COLLECTIVE AGREEMENT

BETWEEN:

TRULITE GLASS AND ALUMINUM SOLUTIONS

-and-

UNITED STEEL, PAPER AND FORESTRY, RUBBER, MANUFACTURING, ENERGY, ALLIED-INDUSTRIAL AND SERVICE WORKERS INTERNATIONAL UNION

(THE STEELWORKERS) ON BEHALF OF ITS LOCAL 233G

UNIT D STEELWORKERS

UNin AND STRENGTH FOR WORKERS

EFFECTIVE: February 16, 2015 EXPIRES: February 16, 2018

COPE-343

This COLLECTIVE AGREEMENT, made between:

ARCH CANADA, ULC DBA ARCH CANADA, ULC DBA TRULITE INDUSTRIES (hereinafter called the "Company")

- OF THE FIRST PART

-and-

UNITED STEEL, PAPER AND FORESTRY, RUBBER, MANUFACTURING, ENERGY, ALLIED-INDUSTRIAL AND SERVICE WORKERS INTERNATIONAL UNION

(THE STEELWORKERS) ON BEHALF OF ITS LOCAL 233G

(hereinafter called the "Union") -OF THE SECOND PART

WHEREAS the Ontario Labour Relations Board by Certificate dated the 15th day of June, 1983, has certified the Union as the Bargaining Agent for the employees in the bargaining unit hereinafter described.

NOW THEREFORE THIS AGREEMENT WITNESSETH THAT:

ARTICLE 1 - PURPOSE OF AGREEMENT

1.01 The purpose of this Agreement is to establish mutually satisfactory hours of work, working conditions and rates of pay, and to provide machinery for the equitable adjustment of disputes arising from the Agreement between the Company and the employees covered by this Agreement with a view to the promotion of good employer-employee relations between them.

ARTICLE 2 - RECOGNITION

2.01 In the event that the Company decides to close all or part of all current operations within Vaughanand move these operations to a new location within fifty (50) kilometres of 20 Royal Group Crescent, Vaughan, ON, permanent employees shall be given preferential consideration as a result of such transfer of operations.

This contract will be extended to cover all bargaining unit employees who are transferred or hired at the new location and the United Steelworkers shall be recognized as the sole bargaining agent.

2.02 Persons whose regular jobs are not in the bargaining unit will not perform any jobs for which rates are established by this agreement except for purposes of

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instruction or experimentation in an emergency or pursuant to the provisions of Article 13.03.

2.03 The Company shall notify the Union in writing of the names of the Foremen and the persons above the rank of Foreman.

2.04 When the masculine pronoun is used in the Agreement it shall mean and include the feminine pronoun where the context so requires.

ARTICLE 3- RELATIONSHIP

3.01 The Company and the Union agree that no employee shall be discriminated against, coerced, restrained or influenced on account of membership in the Union.

3.02 No person shall engage in Union activities on company property except as provided for in this Agreement, or hold meetings at any time on the premises of the Company without the permission of the Company.

3.03 The Company and the Union agree that there will be no discrimination based upon any of the prohibited grounds under the Ontario Human Rights Code.

3.04 First day of work, the Company shall introduce all new employees to the Union Steward or Local Union President or his designate if he is present, who will be given a fifteen minute Union Orientation period with the new employees in the Lunch Room with a certified worker representative.

ARTICLE 4 - DUES CHECK-OFF

4.01 The Company shall deduct Union dues including, where applicable, initiation fees and assessments, on a bi-weekly basis, from the wages of each employee covered by this agreement. The amount of dues shall be calculated in accordance with the Union's Constitution. Each employee in the bargaining unit shall be required as a condition of employment to have an amount equivalent to the regular weekly Union dues deducted from his pay bi-weekly. All employees shall become and remain members of the Union as a condition of employment.

4.02 All dues, initiation fees and assessments shall be remitted to the Union forthwith and in any event no later than 21 days following the last day of the month in which the remittance was deducted. The remittance shall be sent to the International Secretary Treasurer of the United Steelworkers, AFL-CIO-CLC, P.O. Box 9083, Commerce Court, Postal Station, Toronto, Ontario M5L 1 K1, in such form as shall be directed by the Union to the Company along with a completed Dues Remittance Form R-115. A copy of the Dues Remittance Form R-115 will also be sent to the Union office designated by the Area Coordinator.

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4.03 The remittance and the R-115 form shall be accompanied by a statement containing the following information:

(a) A list of the names of all employees from whom dues were deducted and the amount of dues deducted;

(b) A list of the names of all employees from whom no deductions have been made and reasons;

(c) This information shall be sent to both Union addresses identified in Article 4.02 in such form as shall be directed by the Union to the Company.

4.04 The Union shall indemnify and save the Company harmless against all claims or other forms of liability that may arise out of any actions taken by the Company in compliance with this article.

4.05 The Company, when preparing T-4 slips for the employees, will enter the amount of Union dues paid by the employee during the previous year.

ARTICLE 5 - REPRESENTATION

5.01 The Company acknowledges the right of the Union to appoint or otherwise select five (5) Stewards. Should union membership fall below 90 bargaining unit employees, three (3) Stewards may be appointed or otherwise selected by the Union. All Stewards shall have at least six (6) months seniority after probation is completed in the union. The name of each of the Stewards and Local Officials from time to time elected shall be given to the Company in writing and the Company shall not be required to recognize any such Steward or Local Official until it has been so notified.

5.02 The Union agrees for itself and its members to co-operate closely with the Company and all persons representing the Company in a supervisory capacity to work together towards the success and prosperity of the Company.

