I' · 6.03 Subsequent to 6.02 of the grievance procedure, the International Representative of the...

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SHEET METAL WORKERS' INTERNATIONAL ASSOCIATION

MEMORANDUM OF AGREEMENT

BY AND BETWEEN:

RIDALCO INDUSTRIES INC. OTTAWA, ONTARIO

PARTY OF THE FIRST PART hereinafter referred to as <The Company>

AND:

LOCAL UNION 47 SHEET METAL WORKERS' INTERNATIONAL ASSOCIATION

PARTY OF THE SECOND PART hereinafter referred to as <the Union>

March 181, 2015 to February 28t\ 2019

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TABLE OF CONTENTS PG.

ARTICLE 1 JURISDICTION 03

ARTICLE2 RECOGNITION (MANAGEMENT RIGHTS) 03 ARTICLE 2.03 PROMOTION & TRANSFER 03 ARTICLE 2.05 MOVEMENT OF EMPLOYEES FROM ONE DEPT. TO ANOTHER 04

ARTICLE3 UNION SECURITY AND CHECK-OFF OF UNION DUES AND INITIATION FEES 05

ARTICLE4 NO STRIKE OR LOCKOUTS 05 ARTICLE 4.02 NOTICE OF SHUT DOWN 05

ARTICLES REPRESENTATION 06

ARTICLE6 GRIEVANCE PROCEDURE 06

ARTICLE7 ARBITRATION 07

ARTICLES SENIORITY AND LAY -OFF 07

ARTICLE9 LEA VE OF ABSENCE 09

ARTICLE IO HOURS OF WORK AND WORKING CONDITIONS 09 ARTICLE 10.02 METHOD OF PAYMENT (DIRECT DEPOSIT) 09 ARTICLE 10-03 OVERTIME to ARTICLE 10.04 SHIFT WORK 10 ARTICLE 10.05 IRREGULAR WORKING HOURS· SERVICE WORK 10

ARTICLE 11 TRA YELLING TIME AND MILEAGE ALLOWANCE 11 ARTICALE 11.04 MEAL ALLOWANCE II

ARTICLE 12 STATUTORY HOLIDAYS 11

ARTICLE 13 VACATION PAY 13 ARTICLE 13.10 VACATION SCHEDULING 13

ARTICLE 14 JOB CLASSIFICATION AND RATES OF PAY 14 ARTICLE 14.04 INSTALLATION AND ERECTION ON CONTRUCTION 14

ARTICLE 15 FABRICATION OF WORK FOR INSTALLATION IN OTHER LOCALITIES 14

ARTICLE 16 REST PERIOD 15 ARTICLE 16.02 LATENESS 15 ARTICLE 16.03 WASH-UP PERIOD 15 ARTICLE 16.04 SICK LEAVE 16 ARTICLE 16.05 BEREAVEMENT PAY 16

ARTICLE 17 GROUP BENEFITS 16-18 ARTICLE 17.02 (WELFARE PLAN) 17 ARTICLE 17.03 (PENSION PLAN) 17 ARTICLE 17.04 (UNION DUES PROMOTION TRUST FUND) 18

ARTICLE 18 COMP ANY CODE OF ETHICS, PROCEDURES AND WORK HABITS 18

ARTICLE 19 SAFETY PRECAUTIONS 19-20

ARTICLE20 AMENDMENTS 21

ARTICLE21 DURATION OF AGREEMENT 21

APPENDIX "A" SCHEDULE OF MONET ARY CONDITIONS 22-23

APPENDIX "B" SCHEDULE OF MONET ARY CONDITIONS 24-27

ADDENDUM "A" JOB DESCRIPTIONS 28-29

ADDENDUM "B" JOB DESCRIPTION: Casual Labour 30

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ARTICLE 1 JURISDICTION:

This Agreement shall have jurisdiction over all sheet metal work in connection with the manufacture, fabrication, assembly, handling, erection, installation, dismantling, reconditioning, adjustment, alteration, repairing and servicing of hospitals, restaurants and in all commercial and industrial establishments and any other equipment or products the Company sees fit to manufacture on a production basis and not limited to the foregoing.

ARTICLE 2 RECOGNITION (MANAGEMENT RIGHTS):

2.01 The Company recognizes the Union as the sole and exclusive bargaining agent for all its employees for the purpose of collective bargaining in respect to wages, hours of work, seniority, grievance procedure and other such working conditions as are included in this Agreement, save and except persons above the rank of foreman, office and sales staff.

2.02 a) The Union recognizes the right of the Company to manage and to direct the working forces, including but not limited to the right to hire, promote or transfer any employee and to demote, discipline, suspend or discharge any employee for just cause.

2.02 b) The Company recognizes that when it is necessary to contract out work, currently manufactured by the employees of Ridalco, they must notify the Union and steward immediately. This contracted out work shall not affect the current employees weekly hours of work and overtime, which could be issued. Any violations of this article shall be subject to the grievance procedure.

When an employee is given a counter order by the plant manager the employee shall have full recourse to have the matter resolved by his foreman.

2.03 PROMOTION & TRANSFER:

Management reserves sole right to choose candidates for vacant ex1stmg or new positions. It will be noted also that over and above ability and tenure as criteria, considerable emphasis will be placed on dependability, common sense and ability to communicate.

2.04 In the interest of the efficient operation, the Union agrees that the Company may at any time change the hours of work, determine or change work assignments or methods and select material to be handled, processed or manufacture. Any such action of the Company, which results in individual hardship or injustice under Articles 2.02 or, 2.03 of this Agreement shall be subject to the Grievance Procedure.

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2.05 MOVEMENT OF EMPLOYEES FROM ONE DEPT. TO ANOTHER:

ru The Employer agrees that when a Joumeyperson from one department is requested by their foreman to work in another department such employee shall receive the rate of that department or retain their department rate, providing it is the higher of the two rates.

