GENERAL STORAGE SYSTEMS LTD

2995 PAGE STREET LONDON, ONTARIO

hereinafter referred to as the “Company”

and

UNITED STEEL, PAPER AND FORESTRY,

RUBBER, MANUFACTURING, ENERGY,

INDUSTRIAL AND SERVICE WORKERS INTERNATIONAL UNION

(UNITED STEELWORKERS)

hereinafter referred to as the “Union”

February 1, 2016 to January 31, 2019

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TABLE OF CONTENTS

ARTICLE I – PURPOSE ............................................................................................................1

ARTICLE II - NO STRIKES OR LOCKOUTS .............................................................................1

ARTICLE III - RECOGNITION ...................................................................................................2

ARTICLE IV – MANAGEMENT RIGHTS ...................................................................................2

CONTRACTING OUT .....................................................................................................3

ARTICLE V - UNION SECURITY ...............................................................................................4

ARTICLE VI – REPRESENTATION ...........................................................................................6

ARTICLE VII - GRIEVANCES ....................................................................................................7

Step 1 ..............................................................................................................................7

Step 2 ..............................................................................................................................8

Step 3 ..............................................................................................................................9

Step 4 – ARBITRATION ..................................................................................................9

POLICY GRIEVANCE ................................................................................................... 10

ARTICLE VIII – SENIORITY .................................................................................................... 11

LAYOFFS ...................................................................................................................... 15

CONDITIONS OF SEVERANCE ALLOWANCE ........................................................... 16

ELIGIBILITY .................................................................................................................. 16

SCALE OF ALLOWANCE ............................................................................................. 16

CALCULATION OF ALLOWANCE ................................................................................ 16

PAYMENT OF ALLOWANCE TERMINATION .............................................................. 16

RECALL ........................................................................................................................ 17

JOB POSTING .............................................................................................................. 17

PREGNANCY LEAVE ................................................................................................... 19

ARTICLE IX - DISCHARGE AND DISCIPLINARY PROCEDURE ........................................... 19

ARTICLE X - WAGES .............................................................................................................. 21

CALL-IN PAY ................................................................................................................ 23

SHIFT PREMIUMS ........................................................................................................ 23

ARTICLE XI – HOURS OF WORK AND OVERTIME .............................................................. 25

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ARTICLE XII – STATUTORY HOLIDAYS ................................................................................ 27

ARTICLE XIII – VACATIONS ................................................................................................... 29

ARTICLE XIV – BULLETIN BOARD ........................................................................................ 33

ARTICLE XV – LEAVE OF ABSENCE..................................................................................... 33

ARTICLE XVI – SAFETY AND HEALTH.................................................................................. 34

ARTICLE XVII – EMPLOYEES WITH DISABILITIES AND STUDENT EMPLOYEES ............. 37

EMPLOYEES WITH DISABILITIES ......................................................................................... 37

STUDENT EMPLOYEES .............................................................................................. 37

ARTICLE XVIII – GROUP INSURANCE .................................................................................. 38

BEREAVEMENT CLAUSE ............................................................................................ 40

COURT DUTY ............................................................................................................... 41

ARTICLE XIX – DURATION OF AGREEMENT ....................................................................... 42

APPENDIX “A” - TIME STUDIES .............................................................................................. A

ARTICLE 1 - TIME STUDIES .................................................................................................... C

DUTIES OF TIME STANDARD STEWARD ................................................................... D

APPENDIX “B” - PENSION PLAN ..............................................................................................I

APPENDIX “C” - COST-OF-LIVING ...........................................................................................L

Negotiating Committee ................................................................................................... M

Educational Leave .......................................................................................................... M

APPENDIX “D” - OCCUPATIONAL WORK RATES ................................................................. N

GSS QUARTERLY INCENTIVE PLAN (BONUS PLAN) ........................................................... O

TEN [10] HOUR SHIFTS ........................................................................................................... Q

JOB TRAINING OPPORTUNITY .............................................................................................. R

LETTER OF UNDERSTANDING .............................................................................................. S

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ARTICLE I – PURPOSE

1:01 The general purpose of this Agreement is to provide a

practical method co-operation between the Company and its

employees, to the mutual advantage of both. The Company

desires to provide the best possible conditions of employment

and the Union desires to assist in every possible way in

increasing the productivity of individual workers.

1:02 Furthermore, it is the intent to provide an orderly and peaceful

means of conducting negotiations and resolving any

misunderstanding or grievances and to set forth herein the

Agreement between the parties, covering wages, hours of

work and other conditions of employment.

1:03 Where the word ‘he, his or they’ is referred to in the

agreement, both parties agree it pertains to both male and

female.

ARTICLE II - NO STRIKES OR LOCKOUTS

2:01 During the continuance of this Agreement, there shall be no

strikes of any kind, stoppages of work, slowdowns or

interruptions of the Company’s business by the Union or the

employees and there shall be no lockouts by the Company.

Any employee who engages in any slowdown, work

stoppages or strike of any kind, instead of fully complying with

the grievance procedure, shall be subject to discharge.

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ARTICLE III - RECOGNITION

3:01 The Company recognizes the Union as the sole collective

bargaining agency for those employees in the bargaining unit

as set out below.

3:02 The bargaining unit includes all production employees,

maintenance and office employees, save and except

supervisors, persons above the rank of supervisor, salesmen,

salaried staff, students employed during school vacation

period and persons in training for these positions as excluded

from the bargaining unit.

ARTICLE IV – MANAGEMENT RIGHTS

4:01 The Company shall be entitled to exercise all the usual rights

of management which are not expressly modified by this

Agreement and more particularly and without limiting the

generality of the foregoing, it is the exclusive right of the

Company, subject to the provision of this agreement, to:

[a] direct its working forces;

[b] plan, direct and control its plant operations;

[c] schedule and assign work to employees;

[d] determine the means, methods, processes and

schedules of its operations;

[e] establish reasonable production and operating standards

in order to maintain the efficiency of the employees;

[f] establish reasonable company rules and regulations;

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[g] hire, transfer, or lay-off employees and to relieve

employees from duties and to suspend, demote,

discharge and otherwise discipline employees for just

cause;

[h] to determine the locations of its plants, the products to

be manufactured, the scheduling of its production and its

methods, processes and means of manufacturing;

[i] Send the employee home for the safety of fellow workers

and himself, if an employee seems to be under the

influence of drugs or alcohol during his scheduled

working hours.

CONTRACTING OUT

4:02 The Company intends to keep as much work in the plant as is

economically sound, but from time to time, competitive costs

may make it necessary to have work done by other than

Bargaining Unit employees. The Company, however, agrees

not to contract work out that is normally performed exclusively

by Bargaining Unit Employees without giving the Union three

[3] months’ notice of its intention to do so. However, this

particular restriction does not apply to the following:

Building construction and the making of machinery and

toolage;

Building toolage and equipment maintenance;

Purchase of component parts and repair parts;

Product development;

Products manufactured by affiliated companies;

Purchase of lines for resale;

Tool and product design;

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Cleaning of premises, security services and property

maintenance;

Lawn maintenance provided there are no bargaining unit

employees on layoff;

Assisting bargaining unit employees in the counting and

writing up of inventory tickets.

The Company will advise the Union by having a meeting with

the Union Grievance Committee. At the request of the Union,

the Company will meet with the Union Grievance Committee

to discuss and consider any proposal of the Union to keep

work in the plant.

ARTICLE V - UNION SECURITY

5:01 It is understood and agreed by the parties hereto that all

bargaining unit employees who have served their

probationary period shall become and remain members of the

Union as a condition of employment for the life of this

Agreement.

5:02 [a] The Company shall deduct Union dues including, where

applicable, initiation fees and assessments, on a weekly

basis from the wages of each employee covered by this

Agreement. The amount of dues shall be calculated in

accordance with the Union’s Constitution.

