Collective Agreement. Between. La Caisse populaire de Kapuskasing Limitée. And UNIFOR LOCAL 89-2

Transcription

1 Collective Agreement Between La Caisse populaire de Kapuskasing Limitée And UNIFOR LOCAL 89-2

2 TABLE OF CONTENTS DEFINITIONS OBJECTIVE - Article 1 RECOGNITION - Article 2 RIGHT TO MANAGE - Article 3 CONFIDENTIAL WORK - Article 4 DISCRIMINATION OR CONSTRAINT - Article 5 UNION BUSINESS - Article 6 GRIEVANCE PROCEDURE - Article 7 ARBITRATION - Article 8 SENIORITY - Article 9 EMPLOYEES ON PROBATION - Article 10 LAYOFFS - Article 11 DISCIPLINARY MEASURES - Article 12 HOURS OF WORK - Article 13 VACATIONS - Article 14 STATUTORY HOLIDAYS - Article 15 MATERNITY LEAVE AND PARENTAL LEAVE - Article 16 SPECIAL LEAVE - Article 17 UNPAID LEAVE - Article 18 SALARIES - Article 19 BENEFITS - Article 20 JOB SECURITY - Article 21 STRIKE AND LOCK-OUT - Article 22 HEALTH AND SAFETY - Article 23 TERM OF COLLECTIVE AGREEMENT - Article 24 LETTER OF UNDERSTANDING RENUNCIATION

3 DEFINITIONS Unless contrary to the context, for the purpose of interpretation, the word employee" will include both female and male personnel and singular will also mean plural and vice versa, where necessary. Employee: All employees as defined in paragraph 2.01 Employee on probation: All employees having accumulated less than 60 days experience at La Caisse populaire since the last hiring date. Full-time employee: All employees working an average of 25 hours or more per week on a regular basis for a period of one year will be considered a full-time employee. Experience: We define experience as the total of days worked at La Caisse populaire. A day of experience will be credited to an employee who worked a minimum of five (5) hours in a day. Half a day of experience will be credited to an employee who worked less than five (5) hours in a day. One month is equivalent to twenty (20) days. One year is equivalent to 240 days. La Caisse populaire will have the right to recognize related experience. In the case of sick leave for a period not exceeding one hundred and twenty (120) business days in one year, the experience will continue to accumulate. In the case of maternity, floating holiday, unpaid leave of five (5) consecutive days or less, leave due to an on-the-job accident, vacations and statutory holidays, the experience will continue to accumulate. Seniority: We define seniority as the time elapsed since the last hiring date. There is no distinction between part-time and full-time. Layoff: A job loss resulting from a shortage of work. Dismissal: A final discharge with due cause. Suspension: A temporary job loss with due cause. Rotation: A time when a task must be done and the supervisor assigns someone who has the seniority and ability required to perform this task. It is not a permanent or repetitive mutation of an employee, but a manner in which to fulfill in the best way possible, the needs of La Caisse populaire.

4 Article 1.00 OBJECTIVE 1.01 The purpose of this collective agreement is to establish and maintain harmonious work relations between the employer and its employees and offer an amicable method to resolve labor dispute or grievances that may arise with regard to topics covered by this collective agreement.

5 Article 2.00 RECOGNITION 2.01 La Caisse populaire recognizes and accepts that Unifor Local 89-2 has the exclusive right to negotiate for all its employees in the cities of Kapuskasing and Smooth Rock Falls, in the municipalities of Fauquier. Moonbeam, Val-Rita and Opasatika, with the exception of the following: accountant, supervisor, administrative assistant, counsellor in the counselling services, branch manager, computer technician, executive secretary, information director and all other persons in a position of a higher grade than the ones mentioned above. Also excluded are students working during holiday periods or who participate in a program supervised by an educational institution and staff members of all banking services in schools and janitorial The hiring of students during the vacation periods mentioned in paragraph 2.01 will not have for objective to deprive an employee of the benefits of this collective agreement La Caisse populaire and the union recognize French as the language of business at La Caisse populaire. However, employees must be bilingual in order to serve unilingual English members. (This does not apply to employees already working on June 26, 1985 who declared being unilingual French on their job application.) 2.04 The parties recognize that there cannot be any verbal or written agreement between an employee and La Caisse populaire that could contradict the terms of this collective agreement unless there is a written agreement signed by two union representatives, the employee and La Caisse populaire The collective agreement must be read and interpreted in its full content. Should a paragraph of this collective agreement be illegal, both parties will meet and mutually resolve the issue. If both parties cannot mutually agree, the issue will be forwarded to the grievance procedure The union recognizes that Smooth Rock Falls Branch Manager can be temporarily assigned to tasks normally performed by the employees of that branch If a change is made and goes against this collective agreement, this change can only be made if both parties agree and put it in a letter of understanding All policies and procedures pertaining to unionized employees will be made available to them by the Caisse populaire upon request, and will be supplied to the Union.

6 Article 3.00 RIGHT TO MANAGE The union recognizes that all rights and prerogatives to manage as well as govern employees are attributed to and exercised by La Caisse populaire who reserves all rights and assumes all responsibilities that are not modified by this collective agreement. Management will include, but will not be limited to the right to: a) Hiring, assign, increase or reduce the number of employees, transfer, fire employees due to a shortage of work or a change in policy regarding member services. b) Requesting a rotation amongst its employees who possess the necessary qualifications to perform the duties to be assigned. c) Establishing business hours, schedules, services offered to members of La Caisse populaire, the method of delivery of the said the technology used. d) Writing and executing regulations that do not contradict this collective agreement and pertain to discipline, security and the conduct of the employees and destitute, fire or discipline the employees for just cause. e) Closing and opening of the branches and counters. f) Executing and controlling all transactions and operations pertaining to vaults and automated teller machines; however, sorting of transactions from the automated tellers will be done by the employees. g) Hiring, training or assigning tasks to qualified personnel in the technological field. However, if employees are able to learn the new functions, they will be considered first.

