COLLECTIVE AGREEMENT

between

Compass Canada Support Services Ltd.

o/a Hurley at Orillia Campus of Georgian College

(hereinafter referred to as the Employer)

-and -

Service Employees International Union, Local 2

(hereinafter referred to as the Union)

Effective Date:

Expiry Date:

December 1, 2016

December 1, 2019

TABLE OF CONTENTS

ARTICLE 1- GENERAL ... ... ...... ..... ..... .............. .. ...... .... ..... .. ... ... ... .. ... .... .. ... .... .... ..... ... ... .. .. . 3

ARTICLE 2- RECOGNITION ... ... ... .. ............................ ... .... .. ..... .. ........ .... ........................ ... 3

ARTICLE 3- RELATIO.NSHIP .. .......... .. ....... ...... .. ..... .. ...... ....... .... ... .... .. ......... .. ..... .. ...... ....... 3

ARTICLE 4 - UNION DUES .... .. ........ ..... ... ... ..... .. ... .......... .. ........ .......... ...... .. ... ..... .... ...... .... . 4

ARTICLE 5 - MANAGEMENT FUNCTIONS .. .... .... .. .... .. .... .... .... .... .. ............ .... ...... .... .. .... ..... 5

ARTICLE 6 - NO STRIKE, NO LOCKOUTS ........ ...... .. .. ...... .. .... .... .... ....... .. .. ........................ .. 5

ARTICLE 7 - UNION STEWARDS .. ..... .. .... .... ..... .. .. ...... ..... .. .. .. ......... ... .......... ... ... .. .... .. ... ..... 6

ARTICLE 8 - GRIEVANCE PROCEDURE .. .. .... ... .. ...... .. .... ... ........ ................... ... .... .. .............. 7

ARTICLE 9- PROBATIONARY PERIOD .... .. .... ..... ... .. .... .. .......... .... ... .... .... .. ....................... 10

ARTICLE 10 - SENIORITY ........ ....... .......... .. ... ..... .. .. .... .. ............. .. ........ ............................ 10

ARTICLE 11 - JOB POSTINGS, LAY-OFF AND RECALL ............ ............. .... ............... .. ........ 11

ARTICLE 12 - WAGES .... ....... ....... .. ... .. .. ... ........................................ ....... ... .. .......... ..... .... 13

ARTICLE 13 - HOURS OF WORK AND OVERTIME ......... .................................................. 13

ARTICLE 14- HOLIDAYS ...... .. ... .......... ... .. ..... .... ....... ................. ... ..... .. .. .. ........ ................ 14

ARTICLE 15 - VACATIONS ..... .. ................................ ........................... ................. .. ......... 15

ARTICLE 16- LEAVE OF ABSENCE .. . : .. ...... ...... .. ........ .... .. .......... .... .... .... .................... ...... 15

ARTICLE 17- UNIFORMS ..................................... ............ .............................................. 17

ARTICLE 18- GENERAL ... ... ...... .......... .. .. ........... .. ............ ....................... .............. .... ..... . 17

ARTICLE 19 - BULLETIN BOARDS ..................... .. ........................ ...... .. ..................... ....... 18

ARTICLE 20 - EXTENDED HEALTH BENEFITS .................................................................. 18

ARTICLE 21- HEALTH AND SAFETY ................................................................. ............... 18

ARTICLE 22 - DURATION ....... ........................................................................................ 19

SCHEDULE "A" .... .... .. ... ........... ..................... .... .............. .. .......... .... .. ..... ...... .................. 20

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between

COLLECTIVE AGREEMENT

Compass Canada Support Services Ltd. o/a Hurley at Orillia Campus of Georgian College

(Hereinafter called the "Employer")

-and-

SERVICE EMPLOYEES INTERNATIONAL UNION (SEIU) LOCAL 2 (Hereinafter called the "Union")

ARTICLE 1- GENERAL

1.01 It is the central purpose of this agreement t o provide continuous, harmonious and efficient operations of the Employer, to establish the uniform, specific t erms and cond itions of employment for the employees, and to provide machinery for the prompt and equitable disposition of grievances.

ARTICLE 2- RECOGNITION

2.01 The Employer recognizes the Union as the sole and exclusive bargaining agent for its employees at Georgia n College in the City of Ori llia, save and except supervisors and persons above the rank of a supervisor.

