COLLECTIVE AGREEMENT - Ontario Estate...COLLECTIVE AGREEMENT BETWEEN: AND: BUDGET CAR RENTALS...

COLLECTIVE AGREEMENT

BETWEEN

BUDGET CAR RENTALS LIMITED (Pearson Airport)

(Hereinafter referred to as "The Company")

- AND-

UNITED FOOD & COMMERCIAL WORKERS CANADA, LOCAL 175

(Hereinafter referred to as "The Union")

Effective: SEPTEMBER 1, 2016

Expiry: AUGUST 31, 2019

Table of Contents ARTICLE 1 - RECOGNITION ..................................................................... 1

ARTICLE 2 - UNION SECURITY ................................................................. 1

ARTICLE 3 - BASIC WORK WEEK ............................................................. 4

ARTICLE 4 - REST PERIODS .................................................................... 5

ARTICLE 5 -WAGES .............................................................................. 7

ARTICLE 6 - OVERTIME .......................................................................... 7

ARTICLE 7- HOLIDAY PAY ...................................................................... 8

ARTICLE 8- VACATIONS ...................................................................... 10

ARTICLE 9- MANAGEMENT RIGHTS ....................................................... 12

ARTICLE 10- EMPLOYEE AND UNION CO-OPERATION ............................... 12

ARTICLE 11- DISCHARGE OF EMPLOYEE SUBJECT TO ARBITRATION .......... 15

ARTICLE 12- NOTICE REQUIRED OR PAY REQUIRED IN LIEU OF NOTICE IN CASES OF DISMISSAL .......................................................................... 15

ARTICLE 13- LEAVE OF ABSENCE ......................................................... 15

ARTICLE 14- JURY DUTY ...................................................................... 16

ARTICLE 15- BEREAVEMENT PAY ......................................................... 17

ARTICLE 16 - NO STRIKE OR LOCKOUT ................................................... 17

ARTICLE 17- SENIORITY ...................................................................... 18

ARTICLE 18 -ADJUSTMENT OF GRIEVANCES .......................................... 19

ARTICLE 19- BOARD OF ARBITRATION ................................................... 20

ARTICLE 20- HEALTH AND WELFARE ..................................................... 21

ARTICLE 21 - BUSINESS AGENTS' VISITS .......... : ..................................... 22

ARTICLE 22- BULLETIN BOARDS ........................................................... 22

ARTICLE 23- APPAREL ........................................................................ 22

ARTICLE 24- CHARITABLE DONATIONS .................................................. 23

ARTICLE 25 - DECENT LANGUAGE ......................................................... 23

ARTICLE 26 - HEALTH & SAFETY ........................................................... 24

ARTICLE 27 - GENERAL ........................................................................ 24

ARTICLE 28- DURATION ....................................................................... 25

APPENDIX "A"- WAGES ........................................................................ 26

APPENDIX "A"- WAGES ....................................................................... 27

LETTER OF AGREEMENT ...................................................................... 28

RE: #1 Switching Shifts ...................................................................... 28

RE: #2 Education Fund ...................................................................... 30

RE: #3 Cash Handling ........................................................................ 31

RE: #4 Closing Shift Parking ............................................................... 32

RE: #5 Employer's Letter- Re: Article 2.7 .............................................. 33

RE: #6 Replacing Absent Employees ..................................................... 34

RE: #7 Job Accommodation ................................................................ 35

RE: #8 Rapid Return Agent Classification ............................................... 36

RE: #9 Counter Assignments Between Terminals .................................... 38

RE: #10 Rapid Return Agents and Select and Go Agents ........................... 39

RE: #11 Wage Adjustment .................................................................. 40

RE: #12 Cross-Utilization of Rental Sales Associates for Avis and Budget ..... 41

COLLECTIVE AGREEMENT

BETWEEN:

AND:

BUDGET CAR RENTALS TORONTO LIMITED Hereinafter referred to as the "Company"

OF THE FIRST PART

UNITED FOOD & COMMERCIAL WORKERS CANADA, LOCAL 175, Hereinafter referred to as the "Union"

OF THE SECOND PART

The general purpose of this Agreement is to establish collective bargaining relations between the Company and the Union, to continue the co-operation and spirit of good will between the Company and its employees, to provide machinery for the prompt disposition of grievances arising under this Agreement. The Union recognizes that in order to provide a proper relationship between the parties, the Company must be kept in a strong competitive market position, which means it must produce at the best possible efficiency and lowest cost, consistent with fair labour standards, and the Union agrees to support the Company in attaining such objectives.

ARTICLE 1 - RECOGNITION

1.01 The Company recognizes the Union as the sole Collective Bargaining Agent for all employees of Budget Car Rentals employed as Service Attendants/Car Jockeys, Rental Sales Associates and Rapid Return Agents at Pearson International Airport in the City of Mississauga, save and except Supervisors, and persons above the rank of Supervisor.

In the event the Company moves its operation, the Company and the Union agree to amend the Recognition Clause (Article 1.01).

ARTICLE 2 - UNION SECURITY

2.01 (a) The Company agrees, with reference to such of its employees as are covered by this Agreement, it will retain in its employ only members in good standing of the Union. New employees shall become members

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within the first thirty (30) calendar days of employment. The Union agrees that it will not unreasonably deny application for admission to the Union. The Company agrees to notify the Union of all new employees at least every month. The Union agrees to notify the Company in writing by registered mail of the name of any employee who is not in good standing in the Union. All employees shall apply for membership on the official Local175 Membership Application Form. Upon receipt of these forms from the employees, the Company agrees to forward such forms on the employees' behalf to the Union within ten (1 0) days after the completion of the probationary period.

Notwithstanding the above, the Union agrees that the company will not be required to terminate current counter representatives who refuse to sign a membership card. This only applies to employees hired prior to date of ratification.

(b) The remittance statement shall be documented by location containing a dues and initiation report which will be provided in the form of e-mail ([email protected]) or on a computer diskette as well as a hard copy for the dues report being attached to the remittance cheque. The information provided shall be on a standard spreadsheet in Excel Quattro Pro, Lotus or other software program acceptable and adaptable to the Union. The spreadsheet will be in a format mutually agreeable to both parties and the Company will provide the following current Information as known to the company.

1. S.I.N. 2. Employee number if applicable. 3. Full name (Last, First, Initials). 4. Full address, including City and Postal Code. 5. Telephone number (including area code). 6. Date of hire. 7. Rate of pay. 8. Classification. 9. Full-time or part-time designation.

10. Union dues deducted (or the reason a deduction was not made). If dues are deducted weekly, report requires five (5) columns for reporting.

11. Total dues deducted. 12. Initiation fees deducted. 13. Total Initiation fees deducted.

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2.02 (a) (i) The Employer shall during the term of this Agreement as a condition of employment deduct from members of the bargaining unit, the regular weekly union dues and such union dues shall be remitted to the Union, in the format outlined in Article 2.05 (b) below, prior to the fifteenth (151

h) of the month following the month in which such deduction is made.

