Common use of LETTER OF UNDERSTANDING Clause in Contracts

LETTER OF UNDERSTANDING. Salary Advancement of Employees to the MA+45 lane (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding the salary advancement of employees to the MA+45 lane. Employees who earned their master’s degree ON or BEFORE June 30, 2016 were placed on the salary schedule at MA+15 or MA+30 in accordance with the “old method”, shall not be stripped of those designations by retroactively applying language that went into effect after June 30, 2016. Employees in this group who are assigned to the MA+30 lane shall be placed on the MA+45 lane when they complete 15 hours of approved credits after they were placed in the MA+30 lane. Employees in this group who are assigned to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages of the Comprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.

LETTER OF UNDERSTANDING. Salary Advancement CASUAL EMPLOYEES As discussed during negotiations the parties agree that casual employees have the right to refuse a second offer to work within the same day without those hours being counted as hours worked for the purpose of Employees equitable distribution. DATED AT LONDON, ONTARIO, THIS 22nd DAY OF APRIL, 2005. FOR THE HOSPITAL FOR THE UNION Xxxxx Xxxxxx Xxx Power LETTER OF UNDERSTANDING – TEMPORARY STUDENT STATUS The parties agree to a new temporary student status for summer employment. For the MA+45 lane (2016-2019) This purpose of this letter constitutes an only, summer is defined as May 1 to Labour Day. Students hired into this status will be considered temporary casuals and will be paid at the start rate for the classification that they are hired into. Union Dues will be deducted however no other terms or conditions of the collective agreement between will be applicable. Such students will receive 4% vacation pay however it is understood that such employees will not receive any percentage in lieu of fringe benefits. Such students will have their employment terminated at the Des Moines Public Schools end of the term. Notwithstanding this provision the Hospital may terminate the employment of such student at any time at its discretion. DATED AT LONDON, ONTARIO THIS 22nd DAY OF APRIL 2005. FOR THE HOSPITAL FOR THE UNION Xxxxx Xxxxxx Xxx Power LETTER OF UNDERSTANDING - PHYSICAL VIOLENCE OR ABUSE The parties acknowledge that employees may sometimes be at risk of physical violence or abuse from patients, clients or the public. Where this has occurred, employees are encouraged to advise their immediate supervisor and to consult the Des Moines Education Association regarding the salary advancement of employees to the MA+45 laneHospital policy on Abuse. Employees who earned their master’s degree ON or BEFORE June 30DATED AT LONDON, 2016 were placed on the salary schedule at MA+15 or MA+30 in ONTARIO THIS 22nd DAY OF APRIL, 2005. FOR THE HOSPTIAL FOR THE UNION Xxxxx Xxxxxx Xxx Power LETTER OF UNDERSTANDING - ACCOMMODATION In accordance with the “old method”provisions of the Human Rights Code, shall not be stripped accommodation is the responsibility of those designations the Employer, the Union and the employee. When it has been medically determined that an employee is unable to return to the full duties of their position due to a disability, the Employer will notify and meet with representatives of the Union to discuss the circumstances surrounding the employee’s return to suitable work. The Employer will commit to review vacant positions within the bargaining unit for suitable work. DATED AT LONDON, ONTARIO THIS 22nd DAY OF APRIL, 2005. FOR THE HOSPITAL FOR THE UNION Xxxxx Xxxxxx Xxx Power LETTER OF UNDERSTANDING – NEEDLE STICK INJURIES It is understood that current policy and procedures, including educational programs, are in place regarding needle stick injuries. As new policy and practices are developed by retroactively applying language the Hospital, consultation will take place at the Joint Health and Safety Committee Level. DATED AT LONDON, ONTARIO, THIS 22nd DAY OF APRIL, 2005. FOR THE HOSPITAL FOR THE UNION Xxxxx Xxxxxx Xxx Power LETTER OF UNDERSTANDING – TENDERING INSURED BENFITS PROGRAM The Hospital agrees that went into effect after June 30, 2016. Employees it will notify the National Union when it is tendering its insured benefits program provided for in this group who collective agreement and will notify Green Shield of Canada. DATED AT LONDON, ONTARIO, THIS 22nd DAY OF APRIL, 2005. FOR THE HOSPITAL FOR THE UNION Xxxxx Xxxxxx Xxx Power LETTER OF UNDERSTANDING – FEMALE MEMBER REPRESENTATION In the event that there are assigned to the MA+30 lane shall be placed no women members on the MA+45 lane when they complete 15 hours union committee, the Hospital will recognize one CAW appointed female member to represent a female employee in respect of approved credits after they were placed in a complaint under the MA+30 laneHospital’s Harassment and Discrimination policy should that female employee request representation by a female. Employees in this group who are assigned to DATED AT LONDON, ONTARIO, THIS 22nd DAY OF APRIL, 2005. FOR THE HOSPITAL FOR THE UNION Xxxxx Xxxxxx Xxx Power LETTER OF UNDERSTANDING – ENGINEERING DEPARTMENT The parties agree a meeting will take place on a quarterly basis between two (2) skilled trades and two (2) management representatives of the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start ProgramEngineering Department. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages of the Comprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.two

LETTER OF UNDERSTANDING. Salary Advancement of Employees to Job Security This will confirm the MA+45 lane (2016-2019) This letter constitutes an agreement understanding reached between the Des Moines Public Schools and parties concerning the Des Moines Education Association regarding the salary advancement of employees to the MA+45 lane. Employees who earned their master’s degree ON or BEFORE June 30, 2016 were placed on the salary schedule at MA+15 or MA+30 in accordance with the “old method”, shall not be stripped of those designations by retroactively applying language that went into effect after June 30, 2016. Employees in this group who are assigned to the MA+30 lane shall be placed on the MA+45 lane when they complete 15 hours of approved credits after they were placed practice in the MA+30 lane. Employees in this group who are assigned to eventuality that layoffs should affect members of the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed bargaining unit in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Programfuture. The additional days parties agree that if during the term of the collective agreement it becomes necessary to layoff, the Corporation shall lay-off all persons not regularly employed for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those more than 24 hours per week, students and/or temporary employees who are exempt and working full timeperforming the work that is subject to the lay-off, before any members of the bargaining unit are laid off. This change is necessary Reasonable efforts will be made by the parties to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1offer suitable alternate work to employees of the bargaining unit who are impacted by the lay-off according to their qualifications, 2016. Each employee wherever it may exist in the positions listed below Corporation. To offer suitable alternate work, job postings may be waived, a suitable trial period may be provided, or related training or retraining opportunities may be necessary. If the Corporation offers voluntary separation packages, such packages will receive be based on standardized criteria that recognize length of service. For the same increase in compensation as Corporation For the Union Xxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xx. Manager, Employee & Labour Relations President, CUPE, Local #831 Xxxxxx Xxxxxx Xx. Advisor, Labour Relations LETTER OF UNDERSTANDING Modified/Return to Work Program It is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages mutual desire of the Comprehensive Agreementsparties to assist in the rehabilitation of disabled employees (as a result of occupational or non-occupational injury/illness) and to ensure their return to productive and meaningful employment in the workplace. The parties will make reasonable efforts to place disabled employees in their pre-disability job. Accommodation will be considered to enable employees with disabilities to perform the essential duties of their pre-disability job. If this is not possible, the union will be notified, and the parties will establish a Joint Return to Work Core Committee consisting of the following members:  Certified Employees (Teachers)ContractDepartment Management Representative or their designate  President of the Local or their designate  Human Resources Business Partner; and  Disability Management Representative. The Committee may be augmented by, Page 29  Department but not limited to, the department representative of Associates Contractthe division/section, Page  Department the supervisor/manager, the divisional/section union representative and the employee. Where the employee cannot be accommodated in their pre-disability job, the Core Committee will meet for the purpose of Secretaries Contractidentifying and recommending to Management, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.where possible, individual case strategies for:

