COLLECTIVE AGREEMENT

Between

COMPASS GROUP CANADA LTD. at North Campus of Humber College

And

UNIFOR Local414

Term: January 20, 2017 to January 19, 2020

Article 1 - Purpose

1.01 The purpose of this Agreement is to establish and maintain orderly collective bargaining between the Company and its employees covered by this Agreement, to provide an orderly procedure for the prompt and equitable disposition of grievances and to set out the terms and conditions of employment.

1.02 The parties agree that in accordance with the general purpose of this Agreement it is mutually advantageous that the Company operates in an efficient and profitable manner under methods which will further to the fullest extent possible the level of service to the client, the economy of operation, the quality and quantity of output, the cleanliness of the premises and the protection of property.

Article 2 - Scope and Recognition

2.01 The Company agrees to recognize the Union as the bargaining agent for all employees of Compass Group Canada Ltd. Operating as Chartwells Dining Services engaged in its cafeteria food services at the North Campus of Humber College at 205 Humber College Boulevard in the city of Toronto, save and except Supervisors, persons above the rank of Supervisor, executive chefs, students employed in the summer period, office and clerical staff.

2.02 This agreement shall not be construed to extend to or to effect in any way, any other phase of the company's business. The "employee" or "employees" as used in this Agreement shall be construed to include only the classifications of employees set forth in this Article and Schedule "A" and shall not be construed to include any other employees of the Company in any of the Company's other divisions, branches or components.

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Article 3 - Management Rights

3.01 The Union acknowledges and agrees that the Company shall continue to reserve all the rights, powers and authority to manage and direct its working forces. Without restriction the generality of the foregoing, such rights of the Company shall include the right to:

a) maintain order, efficiency and discipline, operate the facility in profitable and efficient manner;

b) hire, discharge, transfer, classify, promote, demote or discipline employees provided a claim that a non-probationary employee has been discharged without cause may be the subject of a grievance and dealt with as hereinafter provided;

c) generally to manage the Cafeteria Food Service Operations, without restricting the generality of the foregoing, including the right to determine the number of personnel required, to lay off employees, to assign employees to shifts and to increase and decrease the working forces, to determine the work and services to be provided and performed and the methods, procedures and equipment in connection therewith;

d) make and later from time to time reasonable rules and regulations governing the conduct of employees during working hours provided that such rules and regulations are not inconsistent with the provisions of the Agreement.

Article 4- Union Security

4.01 The Company will during the term of this Agreement deduct an amount equal to the monthly Union dues from the pay of any employee in the bargaining unit. The Company agrees to remit such deduction to the Financial Secretary of Local 414 together with a list of names of the employees from whom such deductions have been made. Reasons will be identified for those employees not having a dues deduction.

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4.02 Each employee in the bargaining unit shall as a condition of continued employment authorize the Company in writing to deduct monthly Union dues as outlined in Article 4.01 above and a one time initiation fee and such fee shall also be remitted to the Financial Secretary ofLocal414.

4.03 The Union agrees to indemnify and save the Company harmless from any and all claim suits, judgments, attachments, and from any form of liability arising from or as a result of the deduction of such dues or initiation fees made in accordance with the foregoing authorization, and the Union will refund direct to any employee from whom a wrongful deduction has been made.

4.04 The Financial Secretary of each Local Union will notify the Company of any change in the amount of Union dues and/or initiation fees that may from time to time take place in line with Constitutional requirements.

4.05 Quarterly, the Company shall forward to the Union the names and addresses including postal codes of all employees covered by the Collective Agreement and will forward any changes of addresses upon receiving a change from the employee such information.

4.06 Union dues deductions will be shown on the Canadian Government Income Tax T -4 Slip.

Article 5- No Strikes or Lockouts

5.01 The Company agrees that during the life of the Agreement, it will not cause or direct any lockout of its employees. The Union agrees that during the life of the Agreement, there will be no strikes or other collective action, which will stop or interfere with production

and services, and that if any such collective action should be taken the Union will instruct its members to carry out the provisions of the Agreement and to return to work and perform their duties in the usual manner.

5.02 The words "strike" and "lockout": shall have the meaning as set forth in the Labour Relations Act, as amended April 1987.

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Article 6 - No Discrimination

6.01 The Company and the Union agree that there shall be no discrimination, interference, restraint, harassment or coercion exercised or practiced by the Company or Union or by any of their Representatives with respect to any employees because of membership in, or connection with the Union, or by reasons covered by the Ontario Human Rights Code.

