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j CBM COLLECTIVE BARGAINING AGREEMENT Canada Building Materials Company SUNDERLAND AGGREGATES EFFECTIVE: March 15, 2019 to March 14, 2022
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Page 1: COLLECTIVE BARGAINING AGREEMENT and Natural... · 1. The Union, as bargaining agent of the Employees covered under the Collective Agreement, agrees that the Employees may if required

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COLLECTIVE BARGAINING AGREEMENT

Canada Building Materials Company

SUNDERLAND AGGREGATES

EFFECTIVE: March 15, 2019 to March 14, 2022

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BETWEEN:

AND:

ARTICLE I ARTICLE 2 ARTICLE 3 ARTICLE 4 ARTICLE 5 ARTICLE 6 ARTICLE 7 ARTICLE 8 ARTICLE 9 ARTICLE 10 ARTICLE 11 ARTICLE 12 ARTICLE 13 ARTICLE 14 ARTICLE 15 ARTICLE 16 ARTICLE 17 ARTICLE 18 ARTICLE 19 ARTICLE 20 ARTICLE 21 ARTICLE 22 ARTICLE 23 APPENDIX "A" LETTERS

INDEX TO THE COLLECTIVE AGREEMENT

CANADA BUILDING MATERIALS COMPANY Sunderland Aggregates- Production & Maintenance

TEAMSTERS LOCAL UNION NO. 230

INTENT AND PURPOSE COVERAGE SHOP CONDITIONS MANAGEMENT RIGHTS STEWARDS GRIEVANCE PROCEDURE ARBITRATION NO STRIKE, NO LOCKOUT HOURS OF WORK AND OPERATIONS RATES OF PAY PAID HOLIDAYS SENIORITY LEAVE OF ABSENCE VACATIONS BULLETIN BOARD ADMISSION TO EMPLOYER PROPERTY EMPLOYEES' RESPONSIBILITY UNION CO-OPERATION WELFARE AND RRSP REPORTING ALLOWANCE BEREAVEMENT PAY HEALTH & SAFETY DURATION OF AGREEMENT GROUP RRSP

PAGE 1 PAGE 1 PAGE 1 PAGE 3 PAGE 3 PAGE 3 PAGE 4 PAGE 5 PAGE 5 PAGE 6 PAGE 7 PAGE 7 PAGE 8 PAGE 8 PAGE 9 PAGE 9 PAGE 9 PAGE10 PAGE10 PAGE12 PAGE12 PAGE12 PAGE13 PAGE14

PAGES 15-17

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Agreement entered into this 5th day of July, 2019.

BETWEEN:

AND:

COLLECTIVE AGREEMENT

CANADA BUILDING MATERIALS COMPANY Sunderland Aggregates- Production & Maintenance (hereinafter referred to as the "Employer")

TEAMSTERS LOCAL UNION NO. 230 AFFILIATED WITH THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS (hereinafter referred to as the "Union")

ARTICLE I - INTENT AND PURPOSE 1.01 The Employer 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 - COVERAGE 2.01 The Employer recognizes the Union as the exclusive bargaining agent for all

production and maintenance employees of Canada Building Materials Company at its aggregate operation in Brock Township, save and except foremen, persons above the rank of foreman, office, sales, and technical staff (including Quality Control), students employed during the school vacation period, and persons regularly employed for not more than twenty-four (24) hours per week.

2.02 The Employer agrees not to enter into any agreement or contract 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.

ARTICLE 3 - SHOP CONDITIONS 3.01 The Employer 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.

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3.02 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.

3.03 The Employer 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 Employer will forward this form to the Union at the same time as Union dues are remitted.

3.04 A) The employer agrees to deduct regular monthly union dues from the first pay due to the employee for each month they work or portion thereof and will remit the monies so deducted to the union office on or before the fifteenth (151h)

day of the following month.

B) The employer further agrees to deduct initiation fee in two equal weekly installments within thirty (30) calendar days immediately following the completion of an employee's probationary period and to remit such deductions to the union.

C) Provided the Employer makes the agreed upon deductions and remits them to the union in a timely fashion, the Union herewith undertakes to hold harmless and agrees to indemnify the Employer, it's successors, administrators and assigns against any liability incurred by reason of the Employer making such deductions and remittances pursuant to this Agreement.