5.03 The Union and the Company agree to co-operate in the introduction or installation of new processes, machinery and methods of operation. If the introduction of improved production methods or equipment by the Company results in employees on the Seniority List becoming redundant, the Company will notify the Union of the planned change as soon as possible and review with the Union the implication of the intended changes. The Company agrees that these functions will be exercised in a manner consistent with the terms of this Agreement.

5.04 Full time officials of the Union may enter the plant for the purpose of discussing

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Union matters with Local Officials, provided permission is first obtained from Management.

5.05 The privileges of the Grievance Committee or Local Officials to leave their work without loss of pay to attend to Union business with the Company is granted on the following conditions:

(a) The Official concerned shall obtain the permission of the Foreman concerned before leaving his work. Such permission shall not be reasonably withheld.

(b) The time away from production work shall be reported in accordance with the timekeeping methods of the department in which the Steward is employed.

(c) The Company reserves the right to limit such time if it deems the time taken to be excessive.

5.06 The Company agrees to recognize a Grievance Committee consisting of the two (2) Stewards selected by the Union and the Local Union President or his designate.

ARTICLE 6 - GRIEVANCE PROCEDURE

6.01 The Parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible.

6.02 No grievance shall be considered-

(a) unless it is an alleged violation of the terms of this Agreement and

(b) where the circumstances giving rise to it occurred more than three (3) working days before the filing of the grievance except if the grievance is based on an alleged pay discrepancy it may be filed within thirty (30) working days of the alleged error.

6.03 An employee having a complaint shall first give his Foreman an opportunity of adjusting the condition causing the complaint before lodging a formal grievance.

6.04 If the issue has not been settled satisfactorily orally within three (3) working days, the matter may be referred to the Grievance Procedure as follows:

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Step 1

The aggrieved employee shall present his grievance in writing to his Foreman, accompanied by his Steward. If a settlement satisfactory to the employee concerned is not reached within three (3) working days, the grievance may be presented at Step 2 at anytime within three (3) working days of the Foreman's answer at Step 1.

Step 2

The aggrieved employee may, with his Steward, submit his grievance in writing to the Plant Manager or his designate, who shall arrange a conference with the said employee and the Grievance Committee within five (5) working days from such request. At this conference, a full-time official of the Union may attend. The Company will give its decision in writing to the International Union, within five (5) working days of the meeting.

6.05 Any grievance concerning the interpretation, application, administration or alleged violation of this Agreement, including the question of whether any matter is arbitrable which has been properly carried through all the Steps of the Grievance Procedure outlined above and which has not been settled, may, within fifteen (15) working days after the date of the Company's answer at Step 2, be referred to Arbitration at the request of either of the Parties hereto.

6.06 The time limits referred to in the Grievance Procedure may be extended by mutual consent.

6.07 In determining the time which is allowed in the Steps in the Grievance Procedure, wherever the words "working days" are used, they shall mean those days other than Saturdays, Sundays and Paid Holidays as defined in Article 15, on which the Company schedules production. In Steps 1 and 2 of the Grievance Procedure working days will not include the employees regularly scheduled days off.

6.08 Should any grievance result in payment, the Company will issue this payment in the next pay period after the determination.

ARTICLE 7 -ARBITRATION

7.01 Arbitration cases shall be processed in accordance with the Ontario Labour Relations Act.

7.02 Each of the Parties to this Agreement shall jointly bear the expense of the Chairman of the Arbitration Board, or the Sole Arbitrator, as the case may be.

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7.03 This Agreement shall not be altered, modified or amended in anyway by a Board of Arbitration or by an Arbitrator.

ARTICLE 8 - MANAGEMENT GRIEVANCES & UNION POLICY GRIEVANCES

8.01 It is understood that the Management may at any time file a grievance with the Representative of the Union and request a meeting with him to discuss any complaint with respect to the conduct of the Union, its officers or committeemen, in its relationships with the Company or other employees or with respect to any complaint that there has been a violation of any contractual obligation undertaken by the Union, and that, if such grievance by management is not settled to the mutual satisfaction of the conferring Parties, it may be referred to Arbitration as set forth in Article 7.

8.02 A Union policy grievance, which is defined as an alleged violation of this Agreement, concerning all or a substantial number of the employees in the Bargaining Unit, may be lodged by the Local President or his designate, in writing, with the Plant Manager at Step 2 of the Grievance Procedure at any time within three (3) full working days after the circumstances giving rise to such grievance occurred or originated; and, if it is not satisfactorily settled, it may be submitted to Arbitration in the same manner and to the same extent as the grievance of an employee.

ARTICLE 9 - DISCHARGE CASES

9.01 A claim by an employee, who has attained seniority, that he has been unjustly discharged from his employment shall be treated as a grievance if a written statement of such grievance, signed by the employee, is lodged with the Plant Manager within three (3) working days after the employee is notified of his discharge. All preliminary Steps of the Grievance Procedure prior to Step 2 will be omitted in such cases.

9.02 Such special grievance may be settled by confirming the Management's action in dismissing the employee, or by any other arrangement, which is just and equitable in the opinion of the conferring Parties or of the Board of Arbitration, as the case may be.

