Common use of Job Evaluation Clause in Contracts

Job Evaluation. If, during the term of this Agreement, another new or revised Job Evaluation System is implemented by the Employer, the Employer shall before applying the new or revised Job Evaluation System, negotiate with the Union the rates of pay for the evaluations affected. If the parties fail to reach agreement within sixty (60) days the date on which the Employer submits the new or revised Job Evaluation System to the Union, the Union may refer the matter to arbitration. The arbitrator’s decision will be retroactive to the date of application of the new rates. There shall be a Job Evaluation Committee with members appointed by the Employer. The Chief Executive Officer of the Employer or designate, referred to in Clause shall not be a member of the Job Evaluation Committee. All members of the Job Evaluation Committee must be trained on the use of the job evaluation system. During the term of this Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out by the Job Evaluation Committee will be used for assessing the value of positions to which employees are assigned. Upon request, an employee shall be provided with access to the guide charts and benchmark positions. Where an employee believes that position has been improperly evaluated and prior to filing an appeal under Clause the employee is encouraged to discuss the evaluation of position with hisher supervisor or a representative of management who is knowledgeable in the job evaluation system. Upon request the employee shall be provided a copy of the job description for position together with the point rating and the rationale supporting the point rating assigned. Employees shall file job evaluation appeals to the Chief Executive Officer of the Employer or hisher designate. The Chief Executive Officer of the Employer or designate shall refer the appeal to the Job Evaluation Committee within fifteen (1 5) days of receipt of the appeal. The Job Evaluation Committee shall meet within thirty.(30) days of receipt of an employee’s appeal to hear the appeal. The Job Evaluation Committee may extend this time limit up to an additional thirty (30) days. The Job Evaluation .Committee shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the for the appeal. The Job Evaluation Committee may determine that the employee’s evaluation is proper or determine that the employee has been improperly evaluated in position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen (14) days of the Job Evaluation Committee hearing the appeal. If accepted by the employee, the decision of the Job Evaluation Committee is binding on the Employer, the Union and the employee until such time as that employee has been promoted, transferred, or the employee’s job description is changed by the Employer and has been re-evaluated. If accepted by the employee, the decision of the Job Evaluation Committee will be implemented within twenty eight (28) days of the employee being advised of the Job Evaluation Committee’s decision. Following the decision of the Job Evaluation Committee, the employee shall, within fourteen days of receiving the decision of the Job Evaluation Committee, either:

Job Evaluation. If, during (a) The parties agree that a Dispute Resolution Board chaired by Xxxxxxx be established forthwith under the term of this Agreement, another new or revised Job Evaluation System is implemented by the Employer, the Employer shall before applying the new or revised Job Evaluation System, negotiate with the Union the rates of pay civilian collective agreements for the evaluations affected. If the parties fail to reach agreement within sixty (60) days the date on which the Employer submits the new or revised Job Evaluation System to the Union, the Union purpose of finally determining such issues as may refer the matter to arbitration. The arbitrator’s decision will be retroactive to remain outstanding between them as of the date of application the hearing. The parties agree to use their best efforts to ensure that the hearing commence as soon as the Arbitrator's schedule permits. Between the date of ratification and the date of the new rates. There hearing the parties shall continue to meet with a view to agreeing on all outstanding job evaluation implementation issues, the establishment of pay classes and the point spreads and wage rates to be a assigned to each pay class, the appropriate length of time for the periodic review by the Job Evaluation Committee with members appointed by of each job and the Employerprocess to be used for resolving job evaluation disputes under Art. of the civilian collective agreements. The Chief Executive Officer full implementation of the Employer or designateaward and the terms of this job evaluation settlement (including the costs associated with clause shall result in an increased cost to the Board of not more than of the total annual regular straight time wages of the civilian complement Units A, referred to D and E as of January at the rates in Clause effect at that time. The parties agree that the following issues are resolved and shall not be subject to further negotiation in subsequent discussions between the parties and, if the matter proceeds to arbitration, shall form part of the arbitration award: no member on strength as of the date of the implementation of the job evaluation system shall have wages decreased either on a temporary or permanent basis as a result of job being assigned to a lower pay class. Specifically, the parties agree that an incumbent in a job which may be assigned to a lower pay class shall continue to receive the pay rate of former pay class as it may exist from time to time inclusive of all wage increases negotiated in this settlement and in all future settlements) at the appropriate step until the member ceases to be a member of the Job Evaluation Committee. All members of the Job Evaluation Committee must be trained on the use of the police service or moves to a new job evaluation system. During the term of this Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out police service; the points already agreed to by the Job Evaluation Committee will be used for assessing or determined by the value of positions to which employees Referee Xxxxx are assigned. Upon request, an employee not in dispute and any job ratings that are still in dispute shall be provided with access to determined by until the guide charts and benchmark positionsaward of the Board is issued. Where an employee believes that position has been improperly evaluated and prior to filing an appeal under Clause the employee is encouraged to discuss the evaluation Implementation of position with hisher supervisor or a representative of management who is knowledgeable in the job evaluation system. Upon request the employee shall be provided a copy of the job description for position together with the point rating and the rationale supporting the point rating assigned. Employees shall file job evaluation appeals to the Chief Executive Officer of the Employer or hisher designate. The Chief Executive Officer of the Employer or designate shall refer the appeal to the Job Evaluation Committee within fifteen (1 5) days of receipt of the appeal. The Job Evaluation Committee shall meet within thirty.(30) days of receipt of an employee’s appeal to hear the appeal. The Job Evaluation Committee may extend this time limit up to an additional thirty (30) days. The Job Evaluation .Committee shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the for the appeal. The Job Evaluation Committee may determine that the employee’s evaluation is proper or determine that the employee has been improperly evaluated in position and determine the proper evaluation for the position. The employee system will be advised in writing of the Job Evaluation Committee’s decision within fourteen (14) days of the Job Evaluation Committee hearing the appeal. If accepted by the employee, the decision of the Job Evaluation Committee is binding on the Employer, the Union retroactive to January and the employee until such time as that employee has been promoted, transferred, or the employee’s job description is changed by the Employer and has been re-evaluated. If accepted by the employee, the decision of the Job Evaluation Committee will be implemented within twenty eight (28) days of phased in over the employee being advised of the Job Evaluation Committee’s decision. Following the decision of the Job Evaluation Committee, the employee shall, within fourteen days of receiving the decision of the Job Evaluation Committee, either:period from January to December

