Between:

COLLECTIVE AGREEMENT

LAFARGE CANADA INC. (Cambridge Ready Mix)

(Hereinafter call the "Company")

and

TEAMSTERS LOCAL UNION No. 879 Affiliated with the

International Brotherhood of Teamsters (Hereinafter called the "Union'}

ARTICLE 1 - PURPOSE OF AGREEMENT

1.01 The Company and the Union each represents that the purpose and the intent of This Agreement is to promote co-operation and harmony, to recognize mutual interests, to provide a channel through which information and problems may be transmitted from one to the other, to formulate rules to govern the relationship between the Union and the Employer, to promote efficiency and service and to set forth herein the basic agreement covering rates of pay, hours of work, dispute procedure and conditions of employment.

ARTICLE 2 - RECOGNITION

2.01 The Company recoonizes the Union as the sole and exclusive baroaininq aoent for all employees of Lafarge Canada Inc. (Cambridge Ready Mix) located at 1044 Rife Road in the City of Cambridge, save and except supervisors, person above the rank of supervisor, office, sales, clerical staff and dispatch batcher.

2.02 The term "employee" as used in this Agreement shall mean only those employees who are included in the bargaining unit as described in Article 2 01 above.

2.03 The Company agrees not to enter into any agreement or contract or sub contracting with his employees as described in the preceding paragraph 2.01, individually or collectively, which in any way conflicts with the terms and conditions of this Agreement.

2.04 The Company agrees that no Ready-Mix Drivers who have attained seniority shall be displaced as a result of the engagement of brokers or sub contracting out to perform work normally performed by Ready-Mix Drivers during the life of this Agreement.

ARTICLE 3- MANAGEMENT RIGHTS

3.01 Except as. and to the extent specifically modified by the agreement. all rights and prerogative of management are retained by the Employer and remain exclusively and without limitation within the rights of the Employer and its management. Without limiting the generality of the foregoing. the Employer"s rights shall include:

a) The right to maintain order. discipline and efficiency to make. alter and enforce. from time to time, rules and regulations which are reasonable, to be observed by its employees, and discipline or discharge for just cause.

b) The right to select. hire and control working force and employees. to transfer. assign promote, demote. classify layoff recall. suspend to plan direct and control its

operations; to select and retain employees for positions excluding from the bargaining unit; and to transfer employees into or out of the bargaining unit

c) The right to determine the location and extent of its operations and their commencement, expansion, curtailment or discontinuance: the direction of the curtailment or discontinuance: the direction of the working forces; the work to be performed; the reasonable standards of production; whether to make or buy goods and service; the schedules of work and of production; the number of shifts, work to be performed; the methods, process and means of performing work; job content and requirements; reasonable quality and quantity standards; the qualifications of employees; the use of improved methods, machinery and equipment; whether there shall be overtime work; the number of employees needed by the Employer at any time and how many shall operate or work on any job, operation; the number of hours to be worked; starting and quitting time; and, generally, the right to manage the enterprise and its business without interference are solely and exclusively the right of the Employer.

3.02 The Company agrees that that the exercise of its rights under the Article will not be inconsistent with the terms of this Agreement or deprive an employee of the right to the grievance procedure.

ARTICLE 4 - UNION SECURITY

4.01 The Company agrees that all present employees covered by this Agreement except new employees during their probationary period shall, as a condition of employment, become and remain members of the Union in good standing.

4.02 All employees hired on and after the signing of this Agreement shall, as a condition of employment, become members of the Union as soon as their probationary period is completed, and maintain such membership in good standing for the duration of this Agreement.

4.03 the Company agrees that when new employees are hired, they shall sign an application for membership in the Union, and also, a Union dues and initiation fee deduction form on the date of hire; such forms to be supplied by the Union. The Company will forward this form to the Union at the same time as Union dues are remitted.

4.04 The Company agrees to deduct Union dues as prescribed by the Union in writing from each employee each week and to remit the monies so deducted on or before the twentieth (201h) day of the following month. The Company further agrees, on receipt of proper authorization, to deduct the Union initiation fee and remit such deductions to the Union.

4.05 The Company wilL at the time of making each remittance to the Union, specify the employees from whose pay such deductions were made, and if no deduction is made, specify the reason.

4.06 the Secretary-Treasurer of the Union shall notify the Employer by letter upon the signing of this Agreement of the amount monthly dues, and shall keep the Employer informed on any changes during the term of this Agreement

4.07 If an employee is absent and has not sufficient pay to his credit his union dues shall accumulate and shall be deducted upon his return to work. New employees shall be required to pay dues for the month in which their probationar¥t period terminates provided the date of such termination is on or before the twentieth (20 h) day of the month

4.08 The Company will not be required to dismiss or suspend employees from employment who have been expelled or suspended by the Union. unless such expuls1on or suspension by the Union was for non-payment of Union initiation fees or monthly union dues

4.09 The Union agrees to save the Employer harmless and to indemnify the Employer with respect to any claim made against the Employer by an employee, group of employees, or the Union, arising out of the operation of this Article.

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

ARTICLE 5- UNION REPRESENTATIVES

5.01 The Union shall have the right to appoint or otherwise select one ( 1) steward plus an alternate steward amongst employees within the bargaining union as described in 2.01.

5.02 The Union shall notify the Employer in writing of the name of each steward before the Employer shall be required to recognize any person so selected.

5.03 The Union acknowledges that the stewards have regular duties to perform on behalf of the Employer and may not leave their regular duties without notifying their supervising Manager or designate and notifying the supervisor of their return, and such permission shall not be unreasonably withheld. It shall be the steward's function to process grievances as provided for herein. Stewards shall be held responsible for the same quantity and quality of work as other employees.

5.04 No one shall be eligible to serve as steward unless they are an employee of the Employer, and have completed their probation period.

5.05 If a staff representative of the Union wishes access to the Employer's premises, they shall contact the Employer in writing prior to visiting the premises and obtain permission. It is understood that permission will not be unreasonably withheld. On such visits, the staff representative shall be allowed to confer privately with the Union steward, provided that such talks will be arranged so that they do not interfere with production

5.06 No individual employee or group of employees shall undertake to represent the Union at meetings with the Employer without authorization of the Union. In order that this may be carried out, the Union will supply the Employer with the names of its Business Representatives. Similarly, the Employer will supply the Union with a list of its supervisory or other personnel with whom the Union may be required to transact business.