ARTICLE 10- MANAGEMENT RIGHTS

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

(a) mai,ntain order, discipline and efficiency;

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(b) Hire, promote, demote, classify, transfer, suspend and retire employees and to discipline or discharge any employee for just cause provided that a claim by an employee who has acquired seniority that he has been discharged or disciplined without just cause may be the subject of a grievance and dealt with as hereinbefore provided;

(c) determine schedules, production standards, quality standards, quantity standards, the number of shifts, the content of jobs, and to assign work to employees;

(d) make, enforce and alter from time to time, reasonable rules and regulations to be observed by the employees, provided they are not inconsistent with the provisions of this Agreement;

(e) determine the nature and kind of business conducted by the Company, the equipment and materials to be used, the control of materials and parts, the methods and techniques of work, the schedules of production, the number of employees to be employed, the extension, limitations, curtailment or cessation of operations or any part thereof and to determine and exercise all other functions and prerogatives which shall remain solely with the Company except as specifically limited by the express provisions of this Agreement.

10.02 The Company shall have the right to introduce new Job Classifications or change existing Classifications in the Wage Schedule of this Agreement. The Company will set the rate for any new or changed job and will notify the Union of such new rate. In case of disagreement, the Union shall give the Company written notice stating the basis of disagreement over the new rate. If notice of disagreement is not received by the Company within five (5) working days of the date of the Union being notified of the new rate, the rate set by the Company will be deemed to have been approved by the Union.

10.03 Any disagreement on a new rate will be discussed by the Grievance Committee and the Plant Manager at Step 2 of the Grievance Procedure. Failing agreement at this stage, the matter will be referred to Arbitration in the normal manner.

ARTICLE 11 - NO STRIKES OR LOCKOUT

11.01 In view of the orderly procedure established by this Agreement for the settling of disputes and the handling of grievances, the Local and the Union agree that during the lifetime of this Agreement there will be no strike, slowdown or stoppage of work, either complete or partial, and the Company agrees that there will be no lockout.

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ARTICLE 12 -WAGES & BENEFITS

12.01 Schedule "A" headed Wages and Classifications, attached hereto, is hereby made a part of this Agreement.

12.02 Schedule "B" headed Benefits, attached hereto, is hereby made a part of this Agreement.

ARTICLE 13 - HOURS OF WORK AND OVERTIME

13.01 The following sections and paragraphs are intended to define the normal hours of work and shall not be construed as a guarantee of hours of work per day or per week, or of days of work per week.

13.02 The regular workweek shall be Monday to Friday and shall consist of forty (40) hours. The regular work day shall consist of eight (8) hours exclusive of a thirty (30) minute unpaid lunch break, except up to ten (1 0) hours may be worked with the permission of the Ministry of Labour and where the majority of the employees affected and the Company agree to do so.

13.03 Overtime shall be kept to a minimum, however, if conditions arise necessitating overtime, employees will co-operate with the Company. The Company will distribute overtime in the following manner:

Overtime work shall be offered as Daily Overtime or Extra Weekly Overtime. For the purposes of this clause, "Daily Overtime" means any overtime available on the same day on a regularly scheduled shift during the work week and "Extra Weekly Overtime" means overtime available on a weekend and outside of the work week.

Daily Overtime will be offered in the following manner:

(i) First, to the most senior employee in the Position who performed the work on the same shift on the day in question;

(ii) Second, if such employee refuses the Daily Overtime, then it will be offered in order of seniority, to other employees on the same shift in the same Department and who have the skill qualification and ability in accordance with the most recent Qualification List to perform the work who have indicated their willingness to work overtime by signing the overtime list;

(iii) Thirdly, if the Daily Overtime is still available, it will be offered in order of seniority, to any other employee on the same shift who has the skill,

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qualifications, and ability according to the most recent Qualification List to perform the work, provided they have indicated their willingness to work overtime by signing the overtime list.

(iv) In the event the Company is unable to obtain sufficient employees to work the Daily Overtime in the above manner on a voluntary basis, the Company will then assign the employee with the least plant wide seniority on the same shift and with the skill, qualifications and ability according to the most recent Qualification List, to perform the Daily Overtime work. Such assignment will not take place unless the Company informs the employee one hour prior to the end of the shift. However, in the event an employee can substantiate through

appropriate documentation that he or she cannot perform the overtime, the employee will be excused from performing the overtime.

(v) In the event the Company is unable to obtain sufficient employees to work the Daily Overtime in the above manner, the Company shall be entitled to have supervisors not in the bargaining unit to perform the overtime work.

13.04 Extra Weekly Overtime will be offered as follows:

(i) First, to the most senior employee who performed the work in the Position during the work week immediately before the Extra Weekly Overtime being offered.

(ii) Second, if such employee refuses the Extra Weekly Overtime, then it will be offered in order of seniority, to other employees in the same Department and who have the skill, qualification and ability in accordance with the most recent Qualification List and who have indicated their willingness to work overtime by signing the overtime list; and,

(iii) Thirdly, if the Extra Weekly Overtime is still available, it will be offered in order of seniority, to any other employee who has the skill, qualifications, and ability according to the most recent Qualification List to perform the work.

(iv) In the event the Company is unable to obtain sufficient employees to work the Extra Weekly Overtime in the above manner on a voluntary basis, the Company will then assign the employee with the least plant wide seniority and with the skill qualification and ability according to the most recent Qualification List, to perform the Extra Weekly Overtime. However, in the event an employee can substantiate through appropriate documentation that he or she cannot perform the overtime the employee

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will be excused from performing the overtime.

(v) In the event the Company is unable to obtain sufficient employees to work the Extra Weekly Overtime in the above manner, the Company shall be entitled to have supervisors not in the bargaining unit to perform the overtime work.