[b] All dues, initiation fees and assessments shall be

remitted to the Union forthwith and in any event no later

than fifteen (15) days following the last day of the month

in which the remittance was deducted. The remittance

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shall be sent to the International Secretary-Treasurer of

United Steelworkers, AFL-CIO-CLC, P.O. Box 9083,

Commerce Court Postal Station, Toronto, Ontario, M5L

1K1 in such form as shall be directed by the Union to the

Company along with a completed Dues Remittance

Form R-115. A copy of the Dues Remittance Form R-

115 will also be sent to the Union Staff Representative at

119 Exeter Road, Unit ‘K’, London, Ontario, N6L 1A4.

[c] The remittance and Form R-115 shall be accompanied

by a statement containing the following information:

1. A list of the names of all employees from whom

dues were deducted and the amount of dues

deducted.

2. A list of the name of all employees from whom no

deductions have been made and reasons.

3. This information shall be sent to both Union

addresses identified in Article 5:02 in such form as

shall be directed by the Union to the Company.

[d] The Union shall indemnity and save the Company

harmless against all claims or other forms of liability that

may arise out of any actions taken by the Company in

compliance with this Article.

[e] The Company, when preparing T-4 slips for the

employees, will enter the amount of Union dues paid by

the employees during the previous year.

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5:03 No supervisor or persons above the rank of supervisor shall

perform bargaining work when regular employees are

available, except for the employees training and when

qualified employees are not available to make emergency

repairs.

ARTICLE VI – REPRESENTATION

6:01 The negotiating [bargaining] committee of the Union will

include not more than three [3] employees, for negotiation of

agreements. The negotiating committee may be accompanied

by a Union staff representative. The Union will give the

Company the names of representatives on the negotiating

committee before the negotiations commence. The committee

of the Union will include not more than three [3] employees at

any specified time.

6:02 The Company agrees to recognize a Grievance Committee

selected by the Union and comprised of three [3] persons

from which two [2] persons will represent the employees as

follows as per 6:04.

[a] In all matters pertaining to the processing of grievances

as set out in Article VII of this Agreement.

[b] When problems arise pertaining to hours or work, rates

of pay, general working conditions or terms and

conditions of employment.

6:03 Within fifteen [15] days of the signing of this Agreement, the

Union shall give the Plant Manager a list of the names of its

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Grievance Committee members and shall promptly advise the

Plant Manager of any subsequent changes therein.

6:04 With the approval [such approval shall not be unreasonably

withheld] of the supervisor, members of the Grievance

Committee shall be permitted to leave their regular duties for

a reasonable length of time to investigate and negotiate

grievances. The Union agrees that such interruptions of work

should be arranged at times that will cause the least possible

interference with production. Grievance time will be paid to

two [2] grievance committee members, and the grievor if

necessary, by the Company for up to two [2] hours spent

during regular scheduled meetings with management

representatives at a mutually agreed meeting time, but no

grievance time shall be paid for when grievances are

investigated or negotiated outside regular working hours.

6.05 The Company will pay all Union stewards for all authorized

Union business in writing and charge 135% to cover the

wages and benefits to the Local Union monthly for

reimbursement.

ARTICLE VII - GRIEVANCES

Step 1

7:01 It is the mutual desire of the parties that complaints of

employees shall be adjusted as quickly as possible. Both

parties, therefore, recognize the supervisors shall be informed

as quickly as possible by the committeeman, employee, or

both, of any complaint. Under ordinary circumstances, a

grievance does not exist until the supervisor has had

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adequate time to investigate and deal with the matter. It shall

be mandatory that the supervisor and the committeeman

concerned fully discuss the grievance and make a positive

effort to resolve the matter. In the event no satisfactory

settlement is reached, the employee’s committeeman shall

state the grievance of the employee in writing on three [3]

copies of the grievance form signed by the grievor[s] and

deliver such copies to the immediate supervisor. The

supervisor shall state his decision in writing on all such copies

and deliver a copy to the grievor, the grievor’s committeeman,

and the Personnel Manager or a designate, within two [2]

working days and it is understood that two [2] working days

will be deemed sufficient time to cover Step One of the

Grievance Procedure in its entirety.

No grievance shall be considered arising from a complaint

that was not lodged within ten [10] working days after the

cause of the complaint shall have become known.

Step 2

7:02 If the grievance is not settled satisfactorily, the committeeman

shall within three [3] working days after the answer of the

supervisor, refer the grievance to the Personnel Manager or a

designate. The Personnel Manager will arrange a meeting

with the grievor and his committeeman within three [3]

working days from the receipt of the grievance. The

Personnel Manager shall render a decision in writing within

three [3] working days of this meeting.

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Step 3

7:03 If the grievance is not settled satisfactorily, the committeeman

shall, within three [3] working days of receipt of the answer of

the Personnel Manager, refer the grievance to the Plant

Manager. The Plant Manager, or his designate, will arrange a

meeting, scheduled at a mutually agreeable time, within five

[5] working days from the receipt of the grievance to discuss

the grievor’s complaint with the Union. The Union shall be

represented at such meeting by the Grievance Committee

and at the request of either party, a full-time representative of

the Union. At the request of the Union, the grievor may be

present at such meeting to assist in putting forward the

particulars of his complaint. Within ten [10] working days

after such meeting, the Plant Manager shall state the decision

of the Company in writing on all three [3] copies of the

grievance, forwarding one copy to the grievor, one copy to the

Union chairman, and retaining one copy.

Step 4 – ARBITRATION

7:04 [a] If not then settled satisfactorily, the grievance shall within

thirty [30] days of the reply to Step 3 be submitted to a

single arbitrator, mutually agreed upon, by writing to the

Plant Manager.

[b] Each of the parties hereto will bear jointly the expenses

of the arbitrator, if any. Any other expenses incurred by

either party shall be borne by the party incurring those

expenses.

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[c] The arbitrator shall not have the jurisdiction to alter or

change any of the provisions of this Agreement or to

substitute any new provisions in lieu thereof, nor give

any decisions inconsistent with the terms and provisions

of this Agreement or to deal with any matter not covered

by this Agreement.

[d] The decision of the arbitrator shall be final and binding to

the parties.

7:05 At any stage of the grievance procedure, up to and including

arbitration, settlement of a grievance shall include such

provision of retroactive pay as is reasonable in the

circumstances. However, it is agreed that no award in which

retroactive pay is involved shall be made which is in excess of

ten [10] working days preceding the lodging of the grievance

to the supervisor. Clerical and mathematical errors are

excepted from these limitations.

7:06 Time limits set out in this section may be extended by mutual

agreement in writing.

7:07 Once a grievance has been lodged, no supervisor or

Company official shall discuss said grievance with the

aggrieved employee except in the presence of a

committeeman and/or other Union official.

POLICY GRIEVANCE

7:08 Grievances which allege a misinterpretation or violation of a

provision of this contract and which could not otherwise be

resolved in the lower steps of the Grievance Procedure,

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because of the nature of the subject matter, will be filed at

Step 3 of the Grievance Procedure, by either party and will be

processed in accordance with the provisions set out in the

Grievance and Arbitration Procedures.

7:09 If a grievance involving a discharge has been referred to

arbitration, the parties shall attempt, without prejudice, to

settle such grievance with the assistance of a grievance

mediator prior to the date of a hearing. Any settlement

agreed to by the parties shall be final and binding upon the

parties and the grievor. If the parties fail to agree on a

settlement, the grievance may still be the subject of an

arbitration hearing. The parties shall jointly and equally bear

the cost of the mediator’s fees.

ARTICLE VIII – SENIORITY

8:01 Fundamentally, rules respecting seniority are made because

the parties recognize that job opportunity and security should

increase in proportion to length of service. In recognition,

however, of the responsibility of management and agreed

that, in all cases of promotion, demotion, transfer, increase or

decrease of the working force and rehiring after layoff, ability

to perform the work shall be considered as provided in

Section 8:07.

8:02 Continuous service means the period of unbroken service of

an employee with the Company, as shown by the Company

records, prior to the date of actual retirement, computed from

the latter of:

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[1] 90 days worked, previous to the hours accumulated, or

[2] the date of re-employment, following the last break in

such service, if any.

8:03 An employee’s seniority shall be evaluated in years, months

and days, and shall be subject to the following provisions:

[a] Seniority shall be maintained and accumulated for

eighteen [18] months during absence

due to sickness or accident.

[b] In the case of layoff due to lack of work, seniority of a

non-probationary employee shall remain and accumulate

for a period not to exceed his length of service at the

time of layoff or up to a maximum of eighteen [18]

months. All benefits will be paid for one [1] month from

day of layoff.

