Common use of Benefits Under the Supplementary Unemployment Benefit (SUB Clause in Contracts

Benefits Under the Supplementary Unemployment Benefit (SUB. Plan a) In order to be paid a leave benefit in accordance with the SUB Plan, the employee: i) must provide Inergi with proof that she/he has applied for, and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act (EI); and, ii) must be regular and employed by Inergi for at least 13 weeks immediately preceding the date of delivery/adoption; and, iii) must (a) be on pregnancy leave, or (b) be on parental leave. b) According to the SUB Plan, payments will consist of the following: i) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the employee's base pay (pregnancy leaves only, not parental leaves); and ii) when receiving EI benefits, payments equivalent to the difference between the EI benefits and ninety-three percent (93%) of the employee's base pay. See attached chart for duration of this “top up”. Where the employee's base salary exceeds 1.5 times the Years Maximum Insurable Earnings, the employee will receive an additional $300 as a lump sum as full compensation for any clawback that may be required by Revenue Canada or any other government agency. iii) where an employee becomes eligible for an annual increment/salary schedule adjustment during the period of pregnancy/parental leave, payments under 42.3(b)(i), 42.3(b)(ii) and 42.3 (b)(iii) shall be adjusted accordingly. c) An employee who qualifies under Section 42.3(a) shall sign an agreement with Inergi providing: i) that she/he will return to work and remain in Inergi’s employ for a period of six (6) months from the date of return to work; ii) that she/he will return to work on the date of the expiry of pregnancy/parental leave, unless this date is modified with Inergi’s consent or unless the employee is then entitled to a leave extension provided for in this Article; iii) that should the employee fail to return to work as per the provisions of Subsections 42.3(c)(i) and 42.3(c)(ii), the employee recognizes that she/he is indebted to Inergi for the amount received under the SUB plan. 15 wks EI+SUB=93% 2 wks 93% Plus Parental Leave as outlined below. 2 week waiting period (if required)* 3 weeks • Duration of Parental Leave is maximum 35 weeks if the employee has preceded their Parental Leave with Pregnancy Leave. Otherwise, maximum is 37 weeks. 43 SICK LEAVE PLAN It is recognized that the provisions of the Sick Leave Plan are not an automatic right of an employee and that administration of this Plan and all decisions regarding the appropriateness or degree of its application shall be vested solely in the Company. 43.1 The Sick Leave Plan provides for maintenance of an employee's income when he/she is absent from work due to illness or non-occupational injury. 43.2 Employees are granted 23 days of sick leave a year - eight (8) days at full pay and 15 days at three-quarter pay. These grants accumulate continuously each year if not used, up to a maximum of 200 days at three-quarter pay and no limit to the number of days at full pay.

Benefits Under the Supplementary Unemployment Benefit (SUB. Plan a) In order to be paid a leave benefit in accordance with the SUB Supplementary Une mployment Benefit Plan, the employee: i) must Must provide Inergi Xxxxx Power with proof that she/he has applied for, and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act (EI)Act; and, ii) must Must be regular and employed by Inergi Xxxxx Power for at least 13 weeks immediately preceding the date of delivery/adoption; and, iii) must Must (a) be on pregnancy leave, or (b) be on parental leave. b) According to the SUB Supplementary Unemployment Benefit Plan, payments will consist of the following: i) for For the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the employee's base pay (pregnancy leaves only, not includes parental leaves); and ii) when When receiving EI benefits, the employee is eligible to receive payments equivalent to the difference between the EI benefits and ninety-three percent (93%) of the employee's base pay. See attached chart pay for duration of this “top up”up to fifteen (15) weeks while on pregnancy leave and for up to five (5) weeks while on parental leave. Where the employee's base salary exceeds 1.5 times the Years Maximum Insurable Earnings, the employee will receive an additional $300 as a lump sum as full compensation for any clawback that may be required by Canada Customs and Revenue Canada Agency or any other government agency. iii) where Where an employee becomes eligible for an annual increment/salary schedule adjustment during the period of pregnancy/parental leave, payments under 42.3(b)(i), 42.3(b)(ii41.3(b)(i) and 42.3 (b)(iii41.3(b)(ii) shall be adjusted accordingly. c) An employee who qualifies under Section 42.3(a41.3(a) shall sign an agreement with Inergi Xxxxx Power providing: i) that That she/he will return to work and remain in Inergi’s Xxxxx Power's employ for a period of six (6) months from the date of return to work;. ii) that That she/he will return to work on the date of the expiry of pregnancy/parental leave, unless this date is modified with InergiXxxxx Power’s consent or unless the employee is then entitled to a leave extension provided for in this Article;. iii) that That should the employee fail to return to work as per the provisions of Subsections 42.3(c)(i41.3(c)(i) and 42.3(c)(ii41.3(c)(ii), the employee recognizes that she/he is indebted to Inergi Xxxxx Power for the amount received under the SUB plan. 15 wks EI+SUB=93% 2 wks 93% Plus Parental Leave as outlined below. 2 week waiting period (if required)* 3 weeks • Duration of Parental Leave is maximum 35 weeks if the employee has preceded their Parental Leave with Pregnancy Leave. Otherwise, maximum is 37 weeks. 43 SICK LEAVE PLAN It is recognized that the provisions of the Sick Leave Plan are not an automatic right of an employee and that administration of this Plan and all decisions regarding the appropriateness or degree of its application shall be vested solely in the Company. 43.1 The Sick Leave Plan provides for maintenance of an employee's income when he/she is absent from work due to illness or non-occupational injury. 43.2 Employees are granted 23 days of sick leave a year - eight (8) days at full pay and 15 days at three-quarter pay. These grants accumulate continuously each year if not used, up to a maximum of 200 days at three-quarter pay and no limit to the number of days at full pay.

