Common use of GRIEVANCE PROCEDURE Clause in Contracts

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint or difference between the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreement. Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designate.

GRIEVANCE PROCEDURE. ‌ A grievance is 26.1 Any grievance, defined as any complaint or difference between the Parties arising from a claim reasonably and suitably founded on a dispute involving the interpretation, application, administration or alleged contravention violation of this Agreement, shall systematically follow the three (3) step grievance procedure that is outlined in this Article. Any grievance filed shall refer to all provisions of the Collective AgreementAgreement that are in dispute, and shall adequately set forth the facts pertaining to the alleged dispute. The legal interpretation of this Agreement is governed by the case and statutory law of the State, together with the Charter and ordinances of the City of Jacksonville. Step 1 26.2 An employee having a grievance shall submit it pursuant to the following procedures: STEP I: The employee will bring may present his/her grievance in writing to the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or differenceappropriate division chief. The employee and appropriate division chief will meet to discuss the grievance. The employee or the appropriate division chief may request that the designated Union grievance representative be assisted by present at any discussion of a Step I grievance. The Employer shall notify the Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of all grievances filed under the discussionterms of the collective bargaining agreement or the Civil Service Board grievance procedure that are not filed by the Union. Grievances not resolved at Step 1 may Discussions will be referred to informal for the Central Grievance Committeepurpose of settling differences in the simplest and most direct manner. No employee will leave his/her work for the purpose of discussing a grievance without first obtaining permission from the appropriate division chief. The Central Grievance Committee will be comprised appropriate division chief shall notify the employee and the designated Union representative, in writing, of up to four (4) representatives of his/her decision regarding the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working business days of after the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to day the grievance will be provided within five (5) working days of was presented. STEP II: If the conclusion of Step 3. A grievance is not settled at the first step, the employee and/or designated Union grievance representative may present the written grievance to the Director/Fire Chief or his/her designee, within ten (10) business days after the employee is notified of the decision at Step 3 may be referred I or after the decision was due. The Director or his/her designee shall meet with the employee and/or the designated Union grievance representative to Arbitration discuss the grievance within five ten (510) working business days after receipt of the grievance, unless such time is extended by mutual agreement in writing. The Director/Fire Chief, or his/her designee, shall notify the employee and the designated Union representative in writing of his/her decision within ten (10) business days of receipt of the City Manager’s decision. Such referral will be grievance. STEP III: If the answer from the Director/Fire Chief in writing and will be directed Step II is not considered satisfactory by the employee, the employee and/or designated Union grievance representative may present the written grievance to the City Manager Director of Employee Services, or his/her designatedesignee, within ten (10) business days after the employee is notified of the decision at Step II or after the decision was due. The Director of Employee Services, or his/her designee, shall meet with the employee and/or the designated Union grievance representative within ten (10) business days after receipt of the grievance, unless such time is extended by mutual agreement in writing. At this meeting there will be a full disclosure of all facts relating to the grievance. The Director of Employee Services, or his/her designee, shall render a written decision on the grievance within ten (10) business days after the meeting, and furnish a copy of the decision to the employee, the designated Union grievance representative, and the Union President.

GRIEVANCE PROCEDURE. ‌ Section 6.01 A grievance is shall be defined as any complaint or difference between dispute regarding the Parties arising from the meaning, interpretation, application, administration or alleged contravention violation of the Collective this Agreement. Section 6.02 For purposes of this Article, a “working day” is defined as a weekday, Monday through Friday, between 0800 (8:00 am) and 1700 (5:00 pm). Section 6.03 It is the parties’ desire that grievances be resolved as quickly as possible. In the event a grievance should arise, the following Steps must be followed: Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven fifteen (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (515) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four issue/matter being grieved, or within fifteen (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (715) working days of receiving when the bargaining unit member knew or should have known about the issue/matter, he/she must submit a Step 1 responsewritten grievance to the Chief or his/her designee. The written referral will contain enough detail so that grievance must identify the other Parties will know what issues(sArticle(s)/Section(s) are involved in the complaint Agreement that were allegedly violated, must provide a detailed factual explanation/description of the issue/matter being grieved (including relevant dates), must provide a detailed description of the remedy being sought/requested, and what must be signed by the referring Party seeks as redress. The referring Party will also state grievant and a Union officer. Step 2 if the grievant/Union is not satisfied with whom and when the Chief’s (or his/her designee’s) written Step 1 meeting occurred. The Central Grievance Committee will discuss all Answer, the grievances which were referred grievant/Union may appeal to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties Step 2 within ten (10) working days after receipt of the meetingChief’s (or his/her designee’s) written Step 1 Answer. If required, in addition The grievant/Union must submit its written Step 2 appeal to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing Township Supervisor within five ten (510) working days of after receiving a the Chief’s (or his/her designee’s) written Step 1 Answer. The written Step 2 response. A meeting with appeal must include a detailed explanation as to why the City Manager will occur within five Chief’s (5or his/her designee’s) working days of written Step 1 Answer is unsatisfactory, plus any newfacts the referral and a written response grievant/Union wishes to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at provide. Step 3 if the Township Supervisor’s written Step 2 Answer is unsatisfactory, the Union may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decisionrequest arbitration. Such referral will The request for arbitration must be in writing and must be submitted to the Township Supervisor (and a demand/petition for arbitration submitted to MERC) within ten (10) working days after the Union receives the Township Supervisor’s written Step 2 Answer. Section 6.04 The Employer will attempt to schedule grievance meetings during non-working times. If that is not possible, the grievance meeting will be directed without loss of pay (but will also not result in contractual overtime pay) to the City Manager or hisgrievant and/or Union representative involved. The parties agree their primary obligation is to the Township’s citizens’ public safety. Consequently, no grievance proceeding(s) may interfere with this obligation. Section 6.05 Probationary employees may be disciplined/her designatedischarged at any time prior to completing their probationary period. Such discipline/discharge decisions may not be grieved. Section 6.06 The time limits in this Article will be strictly observed and may only be extended upon mutual agreement, in writing, of the parties. The Union may withdraw a grievance at any time. Any grievance not processed by the grievant/Union within the specified time limit will be considered resolved/settled on the basis of the Employer’s last grievance Answer. Any grievance not timely processed by the Employer will be automatically advanced to the next Step. Section 6.07 Notwithstanding expiration of this Agreement, any grievance timely filed prior to expiration of the Agreement will be processed to completion.

