·-

COLLECTIVE AGREEMENT

BETWEEN

COMPASS CANADA SUPPORT SERVICES LTD

and

THE INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS Local Lodge 103

Expiry Date: September 14/2016

TABLE OF CONTENTS BY ARTICLE NUMBER

Article 1- Recognition 3

Atticle2- Management Rights 3

Article 3- Union Secmity 4

Atticle4- Relationship 4

Article 5- No Strikes or Lockouts 4

Article 6- Union Activity on Employer Premises 5

Article 7- Union Representation 5

Article 8- Dispute and Grievance Procedure 5

Article 9- Arbitration 7

Article 10- Senimity 8

Article 11- Safety and Health 9

Article 12- Jury Day 10

A1ticle 13- Leave of Absence 10

Alticle 14- Bulletin Boards 10

Alticle 15- Bereavement Leave 10

Article 16- General 11

Article 17- Paid Holidays l l

Article 18- Hours of Work 11

Alticle 19- Wages 12

Alticle 20- Health and Welfare 12

Article 2 1- Job Posting 12

Article 22- Vacation Pay 13

Alticle 23- Reporting Pay 13

Alticle 24- Pay on Day of Workplace Injury 13

Alticle 25- Protective Clothing 14

Article 26- Duration of Agreement 14

Schedule "A" 15

Schedule "B" 16 Letter of Agreement 17

ARTICLE 1- RECOGNITION

1.01 The Employer recognizes and acknowledges the Union as the bargaining agent of all employees of Compass Canada Support Services Limited engaged in cleaning and janitorial work save and except Supervisors, persons above the rank of Supervisors, service technicians, office staff and sales staff in the following bargaining units;

City of Stratford, Ontario City of St. Mary's, Ontario

1.02 It is understood that the bargaining units referred to in 1.01 above are independent of each other.

ARTICLE 2- MANAGEMENTS RIGHTS

2.01 The Union recognizes and acknowledges that the management of the facilities and direction of the working forces are fixed exclusively in the employer and without limiting, the generality of the foregoing, the Union acknowledges that it is the exclusive function of the Employer to:

(a) Maintain order, discipline and efficiency and in connection there with to make, alter and enforce from time to time rules and regulations, policies and practices to be observed by its employees, discipline or discharge employees for just cause, provide that a claim by an employee who has acquired seniority that he has been discharged without just cause may be the subject of a grievance and dealt with as hereinafter provided.

(b) Select, hire, transfer, assign to shift, promote, demote, classify layoff, recall, retire employees or select employees for positions excluded from the bargaining unit.

(c) Establish and administer tests for the purpose of assisting the Employer in determining an employee's qualifications and require medical examination for any justifiable reason which cost shall be reimbursed by the employer.

(d) Determine the location of operations and their expansion or their cmtailment, the direction of the working forces, the schedules of operations, the number of shifts, determining the methods and processes to be employed, job content, quality and quantity standards, the establishment of work or job classifications; determining the equipment and machinery used to use new or improved methods, machinery and equipment, change or discontinue existing tools, equipment, machinery, methods or processes; decide on the number of employees needed by the Employer at any time, the number of hours to be worked: the determination of financial policies, including general accounting procedure and customer relations.

(e) The Employer agrees that it will not exercise its functions in a manner inconsistent with the provisions of this Agreement.

ARTICLE 3- UNION SECURITY

3.0 1 Subject to the provisions of the Ontario Labour Relation s Act, it is agreed that all emp loyees covered by this Agreement sha ll become members and shall remain members of the Union in good standing as a condition of employment. This article may not be used to deprive an employee of her employment.

3.02 (a) New empl oyees shall make application for membership in the Union at the time of their hiring and shall become members of the Uni on in good standing as a condition of employment as soon as their probationary period has been served.

b) At the earliest oppmtunity, the employee's immediate supervisor shall introduce the new employee to her Chief Steward. Where more than one employee has been hired in a period of time the meeting will include all new hires. The meeting shall not exceed fi fteen ( 15) minutes in length. The Chief Steward will provide her with a copy of the Collective Agreement.

3.03 The Company agrees to deduct Union dues, beginning with the first pay, from all Union employees.

3.04 The Company agrees to deduct Union dues in the amount prescribed by the Union to the Employer in writing from time to time. Such deductions shall be remitted by electronic fund transfer to the District Lodge of the Union by the fifteen (1 5th) day of the month following the month in which the deductions were made.

