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1 AGREEMENTS BETWEEN GOODYEAR CANADA NC. COLLNGWOOD PLANT AND THE EMPLOYER UNTED STEELWORKERS OF AMERCA ON BEHALF OF LOCAL834L THE UNON COLLECTVE LABOUR AGREEMENT HEALTH & LFE NSURANCE AGREEMENT PENSON PLAN AGREEMENT APRL 27,2002 TO APRL 27,2005

2 COLLECTVE LABOUR AGREEMENT BETWEEN GOODYEAR CANADA NC. COLLNGWOOD PLANT AND UNTED STEELWORKERS OF AMERCA ON BEHALF OF LOCAL834L THE EMPLOYER THE UNON APRL 27, 2002 TO APRL 27, 2005

3 ARTCLE 1 NUMERCAL NDEX Purpose.... ARTCLE 2 nterpretation... ARTCLE3 Scope of Agreement... 3 ARTCLE4 Hours of Wor1<... ARTCLE 5 4 Rates of Pay... 7 ARTCLES Seniority... ARTCLE 7 10 Designated Holidays ARTCLE 8 Vacations ARTCLE9 Union Security ARTCLE 10 Grievance and Arbitration Procedure ARTCLE 11 Miscellaneous... ARTCLE Duration of Collective Agreement APPENDX "A" nterim Wage ncreases..... Compressed Wor1< Schedule /3 Day, Four Crew Wor1< Schedule Letters of Understanding

4 NDEX Agreement. B BY SUBJECT MATTER PARAGRAPH(S) PAGE(S) A Accumulation of Seniority 6.04(2) " u " Letter#7, 19 51,65 Duration Agreement, Scope of Arbitration Bargaining Committee Bargaining Unit Work Bereavement Breakdown - Pay, Remain on Job Pay, Sent Home Calculation of Seniority Call-in Pay Capable - Definition of (2) 5 Change in Start Time Classified/Unclassified Jobs Letter# Compressed Work Schedule Letter of Agreement 37 Cost of Living Allowance nterim Wage lncr Coveralls Letter #11 55 D Deduction of Union Dues Definitions Designated Holidays Letter#21 67 Discharge Disqualification -Failure to Qualify 6.21(5) 17 -Medical Drug Rel<!led Problems Letter #1 44 Duration of Agreement E Experimental Work c

5 Fi~~t Aid Visit Funeral Leave Grievance & Arbitration Procedure Hiring in Rates Holidays-Observation of -Payment of Hours of Work nterpretation Job Evaluations Job Responsibilities Jury Duly Lay-off Leave of Absence-Maternity/Parental -Personal -Union or Elective Office Letters of.understanding -Accumulation of Seniority -Clarification of Term "Qualification" -Classified/Unclassified Jobs -Coveralls -Drug Related Problems -Employment Standards Act -Floating Holidays -Group R.R.S.P -Job Evaluations F G H J L PARAGRAPH(S) Appendix A Letter # Letter#25 Letters # Letter#? Letter#16 Letter#17 Letter #11 Letter#1 Letter30 Letter #21 Letter#27 Letter# PAGE(S) j:l

6 PARAGRAPH(S) -Lay-off -Mechanical -Plant -Students -Vacation Modified PAGE(S) Letters of Understanding (cont'd) -Job Responsibilities Letter# while on Weekly ndemnity Letter#19 65 or Workers' Compensation -Line Up (Posting of) Letter# Maintenance of Discipline Letter#29 75 Serv. Sect. Manning Letter#4 48 -Misc. tems 1998 Agreement Letter# Missed Overtime Letter# Modified Work Programme Letter# Overtime Distribution Letter#26 72 Closing Letter# Recording of Overtime Letter# Retaining Seniority Letter#8 52 -Safety Shoes Letter#10 54 Letter#9 53 -Tax Calculation on Vacation Pays Letter# Team Leaders Letter# Transfer to Mechanical Service Section Letter# Vacation Scheduling Letter#5 49 Shutdown Letter#6 50 -Washup.time Letter#2 45 -Work Run-out Letter #18 64 M Maternity Leave Mechanical Service Section Manning Letter#4 48 Medical Disqualification Miscellaneous Work Programme Letter#24 70 N Notations Overtime-Definition of Distribution of 4.01(2) (3) (4), Letter# Missed Letter# Pay Recording of Letter#15 60 p Pay. Rates of n n n Appendix A Plant Closing Letter#22 68 Plant njury Protective Equipment (2) 28 Purpose

7 PARAGRAPH(S) : Q Qualification, Clarification of Letter#16 61 PAGE(S) R Rates of Pay Appendix A nterim Wage ncr Reassignment Reinstatement Remittance of Union Dues Rest Period Right to Examine Seniority Records R.R.S.P. Letter#27 73 s Safety Shoes Letter#10 54 Scope of Agreement Seniority Accumulate 6.04 (2) Letter# Calculate Loss of (1) Letter#? 51 -Retain Letter#S 52 -Super Seniority Shift Change Request Form Attachment B 77 Shift Premium /3 Day, 4-Crew schedule Stewards Students Letter#9 53 T Team Leaders Letter#20 66 T~mpora;,y Assignment Transfers Letter# Union Dues Union Notices Union Security Union Stewards u

8 v PARAGRAPH(S) PAGE(S) Vacations Letter#5,6, 12 49,50,56 Washup Time Work Run-out w Letter# Letter#18 64

9 COLLECTVE LABOUR AGREEMENT The Collective Labour Agreement is made and entered into as of the 27th day of April, 2002 between Goodyear Canada nc., hereinafter referred to as the "Employer", with respect to certain employees at its Collingwood Factory, and the United Steelworl<ers of America, hereinafter referred to as the "Union" ARTCLE 1 PURPOSE t is the mutual desire of the contracting parties to promote co-operation and harmony and to provide an amicable method of settling any dispute or grievance that might arise between them. They agree to work in harmonious relationship and undertake: (a) (b) That there shall be no discrimination. interference, restraint or coercion by or on behalf of the employer regarding any employee covered by this agreement. That the Union. its members or its agents shall not intimidate or coerce said employees into membership. ARTCLE 2 NTERPRETATON n this Collective Agreement and in its application, unless the context requires otherwise, the following words and expressions will have the meaning hereinafter given to them: (a} "Employer" means Goodyear Canada nc., Collingwood Factory, Collingwood, Ontario. (b) employee" means and includes each and every employee of the Employer at its Collingwood Factory, save and except those employees covered by a Collective Labour Agreement with The nternational Union of Operating Engineers, quality assurance inspectors, supervisors, persons above the rank of supervisor, office and sales staff. (c) (d) "probationer" means an employee without seniority. "probationary period" consists of the first 672 working hours including overtime.

10 (e) (f) (g) (h) (i) 2 "qualification" means the ability to perform the operation to which an employee is assigned in a competent manner and to produce the same standard of quantity and quality of work as is usually obtained from such operation; "to qualify" and "qualified" shall have a like meaning. "layoff' means the termination of work of an employee by the Employer for an indefinite period, caused by the decision of the Employer to reduce or eliminate the work upon which the employee was engaged; "laid off' or "to be laid off' shall have a like meaning. the term "base rate" or "rate of pay" shall mean the rate per hour for all day work operations. the term "average hourly earnings" as used in this Agreement is defined as an employee's hourly earnings exclusive of all premiums; average hourly earnings will be based, where possible. on the earnings for the second week prior to date of application. the term "vacancy" shall not include a vacancy caused by any of the following: (i) (ii) (iii) (iv) when an employee is absent by reason of sickness or accident; when an employee is on vacation; when an employee is on an authorized leave of absence: when a qualified employee is in layoff status. U) "seniority" or "section seniority" means the status that an employee acquires after he/she has worked for the Employer for the period of time prescribed in Section 2.01 (d) in any twenty-four month period. (k) () "held" means hired into or transferred into the position, qualified for the job and have retained the skills and ability necessary to perform the job. "temporary" shall mean up to and including six (6) months, with any extension mutually agreed upon n this Collective Agreement, wherever the pronoun "he" appears it shall be construed as meaning any employee, male or female. n addition, the words "will" and "shall" are considered to be interchangeable.

11 3 ARTCLE 3 SCOPE OF AGREEMENT 3.01 The terms of this Collective Agreement shall apply to all employees and the Employer recognizes the Union as the sole collective bargaining agent for the said employees for the duration of this Collective Agreement The Union acknowledges that it is the exclusive function of the Employer: (a) (b) (c) to maintain order, discipline and efficiency; to hire, discharge, transfer, upgrade, promote, demote or discipline employees and to increase and decrease the work force, provided that if there is a claim by an employee who has acquired seniority that he/she has been disciplined or discharged without just cause, it may be made the subject of a grievance and dealt with as provided in this Agreement; to determine the qualifications of each employee; (d) to operate and manage its business in all respects and, without limiting the generality of the foregoing, to determine- -the number and location of plants -the products to be manufactured -the methods of manufacturing and the production schedules to be used - the type and location of machines and tools to be used - the engineering and design of its products -the control of material and parts to be incorporated into the product. The Employer agrees that these functions will be exercised in a manner not inconsistent with the terms of this Agreement There shall be no lockout, strike, slowdown or stoppage of work during the term of this Agreement or any extension thereof n the event that any of the provisions of this Collective Agreement are found to be in conflict with any valid and applicable Federal or Provincial Law now existing, or hereinafter enacted, it is agreed that such law shall supersede the conflicting provisions without in any way affecting the remainder of the Collective Agreement.

12 4.01 (1) 4 ARTCLE 4 HOURS OF WORK The regular weekly schedule for the plant is a five-day forty-hour week. from Monday to Friday inclusive. However, this shall not be construed as a guarantee of a specified number of hours of work per day or of days of work per week. The hours of work will be as follows: One Shift Operation: 8:00a.m. to 4:30 p.m. with one half hour lunch period Two Shift Operation: 8:00a.m. to 4:00 p.m. 4:00p.m. to 12:00 midnight with a 20 minute paid lunch period Three Shift Operation: 1st: 12:00 midnight to 8:00a.m. 2nd: 8:00a.m. to 4:00p.m. 3rd: 4:00p.m. to 12:00 midnight with a 20 minute paid lunch period Shipping & Receiving: Steady Day Shift: 8:00a.m. to 5:00 p.m. with one hour lunch period Maintenance Service Section: Steady Day Shift: 8:00 a.m. to 4:30p.m. with one-half hour lunch period The above shift times may be changed by the Employer at any time after prior discussion with the Union Bargaining Committee and notification to the employees involved. (2) (a) The Union recognizes that it is the function of the Employer to schedule hours of work and the employee's obligation to work the hours scheduled, provided that the working schedule is in conformity with the provisions of the Employment Standards Act and the Regulations issued thereunder. {b)aj overtime shall be voluntary. The Employer undertakes to distribute overtime work equally and impartially among all employees in the department in the following manner insofar as it is reasonably practicable to do so: 1) Among all employees who are regularly assigned to the operation who are willing to work;

13 4.01 (3) 2) 3) 4) 5) 6) 5 Among all qualified employees on shift in the department who are willing to work; Among all capable employees on shift in the department who are willing to work; Among all other qualified employees in the department who are willing to work; Among all capable employees in the department who are willing to work; Among all employees who are qualified and who are willing to work; 7) Among all employees who are capable of performing the operation and are willing to work; 8) n the event the overtime work cannot be filled with clauses 1 through 7 inclusive, the most junior qualified employee(s) from the department will be required to work. n accordance with the seniority list, the company will assign the junior qualified employee first and continue the assignment in reverse order of seniority until the required number of employee(s) have been assigned. Definition: "Capable" means someone who is not fully qualified but has demonstrated the ability and skill to safely perform the required function of the job to which an employee is assigned in a competent manner and to produce to the same standard of quality and to a reasonably efficient standard of quantity as is usually obtained from such operation. Weekend overtime for the employees regularly assigned to the operation will be offered in the following order: Day Shift Overtime: Afternoon Shift Overtime: Midnight Shift Overtime: 1st Day shift 2nd Afternoon Shift 3rd Midnight Shift 1st Afternoon Shift 2nd Midnight Shift 3rd Day Shift 1st Midnight Shift 2nd Day Shift 3rd Afternoon Shift 1

14 6 Taking shift alignment into account, when scheduling overtime for both Saturday and Sunday, preference will be given to employees who are willing to work both days. Overtime resulting in double shifts will not be asked unless it is an emergency. Weekend overtime requirements of 2 hours or less, immediately preceding or following the regular work week, will be distributed as per the regular work week (4) Maintenance Overtime: Employees on rotating shifts will be asked for overtime for the floor first. (b) For overtime on special assignments the employees assigned to the job will be asked first. Failing this anyone in the Mechanical Service Section can be asked Overtime work means all the time worked in excess of an employee's eight-hour shift in any twenty-four hour period; it also means all work done by an employee from the end of the third shift Friday until the start of the first shift Monday. Overtime work does not include: (a) Time worked by employees substituting for one another at their own request. A change of an employee's working hours at his/her own request. (c) (d) The regular shift change. The time spent on employee committee work or similar activity; however, such time will be considered part of an employee's shift hours in determining overtime hours on regular departmental work, provided that the time occurred during the employee's regular shift hours. A ten-minute rest period will be observed during each half of the employee's shift, at a time to be determined by the Employer. An employee who is requested to work at least two hours overtime, will be granted a ten-minute rest period. f an employee works more than two hours overtime he/she will be granted a twenty- minute rest period at a time determined by the Employer, in addition to the regular rest periods when they are observed on such shift. f an employee works more than four hours overtime beyond the end of the shift, he/she will be granted the lunch period which is regularly granted on that shift. Smoking will be permitted in designated areas during the rest period.