5.07 The Company will grant to the Steward, top seniority for the purpose of layoff and recall, daily call-in only, providing however, that they have the skill and ability to immediately perform the normal requirements of the job available. The Union shall notify the Employer of the name of the person to be so designated. Where a problem arises, the Employer shall first discuss it with the Union with a view to finding an acceptable solution.

5.08 Steward(s) Committee Persons attending the negotiating process shall be paid their rate of pay and hours by the the Employer for attending negotiations up to the point of an application for conciliation.

ARTICLE 6- GRIEVANCE PROCEDURE

6.01 No complaint or grievance may be submitted or considered under the grievance procedure unless it has been presented within five (5) working days from the time of the occurrence of the incident giving rise to the grievance.

6.02 Any difference. dispute or complaint arising over the interpretation administration or application of this Agreement shall be submitted in writing in triplicate on forms supplied by the Union and signed by the Employee The written record of the grievance shall state the section or sections of the Agreement which it is alleged to have been violated. There shall

be an earnest effort on the part of both parties to settle such grievance promptly through the following steps:

STEP No. 1: By a conference between the aggrieved employee and his immediate supervisor. The employee may be accompanied by his Steward. The employee's immediate supervisor shall give his decision within five (5) full working days Failing settlement, then,

STEP No.2: Within ten (10) full working days following the decision in Step No.1, an official or officials of the Union shall meet with representatives of the Employer at which time the written record of the grievance shall be presented. is steward. The decision shall be given in writing within ten (1 0) full working days following this meeting. The parties may agree to utilize the services of a Grievance Mediator.

6.03 Failing settlement under Step 2 of any difference between the parties arising from the interpretation administration application or alleged violation of this Agreement, including any question as to whether a matter is arbitrable, such difference may be taken to arbitration as hereinafter provided, and if no written request for arbitration is received within ten (1 0) full working days after the decision in Step No. 2 is given, it shall be deemed to have been abandoned.

6.04 Any complaint or grievance concerning or affecting a group of employees shall be originated under Step 2.

6.05 Any complaint or grievance arising directly between the Employer and the Union shall be originated under Step 2.

6.06 A claim by an employee that he has been unjustly discharges, suspended, or laid off shall be treated as a grievance and may be taken up under Step 2 of the Grievance Procedure provided a written statement of such grievance is lodged with the Employer within five (5) working days after the discharge, suspension or lay-off is effected. Such special grievance may be settled under the Grievance procedure and at Arbitration by:

a) Confirming the Employer's action in dismissing. suspending or laying off the employee:

b) Reinstating the employee with full compensation for time lost; or

c) By any other arrangement which may be deemed just and equitable.

6.07 The Company agrees that when an employee is suspended or discharged away from his home yard, he shall receive transportation back to his yard.

ARTICLE 7- ARBITRATION PROCEDURE

7.01 When either party to the Agreement requests that a grievance be submitted for Arbitration, they shall make such request in writing addressed to the other party to the Agreement within thirty (30) calendar days from the delivery of the Step 2 replies. The arbitration procedure incorporated in the Agreement shall be based on the use of a single arbitrator.

7.02 When either party refers a grievance to arbitration. they shall propose three (3) acceptable arbitrators. If none of the proposed arbitrators are acceptable to the other party. they shall propose three (3) arbitrators. If an acceptable arbitrator is not agreed upon. the parties may submit more proposed arbitrators or request the Ministry of Labour to appoint an arbitrator.

7.03 Each of the parties hereto will jointly bear the expense of the arb1trator The proceedings of the arbitrator will be expedited to the parties hereto.

7.04 The arbitrator shall hear and determine the matter and shall issue a decision, which shall be final and binding upon the parties and upon any employee affected by it

7.05 The arbitrator shall not be authorized to alter or amend this Agreement nor to make any decision inconsistent with the provisions of this Agreement, nor to adjudicate any matter not specifically assigned by the grievance attached to the notice to arbitrate in Step 2 of this article.

7.06 Either party shall have the right to require the attendance of the griever at any meeting held pursuant to the grievance procedure.

ARTICLE 8 - HOURS OF WORK AND OVERTIME

8.01 Determining hours of work shall remain the exclusive function and right of the Employer, except where specifically abridged by the terms of this agreement. The regular hours of work for employees shall not exceed forty-four (44) hours over a one (1) week period exclusive of a daily one-half (Y2) hour unpaid lunch break and statutory holidays.

8.02 The Company does not guarantee to provide work for an employee for regularly assigned hours or any other hours.

8.03 The standard work week shall be, Monday to Saturday inclusive.

8.04 In order to ensure efficient daily operation, all employees are expected to report ready for work no later than ten (1 0) minutes before the beginning of their scheduled shift.

8.05 The employees agree, under the Employment Standards Act, 2000) (as amended), to work overtime when required by the Employer.

8.06 Overtime shall be allocated in the following manner

a) Employees normally performing the task.

b) Employees with the skill set necessary to perform the task. These employees will be paid overtime at the rate of the job or their current rate of pay whichever is higher.

c) Weekend hours will be offered in rotation.

8.07 The rate of time and one-half (1 Yl) of the employee's straight time hourly rate exclusive of premiums, shall be paid for all hours worked in excess of forty-four (44) hours per week or nine (9) hours in a day.

8.08 There shall be no pyramiding or duplication of overtime. or any other premium, in respect of any hour worked.

ARTICLE 9 -SENIORITY

9.01 "Seniority" is defined for the purpose of this Agreement as the length of cont1nuous serv1ce of any employee of the Employer and shall be applied bargaining un1t-wide only to the extent provided for in this Agreement

9.02 An employee shall not have any seniority rights, and shall be considered as a probationary employee until they have completed their probationary penod of twelve (12) months. An employee who has completed their probationary period shall have a sen1ority date of their first day of work from the date of last hire. During such probationary penod the employee shall not have recourse to the grievance procedure

9.03 if two (2) or more employees acquire seniority on the same day, they will be place on the seniority list by punch in time.

9.04 A senior employee having the necessary qualifications to immediately perform the JOb of the junior employee shall have the right to displace such junior employee. A senior employee may be sent home before a junior employee during the balance of a work shift, except, however, where a junior employee and a senior employee are-both available for work, the qualified senior employee shall not be sent home before the junior employee until the senior employee has worked nine (9) hours that day.

