Common use of Women’s Advocate Clause in Contracts

Women’s Advocate. 68.01 The Employer provides an Employee Assistance Program to support employees with issues that may arise outside the workplace. 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, such as counsellors or women’s shelters, to assist them in dealing with these and other issues. For this reason, the parties agree to recognize a joint Women’s Advocate program in the workplace. The Union’s Women’s Advocate will be determined by the Union from amongst the female bargaining unit employees. The Employer’s Women’s Advocate will be selected from amongst the Human Resources department female employees. These two Advocates will work cooperatively and in support of one another in addressing matters related to the Women’s Advocate program. The Union’s Women’s Advocate will participate in an initial 40 hour basic training program and an annual three (3) day update training program delivered by the CAW National Women’s department. The Employer agrees to pay for this lost time, including travel time, normal registration costs, lodging, transportation and meals where necessary as long as all expenses are preapproved by the Employer. The Employer will allow for up to sixteen (16) hours a month of paid leave time at the current rate of pay for the Union’s Women’s Advocate. The Employer’s Women’s Advocate will also undertake the necessary training as determined by the Employer. The Employer will provide a dedicated email address and an extension with voicemail that will be accessible to both Women’ Advocates, to allow employees to initiate contact. As well, the Company, through the Employers Women’s Advocate, will supply access to a private office, as required, for both Advocates so that confidentiality can be maintained when an employee is meeting with either of the Women’s Advocates. The Employer and the Union will develop appropriate communications to inform employees about the advocacy role of the Women’s Advocates. It is understood that the two (2) Women’s Advocates will work together to provide and balance their work, to share data and workplace experiences (including number of employee contacts, the nature of the contact and the support required), while respecting the privacy of those who seek their support. It is agreed that in the event that either one of the Women’s Advocates becomes aware of a situation that pertains to Workplace Harassment and/or Workplace Violence, they will immediately notify one another.

Women’s Advocate. 68.01 The Employer provides an Employee Assistance Program to support employees with issues that may arise outside the workplace. The parties recognize that female employees may sometimes need to discuss, discuss with another woman, other 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, community such as counsellors counselors or women’s shelters, 's shelters to assist them in dealing with these and other issues. For this reason, reason the parties agree to recognize a joint the role of Women’s Advocate program 's advocate in the workplace. The Union’s Women’s 's Advocate will be determined by the Union from amongst the female bargaining unit employees. The Employer’s Women’s Advocate will be selected from amongst the Human Resources department meet with female employees. These two Advocates will work cooperatively members as required, discuss problems with them and in support of one another in addressing matters related refer them to the Women’s Advocate programappropriate agency when necessary. The Union’s Company agrees to provide access to a confidential phone line and voice mail that can be maintained by the Women’s 's Advocate and that is accessible for female employees to contact the Women's Advocate. As well, the Company will provide access to a private office so that confidentiality can be maintained when a female employee is meeting with the Women's Advocate. The Company and the Union will develop appropriate communications to inform female employees about the advocacy role of the Women's Advocate providing contact numbers to reach the Women's Advocate. The Company will also assign a management support person to assist the advocate in their role. The Women's Advocate will participate in an initial 40 forty (40) hour basic training program and an annual three (3) day update training program delivered by the CAW Unifor National Women’s department's Department. The Employer Company agrees to pay for this lost time, including travel time, normal registration costs, lodging, transportation transportation, meals and meals other reasonable expenses where necessary as long as all expenses are preapproved by necessary. LETTER OF UNDERSTANDING # 4 — AGREEMENT TO WORK BEYOND 48 HOURS IN A WEEK This letter is to confirm an understanding reached between the Employer. The Employer will allow for up to sixteen (16) hours a month of paid leave time at the current rate of pay for the Union’s Women’s Advocate. The Employer’s Women’s Advocate will also undertake the necessary training as determined by the Employer. The Employer will provide a dedicated email address and an extension with voicemail that will be accessible to both Women’ Advocates, to allow employees to initiate contact. As well, the Company, through the Employers Women’s Advocate, will supply access to a private office, as required, for both Advocates so that confidentiality can be maintained when an employee is meeting with either of the Women’s Advocates. The Employer Company and the Union will develop appropriate communications with respect to inform employees about