GRIEVANCE PROCEDURE. ‌ 23.01 A grievance is defined as shall be any complaint dispute or difference between arising out of the Parties arising from the interpretationalleged violation, application, administration or alleged contravention interpretation of the Collective provisions of this Agreement. Time limits may be extended upon mutual consent. Step 1 The employee will bring 23.02 Reference to days in the issue forward grievance and arbitration procedure shall exclude Saturdays, Sundays, holidays and vacations. 23.03 Both parties agree that grievances are to his be dealt with as expeditiously and efficiently as possible. 23.04 A Grievor, his/her ▇▇▇▇▇▇▇, Chief ▇▇▇▇▇▇▇ or her exempt supervisor within seven (7) the Plant Chairperson shall not suffer any loss of earnings while attending grievance meetings during regular working days of first becoming aware hours. 23.05 It is the mutual desire of the parties that any complaint or differenceof an employee should be adjudicated as quickly as possible and it is understood that an employee has no grievance until he/she has first given his/her immediate Supervisor an opportunity of adjudicating his/her complaint. The An employee may be assisted by either alone, or with his/her ▇▇▇▇▇▇▇, request a Union representative. An informal discussion will take place and the exempt supervisor will provide meeting with his/her immediate Supervisor to discuss a response complaint within five (5) working days of the discussionincident giving rise to the grievance except when an extension is mutually agreed to due to extenuating circumstances. Grievances If such complaint is not settled to the satisfaction of the parties within two (2) working days, the complaint may be put into writing and processed to Step Two. If the grievance is not resolved at Step 1 may One, the grievance shall be referred reduced to writing within five working (5) days after the Step One meeting and given to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of appropriate Operational Manager by the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Plant Chairperson. The Central Grievance Committee will appropriate Operational Manager and Supervisor shall then meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer with the issue in writing to the other Parties within seven ▇▇▇▇▇▇▇, Grievers and Chief ▇▇▇▇▇▇▇ (7where scheduled on that shift) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days after receipt of receiving a the written grievance to resolve the issue. The appropriate Operational Manager shall give his/her decision in writing with reasons for such decision within two working (2) days of the Step 2 responseTwo meeting. A meeting with If the City Manager will occur grievance has not been settled to the satisfaction of both parties, it may then proceed to Step Three. If the grievance is not resolved at Step Two, the grievance shall be forwarded within five (5) working days after receiving the written decision from Step Two, to the Assistant Vice- President of the referral facility by the Plant Chairperson. The Assistant Vice-President of the facility and a written response to the grievance will be provided Assistant Vice-President of Human Resources, or their designates in extenuating circumstances, shall then meet with the Plant Chairperson, Chief Steward, Steward, Grievor and Union Representative within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of after receipt of the City Manager’s decisionwritten grievance to resolve the issue. Such referral will be in writing and will be directed to the City Manager or The appropriate Company Representative shall give his/her designate.decision in writing with reasons for such decision within ten

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any 8.01 Any complaint or difference arising between the Parties arising employees and the Company from the interpretation, application, administration or alleged contravention violation of this Collective Agreement shall be considered as a grievance and shall be dealt with as speedily and effectively as possible, in accordance with the Collective Agreementfollowing procedure. Any employee requesting to see their Union Representative/▇▇▇▇▇▇▇ on their shift will be allowed to do so privately within a reasonable amount of time. Reasonable amount of time will be defined as thirty (30) minutes or less. Step 1 The 8.02 Any employee will bring having a grievance shall first take up the issue forward matter with his/her Supervisor directly or through his/her ▇▇▇▇▇▇▇ first, then the committeeperson. If no satisfaction is received within twenty- four (24) hours, the grievance shall then be submitted in writing to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or differenceHuman Resources Department. The employee may be assisted by a Union representative. An informal discussion Human Resources Department will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and have two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose weeks to investigate and hold a Central Grievance Committee Chairpersonmeeting with the Union to discuss and answer the grievance. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing Company shall have the option of refusing to advance deal with a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances has not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue been submitted in writing within five (5) working days excluding weekends and holidays after the cause of receiving a Step 2 responsethe grievance became known or should have become known to the employee or being submitted to the Union in writing. A meeting If no resolve is reached within the two (2) week period, the Union will then proceed to meet with the City Manager local and/or national representative to discuss such grievance and decide whether or not to proceed to arbitration. The Union will occur have two (2) weeks from the Company’s decision to inform the Company of its intent to proceed to arbitration or not. 8.03 The agenda for the conference provided above shall be supplied by the Chairperson of the Committee to Management at least twenty-four (24) hours before the conference at which the appeals thereon are listed for discussion. 8.04 The Company and the Union shall fully disclose all facts which they rely upon. 8.05 The time limits set forth in the grievance and arbitration provisions herein may be extended upon the mutual agreement of the Union and the Company. 8.06 However, if the Company or Union fail to meet the time limits set forth, the grievance shall be deemed ruled in favour of the other party. Such deemed ruling shall be non-precedent setting. 8.07 For the purpose of issuing a grievance, the parties agree the time limits shall exclude Saturdays, Sundays, holidays as defined herein and scheduled plant shutdowns. 8.08 If the grievance is in relation to a termination, it will be screened within five (5) working days of following the referral conference and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred expedited to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed arbitration if acceptable to the City Manager or his/her designateLocal 195.

