Common use of STD (Short Term Disability) Claims Only Clause in Contracts

STD (Short Term Disability) Claims Only. In the event the claim denial is upheld at Step 1, the USW Vice President may appeal the decision in writing, giving reasons for the appeal, to the benefit carrier’s representative within 28 calendar days following receipt of the Step 1 decision to deny the claim. The claim will be reviewed by a committee comprised of an independent Team Leader, the Associate or Regional Claims Manager and, if necessary, a medical consultant. A written decision will be provided. In the event this committee maintains denial of the claim, the USW Vice President may request that the claim be referred to the Group Disability Resources Group for final appeal. This appeal must be made within 28 calendar days following receipt of the Step 1 decision to deny the claim. If the claim appeal is not settled at Step 1 for non-STD claims or Step 2 for STD claims, it may be referred to arbitration in accordance with Step 3 of the grievance procedure. In the event a claim is referred to arbitration, the employee will provide the parties with a signed waiver authorizing the release of all medical information relating to the claim and a complete copy of the file will be provided to the Company within 14 days of the arbitration referral being filed. In the event this information is not provided the matter will not be permitted to proceed to arbitration and will be considered as dropped. Yours Truly, Xxxx XxxXxxx Vice President, Operations I Agree: Xxxx Xxxxx Vice President/Financial Secretary-Treasurer TC Local 1976 USW Dated at Hamilton, Ontario this day of , 2009. APPENDIX “17” Transfer of Work Letter of Understanding between Canpar Transport L.P. (THE COMPANY) and TC LOCAL 1976 of the United Steelworkers (THE UNION) Regarding the transfer of work from one seniority Group, District or Region to another seniority Group, District or Region The purpose of this Agreement is to provide a process for the smooth and efficient transfer of work. When it becomes necessary for the Company to abolish one or more positions from one seniority group and transfer the work to another seniority group, the following process will be put in place: • The position to be transferred will be abolished in accordance with article 5.3 of the Collective Agreement • Co-incidental with the abolishment of a position in one seniority group, the Company will establish a new position in the receiving seniority group, in accordance with article 5.2 of the Collective Agreement • The position will be awarded in the following order: o the incumbent of the abolished position o the senior applicant holding a permanent position in the affected seniority group o the senior applicant from the receiving seniority group • An employee exercising rights under this Letter of Understanding will transfer with full seniority and will continue to accumulate seniority in his former group. He may, however, return to his former group to any permanent vacancy for which he is qualified and senior, providing such vacancy occurs within one year from date of transfer • The allocation of unused annual vacation for employees transferring from one group to another will be subject to discussion between the Management of the new offices and the Local Chairperson. Should the foregoing accurately reflect your understanding of this matter, please indicate your concurrence in the space provided below. Signed at Toronto on January 10, 2007 FOR THE COMPANY: FOR THE UNION: Xxxx XxxXxxx Xxxxx Xxxxx Vice-President, Operations Vice-President, FST Appendix “18” TERMINAL PROFITABILITY October 2, 2009 TERMINAL PROFITABILITY Following the conclusion of a Memorandum of Settlement the parties agree to establish a Joint Committee composed of representatives of the Company and the Union which is mandated to review instances of terminal profitability. Issues to be discussed but not limited to are: o Job Sharing - E.I. - own o Part-time classification o Progressive pension o Reduced work week (3x12) o Reduce work day o Compress work week o More 10 hour days o Process to Address – non profitable terminals o Owner-Operator concept o Convert inter-line FOR THE COMPANY: FOR THE UNION: Xxxx XxxXxxx Xxxxx Xxxxx Vice-President, Operations Vice-President, FST Appendix “19” Warehouse “A” Positions Letter of Understanding regarding Warehouse “A” Positions October 2, 2009 Xx. Xxxx Xxxxx USW 1976 Dear Xxxx, Further to Article 4.2.4 and Warehouse A positions. The Company bulletins Warehouse A positions for those positions which requires specific knowledge and training and the same person performing the work on a daily basis. For example: the company requires the same person to load delivery