BETWEEN

-and-

COLLECTIVE AGREEMENT

BRUNNER MANUFACTURING & SALES L TO. TECNA FORGE DIVISION

TEAMSTERS LOCAL UNION NO. 879 Affiliated with the

International Brotherhood of Teamsters

ARTICLE 1 - INTENT & PURPOSE

1.1 The general purpose of this agreement is to establish collective bargaining relations between the Company and the Union, to continue the cooperation and spirit of goodwill between the Company and its employees, to provide machinery for the prompt and equitable disposition of grievances and to prevent interruptions of work and interferences in the efficient operation of the Company's business. The Union recognizes that in order to provide a proper relationship between the parties, the Company must be kept in a strong competitive market position.

1.2 It is agreed that neither party to this Agreement will enter into any agreement or contract with employees which conflicts with the terms and provisions of this Agreement.

ARTICLE 2 - SCOPE & RECOGNITION

2.1 The Company recognizes the Union as the sole collective bargaining agent for all employees of its Niagara Falls, Ontario, Plant save and except foremen, persons above the rank of foreman, office staff and sales staff.

ARTICLE 3 - MANAGEMENT RIGHTS

3.1 Except as, and to the extent specifically modified by this Agreement, all managerial rights and prerogatives are retained exclusively and without limitation by the Company. Without limiting the generality of the foregoing, the Company's rights shall include:

(a) The right of the Company to operate and manage its business, to maintain order and efficiency in its operations, to determine the location of its operations, work to be performed, the scheduling of its operations, and its methods, processes, and means of operating.

(b) The right of the Company to hire, promote, transfer, classify, demote, lay-off, recall after lay-off with due regard to seniority, discipline or discharge employees for just cause, and to schedule and assign work to employees.

The Company agrees that these functions will be exercised in a manner consistent with the provisions of the Agreement and a claim that the Company has exercised any of these rights in a manner inconsistent with any of the provisions of this Agreement may be made the subject of a grievance.

The Union recognizes the right of the Company to operate and manage its business in all respects in accordance with its commitments and responsibilities, and to make and to alter, from time-to-time, rules and regulations to be observed by employees, provided that, before publishing, any changes or additions to plant rules shall be first explained to the Chief Steward

3.2 The above clause shall not deprive the employee of the right to exercise the grievance procedure as outlined in this Agreement.

ARTICLE 4 - DISCRIMINATION AND INTIMIDATION

4.1 The Company or its representatives shall not discriminate, coerce, or restrain any of its employees because of such employee's membership or lawful activity in the Union.

4.2 The Employer agrees to abide by the provisions of the Ontario Human Rights Code.

4.3 Throughout the text of this Agreement, where the masculine gender has been used it may read to include the feminine.

ARTICLE 5 - NO STRIKES OR LOCKOUTS

5.1 Whereas this Agreement provides for the just settlement by arbitration, if necessary, of any difference between the parties hereto, it is therefore agreed that, during the length of this Agreement, there shall be no strike, work stoppage, or slowdown of work by any of the employees in the

bargaining unit. The Union will not initiate, authorize, sanction, support or engage in any strike, work stoppage or slowdown of work and the Company will not cause or direct any lockout of its employees.

"Strike" and "Lockout" as used herein shall have the definition as contained in the Ontario Labour Relations Act.

ARTICLE 6 - UNION SECURITY

6.1 It is agreed that all Union members shall maintain their Union membership in good standing for the duration of this Agreement as a condition of employment.

6.2 All employees, including probationary employees, must, as a condition of their continued employment, authorize the Company to deduct Union dues from their pay, in an amount and under the formula as prescribed and directed by the Local Union. The Company will remit such monies to the Local Union in the amounts so deducted under this provision no later than the fifteenth (151

h) day of the succeeding month, listing the names and social insurance numbers of employees from whose pay such deductions have been made and also those of any employees covered by this Agreement who have left the bargaining unit since the last payment. In no case will the monthly remittance per employee be less than four times the weekly dues. During the term of this Agreement such deduction authorization shall be irrevocable.

6.3 All employees hired will, as a condition of continued employment, authorize the Company to deduct the amount equal to the Local Union's Initiation Fee in instalments of twenty-five dollars ($25.00) per pay period to a total of fifty dollars ($50.00) after the completion of the probationary period.

This deduction shall continue until the Initiation Fee is paid in full. The Company agrees to remit such monies so deducted to the head office of the Local Union along with the names and social insurance numbers of employees from whom the money was deducted at the same time as the Union dues are remitted.