15 The Employer shall not reduce the regular working time of an employee because he/she has done overtime work unless the employee consents to such reduction, provided that a reduction on an employee's regular working time may always be made by the Employer to comply with the Employment Standards Act of the Province of Ontario and regulations thereunder The Employer will provide adequate relief when and where necessary. ARTCLE 5 RATES OF PAY 5.01 The rates of pay shall be the ones in effect at the date hereof, as set out in Appendix "A" and is attached hereto. and forms part of this agreement. They shall remain in effect for the balance of the term of this Collective Agreement The minimum hiring-in rates of pay in effect for the duration of this Collective Agreement are as set out in Appendix "A" All overtime shall be paid at the rate of time and one-half, except for the period from midnight Saturday to midnight Sunday, when double time shall be paid; however, overtime premium will not be paid twice for the same hours worked An employee not previously scheduled to work who is called to work and consequently works in an emergency on Sunday or on a holiday, or at any time between one hour after he/she has left work and two hours before his/her next scheduled shift. shall receive either four hours at his/her regular rate of pay or regular rate of pay plus premium pay applicable for actual time worked, whichever is the greater. t is understood that when such emergency is over, the employee will be permitted to leave the plant When an employee has not been notified of a change in his/her starting time and he/she comes to work at his/her customary time, he/she shall be paid at his/her average hourly earnings, not to exceed base rate,.for four hours of his/her regular shift, provided that the employee has advised the Employer of his/her last and correct address and telephone number, if any. This shall apply only when conditions are within the Employer's control. Such employee may be offered other suitable work. and if he/she refuses to accept such work he/she shall forfeit such pay When an employee reports for work on his/her scheduled shift and is sent home by reason of some breakdown in the factory, he/she shall be paid at his/her average hourly earnings, not to exceed base rate, for four hours of his/her regular shift, provided that the conditions which caused the breakdown were within the Employer's control. Such employee may be offered other suitable work. and if he/she refuses to accept such work he/she shall forfeit such pay. 1

16 An employee who is injured in the factory and is treated in the factory or is sent to an outside hospital or to a doctor's office shall be paid his/her regular rate of pay for time lost on his/her shift less any monies received as Worker's Compensation or Weekly ndemnity benefits Employees on afternoon and night shift operations shall be granted premium payment as follows: -For all hours worked on the regularly scheduled afternoon shift- $.35 per hour. -For all hours worked on the regularly scheduled night shift- $.40 per hour Each member of the Bargaining, Grievance Committee who is present at meetings called by the Employer, at the regular monthly meeting with the Employer or at a Step ll or Step V Grievance Meeting with the Employer shall be paid at his/her regular rate of pay for the period commencing one-half hour prior to the designated starting time of the meeting until the time at which the meeting is adjourned. He/she shall be paid his/her regular rate of pay for time lost from his/her regular shift while attending negotiation meetings with the Employer for renewal of agreements until such time as application is made by the Union for conciliation services. An employee who is required to serve as a juror in a legally constituted court or as a witness subpoenaed by the Crown shall be paid the difference between the amount received for such service and his/her average hourly earnings for the time lost from his/her regularly scheduled work shift by reason of such service, subject to the following provisions: (a) (b) (c) (d) Employees must notify their supervisor within twenty-four hours after receipt of notice of selection for jury duty or subpoenaed as a Crown witness. Any employee called for jury duty or who is subpoenaed as a Crown witness and who is temporarily excused from attendance at court must report for work if a reasonable period of time remains to be worked in his/her shift. Employees selected for jury duty or who are subpoenaed as a Crown witness who are on other than day shift shall be assigned to the day shift those days they are required to serve. n order to be eligible for such payments, the employee must furnish a written statement from the appropriate public official showing the date and time served and the amount of pay received. The Employer agrees to continue the regular pay schedule of an employee serving on a jury for the duration of his/her continuous absence. t is understood that these wages are being paid on an advance basis and the employee must, upon return, provide the above mentioned written statement and reimburse any overpayment.

17 (e) 9 Should an employee's scheduled vacation be affected due to his/her selection for jury duty or his/her being subpoenaed as a Crown witness, his/her foreman will reschedule said employee's vacation, if he/she so requests, in the current year An employee on the active payroll of the Employer who is excused solely because of the death and funeral of a parent, son, daughter, husband, wife, brother, sister, parent-in-law or grandchild, will, upon presentation of proof of death, be granted permission to be absent and will be paid for time lost from his/her regular working schedule by reason of such absence for three consecutive days including the day of the funeral. n the case of an employee excused by the Employer solely because of the death and funeral of a grandparent, son-in-law, daughter-in-law, brother-in-law, sister-in-law, spouse's brother-in-law, spouse's sister-in-law, spouse's grandparent or a dependent who lives in the household of the employee, will be compensated, upon presentation of proof of death at his/her average hourly earnings for time lost by him/her from his/her regular working schedule by reason of such absence, up to a maximum of three days for each such death and funeral. This provision to apply when it is necessary for the employee to make arrangements for and/or attend the funeral. f however the funeral is not attended, and/or arrangements were not made by the employee, he/she will be paid for lost time on only one of the above mentioned days. f additional time off is required, approval must be obtained from the ndustrial Relations Manager subject to an explanation. For the purpose of this section, a step-parent or foster-parent shall be considered as a parent and a step-son or step-daughter or foster-son or fosterdaughter shall be considered as a son or daughter only when the step-pan:~nt or foster-parent has taken the place of the natural parent in relation to such child and is not in receipt of any financial aid for the support of such child An employee will be paid average hourly earnings for time lost on his/her operation if he/she is called away from same by his/her Employer.' 5.13 Obvious mathematical errors in rate calculation and obvious inaccuracies relating to job content made at the time the rate was computed will be corrected, unless more than ninety days have elapsed since the rate was effective, in which event corrections may be made only by mutual agreement t is agreed that the Employer shall base its standards on the full use of an employee's time, which consists of full productive time on the job less reasonable allowances. 1

18 When there is insufficient work on an employee's regular operation to complete a full shift's work and the employee is temporarily assigned to a day work operation on which he/she is experienced, he/she shall be paid the base rate of the temporary assignment, providing a satisfactory effort is made. When there is insufficient work on an employee's regular operation to complete a full shift's work and the employee is temporarily assigned to another operation on which he/she is inexperienced, he/she shall be paid either the base rate of the job assigned or his/her average hourly earnings of his/her regular operation, whichever is the lower, provided a satisfactory effort is made. f the Employer temporarily assigns an employee, for the benefit of the Employer, to another operation on which he/she is inexperienced, while there is work available on the employee's regular operation, he/she will be paid his/her average hourly earnings, providing he/she has made a satisfactory effort. f the Employer temporarily assigns an employee, for the benefit of the Employer, to another operation on which he/she is experienced while there is work available on the employee's regular operation. he/she will be paid his/her average hourly earnings or the base rate of the temporary operation, whichever is higher, providing he/she has made a satisfactory effort. Time lost on a shift by an employee, owing to breakdown, stock shortage, defective stock or any other reason beyond the employee's control but within the Employer's control, shall be paid for at the rate of his/her regular rate of pay, not to exceed base rate. However, in the case of a breakdown beyond the control of both the Employer and the employee, the employee shall be paid their regular rate of pay, not to exceed base rate, for all time lost on his/her shift during the period he/she is required by the Employer to remain on the job. n the circumstances contemplated in Section 5.19, when an employee finishes his/her shift on an operation providing for a higher rate of pay, he/she shall receive the higher rate of pay in addition to pay for time lost All experimental work covered by an interdepartmental order will be paid at average hourly earnings providing a satisfactory effort is made. ARTCLES SENORTY Seniority shall be calculated after completion of 672 working hours including overtime. An employee shall lose his/her seniority when he/she resigns or is discharged. A laid off employee shall lose the seniority which he/she had at the date of his/her layoff whenever he/she fails to:

19 (a) (b) (c) 11 nform the Employer of the address at which he/she can be reached when required to report to work. Changes of such address may be forwarded by mail, addressed to the ndustrial Relations Department; and will be acknowledged in writing. Notify the Employer of his/her intention to return to work within one working day after having been notified to do so by messenger or within three working days after a notice to do so has been sent by registered mail or telegram, in either case to his/her last address on the records of the Employer. Report for work within seven days after he/she has stated his/her intention to return to work, provided that the provisions of subsections (b) or (c) do not apply if the employee furnishes a reason satisfactory to the Employer within thirty days of his/her failure. n each of such cases, his/her employment and his/her seniority shall terminate at once without notice or other action on the part of the Employer (1) An employee with seniority who is laid off and is not recalled to work by the Employer during the following twenty-four month period shall thereupon lose his/her seniority. (2) (a) n any one layoff period, a former employee with seniority in layoff status who held less than five years of seniority at time of layoff, shall be entitled to accumulate seniority and service to a maximum of nine months and will be credited with such seniority and service upon return to work. (b) n any one layoff period, a former employee with seniority in layoff status, who held five years or more of seniority at time of layoff, shall be entitled to accumulate seniority and service to a maximum of eighteen months and will be credited with such seniority and service upon return to work. The accumulation of seniority and service provided for in this subsection shall not exceed the period of service attained by the employee as of the last day he/she worked prior to his/her layoff An employee with seniority who is absent from work because of bodily injuries caused by accident or sickness and qualified to receive weekly indemnity benefits under the terms of the Health and Life nsurance Agreement in effect from time to time between the Employer and the Union shall be entitled to accumulate seniority and service during the period of his/her absence on the following basis: (1) An employee who has less than five years of continuous service with the Employer will be entitled to accumulate seniority and service for a maximum period of one year.

20 (3) (2) 12 An employee who has five or more years of continuous service with the Employer, will be entitled to accumulate seniority and service for a maximum period of two years. t is understood that in applying the provisions of this Article 6, the Company will abide by the "Ontario Human Rights Code". An employee with seniority who is receiving Worker's Compensation benefits as a result of a compensable injury suffered while in the employ of the Employer will continue to accumulate seniority during the period in which he/she is in receipt of such benefits. The accumulation of seniority provided for in Sections 6.05 and 6.06 shall not exceed the period of service attained by the employee as of the day on which he/she last worked prior to such illness or accident. The seniority so accumulated will be credited to the employee upon his/her return to work. The probationer shall be a new employee during the whole of his/her probationary period. His/her employment may be terminated at any time without reference to seniority and in no event shall the employer have any obligation to rehire him/her or to offer him/her work. For the purpose of applying the seniority provisions contained in this Article, the plant shall be divided into two Sections: Hose Manufacturing Section Mechanical Service Section (1) For the purpose of lay-off and bumping rights only, the mechanical services section will be divided into two departments: (a) Electrical Service Department (b) Maintenance Service Department 6.10 No employee with seniority shall be laid off before all probationers in the same section are laid off The members of the Union Bargaining Committee and Executive Board shall be granted super seniority in their own sections. n the event that any of these employees should become subject to layoff, he/she shall not be laid off but shall instead displace the employee with the least seniority in his/her section provided that he/she is qualified to perform the work of that employee (a) When it becomes necessary to lay-off an employee, the employee with the least seniority in either the classified, or unclassified jobs affected will be considered the surplus employee, and he/she will have the right to displace other employees with less seniority as follows:

21 Employees on Classified Jobs The surplus employee from a classified job will: (i) (ii) 13 Displace the employee with the least seniority on the last classified job held by the displaced employee in the factory on which he/she has qualifications, providing his/her factory seniority is sufficient to displace such employee. Failing the above, the employee would regress through his/her classified job positions in the factory on which he/she has qualifications, providing his/her factory seniority is sufficient to displace such employee. Displace the employee with the least seniority on any unclassified job in he factory on which he/she is qualified provided his/her factory seniority is sufficient to displace such employee. Failing the above. the employee would displace the lowest unclassified job position in the factory, providing his/her seniority is sufficient to displace such employee. Employees on Unclassified jobs The surplus employee on an unclassified job will: (iii) Displace the employee with the least seniority on the last unclassified job held by the displaced employee in the factory on which he/she has qualifications, providing his/her factory seniority is sufficient to displace such employee. Failing the above, the employee would regress through his/her unclassified job positions in the factory on which he/she has qualifications, providing his/her factory seniority is sufficient to displace such employee. 1 (iv) (v) 6.12 (b) (i) Find his/her rightful position in accordance with Article 6.12 (a). Failing the above, he/she would displace the lowest unclassified job position in the factory, provided his/her seniority is sufficient to displace such employee. Voluntary Layoffs f, in accordance with these layoff provisions of Article 6, a layoff situation occurs, employee(s) in the affected job classification(s) will be given the option. in order of seniority, to accept a voluntary layoff.