The Employer further agrees that when a helper from one department is requested by the foreman to work in another department the employee shall receive the higher percentage of the applicable bench rates.

!!) Any joumeyperson who replaces someone in another department shall receive the bench rate of the new department.

1) A joumeyperson from within the Company can be transferred to a new department ( on a permanent basis) and for 3 continuous months will retain their seniority in their old department, such that should the employee not succeed for whatever reason in the new department, the employee will then return to their previous department.

2) Loss of Seniority shall not apply to anyone who is on a W.S.I.B. claim. In the event an employee is off due to illness verified by a doctors certificate not to exceed six ( 6) months.

3) Helpers who are given the opportunity of filling any vacancy in a department receives for 3 months, 80% of the new department bench rate, thereafter to receive 90% until such time as the Helper would progress out of training period

4) Replacement definition: a) Resignation of an employee b) Discharge of an employee c) Transfer (permanency of an employee)

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ARTICLE 3 UNION SECURITY AND CHECK-OFF OF UNION DUES AND INITIATION FEES:

3.01 Every employee covered by this Agreement, presently employed by the Company shall from the effective date of this Agreement as a condition of continued employment, become and remain a member in good standing of the Union and every employee whose employment commences hereafter shall within (30) calendar days from the commencement of his employment, as a condition of continued employment become and remain a member in good standing of the Union.

3.02 Every new employee upon hiring shall be required to sign an official application form for Union membership which shall be supplied by the Union and which shall be remitted to the Financial Secretary of the Union with the first monetary remittance made on the said employee's behalf on the completion of the (8) day calendar period his full initiation plus two month's dues as specified by the Financial Secretary .

3.03 The Company agrees that it will deduct from the pay of each employee covered by this Agreement, the current monthly union dues and/or the initiation fee in the amount advised by the Financial Secretary of the Union.

3.04 Dues to be deducted on the fourth pay period of each month and shall be remitted prior to the 15th day of the following month together with a list showing the names of the employees so deducted and the amount thereof.

ARTICLE 4 NO STRIKE OR LOCKOUTS:

4.01 The Union and the Company agree that it will not cause, authorize or sanction, nor permit its members to take part in, any sit-down in any department or any strike or stoppage of any of the Company's operations, or any curtailment of work, or restriction of, or interference with production or any picketing of the Company' s premises during the term of this Agreement.

The Employer agrees that they shall not cause a lockout during the lifetime of this Agreement.

4.02 NOTICE OF SHUT DOWN:

The Employer agrees that in the event the plant is to be shut down for more than three (3) consecutive days that the Employer shall be required to post a notice at least two (2) weeks in advance.

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ARTICLE 5 REPRESENTATION:

5.01 The Company recognizes the right of the Union to appoint or otheiwise select a Safety Committee to be composed of not more than three (3) members and the Company will recognize and deal with the said Committee on any matters properly arising from time to time out of the terms of and during the continuance of this Agreement.

5.02 The Company recognizes the rights of the Business Representatives of the Local Union, who shall on reporting, have access to the project or shop where members of the Local Union are employed and in no case shall the presence of the Business Representative unduly interfere with the progress of the work.

5.03 The Union recognizes and agrees that members of the Safety Committee have their regular duties to perform in connection with their employment and therefore the business of administering this Agreement will be attended to with the least possible interference in production.

5.04 Before leaving regular duties, the Committee person must first obtain permission from their foreman or immediate supervisor to do so and when resuming their regular duties, the Committee person will report to the foreman or supervisor.

5.05 The Union agrees to supply the Company with the names of the members constituting the Safety Committee and will keep such list up to date at all times.

ARTICLE 6 GRIEVANCE PROCEDURE:

6.01 Any question that an employee wishes to take up with the Company shall be first taken up with the foreman, and failing satisfactory settlement, that matter shall be deemed a grievance. The employee shall be accompanied by the shop steward or other members of the shop committee in taking such matters up with the foreman and plant manager.

6.02 Failing settlement under 6.01, the matter shall be taken up with the Shop Committee and/or Business Representative of the Union and the Plant Manager or Foreman. A decision shall be rendered in writing within two (2) working days.

6.03 Subsequent to 6.02 of the grievance procedure, the International Representative of the Union may be called in at the request of either Management or the Union.

6.04 An employee complaint with respect to their position on the seniority list may be treated as an grievance.

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ARTICLE 7 ARBITRATION:

7.01 Failing settlement under the previous steps of the grievance procedure, the matter shall be referred without further delay to a Board of Arbitration, which shall be bound by the rules of this Agreement. One member shall be named by the Company, one by the Union and a third member by multi-agreement of the other two who shall act as Chairperson of such Board of Arbitration within (5) days. In the event of failure to agree upon a third person, who shall act as Chairperson, the Appointment shall be referred to the Provincial Minister of Labour.

7.02 The decision of the Board so constituted shall be binding and accepted by both parties to this Agreement. ·

7.03 No Board of Arbitration shall be empowered to alter or vary a term of this Agreement or to give any decision, which will give any change in the rates of pay, provided for in this Agreement.

7 .04 Each of the parties to this Agreement shall bear the expenses of the Arbitrator appointed by it and the parties shall bear jointly, the expenses of the Chairman.

ARTICLE 8 SENIORITY AND LAY -OFF:

8.01 Seniority shall prevail on a department basis and be based on continuous service with the Company. Seniority shall be lost on termination of employment. However, seniority shall not be lost if termination is due to lay-off, provided that the lapse of time between the termination date and the date of re-employment does not exceed six (6) months. Loss of seniority shall not apply to anyone who is on a WSIB claim. In the event an employee is off due to illness verified by a doctor' s certificate not to exceed 6 months.

8.02 The Company agrees to discuss with the Union any cases or instances of hardship where alleged injustice to an employee arises out of any action of the Company in this connection.