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

3.06 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 probationary period terminates provided the date of such termination is on or before the fifteenth (15th) day of the month.

3.07 The Employer will not be required to dismiss or suspend employees from employment who have been expelled or suspended by the Union, unless such expulsion or suspension by the Union was for non-payment of Union initiation fees or monthly union dues. The Union shall save the Employer harmless from any costs whatsoever resulting from any dispute as between any employee or employees and the Union as to the validity of obligations in respect of dues.

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3.08 The Employer shall show the yearly union monthly dues deduction on employees' T4 slips.

3.09 All newly hired employees will be allowed a 15 minute orientation with the union steward during the orientation period.

ARTICLE 4 - MANAGEMENT RIGHTS 4.01 The Union recognizes the exclusive right of the Employer to manage the

business and without limiting the generality of this statement, the Union agrees that this includes the right to plan, direct, and control the work force and operations, hire, promote, transfer, demote, lay off and to discipline, including discharge employees for just cause. In addition, the location of plants, the products to be manufactured, the scheduling of production, the methods, processes and means of manufacturing are solely within the discretion of management. The Employer agrees that the exercise of its management rights shall be consistent with the express provisions of this Agreement.

ARTICLE 5 - STEWARDS 5.01 The Union shall have the right to appoint or elect a Steward and an alternate

steward when the regular Steward is not available, to assist employees in presenting their grievances to the Employer. The Union agrees that it will keep the Employer supplied with a list of Stewards and Officers and any changes that occur.

5.02 Providing the Steward has the necessary job qualifications, skills and ability, he will be the last person laid off and the first recalled in seasonal lay offs.

5.03 The Employer agrees to notify the Union in writing within two working days from the date a Steward is suspended or discharged.

ARTICLE 6 - GRIEVANCE PROCEDURE 6.01 Both the Employer and Union require that the employee and his supervisor

make an earnest effort to resolve any complaints or problems prior to Step I of the Grievance Procedure. If the matter remains unsolved, then: Any differences, disputes or complaints 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 have been violated. There shall be an earnest effort on the part of both parties to settle such grievances promptly through the following steps: STEP NO. I: By a conference between the aggrieved employee and his immediate superior. The employee may be accompanied by his Steward. The employee's immediate superior shall give his decision within two full working days. Failing settlement, then:

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STEP NO. II: Within ten (10) full working days following the decision in Step No. I, 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. The decision shall be given in writing within five full working days following this meeting.

6.02 Failing settlement under Step No. II 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 take to arbitration as hereinafter provided, and if no written request for arbitration is received within ten (10) full working days after the decision in Step No. II is given, it shall be deemed to have been abandoned.

6.03 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.

6.04 Any complaint or grievance concerning or affecting a group of employees shall be originated under Step No. II.

6.05 Any complaint or grievance arising directly between the Employer and the Union shall be originated under Step No. II.

6.06 A claim by a non-probationary employee that he has been unjustly discharged, suspended or laid off shall be treated as a grievance and may be taken up under Step No. II 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 grievance may be settled under the Grievance Procedure 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; (c) By any other arrangement which may be deemed just and equitable.

ARTICLE 7 - ARBITRATION 7.01 No matter may be submitted to arbitration which has not been properly carried

through the proper steps of the Grievance Procedure.

7.02 When either party requests that a dispute be submitted to arbitration as herein before provided, it shall notify the other party in writing and at the same time name three individuals to serve as an arbitrator. In the event that the parties are unable to agree upon a chairman with in a period of ten working days following the date of the second parties response either party may then request the Minister of Labour for the Province of Ontario to appoint an arbitrator

7.03 The Arbitrator shall not be authorized to make any decision inconsistent with

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the provisions of this Agreement, nor to alter, modify, or amend any part of this Agreement. The Arbitrator, however, shall have the power to vary or set aside any penalty or discipline imposed relating to the grievance then before the Arbitrator.

7.04 Unless agreed to by the parties the Arbitrator shall render a decision within thirty (30) days of the final day of a hearing into the matter before the arbitrator.