Benefits Under the Supplementary Unemployment Benefit (SUB. Plan a) In order to be paid a leave benefit in accordance with the SUB Supplementary Unemployment Benefit Plan, the employee: i) must provide Inergi OPG with proof that she/he has applied for, and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act (EI)Act; and, ii) must be regular and employed by Inergi OPG for at least 13 weeks immediately preceding the date of delivery/adoption; and, iii) must (a) be on pregnancy leave, or (b) be on parental leave. b) According to the SUB Supplementary Unemployment Benefit Plan, payments will consist of the following: i) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the employee's base pay (pregnancy leaves only, not parental leaves); and ii) when receiving EI benefits, the employee is eligible to receive payments equivalent to the difference between the EI benefits and ninety-three percent (93%) of the employee's base pay. See attached chart pay for duration of this “top up”up to fifteen (15) weeks while on pregnancy leave and for up to three (3) weeks while on parental leave. Where the employee's base salary exceeds 1.5 times the Years Maximum Insurable Earnings, the employee will receive an additional $300 as a lump sum as full compensation for any if a clawback that may be is required by Canada Customs and Revenue Canada Agency or any other government agency. iii) where an employee becomes eligible for an annual increment/salary schedule adjustment during the period of pregnancy/parental leave, payments under 42.3(b)(i), 42.3(b)(ii41.3(b)(i) and 42.3 (b)(iii41.3(b)(ii) shall be adjusted accordingly. c) An employee who qualifies under Section 42.3(a41.3(a) shall sign an agreement with Inergi OPG providing: i) that she/he will return to work and remain in InergiOPG’s employ for a period of six (6) months from the date of return to work; ii) that she/he will return to work on the date of the expiry of pregnancy/parental leave, unless this date is modified with InergiOPG’s consent or unless the employee is then entitled to a leave extension provided for in this Article; iii) that should the employee fail to return to work as per the provisions of Subsections 42.3(c)(i41.3(c)(i) and 42.3(c)(ii41.3(c)(ii), the employee recognizes that she/he is indebted to Inergi OPG for the amount received under the SUB plan. 15 wks EI+SUB=93% 2 wks 93% PREGNANCY/PARENTAL LEAVES - TIME LINES *Only maximum entitlements available are shown: Time lines show maximum lengths of leaves which may be available, providing qualifiers/conditions of specific legislation/agreements/policies are met. EI Benefits show maximum amounts which may be available. Employees should be referred to the nearest EI Office to determine their specific entitlements. SUB Plan Benefits show maximum amounts which may be available, providing qualifiers/conditions of specific agreements/policies are met. PROVINCIAL AND FEDERAL EMPLOYEES Birth Mothers: Plus Parental Leave as outlined below. All parents who are entitled to Parental Leave and EI benefits in accordance with Employment Standards Act or Canada Labour Code 2 week waiting period (if If required)* *) 3 wks 32 weeks • maximum Duration of Parental Leave is maximum 35 weeks if the employee has preceded their Parental Leave with Pregnancy Leave. Otherwise, the maximum is 37 weeks. 43 SICK LEAVE PLAN It * Note: A waiting period is recognized that not always required, should parents choose to share parental benefits, the provisions of parent filing the Sick second claim would not be required to serve a two-week waiting period. There would be one waiting period per birth or adoption. All parents who are entitled to Parental Leave Plan in accordance with Employment Standards Act or Canada Labour Code, but who are not an automatic right of an employee and that administration of this Plan and all decisions regarding the appropriateness or degree of its application shall be vested solely in the Company.eligible for EI benefits Parental Leave (Maximum 35 weeks) 43.1 42.1 The Sick Leave Plan provides for maintenance of an employee's income when he/she is absent from work due to illness or non-occupational injury. 43.2 42.2 Employees are granted 23 days of sick leave a year - eight (8) days at full pay and 15 days at three-quarter pay. These grants accumulate continuously each year if not used, up to a maximum of 200 days at three-three- quarter pay and no limit to the number of days at full pay. 42.3 In the year in which an employee completes six years of service, all sick leave used in the first year of service will be restored. In the 7th year of service, all sick leave used in the 2nd year of service will be restored. This will continue until the employee has completed 15 years of service. In the 16th year of service, all sick leave used in the 11th through to the 15th years of service will be restored. In every year after 16 years of service, sick leave credits will be restored at the end of the year following the year in which they were used. There will be no payout of unused sick leave credits when an employee leaves the service of OPG.

