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APR 1 1 2007

COLLECTIVE BARGAINING INFORMATION SERVICES

COLLECTIVE AGREEMENT

Between

TH E STANDARD-FREEHOLDE A DIVISION OF

OSPREY MEDIA LP

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TOTAL EMf'S -.~ -, ~j.''-- ,'

EFF. DATE ) -- .. -· . '- '

EXP. DATE . ; . · .

~ODING CONTROL DATE -, IDENT CODED

RECEIVED-

UNION I .II EMPLOYER

& OTHER

TEAMSTERS I GRAPHIC COMMUNICATIONS CONFERENCE,LOCAL41M

ADVERTISING, BUSINESS OFFICE, CIRCULATION, EDITORIAL, PRESSROOM, ADBULIDING/AD MAKING, PREPRESS AND

GRAPHIC ARTISTS

July 24, 2006 to June 15, 2009

Cornwall 2006-2009 Coll.Agreem.doc 1

l

..

CODER

.

I

TABLE OF CONTENTS

SECTION PAGE

Preamble 3 I General Purpose of the Agreement 3 2 Recognition 3 3 Union Membership/Dues Check-off 5 4 Union Representation I Chapel Meetings 6 5 Management Rights 7 6 Information 7 7 Strikes or Lock-outs 8 8 No Discrimination 8 9 Probationary Period 8 10 Seniority 8 11 Right of Return to the Bargaining Unit 9 12 Grievance Procedure 9 13 Hours of Work 10 14 Overtime 11 15 Wages 12 16 Statutory Holidays 15 17 Vacations With Pay 16 18 Bereavement Leave 17 19 Maternity & Parental Leave 17 20 Jury Duty 18 21 Health & Safety 18 22 Confidential hrformation 18 23 Outside Activity 19 24 Professional Activity 19 25 Re-use of Material 19 26 Press-Plate Making Apprentice 19 27 Past Practice 19 28 Severance Pay 19 29 Merit Pay 20 30 Labour Relations 20 31 Welfare Plan 21 32 Expenses & Equipment 21 33 Retirement Funds 22 34 Term of Agreement 23 Letter 1 Adbuilder/ Admaker/Graphic Artists 24 Letter 2 Press 24 Letter 3 Paper handling 24 Letter 4 Welfare Plan Cost Distribution 25 Letter 5 Training 25 Letter 6 Post Age 65 Employment 25


MEMORANDUM OF AGREEMENT

Between

THE STANDARD-FREEHOLDER, A DIVISION OF OSPREY MEDIA LP

&

TEAMSTERS I GRAPHIC COMMUNICATIONS CONFERENCE LOCAL41M

v ADVERTISING, BUSINESS OFFICE, CIRCULATION, EDITORIAL,

PRESSROOM, ADBUILDINGIADMAKING, PREPRESS AND GRAPHIC ARTISTS

This agreement is entered into this 24th day of July, 2006 between The StandardFreeholder, the party of the first part, hereinafter called the "Company" and The Teamsters I Graphic Communications Conference, Local 41M, the party of the second part, hereinafter called the "Union."

SECTION 1 -GENERAL PURPOSE OF AGREEMENT

The purpose of this agreement is to establish and maintain a satisfactory collective bargaining procedure between the Company and the Union representing the said employees.

SECTION 2- RECOGNITION

a) Advertising, Business and Circulation:

The Company agrees to recognize the Union as the sole bargaining agent for all employees of the Standard-Freeholder, employed in Cornwall, Ontmio, in the Advt<rtising Dept., Classified Dept., Circulation Dept., and the Business Office, save and except Adve1tising Manager, Circulation Manager, Classified Supervisor, Accountant, Confidential SecretaTy to the Publisher, Retail Advertising Salespersons, persons of equal or higher ranks, persons regularly employed for less than 24 hours per week, and students employed during the school vacation periods, or students undergoing training.

b) Editorial:

The Company agrees to recognize the Union as the sole bmgaining agent for all employees of the Standard-Freeholder, employed in Comwall, Ontario, in the Editorial Department save and except the Managing Editor, City Editor, Wire Editor, Sports

Comwall 2006-2009 Coll.Agreem.doc 3

Editor, Associate Editor, Feature Editor, and persons above those ranks, persons regularly employed for not more than 24 hours per week, students employed during the school vacation periods, and students employed on a cooperative training program.

c) Press-plate making:

The Company agrees to recognize the Union as the sole bargaining agent for all employees of the newspaper press-plate making department of the Standard-Freeholder who are engaged in recognized press-plate making work or who have commenced their apprenticeship in this work, save and except foreman and persons above the rank of foreman.

d) Adbuilding!Admaking:

The Company recognizes the Union as the exclusive bargaining agent for employees named as Adbuilders and Admakers employed by the Standard Freeholder.

It is understood and agreed by the parties that this agreement does not extend over any work connected with input or any work connected with the makeup/pagination of anything other than retail display ads.

