COLLECTIVE AGREEMENT BETWEEN RONA INC. TEAMSTERS LOCAL UNION NO.

Transcription

1 COLLECTIVE AGREEMENT BETWEEN RONA INC. AND A TEAMSTERS LOCAL UNION NO

2 ARTICLE INDEX 1. INTENT & PURPOSE... : COVERAGE UNION MEMBERSHIP AND UNION DUES MANAGEMENT RIGHTS GRIEVANCE PROCEDURES NO STRIKE, NO LOCKOUT HOURS OF WORK AND OVERTIME SENIORITY VACATIONS WAGES WORKING CONDITIONS HOLIDAYS WITH PAY UNION COOPERATION BENEFITS BEREAVEMENT DURATION OF AGREEMENT GROUP REGISTERED RETIREMENT SAVINGS PLAN (RRSP) LETTER OF AGREEMENT #1, Re: Filling Full-Time Vacancies LETTER OF AGREEMENT #2, Re: Use of Part-Time Workers...., LETTER OF AGREEMENT #3, Re: Job Offers for New Business LETTER OF AGREEMENT #4, Re: Seniority Upon Transfer LETTER OF AGREEMENT #5, Re: Drivers Operating AZ Class Trucks

3 This agreement signed this fs day of f BI?AMeit I 201;.1 Between: RONA inc. (Hereinafter referred to as the "Company") -and- Teamsters Local Union No. 230, Affiliated with the International Brotherhood ofteamsters (Hereinafter referred to as the "Union") ARTICLE 1- INTENT AND PURPOSE 1.1 The Company and the Union agree that the purpose and intent of this Agreement is to promote cooperation and harmony, to recognize mutual interest. To provide a channel through which information and problems may be transmitted from one to the other, to formulate rules to govern the relationship between the Union and the Company, to promote efficiency and service and to set forth herein the basic Agreement covering rates of pay, hours of work, dispute procedure, and conditions of employment. ARTICLE 2- COVERAGE 2.1 The Company recognizes the Union as the exclusive bargaining agency for all of its employees at Oshawa, and the Regional Municipality of Durham, save and except foreman, persons above the rank of foreman, office staff, retail store staff, persons regularly employed for not more than 24 hours per week, and students employed during the school vacation period. 2.2 The Company agrees not to enter into any agreement of contract with employees in the bargaining unit as described in the preceding paragraph, individually or collectively, which in any way conflicts with the terms and conditions of this Agreement. ARTICLE 3- UNION MEMBERSHIP AND UNION DUES 3.1 The Company agrees that all present members covered by this agreement, except new employees during their probationary period shall, as a condition of employment, become and remain members of the Union in good standing. 3.2 All employees hired on or after the signing of this agreement shall, as a condition of employment, become members of the union as soon as their probationary period is completed, and maintain such membership in good standing for the duration of this Agreement. 3.3 The Company agrees that when new employees are hired, they shall sign an application for membership in the Union, and also a Union dues and initiation fee deduction form on the date of hire; such forms to be supplied by the Union. The Company will forward this form to the Union at the time as Union dues are remitted. 3.4 The Company agrees to deduct regular union dues from each employee on the first pay of each month and remit the dues on or before the fifteenth (15th) day of the following month. 3