2.02 This agreement sha ll not be construed to extend to or to effect in any other phase of the Employerls business. The t erm 11 employee 11 or 11 employees 11 as used in this agreement shall be construed to include only the classifications of employees set forth in th is article and Schedule 11A11 and shall not be construed to include any other employees of the Employer in any of the Employer1s other decisions, branches or components.

ARTICLE 3- RELATIONSHIP

3.01 The parties hereto agree that all present employees of the Employer covered by the terms of this agreement sha ll within thirty days of the signing date of th is agreement, become and remain members in good standing of the Union as a condition of continued employment.

3.02 All new employees hired to work at Georgian College Orillia Campus afte r t he signing date of this Agreement shall become members of the Union upon

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passing probation as a cond ition of continued employment.

Where the masculine or singular pronoun is used herein, it shall mean and include the feminine or the plural pronoun where the context so requires.

3.03 Union representatives sha ll not enter the premises of the Employer nor carry on Union activities on such premises without first obtaining authorization from the manager, wh ich authorization shal l not be unreasonably denied.

ARTICLE 4- UNION DUES

4.01 Within (30) thirty days of signing this agreement all employees shal l become union members as a condit ion of employment. All new employees shal l be required to become and remain members of the union.

4.02 It sha ll be a cond ition of employment commencing in the month following the month of hire, that all employees of the Employer covered by this agreement, sha ll pay Union dues as established by the Union. The Union shall have an opportunity during working hours to interview new employees for the purpose of sign ing union membership application cards. The union to arrange times for interviews in conjunction with the Employer.

4.03 The Employer sha ll deduct and remit all union dues on a monthly basis and shall send the monies so col lected to the Secretary- Treasurer of the Union on or before the 15th day of the following month the deductions were made. Union dues wi ll be accompanied with the following employee information in an electronic format:

a) Employee Name b) Work Location c) Hourly Wage d) Hours worked e) Union Dues f) Benefits premiums remitted

In addition to the above information the Employer shall provide the union with the following information every three months:

a) Classification b) Site Seniority

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c) Service with company d) Home Address e) Phone numbers f) Email Address

4.04 The Union sha ll indemnify the Employer and hold it harmless aga inst any and all suits, claims, demands or other forms of liabi lity that shall arise out of or by reason of any action taken or not by t he Employer for the purpose of complying with any of the provisions of this Article.

4.05 The Employer w ill indicate the amount of Union dues pa id by employees on their T-4 slips.

ARTICLE 5- MANAGEMENT FUNCfiONS

5.01 Except to the extent exp licitly abridged by specif ic written provision to th is agreement, t he Em ployer reserves and retains, solely and exclusively, all of its inherent rights to operate and manage its business and operations in accordance with its commitments, its obligations and responsibilit ies.

5.02 Without in any way diminishing or limiting those rights, it is understood and agreed that those right include:

(a) The right to direct and supervise t he work force: hire, schedu le, promote, demote, discharge, determ ine work assignments, equipment and materials to be used, classify, transfer, lay-off, assign and discipline employees for just cause provided that a claim by an employee who has acqu ired seniority that he has been disciplined or discharged without just cause, may be the subject of a grievance and dealt with as hereinafter provided.

5.03 The Employer agrees that its fun ctions will not be exercised in a manner inconsistent w ith the other provisions of this agreement in an effort to mainta in and promote a harmonious relat ionship with the employees and the Union.

ARTICLE 6 - NO STRIKE, NO LOCKOUTS

6.01 In view of the orderly procedure estab lished by th is Agreement for the sett ling of disputes and the handling of grievances, the Union agrees t hat during the lifetime of this Agreement, there wi ll be no strikes, picketing, slowdowns, or stoppage of work, either complete or partial, and the Employer agrees that there wi ll be no lockout.

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6.02 The Union further agrees that it wi ll not involve any employee of the Employer, or the Employer itself, in any dispute which may arise between any other Employer and t he employees of such other Employer.

ARTICLE 7- UNION STEWARDS

7.01 The Employer recognizes the right of t he Un ion to elect or appoint one (1) Chief representing the authorized areas of the working establ ishment. Should the Chief Steward be absent from work, or should there be more than ten (10) employees in the bargaining unit, or shou ld there be more than one (1) sh ift worked by the employees in the bargaining unit, the Employer recogn izes the right of the Union to appoint an additional union steward. The Union w il l notify the Employer from time to time as to the names of the steward(s) and the areas of their responsibility and all stewards shall be regular employees of the Employer who have acquired seniority.

