COLLECTIVE AGREEMENT

BETWEEN

RO-MATT INTERNATIONAL INC. Town of Tecumseh

AND

THE INTERNATIONAL UNION UNITED AUTOMOBILE,

AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF AMERICA

(UAW-CLC) LOCAL 251

AUGUST 1, 2017 – AUGUST 1, 2022

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TABLE OF CONTENTS PREAMBLE ..................................................................................................................... 3 ARTICLE 1 PURPOSE OF AGREEMENT ..................................................................... 3 ARTICLE 2 RECOGNITION ........................................................................................... 3 ARTICLE 3 MANAGEMENT RIGHTS ............................................................................ 3 ARTICLE 4 UNION MEMBERSHIP AND CHECK OFF ................................................. 4 ARTICLE 5 DISCRIMINATION ...................................................................................... 5 ARTICLE 6 UNION REPRESENTATION ....................................................................... 5 ARTICLE 7 STRIKES AND LOCK OUT ......................................................................... 6 ARTICLE 8 GRIEVANCE and ARBITRATION PROCEDURE ....................................... 6 ARTICLE 9 PROBATIONARY PERIOD ......................................................................... 8 ARTICLE 10 SENIORITY ............................................................................................... 8 ARTICLE 11 LAY OFF ................................................................................................... 9 ARTICLE 12 RECALL .................................................................................................. 10 ARTICLE 13 TEMPORARY TRANSFER ..................................................................... 10 ARTICLE 14 TEMPORARY EMPLOYEES .................................................................. 10 ARTICLE 15 CONTRACTUAL HOLIDAYS .................................................................. 11 ARTICLE 16 VACATIONS ........................................................................................... 11 ARTICLE 17 HOURS OF WORK ................................................................................. 13 ARTICLE 18 OVERTIME ............................................................................................. 13 ARTICLE 19 SHIFT PREMIUMS.................................................................................. 14 ARTICLE 20 OCCUPATIONAL, ACCIDENTS OR ILLNESS ....................................... 14 ARTICLE 21 SICK LEAVE OF ABSENCE ................................................................... 14 ARTICLE 22 LEAVE OF ABSENCE............................................................................. 15 ARTICLE 23 LEAVE FOR UNION BUSINESS ............................................................ 15 ARTICLE 24 BEREAVEMENT LEAVE ......................................................................... 16 ARTICLE 25 JURY DUTY ............................................................................................ 16 ARTICLE 26 REPORTING-IN-PAY .............................................................................. 16 ARTICLE 27 CALL-BACK PAY .................................................................................... 17 ARTICLE 28 SAFETY AND HEALTH ........................................................................... 17 ARTICLE 29 ADMINISTRATION OF DISCIPLINE ....................................................... 17 ARTICLE 30 AGREEMENTS ....................................................................................... 17 ARTICLE 31 SCHEDULE "A" WAGES ....................................................................... 18 ARTICLE 32 NEW CLASSIFICATION ......................................................................... 18 ARTICLE 33 POLICE RETENTION ............................................................................. 18 ARTICLE 34 SCHEDULE "B" EMPLOYEE BENEFITS ............................................... 18 ARTICLE 35 LEAD HANDS ......................................................................................... 18 ARTICLE 36 JOB POSTINGS ...................................................................................... 19 ARTICLE 37 DURATION OF AGREEMENT ................................................................ 20 SCHEDULE “A” WAGES .............................................................................................. 20 SCHEDULE "B" EMPLOYEE BENEFITS ..................................................................... 21 LETTER OF UNDERSTANDING – Student Hiring ........................................................ 22 LETTER OF UNDERSTANDING – Engineering Staff ................................................... 23

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PREAMBLE

This Agreement is made and entered into this 1st day of August 2017 between Ro-Matt International Inc. (hereinafter called the “Company”) and the International Union, United Automobile, Aerospace & Agricultural Implement Workers of America (U.A.W. – C.L.C.) and its Local 251 (hereinafter called the “Union”).

ARTICLE 1 PURPOSE OF AGREEMENT

1.01 It is mutually agreed that the purpose and intent of this Agreement is to promote cooperation and harmony between the employer, the employees and the Union, and to secure for the parties the full benefits of orderly Collective Bargaining, to recognize mutual interest and to provide a channel through which information and problems may be transmitted from one to the other, and to provide an amicable method for the fair and peaceful disposition of all grievances, to promote efficiency in the production of quality products, and to set forth the conditions of employment to be observed by the employees, the Union and the Company. In this Agreement, words using the masculine gender include the feminine and neuter; the singular includes the plural, singular where the text so indicates.

ARTICLE 2 RECOGNITION

2.01 All employees of RO-MATT INTERNATIONAL INC. in the Town of Tecumseh save and except supervisors, person above the rank of supervisors, office and sales staff. 2.02 The words "employee" or "employees" when used in this Agreement shall mean only such regular employees as are included in the bargaining unit as defined in Clause 2.01.