Employees employed to makeup/paginate retail display ads will be covered by this agreement. However, it is further understood and agreed that the makeup/pagination of retail display ads is not exclusive to employees covered by this agreement and may be done by retail advertising salespersons, persons outside the newspaper, persons currently performing the work, or, if necessary, members of management.

e) Part-Time Admakers:

In the event a part-time Admaker is hired, the parties will meet to discuss which provisions of the collective agreement applicable to full-time admakers apply to the parttime admaker(s).

Part-time admaker(s) shall not be employed to make up retail display ads where such employment would displace a full-time adbuilder or admaker making up retail display ads. Part-time admakers are persons employed for not more than 24 hours per week, who may be needed due to work volume requirements.

f) Temporary Admakers:

A temporary admaker is one who is employed for a specified period to cover an approved leave of absence (including sickness or injury) for the duration of such absence, vacations, special projects, or other reasons for a period of up to six months.

Upon completion of the work period, he/she is considered terminated and the severance provisions of the collective agreement will not apply to these individuals.


Temporary admakers shall be informed at the time of their hiring that their employment is of a temporary nature.

Temporary admakers must join the union and pay recognized union dues effective on date of hiring.

Except as amended herein, all terms and conditions for tempormy admakers shall be in accordance with the terms and conditions of the collective agreement.

The wage rate for a temporary admaker shall be: $10.45.

A temporary admaker who is continuously employed for longer than twelve months shall be paid: $ll.l5.

Vacations and Statutory Holidays will conform to the Employment Standards Act of Ontario.

g) Prepress and Graphic Artists:

The Company agrees to recognize the Union as the sole bargaining agent for all Prepress employees and Graphic Artists of the Standard-Freeholder, employed in Cornwall, Ontario, save and except supervisors, persons above the rank of supervisor and students employed during the school vacation periods, or students undergoing training.

SECTION 3- UNION MEMBERSHIP/DUES CHECK-OFF

All employees covered by this collective agreement shall, as a condition of employment, be required to join the Union and maintain their membership in good standing for the duration of this agreement.

Employees hired to perform work under the terms ofthis agreement shall be required to become members of the Union and, pay union dues within thirty (30) calendar days fi·om their date of hire. Such dues shall be deducted weekly and shall be paid to the union not later than the l51

h of the month following. Provided the Company is given prior written authorization by the employee, such dues shall be deducted from the employee's earnings in accordance with the Union's schedule of dues finnished to the Company by the Union. Such schedule may be amended by the Union to take effect the month following in which notice is given. The company agrees to introduce new employees covered by this collective agreement to the local union representative(s) within one week for the purpose of signing any required union documentation. This introduction (of up to a maximum of thirty minutes) shall occur during working hours, provided that it does not adversely affect the department(s) involved.


SECTION 4- UNION REPRESENTATION I CHAPEL MEETINGS

a) The union will inform the Company of the name of the chapel chairperson, and/or designate. The Company agrees that there shall be no discipline of the chapel chairperson for carrying out union business as permitted by this agreement. The union will notifY the Company of any changes in writing.

It is understood that the chapel chairperson is the contact for matters pertaining to the administration of the collective agreement.

b) An employee shall have the right to union representation, if he/she so elects, when receiving a formal verbal or written reprimand, suspension or discharge.

The absence of a union representative, if reasonable attempts have been made to ensure attendance of a union representative, does not nullifY discipline or any action taken.

The Company agrees to copy the local union office on any disciplinary letter given to an employee.

Upon written request from an employee, the Company shall have three (3) days to provide copy of his/her disciplinary record.

c) Upon prior approval of the Publisher or designate, a Local Union Representative shall be granted access to a designated area for the purpose of conducting union business in connection with the collective agreement.

d) It is understood that no chapel meetings shall be held during working hours, except with the permission of the Publisher or designate. A bulletin board shall be provided for the union solely for the purpose of posting notices of union business. Other matters may be posted by the union upon mutual consent between the union and the Company.

e) Provided that two weeks written notice is given to the Company, the chapel chairperson (or designate) will be permitted to attend Executive Meetings without pay, without loss of seniority, and without loss of vacation entitlement. It is understood that the Company shall not incur any additional costs as a result of this clause 4 (e).


SECTION 5- MANAGEMENT RIGHTS

The Union acknowledges that it is the exclusive function of the Company to:

a) Maintain order, discipline and efficiency. b) Hire, discharge, classifY, direct, transfer, lay-off, promote and discipline for just

cause subject to the grievance and other rights herein provided by this agreement, retire (upon attaining the normal retirement age of sixty-five).

c) Make and alter from time to time rules and regulations to be observed by all employees, provided that they are not inconsistent with the provisions of this agreement; and generally to manage the enterprise in which the Company is engaged, and to determine the methods and equipment to be used.

d) The Company shall have the sole right to detetmine the specific days on which publication shall be maintained, the number of editions to be published, when other work shall be performed and shall be the judge of the number of employees required in any capacity.

e) The Company shall be the judge of an employee's ability. f) The Company may discharge for just cause and sufficient cause, including but not

restricted to lack of professional ability; failure to complete assignments or for violation of office rules. Office rules will be kept posted and shall not conflict with the civic rights of the employees.

g) The operation, authority and control of the press-stereotype department shall be vested exclusively in the Company through its representatives. Assistants designated by the foreman shall exercise the authority granted by this agreement in the foreman's absence.

h) The Company has full control over all operations in the composing room and shall be the judge of competency of all employees.