4 Eligible employees further agree, on receipt of proper authorization, to deduct the union initiation fee in two equal weekly installments within thirty {30) calendar days immediately following the completion of an employee's probationary period, and to remit such deductions to the Union. 3.5 The Company will, at the time of making each remittance to the Union, specify the employees from whose pay such deductions were made, and if no deduction is made specify the reason. Secretary Treasurer of the Union shall notify the Company by letter upon the signing of this Agreement of the amount of monthly dues, and shall keep the Company informed of any changes during the terms of this Agreement. 3.6 If any employee is absent and has not sufficient pay to his credit, his Union dues shall accumulate and shall be deducted upon his return to work. New employees shall be required to pay dues for the month in which they are hired. 3.7 The Company will be required to dismiss or suspend employees from employment who have been expelled or suspended by the Union unless such expulsion or suspension by the Union was for non-payment of Union initiation fees or monthly union dues. 3.8 The Company shall show the yearly Union monthly dues deduction on employee' T4 slips. ARTICLE 4- MANAGEMENT RIGHTS 4.1 The Union recognizes that the Company has the exclusive rights to manage the business and to exercise all the customary prerogatives of management except those specifically delegated to the Union by this Agreement. 4.2 Without limiting the generality of the foregoing paragraph 4.1, the Union recognizes that the management of the business and the direction of the working forces including the right to plan, direct and control operations, hire, suspend, or discharge for just cause. Transfer or relieve employees from duty because of lack of work or for any other legitimate reasons, the right to study or introduce new or improved production methods or facilities and the right to establish and maintain reasonable rules and regulations covering the operation shall continue to be vested in the Company. 4.3 The Company shall supply each employee with a copy of its rules and regulations governing the conduct activities of its employees covered by this Agreement and obtain from each employee a receipt of same. 4.4 Whenever the Company establishes any new rules and regulations governing the conduct of the employees, they shall be forthwith communicated to the Union, in order that the Union may have the opportunity to protest if it believes that any such rules and regulations are inconsistent with the provisions of this Agreement. 4

5 ARTICLE 5- GRIEVANCE PROCEDURES 5.1 For the purpose of discussing and adjusting questions out of the interpretation and application of this Agreement, and for the processing of employees' grievances, the Company shall recognize reasonable number of Stewards who shall be active employees. 5.2 It is understood and agreed that the first responsibility of a Steward is to his work for the Company and he shall not leave such work except in performance of his duties under this Agreement and then; only in such a way as to cause the least possible loss of production and shop discipline, and only after having explained the nature of his business to each supervisor involved. 5.3 Any employee with seniority who feels he has a grievance under this Agreement may discuss the matter with the supervisor, with the view to prompt settlement or explanation thereof. The employee's Steward may accompany him in such discussions if the employee so desires. 5.4 Should the employee not receive satisfaction in such discussion the grievance shall be submitted in writing in triplicate on forms supplied by the Union and signed by the employee. There shall be an earnest effort on the part of both parties to settle such grievance promptly through the following steps: STEP 1: STEP 2: By a conference between the aggrieved employee, his Steward and supervisor. By a conference between the Steward involved, an official or officials of the Union, and representative from management of the company. Is it agreed that not more than ten (10) working days will elapse from the time a grievance is first instituted until it is finally dealt with in Step Any difference arising directly between the Union and the Company may be submitted in writing by either party under Step 2, and if not settled, the matter may be submitted to arbitration. 5.6 STEP 3: In the event that a grievance is not satisfactory settled between the management and the Union, it may be referred to a Board of Arbitration. The Board of Arbitration shall consist of three arbitrators, one to be appointed by each party to this Agreement, and the third to be selected by the two so appointed. The party desiring arbitration shall appoint its arbitrator and shall give notice in writing to the other party of such appointment. Such notice must be given within ten (10) days of receipt of the final answer in Step 2. The two arbitrators shall have ten (10) days in which either to resolve the issue or select a third arbitrator able and willing to act and if they're unable to make such selection either arbitrator may apply to the Minister of Labour for Ontario to appoint a Chairman of the Arbitration Board. The Board of Arbitration so constituted of three members shall then forthwith consider and determine the matters at issue which have been submitted to them for disposal, and the decision of the majority of the members of the Board of Arbitration shall be final and binding on all parties concerned Each of the parties hereto will bear the expense of the Arbitrator appointed by it, and the parties will jointly bear the expense of the Chairman of the Board of Arbitration. 5