ARTICLE 3 MANAGEMENT RIGHTS

3.01 The Union recognizes and acknowledges that the Management of the plant and direction of the working force are fixed exclusively in the Company. The Union acknowledges that it is the exclusive function of the Company to operate and administer its affairs, to direct the working force, to plan, direct and control operations and to schedule working hours. It is the function of the Company to determine the number of employees to be employed. The Company has the right to hire and select employees from any source, promote, demote, classify, transfer, rehire, retire, under the Company policy. The Company has the right to discipline, suspend or discharge employees, to make, enforce its operations, a violation of which shall be among the reasons for discipline or discharge. The Company has the right to release employees because of lack of work or other reasons. The Company has the right to determine the nature of business conducted, the kinds of equipment, product components, parts and material to be used. The Company has the right to introduce new and improved standards or facilities, and the right to establish and change occupational production standards. The Company has

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the right to institute, change or cancel incentive or bonus plans, to determine the extension, limitation, curtailment or cessation of operations. The Union recognizes and acknowledges that the management of the plant operations is vested exclusively in the Company subject to the expressed provisions of this Agreement. 3.02 The Union acknowledges the present practice of Working Foreperson doing hourly rated work. The Company assures the Union that they will not use this practice to circumvent the overtime opportunities of the employees covered by this Agreement on work that they have started.

ARTICLE 4 UNION MEMBERSHIP AND CHECK OFF

4.01 As a condition of employment all employees covered by this Agreement shall at the expiration of their plant probationary period, become members of the Union and shall remain members of the Union during the term of this Agreement to the extent of paying an initiation fee and assessment and the monthly membership dues uniformly required of all Union members as a condition of acquiring or retaining membership in the Union. Should any changes occur within Article 4-4:01 the Union shall notify the Company two (2) weeks prior to any changes being implemented. 4.02 Dues are defined for the purpose of this Article as the regular Union dues, initiation fees and assessments as prescribed by the Constitution of the Union. 4.03 The Company will, deduct from the pay cheque in the last pay period of each month, the regular monthly dues of such employees, and remit such monies to the Financial Secretary of Local 251 of the International Union U.A.W. by the fifteenth (15th) of the month following the month in which the dues were deducted. If a regular employee, because of absence from work due to compensable or non-compensable sickness or injury or approved leave of absence has no earnings during the last pay period of any month, dues deductions shall be deferred to the last pay period in the following month subject to 4.04 of this Agreement. Any such authorization shall take effect, as of the next regular deduction date after it is received by the Company. The Company will, at the time of making each remittance supply a list of the names of each employee from whose pay deductions have been made and the total amount deducted for the month. Also the name and status of any employee for whom the Company has made no dues deductions. 4.04 No deductions shall be made from the pay of any employee covered by Clause 4.01 of this Agreement, in any month, where such employee has worked and/or been compensated for less than a total of forty (40) hours as of the last pay period of the month. Paid vacation days and paid statutory holidays will be considered as compensated days.

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4.05 The Union agrees to indemnify and save the Company harmless against all claims or other forms of liability that might arise out of, or by reasons of, deductions made or payments made in accordance with this Collective Agreement.

ARTICLE 5 DISCRIMINATION

5.01 The Company and the Union agree that they will not discriminate against any employee for any reason prohibited by the Ontario Human Rights Code. 5.02 The Company and the Union agree that they will not discriminate, coerce, restrain or influence any employee on account of Union membership or Non-Union membership in any labour organization.

ARTICLE 6 UNION REPRESENTATION

6.01 The Company acknowledges the right of the Union to elect a plant committee which shall be composed of one (1) plant chairperson who will maintain super seniority, and one (1) alternate chairperson. The alternate chairperson and plant chairperson at the time of their elections must have been employees of the Company for at least twelve (12) months. The duty of the plant chairperson shall be to represent the employee(s) in the processing of grievances as outlined in the Grievance Procedure. The duty of the alternate chairperson will be to replace the chairperson when absent. The plant chairperson shall work on the day shift. The plant chairperson will be assigned to a day shift job at the rate of his current classification or new classification, whichever is higher. It is also understood that there shall be one (1) elected union representative on each shift provided there is a minimum of five (5) employees per shift, and such person shall have preferred seniority on the shift they represent. 6.02 The Union will inform the Company in writing of the names of the Chairpersons and stewards and any subsequent change in the names of the individuals. The Company will not be required to recognize the Chairpersons or stewards until such notification from the Union has been received. 6.03 The Chairpersons or stewards/or griever shall report to and obtain permission from their supervisor or his representative, whenever it becomes necessary to leave their work, for the purpose of processing grievances, as outlined in the Grievance and Arbitration Procedure. Such permission shall not be unreasonably withheld. The Chairpersons or stewards and/or griever shall report back to their supervisor, or his representative at the time they return to work. In no event shall the time spent by the chairperson and steward exceed a cumulative total of one (1) hour per day. 6.04 The Chairpersons or stewards shall suffer no loss in pay for time spent adjusting grievances in accordance with the Grievance and Arbitration Procedure, except as provided in Article 6.03.

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6.05 The Company agrees to recognize and deal with a Negotiating Committee of not more than two (2), regular employees, of the Company, along with a representative from the International Union, and/or the President of U.A.W. Local 251. 6.06 The Union will be allowed to post, on a bulletin board notices regarding meetings and matters pertaining only to the Union. Before posting, all such notices must be approved by the Plant Manager or his representative.