(ii) The Employer shall deduct membership initiation fees as may be established by the Union and forward any application forms and such fees to the Union in the format outlined in Article 2.05 (b) below, with the regular monthly dues remittance.

(iii) The employee shall provide the Employer with current information and kept updated on timely basis as condition of employment.

2.03 The regular Union dues shall be deducted each pay day and submitted to the Secretary-Treasurer of the Union following the completion of the Company's four (4) week accounting period. The statement shall give the el)lployee's name, address, date of hire, and rate of pay.

2.04 In order that the Company may have definite instructions as to what amounts are to be deducted for the above purpose, it is agreed that the Union shall promptly notify the Company, in writing, over the signature of the Financial Secretary of the Local Union, of the amount of the deduction to be made by the Company for regular Union dues and the Company shall have the right to rely on such written notification until it receives other written notification from the Union signed with the same formality.

2.05 The Company, in making the aforesaid deduction, shall have the right to rely upon the signed authorization cards in its possession or furnished to it. The Union agrees to defend and hold the Company completely harmless against all claims, demands, and expenses, should any person at any time contend or claim that the Company has acted wrongfully or illegally in making such checkoff deductions.

2.06 The Company agrees to show the amount of union dues deductions on the employees' T 4 slips at the end of each calendar year.

2.07 (a) Persons excluded from the bargaining unit shall not perform bargaining unit work except in cases of training, emergencies, situations where customers need immediate attention, occasional peak rental periods, washroom/break relief and employees failing to report for work as scheduled without prior notification to the Company, when bargaining unit employees capable of performing bargaining unit work are not available.

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Emergencies shall be defined as unexpected flight changes and inclement weather.

(b) The Company agrees that Rental Sales Associates will not be scheduled to perform any duties which are regularly assigned to slot attendants except where a slot attendant is not readily available.

ARTICLE 3 - BASIC WORK WEEK

3.01 The basic work schedule for full time employees shall consist of:

(i) Four consecutive days of 9 % hours per day followed by 3 days off; and/or

(ii) Five consecutive days of 8 % hours per day followed by 2 days off; and/or

(iii) Three consecutive days of A.M. shift, followed by 2 consecutive days of P.M. shift, 8% hours per day followed by 2 consecutive days off.

It is agreed that employees who work the shifts as set out in (i) above shall be permitted to volunteer for one nine hour shift at straight time in each pay period. Such work shall not be considered overtime for purposes of Article 6.

The employees will give forty-eight (48) hours written notice on a form provided by the Company when they are requesting their one voluntary 9-hour shift at straight time in a pay period.

3.02 The Company will post shifts for bid on a seniority basis setting out the scheduled shifts by the end of the second week of May and the end of the second week of September, and, in addition, may be posted if airline schedules or business trends change. Such schedules, once set, shall remain in effect until the next bidding occurs unless otherwise agreed between the Company and the employees concerned. Separate shift bids will be done for Rental Sales Associates and the Rapid Return Agents.

(a) Shifts will take effect the first (1st) pay period in June and the first (1st) pay period after Thanksgiving in October.

3.03 Lunch periods shall be of one half (1/2) hour in duration. It is agreed, however, that this period may be increased and/or reduced by mutual agreement between the Management and an individual employee.

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3.04 Part-time Scheduling and Call-in:

(a) Part-time employees shall be scheduled or called in to work according to their seniority and the employee's availability.

(b) Part time employees shall not work more than 25.5 hours in a week. Only exceptions shall be for coverage of full time employees who are off work under articles 7, 8, 10, 13, 14, 15 and 20.02 and hours spent in training.

(c) A manager shall inform a steward of any replacement utilized under article 3.04(b). This shall be done prior to the utilization, if a union steward is not available, then the highest seniority employee on the shift will be notified.

(d) When scheduling part-time versus full-time employees, the Company will endeavour to maximize full-time employees with weekends off.

(e) Part-time employees scheduled to work 42.5 hours per week for a period of thirteen (13) consecutive weeks will be re-classified to full-time (except in the case of work under Articles 10, 13, 14, 15 and 20.02).

3.05 The provisions of this Article 3 are not to be interpreted as a guarantee of, or a limitation upon the hours of work to be done per day or per week but shall serve to assist the parties in the computation of regular or overtime pay.

3.06 The Company will have one (1) employee per classification as relief shifts. These employees' schedules will be posted a minimum of seven (7) days. These employees will have a home base shift when not replacing other employees.

ARTICLE 4 - REST PERIODS

4.01 Employees scheduled three (3) hours or more in any one (1) day shall receive one (1) rest period with pay. Employees scheduled six (6) hours or more in any one (1) day shall receive two (2) rest periods with pay. Employees scheduled ten (1 0) hours or more in any one (1) day shall receive three (3) rest periods. Rest periods shall be fifteen (15) minutes duration and scheduled by the Company as near as practicable to the midway point of the work period. All employees will be scheduled uninterrupted rest, lunch and supper periods.

4.02 The times of such rest, lunch and supper periods shall be by mutual agreement, but in no event shall an employee be required to take a rest period within one (1) hour of his starting or quitting time or within one (1) hour of his lunch period.

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Provided all employees in the classification mutually agree, the Company will allow employees to take all of their eligible rest/meal periods as one break (e.g., one hour lunch break).

4.03 (a) The Company agrees to provide a separate lunch room and change room with lockers for use by the employees who are stationed at or out of the garage area.

The Company will further agree to provide lockers at each terminal for the Counter Staff to use. Each employee using the lockers will provide his/her own lock.

(b) The company agrees that it is not the employees' responsibility to perform janitorial duties. The parties recognize that employees have some responsibility to maintain the washrooms, change room and to keep the lunchroom tidy. All employees will maintain their current practice of assisting the Company in maintaining the work areas to be kept neat and tidy.

In addition, the Company proposes a new job classification in the collective agreement namely full time maintenance. The duties of this classification would include janitorial duties as required at the garage and at the terminal. Same pay rate as slot attendant.

4.04 No employee shall work more than five (5) hours without getting a meal break.

4.05 The Company agrees not to schedule an employee's lunch period prior to the completion of two and one-half (2 %) hours of work.

4.06 Employees, when required to report for work and not sufficient work is available, shall be guaranteed four (4) hours' pay in lieu thereof, at their regular hourly rates of pay. This article 4.06 does not apply where the Employer is unable to provide work for any employee because of fire, lightning, power failure, storms or similar causes beyond the control of the Employer resulting in the stopping of work or where the Employer has attempted to contact the employee before the scheduled start of the employee's shift.

If part-time employees are called in to work, they shall be guaranteed three (3) hours' pay.

4.07 A time clock or recording mechanism shall be provided at each location and maintained by the Company in order to enable employees to record their time for payroll purposes.

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ARTICLE 5 -WAGES

5.01 The minimum hourly rate of wages for all employees coming under this Agreement shall be as per Appendix "A" of this Agreement, provided that where an individual employee's weekly or hourly wage is higher, such wage or hourly rate of wages shall not be reduced by reason of this Agreement. The rates of pay provided in Appendix "A" are minimum rates and apply to the job classifications and not to the individual.