8.03 Where there are lay-offs for an indefinite period the following procedures shall be followed:

All probationary employees shall be laid-off first and thereafter employees shall be laid-off in the inverse of their seniority provided they are qualified and willing to do the work of the employees to be laid-off.

There shall be no bumping of employees from Department to Department unless

mutually agreed between the Employer and ~e Union. ' i.-~ ~l

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8.04 Where there is an increase in the working force after lay-off, the reverse of the above lay- off procedure shall be followed. Before any new employees are hired. the employees still laid-off shall be first offered employment in order of their seniority at work, which they are qualified to do, and at the agreed rates for such work.

8.05 If an employee is laid-off and fails to report for work within seven (7) calendar days after notification to do so by the Company, which notification has been sent by registered mail to the employees address on record with the Company, the Company will advise the Union Steward at the plant when such notification is sent, the employee shall be considered to have voluntarily quit.

8.06 The seniority list shall be kept up to date and posted on the bulletin boards and will be revised every four ( 4) months, The Company further agrees to correct any errors therein whenever proof of error is submitted by an employee or the Union.

8.07 Upon employment all employees shall be considered as probationary for a period of one hundred and twenty (120) calendar days during which time the Company may discharge an employee without cause and without entitling him recourse to the grievance procedure.

8.08 Upon completion of one hundred and twenty (120) calendar days of employment, the employee's seniority shall date back to date of the last hiring.

8.09 An employee shall lose seniority standing and his/her name shall be removed from the seniority list for any of the following reasons;

a) If the employee quits the employ of the Company,

b) If the employee is discharged and not reinstated pursuant to the provisions of the grievance procedure provided for in this Agreement;

c) If the employee fails to report for work as specified or at the time agreed following a leave of absence;

d) If the employee overstays a leave of absence without securing an extension of such leave of absence from the Company;

e) If the employee while on lay-off, fails to report for work within seven (7) calendar days after being advised by registered mail.

g) Exceptions to seniority may be made if mutually agreed upon by parties to this Agreement.

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ARTICLE 9 LEA VE OF ABSENCE:

9.01 The Company may grant leave of absence without pay for legitimate personal reasons, including illness and accidents. Any person who is absent with written permission shall not be laid-off and seniority shall continue to accumulate during his/her absence, up to a period of three (3) months. The employee must renew said leave of absence in writing at the end of each three (3) month period

9.02 The Company shall grant leave of absence without pay to the Shop Committee to serve as delegates of the Union for the transaction of Union Business, provided such leave of absence does not unduly interfere with production.

ARTICLE 10 HOURS OF WORK AND WORKING CONDITIONS:

10.01 STANDARD WORK HOURS:

The regular working day shall consist of (8) hours labour Monday to Thursday, between 7:30 a.m. and 4 p.m. and (6.5) hours on Friday between the hours of 7:30 a.m. and 2.30 p.m. in the shop or on the job or in a period mutually agreed to by the Employer and the Union where job locations and/or circumstances or weather conditions require the scheduling of different starting and end of day times.

The regular working week shall consist of 4 consecutive days of (8) hours Monday to Thursday and (6.5) hours on Friday days labour in the shop or on the job, beginning with Monday and ending with Friday of each week. The Company does not guarantee a minimum 38.5 hour week.

10.02 METHOD OF PAYMENT (DIRECT DEPOSIT):

Effective June 09, 2011, all employees shall be paid by direct deposit. There will be a 2 day adjustment period required by the bank to establish this banking system. As a result all employees will be short paid by two days for the first week, thereafter, weekly pay amounts will be for hours actually worked in the previous pay period. The two day " lag" starting June 9, 2011 will be caught up when the employee ultimately retires or otherwise leaves the company.

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10.03 OVERTIME:

All overtime during the regular work week shall be paid at time and one half. Overtime on Saturdays to be paid at time and one half. Overtime on Sundays to be paid at double time. Overtime on statutory holidays to be paid at double time.

Overtime to be paid on time worked in excess of 8 hours per day and subject to the employee working the regular number of weekly hours prevailing at the time ( e.g. 34 hours or 3 8 hours or 40 hours)

This will eliminate potential for abuse of the overtime provision

10.04 SHIFT WORK:

When it is necessary, by virtue of the urgent nature of a project or particular working conditions stipulated in a contract, shift work may be arranged in a shop or on a job. To qualify as shift work the following conditions must exist:

a) at least two (2) shifts must be worked in a 24-hour period.

b) shifts must be worked for minimum of 3 days duration. Such shifts may be worked between 12:00 midnight Sunday and 8:00 a.m. Saturday of the same week. No employee shall be permitted to work on more than one shift in one twenty-four (24) hour period. Employees shall not be permitted to work more than four 8 hours shifts from Monday to Thursday and one 6 Yi shift on Friday unless overtime rates prevail. All shift work performed between eight (8:00 a.m.) Saturday and midnight Sunday shall be paid for at the rate of double time.

When such a shift system is worked the rate of wages shall be:

Day shift -regular time Second or Third Shift-time and one eighth

10.05 IRREGULAR WORKING HOURS - SERVICE WORK:

Where work can only be performed in the early morning (between the hours of 6:00 a.m. to 8:00 a.m.) or at night (5:00 p.m. to 1:00 a.m.) and is not a) shift work, b) overtime work, add ten percent premium (10%). Premium shall be paid over and above the employee's basic rate. This clause pertains to work performed Monday through Friday inclusive.

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ARTICLE 11 TRAVELLING TIME AND MILEAGE ALLOWANCE:

11.01 It is agreed that travel time for the duration of the Agreement beyond the normal work hours shall be at the rate of time and one half.