trucks in the preload operation on a daily basis to ensure the freight is sorted into the vehicle in a specific manner. That position would be bulletined as a Warehouse A position. In the same operation we require employees to unload the trailer every day, however, it does not have to be the same person. It very well might be the same person but from the Company’s perspective it could be any employee. This function would not require a Warehouse A bulletin. I understand there is some concern that there may be some positions that should be bulletined as Warehouse A and currently are not bulletined. The Company commits that within 90 days of ratification we will review any such positions that are brought forward to the Company and bulletins will be posted where appropriate. Xxxx XxxXxxx Vice President, Operations Appendix “20” Joint Committee October 2, 2009 Following the conclusion of a Memorandum of Settlement, the parties agree to establish a Joint Committee composed of representatives of the Company and the Union which is mandated to review and implement a progressive retirement program, within 90 days of implementation. The intent of progressive retirement is to permit employees who are eligible to retire, to reduce their work week in preparation for retirement. Details concerning how progressive retirement would be developed will be addressed but not limited to are: o Review and understanding the legislation o Number of opportunities o Eligibility to apply o Phase and duration (reduced work week) o Application and award process o Payment o Benefits o Pension o Annual Vacation o Statutory or General Holidays o Job reduction FOR THE COMPANY: FOR THE UNION: Xxxx XxxXxxx Xxxxx Xxxxx Vice-President, Operations Vice-President, FST Appendix “21” March 15, 2012 Xx. Xxxx Xxxxx Vice President & Secretary Treasurer

STD (Short Term Disability) Claims Only. In the event the claim denial is upheld at Step 1, the USW Vice President may appeal the decision in writing, giving reasons for the appeal, to the benefit carrier’s representative within 28 calendar days following receipt of the Step 1 decision to deny the claim. The claim will be reviewed by a committee comprised of an independent Team Leader, the Associate or Regional Claims Manager and, if necessary, a medical consultant. A written decision will be provided. In the event this committee maintains denial of the claim, the USW Vice President may request that the claim be referred to the Group Disability Resources Group for final appeal. This appeal must be made within 28 calendar days following receipt of the Step 1 decision to deny the claim. If the claim appeal is not settled at Step 1 for non-STD claims or Step 2 for STD claims, it may be referred to arbitration in accordance with Step 3 of the grievance procedure. In the event a claim is referred to arbitration, the employee will provide the parties with a signed waiver authorizing the release of all medical information relating to the claim and a complete copy of the file will be provided to the Company within 14 days of the arbitration referral being filed. In the event this information is not provided the matter will not be permitted to proceed to arbitration and will be considered as dropped. Yours Truly, Xxxx XxxXxxx Vice President, Operations I Agree: Xxxx Xxxxx Vice President/Financial Secretary-Treasurer TC Local 1976 USW Dated at Hamilton, Ontario this day of _, 2009. APPENDIX “1723” Transfer of Work TRANSFER OF WORK Letter of Understanding between Canpar Transport L.P. (THE COMPANY) and TC LOCAL 1976 of the United Steelworkers (THE UNION) Regarding the transfer of work from one seniority Group, District or Region to another seniority Group, District or Region The purpose of this Agreement is to provide a process for the smooth and efficient transfer of work. When it becomes necessary for the Company to abolish one or more positions from one seniority group and transfer the work to another seniority group, the following process will be put in place: • The position to be transferred will be abolished in accordance with article 5.3 of the Collective Agreement • Co-incidental with the abolishment of a position in one seniority group, the Company will establish a new position in the receiving seniority group, in accordance with article 5.2 of the Collective Agreement • The position will be awarded in the following order: o the incumbent of the abolished position o the senior applicant holding a permanent position in the affected seniority group o the senior applicant from the receiving seniority group • An employee exercising rights under this Letter of Understanding will transfer with full seniority and will continue to accumulate seniority in his former group. He