5.02 Travel Time:

Any employee who is transferred, at the request of the Company, from one (1) location to another during the regular working day, shall be paid his or her regular hourly rate for all travelling times.

5.03 Employees shall be compensated for actual expense of public transportation or its equivalent or the actual cost of taxi fare, if such transportation is required by the Company.

5.04 The Company agrees to provide employees with the added convenience of direct deposit of their wages to their personal bank accounts effective June 30, 2001, or sooner, if possible.

ARTICLE 6 - OVERTIME

6.01 Overtime will only be paid after a person has worked 42.5 hours. Overtime will be paid at the rate of time and one half (1 %) the employees regular hourly rate for all time worked in excess of the regularly scheduled work day or the regular scheduled work week.

6.02 Overtime at the rate of time and one-half (1 %) the employee's regular rate of pay shall be paid for all hours worked if they are called in to work on their regularly scheduled day off.

6.03 The following procedure will be used for unplanned overtime:

Unplanned Overtime:

Shall be equitably distributed, starting with the most senior employee on the current working shift. If there are no volunteers, the Company shall have the right to request the less senior employee to work. When overtime is necessary to cover a full shift and adequate notice if given for the absence, the full shift

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overtime shall be offered first to employees who are normally off on that day by seniority.

The Company agrees to post unplanned overtime allocation to ensure equitable distribution on the day the overtime is required.

Note: "Post" could mean a binder or book that can be referred to in written form.

6.04 Planned Overtime:

Employees called in for "Planned Overtime" will be according to seniority. "Planned Overtime" would be considered to be 48 hours in advance. Anything less than 48 hours would be considered "Unplanned Overtime".

ARTICLE 7- HOLIDAY PAY

7.01 There shall be ten (1 0) paid holidays for regular employees during the term of this Agreement. These holidays are as follows:

Family Day Civic Holiday Christmas Day Good Friday

Victoria Day Labour Day Boxing Day

Canada Day Thanksgiving Day New Year's Day

In addition to the aforementioned holidays, the Company agrees to grant any other day or part day proclaimed by the Federal or Provincial Government as paid holidays for the purpose of this Agreement.

The above holidays shall be observed on the day generally recognized in the area.

In order for an employee to receive Statutory Holiday Pay, he must not have been voluntarily absent from work on the scheduled work day prior to and following such holiday, unless with a reasonable cause (i.e. sickness with a doctor note, bereavement, etc.)

(a) Employees who would normally be scheduled to work on the public holiday shall have the choice to work their scheduled hours on that day and shall be paid at time and one half (1 %) for every hour worked in addition to payment for the public holiday or elect to take the day off.

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(b) When such public holiday occurs on a Monday, employees regularly scheduled to work from Sunday to Thursday shall have the Sunday recognized as the public holiday instead of the Monday and will therefore report to work on Monday. For such employees the Sunday shall be treated as the public holiday for all purposes of this Article 7.

(c) Employees not affected by either (a) or (b) and having a public holiday fall on their normally scheduled day off, may request to take an additional day off without pay either before or after the holiday with two weeks advance notice. Management will endeavour to accommodate this request based on business need.

The employee shall be paid the statutory holiday pay to which they are entitled pursuant to the provisions of this Article.

7.02 In a week in which one (1) statutory holiday occurs, the normal basic work week for employees shall be reduced by eight and one half (8.5) hours for said week.

7.03 In a week in which two (2) statutory holidays occur, the normal basic work period for employees shall be reduced by seventeen (17) hours for said week.

7.04 If an employee is required to work on one ( 1) of the abovementioned holidays, he shall receive time and one-half (1 1/2) his regular rate for all hours worked, in addition to his regular holiday pay.

7.05 Employees shall be given the opportunity of working on paid holidays on the basis of their seniority. Work on paid holidays shall be on a voluntary basis. If enough volunteers are not secured as per 7.01 (a) then the Company shall have the right to schedule the required number of employees by reverse seniority.

7.06 Part-time Holiday Pay:

All other part-time employees will receive the average of the four (4) weeks preceding the week of the Paid Holiday, as outlined by the Employment Standards Act.

7.07 Religious Holidays

All employees shall be provided with two (2) floater days off with pay each year to cover any entitlement they may have to time off with pay in observance of religious holidays other than those already covered by the Ontario Employment Standards Act 2000.

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Employees shall be allowed to carry over one (1) or the two (2) floater days to the next calendar year. This shall be done in writing. The maximum allowed shall be four (4) floater days per year including the current year allotment.

For Greater Clarity: Employees may choose to utilize the above days for reasons other than religious observance, but shall not be entitled to any additional days off for religious holidays. The parties agree that this article satisfies all obligations to provide time off for religious holidays which may arise pursuant to the Ontario Human Rights Code.

ARTICLE 8- VACATIONS

8.01 Any regular employee with less than one (1) year of service as of January 1st shall be entitled to prop-rated vacation time at 4% of earnings up to December 31 of the previous year.

8.02 Regular employees shall receive vacation time off with pay as described below. Effective January 1st, 2018 the vacation year for regular Full-Time employees shall be from January 1st to December 31st inclusive and there shall be no carry over of vacation from one year to the next. Part-time vacation pay to match the full-time vacation pay percentage wilf be paid out on an annual basis.

1. One year of service: 2 weeks' vacation with pay at his/her regular rate of pay or 4% of gross earnings, whichever is greater.

2. Five years of service: 3 weeks' vacation with pay at his/her regular rate of pay or 6% of gross earnings, whichever is greater.

3. Ten years of service: 4 weeks' vacation with pay at his/her regular rate of pay or 8% of gross earnings, whichever is greater.

4. Eighteen (18) years of service: 5 weeks' vacation with pay at his/her regular rate of pay or 10% of gross earnings, whichever is greater.

8.02 (b) If, in the event that the Company improves the vacation schedule for its non-bargaining unit employees in excess of the vacation schedule described in the Agreement, the Company agrees to pass on to the bargaining unit employees such vacation improvement at the same time and in the same manner as it is applied to the non-bargaining people.

Employees who are off work nine (9) months or greater due to personal and medical leaves of absence and long term disability (excluding WSIB,

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maternity and paternity leaves) will only be eligible for the percentage of actual earnings during the period over which the vacation is earned.

8.03 When a holiday occurs during an employee's vacation, an extra paid day of vacation will be added to the employee's bank of vacation days.

8.04 The vacation bid shall be finalized by March 15th each year. During the vacation bidding period, vacation requested in full week (5 consecutive days) increments shall be considered for approval first, follow by requests for fewer than five (5) consecutive days. All employees with more than two (2) weeks' vacation are required to bid a minimum of two (2) weeks in full. All employees who are entitled to more than two (2) weeks' vacation shall be allowed to take this additional time outside of the summer (June, July, August) vacation period, subject to management approval, which shall not be unreasonably withheld. No employee shall take more than two (2) consecutive weeks in the summer (June, July, August) vacation period unless scheduling permits.