[c] When an employee is transferred from the Bargaining

Unit to a position outside the Bargaining Unit, he shall

continue to accumulate seniority for a period of six [6]

months' probation, and if such employee returns to the

Bargaining Unit prior to the expiring of the six [6] months,

he shall return to the available job with such

accumulated seniority. An employee returning to the

Bargaining Unit after the six [6] month period shall return

only to the junior seniority position of the seniority list on

which he has recognized seniority and shall have

seniority accumulated from the date of his return to the

Bargaining Unit.

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8:04 All new employees hired shall be on a probationary basis until

they have 90 days worked, provided, however, that by mutual

agreement between the Company and the Union this period

may be extended in the case of individual employees. This

agreement must be in writing and it is the Company’s

responsibility to inform the employees. The 90 days worked

must be within a six [6] month period. Upon attainment of 90

days worked, an employee’s seniority shall be established as

per 8:06[a]. A probationary employee may be discharged at

the discretion of the Company. All discharges under this

clause shall be investigated and approved by the Plant

Manager.

8:05 Subject to the Canadian Human Rights Act, an employee

shall lose his seniority and his name shall be removed from

any seniority list (thus deemed to have their employment

terminated) for any of the following reasons:

[a] If an employee voluntarily quits.

[b] If the employee is discharged and is not reinstated in

accordance with the provisions of this Agreement.

[c] If an employee is laid-off and fails to contact the

Company within two (2) working days of being recalled

by registered letter or telephone to his last known

address as per Article 8:11 to signify his intent to return

to work, and if he fails to return to work within five (5)

calendar days of being recalled unless he has a valid

reason for failing to report within the above time limits.

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[d] If the employee does not return to work on his next

scheduled shift following the expiration of a leave of

absence, unless he has a valid reason for failing to

report.

[e] If he is absent without permission from work for more

than three [3] consecutive days unless he has a valid

reason for his absence.

[f] Is laid off because of lack of work for a period exceeding

his seniority at the time of the layoff not to exceed

eighteen [18] months, whichever is less.

[g] On retirement.

8:06 Seniority lists shall be made up as follows:

[a] The Company shall maintain up-to-date seniority lists

showing each employee in the order of his seniority with

his name, employment number, hiring date, classification

and job title. In cases where upon completion of 90 days

worked by more than one employee, the older or oldest

employee will be ranked as having the greater seniority.

Seniority lists shall be supplied every six [6] months.

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[b] The Company shall supply the Union, weekly, with

information of all employees hired, rehired, promoted,

laid off or discharged during the preceding week.

8:07 [a] In all cases of promotion, temporary transfers, layoff,

increase or decrease of the workforce, and rehiring after

layoff, a senior employee shall be entitled to preference

provided that he has the skill and ability to perform the

job, or within a reasonable time satisfactorily perform the

job. Maximum reasonable time shall be up to five [5]

days.

[b] Any employee who is displaced from his job for more

than one [1] day can displace only the most junior

employee within his classification or displace the most

junior employee in the plant.

LAYOFFS

8:08 [a] In all cases of layoff, the junior employee on the seniority

list will be the first to be laid off and senior employees

shall be retained in accordance with 8:07 above, except

where special qualifications necessary for certain work

can be demonstrated by the Company to the Union. This

provision shall not apply to a layoff of one [1] day or less

duration.

[b] The employee shall have the right to displace only an

employee affected by the layoff.

[c] In the event of a layoff due to lack of work, the Company

will endeavour to give the Union one [1] week notice

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prior to layoff notice, indicating approximately the

number of employees to be affected.

CONDITIONS OF SEVERANCE ALLOWANCE

8:09 [a] When the Company closes permanently a plant, or

substantial portion thereof resulting in the termination of

employees, employees shall be entitled to a severance

allowance in accordance with the subject to the following

provisions:

ELIGIBILITY

[b] Such an employee, to be eligible for a severance

allowance, shall have accumulated three [3] or more

years of continuous Company service as computed in

accordance with the seniority article of the Agreement.

SCALE OF ALLOWANCE

[c] An eligible individual shall receive severance allowance

based on one [1] week of pay for each year of

continuous Company service up to a maximum of

twenty-six [26] weeks.

CALCULATION OF ALLOWANCE

[d] A week’s severance allowance shall be determined in

accordance with the provisions for calculation of

vacation allowance as set forth in the vacations article of

this Agreement.

PAYMENT OF ALLOWANCE TERMINATION

[e] Payment shall be made in a lump sum at the time of

termination. Acceptance of severance allowance shall

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terminate employment and continuous service for all

purposes under this Agreement. Payments made under

this provision will not be duplicated by any monies

payable under the Employment Standards Act.

RECALL

8:10 [a] After a layoff of thirty [30] working days or longer, an

employee will lose his posting. All vacancies resulting

from the return of business shall be posted. These

postings will be open to all employees according to the

provisions of Article 8:12. The vacancies existing upon

the completion of the posting procedure will be filled by

the senior employee[s] on layoff as per the Recall

Provisions.

[b] An employee who has been laid off shall, when work

becomes available, be entitled to be recalled on the

basis of his seniority and in accordance with Article 8:07.

The Union shall be notified promptly of all employees

recalled. Employees so notified must communicate

immediately with the Company subject to the sanctions

provided in Article 8:05.

8:11 In order to protect their seniority, employees who are laid-off

must advise the Company in writing of contact information.

JOB POSTING

8:12 [a] All permanent job vacancies shall be posted on the

bulletin board. All employees shall have three [3]

working days to bid for the job. Applications will be

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selected in accordance with the provisions of Article 8:07

of the Agreement. Successful applicants will not be

permitted to apply for jobs under the job posting

procedure for six [6] months. Vacancies may be filled on

a temporary basis in order that production and

maintenance schedules may not be interrupted until

such vacancy has been filled. Subsequent jobs will be

posted for one [1] full working day. Any employees who

do not hold a permanent posting shall be assigned to

available postings. Employees assigned to postings

remain in this posting until they successfully bid into a

permanent posting.

[b] An employee promoted to vacant position may serve a

probationary period of thirty [30] days and if, during the

period, it is obvious that he is unable to perform the new

duties satisfactorily, he shall revert to the former position

and classification at the former salary rate.

[c] For the job classifications of Apprentice Millwright,

Maintenance Millwright/Set-Up and Operators, the

Company may post for specific qualifications to ensure

the safe operation of the equipment by only qualified

operators. If applicants from within the bargaining unit

fail to meet the qualifications which may result in a risk to

the health and safety to the equipment, operator or

others, the Company may train the most senior

employee who is capable of being trained from within the

bargaining unit or, if no employee is capable of being

trained, hire directly into the position provided the

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successful applicant for hiring meets or exceeds the

qualifications.

[d] In the event the Company creates any new classification

for which the Union is not excluded as being the sole

exclusive bargaining agent under Article 3:02, the Job

Posting procedure shall apply to such new

classifications.

8:13 Temporary job vacancies will be posted to cover extended

illness, leaves of absence and pregnancy leave. Employees

holding a temporary classification through the illness, leave of

absence and pregnancy leave will return to their previous

classification when permanently classified personnel return.

8:14 Unless mutually agreed, a temporary transfer is for a period

of thirty [30] days or less.

PREGNANCY LEAVE

8:15 If a female employee, because of her pregnancy wishes a

leave of absence, such a leave will be granted according to

the Ontario Employment Standards Act.

ARTICLE IX - DISCHARGE AND DISCIPLINARY PROCEDURE

9:01 When an employee receives a verbal warning, his steward

must be present, or the chief steward or finally an officer of

the Union must be present.

9:02 It is agreed that a verbal warning will be stricken from an

employee’s record after three [3] months from its occurrence;

a written warning will be stricken from an employee’s record

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six [6] months from its occurrence; a 1-day suspension

removed from an employee’s record nine [9] months from its

occurrence; a 3-day suspension removed from an employee’s

record twelve [12] months from its occurrence. Once

removed, they shall not be used in any future situations.

Discipline must be consistent in nature. If an employee is

suspended, the suspension will be served outside of the

plant, without pay. Terms of suspension are not negotiable.

The suspension will be served immediately following the

exhaustion of the grievance/arbitration procedure.