LETTER OF UNDERSTANDING. Salary Advancement JOB SECURITY In the event that downsizing occurs under the Job Security and Job Elimination articles of Employees the Labour Agreement, the Company undertakes to discuss the MA+45 lane (2016-2019) application of the severance pay provisions with the Union. This letter constitutes an was renewed by agreement between the Des Moines Public Schools Company and the Des Moines Education Association regarding Union for the salary advancement term of employees the 2003 – 2008 Labour Agreements. =================================================================== Re: Apprentices and Government Support April 14, 1998 LETTER OF UNDERSTANDING - APPRENTICES The Company agrees to the MA+45 laneestablishment of a committee composed of management representatives and appropriate representatives of the Union to explore the possibility of working with government and community colleges with a view to enhancing apprenticeship opportunities within the province. Employees who earned their master’s degree ON or BEFORE June 30, 2016 were placed The parties understand that such a program would be based on the salary schedule at MA+15 or MA+30 in accordance with the “old method”, shall not be stripped principle of those designations by retroactively applying language that went into effect after June 30, 2016. Employees in this group who are assigned cost neutrality to the MA+30 lane shall Company and there would be placed on the MA+45 lane when they complete 15 hours of approved credits after they were placed in the MA+30 lanea requirement for joint representation to Government to access funds for this purpose. Employees in this group who are assigned to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours This committee will be recognized for placement in this lane Letter established within three (3) months from the date of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) ratification of the new labour agreement. This letter constitutes an was renewed by agreement between the Des Moines Public Schools Company and the Des Moines Education Association regarding Early Childhood Head Start extended days Union for teacher associates the term of the 2003 – 2008 Labour Agreements. ================================================================== Re: Scope of Agreement April 14, 1998 LETTER OF UNDERSTANDING - AGREEMENT SCOPE The Company agrees to provide a Letter of Understanding for the term of the Agreement. In the event of a separation of businesses, the Master Agreement shall be applied as a Master Agreement to each business except in respect to permanent vacancies and clerical employees working layoffs. Further, in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part event of a pilot program for which DMPS received change in common employer status, employees directly impacted by a grantpermanent layoff will be allowed to exercise their seniority rights to transfer between the different legal entities. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an was renewed by agreement between the Des Moines Public Schools Company and the Des Moines Education Association regarding required compensation Union for those employees who are exempt the term of the 2003 – 2008 Labour Agreements. ================================================================== Re: Commitment to Employment July 22, 2008 LETTER OF UNDERSTANDING - COMMITMENT TO EMPLOYMENT Protecting and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee enhancing employment in the positions listed below will receive the same increase in compensation as pulp and paper industry is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages a joint commitment of the Comprehensive Agreements:  Certified Employees (Teachers)ContractCompany and the Union. The Company and Union agree that stable employment must be based upon economically viable operations, Page 29  Department a high level of Associates Contractlabour productivity and quality production. To this end, Page  Department the parties will continue to discuss means to preserve and enhance employment during the term of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxxthe Agreement.

LETTER OF UNDERSTANDING. Salary Advancement RE: Learning Opportunities‌ Mr. Xxxx Xxxxxx Plant Chair Unifor, Local 914 PMC Unit In an effort to enhance employee skills, where learning opportunities arise and where operationally feasible, we agreed that the Company will offer such opportunities to employees to acquire skills outside of Employees their normal job. An employee who wishes to avail himself of such opportunity, shall indicate to the MA+45 lane (2016-2019) This letter constitutes an agreement between Company in writing which job he wishes to learn and, at this time, the Des Moines Public Schools and the Des Moines Education Association regarding the salary advancement of employees Company will advise him as to the MA+45 lanecurrent qualifications required for such job. Employees who earned their masterThe employee undertakes to obtain any educational qualifications for the position on his own time. The Company will support an employee’s degree ON or BEFORE June 30, 2016 were placed on the salary schedule at MA+15 or MA+30 effort to obtain such educational qualifications in accordance with the “old method”Employee Educational Assistance Policy. It is recognized in the application of this clause, that the employee who wishes to learn a different job may have to be released from his normal job where it is possible to do so without negatively impacting the operation and further, it is agreed that the use of such an opportunity by an employee shall not result in the payment of overtime rates in connection with such work. LETTER OF UNDERSTANDING RE: Temporary Employees‌ Mr. Xxxx Xxxxxx Plant Chair Unifor, Local 914 PMC Unit The Company and the Union understand that temporary employees will only be stripped used in the Rail Loading function, to assist in filling temporary vacancies of those designations up to thirteen (13) weeks within the bargaining unit. Temporary employees are not regular employees of the Company and are not covered by retroactively applying language that went into effect after June 30, 2016the terms of the Collective Agreement. Employees in this group who are assigned Temporary employees working one or more days per month will have an amount equal to the MA+30 lane shall regular monthly dues of an entry level Operations Tech remitted on their behalf by the Company for that month. Temporary employees who continue to work after the thirteen (13) week temporary period will be placed on the MA+45 lane when they complete 15 hours of approved credits after they were placed in the MA+30 lane. Employees in this group who are assigned deemed to be probationary employees subject to Article 2.03 and will adhere to the MA+15 lane shall be placed on terms of the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Collective Agreement. Exempt Employee LETTER OF UNDERSTANDING RE: Qualifications/Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date Certain Current Employees‌ Mr. Xxxx Xxxxxx Plant Chair Unifor, Local 914 PMC Unit During negotiations, the Company and Union discussed the future treatment of Violation Principal/Supervisor Date of Conference six (Level Twomust be filedwithin fifteen working days after 6) current employees pursuant to the dateof occurrenceof the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages Wage and Progression provisions of the Comprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxxCollective Agreement. Certain agreements were reached concerning these employees and these are recorded below.

LETTER OF UNDERSTANDING. Salary Advancement of Employees 2 The Employer agrees that Lifetimes on Riverside will remit four hundred dollars ($400.00) to the MA+45 lane (2016-2019) This letter constitutes an agreement between Paid Education Leave Program effective January 1st of each year the Des Moines Public Schools contract. Monies will be forwarded to Unifor at: Unifor Att: Paid Education Leave Fund Accounting Department 000 Xxxxxx Xxxxx Xxxxxxx, XX X0X 0X0 LETTER OF UNDERSTANDING #3 – RE: WOMEN’S ADVOCATES The parties recognize that female employees may sometimes need to discuss with another woman matters such as violence or abuse at home or workplace harassment. They may also need to find out about specialized resources in the community with these and other issues. For this reason the Des Moines Education Association regarding parties agree to recognize the salary advancement role of Women’s Advocates in the workplace. The Union Women’s Advocate will be determined by the Union from amongst the full time female bargaining unit employees and will work in conjunction with the Women’s Advocate selected by Management. They will make themselves available to female employees as needed to discuss problems with them and access local services and supports as required. The names of the MA+45 lane. Employees who earned their master’s degree ON or BEFORE June 30, 2016 were placed Advocates will be posted on the salary schedule at MA+15 bulletin board. The Employer agrees to provide access to a private office so that confidentiality can be maintained when a female employee is meeting with one of or MA+30 both the Women’s Advocates. The Women’s Advocates will participate in accordance with an initial forty (40) hour training program organized by the “old method”Unifor. The Employer agrees to pay for lost time for the course, travel time, registration costs where necessary, lodging, transportation, meals and other reasonable expenses where necessary. The course location and timing of such training must be approved by the Executive Director. Such approval shall not be stripped unreasonably withheld, but, based on the operational needs of those designations the business. LETTER OF UNDERSTANDING #4 – RE: INVESTIGATION OF ALLEGED RESIDENT ABUSE The parties agree that the abuse of residents will not be tolerated and that residents have a right to live in an environment that is free from abuse. For this reason, the parties agree to cooperate fully with one another in investigating any reported cases of alleged abuse. Where an employee is required to leave the workplace while an investigation is carried out in response to a complaint, such time will be with pay for all scheduled hours lost as a result of the absence. The Employer agrees that when an employee is sent home with pay pending investigation a Union Committeeperson will be present if one is on site. If there is no Union Committeeperson on site, they will be notified no later than the next business day. All investigations will be completed as quickly as possible. Furthermore, the parties will work to ensure there is no retribution when an employee reports the abuse of a resident by retroactively applying language another employee. The Union further agrees to work with the employer to promote an abuse free environment for all residents. LETTER OF UNDERSTANDING #5 – RE: VIOLENCE AGAINST WOMEN The parties hereby recognize and share the concern that went into effect after June 30women may face situations of violence or abuse in their personal lives that may affect their attendance or performance at work. Where there is verification from a recognized professional (ie. Doctor, 2016. Employees Lawyer, or treating health care professional who is a member of RHPA), a woman who is in this group who are assigned an abusive or violent personal or domestic situation will not be subjected to discipline without giving full consideration to the MA+30 lane shall be placed facts in the case of each individual and the circumstances surrounding the incident otherwise supportive of discipline. This statement of intent is subject to a standard of good faith on the MA+45 lane when they complete 15 hours part of approved credits after they were placed in the MA+30 lane. Employees in this group who are assigned to Employer, the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools Union and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates affected employees and clerical will not be utilized by the Union or the employees working in to subvert the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part application of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the eventotherwise appropriate disciplinary measures.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages of the Comprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.