6 5.8 A claim by an employee with seniority that has been unjustly discharged, suspended, or laid-off out of seniority shall be treated as a grievance and may be taken to arbitration if a written statement of such grievance is lodged with the Company under Step 2. Within five (5) working days after the discharge or suspension, or layoff is effected; such special grievance may be settled under the grievance procedure by: a) Confirming the Company's action in dismissal of the employee; b) Reinstating the employee with full compensation for the time lost; or c) By any other arrangement which may be deemed just and equitable. 5.9 The proceedings of the Arbitration Board shall be expedited by the parties hereto. Such board shall not be authorized to alter, modify, or amend any provisions of this Agreement. Time limits throughout this article may be extended by mutual agreement If it is mutually agreed by the Company and the Union, a sole arbitrator may be substituted for the above- mentioned Board, and the provisions herein shall apply. ARTICLE 6- NO STRIKE, NO LOCKOUT 6.1 During the duration of this Agreement, the Union agrees that there shall be no strike, and the Company agrees that there shall be no lockout. ARTICLE 7- HOURS OF WORK AND OVERTIME 7.1 Overtime at the rate of time and one-half shall be paid for all hours worked in excess of fortyfour (44) hours per week or over nine {9) hours per day. Employees will be scheduled for a minimum of forty (40) hours per week. 7.2 The Company agrees to schedule part time staff to work on Sundays whenever possible on an as needed basis. Should the Company require the use of Union members to work on a Sunday, they will be paid at double time for hours worked that day. 7.3 Overtime shall be distributed equally among employees regularly performing the work involved. 7.4 Any employee who reports for work at the regular time and who is not provided with a least four (4) hours work will be paid for at least four hours. This does not apply if the employee has been notified not to come to work. Such notice must be given before 7:00 a.m. except in circumstances beyond the control of the Company such as fire or power failure, etc. 7.5 During the regular straight time shift, a senior employee shall not be sent home before a junior employee who is in the same classification and performing a similar assignment, provided he is qualified and able to do the job which is available and is present on the site at the time. The decision concerning whether an employee is qualified and able to do the job shall be made by the Company in its discretion. 7.6 Employees shall receive one 10 minute paid break in each half of a regular eight (8) hour shift. 7.7 In the Oshawa and Ajax yards, the use of co-op students and temporary workers will not result in the loss of hours for full-time employees. For clarification, a co-op student or temporary worker will not have a scheduled start time before a full-time employee. 6

7 7.8 When an afternoon or mid-day shift is initiated it will be assigned on a seniority and classification basis, and on a rotational basis. ARTICLE 8- SENIORITY 8.1 New employees who comply with bonding requirement will serve a probationary period of ninety (90) calendar days before acquiring seniority in the bargaining unit/ Seniority shall be by location. 8.2 The layoff or rehire of employees covered by this agreement shall, in general, be governed by the following: a) For the purpose of seniority, there shall be two (2) groups of employees: A. Oshawa B. Ajax b) Seniority will be based on the length of continuous service with the Company while in the bargaining unit at each location. c) In the event of a reduction of staff, the most junior employee in the respective group having the surplus will be laid off, except that the Union Steward shall be the last to be laid off, as long as the employee or employees remaining are capable of performing the work to be done. 8.3 Seniority lists will be supplied to the Union on December 15th and July 15th of each year of this Agreement. 8.4 Seniority will not be broken due to absence from employment because of sickness, accident or other unavoidable reasons which justify such absence. 8.5 Employees may be granted leave of absence without loss of seniority to attend Labour conventions or to serve in the capacity on official Union business, or for legitimate personal reasons. Such leaves of absence shall be in writing, a copy of which will be forwarded immediately to the Union. 8.6 An employee shall lose his seniority if he: 1. Voluntarily quits the employ of the Company; 2. Is discharged and not reinstated through the grievance procedure; 3. Is laid off and not re-employed within twelve (12) months from date of layoff; 4. Fails to return to work within in eight (8) days after he has been notified by the Company by registered mail, or if he fails to advise the Company within five (5) days of receipt of notice of his intention to return; 5. Is absent from work without reporting to the Company within three (3) working days from his last attendance If an employee transfers out of this bargaining unit, he shall retain the seniority he has accumulated while in the bargaining unit. If such appointment is for a period of one year or more, the employee on returning to the bargaining unit, shall count the seniority he has accumulated while in the 7