9:03 Before any employee is discharged or suspended for cause,

the chief steward shall be notified immediately and where

possible, be present at such meeting.

9:04 Any employee whom the Company suspends or discharges,

or whom it contends has lost their seniority under Article 8,

shall be retained at/or returned to active work until any

grievance contesting such suspension, discharge or break in

service question is finally resolved through the grievance and

arbitration procedure.

9:05 However, the employee may be removed from active work

[without pay] until the resolution of the grievance protesting

the suspension or discharge if the alleged cause for

suspension, discharge or termination presents a danger to

the safety of employees or equipment in the plant due to

fighting, theft, concerted refusal to perform their assigned

work.

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9:06 Grievances involving employees who are retained at work

under this provision will be handled in the Expedited

Arbitration Procedure unless the Union Staff Representative

and the Plant Manager mutually agree otherwise. If the

arbitrator upholds the suspension, discharge or break in

service of an employee retained at work, the penalty shall be

instituted after receipt of the arbitration decision.

9:07 The above references to suspensions, discharges and

termination are examples and are not intended to be all

inclusive, but indicate how various types of issues will be

handled.

9:08 If an employee is not to be retained at work in accordance

with the above, the employee shall have the right to interview

his Union steward for a period of fifteen [15] minutes before

leaving the premises. If additional time is required the Union

steward must request permission. Permission shall not be

unreasonably withheld.

9:09 Any grievance involving suspensions, discharges or

termination shall be filed at Step 3 of the Grievance

Procedure within three [3] working days of the action.

ARTICLE X - WAGES

10:01 [a] An employee who is transferred by the Company from

his group to another group shall be paid the regular

hourly rate of the group to which he is transferred,

provided that such rate is not less than that of his regular

group. If the rate of the group to which an employee is

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transferred, but not as a result of a layoff, is less than the

rate of his regular group, he shall be paid the rate of his

regular group during the period of such transfer.

[b] The Company shall not alter any work ticket without first

notifying the affected employee in writing of the reason

for such alteration. If a supervisor is considering altering

a ticket, he must first meet with the affected employee to

notify and discuss the change.

[c] Graduated Wages for Newly-Hired Employees

Probationary employees will be paid 75% of the current

posted Occupational Work Rate; upon completion of the

probationary period, all wages will increase with days of

service (seniority) as follows:

91-160 days worked from date of hire - 80% of the

current posted Occupational Work Rate.

161-260 days worked from date of hire – 85% of the

current posted Occupational Work Rate.

261-340 days worked from date of hire - 90% of the

current posted Occupational Work Rate.

After 341 days worked from date of hire, all wages will

be paid according to the Occupational Work Rate.

Days worked shall include paid vacation days, and paid

Statutory Holidays; does not include layoff.

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CALL-IN PAY

10:02 [a] Employees called into work on Saturdays, Sundays or

holidays shall be guaranteed four [4] hours’ work or pay

in lieu thereof, except if the work be emergency repairs,

which case the paragraph following applies.

[b] An employee who has already left the premises of the

Company after completion of his scheduled shift and

who is called for maintenance work shall be paid the

applicable overtime rate for all hours worked on recall,

up to the starting time of his scheduled shift. The

employee will be guaranteed a minimum four [4] hours

work, however if the employee chooses to leave before

completing four [4] hours work, he will be paid at

overtime rate for hours worked only.

SHIFT PREMIUMS

10:03 All employees working on shifts other than the regular day

shift shall be paid a bonus of forty [40] cents per hour on

second shift [afternoons] and fifty-five [55] cents per hours on

third shift [midnights] above the regular rates. This bonus

shall not be included in calculating overtime premium rates.

10:04 An employee working as a lead hand shall receive a premium

of forty [40] cents per hour. A Lead Hand is a person

selected to lead a group of employees in a department

because of leadership qualities and the ability to understand

and perform the work of the department. A Lead Hand has

no disciplinary authority; however, will assign work as

required and report job failure. A Lead Hand will assist or

replace employees within the department as required. An

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employee replacing Lead Hand employees temporarily, has

to perform the job for a minimum of forty [40] hours to obtain

Lead Hand compensation.

10:05 It is understood and agreed between the parties hereto that in

all instances where equal quantity and quality of work is

performed in a plant, equal wage rate shall be paid.

10:06 Employees injured at work who are unable to resume work

will be paid at their hourly rate for the balance of the shift if

they do not receive Workers’ Compensation for that day.

10:07 Except where his failure to receive notice is due to absence

on the immediately previous shift, or when the Company is

unable to provide work through uncontrollable circumstances

such as fire, failure of power or gas supply, etc., any

employee not told of a layoff and reporting for work at his

usual starting time shall receive one-half day’s work, or

wages in lieu thereof, for this first half shift. In the event of a

possible reduction of hours in the second half shift, the

Company shall attempt to place workers on other jobs.

10:08 The schedule of hourly rates and job classifications shall be

as listed in this agreement.

10:09 Pay period will be Monday to Sunday inclusive payable the

following Thursday. The Company will hold back one week’s

pay. Payment will be made by electronic funds transfer

[EFT].

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10:10 All occupational job classifications and groups are listed in

Appendix “D”.

ARTICLE XI – HOURS OF WORK AND OVERTIME

11:01 For the purpose of the following paragraphs, the work week

will consist of forty [40] hours; eight [8] hours a day, Monday

to Friday. The Company does not guarantee to provide work

for either of the daily or weekly hours noted above.

11:02 The Company agrees that it shall discuss necessary changes

in the regular shifts and work schedules as far in advance of

such changes as is practical.

11:03 In the event that additional shifts become necessary during

the life of this Agreement, the hours of such shifts shall be

worked out by mutual agreement between the Union and the

Company in writing.

11:04 Employees working on three [3] shift operations will be given

a twenty [20] minute lunch period in each shift which shall be

paid for by the Company at the employee’s regular rate.

11:05 All employees shall have one (1) ten (10) minute rest period

halfway through the morning and an additional break halfway

through the afternoon and a ten (10) minute clean-up time at

the end of their shift. The ten (10) minute clean-up is to be

used by employees to clean their work area and for personal

clean up. Day workers shall be paid during such periods at

the occupational rate of the jobs on which they are employed.

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11:06 An employee required to work more than eight (8) hours or

outside his regular scheduled hours per day or per night shall

be paid time and one-half (1 1/2) for the first eight (8) hours of

overtime and double (2) times thereafter, provided the

employee completes forty (40) hours worked during the

regular workweek. Verified absence, which shall include

WSIB, vacation, Union leave, sickness and accident,

bereavement leave, documented emergency day, statutory

holiday and layoff, shall apply towards the calculation of the

forty (40) hour criteria.

11:07 Except as herein expressly provided, employees required to

work on Saturday will be paid time and one-half [1 1/2] for the

first eight [8] hours and double [2] times thereafter.

11:08 Except as herein expressly provided, double [2] times will be

paid for all hours worked on Sunday.

11:09 Employees on continuous shift operation who work a sixth [6]

shift in any one [1] week period shall be paid one and one-

half [1 1/2] times their regular straight time rate for the first

eight [8] hours of the shift and double [2] thereafter. A

seventh [7] shift worked in any one [1] pay period shall be

paid at twice [2] their regular straight time rate for all hours

worked on said shift.

11:10 In the event the Company requests an employee to change

shift by working a second [2] shift in a twenty-four [24] hour

period, the second [2] shift will be paid for at time and one-

half for the first eight [8] hours of overtime and double [2]

times thereafter.

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11:11 Overtime shall be equitably distributed among all those

normally performing that work. The supervisor will give a

minimum of two [2] hours' notice when overtime is required

except in cases of emergency or maintenance work is

required. Notice of overtime work scheduled for Saturday will

be given to the employee not later than Thursday except in

cases of maintenance work or emergency. An employee will

not be entitled to work Friday afternoon or Saturday overtime

if he fails to work his full shift Monday to Friday, unless such

absence is due to verified or authorized leave of absence and

the employee has notified the Company that he will be

available for Friday afternoon or Saturday overtime.