7.02 The Union acknowledges that stewards have their regular duties to perform on behalf of the Employer and that such persons shal l not leave their regular duties to attend to the complaints and grievances of employees without having first secured permission from their immediate supervisor, which permission sha ll not unreasonab ly be withheld. Stewards sha ll state their destination to their immediate supervisor and shall report again to him at the time of their return to work, provided these steps are followed stewards sha ll not suffer a loss of basic pay. The Employer reserves the right to limit the du ration of such meetings. These limits shall not be unreasonable.

7.03 The Employer acknowledges the right of the Union to appoint or elect up to three (3) employees, no more than one from each site, to serve as members of the negotiating committee. The applicable employees wi ll be paid by the Employer for all time off work for t he purposes of participating in mutually agreed negotiations up to conciliation.

7.04 Where an employee is required to attend a meeting in wh ich a written warning, suspension, or discharge is to be given, the Supervisor or designate will inform the employee prior to the meeting of his right to have a union steward present at the meeting.

7.05 The employee may request t he presence of the union steward during the meeting. Where the employee requests such representation, the Supervisor will send for the stewa rd without further discussion of the matter with the employee.

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If a steward is not avai lable, the employer shall schedule the disciplinary meeting within the next {24) twenty-four hours and it sha ll then become the sole responsibility of the employee concerned to arrange for a union steward to be in attenda nce when the meeting occurs.

Copies of all disciplinary notices issued to bargaining unit members shall be forwarded to the Union's Business Agent.

7.06 The Union may request up to three {3) days off per calendar year, without pay, for members of the bargaining unit. The Employer shall reasonably grant such requests. This leave is over and above the time required to negotiate this collective agreement.

ARTICLE 8- GRIEVANCE PROCEDURE

8.01 The purpose of this Artic le is t o provide an orderly procedure for the resolution and Disposition of grievances.

8.02 A grievance is an allegation by an employee, the Union, or the Employer that one party has violated this agreement.

8.03 Step 1

(a) An employee init iates a grievance by verba lly notifying his supervisor that he has a grievance and then by providing the supervisor with the details and circumstances of the matter, along with the remedy sought. Such an employee may request the presence of an ava ilable steward at the meeting.

This must occur within five working days of the incident giving rise to the grievance. The supervisor must respond verbally to t he grievance within five {5) working days after hearing t he grievance.

(b) If the employee is satisfied with the supervisor's response, the matter is concluded and neither the grievance nor t he response shall be binding or used as a precedent by the Employer or the Union.

Step 2

(a) Fai ling satisfactory settlement at Step 1, the grievance may be reduced to writing within 5 working days of the response in Step 1 and submitted to the Site Manager.

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(b) Upon receipt of such grievance the Site Manager shall issue a written response w ithin 5 working days.

Step 3

(a) Failing satisfactory settlement at Step 2, the grievance shall be submitted to the company head office and a meeting to discuss the grieva nce shall be arranged between the grievor, steward, Union Business Agent and Employer Representatives at a mutually agreed to time and date.

(b) A formal response will be issued by the Employer to the Union 1S Business

Agent within 5 working days of the above noted meeting.

8.04 Union, Discharge and Employer Grievances

The Union or the Employer may initiate a pol icy or group grievance directly into Step 2. A Claim by an employee, who has completed the probationary period, that he has been unjustly terminated may be filed directly at Step 2.

8.05 For the purpose of this Article, working days shall not include Saturdays, Sundays and Holidays.

8.06 Grievance Mediation

Upon mutual agreement, the parties may implement a Grievance Mediation Procedure prior to proceeding to Arb itration as set out below.

(a) Either party may submit the grievance to Grieva nce Mediation at any time within ten (10) calendar days following the receipt of the reply at Step 3, or if no reply is received, within · ten (10) calendar days fol lowing the expiration of the period limited for such reply. Where the matter is so referred, the Mediation process sha ll t ake place before the matter is referred t o Arbitration.

(b) Grievance Mediation will commence within twenty-one (21) calendar days of the grievance being submitted to Mediation .