9.05 It is understood and agreed that probationary employees may be terminated during their probationary period for failure to meet acceptable standards as determined by the Employer

9.06 Seniority rights and an employee's employment shall be deemed to have been terminated if the employee:

a) resigns voluntarily;

b) is discharged for just cause and is not reinstated;

c) is laid off for a period in excess of twelve ( 12) consecutive months;

d) following lay-offs, fails to return to work within five (5) working days after receiving notice to do so, unless on reasonable grounds, the employee is unable to do so. The employee shall keep the Employer informed of the employee's current address. The employee shall be deemed to have received notice to return to work if the Employer sends the employee such notice by registered mail to the employee's last known address;

e) fails to return to work upon termination of an authorized leave of absence, except when an extension is mutually agreed upon or unless a satisfactory explanation is given;

f) is absent from work without authorization of the Employer for two (2) consecutive days, or unless a satisfactory explanation is given.

9.07 A person who is rehired after losing their seniority will be a probationary employee.

9.08 Employees are required to maintain regular contact with the Employer. An employee's return to work after sick leave or injury will be conditional on their supplying, when requested, a certificate from their appropriate physician that they are able to return to work. Employees returning from WSIB leave must give as much notice as possible of their intent to return to work. Where a specified return to work date has been established. the employee will contact the Employer. Where there is a specified date of reassessment the employee will contact the Employer following the reassessment. Where there is no specified return to work date or no reassessment date. the employee will keep the Employer informed of their status on a regular basis. Should a doctor's certificate be required for an employee's return to work after a sick leave as specified in this article. the Employer will pay the cost of issuing the certificate.

9.09 To retain seniority. employees will maintain an acceptable driving record

a) Any driver whose driving license is suspended for up to six (6) months shall be given a leave of absence without pay and without benefits until the license has been restored provided that the loss of license did not involve impaired driving under section 253(1) (a) (b) and 254 of the Criminal Code.

b) Suspension of a driving license for a period in excess of six (6) months shall at the discretion of the Employer be deemed to be a violation of Article 8.06(e) of the Collective Agreement.

c) The Company at its total discretion may extend the period of leave of absence including in consideration of problems with an employee's license not being re-issued due to government administration delays.

d) If an employee's driving record results in a higher insurance premium for the Employer, the employee, Steward, Business Representative and Employer shall meet to consider options.

9.10 The Company at its total discretion shall assign a senior employee to be with a junior employee for training.

9.11 Transfer of employees to non-bargaining unit positions shall not be subject to the provisions of this Collective Agreement. An employee transferred out of the bargaining unit shall accumulate seniority for a period of three (3) months and should such employee decide to return to the bargaining unit or be returned by the Employer during the three (3) months period, they shall be returned to the job classification held by such employee immediately prior to such transfer.

9.12 In January of each year, the seniority list, including the employees' seniority, service date, and employment status, shall be posted, and a copy mailed to the Union.

9.13 Unless specifically stated in the Collective Agreement, seniority shall be the governing factor.

ARTICLE 10 - LAYOFF AND RECALL

10.01 Layoffs shall take place in accordance with this Article hereof.

a) In the event of a decrease in the working force, the Employer will assess the skill and ability requirements for the entire organization. Once the Employer has determined which positions will be eliminated, the Employer will lay off the least senior employees within each job classification affected. Employees may bump into other job classifications provided that in the opinion of the Employer they have the necessary ability, technical knowledge, or other necessary skills to immediately perform the job.

b) Employees being laid off will be provided with notice as required under the Ontario Employment Standards Act (as amended).

c) For the purpose of recalling employees to work, employee(s) shall be recalled in accordance with their seniority. provided the employee(s) is qualified to immediately perform the work required.

d) Notice of recall shall first be made by telephone If the employee cannot be reached, the Employer shall notify her/him by registered mail to the employees last known address on record

ARTICLE 11 -JOB POSTING AND SHIFT CHANGES

11.01 In all cases of permanent promotions demotions. transfers. layoffs and recall. the job shall be awarded to the Employee based on the Employer's assessment of the Employee·s ability. technical knowledge and other necessary skills to perform the job. Where. in the

opinion of the Employer, these skills are deemed to be equal between two employees, preference will be determined by seniority

11.02 If a position within the bargaining unit becomes vacant and it is the decision of the Employer to fill such vacancy, except on a temporary basis, it must be posted for a period of five (5) days. The Company agrees to notify the steward and/or business representative if it does not intend to fill a vacancy. The Company will exercise its discretion to fill or not fill a vacancy based on the legitimate business interests of the Employer, and will not exercise its discretion in a way that is arbitrary or discriminatory. Posting will state the classification and rate of pay if the rate is not already outlined in the Collective Agreement

11.03 Nothing contained herein shall be interpreted as requiring the Employer to fill any vacancy.

ARTICLE 12 - OTHER WORK

12.01 When an employee's work is temporarily not available, he shall perform any work which the Employer may direct with the understanding that when an employee is assigned to a job with a lesser rate of pay, he shall e entitled to his regular rate of pay unless due to the decrease of work, he has been regularly assigned to a lesser rated job and desires to retain such job rather than accept a lay-off.

ARTICLE 13- DESIGNATED HOLIDAYS

13.01 The following designated holidays will be granted to all employees, with pay, after they have completed their probationary period.

New Year's Day Family Day Good Friday Victoria Day Canada Day

Civic Holiday Labour Day Thanksgiving Day Christmas Day Boxing Day

13.02 If any of the above-listed holidays fall on a Saturday or Sunday, the Employer will designate either Friday or Monday.

13.03 Holiday pay shall be paid for on the basis of eight (8) hours pay at the employee's straight time hourly rate provided the employee has worked within the ten ( 1 0) calendar days prior to the holiday and works their full scheduled shift immediately before and after the holiday in question.

13.04 If a paid holiday falls within an employee·s vacation period. he shall be granted another day. The option shall rest with the Employer and the employee shall be advised of the decision prior to going on his vacation.

13.05 An employee required to work any of the above-named holidays shall be paid at the rate of double their normal straight time hourly rate in addition to any holiday pay to which he/she would otherwise be entitled.

ARTICLE 14- NO STRIKES OR LOCKOUTS

14.01 The Company will not cause or direct any lockout of its employees, and the Union will not cause or direct any strikes. during the term of this Agreement

14.02 The word "strike·· and "lockout'" in this Agreement shall mean "strike .. and "lockout' as defined in the Ontario Labour Relations Act

14.03 Should any employee encounter a leaal picket line. they have an obliaation to continue to work and cross the picket line unless there is risk to their health and safety.

ARTICLE 15- VACATIONS

15.01 An employee who has established one ( 1) year's seniority as of June 30th shall be entitled to two (2) weeks' vacation.

15.02 Employees who have completed five (5) or more years' service as of June 30th in any year shall be entitled to vacation pay at the rate of six percent (6%) for service in excess of five (5) years. Such employees will be entitled to three (3) weeks' vacation.