6.4 The Union will notify the Company in writing of any arrears in dues, initiation or re-initiation, caused for any reason, and the Company will immediately commence deductions in amounts prescribed by the Local Union in such written notice and forward such monies to the Local Union along with the monthly dues as provided for above. Such notice of arrears served on the Company shall prescribe payroll deductions of not more than the equivalent of one month's dues at the appropriate rate.

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6.5 The Union will supply the Company with check-off forms and/or a pre-billing form. The Company, each month, shall add the name of each new employee hired on since the remittance of the previous check-off and /or pre-billing along with the starting date and the Company shall give an explanation alongside the name of each employee who appeared on the previous months check-off sheet and/or pre-billing for whom a remittance is not made for any reason.

6.6 The Union will supply the Company with Initiation Deduction Authorization forms, Application for Membership forms and Dues Deduction Authorization forms, all of which shall be signed by all new employees on the date of hire. It will be the responsibility of the Company to ensure that all completed Application for Membership forms are returned to the Union.

6. 7 The Company shall show the yearly Union monthly dues deductions on employees' T 4 slips.

6.8 The Company will contribute one cent (1 ¢) per hour for each hour worked by all employees, including but not limited to full-time, part-time, casual, students, probationary, etc., to the Teamsters Local Union No. 879 Advancement Fund. A separate cheque will be issued for this monies to Teamsters Local Union No. 879 referencing the Advancement Fund and will be sent to the Local Union monthly, at the same time as the Union dues and check-off lists are remitted.

ARTICLE 7 - UNION REPRESENTATION

7.1 The Company acknowledges the right of the Union to appoint a chief steward and an alternate steward.

7.2 a) Wherever possible, grievances will be processed during the normal working hours of the Steward. A Steward will receive his regular rate of pay when grievances or pending grievances are processed with the Company on Company property or at any other place which is mutually agreed upon by both the Union and the Company. The Steward must obtain permission from his Supervisor before processing a grievance, permission which will not be unreasonably withheld.

b) If the Company representative is unable to meet the Steward during the Steward's normal working hours, the Steward will be paid at his regular rate of pay, for all time spent during the processing of the grievance with the Company on Company property or at any other place which is mutually agreed upon by both the Union and the Company.

c) The provisions as outlined in section 7.2 b) are not subject to the overtime provisions as outlined in this Collective Agreement.

d) Should the Company find that a Steward's activities interfere with the normal course of the Steward's duties or the duties of other employees, the Company will contact a representative of the Local Union and/or register a grievance commencing at Step 2 as outlined in this Collective Agreement.

7.3 The Union will inform the Company in writing of the name of the Stewards and any subsequent change in the name of the Stewards.

7.4 The Company agrees to notify the Union immediately by fax or e-mail of any suspension or discharge of a Union Steward.

7.5 Representatives of the Local Union shall be allowed to enter the Company's premises to deal in the administration of the Agreement, provided they do not interfere with the normal operation of the Company. The Union Representatives agrees to contact management of the Company to request permission before entering the Company's premises.

7.6 The Company will provide an area in which a locked filing cabinet will be located. Company to provide access to fax machine for Union (private use) and phone access with privacy, if requested.

ARTICLE 8 - COMPANY REPRESENTATION

8.1 The Company will supply the Union with a current list of persons mentioned in this Agreement as being concerned with its administration and will keep such list up-to-date at all times.

8.2 Supervisory personnel shall not be permitted to perform work normally performed by an employee in the bargaining unit, except:

a) when regular employees are not available on the property;

b) in the instruction and training of employees;

c) in the performance of necessary work when difficulties are encountered on the job;

d) in development of a method of operation and products.

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ARTICLE 9 - GRIEVANCE PROCEDURE & ARBITRATION

9.1 In this Article, a grievance will consist only of a dispute concerning interpretation and application of any clause in this Agreement; alleged violations of the Agreement and discipline or discharge of employees without reasonable cause. If any question arises as to whether a particular dispute is or is not a grievance within the meaning of these provisions, the question may be taken up through the grievance procedure and determined if necessary by Arbitration. There shall be an earnest effort on the part of both parties to settle such grievance promptly through the following steps.

An employee called into the Company's office for disciplinary matters may, upon request, be accompanied by a Union Steward. Copies of disciplinary notices will be given to the employee involved, the Union, and the Union Steward.

