇▇▇, ▇▇▇▇▇▇ August 29, 1988 HOLE, ▇▇▇▇ ▇▇▇▇▇▇ 29, 1988 ▇▇▇▇▇▇, ▇▇▇▇ February 26, 1989 ▇▇▇▇▇, ▇▇▇ February 26, 1989 ▇▇▇▇▇▇▇▇, ▇▇▇ March 26, ▇▇▇▇ ▇▇▇▇▇▇▇, ▇▇▇▇ March 26, 1989 ▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ March 26, 1989 ▇▇▇▇▇▇, ▇▇▇▇▇▇ March 26, 1989 DYSZLUK, Roman March 26, 1989 ▇▇▇▇▇▇▇▇,employee interest in the financial performance of the business and to focus employees on business objectives; and 3. To improve the financial and operating performance of the Corporation. Eligible employees will have an opportunity to share in the Corporation’s profits on the terms and subject to the conditions specified herein.