8.05 There may be a total of fifteen percent (15%) of the Rental Sales Agent classification off on vacation at any one time at the Toronto Airport Location. The total number off will be based on the total number of active full-time employees in the classification at the time of the vacation selection process and will be rounded up or down, depending.

Vacation Calendar:

The Company will provide the Union Steward access to the vacation calendar when requested.

8.06 All employees will be paid out for all vacation pay owed by the end of February each year. They will be given a copy of total compensation calculation minus any used vacation monies as of said date each year. Vacation pay will be based on the employees' previous years T4 earnings less vacation pay paid.

8.07 Regular Full-Time employees completing five (5), ten (10), and eighteen (18) years of service during the calendar year will receive a prorated number of vacation days up to five (5) on January 1st of that year to compensate for the period between the employees service anniversary date and December 31st.

(a) The prorated vacation time will be calculated at one (1) day per month to a maximum of five (5) days.

8.08 All written vacation requests with a minimum of six (6) weeks advance notice shall be replied to within two (2) weeks or will be considered granted.

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ARTICLE 9- MANAGEMENT RIGHTS

9.01 Except as, and to the extent specifically modified by this Agreement, all rights and prerogatives which the Company had prior to the execution of this Agreement are retained by the Company and remain exclusively and without limitation within the rights of the Company and its Management. Without limiting the generality of the foregoing, the Company's rights shall include:

(a) the right: to maintain order, discipline and efficiency; to make, alter and enforce, from time to time reasonable rules and regulations, policies and practices, to be observed by its employees, to discipline and discharge employees for just cause;

(b) the right: to select, hire and control the working force and employees; to transfer, assign, promote, demote, classify, lay off, recall, suspend, and retire employees; to plan, direct and control plant operations; to select and retain employees for positions excluded from the bargaining unit and to transfer employees into the bargaining unit;

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

ARTICLE 10 - EMPLOYEE AND UNION CO-OPERATION

10.01 The employee agrees to uphold the rules and regulations of the Company in regard to punctual and steady attendance, proper notification in case of absence, conduct on the job, and all other reasonable rules and regulations, established by the Company.

10.02 The employees agree to cooperate with the Company in maintaining and improving safe working conditions and good housekeeping of the working area and caring for equipment and machinery.

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10.03 The Union agrees to cooperate, if requested by the Company, in correcting inefficiencies of its members which might lead to discharge.

The parties agree to have a Joint Labour-Management Committee made up of two (2) from the management and two (2) from the bargaining unit. There shall be quarterly meetings and the meetings shall be held at a time and place fixed by mutual agreement. The Committee will meet to discuss matters of mutual concern.

10.04 (a) The Company agrees that it will not discriminate against any employee for reporting to the Union the violation of any provisions of the Agreement or for performing services on a Union Committee outside working hours.

(b) Both parties agree to adhere to the provisions of the Ontario Human Rights Code which prohibits discrimination.

(c) NO SEXUAL/WORKPLACE HARASSMENT

The Company and Union agree that the location covered by this agreement should be free of sexual or workplace harassment and the Company and the Union agree to co-operate with each other in preventing and eliminating sexual or workplace harassment.

10.05 (a) The Company agrees to recognize two (2) appointed or elected representatives in the garage and two (2) representatives for Terminals 1, 2 and 3 who shall be known as Union Stewards. Where a seniority employee is suspended or discharged, the employee shall have the right to consult his Union Steward before leaving the premises. Where a meeting is held between the Company and an employee which may lead to discipline, a Union Steward will be present. If a Union Steward is not available on that shift, and no steward will be available before the time expiration period, set out in 18.02, then the employee will be issued the discipline in the presence of a bargaining unit employee on shift at the time, chosen by the employee, who will be present as a witness unless the employee requests that no such person be present. If the employee requests that the Union Steward not be present at said meeting, the employee will make the request in front of the Steward and the Steward will then leave.

Where the Company fails to follow this procedure, any discipline issued will not form part of the employee's file.

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(b) Stewards to have at least three (3) months of service. The Union will inform the Company in writing of the name of the Steward and of any subsequent change thereof. Failure to so inform the Company in writing shall mean that the Company shall not be obliged to recognize such Steward.

(c) Authority of Steward: the authority of the Steward designated by the Union shall be limited to and shall not exceed the following duties and activities:

(i) Investigation and presentation of grievances in accordance with the provisions of the Agreement during his working hours, without pay after one-half (1/2) hour, upon appointment with his supervisor or the Company's representative.

(ii) The transmission of such messages and information which shall originate with and are authorized by the business agent, provided such messages and information have been put in writing or, if not in writing, are of a routine nature and do not involve work stoppage, slowdowns or any other interference with the Company's business.

(iii) The Company agrees to afford the steward(s) up to fifteen (15) minutes to meet new employees and acquaint them to the fact there is a Collective Agreement in effect and to generally welcome the new member(s) to the Bargaining Unit.

(iv) The Union will encourage stewards to attend training courses so that they may better understand their role and the collective agreement.

10.06 It is agreed that the Negotiating Committee for the bargaining unit shall be composed of three (3) bargaining unit employees. The Company will pay lost time for half of the committee the Union will pay the other half.

10.07 Should any new job classification or classifications become necessary during the term of this Agreement, the parties agree that the rate of pay for such new classification shall be negotiated between them; provided, however, that in the event the parties are unable to agree, the employee shall work at whatever rate shall be set by the Company and the matter shall be submitted to final offer selection arbitration, and the parties shall abide by the result of the arbitration.

10.08 The Company agrees to use a number system to identify Rental Sales Associate on Rental Agreements with the employee signature on the Rental Agreement.

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ARTICLE 11- DISCHARGE OF EMPLOYEE SUBJECT TO ARBITRATION

11.01 If an employee is of the opinion that there has been an improper dismissal and same is not adjusted by mutual agreement and the Union has submitted to the Company a grievance in writing signed by the employee concerned, then such dismissal may constitute a grievance to be adjusted through utilizing the procedure under the Grievance and Arbitration sections of this Agreement.

This section does not apply in the case of any dismissal of an employee for any reason whatsoever where such employee has not completed his probationary period or where any employee has been found unacceptable to the Company's Bonding Policy. A notice will be given to the Union upon termination of an employee who the Bonding Company refuses to bond.

ARTICLE 12- NOTICE REQUIRED OR PAY REQUIRED IN LIEU OF NOTICE IN CASES OF DISMISSAL

12.01 In the event a seniority employee is permanently laid off and/or terminated other than for just cause, such employee shall be entitled to the following period of notice, or pay for same period in lieu of notice as per The Employment Standards Act, Subsection 40 (1)- Notice of Termination.

It is understood that the aforementioned notice requirements shall not be required if such employee has been hired for a definite term or task; has been temporarily laid off; has been terminated for just cause; or has been offered reasonable alternate work.