8 bargaining unit plus one year's seniority while outside the unit. If the transfer is less than a year the employee shall count only the time in the bargaining unit plus the period outside the unit. 8.8 An employee who is requested to return to work and who is not immediately available may be passed over and a more junior employee may be called instead, subject to displacement by the more senior employee when he does report to work within eight (8) days of notification to do so. ARTICLE 9- VACATIONS 9.1 Employees will accrue vacation time on the basis of the full calendar year preceding the year of entitlement. Vacation earned in one calendar year is to be taken between January l't and December 31't of the following year. For the 2016 calendar year, all employees will have a vacation bank of six months vacation (accrued during July December 2015) to be paid out when approved vacation time taken. For the 2017 calendar year, all employees will have a full accrued vacation bank to be taken each year thereafter. The following are restrictions for vacation blackout periods: No vacation is to be scheduled or taken during the month of May up to June 15th, unless approved by your Store Manager or Director of Operations No vacation to be scheduled or taken in the two weeks preceding the week of annual inventory, unless approved by your Store Manager or Director of Operations The Company will do its best to approve vacation within these blackout periods where special circumstances are beyond the control of the employee requesting vacation All unused vacation pay will be paid out during the first pay of the following calendar year. 9.2 Each employee covered by this Agreement, with less than one year of service shall be entitled to one (1) weeks' vacation, payment for which shall be four percent (4%) of gross earnings as of June 30th 9.3 Employees with one year's service and less than five years shall be entitled to two (2) weeks' vacation, payment for which shall be four percent (4%) of gross earnings as of June 30th in each year. 9.4 Employees with five years of service and less than ten years at June 30th, shall be entitled to three (3) weeks' vacation in summer, payment for which shall be six percent (6%) of gross earnings as of June 30th in each year. 9.5 Employees with ten years of service and over at June 30th, shall be entitled to four (4) weeks' vacation. Three weeks to be taken in the summer and the fourth week to be taken at the agreement of both the employee and management, payment for which shall be eight percent (8%) of gross earnings as of June 30th in each year. 9.6 Employees with fifteen years of service as of June 30th of each year will be entitled to five (5) weeks' vacation payable at nine percent (9%). Three weeks holidays may be taken in summer, two weeks in the winter or spring months, summer months May through October l't of each year. 9.7 Effective October l't 1994 employees with twenty years of service as of June 30th of each year will be entitled to five (5) weeks' vacation payable at ten percent (10%). Three weeks' holidays may be taken in the summer months, two weeks in the winter or spring months, summer months May l't through October l't of each year. 8

9 9.8 If an employee's employment is terminated for any reason whatsoever, he will be paid his accumulated vacation credits calculated from the previous January l't. 9.9 All new employees hired after date of ratification will fall under the RONA Vacation Policy, and existing members will be grandfathered under the previous vacation plan. Full-time employees accrue vacation time on the based on their date of hire. Vacation earned in one calendar year is to be taken between January pt and December 31' 1 of the following year. Length of Service Entitlement Less than 1 year In the first year of employment, 1 day per full month of completed service prior to December 31 is earned, to a maximum of 4% of wages earned in the calendar year for which vacation is calculated. 1 year but less than 5 years 2 weeks at 4% of previous year's wages. 5 years but less than 13 years 3 weeks at 6% of previous year's wages. 13 years but less than 21 years 4 weeks at 8% of previous year's wages. 21 years and over 5 weeks at 10% of previous year's wages The Company will post a vacation schedule on the bulletin board between March 1 to April15 in order to allow the employees to submit vacation requests. All holidays will be confirmed by May 1 based on seniority and will be approved based on business demands. ARTICLE 10- WAGES 10.1 The Company agrees to pay and the Union agrees to accept for the terms of this Agreement, the following wage rates: Current Members Hired Before Oct : Position Boom Truck Driver Moffat Driver (Forklift Truck Driver) Forklift Driver Flat Truck Driver Labour Classifications: Cutter Drywall Loader/Helper Yard Helper