Job Evaluation. If, during the term of this Agreement, another new or revised Job Evaluation System is implemented by the Employer, the Employer shall before applying the new or revised Job Evaluation System, negotiate with the Union the rates of pay for the evaluations affected. If the parties fail to reach agreement within sixty (60) days from the date on which the Employer submits the new or revised Job Evaluation System to the Union, the Union may refer the matter to arbitration. The arbitrator’s decision will be retroactive to the date of application of the new rates. There shall be a Job Evaluation Committee with members appointed by the Employer. The Chief Executive Officer of the Employer or designate, referred to in Clause shall not be a member of the Job Evaluation Committee. All members of the Job Evaluation Committee must be trained on the use of the job evaluation system. During the term of this Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out by the Job Evaluation Committee will be used for assessing the value of positions to which employees are assigned. Upon request, an employee shall be provided with access to the guide charts and benchmark positions. Where an employee believes that position has been improperly evaluated and prior to filing an appeal under Clause the employee is encouraged to discuss the evaluation of position with hisher supervisor or a representative of management who is knowledgeable in the job evaluation system. Upon request the employee shall be provided a copy of the job description for position together with the point rating and the rationale supporting the point rating assigned. Employees shall file job evaluation appeals to the Chief Executive Officer of the Employer or hisher designate. The Chief Executive Officer of the Employer or designate shall refer the appeal to the Job Evaluation Committee within fifteen (1 515) days of receipt of the appeal. The Job Evaluation Committee shall meet within thirty.(30thirty (30) days of receipt of an employee’s appeal to hear the appeal. The Job Evaluation Committee may extend this time limit up to an additional thirty (30) days. The Job Evaluation .Committee Committee shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the for the appeal. The Job Evaluation Committee may determine that the employee’s evaluation is proper or determine that the employee has been improperly evaluated in position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen (14) days of the Job Evaluation Committee hearing the appeal. If accepted by the employee, the decision of the Job Evaluation Committee is binding on the Employer, the Union and the employee until such time as that employee has been promoted, transferred, or the employee’s job description is changed by the Employer and has been re-evaluated. If accepted by the employee, the decision of the Job Evaluation Committee will be implemented within twenty eight (28) days of the employee being advised of the Job Evaluation Committee’s decision. Following the decision of the Job Evaluation Committee, the employee shall, within fourteen days of receiving the decision of the Job Evaluation Committee, either:

Job Evaluation. If, during the term of this Agreement, another new or revised The Joint Job Evaluation System is implemented Committee shall review the job description and other job documents provided to them for the job under review, to clarify information required for rating purposes. Such review may include: site inspection by the EmployerCommittee interviewing, by the Employer shall before applying the new or revised Committee, of incumbents and supervisors The Joint Job Evaluation System, negotiate with Committee shall then evaluate the Union job the rates of pay Rating Manual (Schedule In making the determinations necessary for the evaluations affectedrating of a job from the description of the job’s content, certain basic characteristics are considered to be inherent in the performance of all jobs, and are not considered in the evaluation of any job in this programme. If These characteristics are honesty, integrity, normal discretion, reasonable care and attention, ordinary tact, and common courtesy, In the parties fail to reach agreement within sixty (60) days the date on which the Employer submits the new or revised Job Evaluation System to the Union, the Union may refer the matter to arbitration. The arbitrator’s decision will be retroactive to the date of application of the new ratesRating Manual (Schedule the following general rules shall apply: It is the content of the job that is being not the incumbent(s). There Jobs are to be evaluated without regard to existing Classifications. Jobs are to be placed in the appropriate Factor Degree by considering the specific requirements of each job, the Factor definition, and the description of each Factor Degree. Workload is not a consideration when evaluating a job. No interpolation of Factor Degrees is to be made in the use of this programme (i.e. no insertion of a Factor rating that falls between the established Factor Degrees). The job description and rating of each job shall be a relative to, consistent with, and conform to the Job descriptions and ratings of the benchmark jobs and all other jobs included in the Job evaluation programme. Should the Joint Job Evaluation Committee with members appointed by the Employer. The Chief Executive Officer of the Employer or designate, referred to in Clause shall not be able to make a member of the Job Evaluation Committee. All members of the Job Evaluation Committee must be trained decision on the use of the job evaluation system. During the term of this Agreementmatter(s) before it, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out by the Job Evaluation Committee will be used for assessing the value of positions to which employees are assigned. Upon request, an employee matter(s) shall be provided with access to the guide charts and benchmark positions. Where an employee believes that position has been improperly evaluated and prior to filing an appeal under Clause the employee is encouraged to discuss the evaluation of position with hisher supervisor or a representative of management who is knowledgeable in the job evaluation system. Upon request the employee shall be provided a copy of the job description for position together with the point rating and the rationale supporting the point rating assigned. Employees shall file job evaluation appeals to the Chief Executive Officer of the Employer or hisher designate. The Chief Executive Officer of the Employer or designate shall refer the appeal referred to the Job Evaluation Committee within fifteen (1 5) days of receipt Referee, as provided for in Article The Chairperson of the appeal. The Joint Job Evaluation Committee shall meet communicate all rating and/or other decisions made by the Committee to the incumbent(s), the appropriate Department Head, the Personnel Department, and the Union within thirty.