ARTICLE 13- LEAVE OF ABSENCE

13.01 Leave of Absence shall mean an absence from work requested by an employee . and consented to by the Company. Leave granted shall be in writing covering a specified period of time. Leave of Absence shall be permissive only and shall be without pay or any other form of compensation, and the employee shall not work in any other position, except for such positions referred to in Article 13.06 herein, during such Leave of Absence unless agreed to by the Company in writing.

13.02 The Company may grant Leave of Absence to any employee for legitimate personal reasons.

13.03 If an employee is unable to report for work at the expiry of his absence, he shall notify the manager/supervisor before the start of his next shift.

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13.04 The Company agrees to allow time off work without pay for one (1) delegate elected to attend Union Conventions or designated to attend negotiations for a period of not more than ten (1 0) working days a year. Requests for more than one (1) delegate shall be decided by mutual agreement between the Company and the Union. The Union will give the Company two (2) weeks' notice in regard to such request to attend conventions.

13.05 Any such Leave of Absence will be in writing and no such Leave of Absence will affect any employee's seniority rights when used for the purpose granted provided he returns to work at the expiration of his leave.

13.06 The Company agrees to grant time off without pay and without discrimination to not more than one (1) employee designated by the Union for a maximum of six (6) months or a longer period as may be mutually agreeable, to serve in any capacity of official Union business. Any employee who has been granted Leave of Absence to serve the Union in an official capacity shall neither lose nor gain seniority upon his returning to work. It is understood that such employee shall not be utilized in the organization or representation of employees in the car rental industry. If such employee is used in such capacity, he shall be deemed to have severed his employment with the Company voluntarily.

It is understood that such employee shall not be utilized in the organization or representation of employees in the car rental industry. If such employee is used in such capacity, he shall be deemed to have severed his employment with the Company voluntarily.

13.07 Leaves of absences as indicated in Articles 13.01, 13.02, 13.03, 13.04, 13.05 and 13.06 shall not be withheld in an arbitrary manner.

ARTICLE 14- JURY DUTY

14.01 Each employee who is summoned to and reports for jury duty, as prescribed by applicable law, (subject to the eligibility requirements set out below) shall be paid by the Company the difference between the employee's regular base rate exclusive of premiums for the number of hours that he otherwise would have been scheduled to work and the daily jury duty fee paid by the Court (not including travelling allowance or reimbursement of expenses). In order to receive payment under this section, an employee must meet all of the following eligibility requirements:

(a) the employee shall notify the Company of his Court commitment prior to the preparation of the schedule for the week involved;

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{b) the employee shall furnish satisfactory evidence to the Personnel Manager that he reported for and performed jury duty on the days for which he claims payment; and

{c) the employee would otherwise have been scheduled to work for the Company on the day or days for which he claims payment.

ARTICLE 15- BEREAVEMENT PAY

15.01 Employees shall be granted time off from work with pay to a maximum of five (5) consecutive scheduled work days, in the event of a death in the immediate family, the length of such leave shall be determined by the Company provided the employee attends the funeral or service. The term "immediate family" shall mean spouse, parent, child, brother or sister, mother-in-law, father-in-law, common-law spouse, or grand-parents.

15.02 In addition to the above, the Company agrees to grant employees the necessary time off from work with pay, to a maximum of one (1) full day at the time of the death of the employee's brother-in-law or sister-in-law or son-in-law or daughter-in-law, provided the employee attends the funeral.

15.03 Part-time employees, if previously scheduled to work on the day in question, shall be granted one ( 1) day off with pay in the event of a death in the family as long as the employee attends the funeral. "Family" shall mean spouse, parent, child, brother or sister, mother-in-law or father-in-law, grandparents, brother-in-law or sister-in-law or son-in-law or daughter-in-law or common-law spouse.

ARTICLE 16 - NO STRIKE OR LOCKOUT

16.01 The Union undertakes and agrees that while this Agreement is in operation neither the Union nor any employee shall take part in or call or encourage any strike, picketing, sit-down, slowdown, or any suspension of or stoppage of or interference with work or production which shall in any way affect the operations of the Company, nor shall there be any sympathy strikes or secondary boycotts, and the Company agrees that it will not engage in any lockout during the term of this Agreement.

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ARTICLE 17 - SENIORITY

17.01 (a) Seniority shall be defined as the length of continuous employment with the Company in the bargaining unit. Seniority shall be effective only after a full-time employee has completed a ninety (90) calendar day probationary period and shall be computed from the date of his first employment. Seniority shall be effective only after a part-time employee has completed a one hundred and twenty (120) calendar day probationary period and shall be computed from his first day of employment.

Employees who are promoted to a new classification will be subject to a ninety day (90) trial period to evaluate the employee's performance in the new position. In the event that the Company determines that the employee is not suitable for the promotion with reason, the employee will be returned to his previous position without any loss of seniority.

(b) Part-time employees, after working 110 hours would be considered as having equivalent to one month's service for seniority purposes.

17.02 (a) Seniority shall be the governing factor in matters of demotion, layoff, reduction to part- time, rehire after layoff provided the employee has the capability and willingness to perform the work required.

(b) In cases of filling permanent job vacancies and promotions, the following factors shall be considered:

(a) seniority;

(b) general knowledge of the business and ability.

Where the factors in (b) are relatively equal, then (a) shall be the governing factor.

All vacancies will be posted for five (5) working days.

17.03 Termination of employment and loss of seniority shall result from any of the following:

(i) is duly discharged by the Company;

(ii) if he voluntarily quits or resigns;

(iii) if he has been laid off continuously for a period of more than twelve (12) months;

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(iv) if he is called back to work after a layoff and does not return within two (2) weeks of such notification by the Company by registered letter to the last known address of the employee;

(v) any employee transferred or promoted to a position outside the bargaining unit shall lose all seniority rights under the Collective Agreement six (6) months after the date of the transfer out of the bargaining unit;

(vi) if he is absent for three (3) consecutive working days without notifying the employer.

17.04 The Company, when reducing hours of work, agree they will not reduce the regular scheduled hours of the full-time employee for the purpose of replacing such hours with part-time or casual help.

17.05 Full-time employees reduced to part-time status will maintain their seniority and their full-time rate of pay.

17.06 For the purposes of seniority, when a part-time employee is promoted to fulltime status, the following method of calculating wage and seniority will be utilized:

For every one hundred and ten (11 0) hours worked, the employee will be credited with one (1) month's seniority.

ARTICLE 18- ADJUSTMENT OF GRIEVANCES

18.01 Any complaint, disagreement or difference of opinion between the Company and the Union or the employees covered by the Agreement which concerns the interpretation, application, operation, or alleged violation of the terms and provisions of this Agreement, shall be considered as a grievance.

18.02 Any employee, the Union or the Company may present a grievance. Any grievance which is not presented within seven (7) days following the event giving rise to such grievance, or within seven (7) days from the time the circumstances upon which the grievance is based were known, or should have been known, to the griever, shall be forfeited and waived by the aggrieving party.

18.03 All grievances except those submitted by the employee to his immediate superior shall be submitted in writing and shall clearly set forth the issues and

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contentions of the aggrieved party, the Company shall then reply in writing to the Union's letter setting forth its answer to the points raised by the Union.