7.05 The proceedings of the Arbitration will be expedited by the parties hereto, and the decision of the Arbitrator will be final and binding upon the parties hereto and the employee concerned.

7.06 Each of the parties hereto will bear equally the expenses of the arbitrator appointed under this provision

ARTICLE 8 - NO STRIKE. NO LOCKOUT 8.01 During the term of this Agreement the Union agrees that there shall be no

strike, and the Employer agrees that there shall be no lockout.

8.02 The words "strike" and "lockout" as defined in this Agreement shall mean "strike" and "lockout" as defined in the Ontario Labour Relations Act.

ARTICLE 9- HOURS OF WORK AND OPERATIONS 9.01 The normal workweek shall commence with the start of the Employee's

regularly scheduled shift on Monday.

9.02 Overtime at the rate of time and one-half (1 1/2 X) the employee's applicable hourly rate will be paid for any hours worked in excess of forty-four (44) hours per week.

9.03 Overtime at the rate of time and one-half (1 1/2 X) the employee's applicable hourly rate will be paid for any hours worked in excess of nine (9) hours per day.

9.04 For those employees working a Monday to Friday schedule, time worked on Saturday will be paid at time and one-half (1 1/2 X) for all hours worked. All hours worked on Sunday will be paid at two (2X) times the applicable hourly rate.

9.05 Hours worked or paid for in this Agreement shall only be used once in the calculation for overtime to avoid pyramiding.

9.06 The Employer will make reasonable efforts to equitably distribute the opportunities to work overtime among the employees regularly performing the work on the same work schedule.

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9.07 Employees on the second shift will be paid a premium of fifty cents ($0.50) per hour worked. Employees on the third shift will be paid a premium of fifty-five cents ($0.55) per hour worked. Such premium will not be used in computing any overtime or paid holiday rates.

9.08 Nothing in this article shall be taken to mean a guarantee of the hours of work per day or per week.

9.09 Four (4) 12-hour shifts plus a 10-hour shift on the following basis: • Monday to Thursday shall be from 5 o'clock to 5 o'clock • Friday Day shift 5 am to 3:00 pm • Friday Afternoon shift 3:00 pm to 1 :00 am

For employees on Hours of Work Restrictions the Company shall accommodate those restrictions to the point of undue hardship. • Employees on afternoon shift with a maximum of 11 hour work

restrictions shall start their Friday shift at 2:00 pm in order to complete 11 hours at 1 :OOam

Hours of work may be adjusted based on the permitted hours of operation by license agreement at the pit location and market demand.

ARTICLE 10 - RATES OF PAY 10.01 The Employer agrees to pay, and the Union agrees to accept, for the term of

this Agreement, the following wage rates:

Group Classification Previous March 17, March 15, March 14, 2019 2020 2021

I Probationary $23.30 $23.70 $24.20 $24.70

II Labour $23.70 $24.10 $24.60 $25.10 Pit Truck Driver Tower Control Loader Operator Dozer Operator Crusher Operator Wash Plant Tender Grader Operator

111 Licensed Mechanic $24.45 $24.85 $25.35 $25.85

Lead Hands will be paid an additional $0.25/hour when required .

10.02 The Employer will make every effort during the employee's probationary period to provide exposure to the jobs in Group II. After the probationary period, the

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employee will be upgraded to Group II and assigned to any vacancy that exists. When assigning specific jobs within Category II, it is understood that seniority will be the governing factor, providing that the employee has the necessary skills and abilities to perform the work in a safe and efficient manner.

10.03 Employees will receive an electronic copy of their pay statements (pay stub) and T4. Delivery of the electronic statements will take place through Dayforce. This service is available at no charge to the employee. Employees are required to register with Dayforce at https://www.dayforcehcm.com/ in order to receive statements from our payroll provider, a licensed user of Dayforce. The employer will provide assistance to those employees who do not have access to a computer.

ARTICLE 11 - PAID HOLIDAYS 11.01 a) The following listed paid holidays, regardless of the day on which they fall, will

be granted to all employees with pay: New Year's Day Labour Day Family Day Thanksgiving Day Good Friday December 24 Victoria Day Christmas Day Canada Day Boxing Day Civic Holiday

b) Employees who have not completed their probationary period shall not be eligible for the August Civic Holiday

11.02 The basis of Holiday Pay will be nine (9) hours times the employee's applicable hourly rate.

11.03 If any of the paid holidays are worked, the employee shall be paid time and one-half (1 1/2) for any hours worked in addition to the holiday pay.