SECTION 6- INFORMATION

The Company shall supply the Union on request with a list containing the following information for all employees covered by the Agreement:

1) Name, address, sex, date of birth, social insurance number 2) Date of hiring 3) Classification and rating

The Company shall notifY the Union monthly in writing of:

1) Changes in classification and effective dates 2) Resignations, retirements, deaths and effective dates

Within two weeks after the hiring of a new employee, the Company shall furnish the Union in writing with the data specified above for each such new employee.


SECTION 7- STRIKES OR LOCK-OUTS

a) The Union agrees that during the lifetime of this agreement it will not cause, direct or permit any strike, slowdown or other collective action on the part ofthe employees represented by the Union which tend to interfere with publication or operation of the Company's business.

b) The Company agrees that during the lifetime of this agreement, it will not lockout the employees.

SECTION 8- NO DISCRIMINATION

The Company and the Union agree that no employee will be discriminated against in any way because of sex, race, religion, colour, age (subject to the established maximum and minimum age in accordance with applicable laws), marital status, sexual orientation or handicap.

SECTION 9- PROBATIONARY PERIOD

New employees shall be considered probationary employees for the first three (3) months of their employment or the first sixty (60) shifts worked which ever is longer. Upon successful completion of the probationary period an employee's length of service shall date from their original (date of hire) hiring date. Grievances may not be presented in connection with the discharge or layoff of probationary employees. Probationary employees are entitled to all other rights and privileges accruing.

Termination of employment during or at the end of the probationary period shall be at the Company's sole discretion and shall be deemed to be just and sufficient cause. The Company agrees that it shall not act in bad faith in the application of this clause.

The Union will be advised of a probationary employee's termination in writing.

SECTION 10- SENIORITY

a) Seniority standing shall be deemed to mean length of continuous service with the Company. Seniority once established for an employee shall be forfeited and the employee's employment shall be deemed to be terminated under the following circumstances:

I. Resignation, II. Retirement,

III. Discharge for just cause without reinstatement through the grievance or arbitration procedure,

IV. Layoff for a period exceeding three (3) months, V. Absence from work for more than three (3) working days without

providing a reasonable explanation to the Company,


VI. Absence from work beyond an authorized leave or vacation without providing a reasonable explanation to the Company; or

VII. Failure to report for work within seven (7) days after notification of recall to work following a layoff(in accordance with Section 28[b])

Seniority standing shall govem the choice of vacations (and shifts in the Pressroom and for adbuilders/admakers) in each department and classification. In the event of lay-off and rehiring, seniority will apply in each department and classification providing the employee is capable of performing the work required.

b) If a named adbuilder becomes surplus as a direct result of employees being hired to admaker (or temporary admaker) positions to make up retail display ads, the admakers (or temporary admakers) will be laid off prior to the named ad builders, provided the remaining named adbuilders are competent to perform the work.

Should there be an increase in the work force, the members laid off shall, if available within five working days, be reinstated in reverse order in which they were laid off before other help may be employed.

SECTION 11 -RIGHT TO RETURN TO THE BARGAINING UNIT

Employees transferred or promoted to positions outside the bargaining unit shall have the right to return to the bargaining unit without loss of seniority for a period of ninety (90) days following their appointment to such positions.

SECTION 12- GRIEVANCE PROCEDURE

a) It is agreed that no employee has a grievance until he/she has given his/her immediate supervisor fifteen (15) working days in which to adjust any complaint which has arisen. If, within that time, no agreement is reached, the matter may be submitted to the Joint Standing Committee in accordance with the provisions of this section. A matter need not be accepted as a grievance if submitted more than fifteen (15) working days after the occurrence of the circumstances giving rise to the grievance or fifteen (15) working days after the grievor and/or the Union became aware of such circumstances.

b) Any grievance must be presented to the Joint Standing Committee in writing, briefly setting forth grounds for the complaint and the action sought.

c) A Joint Standing Committee shall be maintained, to consist of two representatives of the Company and two representatives of the union and in case of vacancy, or prolonged absence, another shall immediately be appointed in his place. To this committee shall be referred by either party all questions which may arise as to the construction to be placed upon any clause of this agreement or alleged violations thereof, which carmot be settled othetwise. Pending a decision by the Joint Standing Committee, the directions and orders of the Company shall be


maintained, canied out and given full effect until such dispute has been finally disposed of as provided herein, so long as such directions or orders do not change conditions expressly established by this agreement. Such Joint Standing Committee shall meet within ten (1 0) days after any question or difference shall have been refened to it and shall render a decision within ten (1 0) days after the first meeting and such decision shall be binding upon both parties.

d) If the Joint Standing Committee cannot reach an agreement on the question or difference refened to them, at the request of either party hereto, the matter may be refened to a Board of Arbitration within fifteen (15) days and the two to agree upon a third who shall be disinterested party and who will act as Chairman of the Board. The Board shall meet and render a decision within twenty (20) days of the naming of the third member. If no written request for arbitration is received within thirty (3 0) days, the grievance shall be deemed to have been abandoned.

e) It shall require the affirmative vote of at least 2 members of the Board to decide the issue, and the decision of the Board shall be final and binding on the parties hereto. The cost of the Chairman shall be borne equally by the parties.

f) Time limits set out in this section may be extended by mutual agreement in writing.