Article 7- No Coercion

7.01 The Union agrees that there will be intimidation, interference, restraint or coercion exercised or practiced upon employees of the Company or by any of its members or Representatives, and that there will be no solicitation for membership, collections of dues or other Union activity on the premises of the Company during the employee's working hours.

Article 8- Union Representation

8.01 The employer agrees that the Union may appoint or otherwise elect not more than four (4) Union Stewards. The Employer agrees to recognize said Stewards for the purpose of assisting employees in presenting grievances to the Company. The Union will endeavour to ensure proper coverage in various sites across campus.

8.02 The Union agrees to supply the Employer with a list of its Stewards and their effective date of appointment. The Company shall not be required to recognize the Steward until so notified in writing of his election or appointment and agrees to keep such list up to date at all times.

8.03 It is agreed that a Steward shall continue to perform his regular work in order to maintain efficiency of operations. However, in accordance with this understanding, should it be necessary to assist an employee in presenting a grievance during working hours, the

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Steward will not leave his/her work without first obtaining permission from his Supervisor or his designate, which will not be unreasonably withheld. The Steward shall be paid his straight time hourly rate for their time spent presenting grievances during working hours. The Steward shall report again to their immediate Supervisor at the time of their return to work.

Should the Steward find it necessary to assist employees in presenting a grievance during a shift when there is no supervisor, the Union agrees that the Steward will not abuse his privilege under this paragraph, by absenting himself from work in an unreasonable manner and for more time than reasonably required to handle the grievance. Only one (1) ofthe Stewards shall assist any employee with presenting a grievance. Stewards will have more time to deal with the employees that do not speak English and will be allowed to speak on their behalf

8.04 It is agreed that the Steward will not absent himself/herself from work unnecessarily during working hours for the purpose of presenting grievances. In return for this undertaking, the Company will compensate the Steward at his regular straight time hourly rate

for time spent during his regular working hours for such purposes, provided the procedure under Article 8.03 is followed. The Company reserves the right to limit the time spent in the presentation of a grievance if it deems the time taken to be excessive.

8.05 The parties agree that where possible the parties will conduct Union business after working hours so as to minimize disruption to the workplace. The Steward shall be compensated their straight time hourly rate for their time spent during such meetings. This time shall not be included in overtime calculations.

8.06 The Company agrees to recognize a Bargaining Committee composed of two (2) Union members for the purpose of negotiating a Collective Agreement. The bargaining unit members shall be paid their straight time hourly rate up to eight (8) hours, to a maximum of two (2) days.

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8.07 A Labour-Management Committee comprised of two (2) members of Management and two (2) members of the bargaining unit shall meet once per term to discuss matters of mutual interest. The bargaining unit members shall be paid their straight time hourly rate for the time spent at the meetings.

Article 9- Grievance Procedure

9.01 A grievance shall be defined as any difference, dispute, or complaint arising from the interpretation, administration, application, or alleged violation of this Collective Agreement.

9.02 It is understood that an employee has no grievance until he has first given his immediate Supervisor an opportunity to adjust his complaint. If an employee has a complaint, he shall discuss it with his immediate Supervisor within three (3) working days after the circumstances giving rise to the complaint occurred. An employee is entitled, upon request, to have a Union Steward present when discussing the complaint with the immediate Supervisor. Failing settlement of a compliant by the immediate Supervisor on such day, it may be taken up as grievance within three (3) working days following the Supervisor's reply in the following manner:

Step 1: An employee having a grievance shall submit his grievance signed and in writing, on a form supplied by the Union, to the Food SerV'ice Director or his designate. The nature of the grievance, the remedy sought and section( s) of the Agreement alleged to have been violated shall be set out in the grievance. An employee has the right to be accompanied by a Union Steward. A written answer shall be given by the Food Service Director or his designate within five ( 5) working days.

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Step 2: Failing satisfactory settlement at Step I, the grievance shall be submitted in writing to the District Manager within three (3) working days from the response at Step 1. A meeting will be held with the grievor, a Union Steward, Local Union Representative, and the District Manager. The District Manager shall give a written answer within five (5) working days of the Step 2 meeting.

Step 3: Failing a settlement under Step 3 of the grievance procedure, such grievance may be taken to Arbitration as hereinafter provided and if no written request for Arbitration is received within ten (10) working days after the decision in Step 3 is given, the grievance shall be deemed to have been abandoned.