LETTER OF UNDERSTANDING. Salary Advancement The parties agree that the circumstances of Employees Make Work or Experience Programs; Student Co-op Training and Judicial Community Orders considerably from one occasion to another. consideration, therefore, the parties further agree that of persons working under these circumstances shall be considered on an basis, as the need arises,during the term of the Collective Agreement. A request for exclusion shall be forwarded to the MA+45 lane (2016-2019) This letter constitutes an agreement between Union Local noting full details of the Des Moines Public Schools circumstance number of positions, of program and the Des Moines Education Association regarding the salary advancement type of employees work to the MA+45 lanebe performed. Employees who earned their master’s degree ON or BEFORE June 30, 2016 were placed on the salary schedule at MA+15 or MA+30 in accordance with the “old method”, The Union shall consider such requests and respond In a timely fashion. Approvals for exclusions shall not be stripped unreasonably withheld. The agreement of those designations the Union is required before such positions are considered as excluded from the bargaining Agreement by retroactively applying language in one shall not prejudice either party's rights in any other circumstances. The parties agree that went into effect after June 30students hired for the school vacation period are included in the bargaining unit. The parties agree that persons on internship Programs are not included in the bargaining unit. ’- LETTER OF UNDERSTANDING NO. RE: NON-UNION SECRETARIES AND OVERTIME FOR PART-TIME STAFF’ In that the positions referred to in are not In the meaning of the Act, 2016. Employees in this group who are assigned the is thereby withdrawn without prejudice to the MA+30 lane interest of either xxxxx with regards to any other the date of this memorandum of settlement, the parties agree .interpret Article such a way as to allow overtime part-time and employees all hours worked in of per day (the normal hours outlined Article 14.01) or in of hours The language of and will apply as written. No. above shall be placed not apply when part-time staff work hours for a period. Under such circumstances, the normal for overtime full-time staff shall apply to such part-time staff. M E SALVATIONARMY GRACE HOSPITAL OTTAWA t THE CANADIAN EMPLOYEES A M H A H A M H CLERK I SEPTEMBER A M H A M H A M H CLERK A H A M H CLERK A SEPTEMBER A i H H CLERK AND HEALTH RECORDS) A M H A M A M H A M H H SEPTEMBER Scales CLERK BUYER A M H A M H A M A M SEPTEMBER A M H A M H A M H A M H based on the MA+45 lane when they complete 15 hours deletion of approved credits after they were placed in the MA+30 laneStores Clerk Receiver position. Employees in this group who are assigned to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section EScales STORES CLERK A M A M H A M H A M A M H A M H A M H StoresClerk became redundant Scales NURSING ASSISTANT A M H A M H A M A M H A M H A H ROOM ATTENDANT A M H A M H ,Of Scales PAINTER A M A A M EW I A M H A M H t I I I A M H Scales A M A M H X X XXXXXXXXX A M BASIC HELPER A M H A M SEPTEMBER A M A M H A H BASIC HEWER A H I DIETARY A I H A M H A SEPTEMBER Scales TEAM LEADER BASIC I A M I A M H A H TEAM LEADER BASIC SEPTEMBER A M H A M H A H A M LABORATORYAND MORGUE JUNE A M H A M H A M H By: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45Date: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages of the Comprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.SEPTEMBER CENTRAL AGREEMENT ENDING SEPTEMBER APPENDIX "A" ARTICLE

LETTER OF UNDERSTANDING. Salary Advancement This Letter of Employees Understanding covers students employed under special programs (e.g. Work Study, Challenge) and students (student aides) who are employed to perform work not normally covered by an existing classification of this bargaining group. A job description will be provided by for all student position groups. Students hired to carry out the MA+45 lane (2016principal duties of a job covered by an existing classification shall be classified accordingly and will be covered by the terms and conditions of the collective agreement except as provided for in the Letter of Understanding for Co-2019) This letter constitutes an agreement between operative Education students. The Joint Committee shall review all new position applications to determine that the Des Moines Public Schools work being performed falls under this Letter of Understanding. Students hired under this Letter of Understanding will be considered auxiliary employees and receive the Des Moines Education Association regarding the salary advancement of employees to the MA+45 lane. Employees who earned their master’s degree ON or BEFORE June 30, 2016 were placed on the salary schedule at MA+15 or MA+30 appropriate benefits in accordance with the “old method”collective agreement but will be excluded from the following Articles: Article Posting of Positions Article Selection of Employees Article Seniority Article Shift Differential Article Hours of Work except as specified below Article Canvass, shall not Xxxxxx and Recall Article Health and Welfare Plans Student hourly rate: Student hourly rate: After completion of hours worked After completionof hours worked After completion of hours worked After completionof hours worked Hours of work for students employed under special programs will be stripped of those designations by retroactively applying language that went into effect after June 30, 2016. Employees in this group who are assigned to the MA+30 lane shall be placed on the MA+45 lane when they complete 15 hours of approved credits after they were placed in the MA+30 lane. Employees in this group who are assigned to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language program guidelines but in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify any event will not exceed hours Hours for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester student aides will not exceed hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours Overtime will be recognized paid in accordance with the collective agreement for placement all hours worked in excess of hours and for time worked in excess of five days per week. Students hired pursuant to this lane Letter Agreement shall be considered terminated upon completion of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) the program or the specific appointment period and shall not retain seniority. Preside Government Employees' Union This letter constitutes an Agreement shall form a part of the collective agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working University College. Matters not addressed specifically or clearly in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 this Letter of Understanding-Compensation for Exempt Employees Understanding shall not be considered residual rights of the Employer and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement are subject to negotiations between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full timeparties. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages Signed on behalf of the Comprehensive AgreementsEmployer:  Certified Employees (Teachers)Contract, Page 29  Department Signed on behalf of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.the Union: I. Chair University College Board President University College gaining-Unit Chairperson Government and Service Employees' Union NegotiatingCommittee University College Staff Government and Service Employees' Union

