Common use of Workplace Harassment Clause in Contracts

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the CAW are committed to providing a harassment free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”,that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; Posting or circulation of offensive photos or visual materials; Refusal to work or converse with an employee because of their racial background or gender etc. Unwanted physical conduct such as touching, patting, pinching, etc. Condescension or paternalism which undermines self-respect; Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged super- visory responsibilities,including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree speech or interfere with normal social relations. Filing a Complaint: If an employee believes has been harassed discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: Request a stop of the unwanted behavior; Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; Document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefits.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the CAW are committed to providing a harassment free workplace. Harassment is defined as a “"course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome”,that unwelcome", that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colourcolor, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms rooms, school property, company vehicles and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. : Unwelcome remarks, jokes, innuendoesinnuendos, gestures gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colourcolor, place of birth, sexual orientation, citizenship or ancestry; Practical jokes, pushing, shoving, etc., . which cause awkwardness or embarrassment; Posting or circulation of offensive photos or visual materials; Refusal to work or converse with an employee because of their racial background or gender etc. gender; Unwanted physical conduct such as touching, patting, pinching, etc. Unwelcome invitations or requests; Condescension or paternalism which undermines self-self respect; or, Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment Is Not Harassment is in no way to be construed as properly discharged super- visory responsibilities,supervisory responsibilities including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing Collective Agreement a Complaint: Complaint If an employee believes has that they have been harassed discriminated against on the basis of any prohibited ground of discrimination, there are specific action actions that may be taken to put a stop to it: Request . First, request a stop of the unwanted behavior; behaviour. Inform the individual that doing the harassing or the discriminating against you that the behavior behaviour is unwanted and unwelcome; Document . It is advisable to document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, However it is also understood that some victims of discrimination or harassment are reluctant to confront harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the The incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded brought to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings attention of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefitsyour Supervisor and/or Committeeperson.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam 17.01 The Company and the CAW Unifor are committed to providing a harassment free workplace. Harassment is defined as a “"course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome”,that unwelcome", that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colourcolor, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms rooms, school property, company vehicles and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. :  Unwelcome remarks, jokes, innuendoesinnuendos, gestures gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colourcolor, place of birth, sexual orientation, citizenship or ancestry;  Practical jokes, pushing, shoving, etc., . which cause awkwardness or embarrassment;  Posting or circulation of offensive photos or visual materials;  Refusal to work or converse with an employee because of their racial background or gender etc. gender;  Unwanted physical conduct such as touching, patting, pinching, etc. ;  Unwelcome invitations or requests;  Condescension or paternalism which undermines self-self respect; or,  Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged super- visory responsibilities,supervisory responsibilities including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes has that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific action actions that may be taken to put a stop to it: Request . First, request a stop of the unwanted behavior; behaviour. Inform the individual that is doing the harassing or the discriminating against you that the behavior behaviour is unwanted and unwelcome; Document . It is advisable to document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, However it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the The incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded brought to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings attention of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefitsyour Supervisor and/or Committeeperson.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the CAW are committed to providing provid- ing a harassment free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”,that unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop plant floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. A complaint may be considered as a grievance for the purposes of the grievance procedure for resolution. The following examples could be considered as harassment but are not meant to cover all potential incidents. Unwelcome : unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; Posting posting or circulation of offensive photos or visual materials; Refusal to work or converse with an employee because of their racial background or gender etc. Unwanted unwanted physical conduct such as touching, patting▇▇▇- ▇▇▇▇, pinching, etc. Condescension or paternalism which undermines self-respect.; Backlash backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged super- visory responsibilities,discharging supervisory responsibilities including the delegation of work assignments, assignments and the assessment of discipline, or . If any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree speech or interfere with normal social relations. Filing a Complaint: If an employee believes has that they have been harassed and/or discriminated against on the basis of any prohibited ground pro- hibited grounds of discrimination, there are specific action actions that may be taken to put a stop to it: Request . First, request a stop of the unwanted behavior; behaviour. Inform the individual that is doing the alleged harassing or the discriminating against you that the behavior behaviour is unwanted and unwelcome; Document . It is advisable to document the events, events complete with times, dates, location, witnesses and details; Report the incident to person. However, it is also understood that some victims of discrimination or harassment are reluctant to confront con- front their alleged harasser or they may fear reprisals from the alleged harasser, lack of support from their fellow employee or disbelief by their supervisor or others. In this eventall instances, the victim may seek assistance by reporting the incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded brought to the attention of Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the and/or your Supervisor and/or your Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care BenefitsRepresentative.