7 Article 4.00 CONFIDENTIAL WORK The union recognizes the confidential nature of the information divulged to the employees of La Caisse populaire in the context of their work and the employees must exercise the utmost discretion with regards to this information. Every employee will be asked to sign a loyalty and discretion agreement at the time of hire. Any employee who will breach the duty of confidentiality would be dismissed.

8 Article 5.00 DISCRIMINATION OR CONSTRAINT 5.01 The Employer will abide by the Human Rights Code.

9 Article 6.00 UNION BUSINESS a) La Caisse populaire agrees to recognize Five (5) delegates, two(2) being the official representatives of the union, chosen amongst the employees who have completed their probationary period. b) The duties of the members of this committee are to represent the employees during the negotiation of the collective agreement, the grievance procedures and the discussions with the employer concerning problems not addressed by the collective agreement. c) Upon request, a meeting will be scheduled as soon as possible with the employer's representatives and they will agree to meet with a maximum of two (2) official representatives of the union. d) The employer agrees to grant the official union representative 3 leave without loss of pay, when he/she accompanies an employee who lodged a grievance or when he/she attends a meeting convened at the employer's request during working hours. a) A leave of absence without pay is given to three (3) employees, members of the negotiating committee to attend negotiation or conciliation sessions, if these sessions are held during working hours. b) Upon agreement with the employer, the union negotiation committee members can be relieved from duties, without pay, to prepare the texts during the intensive negotiation periods. a) The employer and the union recognize that consultations, exchanges on the content of the collective agreement and other subjects of common interest not covered in the collective agreement, could promote harmonious and constructive relations between them b) Consultations will take place in the context of a labour relations committee comprising on the labour side, of a maximum of two (2) employees representing the union and on the management side, a maximum of two (2) people, namely the General Manager or his/her representative and one person representing the Board. c) The said committee will convene on the employer's premises, upon notice from one of the two parties, at a date convenient to both parties.

10 d) Each party will submit to the other, a list of topics to be placed on the agenda, at the latest on the eve of the meeting. e) Each party can be assisted by a resource person.

11 6.04 a) The union will submit to the General Manager, the names of employees sitting on the different committees as well as union delegates, as soon as possible after their election or nomination. b) Once a year (February 28), the employer will submit the following information to the labour committee, the seniority list for all the employees of La Caisse, their salary, the number of days worked, as well as their addresses and phone numbers. c) Once a month, the employer will submit to the union, a list of people who have left or have been hired as well as the addresses and phone numbers of newly hired employees In each of its establishments, the employer will provide a bulletin board for the employees. The union will be permitted to post on these boards, all documents pertaining to union business. The documents must be signed by an official representative of the union 6.06 It is understood that the recruitment of members and all other union activities will be conducted outside of the hours of work. However, a union representative will have up to one (1) hour with a new employee for the purpose of recruitment and communicating information pertaining to the union The union recognizes that the steward must perform his/her duties pertaining to her job at La Caisse populaire and this employee will not suspend his/her work before obtaining permission from the immediate supervisor and this to prepare, file or formulate a grievance during the hours of work. Under exceptional circumstances, if an employee wants to meet the steward during the hours of work, he/she will have to first obtain the permission of his/her immediate supervisor La Caisse populaire grants a period of leave without pay to three members of the union, chosen by same, to participate to all union activities. These periods of leave will not be unreasonably denied : a) The union must request the period of leave, in writing, to the General Manager or his/her representative at least ten (10) business days earlier. b) These periods of leave are granted at the discretion of the General Manager. These periods of leave will not be unreasonably denied. c) In the event the supervisor requests a meeting concerning an employee, twenty (20) minutes will be granted to the two (2) union representatives and the employee in question for the purpose of discussion.

12 6.09 a) As a condition of employment, any employee covered by this collective agreement must be and remain a member of the union for the duration of this collective agreement. b) All new employees must join the union upon commencement of employment, without prejudice to the provisions of Article As a condition to employment, all employees under the present collective agreement must consent to the employer making a monthly deduction on his/her salary, equivalent to the regular union dues La Caisse populaire is in no way responsible to the union or to the employee with regards to the deduction of union dues, save for the obligation to make the said deduction if the funds exist and to remit the amounts deducted to the union. The employer will collect union dues, and supply T-4 with union dues deduction to the employee.

13 Article 7.00 GRIEVANCE PROCEDURE 7.01 Definition A grievance is a conflict pertaining to the application, the interpretation or the alleged violation of a provision contained in this collective agreement Individual grievance a) Before filing a grievance, the employee, accompanied by his/her steward, can attempt to solve the problem with his/her immediate supervisor. b) The employee and/or the steward must file the grievance in writing with the General Manager or his/her representative within ten (10) business days following the event involving the employee. c) The General Manager or his/her representative must respond in writing to the person filing the grievance within ten (10) business days of receiving the grievance. d) Should the General Manager or his/her representative not render a decision or should the decision be considered unsatisfactory, the union will have the right, in the next five (5) days, to request in writing a meeting with a committee comprising of either the Personnel Manager, the General Manager or both and one Board member of La Caisse populaire. For this meeting, the employee will be accompanied by the steward as well as another support person of his/her choice. The Board representative of La Caisse populaire will have to advise the union of his/her response to the grievance within ten (10) days of receiving the grievance. e) If no agreement is reached with the Board, the grievance could be sent to arbitration according to provisions of Article 7 of this collective agreement Collective grievance a) Before filing a grievance that affects a number of employees collectively, the steward can attempt to resolve the problem with the General Manager or his/her representative. b) In the case of a grievance that affects a number of employees collectively, the union can file a grievance in writing with the General Manager or his/her representative, specifying the name of all employees concerned and bearing the signature of a steward, within twenty-five (25) business days of the event provoking the grievance or the employees' knowledge of the event.