ARTICLE 7 STRIKES AND LOCK OUT

7.01 The Union agrees that during the term of this Agreement, there shall be no strikes, sit-downs, work stoppage, slowdown, or suspension of work, either complete or partial, for any reason, by any employee or employees. There shall be no lockout by the Company. 7.02 During the continuance of this Agreement the Union agrees it will not counsel or permit its members to cause, nor will any member of the Union take part in any sit-down, stay-in, or slowdown in the plant or any curtailment of work or restrictions of or interference with production of the Company, and the Union will not cause or permit its members to cause, nor will any member of the Union take part in any strike or stoppage of any of the Company's operations or picket the Company's plants or premises. The Company reserves the right to discipline any employee who violates any provision of this section.

ARTICLE 8 GRIEVANCE and ARBITRATION PROCEDURE

8.01 The following procedure will be followed in the settlement of disputes arising out of this Agreement. It is agreed that probationary employees shall have no recourse to the Grievance or Arbitration Procedure during their probationary period. Step 1: The employee must submit his verbal grievance to his immediate supervisor or his representative, within one (1) working day from the date of discovery of the alleged violation of the Agreement. The employee may request the supervisor to call a committeeperson to discuss the specific grievance. The supervisor shall render a verbal decision to the employee within one (1) working day following this meeting. Step 2: Failing an answer or a satisfactory settlement as in Step 1 within three (3) working days, the grievance must be submitted to the Plant Manager, or his representative, in writing. The grievance must state in what respect the Agreement has been alleged to be violated or misinterpreted with reference to the specific Clause or Clauses relied upon and the nature of the relief or remedy sought. A decision in writing will be rendered by the Plant Manager, or his representative, to the employee, within three (3) working days following this meeting. Step 3: Failing an answer or a satisfactory settlement as in Step 2, within ten (10) working days the Plant Manager and/or his representative, and the supervisor will consider the grievance at a meeting with the aggrieved employee and the committeeperson. At such meeting an International Representative or the Local Union

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President of the Union will be in attendance. A written disposition from the Company will be given within seven (7) working days of the date of such meeting. Step 4: If a settlement is not reached at Step 3, the Union may request that the grievance be submitted to arbitration, in which event they shall make such request in writing within thirty (30) days from the date of receipt of the notice of appeal, an arbitrator will be selected by mutual agreement between the Company and the Union. In the event of failure to agree, the Company and the Union shall submit a joint request to the Minister of Labour of the Province of Ontario to furnish a panel of five (5) qualified and available arbitrators. Upon receipt of the panel of names, representatives of the Company and the Union shall meet and proceed to select the arbitrator. Failing a mutual selection, the parties shall each, strike alternately, one (1) name at a time, two (2) names from the panel. The one (1) then remaining name shall be the arbitrator and his decision shall be final and binding upon the Company and the Union. The arbitrator will set a date for the hearing, within reasonable time delays to permit both parties to present their case and will render a decision as soon as possible after the completion of hearing all evidence. The arbitrator shall not be authorized to make any decision inconsistent with the provision of this Agreement nor to alter, modify, add to, substitute, or amend any part of this Agreement. The arbitrator shall have the right to modify a disciplinary action. The expense of the arbitrator shall be equally divided between the Company and the Union. Any witnesses called by the parties will be at their individual expense. Any and all time limits referred to under Article 8 herein may, at any time, may be extended by written agreement between the Company and the Union. If both parties are in agreement a settlements officer may be appointed by the Ontario Ministry of Labour to settle any and all grievances. For discharge cases, arbitrators may be selected through the Ministry of Labour under Section 49 of Ontario Labour Relations Act, 1995. 8.02 All policy grievances and dismissals will automatically begin at Step 3 of the Grievance Procedure. A claim by a seniority employee that he has allegedly been wrongfully discharged shall be recognized as a grievance, provided that a written detailed statement of the reason for such grievance is filed in writing, with the Plant Manager within five (5) working days after the employee has been notified in writing of such discharge. If an employee is discharged and is requested to leave the premises, the committeeperson shall be notified and be given an opportunity to meet with said employee before leaving the plant. 8.03 The time limits foreseen at the various steps of the Grievance Procedure may be extended by mutual consent in writing by both parties. 8.04 No matter may be submitted to arbitration which has not been properly carried through all previous steps of the Grievance Procedure.

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8.05 Any grievance not presented and/or carried forward within the time limits as set forth under any steps of the Grievance Procedure, or any longer periods, which may have been mutually agreed upon, shall be deemed null and void.

ARTICLE 9 PROBATIONARY PERIOD

9.01 All new employees shall be required to serve a probationary period of one hundred and twenty (120) calendar days. During that period, the employee(s) shall accumulate no seniority, and the Company may assess whether an employee is suitable to be retained. 9.02 Unless this Agreement specifically provides otherwise any person re-employed by the Company after having quit or has been discharged, such individual will be brought back as if he were a new hire. 9.03 The continued employment of a probationary employee shall be at the sole discretion of the Company.