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam 15.01 The Company and the CAW Union agree that there will be no discrimination, interference, restraint, harassment or coercion exercised or practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. 15.02 The Company and the Union agree that there will be no discrimination, interference, restraint, harassment or coercion exercised or practiced by either of them, or by any of their representatives with respect to any employee because of age, sexual orientation, or disability, save and expect those limitations as set out in the Federal Jurisdiction. The Company and the Union are committed to providing a harassment free workplace. Harassment is defined as a “"course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome”,that unwelcome", that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. : • Unwelcome remarks, jokes, innuendoes, gestures gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., . which cause awkwardness or embarrassment; • Posting or circulation of offensive photos or visual materials; • Refusal to work or converse with an employee because of their racial background or gender etc. gender; • Unwanted physical conduct such as touching, patting, pinching, etc. .; • Condescension or paternalism which undermines self-self respect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment Harassment is not: Harassment is in no way to be construed as properly discharged super- visory responsibilities,supervisory responsibilities including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes has that they have been harassed and/ or discriminated against on the basis of any prohibited ground of discrimination, there are specific action actions that may be taken to put a stop to it: . • Request a stop of the unwanted behaviorbehaviour; • Inform the individual that is doing the harassing or the discriminating against you that the behavior behaviour is unwanted and unwelcome; Document • It is advisable to document the events, complete with times, dates, location, witnesses and details; • Report the incident to person. Supervisor/Committee person However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly directly to any Union officialrepresentative or Company Official. Investigation: Upon receipt of the complaint, the Supervisor/Committee person contacted will immediately inform their Union or Company counterpart and, together, and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writingreduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this complaint form will be forwarded to the Human Resources Resource Manager and the Plant Chairperson. A formal investigation of the complaint will then begin. It may include interviewing the alleged ▇▇▇▇▇▇▇▇harasser, witness witnesses and other persons names named in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates joint investigators will then complete a the report on the findings of the investigation. The investigation and a copy of the completed Incident Report will be forwarded to the Human Resource Manager and the Chairperson and Human Resources Manager who will make a determination on an appropriate resolution, in an . The Human Resource Manager and the Chairperson will attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW Union policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure Grievance Procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedureGrievance Procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, and as such, such complaints should not be pursed pursued through both the grievance procedure Grievance Procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care BenefitsProcedure.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local The parties agree that these provisions apply only to workplace harassment on a prohibited ground under the Ontario Dear Madam Human Rights Code and that nothing herein limits or restricts the Company’s management rights with respect to discipline. The Company and the CAW are committed to providing a harassment harassment-free workplace. Harassment is defined as a “course Acourse of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”,that unwelcome@, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restroomsrest rooms, cafeterias, lockers, conference rooms and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. : ! Unwelcome remarks, jokes, innuendoesinnuendos, gestures or taunting about a person’s =s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; ! Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; ! Posting or circulation of offensive photos or visual materials; ! Refusal to work or converse with an employee because of their racial background or gender etc. .; ! Unwanted physical conduct such as touching, patting, pinching, pinching etc. .; ! Condescension or paternalism which undermines self-respect; ! Backlash or retaliation for of the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged super- visory supervisory responsibilities,, including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes he/she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific action actions that may be taken to put a stop to it: ; $ Request a stop of the unwanted behaviorbehaviour; $ Inform the individual that is doing the harassing or the discriminating against you that the behavior behaviour is unwanted and unwelcome; $ Document the events, complete with times, dates, locationlocations, witnesses and details; $ Report the incident to personSupervisor/Committeeperson. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly directly to any Union representative/Company official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefits.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Unifor formally CAW are committed to providing a harassment free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”,that unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop plant floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. A complaint may be considered as a grievance for the purposes of the grievance procedure for resolution. The following examples could be considered as harassment but are not meant to cover all potential incidents. Unwelcome : • unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; Posting • posting or circulation of offensive photos or visual materials; Refusal to work or converse with an employee because of their racial background or gender etc. Unwanted • unwanted physical conduct such as touching, patting, pinching, etc. Condescension or paternalism which undermines self-respect.; Backlash • backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment Is Not Harassment is in no way to be construed as properly discharged super- visory responsibilities,discharging supervisory responsibilities including the delegation of work assignments, assignments and the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree speech or interfere with normal social relations. Filing a Complaint: Complaint If an any employee believes has that they have been harassed and/or discriminated against on the basis of any prohibited ground grounds of discrimination, there are specific action actions that may be taken to put a stop to it: Request . • First, request a stop of the unwanted behavior; behaviour. • Inform the individual that is doing the alleged harassing or the discriminating against you that the behavior is unwanted and unwelcome; Document . • It is advisable to document the events, events complete with times, dates, location, witnesses and details; Report the incident to person. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their alleged harasser or they may fear reprisals from the alleged harasser, lack of support from their fellow employee or disbelief by their supervisor or others. In this eventall instances, the victim may seek assistance by reporting incident should be brought to the incident indirectly to any attention of Human Resources and/or your Supervisor and/or your Union officialRepresentative. Investigation: Investigation Upon receipt of the complaintcomplaint that is based on a prohibited ground, the person Human Resources Representative/Supervisor/Union Representative contacted will immediately inform their the Union or Company counterpart and, together, they Harassment Committee Representative. Together the Human Resources Representative and/or Supervisor and/or Union Representative will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writingformally submitted to the Harassment Committee comprised of the Director, Human Resources and Unifor National Representative. Properly completed copies Each party shall appoint an additional representative to assist with the investigation. In the event of this a complaint involving sexual harassment, the investigation committee, if possible, will be comprised of at least one (1) female for each party. A formal investigation of the complaint will be forwarded to then begin. It may include interviewing the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇harasser, witness witnesses and other persons names named in the complaint. Any related documents may also be reviewed. Should Resolution If a joint investigation confirms that harassment has occurred, immediate action will be taken to put an end to the complaint involve sexual involving a female, the process harassment immediately. The Company will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings take appropriate action against anyone found in violation of the investigationHuman Rights Code, up to and including termination of employment. The Chairperson and Human Resources Manager Company will make a determination provide preventative training on an appropriate resolution, in an attempt how to resolve within ten (10) days and ensure the resolution is fair and consistent deal with the intent problem of the Company and National CAW policy regarding discrimination and harassment in the workplace. At This training will occur annually during the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care BenefitsSafety training.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam 17.01 The Company and the CAW are committed to providing a harassment free workplace. Harassment is defined as a “"course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome”,that unwelcome", that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colourcolor, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms rooms, school property, company vehicles and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. : ▪ Unwelcome remarks, jokes, innuendoesinnuendos, gestures gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colourcolor, place of birth, sexual orientation, citizenship or ancestry; ▪ Practical jokes, pushing, shoving, etc., . which cause awkwardness or embarrassment; ▪ Posting or circulation of offensive photos or visual materials; ▪ Refusal to work or converse with an employee because of their racial background or gender etc. gender; ▪ Unwanted physical conduct such as touching, patting, pinching, etc. ; ▪ Unwelcome invitations or requests; ▪ Condescension or paternalism which undermines self-self respect; or, ▪ Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged super- visory responsibilities,supervisory responsibilities including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes has that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific action actions that may be taken to put a stop to it: Request . First, request a stop of the unwanted behavior; behaviour. Inform the individual that is doing the harassing or the discriminating against you that the behavior behaviour is unwanted and unwelcome; Document . It is advisable to document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, However it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the The incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded brought to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings attention of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefitsyour Supervisor and/or Committeeperson.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the CAW are committed to providing a harassment free workplace. Harassment is defined as a “"course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”,that unwelcome", that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colourcolor, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms rooms, Company vehicles, school and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. Unwelcome : unwelcome remarks, jokes, innuendoesinnuendos, gestures gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colourcolor, place of birth, sexual orientation, citizenship or ancestry; Practical , practical jokes, pushing, shoving, etc., . which cause awkwardness or embarrassment; Posting , posting or circulation of offensive photos or visual materials; Refusal , refusal to work or converse with an employee because of their racial background or gender etc. Unwanted gender, unwanted physical conduct such as touching, patting, pinching, etc. Condescension ., unwelcome invitations or requests, condescension or paternalism which undermines self-self respect; Backlash , backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is notHarassment Is Not: Harassment is in no way to be construed as properly discharged super- visory responsibilities,supervisory responsibilities including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes has been harassed discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: Request a stop of the unwanted behavior; Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; Document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefits.:

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam 24.01 The Company and the CAW Unifor are committed to providing a harassment free workplace. Harassment is defined as a “"course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome”,that unwelcome", that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colourcolor, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms rooms, school property, company vehicles and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. : ▪ Unwelcome remarks, jokes, innuendoesinnuendos, gestures gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colourcolor, place of birth, sexual orientation, citizenship or ancestry; ▪ Practical jokes, pushing, shoving, etc., . which cause awkwardness or embarrassment; ▪ Posting or circulation of offensive photos or visual materials; ▪ Refusal to work or converse with an employee because of their racial background or gender etc. gender; ▪ Unwanted physical conduct such as touching, patting, pinching, etc. ; ▪ Unwelcome invitations or requests; ▪ Condescension or paternalism which undermines self-self respect; or, ▪ Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged super- visory responsibilities,supervisory responsibilities including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes has been harassed discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: Request a stop of the unwanted behavior; Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; Document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefits.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the CAW Union are committed to providing a harassment harassment- free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”,that unwelcome”, that denies individual dignity and respect on the basis of the or grounds such as: as gender, disability, race, colour, sexual orientation or other prohibited grounds, grounds as stated in the provincial Canadian Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restroomsrest rooms, cafeterias, lockers, conference rooms and parking lots. Harassment can may take many forms: , verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. : • Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s 's body, disability, attire or gender, racial or ethnic ethic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., . which cause awkwardness or embarrassment; • Posting or circulation of offensive photos or photos, visual materials; • Refusal to work or converse with an employee because of their racial background or gender background, gender, etc. • Unwanted physical conduct such as touching, patting, pinching, etc. Condescension or paternalism which undermines self-respect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment ; Harassment is not: Harassment is in no way to be construed as properly discharged super- visory supervisory responsibilities,, including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes he/she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific action actions that may be taken to put a stop to it: • Request a stop of the unwanted behaviorbehaviour; • Inform the individual that is doing the harassing or the discriminating against you that the behavior behaviour is unwanted and unwelcome; • Document the events, complete with times, dates, location, witnesses and details; • Report the incident to personSupervisor/Union Representative. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly directly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Representative/Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care BenefitsOfficial.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam 26.01 The Company and the CAW Union are committed to providing a harassment harassment-free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known known, or ought reasonably be known known, to be unwelcome”,that unwelcome and that denies individual dignity and respect on the basis of the grounds such as: as gender, disability, race, colour, sexual orientation or other grounds prohibited grounds, as stated in by the provincial Ontario Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, restrooms and conference rooms and parking lotsrooms. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment harassment, but are not meant to cover all potential incidents. Unwelcome : □ unwelcome remarks, jokes, innuendoes, gestures gestures, or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; Posting □ posting or circulation of offensive photos or visual materials; Refusal , □ refusal to work or converse with an employee because of their his or her racial background or gender etc. Unwanted gender, □ unwanted physical conduct such as touching, patting, pinching, etc. Condescension ., □ unwelcome invitations or paternalism which undermines self-respect; Backlash requests of a sexual nature, □ backlash or retaliation for the lodging of a complaint or participation participating in an investigationinvestigation under this Article. What harassment is not: Harassment is in no way to be construed as properly discharged super- visory supervisory responsibilities,, including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes that he or she has been harassed or discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken he or she should take the following steps to put a stop to it: Request a stop of . First, the employee should request that the unwanted behavior; Inform behaviour stops. The employee should inform the individual doing engaged in the harassing or the discriminating against you unwelcome behaviour that the behavior behaviour is unwanted and unwelcome; Document . It is advisable to document the events, events complete with times, dates, location, witnesses and details; Report the incident to person. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harassers or may fear reprisals from the harasser, lack of support from their work group, or disbelief by the supervisor or others. In this eventa case where the employee is reluctant to confront the individual engaged in the unwelcome behaviour, the victim may seek assistance by reporting employee should bring the incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager attention of his or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefitsher Supervisor and/or Committee Person.