All time limits referred to in the grievance or arbitration proceedings may be extended by mutual agreement of the parties.

Written infractions will be removed from the employee's record after a period of 12 (twelve) months.

Suspension infractions will be removed from the employee's record after a period of 18 (eighteen) months.

9.2 a) STEP 1 - The employee will discuss the circumstances of the grievance with his immediate supervisor. The employee may be accompanied by a Union Steward. Such discussion will take place within five (5) working days of the event giving rise to the grievance. The immediate supervisor will give a verbal answer to the grievance within five (5) working days of such meeting.

b) STEP 2 - Failing settlement in Step 1, the Steward and/or the Union will, within five (5) working days of the Step 1 answer, present the grievance in writing to the Company. Within five (5) working days of such presentation, the Management of the Company will meet with the Steward and a representative of the Union. The answer of the Management (or the Union, in the case of a Company grievance) will be delivered in writing within five (5) working days of the meeting.

c) Failing settlement at the aforementioned Steps, prior to proceeding to Arbitration, the parties may agree to utilize the services of a Grievance Mediator/Labour Relations Consultant, in which case time limits will be waived during this process. The Company and the Union will equally share the fees and expenses of the Grievance Mediator/Labour Relations Consultant.

9.3 STEP 3 - Arbitration

a) Failing settlement in the above-cited procedures the matter will be referred to arbitration. Arbitration proceedings will be initiated within ten (10) working days. A sole arbitrator will be utilized and must be mutually agreed upon by the Company and Union within ten (10) working days. Should the parties fail to agree on the sole arbitrator, a request for selection of an Arbitrator will be made to the Ontario Ministry of Labour.

b) The Arbitrator, when selected or appointed, will proceed as soon as practicable to examine into and determine the complaint or controversy at issue and its findings will be final and binding upon both parties.

c) Each of the parties hereto will share equally the fees and expenses of the Arbitrator.

d) The Arbitrator will not have the right to add to, subtract from, modify, change, alter or ignore any of the provisions of this Agreement, or substitute any new provisions in lieu thereof, or give any decision inconsistent with the terms and provisions of this Agreement. However, if the Arbitrator determines that the Company has imposed a penalty on an employee for cause, the Arbitrator may substitute such lesser penalty as he considers just and reasonable in the circumstances.

9.4 a) An employee who has been suspended or discharged shall be given a reasonable opportunity to meet with his Steward before leaving the Company's premises, unless it is necessary, because of the circumstances giving rise to his discharge or suspension, to require the immediate expulsion of the employee from the premises.

b) Grievances dealing with discharge and suspension shall be registered in writing within five (5) working days from the time of the discharge or suspension and shall commence at Step 2 of the grievance procedure.

c) Where an employee covered by this Agreement has his employment terminated, he will receive all monies and papers due from the Company on or before the next regular pay day.

d) Monies payable to an employee as a result of a settlement shall be noted separately on the employee's pay stub.

ARTICLE 10 -SENIORITY

10.1 Seniority will be bargaining unit-wide and include bumping rights according to seniority and qualifications for all persons working in the bargaining unit.

10.2 Newly hired employees will serve a probationary period of six (6) months worked in twelve (12) months and will have no seniority rights during this period. Upon completion of the probationary period, a new employee will have his seniority dated back to his original date of hire. During the probationary period an employee will be considered as being employed on trial basis and may be discharged at the sole discretion of the Company.

The provisions of Article 10.2 will not be used to force an additional probationary period.

10.3 Seniority will mean an employee's length of continuous service with the Company, maintaining and accumulating seniority while:

a) actively at work for the Company;

b) during a period when the employee is prevented from performing his work due to injury arising out of or in the course of his employment for the Company and for which he is receiving Workers' Compensation.

c) during the first ninety (90) days of any absence due to illness, or written leave of absence.

10.4 The purpose of seniority regulations is to provide a policy governing lay-offs and rehiring. In the event of the reduction of the work force, the Company will apply the principle of "last on - first off', insofar as it is consistent with the Company's obligation to maintain an efficient work force.

Following lay-off, rehiring will be executed conversely to the outlined lay-off procedure.

10.5 In the event of lay-off, the Company will consider:

a) seniority of the employee;

b) qualifications of the employee to perform the required work.

c) where qualifications are relatively equal, seniority will be the determining factor.

d) co-op personnel, students, part-time and probationary employees will be laid-off first.

