FIRST COLLECTIVE AGREEMENT BETWEEN. PLITEQ INC. (Hereinafter referred to as the "Employer") -AND-

FIRST COLLECTIVE AGREEMENT

BETWEEN

PLITEQ INC.

(Hereinafter referred to as the "Employer")

-AND-UNITED FOOD AND COMMERCIAL WORKERS CANADA LOCAL 1006A

(Hereinafter referred to as the "Union")

TABLE OF CONTENTS

ARTICLE 1 - PURPOSE ... 1

ARTICLE 2 - RECOGNITION ... 1

ARTICLE 3 - MANAGEMENT RIGHTS ... 1

ARTICLE 4 - NO DISCRIMINATION OR HARASSMENT ... 2

ARTICLE 5 - UNION SECURITY ... 2

ARTICLE 6 - UNION REPRESENTATION/PRIVILEGES ... 4

ARTICLE 7 - NO STRIKES, NO LOCKOUTS ... 4

ARTICLE 8 - PROBATION ... 4

ARTICLE 9 - SENIORITY ... 5

ARTICLE 10 - LAY-OFFS ... 6

ARTICLE 11 - RECALLS ... 7

ARTICLE 12 - DISCIPLINE AND DISCHARGE ... 7

ARTICLE 13 - GRIEVANCE PROCEDURE ... 7

ARTICLE 14-ARBITRATION ... 9

ARTICLE 15- JOB POSTINGS ... 9

ARTICLE 16 - HOURS OF WORK ... 10

ARTICLE 17 - PREMIUM AND OVERTIME PAY ... 12

ARTICLE 18 - CALL-IN PAY ... 13

ARTICLE 19- EMERGENCY CLOSINGS AND SHIFT CANCELLATION ... 13

ARTICLE 20 - MEAL AND BREAK PERIODS ... 13

ARTICLE 21 - STATUTORY HOLIDAYS ... 14

ARTICLE 22 -ANNUAL VACATIONS ... 14

ARTICLE 23 - LEAVE OF ABSENCE ... 15

ARTICLE 24-WAGES AND CLASSIFICATIONS ... 17

ARTICLE 25 - HEAL TH & WELFARE BENEFITS ... 18

ARTICLE 26 - HEAL TH AND SAFETY ... 18

ARTICLE 27 - GENERAL ... 18

ARTICLE 28 - DURATION ... 20

ARTICLE 1 - PURPOSE

1.01 The purpose and intent of this Agreement is to:

(a) promote co-operation and harmony between the parties; (b) recognize their mutual interests;

(c) provide a channel through which information and problems may be communicated;

(d) formulate rules to govern the parties' relationship; (e) promote efficiency in operation;

(f) set forth basic agreements on rates of pay, hours of work and conditions of employment.

ARTICLE 2 - RECOGNITION

2.01 The Employer recognizes the Union as the exclusive collective bargaining agent for all employees of Pliteq Inc. located in the City of Vaughan, save and except supervisors, engineers, office, administrative and clerical staff, and all those above the rank of supervisor.

2.02 No employee shall be laid off, failed to be recalled, or suffer a reduction in regular hours as a result of non-bargaining personnel performing work normally performed by bargaining unit employees. The Employer agrees that there will be no extension of the current practice.

2.03 The term "employee" as used in this Collective Agreement shall mean only those employees who are included in the Bargaining Unit, as described in Article 2.01. Whenever the singular context is used in this Collective Agreement, it shall be deemed to include the plural and vice-versa, wherever the context so requires. ARTICLE 3 - MANAGEMENT RIGHTS

3.01 Except as, and to the extent specifically modified by the agreement, all rights and prerogatives of Management are retained by the Employer and remain exclusively and without limitation within the rights of the Employer and its Management and may be exercised by Management as it, in its discretion, sees fit. Without limiting the generality of the forgoing, the Employer's rights shall include the right:

(a) To maintain order, discipline and efficiency, to make, alter and enforce, from time to time, reasonable rules and regulations, policies and practices, to be

observed by its employees; to discipline and discharge employees who have completed their probationary period for just cause.

(b) To select, hire and direct the working force and employees; to transfer, assign, promote, demote, schedule and classify employees; to plan, direct and control its operations; to select and retain employees for positions excluded from the bargaining unit; to operate and manage the enterprise in all respects in order to satisfy its commitments and objectives.