14 7.04 a) Should the General Manager or his/her representative not render a decision or should the decision be considered unsatisfactory, the union will have the right, in the next ten (10) days, to submit the grievance to the Chairman of the Board, before proceeding to arbitration under the provisions of Article 7 of this collective agreement. A representative of the Board will advise the union of the response to the grievance within twenty-five (25) days of receiving the grievance. b) If no agreement is reached with the Board, the grievance could be sent to arbitration according to provisions of Article 7 of this collective agreement Union grievance a) Before filing a grievance concerning the rights awarded as such to the union, the union executive and/or the grievance committee can attempt to resolve the problem with the General Manager or his/her representative. b) In the case of a grievance concerning the rights awarded as such to the union by this collective agreement, the union executive and/or the grievance committee will have the right to file a grievance, in writing, with the General Manager or his/her representative in the twenty-five (25) business days following the event that provoked the grievance or the union's knowledge of the event. The General Manager or his/her representative must respond in writing, within twenty-five (25) business day of receiving the grievance. c) Should the General Manager or his/her representative not render a decision or should the decision be considered unsatisfactory, the union will have the right, in the next ten (10) days, to submit the grievance to the Board, before proceeding to arbitration under the provisions of Article 7 of this collective agreement. La Caisse populaire Board will have thirty (30) days from receipt of the grievance to advise the union of its response to the grievance. d) If no agreement is reached with the Board, the grievance could be sent to arbitration according to provisions of Article 7 of this collective agreement Grievance procedure and delays a) A grievance must be filed in writing and signed by the complainant and the union. b) A pattern sensitive fault in the written text of a grievance will not cause the grievance to be cancelled.

15 c) The grievance must contain a descriptive summary of the nature of the conflict and make provisions for measures to resolve the issue. d) The disposition of a grievance must be made in writing and signed by the representatives of both parties. Such a disposition binds the complainant, the union and the employer Restrictions The dismissal of an employee on probation cannot initiate a grievance unless Article 5.01 is invoked.

16 Article 8.00 ARBITRATION 8.01 Method Following the previous article, should the General Manager or the Board not render a decision or should the decision not be satisfactory, the union will advise the employer in the next thirty (30) days, of its intention to send the grievance to arbitration Choice of an arbitrator Following the notice as prescribed in Article 8.01, the parties will choose on a mutual agreeable arbitrator. The parties representatives will, within ten (10) days of their nomination, agree on an arbitrator failing which the Ministry of Labour will be asked to name one in conformity with the Labour Relations Act Powers and duties of an arbitrator a) The arbitrator must render a decision in conformity with the provisions of this collective agreement. He does not have the right to alter, modify or amend any part whatsoever of the collective agreement or add to it. b) In the case of a grievance resulting from a written reprimand, a suspension, a dismissal or a demotion (by disciplinary measure), the arbitrator has the power to maintain, reduce or abolish the sanction imposed; he has the right to direct the employee be reinstated with or without salary reimbursement for an employee who has been deprived of same, minus the revenues earned somewhere else. c) In the case of an administrative measure, the arbitrator has the power to maintain, abolish or substitute to the employer s decision, any other sanction or decision that, in his opinion, is equitable under the circumstances Adjudication a) The arbitrator's decision is final and executory and binds the two parties of this collective agreement Arbitration cost a) The arbitrator s fee is shared equally between the two parties. b) If arbitration is held in the workplace or in the vicinity, the employee called as a witness and the complainant and his/her union representative will be authorized to take a leave without pay for the period during which their presence is required. c) In the case of a collective grievance, the members of the grievance committee (maximum 4) will be authorized to take a leave without pay to attend the

17 arbitration sessions; furthermore, in the case of a collective grievance, the grievance committee can be accompanied by the required employees, chosen from the complainants.

18 Article 9.00 SENIORITY 9.01 La Caisse populaire recognizes the principle of seniority as described under "Definitions". A seniority list will be compiled for the purpose of establishing redundancy and recall. Seniority will determine who has priority. In the case of layoffs, the employee with the least seniority will be laid-off. In the case of recall to work, the employee with the most seniority will be recalled to work Seniority can be lost for one of the following reasons: a) Voluntary departure; b) Dismissal for just cause; c) Lack of work for more than twenty-four (24) consecutive months: d) Refusal to return to work within ten (10) business days of a written notice to return to work sent by registered mail at the employees last known address An employee who has completed his/her probationary period (60 days of experience) will not lose his/her seniority as long as he/she is employed by La Caisse and maintains it for a period of two years if registered on the recall list There will be no loss of seniority when an employee is on leave authorized by the collective agreement or La Caisse populaire. This provision is made to ensure that the rank of the employee on the seniority list is maintained Thirty (30) days after the ratification of this collective agreement, La Caisse populaire will give the union committee, the list of employees covered by this collective agreement, indicating seniority, experience and salary La Caisse populaire agrees to distribute confidentially to each employee, a list of employees covered by this collective agreement, indicating only the name, the seniority and the experience. The employee will have ten (10) days to contest the list, after which it will become the official seniority and experience list. a) When La Caisse must replace a full-time employee permanently, a written notice is posted for a period of fifteen (15) days, at head office and in the branches. The employer will proceed by seniority to choose the employee most qualified to fill the position. The name of the successful applicant will be posted ten (10) working days after the job posting closing date. If the employer cannot respect this time period, the union will be notified of the new time frame.

