Re: Women’s Advocate. The parties agree that female employees may sometimes need to discuss with another woman matters such as violence or abuse at home or at work. They may also need to find out about specialized resources in the community such as Counselors or women’s shelters to assist them in dealing with these and other issues. For this reason, the parties agree to recognize a female employee from the bargaining unit who will serve as a Women’s Advocate. The Union will be responsible to train and educate the Women’s Advocate, and the parties agree that the Women’s Advocate will act strictly as a referral agent and not a counselor. In addition, the Women’s Advocate will familiarize herself with the employers’ Employee and Family Assistance program and in each instance will provide the female employee with an Employee & Family Assistance Program pamphlet or information with respect to the EFAP program. The Women’s Advocate will be allowed reasonable time off work for the purpose of making a referral to a female employee who has requested immediate assistance. To conduct such business, the Women’s Advocate shall obtain permission from her Supervisor (or designate) before leaving her job or work area, and shall notify her Supervisor (or designate) upon her return. Such permission will not be unreasonably withheld. It is understood that the provision of such time is contingent on the Employers’ ability to maintain services and activities in the hospital. The local Union executive will develop appropriate communications to inform female employees about the referral role of the Women’s Advocate. The Advocate will be allowed to attend an annual training program as per the terms of Article 19.06 (d).

Re: Women’s Advocate. The Employer and the Union agree that female employees may sometimes need to discuss with another woman matters such as violence or abuse at home or workplace harassment. They may also need to find out about special resources in the community such as counsellors or women’s shelters to assist them in dealing with these or other issues. The parties agree to recognize Xxxxx Xxxxxxx who will serve in the role of the Women’s Advocate during the life of the Master Agreement. Xx Xxxxxxx’x role as Women’s Advocate will cover all of the work locations covered by the Master Agreement. The Women’s Advocate will participate in an annual two (2) day CAW training program for this activity. The Employer will be responsible for wages at the regular rate for the 2 day training, the training costs, the hotel accommodation and the Union will be responsible for per diem expenses and travel costs. The Women’s Advocate will meet with female members as required to discuss problems with them in a private area provided for confidentiality. The Woman’s Advocate will develop appropriate communication to inform female employees about the advocacy role. In demonstration of their mutual commitment to the role of the Women’s Advocate, the Employer and the Union agree that the employer’s representative will work closely with the Women’s Advocate, while always maintaining respect for issues of confidentiality. The employer representative will attend training with the Union’s Women’s Advocate. Yours truly, Xxxx Xxxxxxx General Manager Securitas Canada Limited Xx. Xxxxx Xxxxxx National Representative Canadian Auto Workers/TCA Canada 0000 Xxxxxxx Xxxxxx 0xx Xxxxx Xxxxxxx, Xxxxxxx X0X 0X0 Dear Xx. Xxxxxx: Re: Group RRSP This is to confirm that during the course of negotiating the renewal Master Agreement (April 1, 2009 – March 31, 2012), the employer agreed to establish a group registered retirement savings plan (“Group RRSP”) into which employees will be entitled to contribute personal amounts in accordance with the rules of the Group RRSP and the provisions of the Income Tax Act. Yours truly, Xxxx Xxxxxxx General Manager Securitas Canada Limited Temporary full time position To qualify the following must apply:

Re: Women’s Advocate. The Employer will provide an unpaid leave to one (1) employee per Home to participate in the CAW Women’s Advocate Training. However, any expenses to be assumed by the Union directly and/or through the Paid Educational Leave Program. DATED this day of , ON BEHALF OF THE EMPLOYER ON BEHALF OF THE UNION

Re: Women’s Advocate. The parties recognize a Women’s Advocate who shall be a female CAW Member, appointed by CAW local 3022, who can be called upon to meet with members from all CAW bargaining units who are experiencing domestic violence or abuse outside of the workplace. This appointed Women’s Advocate will sign a confidentiality agreement prior to assuming the role. Should the Women’s Advocate be an RPN, she will also be governed by the Standards of Practice of the College of Nurses of Ontario. The Hospital will provide a confidential phone extension for the female members of the CAW to use to contact the Women’s Advocate. The Women’s Advocate will assist the female CAW members by providing them with information to deal with their issues (i.e. refer to EAP, community resources etc.) For issues of violence that occur within the workplace, the Women’s Advocate will refer the female member of the Violence in the Workplace policy and process therein. The CAW Local 302 assumes all responsibility for the Women’s Advocate program.