10.6 A seniority list containing the name and starting date of all employees will be prepared and posted every six (6) months with sufficient copies for Stewards. A seniority list containing names and addresses of employees as

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per Company records will be forwarded to the Local Union every six (6) months.

10.7 An employee shall lose all seniority and employment may be deemed to have been terminated for any of the following reasons:

a) if the employee voluntarily quits;

b) if the employee retires;

c) if the employee is discharged for just cause and not reinstated through the grievance procedure.

d) if the employee fails to report for duty after a lay-off or leave of absence in accordance with the provisions of this Agreement.

e) if the employee is laid-off and not recalled for a period extending beyond twelve (12) consecutive months;

f) if the employee is absent from work for three (3) consecutive scheduled working days without notifying the Company;

g) if the employee takes employment other than that declared and agreed upon when applying for a leave of absence.

10.8 An employee who has been laid off and not employed elsewhere must return to work within twenty-four (24) hours after being contacted personally. When the employee cannot be contacted or is employed elsewhere, the Company will then notify the employee by registered mail to his last known address to return to work and he will allowed no more than seven (7) calendar days from the date of notification to report for duty. The employee will notify the Company within three (3) working days of receipt of such notice of his intentions. If an employee is recalled and is not immediately available for work, other employees in seniority standing may be recalled but will be temporarily employed until the senior employee reports.

10.9 It will be the employee's responsibility to keep the Company notified as to any change of his address or telephone number so that they will be up-to­date at all times.

10.10 Union Stewards will be retained in the employ of the Company during their respective term of office notwithstanding their position on the seniority list if they can perform the normal requirements of an available job.

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10.11 Employees promoted to supervisory positions or positions not subject to this Agreement will retain their seniority after promotion for a period of six (6) months only. If demoted for any reason or if they voluntarily request reinstatement to their former position within this six (6) month period, the time served in the supervisory position will be included in their seniority rating. Such employees shall forfeit any and all recourse to the grievance procedure as outlined in this Agreement should they subsequently be discharged in such position beyond the jurisdiction of this Agreement. This Article is to be applied only once for any employee during the term of this Agreement.

10.12 If the supervisory position is subsequently abolished, the employee will revert to their former position providing there is a position available and no bargaining unit employee will be bumped or laid-off to provide a position for a displaced supervisory employee. Such supervisory employee will only accumulate seniority up until their supervisory probationary period expired after six (6) months and shall go back into the bargaining unit with only their pre-supervisory seniority plus six (6) months.

ARTICLE 11 - LEAVE OF ABSENCE

11.1 Personal Leave

a) The Company may grant a leave of absence, without pay, for up to six (6) months, for legitimate personal reasons, including illness, accident, charitable volunteer work, or to transact personal business other than to engage in employment with another Company or to enter business for himself. Seniority accumulates during any permitted leave of absence.

b) Requests for personal leave must be made in writing no less than four (4) weeks prior to the proposed commencement of the leave, unless the leave is for emergency reasons. The Company will give its answer to the employee in writing within five (5) days of the receipt of application for leave of absence. Approval of such leave by the Company shall set out the length of leave granted, the purpose and terms, if any, upon which it is granted.

c) Only one employee per classification will be granted personal leave at any one time. If more than one employee requests personal leave for the same period or an overlapping period, the personal leave will be granted on the basis of seniority.

d) An employee on personal leave may request renewal or extension of such leave. Such request must be made in writing to the Company at least fourteen (14) calendar days before the end of the personal leave.

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An employee will be permitted to renew or extend personal leave only once.

e) The granting of a leave of absence or renewal of leave of absence is in the sole discretion of the Company.

f) Health and Welfare Benefits will continue for a period of thirty (30) days following commencement of the leave of absence.

11.2 The Company agrees to grant to employees an indefinite leave of absence, without pay, to work for the Teamsters Union, retaining and accumulating seniority during such leave. The leave of absence shall be revocable by the employee upon seventy-two (72) hours notice.

11.3 The Company will grant a leave of absence to employees to attend Union conventions, conferences and educational programs, provided the Company is given reasonable advance notice, in no case not less than one week, and such absence will not interfere withy the efficient operation of the plant.

11.4 A request for leave of absence to attend the Labour College of Canada will be considered separately from the leaves otherwise described above, but shall be subject to the same scheduling requirements of the Company.

11.5 Pregnancy Leave, Parental Leave. Family Emergency, Personal Emergency, Emergency Leave and Declared Emergencies - as described under Part XIV of the Employment Standard Act.