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam 24.01 The Company and the CAW Unifor are committed to providing a harassment free workplace. Harassment is defined as a “"course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome”,that unwelcome", that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colourcolor, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms rooms, school property, company vehicles and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. :  Unwelcome remarks, jokes, innuendoesinnuendos, gestures gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colourcolor, place of birth, sexual orientation, citizenship or ancestry;  Practical jokes, pushing, shoving, etc., . which cause awkwardness or embarrassment;  Posting or circulation of offensive photos or visual materials;  Refusal to work or converse with an employee because of their racial background or gender etc. gender;  Unwanted physical conduct such as touching, patting, pinching, etc. ;  Unwelcome invitations or requests;  Condescension or paternalism which undermines self-self respect; or,  Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged super- visory responsibilities,supervisory responsibilities including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes has that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific action actions that may be taken to put a stop to it: Request . First, request a stop of the unwanted behavior; behaviour. Inform the individual that is doing the harassing or the discriminating against you that the behavior behaviour is unwanted and unwelcome; Document . It is advisable to document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, However it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the The incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded brought to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings attention of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefitsyour Supervisor and/or Committeeperson.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam 26.01 The Company and the CAW Union are committed to providing a harassment harassment- free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known known, or ought reasonably be known known, to be unwelcome”,that unwelcome and that denies individual dignity and respect on the basis of the grounds such as: as gender, disability, race, colour, sexual orientation or other grounds prohibited grounds, as stated in by the provincial Ontario Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, restrooms and conference rooms and parking lotsrooms. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment harassment, but are not meant to cover all potential incidents. Unwelcome : □ unwelcome remarks, jokes, innuendoes, gestures gestures, or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; Posting □ posting or circulation of offensive photos or visual materials; Refusal , □ refusal to work or converse with an employee because of their his or her racial background or gender etc. Unwanted gender, □ unwanted physical conduct such as touching, patting, pinching, etc. Condescension ., □ unwelcome invitations or paternalism which undermines self-respect; Backlash requests of a sexual nature, □ backlash or retaliation for the lodging of a complaint or participation participating in an investigationinvestigation under this Article. What harassment is not: Harassment is in no way to be construed as properly discharged super- visory supervisory responsibilities,, including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes that he or she has been harassed or discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken he or she should take the following steps to put a stop to it: Request a stop of . First, the employee should request that the unwanted behavior; Inform behaviour stops. The employee should inform the individual doing engaged in the harassing or the discriminating against you unwelcome behaviour that the behavior behaviour is unwanted and unwelcome; Document . It is advisable to document the events, events complete with times, dates, location, witnesses and details; Report the incident to person. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harassers or may fear reprisals from the harasser, lack of support from their work group, or disbelief by the supervisor or others. In this eventa case where the employee is reluctant to confront the individual engaged in the unwelcome behaviour, the victim may seek assistance by reporting employee should bring the incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager attention of his or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefitsher Supervisor and/or Committee Person.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the CAW are committed to providing a harassment free workplace. Harassment is defined as a “"course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”,that unwelcome", that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, . conference rooms and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. Unwelcome : unwelcome remarks, jokes, innuendoes, gestures gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; Practical . practical jokes, pushing, shoving, etc., . which cause awkwardness or embarrassment; Posting , posting or circulation of offensive photos or visual materials; Refusal , refusal to work or converse with an employee because of their racial background or gender etc. Unwanted gender, physical conduct such as touching, patting, pinching, etc. Condescension ., unwelcome invitations or paternalism which undermines self-respect; Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: requests, Harassment is in no way to be construed as properly discharged super- visory responsibilities,supervisory responsibilities including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes has that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific action actions that may be taken to put a stop to it: Request . First, request a stop of the unwanted behavior; behaviour. Inform the individual that is doing the harassing or the discriminating discrimination against you that the behavior behaviour is unwanted and unwelcome; Document . It is advisable to document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, However it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the The incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded brought to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings attention of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefitsyour Supervisor and/or Committee person.