13.05 Overtime premiums shall not be paid more than once for any hour worked and there shall be no pyramiding of overtime.

13.06 Overtime at the rate of time and one-half (1-1/2) the employee's individual hourly rate will be paid for all hours performed over the employee's scheduled hours for that week, except in the case of an employee who works less than forty (40) hours in a week due to a layoff, shall be paid time and one-half (1-1/2) for all hours worked in excess of his scheduled daily working hours in that week. In computing overtime, hours paid as Paid Holidays shall be counted as hours worked in that week.

(a) Where the Company has scheduled a work week shorter than forty (40) hours and they find it necessary to increase the work week, they shall give the employees at least twenty-four (24) hours notice of the increase in scheduled working hours. If the Company fails to give the proper notice, the employees who work the increased hours, shall be paid the applicable overtime rate. No employee shall be disciplined or considered absent for not working the increased hours.

(b) All work performed by employees on Sundays or plant holidays shall be paid at the rate of double time (2X) the employees normal hourly rate. If the afternoon shift starts Sunday, double time will be paid Saturday for these employees.

13.07 When an employee reports for work on a regularly scheduled working day and upon his arrival at the plant, finds no work is available for him, unless he has been notified at least one (1) hour prior to the start of the shift not to report, he shall be paid for four (4) hours at his regular hourly rate. If he is offered other work for which he is physically fit, for four (4) hours or more, at his regular hourly rate and he refuses such work, he shall not be eligible to receive the four (4) hours reporting pay provided for above.

(a) The provisions of this Section shall not apply if the failure of the company to provide work, or provide one-hour notice, is due to conditions beyond the reasonable control of the company, for example power or equipment failures and/or acts of God.

13.08 A fifteen (15) minute Rest Break shall be given in each half of each shift at a time or times determined by the Company. Employees shall be ready to commence

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work promptly at the end of the Break. If overtime is required for two hours or more a fifteen (15) minute paid break will be granted.

13.09 When the Company is operating with a Night Shift operation, Night Shift employees shall receive a twenty (20) minute paid Lunch Break.

13. 1 0 All employees working on the Afternoon shift shall receive a shift premium of sixty (60¢) cents per hour for all three (3) years of the contract and all employees working on the Night Shift shall receive a shift premium of eighty cents (80¢) per hour for all three (3) years of the contract.

13.11 Employees may be assigned to either a regular day, afternoon, or midnight shift. To determine which shift the employee is scheduled to work, and to ascertain the appropriate shift premium, when required, the following start times will be applicable.

Day Shift 5:00a.m.- 10:00 a.m. Afternoon Shift 10:00 a.m.-9:00p.m. Midnight Shift 9:00p.m.- 5:00a.m.

In the event the Company requires an employee to switch shifts, it will provide the employee with at least 8 working hours advance notice of such change.

In the event of the Company requiring employees to change shifts, the Company will transfer employees in order of seniority and in accordance with skill, qualification and ability, of the employee pursuant to the most recent Qualification List. Senior employees will have the opportunity to decline such shift change only if there is a more junior employee with the requisite skill, qualification and ability to perform the work in accordance with the most recent Qualification List. The most junior employee with the skill, qualification and ability in accordance with the most recent Qualification List cannot decline the shift change. Shift change between employees by mutual agreement will not be unreasonably denied by the Company however will be permitted only once every 6 months.

ARTICLE 14- VACATION WITH PAY

14.01 All employees who have been employed by the Company less than one year by June 15th or December 15th in any year shall receive in lieu of Vacation an amount equal to four (4%) percent of their wages up to June 15th or December 15th in that year.

14.02 An employee who has been employed by the Company for more than one year by June 15th or December 15th in any year, shall be entitled to two (2) weeks Vacation and shall be paid as Vacation pay four percent (4%) of his wages for the six (6) months preceding June 15th or December 15th of the current year.

14.03 An employee who has been employed by the Company for more than five (5) years by June 15th or December 15th in any year shall be entitled to three (3)

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weeks Vacation and shall be paid as Vacation pay six percent (6%) of his wages for the six (6) months preceding June 15th or December 15th of the current year.

14.04 An employee who has been employed by the Company for more than twelve ( 12) years by June 15th or December 15th in any year shall be entitled to four (4) weeks Vacation and shall be paid as Vacation Pay eight percent (8%) of his wages for the six (6) months preceding June 15th or December 15th of the current year.

14.05 (a)

(b)

An employee who has been employed by the Company for more than twenty-five (25) years by June 15th or December 15th in any year shall be entitled to five (5) weeks Vacation and shall be paid as Vacation Pay ten percent (1 0%) of his wages for the six (6) months preceding June 15th or December 15th of the current year.

All vacation pay to be paid by separate cheque.

An employee who has been employed by the Company for more than thirty (30) years by June 15th or December 15th in any year shall be entitled to five (5) weeks of vacation and shall be paid as vacation pay 11% of his wage.

14.06 The term "wages" as used in this Article shall be as defined in the Employment Standards Act, however shall exclude vacation pay.

14.07 Vacation Scheduling must not interfere with plant operations. The Company will endeavour to comply with the employee's vacation request insofar as is practical, and in the event the Company cannot honour all requests for a specific period, selection will be based upon seniority. Employees must give reasonable notice of their vacation desires.

14.08 The Company will pay a bonus of Seventy-Five Dollars ($75.00) for each week of Vacation entitlement that an employee takes outside the Company's busy months. (April through November inclusive).