18.04 The procedure for adjustment of grievances and disputes by an employee shall be as follows:

STEP ONE: by a discussion between the employee and the Union Steward and the employee's immediate superior and/or Manager. If a satisfactory settlement cannot be reached within five (5) days, then:

STEP TWO: the Union representative(s) may take the matter up with the Company's official(s) designated by the Company to handle labour relations matters. If a satisfactory settlement cannot be reached, the matter may then be referred to the Arbitration Board as hereinafter provided:

When an employee's work performance is such that it may lead to discipline or discharge and is the subject of discussion between the employee and the Company, the Union Steward shall be present.

ARTICLE 19 - BOARD OF ARBITRATION

19.01 If the Union and the Company representatives cannot reach an adjustment, upon request of either party the grievance shall be submitted to a Board of Arbitration composed of three (3) members or a chairman only if agreeable to both parties.

The Company and the Union shall each select one (1) member and the third member shall be elected by mutual agreement of the two (2) members first elected. The third member shall be impartial and possess skill and knowledge of labour management relations. The third member shall act as Chairman of the Board. If agreement cannot be reached within seven (7) days in respect to the appointment of the Chairman of the Board of Arbitration, the matter shall be referred to the Minister of Labour of the Province of Ontario who shall appoint one. No person involved directly in the controversy under consideration shall be a member of the Board of Arbitration.

The Board of Arbitration shall receive and consider such material evidence and contentions as the parties may offer and shall make such independent investigation that it deems essential to a full understanding and determination of the issues involved. In reaching its decision, the Arbitration Board shall be governed by the provisions of this Agreement.

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The findings and decision of the Board of Arbitration on all arbitrable questions shall be binding and enforceable on all parties.

It is the intention of the parties that this article shall provide a peaceful method of adjusting grievances so that there shall be no suspension or interruption of normal operations as a result of any grievance. The parties shall act in good faith in proceeding to adjust grievances in accordance with the provisions in this article.

The expense of the Chairman of the Board shall be borne equally by the parties to the Arbitration.

ARTICLE 20- HEALTH AND WELFARE

20.01 The Company agrees to maintain and Employee Benefits Program containing but not limited to the following benefits: Life Insurance, Accidental Death and Dismemberment Insurance, Major Medical, Dental, Vision, Short & Long Term Disability & Pension Plan.

The Company agrees to put into effect the current ODA Schedule effective upon ratification of the collective bargaining agreement.

The cost of the major medical and dental plan shall be paid eighty percent (80%) by the Company and twenty percent (20%) by the employee.

+Re-Gernpar:~y-ar:~tl-tl'"le-emplgyf¥5S-a9re€-t{)_Share-1Jte-co~--Opt-icaLbenefil-~--which will provide one pair of glasses or contact lenses each twenty-four (24) months to a maximum of two hundred seventy-five dollars ($275.00) per person, reimbursement upon presentation of a receipt.

The Company will provide spousal and dependent life insurance at $10,000 for spouse and $5,000 for child.

The Company will update the Health, Dental and Optical benefits as provided for under the Company's comprehension plan to the current Avis health plan effective January 1, 2017.

20.02 Paid Sick Time:

After six (6) months of full time service, full time employees shall be credited with three (3) sick days with pay and after a full year of full time service shall be credited with an additional seven (7) sick days with pay. Said sick days shall not be cumulative from year to year. The employee may use the casual sick

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days at any time during the year up to December 15t. Any unused sick days for

the year as of December 1st of each year shall be paid out to that employee at one hundred and fifty percent (150%) of their current wage rate. Such payment shall be made in the pay period prior to December 25th of that year.

The Company will pay the employees at a rate of double (200%) of the regular rate of pay for perfect attendance (that is, those employees who have ten (1 0) unused sick days at the end of the year).

20.03 Pension Plan:

The Company agrees to allow all employees to enroll in the company Pension Plan as explained in the Company Benefit Booklet and "A Pension Plan Description for Employees".

ARTICLE 21 - BUSINESS AGENTS' VISITS

21.01 The authorized business agents or representatives shall be permitted to talk with any employee regarding Union matters, during regular working hours. All interviews in excess of fifteen (15) minutes shall not be on Company time. It is understood that such representatives shall first notify the supervisor of their presence.

ARTICLE 22 - BULLETIN BOARDS

22.01 The Company agrees that during the term of this Agreement, it will make space available to the Union on the existing bulletin board in each of its locations, including the garage, for the purpose of posting notices directly relating to the employees of the location. All notices must receive prior Management approval before posting. Such Management approval shall not be unreasonably withheld.

ARTICLE 23 -APPAREL

23.01 The Company shall supply employees with proper uniforms. The Company will further supply those employees working in cold temperatures with jackets, hats, raincoats, gloves, winter parkas, maintained where required by the Company.

Employees will be permitted turtle neck sweaters as part of their uniform if they choose to do so as long as the turtlenecks are worn underneath the approved uniform.

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If a parka is damaged or not presentable, another parka will be issued at no cost to the employee as soon as possible within seven working days.

The Company agrees during the term of this Agreement to maintain its present practice relative to wearing apparel for employees. The parties further agree that this practice can be amended if mutually acceptable to the employees, the Union and the Company.

Employees will continue to select pieces from the catalogue based on an individual need.

All full-time CSR/RRA shall be paid $45.00 each month for the purpose of dry cleaning and neat appearance at work.

The Company will pay for uniform alteration as approved by management.

23.02 Upon the presentation of a paid receipt, the Company will supply the full-time Rapid Return Agents and Select and Go Agents with a safety shoe allowance of one hundred fifteen dollars ($115) and part-time Rapid Return Agents and Select and Go Agents with seventy dollars ($70) per year. Such approved safety shoes must be oil resistant and worn at all times. The payments will be made once per year.

Upon the presentation of a paid receipt, the Company will supply the full-time Rental Sales Associates with a safety shoe-allowance of ninety dollars ($90) and part-time Rental Sales Associates with seventy dollars ($70) per year. Such approved safety shoes must be worn at all times. The payments will be made once per year.

ARTICLE 24 - CHARITABLE DONATIONS

24.01 While the Company and the Union are fully in favour of charitable causes, it is agreed that employees' donations to charity funds shall be on a strictly voluntary basis.

ARTICLE 25 - DECENT LANGUAGE

25.01 The employer and the employees, in their relations with one another and with their clients, and the public, shall, at all times, use polite and decent language.

25.02 The parties agree to collaborate with a view to rapidly correcting any situation where impolite language would be brought to their attention.

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ARTICLE 26 - HEALTH & SAFETY

26.01 (a) Advances in Cases of Working Accidents:

In the event an employee is unable to complete his shift, such employee shall be paid by the Employer for the remaining hours of the shift which he would have worked except for the accident. The aforesaid payment is conditional upon the continuation of the present situation whereby the Workers Safety and Insurance Board of Ontario does not pay compensation for the first day of an industrial accident.