(c) The Grievance Mediation process is without prejudice to either party.

(d) No matter may be submitted to Grievance Mediation which has not been properly carried through the grievance procedure, provided that the parties may extend the time limits fixed in the grievance procedure.

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(e) The parties may agree to the appointment of a Mediator by the Ministry of Labour, provided that such Mediator is able to commence the Grievance Mediation within the time periods set out in item (bL or where the parties mutually agree to extend the time periods for such Mediator.

(f) Proceedings before the Mediator sha ll be informal. Accordingly, the rules of evidence wi ll not apply, no record of the proceedings shall be made and legal counsel shal l not be used by either party.

(g) If possible, an agreed statement of facts will be provided to the Mediator, and if possible, in advance of the Grievance Mediation Conference.

(h) The Mediator wil l have the authority to meet separately with any person or persons, but w ill not have the authority t o compel the resolution of a grievance.

(i) If a grievance is not settled through the Grievance Mediation process, the Mediator shal l provide the parties with an immediate oral advisory opinion and the grounds of such advisory opinion, unless both part ies agree that no such opinion shall be provided.

(j) If no sett lement is reached within ten (10) ca lendar days fol lowing Grieva nce Med iation, t he parties are f ree to submit the matter to Arbitration as hereinafter provided. In the event that a grievance which has been mediated subsequently proceeds to arbitration, the Mediator may serve as an Arbitrator. Nothing sa id or done by the Mediator may be referred to at Arbitration.

(k) Any sett lement reached shall not be referred to by the parties in respect of any subsequent matter and in any other setting.

(I) The Union and the Employer wi ll share the cost of the Med iator if any.

8.07 Arbitration

(a) The Union and the Employer acknowledge the applicability of 5.46 of the Labour Relations Act as more particularly set out in the Act, with respect to the appointment of a single arbitrator by the Minister.

(b) No person may be appointed as an Arbitrator who has been involved in an attempt to negotiate or settle the grievance, unless mutually agreed to.

(c) Each of the parties hereto will bear the expenses of a nominee appointed

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by it, and the parties wi ll jointly share the expenses of the Cha irperson of the Arbitration Board, if any.

8.08 The Arbitrator sha ll not have the power to alter or change any of the provisions of t his agreement; or to substitute any new provisions for any existing provisions; nor to render any decision inconsistent w ith the terms and provisions of the Agreement.

8.09 Both parties to th is agreement agree that the time limits may be extended by mutual agreement.

8.10 The parties agree the Employer will remove all discipline from the Employees personnel file, provided that;

(a) No discipline is received for a period of twenty-four (24) months.

(b) The misconduct did not involve a violat ion of law or an issue constitu ting breach of trust.

ARTICLE 9- PROBATIONARY PERIOD

9.01 All employees sha ll serve as probationary employees until they have completed sixty (60) days of work. If they are reta ined when they have completed the ir probationary period, their names shall be placed on t he appropriate sen iority list and their seniority shall date back to their date of hire. The probationary period may be extended by the number of shifts missed during t he probationary period.

9.02 The Employer sha ll supply the Union, a seniority list of all employees coming within the scope of this bargaining unit. The sen iority list shall show the names of t he employees, the date on which they commenced employment and the job title.

ARTICLE 10- SENIORITY

10.01 Employees shall accrue seniority after successful ly complet ing a probationary period, from their last date of hire. Seniority shall be used in the application of posting, layoff and recall provisions ofthis agreement and shall be calcu lated as an employee's uninterrupted tenure at a specific location including service w ith previous contractors.

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10.02 In all cases of job postings, promotions, job placement, work assignment, layoffs and reca lls, the following f actors shall be considered:

(a) seniority;

(b) skill, ability;

Where skill, abi lity are relatively equal, the most senior ava ilable bidder shal l be selected for the job posting.

10.03 Sen iority status and em ployment, once acquired, wil l be lost for the fo llowing reasons:

(a) Voluntary resignation

(b) Discharge for cause

(c) Absence from schedu led work for t wo (2) consecutive days without actual notice t o the Employer, unless in circumstances it is impossible for him/ her to do so; or

(d) Fa ilure to return to work w ith in f ive (5) working days of written notice of reca ll sent by registered mail t o the last known address according to the records of the Employer; or

(e) Layoff for twelve {12) months following date of lay off or the length of employment whichever is lesser or;

(f) Extended absence due to injury or illness for twenty-four (24) months; or

(g) Failure t o return on the schedu led day following an authorized leave of absence without an explanation satisfactory t o t he Employer.