11.02 Mileage when using personal vehicle, shall be paid at the rate of $0.50 per Kilometre.

11.03 If an employee uses their own personal vehicle to go direct to the job site, for the purpose of employment including carrying of the Company material, the same as though the employee was reporting to their regular place of work the $0.50 per kilometre referred to in sub (10.02) applies.

11.04 MEAL ALLOWANCE:

It is agreed that the Company will pay reasonable room and board expenses when the job site is in excess of 75 miles and when job sites are between 50-75 miles a minimum of $7.00 per day meal allowance will be provided and an additional $7.00 meal allowance if employee is required to work longer than normal day.

ARTICLE 12 STATUTORY HOLIDAYS:

12.01 STATUTORY HOLIDAYS:

For the purpose of this Agreement, the following will be recognized as Statutory Holidays:

New Year's Day Family Day Good Friday Victoria Day Canada Day

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Civic Holiday Labour Day Thanksgiving Day Christmas Day Boxing Day

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12.02 The Statutory Holidays referred to above will be recognized with pay, credited at straight time, provided the following conditions are met:

a) The employee would have been regularly scheduled and by the observance of the Holiday, his normal weekly earnings would be reduced, or the employee is on his annual vacation;

b) An employee, unless absent by reason of sickness or under a disability entitling him to Workplace Safety & Insurance Board benefits, must work part of the pay week in which the Holiday falls in which case he shall be entitled to be paid for such Holiday.

c) An employee is absent by reason of sickness, or under disability entitling the employee to Workplace Safety & Insurance Board benefits, shall be entitled to full payment of such Holiday, regardless whether or not the employee has worked the full pay week in which such Holiday falls, provided that an employee is absent by reason of illness and claims to be entitled to payment for such Holiday under this sub-clause shall have notified the Company of his illness and shall provide the Company with a doctor's certificate. Should the Company be of the opinion that claims for payment under this sub-clause are being abused, the Company may request the Shop Committee of the plant and they shall investigate the validity of such claim.

d) The employee has been employed for a period of one hundred and twenty (120) calendar days.

12.03 If a Statutory Holiday falls on a Saturday or a Sunday and another day declared for the Holiday, then the declared day shall be considered as the Statutory Holiday and shall be paid for. This only to apply to Statutory Holidays declared by Federal or Provincial Decree.

12.04 An employee shall not be entitled to be so paid if he/she is absent without good cause on the scheduled working day immediately preceding or succeeding the Holiday.

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ARTICLE 13 VACATION PAY:

13.01 Employees with up to one (1) year continuous service shall be eligible for vacation pay at the rate of 4% each year of their gross earnings and are entitled to one (1) week vacation.

13.02 Employees with over I yr and up to 3 years continuous service shall be eligible for vacation pay at the rate of 6%

13.03 Employees with over 3 years and up to 7 years continuous service shall be eligible for vacation pay at the rate of 7%

13.04 Employees with over 7 years and up to 12 years continuous service shall b eligible for vacation pay at the rate of 9%

13.05 Employees with over 12 years of continuous service shall be eligible for vacation pay at the rate of I 0.25%

13.06 With respect to vacation pay, continuous service shall not be considered as broken when an employee is laid-off due to lack of work if the employee returns within seven (7) calendar days or written notification by registered mail to their last known address on record with the Company.

13.07 If an employee voluntarily quits or is discharged for cause, the employee shall receive the percentage of gross earnings which is due to him/her.

13.08 Employees qualifying under clause 13.02 are eligible for 2 weeks vacation

13.09 Employees qualifying under clause 13.03 and 13.04 are eligible for 3 weeks vacation. I (3rd week at Management's discretion, (re: time satisfactory)

13.10 The Employer agrees to pay the respective percentage of the above classification re: Vacation Pay based upon the gross wages per employees as per Article 13. Vacation Pay shall be paid quarterly to the employees, by means of separate cheques or direct deposit and shall be paid by the 15th day following the quarter

13.10 VACATION SCHEDULING:

Employees who are entitled to three (3) weeks or more holidays and who wish to schedule vacation at times other than these weeks that the Company will be closed, are free to do so in consultation with Company Management, provided that a maximum of one (1) week only ( either before or after the summer shut down) is added to time taken off and that at any time staffing levels of at least 50% are maintained before and after the summer shutdown. Obviously if any employee wishes to schedule vacation time off at a different

time of year he is entitled to do so, provided ::equate notice to the Comp; ven. ~

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ARTICLE 14 JOB CLASSIFICATION AND RATES OF PAY:

It is agreed that any individual on installation work will receive $1.00 hourly premiwn above his regular rate. It is further agreed that all Employees sent out on repair work shall receive $1.00 premiwn. An exemption to this $1 . 00 per hour premiwn shall apply to Probationary Employees only.

14.01 Refer to Appendices "A & B" attached hereto outlining Job Classifications and rates.

14.02 It is agreed in principal that certain personnel may be classified to be full time installer/ assistant installer, supervisor and rate of pay would be established for this position and for this employee to apply whether working inside, outside, on repairs or on installation.

14.03 All new Helpers shall be permitted to work on outside installation, so long as they are under direct supervision of a full-time bargaining unit Employee. The Union will issue temporary work permits to these new Helpers.

14.04 INSTALLATION AND ERECTION ON CONSTRUCTION:

Permanent work permits will be issued by the Union to all employees normally doing installation work.

Employees who occasionally perform installation work must obtain a work permit for each job.

ARTICLE 15 FABRICATION OF WORK FOR INSTALLATION IN OTHER LOCALITIES:

15.01 On all work specified in Article 1., of this Agreement and/or included in the Jurisdiction claims of the Sheet Metal Workers' International Association and/or the jurisdictional awards, National Joint Board for the Settlement of Jurisdiction of the union or elsewhere, for erection and/or installation within the jurisdiction of any other local whose established wage scale is higher than the rates specified in Article 15, Appendix "A" of this Agreement, the higher wage scale of the Local Union in whose jurisdiction the work is to be erected and/or installed, shall prevail on the manufacture, fabrication and/or assembly as well as the installation and/or erection of all work specified in Article 1 of this Agreement and shall be paid by the party of the First Part.