ARTICLE 10 SENIORITY

10.01 The term "seniority" as used herein, shall mean accumulated service calculated from the full-time employee's original hiring date, as described in Clause 9.01. 10.02 In the case of equality in seniority ranking, seniority shall be determined by alphabetical order. 10.03 An employee will lose his seniority and his employment with the Company will be terminated, for any of the following reasons: a) If he voluntarily quits, b) If he is discharged, and not reinstated through the grievance procedure, c) If he is retired, under the Company retirement policy, d) If the employee is absent without Company approved leave of absence, for more

than three (3) consecutive working days, e) If he fails to return to work within three (3) days of being recalled from layoff unless

otherwise agreed between the Company and the employee. Contact by way of telegram or registered letter mailed to the last known address of the employee shall constitute a reasonable effort at recall on the part of the Company.

f) If an employee overstays a Company approved leave of absence without receiving

an extension in writing of such leave of absence, unless he has valid reason acceptable to the Company,

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g) If he accepts gainful employment while on a leave of absence without first obtaining the consent, in writing, of the Company,

h) If an employee is laid off for a period of twelve (12) months. i) If an employee has been absent because of non-occupational sickness or injury for

a period in excess of twelve (12) months, or, in the event of workers’ compensation injury or illness for a period in excess of eighteen (18) months.

10.04 It shall be the responsibility of the employee to notify the Company in writing promptly of any change in their address and phone number. 10.05 Employees who are or have been appointed or selected for a supervisory position, or for any position not subject to the provisions of this Agreement, will not be covered by the provision of this Agreement. An employee transferred to a job outside the bargaining unit, but within the Company will be placed on a sixty (60) day probation. If at the end of the sixty (60) days they remain on the supervisory position they will lose all rights to return to the bargaining unit. 10.06 The Company will post a plant seniority list on the main bulletin board. This list will be revised every six (6) months. At the time the plant list is revised a copy of the list will be given to the plant chairperson.

ARTICLE 11 LAY OFF

11.01 When the Company deems it necessary to reduce the work force, probationary employees will be the first to be laid off, then plant wide seniority will be the guiding factor, provided that it is the Company's right to maintain a work force of employees who have, the qualifications, skill, ability, efficiency and are able to perform the work that is available. 11.02 If the Company decides to close the plant for vacations, or for the purpose of taking inventory, the seniority provision of Clause 11.01 will not apply. 11.03 When the Company deems it necessary to reduce the work force in the plant, the Company will give at least twenty-four (24) hours notice to employees of any contemplated lay off. The Company will notify employees to be laid off either verbally or by registered letter and post a list of the names of employees to be laid off on the plant bulletin board. The Company will supply the shop chairperson with a copy of the list of employees to be laid off. This does not cover lay offs of a temporary nature, (lay offs not exceeding five (5) consecutive working days). 11.04 If no work is available because of fire, lack of power, machine breakdown, act of God, or for any other reason beyond the control of the Company, the provision of Clause 11.01 and the lay off notice provisions of Clause 11.03 will not apply.

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11.05 The alternate chairperson shall replace the plant chairman on the day shift during his absence, and shall not be laid off as long as work is available for which he has the qualifications, skill, ability, and efficiency to perform the work. If no such work is available they will be laid off under the provisions of Article 11, Clause 11:01.

ARTICLE 12 RECALL

12.01 Recall of employees after lay off will be in the reverse order of lay off as outlined in the provision of Clause 11.01.

ARTICLE 13 TEMPORARY TRANSFER

13.01 An employee temporarily assigned to a classification other than his regular classification will be paid at the higher rate of the two (2) positions for that day and all subsequent days of temporary transfer. 13.02 A transfer shall be considered temporary provided it does not exceed thirty (30) working days and during this period will not be subject to the seniority provisions of this Agreement. This time may be extended by mutual agreement. 13.03 Vacant jobs created as a result of illness, injury or occupational accident or illness, or leave of absence shall not be posted as permanent vacancies and may be filled at the discretion of the Company on a temporary basis for the duration of the illness, injury, occupational accident or illness or leave of absence. Such job vacancies will not be subject to the seniority provisions of the Agreement during this period.

ARTICLE 14 TEMPORARY EMPLOYEES

14.01 In the event the Company must hire new employees for emergency, shutdown or other specific jobs; such persons will be considered Temporary Employees; and shall be permitted to work for up to one hundred and twenty (120) calendar days within a twelve (12) month period. If the Company so chooses to hire on a full time basis these employees, they will become probationary employees within the meaning of Article 9 of the Collective Agreement. 14.02 Temporary employees will not be considered probationary employees and will not be covered by the provisions of the Collective Agreement. Whenever temporary employees are hired, the Company agrees to provide in writing to the Union all details of such hirings, such as number of employees, description of job to be done and length of time required. 14.03 The wage scale to be 85% of the classification rate and benefit coverage begins on date of classification as Seniority Employee. 14.04 The Company will deduct from the pay of each Temporary Employee all union initiation fees, dues and assessments as laid down by the Constitution and By-Laws of the Union. 14.05 Overtime language in the Collective Agreement will apply.

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14.06 The Company assures the Union that they will not use this practice to erode the bargaining unit.