GRIEVANCE PROCEDURE. ‌ A grievance The parties to this are that it is defined as any complaint or difference between the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreementutmost importance to resolve complaints and grievances as quickly as possible. (a) It is understood and agreed that an employee does not have a formal grievance until he has discussed the matter with his ▇▇▇▇▇▇▇ and given him an opportunity of dealing with the complaint. If, however, the record of such discussion Is to be placed in the employee’s file, the employee may request that a ▇▇▇▇▇▇▇ be present. Grievances properly arising under this Agreement shall be resolved and settled as follows: Step No. 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) Within five working days of first becoming aware of after the complaint circumstances giving rise to the grievance occurred or differenceoriginated, the aggrieved employee or his ▇▇▇▇▇▇▇ may present his grievance which shall be reduced to writing to the ▇▇▇▇▇▇▇ and signed by the employee. The Should no written settlement satisfactory to the employee be reached within two full working days the next step in the grievance procedure may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response taken at any time within five (5) two full working days of the discussionthereafter. Grievances not resolved at Step 1 No. 2 The grievance may be referred to the Central Grievance Committee. The Central Operations Manager or his designate at this step by the and the Plant Grievance Committee will be comprised of up to four (4) representatives composed of the Employer President of the Local, the Chief ▇▇▇▇▇▇▇, and the ▇▇▇▇▇▇▇ of the area in which the grievance originated. Should no written satisfactory settlement be reached within two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) full working days of receiving a Step 1 response. The written referral will contain enough detail so that following the other Parties will know what issues(s) are involved meeting the next step in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will grievance procedure may be provided to the other Parties taken at any time within ten (10) two full working days of the meetingthereafter. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issuesStep No. Grievances not resolved at Step 2 3 The grievance may be referred to the City ManagerCompany President or his designate at this step by the and the Plant Grievance Committee. Any Party wishing this meeting the International Representative of the Union may attend. a satisfactory settlement is not reached within ten calendar days from the referral and if the grievance is one which concerns the interpretation or alleged violation of the agreement, the grievance may be submitted to advance a arbitration as provided in Article VII below at any time within twenty-one days thereafter, but not later. Group Grievances To avoid the necessity of processing numerous grievances concerning the same subject or event, the Company will Group Grievances, provided that each aggrieved employee’s name is listed on the grievance to Step 3 will refer and the issue grievance is filed in writing at Step No. 2 to the Plant Superintendent within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response incident giving rise to the grievance. The time limits set out in Step No. 2 above shall If the group grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance is not settled at Step 3 No. 2 of the grievance procedure, the remainder of the grievance procedure, including arbitration may be referred followed. If an Arbitration Board or the Arbitrator finds that the Company has violated the Agreement, it shall have the power to Arbitration award compensation to employees affected by the violation. Policy Grievances If either party has a complaint or alleges that there has been a misinterpretation, violation or non-application of this Agreement or any of the provisions hereof, then either party may within five (5) fifteen calendar days of the incident giving rise to the grievance give to the other, notice in writing of such complaint at Step No. 2 of the Grievance Procedure. Within three working days of receipt of the City Manager’s decision. Such referral such notice a meeting will be held between the Operations Manager and the Union Grievance Committee. The party against whom the complaint has been made will give an answer in writing and will within three working days after the meeting has been held. If the Policy Grievance is not settled at Step No. the remainder of the Grievance Procedure, including arbitration may be directed followed. No such grievance shall be filed with respect to the City Manager or his/her designatesame subject matter that is already the subject of a grievance filed by an employee under this Article, nor shall any grievance be filed by an employee with respect to the same subject matter that is already the subject of a grievance filed by the Union under this Article. It is understood that any of the time limits provided for in Article including the original filing, may be extended by mutual agreement of the parties in writing.

GRIEVANCE PROCEDURE. ‌ A 23.01 The parties to this Agreement recognize the stewards and the CLAC Representative specified in Article 3 as the agents through which employees shall process their grievances and receive settlement thereof. 23.02 The Employer or the Union shall not be required to consider or process any grievance which arose out of any action or condition more than five (5) work days after the subject of such grievance occurred. If the action or condition is defined as any complaint of a continuing or difference recurring nature, this limitation period shall not begin to run until the action or condition has ceased. The limitation period shall not apply to differences arising between the Parties arising from parties hereto relating to the interpretation, application, application or administration or alleged contravention of the Collective this Agreement. 23.03 The procedure for processing grievances shall be as follows: Step 1 The Should the employee will bring be dissatisfied with the issue forward immediate supervisor’s disposition of the complaint, the employee may, with the assistance of his ▇▇▇▇▇▇▇, refer such matter on a written grievance form supplied by the Union to his or her exempt their immediate supervisor within seven no later than five (75) working days of first becoming aware from the date of the complaint or differenceverbal reply of the immediate supervisor. The complaint shall constitute a formal grievance at Step 1. The immediate supervisor shall answer the grievance in writing within three (3) working days. The grievance shall contain a brief statement of the nature of the grievance, indicate the relief sought and be signed by the employee or the employees involved. Step 2 Should the employee be dissatisfied with the disposition of the grievance at Step 1, the grievance may be assisted by a Union representative. An informal discussion will take place and referred to the exempt supervisor will provide a response Management Committee, within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committeeimmediate supervisor’s reply. The Central Grievance Committee will be comprised of up to four (4) representatives of Management Committee, shall answer the Employer and two (2) representatives of each CUPE Local. Each Party (Employergrievance in writing, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving days. Should a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled required at Step 2, the Union ▇▇▇▇▇▇▇ shall be in attendance. Step 3 may Should no settlement be referred to Arbitration reached at Step 2, the Grievance Committee and representatives of management, shall meet within five (5) working days of receipt of the City Manager’s decisionreply of the Management Committee to discuss the grievance. If the grievance is not settled within five (5) working days, it may be referred to arbitration as hereinafter provided. 23.04 A “Group Grievance” is defined as a single grievance, signed by a ▇▇▇▇▇▇▇ or a CLAC representative on behalf of a group of employees who have the same complaint. Such referral will grievances must be in writing and will dealt with at successive stages of the grievance procedure commencing with Step 1. The grievers shall be directed to listed on the City Manager or his/her designategrievance form.