10.04 Employees shall be responsible for notifying the Employer of any changes in address and/or phone number.

ARTICLE 11- JOB POSTINGS, LAY-OFF AND RECALL

11.01 Job Posting (Permanent Vacancies)

(a) When the Employer decides to fil l a permanent vacancy or creates a new permanent classification such vacancy shall be posted for f ive (5) working days.

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(b) All postings wi ll contain the following information:

Job classification

Rate of Pay

Hours of Work

Shift

Successful bidders will be selected pursuant t o Article 10.02.

(c) Employees may apply for a lateral transfer once every twelve (12} months when a position is available.

A copy of all vaca ncies and postings will be forwarded to the Union Office and to the Chief Steward. The name of the successful bidders for such vacancies will also be provided to t he Union.

(d) Temporary vacancies expected to last four (4} or more months will be posted in accordance with Article 10.01 (a).

No secondary vacancies will be posted as a result of t he awarding of a t emporary vacancy to a staff member.

Upon the return of the original individual who vacated t he position the person who assumed the tempora ry position shall return to his or her former position.

Shou ld the individual who has vacated the position fail t o return to work the successful applicant will mainta in the vacancy on a permanent basis.

11.02 Lay-off and Recall

(a) In cases of lay-off, or reca ll f rom lay-off, the employee with t he greatest seniority, provided that he/she has the skill, ability t o perform the required work, shall be the last to be laid off and conversely the f irst t o be reca lled from lay-off.

(b) In the event of a layoff the Employer agrees to notify and meet with the Union to discuss the effects of the layoff and consider possible alternatives to the layoff prior to notifying the effected employees.

(c) In the event of redu ction in the regular hours of work, the affected employees may exercise t heir seniority rights to bump the least senior

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employee in their classification, it being understood that such employee will be required to work the shift and perform the work of the displaced employee.

(d) If known to the Employer, Employees will be provided with a minimum of seven (7) days notice of lay-off.

(e) In all cases of layoff probationary employees shal l be laid off before employees who have attained seniority.

11.03 Recalls

Before hiring any new employee, the Employer will offer such opening to the qualified employee most recently placed on the lay-off list by means of registered letter.

ARTICLE 12- WAGES

12.01 Hourly wages will be paid according to the classification and schedule set forth in Schedule 11A11 of this agreement.

12.02 Employees w ill be paid via direct deposit, every two weeks. It is the sole responsibility of the employee to provide current, accurate banking information to the Employer. The Employer will ensure that a Statement of Earnings is provided in accordance with the distribution requirements outlined in Article 12.01.

Where the employer fai ls to comply with the above the employer sha ll be responsible ·for any resulting NSF or other bank fees incurred by the employee . .

12.03 Corrections to payroll errors are done the day following payday. The employees sha ll inform the area manager who will notify the payroll office. A cheque will be issued for amounts equa l or exceed ing $100.00. Lesser amounts wi ll be paid the following payday.

ARTICLE 13- HOURS OF WORK AND OVERTIME

13.01 The normal work schedu le for each employee sha ll be made available to an employee or Union Representative upon request.

13.02 An employee who reports for his/her schedu led shift and finds that no work is available, wi ll be paid for four (4) hours at his/her regular rate of pay, unless the employee received prior notification not to report for work or the unavailability

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of work is the result of cause beyond the control of the Employer, i.e. fire, flood, strike or an act of God, etc.

13.03 The Employer agrees to distribute excess work and overtime hours as equitably as possible among available, qualified employees. This work will be offered to employees in the classification normally assigned to perform the work.

13.04 The Employer agrees to pay time and one-half, the hourly rate estab lished in Schedule 11A11 for all hours paid in excess of forty (40) hours in a work week.

13.05 The Employer will not reschedule any employee for the purpose of avoiding overtime pay.

13.06 The Employer sha ll continue to contribute to the Employer portion of benefits as per Article 20.01 for the duration of the summer lay off period, provided the Employee provides the Employer with postdated cheques for their share of premiums.