ARTICLE XII – STATUTORY HOLIDAYS

12:01 The Company and the Union agrees that Family Day will be

observed on the third Monday of each February. The

Company agrees to pay all employees at their hourly

earnings for the following statutory holidays:

Holiday 2016 2017 2018 2019

New Year's Day Fri., Jan. 1 Mon., Jan. 2 Mon., Jan. 1 Tues., Jan. 1

Family Day Mon., Feb. 15 Mon., Feb. 20 Mon., Feb. 19

Good Friday Fri., Mar. 25 Fri., April 14 Fri., March 30

Victoria Day Mon., May 23 Mon., May 22 Mon., May 21

Canada Day Fri., July 1 Fri., June 30 Mon., July 2

Civic Holiday Mon., Aug. 1 Mon., Aug. 7 Mon., Aug. 6

Labour Day Mon., Sept. 5 Mon., Sept. 4 Mon., Sept. 3

Thanksgiving Day Mon., Oct 10 Mon., Oct. 9 Mon., Oct. 8

December 24 Fri., Dec. 23 Fri., Dec. 22 Mon., Dec. 24

Christmas Day Mon., Dec. 26 Mon., Dec. 25 Tues., Dec. 25

Boxing Day Tues., Dec. 27 Tues., Dec. 26 Wed., Dec. 26

Festive Day #1 Wed., Dec. 28 Wed., Dec. 27 Thurs., Dec. 27

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Festive Day #2 Thurs., Dec 29 Thurs., Dec. 28 Fri., Dec. 28

Festive Day #3 Fri., Dec. 30 Fri., Dec. 29 Mon., Dec. 31

12:02 This payment shall not be made to employees who do not

work all of his last preceding scheduled day of work or all of

his next succeeding scheduled day of work unless an

employee with seniority was absent due to

[a] Verified illness for a period not exceeding thirty [30]

calendar days inclusive of the plant holiday.

[b] Layoff for period not exceeding five (5) working days

inclusive of the plant holiday except during the

Christmas – New Year's period. During the Christmas –

New Year's period, employees will be entitled to plant

holiday pay when absent due to layoff commencing on

or after December 14th, and ending on or before January

11th. Employees that are laid off prior to December 14

th

will receive statutory holiday pay according to the

calculation as established in the Employment Standards

Act. (Statutory Holidays include only Christmas Day,

Boxing Day, and New Year's Day)

[c] Excused absence not exceeding five [5] working days

inclusive of the plant holiday.

12:03 Notwithstanding the provisions of Article 12:02, an employee

who has completed his probationary period shall be

considered eligible for holiday pay if his failure to work as

required by Article 12:02 [b] or 12:02 [c] is due to:

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1. Authorized leave of absence for one day.

2. An illness or injury which is substantiated to the

satisfaction of the Company.

3. Part of a day lost time, due to lost time work injury on the

work day before or work day after the holiday.

This clause shall not apply as to make the Company

responsible for payment of such times as is compensated for

by the Workplace Safety and Insurance Board.

12:04 An employee required to work on any of the above mentioned

holidays shall be paid at one and one-half [1½] times his

regular straight hourly rate and in addition to this, he shall

receive his holiday pay. In the event that one or more of the

statutory holidays occurs during the employee’s vacation, he

shall be given an additional day following his vacation in lieu

of such a statutory holiday. Work performed on Festive

Holidays will be paid at straight time.

12:05 In the event that one or more of the statutory holidays occurs

during a weekend, such a statutory holiday shall be observed

on the Monday following the weekend on which it fell.

ARTICLE XIII – VACATIONS

13:01 All employees who at June 30 in a current year have less

than one [1] year seniority shall receive four [4] percent of

their gross earnings.

13:02 All employees who at June 30 in a current year have

completed one [1] year seniority but less than five [5] years'

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seniority shall receive two [2] weeks of vacation at four [4]

percent of their group rate inclusive of vacation pay and paid

Union leave.

13:03 All employees who at June 30 in a current year have

completed five [5] years’ seniority but less than ten [10] years'

seniority shall receive three [3] weeks of vacation at six [6]

percent of their group rate inclusive of vacation pay and paid

Union leave.

13:04 All employees who at June 30 in a current year have

completed ten [10] years’ seniority but less than twenty [20]

years' seniority shall receive four [4] weeks of vacation at

eight [8] percent of their group rate inclusive of vacation pay

and paid Union leave.

13:05 All employees who at June 30 in a current year have

completed twenty [20] years’ seniority shall receive five [5]

weeks’ vacation at ten [10] percent at their group rate

inclusive of vacation pay and paid Union leave.

13:06 Employees who are on WSIB and/or S. & A. as contemplated

in Article19,shall have their time off counted towards their

vacation entitlement earnings and leave, employees that

miss work due to unexcused absence will have their

vacation entitlement reduced by the number of hours

missed.

13:07 All employees whose employment is terminated prior to June

30 in a current year by quitting, layoff, retirement or discharge

shall receive four [4] percent, six [6] percent, eight [8] percent

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or ten [10] percent of their gross earnings according to their

seniority at the time of termination as described in Clauses

13:02, 13:03, 13:04 or 13:05 above.

13:08 The Company agrees that the first two [2] weeks of vacation

will be granted during the summer months and that seniority

and the needs and requirements of the business will govern

in the case of an employee’s choice. The balance of the

vacation, if any, may be taken at the employee’s discretion.

The Company may schedule the third week of an employee’s

vacation entitlement, which had not been previously

scheduled by the employee, to offset an impending layoff,

after discussion with the Union to completely review the

circumstances of the layoff. It is however, agreed and

understood that for the efficient operation of the plant,

vacations must be taken in an orderly method. If, in the

opinion of the supervisor, an employee’s selection of vacation

would seriously affect the operation of the department, then

the supervisor may request the employee change his

selection.

An afternoon shift employee may at his discretion elect to

utilize his entitlement in increment of ten [10] hours; (i.e. - ten

[10] hours off at ten [10] hours' pay). These provisions may

only be applied during a week in which the afternoon shift is

working a ten [10]-hour shift.

13:09 Vacation shall be scheduled between January 1st of one year

and December 31st of the following year. In scheduling

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vacation time, the Company will consider the wishes of the

employees by order of seniority.

The Employer shall post vacation request form by February

1st.

To accommodate the greatest number of requests, no

individual can receive more than four (4) weeks of vacation in

total during the summer vacation period.

Where a conflict exists between employee requests,

scheduling of vacation will be by seniority.

Vacation time which remains available may be requested by

employees and any requests will be considered based on the

order in which they are received.

13:10 Employees are only eligible to request full day vacation time;

full day considered to be an eight [8] hour day for daytime

employees and ten [10] hour day for afternoon employees.

Half [½] day vacation leave may be offered only if mutually

agreed with the supervisor and employee.

13:11 Vacation is earned from July 1 of a fiscal year to June 30 of

the next calendar year. The vacation days accumulated from

July 1 to December 31 are eligible to be taken from January 1

to June 30 of the next year, Vacation days earned from

January 1 to June 30 are eligible to be taken from July 1 to

December of the current year.

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ARTICLE XIV – BULLETIN BOARD

14:01 The Company will provide bulletin boards in the plant and

office which the Union may use to post its official notices

relating to meetings, committee appointments, election of

officers and parties. Notices will be posted by the officials of

the Union after a copy has been filed with the Plant Manager.

ARTICLE XV – LEAVE OF ABSENCE

15:01 [a] The Company shall grant leave for a maximum of two (2)

employees for up to five [5] days to attend Union

business provided leave does not impede operational

requirements. No reasonable request will be denied.

Leaves granted under this provision shall be inclusive of

any leaves granted pursuant to Appendix ‘C’, Article

3:01. Pay for employees on such leave shall be

maintained in accordance with Article 6:05.

[b] An employee desiring leave of absence shall make a

request for such leave to his foreperson and the

Company may grant him a leave of absence without pay

and without paid benefits and will accumulate seniority

for a period not exceeding one [1] year. The period for

which leave of absence is given shall be stated at the

time it is granted. Such leave of absence must be

obtained in writing before the employee leaves. Copy of

such leave of absence shall be given to the Grievance

Committee. The Company will discuss with the Union

any special leave requests concerning a convicted

criminal offense.

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15:02 An employee who is granted leave of absence by the

Company shall automatically lose all seniority if he accepts

other full-time employment except with the Union, while on

such leave of absence.