15.02 The Union will draw up a bulletin to be posted on the bulletin board which will advise the Employees of their responsibilities to report to out of town Local Union Offices before starting to work.

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ARTICLE 16 REST PERIOD:

16.01 Employees will have two (2) ten (10) minute coffee breaks in each workday at times to be mutually agreed upon. In the event that overtime is worked in excess of two (2) hours, employees shall be entitled to an additional 10-minute break. Employees must not leave their regular duties except for an emergency and only after receiving permission from their supervisor.

16.02 LATENESS:

a) An employee shall not be penalized for lateness if the number of times does not exceed three (3) in one month and no lateness exceeds 15 minutes duration.

b) If an Employee is late more than three times in one month, he/she shall be penalized for all lateness in that month to the extent of a 15 minute penalty for any fraction of the 15 minute period. Also, if an employee is late more than 15 minutes at any time during the month, then that employee shall be penalized for all lateness in that month to the extent of a 15 minute penalty for any fraction of the 15 minute period.

c) If an employee consistently takes advantage of their maximum allowance for lateness month after month, it will be treated as a grievance If an employee consistently takes advantage of their maximum allowance for lateness month after month, it will be treated as a grievance.

d) Employees exhibiting chronic attendance problems, Examples: late arrivals for work, late returns from lunch; unacceptable absences due to a combination of medical of nonmedical reasons shall be liable to disciplinary action ranging from suspensions to dismissals with approval of the Union. Any disciplinary action involving suspension or dismissal to be subject to grievance procedure.

16.03 WASH-UP PERIOD:

Employees shall be provided with a five (5) minute wash-up period prior to the luncheon hour. The normal Monday to Thursday workday will end at 3:55 p.m. and the normal Friday workday will end at 2:25 p.m. after which time Employees may depart directly or wash-up and leave as they choose. There shall be no wash-up prior to punching out at 3:55 p.m. Monday to Thursday or 2:25 p.m. on Friday.

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16.04 SICKLEAVE:

The Employer agrees to a policy of nine (9) days sick leave per year for Employees with fifteen (15) years or more of service, eight and a half (8 Yi ) days for Employees with less than fifteen (15) years service. Sick leave days not used will be compensated individually at straight time. Partial sick leave days will be calculated at the regular rate. Sick leave days are accorded pro-rata to the time worked by an Employee.

Sick leave shall not count towards time worked in the standard work week. This shall not apply to overtime which is worked on Saturday, Sunday & Statutory Holidays.

Employees absent due to illness for more than three (3) consecutive days will require a medical certificate verifying same.

16.05 BEREAVEMENT PAY:

In the event of death of a person of the immediate family of an Employee (mother, father, sister, brother, wife or children, mother-in-law, father-in-law) the Company agrees to pay three (3) days salary to said Employee at straight time. In extenuating circumstances where an employee travels in excess of 400 kilometres to attend the funeral, one additional day leave of absence with pay will be granted.

ARTICLE 17 GROUP BENEFITS:

The Employer agrees to pay full 100% of OHIP Premium.

Quebec Employees shall receive full equivalent OHIP Premium to cover their Medical,

Hospital care. This premium shall be paid to each Quebec Employee during or not later than the week that OHIP is paid.

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17.02 WELFARE PLAN:

Effective March 1, 2015, the Employer agrees to pay $2.69 per hour into the Sheet Metal Workers' Local Union 47 Welfare Plan for every hour worked by every Employee. The Welfare Plan will basically cover life insurance, major medical, dental, etc.

The Employer agrees to contribute an additional $0.05 on March 1, 2016 towards the Local 47 Welfare Plan for a total of $2.74 per hour.

The Employer agrees to contribute an additional $0.05 on March 1, 2017 towards the Local 4 7 Welfare Plan for a total of $2. 79 per hour.

The Employer agrees to contribute an additional $0.05 on March 1, 2018 towards the Local 47 Welfare Plan for a total of $2.84 per hour.

17.3 PENSION PLAN:

BENCH RATE APPENDIX "A"

The Employer agrees to contribute towards the Local 47 Pension Plan the rates outlined in Appendix "A" page 22 and 23 of this Agreement on March 1, 2015.

The additional rates on March 1, 2016 in Appendix "A" for said year.



HELPER RATE APPENDIX "B"

The Employer agrees to contribute towards the Local 47 Pension Plan the rates outlined in Appendix "A" page 24 and 27 of this Agreement on March 1, 2015.

The additional rates on March 1, 2016 in Appendix "B" for said year.



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The payment of Employer contributions shall be made monthly by cheque payable to the Trustees of Local Union 4 7 Welfare Plan and forwarded not later than the 15th day of the following month to the Administrators together with the names of all Employees for whom contributions have been made, number of weekly hours worked and total contributions on the contribution forms and one such copy is to be forwarded to the Business Representative of the Union.

In the event that either Plan is discontinued for any reason whatsoever, the hourly contributions herein agreed will then become part of the hourly wages of the Employee on whose behalf they had been formerly contributed. Information on contribution forms may be obtained from the Business Office of Local Union 4 7, upon request.

17 .04 UNION DUES PROMOTION TRUST FUND:

Effective March 1, 2015 there will be an increase of $0.02 per hour which the Employer agrees to pay for each Employee covered by this Agreement and the Employer further agrees to deduct the said amount of $0.44 per hour.

On March I, 2016 an additional $0.02 increases for a total of $0.46 per hour.

On March I, 2017 an additional $0.02 increase for a total of $0.48 per hour

Again on March I, 2018 an additional $0.02 increase for a total of $0.50 for each regular and overtime hour or part thereof and agrees to remit the said amount to the Administrator of the "Local Union 4 7 Promotion Fund" or such other person appointed under the Trust Agreement to be entered into as soon as possible.