SECTION 13- HOURS OF WORK

Advertising, Business Office, Circulation:

a) The hours of work shall be 37-1/2 hours per week.

b) Work schedule shall be ananged by the Company 2 weeks in advance, such schedules may be changed by the Company only to meet the exigencies of production.

c) The employer will endeavor to provide all employees with two (2) consecutive days off.

Editorial:

d) For reporters/photographers on rotation the standard work period shall be 77-1/2 hours spread over 10 shifts of7-3/4 hours each, exclusive of a lunch period, in any two calendar week period. For the remaining employees, the standard work week shall be 38-3/4 hours over 5 shifts of7-3/4 hours.

e) When required, split shifts will be worked.

f) The hours of work shall be posted by Wednesday of the week prior but may be changed by the Company at any time due to an emergency.


g) The employer will endeavor to provide all employees with two (2) consecutive days off.

Press-plate making:

h) 7-3/4 hours shall constitute a day's work. 5 days shall constitute a week's work.

i) It is understood that the work schedule shall include a fair and equitable rotation of consecutive days off amongst all employees anJ managers working in the pressroom.

Adbuilding/ Admaking:

j) 7-3/4 hours shall constitute a day's work; 5 days shall constitute a week's work.

k) Day work shall be between 6:00a.m. and 6:00p.m. Night work between 6:00 p.m. and 6:00a.m. 7-1/4 hours shall constitute a night's work; 5 nights shall constitute a week's work.

Employees will start at 6:00 a.m. on a voluntary basis as needed provided that in the event there are not sufficient volunteers the lowest priority employee(s) must accept the new starting time.

I) No regular full-time employee shall be employed or paid for less than a full shift, except when discharged for cause or excused at his/her own request.

m) The employer will endeavor to provide all employees with two (2) consecutive days off.

Prepress and Graphic Artists:

n) The hours of work shall be 38-3/4 hours per week.

o) Work schedule shall be arranged by the Company 2 weeks in advance, such schedules may be changed by the Company only to meet the exigencies of production.

SECTION 14- OVERTIME

a) The company shall compensate for all overtime at the rate of time-and-one-half in cash or time off equivalent to time-and-one-half. Overtime shall be defined as work authorized and worked beyond the standard work week.

b) Overtime shall be worked when required.

Comwal12006-2009 Coli.Agreem.doc 11

c) Overtime will be distributed as equally as possible according to an employee's particular sphere of work.

d) It is understood that overtime compensated in time off shall be scheduled and taken within a period of 3 0 days at a time that is mutually satisfactory to the Company and the employee.

SECTION 15- WAGES

Advertising, Business Office and Circulation:

a) The following schedule of weekly wages shall apply to employees covered by this agreement during its term. No full-time employee shall receive less than the weekly wage for a full week's work.

b) Regular full-time employees shall advance to the next established progression level in each classification on the anniversary of their original assignment to the classification.

c) Nothing contained herein shall prohibit the Company from granting, or the employees from receiving, merit wages in excess of the amounts set forth in the minimums outlined in this section, provided that the Company shall not be required to continue such merit wages when, in the Company's opinion, they are no longer justified.

ADVERTISING CLERK

Previously July 24, 2006 June 16, 2007 June 16, 2008

January 1, 2009

CUST. SERVICE REPS.

Previously July 24, 2006 June 16, 2007

AFTER AFTER AFTER START 1 YEAR 2 YEAR 3 YEAR

$ 486.34 $ 523.56 $ 551.46 $ 579.35 $ 499.84 $ 537.06 $ 564.96 $ 592.85 $ 509.84 $ 547.80 $ 576.26 $ 604.71 $ 520.03 $ 558.76 $ 587.78 $ 616.80 $522.63 $561.55 $590.72 $619.89

AFTER AFTER AFTER START 1 YEAR 2 YEAR 3 YEAR

$ 449.13 $ 483.43 $ 509.12 $ 534.83 $ 462.63 $ 496.93 $ 522.62 $ 548.33 $471.88 $ 506.87 $ 533.07 $ 559.30


June 16, 2008 January 1 , 2009

CIRCULATION REPS.

Previously July 24, 2006 June 16, 2007 June 16, 2008

January 1, 2009

Editorial:

$481.32 $517.01 $543.73$570.48 $483.73 $ 519.59 $ 546.45 $ 573.33

AFTER AFTER AFTER AFTER START 1 YEAR 2 YEAR 3 YEAR 4 YEAR

$ 399.68 $ 430.00 $ 460.26 $ 500.48 $ 542.50 $ 413.18 $ 443.50 $ 473.76 $ 513.98 $ 556.00 $421.44 $452.37 $483.24 $ 524.26 $ 567.12 $ 429.87 $ 461.42 $ 492.90 $ 534.74 $ 578.46 $ 432.02 $ 463.72 $ 495.36 $ 537.42 $ 581.35

d) The following schedule of weekly wages shall apply to employees covered by this agreement during its term. No full-time employee shall receive less than the weekly wage for a full week's work.

e) Regular full-time employees shall advance to the next established progression level in each classification on the anniversary of their original assignment to the classification.

f) Nothing contained herein shall prohibit the Company from granting, or the employee from receiving, merit wages in excess of the amounts set fotth in the minimums outlined in this section, provided that the Company shall not be required to continue such merit wages when, in the Company's opinion, they are no longer justified.