LETTER OF UNDERSTANDING. Salary Advancement of Employees RE: Addiction This will the understanding set out in the letter dated May between the Parties to the MA+45 lane (2016effect that : The Company recognizes that excessive or inap- propriate use of alcohol or other drug can result in physical and/or mental illness. The Company also recognizes that such misuse of alcohol or other drug is generally accompanied by a variety of other problems adversely affecting the individual's well-2019) being with regard to their family, financial affairs, employment and life. As these problems, in many cases, can be successfully treated, the Company accepts the concept that alcoholism or other drug addiction can be as an illness. The Company will continue to participate in the existing substance abuse programme to aid in early recognition of and supportive treatment for any employee of the Company who may be suffering from this problem. June LETTER OF UNDERSTANDING RE: Maintenance Apprenticeship Program In an to allow movement of or other non-Maintenance staff the Maintenance department, a formal apprenticeshipprogram has been established. Movement into Maintenance roles is not possible unless candidates have proven ready skills as determined by the Company. This letter constitutes an agreement between the Des Moines Public Schools program will ensure that minimum standards of all Maintenance staff are maintained. The Company and the Des Moines Education Association regarding Union agree to administer the salary advancement following program where applicable: Take on one electrical and one mechanical apprentice under the qualifications required for this program. Qualifications would include proven ability to learn as determined by aptitude testing. Maintenance staff are not eligible for future apprenticeship positions. During the school portions of employees the program the apprentices shall have their income topped up by the difference between and their normal hours income (assuming this can be legally done) upon successful completion of each school term (success determined by Their textbooks will also be covered as long as they remain at Black Diamond as a reference for others. When the apprentices are required (by the ministry) attend classes (outsidethe the Company will cover the mileage to and from the MA+45 laneschool The need for apprentices after the first successful applicants will be driven by projected staffing requirements volume etc.). Employees who earned their master’s degree ON or BEFORE June 30, 2016 were placed on the salary schedule at MA+15 or MA+30 in accordance with the “old method”, shall not be stripped of those designations by retroactively applying language that went into effect after June 30, 2016. Employees in this group who are assigned to the MA+30 lane Apprentices shall be placed on the MA+45 lane when they complete 15 hours of approved credits after they were placed in the MA+30 lane. Employees in this group who are assigned to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages of the Comprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.paid:

LETTER OF UNDERSTANDING. Salary Advancement The central toestablish a Benefits Review Subcommittee which will include four representatives from the Union and four representatives from the Participating Hospitals to discuss the terms of Employees the benefit plans (other than pensions) provided under the collective agreement with a view of increasing the efficiency and effectiveness of the plans. As part of that review, the Committee will be provided with copies of the plan texts that pertain to these benefit plans. will report its findings to the MA+45 lane Central Negotiating Teams on or before October The Union members elected or appointed from the bargaining unit shall suffer no loss of earnings for time spent during their regular scheduled working hours while attending meetings of this Subcommittee. The parties agree that the hereto represent the central portions of the combined full-time and part-time collective agreements between each of the applicable participating hospitals (2016-2019as listed in Appendix “A“ to the Memorandum of Conditions for Joint Bargaining) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding corresponding locals of the salary advancement Ontario Public Service Employees Union, expiring March The subsisting collective agreements of employees the applicable participating hospitals will be amended as indicated herein, subject to the MA+45 lane. Employees who earned their masteraward of the Board of Arbitration constituted to resolve the dispute concerning the Employer’s degree ON or BEFORE June 30, 2016 were placed proposal on the salary schedule at MA+15 or MA+30 in accordance with the “old method”, shall not be stripped of those designations by retroactively applying language that went into effect after June 30, 2016. Employees in this group who are assigned to the MA+30 lane shall be placed on the MA+45 lane when they complete 15 hours of approved credits after they were placed in the MA+30 lane. Employees in this group who are assigned to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages application of the Comprehensive AgreementsSocial Contract Act. Signed at Toronto, Ontario the day of FOR THE PART ICI HOSPITALS FOR ONTARIO PUBLIC SERVICE EMPLOYEES UNION SCALES INCLUDING PAY SCALE ON JANUARY STEP STEP STEP ! SENIOR TECHNOLOGIST ! I REGISTERED TECHNOLOGIST WITH P E STEP I I I STEP 12.8; SPEECH LOGI WITH O PHYSIOTHERAPIST WITH I i i DIETITIAN WITH THERAPIST I WITH PAY EQUITY ADDED TO MONTHLY RATE IS AMOUNT GIVEN ON JAN. JAN. JAN &JAN. PAY EQUITY HAS BEEN ACHIEVED AS OF JANUARY N PAY EQUITY GIVEN ON RESULTS FROM NEW FOR COMPARATOR. SUMMARY OF BENEFITS THE WEST GENERAL HOSPITAL MEMBERS OF CROUP CONTRACT NUMBER:  Certified Employees (Teachers)ContractEFFECTIVE DATE: REFER TO MASTER CONTRACT ELIGIBILITY PERIOD: As stipulated by your Employer. ISSUED: March, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.SUMMARY OF BENEFITS

LETTER OF UNDERSTANDING. Salary Advancement RE: RESTRICTED EMPLOYEES vs OVERTIME In order to ensure a quick and safe return of injured employees with work restrictions, to full-time duties, the following will occur: Employees with work restrictions will NOT be eligible to work any overtime through the MA+45 lane (2016-2019) week or on weekends. This will include ‘any’ type of restrictions i.e. 4 hours a day, no bending, no lifting etc. If the company has asked all other employees and still has a shortage, then restricted employees may be asked, if they are able to perform the job. It is the intent of the company to ensure that restricted employees receive the necessary rest from their everyday duties for prompt recovery. LETTER #20 Letter of Understanding - SUMMER STUDENTS The purpose of this letter constitutes an agreement between is to set out the Des Moines Public Schools and terms for employing Students in the Des Moines Education Association regarding manufacturing environment. The following system will apply: We will introduce Group 50 – Students with a rate of pay of $16.00 per hour. This rate will not be subject to progressive hiring rates. The student rate of pay will not be higher than that of the salary advancement progressive hiring start rate of employees to the MA+45 laneexisting bargaining unit employees. Employees who earned their master’s degree ON or BEFORE June 30, 2016 were placed on the salary schedule at MA+15 or MA+30 Students will not acquire seniority status. Grievances may not be presented in accordance connection with the “old method”discharge or layoff of a student, shall unless discrimination for union activity is alleged. Students will be laid off and recalled in any order. Students will be subject to and pay union dues as per Article IV of the contract. Students will not be stripped of those designations by retroactively applying language that went into effect after June 30, 2016employed if any bargaining unit employee is on layoff. Employees in this group who are assigned to the MA+30 lane shall be placed on the MA+45 lane when they complete 15 hours of approved credits after they were placed in the MA+30 lane. Employees in this group who are assigned to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours Students will be recognized laid off prior to any bargaining unit employee. Students may be utilized for placement in this lane Letter overtime but only after all other bargaining unit employees have been asked as per Article VI. Students will not work any additional days, over and above that of Understandingexisting bargaining unit employees, until the bargaining membership has been fully utilized as per the contract. Article IX, 9.07 (C), (F), will not be applicable when students are onboard when lay-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the eventoff situations occur.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages of the Comprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.

LETTER OF UNDERSTANDING. Salary Advancement The central toestablish a Benefits Review Subcommittee which will include four representatives from the Union and four representatives from the Participating Hospitals to discuss the terms of Employees the benefit plans (other than pensions) provided under the collective agreement with a view of increasing the efficiency and effectiveness of the plans. As part of that review, the Committee will be provided with copies of the plan texts that pertain to these benefit plans. will report its findings to the MA+45 lane Central Negotiating Teams on or before October The Union members elected or appointed from the bargaining unit shall suffer no loss of earnings for time spent during their regular scheduled working hours while attending meetings of this Subcommittee. The parties agree that the hereto represent the central portions of the combined full-time and part-time collective agreements between each of the applicable participating hospitals (2016-2019as listed in Appendix “A“ to the Memorandum of Conditions for Joint Bargaining) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding corresponding locals of the salary advancement Ontario Public Service Employees Union, expiring March The subsisting collective agreements of employees the applicable participating hospitals will be amended as indicated herein, subject to the MA+45 lane. Employees who earned their masteraward of the Board of Arbitration constituted to resolve the dispute concerning the Employer’s degree ON or BEFORE June 30, 2016 were placed proposal on the salary schedule at MA+15 or MA+30 in accordance with the “old method”, shall not be stripped of those designations by retroactively applying language that went into effect after June 30, 2016. Employees in this group who are assigned to the MA+30 lane shall be placed on the MA+45 lane when they complete 15 hours of approved credits after they were placed in the MA+30 lane. Employees in this group who are assigned to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages application of the Comprehensive AgreementsSocial Contract Act. Signed at Toronto, Ontario the day of FOR THE PART ICI HOSPITALS FOR ONTARIO PUBLIC SERVICE EMPLOYEES UNION SCALES INCLUDING PAY SCALE ON JANUARY STEP STEP STEP ! SENIOR TECHNOLOGIST ! I REGISTERED TECHNOLOGIST WITH P E STEP I I I STEP 12.8; SPEECH LOGI WITH O PHYSIOTHERAPIST WITH I DIETITIAN WITH THERAPIST I WITH PAY EQUITY ADDED TO MONTHLY RATE IS AMOUNT GIVEN ON JAN. JAN. JAN &JAN. PAY EQUITY HAS BEEN ACHIEVED AS OF JANUARY N PAY EQUITY GIVEN ON RESULTS FROM NEW FOR COMPARATOR. SUMMARY OF BENEFITS THE WEST GENERAL HOSPITAL MEMBERS OF CROUP CONTRACT NUMBER:  Certified Employees (Teachers)ContractEFFECTIVE DATE: REFER TO MASTER CONTRACT ELIGIBILITY PERIOD: As stipulated by your Employer. ISSUED: March, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.SUMMARY OF BENEFITS