(c) Determine the location of operations and their expansion, curtailment or discontinuance, the direction of the working forces, the contracting out of work, the schedules of operations, the hours of any shifts, the starting and quitting times, the work to be done, the number of shifts, the standards of performance, the schedules of work, determine the methods and processes to be employed, job content and requirements, quality and quantity standards, the establishment of work or job classifications; change, combine or abolish job classifications; determine the qualifications of an employee to perform any particular job; the nature of tools, equipment and machinery used, to use new or improved methods, machinery and equipment, change or discontinue existing tools, equipment, machinery, methods or processes; decide on the number of employees needed by the Employer at any time, the number of hours to be worked, when overtime shall be worked, require the employees to work overtime, and generally the right to manage the enterprise and its business without interference.

3.02 The Employer agrees that any exercise of these rights shall not be inconsistent with the terms of this Collective Agreement.

ARTICLE 4-NO DISCRIMINATION OR HARASSMENT

4.01 The Employer and the Union agree to abide by the Ontario Human Rights Code. 4.02 The parties agree that there shall be no discrimination, harassment, intimidation or

coercion exercised or practiced by either of them or their representatives with respect to any employee by reason of the employee's membership or non-membership in the Union or because of the employee's activity or non-activity in the Union, or their lawful rights arising there from.

ARTICLE 5 - UNION SECURITY

5.01 It is agreed by the parties that all new employees hired subsequent to the date of ratification shall become ar"!d remain members of the Union during the lifetime of this Agreement, and shall pay initiation fees and dues, as determined by the Union. 5.02 When the Employer hires new employees who are not members of the Union, they

5.03 The Employer agrees to deduct Union Dues and Initiation Fees from the wages of all employees in the Bargaining Unit. Deductions shall be made every pay period and forwarded to the Union Office on a monthly basis for the preceding month by the 15th day of that month. The Employer shall notify the Union of new employees' classifications and rates of pay in addition to terminations on a monthly basis. These deductions shall be remitted to the Union by method of EFT (Electronic Funds Transfer) and shall be accompanied with a statement from the Employer in an electronic Excel spreadsheet providing the following current information: 1. S.l.N.

2. Employee Number if Applicable 3. Full Name (Last/First/Initials) 4. Full Address on File

5. Telephone Number (including area code) 6. Current Hourly Wage Rate

7. Current Job Classification

8. Union Dues and Initiation Fees Deducted (or the reason a deduction was not made)

9. Cell Number on File 10. Email Address on File 11 . Start Date

5.04 The Employer agrees to record the annual Union dues deductions for each employee on the employee's T-4 form.

5.05 The Union agrees that it will not engage in any Union activities or hold any meetings on the premises of the Employer without the permission of the employer, or except as specifically permitted by this Collective Agreement.

5.06 The Employer agrees to recognize a committee comprised of up to four (4) bargaining unit employees, designated by the Union, for the purposes of Collective Agreement bargaining with the Employer. The Union shall notify the Employer in writing of the names of these committee members.

5.07 The Employer and the Union agree to pay equally the cost of the meeting rooms for the purpose of negotiations.

5.08 The Employer agrees to acquaint new employees with the fact that a Union Collective Agreement is in effect and identify to the employees the Union Steward on their assigned shift.

5.09 The Union shall indemnify and save harmless the Employer, its agents and/or employees acting on behalf of the Employer, from any and all claims, demands, actions, or causes of action or liability arising out of, or in any way connected with the collection and remittance of such dues.

ARTICLE 6 - UNION REPRESENTATION/PRIVILEGES

6.01 Authorized full-time representatives of the Union shall be entitled to visit the workplace. Full-time Union Representatives shall request permission prior to entering the building and such permission shall not be unreasonably denied. Union representatives will be escorted by a management designate except while in the lunchroom.

6.02 The Employer agrees to recognize up to five (5) Union Stewards elected or appointed by the Union from employees of the bargaining unit, who have completed their probationary period, upon being notified in writing by the Union of their election or appointment. The Employer shall not be required to recognize any Union Steward until the Union has informed the Employer of their election or appointment.

6.03 No individual employee or group of employees shall represent the Union at meetings with the Employer without proper authorization of the Union.

6.04 It is agreed that Union Stewards shall continue to perform the work assigned to them by the Employer in order to maintain efficiency of operations. However, in accordance with this understanding, should it be necessary to service any grievance or potential grievance during working hours, the Union Steward shall first obtain permission from their Supervisor or designee, of which such permission will not be unreasonably withheld. The steward shall notify their supervisor upon return.

6.05 The Employer agrees to provide a bulletin board in a mutually satisfactory location within the workplace, which the Union may use for the purpose of posting notices and information. Such notices and information must be approved by the Human Resources Manager or designee prior to being posted, of which approval shall not be unreasonably denied.