ARTICLE XVI – SAFETY AND HEALTH

16:01 The Company and the Union agree to exert joint efforts to

maintain high standards of safety, health and good

housekeeping in the plant in order to prevent industrial injury

and illness.

16:02 The Company shall make reasonable provisions to safeguard

the health of the employees and without charge, supply

special protective clothing and devices [which do not include

safety shoes], adequate heating and ventilating systems,

proper sanitary equipment, and sufficient lunch and locker

room facilities. The employees shall be held responsible for

the loss through negligence or intentional damage to such

protective clothing and devices.

16:03 The Company and the Union agree to appoint a Safety and

Health Committee composed of two [2] members appointed

by the Company and two [2] members appointed by the

Union or as otherwise mutually agree. The function of this

committee shall be to recommend to management on the

promotion of safety, good housekeeping and health in the

plant.

16:04 This committee shall hold meetings at least every second

month and shall carry out monthly inspections. The minutes

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of these meetings will be forwarded to each member of the

committee and a copy forwarded to the Union.

16:05 The Safety Committee shall be informed of all lost time

accidents and may carry out investigations on the nature and

causes of these accidents. When an employee is injured on

the job and he is sent home or to a hospital or doctor by a

medical officer of the Company or by his foreperson, he shall

be paid for time lost during said shift or for the balance of the

entire shift on which he was injured, should he provide the

Company with a valid doctor’s certificate issued by the initial

attending doctor, claiming him unable to return to work that

day.

This clause shall not apply as to make the Company

responsible for the payment of such times as is compensated

for by the Workplace Safety and Insurance Board. Any injury

must be reported immediately after the occurrence to the

appropriate supervisor and an accident report established.

If this is not reported, the Company will not be responsible for

any employee’s compensation.

16:06 The Company will assist an injured employee in filling out the

report of an accident and claim form of the Workplace Safety

and Insurance Board. If the employee so desires, an

unsigned copy of such form shall be given the employee for a

period not exceeding twenty-four [24] hours for purposes of

discussing this matter with his Union representative. If the

employee signs this form, he shall be given a copy.

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16:07 If an employee believes that a dangerous situation exists so

that he is in danger of injury or a serious risk to his health, he

shall immediately notify his supervisor. If it is agreed that the

danger exists, then the employee will be assigned to other

available work in the plant in accordance with the seniority

provisions.

16:08 If there is a disagreement between the employee and the

supervisor concerning the necessity of relieving the

employee, he will be assigned other work in the plant in

accordance with seniority provisions and the superintendent

or manager shall, without undue delay, investigate with Union

member of the Safety Committee and determine whether the

danger exists. If there is disagreement between the

superintendent or manager and the Union member of the

Safety Committee as to whether a dangerous situation exists,

the employee shall have the right to:

1. Present a written grievance at the third stage of the

grievance procedure.

2. Be relieved from his occupation and assigned to other

available work until the grievance has been settled.

16:09 An employee will not be requested to work alone.

16:10 The Company agrees to provide smocks to all maintenance

employees.

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16:11 The Company agrees to pay one hundred and fifty dollars

[$150.00] per calendar year towards the purchase of safety

shoes upon proof of purchase.

16:12 There shall be a First Aid station with a qualified attendant on

duty during normal working hours.

ARTICLE XVII – EMPLOYEES WITH DISABILITIES AND STUDENT EMPLOYEES

EMPLOYEES WITH DISABILITIES

17:01 Employees who are unable to perform their regular work as a

result of an industrial accident, age or other infirmity, may be

exempted from the seniority provisions by mutual agreement

between the Company and the Local Union and the workers

involved. The Company will make every effort to give such

employees preference on any work which they are capable of

performing.

STUDENT EMPLOYEES

17:02 The Company reserves the right to employ students, with a

limit of twelve [12] students at any one time.

Student employees can be employed yearly from May 1 to

the first Monday in September. Students are hired as

students only and it is understood that a person hired as a

student is returning to school and shall not attain seniority or

benefits. It is understood that any such employees would not

be employed while regular employees are laid-off or would

not be allowed to perform work which would result in lost

overtime to regular employees.

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[a] Rate of pay for students will be the provincial minimum

wage for students.

ARTICLE XVIII – GROUP INSURANCE

18:01 Forming part of this agreement between the Company and

the Union is the following Insurance Health Plans:

Out-of-Country travel insurance.

Life Insurance, effective February 1, 2013 of $35,000 to

the age of 70.

Death & Dismemberment, effective December 1, 2005 of

$35,000.

The Company will provide weekly indemnity coverage to E.I.

weekly indemnity benefit levels and standards for the period

of the first two [2] weeks, coverage commencing on the first

day of accident, first day of sickness in hospital and fourth

day of sickness.

The above benefits do not cover any disability resulting from:

1. Self-inflicted injury, while sane or insane.

2. Injury or illness resulting from committing,

attempting to commit, an assault or criminal

offence.

The employee must apply for coverage to E.I. for the third to

the seventeenth weeks inclusive, for sickness or accident

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coverage. Weekly Indemnity coverage for this fifteen [15]

week period shall be the responsibility of, and in accordance

with E.I. standards. Under no circumstances will the

Company be responsible for coverage of these fifteen [15]

weeks.

It will be the Company’s responsibility to provide coverage to

E.I. benefit levels and standards from the eighteenth [18th]

week to the fifty-second [52nd

] week of sickness or accident.

The Company further agrees to provide the employees a

100% no deductible Drug Plan for prescription drugs only and

not able to be purchased over the counter without a written

prescription, excluding quitting addiction drugs and elective

cosmetic medications, (covered if prescribed by a Physician).

The maximum benefit for the employee and eligible family

members is $3,850.00 per calendar year.

For those employees over the age of 65 years, the first

provider for drug claims will be the Ontario Drug Benefit

Program.

The Company will pay one hundred [100] percent of the cost

for a Plan to a maximum of $2,000.00 per family per calendar

year for any dental costs.

The Company agrees to continue to maintain the cost of

providing three hundred dollars [$300.00] toward prescription

eye glasses with receipts every twenty-four [24] months from

the date previous glasses were purchased, plus fifty [50] per

cent of the cost of an eye examination.

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During the life of this Agreement, the Company agrees to

continue to maintain the cost of providing five hundred dollars

[$500.00] each thirty-six [36] months [employees and

dependents] from the date of previous purchase toward the

cost of purchasing a hearing aid with receipts.

Effective December 1, 2005, the Company agrees to

reimburse the cost of a PSA blood test for men every twelve

[12] months.

1. If your spouse has coverage under another insurance

plan, his charges must first be submitted under that plan.

2. Charges for dependent children should first be submitted

to the plan of the parent whose month and date of birth

comes earlier in the calendar year [excluding the year of

birth].

Pension Plan Contribution as per Appendix “B”.

BEREAVEMENT CLAUSE

18:02 [a] Employees shall be entitled to take up to five [5] working

days off with pay at their option, in the event of the death

of an employee’s current spouse, child or grandchild.

[b] Employees shall be entitled to take three [3] working

days off with pay at their option. By immediate family it is

meant: mother, father, mother-in-law, father-in-law,

brother and sister of the employee or employee's current

dependent spouse.

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[c] One [1] working day leave of absence with pay for

brother-in-law, sister-in-law and grandparents of the

employee and the employee's current dependent

spouse.

[d] It is understood and agreed that step-parents, legal

guardians and common-law relationships are covered in

the above.

COURT DUTY

18:03 The Company will pay an employee, who is required to serve

on a jury or appear as a witness, at their rate of pay for the

time he was absent. The employee will present proof of

attendance.

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ARTICLE XIX – DURATION OF AGREEMENT

19:01 This Agreement becomes effective February 1, 2016 and will

remain in full force and effect until January 31, 2019 and from

year to year thereafter unless either party gives written notice

not less than thirty [30] days nor more than ninety [90] days

immediately prior to the expiration date if its intention to

amend, modify or terminate this Agreement. The parties

agree to meet within twenty [20] days after receipt of such

written notice for the purpose of negotiating a modified or new

Agreement.

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APPENDIX “A” - TIME STUDIES

The method to be followed in the taking of time studies when stop watch

times are used:

1. A workman when being studied shall perform his work in

accordance with the Company’s instructions and shall otherwise

co-operate to give a performance which is representative of actual

conditions under which the job is being studied.