(30) days of receipt of an employee’s appeal to hear the appeal. The Job Evaluation Committee may extend this time limit up to an additional thirty (30) days. The Job Evaluation .Committee shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the for the appeal. The Job Evaluation Committee may determine that the employee’s evaluation is proper or determine that the employee has been improperly evaluated in position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen (14) ten working days of the Job Evaluation Committee hearing the appeal. If accepted by the employee, the decision of the Job Evaluation Committee is binding on the Employer, the Union and the employee until such time as that employee has been promoted, transferred, or the employee’s job description is changed by the Employer and has been re-evaluated. If accepted by the employee, the decision of the Job Evaluation Committee will be implemented within twenty eight (28) days of the employee being advised of the Job Evaluation Committee’s decision. Following the decision JOB The Joint Job Evaluation shall consist of: two representatives of the Corporation, as selected by the Corporation two representatives of the Union, as selected by the Union one Chairperson, non-voting, appointed by the Personnel Department, following discussion with the Union Union members of the Joint Job evaluation Committee and any alternates appointed thereto shall be granted leave of absence with pay and without loss of seniority for periods of time spent meeting as part or on behalf of the Joint Job Evaluation Committee, with such meetings being agreed to by said Committee, These members shall continue to have all the employee shall, within fourteen days of receiving the decision rights and privileges of the Collective Agreement. Such leave of absence shall be of sufficient duration for the members to discharge their responsibilities. It shall be the purpose of the Joint Job Evaluation Committee, either:

Job Evaluation. If, during the term of this Agreement, another new or revised The Job Evaluation System is implemented by Plan The Provisions which form the Employer, the Employer shall before applying the new or revised Job Evaluation System, negotiate with the Union the rates of pay for the evaluations affected. If the parties fail to reach agreement within sixty (60) days the date on which the Employer submits the new or revised Job Evaluation System to the Union, the Union may refer the matter to arbitration. The arbitrator’s decision will be retroactive to the date of application of the new rates. There shall be a Job Evaluation Committee with members appointed by the Employer. The Chief Executive Officer of the Employer or designate, referred to in Clause shall not be a member basis of the Job Evaluation Committee. All members of Plan are contained in the Collective Agreement and the Job Evaluation Committee must be trained on Manual. Matters pertaining to the use application of dollars are contained in the job evaluation systemCollective Agreement. During Job Evaluation matters are contained the term Manual. Management and Union shall identify to each other the groups responsible for dealing in the foregoing matters. Jobs Covered by the Job Evaluation Plan The Plan shall cover all jobs falling under the Scope of this Collective Agreement, . Identification of Jobs in Salary Schedule All jobs processed under the Hay Job Evaluation Guide Charts, Plan shall be designated a Salary Group in the current Salary Schedule issued in conjunction with the benchmark positions Collective Agreement. The Job Evaluation Manual The Manual is a supplement to the Collective Agreement and its provisions shall apply as if set forth in full in the Collective Agreement. The Manual shall be supplied to all employees whose jobs are covered by the Plan. of the Parties The Employer has and shall retain the exclusive right and power to decide what work is to be done and who is to do it and accordingly the Employer shall apply the Job Evaluation Plan to determine the appropriate salary groups for jobs. The Employer shall exercise these rights in accordance with the provisions as set forth in the Collective Agreement and the Job Evaluation Manual. The Union's rights shall be to act on behalf of its members to ensure that the Job Evaluation Plan is being properly applied. In order to carry out this function the Union Job Evaluation Advisor shall work in liaisonwith the appropriate Management Groups responsible administration of interviewing employees during regular working hours. The Union shall exercise these rights in accordance with the provisions as set forth in the Collective Agreement and the Job Evaluation Manual. The Union shall retain its rights to participate jointly with the Employer in developing modifying the Job Evaluation Plan. In the event of conflict between the foregoing general statements regarding the Rights of the Parties, and the specific provisions contained in the Job Evaluation Manual and the Collective Agreement, the latter shall govern. Salary Schedules The salary schedules for jobs covered by the Job Evaluation Committee will be used for assessing Plan and issued in conjunction with the value of positions to which employees are assigned. Upon request, an employee current Collective Agreement shall have the following characteristics: The Salary Schedule shall be provided a salary range schedule with access to the guide charts and benchmark positions. Where an employee believes that position has been improperly evaluated and prior to filing an appeal under Clause the employee is encouraged to discuss the evaluation a total of position with hisher supervisor or a representative of management who is knowledgeable in the job evaluation system. Upon request the employee shall be provided a copy of the job description for position together with the point rating and the rationale supporting the point rating assigned. Employees shall file job evaluation appeals to the Chief Executive Officer of the Employer or hisher designate. The Chief Executive Officer of the Employer or designate shall refer the appeal to the Job Evaluation Committee within fifteen (1 5) days of receipt of the appeal. The Job Evaluation Committee shall meet within thirty.(30) days of receipt of an employee’s appeal to hear the appeal. The Job Evaluation Committee may extend this time limit up to an additional thirty (30) days. The Job Evaluation .Committee shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the for the appeal. The Job Evaluation Committee may determine that the employee’s evaluation is proper or determine that the employee has been improperly evaluated in position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen (14) days of the Job Evaluation Committee hearing the appeal. If accepted by the employee, the decision of the Job Evaluation Committee is binding on the Employer, the Union and the employee until such time as that employee has been promoted, transferred, or the employee’s job description is changed by the Employer and has been re-evaluated. If accepted by the employee, the decision of the Job Evaluation Committee will be implemented within twenty eight (28) days of the employee being advised of the Job Evaluation Committee’s decision. Following the decision of the Job Evaluation Committee, the employee shall, within fourteen days of receiving the decision of the Job Evaluation Committee, either:fourteen