REPORTER I PHOTOGRAPHER, PHOTOGRAPHER/DARKROOM TECHNICIAN

AFTER AFTER AFTER AFTER AFTER START 1 YEAR 2YEAR 3YEAR 4YEAR 5YEAR

Previously $457.07 $507.33 $557.60 $607.87 $658.14 $705.08 July 24, 2006 $471.02 $ 521.28 $ 571.55 $ 621.82 $672.09 $ 719.03 June 16, 2007 $480.44 $ 531.71 $582.98 $634.26 $685.53 $ 733.41 June 16, 2008 $ 490.05 $542.34 $594.64 $646.94 $699.24 $748.08

January 1, 2009 $492.50 $545.05 $ 597.61 $650.18 $702.74 $ 751.82


Pressroom:

g) The following percentages of the journeyman's scale shall be the scale for apprentices.

I ' 1 Six Months 2"d Six Months 1st year 50% 55% 2"d year 60% 65% 3'd year 70% 75% 41

h year 80% 85%

h) The scale for journeyman shall be:

JOURNEYMAN

Previously $ 18.20 July 24, 2006 $ 18.56 June 16, 2007 $ 18.93 June 16, 2008 $ 19.31

January 1 , 2009 $ 19.41

i) Night rate- same weekly wages as days for 36-1/4 hours.

j) A journeyman pressman designated as assistant foreman will be paid a $15.00 per week premium.

Adbuilding/ Admaking:

k) All Adbuilders shall receive effective:

ADBUILDERS

Previously $ 18.20 July 24, 2006 $ 18.56 June 16, 2007 $ 18.93 June 16, 2008 $ 19.31

January 1, 2009 $ 19.41

Night Rate: Same weekly wage as days for 36-114 hours.

Employees hired after June 16, 1995 will be called Admakers. Admalcers will be paid according to the following scale:


ADMAKERS AFTER AFTER AFTER

START 1 YEAR 2YEAR 3YEAR

Previously $ 11.07 $ 11.95 $ 13.74 $ 15.52 July 24, 2006 $ 11.43 $ 12.31 $ 14.10 $ 15.88 June 16, 2007 $ 11.66 $ 12.56 $ 14.38 $ 16.20 June 16, 2008 $ 11.89 $ 12.81 $ 14.67 $ 16.52

January 1, 2009 $ 11.95 $ 12.87 $ 14.74 $ 16.60

Pre11ress and Gral!hic Artists:

1) Prepress employees and Graphic Aliists will be paid according to the following scale:

PREPRESS & GRAPHIC ARTISTS AFTER AFTER AFTER

START 1 YEAR 2YEAR 3YEAR

Previously $ 11.07 $ 11.95 $ 13.74 $ 15.52 July 24, 2006 $ 11.43 $ 12.31 $ 14.10 $ 15.88 June 16, 2007 $ 11.66 $ 12.56 $ 14.38 $ 16.20 June 16, 2008 $ 11.89 $ 12.81 $ 14.67 $ 16.52

January 1, 2009 $ 11.95 $ 12.87 $ 14.74 $ 16.60

SECTION 16- STATUTORY HOLIDAYS

a) The Company agrees to observe the following holidays: New Year's Day Labour Day Good Friday Thanksgiving Day Victoria Day Christmas Day Canada Day Boxing Day Civic Holiday

b) It is understood that for the night shift, statutory holidays outlined above or days celebrated as such, will be celebrated the night prior to said holidays or days celebrated as such.

c) If an employee is away the day before or the day after the statutory holiday, he/she shall be paid for the holiday only after he has satisfied the Company of the reason of his absence or when a doctor's certificate is produced on ills return to work.

Comwall2006-2009 Coll.Agreem.doc 15

d) In the event of an above-listed holiday occurring on a full-time employee's day off, or during a paid vacation period, such employees shall receive an alternative day off with pay at a time mutually agreed upon between the employee and the Company.

e) Employee scheduled to work on one of the above named holidays shall receive straight-time pay when not required to report. Employees required to report shall receive the holiday pay plus time-and-one-halftheir regular hourly rate in cash or time off equivalent to time-and-one-half for all hours worked. It is understood that all such time off shall be scheduled and taken within a period of thirty (30) days at a time that is mutually satisfactory to the employee and the Company.