10 Members Hired After Ratification: Position Boom Truck Driver Moffat Driver (Forklift Truck Driver) Forklift Driver Flat Truck Driver labour Classifications: Cutter Drywall Loader/Helper Yard Helper Lead Hands shall at all times be paid at thirty cents ($0.30) over the highest rate. ARTICLE 11- WORKING CONDITIONS 11.1 Employees shall report to the Company any and all loss, damage or shortage of merchandise or equipment with a statement of the cause thereof Employees shall report immediately, in complete detail, all accidents and injuries, including the name and address of all witnesses to the accident or injury Employees shall report promptly to the Company in writing, all defects in equipment when completing their run or shift. No driver shall be required to do repairs to the Company's truck or equipment No employee shall be compelled to operate equipment, which in the opinion of the Company's master mechanic or the designate named by the Company, is not in good mechanical condition No employees shall be permitted to allow other than the employees of the Company or persons authorized by the company, who are on duty to ride on his truck Upon request made to the Company, or its designated representative an accredited Union official will be granted access to the Company's premises for the purpose of satisfying himself that the terms of this agreement are being complied with The Company will provide bulletin boards in mutually satisfactorily locations in the plant for the use of the Union in posting notices of Union activities All trucks will be equipped with adequate heaters, defrosters, windshield wipers, windshield washer and sun visors Machines operating outside during the winter months shall be equipped with adequate cab protection against weather and/or heaters All vacant jobs shall be posted, wherein the judgment of the employee's qualifications are relatively equal between two (2) or more employees, seniority shall govern. 10

11 11.11 The Company will provide the employee with two-hundred (200) dollars per year for safety shoes. Any unused monies within the maximum allowance of two-hundred (200) dollars can be carried over to be used for another pair, as long as it is purchased within the same calendar year a) Employees who purchase safety shoes while on layoff, will be reimbursed only upon their return to work The Company will supply one (1) raincoat per year for each employee on return of old raincoat Suitable gloves will be issued upon turning in a worn out pair of gloves. ARTICLE 12- HOLIDAYS WITH PAY 12.1 The following listed holidays, regardless of when they fall, will be granted to all employees with pay. New Year's Eve Civic Holiday Good Friday Labour Day Victoria Day Thanksgiving Day Canada Day Christmas Day Boxing Day Family Day NOTE: In addition to the above paid Holidays, an employee will be provided with one (1) floater day to be used during the calendar year. Approval of a floater day will be subject to manager approval and must fall within the guidelines of the RONA inc. vacation policy. If another statutory holiday is declared for the province of Ontario, The Company agrees to recognize it as an additional paid Holiday. The basis of payment per holiday will be calculated based on The Employment Standards, 2000 guidelines as follows: Holiday pay will be calculated based on regular wages earned by the employee in the four work weeks before the work week with the public holiday, plus all of the vacation pay payable to the employee with respect to the four work weeks before the work week with the public holiday, divided by If an employee is required to work on any of the above holidays he shall be paid the rate to time and one-half for such hours worked, in addition to the holiday pay An employee will be paid for the above holiday if he has worked within the fifteen (15) work days prior to the holiday An employee will forfeit pay for the above Holiday if he has been absent without permission on the working day before the holiday or the working day following the holiday If a paid holiday falls within an employee's vacation period he shall be granted another day with pay of a day's pay in lieu thereof. The option shall rest with the Company, and the employee shall be advised of the decision prior to going in his vacation. 11