Job Evaluation. IfThis will confirm our understanding of the above subject as agreed between the Company and the Union as follows: Where the job content of a job has significantly changed and the job description no longer reflects the actual responsibilities of the position, during the term of this Agreement, another new or a revised Job Evaluation System is implemented job description may be written for review by the Employer, the Employer shall before applying the new or revised Job Evaluation System, negotiate with the Union the rates of pay for the evaluations affected. If the parties fail to reach agreement within sixty (60) days the date on which the Employer submits the new or revised Job Evaluation System to the Union, the Union may refer the matter to arbitrationRewards Group. The arbitrator’s decision will be retroactive to the date of application of the new rates. There revised job description shall be a Job Evaluation Committee with members appointed by the Employer. The Chief Executive Officer of the Employer or designate, referred to in Clause shall not be a member of the Job Evaluation Committee. All members of the Job Evaluation Committee must be trained on the use of the job evaluation system. During the term of this Agreement, the Hay Job Evaluation Guide Charts, prepared in conjunction with the benchmark positions as set out by the Job Evaluation Committee will be used for assessing the value of positions to which employees are assignedaffected employee(s). Upon request, an employee The job description shall be provided with access completed within 8 weeks of the initial discussion between the Manager and the affected employee(s). Revised job descriptions shall be submitted to the guide charts and benchmark positions. Where an employee believes that position has been improperly evaluated and prior Director Rewards who shall arrange to filing an appeal under Clause the employee is encouraged to discuss the evaluation of position with hisher supervisor or a representative of management who is knowledgeable in have the job evaluation system. Upon request the employee shall be provided a copy of the job description for position together with the point rating and the rationale supporting the point rating assigned. Employees shall file job evaluation appeals to the Chief Executive Officer of the Employer or hisher designate. The Chief Executive Officer of the Employer or designate shall refer the appeal to the Job Evaluation Committee within fifteen (1 5) days of receipt of the appeal. The Job Evaluation Committee shall meet within thirty.(30) days of receipt of an employee’s appeal to hear the appeal. The Job Evaluation Committee may extend this time limit up to an additional thirty (30) days. The Job Evaluation .Committee shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the for the appeal. The Job Evaluation Committee may determine that the employee’s evaluation is proper or determine that the employee has been improperly evaluated in position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen (14) days of the Job Evaluation Committee hearing the appeal. If accepted by the employee, the decision of the Job Evaluation Committee is binding on the Employer, the Union and the employee until such time as that employee has been promoted, transferred, or the employee’s job description is changed by the Employer and has been re-evaluated. All job descriptions submitted for re-evaluation will be evaluated within 8 weeks of submission. If accepted by there are any delays in processing the employeeevaluation, the decision of the Job Evaluation Committee applicant will be implemented within twenty eight (28) days of the employee being notified accordingly. TEAM shall be advised of the Job Evaluation Committee’s decision. Following the decision salary band of the Job Evaluation Committee, re-evaluated position prior to the employee shall, within fourteen days affected employee(s) being notified. SALES BONUS/COMMISSION PLANS Effective the date of receiving signing the decision Union recognizes the right of the Job Evaluation CommitteeCompany to make adjustments to sales bonus/commission plans from time to time during the life of the Collective Agreement. Adjustments made are to be done in good faith and in a fair and reasonable manner. The Company agrees to advise the Union of any such adjustments. NET CREDITED SERVICE (NCS) Where an employee resigns from the employment of one of the MTS Group of Companies to accept a new position within another one of the MTS Group of Companies, either:his/her Net Credited Service shall be recognized. VOLUNTARY RETIREMENT TERMINATION INCENTIVE PROGRAM (VRTIP) Program Details Category Description Incentive 1 Employees must be Regular Full-time or Regular Part-time* Age 55 or greater plus years of service is equal to or greater than 80 30 week lump sum payment 2 Employees must be Regular Full-time or Regular Part-time* Age 55 or greater plus 10+ years of service with age plus service less than 80 30 week lump sum payment 3 Employees must be Regular Full-time or Regular Part-time* 26 week lump sum payment and a Age less than 55 however, age plus service is equal to or greater than 80 Bridging Allowance (up to a maximum equivalent of 52 weeks base salary) OR If age is less then 53, at the employees option, 65 week lump sum payment 4 All other Regular Full-time or Regular Part-time employees Two (2) weeks per year completed net credited years of service up to a maximum of 65 weeks *Lump sum payment for Regular Part-time employees shall be prorated as follows: For severance purposes, service is represented as the sum of (i) any period or periods of Regular Full-Time employment and (ii) any period or periods of Regular Part-Time employment, pro-rated accordingly. Terms & Conditions

Job Evaluation. If, during The job classification is shown in the term Wage Schedule and Classification as Appendix “A” which is made part of this AgreementCollective Agreement and is signed for identification by the parties here- to. All jobs are described in such a manner as to identify the duties of the job which will affect the evaluation. In a job opening the job description shall be used to describe the duties of the job. A copy of each job description will be pro- vided to the Union within one month. A job description is not a job assignment and employees may be required to do other duties which are not specified in their job description; however, another any change in duties which becomes part of a job on a regular basis will be included in the job description, and the job description will be provided to the Union within one month. Any new or revised changed jobs will be evaluated under the Job Evaluation System is implemented by Plan and classified. The Company shall advise the Employer, Union of all such evalu- ations. Such evaluation will be effective on the Employer shall before applying date the new or revised Job Evaluation System, negotiate with the Union the rates of pay for the evaluations affected. If the parties fail to reach agreement within sixty (60) days the date on which the Employer submits the new or revised Job Evaluation System to the Union, the Union may refer the matter to arbitration. The arbitrator’s decision will be retroactive to the date of application of the new rates. There shall be a Job Evaluation Committee with members appointed by the Employer. The Chief Executive Officer of the Employer or designate, referred to in Clause shall not be a member of the Job Evaluation Committee. All members of the Job Evaluation Committee must be trained on the use of the changed job evaluation system. During the term of this Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out by the Job Evaluation Committee will be used for assessing the value of positions to which employees are assigned. Upon request, an employee shall be provided with access to the guide charts was first performed and benchmark positions. Where an employee believes that position has been improperly evaluated and prior to filing an appeal under Clause the employee is encouraged to discuss the evaluation of position with hisher supervisor or a representative of management who is knowledgeable in the job evaluation system. Upon request the employee shall be provided a copy of the job description for position together with the point rating and the rationale supporting the point rating assigned. Employees shall file job evaluation appeals will be given to the Chief Executive Officer Union within one month. If as a result of such evaluation the rate of the Employer or hisher designate. The Chief Executive Officer of the Employer or designate shall refer the appeal to the Job Evaluation Committee within fifteen (1 5) days of receipt of the appeal. The Job Evaluation Committee shall meet within thirty.