SECTION 17- VACATIONS WITH PAY

a) All employees covered by the terms of this agreement with one year's continuous employment with the Company as of April 30 of any year shall receive I 0 days vacation with pay.

b) Employees who have less than one year's continuous service as of April30 shall receive one day's vacation for each 26 shifts worked.

c) Employees with 5 years continuous service with the Company as of April 3 0 of any year shall receive 15 days vacation with pay.

d) Employees with 11 years continuous service with the Company as of April 30 of any year shall receive 20 days vacation with pay. Effective May 1, 2007 employees with 10 years continuous service with the Company as of April 30 of any year shall receive 20 days vacation with pay.

e) Employees with 21 years continuous service with the Company as of April 3 0 of any year shall receive 25 days vacation with pay. Effective May 1, 2008 employees with 20 years continuous service with the Company as of April 3 0 of any year shall receive 25 days vacation with pay.

f) Employees who work less than their scheduled number of shifts shall receive their vacation with pay on a percentage basis relative to the number of weeks of entitlement.

g) The time of the year that each employee shall take their vacation shall be determined by the Company after consultation with the Union while giving first objective priority to the needs of the operations. Vacation requests shall not be unreasonably withheld. The vacation for the purposes of the present section shall be between May 1st of one year and April 30th of the following year.

It is agreed that each year, employees shall select their vacation in order of seniority, by department, between January 1st and March 151

h. Within fifteen (15) days of completion of such vacation selection by all employees, the Company shall advise as


to the vacation schedule, for the balance of the year, and in cases of conflict shall award vacation preference based on seniority. Any employee who fails to select his/her vacation during the above period, will have vacation scheduled around vacations already scheduled by employees who submitted their requests in a timely fashion.

h) Vacations of more than 2 weeks need not be consecutive.

SECTION 18- BEREAVEMENT LEAVE

All employees will be granted bereavement leave with pay for purpose of making funeral arrangements and attending said funeral in the following amounts:

a) All employees having a death in the immediate family will be compensated by the Employer up to the maximum of 3 days of absence with pay up to and including the day of the funeral, if such days fall within said employee's regular work week. Employees shall not be paid for regularly scheduled slide days or during a paid vacation. The immediate family will consist of employee's spouse, children, adopted children, father, mother, step parent, father-in-law, mother-in-law, sister and brother

b) For the purpose of attending the funeral, one day will be granted for brother-inlaw, sister-in-law and two days will be granted for grandparents and grandchildren.

c) Additional bereavement leave without pay may be granted at the discretion of the Publisher. In addition, exceptional circumstances shall be taken into account in the application of this section.

SECTION 19- MATERNITY AND PARENTAL LEAVE

Maternity I Parental leave shall be granted in accordance with the Employment Standards Act of Ontario.

Failure to return to work after maternity I parental leave shall be considered as voluntary resignation.

An employee returning from maternity I parental leave shall be reinstated in the position held immediately previous to such leave at the salary the employee would have received had employment been continuous; with full credit toward severance pay accrual, experience rating and other length of service benefits. However, it is understood that periods of maternity I parental leave shall not be counted towards completion of probationary periods of employment under Section 9 of the present agreement.


SECTION 20- JURY DUTY

A regular full-time employee who is called for jury duty in criminal court, or is subpoenaed as a crown witness, shall be granted a leave of absence and shall receive the difference between the court rate and the amount of straight time earnings lost by reason of such service. To qualifY, an employee must produce proof that the absence was in response to a summons for jury duty, service as a juror, or as a crown witness and must make him/herself available for work whenever excluded from such duty for one half day or more.

In the case of employees working night shifts, they may, with prior approval of their manager, take either the night preceding or the night following the jmy duty off, with pay calculated as outlined above.

SECTION 21 -HEALTH AND SAFETY

a) The Union agrees to cooperate with the Employer in its endeavors toward improving working conditions by means of employees on safe work habits, increasing safety morale of employees and obtaining good and safe housekeeping in the said departments.

b) No employee shall be required to perform an assignment if a hazard endangering that employee exists.

c) The Company shall pay an annual safety boot allowance of$95.00 per Pressroom employee on or about April 15, of each year. Employees shall be required to wear safety boots or shoes. Effective April 15, 2007 the company shall pay an annual safety boot allowance of$105.00. Effective Aprill5, 2008 the company shall pay an annual safety boot allowance of $115.00.

d) There shall be a Joint Health and Safety Committee consisting of two representatives for the employees and two representatives for the Company. The committee shall meet once per month and the meeting shall be limited to matters of health and safety. Minutes from these meetings shall be posted on the health and safety bulletin board. It is understood that union representatives on the Committee shall attend meetings without loss of pay or shall be compensated at their regular rate of pay for the duration of the meetings, when such meetings are held outside regular working hours.

SECTION 22- CONFIDENTIAL INFORMATION

Prior to publication, no information or advertising material of any kind shall be provided or conveyed by the employee to any person, company or other medium, circulation, offered for sale or distribution free of charge or broadcast or displayed in the circulation


area of the newspaper unless in each specific instance approval of the Publisher has been received in writing, in advance.

SECTION 23- OUTSIDE ACTIVITY

Employees shall be free to engage in any activities outside of working hours, provided such activities do not consist of services performed in direct or indirect competition with the Company, and do not result in any conflict of interest with respect to the employee's duties with the Company.