19 The employee chosen to replace another employee permanently will be entitled to a training period of ten (10) days within a maximum probationary period of thirty (30) worked days. However, when a position as consumer credit agent or as member services agent is posted, a training period of twenty (20) days within a maximum probationary period of forty-five (45) worked days will be granted. It is understood that temporary postings will only be for three months and if they carry on any longer then it will be re-posted and all employees will have an opportunity to re-apply. During the training period, the employee will not be entitled to the provisions of Article b). However, the employee will receive this premium retroactively when the probationary period has been completed with success. At all times during the probationary period, the employee can return to his/her previous duties, without prejudice to all his/her rights. b) The full-time employee assigned to other duties on a temporary basis will be reassigned to his/her previous duties when the absent employee will resume work. c) The employee who assumes a position outside the bargaining unit has the right to a six (6) month trial period and can return of his/her previous duties in the bargaining unit within a period not exceeding six (6) months. d) Should an employee who transferred outside the bargaining unit return as an "employee" under this collective agreement. all experience accumulated at the service of the employer will be credited: he/she will earn the same salary as if he/she had remained in the bargaining unit. e) Any employee under this collective agreement and according to paragraph 9.06 (d) who accepts a position with the employer will pay dues throughout his or her absence outside the bargaining unit. f) La Caisse populaire will do everything in its power to allow the employee to work as close as possible to his/her residence. An employee recalled to work or who has to replace in a branch, could refuse the recall if the distance exceeds 35 km. In that case, he/she will have the right to retain his/her acquired recall rank. For clarification purposes, the travelling distance is calculated from the limits of the municipalities of Smooth Rock Falls, Fauquier, Moonbeam, Kapuskasing, Val Rita and Opasatika and not from the employee's residence or service points of La Caisse. Employees that are working at the Kapuskasing branch and that are requested to replace in another branch, the employer will pay mileage at the rate of.45$ per km if the travelling distance to the branch exceed 25 km (one way).

20 g) Should a position be abolished within the bargaining unit, the employee concerned will be reintegrated to his/her previous position or exercise their seniority within the bargaining unit.

21 Article EMPLOYEES ON PROBATION Any person hired will be subject to a sixty (60) work days probation period During this period, the employee will be entitled to all benefits stipulated in this collective agreement, save for: a) Article the employee on probation cannot use the grievance procedure in case of dismissal. b) Article the employee on probation is not entitled. c) Article the employee on probation is not entitled. d) Article the employee on probation is not entitled. e) Article The employee on probation will receive 6% of his/her gross income An employee who has completed his/her probation will have his/her seniority and experience calculated from the last date of hiring.

22 Article LAYOFF AND RECALL a) La Caisse populaire will give written notice of the layoff to the employee concerned. La Caisse populaire agrees to respect the Ontario Ministry of Labour employment standards. b) In case of layoffs, the employee with the least seniority will be laid-off. For recalls, the employee with the most seniority will be recalled to work. a) The laid-off employees will be recalled by order of seniority. b) Recalls are made by registered mail sent to the last known address of the employee in question and the employee will advise of his/her decision in writing. c) An employee recalled to work must report within a delay of ten (10) work days from the date of receiving the registered letter, failing which he/she will be considered as having resigned.

23 Article DISCIPLINARY MEASURES The parties agree that when disciplinary measures are taken, the gravity of the offenses will be considered and the measures will, as much as possible, be applied in a progressive manner. a) Any disciplinary measure must be done in the presence of the union. The employer must give the employee notice of discipline and the reasons. The union will be advised in writing within three (3) working days, the name of the employee concerned and the nature of the measure for which it is intended. b) For the purpose of this collective agreement, an oral reprimand will be interpreted as a disciplinary measure. c) With the exception of the oral reprimand, disciplinary notices which the employee and the union were not informed in writing cannot be used as evidence in further disciplinary issues. d) Where the employer decides to discuss concerns with an employee about disciplinary measures, the employee must receive a twenty-four (24) hour notice specifying the time and place where it must be, indicating the reason for calling the meeting and stating that he has the right to be accompanied by a union representative. The union must be informed of this notice. e) The employee can ask to consult his file. The file has to be consulted at the Caisse. The employer will give access to the file of the employee within twentyfour (24) hours. The employee will have to sign a form giving evidence that he obtained access to his file. A representative of the employee can access the file if he presents a written request signed by the employee. f) A disciplinary measure placed on record of an employee will be removed after twenty-four (24) months.

24 Article HOURS OF WORK Hours of work will be determined by the immediate supervisor and can be modified when needed. If the employer needs to move the employee's day off to a statutory holiday, this change will be made after consultation with the union The regular work week will not exceed thirty-eight (38) hours, from Monday to Saturday inclusively. The full-time employee, as defined under definitions, will work a regular week consisting of a maximum of five (5) days and if this employee's services are required on a sixth day, this sixth day will be paid as overtime. The part-time employee having to work a sixth day during the week will be paid at regular rate for thirty-eight (38) hours of that week and at overtime rate for the hours exceeding thirty-eight (38) hours in the same week. In the event that La Caisse decides to modify its business hours, the union will be advised as soon as possible An unpaid meal period of one (1) hour, will be determined by the immediate supervisor when the employee will have worked more than four (4) consecutive hours The employees who are scheduled to work a full day have the right to a thirty (30) minute break per day from Monday to Friday as long as the employee has worked more than five (5) consecutive hours and to a fifteen (15) minute break on Saturday should La Caisse be open for business on Saturday. The part-time employees scheduled to work have the right to an additional fifteen (15) break when they must work more than the number of hours scheduled in the timetable. These times are determined by the immediate supervisor and can be modified if needed All employees assigned to a cash and loans will be paid five (5) minutes at the beginning of the hours of work to prepare themselves to serve the customers. However, the employee assigned as central teller and employees required to replace at the branches will be paid fifteen (15) minutes The employee assigned to a cash who is responsible to balance or account for his/her cash flow after closing time, will be paid at his/her regular rate and will not leave his/her post before balancing, without the authorization of his/her immediate supervisor. At closing time, the employees assigned to loans and accounting, the clerk, the phone operator support agents and the financial services agents will be authorized to leave their respective post immediately as long as everything balances or the immediate supervisor has authorized them to leave. The additional time required to balance in case of errors not attributable to an

25 employee under this collective agreement, will be paid at the overtime rate, therefore subject to paragraph of this collective agreement For full time regular employees, the following is considered as overtime: work completed at the request of the immediate supervisor after the normal scheduled hours of a certain day. Overtime is also considered after an employee s regular hours of work during a week exceeds the regular work week as per article The work being done on overtime will be assigned in rotation to the employees normaly assigned to these duties. The work done on overtime is paid at premium rate of time and a half Any employee called in to work after returning home, will be paid for a minimum of three (3) hours of work at regular time, subject to paragraph Any employee that must work at least two (2) consecutive hours of overtime at the supervisor s request will be entitled to a thirty (30) minute paid break and a paid meal served in the workplace at the beginning of the overtime shift.