Benefits Under the Supplementary Unemployment Benefit (SUB. Plan a) In order to be paid a leave benefit in accordance with the SUB Supplementary Unemployment Benefit Plan, the employee: i) must provide Inergi OPG with proof that she/he has applied for, and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act (EI)Act; and, ii) must be regular and employed by Inergi OPG for at least 13 weeks immediately preceding the date of delivery/adoption; and, iii) must (a) be on pregnancy leave, or (b) be on parental leave. b) According to the SUB Supplementary Unemployment Benefit Plan, payments will consist of the following: i) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the employee's base pay (pregnancy leaves only, not and parental leaves); and ii) when receiving EI benefits, the employee is eligible to receive payments equivalent to the difference between the EI benefits and ninety-three percent (93%) of the employee's base pay. See attached chart pay for duration of this “top up”up to fifteen (15) weeks while on pregnancy leave and for up to five (5) weeks while on parental leave. Where the employee's base salary exceeds 1.5 times the Years Maximum Insurable Earnings, the employee will receive an additional $300 as a lump sum as full compensation for any if a clawback that may be is required by Canada Customs and Revenue Canada Agency or any other government agency. iii) where an employee becomes eligible for an annual increment/salary schedule adjustment during the period of pregnancy/parental leave, payments under 42.3(b)(i), 42.3(b)(ii41.3(b)(i) and 42.3 (b)(iii41.3(b)(ii) shall be adjusted accordingly. c) An employee who qualifies under Section 42.3(a41.3(a) shall sign an agreement with Inergi OPG providing: i) that she/he will return to work and remain in InergiOPG’s employ for a period of six (6) months from the date of return to work; ii) that she/he will return to work on the date of the expiry of pregnancy/parental leave, unless this date is modified with InergiOPG’s consent or unless the employee is then entitled to a leave extension provided for in this Article; iii) that should the employee fail to return to work as per the provisions of Subsections 42.3(c)(i41.3(c)(i) and 42.3(c)(ii41.3(c)(ii), the employee recognizes that she/he is indebted to Inergi OPG for the amount received under the SUB plan. PREGNANCY/PARENTAL LEAVES - TIME LINES *Only maximum entitlements available are shown: Time lines show maximum lengths of leaves which may be available, providing qualifiers/conditions of specific legislation/agreements/policies are met. EI Benefits show maximum amounts which may be available. Employees should be referred to the nearest EI Office to determine their specific entitlements. SUB Plan Benefits show maximum amounts which may be available, providing qualifiers/conditions of specific agreements/policies are met. PROVINCIAL AND FEDERAL EMPLOYEES Birth Mothers: 2 wks 15 wks EI+SUB=93% 2 wks 93% EI+SUB=93%* Plus Parental Leave as outlined below. All parents who are entitled to Parental Leave and EI benefits in accordance with Employment Standards Act or Canada Labour Code 2 week waiting period (if If required)* 3 *) 5 wks 32 weeks • maximum Duration of Parental Leave is maximum 35 weeks if the employee has preceded their Parental Leave with Pregnancy Leave. Otherwise, the maximum is 37 weeks. 43 SICK LEAVE PLAN It * Note: A waiting period is recognized that not always required, should parents choose to share parental benefits, the provisions of parent filing the Sick second claim would not be required to serve a two-week waiting period. There would be one waiting period per birth or adoption. All parents who are entitled to Parental Leave Plan in accordance with Employment Standards Act or Canada Labour Code, but who are not an automatic right of an employee and that administration of this Plan and all decisions regarding the appropriateness or degree of its application shall be vested solely in the Company.eligible for EI benefits 43.1 42.1 The Sick Leave Plan provides for maintenance of an employee's income when he/she is absent from work due to illness or non-occupational injury. 43.2 42.2 Employees are granted 23 days of sick leave a year - eight (8) days at full pay and 15 days at three-quarter pay. These grants accumulate 42.3 In the year in which an employee completes six years of service, all sick leave used in the first year of service will be restored. In the 7th year of service, all sick leave used in the 2nd year of service will be restored. This will continue until the employee has completed 15 years of service. In the 16th year of service, all sick leave used in the 11th through to the 15th years of service will be restored. In every year after 16 years of service, sick leave credits will be restored at the end of the year following the year in which they were used. There will be no payout of unused sick leave credits when an employee leaves the service of OPG. Employees who have been approved for LTD (Article 43) shall be entitled to receive one re-accumulation prior to receiving LTD benefits. When an employee returns from any approved LTD they shall re-accumulate continuously each their sick leave in the normal fashion. 