SECTION 24- PROFESSIONAL ACTIVITIES

Except for columns and opinion pieces, the Company shall not use bylines over the employee's protest.

SECTION 25- RE-USE OF MATERIAL

a) On the basis of the rates of compensation established in this contract the Company has the full right to use and/or re-use, in any manner, form or medium that the Company chooses, all material produced by Editorial employees during their employment with the Standard-Freeholder.

SECTION 26- PRESS-PLATE MAKING APPRENTICES

It is recognized that the training of apprentices is a mutual responsibility of both the Company and the Union. The Company agrees to provide every available opportunity for apprentices to learn all aspects of their trade. It is further agreed that after consultation with the Union, an apprentice's tetm may be extended for lack of progress. It is also understood that the Company shall have the right to replace apprentices terminated after completion of their apprenticeship.

SECTION 27- PAST PRACTICES

The Union agrees that this agreement is intended to cover all matters affecting wages and other terms and conditions of employment and that during the term of this agreement the Publisher will not be required to negotiate these or any other terms specially set forth in this agreement. Unless agreed to by both parties, all practices and procedures will conform to this agreement.

SECTION 28- SEVERANCE PAY

a) Severance Pay will be provided in accordance with The Employment Standards Act of Ontario.


In the event of a discontinuation of an entire department, the severance pay shall be in the amount of two (2) weeks' pay for each year of completed service up to a maximum of thirty-two (32) weeks pay. It is understood that the amount so determined will be inclusive of any entitlement under The Employment Standards Act of Ontario.

b) An employee whose employment has been terminated and who qualifies for severance pay will have a right of recall to the classification from which they were terminated for a period of three (3) months. Notice ofrecall will be made by registered mail to the employee's last address on file with the Company. The employee must report to work within one (I) week of notice of recall or forfeit their right of recall.

An employee who is recalled prior to the end of the period for which he/she received severance pay shall refund the unexpired portion of the severance pay upon his/her return.

An individual who is recalled to work after having received severance pay shall, if the employee becomes entitled to severance pay again, have deducted from his or her continuous service the amount of continuous service used to determine the amount of severance pay previously paid to the employee. This adjustment in continuous service shall be made only for the purpose of calculating future entitlement to severance pay.

SECTION 29- MERIT PAY

Nothing contained herein shall prohibit the Company from granting, or the employees from receiving, merit wages in excess of the amounts set forth in the minimums outlined in this section, provided that the Company shall not be required to continue such merit wages when, in the Company's opinion, they are no longer justified.

SECTION 30- LABOUR RELATIONS

At the call of the Union, management and union representatives shall meet no more than once every three (3) months to discuss all matters except grievances and arbitrations. These meetings will not infringe on any article or administration of an article in this agreement. An officer of the Union or the Publisher may attend these meetings.

Minutes shall be recorded and verified by the Union and the Company.

These meetings will be held on Company time when possible.

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SECTION 31- WELFARE PLAN

a) The Company agrees that, effective January 1, 2004, a weekly indemnity plan will be implemented for all employees covered by this agreement. The premium cost of this plan will be shared on a 50/50 cost sharing basis with the employees. It is understood that employees maybe required to submit a doctor's certificate, satisfactory to the Company upon their return to work.

b) Employees covered by this collective agreement shall be entitled to two (2) paid sick days per year.

c) Upon ratification of the present agreement, the Company agrees to implement a Long Term Disability Plan on a 50/50 cost-sharing basis with the employees. It is understood that employees covered under this plan will be eligible for payment of benefits after a continuous period of 119 days of disability due to the same or related causes.

d) The Company agrees to maintain, in no less beneficial form, the level of benefits in effect upon ratification of the present agreement.

e) Medical or dental appointments during working hours shall be covered by vacation time or other time owed. The Company must be given at least forty-eight ( 48) hours prior notice and approval will be subject to the operational requirements of the business.

f) Effective January 1, 2004 - The Company shall provide a vision care plan for regular full-time employees only covered by this collective agreement, providing a benefit of $100.00 every 24 months, upon submission of approved receipts. It is understood that employees must elect coverage under the Major Medical Plan in order to be eligible for this vision care coverage. Effective January 1, 2007, the benefit will increase to $ 150.00 every 24 months, upon submission of approved receipts.

SECTION 32- EXPENSES AND EQUIPMENT

a) Upon submission of expense reports in the prescribed form and properly supported by vouchers, where obtainable, the Company shall pay monthly all authorized expenses incurred by employees in the service of the Company.

b) Each employee using a company vehicle must follow the prescribed company regulations regarding its operation to ensure that all vehicles are maintained in a safe and efficient operating condition.


c) Employees must use their own vehicles when necessary, as determined by the Company. When authorized to use their own vehicles, employees shall be reimbursed at the rate of $0.32 per kilometre, effective upon ratification. Effective June 16,2007, the rate will increase to$ 0.34 per kilometre. Effective June 16,2008, the rate will increase to$ 0.36 per kilometre.

d) (Applies to Editorial employees only) Ownership of photographic equipment shall not be a condition of employment. No employee will be required to use personal photographic equipment on Company business. No employee shall use any company equipment or material for any purpose other than company business, nor shall the product of his/her work assignments be made available to any individual, group or firm without the consent of the Company.