2. The Union shall have the right to grieve concerning any production

standard and any matters relating to a particular time study, but no

grievance shall be made until the standard has been given a

reasonable period of trial which need not exceed five [5] days. In

the event of a grievance, the Union shall have the right to inspect

all data pertaining to the standard.

3. In the event of a standard being grieved, the Union shall have full

opportunity at any time, after the time study is taken to compare

the circumstances and conditions under which the study was

taken with the actual operating conditions of the job.

4. The Company agrees that, prior to the study; the worker or

workers shall be advised.

5. In the event of a standard being grieved and re-time study being

decided upon, such restudy will be made by the continuous watch

reading method, if so requested.

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6. If any observed time is not used in the calculation of the

standards, the reason will be stated.

7. In the event of a re-study, a minimum of a thirty [30] minute study

or twenty [20] observations, whichever is the greatest, shall be

made unless otherwise agreed.

8. In case of dispute of a time study and a re-study is agreed to, a

different worker may be used for the re-study if two [2] or more

employees are performing the operation with reasonable

efficiency, and will be used if the Union so requests.

9. All work performed during a time study shall be inspected in the

normal way. If the number of rejects is abnormally large to a

degree which affects the validity of the study, then a re-study shall

be made.

10. Upon conclusion of a time study and before the Company’s time

study man leaves the operation, he will supply to the worker who

was time studied:

1. The exact total period of time over which the time study took

place.

2. The number of pieces that were produced during the time

study.

3. The steward of the department being studied may look at the

data prior to the timer leaving the area.

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ARTICLE 1 - TIME STUDIES

1:02 The Company may set production and time standard by any

method that is fair to the worker and the Company. Before

using a particular method, the Company will advise the Union

of its intention, and if the Union so desires, will explain the

method.

1:03 The Union shall have the right to grieve any standard that is

considered unfair, and if they grieve, shall be entitled to

inspect the data pertaining to the standard. On request, the

Company agrees to provide the Union Staff Representative

with a copy of the study dispute.

1:04 Established production standards shall remain unchanged

except when the Company changes the method, materials,

tools or equipment [other than maintenance or replacement

changes], or inspections standards and such change or

changes affect the production standard to the extent of plus

or minus five [5] percent more, or except in the case of

clerical error or when changed by mutual consent. “It is

recognized that when making such changes in Production

Standards, it is desirable to incorporate the revised standards

as soon as possible after the changes”.

1:09 Production standards shall be set on the basis of one

hundred [100] percent representing the performance of

average experienced workers suited to the job working as a

normal day work pace with standard material and equipment

and work under the specified standard conditions.

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1:14 When making the time study on a job, the Company’s date

shall show all the significant elements into which the job has

been broken down, the element breaking points, the

sequence of elements, the method, the motion pattern, the

location of tools, equipment, stock and all other conditions

that might have a significant effect on the employee’s

performance.

1:15 The method and condition referred to in the foregoing should

be recorded in sufficient detail so that the job and significant

conditions surrounding it may be reproduced or examined at

any time in the future as nearly as possible as they were at

the time of the study.

DUTIES OF TIME STANDARD STEWARD

1:16 [a] Two [2] employees who have been selected by the

Union will be trained with the Company personnel and

will take part in the time study application as set out

below. Of the two [2] employees selected, one [1] will

actively participate in any time study.

[b] Duties and function of the time standards steward shall

include:

1. Investigate the accuracy, completeness and sufficiency

of analysis and application and the accuracy,

completeness and sufficiency of time studies, reported to

justify the selection of the time values of the elements or

motions.

2. Review the composition of analysis on the formula to

ascertain the completeness of same with regard to

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allowances for personal time, fatigue, incidental delays

that occur at regular intervals in any job.

[c] Provide the Union officers and members with proper

explanations of time standards and where changes may

be made in the same due to change of methods,

materials, equipment, quality requirements or conditions.

Prepare reports of the analysis of time study data used to

establish any time standard that maybe in dispute or under

review;

2. Investigate any time standard subject to review as

directed by the Union and investigate any time standards

in dispute and submit recommendations for corrective

measures. In accordance with this procedure, if the time

standards steward after investigation is not satisfied with

the time standard, he will so report to the supervisor of

the department concerned, and the supervisor will

arrange to get the methods and time study man

responsible for setting the time standard in question and

the Union time standard steward together, and the two

[2] above named shall endeavour to reach a satisfactory

solution to the point or points in question. Should the two

[2] above named be unable to reach agreement on the

matter, then the matter may be the subject of a

grievance and dealt with in accordance with the

provisions of the Grievance Procedure as set out in the

Collective Agreement.

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[d] The time standard steward shall at all times have access

to all records and papers of the Methods and Time Study

Department pertaining and relevant to the time standard

then being investigated by the above named steward.

1:17 The method to be followed in the taking of time studies when

stop watch times are used:

1. A workman when being studied shall perform his work in

accordance with the Company’s instruction and shall

otherwise co-operate to give a performance which is

representative of the actual conditions under which the

job is being studied.

2. The Union shall have the right to grieve concerning any

production standard and any matters relating to a

particular time study, but no grievance shall be made

until the standard has been given a reasonable period of

trial, which need not exceed five [5] days. In the event of

a grievance, the Union shall have the right to inspect all

data pertaining to the standard.

3. In the event of a standard being grieved, the Union shall

have full opportunity at any time after the time study is

taken to compare the circumstances and conditions

under which the study was taken with actual operating

conditions of the job.

4. The Company agrees that prior to the study the worker

or workers shall be advised.

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5. In the event of a standard being grieved and re-time

study being decided upon, such re-study will be made by

the continuous watch reading method, if so requested.

6. If any observed time is not used in the calculations of the

standards, the reason will be stated.

7. In the event of a re-study, a minimum of a thirty [30]

minute study or twenty [20] observations whichever is

the greater, shall be made unless otherwise agreed.

8. In case of dispute of a time study and re-study is agreed

to, a different worker may be used for the re-study, if two

[2] or more employees are performing the operation with

reasonable efficiency, and will be used if the Union so

requests.

9. All work performed during a time study shall be

inspected in the normal way. If the number of rejects is

abnormally large to a degree which might effect the

validity of the study, then a re-study shall be made.

10. Upon conclusion of a time study and before the

Company’s time study man leaves the operations, he will

supply to the worker who was time studied:

[i] The exact total period of time which the time study

took place.

[ii] The number of pieces that were produced during

the time study.

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[iii] The Committeeman may look at the data being

studied prior to the time leaving the area.

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APPENDIX “B” - PENSION PLAN

1:01 All union employees shall be enrolled as members of the

Steelworkers’ Members Pension Benefit Plan [the “Pension

Plan”] upon completion of the employee’s probationary

period.

1:02 The Company acknowledges that the administration of the

Pension Plan shall be performed by trustees appointed by the

Union. The Company agrees that the administration of the

Pension Plan and the benefits to be provided by the Pension

Plan shall be determined by the Pension Plan documents

adopted by the trustees. The Company agrees that it and the

employees shall be bound by and adhere to the terms of such

Pension Plan documents, provided however that in no event

shall the obligations of the Company to make contributions to

the Pension Plan be greater than that set out in paragraph

1:03.

1:03 The Company shall make contributions to the Pension Plan at

the rate of two [2] dollar and forty [40] cents per hour for each

member of the Plan. Such contribution shall be made on the

basis of a forty [40] hour work week and shall be made for

fifty-two [52] weeks per year provided that such member is on

the seniority list in accordance with the provisions of

paragraph 1:04. Contributions are due on the fifth working

day of each month following the month for which the

contributions are payable. In addition to making

contributions, the Company shall provide all information which

the trustees of the Pension Plan may require for the effective

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administration of the Pension Plan including the hours of work

for all members, their names, address, date of birth, social

insurance numbers, spousal status and similar information.

1:04 For the purposes of pension contributions only, the seniority

list shall be deemed to include all employees receiving wages

or salary, vacation pay, holiday pay, sickness benefits,

Workplace Safety and Insurance and bereavement. For the

purpose of pension contributions, employees shall be

deemed to be removed from the seniority list only upon

termination of employment or after a layoff. In the event any

employee is terminated other than on the last day of a month,

a prorated contribution shall be made on behalf of that

employee based on the number of weeks or partial weeks

worked during the month.