15.03 Employee who have completed ten (1 0) or more years' service as of June 30th in any year shall be entitled to vacation pay at the rate of eight percent (8%) for service in excess of ten (10) years. Such employees will be entitled to four (4) weeks' vacation.

15.04 Employees who have completed twenty (20) or more years' service as of June 30th in any year, shall be entitled to vacation pay at the rate of nine percent (9%) for service in excess of twenty (20) years. Such employees will be entitled to four (4) weeks' vacation.

15.05 Employee who have completed twenty-five (25) or more years' service as of June 301h in

any year, shall be entitled to vacation pay at the rate of ten percent ( 10%) for services in excess of twenty-five (25) years. Such employees will be entitled to five (5) weeks' vacation.

15.06 Vacation pay will be paid on each bi-weekly pay period in accordance with the Employers pay practice.

15.07 Vacation time must be taken before December 31st each year, and all employees must take their entire vacation entitlement every year. A vacation calendar will be posted at all times. Each employee must indicate their preferred vacation request in writing to their supervisor. Requests must be made prior to April 1st of each year and will be granted by seniority.

15.08 Vacations will be scheduled subject to the operational needs of the Employer.

15.09 The term "gross earnings" does not include the previous year's vacation pay

15.10 In the event the employee (ready mix driver) classification increases to twelve (12) or more employees. the Company will allow two (2) drivers off at one time for vacation entitlement.

ARTICLE 16 - BENEFITS PROGRAM

16.01 Group Insurance Benefits

a. The Company aarees to pay the cost of insurance premiums necessarv to provide aroup insurance benefits for Employees covered by this Aareement. It is understood that the Employer's only obliaation with reaard to the provision of aroup insurance benefits is the payment of premiums. For claritv. any dispute concern ina the provision of any specific benefit by the benefits provider may not be the subiect of a arievance under this Aareement. The policies issued by the insurance carrier are the aovernina documents in any auestion of interpretation of benefits. The choice of insurance carrier is solely the Employer's decision.

b. For new employees. aroup insurance benefit coveraae will be in effect the first (1st) day of the month following completion of the probation period.

c. Employees are obliaated to maintain and submit all necessarv forms. desianations and information reauired for benefit coverage to go into effect, for coverage to continue, and for benefit recovery.

d. To be eliaible for an increase in benefit or coveraae. employees must be actively at work on the effective date of such chanae. otherwise, the increased benefit or coverage becomes effective upon the employee's return to work.

e. An employee absent because of illness or accident shall continue aroup insurance coveraae for a period of six (6) months from date of absence. The employee will have the option to pay in advance the combined benefit packaae of Group Life Insurance, Major Medical, Vision-Care and Dental for the 7th or gth months.

f. An employee on WSIB benefits shall continue Group Insurance coverage to the extent required by the Workplace Safety & Insurance Act.

g. An employee on maternitv/parental leave shall continue Group Insurance coverage as per the Employment Standards Act.

h. The company will continue Group Life Insurance, Maior Medical. Vision Care and Dental for a period of three (3) months from date of layoff. Employees will have the option to continue the above benefit coveraae for an additional three (3) months of lay-off by paying in advance the cost of premiums.

i. Group Insurance benefits will be detailed in Group Insurance Plan booklet which will be provided to all employees with a copy to the Union. The following generally describes the group insurance benefit coverage:

Group Life Insurance

Effective January 1, 2018: $55,000.00

Accidental Death and Dismemberment Insurance

Effective January 1, 2018: $55,000.00

Weekly Indemnity

To provide a benefit for a Period of twentv-six weeks, eauivalent to the E.l. maximum per week. on a 1/1/8/26 basis meetina payable from first (1st) day of accident. first (1st) day of hospitalization (includes non-elective day suraerv). eiahth (8th) day of illness. All premium reductions revert to Employer to provide benefits.

Long Term Disability

Upon the expiration of the Weekly Indemnity Insurance (and E.l. sickness benefits. if applicable) employees will receive a benefit of $1.600.00 per month. This LTD benefit is non-intearated, with CPP Disability benefit. with a five (5) year cap not to exceed age sixty-five (65). Workers Compensation Disability benefits are directly offset.

Major Medical

To provide eiahtv percent (80%) reimbursement of eliaible costs. which will include: • prescribed druas. meaning drugs that can only be purchased by prescription • ambulance service • other prescribed medical services and supplies as outlined in the Benefit booklet.

Vision-care Plan

To provide prescribed eve alasses to a maximum of $255.00 every two (2) years. Increasing to $300.00 on November 1, 2019.

Dental

To provide eiaht<fprecent (80%) reimbursement of eliaible benefits eauivalent to Ontario Blue Cross Plan Number Seven with Rider One and Rider Two. based on the current Ontario Dental Association Schedule of Fees. No maximum benefit pavable shall be less than three thousand dollars ($3,000.00) per calendar year per insured person.

Maximum Out-of-Pocket Expense

The maximum out-of-pocket expense for eliaible claims incurred under items Maior Medical and Dental Plans will not exceed eight hundred dollars ($800.00) per employee per calendar year.

ARTICLE 17 - PENSION

OLD PENSION 17.01 Employees who have been employee for six (6) months shall participate in the Teamsters

Hamilton and Vicinity Ready Mix Producers Pension Plan Trust Fund The Company shall contribute three percent (3%) of the employees' gross hourly earnings to the Plan.

NEW PENSION Emplovees who have aained senioritv shall participate in the Teamsters Hamilton and Vicinitv Readv Mix Producers Pension Plan Trust Fund. The Company shall contribute the hourly contribution based on regular hours worked:

Effective 1 month after ratification (June 5. 2018). the Emplover aarees to contribute the amounts set out below into the Teamsters & Hamilton Vicinity Ready-Mix Producers' Pension Plan:

a. For eligible employees hired prior to ratification of this Agreement.

Employer Hourly Contribution

1st of month after ratification $1.00 (June 5, 2018)

November 1, 2018-$1.10

November 1, 2019- $1.20

For clarity, overtime hours worked are not included in the calculation of hours worked.

For new emolovees. emolover and emolovee contributions will commence the first dav of the month following successful completion of the probationary period as set out in Article 13.01.

The Em plover's obliaation herein are limited to oavment of contributions earned. All contributions shall be remitted on or before the fifteen (15th) day of the month following the month in which they were earned.