14.09 Upon termination of employment (regardless of the reason for termination), an employee will receive Vacation Pay for the unused portion, if any, of the paid vacation which he would otherwise have been entitled to take during the year in which termination occurs.

14.10 Vacation requests submitted by March 1st shall be based on seniority. Vacation requests submitted after March 1st shall be granted on a first come first served basis.

The Company shall post by March 15th a list of all vacation requested and granted by March 15t.

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14.11 Vacation paX will be paid four times per year on the pay date closest to the fifteenth (15t ) of each of March, June, September, and December.

ARTICLE 15- PAID HOLIDAYS

15.01 The following days shall be observed as Paid Holidays:

New Year's Good Friday Victoria Day Canada Day Civic Holiday

Labour Day Thanksgiving Day Day before Christmas Christmas Day Boxing Day

15.02 When a Paid Holiday falls on a Saturday or Sunday, it will be celebrated on the preceding Friday or the Monday following, or on a day mutually agreed to by the Company and the Union. A minimum of two (2) weeks notice will be given to the Union for any paid holidays that the Company intends to move to another day.

15.03 An employee who has completed his probationary period, will be paid for the above Holidays at his regular hourly rate multiplied by the regular number of hours in his shift provided that:

(a) The employee worked his last scheduled work day prior to and his next scheduled work day after the holiday;

(b) The employee does not fail or refuse to work when scheduled to work on such holiday;

(c) With respect to an employee laid off upon reduction of work forces, or absent because of illness, such employee will not be disqualified for having failed to meet the eligibility requirements of Sub-Section (a) of this Section 15.03 provided he works at least one (1) scheduled work day in either the three (3) calendar days immediately preceding the Holiday or the three (3) calendar days immediately following the Holiday. Payments will only be made upon presentation of a Doctors note, which outlines the specific illness.

15.04 When the Company requires an employee to work on any of the above Paid Holidays, the employee shall receive, in addition to the compensation provided for in 15.03, double time (2X) his regular hourly rate of pay for all hours worked on the Holiday.

15.05 An employee on vacation when a Holiday is observed will receive an extra day's vacation with pay.

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ARTICLE 16 - SENIORITY

16.01 An employee will be considered probationary for his first sixty (60) days worked and will have no seniority rights during that period. If his employment is terminated any time during such probationary period, such termination shall not be subject to the grievance procedure. After completion of his probationary period, his seniority shall date back sixty (60) working days prior to the completion of his probation. Should more than one employee have the same seniority date, those employees will draw numbers to determine the order in which their names shall appear on the seniority list.

During the first two (2) years of employment, for the purpose of establishing benefits, employees who have been laid off due to lack of work and subsequently re-employed will have their length of service determined by the actual time they have been on the Company's payroll provided such employees return to work when notified and subject to the consideration of sub-section (d) and (e) of Article 16.02.

16.02 (i) An employee's seniority and employment shall terminate when an employee:

(a) quits for any reason;

(b) retires;

(c) is discharged and is not reinstated through the grievance procedure or arbitration;

(d) has been continuously on layoff for a period of twelve (12) months if the employee has less than five (5) years seniority and twenty-four (24) months if the employee has five (5) or more years seniority;

(e) fails to report for work within three (3) working days after being notified by the Company following a layoff;

(f) fails to return to work promptly upon termination of an authorized Leave of Absence, or utilizes a Leave of Absence for purposes other than those for which the Leave was granted;

(g) fails to report to work for three (3) consecutive working days without notification to his Foreman or Plant Manager. If proper notification has been provided, it must be reasonable and acceptable to the Company.

(ii) Seniority shall accumulate in the following circumstances only:

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(a) When off work due to layoff, sickness or accident in which case seniority will continue for twelve (12) calendar months; in the case of injury compensable under the Workplace Safety and Insurance Act, seniority shall continue to accumulate for twenty­four (24) calendar months. Where an employee has two (2) years or more service, in cases of sickness, accident the period shall be extended to twenty-four (24) calendar months.

(b) When off work due to personal leave of absence.

(c) When off work due to leave of absence on Union business.

(d) When absent on vacation with pay or on plant holiday.

(e) When actually at work for the Company.

(iii) The Parties agree that from time to time the Company may hire Temporary Agency workers to fill in on a temporary basis, so long as there are no Permanent employees on layoff. The Parties agree that this number shall not exceed a maximum of 12 Temporary Workers. In the event that the Company requires a greater number than 12 temporary workers, the Company will discuss the requirement with the Union, and the Union will not unreasonably withhold its consent.

(iv) The Parties further agree that if the Temporary Agency Employee is hired for more than 90 working days they shall become members of the Union with no further probationary requirements.

16.03 When it becomes necessary to reduce the work force, layoffs will take place by reverse order of plant wide seniority within a Position.

16.04 (a) The Company will inform the affected employees of the layoff. The Company shall provide:

(i) Written notice of the layoff equal to at least one week prior to the layoff taking effect, or

(ii) Payment in lieu of such written notice.

To all employees in the bargaining unit by posting a layoff notice on the bulletin board.

(b ) An employee laid off or displaced in one Position will be given the opportunity of displacing an employee with less plant wide seniority in any other Position, provided the senior employee has, at the time of the displacement, the 100% performance rating for ability, skill and

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qualifications to perform the job as set out in the most recent Qualification List.

(c) In the event of a layoff, any employee who wishes to displace another employee must inform the Company in writing. All displacements must take place within 24 business hours of the notice of layoff being posted.

(d) Should the Company issue a recall, employees on layoff will be recalled to available work by plant wide seniority provided the employee being recalled has the skill, qualification and ability to perform the work, in accordance with the most recent Qualification List.