11.04 An employee will be paid for the above holidays if he has worked within the twelve (12) calendar days prior to the holiday.

11.05 An employee will forfeit pay for the holiday if he has been absent without permission on the working day before the holiday, or the working day following the holiday, if scheduled to work either or both, unless absent because of bona fide illness or injury. The Employer may require a medical certificate as proof of illness or injury.

ARTICLE 12 - SENIORITY 12.01 All employees shall be placed on the seniority list after having completed a

probationary period of forty (40) days worked or ninety (90) calendar days from the last date of hiring whichever first occurs. The seniority will then date back

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to the starting date with the Employer in the bargaining unit. During such probationary period the employee shall not have recourse to the Grievance Procedure.

12.02 Where, to all intents and purposes, qualifications, skills and abilities required are equal as between one or more employees, preference will be given to plant seniority in lay offs, and recalls, except in accordance with Article 5.02

12.03 Seniority lists by group will be supplied to the Union as at December 15th and July 15th of each year of this contract.

12.04 An employee shall lose his/her seniority and his/her employment when he/she: 1. voluntarily quits the employ of the Employer; 2. is discharged and not reinstated through the Grievance Procedure; 3. is laid off and is not re-employed within twelve (12) months from the date

of lay off; 4. is on lay off and fails to advise the Employer within five (5) working days of

receipt of notice of his intention to return; 5. is absent from work for three (3) consecutive working days, without

providing a satisfactory explanation for such absence, in which case it will be deemed that the employee has quit.

Notice sent by the Employer to an employee's last recorded address shall be sufficient and effective notice.

12.05 Employees promoted to supervisory positions or transferred to positions not subject to this Agreement will retain their seniority after such move and if returned for any reason, to the bargaining unit, within a twelve-month (12) period the time served in such other position shall be included in their seniority rating. Such employees shall forfeit all recourse to the Grievance Procedure whilst employed in a position or classification outside of the bargaining unit.

ARTICLE 13 - LEAVE OF ABSENCE 13.01 Leave of absence granted to an employee shall be in writing settling out the

commencement and termination dates of such leave. A copy shall be forwarded to the Union.

13.02 An employee may at the discretion of the Employer, be granted leave of absence without pay for legitimate personal reasons.

13.03 No employee will be terminated due to their driver's license being suspended by government action. A driver's license is not a requirement to operate any equipment within the private property of the company.

13.04 Employees shall be granted leave of absence without pay, upon written request by the Union to attend Union functions such as conventions or to work, subject

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to requirements of operations, in the capacity of a business representative of the Union.

ARTICLE 14 - VACATIONS 14.01 Each employee covered by this Agreement shall be entitled to vacation

payment in the amount of not less than four percent (4%) of the wages earned by the employee.

14.02 An employee who has established one year's (1) seniority shall be entitled to two (2) week's vacation.

14.03 (a) Employees who have completed five (5) or more years' service 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.

(b) Employees who have completed ten (10) or more years' service 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.

(c) Employees who have completed twenty (20) or more years' service shall be entitled to vacation pay at the rate of ten percent (10%). Such employees will be entitled to four (4) weeks' vacation.

14.04 If a paid holiday falls within an employee's vacation period, he shall be granted another day with pay immediately following his vacation.

14.05 Employees eligible for vacation will indicate their choice of vacation dates on a schedule to be posted on February 1st. Such schedule shall remain posted until April 1st. One employee per shift will be allowed off at a time and no employee will be allowed to take more than two consecutive weeks in each of the periods May 1 to October 31 and November 1 to April 30. Preference will be given to seniority in choices of vacation. The schedule shall not be changed after April 1st. However, subject to efficient operation, special circumstances may be considered where an employee makes a special request regarding his vacation.

ARTICLE 15 - BULLETIN BOARD 15.01 The Employer agrees to permit posting of any notices of Union meetings or

functions on a Bulletin Board conspicuously placed and provided for that purpose.