ARTICLE 7 - NO STRIKES, NO LOCKOUTS

7.01 In accordance with the Ontario Labour Relations Act, the Union and the Employer agree that there shall be no strike(s), picketing, sit down, slow down, suspension or stoppage of work, and/or lockout(s) during the life of this Agreement and until the parties of this Agreement are legally entitled to strike or lockout. The terms "strike" and "lockout" shall be as defined under the Ontario Labour Relations Act, 1995, as amended.

ARTICLE 8 - PROBATION

8.01 The Union and the Employer agree that the purpose of a probationary period is to assess the potential, capability and general suitability of a new employee for continued employment.

8.02 The probationary period for a new employee shall be four hundred and eighty (480) hours worked, starting on the employee's last date of hire, unless otherwise extended by mutual agreement of the Parties.

8.03 The decision whether to retain or not the employee's services during an employee's probationary period shall be the right of the Employer, and the Employer reserves the unilateral right to discipline or discharge a probationary employee for any reason during their probation period without recourse to the grievance and arbitration provisions. Upon completion of the probationary period, the employee shall be placed on the seniority list and credited with all the service credits earned since the last date of hire.

ARTICLE 9 - SENIORITY

9.01 Seniority is defined as the length of accumulated service within the bargaining unit from the most recent date of hire with the Employer. Seniority shall be on a facility wide basis.

9.02 Employees shall not acquire seniority until they have completed their probationary period as specified in Article 8.02 of this Agreement. Upon successful completion of the above requirements, the probationary employee shall acquire seniority dating back to the employee's first day of work.

9.03 Employees who have successfully completed their probationary period shall continue to accrue seniority if they are absent from work because of sickness, disability, accident, layoff or other approved leave under this Collective Agreement. Any employees returning after sick leave will be conditional on supplying, when requested, a certificate from a physician.

9.04 A seniority list consisting of the name, most recent date of hire, department and classification of each employee shall be posted on bulletin boards within two (2) weeks of the date of ratification. This list shall be maintained and revised every six (6) months by the Employer. A copy shall be forwarded to the Union office. Upon each posting of the seniority list, employees shall have thirty (30) calendar days in which to file a complaint regarding their seniority standing with the Employer.

9.05 An employee shall lose seniority and be deemed terminated when any of the following occurs:

(a) An employee voluntarily quits, resigns, retires;

(b) An employee is discharged and is not reinstated in accordance with the provisions of this Agreement;

(c) An employee has been laid-off for a period in excess of their accumulated seniority or for up to a maximum of twelve (12) months, whichever is less;

(d) An employee fails to return to work following the expiration of an authorized leave of absence or upon recall from layoff, and in accordance with the provisions of this Agreement;

(e) An employee utilizes an authorized leave of absence for purposes other than those for which the leave was granted unless prior approval in writing has been obtained from the Employer;

(f) An employee is absent for three (3) consecutive scheduled shifts without notifying the Employer of their absence, prior to or during such absence unless the employee has a valid and verifiable reason for not having reported to work and for not having contacted the Employer.

9.06 It shall be the duty of the employees to notify the Human Resources department in writing or electronically (email is acceptable) and the Union of any change of their contact information. If an employee should fail to do so, the Employer will not be responsible for failure of notice to reach such employee.

9.07 In the event that two (2) or more employees hired following the date of ratification have the same seniority date, their seniority shall be determined by the date and time of their interview with the Employer.

9.08 An employee who accepts a transfer or promotion out of the bargaining unit shall retain any seniority acquired to the date of such appointment, but will not continue to accrue seniority. However, such seniority shall be lost if the employee does not return to the bargaining unit within ninety (90) calendar days from the date of such appointment.

ARTICLE 10 - LAY-OFFS

10.01 Where employees are to be laid off in excess of three (3) days and subject to those remaining having the qualifications, skill and ability to perform the work remaining, the following procedures will apply:

(a) probationary employees will be laid off; and

(b) thereafter employees with the least plant wide seniority will be laid off, provided those retained contain the necessary skill, ability and qualifications to perform the remaining work.

10.02 In cases of layoff of up to three (3) working days, the Employer will ask for volunteers, failing which, employees with the least shift seniority will be laid off provided those remaining .have the necessary skill, ability and qualifications to perform the remaining work.

ARTICLE 11 - RECALLS

11.01 The employee with the greatest seniority will be the first to be recalled, provided the employee has the skill, ability, and qualifications to satisfactorily perform the available work or can qualify within two (2) working days.