ARTICLE 15 CONTRACTUAL HOLIDAYS

15.01 The following shall be considered as paid contractual holidays under the terms and conditions of Article Fifteen (15) of this Collective Agreement:

Christmas Day Victoria Day Christmas Eve Canada Day

New Year’s Eve Civic Holiday New Year’s Day Labour Day Boxing Day Good Friday

Thanksgiving Day Employee’s Birthday 15.02 Employees absent from work on the last working day immediately preceding or following any of the contractual holidays listed in Clause 15.01 shall not be entitled to pay for the holidays unless he has a reason acceptable to the Company. 15.03 Probationary employees are entitled to Holiday Pay as per the formula provided in the Employment Standards Act under the section “Public Holidays”. . 15.04 The following arrangements may be exercised if a contractual holiday falls within an employee's annual vacation; an employee may be allocated an additional day in his vacation, or may be granted another day's pay in lieu of additional time off at the discretion of the Company. 15.05 Employees eligible for payment of a contractual holiday will be paid eight (8) hours at their regular rate of pay on a straight time basis. 15.06 If any of the contractual holidays listed in Clause 15.01 falls on a Saturday or a Sunday (and has not been replaced by another day, by statute or decree), such holiday will be observed either on the previous Friday or the following Monday. The Company agrees to meet with the plant chairperson seven (7) calendar days prior to any contractual holiday(s) covered by this Clause. Any change in observing the holiday or the actual date will be mutually agreed upon between the Company and the employees.

ARTICLE 16 VACATIONS

16.01 Vacations with pay shall be granted to all employees on the payroll of the Company on the basis of their seniority with the Company as defined in Article 10 of the Collective Agreement. a) Employees with less than one (1) year seniority as of December 31st will be paid

vacations in accordance with the provisions of Part VIII of the Ontario Employment Standards Act.

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b) Employees with one (1) year, but less than four (4) years of seniority, as of December 31st, two (2) weeks, with vacation pay of four percent (4%) of gross earnings, based on the previous twelve (12) month period (January 1st to December 31st)

c) Employees with four (4) years, but less than six (6) years of seniority, as of

December 31st, two (2) weeks, with vacation pay of five percent (5%) of gross earnings, based on the previous twelve (12) month period.

d) Employees with six (6) years, but less than ten (10) of seniority, as of December

31st, three (3) weeks, with vacation pay of six percent (6%) of gross earnings, based on the previous twelve (12) month period.

e) Employees with ten (10) years, but less than fourteen (14) years of seniority, as of

December 31st, three (3) weeks, with vacation pay of seven percent (7%) of gross earnings, based on the previous twelve (12) month period.

f) Employees with fourteen (14) years or more seniority, as of December 31st, four (4)

weeks, with vacation pay of eight percent (8%) of gross earnings, based on the previous twelve (12) month period.

g) Notwithstanding the above the Company may require employees to take vacation

leave during a plant shut down provided such shut down is scheduled during the summer school vacation period. By March 31st the Company will advise if there is to be a vacation shut down, and if there is to be one the date to be scheduled. Vacations requests which are submitted after March 31st will be handled on a "first come - first serve" basis and employees will be expected to submit their requests at least two (2) weeks in advance of the desired vacation start date. As above, operational requirements will be considered in reviewing these requests.

For the purpose of the Article, “gross earnings” means the actual wages of the employee during the previous year, but is exclusive of vacation pay paid during the previous year. 16.02 The period or periods during which an employee may take his vacation shall be determined at the discretion of the Company. a) The Company will endeavor to schedule at least two (2) weeks credited vacations

during the months July and August if requested by an employee. b) Employees with more than two (2) weeks of vacation will be scheduled by the

Company as outlined in 16.02 with preference given to the most senior employee for dates requested; provided such employees make application in writing to the Company not later than May 1st of each year.

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16.03 The Company will post a notice of scheduled vacations not later April 30th of each year. 16.04 The vacation year shall be from January 1st through December 31st. Vacation time off must be taken during the current vacation year and cannot accumulate, to be taken in any subsequent vacation years. 16.05 An employee who has earned any vacation under the terms of this Article, and is terminated, or quits from active employment, shall receive only earned vacation allowance to the date of termination of employment.

ARTICLE 17 HOURS OF WORK

17.01 The normal hours of work will be eight (8) hours per day, and forty (40) hours will constitute a normal work week. 17.02 The normal work day will be comprised of any eight (8) consecutive hours in a twenty-four (24) hour period, Monday through Friday. 17.03 The normal work week will be Monday thru Friday. 17.04 A lunch period of thirty (30) minutes (unpaid) is provided and is not part of the eight (8) hours. 17.05 The normal hours of work are defined as follows:

Day Shift 7:00 am - 3:30 pm Afternoon Shift 3:30 pm - 12:00 am

17.06 In the event it becomes necessary for the Company to change the normal hours of work, the normal work day, the normal work week, the starting or stopping times of the normal shifts or establish new shifts, the Company will inform the plant chairperson twenty-four (24) hours before such changes are effected, except in cases of emergency. 17.07 This statement of the normal hours of work shall not be construed as a guarantee of any minimum, or as restriction of any maximum number of hours of work per day, or per week, or of days of work per week. 17.08 A rest period of ten (10) minutes duration will be granted during each half-shift, the time to be designated at the discretion of the Company. 17.09 The Company will provide a five (5) minute wash-up time prior to the lunch period and at the end of the shift.