42.4 An employee will be reimbursed for any doctor’s note required by OPG. 42.5 In keeping with Article 2.4, Society Supervisors will be responsible for the administration of the sick leave plan. However, the final determination with regard to discipline related to misuse of sick leave will be the responsibility of management. 42A.1 The Company’s Sick Leave Plan will provide probationary and regular employees with substantial income protection regardless of their seniority. Probationary and Regular Employees will accumulate 8 sick leave credits (a credit equals 8 hours, 7.5 or 7 hours, whichever applies to the employee) per year if not usedof service at 100% of the employee’s base pay. 42A.2 When employees have exhausted their sick leave credits and are on sick leave, they will be paid at 75% of their base rate for a period of up to a maximum of 200 days at three-quarter pay and no limit to the number of days at full pay6 months.

Benefits Under the Supplementary Unemployment Benefit (SUB. Plan a) In order to be paid a leave benefit in accordance with the SUB Supplementary Unemployment Benefit Plan, the employee: i) must provide Inergi NHSS with proof that she/he has applied for, and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act (EI)Act; and, ii) must be regular and employed by Inergi NHSS for at least 13 weeks immediately preceding the date of delivery/adoption; and, iii) must (a) be on pregnancy leave, or (b) be on parental leave. b) According to the SUB Supplementary Unemployment Benefit Plan, payments will consist of the following: i) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the employee's base pay (pregnancy leaves only, not parental leaves); and ii) when receiving EI benefits, the employee is eligible to receive payments equivalent to the difference between the EI benefits and ninety-three percent (93%) of the employee's base pay. See attached chart pay for duration of this “top up”up to fifteen (15) weeks while on pregnancy leave and for up to three (3) weeks while on parental leave. Where the employee's base salary exceeds 1.5 times the Years Maximum Insurable Earnings, the employee will receive an additional $300 as a lump sum as full compensation for any clawback that may be required by Canada Customs and Revenue Canada Agency or any other government agency. iii) where an employee becomes eligible for an annual increment/salary schedule adjustment during the period of pregnancy/parental leave, payments under 42.3(b)(i), 42.3(b)(ii41.3(b)(i) and 42.3 (b)(iii41.3(b)(ii) shall be adjusted accordingly. c) An employee who qualifies under Section 42.3(a41.3(a) shall sign an agreement with Inergi NHSS providing: i) that she/he will return to work and remain in Inergi’s NHSS's employ for a period of six (6) months from the date of return to work; ii) that she/he will return to work on the date of the expiry of pregnancy/parental leave, unless this date is modified with InergiNHSS’s consent or unless the employee is then entitled to a leave extension provided for in this Article; iii) that should the employee fail to return to work as per the provisions of Subsections 42.3(c)(i41.3(c)(i) and 42.3(c)(ii41.3(c)(ii), the employee recognizes that she/he is indebted to Inergi NHSS for the amount received under the SUB plan. 15 wks EI+SUB=93% 2 wks 93% Plus PREGNANCY/PARENTAL LEAVES - TIME LINES Birth Mothers: All parents who are entitled to Parental Leave as outlined below. 2 week waiting period (if required)* 3 weeks • Duration of and EI benefits in accordance with Employment Standards Act or Canada Labour Code All parents who are entitled to Parental Leave is maximum 35 weeks if the employee has preceded their Parental Leave in accordance with Pregnancy Leave. OtherwiseEmployment Standards Act or Canada Labour Code, maximum is 37 weeks. 43 SICK LEAVE PLAN It is recognized that the provisions of the Sick Leave Plan but who are not an automatic right of an employee and that administration of this Plan and all decisions regarding the appropriateness or degree of its application shall be vested solely in the Company.eligible for EI benefits 42 43.1 42.1 The Sick Leave Plan provides for maintenance of an employee's income when he/she is absent from work due to illness or non-occupational injury. 43.2 42.2 Employees are granted 23 days of sick leave a year - eight (8) days at full pay and 15 days at three-quarter pay. These grants accumulate continuously each year if not used, up to a maximum of 200 days at three-quarter pay and no limit to the number of days at full pay. 42.3 In the year in which an employee completes six years of service, all sick leave used in the first year of service will be restored. In the 7th year of service, all sick leave used in the 2nd year of service will be restored. This will continue until the employee has completed 15 years of service. In the 16th year of service, all sick leave used in the 11th through to the 15th years of service will be restored. In every year after 16 years of service, sick leave credits will be restored at the end of the year following the year in which they were used. There will be no payout of unused sick leave credits when an employee leaves the service of NHSS.