11 .02 Employees to be recalled shall be notified by the Employer. ARTICLE 12 - DISCIPLINE AND DISCHARGE

12.01 No employee covered by this Collective Agreement, and having completed their probationary period shall be disciplined, suspended or discharged without just cause.

12.02 If an employee who has completed their probationary period is dismissed or suspended or laid-off for any reason whatsoever, they shall promptly notify a Union Steward or the full-time Union Representative who shall, if a grievance is to be filed, notify the Director of Operations or designee in writing within seven (7) calendar days of receipt of notice of suspension, dismissal or lay-off of the affected employee. The dismissal, suspension or lay-off shall then constitute a grievance and shall be dealt with according to the grievance procedure set out in Article 13 below, beginning with Step 2.

12.03 The Employer agrees that whenever an employee is to be disciplined by a written warning, suspension or discharge, the Union Steward or full-time Union Representative, if either is available shall be present at such meeting. Absence on union representation will not void the discipline.

12.04 Where an employee has maintained a clear discipline record for twelve (12) months of active employment, any discipline issued prior to that twelve (12) month period shall not be relied on in determining any subsequent discipline.

12.05 An employee shall have the right to review their personnel file in the presence of the Human Resources Manager or designee.

ARTICLE 13 -GRIEVANCE PROCEDURE

13.01 "Grievance" shall mean any complaint, claim, disagreement, or difference of opinion between the Employer and the Union, or the Employer and an employee concerning discipline or discharge or dispute with reference to the interpretation, application, administration or alleged violation of this Agreement. A grievance shall identify at a .minimum the following:

(a) the facts giving rise to the grievance;

(c) 13.02 (a)

(b)

the relief requested.

An employee who has a complaint relating to an alleged violation of this Agreement, other than discipline or discharge, shall discuss their complaint with their immediate Supervisor. Such complaint shall be brought to the attention of their immediate Supervisor within three (3) working days of the incident was known or ought to have been reasonably know of the incident giving rise to the complaint. The immediate Supervisor shall state their decision verbally within three (3) working days of receiving the complaint. Should the employee be dissatisfied with their immediate Supervisor's disposition of the complaint, the grievance shall within five (5) working days of the decision of the Supervisor be reduced to writing and presented to the Human Resources Manager or designee under Step 1 of the grievance procedure.

Should the Union have a grievance relating to the interpretation, application, administration or alleged violation of this Agreement then such grievance shall be presented at step 1 of the grievance procedure within ten (10) working days of the alleged violation was known or ought to have been reasonably known of the violation.

Any grievance relating to the discipline or discharge of an employee who has completed the probationary period shall be commenced at Step 1 within five (5) working days of the discipline or discharge.

Step 1:

The Human Resources Manager or designee shall provide the full-time Union Representative a written reply as soon as possible, but not later than five (5) working days after such grievance has been presented. If such reply is not satisfactory to the Union, the next step shall be taken within five (5) working days of the Human Resources Manager or designee's answer.

Step 2:

Grievances that have not been resolved at Step 1 may be referred to the Director of Operations or designee. Once referred, a meeting between the full-time Union Representative and member(s) of Management shall be scheduled within five (5) working days, or a time mutually agreed upon. It is understood that the Union may have the Union Steward and/or Griever participate in such meeting. The Director of Operations or designee shall provide an answer to the full-time Union Representative within five (5) working days of such discussion.

13.03 Policy Grievance .

The Union or the Employer may initiate a Policy Grievance. Such grievance shall be filed in writing, within fifteen (15) working days of the incident giving rise to the grievance where known or ought to have reasonably been known. A meeting between the Employer and the Union shall be held within fifteen (15) working days

or at a time mutually agreeable to the Parties. The Union or the Employer, as the case may be, shall give its written decision within five (5) working days after such meeting has been held.

13.04 Any complaint or grievance which has not been replied to within the time specified in this Article shall be deemed to be denied by the Employer, where such complaint or grievance shall proceed to the next step of this Grievance Procedure.

13.05 The time limits specified in this Article may be extended only by mutual consent of the Union and the Employer.

13.06 "Working days" as referenced in this Agreement shall be deemed to exclude Saturdays, Sundays and Paid Holidays.

ARTICLE 14 - ARBITRATION

14.01 If settlement is not reached having exhausted the Grievance Procedure as outlined in Article 13 above, the grievance may be referred by the Union or by the Employer notifying the other in writing within ten (10) working days of the reply under Step 2. The single Arbitrator is to be mutually agreed upon by the Parties. Should the Parties fail to agree on an Arbitrator, the Party submitting the grievance to arbitration shall request the Minister of Labour to appoint an impartial Arbitrator.