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company Employer and the CAW Union are committed to providing a harassment harassment-free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”,that unwelcome, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Hotel facility and includes areas such as offices, shop floors, restroomsrest rooms, cafeterias, lockers, conference rooms and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. :  Unwelcome remarks, jokes, innuendoesinnuendos, gestures or taunting about a person’s persons body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry;  Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment;  Posting or circulation of offensive photos or visual materials;  Refusal to work or converse with an employee because of their racial background or gender etc. .;  Unwanted physical conduct such as touching, patting, pinching, pinching etc. .;  Condescension or paternalism which undermines self-respect;  Backlash or retaliation for of the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way Properly discharged supervisory responsibilities including but not limited to, instruction to be construed as properly discharged super- visory responsibilities,including the delegation of work assignmentsemployees, the assessment of disciplinedirection to employees, disciplinary action, or any conduct that does not undermine interfere with a climate of understanding and respect for the dignity and work of the individualHilton Garden Inn employees are not considered harassment. Neither is this policy meant to inhibitfree speech or interfere with normal social relations. Filing a Complaint: If an employee believes she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific action actions that may be taken to put a stop to it: ;  Request a stop of the unwanted behaviorbehaviour;  Inform the individual that is doing the harassing or the discriminating against you that the behavior behaviour is unwanted and unwelcome;  Document the events, complete with times, dates, locationlocations, witnesses and details;  Report the incident to personSupervisor/Committeeperson. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly directly to any Union Representative/Employer official. Investigation: Upon receipt of the complaint, the person Supervisor/Committeeperson contacted will immediately inform their Union or Company Employer counterpart and, together, and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resources Resource Manager and the Plant Union Chairperson. A formal investigation of the complaint will begin by the Chairperson and Human Resources Manager or their designates, interviewing the alleged ▇▇▇▇▇▇▇▇harasser, witness witnesses and other persons names named in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a femaleharassment/discrimination, the process will include a womanthe same gender as the complainant, whichever is applicable. Resolution: The Chairperson and Human Resources Manager Manger or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company Hotel and National CAW UNIFOR policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, and as such, complaints should not be pursed pursued through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on of the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union parties agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected abide by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Ontario Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union Rights Code and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefitsany other applicable legislation.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that they will not discriminate against any employee who is subject to the provisions of this agreement because of race, colour, sex, religion, national origin, age, political affiliation, marital status, sexual disability o ionmembership. The Company and Union concur that sexual harassment will not be tolerated in the work Wherever the masculine form of the pronoun is used, it shall also include the feminine and vice versa. The Company and Union agree to utilize and abide by the protocol for dealing with harassment issues as outlined below. The Company and the CAW are committed to providing a harassment free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”,that unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms rooms, and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. : Unwelcome remarks, jokes, innuendoes, gestures gestures, or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; Practical jokes. Practicaljokes, pushing, shoving, etc., which cause awkwardness or embarrassment; . Posting or circulation of offensive photos or visual materials; . Refusal to work or converse with an employee because of their racial background or gender etcgender. Unwanted physical conduct such as touching, patting, pinching, etc. Condescension Unwelcome invitations or paternalism which undermines self-respect; requests Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: investigation Harassment Is Not Harassment is in no way to be construed as properly discharged super- visory responsibilities,discharging supervisory responsibility including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this the policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes has been harassed discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: Request a stop of the unwanted behavior; Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; Document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefits.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practised by either of them, or by any of their representatives, with respect to any employee because of race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of membership or activities or lack of membership or activities, in the Union. The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practised by either of them, or by any of their representatives with respect to any employee because of age, sexual orientation, or disability, save and except those limitations as set out in the Federal Jurisdiction. The Company and the CAW are committed to providing a harassment free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”,that unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation orientation, union affiliation, or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. : Unwelcome remarks, jokes, innuendoes, gestures gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; , Practical jokes, pushing, shoving, etc., . which cause awkwardness or embarrassment; , Posting or circulation of offensive photos or visual materials; materials Refusal to work or converse with an employee because of their racial background or gender etc. gender, Unwanted physical conduct such as touching, patting, pinching, etc. Condescension or paternalism which undermines self-self respect; , Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: investigation Harassment is in no way to be construed as properly discharged super- visory responsibilities,supervisory responsibilities including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes has that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific action actions that may be taken to put a stop to it: . Request a stop of the unwanted behaviorbehaviour; Inform the individual that is doing the harassing or the discriminating against you that the behavior behaviour is unwanted and unwelcome; Document It is advisable to document the events, complete with times, dates, location, witnesses and details; Report the incident to person. person However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly directly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union representative or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care BenefitsOfficial.