9.03 The parties agree to follow each of the foregoing steps in the processing of the grievance; and if at any step the Company fails to give his written answer within the time therein set forth, the Union may appeal the grievance to the next step at the expiration of such time limit. Similarly, if the Union fails to comply with the time limits set forth for their part in the grievance procedure, the grievance will be considered to have been abandoned.

9.04 The time limits fixed in the Grievance Procedure may be extended by mutual consent of both parties.

9.05 The Company and the Union agree that the decision whether or not to retain probationary employees is at the sole discretion of the Company. The Company and the Union further agree that the discipline and/or discharge of a probationary employee shall not be subject to the Grievance or Arbitration procedures. This decision shall not be inconsistent with the Ontario Human Rights Code.

9.06 The Company agrees that a Union Steward shall be present whenever a disciplinary meeting is held with an employee. If a Union Steward is not available, the Employee may have the option to choose another employee to be present. This in no way limits the right of the manager to talk privately to an employee regarding matters not involving discipline. A copy of all disciplinary action shall be provided to the Union.

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9.07 It is understood that the Company may bring forward at any meeting held with the Grievance Committee any complaint or grievance with respect to the conduct of the Officers, Committeepersons or with respect to the conduct of the employees generally, and if such complaint or grievance is not settled to the mutual satisfaction of the conferring parties it may referred to Arbitration I the same way as the grievance of an employee.

Article 10- Arbitration Procedure

10.01 Where either party requests that a grievance be submitted to Arbitration after the decision at Step 3, the request shall be made in writing to the other party, indicating three names of its selection for an Arbitrator. Within fifteen (15) working days thereafter, the other party shall answer in writing by indicating three names of its appointee as Arbitrator. The parties shall attempt to agree to an Arbitrator within fifteen (15) working days. Should the parties be unable to agree to an arbitrator, the matter shall be referred to the Office of Arbitration for determination.

10.02 No person who has been involved in any attempt to negotiate or settle the grievance shall be the Arbitrator.

10.03 The decision of the Arbitrator shall be final, binding and enforceable on all parties.

10.04 No matter shall be submitted to Arbitration, which as not been properly carried through all requisite steps of the Grievance Procedure.

10.05 Each party shall pay the fees and expenses of the nominee it appoints, and one half (1/2) of the fees and expenses of the Arbitrator.

10.06 The Arbitrator shall not have the power to alter, modify, or amend any of the provisions of this Agreement or to substitute any new provisions for any existing provisions or to give any decision inconsistent with the terms and provisions of this Agreement.

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10.07 The time limits set out in herein may be extended by mutual consent of both parties.

10.08 Saturdays, Sundays and Statutory Holidays shall not be considered in determining the time limitations referred to in Article 9 -Grievance Procedure and Article 10 - Arbitration.

Article 11- Seniority

11.01 Seniority shall be bargaining unit wide by classification.

11.02 An employee's seniority shall be that period of continuous service, in the bargaining unit from the last date of hire with the Company.

11.03 An employee will be considered on probation and will not be subject to the seniority related provisions of the Agreement and not be placed on the seniority list until after the completion of sixty ( 60) working days. Should an employee be absent from work during the probationary period, the probationary period will be extended by the number of working days the employee is absent from work.

11.04 The Company retains the right to discipline or discharge probationary employees. Such discipline or discharge shall not be subject to the grievance and arbitration procedures. The Company agrees that it will not exercise its discretion in a manner which is arbitrary, discriminatory or in bad faith as defined in the Ontario Human Rights Code. Should the Union feel that it did so, it has the right to file a grievance.

11.05 An employee shall lose all seniority and shall be deemed to have terminated employment with the Company:

i) if an employee resigns;

ii) if an employee is discharged and is not reinstated pursuant to the grievance and arbitrati9n procedure as provided in this contract;

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iii) if an employee has been laid off and fails to reply to a recall notice within 10 days of receipt of registered mail to the employee's last known address and/or failing to return to work within two (2) days of receiving such notice; it shall be the employee's responsibility to keep the Company informed of any change in employee's address;

iv) if an employee overstays a leave of absence granted by the company without securing an extension in writing, unless the extension is due to circumstances beyond the control of the employee, whereupon the employee must notify the Company by telephone or email of the circumstances and probable return date;

v) if an employee is absent from scheduled work for a period of three (3) or more consecutive days without notifying the Company of such absence and providing a reason satisfactory to the Company;

vi) if a seniority employee has been laid off and is not recalled within twelve (12) months from the date of layoff;

vii) if an employee is absent due to non-occupational illness or accident for a period of twenty-four (24) months from the date of illness or accident commenced;

viii)if an employee is absent due to occupational illness or accident for a period of twenty-four (24) months from the date of illness or accident commenced;

ix) if an employee is retired in accordance with current legislation.