GRIEVANCE PROCEDURE. ‌ A grievance 7.01 It is defined as any complaint or difference between the Parties arising from mutual desire of the parties to this Collective Agreement that complaints and grievances concerning the interpretation, application, administration or alleged contravention violation of the Collective AgreementAgreement be adjusted as quickly as possible. Step 1 7.02 It is understood that an employee shall first raise his complaint with the Plant VP. 7.03 No grievance shall be considered and the complaint shall be deemed to have been abandoned if the events giving rise to the complaint occurred or originated or ought to have come to the attention of the employee more than ten (10) full calendar days before the filing of the grievance. No grievance shall be further considered and the grievance shall be deemed to have been abandoned if the time limits set out in Article 7.04 are not adhered to by the Union. If the Corporation fails to respond within the stipulated time limits the grievance shall automatically proceed to the next step. The parties may mutually agree to extend the time limits; however, such agreements shall be in writing. 7.04 Grievances properly arising under this Collective Agreement shall be adjusted and settled as follows: The aggrieved employee will bring shall present his grievance in writing to the issue forward to his or her exempt supervisor Plant VP. The aggrieved employee may request the assistance of a ▇▇▇▇▇▇▇. The Plant VP shall reply with a written decision within seven (7) working full calendar days of first becoming aware following the receipt of the complaint or differencegrievance. The Within seven (7) full calendar days following the receipt of the Plant VP’s decision, the aggrieved employee may be assisted by a Union representative. An informal discussion will take place and present the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties Corporation’s General Manager or his designate who shall consider it in the presence of the grievor, the grievor’s immediate supervisor, the ▇▇▇▇▇▇▇ and a National Representative of the Union. The General Manager or his designate shall issue a written decision within seven (7) working full calendar days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day following such meeting. 7.05 If final settlement of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances grievance is not resolved reached at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to Number 2, then the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration in writing by either party, as provided in Article 9 below, at any time within five twenty-one (521) working full calendar days of either following the receipt of the City Manager’s decision. Such referral will be in writing and will be directed decision given under Step Number 2 or following the expiry of the time to reply allowed under Step Number 2 to the City General Manager or his/her designatehis designate if he has failed to reply.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint 15.01 Any complaint, disagreement or difference of opinion between the Parties arising from parties hereto concerning the interpretation, application, administration operation or any alleged contravention violation hereof, or concerning discharge of the Collective Agreementan employee which may be alleged to be unjust shall be considered a grievance. Step 1 The 15.02 Where there is any grievance or dispute by an employee will bring or the issue forward Union, notice thereof in writing must be given to his or her exempt supervisor the Employer within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussionoccurrence, excluding Saturday, Sunday and holidays. Grievances not resolved at Step 1 may Where there is any dispute or grievance by the Employer, notice in writing thereof must be referred given to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties Union within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meetingoccurrence, excluding Saturday, Sunday and holidays. If requiredThe agreed procedure for adjusting all grievances or disputes should be as follows: (a) By a discussion between the Food Service Manager, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance employee concerned and a grievance to Step 3 will refer the issue in writing within union representative. (b) Within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City response, and where the Food Service Manager’s decision. Such referral response is not satisfactory, the union may submit the grievance in writing to the District Manager. (c) Within five (5) days of receipt of the District Manager’s response, the union may submit the grievance in writing to the Regional Manager. (d) Failing to reach an agreement under Clause 15.02 the grievance or dispute will be submitted to a Board of Arbitration. (e) The Parties agree deadlines may be extended by mutual agreement. 15.03 The Union and the Employer will have seven (7) days in writing and which to select their respective nominee to the Arbitration Board. The two nominees will then select an impartial Chairperson. In the event the nominees cannot agree on a Chairperson, the Minister of Labour will be directed asked to appoint one. 15.04 The members of the City Manager Arbitration Board will meet as soon as possible to resolve the matter in dispute. 15.05 Each party will bear the expense of his nominee and half of the expense of the Board Chairperson. 15.06 A decision of the majority of the Board is deemed to be a decision of the Board and binding and enforceable on all parties. 15.07 The Arbitration Board has the power to determine whether a particular issue is arbitrable under this Agreement, but it is specifically agreed that no Board of Arbitration has the authority to alter, modify or his/her designateamend this Agreement or render a decision inconsistent with the provisions of this Agreement. 15.08 The time limits as provided herein may be extended by mutual agreement.

GRIEVANCE PROCEDURE. ‌ 7:01 Step One Step Two 7:02 A grievance shall be deemed to be waived unless the grievance is defined as any complaint referred by the employee or difference between the Parties arising Union to the Company within thirty (30) calendar days from the interpretation, application, administration or alleged contravention date of the Collective Agreementoccurrence of the grievance. 7:03 A grievance affecting more than one (1) employee may be submitted, in writing, by the employees concerned, or the Union, at Step 1 Two of the grievance procedure. 7:04 A grievance by the Company may be submitted to the Union within thirty (30) calendar days from the date of occurrence together with a written request by the Company for a meeting with the Union’s Grievance Committee. The employee meeting will bring the issue forward to his or her exempt supervisor take place within seven (7) working calendar days of first becoming aware of from the complaint or differencedate the request was initiated. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue render their decision in writing to the other Parties within seven (7) working calendar days of receiving a Step 1 response. The written referral will contain enough detail so that from the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days date of the meeting. If requiredthe 7:05 Where a grievance is not settled under the preceding Sections of this Article, including the question of whether or not a grievance is arbitrable, or where an allegation is made that this Agreement has been violated, either party may, within thirty (30) calendar days notify the other party, in addition writing, of its intention to submit the grievance or allegation to arbitration and the notice shall contain the names of the first party’s appointee to the regularly scheduled meetings, special meetings of all or part Board. The recipient of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred notice shall, within seven (7) calendar days, advise the other party of its appointee to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing Board. 7:06 The two (2) appointees so selected shall, within five seven (57) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working calendar days of the referral appointment of the second of them, appoint a third person who shall be the Chairperson of the Arbitration Board. If the recipient of the notice fails to appoint an Arbitrator or if the two (2) appointees fail to agree upon a Chairperson within the time limits provided, then the appointment shall be made by the Minister of Labour upon request of either party. The decision of the Arbitration Board shall be final and binding upon both parties. 7:07 A grievance by an employee who claims to have been unjustly discharged shall be submitted, in writing, at Step Two of the grievance procedure within fifteen (15) calendar days from the date of discharge. 7:08 Time limits involving the processing of a written response grievance may be extended by mutual agreement between the Company and the Union. 7:09 Failure by the Company or the Union to comply with the time limits as provided in this Article or within any agreed upon time extension will result in the griever or grievers being awarded the grievance if the Company is tardy. If, however, the Union is tardy, the grievance will become null and void. The parties agree that article 7.09 will be in effect on a trial basis until December 31, 2019. At that time the Company may make a decision to revert to the language as follows: Failure by the Company to reply to grievances within the time limits provided in this agreement, or any agreed upon extension, will result in the grievance being processed to the next Step within five the grievance procedure. The Company will notify the union, in writing, if a decision is made to revert to the above language. 7:10 Each party shall bear the expense of its own nominee to the Board and one-half (5½) working days the expense of the conclusion Board Chairman. 7:11 An Arbitration Board that is required to rule upon a grievance of Step 3. A an employee who claims to have been unjustly discharged may rule on such a grievance not settled at Step 3 by: (a) Confirming the Company’s action; (b) Reinstating the employee with full compensation in which event there shall be no loss of seniority; (c) Any other arrangement the Board may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will deem as just and equitable. 7:12 Grievances and reprimands shall be in writing and shall state the nature of the violation and the Article(s) and Section(s) on which the grievance(s) or reprimand(s) are based. When the Company processes a written warning or when any other disciplinary action is recorded against an employee(s) a copy will be directed given to the City Manager Union Secretary. 7:13 The Company or his/her designatethe Union may choose to have a Sole Arbitrator instead of the Board of Arbitration as provided for in this Article. The Company and the Union will endeavour to select an Arbitrator and if they are unable to agree upon such Arbitrator within fifteen (15) days after the notice to submit the grievance or allegation to arbitration, then the appointment shall be made by the Minister of Labour upon the request of either party. All other provisions of this article that apply to the Board of Arbitration will be applicable to the Sole Arbitrator referred to herein.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint or difference between gnevance shall be processed in the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreement.following manner: Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative1. An informal discussion will take place and the exempt supervisor will provide employee covered by this agreement must file a response complaint within five (5) working days of the discussionincident which gave rise to the complaint or from the employee's first knowledge of the complaint. Grievances not resolved at Step 1 after first having discussed the matter with a Supervisor or Manager. If requested by the employee. the employee may be referred to the Central Grievance Committeerepresented by his ▇▇▇▇▇▇▇. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A Supervisor or Manager shall give his written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur employee involved within five (5) working days of the referral time following the date of the verbal step discussion. Step 2. If the grievance is not settled in Step 1. the complaint shall be reduced to writlng and a signed by the employee and the Union ▇▇▇▇▇▇▇. The written response grievance shall be submitted to the grievance will be provided Council's appropriate department committee (i.e .. DPW Committee for DPW grievances. Police Committee for police grievances) within five (5) working days of the conclusion of Supervisor's or Manager's answer to the Step 1 procedure. The appropriate Council committee. or its designee other than the Supervisor or Manager who provided the answer in Step 1. shall discuss the grievance within five (5) business days with the employee or his ▇▇▇▇▇▇▇ at a time mutually agreeable to the parties. If no settlement is reached. the committee. or its designee. shall give its written answer to the employee involved within five (5) working days after the meeting reg uired by Step 2. Step 3. A If the grievance is not settled at satisfactorily in Step 3 2 of the grievance procedure. the Union may be referred submit the grievance to Arbitration the Council's Employee Relations Committee within five (5) working days of the decision rendered in Step 2 above. The Employee Relations Committee shall discuss the grievance within five (5) business days with the employee or his ▇▇▇▇▇▇▇ at a time mutually agreeable to the parties. Either party may have non-employee representatives present. If no settlement is reached. the Employee Relations Comnunee shall give its written ans\ver to the employee within five (5) working days after the meeting required by this step. Step 4. If the grievance is not settled satisfactorily in Step 3 of the grievance procedure. the Cnion may submit the grievance to the Village Council within five (5) working days after receipt of the City Manager’s decisionwritten disposition from Step 3. Such referral will If the Counciis reguiariy scheduled meeting is more than three (3) days after the submission of the grievance. the Council shall take the appropriate steps to Village of Caseville.- ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇ ▇▇ ▇▇▇▇▇. USWA 1998 - 2001 Agreement include the grievance on the agenda of its next regularly scheduled meeting. Before the regularly scheduled meeting. the designated representative of the Council and the chairman of the bargaining unit shall meet to discuss the settiement of the grievance. Either party may have non-employee representatIves present. If the grievance is not satisfactorily resolved the Council shall. at its next regularly scheduled meeting, place its disposition on the agenda. The disposition of the Village Council of the grievance shall be in writing and will be directed returned to the City Manager or his/her designateemployee involved within ten (10) working days after the regularly scheduled meeting of the Council at which the grievance was discussed. The Union requests! on behalf of all bargaining urut members. that grievances be discussed by the Council in closed session as permitted under the exceptions to the Open Meetings Act for the State of Michigan.