3.05 The Company will , at the time of making each remittance hereunder to the Financial Secretary of the Union, suppl y a statement showing the following information from whose pay deductions have been made.

(a) All monthly dues for members to be submitted in alphabetical order by name with hourly rate, total hours, dues deducted and employment status;

(b) Members to be listed in alphabetical order with date of bi1t h, Social Insurance Number, cunent address, postal code, phone number, date of hire and employment status.

(c) The Company further agrees that it will supply all such information by way of electronic mail (e-mail ) and a hard copy, if so requested by the Union.

3.06 The Employer will show the amount of the dues deducted on T-4 slips issued to employees.

3.07 The Employer will provide to the Uni on, within ten ( 10) calendar days and when requested in writing, a list of member's names and wage rates.

3.08 The Union shall indemnify and save harmless the Company, its agents and/or employees acting on behalf of the Company from any and all claims, demands, actions, or causes of action, arising out of or in any way connected with the collection of such dues and initiations fees for Union members only.

ARTICLE 4- RELATIONSHIP

4 .01 Both the U nion and the E mployer agree that no di scriminatio n of any kind will be practiced or condoned agains t any employee by reason of sex, sexual orientation, race, age, colour, creed,

religion or national origin.

4.02 T he U ni o n agrees it w ill no t d iscrim inate against , coerce, restra in or influe nce any employee because of hi s membershi p or non-membership, hi s activity or his lack of activity or his lack of acti vity in any labour organization .

4.03 Employer agrees that it shall not in terfe re with , restrain, coerce or d iscriminate against employees in the ir lawful right to become and remain members of the Union and to participate in

its lawful activities.

4.04 The Union and Employer recognize that reciprocal value of improving, by all proper and reasonable means, the productivity of the individual employee, and undertake jointly and individually to promote and encourage such improved productivity.

ARTICLE 5- NO STRIKES OR LOCK-OUTS

5.01 The Employer agrees that it will not cause or direct any lockout of its employees for the duration of this Agreement. The Union agrees that neither its representatives will, during the term of this Agreement authorized, call, cause, condone, sanction, encourage, support or take part in any strike, work, stoppage picketing, slowdown, or curtailment or restriction of production, or interference with work in the Employer's workplace or premises.

ARTICLE 6- UNION ACTIVITY ON EMPLOYER PREMISES

6.01 Except as expressly permitted by this Agreement, there shall be no Union activities on Employer's time or on Employer's property without the prior permission of the Employer.

ARTICLE 7- UNION REPRESENTATION

7.01 The Employer acknowledges the right of the Union to appoint or otherwise select one (1) Steward at each jobsite.

7.02 The Union will inform the Employers in writing of the name of the Stewards and any subsequent change in the names of such Stewards. The Employer shall not be asked to recognize any Steward until such notification from the Union has been received.

7.03 No Steward shall leave his workstation to investigate or process a grievance without the prior consent of a member of management which consent shall not be unreasonable denied.

7.04 The employer agrees that the Steward shall not suffer loss of pay (straight-time) for reasonable time spent in the handling of a grievance the supervisor shall decide how much time the steward is permitted, for the purpose of dealing with the grievance.

7 .05 Shop Stewards shall exercise the privileges herein provided in such a manner as to promote good order and discipline and with the least possible interference with the regular duties of their employment. All time spent away from his workstation by the Steward shall be devoted to the handling of particular grievances necessitating his absence.

7.06 The Union Business Agent will not enter any premises of the Employer without obtaining the prior consent of the Manager, which shall not be unreasonably withheld.

ARTICLE 8- DISPUTE AND GRIEVANCE PROCEDURE

8.0 l The Union is to receive names of area and regional managers. Should any dispute arise between the Employer and an employee or between the Employer and the Union as to the interpretation, application, administration or alleged violation of any of the provisions of this Agreement, an earnest effort will be

Step 1

Step 2

Step 3

made to settle such differences without undue delay in the following manner:

The employee who has a complaint shall within and not after three (3) working days of the date, or the date that the employee has or ought reasonably to have become aware of the incident, discuss his concern with his immediate supervisor who will review the complaint and give a response to the employee. If the matter is not resolved and it pertains to a violation of the law or this collective agreement, then the employee may proceed to grieve.