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

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11.06 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 Company will not be responsible for failure to notify the employee.

Article 12 -Job Postings

12.01 The Company shall post notice of the initial permanent job vacancy within the bargaining unit for ten (1 0) consecutive working days and any successful candidate shall be moved to his new position as soon as it is practical to do so. Subsequent vacancies will not be posted.

12.02 Vacancies whose duration is less than four (4) months shall be considered temporary and need not be posted.

12.03 The basis the Company shall use in selecting the successful candidate is qualifications, skill(s) and ability for the job required. Only when two (2) or more employees have relatively equal qualifications, skill(s) and ability to do the job required, shall seniority be the governing factor in making the selection.

12.04 It is agreed that a successful candidate will not be entitled to bid on any other vacant position for a period of six ( 6) months from the posting of notice referred to in Article 12.01.

12.05 The Company reserves the right to fill a vacant position with a person of their choice in the event that no bids are received or if there are no qualified applicants according to the criteria for the job which are outlined in Article 12.03.

12.06 The successful applicant shall be placed on a trial period ofthirty (30) worked days. Within the trial period, the employee or the Company may elect to have employee return to his former position in the event that the employee cannot perform the position satisfactorily or the employee wishes to return to his former position.

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Article 13 - Layoff and Recall

13.01 In the event of a reduction in the workforce, the employee(s) with the least seniority in their classification shall be laid off first provided the employee( s) retained on this basis have the qualifications, skill(s) ability and are competent to do the work available.

In the event of a reduction in the workforce an employee shall exercise their seniority to displace the most junior employee, in their classification, in the bargaining unit provided the employee has the qualifications, skill( s) ability and is competent to do the work available.

Notwithstanding the above, an employee in a higher classification shall exercise his seniority to displace a more junior employee in a lower or equally paid classification provided he has the qualifications, skill(s) ability and is competent to do the work available.

13.02 Recall of employee(s) on lay-off shall be in the inverse order of lay-off, by classification, provided the employees( s) being recalled has the qualifications, skill(s) ability and is competent to do the work available.

13.03 The Company shall copy the Union on all lay-off and recall notices.

13.04 During summer layoffs at least one Union Steward with the highest seniority shall be retained at work out of seniority order, provided there is work available which they are capable of performing.

13.05 The Company shall provide one weeks' notice, where possible, to Employees before being laid off.

Article 14- Hours of Work

14.01 The Company maintains the right to schedule shifts in accordance with work requirements. Starting times, quitting times, shifts and the arrangement of shifts shall be determined on an ongoing basis by the Manager.

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For the purposes of this agreement, a full-time employee shall be one who regularly works 25 hours per week or more and a part­time employee shall be one who regularly works less than 25 hours per week.

Nothing in this Article shall be construed as a guarantee as to the hours of work per day nor as to their hours of work for any other period of time nor as a guarantee of working schedules. Subject to the other provisions of this Agreement employees will only be paid for hours actually worked.

14.02 Subject to operational needs, where possible, the Company shall maximize full-time employees to forty (40) scheduled hours per week, by seniority. Full-time employees shall receive hours in their classification prior to part-time employees, providing they can do the available work.

14.03 Any hours worked in excess of forty-four ( 44) hours per week shall be compensated at the rate of time and one and one half (1 Yz) his regular straight time hourly rate.

14.04 The operation can, and the Company shall have the right to, establish operations on a seven (7) days a week basis.

14.05 All employees who work in excess of five (5) consecutive hours in a shift will take a one half (1/2) hour unpaid lunch break. Such lunch break will be scheduled, where possible, so that the services of the Company will not be unduly affected.

14.06 All employees who are scheduled to work a minimum of four (4) hours on a given shift shall be entitled to a paid fifteen (15) minute rest break. If an employee's shift is in excess of six ( 6) consecutive hours, he shall be entitled to a second additional fifteen (15) minute paid rest break.

14.07 The Company and the Union jointly recognize that it is the responsibility of each employee to be regular in his attendance at work so that orderly schedules may be maintained without

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requiring overtime or causmg undue inconvenience to other employees.