22 (ii) (iii) (iv) (v) 6.13 (1) 14 When a voluntary layoff is possible, the Company will notify the Union by providing a list of the number of employees that must be surplused in the job classification(s). n addition, a departmental notice will be posted. Employees who wish to apply for voluntary layoff, out of seniority must make application to their area manager within 48 hours of the posting of the notice. Employees on voluntary layoff will be recalled only to the job held at time of layoff. f more than one employee is on voluntary layoff from the same last job held, the least senior of that group will be recalled first. Upon request, an employee on voluntary layoff will be placed on the regular recall list and be reinstated with the regular reinstatement provisions contained in this Article 6. When the regular recall list is exhausted, employees on voluntary layoff will be recalled in reverse order of seniority and before any new employees are hired. RENSTATEMENT (2) n the event of an increase in production resulting in the recall of former employees, an employee who was placed on other work in the factory from a classified group, shall be reinstated in the classified group in which he/she worked immediately prior to the date of placement, provided he/she is entitled to do so by virtue of his/her seniority, except that if the said employee has worked for six consecutive months on his/her new job, he/she may in this case retain his/her new job by filing a written verification to hold that job and is noted and filed by the Company. An employee who was placed on other work in the factory from an unclassified job shall be reinstated to his/her former unclassified job; except that, if the said employee has worked six consecutive months on his/her new job, he/she may in this case retain his/her new job by filing a written verification to hold that job and is noted and filed by the Company. (3) After all employees have been reinstated or transferred according to the provisions of Subsection (1 ), the balance of employees in a layoff status shall be recalled in the following manner: (a) (b) All employees with recall rights wm be recalled in order of seniority to classified jobs that may be vacant provided the employee is qualified on such classified job. All employees with recall rights will be recalled in order of seniority to fill classified or unclassified jobs that may be vacant.

23 n each case consideration will be given to the physical fitness of the individual for the job, to ensure the safety of him/herself and others, and a competent working force shall be maintained at all times. The Union acknowledges that in the administration of Article 6 it will be necessary for the Employer to maintain a trained and competent work force at all times. An employee shall have the right to examine his/her seniority records in the ndustrial Relations Department at any reasonable time. A master seniority list shall be posted showing the names of all the employees in the plant. This list will be revised by the employer at regular intervals of approximately 6 months, and each revision will be posted in the plant as soon as possible thereafter. The Union will be supplied with a copy of the seniority lists at the time of the revision Maternity and parental leave shall be in accordance with applicable legislation An employee who wishes a leave of absence for personal reasons shall make written application to the ndustrial Relations Department, setting out the reason for his/her request. f granted, such leave shall be in writing and a copy will be given to the Union President. Leave of absence will not be granted for selfemployment or employment elsewhere. The employee must return to work on the date indicated in the letter of authorization and he/she will be placed on his/her previous job provided that he/she is able to perform the work. The employee will be credited with service and seniority during the period while he/she is on leave of absence up to a maximum of two months. Welfare benefits, exclusive of weekly indemnity, will be continued during the period of leave of absence up to a maximum of two months. An employee who is confirmed to be medically unable to continue working on his/her own operation but is capable of handling lighter work will regress through his/her previous job positions to a job on which he/she is qualified and capable of handling provided he/she has the seniority to do so. Failing that he/she will find his/her rightful place as outlined in Section Failing that an employee who has suffered serious injury or impairment from Goodyear employment which results in permanent disability, or an employee with ten or more years of continuous service who is unable to continue on his/her own operation but is capable of handling lighter work, may be assigned to and/or retained at work upon mutual agreement between the Union and the Company notwithstanding the provisions of this Article provided the employee has more seniority than the employee who he/she displaces (1) An employee who is selected as a delegate to a convention of the United Steelworkers of America, the Canadian Labour Congress, the Ontario Federation of Labour, specific Union duties or Municipal elective duties, may apply to his/her foreman for time off to attend such duties and will be 1

24 16 granted such time as may be necessary for this purpose, provided that such leave will not interfere with the efficient operation of the plant. (2) An employee who is elected or selected for full time duty as an officer for, or representative of the United Steelworkers of America or to the executive staff of the Canadian Labour Congress or to the Ontario Federation of Labour, which assignment will take him/her away from his/her employment with the Employer, may apply in writing for leave of absence; such leave of absence shall be requested and granted yearly and shall cancel itself automatically upon termination of this Collective Agreement For two years following the date the leave of absence is granted, the employee will accumulate seniority and service for employment reinstatement and thereafter will retain seniority for as long as his/her leave of absence continues in force. Following the termination of his/her leave of absence and his/her immediate return to work for the Employer, he/she shall be reinstated to all privileges of employment and he/she shall be offered the same work in the department which he/she had left or similar work at the then current rate of pay for such work. For pension purposes only, such employee shall be credited with the seniority and service which he/she has accumulated pursuant to the preceding paragraph until he/she first becomes eligible for a pension or severance award from one or the other of the United Steelworkers of America, or the Canadian Labour Congress or the Ontario Federation of Labour. As soon as he/she becomes eligible for a pension or severance from such organization, the employee then receives no credit for such accumulated seniority and service but retains the seniority and service which he/she had at the date of the commencement of his/her leave of absence and will not have to return to active employment with the Employer to qualify for a pension or severance award if otherwise eligible for the same. The Pension Plan in effect at the date of the employee's application for retirement shall be the Pension Plan applicable to him/her All employees who transfer out of the Bargaining Unit will forfeit their rights to return to the Bargaining Unit. 1 An employee who has been temporarily assigned outside the Bargaining Unit (not to exceed 6 months in a one year period) and who returns to the Bargaining Unit shall have seniority equivalent to the length of his/her continuous seniority with the Employer and shall be placed on the job which he/she previously performed. Temporary assignments will include a 30 day evaluation period during which time, if either party has problems with the assignment it will be reviewed. By mutual agreement with the Bargaining Committee (if no objections are raised) the assignment will be extended up to a maximum of 3 months. f the project is incomplete an additional extension, up to a maximum of 6 months must be mutually agreed upon.

25 f cutbacks occur during the temporary assignment resulting in layoffs the employee will return to the job which he/she previously performed and will find his/her rightful position as outlined in Article 6, Section (1) (a) Employees shall be granted the right to transfer only upon completion of one year of continuous service. (b) 17 An employee with seniority who wishes to transfer to another operation in the plant shall file a written request with the ndustrial Relations Department, stating the specific operation desired. (2) (a) Each employee will be permitted to have one request for Transfer on file at any given time. A copy of each request for transfer will be provided to the employee involved and the Union President or his/her designate. (b) Requests for transfer shall expire after one (1) year or upon refusal to accept the transfer offered. (3) When a vacancy occurs, a notice of such vacancy shall be posted in the factory for at least 72 (seventy -two) hours exclusive of Saturday, Sunday and/or holidays. Only the written applications made by employees prior to or during the posting shall be considered. All subsequent vacancies created by the filling of the vacancy will not be posted but will be filled from the transfers on file in the ndustrial Relations Department. f no transfers on file then normal hiring practices will prevail. (4) The employee with the longest seniority who has a request on file for transfer on that specific operation, or who has applied through posting and who can qualify, shall be transferred. An employee will be transferred to the Mechanical Service Department only if he/she is qualified for a job on which a vacancy exists in that department. (5) f it is determined that the new job is beyond the capabilities of the transferred employee within a period of not more than 40 hours that employee shall be allowed to return to his/her previous job. All subsequent transfers created by the original job posting will, in turn return to their previous position. (6) An employee transferred at his/her own request to another operation will be paid the rate of his/her previous operation or 10 an hour below the maximum of the operation to which he/she has transferred whichever is the lesser until such time as he/she is qualified on the new operation, at which time he/she will then be paid the maximum rate of that operation. An employee who is transferred and fails to qualify on the new operation will displace the employee with the least seniority in the unclassified group.

26 18 (7) An employee who has had a request for transfer honoured under the provisions of 6.21 will not be permitted to have another request for transfer honoured until the expiration of 6 months with the exception of textile spiral and crosshead operators for whom the period will be 9 months. (8) The Employer undertakes to notify the Local Union of vacancies available as a result of the establishment by the Employer of new operations or technology new to the plant at least five full normal working days before the vacancy occurs and a copy of such notification will be placed upon the plant bulletin boards. A discrepancy on rate of pay will be settled by an arbitrator For the purpose of this Article, a list of all departments of the factory and classified and unclassified jobs shall be given by the Employer to the Union from time to time t is understood that, in the application of Article 6, where an employee may exercise his/her seniority rights consideration in each case, will be given to the physical fitness of the individual for the job, to ensure the safety of himself/herself and others, and it will, in no way, limit the right of the employer to maintain a competent working force. This article is. in no way meant to be discriminatory and is intended to reflect the bona fide occupational requirements ofthejob When an employee's work is run-out. and there is no other work to which he/she is assigned. within five working days. seniority provisions will be applied in accordance with Article 6. ARTCLE 7 DESGNATED HOLDAYS A holiday is deemed to begin at the start of the first shift on the day of the holiday. When a holiday occurs it may be necessary for some employees to work after the start of the first shift to complete work in progress or to close down properly for the holiday. n the Mechanical Service Section. the minimum number of employees necessary to keep the factory in operating condition shall work on the holiday. From time to time emergencies may arise which will make it necessary for certain employees to work on a holiday in order that other employees will not suffer loss of time.

27 Employees who qualify will be paid an amount equal to their regular rate of pay for one standard shift for each of the following holidays: New Year's Day, Good Friday, Victoria Day, Canada Day, Civic Holiday, Labour Day, Thanksgiving Day, Boxing Day Last working day before Christmas, Christmas Day, and two (2) additional holidays which will be floating holidays, the date of which will be selected by the Employer. f an additional statutory holiday is proclaimed by either level of government, such holiday would take the place of one of the floaters. n event that Canada Day or Civic Holiday should fall during a scheduled Plant vacation shutdown period, such holiday will be observed on another date during the calendar year designated by the Employer after discussion with the Union Bargaining Committee. Only the employee who actually works his/her last regular scheduled shift before and his/her first regular scheduled shift following the holiday shall receive holiday pay. n a case where there are circumstances beyond the employee's control and the employee could have worked if the factory had operated, payment for a holiday may be made upon recommendation of the employee's Department Foreman. Subject to the above, an employee who is absent because of sickness or accident evidenced by a doctor's certificate and limited to a thirty day period exclusive of Saturday and Sunday which period includes such designated holiday, shall receive holiday pay. There shall be deducted from such pay any payments which the employee receives as the result of such illness An employee required to work on a holiday shall be paid double time for time worked, in addition to holiday pay An employee shall receive holiday pay for a holiday that occurs either during his/her regular vacation or the day before or the day after his/her regular vacation period provided that the said employee actually works his/her last regular scheduled shift before and his/her first regular scheduled shift following his/her vacation period and such holiday. n a case where an employee is absent on his/her regular scheduled shift before or his/her first regular scheduled shift after such holiday and vacation and such absence is excused, payment for the holiday may be made upon a recommendation as outlined in Section Subject to the above, an employee who is absent because of sickness or accident evidenced by a doctor's certificate and limited to a thirty day period exclusive of Saturday and Sunday, which period includes such designated holiday, shall receive holiday pay for a

28 holiday that occurs either during his/her regular vacation or on the day before or the day after his/her regular vacation period. There shall be deducted from such pay any payments which the employee receives as the result of such illness. An employee who is laid off within a period of five working days immediately preceding a holiday, and who s actually at work on the day of layoff, shall be entitled to receive holiday pay for such holiday. ARTCLE 8 VACATONS n order to bring everyone to a common vacation year and for the purpose of computing the vacation entitlement and the vacation pay, the vacation year shall be the calendar year. An employee with less than one year of continuous service as of December 31 of the previous calendar year shall be granted in the current year a vacation of one-half day for each complete month he/she has worked during the previous calendar year, since the last date of hiring and he/she shall receive as vacation pay 2% of his/her earnings in the previous calendar year since the last date of hiring. An employee who completes one year of continuous service during the current year shall be granted in the current year a second week of vacation on his/her completion of one year of continuous service in addition to the vacation he/she has already been granted for his/her previous service, and will receive as vacation pay for that second week of vacation 2% of his/her earnings in the previous calendar year. An employee with one year or more but less than five years of continuous service as of December 31 of the previous calendar year shall be granted in the current year two weeks of vacation and he/she shall receive as vacation pay 4% of his/her earnings in the previous calendar year since the last date of hiring. (1} An employee with five years or more of continuous service as of Dec. 31 of the previous calendar year shall be granted in the current year three weeks of vacation and he/she shall receive as vacation pay 6% of his/her earnings in the previous calendar year since the last date of hiring. (2} An employee who completes five years of continuous service during the current year shall be granted in the current year a third week of vacation on his/her completion of five years of continuous service in addition to the vacation he/she has already been granted for his/her previous service and will receive as vacation pay for that third week of vacation 2% of his/her earnings in the previous calendar year.