may, however, return to his former group to any permanent vacancy for which he is qualified and senior, providing such vacancy occurs within one year from date of transfer • The allocation of unused annual vacation for employees transferring from one group to another will be subject to discussion between the Management of the new offices and the Local Chairperson. Should the foregoing accurately reflect your understanding of this matter, please indicate your concurrence in the space provided below. Signed at Toronto on January 10, 2007 FOR THE COMPANY: FOR THE UNION: Xxxx XxxXxxx Xxxxx Xxxxx Vice-President, Operations Vice-President, FST Appendix APPENDIX “1824” TERMINAL PROFITABILITY October 2, 2009 TERMINAL PROFITABILITY Following the conclusion of a Memorandum of Settlement the parties agree to establish a Joint Committee composed of representatives of the Company and the Union which is mandated to review instances of terminal profitability. Issues to be discussed but not limited to are: o Job Sharing - E.I. - own o Part-time classification o Progressive pension o Reduced work week (3x12) o Reduce work day o Compress work week o More 10 hour days o Process to Address – non profitable terminals o Owner-Operator concept o Convert inter-line FOR THE COMPANY: FOR THE UNION: Xxxx XxxXxxx Xxxxx Xxxxx Vice-President, Operations Vice-President, FST Appendix APPENDIX “1925” Warehouse “WAREHOUSE «A” Positions » POSITIONS Letter of Understanding regarding Warehouse “A” Positions October 2, 2009 Xx. Xxxx Xxxxx USW 1976 Dear Xxxx, Further to Article 4.2.4 and Warehouse A positions. The Company bulletins Warehouse A positions for those positions which requires specific knowledge and training and the same person performing the work on a daily basis. For example: the company requires the same person to load delivery trucks in the preload operation on a daily basis to ensure the freight is sorted into the vehicle in a specific manner. That position would be bulletined as a Warehouse A position. In the same operation we require employees to unload the trailer every day, however, it does not have to be the same person. It very well might be the same person but from the Company’s perspective it could be any employee. This function would not require a Warehouse A bulletin. I understand there is some concern that there may be some positions that should be bulletined as Warehouse A and currently are not bulletined. The Company commits that within 90 days of ratification we will review any such positions that are brought forward to the Company and bulletins will be posted where appropriate. Xxxx XxxXxxx Vice President, Operations Appendix APPENDIX “2026” Joint Committee ESTABLISHMENT OF RBO COMMITTEES Letter of Understanding Regarding the Establishment of RBO Committees October 2, 2009 Xx. Xxxx Xxxxx Vice President/Financial Secretary-Treasurer TC Local 1976 USW 0000 Xxxxxx Xxxxxx East Xxxxxxxx, ON L8L 3E3 Further to our discussions during the recent negotiations regarding the concerns raised by the Union relating to morale and relationship issues between employees and management at the Montreal and Ottawa terminals, the parties commit that within 60 days following ratification of the Memorandum of Settlement, the parties will request the assistance of the office of Federal Mediation and Conciliation Services to assist in the establishment of Relationship by Objective committees at these locations and to provide the necessary training of committee member in the proper use of that process in resolving differences. Yours Truly, Xxxx XxxXxxx Vice President, Operations APPENDIX “27” FEASIBILITY OF 10H/DAY, 4 DAYS A WEEK October 2, 2009 Letter concerning the feasibility of 10hr/day, 4 day a week operations. Within 90 days of the ratification of the Collective Agreement to be effective November 1,2009 the Company and the Union agree to establish a committee to review operations where the implementation of 10 hr days/4 day weeks is feasible. APPENDIX “28” JOINT COMMITTEE October 2, 2009 Following the conclusion of a Memorandum of Settlement, the parties agree to establish a Joint Committee composed of representatives of the Company and the Union which is mandated to review and implement a progressive retirement program, within 90 days of implementation. The intent of progressive retirement is to permit employees who are eligible to retire, to reduce their work week in preparation for retirement. Details concerning how progressive retirement would be developed will be addressed but not limited to are: o Review and understanding the legislation o Number of opportunities o Eligibility to apply o Phase and duration (reduced work week) o Application and award process o Payment o Benefits o Pension o Annual Vacation o Statutory or General Holidays o Job reduction FOR THE COMPANY: FOR THE UNION: Xxxx XxxXxxx Xxxxx Xxxxx Vice-President, Operations Vice-President, FST Appendix APPENDIX “2129” TERMINAL CLOSURES March 15, 2012 Xx. Xxxx Xxxxx Xxxxx‌ Vice President & Secretary Treasurer