12 ARTICLE 13- UNION CO-OPERATION 13.1 The Union agrees to uphold the rules and regulations of the Company in regard to punctual and steady attendance, proper and sufficient notice in case of necessary absence, conduct on the job, and all other reasonable rules and regulations established by the Company and not conflicting with this Agreement The Union agrees to co-operate with the Company in maintaining and improving safe working conditions and practice; in improving the cleanliness and good housekeeping of the premises, machinery and equipment, and in upholding the laws in reference to the driving The Union recognizes the need for improved methods and output in the interest of the employee and the business and agrees to co-operate with the Company in the installation of such methods, in suggesting improved methods, and in the education of its members in the necessity of such changes and improvements. ARTICLE 14- BENEFITS 14.1 Semi-Private coverage shall be at each employee's option not paid by the company The Company agrees to pay 100% of the cost of the premium of the benefit plan which includes the following effective June 1' : Prescription Drug Plan- the Company will pay 100% of the cost of the benefit and the employee will pay a prescription deducible in an amount equal to the dispensing fee portion of the drug charge. Extended Health Care- the Company will pay 80% of the cost of the benefit and the employee will pay 20% of the cost of the benefit. Life Insurance- Coverage of $30,000 for an employee with no qualified dependents and 200% of an employee's annual earnings (rounded to the next higher multiple of $1,000) for an employee with qualified dependents. AD&D.- Coverage in an amount equal to life coverage, double indemnity. All benefits will continue for a maximum of thirty-five (35) weeks during a layoff period DENTAL- The Company agrees to pay 80% of the cost of the benefit and the employee will pay 20% of the cost of the benefit. The employee will pay the annual deductible of $25 per covered person or $50 per covered family (maximum of $25 per covered person) 1. Regular checkups yearly for all covered individuals. (except for children which is twice yearly) Age: 21 (if full dependent) 2. The limits per covered individuals are $ Complete Dentures, once every five years Partial dentures, once every five years Denture adjustments Denture remakes, once every five years Denture Repairs Denture rebasing and relining Diagnostic casts 12

13 4. ODA Schedule of fees- A one (1) year lag The Company will pay the premiums for a vision care plan that pays up to two-hundred ($200.00) dollars, per prescription glasses every two (2) years for each family member per law Benefit-waiting period of ninety (90) calendar days for new employees to qualify for benefits Five (5) paid sick days will be provided to eligible employees per calendar year. These days may only be used in the year they are earned and cannot carry over or be banked The Company will pay premiums for an employer funded Long Term Disability plan entitling employees to a monthly benefit maximum of one-thousand dollars ($1000) a month, minus applicable deductions. Qualification of Long Term Disability is subject to approval by third party insurance provider. ARTICLE 15- BEREAVEMENT/JURY DUTY 15.1 The Company will grant upon request, up to three working days leave of absence with pay in the event of the death of an employee's father, mother, wife, common-law spouse as defined by the provincial law, child, brother, sister, father-in- law, mother-in-law or grandparents. Such leaves of absence are not automatic and shall only be granted when the circumstances require for the purpose of attending the funeral Full-time employees called to jury duty or subpoenaed to witness receive fees and travel allowances as set and paid by the Crown. While on jury duty, RONA will provide a maximum of three (3) weeks' regular pay. Employees must provide documentation to prove attendance in court for all of the days paid. Should an employee wish to work during the period of time that they are serving jury duty; the business will make efforts to schedule around court dates. ARTICLE 16- DURATION OF AGREEMENT 16.1 Unless changed by mutual consent, the terms of this Agreement shall continue in effect until the 30th day of September, 2018 and shall continue automatically thereafter for annual periods of one year each, unless either party notifies the other in writing within ninety (90) days immediately prior to the expiration date, that it desires to amend the Agreement Negotiations shall begin within fifteen (15) days following negotiations for amendments as provided in the preceding paragraph If pursuant to such negotiations, an Agreement is not reached on the renewal of amendment to this Agreement, or the making of a new Agreement, prior to the current expiry date, this Agreement shall continue in full force and effect until a new Agreement is signed between the parties, or until conciliation proceedings prescribed under the Ontario Labour Relations Act, 1970 have been completed whichever date should first occur. ARTICLE 17- GROUP REGISTERED RETIREMENT SAVINGS PLAN (RRSP) 17.1 The Company agrees to continue the current practice of contributions for the RRSP Program. 13