SECTION 33- G.C.I.U. EMPLOYERS RETIREMENT FUND (Applies to press-plate making department employees and to adbuilder/admakers only)

a) The Company agrees to contribute to the G.C.I.U. Employer Retirement Fund for Canada, hereinafter sometimes referred to as the Plan, for each employee covered by this agreement, for the purpose of providing pensions on retirement, death benefits and other related benefits for covered employees of the Company and other contributing employers. Contributions shall be made for any straight-time shift for which an employee receives compensation (e.g. vacations, holidays, disability, insurance, bereavement leave). The plan is jointly administered by Trustees. Company contributions will be calculated at the rate of 3.8% of straight time weekly wages. Effective June 16, 2008 Company contributions will be calculated at the rate of 4.0% of straight time weekly wages.

b) Contributions shall be made by cheque, money order or similarly recognized medium of exchange and shall be made payable in Canadian funds and forwarded to the Canada Trust Company, c/o The Administrator, James A. Coombs Limited, 102 Bloor St. W., Toronto, Ontario, no later than the 15th of the following month, together with reports on forms to be provided by the Plan. Title to all monies paid into the Plan shall be vested and shall be held exclusively by the Tmstees in trust for nse in providing the benefits under the Plan and paying its expenses.

c) Notwithstanding, the Company's sole liability, as to pension benefits for its employees covered by this collective bargaining agreement, is limited to its negotiated contributions to the GCIU Employer Retirement Fund for Canada. The Publisher specifically assumes no responsibility for the benefits promised the participants and the GCIU Employer Retirement Fund of Canada by the Trustees, the GCIU or their advisers.

d) Retirement for adbuilders/admalcers shall be mandatory upon attainment of age 65.


SECTION 33A- PENSION PLAN

Employees not covered by Section 33 above shall have the option of joining the Osprey Media LP Pension Plan under the terms and conditions of that Plan.

SECTION 34- TERM OF AGREEMENT

This agreement shall be in effect from July 24,2006 until June 15,2009. Written notice of intention to terminate or amend shall be given by either party within 30 days prior to the expiration date. During negotiations for renewal, the terms of this contract shall govern the parties.

IN WITNESS WHEREOF, each of the parties hereto has caused this agreement to be executed by its duly authorized representatives as of the date first herein above written.

N1 hadwick

~~~R/ Kevin Lajme

-~):) 51 Brian Doggett~ '-

~~JC~ Che"Cintosh

Cornwall 2006-2009 Coii.Agreem.doc

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23

Letter of Understanding #1- ADBUILDER/ADMAKER/GRAPHIC ARTISTS It is agreed that the following employees shall be considered as working in the same classification for layoff purposes and/or for application of seniority in the event of a reduction in the workforce.

Heather Bellmore Tao Jiang Nick Chadwick Jessica Legroulx

Date of Hire March 20, 1989 May 6, 1999 October 25, 2004 September 18, 2005

Letter of Understanding #2- PRESS

The parties agree on the importance of obtaining commercial work in order to contribute to the well being of the newspaper. It is critical that we maintain streamlined operations to remain competitive in the commercial print market. To that end, the parties recognize the need for the Company to utilize part-time personnel as dictated by the commercial print workload. Individuals utilized shall be paid at either joumeyman rate, or on an apprentice scale depending on their skill level determined by the Company. The number of apprentices shall not exceed the number of joumeymen in the pressroom.

LETTER OF UNDERSTANDING #3- PAPERHANDLING

During the 2003 negotiations, the parties agreed that the functions of unloading trucks delivering newsprint rolls and the subsequent placement of such rolls will be performed by the pressroom employees.


LETTER OF UNDERSTANDING #4- WELFARE PLAN COST DISTRIBUTION

WELFARE PLAN COST DISTRIBUTION

COMPANY EMPLOYEES

Life Insurance 66.67% 33.33%

Hospital Insurance 66.67% 33.33%

Dental Insurance 66.67% 33.33%

Major Medical Insurance 66.67% 33.33%

Weekly Indemnity 50.00% 50.00%

Long Term Disability 50.00% 50.00%

LETTER OF UNDERSTANDING #5- TRAINING

The Company is committed to provide training opportunities to affected employees in the operation of any new or modified processes introduced during the course of the contract. The Company shall also provide graphic design training through outside assistance or courses when feasible, or through in-house instructions by current employees.

LETTER OF UNDERSTANDING #6- POST AGE 65 EMPLOYMENT

Notwithstanding Section 8 or any other Sections of this agreement, the parties agree that in the event that an employee continues to work past the age of sixty-five (65), the following will apply for the duration of this collective agreement. The employee shall not be eligible for the long-term disability plan. In addition, the Employer shall not incur any increased costs associated with the other applicable benefits listed in Section 31 and Letter of Understanding# 4, beyond the level paid for the employee the month prior to attainment of age sixty-five (65). It is understood that the employee would be responsible for any additional costs.

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