STD (Short Term Disability) Claims Only. In the event the claim denial is upheld at Step 1, the USW Vice President may appeal the decision in writing, giving reasons for the appeal, to the benefit carrier’s representative within 28 calendar days following receipt of the Step 1 decision to deny the claim. The claim will be reviewed by a committee comprised of an independent Team Leader, the Associate or Regional Claims Manager and, if necessary, a medical consultant. A written decision will be provided. In the event this committee maintains denial of the claim, the USW Vice President may request that the claim be referred to the Group Disability Resources Group for final appeal. This appeal must be made within 28 calendar days following receipt of the Step 1 decision to deny the claim. If the claim appeal is not settled at Step 1 for non-STD claims or Step 2 for STD claims, it may be referred to arbitration in accordance with Step 3 of the grievance procedure. In the event a claim is referred to arbitration, the employee will provide the parties with a signed waiver authorizing the release of all medical information relating to the claim and a complete copy of the file will be provided to the Company within 14 days of the arbitration referral being filed. In the event this information is not provided the matter will not be permitted to proceed to arbitration and will be considered as dropped. Yours Truly, Xxxx XxxXxxx Vice President, Operations I Agree: Xxxx Xxxxx Vice President/Financial Secretary-Treasurer TC Local 1976 USW Dated at Hamilton, Ontario this ___ day of , 2009. APPENDIX “1723” Transfer of Work Letter of Understanding between Canpar Transport L.P. (THE COMPANY) and TC LOCAL 1976 of the United Steelworkers (THE UNION) Regarding the transfer of work from one seniority Group, District or Region to another seniority Group, District or Region The purpose of this Agreement is to provide a process for the smooth and efficient transfer of work. When it becomes necessary for the Company to abolish one or more positions from one seniority group and transfer the work to another seniority group, the following process will be put in place: • The position to be transferred will be abolished in accordance with article 5.3 of the Collective Agreement • Co-incidental with the abolishment of a position in one seniority group, the Company will establish a new position in the receiving seniority group, in accordance with article 5.2 of the Collective Agreement • The position will be awarded in the following order: o the incumbent of the abolished position o the senior applicant holding a permanent position in the affected seniority group o the senior applicant from the receiving seniority group • An employee exercising rights under this Letter of Understanding will transfer with full seniority and will continue to accumulate seniority in his former group. He may, however, return to his former group to any permanent vacancy for which he is qualified and senior, providing such vacancy occurs within one year from date of transfer • The allocation of unused annual vacation for employees transferring from one group to another will be subject to discussion between the Management of the new offices and the Local Chairperson. Should the foregoing accurately reflect your understanding of this matter, please indicate your concurrence in the space provided below. Signed at Toronto on January 10, 2007 FOR THE COMPANY: FOR THE UNION: Xxxx XxxXxxx Xxxxx Xxxxx Vice-President, Operations Vice-President, FST Appendix “1824” TERMINAL PROFITABILITY October 2, 2009 TERMINAL PROFITABILITY Following the conclusion of a Memorandum of Settlement the parties agree to establish a Joint Committee composed of representatives of the Company and the Union which is mandated to review instances of terminal profitability. Issues to be discussed but not limited to are: o Job Sharing - E.I. - own o Part-time classification o Progressive pension o Reduced work week (3x12) o Reduce work day o Compress work week o More 10 hour days o Process to Address – non profitable terminals o Owner-Operator concept o Convert inter-line FOR THE COMPANY: FOR THE UNION: Xxxx XxxXxxx Xxxxx Xxxxx Vice-President, Operations Vice-President, FST Appendix “1925” Warehouse “A” Positions Letter of Understanding regarding Warehouse “A” Positions October 2, 2009 Xx. Xxxx Xxxxx USW 1976 Dear Xxxx, Further to Article 4.2.4 and Warehouse A positions. The Company