The Union Steward shall, on behalfofthe employee, within five(5) working days ofthe date, upon which the immediate supervisor provides a response, present the grievance to the District Manager.

If the grievance is not settled within three (3) working days of the date that the matter was taken up with the District Manager or his nominee, the grievance will proceed to Step 2. All grievances submitted at Step 2 shall be in writing, shall be signed by the employee and the Union Steward and shall indicate the nature of the grievance, the article alleged to be violated, and the adjustment sought.

The Human Resources Manager or her nominee will upon request meet with the Union representative within ten (10) working days of the date the written grievance is filed with her at which time an International Officer of the Union may be present at the request of either party. The Human Resources Manager or her nominee will give her answer or decision in writing within ten ( 1 0) working days of the date the written grievance was filed with him.

If the grievance is not settled at Step 2, the Union may within and not after ten (1 0) working days of the answer or decision of the Human Resources Manager or her nominee at Step 2 refer the grievance to arbitration under Article 92. Such notice shall state the specific matter to be dealt with at arbitrations and the specific relief sought by the party.

Grievance Mediation

Prior to proceeding to Arbitration the parties may mutually agree to take the matter, in dispute Mediation. The Mediation process and any settlement reached shall be without prejudice to either party. The Parties agree that legal counsel shall not be used in Mediation and that the costs of the Mediator will be shar·ed equally, If no settlement is reached at Mediation, then either party may fotward the matter in dispute to ar·bitration as provided in Article 8- Step 3. All time limits shall be extended to allow the grievance Mediation process to proceed.

8.02 Where a difference arises between the U nion and the employer relating to the inte rpretation, application or administration of this Agreement and such differences or allegations cannot be made the subject of an employee grievance, the Union or employer may file a grievance in writing as a policy or group grievance at Step 2 of the grievance procedure and the time limits set out with respect to that Step shall appropri ately apply.

8.04 Any of the time limits provided for in the Article and Article 9 may be extended by mutual agreement between the Employer and the Union. If any such agreement is not made in writing, the burden of proving the existence of the alleged agreement shall be on the party asserting it. If a grievance is not presented within applicable time limit or is not proceeded through the steps of the Grievance Procedure within the time limits provided, it shall be deemed to be withdrawn and thereafter be barred.

ARTICLE 9- ARBITRATION

9.01 Where a difference arises between the Employer and the Union relating to the interpretation, or administration or this Agreement, including any question as to whether a matter is arbitrable, or where an allegation is made that this agreement has been violated, either of the parties may, after duly exhausting the Grievance Procedure established by this agreement, notify the other party in writing of its desire to submit a matter to arbitration. The Employer and the Union shall then endeavor to select an impartial Arbitration to hear evidence and arguments and decide the grievance. If they fail to agree upon such Arbitrator within seven (7) days of the receipt of such notice in writing by the party to whom it is addressed, either party may then request the Minister of Labour to appoint an Arbitrator. The Arbitrator so selected or appointed shall hear and determine the dispute or allegation and shall issue his decision , which shall be final and binding upon the parties and upon any employee affected by it. The Arbitrator so selected or appointed shall hear and determine the dispute or allegation and shall issue his decision, which shall be final and binding upon the parties and upon any employee affected' by it. The Arbitrator shall not have jurisdiction to entettain any grievance, which has not been duly processed throughout the Grievance Procedure. The Employer and the Union shall each pay one-half of the fees and disbursements of the Arbitrator.

9.02 The Arbitrator shall not have any authority to alter or amend in any way the provisions of this Agreement; to give any decision inconsistent with or contrary to the te1ms and conditions of this Agreement; or in any way to modify, add to or delete from any provision of this Agreement.

ARTICLE 10- SENIORITY

10.01 (a) An employee will be considered a probationary employee for the first sixty (60) days worked of his employment, and will have no seniority rights during this period. After sixty (60) days worked, his seniority shall date back to the date of his last hiling.

(b) Absence for any reason dllling the probationruy period is not considered as a day worked for the plllpose of calculation sixty (60) days worked.

10.02 The Employer will provide the Union with a seniority list every 6 months and post a copy in the plant.

10.03 In the event of a lay-off in excess of four (4) working days, employees with the least seniority, shall be laid off first, providing that the employees who remain on the job have, in the opinion of the Employer, the necessary skill, ability and qualifications to petform the work in question.

10.04 In the event of a recall, employees will be recalled in the reverse order that they were laid-off provided the employee to be recalled has the necessary skill, ability and qualifications to pe1form the

work in question.