ARTICLE 12 - JOB POSTING

12.1 When the Company determines the need to fill a vacancy, such vacancy or new job opening will be posted on the Bulletin Board within a twenty-four (24) hour period and shall remain posted for a period of three (3) working days. Eligible employees will have the right to bid for the position. The Company will consider:

a) seniority of the candidates;

b) qualifications of the candidates to perform the required work.

c) where qualifications are relatively equal, seniority will be the determining factor.

12.2 The vacancy resulting from the placing of the successful applicant in the position so posted will also be posted but any further vacancy may be filled by the Company without posting. Should the successful applicant for such

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vacancy be unsatisfactory, he shall be returned to his former job and the vacancy may be filled without further posting. In filling such a vacancy without a further posting, the Company will consider the original applicants for the vacancy.

12.3 An employee who has successfully bid under this Article shall not be entitled to bid on any other posted job for twelve (12) months from the date of the Employee's successful bid, except with the Company's permission.

12.4 Any job which is vacant because of illness, accident, vacation, leave of absence, temporary transfers or temporary promotions, and temporary vacancies and jobs which become vacant while employees are on lay- off shall not be deemed to be vacant for the purposes of this Article.

ARTICLE 13 - NEW CLASSIFICATIONS

13.1 When the Company wishes to establish a new or changed classification, the following procedure shall be used:

a) The Company will deliver to the Union a description of the new or changed job to be performed, together with a proposed interim job rate.

b) The job will be posted and filled in accordance with the provisions of section 12.2 of this Agreement.

c) The Union may dispute the interim job rate within ten (10) days in writing to the office. If no communication from the Union has been received within this time limit, the rate and new or changed job shall become established and added to the Agreement.

d) Should the rate be disputed, a meeting will be held between management and the Union within seven (7) days of receipt of the dispute to negotiate a rate. If agreement is not reached, the matter may be taken to arbitration as set out in Article 9.

ARTICLE 14 - SAFETY AND HEAL TH

14.1 The Company shall make all reasonable provisions for the safety and health of all employees during work hours. Approved safety protective devices, prescribed wearing apparel, safety glasses, including prescription, shall be provided by the Company.

The Company will provide adequate washroom facilities, along with sufficient locker space for all employees.

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14.2 The Company and the Union will co-operate in a Health and Safety Committee consisting of one (1) representative from each party and a monthly inspection tour of the Plant shall take place with the view of making recommendations for eliminating safety hazards. The Company will provide Safety Data Sheets on all chemicals used in the Plant.

14.3 It is also understood that at no time will there be less than two (2) people scheduled to work in the Plant.

ARTICLE 15 - BULLETIN BOARD

15.1 The Company will provide a Bulletin Board for the exclusive use of the Union for posting notices of Union activity. All such notices must be submitted to the Plant Manger or his authorized representative before being posted.

ARTICLE 16 - HOURS OF WORK AND OVERTIME

16.1 The standard work week shall consist of five (5) days of eight (8) hour each, Monday through Friday inclusive.

Standard hours of work shall be as follows:

Shift I 7:00 a.m. to 3:00 p.m. Shift II 3:00 p.m. to 11 :00 p.m. Shift Ill 11 :00 p.m. to 7:00 a.m.

16.2 The Company does not guarantee the above or any other hours of work. Before new or changed stopping and starting times are established by the Company, there will be a notice to, and consultation with, the Union. The Company may consider the introduction of continental shifts during the life of this Agreement

16.3 All employees will be granted a twenty (20) minute paid lunch and two (2) ten (10) minute breaks.

16.4 The Company will give adequate notice on all shift changes.

16.5 After the beginning of the second full shift in which there has been a continuation of equipment breakdown which has lasted at least eight (8) hours, employees will be entitled to displace the junior employees on their shift provided that they are qualified to perform the work available.

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ARTICLE 17 - OVERTIME

17.1 Time and a half will be paid for all hours worked over forty {40) hours per week. Overtime to be voluntary.

Overtime Rates: In the event overtime hours are payable {more than 40 hours worked in a week) the overtime will be paid on the hours worked.

The Company will offer overtime opportunities as they may arise on a daily basis to the senior qualified employees performing the work in the classification in question present at the plant at the time the overtime assignment is made. If such work opportunity is refused, the Company would then propose to offer the overtime opportunity to the senior qualified employee performing work on the off shift. If this does not result in the sufficient volunteers making themselves available the Company will canvass employees on a plant-wide basis on the shift and thereafter on a plant-wide basis.