26 Article VACATIONS a) The employee on probation or the employee who resigns or is absent before working for a period of twelve (12) months, will receive four (4) percent of his/her salary as vacation pay. b) Less than four (4) years of seniority as of December 31 of the previous year: two (2) weeks of vacation paid according to the following formula: (Salary for the last 12 months / 240) x 10 Note: For the purpose of calculating the vacation pay. the salary is the remuneration according to the hourly rate of the previous twelve (12) months (January to December), including the last paid vacation c) Four (4) years but less than eight (8) years of seniority as of December 31 of the previous year: three (3) weeks of vacation paid according to the following formula: (Salary for the last 12 months / 240) x 15 d) Eight (8) years but less than twelve (12) years of seniority as of December 31 of the previous year: four (4) weeks of vacation paid according to the following formula: (Salary for the last 12 months / 240) x 20 e) Twelve (12) years but less than twenty (20) years of seniority as of December 31 of the previous year: five (5) weeks of vacation paid according to the following formula: (Salary for the last 12 months / 240) x 25 f) Twenty (20) years or more of seniority as of December 31 of the previous year: six (6) weeks of vacation paid according to the following formula: (Salary for the last 12 months / 240) x 30 g) Twenty-five (25) years of seniority as of December 31 of the previous year: one (1) additional day of vacation accumulated for each year of seniority, to a maximum of two (2) days.

27 h) When an employee attains a new phase of the vacation grid before December 31 of the current year, he/she will be entitled to the number of vacation weeks allocated to this new phase, but the remuneration will be calculated according the previous phase. However, an employee hired between November 1 and December 31, will be allowed to take the additional vacation between September 15 and December 15 of the same year. i) An employee who does not take more than two (2) weeks of vacation during the period of June 1 to September 1, the week of Christmas, the week of January 1st and the week of March break, will be entitled to one more day of vacation for each of the other vacation weeks owed to him/her. The remuneration of this leave will be equivalent to seven (7) hours for a fulltime employee and to five (5) hours for a part-time employee. These additional days are calculated on the vacation taken during the current year and determined on December 31th to be allocated and taken before December 31th of the following year If an employee works less than twelve (12) months during the year ending at the anniversary of the date of hiring because of a layoff and this employee has not taken vacation for this period, he/she will receive a pro-rated pay according to the formula established in Article 14.01: Salary for the last "X" months (since the last vacation / 240 ) x category of days The vacation period for the employees will be from January 1 to December 31 of the following year. Vacation must be taken during the prescribed delay and in periods of at least one (1) week, subject to Article Vacation cannot be carried over from one year of reference to the other. However, the employee entitled to more than three (3) weeks will be permitted to convert one (1) week into nonconsecutive days off. These will have to be taken at the latest by February 28th of the following year, without exception. This week will be considered as a prime time week as per article i), first paragraph Furthermore, the employee that is entitled to more than two (2) weeks of vacation will not be permitted to take them consecutively between June 1 and September 1 unless it has been agreed to by the supervisor and a written confirmation has been given Vacation is earned for each physical year and it is expected that all employees will take their vacation time. As of January 2015, groups and number of employees per groups will be determined by the supervisor. Number of employees per group will not exceed

28 four. The groups are to be determined according to departments, branches and available replacements. The Supervisor will determine the periods of vacation in the year and the rotation of the employees in every group. The application process will be: Between January 1 st and January 31 st, all groups will have identified their selection as for all the week (consecutive days) they are entitled to during that year. Between February 1 st and February 15 th, all groups will have identified their selection as for all additional days of vacation as per article g) and all nonconsecutive vacation days as per article that they are entitled to during that year. Between February 16 th and March 15 th, all groups will have identified the accumulated days off (as per article i), and 15.04) they wish to secure during that year. Any vacation or time off that will not be requested during this process will be considered in the order of first come, first serve. Once the vacation and time off process is completed, the vacation schedule will be posted in each branch. Any changes to the schedule must be mutually agreed upon. The needs for the Caisse must be filled and the established schedules of vacations and time off will not affect in a negative way, the functioning of the Caisse. a) An employee on sick leave can move his/her vacation in conformity with Article If the employee is still on sick leave on December 31 st of that year, La Caisse will issue the vacation pay. b) The employee who requests to be paid his/her vacation during a period of sick leave will be considered having taken the vacation period corresponding to this pay and will not be able to request the equivalent to these vacation weeks, without pay, upon his/her return The employee s vacation pay will be included in his/her regular pay deposited every fourteen (14) days.

29 Article STATUTORY HOLIDAYS La Caisse recognizes the following twelve (12) statutory holidays for the year New Year's January 2 nd (as of year 2010) Family Day Good Friday Victoria Day Canada Day August Civic Holiday Labour Day Thanksgiving Remembrance Day Christmas December 26 Note: For the following years, January 2 will not be recognized as a statutory holiday. The full-time employee will be paid the equivalent of seven (7) hours of work and the part-time employee will be paid according to the Employment Standard Act, as long as he/she is at work the scheduled day before and after the statutory holiday, unless the absence is due to illness (with a medical certificate), mortality or accident, (save for an employee who is replacing another full-time employee; seven (7) hours). If La Caisse grants a civic holiday other than the August one, the employees will be paid according to the same formula as other statutory holidays If a statutory holiday occurs during the vacation of an employee, he/she will be entitled to a replacement leave with pay for the statutory holiday If a statutory holiday is on a Sunday, this day will be postponed to the next day. If a statutory holiday falls or is postponed to a non-business day, this day and the remuneration for this day will be postponed to a later date with the consent of the supervisor La Caisse will grant all employees on the seniority list as of December 31 of the previous year, two (2) floating days per year. The new employees hired in the current year will be entitled to one (1) floating day after six (6) months.