14.02 No person may be appointed as an Arbitrator who has been involved in an attempt to negotiate or settle the grievance.

14.03 The Arbitrator shall not be authorized to make any decision inconsistent with the provisions of this Agreement, nor shall the Arbitrator assume authority to alter, modify, add to or amend any part of this Agreement.

14.04 Each of the Parties hereto will jointly share the expenses, if any, of the Arbitrator. 14.05 The time limits specified in this Article may be extended only by mutual agreement

between the Union and the Employer. ARTICLE 15 - JOB POSTINGS

15.01 In the event that a permanent vacancy or a permanent newly created position comes open within the bargaining unit, such vacancy or newly created position shall be posted for seven (7) calendar days on bulletin boards or boards provided on the premises for such purposes. All such notices shall include the position classification, qualifications, and the date such notice was posted.

Those employees wishing to apply for such vacancy or newly created positions shall do so by applying via the instructions provided in the posting.

15.02 In selecting the successful applicant from amongst the applicants, the Employer shall consider the qualifications, skill and ability of the individual to perform the normal required work and where these are relatively equal, seniority shall govern. If the vacancy or permanent newly created position is not filled as a result of the posting, or if no suitable applicants are received, the Employer reserves the right to hire.

15.03 An employee who is selected shall have a familiarization period of a reasonable length of time for the type of position, as determined by the Employer acting reasonably. The selected employee will be given normal instruction at the commencement of the familiarization period and be fairly and reasonably assessed by the Employer during the familiarization period.

If the employee does not successfully complete the familiarization period, or elects to decline the job within the said familiarization period, they will revert to their prior position held.

If an employee elects to decline a job or fails to complete the familiarization period, they cannot post/bid/apply for another job for the next six (6) months unless such posting is a promotion.

15.04 Once an application has been confirmed as the successful applicant pursuant to Article 15.03, the successful applicant shall not be entitled to bid on any other vacancy until the successful applicant has worked at least three (3) full months in the position unless such posting is a promotion.

15.05 If a second vacancy results directly from the filling of the initial vacancy, it will be filled in accordance with 15.01 and 15.02 and any subsequent vacancy be filled by the Employer without posting.

15.06 The Employer shall have the right to fill any position on a temporary basis, for a period not to exceed eight (8) weeks. Employees temporarily assigned shall. maintain their wage rate.

15.07 In the event the employer creates a new classification the employer will meet with the union to discuss the position and rate. In the event the parties are unable to agree on a rate, then, the rate may be subject to grievance.

ARTICLE 16 - HOURS OF WORK

16.01 It is understood and agreed that this Article is intended to provide the basis of a work week and shall not constitute a guarantee of hours of work per day or per week, number of days per week or as a guarantee of work schedules. The Employer retains the right to arrange and rearrange the hours of work and the shift schedules of all employees to ensure maximum utilization of personnel and overall efficiency at the Employer's operation. Subject to the other provisions of the

Agreement, should the Employer seek to change the hours of work or shift schedules, the Employer will meet with the Union to discuss such changes and provide affected employees and the Union with at least one (1) weeks' notice. 16.02 Regular hours of work will be either:

(a) Continental Shift

Continental shifts are 12 % hours duration generally commencing at 8:00 am for day shift and 8:00 pm for night shift. Each continental shift work weeks starts on a Monday and ends on a Sunday.

Monday Tuesday Wednesday Thursday Friday Saturday Sunday Work

Off

Work Off Off Work Work Work

Off Work Work Off Off Off

During one work week, there are five (5) scheduled shifts and the subsequent week has two (2) scheduled shifts.

Or

(b) 40 hour five (5) day week

The 40 hour work week is made up of five (5) consecutive eight and one half (8 %) hour days Monday to Friday. Each five day work week starts with the first Monday shift day at the start of the Monday morning shift.

16.03 The Employer reserves the right to run a continental shift as per 16.02 (a) above. The continental shift may run up to seven (7) days/twenty-four (24) hours as determined by the Employer. The Employer agrees to first seek volunteers to work the continental shift. In the event there are not enough volunteers then the most junior employees shall be assigned to the shift. Employees hired prior to December 6, 2019 shall be provided with the option to either work the continental shift or accept a lay off.

16.04 In the event the Employer changes the forty (40) hour five (5) day work week as per Article 16.02 above and prior to implementing any changes to the current work week, the Employer undertakes to meet with the Union to discuss the staffing needs and any recommendations made by the Union regarding the concerns of the employees.