(30) days of receipt of an employee’s appeal to hear the appeal. The Job Evaluation Committee may extend this time limit up to an additional thirty (30) days. The Job Evaluation .Committee shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the for the appeal. The Job Evaluation Committee may determine that the employee’s evaluation job is proper or determine that the employee has been improperly evaluated in position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen (14) days of the Job Evaluation Committee hearing the appeal. If accepted by the employee, the decision of the Job Evaluation Committee is binding on the Employer, the Union reduced and the employee until such continues to perform this changed job, they will continue to be paid the former rate and will not be forced off the job because of this higher rate. Once the employee begins to perform another job, their rate will be determined in accordance with the other provi- sions of the collective agreement. A review Committee of two employees will be appointed by the Union to discuss job descriptions and evaluations with the Company. If the Company and the Union are unable to agree on the description or evaluation for a new or changed job, the matter may be referred to Stage (III) of the Grievance Procedure. No grievance may be initiated if more than forty-five working days have elapsed from the time as that employee has been promoted, transferred, or the employeeUnion was provided with a copy of the Company’s job description is changed by the Employer and evaluation and such description and evaluation has been re-evaluated. If accepted by dis- cussed at a meeting between the employee, Company and the decision Union provided that this meeting is held within three months after the Union has been provid- ed with a copy of the Job Evaluation Committee Company’s job description and evaluation. The provisions of and shall not apply to those jobs classified as trades jobs. UNION NOTICES Union notices will be implemented within twenty eight (28) days of posted on the employee being advised of the Job Evaluation Committee’s decision. Following the decision of the Job Evaluation Committee, the employee shall, within fourteen days of receiving the decision of the Job Evaluation Committee, either:Union notice boards.

Job Evaluation. IfThe job evaluation is shown in the Salary Schedule and Evaluation as Appendix "A", during which is made part of the term Agreement and is signed for identification by the parties hereto. All jobs are described in such a manner as to identify the duties of this Agreementthe job which will affect the evaluation. In a job opening the job description shall be used to describe the duties of the job. A copy of each job description will be provided to the Union within one (1) month. A job description is not a job assignment and employees may be required to do other duties which are not specified in their job description; however, another any change in duties which becomes part of a job on a regular basis will be included in the job description, and the job description will be provided to the Union within one (1) month. JOB EVALUATION Any new or revised Job Evaluation System is implemented by changed jobs will be evaluated (see Letter of Agreement). The Company shall advise the Employer, Union of such evaluations. Such evaluations will be effective on the Employer shall before applying date the new or revised Job Evaluation System, negotiate with the Union the rates of pay for the evaluations affected. If the parties fail to reach agreement within sixty (60) days the date on which the Employer submits the new or revised Job Evaluation System to the Union, the Union may refer the matter to arbitration. The arbitrator’s decision will be retroactive to the date of application of the new rates. There shall be a Job Evaluation Committee with members appointed by the Employer. The Chief Executive Officer of the Employer or designate, referred to in Clause shall not be a member of the Job Evaluation Committee. All members of the Job Evaluation Committee must be trained on the use of the changed job evaluation system. During the term of this Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out by the Job Evaluation Committee will be used for assessing the value of positions to which employees are assigned. Upon request, an employee shall be provided with access to the guide charts was first performed and benchmark positions. Where an employee believes that position has been improperly evaluated and prior to filing an appeal under Clause the employee is encouraged to discuss the evaluation of position with hisher supervisor or a representative of management who is knowledgeable in the job evaluation system. Upon request the employee shall be provided a copy of the job description for position together with the point rating and the rationale supporting the point rating assigned. Employees shall file job evaluation appeals will be given to the Chief Executive Officer Union within one (1) month, If as a result of such evaluation the rate of the Employer or hisher designate. The Chief Executive Officer of the Employer or designate shall refer the appeal to the Job Evaluation Committee within fifteen (1 5) days of receipt of the appeal. The Job Evaluation Committee shall meet within thirty.(30) days of receipt of an employee’s appeal to hear the appeal. The Job Evaluation Committee may extend this time limit up to an additional thirty (30) days. The Job Evaluation .Committee shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the for the appeal. The Job Evaluation Committee may determine that the employee’s evaluation job is proper or determine that the employee has been improperly evaluated in position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen (14) days of the Job Evaluation Committee hearing the appeal. If accepted by the employee, the decision of the Job Evaluation Committee is binding on the Employer, the Union reduced and the employee until continues to perform this changed job, they will continue to be paid the former rate and will not be forced off the job because of this higher rate. Once the employee begins to perform another job, their rate will be determined in accordance with the provisions of the collective agreement. A Review Committee of two (2) employees will be appointed by the Union to discuss job descriptions and evaluations with the Company. If the Company and the Union are unable to agree on the description or evaluation for a new or changed job, the matter may be referred to stage (111) of the Grievance Procedure. No grievance may be initiated if more than forty-five (45) working days have elapsed from the time the Union was provided with a copy of the Company's job description and evaluation and such time as that employee description and evaluation has been promoted, transferred, or discussed at a meeting between the employee’s Company and the Union provided that this meeting is held within three (3) months afterthe Union has been provided with a copy of the Company's job description is changed by and evaluation. ON NOTICES Union notices are to be posted on the Employer and has been re-evaluated. If accepted by the employee, the decision of the Job Evaluation Committee will be implemented within twenty eight (28) days of the employee being advised of the Job Evaluation Committee’s decision. Following the decision of the Job Evaluation Committee, the employee shall, within fourteen days of receiving the decision of the Job Evaluation Committee, either:Union notice board.