ARTICLE 18- PERSONAL LEAVE OF ABSENCE

18.01 The Company, at its sole discretion, may grant a leave of absence without pay to any employee requesting such leave. This request by the employee must be submitted in writing. If this leave is granted, seniority will accumulate during the leave up to a maximum of one ( 1) month. Such leave will not be unreasonably withheld.

ARTICLE 19- PREGNANCY AND PARENTAL LEAVE

19.01 Pregnancy and Parental Leave shall be granted as a right as per the Employment Standards Act, 2000 as amended.

ARTICLE 20- BEREAVEMENT LEAVE

20.01 The Company will grant upon request, up to three (3) working days' leave of absence with pay in the event of the death of an employee's father, mother, wife. child, common-law-wife or husband, brother, sister, father-in-law or mother-in-law, brother-in-law or sister-in-law. The Company will grant upon request, up to three (3) working days' lave of absence with pay in the event of the death of an employee's grandparents. A "brother-in-law" or "sister­in-law" shall mean a brother or sister of the spouse of the employee, or the spouse of a brother or sister of the employee. Such leaves of absence are not automatic and shall only be ranted for days when the employee would have been scheduled to work and when the circumstances require for the purpose of attending the funeral and/or making funeral arrangements.

ARTICLE 21 -JURY DUTY AND WITNESS FOR THE CROWN

21.01 the Company shall pay an employee who is required for jury service, or as w1tness of behalf of the company for each day of service. the difference between eight (8) hours at the straight time rate and the payment he received for such service

ARTICLE 22 - REPORTING ALLOWANCE

22.01 An employee who properly reports for work as scheduled or as directed. unless he/she has been notified in advance not to report, will receive at least four (4) hours' work at their straight time hourly rate or shall be paid for four (4) hours at their straight time hourly base rate. exclusive of premiums. except in cases of power or equipment breakdown: inclement weather. or any other similar causes beyond the control of the Employer

ARTICLE 23- BULLETIN BOARD

23.01 The Company agrees to provide the Union with a bulletin board for the purpose of Union Notices and official papers All notices must be signed by an official of the Union and shall

be subject to the approval of the Employer, or their designee, prior to posting. Such permission shall not be unreasonably withheld.

ARTICLE 24- HEALTH AND SAFETY

24.01 The Company, the Union and the employees agree to abide by their obligations in the Occupational Health and Safety Act

ARTICLE 25- WAGES AND CLASSIFICATIONS

25.01 The Company agrees to pay wages not less than these amounts:

CURRENT UPON RATIFICATION Nov. 1, 2018 Nov. 1, 2019

%increase 1.5% 1.5% 1.5%

Driver $25.75 $26.13 $26.52 $26.92

Should the Em plover hire a full-time mechanic. the mechanic classification will be included in the baraainina unit. The rates aovernina such classification shall be subiect to neaotiations between the parties. and if such neaotiations do not result in aareement. the dispute will be settled as if it were a arievance arisina under the provisions of this Agreement. The employee hired will be afforded all other parts of the Collective Agreement.

25.02 Employees will be paid fifteen dollars ($15.00) per load when utilizing the conveyor. This amount will be paid the month following delivery of the load and will be included in gross wages for the purposes of pension contributions.

25.03 Probationary employees will be paid two dollars ($2.00) less than the rates above.

25.04 Part time employees will paid at the probationary rate and will not be eligible for pension or benefits. Part time employees shall not circumvent the full time workforce.

ARTICLE 26 - EQUIPMENT

26.01 Employees shall report immediately to the Employer any and all loss, damage or shortage of merchandise or equipment together with a statement of the cause thereof.

26.02 Employees shall report immediately to the Employer, in complete detaiL all incidents and/or accidents, including the names and addresses of all witnesses to the accident.

Althouah not an exhaustive list. incidents shall be deemed as an interaction with anv Reaulatorv Bodv. (for example Ministrv of Transportation. Ministrv of Environment. Law enforcement), moving violations, parking tickets, or events outlined in Article 26.01.

26.03 No employee shall be permitted to allow other than the employees of the Employer who are on duty to ride in his truck.

26.04 It is to the mutual advantage of both the Employer and the employee that employees should not operate vehicles which are not in a safe operating condition and not equipped with the safety appliances required by law The determination, as well as the responsibility for all decisions in regards to the conditions of the equipment shall rest with the senior qualified representative of the Employer.

26.05 When the senior qualified representative of the Employer determines that a truck is not to be used until repaired he shall place a tag on it in a conspicuous place so stating and such tag shall not be removed without his direction.

26.06 It is agreed that all trucks shall have adequate heaters, windshield washers, windshield wipers, sun visors and defrosters in working order.

26.07 The Company shall provide a form on which each driver shall report all defects in his equipment with a copy to be retained by the driver.

26.08 When employees are asked to clean their equipment with acid and other corros1ve substance, the Employer shall provide appropriate safety equipment.

26.09 Machines operating outside during the winter months shall be equipped with adequate cab protection against weather, and heaters where possible. When operating front end loaders which have no cab or other protection, employees shall during inclement weather, be supplied with a waterproof jacket and pants.

26.10 The Company agrees to provide a heated lunch room, toilet facilities, toilet paper, washing facilities, drinking water, towels and hand cleaners at the yard of the Employer.

ARTICLE 27- EMPLOYEE'S RESPONSIBILITY

27.01 it shall be the employee's responsibility to advise the Employer of his address and telephone number and any changes as they occur.

27.02 An employee who is off work because of sickness, accident, or leave of absence shall report by 4:00p.m. of the day before returning to work of his intent to be at work the next day.

ARTICLE 28- UNION COOPERATION

28.01 The Union agrees to uphold the rules and regulations of the Employer in regard to punctual and steady attendance, proper and sufficient notice in case of necessary absence, conduct on the job and all other reasonable rules and regulations established by the Employer and not conflicting with this Agreement.

28.02 The Union agrees to co-operate with the Employer in maintaining and improving safe working conditions and practices: in improving the cleanliness and good housekeeping of the premises. machinery and equipment and in upholding the laws in reference to driving.

28.03 The Union recognizes the need for improved methods and output in the interests of the employees and the business and agrees to co-operate with the Employer in the installation of such methods, and in the education of its members in the necessity of such changes and improvements.

28.04 The Union recognizes the need for conservation and the elimination of waste. and agrees to co-operate with the Employer in suggesting and practising methods in the interest in conservation and waste elimination.

ARTICLE 29- DURATION

29.01 Except where revised bv mutual consent. this aqreement shall remain 1n full force as of November 1, 2017 up to and including October 31, 2020 and shall continue in force from year to year thereafter unless during the last ninety (90) days before the date of its

termination either party shall furnish the other with a notice of termination, or the proposed revision of this Agreement.