Remittance to the Promotion Trust Fund shall be made by the Employer monthly and shall be made prior to the 15th day or the month immediately following that in which the hours are worked and shall be accompanied by a list of all employees on behalf of whom the deduction worked by each employee concerned. The Administrator or other person appointed under the said Trust Agreement shall supply the employer with appropriate reporting forms.

Without limiting the generality of the term "promotion" and without the terms of the said Trust Agreement, the purpose and intent of this Trust shall be to make any and all expenditures necessary to promote Local Union 47 joumeypersons and helpers of the Sheet Metal Industry and any other matters deemed proper by the Trustees in charge of the said Fund.

In the event that this plan is discontinued for any reason whatsoever, the hourly contributions herein agreed will then become part of the hourly wages of the employee on whose behalf they have been formerly contributed -.,,JA/

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ARTICLE 18. COMP ANY CODE OF ETHICS, PROCEDURES AND WORK HABITS

All employees are expected to:

1) Exercise safe work habits, avoiding injury to himself and co-workers

2) Follow the safety rules and procedures; report all legitimate hazards, incidents and/or accidents to the Production Supervisor or his alternate

3) Wear the mandatory protective safety equipment provided by the Company to insure a safe working environment such as welder helmet, welding jackets, aprons, gloves, etc. The responsibility to wear proper CSA approved footwear is at the employee' s expense.

4) Come to work each scheduled day, on time, and give their best effort. On time shall mean ... be at their work stations and ready to start when the work shift commences.

5) Employees will work with efficiency, quality and safety at all times. Poor productivity and wasting of time, unacceptable quality and unsafe work practices will not be tolerated and subject to immediate disciplinary action, up to and includ ing dismissal."

6) Phone in before the start of their scheduled work time to notify management if they will be late or absent.

7) Speak directly to the Production Supervisor if the must leave during the course of the normal workday. Passing on a "message" via another employee is not acceptable.

8)

9)

10)

11)

12)

13)

14)

Notify the Production Supervisor as far in advance as possible of upcoming absences from work

Attend to personal matters and appointments outside working hours wherever possible

There will be ZERO tolerance for anyone using ( or suspected of using) alcohol or drug substances during work hours or on Company property unless specifically sanctioned as a Company-sponsored function.

Alcohol, illegal drugs and fire arms or weapons are not permitted on Company property.

Work co-operatively with team members and supervisory staff. Provide assistance, suggestions and contribute to a positive working environment.

Be a self-starter in their own job; be willing to learn new procedures and strive to optimize both personal and company goals and objectives

Assist in the training and development of younger personnel and in the crosstraining of others wishing to expand their capabilities

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15)

16)

17)

18)

19)

20)

21)

22)

23)

Refrain from taking personal calls during normal working hours unless they are of an absolute emergency nature. There are 5 times during the day that calls can normally be received A void any horseplay, unsafe conduct, practical jokes which could distract and/or possible cause injury to others.

Maintain all areas of the workplace in a clean and orderly fashion. Do not leave tools or materiel lying about which could cause potential harm to others

Maintain good housekeeping in the common areas, washrooms, lunchrooms etc.

The Company often has potential customers visit the plant.. at all times employees should be courteous, both to said customers and to follow employees and present the best possible image of the Company ... everyone's job depends on the customer! The wearing of Company T-shirts or polo shirts is encouraged.

NEVER operate equipment or tools without having received basic instructions on same or without using the normal, protective devices

There shall be NO use of cell phones on the factory floor during regular working hours.

There shall be NO use of radios or other electronic devices that generate music unless authorized by the Company and only then at volume levels acceptable to the Production Supervisor or designated alternate

Employees who engage in off-hours activities which directly or indirectly compete with or potentially cause harm to the Company operations, may be subject to dismissal

ARTICLE 19. SAFETY PRECAUTIONS:

All unsafe conditions in the plant or on the job site shall be immediately reported to either the foreman or the Safety Committee, who shall take immediate corrective measures concerning same. Similarly, the supervisor after consultation with the Safety Committee, or the Business Representative, shall have the right to discharge any employee without prior notice, who is guilty of creating a hazard by virtue of his acts or brought on by his person or personal attire.

The Company agrees to maintain a proper fresh air supply and further agrees to maintain current exhaust ventilation system as per manufacturing requirements. Address Safety Committee concerns and also to meet the minimum Health & Occupational Safety concerns.

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ARTICLE 20 AMENDMENTS:

By mutual agreement between the parties to this Agreement, any clause or clauses herein may be amended, deleted or a new clause added during the term ofthis Agreement.

ARTICLE 21 DURATION OF AGREEMENT:

All provisions of this Agreement shall continue in force and effect beginning the first day of March 2015 until February 28, 2019. The Agreement shall continue in force and effect from year to year thereafter unless written notice of change is given, not less than sixty (60) days prior to the expiration date and until conferences related to such requested changes have been terminated by the execution of a new management, or otherwise, this agreement shall remain in full force and effect.

IN WITNESS AND TESTIMONY of the provisions and terms mutually agreed upon and specified here the duly authorized officers and/or Representatives of both parties affix their signature the day of MARCH, 2015.