30 La Caisse will not deny the request unless it is detrimental to the proper operations of La Caisse. This floating day will have to be used before obtaining any short term leave without pay. The remuneration for this leave for a part-time employee will be based on five (5) hours of work. This clause does not apply to employees working less than an average of fifty (50) hours per month, based on the hours worked during the threat (3) months preceding the month during which the request is made. The floating days must be taken prior to December 31 of the year.

31 Article Maternity or adoption leave MATERNITY LEAVE AND PARENTAL LEAVE La Caisse agrees to respect the Ministry of Labour Employment Standards Act When an employee returns from maternity leave, La Caisse populaire will deposit $500 in an account that the employee will put in trust for each newborn child.

32 Article SPECIAL LEAVE After advising his/her immediate supervisor, the employee is entitled to a leave with pay for the duration and the following reasons: The employee will be granted the following leave with pay depending, his/her present situation, but as far as leave for the ex-family, the employee could be granted leave without pay: a) Death of a spouse or common law spouse, mother or father, child, adoptive child or step child, five (5) consecutive business days; b) Death of a father of the common law spouse, - a mother of the common law spouse, - a father-in-law, - a mother-in-law, - a brother or a brother of the common law spouse, - a sister or a sister of the common law spouse, - a brother-in-law, - a sister-in-law, - a grandchild or a grandchild of a common law spouse, - a son-in-law or a son-in-law of the common law spouse, - a daughter-in-law or a daughter-in-law of the common law spouse, four (4) consecutive business days: c) Death of a grandfather or a grandmother, three (3) consecutive business days; d) Death of an immediate uncle or aunt, one (1) business day. e) If one of the events described in paragraphs a), b) and c) occurs at more than 400 kilometers from the employee s residence, he/she will be entitled to two (2) more days of paid leave, at the discretion of the General Manager, as long as he/she attends the funerals. f) One (l) business day for his/her wedding to be taken during the week preceding or following the wedding.

33 g) An employee asked to act as jury, be a candidate for jury or to appear as a witness in a case that he/she is not part of, will receive the difference between the indemnity or the fee allocated and his/her actual salary If the funerals must be postponed to a later date, the employee can postpone one of his/her leave to attend. However, this leave only applies to paragraphs a), b) and c) of Article If a leave is granted under Article a), b), c) or d) occurs during the vacation of an employee, the leave can be postponed to a later date with the consent of the supervisor, but the employee must attend the funerals and submit proof of attendance.

34 Article LEAVE WITHOUT PAY An employee can, after considering the needs of the operations, obtain an unpaid leave for a determined period. For a leave of less than ten (10) days, the employee will have to submit a written request to the Office Manager in the five (5) business days preceding the date of leave. The employer must answer in writing within three (3) days of this request. A true copy will be sent to the union. For a leave of more than fifteen (15) days, the employee will have to submit a written request to the Personnel Director in the fifteen (15) business days prior to the leave. The employer must reply in writing within ten (10) days of the request. A true copy will be sent to the union Any leave without pay of more than five (5) consecutive business days will not be recognized for the purpose of experience The employer will follow the Employment Standards Act. At all times, the employee must submit a medical certificate to the employer.

35 Article SALARIES ANNEXE A will be the salary scale for all unionized employees at the Caisse populaire a) Note: 19.01b) For the purpose of the rank of the salary scale, the worked hours are divided by seven (7) and then by two hundred and forty (240) to obtain the number of years of experience. Seven(7) hours is equivalent to one(1) day. Two hundred and forty (240) hours are equivalent to one (1) year. The salary grid will be divided by levels, as per the following positions: N2 N3 N4 Cashiers Head Cashier Compensation Agent Consumer Credit Agent Phone Operator Support Agent Member Services Agent Responsible for the branch Member Services Agent Specialized Services Clerk Commercial Credit Agent Financial Services Agent Member Services and operational efficiency Support Agent Member Services Agent SRF Consumer Credit and Financial Services Agent An employee who temporarily replaces in a higher level position for five (5) consecutive days or more will be entitled to the salary of the level replaced, retroactive to the first day c) Salary scale will be increased through the duration of the contract as per the following: 2013 Increase of 2% 2014 Increase of 2% 2015 Increase of 2% 2016 Increase of 2% 2017 Increase of 2% 2018 Increase of 2% La Caisse agrees to pay a signing bonus of $

36 SALARY SCALE 2013 LEVELS RANK PERIOD OF EMPLOYMENT N-2 N-3 N to 6 MONTHS 0 to 121 DAYS 2 6 MONTHS TO 1 YEAR 122 TO 241 DAYS 3 1 TO 2 YEARS 242 TO 481 DAYS 4 2 TO 3 YEARS 482 TO 721 DAYS 5 3 TO 4 YEARS 722 TO 961 DAYS 6 4 TO 5 YEARS 962 TO 1201 DAYS 7 5 TO 6 YEARS 1202 TO 1441 DAYS 8 6 TO 7 YEARS 1442 TO 1681 DAYS 9 7 YEARS AND OVER 1682 DAYS AND OVER 10 EMPLOYED BEFORE DECEMBER 31ST, ,95 $ 15,49 $ 17,34 $ 14,30 $ 15,92 $ 17,83 $ 14,66 $ 16,36 $ 18,31 $ 15,03 $ 16,82 $ 18,80 $ 15,40 $ 17,29 $ 19,28 $ 15,79 $ 17,77 $ 19,77 $ 16,18 $ 18,28 $ 20,25 $ 16,58 $ 18,79 $ 20,74 $ 17,30 $ 19,36 $ 21,23 $ 20,21 $ 20,92 $ 21,23 $