IN WITNESS WHEf3~_, y the parties he;eto ~~Y.~ caused these presents to be signed by their proper off1cers, th1s . . day of r ··( >--: ·~ ,,~.._,-;:,~. :.( , 2018.

ARTICLE 30 - SAFETY BOOTS

FORTH} UNION: . • )

'~ . - - . <,~( ~ /z, . +rl/':_- ktA'L John McCann P'resident

~~----------Secretary Treasurer

,fitJ;

30.01 Safetv boots are a reauired component of Lafarae PPE Policy. The Employer will pay up to two hundred dollars {$200.00) per employee per calendar year towards the purchase of safetv boots with receipt. The safety boots must be CSA approved. 8 inch boots. The employee must ensure the boots are fully laced up should they be non-rubber safetv boots. Upon completion of their probationary period, probationary employees may submit their receipt and be reimbursed two hundred dollars ($200.00).

LETTER OF UNDERSTANDING #1 -CONVEYOR DELIVERY

between

LAFARGE CANADA INC. (Cambridge Ready Mix)

and

TEAMSTERS LOCAL UNION 879

(The "Employer")

(The "Union")

Further to the singing of the Collective Agreement between the Employer and the Union, the following will confirm certain understandings which have been reached between the parties:

Emolovees will be oaid fifteen dollars ($15.00) per load when utilizing the conveyor in accordance with Article 25.02.

If is further agreed that should the situation arise when a customer requests conveyor delivery and sufficient senior drives are not called in to get the next conveyor operator, that a conveyor operator junior to the next man on call may be called in ahead of such senior men as is required to meet the customer demand, without payment to the senior men for such hours or parts thereof that the junior conveyor operator may have preceded them in advance cal-in.

It is understood that this compensation is in recognition of the extra daily maintenance and cleaning procedures necessary to the proper operation of the truck and mounted conveyor.

It is further understood that should the operator be found negligent in his duties regarding the truck mounted conveyor, disciplinary action permitted under Management Rights, in addition to a loss of compensation for the period of violation, may be taken.

IN WITNESS WHERtOF.: the parties proper officers, this /iff day of

l Y, R:

1,i?r~t_9}ave ~sed these presents to be signed by their {f/b t:::-;116~~ '2018.

Jot)-n McCann

~ ·-~ Secretary Treasurer

Martin L. Taylor Business Representative

LETTER OF UNDERSTANDING #2- OVERTIME AGREEMENT

between

LAFARGE CANADA INC. (Cambridge Ready Mix)

and

TEAMSTERS LOCAL UNION 879

(The Employer")

(The "Union")

Whereas the Companv and the Union are bound by a Collective Agreement effective date of ratification to May 5, 2018, and any renewals thereof:

And Whereas the Company anf the Union wish to clarify certain matters and ensure compliance with the Employment Standards Act, 2000, particularly as amended by Bill 63;

Now Therefore the Company and the Union agree as follows

1. The Union, as the exclusive bargaining agent of the Employees covered under the Collective Agreement, agrees that the Employees may, if required by the Employer work in excess of the daily and/or weekly limits set out in ss. 17 (1) of the Employment Standards Act, 2000, up to thirteen (13) hours per day and/or sixty (60) hours per week.

2. This Letter of Agreement is consistent with the Collective Agreement, and

3. The Company acknowledges that upon execution of this Letter of Agreement it shall be compliant with sections 17 and 17. 1 of the Employment Standards Act, 2000, as those sections read effective March 1, 2005.

IN WITNESS WHERE~{ the parties heret~used these presents to be signed by their proper officers, this day of ~/p---vv. , 2018.

'

LETTER OF UNDERSTANDING #3- ADVANCEMENT FUND

between

LAFARGE CANADA INC. {Cambridge Ready Mix)

and

TEAMSTERS LOCAL UNION 879

(The "Employer")

(The "Union")

The Teamsters Union Advancement Fund shall be for the enhancement of all persons dependent upon any industry represented by the Teamsters.

The Company shall make contributions of five cents ($0. 05) per hour for which wages are payable hereunder, for each employee and dependent contractor covered by this Collective Agreement

Payment of said funds shall be made payable to Teamsters Local Union No. 879 Advancement Fund by the fifteenth (151h) of the month following that to which they refer.

IN WITNESS WHEREOF the parties hereto ha~used these presents to be signed by their proper officers, this {2 day of A1;r-,x~L-... , 2018.

LETTER OF UNDERSTANDING #4- BELT TRUCK DRIVERS

between

LAFARGE CANADA INC. (Cambridge Ready Mix)

and

TEAMSTERS LOCAL UNION 879

(The .. Employer")

(The "Union")

A belt truck driver may request that the Company remove him from that classification and go to the straight truck classification with no loss of seniority provided:

1. the employee has given the Company thirty (30) days written notice

2. only one (1) employee in a six (6) month period may make such a request

The Company will not unreasonably refuse this request.

IN WITNESS WHER~F the parties ~to h9-Ve caused these presents to be signed by their proper officers, this day of tf_/WI. f...=vl- , 2018.

Johfl McCann · President

~------------Secretary Tre surer

I

LETTER OF UNDERSTANDING #5- TRAINING

between

LAFARGE CANADA INC. (Cambridge Ready Mix)

and

TEAMSTERS LOCAL UNION 879

(The "Employer")

(The "Union")

The Company shall supply and pay for training that is required for all employees covered under this current Collective Agreement for the following:

Drivers: initial training to obtain necessary licenses or certifications.

Mechanics: initial training to obtain necessary licenses or certifications; upgrades required under statutes.

IN WITN~SS WHER~F )he parties __ hE?reto have c~used these presents to be signed by their proper off1cers, th1s 7. day of /l/a c:<;-..;t--t-6~ , 2018.

LETTER OF UNDERSTANDING #6- SEASONAL LAYOFF

between

LAFARGE CANADA INC. (Cambridge Ready Mix)

and

TEAMSTERS LOCAL UNION 879

(The ''Employer")

(The "Union")

The Company agrees that for the months of January, February, March and April if there is not enough work to give employees start times the Company shall layoff said employees and supply them with a Record of Employment that notes that they are laid off with a date of return.

During this time period:

The senior eighty percent (80%) of employees will have five (5) days to return to work. The junior twenty percent (20%) of employees will have two (2)( days to return to work.

Should the Employer require employees sooner than the above period, part-time employees may be utilized.