Benefits Under the Supplementary Unemployment Benefit (SUB. Plan a) In order to be paid a leave benefit in accordance with the SUB Supplementary Unemployment Benefit Plan, the employee: i) must Must provide Inergi Xxxxx Power with proof that she/he has applied for, and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act (EI)Act; and, ii) must Must be regular and employed by Inergi Xxxxx Power for at least 13 weeks immediately preceding the date of delivery/adoption; and, iii) must Must (a) be on pregnancy leave, or (b) be on parental leave. b) According to the SUB Supplementary Unemployment Benefit Plan, payments will consist of the following: i) for For the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the employee's base pay (pregnancy leaves only, not includes parental leaves); and ii) when When receiving EI benefits, the employee is eligible to receive payments equivalent to the difference between the EI benefits and ninety-three percent (93%) of the employee's base pay. See attached chart pay for duration of this “top up”up to fifteen (15) weeks while on pregnancy leave and for up to five (5) weeks while on parental leave. Where the employee's base salary exceeds 1.5 times the Years Maximum Insurable Earnings, the employee will receive an additional $300 as a lump sum as full compensation for any clawback that may be required by Canada Customs and Revenue Canada Agency or any other government agency. iii) where Where an employee becomes eligible for an annual increment/salary schedule adjustment during the period of pregnancy/parental leave, payments under 42.3(b)(i), 42.3(b)(ii41.3(b)(i) and 42.3 (b)(iii41.3(b)(ii) shall be adjusted accordingly. c) An employee who qualifies under Section 42.3(a41.3(a) shall sign an agreement with Inergi Xxxxx Power providing: i) that That she/he will return to work and remain in Inergi’s Xxxxx Power's employ for a period of six (6) months from the date of return to work;. ii) that That she/he will return to work on the date of the expiry of pregnancy/parental leave, unless this date is modified with InergiXxxxx Power’s consent or unless the employee is then entitled to a leave extension provided for in this Article;. iii) that That should the employee fail to return to work as per the provisions of Subsections 42.3(c)(i41.3(c)(i) and 42.3(c)(ii41.3(c)(ii), the employee recognizes that she/he is indebted to Inergi Xxxxx Power for the amount received under the SUB plan. 15 wks EI+SUB=93% 2 wks 93% Plus Parental Leave as outlined below. 2 week waiting period (if required)* 3 weeks • Duration of Parental Leave is maximum 35 weeks if the employee has preceded their Parental Leave with Pregnancy Leave. Otherwise, maximum is 37 weeks. 43 SICK LEAVE PLAN It is recognized that the provisions of the Sick Leave Plan are not an automatic right of an employee and that administration of this Plan and all decisions regarding the appropriateness or degree of its application shall be vested solely in the Company. 43.1 The Sick Leave Plan provides for maintenance of an employee's income when he/she is absent from work due to illness or non-occupational injury. 43.2 Employees are granted 23 days of sick leave a year - eight (8) days at full pay and 15 days at three-quarter pay. These grants accumulate continuously each year if not used, up to a maximum of 200 days at three-quarter pay and no limit to the number of days at full pay.