working beyond 48 hours in a week as stipulated in the advocacy role of Employment Standards Act 2000, S.O., 2000, as amended. During the Women’s Advocates. It is understood 2022 negotiations to renew the existing Collective Agreement, the parties agreed that the two (2) Women’s Advocates will work together to provide and balance their work, to share data and workplace experiences (including number of employee contactsvoluntary hours normally worked under this agreement shall not exceed sixty (60) hours in a week or in excess of eight (8) hours in a day to a maximum of thirteen (13) hours. LETTER OF UNDERSTANDING # 5 — AGREEMENT TO WORK BEYOND 48 HOURS IN A WEEK This letter is to confirm an understanding reached between the Company and the Union with respect to working beyond 48 hours in a week as stipulated in the Employment Standards Act, S.O., 2000, as amended. During the 2022 negotiations to renew the existing Collective Agreement, the nature of the contact and the support required), while respecting the privacy of those who seek their support. It is parties agreed that the number of voluntary hours normally worked under this agreement shall not exceed sixty (60) hours in the event that either one a week or in excess of the Women’s Advocates becomes aware eight (8) hours in a day to a maximum of a situation that pertains to Workplace Harassment and/or Workplace Violencethirteen (13) hours. SCHEDULE "A" WAGE AND PROGRESSION CHART Customer Service Representative November 30, they will immediately notify one another.2022 % December 1, 2023 % December 1, 2024 % Under 1 Year $17.05 2% $17.34 2% $17.69 2% 1-2 Year $17.21 2% $17.55 2% $17.90 2% 2-3 Year $18.07 2% $18.44 2% $18.80 2% 3-4 Year $19.61 2% $20.01 2% $20.41 2% 4-5 Year $21.14 2% $21.57 2% $22.00 2% Completed 5 Years $23.37 0% $23.37 0% $23.37 0%

Women’s Advocate. 68.01 The Employer provides an Employee Assistance Program to support employees with issues that may arise outside the workplace. The parties recognize that female employees may sometimes need to discuss, discuss with another woman, 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, such as counsellors counselors or women’s 's shelters, to assist them in dealing with these and other issues. For this reason, the parties agree to recognize a joint Women’s Advocate program that the role of women's advocate in the workplace. The Union’s Women’s Advocate workplace will be determined served by the Unifor female member appointed by the Union from amongst the female bargaining unit employeesCommittee. The Employer’s Women’s Advocate advocate will be selected from amongst the Human Resources department meet with female employees. These two Advocates will work cooperatively workers as required and in support of one another in addressing matters related discuss problems with them and assist accordingly, referring them to the Women’s Advocate programappropriate agency when necessary. The Union’s Women’s Advocate will participate in an initial 40 hour basic training program When required and an annual three (3) day update training program delivered by when available, the CAW National Women’s department. The Employer Company agrees to pay for this lost time, including travel time, normal registration costs, lodging, transportation and meals where necessary as long as all expenses are preapproved by the Employer. The Employer will allow for up to sixteen (16) hours a month of paid leave time at the current rate of pay for the Union’s Women’s Advocate. The Employer’s Women’s Advocate will also undertake the necessary training as determined by the Employer. The Employer will provide a dedicated email address and an extension with voicemail that will be accessible to both Women’ Advocates, to allow employees to initiate contact. As well, the Company, through the Employers Women’s Advocate, will supply access to a private office, as required, for both Advocates office so that confidentiality can be maintained when an a female employee is meeting with either of the Women’s AdvocatesAdvocate. 24 | P a g e The Employer Company and the Union will develop appropriate communications to inform all women employees about of the advocacy role of the Women’s AdvocatesAdvocate and information on how to contact her. It The Company will provide and identify the Advocate with a management support person to assist in the role. The Company will endeavor to assist the advocate in her role, they shall not suffer any loss of pay and/or bonuses while tending to the duties required. 25 | P a g e The Women’s Advocate will not be denied an unpaid Leave of Absence(s) in order to participate in an initial forty (40) hour basic training program and any update training program when provided and delivered by Unifor so long as it does not impact the operations of the Employer. SCHEDULE "A" – WAGE SCHEDULE School Bus Transportation Drivers The Parties have agreed to move from the pay grid system to one that reflects an hourly rate and pays employees by the minute for all time worked with a guarantee of three (3) hours pay for home to school (HTS) runs during school year. Exceptions occur when extra work extends the drivers work time beyond the daily guarantee. All depot to depot times will be calculated from the depot/park out location returning to the depot/park out location as appropriate using the most direct route. The Company will establish depot to depot times using the Zonar/GPS, this will then form the employees schedule route times on a daily basis. Employees will be paid for their daily guaranteed time with exceptions being considered through