LETTER OF UNDERSTANDING. Salary Advancement The parties agree that effective upon ratification, and for the life of this Collective Agreement, the following language shall apply to Employees employed in Water/Waste Water and Drainage classifications, specifically, the classifications of Servicepersons. Servicepersons who hold a valid Ministry of Environment and Climate Change Operator Certificate (and/or license) shall be paid at the grade as noted below, provided the Employee provides proof that they have obtained the next certificate/license level: Water Certificate Lever Grade OIT H Level 1 H Level 2 I Wastewater & Drainage License Level Grade OIT E Level 1 G Level 2 H Level 3 I The Corporation agrees to sponsor job training for current Servicepersons up to one above the classification level that corresponds to the MA+45 lane (2016-2019) This letter constitutes an agreement between Corporation’s Water Distribution and Waste Water Collection facilities. When Servicepersons are required to be absent from their regular shift to write examinations for certification, the Des Moines Public Schools Employee shall be paid at their rate of pay, for the hours required, upon pre- approval of their Supervisor. The Corporation agrees to pay for a maximum of two exam writing opportunities, per Employee, for each level. In the event that the Ministry of Environment and Climate Change reduces the Des Moines Education Association regarding level of certification of a Serviceperson, the salary advancement Corporation shall reduce the Employee’s rate of employees pay to correspond to the MA+45 lanelevel of certification. The effective date of the reduction to the rate of pay shall correspond directly to the date that the Ministry of Environment and Climate Change reduces the level of certification. In the event that the Ministry of Environment and Climate Change increases the level of certification of a Serviceperson, the Corporation shall increase the Employee’s rate of pay to correspond to the level of certification. The effective date of the increase to the rate of pay shall correspond directly to the date that the Ministry increases the level of certification. Employees who earned their master’s degree ON or BEFORE employed as a Serviceperson prior to June 3015, 2016 were placed on the salary schedule at MA+15 or MA+30 in accordance with the “old method”2007, shall not be stripped “grandparented” and retain their current rate of those designations by retroactively applying language that went into effect after June 30, 2016. Employees in this group who are assigned to the MA+30 lane shall be placed on the MA+45 lane when they complete 15 hours of approved credits after they were placed pay as outlined in the MA+30 laneCollective Agreement and receive any and all increases negotiated to that rate. Employees in this group who are assigned to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours The Corporation will pay Water and Wastewater operators a premium of approved credits after they were placed $0.10 per hour for each license obtained above their current job classification in the MA+15 lane. They shall be placed on other sub-system (i.e., Water Distribution and Wastewater Collection), starting at level 1 and provided the MA+45 lane when they complete a total operator has submitted proof of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the eventcertification.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages of the Comprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.

LETTER OF UNDERSTANDING. Salary Advancement RE: SURPLUS TO SYSTEM POOL Between the Association and the Board The Board shall maintain a Surplus to System list of Employees a minimum of 20 Teachers. The Surplus to System List will consist of the Teachers with the lowest seniority, except for those exempted under the Board’s proposed Article 18.04 a). The Board will assign these Teachers to temporary assignments, which are available, provided they are qualified for the positions, for so long as the positions are available. Temporary assignments of the longest duration shall be assigned to the MA+45 lane (2016-2019) This letter constitutes an agreement between most senior Teachers available in the Des Moines Public Schools pool who are qualified for the assignment When any vacant position becomes available outside of this pool and the Des Moines Education Association regarding Board is required or decides to fill the salary advancement position, the Teacher with the most seniority on the Surplus to System List with the qualifications for the position will be offered the assignment. Notwithstanding the above, if offered the position, the teacher may accept regardless of employees his/her qualifications. These Teachers are members of the bargaining unit. Placement of these Teachers in various assignments does not constitute a transfer. For OECTA: _____________________________ For the Board: ____________________________ September 12, 2008 Letter of Understanding – Union and Member Rights As part of in-service of Principals and Vice-Principals, there shall be a presentation by OECTA and a representative of management with respect to union representation, membership rights and the role of staff representatives under the collective agreement and the Ontario Labour Relations Act. This shall be done annually at a fall meeting of Principals and Vice Principals. Issues arising from time to time over these matters should be brought to the MA+45 laneLabour Management Committee for discussion and resolution. Employees who earned Letter of Understanding Instructional Day The Board agrees to instruct principals to structure the instructional day for students in their master’s degree ON schools so that it does not exceed 305 minutes, effective September 1, 2009. Joint Labour Management Committee The parties will establish a Joint Labour Management Committee (JLMC) composed of two representatives appointed by OECTA and two representatives from the Board administration. The JLMC shall meet at least every second month according to a schedule established by the 15th of September in each school year. The J.L.M.C Meeting does not in any way form part of the grievance or BEFORE June 30arbitration procedures set forth in this Agreement. Each party will submit an agenda in writing, 2016 were placed two (2) working days prior to the scheduled meeting and only those items on the salary schedule at MA+15 or MA+30 agenda will be discussed, unless otherwise agreed to by the parties. Joint Professional Development Committee The Board and the Bargaining Unit shall establish a committee known as the Joint Professional Development Committee (J. P.D.C.) composed of three (3) representatives of O.E.C.T.A. Elementary and three (3) representatives of administration. The purpose of this committee is to establish content to be delivered on professional Activity Days. The J.P.D.C. shall meet on a mutually agreeable as needed basis, but no less than once in September of each year and once in June of each year. The agenda shall be mutually agreed to two (2) working days prior to the meeting and both parties shall have opportunity to have input into the agenda. The Board shall designate as Professional Development Days the maximum number permitted by the Ministry of Education in each school year. The Board in consultation with the JPDC shall designate a portion of professional development days for the purpose of WHMIS, Violence Prevention in the Workplace, Epinephrine Auto-Injector Training, and any other such required training. Letter of Understanding: Benefits Conditional upon the approval of the Lieutenant Governor-in-Council, the parties will meet by January 15, 2010 to determine the allocation of the Windsor-Essex Catholic DSB Elementary share of the benefit enhancement funding in accordance with the “old method”Provincial Discussion Table Agreement. The Board shall provide full disclosure of all benefits of the Elementary Teachers in order for OECTA to allocate available funds under the PDT for benefit improvements as determined by the Association and implemented by September 1, 2010. In addition, the Board commits to making available all of the funds identified and set aside according to clause 13.13 from the 2005-2006 school year forward, for benefit improvements for the Teachers. The Association agrees to consult with the Board regarding these improvements for implementation by September 1, 2010. It is understood that these funds shall be applied to reduce the increased cost of premiums or for benefit improvements as determined by the Association, provided the costs of any improvements shall not be stripped of those designations by retroactively applying language that went into effect after June 30, 2016. Employees in this group who are assigned to exceed the MA+30 lane shall be placed Association’s entitlement arising from clause 13.13 on the MA+45 lane when they complete 15 hours of approved credits after they were placed in the MA+30 lane. Employees in this group who are assigned to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45on-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the eventgoing basis.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages of the Comprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.