ARTICLE 14- HOLIDAYS

14.01 The recognized holidays with pay for this agreement sha ll be:

New Year's Day Good Friday Victoria Day

Canada Day Thanksgiving Day Labour Day

Boxing Day Christmas Day Family Day

When a holiday falls on a Monday, staff will be given Sunday night off provided the majority of the staff agree.

14.02 Eligible employees who are not assigned to duty on a Holiday named above will be paid their regular pay for the day.

14.03 Employees who are required to work on any of the Holidays specified in 14.01 above shall be paid at the rate of one and one-half times t heir regular rate of pay for all hours worked in addition to their regular rate for scheduled hours on that day.

14.04 Eligibility - An employee must work his regularly schedu led shift before and after the Holiday, unless absent with permission of the Employer or because of proven illness. Probationary employees will receive statutory holiday pay in

accord ance with the ESA.

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14.05 Where a Holiday falls within an employee's vacation period such employee sha ll, at the employee's option, receive an extra day's pay in lieu of the holiday or an add itional day of vacation at a time which is mutually agreed upon by the employee and Employer.

ARTICLE 15- VACATIONS

15.01

15.02

15.03

15.04

15.05

15.06

15.07

15.08

15.09

Upon completion of twelve months of employment, each employee sha ll be entit led to a vacat ion of two weeks.

The amount of pay for such vacation shal l be four (4%} percent of the gross wages of the employee in the previous twelve months of employment.

For the purpose of calcu lating a vacation entitlement and pay, the vacation year shall be July 1 through June 30.

Employees who have completed five (5} years of employment with the Employer, or at the workplace whichever is greater shall be entitled to three (3} weeks vacation with pay at six (6%} percent of gross wages.

Employees who have completed ten (10} years of employment with Employer or at the workplace whichever is greater sha ll be entitled to four (4} weeks vacation with pay at eight (8%} percent of gross wages.

Employees who have completed twenty (20} years of employment with the Employer, or at the workplace whichever is greater shall be entit led to five (5} weeks vacation with pay at ten (10%} percent of gross wages.

Vacation pay sha ll be paid as a separate line item and/or by separate cheque.

Vacation requests will be submitted to the Employer by March 15 of each year and will be confirmed by the Employer by April1. Vacation time will be allotted on the basis of sen iority. Employees who miss the cutoff date will have their vacation granted based on ava ilab ility. Vacation requests will be confirmed in writing within 14 days of such request being submitted.

Vacation pay accrued sha ll be paid in the first full pay period in July yearly, unless the employee requests their vacation pay in writing, at least four (4} weeks prior to going on vacation. Employees must schedu le vacation time off to the extent required by ESA.

ARTICLE 16- LEAVE OF ABSENCE

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16.01 The Employer may, in its sole discretion, authorize a leave of absence of up to six {6} weeks without pay or benefits for personal reasons. Such request will be in writing, with the reason(s) clearly stated, and must be submitted as far in advance as possible to the Manager. In the event of an emergency leave of absence the Employer may waive the request be in writing. An employee returning from such leave shall be placed in his/her former job and shift, if applicable.

The Employer may grant leave of absence in excess of six {6} weeks, however, seniority shall cease to accumu late after six {6} weeks leave. Leaves of absence taken for the purpose of extended vacation must be taken in conjunction with vacation entitlement.

16.02 Bereavement- In the event of the death of an employee's spouse, chi ld, step­child, mother, father, stepparents, sister, brother, grandparent, grandchild, the Employer agrees to grant paid time off, from scheduled work up to three scheduled consecutive days. The three days must include or immediately precede or follow the day of the funeral.

16.03

16.04

16.05

16.06

16.07

In the event of the death of an employee's mother-in-law, father-in-law, son­in-law, daughter-in-law, sister-in-law or brother-in-law, the Employer agrees to grant paid time off, from scheduled work for one {1} day.

Jury Duty - An employee, when ca lled for jury duty or subpoenaed as a witness for the Employer w ill be granted time off and compensated for the difference between his normal earnings and the payment received for jury duty or in being so subpoenaed. The employee will provide evidence that he reported for jury duty or attended as a subpoenaed witness.

Maternity Leave - The Employer agrees to provide pregnancy and parenta l leave consistent with the Ontario Employment Standards Act. Upon return from such leave employees wi ll be ent itled to be reinstated to the same job in the sa me work area, if still ava ilable.