Re: Women’s Advocate. The Employer will provide unpaid leave to one (1) employee per home to participate in Unifor Women’s Advocate training. However, any expenses to be assumed by the union directly and/or through the Paid Education Leave Program.

Re: Women’s Advocate. The parties agree that the subject of a Women’s Advocate is appropriate for local discussion at Labour Management Committee meetings. Signed at Thunder Bay, the 1st day of September, 2009. FOR THE HOSPITALS FOR THE UNION Xxxx Xxxxx Xxxx Xxxx Xxxxx Xxxxxxx Xxxxx Xxxxxxx Xxxxxxxx Xxxxxx Xxxxxx Xxxxxxx Xxxx Xxxxx Xxx Del Xxxxxx Xxxxxx Xxxxxxxxx Xxx Xxxxxxxxx Xxxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxxxxx Xxxx Xxxxxxxx Stephane St. Pierre Xxxxxx Xxxxxxxx Xxxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xxxxxxx Xxxxxx Xxxxxx Xxxxx Xxxxx Xxxxxx Xxxx Xxxx Xxxxx XxXxx Xxx Xxxxxx-Start Xxxx Xxxxxx Xxxxxxx Xxxxxx LOCAL PROVISIONS APPENDIX TABLE OF CONTENTS Local Provision Page ARTICLE L2 SCOPE AND RECOGNITION L-2 ARTICLE L3 MANAGEMENT RIGHTS ............................................................... L-2 ARTICLE L4 DEFINITIONS................................................................................. L-3 ARTICLE L5 BULLETIN BOARDS AND SENIORITY LISTS .............................. L-4 ARTICLE L9 UNION REPRESENTATION AND COMMITTEES......................... L-4 ARTICLE L13 SENIORITY .................................................................................... L-4 ARTICLE L19 LEAVES OF ABSENCE ................................................................. L-5 ARTICLE L20 HOURS OF WORK AND SCHEDULING ....................................... L-6 ARTICLE L24 PAID HOLIDAYS ............................................................................ L-8 ARTICLE L25 VACATION SCHEDULING............................................................. L-8 ARTICLE L27 MODIFIED WORK/ACCOMMODATION ........................................ X-0 XXXXXXX X00 XXXX ADMINISTRATION ............................................................. L-10 ARTICLE L31 GENERAL ...................................................................................... L-10 LOCAL LETTERS OF UNDERSTANDING ............................................................... L-11 PAY EQUITY AGREEMENT ..................................................................................... L-18 SCHEDULE “A” ....................................................................................................... L-19 PREAMBLE

Re: Women’s Advocate. The parties recognize that female employees may sometimes need to 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 community with these and other issues. For this reason the parties agree to recognize the role of women’s advocate in the workplace. The Women’s Advocate will be determined by the Union from amongst the female bargaining unit employees. The Advocate and/or Management will make themselves available to female employees as needed to discuss problems with them and access local services and supports as required. The name of the Advocate will be posted on the union bulletin board. The Employer agrees to provide access to a private office so that confidentiality can be maintained when a female employee is meeting with the Women’s Advocate. The Women’s Advocate will participate in an initial forty (40) hour training program organized by the CAW. BETWEEN: Page of LETTER OF UNDERSTANDING THE CORPORATION OF THE OF LONDON (DEARNESS SERVICES) and NATIONAL AUTOMOBILE, AEROSPACE, TRANSPORTATION AND GENERAL WORKERS UNION OF CANADA, LOCAL FULL-TIME AND PART-TIME SERVICE UNITS CANADA)

Re: Women’s Advocate. The parties recognize a Women’s Advocate who shall be a female CAW member, appointed by CAW Local 1106, who can be called upon to meet with members from all four CAW bargaining units who are experiencing domestic violence or abuse outside of the workplace. The appointed Women’s Advocate will sign a confidentiality agreement prior to assuming the role. Should the Women’s Advocate be an RPN, she will also be governed by the Standards of Practice of the College of Nurses. The Hospital will provide a confidential phone extension for the female members of the CAW to use to contact the Women’s Advocate. The Women’s Advocate will assist the female CAW members by providing them with information to deal with their issues (i.e. refer them to EAP, community resources, etc). For issues of violence that occur within the workplace, the Women’s Advocate will refer the female member of the Violence in the Workplace policy and the process outlined therein. The CAW Local 1106 assumes all responsibility for the Women’s Advocate program. DATED this day of , 2009. FOR THE HOSPITAL FOR THE UNION Letter of Understanding Between Grand River Hospital And CAW, Local 1106

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