14 Effective October 1, 2006 the Company will contribute $1.00 per hour and the employee will contribute $0.95 per hour into a registered Retirement Savings Plan. Effective October 1, 2007 the Company will contribute $1.10 per hour and the employee will contribute $1.05 per hour into a registered Retirement Savings Plan. Effective October 1, 2008 the Company will contribute $1.20 per hour and the employee will contribute $1.15 per hour into a registered Retirement Savings Plan. Such RRSP contributions on behalf of the eligible employees shall be made monthly and will be forwarded to the employee's designated plan by the 15 1 h of the month following the month in which the deductions are made. In order to be eligible an employee must have completed his probationary period. 14

15 IN WITNESS WHEREOF each of the parties hereto has caused this Agreement to be signed by its authorized representatives as of the date and years first above written. SIGNED FOR THE COMPANY: RONA inc. SIGNED FOR THE UNION: Teamsters Local Union No. 230 Pre?/i Ken Hall Business Representative esources Manager, Ontario Joe Strutt Union Steward 15

16 LETTER OF AGREEMENT #1 For the duration of the Collective Agreement expiring September 30 1 h, 2018, the Company agrees that it will fill permanent, full-time vacancies with full-time employees in the bargaining unit and not use two part-time employees to fill the full-time equivalent position. In addition, if there are seniority employees on layoff with recall rights, they will be recalled for any bargaining unit vacancies, before part-time employees are hired...-jit. -- rl Signed this 1..::; day of~ f C::br-~01 1 FOR THE COMPANY FOR THE UNION Teamsters Local Union No

17 LETTER OF AGREEMENT #2 The following is an understanding in principle verbally with the Union as to the application of using parttime employees. The Company has the right to use part-time employees because of employee absence and for peak periods. Prior to assigning of part-time employees, those employees in a classification with~ lower pay rate who are qualified and available to perform the work in t.he vacant 'position will first be given the opportunity of filling the vacant position. For example, should the vacant position be that of a yard helper the labourer would be assigned to the yard helper's temporary vacancy and a part-time employee would be assigned to the labourer's classification and be paid the rate of what is being paid as a part-time employee and not at the labourer's classification rate. Also, when employees in a lower classification rate perform in a higher classification rate they will be paid at the higher rate only in those instances when the assignment is more than four hours. fc,-_1 Signed this j5 day of /~ s,uj &-.:: \, 201~ 7 FOR THE COMPANY FOR THE UNION?k!JI~ Clark Stevens, General Manager Ken Hall, Business Representative 17

18 LETTER OF AGREEMENT #3 In the event that the Company opens a new warehouse facility in the Regional Municipality of Durham, the Company will offer any vacancies to the current employees. Any employees who accept the offer of new employment at the new location will be paid at their wage rate, which is in effect at the time of transfer to the new location. FOR THE COMPANY Z!l~ Clarl< Stevens, General M~ FOR THE UNION Team?$230 Ken Hall, Business Representative 18

19 LETTER OF AGREEMENT #4 This letter is to confirm that in negotiations in March 2004, the parties agreed that if there is a vacancy at either of the Ajax or Oshawa locations, employees at the other location may apply for the vacancy. An employee who moves from one location to another will go to the bottom of the seniority list at the new location, but will carry his years of service to the new location. s;gned th;s ~v of fthr-ut'.l.t=-);. 20lf7 FOR THE COMPANY FOR THE UNION 19

20 LETTER OF AGREEMENT #5 Drivers operating AZ-class delivery trucks shall be paid the same hourly rate as the 'Boom Truck Driver' classification for all hours worked in the course of performing such deliveries. The rate will be dependent on the member's hire date, as per the Wage Grids set out in Article 10., Signed this /5~ay of a~ 201(-, FOR THE COMPANY FOR THE UNION Ken Hall, Business Representative 20