The Employer has the right to request an acceptable justification for any absence. The Employer will pay for any medical certificate requested by the Employer.

An employee sha ll be granted one {1} days leave of absence with pay for the purpose of attending formal hearings to obtain his/her Canadian citizenship.

Employees legitimately absent from work for a period of 12 ca lendar months or

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less shal l, upon their return to work, be entitled to be re-instated, unless operations have ceased in that work area.

ARTICLE 17- UNIFORMS

17.01 The Employer will provide, upon presentation of a receipt, up t o sixty dollars ($60.00} every two years toward to cost of anti -slip footwear. For those employees required to wear CSA approved safety footwear, the above reimbursement will increase to one hundred dollars ($100.00}.

17.02 The Employer w ill provide a winter coat with Employer Identification and gloves selected by the Employer to Employees requ ired to work outside during the winter months.

17.03 If lockers are avai lable at the workplace, the Employer will supply the available facilities to the employees.

ARTICLE 18 - GENERAL

18.01

18.02

18.03

18.04

18.05

18.06

18.07

All specia l equ ipment and all equipment necessary to perform the duties assigned to the employees shall be furnished and kept in repair by the Employer.

Employees scheduled for a sh ift of more than f ive hours shall be scheduled for an unpaid mea l period of one-half hour.

Employees schedu led for a shift of eight hours shall be scheduled for two (2) fifteen (15} minute rest periods during their shift. Each employee scheduled for a shift of less than eight hours shall be sched uled for one (1} fifteen (15} minute rest period during their shift.

Supervisors may perform bargaining unit work for experimentation, training purposes, emergencies purposes or as performed prior to the date of ratification of this collective agreement.

Employees temporarily assigned to perform the duties of a higher rated classification shall be paid the rate of pay of that classification for the duration of the assignment, if the said assignment last longer than three (3} hours.

The parties agree to abide by the Hu man Rights Code.

The parties agree to equally share the cost of printing this agreement.

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ARTICLE 19- BULLETIN BOARDS

19.01 The Employer sha ll provide the Union with space to hang a bulletin board for posting notices.

ARTICLE 20- EXTENDED HEALTH BENEFITS

20.01 The Employer will contribute one hundred dollars ($135.00) plus appl icable taxes towards the purchase of a benefits package for employees who are regularly scheduled to work twenty-four (24) hours or more per week.

ARTICLE 21- HEALTH AND SAFETY

21.01 The Employer and the union recognize the benefits to be derived from a safe and healthy place of employment. It is agreed that the Employer, the employees and the union will cooperate fully to promote safe work practices, health conditions and the enforcement of safety rules and procedures.

21.02 Employees are required to report injuries to their supervisor immediately. Any employee injured on the job shall be pa id for the balance of his shift on which the injury occurred at straight time hourly rate if, as a result of such injury, the employee is sent home by an officer or representative of the Employer, or is hospitalized.

21.03 If an employee is requested by the Employer to escort the injured employee home or to a hospital, the employee shall also be paid for the balance of his/her shift.

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ARTICLE 22 - DURATION

22.01 Th is agreement is effective from December 1, 2016 and shall continue in effect th rough December 1, 2019 and shall continue automatically for annual periods of one year each, unless either party notifies the other, in writing, within the period of ninety (90) days next proceeding the expiration date of this agreement, that it desires to amend or terminate it.

Dated this l\JotJ tt/ / ') I , For the Union For the Employer

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Cleaner

Lead Hand

Cleaner

Lead Hand

Cleaner

Lead Hand

SCHEDULE "A11

If Minimum Wage legislation is not enacted

Current

$13.50

$14.00

01-Jan-17

$13.85

$14.35

01-Jan-18

$14.20

$14.70

If Minimum Wage becomes $14.00/hr January, 2018

Current

$13.50

$14.00

01-Jan-17

$13.85

$14.35

01-Jan-18

$14.35

$14.85

If Minimum Wage becomes $15.00/hr January, 2019

Cu rrent

$13.50

$14.00

01-Jan-17

$13.85

$14.35

01-Jan-18

$14.35

$14.85

01-Jan-19

$14.55

$15.05

01-Jan-19

$14.70

$15.20

01-Jan-19

$15.35

$15.85

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