GRIEVANCE PROCEDURE. ‌ A 10.01 An employee with the assistance of his/her Committeeperson, having a grievance is defined will discuss the matter with his/her supervisor, and the supervisor will give an answer to the employee. Should the matter be unresolved following such discussion, it will be dealt with as any complaint or difference between speedily and effectively as possible in accordance with the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreement.following procedure: a) Step 1 The employee will bring state the issue forward grievance in writing on employee grievance forms to his be supplied by the Company, and must normally sign the grievance, provided that it will be optional for the Company to decline to consider any grievance, the alleged circumstances of which originated or her exempt supervisor within occurred more than seven (7) regular working days prior to its presentation. In the case of disputed standards, the time will be extended from seven (7) to ten (10) regular working days from the date the product is first becoming aware run after issuing of the complaint standard. Any employee having a grievance dealing with a matter covered by this Agreement will, with assistance and signature of his/her Committeeperson, submit the matter in writing to his/her supervisor, who will return written disposition of the grievance to the Committeeperson not later than two (2) regular working days after receiving it. In disputes regarding standards, the Company will answer the grievance no later than five (5) regular working days following receipt of the grievance; and during this time, both the Union time study representative and the Company will have an opportunity to fully examine and study the disputed standards. b) Step 2 If the decision of the supervisor is not satisfactory to the employee concerned the grievance will be placed upon the agenda for consideration at the next regular conference between the Company and the Union at the next Master Committee or differenceLocal Agenda meeting. The employee may be assisted by Company (or in the case of a Union representative. An informal discussion Company grievance, the Union), will take place and give its written decision on the exempt supervisor will provide a response grievance within five (5) regular working days of following such Local Agenda meeting or Master-level conference, and the discussion. Grievances not resolved at Step 1 matter may be referred thereafter to arbitration by either party notifying the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue other party in writing of their desire to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred proceed to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within arbitration no later than forty- five (545) working calendar days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of following receipt of the City Manager’s decision. Such referral will be in writing answer given following the meeting between the Company and will be directed to the City Manager or his/her designateUnion.

GRIEVANCE PROCEDURE. ‌ A A. Any grievance is defined as any complaint or difference dispute which may arise between the Parties arising from parties as to the interpretation, application, administration meaning or alleged contravention interpretation of this Agreement, shall be settled in the Collective Agreement.following manner: Step 1 The 1. Any employee will bring desiring to file a grievance shall first try to resolve the issue forward to his problem by discussing it with the immediate Supervisor, or her exempt supervisor Department or Division Head, as appropriate, within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) 12 working days of the discussiondate of occurrence causing the grievance. Grievances If the grievance cannot be resolved at Step 1 may be referred to verbally with the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of Supervisor, or Department or Division Head, the Employer and two (2) representatives of each CUPE Local. Each Party (Employeremployee shall, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) three working days of the meeting. If requireddiscussion with the department, write out the grievance in addition detail and submit it to the regularly scheduled meetingsSupervisor, special meetings of all or part of Department or Division Head, who shall answer the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a written grievance to Step 3 will refer the issue in writing within five (5) working days. When the grievance is reduced to writing, it shall set forth the nature of the grievance, the date and number or numbers of the affected Section or Sections of the Agreement, if any, and the relief or remedy requested, and be signed by the grievant or grievants involved. The department’s written answer should also be in detail, and it should include all pertinent information. Step 2. If the grievance remains unadjusted, it shall be presented by the employee or ▇▇▇▇▇▇▇, in writing, to the appropriate Department or Division Head within seven working days after the response of receiving the Supervisor is to be received. The Department Head shall answer the grievance in writing within five working days or schedule a Step 2 response. A meeting to discuss the grievance with the City Manager will occur ▇▇▇▇▇▇▇, with such meeting to be held within five (5) 14 working days of the referral and a written response to presentation of the Step 2 appeal. Within five working days from the date of said meeting the department head or designee shall answer the grievance will be provided within five (5) working days of in writing. In those cases where the conclusion of Department Head has already answered the grievance at Step 1, the grievance may proceed to Step 3. A , except where a Division Head reports to a Department Head, in which case the Department Head shall answer the grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designate2.