bulletins Warehouse A positions for those positions which requires specific knowledge and training and the same person performing the work on a daily basis. For example: the company requires the same person to load delivery trucks in the preload operation on a daily basis to ensure the freight is sorted into the vehicle in a specific manner. That position would be bulletined as a Warehouse A position. In the same operation we require employees to unload the trailer every day, however, it does not have to be the same person. It very well might be the same person but from the Company’s perspective it could be any employee. This function would not require a Warehouse A bulletin. I understand there is some concern that there may be some positions that should be bulletined as Warehouse A and currently are not bulletined. The Company commits that within 90 days of ratification we will review any such positions that are brought forward to the Company and bulletins will be posted where appropriate. Xxxx XxxXxxx Vice President, Operations Appendix “2026” Joint Committee Letter of Understanding Regarding the Establishment of RBO Committees October 2, 2009 Xx. Xxxx Xxxxx Vice President/Financial Secretary-Treasurer TC Local 1976 USW 0000 Xxxxxx Xxxxxx East Hamilton, ON L8L 3E3 Further to our discussions during the recent negotiations regarding the concerns raised by the Union relating to morale and relationship issues between employees and management at the Montreal and Ottawa terminals, the parties commit that within 60 days following ratification of the Memorandum of Settlement, the parties will request the assistance of the office of Federal Mediation and Conciliation Services to assist in the establishment of Relationship by Objective committees at these locations and to provide the necessary training of committee member in the proper use of that process in resolving differences. Yours Truly, Xxxx XxxXxxx Vice President, Operations Appendix “27” October 2, 2009 Letter concerning the feasibility of 10hr/day, 4 day a week operations. Within 90 days of the ratification of the Collective Agreement to be effective November 1,2009 the Company and the Union agree to establish a committee to review operations where the implementation of 10 hr days/4 day weeks is feasible. Appendix “28” October 2, 2009 Following the conclusion of a Memorandum of Settlement, the parties agree to establish a Joint Committee composed of representatives of the Company and the Union which is mandated to review and implement a progressive retirement program, within 90 days of implementation. The intent of progressive retirement is to permit employees who are eligible to retire, to reduce their work week in preparation for retirement. Details concerning how progressive retirement would be developed will be addressed but not limited to are: o Review and understanding the legislation o Number of opportunities o Eligibility to apply o Phase and duration (reduced work week) o Application and award process o Payment o Benefits o Pension o Annual Vacation o Statutory or General Holidays o Job reduction FOR THE COMPANY: FOR THE UNION: Xxxx XxxXxxx Xxxxx Xxxxx Vice-President, Operations Vice-President, FST Appendix “2129” March 15, 2012 Xx. Xxxx Xxxxx Vice President & Secretary Treasurer

STD (Short Term Disability) Claims Only. In the event the claim denial is upheld at Step 1, the USW Vice President may appeal the decision in writing, giving reasons for the appeal, to the benefit carrier’s representative within 28 calendar days following receipt of the Step 1 decision to deny the claim. The claim will be reviewed by a committee comprised of an independent Team Leader, the Associate or Regional Claims Manager and, if necessary, a medical consultant. A written decision will be provided. In the event this committee maintains denial of the claim, the USW Vice President may request that the claim be referred to the Group Disability Resources Group for final appeal. This appeal must be made within 28 calendar days following receipt of the Step 1 decision to deny the claim. If the claim appeal is not settled at Step 1 for non-STD claims or Step 2 for STD claims, it may be referred to arbitration in accordance with Step 3 of the grievance procedure. In the event a claim is referred to arbitration, the employee will provide the parties with a signed waiver authorizing the release of all medical information relating to the claim and a complete copy of the file will be provided to the Company within 14 days of the arbitration referral being filed. In the event this information is not provided the matter will not be permitted to proceed to arbitration and will be considered as dropped. Yours Truly, Xxxx XxxXxxx Vice President, Operations