IN WITNESS WHERE;OR)he partie4kreto have c~used these presents to be signed by their proper off1cers, th1s £.-'' day of ;A.>(;; ..,....-,6 c--.e:.__. , 2018.

art L. Taylor Business Represe t ive

LETTER OF UNDERSTANDING #7- DISCIPLINE RELATED TO GPS AND DASH CAMERAS

between

LAFARGE CANADA INC. (Cambridge Ready Mix)

(The "Employer") and

TEAMSTERS LOCAL UNION 879

(The "Union")

Dash Cameras Formina part of this Collective Aareement the following Letter of Understanding will outline the agreement between the parties.

Dash cameras have been installed as an additional health and safetv measure. Its purpose is to ensure drivers are working safely at all times while in charge of company vehicles.

Drivers must follow all safetv rules. policies and reaulations. for the protection of companv assets, their own health and safety and health and safety of co-workers, including the general public.

Dash cameras is one additional safetv and train ina tool that will allow all involved to ensure health and safety values are being adhered to at all times.

It is aareed that dash camera information will be used for coaching and education of drivers.

Serious safetv violations such as not wearina seat belts. smokina in cab. distracted drivina. tamperina with any safety device and other serious safety or policy violations can lead to discipline.

Should such discipline be referred to arbitration. it is aareed that information from dash camera may be used by the Company to support the imposition of discipline.

The Union still reserves the ability and right to challenge the imposition and quantum of discipline.

IN WITNESS WHERf70rNle partie~~to _l1ave c~u~ed these presents to be signed by their proper off1 ers. th1s V day of D c-e:/--; /:1:--...e...:_ . 2018 . . (ol FQ~~E UNION: -)

( ___ .,?(' h, ··)-v~-_L C:1/h John MCCann · President

Sec~~~. Ma in L. Taylor Business Represe tive

LETTER OF UNDERSTANDING #8- DRIVER TRAINER

between

LAFARGE CANADA INC. (Cambridge Ready Mix)

and

TEAMSTERS LOCAL UNION 879

(The "Employer")

(The "Union")

The parties have discussed the need for driver trainina particularly for new employees. Forrnina part of this Collective Aareement it is aareed that new hires will be placed on a trainina proaram (normally two to four weeks) and will be paid two dollars ($2.00) per hour less than the posted rate in trainina in accordance with Article 25.03. New drivers are expected to follow all instructions given by the driver trainer until completion.

Driver trainers appointed by the Employer. will receive one dollar C$1.00) per hour above their posted waae rate while riding and training new employees and administering pre­approved company programs.

The driver trainer appointed by the Company is reauired to ensure that he/she completes all the necessary trainina reauirements with the new driver. He/she must certify in writina to the best of his/her abilities that all necessary reauirements have been completed. and that the driver trainer will certify in writina on a form supplied by the Employer. the new driver is fully competent to assume safely the full role of driver including concrete principles on their own.

The driver who has finalized the train ina will be reauired to certify in writina with his/her sianature the driver trainer has completed the necessary trainina reauirements and the trained individual fully understands all of the expectations of the Company.

Once both sides have sianed off on the training process, there will be no further obligation placed on the driver trainer.

Another professional driver trainer may be reauired to conduct a follow up with the trained driver to ensure he/she is fully compliant with the training provided.

IN WITNE WHEREOF the parties hereto have caused these presents to be signed by their proper o 1ce s, this day of . 2018.

)

FORTH UNION~ ., ----- ) t, /~!'l -/ (' 1./ i'<. Jop-h McCann President

~ Secretary Treasurer

Martin L Taylor Business Representative

RULES GOVERNING THE CONDUCT OF EMPLOYEES

In the majority of Collective Agreements, management has reserved the right to formulate Rules, which may be changed at management's discretion, to govern the conduct of employees.

These Rules have been formulated after long and careful study and have been printed in booklet form for the benefit of all employees.

You have been given this copy of the Rules in order that you may study them and become fully acquainted with what is expected of you in the way of conduct, co-operation and safety.

When you have read the Rules and reflected on their purposes, it is certain you will realize they are for your benefit The Rules will assist you in performing your day-to-day work and you will be assured of equitable treatment in disciplinary matters, because management personnel will be guided by these Rules when imposing penalties.

For disciolinarv measures. after two {2) vears from the date a oenaltv was imoosed. the offence will not be used in determinina the oenaltv for subseauent offences. Excludina anv discioline for incidents of workplace bullying, harassment and violence and/or Health and Safety Violations.

It is understood that disciolines netted out for infractions regarding: • Workolace Bullvina. Harassment and Violence • Health and Safetv Violations Will not have any sunset clause, but will not be used in the normal progressive discipline process.

GENERAL RULES FOR EMPLOYEES

In order to advise you what the Company expects in respect to attitude and conduct, this set of Rules has been drawn up for your guidance.

We expect our employees to work harmoniously with management, and with each other through willing co-operation and a positive attitude of responsibility. We also expect that our employees will show loyalty to the Company. If these qualities are not evident, we will together endeavour to correct the situation.

These Rules are formulated without prejudice to the right of the Company to institute additional Rules, or to amend or cancel any of them.

It is not intended that this set of Rules will cover every contingency. Consequently, where a subject is not dealt with specifically, common sense, good judgement, courtesy and fairness must be exercised by all concerned. In all cases, employees are expected to work in compliance with all Federal, Provincial and Municipal workplace legislation and regulations.

All employees are hired on a probationary basis pending satisfactory outcome of investigations of work records and personal history.

Falsification of applications for employment or employment documents may result in dismissal.

An employee absent due to illness must provide substantiating evidence satisfactory to management before reporting back to work.

Complete observance of all laws and by-laws and the penalties for infractions thereof shall be the full responsibility of the employee.

Disciplinary action may be taken against an employee for three infractions of any Rules within a two (2) year period.

Further infraction(s), within said period, shall be subject to further disciplinary action up to and including dismissal.

After two years from the date a penalty was imposed, the offence will not be used in determining the penalty for subsequent offenses.