GRIEVANCE PROCEDURE. ‌ A grievance is hereby jointly defined as to be any complaint controversy, com­plaint, misunderstanding, difference, or observance of any provi­sions of this Agreement. It is mutually agreed that any difference arising between the Parties arising from Com­pany and the interpretationUnion or an employee of the Company as to the mean­ing, application, administration or alleged contravention observance of the Collective provisions of this Agreement. Step 1 , such difference shall be settled in the following manner: The aggrieved employee or employees shall first take the griev­ance up with the shop ▇▇▇▇▇▇▇ who in turn will bring take the issue forward grievance up with the supervisor in charge. Employees shall have the shop ▇▇▇▇▇▇▇ present on any grievance. Grievances must be submitted to his or her exempt the supervisor within seven ten (710) working days after the occurrence of first becoming aware of such grievance. If a satisfactory settlement is not effected with the complaint or differencesupervisor within one (1) working day, the employee shall submit such grievance to the Union’s representative in writing. The employee may be assisted by a Union representative. An informal discussion will take place and If no satisfactory adjustment is agreed upon the exempt supervisor will provide a response matter shall, within five ten (510) working days after step 1, be referred in writing by an Officer of the discussion. Grievances not resolved at Step 1 may be referred Union to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives Division Manager of the Employer Company or some other Executive Officer of the Company with the authority to act, who shall review the alleged grievance and offer a decision in writing within two (2) representatives working days after receipt of each CUPE Localsame. Each Party (Employer, CUPE 399, CUPE 1048) will choose All grievances which cannot be adjusted between the parties may be submitted for a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing binding determination upon written notice of either party to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If requiredfail­ure to agree under paragraph b. above, in addition to the regularly UPS/Local 804 Panel. The UPS/Local 804 Panel shall establish a minimum of two (2) calendar days on even numbered months and three (3) calendar days on odd numbered months for Panel hearings except in December, on a yearly basis. Both parties may each elect to expedite six (6) non-disciplinary cases per year. The co-chairs agree to meet within thirty (30) days after ratification to update the rules and procedures that would pertain to this article. The UPS/Local 804 Panel shall be composed of two (2) or (3) United Parcel Service representatives and the same number of Lo­cal 804 approved representatives. The expense incurred by the UPS/Local 804 Panel shall be split equally by the parties. In order that the UPS/Local 804 Panel may operate effectively and efficiently, the parties agree that an individual will be mutually selected to be an administrator for the Panel. The Administrator shall not be involved in making the Panel decisions. The Adminis­trator shall docket cases; prepare the docket; email and mail a copy prior to the scheduled meetings, special meetings of all or part meeting to each member of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days Committee; prepare and keep minutes of the referral hearings; and a written response to the grievance will be provided within five (5) working days email and mail copies of the conclusion of Step 3minutes to all involved UPS and Local 804 representatives. A grievance not settled at Step 3 may to be referred to Arbitration within five (5) working days of receipt of heard by the City Manager’s decision. Such referral will UPS/Local 804 Panel must be put in writing and submitted to the Administrator not less than thir­teen (13) days before the meeting of the UPS/Local 804 Panel. Fail­ure to meet the thirteen (13) day deadline shall result in the case being docketed for the next Panel. The docket of cases to be heard at the UPS/Local 804 Panel will be directed prepared by the Administrator and distributed to the City Manager parties ten (10) days prior to the panel date. The decision of the panel hearing the case shall be final and binding on all parties. In discharge and suspension cases only, an impartial arbitrator shall hear the case with the UPS and the Local 804 Panel members and cast the deciding vote in the event of a deadlock. Deadlocked cases involving the interpretation of the UPS/Local 804 Supple­ment may be submitted to arbitration pursuant to Section 2 below. Deadlocked cases involving the interpretation or hisapplicability of the National Master Agreement (NMA) shall be resolved in accor­dance with Article 8 of the NMA. Within fourteen (14) days of ratification, the parties may by mutual agreement agree upon four (4) arbitrators to serve as rotat­ing impartial members of the Panel. Absent agreement, each party shall provide a list of fifteen (15) arbitrators’ names by November 1 of each year. Each party shall alternatively strike from the two (2) lists until there are two (2) arbitrators left on each list. Within seven (7) days from the completion of the last monthly Panel of the calendar year, either party may notify the other party of its intent to remove one arbitra­tor from the Panel. Upon notice of removal of an arbitrator from the Panel, the selec­tion of a replacement shall be selected from a list of fifteen (15) arbitrators and each side shall have the opportunity to strike a name until one (1) remains. All arbitrators shall be selected from the AAA Regional pool and shall be members of the National Academy of Arbitrators. In the event of a cancellation by an arbitrator the parties agree to reschedule an existing arbitrator to the panel and if none are avail­able an additional panel will be held the month immediately fol­lowing the cancellation. The parties agree to develop final rules and procedures for the conduct of the UPS/her designateLocal 804 Panel hearings. Any procedure or process set forth in the rules and procedure may be altered by written mutual agreement between the parties.