(b) The employee will provide the Company from time to time with updated medical information and expected date of return.

26.02 (a) Joint Health & Safety Committee:

There shall be a Health & Safety Committee at the Airport location as per the Occupational Health and Safety Act of Ontario. The Health and Safety Committee shall be composed of two (2) members of Management and two (2) bargaining unit employees elected or appointed by the Union. The Committee shall meet at least once every three (3) months. Minutes of the meetings shall be kept and shall be posted in all locations, along with the names of the members of the Committee.

Anyone who has a Health and Safety concern shall contact his supervisor and the Health & Safety Committee. Such meeting shall be held during the employee's regular working hours.

(b) Reinstatement under Bill162- Workers Safety & Insurance Board

The Company agrees to notify the Union about any and all cases in which injured workers are being accommodated under Bill 162 of the Workers' Compensation Act.

ARTICLE 27 - GENERAL

27.01 The Company will provide all employees appropriate Identification Cards.

27.02 The Company will provide the Union with a seniority list, updated quarterly.

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27.03 An employee who is absent from work as a result of illness or injury whether work related or otherwise for a period of time longer than three (3) consecutive days, or more than five (5) non-consecutive days in a three (3) month period, will be required by the Company to furnish appropriate medical evidence of such illness or injury if requested and the Company will reimburse the employee a maximum of $10.00 for the cost of the note if a fee was charged.

27.04 Discipline will be removed from an employee's file/record if the employee has a clear record for eighteen (18) months. An employee may request to see their personnel file upon two weeks notice.

ARTICLE 28 - DURATION

28.01 This Agreement shall become effective on the 1st day of September 2016 and shall remain in full force and effect until the 31st day of August, 2019, and thereafter shall continue to operate for successive terms of one (1) year unless either party gives to the other written notice of termination or of its desire to bargain with a view to the renewal of the Agreement or the making of a new Agreement. Such written notice may be given within the period of ninety (90) days before this Agreement ceases to operate or during a similar ninety (90) days period at the end of each year that this Agreement continues to operate.

3(-r ~ Signed by the parties this day of 'J Pfl./c./ ~ , 2017

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APPENDIX "A"- WAGES

The following wage rates will be effective for all employees covered by this agreement.

A. After the employee reaches the top of the grid, on the next effective contract anniversary date, the employee will receive the increase listed for that effective contract anniversary date then receive the next increase (if applicable) on the next contract anniversary date:

09/01/16 03/01/17 09/01/17 03/01/18 09/01/18 03/01/19

$0.25 $0.30 $0.25 $0.30 $0.25 $0.30

B. All employees hired after September 15\ 2007 shall receive increases in

accordance to the grid below:

RSA S&G RRA

Start $13.50 $13.50 $12.50

6 Months $14.00 $14.00 $13.25

12 Months $14.50 $14.50 $14.00

18 Months $15.00 $15.00 $14.75

24 Months $15.50 $15.50 $15.00

30 Months $16.00 $16.00 $15.50

36 Months $16.50 $16.50 $16.00

48 Months $16.75 $16.75 $16.50

C. Employees who are not covered by the grid above shall receive the following increases:

09/01/16 03/01/17 09/01/17 03/01/18 09/01/18 03/01/19

$0.25 $0.30 $0.25 $0.30 $0.25 $0.30

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APPENDIX "A" -WAGES

The part-time employee's rate of pay will increase based on:

Every one hundred and ten (11 0) hours worked will be equal to one (1) month's progression on the wage scale.

The Company will pay a thirty cent (30¢) per hour premium for all full-time employees who are scheduled a shift pursuant to Article 3.01 (iii).

Should the Company choose to formally designate employees to act as Lead Hands, then that person would receive a premium of one dollar and twenty-five cents ($1.25) per hour.

The normal practice of the Company in respect to employees who are promoted to a higher classification is that such an individual will not suffer a wage loss but instead will be placed a the next wage progress level in the new classification.

A shift premium of twenty-five cents (25¢) per hour will be paid for all hours worked if 50% or more of the hours in the scheduled shift are past 10:00 pm.

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LETTER OF AGREEMENT

BETWEEN: BUDGET CAR RENTALS TORONTO LIMITED

AND: UNITED FOOD AND COMMERCIAL WORKERS CANADA, LOCAL 175

RE: #1 Switching Shifts

Employees will be allowed five (5) switches per month so long as the following conditions are met:

1. The employees concerned shall provide two (2) days notice in writing of such shift exchange request to their immediate supervisor;·

2. No employee shall work more than one extra shift per week as a result of such exchanges;

3. Shift exchanges shall not be permitted if it causes an employee to work more than one shift in a day.

4. All such exchanges shall be worked at the employees regular hourly rate for the shift he was originally scheduled to work.

5. Shift exchange requests that comply with the conditions of this letter of understanding shall not be unreasonably denied.

6. The Company shall not be responsible or liable for overtime claims and noncompliance with the above provision that might arise or accrue as a result of change of shifts.

7. All shift switches must be completed within the same pay period.

8. Failure (unless for a bonifide reason) to report for your approved switch may result in losing shift switch privileges for up to the next two (2) months.

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3 sr Signed by the parties this f day of .::;-P.n.Jv ~~ ' 2017

FOR THE~

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LETTER OF AGREEMENT



RE: #2 Education Fund

It is agreed that Budget Car Rentals Toronto limited will donate fifteen hundred dollars ($1500.00) each year to the Local175 Education Fund on July 1st of each year of the contract.

Signed by the parties this 3 ( rr day of ~u~ , 2017

FORTH~

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LETTER OF AGREEMENT



RE: #3 Cash Handling

Company proposes new procedure for handling cash at the terminals to insure only one counter representative to handle cash per terminal per shift. Cash drawer to be locked during breaks.

J ~r ~ Signed by the parties this I day of U ~~~ , 2017

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LETTER OF AGREEMENT


AND: UNITED FOOD AND COMMERCIAL WORKERS, LOCAL 175

RE: #4 Closing Shift Parking

The Company will allow closing shift employees to shuttle to the employee parking lot prior to the end of their shift to pick up their personal vehicle and immediately return to the terminal to park. Employees must receive management approval before leaving their workstation. Movement of vehicle may be done on Company time.

9 J-j ~ Signed by the parties this -..::,/ day of .... J ~P ~ , 2017

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LETTER OF AGREEMENT



RE: #5 Employer's Letter- Re: Article 2.7

In respect to your concerns with Article 2.07 of the Collective Agreement, I assure you it is not the Company's intention to have managers doing bargaining unit work on a regular basis. I also assure you that we do not support managers doing bargaining unit work as this is not the function for which we pay them.

Notwithstanding this, we are in the business of serving customers and, therefore, from time to time, we absolutely require the right afforded to us in Article 2.07.