(e) It shall be the duty of the employee or laid off person to notify the Payroll Department promptly, in writing, of any change in his address or telephone number.

If any employee or laid off person shall fail to do this, the Company will not be responsible for the failure of any notice to reach him.

(f.) The Company agrees to offer training in the following positions for any employee in the bargaining unit who wishes to receive it:

General Help Cutting General Help Tempering General Help Spandrel Loader Edge Deletion Spacer Cutter Spacer Filler Driller Offloader General Help Shipping

16.05 Notification of recall shall be by telephone or personal contact if necessary, to expedite the recall of employees. When this is not possible, registered mail addressed to the last address, which the employee has recorded with the Company, shall be used. The Union will be advised in writing of the names of those to whom layoff notices or recall notices have been communicated. The employee will be obliged to keep the Company informed in writing of his current address and phone number.

16.06 The Company shall compile and post, semi-annually in January and July, in places easily accessible to employees, a list of the names of all employees showing their seniority standing. The Company will supply the Union with one (1) copy of the Seniority List.

16.07 All employees shall be eligible for Severance Pay should the plant cease

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operation. The Parties agree that employees with less than five years of service shall be paid one week for each year of service. Employees with five to eight years of service shall be paid 1.5 weeks per year of service.

Employees with eight or more years of service shall be paid eight weeks plus one week per year of service to a maximum of 34 weeks.

16.08 President and Vice-President shall have top plant wide seniority in case of lay-off and shall be retained by the Company on work which he or she is able to perform.

16A

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(i) Employees will be encouraged to learn the duties of other positions and every opportunity shall be afforded them to learn the work of such other positions. The Company shall post training opportunities on the bulletin board for five (5) days. The length of each training opportunity will be established by management. The posting shall contain the name and dates of the course and where further information can be obtained. During training the employees will be paid their regular rate of pay and NOT the rate for the job for which they are being trained.

(ii ) Training opportunities will be awarded to candidates on the basis of highest seniority of those applying.

(iii) Employees who have been awarded a training opportunity and who have successfully completed the training will not be eligible to apply for another training opportunity for a period of 6 months from the date the first training opportunity was awarded to the employee.

(iv) During the training period, the supervisor or his/her delegate will formally evaluate the employee in writing once per week and meet with the employee to discuss any areas of concern. Union representation will be provided if requested by the employee at the meeting. Based on such evaluations, management will determine whether the employee will be permitted to continue to b trained for the full training period and, if a full training period has elapsed, whether an employee has successfully completed the training.

i) The Company and the Union will meet within 15 days of ratification of this agreement and complete the initial Qualification List within 30 days of ratification. If there is a dispute about an employee's skill, qualification and ability, the employee will be given the opportunity to demonstrate his/her skill, qualification and ability in

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the job without any training in order to determine if they are indeed qualified to perform it. Only those employees with a fully shaded in circle beside their name and under the Position are considered to have the requisite skill, qualification and ability in the Position. The Qualification List will thereafter be updated by mutual agreement between the Company and the Union as of January 1, April 1, July 1 and October 1 of every year of this agreement (the "Update Dates").

(ii) The Company and Union agree that as of the date that the initial Qualification List is finalized, employees will only achieve new qualification and obtain standing on the Qualification List for a job once they have successfully completed training offered by the Company for the applicable job as per article 16 A above.

(iii) Should a Qualification List fail to be established on any of the dates set out above, the disagreeing party may file a grievance in accordance with the grievance procedure in this agreement.

16.09 If a member of the Bargaining Unit is transferred or request a transfer to a non­bargaining position within the Company he will retain his seniority within the bargaining unit for 60 working days.

ARTICLE 17 -JOB POSTING

17.01 All postings shall have attached to them a job description for the vacancy. The Company will provide these job postings to the Union President, or his designate.

17.02 All employees wishing to apply for the vacancy will be required to make written application to the Plant Manager.

17.03 Selection for such vacancies shall be made on the basis of the following factors:

(a) Seniority;

(b) Qualifications (including skill, ability and physical fitness). It is understood that where the qualifications referred to in factor (b) above are relatively equal, factor (a) will govern. In the evaluation of factor (b) the Company shall not act in a discriminatory or arbitrary manner.

17.04 An unsuccessful applicant may request the Company to provide reasons for him not getting the job.

17.05 The Company will post on the bulletin board the name of the successful candidate within five (5) working days of the selection with a copy of it sent to the

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Local Union President.

ARTICLE 18 - TEMPORARY TRANSFER

18.01 An employee who is temporarily transferred to another job exceeding eight (8) hours per week, for the convenience of the Company, shall receive his own rate or the rate of the job performed, whichever is greater.

18.02 An employee who, for the convenience and benefit of the employer, is temporarily transferred to another job instead of being laid off due to lack of work, breakdown of machinery, or other like cause, shall be paid the rate of the job which he normally performed or the rate of the job temporarily transferred to, whichever is greater.

18.03 Temporary Transfer out of department when there is no shift change involved must be done by reverse order of seniority of the employees who have the skill, qualification and ability pursuant to the most recent Qualification List to do the work of the Position they are being transferred to.

ARTICLE 19 - LEAVE OF ABSENCE

19.01 Permanent employees may make written requests for a Leave of Absence without pay and without loss of seniority for specific reasons and their seniority shall accumulate during such leave up to maximum of sixty (60) days. The Company shall determine the validity of such requests and evaluate their effect on production requirements before approving or disapproving such requests.