Overtime will be on a voluntary basis but if overtime is required by the Company and the Company cannot get enough volunteers to complete the said work the Company may require the junior employees normally performing the work to work the overtime required, to be applicable to days only on weekends.

Double time will be paid on all hours worked on Sundays provided the employee has worked the scheduled Saturday preceding and a full 40 hour work week following.

ARTICLE 18 - SHIFT PREMIUM

18.1 An employee on the extra shift or shifts shall be paid a bonus as follows:

Afternoons Nights

$.50 per hour $.55 per hour

Employees shall receive shift premium according to the shift they are on for the majority of their hours worked on the day in question.

Employees will receive an additional $.50 per hour while working on nights during the summer energy savings period, providing they have worked all of their regularly scheduled shifts that week.

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ARTICLE 19 -JURY DUTY PAY

19.1 An employee who is required for jury service or is subpoenaed and reports as a witness in court and has notified the Company promptly of his jury call, shall twice in a twelve (12) month period, for a maximum of six (6) weeks, be paid the difference between his regular straight-time rate of pay and the payment he received for jury service. The employee will present proof of the amount of jury pay that he has received, not including any transportation allowance or special allowances.

ARTICLE 20-CALL-IN PAY & CALL-BACK

20.1 Any employee who is called in to work outside of his regular working hours shall be paid no less than four (4) hours pay at regular rates. An employee can go home when the emergency is done with.

ARTICLE 21 - REPORTING ALLOWANCE

21.1 An employee reporting for work on his regular shift, but for whom no work is available in his regular occupation, will be paid four (4) hours at his regular hourly rate, or will be given four (4) hours work in another occupation at the greater of the employee's regular hourly rate or the rate of such classification to which he has been assigned. This provision shall not apply in the event of fire, flood or emergencies beyond the control of the Company.

It is the responsibility of each employee to provide the Company with a telephone number at which the employee may be reached so that the Company may advise the employee not to report to work.

ARTICLE 22 - INJURY ALLOWANCE

22.1 An employee injured on the job shall be paid his regular classification rate for the balance of the full shift on which the injury occurred. If, as a result of such injury, the employee is unable to continue work, sent home, or to an outside hospital, the Company will provide suitable transportation and/or ambulance service to a hospital. The employee agrees to supply all medical information pertinent to the injury at the company's request.

ARTICLE 23 - BEREAVEMENT

23.1 In the event of the death in the immediate family, i.e. Parent, Step-parent, Brother, Sister, Child, Spouse, Parent-in-law, Grandchild, or Grandparents,

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the Company will pay for the time lost from work for four (4) consecutive working days at his regular rate in order that the funeral may be attended.

23.2 In the event of the death of the employee's: Brother-in-law, or Sister-in-law, the Company will pay for time lost from work for one (1) day in order that the funeral may be attended. Employees will not be paid for Saturdays or Sundays under this Article.

ARTICLE 24-PAID HOLIDAYS

24.1 Regardless of whether or not an employee is scheduled to work on the day of observance, an employee on the active payroll shall receive, without working, a day's pay for each of the following paid holidays:

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

Labour Day Thanksgiving Day Christmas Day Boxing Day Family Day

or days celebrated in lieu thereof, regardless of the day on which it falls.

Holidays to count as eight (8) hours worked for the purpose of overtime calculation only.

24.2 In order to receive pay for a paid holiday, an employee must have worked his full last scheduled work shift immediately preceding the holiday and his full first scheduled work shift immediately following the holiday, unless excused by supervision. The employee must have been at work within one week of the holiday to qualify for payment

24.3 In the event a paid holidays falls on a Saturday or Sunday, it shall be observed on the following Monday.

24.4 An employee who is on vacation at the time of a plant holiday shall be paid for such holiday and will extend his vacation for each plant holiday during his vacation.

ARTICLE 25 -VACATIONS WITH PAY

25.1 Employees shall be entitled to vacations, in accordance with their service as of the anniversary date of employment and will be based on their gross earnings for the period July 1st of the previous year to June 30th, as follows:

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a) up to one year as set out by the Employment Standards Act.

b) one year to the completion of four years - 2 weeks vacation entitlement and vacation pay at the rate of four percent (4%) of gross earnings.

c) four years to the completion of 12 years - 3 weeks vacation entitlement and vacation pay at the rate of six percent (6%) of gross earnings.

d) twelve years to the completion of 20 years - 4 weeks vacation entitlement and vacation pay at the rate of eight percent (8%) of gross earnings.

e) after twenty years - 5 weeks vacation entitlement and vacation pay at the rate of 10% of gross earnings.