ARTICLE 18 OVERTIME

18.01 Hours paid in excess of eight (8) in a day or forty (40) hours in a week will be paid for at the rate of time and one half (1 ½) the base hourly rate. All hours worked on Sundays will be paid at two times (2X) the base hourly rate.

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18.02 Work performed on any statutory holiday listed in Clause 15.01 of the Collective Agreement will be paid for at the rate of time and one half (1 ½) the base hourly rate, in addition to pay for the statutory holiday as outline in Clause 15.05. 18.03 Shift premiums shall be included in the calculations of overtime compensation. 18.04 Overtime premiums shall not be paid more than once for any hours worked, and there shall be no pyramiding of overtime. 18.05 The Union and the employees agree they will not refuse to work overtime within the overtime limits provided under the Employment Standards Act (R.S.O. 1970) when requested to do so. 18.06 The Company will distribute overtime equally among qualified employees, performing the work, on the shift for which the overtime is required. Employees unable or unwilling to work overtime shall be considered to have worked for the purposes of equalization.

ARTICLE 19 SHIFT PREMIUMS

19.01 A shift premium for all hours worked shall be paid to all employees working on the second (2nd) shift (afternoons), and on the third (3rd) shift (nights) as follows:

(a) afternoon shift $.35 per hour (b) midnights $.45 per hour

ARTICLE 20 OCCUPATIONAL, ACCIDENTS OR ILLNESS

20.01 When an employee suffers an occupational accident on the Company premises during his working hours and is certified by his physician as unable to return to work, such employee will be paid his base hourly rate for the balance of his shift. If needed, the Company will supply transportation to the doctor, home or hospital on the first day of injury, and after treatment, transportation to the plant and/or home on the first day. 20.02 When such employee returns to work, he will be reinstated to his former classification if he/she is capable of performing such work, seniority permitting. 20.03 Any employee's reinstatement after an occupational accident or illness is conditional on his supplying a certificate from his physician that he is fully recovered from the occupational accident or illness which caused his absence.

ARTICLE 21 SICK LEAVE OF ABSENCE

21.01 Employees who are permitted to go home by the Company due to non-occupational illness or injury will not be paid for the remainder of their shift. 21.02 Any employee's reinstatement after sick leave exceeding two (2) or more working days, is conditional on his supplying a certificate from his physician that he is fully

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recovered from the sickness which caused his absence if so requested from the Company. 21.03 When such an employee returns to work, he shall be reinstated to his former classification, seniority permitting. 21.04 An employee who is no longer able to perform the work in his classification, but is capable of performing other duties, or any employee who has incurred a non-compensable or compensable permanent or partial disability may, by mutual agreement between the Company and the Union, be assigned to or retained at an operation which he is capable of performing at the prevailing rate of pay.

ARTICLE 22 LEAVE OF ABSENCE

22.01 a) A formal leave of absence without pay, for a valid reason, may be granted for a period not to exceed up to one (1) calendar month, provided such leave does not disturb the efficiency of the employee's work area, or plant, and such application is made to the Plant Manager at least thirty (30) days prior to the leave of absence, in writing, or in the case of extreme emergency, and written approval is obtained from the Plant Manager. Employees may be granted, an extension of leave of absence granted under the first paragraph of this Article, of up to one (1) additional calendar month provided such leave of absence is requested in writing to the Plant Manager at least ten (10) working days prior to the termination of the initial leave of absence and such written approval is obtained from the Plant Manager prior to the termination of the initial leave of absence. b) Pregnancy & Parental Leave of Absence Pregnancy & Parental leave of absence will be in accordance with the Employment Standards Act. 22.02 Upon an employee's return from a leave of absence, the employee will be reinstated to his former classification in line with his seniority.

ARTICLE 23 LEAVE FOR UNION BUSINESS

23.01 A seniority employee who is elected or appointed to a full-time position with the Union shall upon application in writing by the Union to the Plant Manager, be granted a leave of absence. Upon ten (10) days written notice from the local Union leaves of absence will be granted when possible for one (1) employee for a period not to exceed ten (10) working days for purposes of attending Union conferences and conventions. Requests in excess of the above limits to attend conferences and conventions will be reviewed by management based on operating conditions. All leave of absences will be without pay. The Company will also grant a leave of absence without pay to a maximum of two (2) hours per month to the Chairman and or alternate Chairman of the Union to attend monthly Union Executive meetings outside the unit.

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ARTICLE 24 BEREAVEMENT LEAVE

24.01 A leave without loss of wages (overtime pay excluded) of three (3) days will be granted to an employee who loses time from his/her regular work to attend a funeral or to pay a condolence visit due to a bereavement within his/her immediate family (excluding Saturdays, Sunday, and holidays). Immediate family is defined as follows; brother, sister, grandfather, grandmother, grandchildren, current spouse, son or daughter, father and mother. 24.02 Provided that in the event of a death outside of the principal place of residence of the employee, if the employee does not attend the funeral service, the Company will only pay for time lost, exclusive of Saturday, Sunday and paid holidays for a maximum of one (1) day's pay at the regular rate of pay, which day shall be the day immediately following the date of receipt of notice of death, provided such day is a scheduled work day for such employee. 24.03 Leave without loss of wages (overtime pay excluded) of three (3) days (excluding Saturdays, Sundays, and Holidays) will be granted to an employee in the case of death of the death of his brother-in-law, sister-in-law, mother-in-law, father-in-law, step-mother, step-father, step-brother, step-sister, step-son, step-daughter, step-grandchildren, son-in-law, and daughter-in-law. 24.04 The term spouse shall mean the person to whom the employee is married or a spouse as defined by the Family Law Act S.O. 1986, Chapter 4.