16.05 The Employer agrees to provide a minimum of two (2) weeks' notice of change in the work schedules and/or shifts.

16.06 In adjusting staffing on shifts, the Employer agrees to first canvass for volunteers. In the event there are insufficient volunteers then the most junior qualified employee shall be transferred. The Employer agrees to provide a minimum of two (2) weeks' notice in the event of a shift change.

ARTICLE 17 - PREMIUM AND OVERTIME PAY 17.01 Overtime

(a) Continental shifts:

Hours worked beyond twelve (12) in a day or eighty-four (84) in a two (2) week period will be paid at the overtime rate.

(b) Five Day shifts:

Hours worked beyond eight (8) in a day, or forty (40) in a week will be paid at the overtime rate.

(c) If the Employer chooses to schedule overtime work for the end of a scheduled shift, the overtime work will be offered to qualified employees who are at work when the overtime is required and are performing the required work.

(d) Overtime work will be on a voluntary basis save and except where an insufficient number of qualified employees volunteer. In such a case, the qualified employee(s) with the least seniority shall be required to perform the overtime work required by the employer.

(e) The overtime rate shall be one and one half (1 %) times the employees straight time regular hourly rate.

(f) Shift premiums shall not be pyramided with overtime premiums. 17 .02 Shift Premiums

(a) Employees working on the five (5) day forty (40) hour afternoon shift shall receive a premium of fifty cents ($0.50);

(b) Employees working on the five (5) day forty (40) night shift shall receive a premium of one dollar ($1.00);

(c) Employees working on the continental day shift shall receive a premium of fifty cents ($0.50);

(d) Employees working on the continental night shift shall receive a premium of one dollar ($1.00).

For clarity for those employees who work the five (5) eight hour shifts schedule the following shall apply:

(i) Where an employee is scheduled the majority of their hours of work beyond four (4) pm, then such employee shall be entitled to the afternoon shift premium.

(ii) Where an employee is scheduled the majority of their hours of work beyond twelve (12) am, then such employee shall be entitled to the night shift premium.

ARTICLE 18 - CALL-IN PAY

18.01 Employees who are called in to work on the employees' non-scheduled day shall be paid at the applicable rate for all hours worked, but not less than four (4) hours at their straight time regular rate of pay.

18.02 The Employer shall provide as much notice as is reasonably possible to an employee upon being called in and such call-in shall be voluntary.

18.03 All call-ins shall be voluntary and by seniority.

ARTICLE 19 - EMERGENCY CLOSINGS AND SHIFT CANCELLATION

19.01 Employees reporting for work when a cancellation call for work has not been made at least (1) hour before the start of the shift shall be offered not less than four (4) hours work. If sufficient work is not available, such employees shall rece,ive a minimum of four (4) hours' pay at their straight time regular rate. This Article does not apply if the cancellation is the result of circumstances beyond the control of the Employer.

ARTICLE 20 - MEAL AND BREAK PERIODS

20.01 (a) Employees on the regular Monday to Friday shift shall receive two (2) fifteen (15) minute paid breaks per eight and a half (8.5) hour shift.

(b) Employees on the continental shift shall receive one (1) fifteen (15) minute paid break and one (1) half hour paid break per twelve and a half (12.5) hour shift.

20.02 Employees shall also receive an unpaid thirty (30) minute meal period as close to the midway point of their shift, as is reasonably possible.

20.03 In the event an employee is required to work overtime two (2) hours or more beyond their regular scheduled shift a fifteen (15) minute paid break will be provided during the first half hour of overtime and an additional fifteen (15) minute paid break every two (2) hours thereafter.

ARTICLE 21 - STATUTORY HOLIDAYS

21.01 The following holidays shall be recognized and observed by the Employer: New Year's Day

Family Day Good Friday Victoria Day Canada Day Civic Holiday Labour Day Thanksgiving Day Christmas Day Boxing Day

21.02 To qualify for holiday pay, the employee must have worked their last scheduled shift before the holiday and their scheduled shift after the holiday, unless absent from work as scheduled was with reasonable cause.

21.03 Employees who are required to work on any of the holidays specified in Article 21.01 will receive time and one half (1 %) their straight time regular rate of pay for all hours worked on the holiday in addition to their holiday pay.

21.04 Work on any of the holidays specified in Section 21.01, shall be voluntary and employees shall receive holiday pay as per the Employment Standards Act of Ontario (ESA) as amended, but not less than eight (8) hours per day for employees scheduled eight (8) hours per shift.

21.05 Should any new holiday be included in the Employment Standards Act of Ontario (ESA) as amended, it shall be recognized and observed by the Employer.

ARTICLE 22 - ANNUAL VACATIONS

22.01 Employees with less than one year of continuous employment as of December 31 in any calendar year shall receive vacation and vacation pay in accordance with the Employment Standards Act of Ontario (ESA), as amended.