10.05 An employee will lose all seniority and his employment shall be deemed to be terminated if he;

a) Quits his employment

b) Is discharged and not reinstated through the Grievance or Arbitration Procedures;

c) Is absent from work for a period of two (2) working days without notifying the employer;

d) Fails, upon being notified of a recall to work from lay-off to repo1t for work within three (3)

calendar days after such notification has been given by registered mail. Where such notification is given by registered mail, it shall be deemed to have been received by the employee five (5) days after it is mailed. It is the employee's responsibility to ensure that his home address and telephone number are current at all times. If the employee fails to do this, the Employer will not be responsible for failure to notify.

~ Obtains leave of absence for one purpose and uses it for another.

f) Accepts other employment during any leave of absence granted by the Employer

g) Is absent from work because of lay off, sickness or accident for more than twenty four (24) consecutive months or his length of employment whichever is the lesser.

10.06 Seniority shall not accrue during an absence of any kind in excess of thirty (30) working days, except as required by specific legislation, i.e. Pregnancy leave.

ARTICLE 11- SAFETY AND HEALTH

11.0 I The Employer and the Union recognize the importance of promoting safe working conditions and the safe handling of equipment at all times. It is equally recognized to be in the best interest of all parties to at all times comply with the Occupational Health and Safety Act and Regulations, which pertain to the Employer's operation.

11.02 In the event that an employee alleges the existence of any unsafe practice or unsafe conditions, any employee concerned has an obligation to immediately report such a practice or condition to the Employer.

11.03 The parties recognized the importance of safety provisions in the workplace for the welfare of the employees and protections of the Employer's propetty. There shall be a permanent health and safety committee consisting of at least two (2) persons selected in equal numbers by the Union and the Employer at locations where twenty (20) or more workers are employed. The names of the committee members shall be posted on the Employer bulletin boards.

The committee shall investigate, discuss and submjt recommendations calculated to relieve against any unsafe conditions that may exist. These recommendations are to be submitted to the Employer and the Employer agrees to make reasonable efforts to improve any safety defect, which the committee may call to its attention. The committee shall meet at least once every three (3) months. The member or members representing the bargaining unit employees shall designate in writing to the Employer one of their members to inspect the physical condition of the workplace, not more often than once a month

and to investigate cases of serious accident, The Committee shall keep minutes of its meeting and copies shall be sent to the Employer and the Union. In the event of vacancies arising in any of the positions on the committee, it will be the responsibility of either party who has the vacancy to fi ll such vacancy within ten (1 0) days and give written notice to the other party, of their appointee.

11.04 The Union and the Employer will adhere to the Ontario Health and Safety Act.

ARTICLE 12-.IURY DUTY

12.0 I An employee who has completed the probationary period and who is summoned to serve as a juror and reports for jury duty will be paid an amount equal to the difference of the daily jury fee paid by the court for each day on which he reports or performs jury duty and the amount he would have received from the employer had he otherwise been scheduled to work. The amount of such difference shall be calculated on the employee's regular straight time hourly rate to a maximum of regular scheduled hours per day.

ARTICLE 14- BULLETIN BOARDS

14.0 I The Employer agrees to provide space for a bulletin board in the workplace for the purpose of posting Union notices and official information provided the Employer approves such notice.

ARTICLE 15- BEREAVEMENT LEAVE

15.01 An employee who but for the bereavement would othetwise have been at work shall be allowed up to three (3) consecutive days leave of absence from work on any normal work day that occurs during the two (2) days immediately following the day of the death of members of his immediate family in order to make arrangements for the funeral or memorial service. Immediate family shall mean father, mother, sister brother, husband, wife, child. In the event of the death of father-in-law, mother­in-law, grandparents and grandchildren the company will grant one ( l )day for the purpose of attending the funeral.

ARTICLE 16- GENERAL

16.01 "Time Keeping" - Each employee shall be required to clock in and out using the tools provided by the Employer for this purpose or sign in the attendance log with their own signature showing the exact time of signing."

Attendance: - Attendance and punctuality are of the utmost importance for the running of an efficient operation. An employee unable to report for work due to sickness or other justifiable reasons shall notify his immediate supervisor as early as possible and in any event not later than two (2) hours before commencement of the shift he was due to report for. When notifying the Employer of absence, an employee must give an estimated date of return . If later he is unable to return on that date, a new return date must be given to the supervisor on or before the original estimated date of return.