LETTER OF UNDERSTANDING. Salary Advancement Teamsters Union Local Attention: Business Re: Collective Agreement between Goodwill Industries of Employees Toronto and Teamsters Union Local This letter will confirm our position relating to contracting out any part of its operations to others As a social service non-profit organization committed to providing vocational rehabilitation services to people with disabilities and employment barriers, our major objective is to maintain and enhance our programs. With the excellent relationships established with the Union over the years we believe that we have demonstrated a desire to build an effective model of industrial harmony based on trust and respect. With the first priority being to achieve our Statement of Purpose, the Board does not feel they can commit themselves to any course of action which could potentially conflict with our mission and with our Charter of Incorporation. While not being prepared to give any absolute assurance on job security we are willing to discuss any major changes which may be required in the workforce from time to time. The security of members of the accredited bargaining unit will always rate high in our deliberations. This has been evident the fair and humanistic approach we have taken regarding any movement or changes in our operations. We are pleased to state without reservation our clear intent to seek advice and recommendations from the Union. This process of mutual consultation will allow us to make the best decisions possible on retaining jobs within Goodwill. Yours sincerely Xxx President GOODWILL INDUSTRIES OF TORONTO OF UNDERSTANDING BETWEEN: GOODWILL INDUSTRIES XX XXXXXXX XXXXXXX, XXXXXXX (hereinafter called the "Company") AND TEAMSTERS INTERNATIONAL UNION LOCAL (hereinafter called the "Union") Re: Definition of Casual We wish to confirm the mutual agreement of the Union and Employer regarding the definition of casual employees and the general of their employment. It is agreed that for the duration of this Agreement, a casual employee is an employee of the employer who is normally scheduled to work for not more than eight (8) hours per week and covered under the of this agreement. A weekly structure will be advised the Union to cover those employees who work in excess of seven (7) hours weekly, and the will be remitted to the MA+45 lane Union monthly. No initiation fee will be paid by this group of workers until they are hired as a regular part-time or full time employee. It is further agreed that the Employer shall not utilize casual employees in any manner to adversely affect the employment or job training opportunities for full time or part-time employees. Yours sincerely, Xxx President GOODWILL OF TORONTO OF Teamsters International Union Local Attention: Business RE: Collective Agreement Between Goodwill Industries of Toronto and Teamsters International Union Local accordance with our Memorandum of Settlement respecting our collective agreements January we wish to confirm the following: Part Time Goodwill Toronto agrees that an attempt will be made to achieve parity the next collective agreement negotiated. Yours sincerely, Xxx President GOODWILL INDUSTRIES OF TORONTO LETTER OF BETWEEN: GOODWILL INDUSTRIES XX XXXXXXX Xxxxxxx, Xxxxxxx (2016-2019hereinafter called the “Company”) AND TEAMSTERS INTERNATIONAL UNION LOCAL (hereinafter called the “Union”) Re: Remittance This letter constitutes an will confirm the mutual agreement between of the Des Moines Public Schools Union and the Des Moines Education Association regarding Company with respect to monthly remittance. It is agreed for the salary advancement duration of employees this Collective Bargaining Agreement that the Company shall to send the MA+45 lane. Employees who earned their master’s degree ON or BEFORE June 30, 2016 were placed on the salary schedule at MA+15 or MA+30 monthly remittance in accordance with current practice. On request of the “old method”Union, the Company shall not be stripped of those designations by retroactively applying language that went into effect after June 30, 2016. Employees in this group who are assigned provide to the MA+30 lane Union the employee’s address and phone number last on file with the Company. Sincerely, Xxx President GOODWILL INDUSTRIES OF TORONTO LETTER OF UNDERSTANDING B EN: GOODWILL INDUSTRIES XX XXXXXXX Xxxxxxx, Xxxxxxx (hereinafter called the "Company") AND TEAMSTERS INTERNATIONAL UNION LOCAL (hereinafter called the "Union") Re: Minimum Number of Scheduled to Work at One Time This letter will confirm the mutual agreement of the Union and the Company with respect to the minimum number of bargaining unit members scheduled to work at any one time. It is agreed for the duration of this Collective Bargaining Agreement that no less than two bargaining unit members shall be placed on the MA+45 lane when they complete 15 hours of approved credits after they were placed in the MA+30 lane. Employees in this group who are assigned scheduled to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned work at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full any one time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1Sincerely, 2016. Each employee in Xxx President GOODWILL INDUSTRIES OF TORONTO LETTER OF UNDERSTANDING BETWEEN: GOODWILL INDUSTRIES XX XXXXXXX Xxxxxxx, Xxxxxxx (hereinafter called the positions listed below will receive "Company") AND TEAMSTERS INTERNATIONAL UNION LOCAL (hereinafter called the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages of the Comprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx."Union")

LETTER OF UNDERSTANDING. Salary Advancement Notwithstanding Article 16.01 (f) Right of Employees First Refusal, the parties understand that the Employer may decline to offer a subsequent assistantship on the basis of the performance of the employee or some other breakdown of the employment relationship. The Employer’s withholding of such an appointment must be reasonable in all the circumstances and is subject to the MA+45 lane grievance procedure under the collective agreement. SIGNED FOR: THE BOARD OF GOVERNORS THE CANADIAN UNION OF OF LAKEHEAD UNIVERSITY PUBLIC EMPLOYEES, Local 3905 LAKEHEAD UNIVERSITY AND CUPE, Local 3905 LETTER OF UNDERSTANDING Re: Access to Documents The Parties agree to the following pursuant to Article 16.03 (2016-2019f) This letter constitutes an agreement between and Article 17.01 (b): Upon Request of the Des Moines Public Schools Union and with the consent of the employee, the Employer will allow access to the Assignment of Work Agreement and the Des Moines Education Association Employment Performance Review forms. SIGNED FOR: THE BOARD OF GOVERNORS THE CANADIAN UNION OF OF LAKEHEAD UNIVERSITY PUBLIC EMPLOYEES, Local 3905 DATED at Thunder Bay, Ontario, this 2nd day of December 2014. SIGNED FOR: THE BOARD OF GOVERNORS OF CANADIAN UNION OF PUBLIC LAKEHEAD UNIVERSITY EMPLOYEES, LOCAL 3905 Xxxxxx Xxxxxxx Xxxxxxx Xxxxxxxx Assistant Director, Human Resources President Xxxxxx Xxxx Xxxx Xxxxxx Manager, Graduate Studies Chief Xxxxxxx Xxxxx Xxxxxxxxx Xxxxxxxx Xxx Graduate Funding Officer, Graduate Studies Xxxxxxx Xxxxxxxx Xxxxxxx Local Representative, Local 3905 FOR INFORMATION ONLY Lakehead University Employee Performance Review This form is meant to be an aid to both the employee and the supervisor in discussing the issues surrounding the employee’s review. The six factors identified should provide a good starting point for discussion. We would encourage you to discuss these and any additional factors you determine are relevant to the position. Attachments are encouraged. Please complete, sign and forward a copy to the Graduate Coordinator, faculty Xxxx and employee. Any concerns regarding the salary advancement of employees Employee Performance Review may be directed to the MA+45 lane. Employees who earned their master’s degree ON Department Chair/Director or BEFORE June 30, 2016 were placed on the salary schedule at MA+15 or MA+30 in accordance with the “old method”, shall not be stripped of those designations by retroactively applying language that went into effect after June 30, 2016. Employees in this group who are assigned to the MA+30 lane shall be placed on the MA+45 lane when they complete 15 hours of approved credits after they were placed in the MA+30 lane. Employees in this group who are assigned to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the eventFaculty Xxxx.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages of the Comprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.