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam 24.01 The Company and the CAW are committed to providing a harassment free workplace. Harassment is defined as a “"course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome”,that unwelcome", that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colourcolor, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms rooms, school property, company vehicles and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. :  Unwelcome remarks, jokes, innuendoesinnuendos, gestures gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colourcolor, place of birth, sexual orientation, citizenship or ancestry;  Practical jokes, pushing, shoving, etc., . which cause awkwardness or embarrassment;  Posting or circulation of offensive photos or visual materials;  Refusal to work or converse with an employee because of their racial background or gender etc. gender;  Unwanted physical conduct such as touching, patting, pinching, etc. ;  Unwelcome invitations or requests;  Condescension or paternalism which undermines self-self respect; or,  Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged super- visory responsibilities,supervisory responsibilities including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes has been harassed discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: Request a stop of the unwanted behavior; Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; Document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefits.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the CAW Union are committed to providing a harassment harassment-free workplace. Harassment is defined as a “"course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”,that unwelcome", that denies individual dignity and respect on the basis of the or grounds such as: as gender, disability, race, colour, sexual orientation or other prohibited grounds, grounds as stated in the provincial Canadian Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restroomsrest rooms, cafeterias, lockers, conference rooms and parking lots. Harassment can may take many forms: , verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. : • Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgroundsbackground, colour, place of birth, sexual orientation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., . which cause awkwardness or embarrassment; • Posting or circulation of offensive photos or photos, visual materials; • Refusal to work or converse with an employee because of their racial background or gender background, gender, etc. • Unwanted physical conduct such as touching, patting, pinching, etc. Condescension or paternalism which undermines self-respect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: ; Harassment is in no way to be construed as properly discharged super- visory supervisory responsibilities,, including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes has been harassed discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: Request a stop of the unwanted behavior; Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; Document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefits.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam 32.01 The Company Employer and the CAW are committed to providing a harassment free workplace. Harassment is defined as a “"course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome”,that unwelcome", that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colourcolor, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms rooms, and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. : Unwelcome remarks, jokes, innuendoesinnuendos, gestures gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colourcolor, place of birth, sexual orientation, citizenship or ancestry; , Practical jokes, pushing, shoving, etc., . which cause awkwardness or embarrassment; , Posting or circulation of offensive photos or visual materials; , Refusal to work or converse with an employee because of their racial background or gender etc. gender, Unwanted physical conduct such as touching, patting, pinching, etc. ., Unwelcome invitations or requests, Condescension or paternalism which undermines self-self respect; , or Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: . 32.02 Harassment is in no way to be construed as properly discharged super- visory responsibilities,including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree speech or interfere with normal social relations. Filing a Complaint: If an employee believes has been harassed discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: Request a stop of the unwanted behavior; Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; Document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefits.Is Not

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the CAW are committed to providing a harassment free workplace. Harassment is defined as a “"course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”,that unwelcome", that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace is defined as any company Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, . conference rooms and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. Unwelcome : ☞ unwelcome remarks, jokes, innuendoes, gestures gestures, or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; Practical . ☞ practical jokes, pushing, shoving, etc., . which cause awkwardness or embarrassment; Posting , ☞ posting or circulation of offensive photos or visual materials; Refusal , ☞ refusal to work or converse with an employee because of their racial background or gender etc. Unwanted gender, ☞ unwanted physical conduct such as touching, patting, pinching, etc. Condescension ., ☞ unwelcome invitations or requests, ☞ condescension or paternalism which undermines self-self respect; Backlash , ☞ backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged super- visory responsibilities,supervisory responsibilities including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes has that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific action actions that may be taken to put a stop to it: Request . First, request a stop of the unwanted behavior; behaviour. Inform the individual that is doing the harassing or the discriminating discrimination against you that the behavior behaviour is unwanted and unwelcome; Document . It is advisable to document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, However it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the The incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded brought to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings attention of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefitsyour Supervisor and/or Committee person.