16.02 It is understood and agreed by the parties that competitiveness and maintaining market share are important priorities . Having regard to these priorities, the parties agree that the terms and conditions of this collective Agreement may be modified during the life of this agreement, but that such modifications shall occur by the mutual consent and written agreement between the parties.

ARTICLE 17- PAID HOLIDAYS

J 7.01 The following shall be recognized as holidays to be paid for on the basis of the employee's straight­time hourly rate specified in thi s Agreement

New Year's Day GoodFtiday Victolia Day Canada Day 1 Floating Day

Labour Day Thanksgiving Day Chtistmas Day Boxing Day Family Day

On days celebrated in lieu thereof, regardless of the day on which it falls, subject to the following conditions:

17.02 Probationary employees and casual employees will be paid the statutory holiday entitlements as provided for in the Employment Standards Act.

17.03 A non-probationary employee will be paid his normal hours for a holiday provided he,

a) Works his last scheduled shift before and his first scheduled shift after such holiday if he is scheduled to work unless the Employer excuses him, b) Is on the active payroll of the Employer and not on a leave of absence, sick leave, WSIB, Compensation or lay-off,

17.03 If any employee works any of the said holidays, he shall be paid for all hours worked on the holiday at one and one-half ( 1 112) times hi s regular straight time hourly rate of pay in addition to his holiday pay as herein provided for.

ARTICLE 18- HOURS OF WORK AND OVERTIME

The parties agree that hours of work scheduling will be in line with the operational requirements determined by the employer. Senior employees will be given preference for available hours, to a maximum of 44 hours per week, provided that the employee has the capability to meet the requirements of the job. In all cases, the scheduling of hours will be done considering the client's need.

18.01 The regular workweek shall consist of up to fo rty-four (44) hours.

18.02 The Employer does not guarantee to prov ide work for an employee for regularly assigned hours or for any other hours.

18.03 Employees working in excess of five (5) hours will be allowed a one-half (1/2) hour lunch period without pay.

18.04 Overtime- whenever an employee works in excess of forty-four (44) hours per week he shall be paid one and one-half (1 l/2) times hi s regu lar straight time ho url y rate or pay.

ARTICLE 19- WAGES

19.0 1 The wages and classifi cation shall be as set forth in Schedule "A" attached hereto.

ARTICLE 20- HEALTH AND WELFARE

Extended health benefits are subject to the indi vidual contract between the company and its clients. Accordingly, thi s may differ from one j ob location account to another. A health and Welfare schedule is attached as Schedule "B" BENEFITS.

ARTICLE 21- JOB POSTING

21.0 I (a) All job vacancies with the exception of those caused by the absence of an employee (s) for reason such as illness, disability or leave of absence shall be posted. Job vacancies requiring posting wi ll be posted on the bulletin board for three (3) consecutive days during which time employees with seniority may bid for the job prov ided.

(b) Job vacancies will be fi lled by e mployees who bid for such openings on the seniority provided that the employee has the capability to meet the requ irements of the j ob.

(c) Any test, which the employer may require to be completed, shall be administered fairly and consiste nt with the position requirements.

ARTICLE 22- VACATION PAY

22.0 1 Employees shall receive vacations with pay on the following basis

a) Employees who, on July 1st of each year, have one (1) year or more of continuous service with the Employer, shall be entitled to two (2) weeks of vacation and shall receive vacation pay equal to four percent (4%) of the employee's total wages earned during the twelve ( 12) months immediately preceding July Is'.

b) Employees who, on July 1st of each year, have five (5) years or more of continuous service with the Employer shall be entitled to three (3) weeks of vacation and shall receive vacation pay equal to six percent (6%) of the employee's total wages earned during the twelve (12) months immediately preceding Jul y 1 '1

•

c) Employees who; on July 1st of each year, have ten (10) years or more of continuous se1v ice with the Employer, shall be entitled to fom (4) weeks of vacation and shall receive vacation pay equal to eight percent (8) of the employees total wages earned during the twelve (12) months immediately preceding July 1st .

d) E mployees who, on July 1st of each year, have twenty (20) years or more employment with the Employer, shall be entitled to five (5) weeks of vacation and shall receive Vacation Pay equal to te n percent (1 0 %) of their total g ross wages earned during the twelve ( I 2) months immediately preceding July 1st .