LETTER OF UNDERSTANDING. Salary Advancement of Employees 1 The parties agree and understand that, from time to time, employees scheduled to work as housekeepers or performing laundry duties may show up early for their shift if they have first received authorization from the MA+45 lane (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools General Manager or his/her designate and the Des Moines Education Association regarding General Manager or his/her designate determines that there is sufficient work available to accommodate the salary advancement request. LETTER OF UNDERSTANDING #2 Despite Article 12 (Hours of employees Work) an employee classified as Front Desk may be required to work during his/her meal period but will be allowed to eat a meal at the MA+45 lanefront desk and will be paid for such time if the employee is working. Employees who earned their master’s degree ON Wherever reasonably possible, the Company will relieve a Front Desk employee from Front Desk duties for the eligible fifteen (15) minute rest periods. The provisions of this Agreement are recognized by the parties as being a greater right or BEFORE June 30benefit than the requirements of the Employment Standards Act. LETTER OF UNDERSTANDING #3 - CAW HARASSMENT POLICY (TRAINING) WORKPLACE HARASSMENT The Company and the CAW are committed to providing a harassment-free workplace. Harassment is defined as a Acourse of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome@, 2016 were placed that denies individual dignity and respect on the salary schedule at MA+15 basis of the grounds such as: gender, disability, race, colour, sexual orientation or MA+30 other prohibited grounds, as stated in accordance the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, rest rooms, cafeterias, lockers, conference rooms and parking lots. Harassment 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, innuendos, 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 of the “old method”lodging of a complaint or participation in an investigation. Harassment is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities, shall including the delegation of work assignments, the assessment of discipline or any conduct that does not be stripped undermine the dignity of those designations by retroactively applying language that went into effect after June 30, 2016the individual. Employees in Neither is this group who are assigned policy meant to the MA+30 lane shall be placed 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 MA+45 lane when they complete 15 hours basis of approved credits after they were placed in the MA+30 lane. Employees in this group who any prohibited ground of discrimination, there are assigned specific actions that may be taken to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete put a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions stop to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through it; $ Request a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages stop of the Comprehensive Agreements:  Certified Employees (Teachers)Contractunwanted behaviour; $ Inform the individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; $ Document the events, Page 29  Department complete with times, dates, locations, witnesses and details; $ Report the incident to Supervisor/Committeeperson. However, it is also understood that some victims of Associates Contractdiscrimination or harassment are reluctant to confront their harasser, Page  Department or they may fear reprisals, lack of Secretaries Contractsupport from their work group, Page Comprehensive Agreements or disbelief by their supervisor or others. In this event, the victim may also befound online at xxx.xxxxxxxxx.xxxseek assistance by reporting the incident directly to any Union representative/Company official.

LETTER OF UNDERSTANDING. Salary Advancement Subject: Red Circle Rates The following employees will continue receiving red circle rates as long as they continue working in their job classifica- tion Xxx Xxx Xxx Xxxx Xxxxxxx Xxxx Xxxxx Xxx Xxxxxxxx Xxxxxx Xxxxx Xxxx Xxxxxxx Special Classification Shell Machine Operator Maintenance Electrician Furnace Helper Industrial Mechanic High Volume Inspector Shell Machine Operator Press Operator Casting Cutter Hot Cleaning May Letter of Employees Understanding Benefits Effective May employees whom are on leave for illness or accidental reasons, will have all benefits continue up to a maximum of two (2) years. All illness and accidental claims must be supported by the MA+45 lane (2016-2019) This letter constitutes an agreement between medical profession. These benefits include Life insurance, Dental, Short Term 'Disability, and contribution. of Understanding 'May Doctor's I Effective May the Des Moines Public Schools company agrees to pay the for doctor's notes regarding medical requirements for illness or accidental, or attendance reasons. company will pay per note to a maximum of per year. I I Employer and the Des Moines Education Association regarding Union agree to establish a Joint Workplace Redesign Committee consisting of two (2) mem- bers selected by the salary advancement Employer and two (2) members se- lected by the Union, a Representative of employees to the MA+45 laneInternational union may be in attendance at the meetings of the Commit- tee. Employees who earned their master’s degree ON or BEFORE June 30, 2016 were placed The Committee will meet on a regular basis during working hours and the Union members of the Committee shall not suffer any reduction in pay as a result of work on the salary schedule at MA+15 or MA+30 in accordance with Committee. The Committee will meet within thirty (30) working days of ratification of the “old method”CollectiveAgreement and shall attempt to reach consensus on any changes to be im- plemented within a one year period. If no agreement can be reached, shall not be stripped the parties agree to continue under the terms for the existing Collective Agreement. The Committee will review and discuss possible ways to redesign the workplace and, if possible, to combine Job Classifications where it makes sense to do so. Rate of those designations by retroactively applying language that went into effect after June 30Pay, 2016. Employees in this group who are assigned to the MA+30 lane training, and lines of progression shall be placed on part of the MA+45 lane when they complete 15 hours man- date of approved credits after they were placed in the MA+30 lanecommittee. Employees in this group who are assigned to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools The Employer and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in Union agree to share all relevant information required by the Head Start Programcommittee to complete its mandate. The additional days for teacher associates and clerical employees working in the Head Start ProgramAnd UNITED STEELWORKERS LOCAL OF AGREEMENT Between CAST PRODUCTS (CANADA) INC. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages of the Comprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.And

LETTER OF UNDERSTANDING. Salary Advancement Between: XXXXX COUNTY HEALTH UNIT, NURSING And: ONTARIO NURSES’ ASSOCIATION Re: Hours of Employees Work The parties recognize that it is the function of the Health Unit to provide services and/or participate in community events on weekends. The parties recognize the MA+45 lane desire of staff to not be regularly scheduled to work weekends. Regular full-time and regular part-time staff will not be regularly scheduled to work more than one (20161) weekend per month unless mutually agreed between the employee and/or his/her Director/Manager. This restriction does not apply to casual part-2019time and temporary staff. All proposed work schedules must be submitted according to Article 7.05 of the Collective Agreement. Regular full-time staff will be entitled to compensating time for these weekend (Saturday and/or Sunday) hours worked provided that his/her compensating bank is not maximized. Should that be the case, or if chosen, the weekend hours shall be accommodated in the current two (2) week period. This letter constitutes an agreement between will be attached to and become part of the Des Moines Public Schools Collective Agreement. Dated at Brantford , Ontario, this 21st day of April , 2006. FOR THE EMPLOYER FOR THE UNION Xxxxxx Xxxxxx Xxxxxxx Xxxxxx Labour Relations Officer Jo Xxx Xxxxx Xxxxxxx Xxxx Bargaining Unit President LETTER OF UNDERSTANDING Between: XXXXX COUNTY HEALTH UNIT, NURSING And: ONTARIO NURSES’ ASSOCIATION Re: Harassment / Discrimination The parties recommend and encourage any nurse who may have a harassment or discrimination complaint to follow the Des Moines Education Association regarding complaints process as set out in the salary advancement employer’s policies. A pamphlet will be provided to all new hires that outlines the process. Where a nurse requests the assistance and support of employees to the MA+45 lane. Employees who earned their master’s degree ON or BEFORE June 30Union, 2016 were placed on the salary schedule at MA+15 or MA+30 in accordance with the “old method”, shall not be stripped of those designations by retroactively applying language that went into effect after June 30, 2016. Employees in this group who are assigned to the MA+30 lane such representation shall be placed on the MA+45 lane when they complete 15 hours allowed. Dated at Brantford , Ontario, this 21st day of approved credits after they were placed in the MA+30 laneApril , 2006. Employees in this group who are assigned to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the event.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages of the Comprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.FOR THE EMPLOYER FOR THE UNION Xxxxxx Xxxxxx Xxxxxxx Xxxxxx Labour Relations Officer Jo Xxx Xxxxx Xxxxxxx Xxxx