19.02 Having been granted a Leave, the employee must return to work at the expiration of this leave or earlier, unless an extension has been submitted and granted by the Company or be considered quit.

19.03 Leave of Absence to attend Union Conventions and Conferences or Seminars may be granted to not more than two (2) employees at one time. Application for such leave of absence shall be made by the Union in writing at least two (2) weeks prior to the requested leave.

19.04 Pregnancy Leave will be granted in accordance with the Employment Standards Act.

ARTICLE 20- BEREAVEMENT LEAVE

20.01 An employee who has completed his probationary period will, in the event of the death of a member of his immediate family (as outlined in 20.02), be granted a

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Leave of Absence of three (3) working days. During this period, the employee will be compensated for the time lost from work up to a maximum of eight (8) hours per day at his regular hourly rate of pay. It is agreed that an employee will not be paid for time off to attend a funeral on a Paid Holiday, while on vacation or on sick leave. The Company shall have the right to request proof of death.

20.02 Immediate family is designated as the employee's Mother, Father, Brother, Sister, Spouse, Children, Mother-in-Law and Father-in-law.

20.03 In the event of the death of an employee's or his spouse's, daughter-in-law, son­in-law, grandchildren, brother and sister-in-law, aunts and uncles a Leave of Absence of one (1) day will be granted to attend the funeral.

ARTICLE 21 - JURY DUTY

21.01 An employee who is required to serve on a Jury or as a subpoenaed Crown Witness, shall be paid the difference between the amount paid for such service and his normal pay computed at his normal hourly rate for hours lost from work up to forty (40) hours in a week subject to the following provisions:

(a) Employees must notify the Plant Manager or Supervisor within one (1) working day after receipt of notice of selection for Jury Duty or as a Crown Witness.

(b) Any employee called for Jury Duty and who is temporarily excused from attendance at court, must report to work if a reasonable period of time remains to be worked in his shift.

ARTICLE 22 - BULLETIN BOARD

22.01 The company shall provide a Bulletin Board, which will be used, for posting Union notices and material. Such notices and material must be submitted to the Plant Manager before posting.

ARTICLE 23 - COMMITTEES

23.01 The parties agree to establish a Labour/Management Committee comprised of two (2) members of Management and two (2) members of the Bargaining Unit and shall have at least eighteen (18) months seniority. The committee will meet at least once a month during regular working hours to discuss matters of mutual concern.

23.02 A Safety and Health Committee shall be set up in accordance with the Safety

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and Health Act and all rules and regulations of Appendix "C" shall apply to the Committee and all employees.

23.03 The Company, the Union, and the employees shall comply with the Occupational Healthy and Safety Act of Ontario, R.S.O. 19990 and applicable regulations, as amended from time to time.

23.04 A member of senior management shall attend joint health and safety committee meetings at least four (4) times per year.

23.05 The Company shall ensure that the Joint Health and Safety Committee make monthly inspections of the plant for the purpose of determining hazardous conditions, check unsafe practices, receive complaints and recommendations with respect to the mentioned matters.

23.06 (a) The Company agrees to recognize and deal with a Negotiating Committee of not more than two (2) employees, plus the President of the Local Union.

(b) The Company agrees that members of the Negotiating Committee shall be permitted to take the time off from their regular scheduled shift with pay for time spent with the Company in negotiations up to and including the point of requesting appointment of a conciliator.

ARTICLE 24 - DURATION

24.01 This Agreement shall remain in force from the date hereof, up to and including February 16, 2018, and shall remain in force from year to year thereafter unless in any year, not more than ninety (90) days and not less than thirty (30) days from the date of termination, either party shall furnish the other with notice of termination or proposed revision or addition to any provisions thereof.

24.02 On such notification, negotiations on any such proposals, revision or additions shall take place between the parties within thirty (30) days of such notice.

24.03 If pursuant to such negotiations, an agreement on the renewal or amendment of this Agreement is not reached prior to the current expiration date, this Agreement shall expire upon execution of a new Agreement or completion of Conciliation Proceedings, whichever shall first occur.

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UNITED STEELWORKERS

Lu~~·@.@ter US~233 •.. ;ocal President . >~}/__ /:' ____.--····

~~If#// ~~-7/~/··' ../ Kurtis Evans

USW 233G Negotiating Team

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APPENDIX "A"

WAGES AND CLASSIFICATIONS

APPENDIX "A"

Departme nt Position Wage Classification

Cutting Automatic Cutting Table Operator A

General Help c Hand Glass Cutter A

Tempering Tempering Furnace Operator A General Help-Sander, Sanding offload, Furnance offloader c Tempering Loaders B

Tempering Taggers B

I Samples Sample Fabricator I A I

Spandrel Line Spandrel Operator A General Help-Loader, Oven Loader, Offloader c Silkscreen Operator A Team Lead A Taggers B

I.G. Assembly Lin e

Team Lead A

Auto Spacer Bender Operator A

Spacer Assembler B

Butyl Applicator B

Spacer Assembly/Inspect A

Auto Sealing Gun Operator A

Loader c Edge Deletion c Spacer Cutter c Button Applicators/Spacer Filling c Spacer Driller c Offloader c

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Shipping/Receiving

Department/Position

I CNC Machine

Edge Polishing Machine 1

Edge Polishing Machine 2

Laminating Glass Line

Set Up

General Help

Material Handlers

Operator

Operator

Operator

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Clean Room Assembler

General Help

Job Evaluation Committee

c

c B

A

A

A

B

c

The Company and the Union agrees to establish a job evaluation committee consisting of not more than "3" employees depending on the number of employees in the bargaining unit. During the course of this contract, members of the committee will not lose pay for time spent during regular scheduled working hours while investigating the accuracy of a description for a new or changed job.