the submission of pay adjustments and paid at the appropriate rate of pay when over the daily guarantee time. Rates Payable upon verification by school board. Wheel Chair rates DO NOT include pick up and drop off of aides. Wheel Chair rates premium of $1.00 per run, $2.00 per day. Regular Runs Special education runs. Premium - $2.00 per day- $1.00 per run. CLASSIFICATION CURRENT RATE RATE RATE Sept. 1, 2022 Sept. 1, 2023 Sept. 1, 2024 CHARTER $18.04 $19.75 after Ratification $20.15 $20.55 EXTRA WORK RATE $15.61 $17.00 $17.00 $17.00 HYDRO RATE $12.30/WK $13.00/WK $14.00/WK $15.00/WK HTS $18.04 $19.75 $20.15 $20.55 DRIVER TRAINER $18.40 $20.15 $20.55 $20.96 TECUMSEH TRANSIT $18.04 $19.75 $20.15 $20.55 Retroactive pay for all employees as of September 1, 2022 to be paid no later than four (4) weeks after ratification. The above Hydro Rate is understood only payable if the Company requires that the two Employee plug in their bus at their residence. Three (23%) Women’s Advocates will work together percent premium on all Charter Hours worked between 9:00 pm and 5:00 am, after ratification. 26 | P a g e If an employee works more than forty (40) hours in a week, then 1 ½ overtime to provide and balance their work, to share data and workplace experiences (including number of employee contacts, the nature of the contact and the support required), while respecting the privacy of those who seek their support. It is agreed that in the event that either one of the Women’s Advocates becomes aware of a situation that pertains to Workplace Harassment and/or Workplace Violence, they will immediately notify one anotherbe paid.

Women’s Advocate. 68.01 The Employer provides an Employee Assistance Program to support employees with issues that may arise outside the workplace. The parties Parties recognize that female employees Employees may sometimes need to discuss, discuss with another woman, 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, community such as counsellors the company’s Employee Family Assistance Program (EFAP), other counselors, or women’s shelters, shelters to assist them in dealing with these and other issues. For this reason, the parties Parties agree to recognize establish the role of a joint Women’s Advocate program which will be filled by a CAW female member of the Local in good standing. In addition to her normal work duties, the workplace. The Union’s Women’s Advocate will be determined by meet with female Employees as required, to discuss problems with them and refer them to the Union from amongst the female bargaining unit employeesappropriate external agency or resource when necessary. The Employer’s Women’s Advocate will not leave her normal duties without obtaining permission from her Flow Manager. Such permission will not be selected from amongst the Human Resources department female employeesunreasonably withheld. These two Advocates will work cooperatively and in support of one another in addressing matters related The Company agrees to provide the Women’s Advocate programwith a personal pager that female Employees can use to contact her. As well, the company will provide access to a private office so that confidentiality can be maintained when a female Employee is meeting with the Women’s Advocate. The UnionWomen’s Advocate will also serve as a Sandvik representative for the internal EFAP Committee. The current EFAP program or equivalent shall be maintained for the duration of this agreement. The Women’s Advocate will provide appropriate communications to inform female Employees about the advocacy role of the Women’s Advocate and EFAP services. The Union will provide the company with notices containing the name and contact information for the women’s Advocate which will be posted on bulletin boards. An employee designated as the Women’s Advocate will participate in an initial 40 hour basic five (5) day training program program, and subsequently an annual three two (32) day update training program delivered by the CAW National Women’s departmentprogram. The Employer agrees to pay for this lost time, including travel time, normal registration costs, lodging, transportation and meals where necessary as long as all expenses are preapproved by the Employer. The Employer will allow for up to sixteen (16) hours a month of paid leave time at the current rate of pay for the Union’s Women’s Advocate. The Employer’s Women’s Advocate will also undertake the necessary training as determined by the Employer. The Employer will provide a dedicated email address and an extension with voicemail that Company will be accessible to both Women’ Advocates, to allow employees to initiate contact. As well, the Company, through the Employers Women’s Advocate, will supply access to a private office, as required, responsible for both Advocates so that confidentiality can be maintained when an employee is meeting with either of the Women’s Advocates. The Employer lost wages and the Union will develop appropriate communications to inform employees about the advocacy role of the Women’s Advocates. It is understood that the two (2) Women’s Advocates will work together to provide and balance their work, to share data and workplace experiences (including number of employee contacts, the nature of the contact and the support required), while respecting the privacy of those who seek their support. It is agreed that in the event that either one of the Women’s Advocates becomes aware of a situation that pertains to Workplace Harassment and/or Workplace Violence, they will immediately notify one anotherbe responsible for all other expenses.