Benefits Under the Supplementary Unemployment Benefit (SUB. Plan a) In order to be paid a leave benefit in accordance with the SUB Plan, the employee: i) must provide Inergi Vertex with proof that she/he has applied for, and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act (EI); and, ii) must be regular and employed by Inergi Vertex for at least 13 weeks immediately preceding the date of delivery/adoption; and, iii) must (a) be on pregnancy leave, or (b) be on parental leave. b) According to the SUB Plan, payments will consist of the following: i) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the employee's base pay (pregnancy leaves only, not parental leaves); and ii) when receiving EI benefits, payments equivalent to the difference between the EI benefits and ninety-three percent (93%) of the employee's base pay. See attached chart for duration of this “top up”. Where the employee's base salary exceeds 1.5 times the Years Maximum Insurable Earnings, the employee will receive an additional $300 as a lump sum as full compensation for any clawback claw back that may be required by Revenue Canada or any other government agency. iii) where an employee becomes eligible for an annual increment/salary schedule adjustment during the period of pregnancy/parental leave, payments under 42.3(b)(i), 42.3(b)(ii) and 42.3 (b)(iii) shall be adjusted accordingly. c) An employee who qualifies under Section 42.3(a) shall sign an agreement with Inergi Vertex providing: i) that she/he will return to work and remain in InergiVertex’s employ for a period of six (6) months from the date of return to work; ii) that she/he will return to work on the date of the expiry of pregnancy/parental leave, unless this date is modified with InergiVertex’s consent or unless the employee is then entitled to a leave extension provided for in this Article; iii) that should the employee fail to return to work as per the provisions of Subsections 42.3(c)(i) and 42.3(c)(ii), the employee recognizes that she/he is indebted to Inergi Vertex for the amount received under the SUB plan. 2 wks 93% 15 wks EI+SUB=93% 2 wks 93% Plus Parental Leave as outlined below. 2 week waiting period (if required)* 3 weeks • Duration of Parental Leave is maximum 35 weeks if the employee has preceded their Parental Leave with Pregnancy Leave. Otherwise, maximum is 37 weeks. 43 SICK LEAVE PLAN It is recognized that the provisions of the Sick Leave Plan are not an automatic right of an employee and that administration of this Plan and all decisions regarding the appropriateness or degree of its application shall be vested solely in the Company. 43.1 The Sick Leave Plan provides for maintenance of an employee's income when he/she is absent from work due to illness or non-occupational injury. 43.2 Employees are granted 23 days of sick leave a year - eight (8) days at full pay and 15 days at three-quarter pay. These grants accumulate continuously each year if not used, up to a maximum of 200 days at three-quarter pay and no limit to the number of days at full pay.

Benefits Under the Supplementary Unemployment Benefit (SUB. Plan a) In order to be paid a leave benefit in accordance with the SUB Supplementary Unemployment Benefit Plan, the employee: i) must provide Inergi NWMO with proof that she/he has applied for, and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act (EI)Act; and, ii) must be regular and employed by Inergi NWMO for at least 13 weeks immediately preceding the date of delivery/adoption; and, iii) must (a) be on pregnancy leave, or (b) be on parental leave. b) According to the SUB Supplementary Unemployment Benefit Plan, payments will consist of the following: i) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the employee's base pay (pregnancy leaves only, not parental leaves)pay; and ii) when receiving EI benefits, the employee is eligible to receive payments equivalent to the difference between the EI benefits and ninety-three percent (93%) of the employee's base pay. See attached chart pay for duration of this “top up”up to fifteen (15) weeks while on pregnancy leave and for up to five (5) weeks while on parental leave. Where the employee's base salary exceeds 1.5 times the Years Maximum Insurable Earnings, the employee will receive an additional $300 as a lump sum as full compensation for any if a clawback that may be is required by Canada Revenue Canada Agency or any other government agency. iii) where an employee becomes eligible for an annual increment/salary schedule adjustment during the period of pregnancy/parental leave, payments under 42.3(b)(i), 42.3(b)(ii41.3(b)(i) and 42.3 (b)(iii41.3(b)(ii) shall be adjusted accordingly. c) An employee who qualifies under Section 42.3(a41.3(a) shall sign an agreement with Inergi NWMO providing: i) that she/he will return to work and remain in InergiNWMO’s employ for a period of six (6) months from the date of return to work; ii) that she/he will return to work on the date of the expiry of pregnancy/parental leave, unless this date is modified with InergiNWMO’s consent or unless the employee is then entitled to a leave extension provided for in this Article; iii) that should the employee fail to return to work as per the provisions of Subsections 42.3(c)(i41.3(c)(i) and 42.3(c)(ii41.3(c)(ii), the employee recognizes that she/he is indebted to Inergi NWMO for the amount received under the SUB plan. PREGNANCY/PARENTAL LEAVES - TIME LINES *Only maximum entitlements available are shown: Time lines show maximum lengths of leaves which may be available, providing qualifiers/conditions of specific legislation/agreements/policies are met. EI Benefits show maximum amounts which may be available. Employees should be referred to the nearest EI Office to determine their specific entitlements. SUB Plan Benefits show maximum amounts which may be available, providing qualifiers/conditions of specific agreements/policies are met. Birth Mothers: 2 wks 15 wks EI+SUB=93% 2 wks 93% EI+SUB=93%* Plus Parental Leave as outlined below. All parents who are entitled to Parental Leave and EI benefits in accordance with the Canada Labour Code 2 week waiting period (if If required)* 3 *) 5 wks 32 weeks • maximum Duration of Parental Leave is maximum 35 weeks if the employee has preceded their Parental Leave with Pregnancy Leave. Otherwise, the maximum is 37 weeks. 