22.02 Employees who have been employed by the Employer for one (1) year or more, but less than five (5) years, shall be entitled to ten (10) days' (84 hours for employees on continental shift) vacation and four percent (4%) of their gross earnings in the vacation entitlement year.

22.03 Employees who have been employed by the Employer for five (5) year or more, shall be entitled to fifteen (15) days' (126 hours for employees on continental shift) vacation and six percent (6%) of their gross earnings in the vacation entitlement year.

22.04 The qualifying date for vacation entitlement shall be an employee's seniority date. 22.05 In cases of absence due to an authorized leave of absence, sickness or Worker's Compensation, an employee will continue to accumulate service for the purpose of vacation time entitlement.

22.06 It is understood that employees may take vacation in weekly segments or with the agreement of the Employer, in single or multiple days.

22.07 Vacation pay shall be paid out quarterly with the last pay in March, June, September and December.

22.08 Employees shall make written requests for vacation using the electronic HR management system. Vacation requests will be granted or denied, taking into account the operational needs of the business. For vacation to be taken outside the months of June, July, August and September and the Christmas Holiday period, requests will be considered in order of the date of request and be approved or denied within ten (10) days of the request.

22.09 Requests for vacation time in the months of June, July, August, September and the Christmas Holiday period will have an initial cut-off date of March 1st, following which the Employer will allocate and grant available vacation time based on the employees' requests in order of employee seniority. An employee must submit their request for preference of vacation dates for June, July, August, September and the Christmas Holiday period by March 1st for seniority to apply and in order that the Employer may finalize and post the vacation schedule by no later than April 1st. However, seniority shall not apply if the employee fails to make their selection before March 1st.

22.10 If by July 1st, an employee has not taken or scheduled all of their vacation days to be taken before the end of the year, the Employer may proceed to assign dates upon which the employee will be required to take any remaining unscheduled vacation time. Any employee will be provided with two (2) weeks' notice prior to the Employer assigning such unused vacation so as to allow the employee a final opportunity to request any unscheduled vacation.

ARTICLE 23 -LEAVE OF ABSENCE 23.01 Personal Leave

(a) Leaves of absence without pay may be granted to employees by the Employer upon written request by the employee(s). The Employer shall respond to a written request for leave of absence in writing within fourteen (14) calendar days of such request. Leaves of absence authorized by the Employer in writing shall not constitute a break in service or seniority.

23.02 Bereavement Leave

(a) The Employer shall grant to an employee who has successfully completed their probationary period up to a maximum of three (3) consecutive working days leave of absence without loss of pay for the purpose of making arrangements for and in attending the funeral of the employee's parent, child, step-child, spouse (including common-law spouse and same sex partner at law), brother, sister, step-brother, step-sister, father-in-law, mother-in-law or grandchild.

The Employer shall grant to an employee who has successfully completed their probationary period up to a maximum of two (2) consecutive working days leave of absence without loss of pay for the purpose of making arrangements for and in attending the funeral of the employee's grandparent. The Employer shall grant to an employee who has successfully completed their probationary period up to a maximum of one (1) working day leave of absence without loss of pay for the purpose of attending the funeral of the employee's brother-in-law, sister-in-law, aunt, uncle, aunt-in-law, uncle-in-law, niece, nephew, niece-in-law or nephew-in-law.

(b) The Employer shall have the right to request and receive legal proof of death relating to any such absence.

In the event the employee fails to provide legal proof of death within thirty (30) days, the Employer shall have the right to recover the bereavement leave benefit paid out by way of a payroll ,deduction.

(c) Should more time off be legitimately required by the employee for reasons relating to the death, an additional leave of absence without pay will be considered by the Employer.

23.03 Jury and Witness Leave

An employee who has successfully completed their probationary period who is selected for service as a juror or summoned as a Crown witness will be allowed time off without pay and without loss of seniority from their regularly scheduled shift due to such jury or Crown witness service without pay but without loss of benefits for any scheduled shifts missed as part of the Jury Duty/Crown witness service, upon presentation of official documentation from the judicial body.

23.04 Union Business Leave

(a) The Employer shall grant up to twenty (20) days leave of absence per calendar year without pay and without loss of seniority to be allocated by the Union among Union Steward(s) for the purpose of attending training.

(b) Requests for such leaves shall be in writing prior to the commencement of the leaves.

23.05 Provincial Statutory Leaves of Absence

Provincial statutory leaves of absence as contemplated in accordance with the Employment Standards Act, 2000, as amended from time to time (the "Act"), including pregnancy and parental leaves of absence shall be in accordance with the Act.