When it is necessary for managers to do bargaining unit work, management will notify a steward if one is available in the worksites. The Company and the stewards will also take up any concerns in regards to this issue at the Joint Labour Management Committee meetings.

t:) fl r;-Signed by the parties this 2 ( day of '1,.,-;f~ , 2017

FOR THE COMP

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LETTER OF AGREEMENT



RE: #6 Replacing Absent Employees

The Employer shall make every possible effort to replace absent, as well as vacant positions on a timely basis.

3 csr- tJ"" Signed by the parties this ( day of ve:a,...e ~ , 2017

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LETTER OF AGREEMENT



RE: #7 Job Accommodation

It is agreed in the event an employee is displaced from their position and laid off; the employee will be offered the option to become a shuttler under the Avis Collective Agreement if the hours are available. Should they do this, they will not carry any seniority to the Avis Agreement and laid off Avis employees will have the first right to the available positions. However, for the purposes of wages (shuttler grid) and entitlements the employees' years of service with the company shall be counted.

1t'r ~ Signed by the parties this ..) day of -..J ~ t/ fHVJ , 2017

35

LETTER OF AGREEMENT



RE: #8 Rapid Return Agent Classification

CREATION OF AVISCAR RETURN AGENT CLASSIFICATION:

A Rapid Return Agent classification will be created upon ratification within the Aviscar collective bargaining agreement. This classification will initially be filled from the existing current Aviscar Rental Sales Agents on a voluntary basis by seniority. If not enough current Aviscar Rental Sales Agents volunteer, the lowest seniority current Aviscar Rental Sales Agents may be moved from the Rental Sales Agent classification to the Aviscar Rapid Return Agents classification until the minimum staffing number is reached to support the business.

INTERMINGLING OF AVISCAR & BUDGETCAR CHECKINS:

Employees in this classification will process returns for both Avis and Budget customers and will work as one intermingled classification with the existing Budget Rapid Return agents to ensure that all customers are serviced. The existing Rapid Return Agents at Budget will remain in their respective Collective Bargaining Agreement until such time they exit from the Company or the classification.

OVERTIME & SCHEDULING:

There will be a common dovetailed seniority list for purposes of overtime and scheduling (shift bids, vacation selection, and holidays). In the event of a long term leave, referenced in Article 3.06, where the absence needs to be covered by a part time employee, this coverage will be provided first by a part time employee from the same brand as the absent employee in seniority order.

LAYOFF & RECALL:

The common (Avis and Budget) seniority list within the rapid return agent classification will be used for purposes of layoff and recall. Employees will be laid off and recalled based on their seniority. Refer to article 18.02 (of Avis CBA) for details on administration.

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Existing Avis rental sales agents who moved to the new rapid return agent classification shall have the ability to bump into the rental sales agent classification, if their seniority allows.

INCREASING THE WORKFORCE:

In increasing the workforce or replacing attrition, new employees hired into the Rapid Return Agent classification will be covered by the Aviscar collective bargaining agreement. In the advancement of employees to higher paid jobs when ability, merit and capacity are equal, employees with the highest seniority will be given preference.

PAY RATE:

Existing Aviscar employees who are placed in this Rapid Return Agent classification will be paid at the rate of an Avis Rental Sales Associates. Upon ratification, any new employees hired into the classification will fall into an established wage rate and progression as set forth below.

Other administrative items that may arise regarding the Rapid Return Agent classification shall be governed by the respective collective bargaining agreement. Shift bid for Budget Return Agents will be honored for 8.5 hours of work.

~ rr- ~ Signed by the parties this 5( day of ~9,.( v~fZJ-1 , 2017

37

LETTER OF AGREEMENT


AND: UNITED FOOD AND COMMERCIAL WORKERS, LOCAL175

RE: #9 Counter Assignments Between Terminals

It was agreed between the parties during the course of the 2013 negotiations that the Company will endeavor to rotate counter assignments between the terminals on a fair basis.

_Signed by the parties this '? sr ~ rf dayofJ~v~ ,2017

38

LETTER OF AGREEMENT



RE: #1 0 Rapid Return Agents and Select and Go Agents

It was agreed between the parties during the course of the 2013 negotiations that the parties will follow the terms of the Avis Collective Agreement with respect to the scheduling of Budget Rapid Return Agents and Select and Go Agents to work a Statutory Holiday.

:;,sr (/ Signed by the parties this~ day of ""-JM- v ~ , 2017

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BETWEEN:

AND:

LETTER OF AGREEMENT

BUDGET CAR RENTALS TORONTO LIMITED

UNITED FOOD AND COMMERCIAL WORKERS, LOCAL 175

RE: #11 Wage Adjustment

The Company agrees to pay the following equity wage adjustment, on a one-time, nonprecedent setting basis:

09/01/18 03/01/19

$0.05 $0.05

The equity wage adjustments set forth above are in addition to the out of grid increases set forth in Schedule "A" of the Collective Agreement.

The Following employees are eligible for the equity wage adjustment:

Reum Smith Anand Anchan Satruan Singh Kugathas Rajaratnam Abdi Kahyre Dina Rocha Abdimahad Nur Mary Abraha Jennifer Holness Henrietta Gordon Cornelia Nierva Sherine McPherson Miriam Duque

. ~r r;-Signed by the parties this .5 ( day of :..Jpt.(v~ , 2017

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LETTER OF AGREEMENT

BETWEEN:

AND:

BUDGET CAR RENTALS TORONTO LIMITED

UNITED FOOD AND COMMERCIAL WORKERS, LOCAL 175

RE: #12 Cross-Utilization of Rental Sales Associates for Avis and Budget

During the 2016 negotiations to renew the Collective Agreements between Aviscar, Inc and UFCW Local 175 and Budgetcar, Inc and UFCW Local 175, respectively, the parties agreed to the cross-utilization of volunteer Rental Sales Associates between the Avis and Budget rental counters, under the following conditions:

1. This Agreement covers the rental counters at the Toronto Pearson International Airport only.

2. Where customer demand has created a back-up at a rental counter of either Avis or Budget, respectively, the Company, at its sole discretion, may request volunteer Rental Sales Associates, who are on duty at that time, from the other brand to assist customers (that is, rent vehicles) at that rental counter. Once the customer demand is alleviated, the Rental Sales Associate will return to his/her respective work area.

3. Prior to requesting volunteers, the manger on duty will inform the Shop Steward on duty at that time or, in the event the Shop Steward is not available, the most senior Rental Sales Associate on duty at the time.

4. The Company agrees it will not use this Agreement as a subterfuge to avoid overtime, replacing absent employees or hiring employees at a particular brand. ·

5. In the event of any disputes arising out of this Agreement, the parties agree to meet at their earliest convenience to resolve any disputes.

6. This Agreement shall not constitute precedent for any other situation that may arise and shall not be referred to or relied on by either party in any other matter except as it relates to the enforcement of this Letter of Understanding.

7. The Agreement shall be in effect through the expiration of the Collective Agreement August 31, 2019. The parties agree to review this Letter of Understanding during future negotiations. On contract expiration, upon reasonable notice, either party reserves the right, in its discretion, to cancel this Letter of Understanding.

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J sr- ~ Signed by the parties this f day of '../,...rt./~ , 2017

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