I Agree: Xxxx Xxxxx Vice President/Financial Secretary-Treasurer TC Local 1976 USW Dated at Hamilton, Ontario this day of _, 2009. APPENDIX “1723” Transfer of Work TRANSFER OF WORK Letter of Understanding between Canpar Transport L.P. (THE COMPANY) and TC LOCAL 1976 of the United Steelworkers (THE UNION) Regarding the transfer of work from one seniority Group, District or Region to another seniority Group, District or Region The purpose of this Agreement is to provide a process for the smooth and efficient transfer of work. When it becomes necessary for the Company to abolish one or more positions from one seniority group and transfer the work to another seniority group, the following process will be put in place: • The position to be transferred will be abolished in accordance with article 5.3 of the Collective Agreement • Co-incidental with the abolishment of a position in one seniority group, the Company will establish a new position in the receiving seniority group, in accordance with article 5.2 of the Collective Agreement • The position will be awarded in the following order: o the incumbent of the abolished position o the senior applicant holding a permanent position in the affected seniority group o the senior applicant from the receiving seniority group • An employee exercising rights under this Letter of Understanding will transfer with full seniority and will continue to accumulate seniority in his former group. He may, however, return to his former group to any permanent vacancy for which he is qualified and senior, providing such vacancy occurs within one year from date of transfer • The allocation of unused annual vacation for employees transferring from one group to another will be subject to discussion between the Management of the new offices and the Local Chairperson. Should the foregoing accurately reflect your understanding of this matter, please indicate your concurrence in the space provided below. Signed at Toronto on January 10, 2007 FOR THE COMPANY: FOR THE UNION: Xxxx XxxXxxx Xxxxx Xxxxx Vice-President, Operations Vice-President, FST Appendix APPENDIX “1824” TERMINAL PROFITABILITY October 2, 2009 TERMINAL PROFITABILITY Following the conclusion of a Memorandum of Settlement the parties agree to establish a Joint Committee composed of representatives of the Company and the Union which is mandated to review instances of terminal profitability. Issues to be discussed but not limited to are: o Job Sharing - E.I. - own o Part-time classification o Progressive pension o Reduced work week (3x12) o Reduce work day o Compress work week o More 10 hour days o Process to Address – non profitable terminals o Owner-Operator concept o Convert inter-line FOR THE COMPANY: FOR THE UNION: Xxxx XxxXxxx Xxxxx Xxxxx Vice-President, Operations Vice-President, FST Appendix APPENDIX “1925” Warehouse “WAREHOUSE «A” Positions » POSITIONS Letter of Understanding regarding Warehouse “A” Positions October 2, 2009 Xx. Xxxx Xxxxx USW 1976 Dear Xxxx, Further to Article 4.2.4 and Warehouse A positions. The Company bulletins Warehouse A positions for those positions which requires specific knowledge and training and the same person performing the work on a daily basis. For example: the company requires the same person to load delivery trucks in the preload operation on a daily basis to ensure the freight is sorted into the vehicle in a specific manner. That position would be bulletined as a Warehouse A position. In the same operation we require employees to unload the trailer every day, however, it does not have to be the same person. It very well might be the same person but from the Company’s perspective it could be any employee. This function would not require a Warehouse A bulletin. I understand there is some concern that there may be some positions that should be bulletined as Warehouse A and currently are not bulletined. The Company commits that within 90 days of ratification we will review any such positions that are brought forward to the Company and bulletins will be posted where appropriate. Xxxx XxxXxxx Vice President, Operations Appendix APPENDIX “2026” Joint Committee ESTABLISHMENT OF RBO COMMITTEES Letter of Understanding Regarding the Establishment of RBO Committees October 2, 2009 Xx. Xxxx Xxxxx Vice President/Financial Secretary-Treasurer TC Local 1976 USW 0000 Xxxxxx Xxxxxx East Hamilton, ON L8L 3E3 Further to our discussions during the recent negotiations regarding the concerns raised by the Union relating to morale and relationship issues between employees and management at the Montreal and Ottawa terminals, the parties commit that within 60 days following ratification of the Memorandum of Settlement, the parties will request the assistance of the office