14.08 There will be no pyramiding of overtime.

14.09 The work schedule shall be concurrent with the Company's pay schedule.

14.10 The Company shall post the work schedule on Thursday by 3:00 p.m. for the following week showing the employees working schedule. The Company shall endeavour to provide as much notice as possible to a change in the schedule and personal notification when possible.

14.11 The Company shall maintain a separate list of employees who have indicated their willingness to perform overtime work. When overtime work is required, employees shall be selected on a rotational basis by classification and seniority. Should no employee accept the overtime work, the Employer will assign the available work in reverse order of seniority on a rotational basis.

In order to be asked to work overtime work, employees must have the skills, ability and qualification to perform the work available.

14.12 Twice annually, the Employer will require all part-time employees to declare their work availability for a stated period. Failure to be available, or declining a work assignment a minimum of three (3) times in a thirty (30) consecutive day period may result in further work not being offered to the employee for the balance of that period. Employees shall be offered work in accordance with operating requirement and their stated availability.

The following shall constitute a period for the purposes of this article:

• Fall Period- September 1st- December 31st • W,inter Period- January 1st- April 30th

Article 15- Public Holidays

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15.01 Qualifications and calculations for the following public holidays shall be in accordance with the Employment Standards Act of Ontario.

New Years Day Christmas Day Boxing Day

An employee who is not required to work on any of the following days, shall receive a normal days pay at their regular rate straight time hourly rate for the celebration of the holidays listed hereunder provided the employee works their complete shift on both the last and first scheduled day immediately before and after the holiday respectively.

Good Friday Labour Day Victoria Day Thanksgiving Day Canada Day Family Day

15.02 Employees who work on any of the paid holidays shall be compensated at the rate of time and one half (1 Y2) their regular straight time hourly rate for the hours they work on the holiday.

15.03 Should a paid holiday occur during an employee's annual vacation, said vacation shall be extended and amount equal to the number of holidays occurring during the vacation and the employee shall receive his holiday pay.

15.04 An employee who is scheduled to work on a Paid Holiday who fails to do so and does not provide a satisfactory reason, shall lose entitlement to holiday pay.

Article 16- Vacations

16.01 The Company shall grant vacation in accordance with current Company Policy as stated below:

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After one (1) year of continuous service- two (2) weeks vacation with pay at 4% of gross earnings.

After five (5) years of continuous service -three (3) weeks vacation with 6% of gross earnings.

After ten (1 0) years of continuous service - four ( 4) weeks vacation with 8% of gross earnings.

After fifteen (15) years of continuous service - five (5) weeks vacation with 1 0% of gross earnings.

After thirty (30) years of continuous service- six (6) weeks vacation with 12% of gross earnings.

Gross earnings shall not include previously paid vacation pay. Vacation pay shall be calculated based on hours worked. Eligibility shall be calculated as of August 31 of each year.

16.02 The vacation year shall run from September 1 to August 31.

16.03 Due to operational requirements, vacations will be scheduled during the months of May, June, July and August. Employees may be granted vacations at other times than specified above and will not be unreasonably denied at the discretion of the Company.

16.04 The Company shall recognize the seniority ofthe employees when arranging the vacation schedule. The vacation schedule shall be arranged so as to ensure that a sufficient number of employees are always on duty in order to maintain the required degree of service.

Article 17 - Leaves of Absences

17.01 Personalleave:

The Company may, in its sole discretion, authorize a leave of absence without pay or benefits, for personal reasons. Such a request shall be in writing, with the reason(s) clearly stated, and must be submitted to the Food Service Director or District

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17.02

Supervisor at least two (2) weeks prior to the date upon which they wish to begin their Leave of Absence.

It is understood that employees on a leave of absence will not use the time granted for purposes other than declared in their request for such leave. Violation of the Article will be grounds for immediate dismissal.

The Employer reserves the right to require an employee to substantiate to the company's satisfaction any information to support any such leave.

The Company shall copy the Union on all leaves of absence authorizations.

Bereavement Leave

The Company agrees to grant leave of absence with pay for three (3) days without loss of regular for scheduled hours in the event of the death of member or employee's immediate family. Leave shall commence upon the employee being notified of the death.

Immediate family shall mean the employee's spouse, mother, father, child, grandparent, brother or sister, step parent and step children, mother-in-law, father-in-law and grandchild. Spouse shall be defined to include common-law spouse. Company will recognize and grant same sex spouse in a legal marriage or a common-law relationship and they will be treated as an immediate family member.