37 SALARY SCALE 2014 LEVELS RANK PERIOD OF EMPLOYMENT N-2 N-3 N to 6 MONTHS 0 to 121 DAYS 2 6 MONTHS TO 1 YEAR 122 TO 241 DAYS 3 1 TO 2 YEARS 242 TO 481 DAYS 4 2 TO 3 YEARS 482 TO 721 DAYS 5 3 TO 4 YEARS 722 TO 961 DAYS 6 4 TO 5 YEARS 962 TO 1201 DAYS 7 5 TO 6 YEARS 1202 TO 1441 DAYS 8 6 TO 7 YEARS 1442 TO 1681 DAYS 9 7 YEARS AND OVER 1682 DAYS AND OVER 10 EMPLOYED BEFORE DECEMBER 31ST, ,23 $ 15,80 $ 17,69 $ 14,58 $ 16,24 $ 18,18 $ 14,95 $ 16,69 $ 18,68 $ 15,33 $ 17,16 $ 19,17 $ 15,71 $ 17,63 $ 19,67 $ 16,11 $ 18,13 $ 20,16 $ 16,51 $ 18,64 $ 20,66 $ 16,92 $ 19,16 $ 21,16 $ 17,65 $ 19,74 $ 21,65 $ 20,61 $ 21,34 $ 21,65 $

38 SALARY SCALE 2015 LEVELS RANK PERIOD OF EMPLOYMENT N-2 N-3 N to 6 MONTHS 0 to 121 DAYS 2 6 MONTHS TO 1 YEAR 122 TO 241 DAYS 3 1 TO 2 YEARS 242 TO 481 DAYS 4 2 TO 3 YEARS 482 TO 721 DAYS 5 3 TO 4 YEARS 722 TO 961 DAYS 6 4 TO 5 YEARS 962 TO 1201 DAYS 7 5 TO 6 YEARS 1202 TO 1441 DAYS 8 6 TO 7 YEARS 1442 TO 1681 DAYS 9 7 YEARS AND OVER 1682 DAYS AND OVER 10 EMPLOYED BEFORE DECEMBER 31ST, ,51 $ 16,11 $ 18,04 $ 14,88 $ 16,56 $ 18,55 $ 15,25 $ 17,02 $ 19,05 $ 15,63 $ 17,50 $ 19,56 $ 16,02 $ 17,99 $ 20,06 $ 16,43 $ 18,49 $ 20,57 $ 16,84 $ 19,02 $ 21,07 $ 17,25 $ 19,54 $ 21,58 $ 18,00 $ 20,14 $ 22,08 $ 21,02 $ 21,77 $ 22,08 $

39 SALARY SCALE 2016 LEVELS RANK PERIOD OF EMPLOYMENT N-2 N-3 N to 6 MONTHS 0 to 121 DAYS 2 6 MONTHS TO 1 YEAR 122 TO 241 DAYS 3 1 TO 2 YEARS 242 TO 481 DAYS 4 2 TO 3 YEARS 482 TO 721 DAYS 5 3 TO 4 YEARS 722 TO 961 DAYS 6 4 TO 5 YEARS 962 TO 1201 DAYS 7 5 TO 6 YEARS 1202 TO 1441 DAYS 8 6 TO 7 YEARS 1442 TO 1681 DAYS 9 7 YEARS AND OVER 1682 DAYS AND OVER 10 EMPLOYED BEFORE DECEMBER 31ST, ,80 $ 16,44 $ 18,40 $ 15,17 $ 16,89 $ 18,92 $ 15,55 $ 17,36 $ 19,43 $ 15,95 $ 17,85 $ 19,95 $ 16,34 $ 18,35 $ 20,46 $ 16,76 $ 18,86 $ 20,98 $ 17,17 $ 19,40 $ 21,49 $ 17,60 $ 19,93 $ 22,01 $ 18,36 $ 20,54 $ 22,53 $ 21,44 $ 22,20 $ 22,53 $

40 SALARY SCALE 2017 LEVELS RANK PERIOD OF EMPLOYMENT N-2 N-3 N to 6 MONTHS 0 to 121 DAYS 2 6 MONTHS TO 1 YEAR 122 TO 241 DAYS 3 1 TO 2 YEARS 242 TO 481 DAYS 4 2 TO 3 YEARS 482 TO 721 DAYS 5 3 TO 4 YEARS 722 TO 961 DAYS 6 4 TO 5 YEARS 962 TO 1201 DAYS 7 5 TO 6 YEARS 1202 TO 1441 DAYS 8 6 TO 7 YEARS 1442 TO 1681 DAYS 9 7 YEARS AND OVER 1682 DAYS AND OVER 10 EMPLOYED BEFORE DECEMBER 31ST, ,10 $ 16,77 $ 18,77 $ 15,48 $ 17,23 $ 19,30 $ 15,87 $ 17,71 $ 19,82 $ 16,27 $ 18,21 $ 20,35 $ 16,67 $ 18,71 $ 20,87 $ 17,09 $ 19,24 $ 21,40 $ 17,52 $ 19,79 $ 21,92 $ 17,95 $ 20,33 $ 22,45 $ 18,73 $ 20,95 $ 22,98 $ 21,87 $ 22,64 $ 22,98 $

41 SALARY SCALE 2018 LEVELS RANK PERIOD OF EMPLOYMENT N-2 N-3 N to 6 MONTHS 0 to 121 DAYS 2 6 MONTHS TO 1 YEAR 122 TO 241 DAYS 3 1 TO 2 YEARS 242 TO 481 DAYS 4 2 TO 3 YEARS 482 TO 721 DAYS 5 3 TO 4 YEARS 722 TO 961 DAYS 6 4 TO 5 YEARS 962 TO 1201 DAYS 7 5 TO 6 YEARS 1202 TO 1441 DAYS 8 6 TO 7 YEARS 1442 TO 1681 DAYS 9 7 YEARS AND OVER 1682 DAYS AND OVER 10 EMPLOYED BEFORE DECEMBER 31ST, ,40 $ 17,10 $ 19,14 $ 15,79 $ 17,58 $ 19,68 $ 16,18 $ 18,06 $ 20,22 $ 16,59 $ 18,58 $ 20,75 $ 17,00 $ 19,09 $ 21,29 $ 17,43 $ 19,62 $ 21,83 $ 17,87 $ 20,18 $ 22,36 $ 18,31 $ 20,74 $ 22,90 $ 19,10 $ 21,37 $ 23,44 $ 22,31 $ 23,10 $ 23,44 $