29 21 (3) An employee with twelve years or more of continuous service as of December 31 of the previous calendar year shall be granted in the current year four weeks of vacation and will receive as vacation pay 8% of his/her earnings in the previous calendar year. (4) An employee who completes twelve years of continuous service during the current year shall be granted in the current year a fourth week of vacation on his/her completion of twelve years of continuous service in addition to the vacation he/she has already been granted for his/her previous service and will receive as vacation pay for that fourth week of vacation 2% of his/her earnings in the previous calendar year. (5) An employee with twenty years or more of continuous service as of December 31 of the previous calendar year shall be granted in the current year five weeks of vacation and will receive as vacation pay 1 0% of his/her earnings in the previous calendar year. (6) An employee who completes twenty years of continuous service during the current year shall be granted in the current year a fifth week of. vacation on his/her completion of twenty years of continuous service in addition to the vacation he/she has already been granted for his/her previous service and will receive as vacation pay for that fifth week of vacation 2% of his/her earnings in the previous calendar year. (7) An employee with twenty-five years or more of continuous service as of December 31 of the previous calendar year shall be granted in the current year six weeks of vacation and will receive as vacation pay 12% of his/her earnings in the previous calendar year. (8) An employee who completes twenty-five years of continuous service during the current year shall be granted in the current year a sixth week of vacation on his/her completion of twenty-five years of continuous service in addition to the vacation he/she has already been granted for his/her previous service and will receive as vacation pay for that sixth week of vacation 2% of his/her earnings in the previous calendar year. (9) An employee with twenty-five years or more of continuous service has the option to either take the time off or work the sixth week of vacation. Scheduling of vacation will remain as per Section (10) An employee working an 8 hour shift schedule must keep one (1) week of vacation for shutdown. All other vacation can be taken one (1) day at a time (following usual company policy). The employee who has booked his/her vacation for full weeks will have preference over the one day at a lime vacation.

30 Vacations may be taken at any time during the calendar year, at such time as may be most convenient to the Employer. but every effort shall be made to schedule vacations at times suitable to the employees. n computing the actual earnings for vacation pay, the following items shall be included: actual wages earned (including bonuses and overtime payment), vacation pay for the preceding year, Workers' Compensation payments for lost time and Weekly ndemnity payments paid under the Health & Life nsurance Agreement. When an employee has been unable to work during a portion of the preceding calendar year owing to sickness or injury not covered by the Workers' Compensation Act. and for this reason only the vacation pay is less than the minimum mentioned below, the vacation pay shall be increased to a minimum of $ per week, provided that said employee must have worked during some portion of the preceding calendar year and have resumed his/her normal duties not less than three months before vacation is granted. An employee with one year of continuous service or more, who leaves the employ of the Employer for any reason will receive the appropriate amount of vacation pay to which he/she is entitled under the provisions of this Article. This shall include vacation pay calculated on his/her earnings during the previous calendar year and the current calendar year to his/her date of separation, less any monies which he/she shall have received in the form of vacation pay with respect to these periods. An employee with less than one year of continuous service, who leaves the employ of the Employer for any reason will receive as vacation pay, four percent of his/her earnings since his/her last date of hiring less any monies which he/she shall have received in the form of vacation pay with respect to his/her period of employment. ARTCLE9 UNON SECURTY 9.01 (a) Any employee who is a member of the Union in good standing on the effective date of this Agreement shall maintain his/her membership in the Union as a condition of his/her continued employment for the duration of this Collective Agreement to the extent of paying Union dues, in accordance with the constitution of the U.S.W.A. as determined by the Local Union and uniformly required of all members of the Union as a condition of acquiring or retaining membership therein. (b) Any employee in the bargaining unit who is not a member of the Union shall become a member of the Union on the effective date of this Agreement as a condition of his/her continued employment and shall maintain his/her membership on the same terms and to the same extent as provided in subsection 9.01 (a).

31 (c) 9.02 (a) 23 Any person hired on or after the effective date of this Agreemen,t or transferred therein after such effective date shall make application for Union membership and shall as a condition of his/her continued employment maintain his/her Union membership on the same terms and to the same extent as provided in subsection 9.01 (a). (d) All present employees and all new employees including employees transferred into the bargaining unit shall have their membership dues deducted from their earnings by signing the dues authorization and deduction form as provided in Section (b) (c) The Employer will deduct the authorized Union dues and assessments from the third pay received in each month of each employee from whom the Payroll Department has received, or may receive during the life of this Agreem:~:~a.~~ ~ s ~~~:o~i.zation and deduction form in the following form: "Effective as of this date, hereby authorize Goodyear Canada nc. to deduct from wages due me, current monthly Union dues and any unpaid regular monthly dues, initiation fee, rejoining fee (if any) and general assessment which are established by local Union 834l and to be deducted in accordance with the Collective Agreement, the amount of which deductions shall have been notified by the Union to the Employer from time to time. Said dues to be remitted by the Employer to the U.S.W.A. This assignment and authorization shalt be irrevocable in accordance with the provisions of Article 9 of the Collective Agreement between the Union and the Employer and acknowledge that understand the provisions of Article 9 thereof. Signature.... Street Address.... Town..... Telephone Number.... Clock Card Number..... Department Number..... f there are insufficient monies in the third pay in any calendar month to enable the Employer to deduct all of the Union dues for such month. the deduction shall be made from the next succeeding pay to which the employee is entitled. All authorizations for Union dues are to be executed in triplicate by the employee concerned. One copy is to be retained by the employee who ~xecuted the authorization, one copy is to be given to the Treasurer of local 834l, and the third copy is to be retained by the Employer. 1 1

32 The Employer, when remitting to the Treasurer of Local 834L the Union dues deducted as herein provided, will furnish the Union with a list of the names and clock card numbers of employees. classified as follows: (1) Employees from whose pay deductions have been made, and the amount of such deductions. (2) Employees from whose pay no deductions have been made. and the reason therefore. (3) Employees who are no longer employees of the Employer. (4) A completed check-off certification form supplied by the Union. The assignments and authorizations once executed shall be irrevocable for the duration of this Collective Agreement or any renewal thereof, provided that if the termination of this Agreement or any renewal thereof is followed by the execution of a new Agreement, these assignments and authorizations shall be deemed to be automatically renewed for the duration of such new Agreement The Union shall indemnify and save the Employer harmless from any claims. suits. judgements. attachments and from any other form of liability as a result of the Employer making any deductions in accordance with the foregoing authorizations and assignments, and the Union will make refunds directly to all employees from whom a wrongful deduction was made. ARTCLE 10 GREVANCE AND ARBTRATON PROCEDURE t is the mutual desire of the parties hereto that complaints of employees shall be adjusted as quickly as possible, and any dispute or complaint between the employee and the Employer shall be dealt with as provided hereunder An employee who has a complaint may discuss it either personally or through the intervention of his/her steward with his/her immediate supervisor f such complaint is not settled to the satisfaction of the employee concerned, such complaint shall be considered to be a grievance and subject to the following steps of the Grievance Procedure. Step The grievance may be discussed by the steward and/or a Union representative with the supervisor of the department in which the grievance originated. A verbal decision will be rendered by the Supervisor within a period of one day, if possible.

33 Step 25 f no satisfactory solution is reached at Step of this procedure. the grievance shall be reduced to writing and may be discussed by the Steward and/or a Union representative with the Production Manager/Business Centre Manager and the ndustrial Relations Manager of the Employer within a period of not more than five normal working days following a decision at Step 1. A decision will be rendered in writing by these parties within a period of three normal working days if possible. Step ll f no satisfactory solution is reached at Step of this procedure, the grievance may be discussed by the Grievance Committee of the Union and representatives of the Employer designated for this purpose, including the ndustrial Relations Manager. within a period of not more than five normal working days following a decision at Step of this procedure. A decision will be furnished in writing by the ndustrial Relations Manager to the President of the Union not later than five normal working days following the commencement of the discussion in Step ll if possible. Step V f no satisfactory solution is reached at Step ll of this procedure, the grievance may be discussed by the Grievance Committee of the Union and a representative of the nternational Union and representatives of the Employer designated for this purpose, including the Plant Manager, provided that, within a period of not more than five normal working days after receipt by the Union of the decision in Step ll, it notifies the Employer of its desire to proceed to Step V. Such meeting will be held within ten normal working days. The Plant Manager or his/her designated representative shall render his/her decision within five normal working days from date of this meeting. Step V f the grievance has not been settled at Step 1V and if the grievance is one which concerns the application, administration, interpretation or an alleged violation of the Agreement, either party may refer such grievance to a Board of Arbitration by delivering to the other party in writing within thirty-five days of the receipt of the decision in Step 1V a statement of intention to refer the grievance to a Board of Arbitration. Wherever working days is referred to in Article 10 it refers to the employee's normal work schedule t is agreed that the aggrieved employee shall be at liberty and may be required by either party to appear in person at any step of the procedure set forth above.

34 DSCHARGE (1) n all cases of arbitration a single arbitrator will be substituted for a Board of Arbitration provided in this Article 10 unless the Union and Employer mutually agree to proceed by means of a Board of Arbitration. (2) n all cases of substitution of a single arbitrator for a Board of Arbitration as outlined in subsection (1) of Section all other applicable provisions of Article 10 will continue to apply so far as they are relevant. Each party will, within five normal working days of the notice referred to in Step V, nominate a person to represent it on the Board of Arbitration and notify the other party of the name of such person; the two persons so nominated will forthwith appoint a third person to act as Chairman of the Board of Arbitration. f they are unable to agree upon a Chairman within 48 hours after receipt of notice of their appointment they will jointly request the Minister of Labour of the Province of Ontario to appoint a Chairman. Such Chairman, together with the two nominees above, shall constitute the Board of Arbitration, and they shall meet promptly to hear and consider the grievance with all reasonable dispatch. The decision of the majority of the Board made in accordance with the provisions of this Agreement shall be final and binding on the Employer, the Union and the employee or employees concerned. Each of the parties will bear the expense of the arbitrator nominated by it; the parties will jointly bear the expense of the Chairman of the Board. The Board of Arbitration shall, wherever possible, render its decision within thirty days of the conclusion of the hearing of the dispute; provided that failure of the Board to render its decision within the time limit specified shall not deprive it of jurisdiction or vitiate any award that may be made. The Board of Arbitration shall not have any power to alter or change any of the provisions of this Collective Agreement or to substitute any new provisions for any existing provisions or to give any decision inconsistent with the terms and provisions of this Collective Agreement. Any or all of the time limits set forth above may be extended by mutual agreement in writing. CASES An employee with seniority who claims to have been discharged or suspended unjustly may file a claim in writing with the ndustrial Relations Manager within five normal working days of ceasing to work, stating that he/she has been unjustly discharged or suspended. No employee will be disciplined or discharged without a Union representative present at the time the discipline is being meted out.

35 All such cases shall be handled at Step ll of the grievance procedure within three normal working days of the receipt of the claim from the employee who has been discharged or suspended. f no satisfactory solution is reached as a result of the application of Steps ll and V of the grievance procedure, the dispute shall be subject to arbitration in accordance with the provisions of Article f it is decided that the employee was unjustly discharged or suspended he/she shall be reinstated, and he/she shall be compensated at his/her regular rate of pay for time lost. subject to the provisions hereinafter provided The Board of Arbitration shall have the right to increase or decrease the penalty if they feel the circumstances justify such action. and shall have authority to determine the amount of pay, if any, the employee is to receive for the period of his/her discharge or suspension if he/she is subsequently reinstated. n calculating the amount of pay the employee is to receive if reinstated, the Board of Arbitration shall deduct therefrom any monies earned by the employee from other employment and any Unemployment nsurance benefits received by the employee during the period of his/her suspension or discharge and retained by him/her (1) An employee will be given a copy of any notation concerning his/her. misconduct or inefficiency at the time it is placed in his/her personal record. A copy of every notation will be forwarded to the President of the Union by the ndustrial Relations Manager of the Employer (2) Notations not repeated within a one year period will be disregarded in the administration of discipline. (3) Notations reporting offences involving violation of the no-strike provisions in the Agreement not repeated within a three year period will be disregarded in the administration of discipline. ARTCLE 11 MSCELLANEOUS The Employer agrees to permit the Union to post notices of meetings and other Union business or affairs on the bulletin board in the factory provided for such purposes; it is agreed, however, that such notices shall be subject to approval by the ndustrial Relations Manager. A Bargaining Committee consisting of four members, all of whom shall be regular employees of the Employer, shall be selected by the employees who are members of the Union, in a manner determined by the Union. The Employer shall be informed by the Union, in writing, of the personnel of the