SIGNED ON BEHALF OF THE COMP ANY: SIGNED ON BEHALF OF THE UNION:

et--_ (WITNESSED BY)

(WITNESSED BY) (WITNESSED BY)

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WAGE RATES March 1, 2015

INSTALLER /SERVICE

Bench Rate Hr. $25.34 H & W * $2.69 Pension $4.80

UDPTF $0.44 Total Package $33.27

VACATION PAY SEE:


INSTALLER /SERVICE

Bench Rate Hr. $25.82 H & w * $2.74 Pension $4.90

UDPTF $0.46 Total Package $33.92

VACATION PAY SEE:

APPENDIX "A"

SCHEDULE OF MONETARY CONDITIONS March 1st 2015 to February 28th 2019

CLASSIFICATION

ASSEMBLY PERCENTAGES FOR TRAINEES ON "ASSEMBLY POLISHING BENCH RATE" AND APPLICABLE YEARS

MAJOR EQUIP. OPER 64% 67% 70% 80% 90%

WELDER

$24.50 $14.73 $15.54 $16.34 $19.07 $21. 79 $2.69 $2.69 $2.69 $2.69 $2.69 $2.69 $4.64 $2.79 $2.95 $3 .12 $3.62 $4.12 $0.44 $0.44 $0.44 $0.44 $0.44 $0.44

$32.27 $20.65 21. 62 22.59 25.82 29.04 ARTICLE 13 VACATION PAY FOR APPROPRIATE RATES BENCH RATEMONETARY INCREASE

BREAKDOWN Year 1 March 1, 2015 Total Package (ii), 2% $ 0.05 welfare increase $ 1.15 pension decrease $ 1.71 hourly rate increase $ 0.02 union dues promotion increase $ 0.63 TOTAL

CLASSIFICATION

ASSEMBLY PERCENTAGES FOR TRAINEES ON "ASSEMBLY POLISHING BENCH RATE" AND APPLICABLE YEARS

MAJOR EQUIP. OPER 64% 67% 70% 80% 90%

WELDER

$24.97 $15.02 $15.85 $16.66 $19.44 $22.21 $2.74 $2.74 $2.74 $2.74 $2.74 $2. 74 $4.75 $2.85 $3.01 $3.18 $3.70 $4.22 $0.46 $0.46 $0.46 $0.46 $0.46 $0.46

$32.92 $21.07 $22.06 $23.04 $26.34 $29.63 ARTICLE 13 VACATION PAY FOR APPROPRIATE RATES BENCH RATEMONETARY INCREASE

BREAKDOWN Year 2 March 1 2016 Total Package (ii), 2% $ 0.05 welfare increase $ 0.11 pension increase $ 0.47 hourly rate increase $ 0.02 union dues promotion increase $ 0.65 TOTAL

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WAGE RATES CLASSIFICATION March 1, 2017

INSTALLER ASSEMBLY PERCENTAGE S FOR TRAI NEES ON " ASS EMBLY / SERVICE POLISHING BENCH RATE" AND APPLICABLE YEARS

MAJ OR EQUIP . OPER 64% 67% 70% 80% 90%

WELDER

Bench Rate Hr. $26.45 $25.61 $15.39 $16.24 $17.09 $19.93 $22.78 H & W * $2.79 $2.79 $2.79 $2.79 $2.79 $2.79 $2.79 Pension $5.02 $4.86 $2.93 $3.10 $3.26 $3.79 $4.32

UDPTF $0.48 $0.48 $0.48 $0.48 $0 . 48 $0.48 $0.48 Total Package $34 . 74 $33.74 $21. 59 $22.61 $23.62 $26.99 $30.37

VACATION PAY SEE: ARTICLE 13 VACATION PAY FOR APPROPRIATE RATES BENCH RATE MONETARY INCREASE

BREAKDOWN Year 3 March 1, 2017 Total Package (tv, 2.5%

$ 0.05 welfare increase $ 0.11 pension increase $ 0.64 hourly rate increase $ 0.02 union dues promotion increase $ 0.82 TOTAL

WAGE RATES CLASSIFICATION March 1, 2018

INSTALLER ASSEMBLY PERC ENTAGES FOR TRAINEES ON "ASSEMBLY / SERVICE POLISHING BENCH RATE" AND APPLICABLE YEARS

MAJOR EQUIP. OPER 64% 67% 70% 80% 90%

WELDER

Bench Rate Hr. $27.18 $26.33 $15.83 $16.70 $17.58 $20.50 $23.42 H & w * $2.84 $2.84 $2.84 $2.84 $2.84 $2.84 $2 . 84 Pension $5.15 $5.00 $3.02 $3.19 $3.35 $3.90 $4.44

UDPTF $0.50 $0 . 50 $0.50 $0.50 $0.50 $0.50 $0 . 50 Total Package $35.67 $34.67 $22.19 $23.23 $24.27 $27.74 $31.20

VACATION PAY SEE: ARTICLE 13 VACATION PAY FOR APPROPRIATE RATES BENCH RATE MONETARY INCREASE

BREAKDOWN Year 4 March l, 2018 Total Package (tv, 2.75%

$ 0.05 welfare increase $ 0.14 pension increase $ 0.72 hourly rate increase

~ union dues promotion increase $ 0.93 TOTAL

All monetary conditions are retroactive to March 1st 2015 upon signed acceptance of this agreement

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APPENDIX "B"

SCHEDULE OF MONETARY CONDITIONS March 1st 2015 to February 28th 2019

HELPER AND CASUAL LABOUR RA TES


CLASSIFICATION

HELPER, CASUAL ANY AREA LABOUR

Bench Rate Hr. $14.22 $13.51

H & W $2.69 $2.69

Pension $2.70 $0.00

UDPTF $0.44 $0 . 44

Total Package $20.05 $16.64

MONET ARY INCREASE BREAKDOWN (FOR :HELPER ANY AREA)

Year 1 March 1, 2015 $ Total Package @ 2% $0 .05 welfare increase $0 .00 pension increase $0 .32 hourly rate increase $0 .02 union dues promotion increase $0.39

MONETARY INCREASE BREAKDOWN {FOR: CASUAL LABOUR)

Year 1 March 1, 2015 Total Package @ 2% $ 0.05 welfare increase $ 0.00 pension increase $ 0.26 hourly rate increase $ 0.02 union dues promotion increase $0.33