43 SICK LEAVE PLAN It * Note: A waiting period is recognized that not always required, should parents choose to share parental benefits, the provisions of parent filing the Sick second claim would not be required to serve a two-week waiting period. There would be one waiting period per birth or adoption. All parents who are entitled to Parental Leave Plan in accordance with the Canada Labour Code, but who are not an automatic right of an employee and that administration of this Plan and all decisions regarding the appropriateness or degree of its application shall be vested solely in the Company.eligible for EI benefits 43.1 42.1 The Sick Leave Plan provides for maintenance of an employee's income when he/she is absent from work due to illness or non-occupational injury. 43.2 42.2 Employees are granted 23 days of sick leave a year - eight (8) days at full pay and 15 days at three-quarter pay. These grants accumulate continuously each year if not used, up to a maximum of 200 days at three-three- quarter pay and no limit to the number of days at full pay. 42.3 In the year in which an employee completes six years of service, all sick leave used in the first year of service will be restored. In the 7th year of service, all sick leave used in the 2nd year of service will be restored. This will continue until the employee has completed 15 years of service. In the 16th year of service, all sick leave used in the 11th through to the 15th years of service will be restored. In every year after 16 years of service, sick leave credits will be restored at the end of the year following the year in which they were used. There will be no payout of unused sick leave credits when an employee leaves the service of NWMO.

Benefits Under the Supplementary Unemployment Benefit (SUB. Plan a) In order to be paid a leave benefit in accordance with the SUB Plan, the employee: i) must provide Inergi with proof that she/he has applied for, and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act (EI); and, ii) must be regular and employed by Inergi for at least 13 weeks immediately preceding the date of delivery/adoption; and, iii) must (a) be on pregnancy leave, or (b) be on parental leave. b) According to the SUB Plan, payments will consist of the following: i) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the employee's base pay (pregnancy leaves only, not parental leaves); and ii) when receiving EI benefits, payments equivalent to the difference between the EI benefits and ninety-three percent (93%) of the employee's base pay. See attached chart for duration of this “top up”. Where the employee's base salary exceeds 1.5 times the Years Maximum Insurable Earnings, the employee will receive an additional $300 as a lump sum as full compensation for any clawback claw back that may be required by Revenue Canada or any other government agency. iii) where an employee becomes eligible for an annual increment/salary schedule adjustment during the period of pregnancy/parental leave, payments under 42.3(b)(i), 42.3(b)(ii) and 42.3 (b)(iii) shall be adjusted accordingly. c) An employee who qualifies under Section 42.3(a) shall sign an agreement with Inergi providing:with i) that she/he will return to work and remain in Inergi’s employ for a period of six (6) months from the date of return to work; ii) that she/he will return to work on the date of the expiry of pregnancy/parental leave, unless this date is modified with Inergi’s consent or unless the employee is then entitled to a leave extension provided for in this Article; iii) that should the employee fail to return to work as per the provisions of Subsections 42.3(c)(i) and 42.3(c)(ii), the employee recognizes that she/he is indebted to Inergi for the amount received under the SUB plan. 2 wks 93% 15 wks EI+SUB=93% 2 wks 93% Plus Parental Leave as outlined below. 2 week waiting period (if required)* 3 weeks • Duration of Parental Leave is maximum 35 weeks if the employee has preceded their Parental Leave with Pregnancy Leave. Otherwise, maximum is 37 weeks. 43 SICK LEAVE PLAN It is recognized that the provisions of the Sick Leave Plan are not an automatic right of an employee and that administration of this Plan and all decisions regarding the appropriateness or degree of its application shall be vested solely in the Company. 43.1 The Sick Leave Plan provides for maintenance of an employee's income when he/she is absent from work due to illness or non-occupational injury. 43.2 Employees are granted 23 days of sick leave a year - eight (8) days at full pay and 15 days at three-quarter pay. These grants accumulate continuously each year if not used, up to a maximum of 200 days at three-quarter pay and no limit to the number of days at full pay.