In calculating vacation pay, an employee, who is receiving and can show sixty (60) days Workers' Compensation (WSIB) benefit receipts, shall have this amount included in the calculation.

25.2 Vacation pay will be issued at the time the employee takes his vacation.

25.4 Vacation pay will be paid at the time each week of vacation is taken unless the employee advises the Company, within the first two weeks of July, to have accrued vacation pay paid out.

Vacation time will be cleared out annually on July 1st and will not be carried over. Vacation pay will continue to accrue.

Should an employee so request, all accrued vacation pay entitlement will be paid out at the time a vacation is taken.

Employees will be able to withdraw vacation pay outside of taking vacation providing they have accrued a minimum equivalent to four days pay and the request is made no later than 3pm Friday for the next's weeks payroll deposit.

25.5 Employees will be allowed to take two (2) consecutive weeks vacation at one time.

ARTICLE 26-WAGES

26.1 As per Schedule "A" and Schedule "B" attached.

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26.2 In the event that an employee is temporarily transferred to another classification, he shall continue to receive his regular rate or the rate of the classification to which he has been assigned if higher.

26.3 Direct Deposit Confirmation will be available by 3:00 p.m. Thursday for day shift and by end of shift Wednesday for afternoon shift.

ARTICLE 27 - HEAL TH AND WELFARE

27.1 The Company agrees to contribute one hundred (100) percent of the billed premiums for the Ontario Health Insurance Plan for all employees on their active payroll who have completed their probationary period. Company health plan contributions shall continue for ninety (90) days for employees absent from work due to a workplace injury as required by prevailing legislation, also Long Term Disability. Benefit coverage will be continued for ninety (90) days or longer if legislation provides, for an employee who is on disability leave. Employees who are laid off will be entitled to benefits for 30 days from date of Layoff (except weekly indemnity and Long Term Disability).

27.2 The Company will contribute one hundred (100) percent of the billed premium cost of the benefit plan currently underwritten by Insurance on behalf of all employees on the active payroll. Employees shall be eligible for the described benefits on Schedule "B" subject to the terms and conditions provided by the policy of the carrier.

Medical Reports

In the event that the Company requests an employee undergo an independent medical assessment or functional abilities evaluation, the Company agrees to absorb the related costs.

In the event that the Employer Health Tax Act is repealed during the life of this Agreement, and the Ontario Health Insurance Plan premiums are reinstated, the Company agrees to pay one hundred (100) percent of the required contributions.

27.3 In the event that the Company elects to change Insurance carriers during the life of this Agreement, equivalent or better coverage than that currently in force shall be maintained.

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ARTICLE 28 - GENERAL

28.1 A safety work boot allowance of $250.00 (before taxes price) will be paid out to all members annually for the term of the agreement, provided a receipt is given. An additional allocation will be approved if boots are rendered unserviceable and replacement is receipted.

28.2 The Company will, each week, supply and maintain, at no cost to employees, shirt, pants, coveralls and four (4) winter coats. in accordance with current practice. In accordance with the above, the Company will also supply 1 raincoat for each of those employees who may require it to do their job.

28.3 PENSION PLAN

During the life of this Agreement, the Company agrees to contribute the following amount per hour worked, on behalf of each employee, to the Teamsters and Participating Employees of Ontario Pension Fund, (CRA0345587, OSFl55438) and will remit negotiated levels into the Fund.

December 9, 2019 Fifty cents ($.50) December 9, 2020 Fifty-five cents ($.55) December 9, 2021 Sixty cents ($.60) December 9, 2022 Sixty-five cents ($.65) December 9, 2023 Seventy cents ($. 70)

28.4 In the event of legislation being enacted, subsequent to the signing of this Agreement, invalidating the application of any Article or Appendix hereto, the relative section only of this Agreement shall be nullified.

28.5 The Company will pay the regular hourly rate for all employees compelled to attend Company meetings, WHMIS, Dangerous Goods meetings, etc.

28.6 Where the. Company requires an employee to take further training, the employee will be paid for all time spent in such training at his regular hourly rate.