36 Committee and of any changes which may occur from time to time. 28 The Union shall have the right to select a minimum of two stewards per shift and one steward for the Mechanical Service Section, however, there shall not be more than one steward for every ten employees on the Seniority List. A list of stewards shall be submitted to the Employer in writing by the local Union before the Employer is required to recognize such appointments. Any notice to be given by one party to the other shall be addressed as follows: To the Union: President, Local 834L, The United Steelworkers of America, Collingwood, Ontario. To the Company: Manager, ndustrial Relations, Goodyear Canada nc., Mountain Road, Collingwood. Ontario No person who is not included in the bargaining unit shall perform any part of the work normally performed by members of the bargaining unit; however, this provision will not prohibit instructions, the training of new employees, supervision or salaried trainees or the handling of emergency situations. (1) t is the renewed and continuing intent of the Company to work with the Union and with the United Steelworkers of America, to provide a safe and healthy working environment at the Collingwood Plant. We commit to meet with the Health & Safety Committee to review any safety concerns and to implement measures to prevent future accidents/injuries. (2) The Employer will provide reasonable protective devices and other equipment necessary to protect employees from injury and sickness. The Union agrees to co-operate with the Employer in the use of these devices and in the elimination of industrial accidents. (3) A Plant Health & Safety Committee shall be maintained as presently constituted, consisting of not more than four members representing the Employer and not more than four members representing local Union. The function of the committee is to facilitate the promotion of safe work practices and accident prevention in the plant. (4) The committee shall meet not less than once per month in order to discuss safety problems. The Committee's function will include a monthly tour of a section of the factory to observe and report on unsafe conditions or procedures. The committee will make recommendations concerning safety in the factory with the status of any recommendation made to be

37 29 reviewed at each meeting. The committee should periodically verify that adopted recommendations are being complied with. (5) The Committee will be provided, upon request, with known information on toxic materials being used in the plant operations. Employees using toxic materials should be familiarized with safe handling of same. (6) One committee member representing the Employer and one member representing the local Union shall be advised as soon as possible following any serious injury in the plant for the purpose of investigation of the accident and to help determine the cause of injury and suggest preventive measures. (7) Each employee shall use reasonable care for the cleanliness of his machine and the immediate working area The letters of understanding number 1 through 30, the nterim Wage ncrease provisions, the Continuous Operation Agreement and the Compressed Work Schedule, the Pension Plan and Severance Award Agreement, the Health and Life nsurance Agreement and the letters of understanding numbered 1 through 8, and the understanding of the Dental Plan are attached hereto, and form part of this agreement. ARTCLE 12 DURATON OF COLLECTVE AGREEMENT Save as to the Pension Plan and Severance Award Agreement and the Health and Life nsurance Agreement, this Collective Agreement constitutes the entire one between the Employer and the Union: it shall remain in force from the 27th day of April, 2002 to the 27th day of April 2005, and thereafter from year to year unless either party gives to the other party notice in writing of cancellation or of proposals for revision within a period of not less than two months or more than three months prior to the anniversary date f either party gives to the other a notice of cancellation in accordance with the provisions of Section 12.01, this Collective Agreement shall terminate in accordance with such notice. f either party gives to the other a notice of proposals for revision in accordance with the provisions of Section 12.01, the parties shall meet to consider the proposed revisions within fifteen days of the date of delivery of such notice. f no agreement on the proposed revisions is reached by midnight of April 27, 2005, or by midnight of any other subsequent anniversary date, as the case may be, this Collective Agreement shall be continued in operation for a period not exceeding one year less one day until a new Agreement is reached or until the procedure contemplated by Section 7 4 of the Labour Relations Act, 1992 has been completed. 1

38 N WTNESS WHEREOF THE this 30 b day of...l-~~~~~:._2003. GOODYEAR CANADA NC. COLLNGWOOD FACTORY TES hereto have executed this Agreement UNTED STEELWORKERS OF AMERCA LOCAL UNON 834L ;:;~~~ T. Bettles ~~ J. Thompson L~~aw H. Heipel D. Ward f~ J. Chamelot, nt. Rep.

39 APPENDX "A" 31 Attached to and forming part of the Collective Labour Agreement between Goodyear Canada nc., Collingwood Factory, Collingwood, Ontario and the United Steelworkers of America terminating on April 27, DEPARTMENT STORES SHPPNG CEMENT HOUSE SLTTER PLASTC EXTRUDER TUBER CROSSHEAOS TEXTLE SPRALfTEXTLE BARRER LNE DVSON "A" WRAPPER CURVED RAD (Dept. #1) FNAL END BLOW/REEL (Dept #2) (Dept. #3) VERTCAL/WARDWELL BROS JOB CLASFCATON Storemanlwoman Shipping & Warehouse Pool Receiving &/Or Shipping Clerk Cement House Friction Slitter Operator Operator (one man/woman operation) Operator (two man/woman operation) 2"' man/woman Operator 2'" man/woman Service extruders Operator Cord Rewind Operator Cure & Trim Operator Utility A UtilityB Trim Saws Non-Relief Synchronous Manufacturing Big Ben Mandrel Shop Pack Service nspect & Pack Process Auditor Returnable Cartons Foster Allen Cutler Mandrel Prep Service Ford Assembly Operator Operator EFFECTVE APRL , ()-, ,

40 32 LEAD (1) KNTTERS Operator HORZONTAL BRADERS Operator LABOUR POOL Labour Pool BAPP FACLTATOR BAPP Facilitator TRANER Lead Trainer PRODUCTON CO-ORDNATOR Production Co-ordinator WASTE TECHNCAN Waste Technician Rates effective April 27, 2002 include all previous C.O.L.A. adjustments as well as $0.25 general increase. (2) These rates will be increased as follows: Effective April 27, 2003 Effective April 25, cents general wage increase 25 cents general wage increase All other C.O.L.A. adjustments generated through the lifetime of this agreement will be added to these rates as they take effect. All Lead Hands selected by the Employer in the Hose Manufacturing Section will receive 20 per hour above the maximum rate in their department. (Rate does not apply to Labour Trainer or Team Leader Rate). All Labour Trainers selected by the Employer in the Hose Manufacturing Section will when training receive 30 per hour above the maximum rate in their department. (Rate does not apply to Lead Hand or Team Leader Rate). All Team Leaders selected by the Employer in the Hose Manufacturing Section will receive 75 per hour above the maximum rate in their department. (Rate does not apply to Lead Hand or Labour Trainer Rate). New employees in the Hose Manufacturing Section will be hired at a rate of $13.36 per hour, and will be paid that rate for the first 4 months of active employment. Beginning the fifth (5th) month, and continuing through the twelfth (12th) month of employment, such employees will be paid at a rate of $14.37 per hour. These rates will be increased by the amounts of any future General Wage ncrease and/or Cost of Living Adjustments during the life of this agreement.

41 EFFECTVE APRL 27,2002 MECHANCAL SERVCE SECTON Electrician 33 WTH TCKET WTHOUT TCKET Other Trades Lubricate & Oil All Lead Hands selected by the Employer in the Mechanical Service Section will receive 2..,0 per hour above the maximum rate of their trade. (Rate does not apply to Labour Trainer or Team Leader rates). All Labour Trainers selected by the Employer in the Mechanical Service Section will when training receive 30 per hour above the maximum rate in their department. (Rate does not apply to Lead Hand or Team Leader rates) All Team Leaders selected by the Employer in the Mechanical Service Section will receive 75 per hour above the maximum rate in their department. (Rate does not apply to Lead Hand or Labour Trainer rates) EFFECTVE APRL 27, 2002 STARTNG RATES MECHANCAL SERVCE SECTON Electrician Other Trades Students WTH TCKET WTHOUT TCKET An employee will progress from the hiring-in-rate by 10 per hour each month, based on merit until the employee reaches the maximum rate for his/her job or.until qualified whichever comes first. (3) Rates effective April27, 2002 include $0.25 general increase, and previous C.O.L.A. adjustments. (4) These will be increased as follows: Effective April27, 2003 Effective April 25, cents general wage increase 25 cents general wage increase All other C.O.L.A. increases generated through the lifetime of this agreement will be added to these rates as they take effect.

42 NTERM (a) (d) (e) WAGE NCREASES The amount of interim increase shall be calculated and re-calculated as provided below on the basis of the Consumer Price ndex published by Statistics Canada (1986: 100) and hereinafter referred to as the C.P.. 2. First Year of Agreement: (b) (c) "The base for calculation"- the average C.P.. for the months of February 2002, March 2002 and April The first adjustment will be calculated and paid as of the pay period following July 15, t will reflect one cent (1 ) per hour for each full.096 points that the average C.P.. for the months of April 2002, May 2002, and June 2002 exceeds the base for calculation. A second adjustment will be calculated and paid as of the pay period following Oct. 15, t will reflect one cent (1 ) per hour for each full. 096 points that the average C.P.. for the months of July 2002, August 2002, and Sept exceeds the base for calculation. A third adjustment will be calculated and paid as of the pay period following Jan. 15, t will reflect one cent (1 ) per hour for each full.096 points that the average C.P.. for the months of Oct. 2002, Nov. 2002, and Dec. 2002, exceeds the base for calculation. A fourth adjustment will be calculated and paid as of the pay period following April15, t will reflect one cent (1 ) per hour for each full.096 points that the average C.P.. for the months of Jan. 2003, Feb. 2003, and March 2003, exceeds the base for calculation. 3. Second Year of Agreement: (a) (b) (c) (d) "The base for calculation"- the average C.P.. for the months of February 2003, March 2003 and April The first adjustment will be calculated and paid as of the pay period following July 15, t will reflect one cent (1 )per hour for each full.096 points that the average C.P.. for the months of April 2003, May 2003, and June 2003 exceeds the base for calculation. A second adjustment will be calculated and paid as of the pay period following Oct. 15, t will reflect one cent ( 1 ) per hour for each full.096 points that the average C.P.. for the months of July 2003, August 2003, and Sept exceeds the base for calculation. A third adjustment will be calculated and paid as of the pay period following Jan. 15, t will reflect one cent {1 ) per hour for each full.096 points that the average C.P.. for the months of Oct. 2003, Nov. 2003, and Dec.

43 (e) exceeds the base for calculation. A fourth adjustment will be calculated and paid as of the pay period following April 15, t will reflect one cent (1 )per hour for each full.096 points that the average C.P.. for the months of Jan. 2004, Feb. 2004, and March 2004, exceeds the base for calculation. 4. Third Year of Agreement: (a) (b) "The base for calculation"- the average C.P.. for the months of February March 2004 and April2004. The first adjustment will be calculated and paid as of the pay period following July 15, t will reflect one cent (1 ) per hour for each full.096 points that the average C.P.. for the months of April 2004, May 2004, and June 2004 exceeds the base for calculation (c) (d) (e) A second adjustment will be calculated and paid as of the pay period following Oct. 15, t will reflect one cent (1 )per hour for each full.096 points that the average C.P.. for the months of July 2004, August 2004, and Sept exceeds the base for calculation. A third adjustment will be calculated and paid as of the pay period following Jan. 15, t will reflect one cent (1 ) per hour for each full.096 points that the average C.P.. for the months of Oct. 2004, Nov. 2004, and Dec exceeds the base for calculation. A fourth adjustment will be calculated and paid as of the pay period following April15, t will reflect one cent (1 )per hour for each full.096 points that the average C.P.. for the months of Jan. 2005, Feb. 2005, and March 2005, exceeds the base for calculation. The interim increase will be considered as earnings and will be included with other wage payments on the employee's time card. n the event Statistics Canada does not issue the appropriate Consumer Price ndex on or before the date on which an adjustments to be calculated, any adjustment required will be made at the beginning of the first.pay period following receipt of the index. No adjustment, retroactive or otherwise, shall be made due to any revision which may later be made in any published Consumer Price ndex by Statistics Canada. Continuation of the interim adjustments is dependent upon the availability of the official Statistics Canada Consumer's Price ndex calculated on the same basis and in the same form as that published for February,

44 36 Each adjustment specified in the nterim Wage ncrease Formula will replace the previous adjustment, if any, in its entirety except the fourth adjustment in the first year of the Agreement will be carried over throughout the second, and third years of the Agreement, the fourth adjustment in the second year of the Agreement will be carried over throughout the third year of the Agreement.

45 37 LETTER OF AGREEMENT COMPRESSED WORK SCHEDULE 12 HOUR SHFTS AMENDM This letter sets out the conditions under which the parties agree to implement a Compressed Work Schedule with twelve (12) hour shifts for all employees at the Collingwood Plant. For the purpose of this Agreement, the Compressed Work Schedule is defined as the re-arrangement of working time that both reduces the number of days and increases the number of hours worked per day. n view of the potential impact on the employees and operations and in order to attain equitable and effective practices for initial transition to the scheduling of operations onto the 6 2/3 day schedule, a joint committee made up of the bargaining committee of Local 834L and the Employer will be established. The function of this committee will be to review and recommend practices for the transfer of personnel to the operations affected in keeping with the principles established in Article 6 of the Collective Labour Agreement and to attempt to resolve problems as they arise in relation to the implementation of the 6 2/3 day work schedule. The Employer undertakes to provide the Local Union with a minimum notification of 1 month prior to the scheduling of the 6-2/3 day schedule. The Employer undertakes to assure the continuation of the schedule for a minimum period of three months. t is understood however, that this will not prevent the Employer from adjusting manning counts to maintain an efficient operation. Anyone removed from the 6-2/3 schedule due to the manning count adjustments will not be reassigned to such schedule until a further 30 day notice period has been observed, unless the employee agrees to waive the notice period. The Employer undertakes to provide the Local Union with a minimum notification of 1 month prior to the discontinuation of the 6-2/3 day schedule whenever poasible. t is understood that in some situations advance notice will not be possible. n the event the Compressed Work Schedule is terminated, the 6-2/3 day, Four (4) Crew Work Schedule will be implemented in accordance with the Collective Labour Agreement. However, if the Committee mutually agrees upon a different 6-2/3 Day, Four (4) Crew Work Schedule it may be adopted in place of the 6 2/3 Day, Four (4) Crew Work Schedule in the Collective Labour Agreement...,ns To THE collectve LABOUR AGREEMENT The terms :tnd conditions of the Collective La"'"'lur Agreement will apply to all em, )yees whc are sr:heduled on the Compr~ sed Work Schedule, with the following <Jxceptions.