Women’s Advocate. 68.01 The Employer provides an Employee Assistance Program to support employees with issues that may arise outside the workplace. The parties recognize that female employees may sometimes need to discuss, discuss with another woman, 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, community such as counsellors or women’s shelters, shelters to assist them in dealing with these and other issues. For this reason, reason the parties agree to recognize a joint the role of Women’s Advocate program in the workplace. The Union’s Women’s Advocate will be determined by the Union from amongst the female bargaining unit employees. The Employer’s name of the Women’s Advocate will be selected from amongst posted on the Human Resources department female employees. These two Advocates will work cooperatively and in support of one another in addressing matters related to the Women’s Advocate programUnion bulletin board. The Union’s Women’s Advocate will be granted a one-time unpaid leave, at a time agreeable to the Company and the Union, to participate in an initial 40 hour basic training program organized by UNIFOR, at UNIFOR’s expense and at its facilities. This role will provide resources for personal issues and not contractual issues and will be on their own time with the exception of emergency circumstances. LETTER OF AGREEMENT # 6 Re: Apprenticeship Program Evaluation Period and Pay Rates In the interest of securing ideal candidates the Company and the Union agree that all hourly employees currently moving into the apprenticeship program subject to the candidate meeting the job requirements, successfully passing a third party mechanical/electrical aptitude and core competency testing, and agreeing to register with the Ontario College of Trades at the first opportunity and will be required to work through a 180 calendar day evaluation period. If for any reason an annual apprenticeship candidate proves unsatisfactory in the opinion of the company or the employee concerned within a 180 day calendar day period, he/she shall have the right to return to his/her former job without loss of seniority rights and privileges under the terms of the collective agreement. Employees moving internally to an apprenticeship position will follow the apprentice wage grid or will be kept at their current rate of pay until they surpass the current apprentice wage grid, whichever is greater. If the Employer chooses to hire an Apprentice at any year of the Apprenticeship process, it will do so and he will be placed accordingly on the scale as per the apprentice wage grid. Following the completion of the fourth period of any apprenticeship, the Apprentice is expected to become licensed within six (6) months. A grace period of up to twelve (12) months can be provided should any unforeseen circumstances prevent the completion of the certification within the six (6) month period. The Apprentice rate of pay will remain at 90% of the millwright rate, and he/she will remain at the bottom of the department seniority list until the company receives proof of certification during this period. If the Apprentice does not become licensed or certified within one (1) year, following the completion of the fourth period of any apprenticeship, then his millwright appointment will end upon the completion of the one (1)year period and will be placed in an entry level position in the plant at the respective rate of pay. This Letter of Understanding will be entered into without precedence or prejudice. This agreement is effective DOR Apprentice Wage Grid: 1st 2000 hours — 60% of average maintenance rates of the classification 21th 2000 hours - 70% of average maintenance rates of the classification 3rd 2000 hours - 80% of average maintenance rates of the classification 4th 2000 hours - 90% of average maintenance rates of the classification LETTER OF AGREEMENT # 7 Re: Weekend Shipping Schedule The Company and the Union agree to have up to three (3) day update training program delivered by Shipping employees scheduled to work three (3) twelve (12) hour shifts covering Friday to Monday and the CAW National Women’s departmenthours of work will be established as 5 am to 5 pm. The Employer Company agrees that from time to pay time these days and times will be flexible based on agreements between the employees and the supervisors, but the Company reserves the right to cancel or make adjustments to the hours of work or schedule as per business requirements with 2 weeks’ notice. Positions will be awarded through a job posting process and if no candidates are found within the bargaining unit, the employer will be able to canvass from outside. Employees who work their full regularly scheduled three (3) twelve (12) hour shifts for this lost time, including travel time, normal registration costs, lodging, transportation and meals where necessary as long as all expenses are preapproved by the Employer. The Employer will allow for up to sixteen thirty six (1636) hours in a month of paid leave time at the current rate of pay for the Union’s Women’s Advocate. The Employer’s Women’s Advocate will also undertake the necessary training as determined by the Employer. The Employer will provide a dedicated email address and an extension with voicemail that week, will be accessible to both Women’ Advocates, to allow employees to initiate contactpaid for forty (40) hours. As well, the Company, through the Employers Women’s Advocate, will supply access to a private