GRIEVANCE PROCEDURE. ‌ 21.01 It is the desire of the parties hereto that complaints of the employees shall be adjusted as quickly as possible without stoppage of work, and it is understood that an employee may present an oral complaint at any time without recourse to the grievance procedure herein. 21.02 A grievance is shall be defined as any a complaint or difference between the Parties arising from regarding the interpretation, application, administration application or alleged contravention violation of the Collective terms and provisions of this Agreement, and it is understood that an employee has no grievance until she has first discussed with and given her immediate supervisor an opportunity to adjust her complaint. Such discussion must take place within three (3) working days after the circumstances giving rise to the complaint first occurred or originated. The supervisor shall communicate her reply to the complaint within three (3) working days. If such complaint is not settled to the satisfaction of the employee concerned, the complainant may file a written grievance in the following manner and sequence. Step 1 The employee (accompanied by a ▇▇▇▇▇▇▇ if so desired by either party) shall submit a signed, dated, written statement of such grievance to her supervisor within ten (10) working days after the circumstances giving rise to the complaint first occurred or originated. The nature of the grievance, the Article of the agreement that has been violated, misapplied or misinterpreted, and the relief or remedy sought shall be clearly set out in the grievance. The Supervisor shall deliver her decision in writing within three (3) working days following the day on which the grievance was presented to her. Failing settlement, then: Step 2 Within five (5) working days following the decision under step 1, the employee and the ▇▇▇▇▇▇▇ and/or the CLAC Representative may present the written grievance to the Executive Director who will bring the issue forward to his or her exempt supervisor hold a meeting within seven (7) working days of first becoming aware of with the complaint or differencegrievor, the ▇▇▇▇▇▇▇ and/or CLAC Representative. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue Executive Director shall give her decision in writing within five (5) working days from the date of receiving the meeting. 21.03 The Employer or the Union shall not be required to consider or process grievances which arise out of any action or conditions more than ten (10) work days after the subject of such grievance occurred. If the action or condition is of a Step 2 responsecontinuing or a recurring nature, this limitation period shall not begin to run until the action or condition has ceased. At no time may an employee or group of employees file a grievance on behalf of another employee. 21.04 Either party to this Agreement may file a Policy Grievance within ten (10) days of the occurrence of the event on which the grievance is based. A meeting with Policy Grievance shall be defined as a grievance by either the City Manager will occur Union or the Employer arising out of the interpretation, application, administration, or alleged violation of any of the terms of this Agreement. A Union or Employer Policy Grievance shall be filed at step 2 of the grievance procedure. In the event of an Employer Policy Grievance, the Executive Director shall submit the grievance to the Union Representative, and the Union Representative shall reply in writing within five (5) working days from the date of the referral meeting in step 2. 21.05 It is agreed that Subsection 44(6) of the Labour Relations Act does not apply to the provisions of this Agreement but that any time limit of the grievance procedure may be extended by mutual agreement in writing between the Employer and a the Union. 21.06 Any complaint or grievance which is not commenced or processed through the next stage of the grievance procedure, including reference to arbitration, within the time specified, shall be deemed to have been abandoned or settled on the basis of the Employer’s or Union’s last reply to the grievance. If no written response answer has been given to the grievance will within the time limits specified, the Union or Employer shall be provided within five (5) working days of entitled to submit the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager next stage, including arbitration. 21.07 Saturdays, Sundays, and the paid holidays designated in this Agreement will not be counted in determining the time in which any action is to be taken or his/her designatecompleted under the grievance procedure or arbitration procedure.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as ‌ 14.1 For the purpose of this Agreement, the term "grievance" means any complaint or difference dispute between the Parties arising from City and the Union, or between the City and any employee concerning the interpretation, applicationclaim of breach, administration or alleged contravention violation of this Agreement, and the term "management" shall include the City and any of its supervisory personnel. The City and the Union encourage the use of the Collective AgreementEarly Mediation Process prior to issues becoming the subject of grievances. Participation in the process is entirely voluntary, confidential and does not impact grievance rights. Any alleged grievance shall be taken up by the employee with their supervisor within twenty-four (24) calendar days of reasonable knowledge of the occurrence, except for grievances relating to discipline which shall be filed within ten (10) calendar days of receipt of written notification of final disciplinary action by the Chief of the Fire Department. The above participants agree to make every effort to settle the grievance at this stage promptly; however, if no satisfactory settlement is reached, the following procedure shall apply: 14.2.1 Grievances shall be submitted at the Step in which there is authority to adjudicate such grievance as provided for in the Article. Step 1 The grievance shall be reduced to written form by the aggrieved employee will bring and/or Union, stating the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware section of the complaint or differenceAgreement violated and explaining the grievance in detail. The employee may be assisted by a Station ▇▇▇▇▇▇▇ or Union representative. An informal discussion will take place and Representative shall present the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred written grievance to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties employee’s supervisor within ten (10) working calendar days after the alleged grievance is taken up by the employee with their supervisor, who shall transmit the written grievance to the next higher-level supervisor. This supervisor shall convene a meeting within ten (10) calendar days after receipt of the meeting. If requiredwritten grievance, in addition between the Station ▇▇▇▇▇▇▇, Union Representative, aggrieved employee, together with the relevant supervisors, and any other witnesses and/or members of management whose presence is deemed necessary to the regularly scheduled meetings, special meetings of all or part a fair consideration of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved grievance. Step 2 If a grievance remains unresolved after the written decision is delivered in Step 1 or if the grievance is initially submitted at Step 2 may per Section 14.2.1, it shall be transmitted in writing by the aggrieved employee and/or Union involved to the Chief of the Fire Department with a copy to the Director of Labor Relations. Said transmittal must be accompanied by the following information: a. Nature of dispute b. Contract provision(s) allegedly violated c. Remedy sought The Chief of the Fire Department shall not be required to consider a grievance which is not referred to him/her within ten (10) calendar days following the City ManagerStep 1 decision or if the grievance was initially submitted at Step 2, within (24) calendar days following an alleged violation not related to discipline. Any Party wishing A grievance properly filed shall be investigated by the Chief of the Department and/or the Director of Labor Relations or their respective designees. Such investigation, if deemed appropriate by the Chief of the Fire Department, may include a conference with the employee involved and their Union representative, if they have designated one. The Director of Labor Relations or their designee may thereafter make a confidential recommendation to advance the Chief of the Fire Department. The Chief of the Department shall make a decision on the matter in writing via certified mail within ten (10) calendar days from the date when it was first received by him/her; provided, however, the Chief of the Department may waive investigating and answering the grievance at Step 2 and defer a decision to Step 3 will refer the issue in writing within five ten (510) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working calendar days of receipt of the grievance. Copies of the Chief's decision shall be furnished to the aggrieved, their Union representative and the Director of Labor Relations. The Grievance Board shall consist of: Presiding Chairperson - City Manager’s decisionDirector of Labor Relations or City Labor Negotiator Member - Fire Chief, or their designee from within the department Member - Union President or their designee from within Local No. Such referral will be 27. At the hearing, both sides shall present their positions. The Grievance Board shall issue its findings with recommendations for resolving the grievance in writing and will be directed within ten (10) calendar days to the Chief of the Fire Department. The Chief shall within ten (10) calendar days thereafter send a decision via certified mail to Local 27, the aggrieved employee and the City Manager or his/her designatePersonnel Division.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint an alleged violation by the Company or difference a provision of the administration of a provision of the Agreement by an or an established past practice which shall be limited to a practice consistently administered and agreed to by both parties. No grievance shall be considered, the alleged circum- stances of which occurred or could have reasonably become known to the more than five (5) working days prior to its presentation to his supervisor. The time limitation does not apply to grievances regarding improper pay. An alleged grievance shall first be discussed between the Parties arising from employee and/or his zone Committee Person with his ▇▇▇▇▇▇▇. The ▇▇▇▇▇▇▇’▇ disposition shall be given the interpretation, application, administration or alleged contravention next working day. Settlement reached at this stage is precedent setting and shall be viewed as settlements for the instant issue only. Failing a satisfactory settlement of the Collective Agreement. Step 1 The employee will bring the issue forward to his or her exempt supervisor complaint, within seven two (72) working days of first becoming aware of the complaint or difference. The employee Production Supervisor’s disposition, the grievance may be assisted reduced in writing on a form supplied by a Union representative. An informal discussion will take place and the exempt supervisor Company, which will provide a copy for the Union. Such forms will be completed and signed by the Zone Committee Person and employee, when available. The Zone Committee Person shall present the grievance to the Director Human Resources who shall schedule a meeting within three (3) working days. At this meeting, the Plant Chairperson may invite the initiating Committee Person. The Director Human Resources may invite a management representative. The Director Human Resources will give the Company’s written response within three (3) working days followingstep meeting. If the Union chooses to appeal the grievance to step the Plant Chairperson shall, within two (2) working days, so notify the Director Human Resources, who shall schedule a meeting within five (5) working days. At the 2nd step meeting, the Plant Chairperson may invite the Zone Committee Person and the Union National Representativeto meet with the Company representatives. The Company will be represented by the Director Human Resources and the General ▇▇▇▇▇▇ (or in their absence, a designated management member). Within three (3) working days following the step meeting, the Director Human Resources shall give the Company’s written response to the grievance and promptly furnish a copy to the Plant the Union chooses to appeal the Company’s final answer to the grievance, it may do so in accordance with Article In the event management fails to answer a grievance within the time limits set out above, the grievance shall automatically escalate to the next step. In the event Union representatives fail to make a timely appeal within the time limits set out above, the grievance shall be deemed to have been dropped and not further appeal will be timely. In the event unforeseen circumstances cause the parties a problem with the time limits or designated representatives as set out above, they may mutually agree to make special arrangements to satisfy the requirements of this grievance procedure. A union policy grievance may be submitted by a plant Committee Person directly to Step within five (5) working days or when the union became aware or reasonably ought to have become aware of the discussion. Grievances not resolved at Step 1 may be referred circumstances giving rise to the Central Grievance Committeegrievance. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the Such grievances will be provided confined to an alleged violation by the Company of a provision or the administration of this agreement or an established past practice which shall be limited to a practice consistently administered and agree-to by the parties which affect the bargaining unit and will not be used to by-pass the regular grievance procedure. Once the grievance has been presented to the other Parties within ten (10) working days Company in writing, any interview of the meeting. If required, in addition to regarding the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may grievance shall be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designatehis Union Representative present.