VACATION PAY SEE: ARTICLE 13 VACATION PAY FOR APPROPRIATE RATES

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CLASSIFICATION


Bench Rate Hr . $14 . 48 $13. 77

H & W $2.74 $2.74

Pension $2.77 $0.00

UDPTF $0.46 $0.46


MONET ARY INCREASE BREAKDOWN {FOR :HELPER ANY AREA)

Year 2 March 1, 2016 Total Package @ 2% $0 .05 welfare increase $ 0.07 pension increase $ 0.26 hourly rate increase $ 0.02 union dues promotion increase $0.40

MONETARY INCREASE BREAKDOWN (FOR: CASUAL LABOUR)

Year 2 March 1, 2016 Total Package @ 2% $ 0.05 welfare increase $ 0.00 pension increase $ 0.26 hourly rate increase $ 0.02 union dues promotion increase $ 0.33


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CLASSIFICATION


Bench Rate Hr . $14.85 $14.12

H & W $2.79 $2.79

Pension $2.84 $0.00

UDPTF $0.48 $0.48

Total Package $20 . 96 $17.39

MONET ARY INCREASE BREAKDOWN (FOR :HELPER ANY AREA)

Year 3 March 1, 2016 $0.51 Total Package @ 2.5% $ 0.05 welfare increase $ 0.07 pension increase $ 0.37 hourly rate increase $ 0.02 union dues promotion increase $ 0.51




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CLASSIFICATION


Benc h Rate Hr. $15 . 27 $14.5 3

H & W $2 . 84 $2.84

Pension $2.93 $0 . 00

UDPTF $0.50 $0.50


MONETARY INCREASE BREAKDOWN (FOR: HELPER ANY AREA)

Year 4 March 1, 2018 $0.57 Total Package @ 2.75% $ 0.05 welfare increase $ 0.09 pension increase $ 0.41 hourly rate increase $ 0.02 union dues promotion increase $0.57




All monetary conditions are retroactive to March 1st 2015 upon signed acceptance of this agreement.

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ADDENDUM "A"

JOB DESCRIPTIONS

MAJOR EQUIPMENT OPERATOR: This will encompass those individuals who primarily have the function of operating shears, power press brakes, power nibblers and powered punch presses, although not specifically limited to same.

Seniority shall apply to individuals placed within this department in accordance with standard practices. The designated positions of Shear Operator, Punch Press Operator, Power Brake Operator would no longer exist.

Originally there will be at least 2 individuals classified in this department and with probability of a third as workload increases.

TRAINEES: 64%, 67%, 70%, 80%, 90% on "Assembly Bench Rate" and applicable years.

All new Employees are assigned as helpers or casual labour and shall receive no less than the rates set out in Appendix "B" in the respective year, for a period of one hundred and twenty (120) calendar days of employment. The Employer shall then designate the helper to a department and the helper's rate shall be calculated at 64% of the bench rate of that department for a period of the remaining two hundred and forty five (245) calendar days of employment.

All second year Helpers shall receive 67% of the bench rate. All third year Helpers shall receive 70% of the bench rate. All fourth year Helpers shall receive 80% of the bench rate. All fifth year Helpers shall receive 90% of the bench rate.

When a Helper has completed five (5) years with the Company he shall then be classified as a Journeyman in his department and be entitled to 100% of the Department's Bench Rate.

a) Future departmental classifications will be enhanced to allow for two (2) levels of competence. The Second or lower level will have a ceiling 10% below that of the first.

Future employees will undergo objective performance evaluations and appraisals and be classified accordingly as a 1st and 2nd level employee within their classification. These evaluations will be conducted by a committee or consensus of both administrative and production personnel.

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1,

II

Ii II

Ii

Classification Benchmark ceilings may be adjusted by the joint committee, relative to task difficulty.

Employees will remain in their designated classifications and/or levels until such time as an opening may exist or if Ridalco chooses to expand to number of employees within a certain classification level.

b) Individuals hired as HELPERS IN ANY AREA will remain in that category for a minimum of three (3) years unless Ridalco perceives an opening into the apprenticeship program. Ridalco may hire one helper for every two (2) Bench Rate personnel.

A helper will assist with the production as directed by the foreman.

d) All Employees in the apprenticeship program will be reviewed twice a year by the evaluating Committee and if the findings are disappointing, an additional six (6) months shall be added to the training period for the apprentice in question.

e) Ridalco reserves the right to hire casual labour to work not more than 100 hours per month, as per the attached job description, Addendum "B".

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ADDENDUM "B"

Ridalco Industries Inc.

JOB DESCRJPTION: Casual Labour

Casual labour may be hired for no more than 100 hour in any given month.

Casual labour may remain employed longer than the I 00 hours in any given month so long as any current employees employed under the Bench Rate or Helper Rates do not suffer reduction in work week hours or layoff.

Casual labour will perform non-traditional, bargaining unit tasks such as, but not necessarily limited to:

a) offioading of material (incoming) into temporary storage

b) occasional vehicular deliveries of material to or from Ridalco customers

c) taking inventory counts and maintaining I tidying racks of raw material

d) crating I packaging as required

e) cleaning and I or tidying up of plant areas on an ad-hoc basis

f) occasional tasks, repairs to building that are not construed as part of the normal manufacturing process

g) if casual labour required to assist our installation I service crew outside the plant, payment to be same as that received by our staff

h) casual labour will not perform tasks within the factory relating to customer orders that involve the manufacturing process

i) casual labour shall be paid at the rates published in Appendix "B". An additional $.20 per hour shall be remitted to the Union for its promotional fund.

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"·

LOCAL UNION 47 267 RICHMOND ROAD OTTAWA, ONTARIO

KlZ 6X3 TEL: 613-724-6116

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I' · 6.03 Subsequent to 6.02 of the grievance procedure, the International Representative of the...

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