The Company will provide one ( 1) day with pay for aunt/uncle.

In order to qualify for bereavement leave pay; an employee may be required to substantiate to the Company's satisfaction his claim for entitlement under this Article.

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17.03 Pregnancy and Parental Leave

17.04

17.05

Pregnancy and Parental leaves shall be granted in accordance with the Employment Standards Act of Ontario as amended from time to time.

Jury Duty

An employee who is required for jury duty shall receive compensation from the Company of an equal amount to the difference between the employee's regular straight time hourly rate and jury pay, provided that the employee:

i) notifies the Company immediately of the employee's notification that he will be required to attend court; and

ii) presents proof of service requiring the employee's attendance; and ii) presents proof of the amount of pay received for such notice.

Union Leave of Absence

Delegation for Union business will be considered a good cause for leave of absence. No more than four ( 4) employees may be off at any one time. A request for Union leave will be submitted as far in advance as possible. It shall be normal to provide two (2) weeks notice, however, it is recognized that an exception may occur, and in that case, it shall be reviewed, and allowed if at all possible. Time spent on Union leave of absence shall be without pay and benefits shall not exceed fifteen (15) days per year per employee.

17.06 An employee, who is elected or selected for a full time position with the Union, may be granted leave of absence without pay or benefits for up to three (3) years. The Union agrees to request such leave in writing to the Company at least thirty (30) days in advance. Such leave may be renewed each year on request during their term of office.

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Article 18 - Health and Safety

18.01 The Company and the Union agree to comply with the Ontario Occupational Health and Safety Act of Ontario.

18.02 Meeting shall be held every second month or more frequently at the call of the Committee if required. The Committee shall maintain minutes of all meetings and make the same available for rev1ew.

Article 19 - Reporting for Work Pay and Call Back Pay

19.01 All employees reporting for work on instruction for the Company but for whom no work is available shall be paid four (4) hours at their straight time hourly rate, or their regular quitting time, whichever is the lesser, provided that such lack of work is not due to labour dispute, fire, flood or other cause beyond the control of the Company.

19.02 If an employee is called back to work after he has left the premises following the completion of his regular shift, he shall be paid a minimum of four ( 4) hours at his straight time hourly rate, or the appropriate premium rate for the number of hours worked, whichever is greater.

Article 20 - General

20.01 There shall be no pyramiding of any payment, benefits or allowances.

20.02

20.03

Wherever the masculine pronoun is used throughout the Collective Agreement, the same shall be construed as meaning feminine or neutral gender where the context so requires.

An employee unable to report for work due to sickness or other justifiable reason shall notify his immediate Supervisor and in any event not later than one (1) hour prior to their shift or as soon as is reasonably possible if their shift begins before 7:00 a.m. and two (2) hours prior to their shift if their shift begins after 7:00a.m.

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20.04

20.05

20.06

20.07

20.08

20.09

20.10

When notifying the Company 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.

The Company reserves the right to demand sufficient medical evidence to support an Employee's absence from work. Additionally, the Company reserves the right to send the Employee for a second medical opinion from a physician selected by the Company at the Company's cost.

Any employee who is required to relieve in a higher job category for a period of more than four ( 4) consecutive hours will be paid at the rate of the higher category. The Company agrees that it will not intentionally break the continuity of such four ( 4) consecutive hours for the purpose of avoiding payment at the higher rate of pay.

If an employee is required to work temporarily in a lower paid classification, they shall receive their regular hourly rate, unless they have posted into the lower paid classification.

The Company agrees to allow employee one ( 1) minute of silence at 11 :00 a.m. on April 28th of each year in observance of those employees killed on the job.

The Company ~hall provide a bulletin board to be used by the Union for postings and communication to employees.

Full-time employees shall continue to receive the current benefits package being provided by the Company as per Appendix "B".

Uniforms are to be supplied by Compass and Employees shall only wear the approved uniform. The Company shall provide two (2) uniform garments which are to be maintained in presentable fashion and will be replaced on an as needed basis and approved by Management.

Employees are allowed an amount of food and drink for personal consumption during their shift, to be paid for by the Employee

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through an automatic payroll deduction of two dollars ($2.00) including HST, each shift, effective January 20, 2017. A list of excluded food and drink items will be posted on the bulletin board.

20.11 If an employee is absent from work due to injury, sickness, or an approved leave of absence they will be notified prior to the termination of benefit coverage and given the opportunity to pay the required premiums to avoid discontinuation, to a maximum of twelve (12) months from their last day of work.