Benefits Under the Supplementary Unemployment Benefit (SUB. Plan a) In order to be paid a leave benefit in accordance with the SUB Supplementary Unemployment Benefit Plan, the employee: i) must provide Inergi OPG with proof that she/he has applied for, and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act (EI)Act; and, ii) must be regular and employed by Inergi OPG for at least 13 weeks immediately preceding the date of delivery/adoption; and, iii) must (a) be on pregnancy leave, or (b) be on parental leave. b) According to the SUB Supplementary Unemployment Benefit Plan, payments will consist of the following: i) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the employee's base pay (pregnancy leaves only, not parental leaves); and ii) when receiving EI benefits, the employee is eligible to receive payments equivalent to the difference between the EI benefits and ninety-three percent (93%) of the employee's base pay. See attached chart pay for duration of this “top up”up to fifteen (15) weeks while on pregnancy leave and for up to three (3) weeks while on parental leave. Where the employee's base salary exceeds 1.5 times the Years Maximum Insurable Earnings, the employee will receive an additional $300 as a lump sum as full compensation for any if a clawback that may be is required by Canada Customs and Revenue Canada Agency or any other government agency. iii) where an employee becomes eligible for an annual increment/salary schedule adjustment during the period of pregnancy/parental leave, payments under 42.3(b)(i), 42.3(b)(ii41.3(b)(i) and 42.3 (b)(iii41.3(b)(ii) shall be adjusted accordingly. c) An employee who qualifies under Section 42.3(a41.3(a) shall sign an agreement with Inergi OPG providing: i) that she/he will return to work and remain in InergiOPG’s employ for a period of six (6) months from the date of return to work; ii) that she/he will return to work on the date of the expiry of pregnancy/parental leave, unless this date is modified with InergiOPG’s consent or unless the employee is then entitled to a leave extension provided for in this Article; iii) that should the employee fail to return to work as per the provisions of Subsections 42.3(c)(i41.3(c)(i) and 42.3(c)(ii41.3(c)(ii), the employee recognizes that she/he is indebted to Inergi OPG for the amount received under the SUB plan. PREGNANCY/PARENTAL LEAVES - TIME LINES *Only maximum entitlements available are shown: Time lines show maximum lengths of leaves which may be available, providing qualifiers/conditions of specific legislation/agreements/policies are met. EI Benefits show maximum amounts which may be available. Employees should be referred to the nearest EI Office to determine their specific entitlements. SUB Plan Benefits show maximum amounts which may be available, providing qualifiers/conditions of specific agreements/policies are met. PROVINCIAL AND FEDERAL EMPLOYEES Birth Mothers: 2 wks 15 wks EI+SUB=93% 2 wks 93% EI+SUB=93%* Plus Parental Leave as outlined below. All parents who are entitled to Parental Leave and EI benefits in accordance with Employment Standards Act or Canada Labour Code 2 week waiting period (if If required)* *) 3 wks 32 weeks • maximum Duration of Parental Leave is maximum 35 weeks if the employee has preceded their Parental Leave with Pregnancy Leave. Otherwise, the maximum is 37 weeks. 43 SICK LEAVE PLAN It * Note: A waiting period is recognized that not always required, should parents choose to share parental benefits, the provisions of parent filing the Sick second claim would not be required to serve a two-week waiting period. There would be one waiting period per birth or adoption. All parents who are entitled to Parental Leave Plan in accordance with Employment Standards Act or Canada Labour Code, but who are not an automatic right of an employee and that administration of this Plan and all decisions regarding the appropriateness or degree of its application shall be vested solely in the Company.eligible for EI benefits Parental Leave (Maximum 35 weeks) 43.1 42.1 The Sick Leave Plan provides for maintenance of an employee's income when he/she is absent from work due to illness or non-occupational injury. 43.2 42.2 Employees are granted 23 days of sick leave a year - eight (8) days at full pay and 15 days at three-quarter pay. These grants accumulate continuously each year if not used, up to a maximum of 200 days at three-three- quarter pay and no limit to the number of days at full pay. 42.3 In the year in which an employee completes six years of service, all sick leave used in the first year of service will be restored. In the 7th year of service, all sick leave used in the 2nd year of service will be restored. This will continue until the employee has completed 15 years of service. In the 16th year of service, all sick leave used in the 11th through to the 15th years 42.4 An employee will be reimbursed for any doctor’s note required by OPG. 42.5 In keeping with Article 2.4, Society Supervisors will be responsible for the administration of the sick leave plan. However, the final determination with regard to discipline related to misuse of sick leave will be the responsibility of management. 42A.1 The Company’s Sick Leave Plan will provide probationary and regular employees with substantial income protection regardless of their seniority. Probationary and Regular Employees will accumulate 8 sick leave credits (a credit equals 8 hours, 7.5 or 7 hours, whichever applies to the employee) per year of service at 100% of the employee’s base pay. 42A.2 When employees have exhausted their sick leave credits and are on sick leave, they will be paid at 75% of their base rate for a period of up to 6 months.