Job Evaluation. IfThis will confirm our understanding of the above subject as agreed between the Company and the Union as follows: Where the job content of a job has significantly changed and the job description no longer reflects the actual responsibilities of the position, during the term of this Agreement, another new or a revised Job Evaluation System is implemented job description may be written for review by the Employer, the Employer shall before applying the new or revised Job Evaluation System, negotiate with the Union the rates of pay for the evaluations affected. If the parties fail to reach agreement within sixty (60) days the date on which the Employer submits the new or revised Job Evaluation System to the Union, the Union may refer the matter to arbitrationRewards Group. The arbitrator’s decision will be retroactive to the date of application of the new rates. There revised job description shall be a Job Evaluation Committee with members appointed by the Employer. The Chief Executive Officer of the Employer or designate, referred to in Clause shall not be a member of the Job Evaluation Committee. All members of the Job Evaluation Committee must be trained on the use of the job evaluation system. During the term of this Agreement, the Hay Job Evaluation Guide Charts, prepared in conjunction with the benchmark positions as set out by the Job Evaluation Committee will be used for assessing the value of positions to which employees are assignedaffected employee(s). Upon request, an employee The job description shall be provided with access completed within 8 weeks of the initial discussion between the Manager and the affected employee(s). Revised job descriptions shall be submitted to the guide charts and benchmark positions. Where an employee believes that position has been improperly evaluated and prior Director Rewards who shall arrange to filing an appeal under Clause the employee is encouraged to discuss the evaluation of position with hisher supervisor or a representative of management who is knowledgeable in have the job evaluation system. Upon request the employee shall be provided a copy of the job description for position together with the point rating and the rationale supporting the point rating assigned. Employees shall file job evaluation appeals to the Chief Executive Officer of the Employer or hisher designate. The Chief Executive Officer of the Employer or designate shall refer the appeal to the Job Evaluation Committee within fifteen (1 5) days of receipt of the appeal. The Job Evaluation Committee shall meet within thirty.(30) days of receipt of an employee’s appeal to hear the appeal. The Job Evaluation Committee may extend this time limit up to an additional thirty (30) days. The Job Evaluation .Committee shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the for the appeal. The Job Evaluation Committee may determine that the employee’s evaluation is proper or determine that the employee has been improperly evaluated in position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen (14) days of the Job Evaluation Committee hearing the appeal. If accepted by the employee, the decision of the Job Evaluation Committee is binding on the Employer, the Union and the employee until such time as that employee has been promoted, transferred, or the employee’s job description is changed by the Employer and has been re-evaluated. All job descriptions submitted for re-evaluation will be evaluated within 8 weeks of submission. If accepted by there are any delays in processing the employeeevaluation, the decision of the Job Evaluation Committee applicant will be implemented within twenty eight (28) days of the employee being notified accordingly. TEAM shall be advised of the Job Evaluation Committee’s decision. Following the decision salary band of the Job Evaluation Committee, re-evaluated position prior to the employee shall, within fourteen days affected employee(s) being notified. SALES BONUS/COMMISSION PLANS Effective the date of receiving signing the decision Union recognizes the right of the Job Evaluation CommitteeCompany to make adjustments to sales bonus/commission plans from time to time during the life of the Collective Agreement. Adjustments made are to be done in good faith and in a fair and reasonable manner. The Company agrees to advise the Union of any such adjustments. NET CREDITED SERVICE (NCS) Where an employee resigns from the employment of one of the MTS Group of Companies to accept a new position within another one of the MTS Group of Companies, either:his/her Net Credited Service shall be recognized. VOLUNTARY RETIREMENT TERMINATION INCENTIVE PROGRAM (VRTIP) Program Details Category Description Incentive 1 Employees must be Regular Full-time or Regular Part-time* Age 55 or greater plus years of service is equal to or greater than 80 30 week lump sum payment 2 Employees must be Regular Full-time or Regular Part-time* Age 55 or greater plus 10+ years of service with age plus service less than 80 30 week lump sum payment 3 Employees must be Regular Full-time or Regular Part-time* Age less than 55 however, age plus service is equal to or greater than 80 26 week lump sum payment and a Bridging Allowance (up to a maximum equivalent of 52 weeks base salary) OR If age is less then 53, at the employees option, 65 week lump sum payment 4 All other Regular Full-time or Regular Part-time employees Two (2) weeks per year completed net credited years of service up to a maximum of 65 weeks *Lump sum payment for Regular Part-time employees shall be prorated as follows: For severance purposes, service is represented as the sum of (i) any period or periods of Regular Full-Time employment and (ii) any period or periods of Regular Part-Time employment, pro-rated accordingly. Terms & Conditions

Job Evaluation. If, during The job classification is shown in the term Wage Schedule and Classification as Appendix “A” which is made part of this AgreementCollective Agreement and is signed for identification by the parties hereto. All jobs are described in such a manner as to identify the duties of the job which will affect the evaluation. In a job opening the job description shall be used to describe the duties of the job. A copy of each job description will be provided to the Union within one month. A job description is not a job assignment and employees may be required to do other duties which are not specified in their job description; however, another any change in duties which becomes part of a job on a regular basis will be included in the job description, and the job description will be provided to the Union within one month. Any new or revised changed jobs will be evaluated under the Job Evaluation System is implemented by Plan and classified. The Company shall advise the Employer, Union of all such evaluations. Such evaluation will be effective on the Employer shall before applying date the new or revised Job Evaluation System, negotiate with the Union the rates of pay for the evaluations affected. If the parties fail to reach agreement within sixty (60) days the date on which the Employer submits the new or revised Job Evaluation System to the Union, the Union may refer the matter to arbitration. The arbitrator’s decision will be retroactive to the date of application of the new rates. There shall be a Job Evaluation Committee with members appointed by the Employer. The Chief Executive Officer of the Employer or designate, referred to in Clause shall not be a member of the Job Evaluation Committee. All members of the Job Evaluation Committee must be trained on the use of the changed job evaluation system. During the term of this Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out by the Job Evaluation Committee will be used for assessing the value of positions to which employees are assigned. Upon request, an employee shall be provided with access to the guide charts was first performed and benchmark positions. Where an employee believes that position has been improperly evaluated and prior to filing an appeal under Clause the employee is encouraged to discuss the evaluation of position with hisher supervisor or a representative of management who is knowledgeable in the job evaluation system. Upon request the employee shall be provided a copy of the job description for position together with the point rating and the rationale supporting the point rating assigned. Employees shall file job evaluation appeals will be given to the Chief Executive Officer Union within one month. If as a result of such evaluation the rate of the Employer or hisher designate. The Chief Executive Officer of the Employer or designate shall refer the appeal to the Job Evaluation Committee within fifteen (1 5) days of receipt of the appeal. The Job Evaluation Committee shall meet within thirty.