office, as required, for both Advocates so that confidentiality can be maintained when an employee is meeting with either of the Women’s Advocates. The Employer and the Union will develop appropriate communications to inform employees about the advocacy role of the Women’s Advocates. It is understood that the Employees working two (2) Women’s Advocates twelve (12) hour shifts for twenty four (24) hours in a week (Because of sick days or unpaid leave days) will work together be paid for twenty-six (26) hours. All overtime will be in accordance with the collective agreement. Employees working a three (3) twelve (12) hour shift schedule will be paid twelve (12) hours for any statutory holiday, not worked, that falls within their scheduled hours of work. Floating statutory holidays will be mutually agreed to provide and balance their work, to share data and workplace experiences (including number of employee contacts, by the nature of the contact company and the support required)employee. Employees working on a statutory holiday shall be paid in accordance to Schedule B, while respecting “Statutory Holidays Worked” and the privacy of those who seek their supportholiday pay shall be twelve (12) hours. It Half days for Statutory holidays shall be considered six (6) hours. When an employee is agreed that in the event that either one of the Women’s Advocates becomes aware off because of a situation vacation day or statutory holiday, those days shall be considered worked, and the employee shall receive forty (40) hours of pay for that pertains to Workplace Harassment and/or Workplace Violence, they will immediately notify one anotherweek.

Women’s Advocate. 68.01 The Employer provides an Employee Assistance Program to support employees with issues that may arise outside the workplace. The parties Parties recognize that female employees may sometimes need to discuss, discuss with another woman, 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, community such as counsellors the Company’s Employee Family Assistance Program (EFAP), other counselors, or women’s shelters, shelters to assist them in dealing with these and other issues. For this reason, the parties Parties agree to recognize establish the role of a joint Women’s Advocate program which will be filled by a CAW female-member of the Local in good standing. In addition to her normal work duties, the workplace. The Union’s Women’s Advocate will be determined by meet with female employees as required, to discuss problems with them and refer them to the Union from amongst the female bargaining unit employeesappropriate external agency or resource when necessary. The Employer’s Women’s Advocate will not leave her normal duties without obtaining permission from her Flow Manager. Such permission will not be selected from amongst the Human Resources department female employeesunreasonably withheld. These two Advocates will work cooperatively and in support of one another in addressing matters related The Company agrees to provide the Women’s Advocate program. The Union’s Women’s Advocate will participate in an initial 40 hour basic training program and an annual three (3) day update training program delivered by the CAW National Women’s department. The Employer agrees with a personal pager that female employees can use to pay for this lost time, including travel time, normal registration costs, lodging, transportation and meals where necessary as long as all expenses are preapproved by the Employer. The Employer will allow for up to sixteen (16) hours a month of paid leave time at the current rate of pay for the Union’s Women’s Advocate. The Employer’s Women’s Advocate will also undertake the necessary training as determined by the Employer. The Employer will provide a dedicated email address and an extension with voicemail that will be accessible to both Women’ Advocates, to allow employees to initiate contactcontact her. As well, the Company, through the Employers Women’s Advocate, Company will supply provide access to a private office, as required, for both Advocates office so that confidentiality can be maintained when an a female employee is meeting with either of the Women’s AdvocatesAdvocate. The Employer and Women’s Advocate will also serve as a Sandvik representative for the Union internal EFAP Committee. The current EFAP program or equivalent shall be maintained for the duration of this Agreement. The Women’s Advocate will develop provide appropriate communications to inform female employees about the advocacy role of the Women’s AdvocatesAdvocate and EFAP services. It is understood that The Union will provide the Company with notices containing the name and contact information for the Women’s Advocate which will be posted on bulletin boards. An employee designated as the Women’s Advocate will participate in an initial five (5) day training program, and subsequently an annual two (2) Women’s Advocates day training program. The Company will work together to provide and balance their work, to share data and workplace experiences (including number of employee contacts, the nature of the contact be responsible for lost wages and the support required), while respecting the privacy of those who seek their support. It is agreed that in the event that either one of the Women’s Advocates becomes aware of a situation that pertains to Workplace Harassment and/or Workplace Violence, they Union will immediately notify one anotherbe responsible for all other expenses.