of Federal Mediation and Conciliation Services to assist in the establishment of Relationship by Objective committees at these locations and to provide the necessary training of committee member in the proper use of that process in resolving differences. Yours Truly, Xxxx XxxXxxx Vice President, Operations APPENDIX “27” FEASIBILITY OF 10H/DAY, 4 DAYS A WEEK October 2, 2009 Letter concerning the feasibility of 10hr/day, 4 day a week operations. Within 90 days of the ratification of the Collective Agreement to be effective November 1,2009 the Company and the Union agree to establish a committee to review operations where the implementation of 10 hr days/4 day weeks is feasible. APPENDIX “28” JOINT COMMITTEE October 2, 2009 Following the conclusion of a Memorandum of Settlement, the parties agree to establish a Joint Committee composed of representatives of the Company and the Union which is mandated to review and implement a progressive retirement program, within 90 days of implementation. The intent of progressive retirement is to permit employees who are eligible to retire, to reduce their work week in preparation for retirement. Details concerning how progressive retirement would be developed will be addressed but not limited to are: o Review and understanding the legislation o Number of opportunities o Eligibility to apply o Phase and duration (reduced work week) o Application and award process o Payment o Benefits o Pension o Annual Vacation o Statutory or General Holidays o Job reduction FOR THE COMPANY: FOR THE UNION: Xxxx XxxXxxx Xxxxx Xxxxx Vice-President, Operations Vice-President, FST Appendix APPENDIX “2129” TERMINAL CLOSURES March 15, 2012 Xx. Xxxx Xxxxx Xxxxx‌ Vice President & Secretary Treasurer

STD (Short Term Disability) Claims Only. In the event the claim denial is upheld at Step 1, the USW Vice President may appeal the decision in writing, giving reasons for the appeal, to the benefit carrier’s representative within 28 calendar days following receipt of the Step 1 decision to deny the claim. The claim will be reviewed by a committee comprised of an independent Team Leader, the Associate or Regional Claims Manager and, if necessary, a medical consultant. A written decision will be provided. In the event this committee maintains denial of the claim, the USW Vice President may request that the claim be referred to the Group Disability Resources Group for final appeal. This appeal must be made within 28 calendar days following receipt of the Step 1 decision to deny the claim. If the claim appeal is not settled at Step 1 for non-STD claims or Step 2 for STD claims, it may be referred to arbitration in accordance with Step 3 of the grievance procedure. In the event a claim is referred to arbitration, the employee will provide the parties with a signed waiver authorizing the release of all medical information relating to the claim and a complete copy of the file will be provided to the Company within 14 days of the arbitration referral being filed. In the event this information is not provided the matter will not be permitted to proceed to arbitration and will be considered as dropped. Yours Truly, Xxxx XxxXxxx Vice President, Operations I Agree: Xxxx Xxxxx Vice President/Financial Secretary-Treasurer TC Local 1976 USW Dated at Hamilton, Ontario this day of , 2009. APPENDIX “1723” Transfer of Work Letter of Understanding between Canpar Transport L.P. (THE COMPANY) and TC LOCAL 1976 of the United Steelworkers (THE UNION) Regarding the transfer of work from one seniority Group, District or Region to another seniority Group, District or Region The purpose of this Agreement is to provide a process for the smooth and efficient transfer of work. When it becomes necessary for the Company to abolish one or more positions from one seniority group and transfer the work to another seniority group, the following process will be put in place: •  The position to be transferred will be abolished in accordance with article 5.3 of the Collective Agreement •  Co-incidental with the abolishment of a position in one seniority group, the Company will establish a new position in the receiving seniority group, in accordance with article 5.2 of the Collective Agreement •  The position will be awarded in the following order: o the incumbent of the abolished position o the senior applicant holding a permanent position in the affected seniority group o the senior applicant from the receiving seniority group •  An employee exercising rights under this Letter of Understanding will transfer with full seniority and will continue to accumulate seniority in his former group. He may, however, return to his former group to any permanent vacancy for which he is qualified and senior, providing