ARTICLE 25 JURY DUTY

25.01 An employee who is called for jury service shall be excused from work for the days on which he serves and he shall receive, for each such day of jury service on which he, otherwise, would have worked, the difference between eight (8) times his base hourly rate and the payment he receives for jury service. The employee will present proof of service if requested and the amount of pay received therefore. Employees will be required to report for work on those days which they are not required to attend for jury duty.

ARTICLE 26 REPORTING-IN-PAY

26.01 An employee who has not been notified in advance "not to report for work" and who reports for his regular scheduled shift will be given the opportunity to work at least three (3) hours of work, and if no work is available he will be paid for a minimum of three (3) hours at his base hourly rate. 26.02 This obligation on the Company will not prevail: a) If no work is available because of:

1. A power shortage or a failure of power supply. 2. Any other conditions beyond the control of the Company.

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b) If the employee has not kept the Company informed of his current address and a

telephone number.

ARTICLE 27 CALL-BACK PAY

27.01 An employee who has completed his full daily or weekly shifts and who has left the plant and is called back to perform additional or emergency work will be paid a minimum of two (2) hours at his regular rate of pay. Any time worked over two (2) hours will be paid at time and one half (1.5 X).

ARTICLE 28 SAFETY AND HEALTH

28.01 The Company recognizes its obligation to provide a safe working environment consistent with the health and safety laws of the Province of Ontario. All representatives on the joint health and safety committee shall be eligible to participate in appropriate training that is agreed upon by the Health and Safety Committee. The Company will supply at no cost to the employees, gloves, aprons etc. or whatever may be in the best interest of the employee pertaining to Health & Safety. The Company agrees to pay each year to each employee, $135.00/12 months, (with receipt) upon the purchase of safety shoes. Certified Prescription Safety Glass coverage at $175.00 every 24 months, and replacement of lenses only if the glasses are deemed unsafe or ruined beyond repair, whereby the glasses were damaged during a workplace incident and verified with an incident report, written at the time of damage.

ARTICLE 29 ADMINISTRATION OF DISCIPLINE

29.01 A Union representative may be present during all warnings regarding disciplinary actions. When an employee is called to an interview by a member of supervision, and the subject of the interview is discipline, the employee will be so informed before the interview and will be advised that he may have his committeeperson or steward present. 29.02 No written disciplinary action shall remain against an employee's record for a period longer than twenty-four (24) months and the Company will not take into account any offences that occurred earlier than the employees' last twenty-four (24) months of employment for any current charges. 29.03 No discipline, including termination, suspension, or warning, shall be enacted after five (5) working days following the discovery of the incident, except in cases of absenteeism or tardiness where disciplinary action must be administered within ten (10) working days of last occurrence.

ARTICLE 30 AGREEMENTS

30.01 The Union agrees that this Agreement constitutes the entire Agreement between the parties and that any and all previous Agreements, supplementary Agreements, Letters of Intent, Understandings, etc., whenever made and whether or not reduced to writing, are hereby cancelled and that, effective upon the signing of this Agreement, the

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Company's obligations respecting conditions of employment, working conditions and employee benefits are limited exclusively to those specifically stated in this Agreement.

ARTICLE 31 SCHEDULE "A" WAGES

31.01 The hourly wages rate for the individuals currently employed by the Company and new hires, are outlined in Schedule "A" of this Agreement, and by reference herein are made part of this Agreement. 31.02 Employees shall receive their pay on Thursday of each week. Employees shall be paid by direct deposit.

ARTICLE 32 NEW CLASSIFICATION

32.01 In the event the Company establishes a new classification not included in the Schedule "A" of this Agreement, the plant chairperson will be notified of the assigned rate of pay and job content within ten (10) days of the establishment of the classification. Such assigned rate of pay shall be negotiated between the Company and the Union.

ARTICLE 33 POLICE RETENTION

33.01 The first time that an employee is incarcerated as a result of a conviction for an impaired driving offense, the employee will be deemed to be on a leave of absence for the period of his detention or for sixty (60) days whichever is less. All benefits continue for the time of his detention.

ARTICLE 34 SCHEDULE "B" EMPLOYEE BENEFITS

34.01 The employee Benefits Section is designated Schedule "B" of this Agreement and by reference herein are made part of this Agreement.

ARTICLE 35 LEAD HANDS

35:01 Leadhands will assist in directing work of employees while continuing to perform his own regular job assignment. In the course of his assignment as a lead hand, he may also be assigned to perform work regularly done by employees he leads. He shall not assume any of the employer relations supervisory responsibilities that properly belong to foreperson or other management representatives exclusively, such as reprimanding or disciplining employees or deciding who should be promoted or laid off. The Company will determine when or where lead hands are to be assigned whenever required for the efficient operation of the plant. The Company shall post the position of lead hand and shall select a lead hand from the list of applicants, and the most senior applicant will be considered. It is understood that lead hands do not have any preferred or super seniority within the group. When an employee has been selected and assigned by the Company to perform the duties of lead hand, the employee performing this function, shall during the time assigned, be paid $1.00 per hour above the highest hourly rated employee in the group he is leading.