46 ARTCLE 4 - Hours of Work 38 n reference to Section 4.01, as per Appendix "A for employees on the Compressed Work Schedule, the regular weekly schedule is an average of forty (40) hours, based on a thirty-two (32) hour and forty-eight (48) hour rotation, within a period from 8:00 a.m. Sunday to 8:00a.m. Sunday. (n any week in which a designated holiday occurs, the weekly hours may vary.) OVERTME HOURS n reference to Section 4.02, "Overtime Work" means all time worked in excess of an employee's regular eight (8) hour or twelve (12) hour shift schedule. ARTCLE 5- Rates of Pay n reference to Section 5.03, all overtime work shall be paid at the rate of time and onehalf, except the period from midnight Saturday to midnight Sunday, when double time will be paid. SHFT PREMUM n reference to Section 5.08, for employees on the Compressed Work Schedule, shift premium payment shall be granted as follows: For all hours worked between 4:00p.m. and 12:00 a.m.- $.35 per hour. For all hours worked between 12:00 a.m. and 8:00a.m.- $.40 per hour. JURY DUTY n reference to Section 5.10, for employees on the Compressed Work Schedule, an employee who is required to serve on a jury or as a witness subpoenaed by the Crown shall be paid the difference between the amount paid for such service and his/her average hourly earnings for time lost from his/her regularly scheduled work shift of twelve (12) hours by reason of such service. BEREAVEMENT n reference to Section 5.11, for employees on the Compressed Work Schedule, an employee will be compensated at his/her average hourly earnings for time lost by him/her upon his/her regular work schedule by reason of such absence, for a maximum of thirty-six (36) hours for each such death or funeral for bereavement as referred to in Paragraph 1 of Article All other claims for bereavement will be compensated as referred to in Paragraph 2 of Article

47 39 in l ARTCLE l an For 11. ARTCLE 6- Job Postings reference to Section 6.21, when an operation(s) vacancy occurs in a section or on an operation on the 6 2/3 day work schedule, the vacancy will be posted in the section for seventy-two hours (exclusive of Saturday, Sunday or holidays). 7 -Designated Holidays n reference to Section 7.01, for employees on the Compressed Work Schedule, a holiday is deemed to be for a twenty-four (24) hour period from 12:00 a.m. on the day immediately prior to the holiday to 12:00 a.m. the day of the holiday, except Good Friday, which will be observed for a twenty-four (24) hour period from 8:00a.m. the day of the holiday to 8:00 a.m. the day following the holiday. in reference to Section subject to other provisions of this Article 7, an employee will be paid an amount equal to 12 hours at a straight time rate of pay if the holiday occurs on his or her regularly scheduled work day. f the holiday occurs on a regularly scheduled day off, the employee will be paid an amount equal to 8 hours at a straight time rate of pay except for Statutory holidays in which case the employee would be paid amount equal to 12 hours at a straight time rate of pay. ARTCLE 8 -Vacations vacation purposes, the vacation week is deemed to begin as of 8:00a.m. Sunday. One Day At A Time Vacations Employees working on a 12 hour shift schedule must keep one (1) week of vacation for shutdown. All other vacation can be taken one (1) day at a time (following usual company policy). The employee who has booked his/her vacation for full weeks will have preference over the one day at a time vacation. 3. The scheduling of a vacation one or two days at a time must be approved by the Business Centre Manager. and not in conflict with production requirements, and be requested at least 48 hours in advance. The advance requirement may be waived at management discretion. based on circumstances. Vacation day(s) granted or denied will be indicated on a form and a copy will be given to the employee. Vacations booked for a full week will take priority over vacations requested one (1) day at a time.

48 ABSENTEE REPLACEMENT OVERTME POLCY 'it is not the policy of the Company to schedule an employee to work for more than twelve (12) consecutive hours at one time, except in emergency situations. OVERTME COVERAGE 40 As the implementation of the Compressed Work Schedule may present problems in filling vacancies caused by absences and other operating requirements, it is, therefore, necessary to establish a procedure so that employees who are scheduled off will be available to work overtime. Overtime record of all employees who are available to work overtime, will continue to be maintained and overtime will be allocated and distributed based on departmental practices. However, if the number of qualified employees, who have so made themselves available for overtime coverage, is not sufficient to ensure adequate coverage, a joint committee will meet to review the problem and agree to an alternate procedure. f there continues to be a problem with providing adequate overtime coverage, the Company will designate employees to be available for overtime coverage on their scheduled days off or terminate the schedule based on the terms of this Agreement. ADVANCE NOTCE: When an employee has reason to be absent on his/her next regulc.rly scheduled shift, advance notice must be given no later than two (2) hours before the start of that shift, except in emergency situations. RELEF: An employee, who has not been relieved by the subsequent shift will remain on the job until other provisions can be made, but limited to a two (2) hour period, while alternate arrangements are made.

49 6 12 HOUR SHFTS D N (A) - Day Shift Night Shift Afternoon Shift (N) - Night Shift 41 8:00 a.r:n. to 8:00 p:m.. 8:00 p.m. to 8:00 a.m. 4:00p.m. to 12:00 a.m..12:00 a.m. to 8:00a.m.-. EMPLOYEES WORKS-OFF: 2-2, 3-2, 2-3 Rotation SMTWTFS SMTWTFS CREW N0.1 (N) DD DD DD(A) CREW N0.2 (A) NN 1:-JN NN(N) CREW N0.3 DD D. D (A) DD CREW N0.4 NN N N (N) NN CREW PREMUMS #1 #2- #3- #4 $.90 per hour worked $.90 per hour worked $.90 per hour worked $.90 per hour worked APPENDX TO COLLECTVE LABOUR AGREEMENT 2/3 DAY. FOUR (4) CREW WORK SCHEDULE,,,' SMTWTFS SMTW!FS NN NN NN DO DO. DD NN N N (N) NN DD DD(A) DO This Agreement is made and entered into as of the 27 day of April, 2002 between Goodyear Canada nc., with respect to all employees at Collingwood located at 101 Mountain Road, hereinafter referred to as the "Employer'' and Local Union 834L of the United Steelworkers of America, hereinafter referred to as the "Union".

50 42 t is understood and agreed that in order to make full use of the Collingwood Plant, the Employer may schedule any operation(s). as required on a 6 2/3 day, four (4) crew schedule, as per Attachment A. When it becomes necessary for the Employer to schedule one or more of the plant's operations on the 6 2/3 day work schedule a fourth crew will be instituted and a shift schedule will be adopted which would schedule each employee to work a regular schedule of forty hours per week. n order to attain equitable and affective practices for initial transition to the scheduling of operations on to the 6 2/3 day schedule. a joint committee made up of Bargaining Units of the Local Union and the Employer will be established. The function of this committee will be to review and recommend practices for the transfer of personnel to the operations affected in keeping with the principles established in Article 6 of the Collective Labour Agreement and to attempt to resolve problems as they arise in relation to the implementation of the 6 2/3 day work schedule. ATTACHMENT A THE 6 2/3 DAY, FOUR (4) CREW WORK SCHEDULE D- DAY SHFT A- AFTERNOON SHFT N- NGHT SHFT 28 DAY CYCLE SHFT ROTATiON: DAYS NGHTS - AFTERNOONS EMPLOYEES WORKS-OFF: 7-1, 3-1, 3-2, 7-4 MTWTFSS MTWTFSS MTWTFSS MTWTFS S CREW N0.1 D D D N N N N N N N A A A A A A A DOD CREW N0.2 A A DDD DD D N N N N NN N A A A A A CREW N0.3 AAAAAAA ODD D D D NN N N NN N CREW N0.4 NNNNN CREW PREMUMS: AAAAAAA D D D D DO #1 - $.90 per hour worked #2- $.90 per hour worked #3- $.90 per hour worked #4 $.90 per hour worked NN

51 The exceptions: OVERTME PROVSONS: 1st Scheduled day off: 2nd Scheduled day of 3rd Scheduled day off: 4th Scheduled day off: ATTACHMENT A 43 time and one-half double time time and one-half double time Employer undertakes to provide the Local Union with a minimum notification of 1 month prior to the scheduling of the 6-2/3 day schedule. The Employer undertakes to assure the continuation of the schedule for a minimum period of three months. t is understood however, that this will not prevent the Employer from adjusting manning counts to maintain an efficient operation. Anyone removed from the 6-2/3 schedule due to the manning count adjustments will not be reassigned to such schedule until a further 30 day notice period has been observed, unless the employee agrees to waive the notice period. The Employer undertakes to provide the Local Union with a minimum notification of 1 month prior to the discontinuation of the 6-2/3 day schedule whenever possible. t is understood that in some situations advance notice will not be possible. The terms and conditions of the Collective Labour Agreement will apply to all employees who are scheduled on the 6 2/3 day work schedule with the following n reference to Section 4.01, as per Attachment A for employees on the 6 2/3 day work schedule, the regular weekly schedule is a five day, 40 hour week within a period from the start of the night shift Monday to the end of the afternoon shift Sunday. The provision under Section 5.03 will not apply to employees on the 6 2/3 day work schedule. n reference to Section 6.21, when a new operation{s) vacancy occurs in a section or on an operation on the 6 2/3 day work schedule, the vacancy will be posted in the section for seventy-two hours (exclusive of Saturday, Sunday or holidays).

52 April 27, GOODYEAR CANADA NC Mountain Road, Collingwood, Ontario L9Y3Z9 LETTER #1 President, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: During recent negotiations, both the Union and the Company have agreed that the following disciplinary procedure constitutes a very important step in the control and eventual eradication of drug~related problems in our plant, and that this action is taken in the best possible interest of all concerned. The following are considered to be serious breaches of Plant Rules and Regulations, and offenders will be subject to discipline up to and including dismissal. Reporting to work or being at work: mpaired by drugs. Taking into the body (by whatever means i.e. orally, injection, sniffing, rubbing, etc.) any drug that might impair one's ability to perform his/her duties and create a hazard to others. Yours David ndustrial Possessing drugs on Company premises, specifically drugs prohibited under the Narcotic Control Act for schedules "G" and "H" of the Food and Drug Act. very truly, GOODYEAR CANADA NC. P.Aman Relations Manager.

53 .

54 April27, President, As curve GOODYEAR David Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 45 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y3Z9 LETTER#2 we understood in recent negotiations, employees required by the Employer to perform any of following operations will be allowed to take a twenty minute period, prior to the end of their regular shift, in order to wash up. These operations are: clean out rad pits, horizontal braiders overhaul, when stripping decks is required. Yours very truly, CANADA NC. P. Allman, ndustrial Relations Manger.

55 April 27, President, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 46 LETTER#3 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 This letter will serve to confirm the understanding reached during recent negotiations concerning operations previously performed by the Mechanical Service Section. 1) The following jobs are the responsibility of the machine operators: CROSSHEADS: VERTCAL BRADERS:. HORZONTAL BRADERS: KNTTERS: PRNTER & CUTTERS: CURVE RAD: TEXTLE SPRAL: Change Ferris belts; Change in-line cutter knives. Gear changes (all); Tension changes; Carrier changes; (broken and changeover). Gear changes (all); Tension changes; Carrier changes, spring changes (broken). Needle changes; Gear changes. Ferris belts; Change blades if necessary. Team Leader and Utility to change saw blades; Mandrels on and off. Ferris belts; Change cutter blades.

56 47 The following jobs are the responsibility of the Mechanical Service Section employees: David TUBERS: CROSSHEADS: HORZONTAL BRADERS: Yours very truly, GOODYEAR CANADA NC. P. Allman, ndustrial Relations Manager. Change or adjust scraper plates and feed rollers. Change or adjust scraper plates and feed rollers. Complete changeovers.

57 April 27,2002. President, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 48 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 LETTER#4 The following is an understanding reached between the Union and the Company at recent negotiations concerning the operations previously done by Mechanical Service Section employees which are now being performed by Hose Manufacturing employees. f during the term of this agreement the number of employees in the Mechanical Service Section drops to seventeen (17), the following operations will be returned to the Mechanical Service Section. For this provision only, electricians shall not be included. VERTCAL BRADERS: HORZONTAL BRADERS: Yours very truly, GOODYEAR CANADA NC. David P. Allman, ndustrial Relations Manager. Gear changes, if puller required; complete changeovers. Gear changes, if puller required.