LETTER OF UNDERSTANDING. Salary Advancement The Company agrees that the Union President, or his designee, or during the absence of the President; the Chief Xxxxxxx or his designee, will have the option to sit with the Human Resources Staff member during the weekly movement process. The purpose will be to assist the HR staff member with adhering to terms and conditions of the Collective Agreement with respect to movement and/or layoffs. APPENDIX Q LETTER OF UNDERSTANDING STAFF TRAINING REGARDING THE COLLECTIVE AGREEMENT During the 2008/2009 negotiations, the parties discussed several concerns as follows: ▪ The grievance procedure is not clearly understood by supervisors, engineers, etc. ▪ The overtime policy is not understood and adhered to, which results in unnecessary grievances being filed. ▪ Our engineers or other staff members are providing direction to employees with little or no understanding of the collective agreement. ▪ Employees are being moved from one department or shift to the MA+45 lane (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools another and the Des Moines Education Association regarding collective agreement is not being adhered to. Both parties agree that no later than sixty (60) days from the salary advancement date of ratification of a new collective agreement, the Company and the Union will develop and deliver training to all managers, supervisors, engineers and stewards. The training will address all the concerns listed above and any additional issues mutually agreed to by both parties. APPENDIX R LETTER OF UNDERSTANDING INDEFINITE LAYOFF EMPLOYEES RECALLED FOR VACATION COVERAGE During the 2008/2009 negotiations, the parties discussed the use of employees on indefinite lay off for the purposes of vacation coverage. The parties agree that vacation coverage work will be offered to any employee who may be on indefinite lay off. The employee has the MA+45 laneright to decline the work assignment. Employees An employee who earned their master’s degree ON or BEFORE June 30refuses to accept a vacation coverage work assignment will retain full recall rights until more permanent work if and when it becomes available, 2016 were placed on the salary schedule at MA+15 or MA+30 in accordance with the “old method”collective agreement. For the purpose of severance pay entitlement, shall not even if an employee returns to work for a vacation coverage assignment, the employee will be stripped of those designations by retroactively applying language that went into effect after June 30, 2016. Employees in this group who are assigned to the MA+30 lane shall be placed on the MA+45 lane when they complete 15 hours of approved credits after treated as if they were placed in on indefinite lay off, entitlement is not affected. If an employee accepts the MA+30 lane. Employees in this group who are assigned to vacation coverage assignment, the MA+15 lane shall be placed on Company will provide: ▪ Health care benefits (drug & dental only) during the MA+30 lane when they complete 15 time worked ▪ Life insurance and AD&D coverage during the time worked ▪ Credited service hours of approved credits after they were placed in for pension purposes for hours worked This will not change the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered original lay off date under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the eventsection 9.04(c).) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages of the Comprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.

LETTER OF UNDERSTANDING. Salary Advancement The Employer will use its best efforts to make all affected direct care employees aware of Employees to residents who have serious infectious diseases. The nature of the MA+45 lane (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding the salary advancement of employees to the MA+45 lanedisease need not be disclosed. Employees who earned are not direct care employees will be made aware of special procedures required of them to deal with these circumstances. The parties agree that all employees are aware of the requirement to practice universal precautions in all circumstances. LETTER OF UNDERSTANDING Recognizingthe mutual objective of quality of care, the Employer agrees to meet through the Labour Management Committee with the Union. The employer agrees to meet with the union as soon as practicable after the receipt of their master’s degree ON or BEFORE June 30annual results. The employer agrees to provide the union with staffing levels, 2016 were placed the impact of related payroll costs on staffing levels and a written notice of the results for the facility. The purpose of this meeting is to discuss the impact of the changes on the salary schedule at MA+15 staffing of the facility and provide the union with an opportunity to make representationin that regard. The parties shall meet as necessary to discuss other changes or MA+30 in accordance workload issues. The parties may invite additional participants to attend the meeting to support constructive review and discussion. The parties agree that those Full time employees, who are entitled to or weeks vacation, may apply on a prescribed form to the Administrator of the Facilityto take up to week (Max hours) of vacation time between January regardlessof the amount of their vacation bank. It is agreed and understoodthat employees will not accrue more time or money than allowed by the collective agreement and furthermore it is understood and agreed that any employee who terminates their employment with the “old method”, shall not be stripped of those designations by retroactively applying language Facility and has a negative vacation balance will owe that went into effect after June 30, 2016. Employees in this group who are assigned negative balance directly to the MA+30 lane shall facility and/or as an offset against their final paycheque. It is also agreed that the period for choosing vacation time will be placed a month period between January of one year and the end of February of the following year. This prescribed form must be approved by both the facility administrator and the Head Office of the facility. Such approval to be not unreasonably withheld. It is furthermore agreed that all new employees must wait weeks before taking any vacation time and that any part time employees that becomefull time employees must also wait weeks before taking any vacation time. Such new Full-time employees will be credited with vacation based on the MA+45 lane when they complete 15 hours of approved credits after they were placed previous year's earnings as outlined in the MA+30 lanecollective agreement. Employees in this group who are assigned to the MA+15 lane shall be placed on the MA+30 lane when they complete 15 hours of approved credits after they were placed in the MA+15 lane. They shall be placed on the MA+45 lane when they complete a total of 30 hours of approved credit after they were placed in the MA+15 lane. Employees who earned their master’s degree AFTER June 30, 2016 and were placed on the salary schedule in accordance with the current language in Article XVI Compensation, Section E: Reclassification, must meet requirements of those definitions to qualify for placement on the salary schedule. To those definitions the following is added to accommodate this year’s addition of an MA+45: MA+45-An Employee who has earned at least 45 semester hours of approved credits beyond the master’s degree. A master’s degree obtained through a program which requires 60 or more graduate credit hours will be recognized for placement in this lane Letter of Understanding-Early Childhood Head Start Extended Days for Teacher Associates & Clerical (2017-2018) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding Early Childhood Head Start extended days for teacher associates and clerical employees working in the Head Start Program. The additional days for teacher associates and clerical employees working in the Head Start Program. The additional days required are a part Understanding Regarding Dormancy of a pilot program for which DMPS received a grant. Position Additional Days Head Start Teacher Associate 18 Clerical 18 Letter of Understanding-Compensation for Exempt Employees and Fair Labor Standards Act (FLSA) Changes (2016-2019) This letter constitutes an agreement between the Des Moines Public Schools and the Des Moines Education Association regarding required compensation for those employees who are exempt and working full time. This change is necessary to be in compliance with changes in FLSA law. These changes in salary will go into effect December 1, 2016. Each employee in the positions listed below will receive the same increase in compensation as is received by employees covered under the DMPS Teacher Comprehensive Agreement. Exempt Employee Compensation LPN Nurse $913/week Early Access Child Case Manager $913/week Early Childhood Special Education Early Access $47,476/year Horticulture/Animal Science Teacher $47,476/year Early Childhood Special Education $47,476/year Success Case Manager $47,476/year DMPS&DMEA GRIEVANCEREPORT LEVELONE Aggrieved Party Article/Section of Agreement Building Date of Violation Principal/Supervisor Date of Conference (Level Twomust be filedwithin fifteen working days after the dateof occurrenceof the eventUnionized Maintenance Person Position.) --------------------------------------------------------------------------------------------------------------- LEVELTWO Date Filed: State of Grievance: Relief Sought: Signature of Aggrieved Date Filed (Must be filed withinfifteenworkingdays afterthedate of occurrence of theevent.) LEVEL THREE Aggrieved Employee’s Response I agree with thedecision at Two I appeal the LevelTwo decisionto Level Three Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level TwoResponse.) ------------------------------------------------------------------------------------------------------------- LEVELFOUR Aggrieved Employee’s Response I agree with the decision at Three I appeal the Level Three decisionto Level Four Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level Three Response.) ------------------------------------------------------------------------------------------------------------- LEVELFIVE Aggrieved Employee’s Response I agree with the decision at Four I appeal the Level Four decisionto Arbitration Signature of Aggrieved Date of Response (Must be filed within ten working days afterreceiving Level FourResponse.) ------------------------------------------------------------------------------------------------------------- Grievance Proceduresmaybe located onthe following pages of the Comprehensive Agreements:  Certified Employees (Teachers)Contract, Page 29  Department of Associates Contract, Page  Department of Secretaries Contract, Page Comprehensive Agreements may also befound online at xxx.xxxxxxxxx.xxx.