(30) days of receipt of an employee’s appeal to hear the appeal. The Job Evaluation Committee may extend this time limit up to an additional thirty (30) days. The Job Evaluation .Committee shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the for the appeal. The Job Evaluation Committee may determine that the employee’s evaluation job is proper or determine that the employee has been improperly evaluated in position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen (14) days of the Job Evaluation Committee hearing the appeal. If accepted by the employee, the decision of the Job Evaluation Committee is binding on the Employer, the Union reduced and the employee until such continues to perform this changed job, he will continue to be paid the former rate and will not be forced off the job because of this higher rate. Once the employee begins to perform another job, his rate will be determined in accordance with the other provisions of the collective agreement. A review Committee of two employees will be appointed by the Union to discuss job descriptions and evaluations with the Company. If the Company and the Union are unable to agree on the description or evaluation for a new or changed job, the matter may be referred to Stage (Ill) of the Grievance Procedure. No grievance may be initiated if more than forty-five working days have elapsed from the time as that employee has been promoted, transferred, or the employeeUnion was provided with a copy of the Company’s job description is changed by the Employer and evaluation and such description and evaluation has been re-evaluated. If accepted by discussed at a meeting between the employee, Company and the decision Union provided that this meeting is held within three months after the Union has been provided with a copy of the Job Evaluation Committee will be implemented within twenty eight (28) days Company’s job description and evaluation. The provisions of the employee being advised of the Job Evaluation Committee’s decision. Following the decision of the Job Evaluation Committee, the employee shall, within fourteen days of receiving the decision of the Job Evaluation Committee, either:and shall not apply to those jobs classified as trades jobs.

Job Evaluation. IfA joint job evaluation committee, during consisting of labor and management co-leaders and up to two (2) representatives (and up to two (2) alternates) from each party, will review the term job descriptions and revisions of this Agreementall bargaining unit jobs. No committee member may review, another evaluate, or deliberate on his/her own job description. The committee’s review shall be made on the basis of internal equity, industry standards, relevant community labor market data, and any pertinent scope of practice regulations (see national agreement on scope of practice). The committee will seek input on job descriptions from bargaining unit members as needed. The committee will be supported by internal and/or external compensation professionals as needed. Please also refer to the national agreement on union representation of new or revised Job Evaluation System is implemented by positions. The committee will report to the Employer, Union and the Employer shall before applying the new or revised Job Evaluation System, negotiate with within two (2) weeks of reaching their conclusions. The Employer and the Union the rates of pay for the evaluations affected. If the parties fail to reach agreement will make a decision within sixty twenty (60) days the date on which the Employer submits the new or revised Job Evaluation System to the Union, the Union may refer the matter to arbitration. The arbitrator’s decision will be retroactive to the date of application of the new rates. There shall be a Job Evaluation Committee with members appointed by the Employer. The Chief Executive Officer of the Employer or designate, referred to in Clause shall not be a member of the Job Evaluation Committee. All members of the Job Evaluation Committee must be trained on the use of the job evaluation system. During the term of this Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out by the Job Evaluation Committee will be used for assessing the value of positions to which employees are assigned. Upon request, an employee shall be provided with access to the guide charts and benchmark positions. Where an employee believes that position has been improperly evaluated and prior to filing an appeal under Clause the employee is encouraged to discuss the evaluation of position with hisher supervisor or a representative of management who is knowledgeable in the job evaluation system. Upon request the employee shall be provided a copy of the job description for position together with the point rating and the rationale supporting the point rating assigned. Employees shall file job evaluation appeals to the Chief Executive Officer of the Employer or hisher designate. The Chief Executive Officer of the Employer or designate shall refer the appeal to the Job Evaluation Committee within fifteen (1 520) days of receipt receiving these conclusions. In making decisions the Employer and Union will consider internal equity, industry standards, labor market data and the financial impact on the organization. If both the Union and the Employer agree to a modification in grade for a position, that modification shall be made, and the Union and Employer will discuss the effect of the appealgrade change on the individuals currently in that job classification. Employees whose wages are in excess of those established in the classification system will be red-circled at their present wage rate until such time as the wages for that job classification equal the red-circled employees' rate of pay. Any disputes may be appealed to Step 2 of the grievance process as defined in Article 12. If there is no mutual agreement at Step 2, the parties may go to arbitration or may seek a mutually agreeable expert in the compensation field (with the costs of such expert to be shared by the parties) to review the issue. The decision of the parties, arbitrator, and/or outside expert will be based upon internal equity, labor market data, and industry standards. Notebooks with job descriptions will be placed in the administrative office at each center and made available to bargaining unit employees. The Job Evaluation Committee shall meet within thirty.(30) days of receipt of an employee’s appeal to hear the appealwill complete its 2000 work by 12/15/00 and its 2001 work by 6/30/01. The Job Evaluation Committee may extend this time limit up Union and Employer will make a final decision by 7/31/01. Any portion of the designated equity funds which are not spent as a result of 2000 job reclassifications will be carried over and available for 2001 reclassifications. If the funds ($190,000, which is equal to an additional thirty (30.32% of total payroll) days. The Job Evaluation .Committee shall give the employee and/or the employee’s representative an opportunity are not fully utilized during 2000 and 2001 they will be converted to be heard and to explain the ATB adjustments for the appeal. The Job Evaluation Committee may determine that bargaining unit effective with the employee’s evaluation is proper or determine that the employee has been improperly evaluated in position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen (14) days of the Job Evaluation Committee hearing the appeal. If accepted by the employee, the decision of the Job Evaluation Committee is binding on the Employer, the Union and the employee until such time as that employee has been promoted, transferred, or the employee’s job description is changed by the Employer and has been re-evaluated. If accepted by the employee, the decision of the Job Evaluation Committee will be implemented within twenty eight (28) days of the employee being advised of the Job Evaluation Committee’s decision. Following the decision of the Job Evaluation Committee, the employee shall, within fourteen days of receiving the decision of the Job Evaluation Committee, either:first pay period following 7/31/01.