58 April Yours GOODYEAR David 27, President, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. DearSir: 49 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 The following will confirm the Company policy with respect to the scheduling of vacations: LETTER#5 While it remains that the scheduling of vacations is subject to approval by the Employer, the opportunity to schedule vacation will first be given to the employee with the most factory seniority, in the department concerned, and will carry on from there in declining order of seniority. very truly, CANADA NC. P. Allman. ndustrial Relations Manager.

59 April 27, President. Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 50 LETTER#61 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 During recent negotiations the Company has undertaken the following pertaining to a plant vacation shutdown: f the Company decision is to schedule a two week plant vacation shutdown. it will be scheduled during the months of July or August and such decision would be communicated to the employees prior to February 14 of the year whenever possible. Yours very truly, GOODYEAR CANADA NC. David P. Allman, ndustrial Relations Manager.

60 April27, President, Collingwood, David Local Union 834L, The United Steelworkers of America, Ontario. Dear Sir: 51 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y3Z9 LETTER#7 This will confirm the Company policy with respect to employees who are absent from work by reason of illness and are accumulating seniority under the terms of the Collective Labour Agreement. The Company will establish a system wherein it will notify such employees and the secretary of the Local Union 834L at least thirty days in advance of the date on which the accumulation of seniority expires. This does not relieve the employee of the responsibility of making application for any benefits to which he/she is entitled under the terms of the various Agreements between the Company and the Union and which benefits are dependent upon the employee accumulating seniority in order to qualify for a benefit. Yours very truly, GOODYEAR CANADA NC. P. Allman, ndustrial Relations Manager.

61 April27, President, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 52 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 LETTER#81 An employee who is absent from work because of bodily injury caused by accident or sickness and who has accumulated seniority and service in accordance with the provisions of Section 6.05 shall be entitled to retain such accumulated service and seniority together with his/her prior credited service and seniority as long as he/she remains disabled because of injury and is not able to return to work or to accept other employment. f he/she should accept other employment during such absence he/she shall be deemed to have resigned. Yours very truly. GOODYEAR CANADA NC. David P. Allman, ndustrial Relations Manager.

62 April President, This 27, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 53 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 LETTER#9 letter will serve to confirm the understanding reached during the recent negotiations concerning the status of students employed during the school vacation period. t will be understood that those students hired to perform and actually performing work normally carried out by members of the Bargaining Unit will be considered to be "employees" solely for the application of Article 9 of the present Collective Labour Agreement. Should the student subsequently submit a successful application for permanent employment, it will also be understood he/she would be hired as a new employee and would have to successfully complete his/her probationary period, as outlined in Article 2.01 (d) of the C.L.A. and eligibility for benefits as outlined in Section 3, paragraph 2 of Health and Life nsurance Agreement. Yours very truly, ndustrial GOODYEAR CANADA NC. David P. Allman, Relations Manager.

63 April 27, President, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 54 LETTER#10 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 This letter will serve to confirm the agreement reached between the Company and the Union in the course of recent negotiations concerning amendments to Company policy on Safety Shoes. Effective April 27, 2002 employees will be entitled to reimbursement of the purchase cost of safety shoes, limited to a maximum yearly allowance of $90. Allowance will be paid only upon presentation of proof of purchase. Allowance will not be paid to employees to whom safety footwear is provided by the Company. Yours very truly, GOODYEAR CANADA NC. David P. Allman, ndustrial Relations Manger.

64 April President, regarding Yours GOODYEAR 27, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 55 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 LETTER#11 This letter will serve to confirm the understanding reached during recent negotiations the purchase and usage of coveralls. The Company agrees to supply and launder coveralls for employees in the Engineering Division, Stores and Cement House. very truly, CANADA NC. David P. Allman, ndustrial Relations Manager.

65 April 27, President, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 56 LETTER#12 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 During the course of these recent negotiations, it was brought to the Company's attention that, in spite of assurance to the contrary given by various Company officials, several employees continue to believe that they are being taxed at a greater rate whenever they happen to have a vacation pay included with their regular weekly pay on the same pay cheque. As we promised, we have verified with our people in the Computer Systems department, and they have assured us that the payroll system is set up in a such a way that any vacation card going through will automatically trigger an adjustment, to ensure that the employee is not taxed based on a higher tax bracket simply because his/her vacation pay has been added to his/her regular pay. We certainly hope this explanation is satisfactory. Yours very truly, GOODYEAR CANADA NC. David P. Allman, ndustrial Relations Manager.

66 April27, President, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. 57 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 LETTER#13 Dear Sir: As discussed during recent negotiations, the following Memorandum of Understanding concerning transfers to the Mechanical Service Section will be applicable in the event that an employee is transferred to the Mechanical Service Section when he/she is not fully qualified. lin accordance with Section 6.21 of the Collective Labour Agreement an employee may transfer to the Mechanical Service Section only if he/she is qualified for a job on which vacancy exists in that section. The following is the outline of transfer procedures that will be followed when it is deemed feasible by the company to consider transfer requests to an operation in the Mechanical Service Section by employees who are not qualified at that time. This procedure does not alter the existing intent and understanding outlined in Section 6.21 of the Collective Labour Agreement. Yours very truly, GOODYEAR CANADA NC. David P. Allman. ndustrial Relations Manager.

67 An employee who wishes to be considered for transfer to job vacancy in the Mechanical Service Section and who is not qualified at that time may file a written request with the ndustrial Relations Department in accordance with the provisions of Section f the decision is made by the Company to fill a vacancy in the Mechanical Service Section from within and no fully qualified employee has requested such a transfer, then selection will be made from transfers on file in accordance with paragraph (1) of Section 6.21 based on ability and previous experience as the prime criteria. f these factors are equal among the applicants, then the employee who has the greatest factory seniority will be given the first consideration. The applicant must agree to participate and complete a skilled trades Apprenticeship Program established by the company with the Ministry of Colleges and Universities before the transfer will be honoured. f the employee should fail to qualify or it is indicated that he/she will be unable to qualify during the apprenticeship program period, he/she will displace the employee with the least seniority in the unclassified group in accordance with the second paragraph of Section Should a lay-off occur in the Mechanical Service Section at a time when unqualified employees are assigned to the operation affected, the unqualified employee will be laid off from the section before any fully qualified employee is affected. When an employee who has transferred in accordance with this memorandum has successfully completed the Apprenticeship Program period, for seniority purposes with Mechanical Service Section, his/her section seniority will be counted as from the date of transfer to the Apprenticeship Program and in the event of lay-off from the Mechanical Service Section, Section seniority as determined above will apply. For all other purposes the employee who has transferred in accordance with this memorandum will retain his/her factory seniority. 8. The maximum transfer rate will be the base rate of the operation from which the employee has transferred. The apprentice's rate will be reviewed every six months until the apprentice has successfully completed the Apprenticeship Program, at which time he/she will receive the skilled trades rate. This Memorandum of Understanding does not negate any of the provisions of the Collective Labour Agreement but is a supplement to the Collective Labour Agreement when applicable.

68 President. April27, Local Union 834L. The United Steelworkers of America. Collingwood. Ontario. Dear Sir: 59 GOODYEAR CANADA NC. 101 Mountain Road. Collingwood, Ontario L9Y 3Z9 LETTER#14 This letter will serve to confirm the understanding reached during recent negotiations outlining the policy on how to handle overtime hours missed by an employee Yours very truly. GOODYEAR CANADA NC. David P. Allman, ndustrial Relations Manager. The employee will notify their Supervisor they had been overlooked in error when overtime was being distributed. f the Supervisor agrees, then the missed employee will advise the Supervisor of the days he/she is available to work overtime over the next five days to make up for the hours missed. f the employee advises his/her Supervisor he/she is unavailable to work overtime during the next five days, then the overtime hours will be deducted at this time from the employee's refused hours. The Company will not offer missed overtime hours more than three times over this five day period. f overtime hours missed are not made up within the five day period then the missed overtime hours will be reduced from the employee's refused hours. An employee who has been missed two times in any 8 month period will receive payment for overtime missed.

69 April27, President, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 60 LETTER#11 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 This letter will serve to confirm the understanding reached during the recent negotiations concerning the recording of overtime. All overtime hours either refused or accepted will be recorded for each employee. However, if an employee is requested to work overtime in less than a four hour period prior to the overtime being worked, these hours will not be recorded against the employee if they refuse. Yours very truly, GOODYEAR CANADA NC. David P. Allman, ndustrial Relations Manager.

70 April27, President, notice GOODYEAR David Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 61 GOODYEAR CANADA NC. 101 Mountain Roag, Collingwood, Ontario L9Y3Z9 LETTER#16 This letter will serve to confirm the understanding reached during recent negotiations concerning the clarification of the term "qualification", Article 2, Subsection 2.01 (e). An employee shall become qualified through filling in for vacation, sickness, relief or temporary assignments, provided the employee can perform all the functions of the operation in a capable m<:~nner. n the event of a lay off, these qualifications may only be used to prevent lay off from the plant. To clarify the intent of this letter, qualified and "held" are interchangeable for purposes of lay-offs. No employee can gain qualification on a job while employees are on lay off or on lay off from that job. Yours very truly, CANADA NC. P. Allman, ndustrial Relations Manager.

71 April 27, President, Local Union 834L, The United Steelworkers of America, Collingwood Ontario. Dear Sir: 62 LETTER #17 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 This letter will serve to confirm the understanding reached during the recent negotiations concerning Article The classified and unclassified jobs listed below may be changed from time to time. provided there is mutual agreement between the Union and the Employer. DEPARTMENT STORES SHPPNG CEMENT HOUSE SLTTER PLASTC EXTRUDER TUBER CROSSHEADS TEXTLE SPRAL/ TEXTLE BARRER LNE OV. "A" WRAPPER CURVEDRAD FNAL END UNCLASSFED Cord Rewind Pack Service Trim Saws Non-Relief Mandrel Prep CLASSFED Storemanlwoman Shipping & Warehouse Pool Receiving &lor Shipping Clerk Cement House Friction Slitter Operator Operator 2nd man/woman Operator 2nd man/woman Stockman/woman Service Operator Operator Cure & Trim Operator nspect & Pack Utility A & B Synchronous Manufacturing Big Ben Returnable Cartons Foster Allen Cutter Service Ford Assembly

72 63 BLOW/REEL BAPP the GOODYEAR David DEPARTMENT UNCLASSFED CLASSFED VERTCALW ARDWELL BRADERS KNTERS HORZONTAL BRADERS LABOUR POOL FACLTATOR LEAD TRANER PRODUCTON CO-ORDNATOR WASTE TECHNCAN PROCESS AUDTOR MANDREL SHOP Labour Pool Operator Operator Operator Operator BAPP Facilitator Lead Trainer Production Co-ordinator Waste Technician Process Auditor Mandrel Shop The Employer will decide the classification category for any new jobs that are added to above list. Yours very truly, CANADA NC. P. Allman, ndustrial Relations Manager.

73 April 27, President, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 64 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 LETTER#18 This letter will confirm the Company policy with respect to employees who are involved in a work runout prior to Section 6.24 coming into affect. When a work runout occurs in the plant for one day only in a one week period the senior employee on the job and shift where the work run out occurred will remain on the job and the least seniority employees will be sent home. f a work runout occurs more then once in a one week period then the hours of work will be distributed amongst all the employees involved in the work runout as closely as is feasible. Yours very truly, GOODYEAR CANADA NC. David P. Allman, ndustrial Relations Manager.

74 April27, GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 President, Local Union 834L. The United Steelworkers of America, Collingwood, Ontario. Dear Sir: This letter will confirm the understanding reached during recent negotiations that: LETTER#19 An employee who is in receipt of Weekly ndemnity payments or an employee who is absent because of an occupational injury and is in receipt of Workers' Compensation payments will be credited with accumulated seniority up to the date of a lay-off solely for the purpose of determining his/her position in the order of lay-off or in the order of recall. For any and all other purposes, seniority accumulated during absence from work will only be credited upon return to active employment. Yours very truly, ndustrial GOODYEAR CANADA NC. David P. Allman, Relations Manager.

75 April27, President, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 66 LETTER#20 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 The following is an understanding reached between the Company and the Union at recent negotiations regarding Team Leaders: Effective May 2nd, 1991 Team Leaders will be appointed by the Company. Team Leaders will be appointed from within the Team unless mutually agreed. Rate of pay shall be as per Appendix "A". An employee who has been appointed as a Team Leader and is no longer required as, or is disqualified as a Team Leader will return to the previous job position they held prior to appointment as a Team Leader. f cutbacks occur resulting in layoff the employee will return to the job which he/she previously performed and will find his/her rightful position as outlined in Article 6, Section f a Team Leader should leave a Team and the Team Leader's position needs to be filled, then the position will be filled in accordance with item "1". Yours very truly, GOODYEAR CANADA NC. David P. Allman, ndustrial Relations Manager.