CLASSIFICATION OF RULES

1. ATTENDANCE:

1.1 Absence for three successive working days without notification to supervisor: 1st offense - immediate discharge

1.2 Failure to notify the supervisor not less than one hour before the employee's scheduled starting time when unable to report for work:

1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

1.3 Failure to report to work without acceptable explanation: 1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

1.4 Reporting late for work without an acceptable explanation: 1st offense - written reprimand 2nd offense - subject to suspension 3rd offense - subject to discharge

1.5 Leaving work without supervisor's permission: 1st offense - subject to discharge

1.6 when absent from work. employee must call into the office by 4:00p.m. the day prior to returning

1st offense - subject to discharge

1.7 A doctor's not must be provided regarding an illness, when requested. 1st offense - subject to discharge

1.8 Employees are not to be on Company property after hours, unless approved by management

1st offense -2nd offense -3rd offense -

written reprimand subject to suspension subject to discharge

2. CONDUCT AND BEHAVIOUR

2.1 Use of or possession of narcotics, drinking or possession of alcoholic beverages while on duty or on Company property:

1st offense - immediate discharge

2.2 Reporting for duties while under the influence of narcot1cs or an intoxicant: 1st offense - subject to discharge

2.3 Theft or dishonesty or wilful damage to Company property or vehicles: 1st offense - immediate discharge

2.4 Discourtesy to customers or those in authority 1st offense - written reprimand 2nd offense - subject to discharge

2.5 Failure to obey instructions issued by those in authority 1st offense - subject to discharge

2.6 Unnecessary delays in performing work assigned: 1st offense - written reprimand 2nd offense - subject to suspension 3rd offense - subject to discharge

2.7 Failure to:

Collect for C.O.D. accounts as instructed and account for same. 1st offense - subject to discharge

Ensure cheques or other negotiable instruments are made out properly and signed: 1st offense - subject to discharge

2.8 Failure to report damage to any property belonging to the Company or to others: 1st offense - subject to suspension 2nd offense - subject to discharge

2.9 Failure to pick up correct delivery slips for load before leaving yard or failure to return properly completed and signed copies:

1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

2.10 Jumping off or on trucks. platforms. etc: 1st offense - written reprimand 2nd offense - subject to suspension 3rd offense - subject to discharge

2.11 Standing directly under overhead loads: 1st offense - written reprimand 2nd offense - subject to suspension 3rd offense - subject to discharge

2.12 Operator permitting any other person to ride on mobile power equipment: 1st offense - written reprimand 2nd offense - subject to suspension 3rd offense - subject to discharge

2.13 Failure to park private vehicle in area allocated for that purpose: 1st offense - written reprimand 2nd offense - loss of parking privileges on

Company property

2.14 Failure to report to the Supervisor at specified times when instructed to do so 1st offense - written reprimand 2nd offense - subject to suspension 3rd offense - subject to discharge

2.15 Engaging in horseplay 1st offense -2nd offense -

subject to suspension subject to discharge

2.16 Smoking in designated non-smoking areas 1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

2.17 Insubordination. 1st offense - immediate discharge

2.18 Use of cell phones on duty: 1st offense -2nd offense -3rd offense -

written reprimand subject to suspension subject to discharge

3. DRIVING BEHAVIOUR

3.1 Failure to follow routing as designated or instructed: 1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

3.2 Driving in excess of yard speed limits or as otherwise instructed: 1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

3.3 "Tailgating" -following too closely to vehicle in front: 1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

3.4 Careless or reckless operation of Company equipment or diving of Company vehicles: 1st offense - subject to discharge

3.5 Stopping, while in a company vehicle, at ANY retail outlet: 1st offense - 2-3 day suspension 2nd offense - subject to discharge

3.6 Driving without a valid drivers licence: 1st offense - subject to discharge

3. 7 insurance premiums are base on "clean" driving abstracts: 1st offense - subject to discharge

4. EQUIPMENT

4.1 Tampering with Company communications equipment or safety devices on equipment: 1st offense - subject to discharge

4.2 Failure to use or properly use Company communications equipment 1st offense - written reprimand 2nd offense - subject to suspension 3 r d o f f e n s e subject to discharge

4.3 Unnecessary idling of equipment- NOT more then ten (1 0) minutes 1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

4.4 Failure to keep truck and equipment clean and in good appearance 1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

4.5 Failure to complete "DAILY'' circle check log prior to using equipment

1st offense -2nd offense -3rd offense -

written reprimand 2-3 days suspension subject to discharge

4.6 Unauthorized use of vehicle or equipment 1st offense - subject to discharge

4.7 Failure to park and properly secure vehicle in designated areas: 1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

4.8 Failure to shut off motors when equipment or vehicle is being re-fuelled: 1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

4.9 Smoking while dispensing or carrying flammable liquids, or where such liquids are stored: 1st offense - subject to suspension 2nd offense - subject to discharge

4.10 Failure to apply all available brakes when loading, unloading or parking: 1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

5. PERSONAL INJURIES

5.1 Failure to immediately report to your supervisor any personal injuries while on duty: 1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

5.2 Failure to report to your supervisor all first-aid treatment and first-aid supplies used: 1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

6. PROTECTIVE CLOTHING AND EQUIPMENT

In general it is expected that employees follow Company policy as described in the Occupational Health & Safety Act

6.1 Failure to wear protective clothing. including outer shirts and long trousers, hearing and protective equipment or to use safety devices:

1st offense - subject to suspension 2nd offense - subject to discharge

6.2 Failure to wear safety equipment Including safety vests. hard hats and approved safety boots with puncture proof soles as prescribed under the Occupational Health and Safety Act:

1st offense -2nd offense -3rd offense -

subject to reprimand 2-3 days suspension subject to discharge

6.3 All drivers are expected to dress in proper safety attire and to be neat and clean in appearance:

1st offense - written reprimand 2nd offense - 2-3 days suspension

3rd offense - subject to discharge

7. REPORTS

7.1 Punching another employee's time card: 1st offense - subject to discharge

7.2 Falsification of time cards: 1st offense - subject to discharge

7.3 Failure to fill out daily reports as instructed: 1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

7.4 Failure to properly fill out delivery tickets: 1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

7.5 Failure to properly fill out pre-trip inspection report: 1st offense - written reprimand 2nd offense - 2-3 days suspension 3rd offense - subject to discharge

8. PRODUCT QUALITY

8.1 Failure to report defective material or products or leaving the company yard with "wet" loads.

1st offense -2nd offense -3rd offense -

9. VEHICLE ACCIDENTS:

written reprimand 2-3 days suspension subject to discharge

9.1 Accidents, for which the employee is at fault or for which his actions or lack of action is a contributing factor, will result in disciplinary action, which may range from reprimand to dismissaL according to the seriousness of the accident the degree of negligence or carelessness involved ion the part of the driver, and the frequency of accidents in which the driver has been at fault.

9.2 Back-up accidents are inexcusable and will be dealt with most severely.

9.3 Failure to immediately report any vehicle accidents or property damage to the employee's supervisor may result in dismissal.

9.4 Failure to submit a completed written accident report to your supervisor may result in dismissal.