The parties agree to work together in the description and classification of a new or changed job.

The Company shall prepare and submit to the committee information pertaining to the new or changed job within 30 working days. Should the parties not agree, the matter can then be submitted to arbitration.

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Present Rates

Starting After After After After Classification Rate 3 Mths. 6 Mths. 9 Mths. 12Mths.

A 20.66 20.87 21.08 21.30 21.51 B 19.81 20.02 20.24 20.45 20.66 c 19.07 19.23 19.39 19.60 19.81

Lump Sum Payments of $425 on February 20, 2015 and $425 on Mary 1, 2015

A B c

A B c

Rates: Effective February 19,2016-$0.30 plus $300 Lump Sum Payment on February 19, 2016

20.96 20.11 19.37

21.17 20.32 19.53

21.38 20.54 19.69

Rates: Effective February 17,2017-$0.40

21.36 20.51 19.77

21.57 20.72 19.93

21.78 20.94 20.09

21.60 20.75 19.90

22.00 21.15 20.30

21.81 20.96 20.11

22.21 21.36 20.51

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FOR NEW EMPLOYEES HIRED AFTER JANUARY 9, 2019

Starting After After After After Classification Rate 3 Mths. 6 Mths. 9 Mths. 12Mths.

A 19.51 19.56 19.61 19.66 19.71 B 18.66 18.71 18.76 18.81 18.86 c 17.92 17.97 18.02 18.07 18.12

Lump Sum Payments of $425 on February 20, 2015 and $425 on May 1, 2015

Rates: Effective February 19,2016- ~0.30 plus $300 Lump Sum Payment on February 19,2016

Starting After After After After Classification Rate 3 Mths. 6 Mths. 9 Mths. 12Mths.

A 19.81 19.86 19.91 19.96 20.01 B 18.96 19.01 19.06 19.11 19.16 c 18.22 18.27 18.32 18.37 18.42

Rates: Effective February 17, 2017-$0.40

Starting After After After After Classification Rate 3 Mths. 6 Mths. 9 Mths. 12Mths.

A 20.21 20.26 20.31 20.36 20.41 B 19.36 19.41 19.46 19.51 19.56 c 18.62 18.67 18.72 18.77 18.82

Note: New employees will receive 75% of the starting rate during the 90 working day probationary period.

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SCHEDULE "B"

BENEFITS

The Company shall continue for the term of this Agreement, the benefits as outlined in the booklet titled "Department Insurance Plan" with the following exceptions:

(a) The Dental Plan shall provide a maximum fee level in accordance with the current Ontario Dental Association Fee Guide with a maximum benefit of $1,850.00 per year.

(b) Life insurance will start at $5,000.00 and will increase by $1,000.00 for each year of seniority, as of January 9th in each of the years covered by the contract, to a maximum of $35,000.00 at 21 years+ of service.

(c) The payment of the premiums for Department Insurance shall remain as present for the term of this Agreement.

(d) Company will provide a selection of appropriate safety boots for employees to choose from once per calendar year for 2015, 2016 and 2017. In the event that an employee has a special need and cannot obtain an appropriate boot from the selection provided by the Company as per above, the employee will be permitted to purchase one pair of safety boots for each calendar year of 2015, 2016 and 2017 and will be reimbursed up to a maximum of $125.00 per calendar year for 2015, 2016 and 2017 upon providing a copy of the original receipt and provided that the purchased safety boot meets the company's safety boot standard.

(e) The Company will pay one hundred dollars ($1 00.00) towards the cost of prescription safety glasses upon presentation of a receipt and not more than once every two (2) years.

(f) R.R.S.P. -The Company has agreed to payroll deductions for R.R.S.P.'s. An employee must remain in the plan for a minimum of one year. Changes in deductions may only be made every six months.

(g) For employees with five (5) or more years seniority, the Company will match the employees contribution to a jointly trusteed (Company and Union) RRSP to a maximum increase as follows:

January 1, 2012- $1,650.00

(a) Effective January 1, 2003 employees with three (3) years seniority, the Company will match the employees contribution to a jointly trusteed (Company and Union) RRSP to a maximum of six hundred ($600.00) dollars.

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(b) Effective January 1, 2003 employees with four (4) years seniority, the Company will match the employees contribution to a jointly trusteed (Company and Union) RRSP to a maximum of eight hundred and fifty ($850.00) dollars.

(i) Department Insurance waiting period for employees hired after October 14, 1994:

Dental Co-Insurance 50% After 1 Year Full Coverage After 2 years

Medical Co-Insurance 50% During 1st. Year 75% During 2nd. Year Full Coverage after 2 years

Benefits (medical and dental only) to continue for 30 days from the date of layoff.

Weekly Indemnity: $470.00 maximum.

Reduce waiting period from "seven (7) working days" to "five (5) working days".

(k) Long Term Disability:

The Company will administer plan where premiums are paid by members.

Steelworker Benefit Plan Union to propose language on Long Term Disability with members paying premium and company doing administrative portion.

(I) Vision Care for families. $300.00 per family member every two years.

(m) The Company will provide six (6) individual winter jackets for each employee who works outside during the cold season.

(n) In lieu of a Christmas Party employees will receive a $50.00 gift voucher.

(o) Drug Card

The Company will provide a drug card.