76 April President, 27, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 67 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 LETTER#21 This letter will serve to confirm the understanding reached between the Company and the Union regarding floating holidays as referred to in Section Floating holidays will be scheduled to fall between Christmas and New Year's Day for the duration of this Collective Labour Agreement. Yours ndustrial The floaters are fixed as agreed unless legislation during the duration of this Collective Agreement provides for additional designated holidays at which time we would mutually review any remaining floater. very truly, GOODYEAR CANADA NC. David P. Allman, Relations Manager.

77 April 27, President, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 68 LETTER#221 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 This letter will serve to confirm the understanding reached between the Company and the Union regarding the possibility of a future plant closing as it relates to bargaining unit employees. The Company agrees to notify the Local and nternational Union at least six months prior to the cessation of production operations. Following such notification, the Local and nternational Union will have the right to discuss and explore with the Company any possible means of averting the closure. f attempts to avert the plant closure are not successful, the Company and Union representatives will meet to negotiate the manner in which the closure is carried out. Yours very truly, GOODYEAR CANADA NC. David P. Allman, ndustrial Relations Manager.

78 April President, Yours ndustrial 27, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 69 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 LETER#23 t is the Employer's intent to post the line-up by noon Thursday prior to the week to which the schedule pertains. t is understood however that from time to time revisions may be necessary. very truly, GOODYEAR CANADA NC. David P. Allman, Relations Manager.

79 April27, President, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 70 LETTER#24 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 This letter will serve to confirm that the Company and Union mutually agreed to form a committee with representation from the Union, Management and medical advisors to formulate a policy and procedure for a modified work program. Said program to comply with Worker's Compensation and employment equity requirements. Yours very truly, GOODYEAR CANADA NC. David P. Allman, ndustrial Relations Manager.

80 April27, GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 LETER#25 President, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: t is the Employer's intent to handle requests for evaluation in a timely fashion so as to provide a response to the Union within a 3-month period. t is understood however that in some instances it may not be possible to complete the evaluation in a 3-month period in which case the Employer will provide a status up-date on a regular basis. Yours very truly, GOODYEAR CANADA NC. David P. Allman. ndustrial Relations Manager.

81 April 27, President, Local Union 834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 72 LETTER#26 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 t is the Employer's intent to computerize the overtime distribution procedures to ensure consistent and equitable distribution of overtime as per Section 4.01 (2) of the Collective Labour Agreement. Accessibility to these records will be limited to production management and the ndustrial Relations Manager to ensure the integrity of these files. Yours very truly, GOODYEAR CANADA NC. David P. Allman, ndustrial Relations Manger.

82 April27, President, The Yours ndustrial Local Union 834L. The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 73 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 LETTER#27 Employer agrees to provide payroll deductions to enable employees the possibility of participating in a Group R.R.S.P. very truly, GOODYEAR CANADA NC. David P. Allman, Relations Manger.

83 April 27, President, Locai834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: RE: Miscellaneous tems 74 LETTER#281 GOODYEAR CANADA NC. 10~ Mountain Road, Collingwood, Ontario. L9Y 3Z9. During the course of our recent negotiations, the parties agreed to the following items. 1. Employees will be entitled to an annual clothing allowance of $ The job of Textile Spiral/Barrier Line wiil become a classified job; however, employees who previously held the Textile Spiral job will be grandfathered for bumping purposes into the Barrier Line job. They will be given up to seven (7) months to train and qualify, provided the employee meets the standards. 3. The Company will consider installation of a sound system for music in the cafeteria and locker rooms. 4. A copy of the following forms will be contained in the C.L.A.: -Form 1-A-98 Shift Change Request Attachment B The Company has the right to implement a full 7-day, 12 hour shift schedule for the entire plant. The last four (4) hours of each Sunday shift on the seven (7) day continental shift rotation will be paid at time and one half the regular rate of pay. Yours very truly, GOODYEAR CANADA NC. David P. Allman, ndustrial Relations Manger. 1

84 April 27, GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 LETTER#29 President, Locai834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: l it Yours ndustrial is recognized that the maintenance of discipline is essential to the orderly operation of the plant. The Company agrees with the principle of progressive discipline. The Company also recognizes that by the very nature of events leading to discipline every situation must be reviewed before taking any disciplinary action. A significant factor is the intentional or unintentional nature of the act. This disciplinary action will range from verbal warnings up to and including discharge. very truly, GOODYEAR CANADA NC. David P. Allman, Relations Manger.

85 April 27, President, Locai834L, The United Steelworkers of America, Collingwood, Ontario. Dear Sir: 76 GOODYEAR CANADA NC. 101 Mountain Road, Collingwood, Ontario L9Y 3Z9 LETTER#30 During recent negotiations it was agreed that the Company will allow the Union to post their response to Section 63.1 of the Employment Standards Act in the Union Bulletin Board. Yours very truly, GOODYEAR CANADA NC. David P. Allman, ndustrial Relations Manger. 1

86 77 WTH Signed Signed Approved Form 1-A-98 ATTACHMENT B SHFT CHANGE REQUEST HEREBY REQUEST TO CHANGE SHFTS FOR FOR THE FOLLOWNG REASON Date

87 HEALTH AND LFE NSURANCE AGREEMENT BETWEEN GOODYEAR CANADA NC. COLLNGWOOD PLANT THE COMPANY AND UNTED STEELWORKERS OF AMERCA LOCAL UNON 834L THE UNON APRL 27, 2002 TO APRL 27,2005

88 NUMERCAL NDEX PAGEl SECTON 1 - SECTON 2 DEFNTONS... 1 BENEFTS... 2 SECTON 3 - SECTON 4- SECTON 5 ELGBLTY..... GENERAL PROVSONS... 9 TERM OF AGREEMENT... 11

89 1 Accide~tal Death & Dismemberment Advance of W.l. Payments Agreement, Term of Alcohol & Drug Abuse B Benefits -Accidental Death & Dismemberment -Basic Hospital, Medical & 1 Surgical Expense -Comprehensive Health Care -Dental Coverage -Life nsurance -Total & Permanent Disability -Weekly ndemnity Compr;hensive Health Care Benefit Coverage after Retirement 1 c"'":"ft" L Y off Definitions Dental Coverage Dispensing Fee E Eligibility for Benefits G General Provisions NDEX BY SUBJECT MATTER PARAGRAPH Sect. 2 Para.3 Letter#3 Sect.S Para.1-6 Letter#1 Sect. 2 Para.3 Sect. 2 Para.S Sect. 2 Para.6 Sect. 2 Para.1 Sect. 2 Para.2 Sect. 2 Para.4 Sect. 2 Para.6 Sect. 2 Para.? Letter#6 Sect. 1 Letter#? Sect. 3 Para.1-7 Sect.4 Para.1-11 PAGE

90 L Life nsurance Letters of Understanding Sect. 2 Para Advance ofw.. Payments Letter#3 18 -Alcoholism & Drug Abuse Letter #1 16 -Coverage after layoff Letter#6 21 -Dispensing Fee Letter#? 22 -Drug Plan Letter#8 23 -Nursing Services Letter#4 19 -O.H..P. Premium Letter # /3 Day Work Schedule Letter #5 20 N Nursing Services Letter# O.H..P. Premium Letter #2 17 R Retirement, nsurance Coverage After Sect. 2 Para.? 7 s 6 2/3 Day Work Schedule Letter#5 20 T Term of Agreement Sect. 5 Para Total & Permanent Disability Sect. 2 Para.2 3 w Weekly ndemnity Sect. 2 Para Letter#3 18

91 HEALTH AND LFE NSURANCE AGREEMENT THS AGREEMENT made and entered into as of the 27th day of April, 2002 by and between GOODYEAR CANADA NC. with respect to certain employees at its COLLNGWOOD FACTORY, hereinafter referred to as the "Employer" and the UNTED STEELWORKERS OF AMERCA, Local Union 834L, hereinafter referred to as the "Union". WTNESSETH THAT: Subject to the approval of this Agreement by the Board of Directors of the Company, the Employer agrees with the Union that it will continue the establishment, maintenance and administration of a life and disability insurance, sickness and accident, hospital and surgical benefit plan originally instituted in 1967 and providing the benefits hereinafter described, and hereinafter described as the "Plan", in such manner as the Employer shall determine consistent with the terms of this Agreement. No action taken in performance of the terms of this Agreement and consistent herewith shall be construed or interpreted to be a violation of any of the terms of any collective bargaining agreement between the Employer and the Union. DEFNTONS 1. n this Agreement: (a) (b) (c) SECTON 1 "dependant" means and includes a person not employed by the Employer who is the spouse of an employee and the unmarried child under the age of twenty-five years of an employee who is a full time student and is supported by such employee. n this definition, spouse means: (1) the husband or wife of an employee who is legally married to the employee, or (2) a person who has for a continuous period of not less than one year resided with the employee and during such period had been publicly represented as the spouse of the employee. "employee" means and includes each and every employee of the Employer at its Collingwood Factory below the rank of foreman. with exception of quality assurance inspectors. office and sales staff. "insurer" means any duly qualified insurance company licensed to undertake a contract of life insurance and/or group life insurance and/or sickness and accident insurance in the Province of Ontario and includes any association registered under the Prepaid Hospital and Medical Service Act of Ontario.

92 SECTON (d) (e) (f) Definitions (Cont'dl 2 "lay off' means the termination of work of an employee by the Employer for an indefinite period. caused by the decision of the Employer to reduce or eliminate the work upon which the employee was engaged, "laid off' shall have a like meaning. "physician'' means a medical practitioner who is registered under the Medical Act of the Province of Ontario or such similar statute or law as governs the practice of medicine in the jurisdiction in which any medical, surgical or obstetrical services are rendered to an employee or dependant. "pensioner" means an employee who retires on or after the effective date of this Agreement and who becomes and continues to be eligible for a pension (other than a Deferred Vested Pension) pursuant to the terms of a Pension Plan and Severance Award Agreement entered into by the parties hereto on the 27 1 h day of April, Each employee shall be deemed to be single without dependants until he/she has satisfied the Employer with such proof as it shall reasonably require of the existence of his/her dependant or dependants. Completion and delivery to the Company of a statement in a form satisfactory to the Employer, fully and correctly completed and signed by the employee, will be accepted by the Employer as satisfactory evidence of the status of an employee's dependant or any change thereof. Dependants shall be covered upon registration. Proof of insurability will not be required however no retro-active coverage will be provided. n this Agreement, wherever the pronoun "he" appears, it shall be construed as meaning any employee, male or female. unless the context requires otherwise. SECTON 2 BENEFTS LFE AND ACCDENTAL DEATH AND DSMEMBERMENT NSURANCE AND SURVVOR NCOME BENEFTS 1. The Company will enter into a contract of group life insurance with an insurer or insurers insuring each empla'yee and pensioner as follows: CLASSFCATON AMOUNT All employees $50,000 effective April 27, 2002 Pensioners $6,000 (other than for total & permanent disability)

93 3. 3 This insurance will take effect upon the day the employee or pensioner first becomes eligible to participate in the Plan. The insurance in respect of an employee shall automatically terminate on the date of termination of the Plan or on the date of termination of active employment of such employee, whatever date is the earlier. The insurance in respect of a pensioner shall automatically terminate upon the date he/she becomes ineligible for the payment of a pension pursuant to the terms of the Pension Plan and Severance Award Agreement entered into by the parties hereto on the 27th day of April, (a) f any employee, before attaining the age of sixty-five years and while insured hereunder, becomes totally disabled and presumably will thereafter during his/her life be unable to engage in any occupation or employment for wage or profit, and is not eligible for a Total and Permanent Disability Pension pursuant to the terms of the Pension Plan and Severance Award Agreement dated the 27th day of April, 2002, the Company will cause the insurer upon proof thereof to the satisfaction of the insurer, to pay to such employee the amount of life insurance in force upon such life at the time such disability commenced, either in one lump sum or in instalments as the Company may direct. Such payment in full shall be accepted in lieu of all other insurance benefits provided for on the life of such person under the Plan. Without restricting the meaning of the phrase "totally disabled", the entire and irrevocable loss of the sight of both eyes, or of the use of both hands, or both feet, or of one hand one foot, shall be deemed to be total and permanent disability. (b) f an employee for whom life insurance coverage is provided in accordance with the provisions of this Agreement is eligible to receive a Total and Permanent Disability Pension prior to his/her Normal Retirement Date under the terms of the Pension Plan and Severance Award Agreement entered into between the parties hereto on the 27th day of April, 2002, the Company will cause the insurer or insurers insuring such employee, in lieu of paying the proceeds thereof to the employee in accordance with the procedure set forth in Section 2 (a) hereof, to continue his/her life insurance coverage (but not Accidental Death and Dismemberment nsurance) until his/her Normal Retirement Date as defined in the said Pension Plan and Severance Award Agreement, in the amount of: $50,000 if retirement occurs on or after April 27, 2002 and on reaching Normal Retirement Date the amount of life insurance coverage shall be reduced to $6,000. The Company will enter into a contract of group insurance with an insurer or insurers insuring each employee for Accidental Death and Dismemberment nsurance in the amount of: $50,000 Effective April 27, 2002