Article 21 -Wage Rates and Classifications

21.01 The regular straight time hourly wage rates and corresponding classifications shall be set out in Schedule "A" attached to and forming part of this Agreement.

Article 22 - Duration and Term

22.01

22.02

22.03

Unless changed by mutual consent in writing, the terms of this Collective Agreement shall continue in effect from January 20, 2017 to January 19, 2020, and shall continue automatically thereafter for annual periods of one year unless either party notifies in the other in writing, by registered mail, not more than ninety (90) days or less than thirty (30) days from the expiry date of this Agreement, of termination of, or proposed revision of, this Agreement.

If pursuant to such negotiations an Agreement is not reached on the renewal of amendment of this Agreement, or the making of a new Agreement prior to current expiry date, this Agreement shall continue in effect until a new Agreement is reached by the parties or until conciliation proceedings prescribed at law have been completed, whichever date shall first occur.

This Agreement constitutes the entire Agreement between the parties and supersedes and replaces all Agreements, Memorandums and practices both written and oral.

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SIGNED AT ______ THIS DAY OF ____ , 2017.

FOR THE UNION: FOR THE COMPANY:

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SCHEDULE "A" -WAGES

Effective date of ratification, the following wage grid will apply to all new hires and replace the current wage grid in the Collective Agreement:

J 20 2017 anuary ' General Help $12.25

Cook $13.00 Baker $12.75 Catering $13.00 Lead Hand $14.00

J 20 2018 anuary '

General Help $12.60 Cook $13.35 Baker $13.10 Catering $13.35 Lead Hand $14.35

J 20 2019 anuary ' General HelR_ $12.95 Cook $13.70 Baker $13.45 Catering $13.70 Lead Hand $14.70

Effective January 20, 2017 all employees currently working will receive a $0.35 per hour increase.

Effective January 20, 2018 all employees currently working will receive a $0.35 per hour mcrease.

Effective January 20, 2019 all employees currently working will receive a $0.35 per hour increase.

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Eligibility: Hours Months of Service

Drug Cards Travel Cards

Cost Share

Sun Life Group Policy

APPENDIX "B"

Benefit Summary

Yes No

25/week 1st of the month following 6 months of full time service

70%ER30%EE

1. BASIC LIFE AND ACCIDENTAL DEATH & DISMEMBERMENT

• Benefit Formula • $25,000 • Termination • A e 65 or earlier retirement

ClaimSecure Group Policy

EXTENDED HEALTH BENEFIT

1. DRUG BENEFIT ** Drug Card**

a) Plan Type Prescription Drugs b} Co-Pay_ment 90% reimbursement for each prescription c) Deductible Dispensing Fee less $6.00 d) Per Individual Maximum $1,500 per calendar year e) Benefit Maximum A2e 99 f) Dependent A2e 21 2) Student A2e 26 h) Includes: Diaphrams, I.U.D's; Covered $500/individual per lifetime for anti smoking agents; $2,400 /individual per lifetime for fertility; lancets

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2. MAJOR MEDICAL BENEFIT

a) Annual Deductible Applicable N/A b) Co-payment 90% c) Schedule of Benefits

Psychologist --./ Yes DNo $1,000 per calendar year Chiropractor --./ Yes DNo $200 per calendar year Naturopath --./ Yes DNo $200 per calendar year Podiatrist or Chiropodist --./ Yes DNo $200 per calendar year Nutritionist/Dietician --./ Yes DNo $400 per calendar year Speech Therapist --./ Yes DNo $200 per calendar year Physiotherapy --./ Yes DNo $200 per calendar year Osteopaths --./ Yes DNo $200 per calendar year Massage Therapy --./ Yes DNo $200 per calendar year Private Duty Nursing --./ Yes DNo $10,000 per calendar year Medical Equipment --./ Yes DNo $5,000 lifetime Medical Prosthesis --./ Yes DNo Covered Medical Supplies --./ Yes DNo Covered Ambulance Services --./ Yes DNo Covered Hearing Aids --./ Yes DNo $500 every 5 years Orthotics --./ Yes DNo $300 per year Orthopedic shoes Custom Made --./ Yes DNo Combined with Orthotics

-Maximum

Orthopedic Modifications ~ Yes DNo Combined with Orthotics Maximum

Eye Exams ~ Yes DNo $35 in provinces where eye exams are not covered

d) Survivor Benefit --./ Yes DNo 2 years e) Benefit Maximum Age --./ Yes DNo Age99