ARTICLE 16 - ADMISSION TO EMPLOYER PROPERTY 16.01 The Employer shall not refuse permission to any representative of the Local

Union upon request to enter the Employer's premises in the administration of this Agreement. Such representative shall not, however, interfere with the progress of the work or operations.

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ARTICLE 17 - EMPLOYEES' RESPONSIBILITY 17.01 It shall be the employee's responsibility to advise the Employer of their address

and telephone number and any changes which may occur.

17.02 An employee who is off work because of sickness, accident, or leave of absence shall report by noon of the day before returning to work, his intention to be at work the next day.

17.03 An employee who is unable to report for work for any reason will notify the Company, before the beginning of his/her shift. The Employee is to contact a Supervisor as directed. In the event the Employee is connected to voicemail he/she shall leave a telephone number in order that the Supervisor might contact the absent employee.

ARTICLE 18 - UNION CO-OPERATION 18.01 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.

ARTICLE 19 -WELFARE AND RRSP

19.01 (i) WELFARE

The Employer agrees to pay premiums to a group insurance carrier to provide the following benefits: a) Group Life Insurance in the amount of fifty thousand dollars ($50,000)

b) Accidental Death & Dismemberment Insurance in the amount of fifty thousand dollars ($50,000).

c) Weekly Indemnity Insurance equivalent to U.l.C. maximum on a 1-1-8-26 basis, meaning payable from first (1st) day of accident, first (1st) day of hospitalization (includes non-elective day surgery), eighth (8th) day of illness, for a period of twenty-six (26) weeks. All premium reductions revert to Employer to provide benefits.

d) Long Term Disability Insurance upon the expiration of the Weekly Indemnity Insurance (and El sickness benefits, if applicable) to provide a benefit of one thousand two hundred dollars ($1,200.00) per month. This LTD benefit is non­integrated with CPP disability benefit, with a five (5) year cap, not to exceed age sixty-five. Workers' Compensation Disability benefits are directly offset.

d) A major medical plan to provide 80% reimbursement of eligible costs, which will include:

• prescribed drugs, meaning drugs that can only be purchased by

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prescription with a drug card, • ambulance service.

e) A vision care plan to provide prescribed eye glasses to a maximum of two hundred and ten dollars ($210. 00) .

f) A Dental Plan to provide 80% reimbursement of eligible benefits equivalent to Blue Cross Plan No. Seven with Rider One and Rider Two (50% co-insurance for denture costs in Rider Two), based on the Ontario Dental Association Schedule of Fees. Effective January 1st of each year, the O.D.A. Schedule of Fees will be adjusted to provide for a 2 year lag. No maximum benefit payable shall be less than three thousand dollars ($3,000.00) per calendar year per insured person.

The foregoing plans are subject to the terms of the plans in each case including the eligibility requirements as established under the plans. To be eligible for any increases in the amount of benefit of any plan, employees must be actively at work on the date of the change; otherwise, the increased benefit or coverage becomes effective upon the employee's return to work. The Company will comply with applicable legislative requirements pertaining to the provision and availability of medical benefits.

19.01 ii) QUALIFICATIONS

a) All employees, other than probationary employees, who work two days or more in acalendar month shall be covered for the welfare outlined herein.

b) An employee recalled after one month lay off or more shall be covered for the calendar month in which he is recalled provided he works ten (10) days or more in the month. Otherwise, the employee shall be covered from the first of the month following his return to work.

c) For new employees, all welfare coverage to be in effect from the first day of the month following completion of ninety (90) calendar days of employment.

d) An employee absent because of a justified leave for illness or accident shall have benefits maintained for the first three months.

19.02 RETIREMENT SAVINGS PLAN The Employer agrees to implement a Retirement Savings Plan, the details of which are summarized in Appendix "A". An overview of the plan includes:

1) The plan will provide for a "locked in" group R.R.S.P. 2) The plan comes into effect for new employees after one year of employment. 3) No withdrawals or payouts will be permitted except in the case of discontinued

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service, death or retirement. 4) Contributions are compulsory. The employee and the Employer will each

contribute an amount as per Appendix A, per hour for all hours worked. The Group R.R.S.P. will supersede all other pension plans.