1:05 No member contributions to the Pension Plan shall be

required.

1:06 The Company agrees that the employees will be able to retire

at their option under the terms of the Pension Plan.

1:07 It is the intention of the Company and the Union that pension

contributions should be deductible by the Company under the

Income Tax Act [Canada]. If the Company is not permitted by

Revenue Canada to deduct contributions under the Income

Tax Act [Canada], the Company and Union shall meet to

discuss and implement measures which are required to

ensure that the contributions are deductible or to agree upon

alternate contributions which will be deductible, all of which

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shall be done to preserve so far as possible the original intent

and meaning of the Pension Plan.

1:08 The Company shall pay lost time for one [1] trustee to attend

trustees’ meetings for a maximum of three days per trustee in

each year of this agreement and grant leaves of absence

without pay as may be required to permit them to attend a

maximum of a further three [3] meetings per trustee in each

year of the agreement. The Union agrees to promptly notify

General Storage Systems, in writing, the employee selected

to serve as trustee. The Union further agrees to notify, in

writing, at least two [2] weeks in advance of the time when the

trustees will require time off work for the purpose of attending

trustee meetings.

1:09 When a member is terminating his employment and has a

pension entitlement, a representative of the Company’s

Human Resources Department will contact the Union’s

pension representative to determine the amount of the

employee’s entitlement and pension options, if any. This

information will be recorded by the Union’s pension

representative on a prescribed form and given to the Human

Resources Department. The Human Resources Department

will convey this information to the employee when the

employee’s termination of employment is being processed.

1:10 Pension contributions cease after the age of 65 years.

1:11 Pension contributions will be maintained at one hundred

percent [100%] for employees on WSIB.

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APPENDIX “C” - COST-OF-LIVING

1:01 Cost-of-Living Allowance

Year 1 - based on the July 1990 C.P.I. [1981 = 100]

C.O.L.A. will trigger on the basis of one [1] cent for each 0.15

rise in the C.P.I. after a 3.0 point increase has been reached.

C.O.L.A. will be adjusted quarterly to the July 1991 index and

be carried as an add-on.

Year 2 - based on the July 1991 C.P.I. [1981 = 100]

C.O.L.A. will trigger on the basis of one [1] cent for each 0.15

rise in the C.P.I. after a 2.5 point increase has been reached.

C.O.L.A. will be adjusted quarterly to the July 1992 index and

will be carried as an add-on.

Year 3 - based on the July 1992 C.P.I. [1981 = 100]

C.O.L.A. will trigger on the basis of one [1] cent for each 0.15

rise in the C.P.I. after a 2.5 point increase has been reached.

C.O.L.A. will be adjusted quarterly to the end of the contract

at which time C.O.L.A. will be carried as an add-on into the

next contract.

Actual payment of the adjustment will take place on the first

pay day following the publishing of C.P.I. for the applicable

month.

C.O.L.A. will be paid on the basis of forty [40] hours per week.

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Note: For this three [3] year contract, the above C.O.L.A.

clause is frozen and will not affect any wages.

Negotiating Committee

2:01 Three [3] members of the Negotiating Committee will be

granted five [5] days wages for time lost from their regular

scheduled work when actively involved in negotiations with

the Company Negotiation Committee.

Educational Leave

3:01 Leave of absence will be granted at Union request to attend

educational classes. Such leave is limited to forty [40] hours

in total in any contract year. Such leave will be paid at the

employee’s rate of pay.

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APPENDIX “D” - OCCUPATIONAL WORK RATES

Group Classification 2016 Rate

1 Packing $ 22.00

1 Receiver / Hardware $ 22.00

1 Warehouse $ 22.00

1 Shipper $ 22.00

1 Paint Pick Prep $ 22.00

1 CNC Operator $ 22.00

2 Material Handler $ 24.00

2 Spot Welder $ 24.00

2 Screwmatic $ 24.00

2 Door Line Weld $ 24.00

2 Paint Line Operator $ 24.00

2 Door Line Operator $ 24.00

3 Shear Operator $ 26.00

3 Press Operator $ 26.00

3 Braise/Burnish/Weld $ 26.00

3 Painter $ 26.00

4 Maintenance/Set-Up $ 27.00

Level II Maintenance Millwright

The Company reserves the right to have outside companies, Union or non-Union personal

perform the maintenance functions as per 4:02 when required.

Afternoon Shift Premium $0.40/hour as per 10:03.

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GSS QUARTERLY INCENTIVE PLAN (BONUS PLAN)

JANUARY 2016

As a replacement for wage increases and annual bonuses, we have

decided to implement a quarterly incentive plan for all qualified

employees. Employees will qualify after completion of one (1) year of

full time permanent employment. The incentive payments will be made

at the end of the month following each quarter, so the payments will be

made on a special payroll run at the end of April, July, October and

January 2017. Employees who have received any formal discipline

during the quarter shall not qualify.

Each employee will receive a formal letter indicating the amount of the

quarterly incentive that they can expect if the Company achieves its

objectives. In addition, if the Company has achieved its annual

objective, there will be one (1) additional bonus amount paid before the

end of December each year. So each employee will qualify for up to

five (5) bonus payments per year.

The bonus payments will be triggered on the achievement of the

Company's sales and cost objectives as measured by the Gross

Margin Target. Essentially we will take the quarterly sales and subtract

the materials purchases and the total hourly labour cost for that quarter.

We will post results for each month so we can all monitor results. The

objective is to engage all employees in achieving our Company

objectives:

* Meet or exceed our customer delivery and quality expectations.

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* Reduce material purchases by using the inventory on hand and

outsourcing less work.

We look forward to paying out these bonuses as they will mean that the

Company has met its objectives and we have worked together to make

that happen.

The following are examples only.

Sales Target Gross Margin Target

Q1 1,100,000 405,000

Q2 1,950,000 720,000

Q3 2,350,000 870,000

Q4 1,100,000 405,000

Yr 6,500,000 2,400,000

Our actual results for Q2 and Q3 in 2015 were very close to the above

targets. If you have any questions or concerns, feel free to contact

Craig Mannell.

Sales will be based on actual shipments in the quarter. Cost will be

determined as all material purchases including subcontract plus hourly

labour cost based on average total labour cost at 30.86 currently and

15.43 premium for overtime hours.

Pay-out for all hourly will be $600 per quarter, to a maximum of

$3,000.00 per year.

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LETTER OF INTENT

TEN [10] HOUR SHIFTS

Without prejudice or precedent to either party, the Company and the

Union agree to introduce, should market conditions permit, a work week

consisting of four [4] ten [10] hour shifts, Monday to Thursday inclusive.

All hours so worked will be at regular rates of pay applicable to the job.

Any hours worked in excess of the regularly scheduled hours of work

herein defined will be paid at overtime rates as defined in the Collective

Agreement, except that in the case of a week where a statutory holiday

falls. The statutory holiday will be counted as an eight [8] hour day only

and the remaining four [4] days will be designated as eight [8] hour

shifts, at straight time, to make up the forty [40] hour week.

This agreement is made on the understanding that productivity and

attendance will be maintained at a satisfactory level. In the event of

unforeseen problems, the Company or the Union reserve the right to

cancel this agreement at any time, after giving notice to the other party.

For the purpose of Articles 8:02, 8:04, 8:06, 10:01 (L), the completion of

four (4) 10 hour shifts shall equal five (5) days worked.

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LETTER OF UNDERSTANDING

JOB TRAINING OPPORTUNITY

When an employee requests some specific training, the Company will

post a notice outlining the training being offered.

Employees may sign up for this training. This training will be offered on

the off hours or weekends without pay.

The purpose of this training is to afford employees the opportunity to

gain the knowledge needed by them to enable them to claim those

positions when they have been removed from their classification

because of a work reduction.

This procedure shall not be used to supersede the intent of Article 8:08

which allow the senior employees a reasonable time to learn the job.

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LETTER OF UNDERSTANDING

Additional days worked as overtime will be included in days worked

under Articles 8:02, 8:04, 8:06.

CBA 2016-2019