'---

(Termination) f) Dependent Age --./ Yes DNo 21 g) Student Age --./ Yes DNo 26 h) Overall Lifetime Health --./ Yes DNo $100,000

'---

Maximum (includes Drugs, Hospital and Vision)

3. VISION BENEFIT

a) Glasses Maximum $200/every 24 months b) Contact Lenses Coverage Included c) Laser Surgery Benefit Included d) Vision co-insurance 100% e) Benefit Maximum Age Age99

25

I i Dependent Age I i! 4. HOSPITALIZATION BENEFIT

a) Semi Private Accommodation Covered b) Hospitalization Co-insurance 100% c) Convalescent Hospital Semi Private Coverage d) Benefit Maximum A2e A2e99 e) Dependent A2e 21 f) Student A2e 26

5. DENTAL BENEFIT

a) Annual Dental Single Deductible N/A b) Annual Dental Family Deductible N/A c) Recall Frequency: 9 months Yes d) Fee Guide Year 1 year lag e) Fee Guide Based on province of employee residence Yes t) Levell: Basic Restorative: Co-insurance percentage 90% g) Level 2: Periodontics & Endodontics: Co-Insurance 90% Percentage h) Annual Maximum: Levell & 2 Combined Unlimited i) Survivor Benefit 2yrs j) Benefit Maximum Age 99 k) Dependent Age 21 I) Student Age 26 m) TMJ Lifetime Maximum $1,000

This Benefit Summary is prepared as information only and does not, in itself, constitute a contract. The exact terms and conditions of your group benefits plan are described in the Policy/Plan Documents held by Compass Group. In the event of a discrepancy between this Benefit Summary and the Policy/Plan Documents, the terms of the Policy/Plan Documents will prevail.

26

LETTER OF UNDERSTANDING# 1

BETWEEN

UNIFOR LOCAL414

AND

Compass Group Canada Ltd. at North Campus of Humber College

RE: Summer Period

Prior to summer period (May 1st to August 31st) a draft summer schedule will be posted. The purpose of this draft schedule is to provide employees with an ability to make an educated determination if they wish to accept a voluntary layoff. It is agree and understood that this draft summer schedule is subject to change and only represents a snapshot of what the Employer believes to be the appropriate summer complement at that point in time.

The Employer will also ask for volunteers who wish to be "on call" for the summer for available work. It is understood and agreed that the Employer will require a minimum number of employees in various classifications to be "on call". It not enough volunteers come forward, the Employer shall force employees in reverse order of seniority provided the employee has the necessary skill and ability to perform such work into such "on call" status.

When contacting "on call" employees who are on summer layoff back to work, the Employer will do so by telephone or email (provided that the employee has confirmed such to summer layoff) on the Thursday prior to the week the work is scheduled. Failure to be available or return to work following such notification without a reasonable explanation will result in loss of seniority and the employee will be subject to immediate termination for cause.

It is agreed and understood that once the Employer has depleted the "on call" group of employees for the summer period, the Employer will be recalling all other employees in reverse order of seniority.

27

RE: Doctors Notes

LETTER OF UNDERSTANDING #2

BETWEEN

UNIFOR LOCAL414

AND

Compass Group Canada Ltd. at North Campus of Humber College

The Company will pay upon presentation of an original receipt up to thirty ($30.00) dollars towards the cost of Company requested doctors note.

FOR THE UNION: FOR THE COMPANY:

28

RE: Safety Shoes

LEITER OF UNDERSTANDING #3

BETWEEN

UNIFOR LOCAL414

AND

Compass Group Canada Ltd. at North Campus of Humber College

Effective October 1, 2017, all employees who have completed one (1) year of service shall receive an annual allowance for CSA approved non slip shoes of up to thirty dollars ($30.00). Such allowance will be on a reimbursement basis and employees shall produce an original receipt in order to collect payment. The shoes must meet company standards.

FOR THE UNION:

L0J~~

1/o;;;_g 29

FOR THE COMPANY:

~

jfu.Lr

LETTER OF UNDERSTANDING #4

BETWEEN

UNIFOR LOCAL414

AND

Compass Group Canada Ltd. at North Campus of Humber College

Employees who are classified as General Help working at the Teriyaki Experience location shall receive a $0.25/hr premium for all hours assigned and approved by management at that location only.

This premium shall be abolished if the brand is removed or changed.

FOR THE UNION:

30

FOR THE COMPANY:

~~

~£R4