ARTICLE 24 - WAGES AND CLASSIFICATIONS

24.01 Effective date of ratification the following shall be the classifications qnd wage rates of pay.

Classifications and Wage Rates of Pay:

After After 1 After 2 After 3

Classification Start

Probation Year of Years of Years of Service Service Service Machine $18.25 $18.75 $19.25 $19.75 $20.25 Operator Shipping & Receiving $21.00 $21.50 $22.00 $22.50 $23.00 Coordinator Quality $21.00 $21.50 $22.00 $22.50 $23.00 Technician Millwriaht $36.00 $36.00 $36.50 $37.00 $37.50 Millwright & $37.00 $37.00 $37.50 $38.00 $38.50 Electrician

24.02 During the life of this agreement employee wage increases are as follows: Effective upon ratification:

(a) non-probationary employees shall receive the rate of the classification based on years of service (seniority). If the placement does not result in an increase of at least one dollar ($1.00) over their current rate, then the employee's current hourly rate shall be increased by one dollar ($1.00) over their current rate.

(b) · Probationary employees shall receive the Start rate and upon completion of probation shall move to the After Probation rate. If this grid placement and grid increase will not result in an hourly rate increase of at least one dollar ($1.00), then the employee's hourly rate shall be increased by one dollar ($1.00) over their current rate.

(c) Except as in (b) above there shall be no movement within the grid during the term of this agreement.

24.03 Years of service as outline in Article 24 shall include time worked as a temporary agency worker.

ARTICLE 25 - HEAL TH & WELFARE BENEFITS

The Employer's sole obligation is to arrange for and pay the premiums for an insurance plan for employees that provides the same or similar level of benefit equivalent to the existing Employer plan as outlined in the Great West Life policy number 405496 plan. ARTICLE 26 - HEAL TH AND SAFETY

26.01 The Employer and the employees agree to cooperate in the prevention of accidents and the promotion of safety and health of the employees during the hours of their employment.

26.02 The Employer and employees agree to comply with the provisions of the Occupational Health and Safety Act of Ontario, as amended from time to time, which include the establishment of a health and safety committee.

26.03 If an employee is injured at work, the Employer agrees to arrange and pay for transporting the employee to and from the hospital, if necessary. If the employee is unable to return to work the day of the injury, the Employer will pay the employee for any scheduled hours lost for that day.

26.04 The Employer agrees the Joint Health and Safety Committee shall consist of two (2) bargaining unit committee members as elected or otherwise selected by the Union and two (2) Employer committee members.

26.05 Where the employer requires an employee to provide a doctors' note, the Employer shall reimburse the employee for the cost of such note to a maximum of twenty-five dollars ($25).

26.06 The Employer agrees to supply at no cost to employees the necessary personal protective safety equipment, other than safety shoes, that is required in the performance of their duties.

ARTICLE 27 - GENERAL 27.01 Uniforms

When requested by an employee, the Employer agrees to supply uniforms as per current practice.

27.02 Shoe/Equipment Allowance

Non-probationary employees are entitled to be reimbursed with receipt to a maximum of one hundred dollars ($100) every 12 months for the purchase of safety footwear.

27.03 Employee Discount Program

Employees shall be entitled to participate in the employee discount program as amended from time to time.

27.04 Tool Allowance for Maintenance

Maintenance employees shall be entitled up to $500.00 per calendar year towards the purchase of tools required to perform their job upon proof of receipt.

ARTICLE 28 - DURATION

28.01 This Collective Agreement shall be in force from February 29, 2020 to February 28, 2021 and shall automatically continue from year to year for periods of one (1) year at a time, unless either party serves notice on the other party at any point within ninety (90) days prior to the expiry date of the Collective Agreement, stating that negotiations for amendments are desired.

Signed this

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Letter of Understanding #1 Re: Continental Shift Training

During negotiations between the Union and the Employer the parties had discussions regarding training of junior employees to operate machines. As a result of these discussions both the Union and Employer agree to the following:

1 . The Employer agrees that they will make reasonable attempts to train the junior employee on the eight and a half (8.5) hour shift schedule.

2. In the event that it is not reasonable to train the junior employee on the eight and a half (8.5) hour shift schedule, the Employer will first seek qualified

volunteers by seniority. ·

3. In the event there are no volunteers then the most junior qualified employee will be assigned to the continental shift for the purposes of training.

4. In no event will an employee assigned under paragraph three (3) above be required to work more than three (3) weeks on the continental shift for the purposes of training a junior employee.