Job Evaluation. If, during the term of this Agreement, another new or revised The Job Evaluation System (previously adopted by both Parties for Pay Equity) is implemented the system that is to be used by the Employer, Parties in evaluating the Employer shall before applying relative worth of jobs falling within the new or revised Job Evaluation System, negotiate with scope of the Union the bargaining unit Individual job classifications and salary rates will be in accordancewith Schedule “A” of pay for the evaluations affected. If the parties fail to reach agreement within sixty (60) days the date on which the Employer submits the new or revised Job Evaluation System to the Union, the Union may refer the matter to arbitrationthis Collective Agreement. The arbitrator’s decision will be retroactive to the date of application of the new rates. There shall be a Job Evaluation Committee with members appointed Parties may, by the Employer. The Chief Executive Officer of the Employer or designatemutual agreement in writing, referred to in Clause shall not be a member modify any aspect of the Job Evaluation CommitteeSystem in order to bring about improvements in the implementation and maintenance of the system. All members of new and revised job descriptions submitted to the Evaluation Committee shall be evaluated by the Committee in accordance with the Job Evaluation System. Revised job description evaluation requests shall be considered twice each year, approximately mid-April and jobs shall be evaluated at the time of establishment. Evaluation Committee must There will be trained on the use an Evaluation Committee composed of six persons: three representatives of the Board of Education, and three appointees from the Union (at least one representative from each of Operations and Maintenance). The Evaluation Committee shall consider all requests for evaluation of job descriptions for new positions created within the bargaining unit and for re-evaluation systemof revised job descriptions for existing positions. During Each Party will notify the term other Party in writing of its appointees to this Agreement, Committee. Each member of the Hay Job Evaluation Guide Charts, Committeewill commit themselvesto a minimum of three (3) years in conjunction with the benchmark positions as set out by interest of continuity. Training on the Job Evaluation Committee System for the Union appointees will be used for assessing the value of positions to which employees are assigned. Upon request, an employee shall be provided with access done at no cost to the guide charts and benchmark positionsBoard. SCHEDULE JOB EVALUATION Job Re-Evaluation Procedures An employee who feels that there has been a significant change in the duties or responsibilities of their position shall confirm such changes with their Department Head. Where an employee believes that position has been improperly evaluated and prior to filing an appeal under Clause the DepartmentHead does not confirm the changes, the employee is encouraged may appeal that decision to discuss the evaluation appropriate Superintendent of position with hisher supervisor or Education. The decision of the appropriate Superintendent may be the subject of a representative of management who is knowledgeable in grievance. If the job evaluation system. Upon request changes are confirmed, then the employee shall be provided required to complete a copy of the revised job description for position together and Job Fact Sheet in collaboration with their immediatesupervisor. Once the point rating revised job description and the rationale supporting the point rating assigned. Employees shall file job evaluation appeals to the Chief Executive Officer of the Employer or hisher designate. The Chief Executive Officer of the Employer or designate shall refer the appeal to the Job Evaluation Committee within fifteen (1 5) days of receipt of the appeal. The Job Evaluation Committee shall meet within thirty.(30) days of receipt of an employee’s appeal to hear the appeal. The Job Evaluation Committee may extend this time limit up to an additional thirty (30) days. The Job Evaluation .Committee shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the for the appeal. The Job Evaluation Committee may determine that the employee’s evaluation is proper or determine that the employee has Fact Sheet have been improperly evaluated in position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen (14) days of the Job Evaluation Committee hearing the appeal. If accepted signed by the employee, the decision immediate supervisor and all other incumbents in the same position, these documents shall be forwarded to the Manager of Employee accompanied by a completed Job Re-EvaluationRequest Form. Requestsfor job re-evaluations are to be submitted either by April 1st or October 1st each year. Salary increases resulting from the re-evaluation shall be made effective the beginning of the pay period following the date that the Manager of Employee received both the revised Job Evaluation Committee is binding on the Employer, the Union Description and the employee until such time as that employee has been promoted, transferred, or the employee’s job description is changed by the Employer and has been re-evaluated. If accepted by the employee, the decision of the Completed Job Evaluation Committee will be implemented within twenty eight (28) days of the employee being advised of the Job Evaluation Committee’s decision. Following the decision of the Job Evaluation Committee, the employee shall, within fourteen days of receiving the decision of the Job Evaluation Committee, either:Fact Sheet.