ARTICLE 20- REPORTING ALLOWANCE 20.01 An employee who reports for work and is not provided with at least four (4)

hours' work shall be paid the appropriate rate for all hours actually worked and the basic rate for any remaining hours short of a total of four (4). If the employee's regular work is not available he may be assigned to any duties that are available for these hours. The provisions of this Article do not apply where the employee has been notified not to come in to work.

ARTICLE 21 - BEREAVEMENT and JURY DUTY PAY 21.01 (a) The employer 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, spouse, child, brother or sister, father-in-law, mother-in-law or common-law spouse as defined by law. Such leaves of absence are not automatic and shall only be granted when the circumstances require it for the purpose of attending the funeral and/or making funeral arrangements. (b) In the event of the death of an employee's grandparent, brother-in-law or sister-in-law, the Employer will provide for one (1) day leave of absence with pay in order to attend the funeral. A brother-in-law or sister-in-law shall mean a brother or sister of the spouse of the employee, or the spouse of a brother or sister of the employee.

21.02 In the event of the death of an employee's mother, father, brother or sister who reside outside the Dominion of Canada, the. employee who does not attend the funeral, will be allowed one (1) day leave of absence at his regular rate of pay for the day of the funeral if such day is a regular working day.

21.03 An employee who is summoned to serve on Jury duty shall be paid the difference of eight (8) hours regular pay and the amount of jury fee received, provided the employee provides the Employer with the certificate of serviced signed by the clerk for the Court showing the amount of jury fees received. The employee shall notify the Company in writing immediately upon receipt of notification that the employee will be required to serve on jury duty. Such difference in wages shall be paid to the maximum of three (3) months.

ARTICLE 22 - HEAL TH & SAFETY

22.01 Employees are required, as a condition of employment, to follow all health and safety rules, procedures and safe work practices and to report all injuries, incidents or unsafe conditions to their supervisor.

22.02 For employees with one year seniority the Employer agrees to reimburse up to $200.00 yearly maximum per contract year for the purchase of approved CSA

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Green Patch safety boots. Effective March 15, 2021 the amount shall increase to $250. Employees are required to submit receipts on a semi-annual basis in order to be reimbursed via payroll. In view of this contribution towards safety boots, it shall be a condition that all employees will be required to wear C.S.A. certified "Green Seal" heavy-duty toe plus protective sole safety boots at all times during working hours.

ARTICLE 23- DURATION OF AGREEMENT 23.01 Unless changed by mutual consent, the terms of this Agreement shall continue in

effect until the 14th day of March, 2022, and shall continue automatically thereafter for annual periods of one (1) year unless either party notifies the other in writing within the period of ninety (90) days immediately prior to the expiration date that it desires to amend the Agreement.

23.02 Negotiations shall begin within fifteen (15) days following notification for amendment as provided in the preceding paragraph.

23.03 If, pursuant to such negotiations, an agreement is not reached on the renewal or amendment of this Agreement, or the making of a new agreement prior to the current expiry date, this Agreement shall continue in full force and effect until a new agreement is signed between the parties, or until conciliation proceedings prescribed under The Ontario Labour Relations Act have been completed, whichever date should first occur.

IN WITNESS WHEREOF each of the parties hereto has caused this Agreement to be signed by its duly authorized representative as of the date and year first above written.

FOR THE EMPLOYER

Dawn Filion Ken Hall

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Appendix "A"

RULES OF GROUP REGISTERED RETIREMENT SAVINGS PLAN FOR HOURLY PAID EMPLOYEES OF

1.ELIGIBILITY

CANADA BUILDING MATERIALS COMPANY SUNDERLAND AGGREGATES

Hourly paid employees of Canada Building Materials Company, Sunderland Aggregates, who have completed one (1) year active full time employment with the Employer shall be eligible the first day of the month coinciding with or next following completion of such service.

2.CONTRIBUTIONS Each member will contribute, by payroll deduction, the amount listed below, for each hour worked to this compulsory "locked-in" Group RRSP. The Employer will also contribute, the amount listed below, for each hour worked.