28.7 All Letters of Understanding, Schedules and Appendices which are attached hereto will form part and parcel of the Collective Agreement in force between the parties.

ARTICLE 29 - TERMINATION

29.1 This Agreement shall remain in force for five (5) years from its effective date, December 91

\ 2019, and shall expire at midnight on December 8111,

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2024, unless either party gives notice in writing to the other party of its intent to amend the Agreement, then it shall continue in effect for a further one (1) year period without change and so on from year to year thereafter.

Should the Company close down and open operations at another location or should it transfer its operations, employees will be given first opportunity to employment at its new location according to seniority.

The Company will provide three (3) months notice, if possible, when a plant closure is to take place and the Company will meet with the Union to discuss the effects of such closure.

29.2 Notice that amendments are required shall only be given during the period of anytime within ninety (90) days prior to the anniversary date.

29.3 It is understood that during negotiations, following upon notice of amendment, either party may bring forward counter-proposals arising out of, or related to, the original proposals.

IN WITNESS WHEREOF the parties hereto have caused this Agreement to be executed by their duly authorized representative.

\\ $1;- -Dated inl':\ocfwn\C)vfthis3C_day of 3N\\,.'::£',S:,2:j20~(:;

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On behalf of the Company: On behalf of the Union:

SCHEDULE "A"

WAGE RATES

Dec. 9, Dec. 9, Dec. 9, Dec. 9, Dec. 9, 2019 2020 2021 2022 2023 ($.50) ($.50) ($.50) ($.50) ($.50)

Press Ooerators $21.45 $21.95 $22.45 $22.95 $23.45 Material Handlers $19.45 $19.95 $20.45 $20.95 $21.45 Lead Hand $22.20 $22.70 $23.20 $23.70 $24.20 Maintenance $24.20 $24.70 $25.20 $25.70 $26.20

Signing Bonus

The parties agree to the payment of a lump-sum signing bonus of $500.00 less deductions required by law to each employee who is an active member of the bargaining unit, as at the date of the ratification of the collective agreement.

The company will ensure that the signing bonus is paid on or before December 19, 2019.

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An additional signing bonus in the amount of $500.00 less deductions required by law will be paid to each employee who is an active member of the bargaining unit, on the first payroll date after December 09, 2022.

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SCHEDULE "B"

SUMMARY OF BENEFITS DESCRIBED IN ARTICLE 28

1. Group Life Benefit amount, all employees

Spouse

Unmarried children, age at death:

$30,000.00 $10,000.00

Under 14 days No benefit 14 days or over$ 5,000.00

2. Weekly Indemnity

Benefit Amount - 66 2/3% of weekly earnings

Maximum Weekly Benefit - U.I.C. maximum at date of disability

Elimination Period - O days if disability due to injury - 5 days if disability due to sickness (June 1, 1998)

Maximum Benefit Duration - 17 Weeks/one continuous period of disability

The Weekly Income Benefit shall terminate on the first day of the month in which an Employee attains age 70.

3. Extended Health

Deductible none

Reimbursement 100% of Insured Charges

Lifetime Maximum - Unlimited

Additional Benefits: Included Semi-private Hospital

Convalescent Hospital Care Survivor's Benefits Pay Direct Drugs*

Vision Care Benefit** Hearing Aid Benefit***

Maximum Amount - Unlimited except (*), (**) and (***) - see below

* Maximum Amount $15,000.00 per year (annual reset) for each individual insured under the plan

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** Maximum Amount $250.00 during any period of 24 consecutive months, except $200.00 for contact lenses during any period of 24 consecutive months.

*** Maximum amount $500.00 during any period of five consecutive years.

Note: Effective Dec. 9, 2019 Physiotherapy visits will be increased to $20 per visit coverage, with maximum annual coverage amount remaining the same.

4. Long Term Disability

An amount equal to the lesser of 66 2/3% of the employee's basic monthly earnings or maximum $5,000.00.

Maximum Benefit Period: Long Term Disability Benefits will cease on the first day of the month in which the employee attains age 65 for disability caused by sickness or accident.

Elimination period: 120 days

5. Dental Plan

Industrial Alliance providing for diagnostic, preventative, restorative, surgical, denture, periodontal, endodontic, adjunctive general services subject to deductibles, maximum benefits, and pre-estimate requirements as outlined in the plan.

Deductible - NOL

Maximum - $1,500.00 annual maximum (each calendar year)

Fee Schedule - Current 0.0.A. Rate