42 Article BENEFITS a) Group Insurance For a full-time employee who works on average, more than twenty-five (25) hours per week on a regular basis, the employer agrees to pay cent for cent 100 % of the premium for the group insurance of the Caisses populaires affiliated to the Alliance des Caisses populaires limiltée. The responsibility of La Caisse is limited to an annual increase of 12 % in the group insurance premium. Any increase over 12 % will be paid equally by the unionized workers who participate to the same group insurance. This amount will be deducted from the salary of each participating employee. Under these circumstances, La Caisse will give the union, a fifteen (15) days written notice. If the employer reduces the hours of work of an employee who already works, on average, twenty-five (25) hours or more per week on a regular basis, La Caisse agrees to maintain this employee on the group insurance and to pay 100 % of the premiums for this employee, subject to the previous paragraph. b) During a leave of absence for maternity, long term disability, workplace injury, La Caisse agrees to pay its share of the insurance premiums according to the modalities of the group insurance policy of l Alliance and Les Caisses affiliated. c) La Caisse and its employees are bound by the changes that can be made to the group insurance by l'alliance and Les Caisses affiliated. The employer will undertake a consultation with the union prior to any changes. d) The part-time employees appearing on the seniority list at the date of ratification of this collective agreement, who work on average, less than 25 hours per week, will receive as benefits, an amount equivalent to 16 % of their gross salary. Any person hired after the ratification date of this collective agreement will receive 12 % of his/her gross salary, subject to Article 10 of this collective agreement. e) Any employee covered by another insurance with his/her spouse can renounce to the group insurance coverage with regard to paramedical services and dentistry. The employee will receive an annual taxable amount of $1,000 payable twelve (12) months after the renunciation. The insurance coverage for paramedical services and dentistry can be reinstated at any time by advising us in writing No employee will be responsible for the cash shortages caused by his/her error, but will be responsible for working at finding and correcting the error made and to communicate with the customer in question, if necessary.

43 20.03 For each employee who works on average, twenty-five (25) hours per week on a regular basis, the employer will make a contribution to the employee's RRSP, according to the following modalities: a) For the first year of this agreement, the employee who deposits a percentage of his/her salary in a registered retirement saving plan will receive as contribution from the employer, an amount equal to his/her deposit, up to a maximum of 3% of his/her gross salary. For year 2 of this agreement, the maximum contribution will be 3.25%. For year 3 of this agreement, the maximum contribution will be 3.50%. For year 4 of this agreement, the maximum contribution will be 3.75%. For year 5 of this agreement, the maximum contribution will be 4.00%. For year 6 of this agreement, the maximum contribution will be 4.25%. b) Employer agrees to form a discussion group that will look at investment vehicles allowed by the Caisse for investment plan and to investigate coverage for retirees. Note: This benefit takes effect January 1, Sick Leave La Caisse will establish an annual fund in replacement of sick leave for the employees working on average 25 hours or more per week on a regular basis for a period of one year, according to the following modalities: Less than four (4) years of seniority as of December 31 of the previous year $ Four (4) years, but less than eight (8) years of seniority $ Eight (8) years, but less than twelve (12) years of seniority $ Twelve (12) years, but less than twenty (20) years of seniority $ 1, Twenty (20) years of seniority or more $ 1,150.00

44 Article EMPLOYMENT SECURITY After four hundred and eighty (480) days of experience, an employee laid-off permanently will receive a severance pay equivalent to one (1) week of salary for every year of experience cumulated at La Caisse. (One (1) year = 240 days). The employee who receives this benefit renounces to all his/her rights.

45 Article STRIKE AND LOCKOUT All strikes or lockouts are illegal for the duration of this collective agreement. The union agrees to repudiate any strike, slowdown strike, primary or secondary pickets or any other action deemed to stop, diminish or have adverse effect on the work or the operations of La Caisse populaire. Any employee taking part in such actions could be disciplined or even dismissed.

46 Article HEALTH AND SAFETY For security purposes, La Caisse agrees to lock the doors during a power failure. The employees must remain at their post and they will be paid until the immediate supervisor gives them the authorization to leave the premises The parties agree to observe the workplace health and safety legislation and to do so, will establish an advisory committee comprising an equal number of union representatives and employer representatives who will discuss the health and safety issues and make recommendations to the employer.

47 Article DURATION OF THE COLLECTIVE AGREEMENT This collective agreement will be in full force from January 1, 2013 to December 31, Therefore, the interested parties and their representatives apposed their signatures in Kapuskasing, Ontario, this 10 th day of September Caisse populaire Unifor Local 89-2 Kapuskasing Limitée

48 LETTER OF UNDERSTANDING BETWEEN CAISSE POPULAIRE DE KAPUSKASING LIMITÉE AND UNIFOR AND ITS LOCAL 89-2 Both parties agree that there will be no discrimination between the french and english language and it is agreed the employer will supply duplicates of the collective agreement in french and in english. It is agreed that if a professional translator is required by either party, it will be at their own expense. Signed in Kapuskasing on this day 10 th of September Company Union Renunciation: I,, hereby renounce to the group insurance coverage offered by my employer for paramedical and dentistry expenses because I am already insured by a similar insurance that my spouse has adhered to.

49 An amount of $ will be reimbursed annually ( ) instead of this coverage and the amount will be taxable in the year I receive this reimbursement. The insurance coverage for dentistry and paramedical expenses can be reactivated at any time by written notice. Caisse populaire Folio Signature of the Employee Date Approved by Date

50 LETTER OF UNDERSTANDING BETWEEN CAISSE POPULAIRE DE KAPUSKASING LIMITÉE AND UNIFOR AND ITS LOCAL 89-2 Both parties agree that there will be no discrimination between the french and english language and it is agreed the employer will supply duplicates of the collective agreement in french and in english. It is agreed that if a professional translator is required by either party, it will be at their own expense. Signed in Kapuskasing on this day 10 th of September Company Union

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