Effective Date Emolovee Contribution Emolover Contribution Current $1.00 $1.30 Sunday following $1.05 $1.35 Ratification March 15, 2020 $1.10 $1.40 March 14, 2021 $1.20 $1.50

An employee may make Additional Voluntary Contributions (AVC's) to the Plan, up to the maximum allowed by Canada Revenue Agency under the Income Tax Act. The AVC's may be in the form of an additional amount deducted from payroll for each hour worked, or on a semi-annual lump sum basis. An additional payroll deduction would be subject to change only twice annually.

3.INVESTMENT OF CONTRIBUTIONS Contributions will be remitted to the Group RRSP Provider, as determined by the Company, once a month. The employees will have the option of choosing which investment option(s) to invest both the employee and Employer contributions.

4.INVESTMENT REPORTING The Group RRSP Provider will provide each employee, through the employer, with a semi-annual report outlining contributions and investment return.

5.POSITION ON RETIREMENT On retirement, or at any time thereafter up to age 69, an employee's account may be cashed out or used to purchase an annuity or other income producing retirement vehicle from the Group RRSP Provider or any other Insurance or Trust company.

6.POSITION ON DEATH

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The employee's account, including employee and employer contributions, will be cashed out and paid to his beneficiary or estate.

7.POSITION ON TERMINATION OF EMPLOYMENT OR TOTAL DISABILITY RESULTING IN TERMINATION The employee may transfer the value of his/her account to another registered retirement savings plan, elect to cash out, or leave the account in the Plan.

8.POSITION ON CASHOUT An employee may not, while continuing in employment, (including periods of temporary layoff), elect to cash out his locked-in RRSP account. Withdrawal of Additional Voluntary Contributions (AVCs) will be allowed on proper notice from the employee and subject to applicable income tax regulations.

9.SPOUSAL RRSP'S None allowed within this Plan.

1 O.ADMINISTRA TION AND INVESTMENT CHARGES Where at all possible, the Company will attempt to maintain that no charges will be levied on the employee by the Group RRSP Provider.

11.REGULATIONS These rules and the individual registered retirement savings contracts established under this Group Registered Retirement Savings Plan must, at all times, comply with the requirements of Canada Revenue Agency.

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Agreement made and entered into this 15th day of August, 2006.

Between:

And:

LETTER OF UNDERSTANDING (Renewed July 5, 2019)

CANADA BUILDING MATERIALS COMPANY Sunderland Aggregates - Production & Maintenance

TEAMSTERS LOCAL UNION NO. 230

The Employer will not contract out work normally performed by bargaining unit employees, such that it causes the lay off of a bargaining unit employee. This shall not apply to work which has been previously awarded to contractors. Work which could not be immediately and/or efficiently performed by bargaining unit employees may be contracted out provided that it does not cause the layoff of a bargaining unit employee.

FOR THE EMPLOYER

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Agreement made and entered into this 161h day of May, 2013.

Between:

And:

LETTER OF UNDERSTANDING (Renewed July 5, 2019)

CANADA BUILDING MATERIALS COMPANY Sunderland Aggregates - Production & Maintenance

TEAMSTERS LOCAL UNION NO. 230

Whereas the Company and the Union are bound by a Collective Agreement effective from December 1, 2007 to November 30, 2010, and any renewals thereof;

And Whereas the Company and 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 bargaining agent of the Employees covered under the Collective Agreement, agrees that the Employees may if required by the Company 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.

FOR THE EMPLOYER

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Agreement made and entered into this July 5, 2019.

LETTER OF UNDERSTANDING (New)

Between:

CANADA BUILDING MATERIALS COMPANY Sunderland Aggregates

And:

TEAMSTERS LOCAL UNION NO. 230

Whereas the Company and the Union are bound by a Collective Agreement, dated March 15, 2019 and any renewals thereof;

The parties recognize and agree that the current Collective Agreement provides, ranging from a host of Health and Welfare provisions, including disability wage replacement, generous paid vacations, paid leaves and various Seniority protections. If during the life of this Agreement, the Provincial or Federal Government declares any additional paid leave provisions the parties recognize and agree that the current Agreement provides a greater right or benefit and that the additional paid leaves shall not apply.

FOR THE EMPLOYER


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