22.02 For the purpose of this Article "total wages" shall not include the vacation pay received during the year in question.

ARTICLE 23- REPORTING PAY

23.01 Unless employees are notified not to report to work, employees who report for work at their regular struting time and for whom no work is available shall receive not less than four (4) hours of any work that is available at the straight time hourly rate. This rule is not applicable where the employee's regular scheduled shift is less than four (4) hours.

23.02 The provisions of this pru·agraph shall not apply in event of strikes, power failure, or other conditions beyond the control of the Employer which prevent the Employer from providing work or where the Employer is unable to advise the employee not to rep01t for work because the employee has change his address and not advised the Employer

ARTICLE 24- PAY ON DAY OF WORKPLACE INJURY

24.01 Employees are required to report injuries to their supervisor immediately. An employee injured on the job shall be paid for the balance of his/her shift on which the injury occurred at the straight time hourly rate if, as a result of such injury, the employee is sent home by an officer or representative of the Employer, or the attending doctor, or is hospitalized. Employees shall co-operate with the employer in the safe and eru·ly return to work program.

ARTICLE 25- PROTECTIVE CLOTHING

25.01 The Employer will supply uniforms, which must be worn at all times, to all employees in the bargaining unit. It is the employee's responsibility to clean unifo rms regularly. An employee, who is required to work ou tside in inclement weather on a regular basis, will be supplied with a winter coat, rain coat and gloves. Upon termination of employment, the employee shall return said clothing to the Employer or the cost of the uniforms will be deducted from the employee's final pay. The company will reimburse employees who are required to wear safety boots up to eighty dollars ($80) each contract yem upon presentation of a proper receipt.

ARTICLE 26- DURATION OF AGREEMENT

26.0 I This agreeme nt shall be binding and remain in effect from the date of ratification until September 14, 2016 and shall continue in force during this period only. E ither party shall furnish the other with written notice of termination or proposed revision at least ninety (90) days notice to commence negotiations prior to expiry.

THIS AGREEMENT was made and entered into this 1 O•h day of Sept, 20 13, (Date of ratification).

For the Company

Manuel Silva Dave Kunder

For the Union

Wayne Wigelsworth Derek Ferguson Kim Valliere

SCHEDULE"A"

Wages for all classifications:

Employees who at the date of ratification are receiving higher rates for pay than those rates on the grid below, will be red circled their rates will remain unchanged until such at time as their seniority qualifies them for an increase effective the first pay period following ratification , employees will be paid according to their classification and seni01ity as per the following grid.

LIGHT DUTY CLEANER

HEAVY DUTY CLEANER

Lead hand Premium:

Midnight shift Premium:

HEALTH BENEFITS:

Sept 15/2013 Sept.lS/2014

$ 11.00

$12.00

$11.25

$ 12.25

SO cents per hour

25 cents per hour

SCHEDULE"B"

Benefits are available on a shared cost basis

Sept12,2015

$11.50

$12.50

Employees who work 37.5 hours per week or more are eligible after passing probation. The Employer's share of the cost is 60% of the billed premium and the employee pays 40% through payroll deductions.

This benefit may be extended to other employees at full cost of the billed premium to the employee. The above contains all matters in negotiations between the parties and fairly represents the final agreement reached.

LETTER OF AGREEMENT

Between

CCSSL o I a E urest Services and lAMA W

The parties to this agreement agree that in the event of a layoff at an individual work location, the affected employee/ s may exercise their right to bump the employee/ s with the least seniority within their bargaining unit provided they have the skill and ability to fulfill the position of the displace employee/ s.

When recalling employees from lay-off, recall shall be in order of seniority to any of the work locations within the bargaining unit. The recalled employee/ s will accept the conditions pertinent to that specific location.

In the event a laid off employee is recalled and refuses such recall, the employee will be removed from the seniority list and will be considered to have resigned.

Where the company acquires a new contract; the union agrees that the company has the right to keep the workers who are at that location f1tst. Any employee, who is on lay-off, will be recalled, if a vacancy exists, prior to new employees being hired.

T he union agrees to allow the company to switch employees between locations when necessary.

Executed at Stratford this ~ay of oa-~Q, 2013.

FOR THE UNION

International Association of Machinists And Aerospace Workers, Local Lodge 103

FOR THE COMPANY

Compass Canada Support Services Ltd. o a Eurest Services