Workplace Harassment. February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, colour, marital status, creed, nationality or sex, on account of religious or political affiliations, or because of his/her membership or activities or lack of membership or activities, in the Union. The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practiced by either of them, or by any of their representatives with respect to any employee because of age, sexual orientation, or disability, save and except those limitations as set out in the Legislation of the Province of Ontario. The Company and the CAW are committed to providing a harassment free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”,that unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consid- eration consideration and to discourage harassment. The workplace Workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms rooms, and parking lots. Harassment can may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. : • Unwelcome remarks, jokes, innuendoes, gestures gestures, or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; , • Practical jokes, pushing, shoving, etc., . which cause causes awkwardness or embarrassment; , • Posting or circulation of offensive photos or visual materials; , • Refusal to work or converse with an employee because of their racial background or gender etc. gender, • Unwanted physical conduct such as touching, patting, pinching, etc. ., • Condescension or paternalism which undermines self-self respect; , • Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged super- visory responsibilities,supervisory responsibilities including the delegation of work assignments, the assessment of discipline, discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibitfree inhibit free speech or interfere with normal social relations. Filing a Complaint: If an employee believes has been harassed discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: Request a stop of the unwanted behavior; Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; Document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and, together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Human Resources Manager and the Plant Chairperson. alleged ▇▇▇▇▇▇▇▇, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in. The Company agrees to have weekly meetings to keep the Union Representative informed of when and why the contractors are in the Plant. The Company and Union agree to meet to discuss the possibility of establishing Apprenticeships. This will be with the involvement of other C A locations and the CAW Skilled Trades Department. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company agrees to make regular paid time available to one (1) CAW bargaining member for arranging bibles, sympathy cards, flowers and such related to bereavement situations involving Products employees and family. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiationsthe Union and Company agreed to make changes to the existing job classifications list. In order to provide an opportunity for desirable job placement, the Company agreed to provide the employee affected by the establishment of the Cycle Count classification the opportunity to choose between the line driver or cycle count position. All provisions related to the chosen position would then take effect. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam During negotiations the Union and Company discussed the changing environment related to benefits coverage. It is agreed that the Union and Company would meet to discuss the current business arrangements with Green Union agreed the CAW will use all resources available to assist ▇▇▇▇▇▇▇ in its efforts to improve upon the economic challenges with Green Shield. The Union also agreed to meet semi- annually with ▇▇▇▇▇▇▇ & to review benefits cost and possible cost containment measures suggested by Company and CAW subject matter experts. It is agreed by the Company that no changes will be made to the current benefits or benefits carrier without the mutual agreement of both parties. Yours truly, ▇▇▇▇▇▇▇ Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Between PRODUCTS ▇▇▇▇▇▇▇ Exhibit A Exhibit B Exhibit C Exhibit D Group Insuranceand Health Care Benefit Program Voluntary Termination of Employment Plan Lump Sum Payment Plan Pension Plan General Provisions Life Insurancefor Employees Accidental Death and Dismemberment Benefit for Employees Voluntary Group Life Insurance for Employees. Non-Occupational Accidents and Sickness Benefits for Employees.. Extended Disability Insurance for Employees Supplemental Health care for Employees and Dependants Hospital Benefits Paramedical Services Out-of Province Hospital, Surgical and Medical Expense Benefit Dental Care benefits for Employees and Dependents Vision Care Expenses Hearing Aid Expenses. Green Shield Prescription Drug Plan General Provisions Applicable to Health and Dental Care Benefits.