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ARTICLE 36 JOB POSTINGS 36.01 When permanent job openings occur, the Company shall post such openings for a period of three (3) regularly scheduled work days. Employees making application for such openings shall make such application on a form provided by the Company. The application shall be signed and dated by the employee, then presented to the plant manager, who will then sign and date the application and shall then provide the employee a copy. The senior applicant, willing and able to perform the job, shall be awarded the posting. The Company shall post the notice of the successful applicant(s) within five (5) regularly scheduled days of the conclusion of the job posting.

ARTICLE 37 DURATION OF AGREEMENT 37.01 This Agreement shall become effective on August 1, 2017 and shall remain in effect until the August 1, 2022 inclusive, and either party may give notice in writing, to enter into negotiations for the purpose of amending any of the terms of the Collective Agreement within a period of not more than ninety (90) days prior to the date of termination.

IN WITNESS WHEREOF each of the parties hereto has caused this Agreement to be signed by their duly authorized officials or representatives as of this 12th day of December, 2017.

FOR THE COMPANY:

RO-MATT INTERNATIONAL INC.

FOR THE UNION:

THE INTERNATIONAL UNION, UNITED AUTOMOBILE, AEROSPACE & AGRICULTURAL IMPLEMENT WORKERS OF AMERICA, (UAW-CLC) LOCAL 251

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SCHEDULE “A” WAGES

Effective August 1, 2017

A

B

C

Machinists

$25.25

$24.25

$22.75

Welder/Fabricators, Machine Fitters & Machine Builder/Tool Maker

$25.25

$24.25

$22.75

Electronic Technicians

$25.25

$24.25

$22.75

Labourers

$21.75

$18.75

$16.75

All of the above wage rates will be additionally increased as follows: August 1, 2018 $0.50 per hour August 1, 2019 $0.50 per hour August 1, 2020 $0.40 per hour August 1, 2021 $0.35 per hour An additional $.30 will be added to the wage rate of an employee working for the Company out of town and overnight. The Company reserves the right to increase wages if the market dictates, to any one single category and workers will work within other categories if required and capable. Per Diem – A per diem will be paid only for out of town and overnight stays at $50.00 per day per employee. If the work assignment is in the United States, the per diem shall be $50.00 U.S. Funds.

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SCHEDULE "B" EMPLOYEE BENEFITS

1. The Company agrees to pay one hundred percent (100%) of the Ontario Employer

Health Tax. 2. SICKNESS & ACCIDENT - To current EI Benefit level for a period of six (6) months

after third (3rd) day of sickness. 3. MEDICAL, PRESCRIPTION, DENTAL, PRESCRIPTION GLASSES – Manu-life

Group Plan 9900001 or equivalent, including prescription eyewear $180.00/18 month. Benefits to be covered three (3) months after layoff.

The Company shall have the right to change the Benefit Carrier providing the coverage is equivalent to, or better than. As the Carrier is accepted, the Company and the Union shall meet to verify that the coverage is equal to, or better than.

4. R.R.S.P.

a) $600.00 yearly contribution to all members after attaining three (3) years seniority to be contributed with the calendar year.

b) $700.00 yearly contribution to all members after attaining seven (7) years seniority to be contributed with the calendar year.

c) $800.00 yearly contribution to all members after attaining ten (10) year seniority to be contributed with the calendar year.

d) An Employee Is entitled to RRSP contributions as per the language in Schedule “B” Article 4. In addition to a), b) and c) above, the Company will contribute $.0.50 for every $1.00 that the employee contributes, up to $500 to the current Employee RRSP in a calendar year.

In order for the employee to receive the full RRSP contribution per a), b) and c) above, and the $500 match, the employee will need to have worked a total of 1,000 hours in a calendar year. If the employee works 250 hours in a calendar year, they are eligible for 25% of the full amount. If the employee works 500 hours in a calendar year, they are eligible for 50% of the full amount and if the employee works 750 hours in a calendar year, they are eligible for 75% of the full amount.

5. Tools – The Company will replace employee tools of similar brand and conditions if

damaged beyond repair while performing Company work.

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LETTER OF UNDERSTANDING

Between RO-MATT INTERNATIONAL INC. (The "Employer")

and

U.A.W. (The "Union")

RE: Student Hiring

This letter will confirm that during the 1996 negotiations the Employer and the Union agreed that for the purpose of the collective agreement "Student Hiring" will be permitted between the months of April thru September with an understanding that there are no "layoffs" in the category of Labourer during this period.

For the Co~ny

--------I I

Dated the 1st day of August, 2017

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LETTER OF UNDERSTANDING

Between RO-MATI INTERNATIONAL INC. (The "Employer")

and

U.A.W. (The "Union")

RE: Engineering Staff

This letter will confirm that during the 1996 negotiations the Employer and the Union agreed that for the purpose of the collective agreement "office staff" includes engineering staff, who will not be included in the bargaining unit.

For the Company For the Union

)

Dated the 151 day of August, 2017