such vacancy occurs within one year from date of transfer •  The allocation of unused annual vacation for employees transferring from one group to another will be subject to discussion between the Management of the new offices and the Local Chairperson. Should the foregoing accurately reflect your understanding of this matter, please indicate your concurrence in the space provided below. Signed at Toronto on January 10, 2007 FOR THE COMPANY: FOR THE UNION: Xxxx XxxXxxx Xxxxx Xxxxx Vice-President, Operations Vice-President, FST Appendix “1824” TERMINAL PROFITABILITY October 2, 2009 TERMINAL PROFITABILITY Following the conclusion of a Memorandum of Settlement the parties agree to establish a Joint Committee composed of representatives of the Company and the Union which is mandated to review instances of terminal profitability. Issues to be discussed but not limited to are: o Job Sharing - E.I. - own o Part-time classification o Progressive pension o Reduced work week (3x12) o Reduce work day o Compress work week o More 10 hour days o Process to Address – non profitable terminals o Owner-Operator concept o Convert inter-line FOR THE COMPANY: FOR THE UNION: Xxxx XxxXxxx Xxxxx Xxxxx Vice-President, Operations Vice-President, FST Appendix “1925” Warehouse “A” Positions Letter of Understanding regarding Warehouse “A” Positions October 2, 2009 Xx. Xxxx Xxxxx USW 1976 Dear Xxxx, Further to Article 4.2.4 and Warehouse A positions. The Company bulletins Warehouse A positions for those positions which requires specific knowledge and training and the same person performing the work on a daily basis. For example: the company requires the same person to load delivery trucks in the preload operation on a daily basis to ensure the freight is sorted into the vehicle in a specific manner. That position would be bulletined as a Warehouse A position. In the same operation we require employees to unload the trailer every day, however, it does not have to be the same person. It very well might be the same person but from the Company’s perspective it could be any employee. This function would not require a Warehouse A bulletin. I understand there is some concern that there may be some positions that should be bulletined as Warehouse A and currently are not bulletined. The Company commits that within 90 days of ratification we will review any such positions that are brought forward to the Company and bulletins will be posted where appropriate. Xxxx XxxXxxx Vice President, Operations Appendix “2026” Joint Committee Letter of Understanding Regarding the Establishment of RBO Committees October 2, 2009 Xx. Xxxx Xxxxx Vice President/Financial Secretary-Treasurer TC Local 1976 USW 0000 Xxxxxx Xxxxxx East Xxxxxxxx, ON L8L 3E3 Further to our discussions during the recent negotiations regarding the concerns raised by the Union relating to morale and relationship issues between employees and management at the Montreal and Ottawa terminals, the parties commit that within 60 days following ratification of the Memorandum of Settlement, the parties will request the assistance of the office of Federal Mediation and Conciliation Services to assist in the establishment of Relationship by Objective committees at these locations and to provide the necessary training of committee member in the proper use of that process in resolving differences. Yours Truly, Xxxx XxxXxxx Vice President, Operations Appendix “27” October 2, 2009 Letter concerning the feasibility of 10hr/day, 4 day a week operations. Within 90 days of the ratification of the Collective Agreement to be effective November 1,2009 the Company and the Union agree to establish a committee to review operations where the implementation of 10 hr days/4 day weeks is feasible. Appendix “28” October 2, 2009 Following the conclusion of a Memorandum of Settlement, the parties agree to establish a Joint Committee composed of representatives of the Company and the Union which is mandated to review and implement a progressive retirement program, within 90 days of implementation. The intent of progressive retirement is to permit employees who are eligible to retire, to reduce their work week in preparation for retirement. Details concerning how progressive retirement would be developed will be addressed but not limited to areare : o Review and understanding the legislation o Number of opportunities o Eligibility to apply o Phase and duration (reduced work week) o Application and award process o Payment o Benefits o Pension o Annual Vacation o Statutory or General Holidays o Job reduction FOR THE COMPANY: FOR THE UNION: Xxxx XxxXxxx Xxxxx Xxxxx Vice-President, Operations Vice-President, FST Appendix “21” March 15, 2012 Xx. Xxxx Xxxxx Vice President & Secretary TreasurerFST