GRIEVANCE PROCEDURE. ‌ A grievance It is defined as any complaint or difference between the Parties arising from the interpretation, application, administration or alleged contravention mutual desire of the Collective Agreement. Step 1 The panties hereto that complaints of any employee will bring the issue forward to shall be adjusted as quickly as possible and it is understood that an employee has no grievance until he has first given his or her exempt immediate supervisor within seven (7) working days an opportunity of first becoming aware of the complaint or differenceadjusting his complaint. The If an employee may be assisted by has a Union representative. An informal discussion will take place and the exempt complaint, he shall discuss it with his immediate supervisor will provide a response within five (5) working days after the circumstances giving rise to the complaint have occurred, or ought to have reasonably come to the attention of the discussionemployee. Grievances not resolved at Step 1 Failing settlement within one (Iw)orking day thereafter, it shall then be taken up as a grievance in the following manner and sequence: Working day shall be defined as any scheduled day Monday to Friday inclusive. The employee may present his grievance to his immediate supervisor. The grievance shall be in writing on a grievance form supplied by the Company, and shall include the remedy sought, and specify the alleged violation of the agreement. The employee may be referred to accompanied, by his ▇▇▇▇▇▇▇, when taking up the Central Grievance Committeematter with his supervisor. The Central A decision shall be rendered by the supervisor within two (2) working days. Failing settlement under the procedure in Step Members of the Grievance Committee will be comprised of up to shall meet with the Plant Manager, or his within four (4) representatives of days, unless a longer timeframe is agreed to by the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve themparties. A written response to decision shall be rendered within three (3) days. Step Failing settlement under Step a Representative shall meet with the grievances will be provided to the other Parties within ten (10) working days of the meeting. If requiredPlant Manager, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing his within five (5) working days, unless a longer timeframe is agreed to by the parties. A decision shall be rendered within four (4) working days. If, after exhausting the grievance procedures under Section the grievance has not been satisfactorily settled, either party shall notify the other in writing within twenty (20) calendar days of receiving a Step 2 response. A meeting with its desire to submit the City Manager will occur dispute to arbitration and the procedure shall be as follows: The recipient of the notice shall within five (5) working days days, contact the other party to attempt to agree on a mutually acceptable arbitrator. If the recipient of the referral and a written response fails to contact the grievance will be provided other party or if the two parties fail to agree on an within five (5) working days either party request that an appointment be made by the Minister of Labour The Arbitrator shall adjudicate the dispute and his decision shall be final and binding upon both parties and on the employees or employee affected by it, but shall not be retroactive prior to the initiation of this grievance. The Arbitrator shall not be authorized to alter, modify or amend any part of this Agreement, nor make any decision inconsistent with provisions of this Agreement. The Parties to the Agreement shall share equally the cost of the conclusion remuneration and expenses of Step 3Arbitrator chosen. The decision of Arbitrator shall not be unduly delayed. A grievance not settled at Step 3 may bulletin board will be referred to Arbitration within five (5) working days of receipt provided by the-Company and placed in a suitable location for the use of the City Manager’s decisionUnion to post notices relating to its meetings and other Union news. Such referral will No notice shall be in writing and will be directed posted unless it has first been submitted to the City Manager or his/her designateCompany. The Company shall post the seniority list on the bulletin board. The seniority list shall be updated every six months and shall set out each employee’s seniority date, classificationand department.

GRIEVANCE PROCEDURE. ‌ A Step One In the event that a written grievance is defined as any complaint or difference between the Parties submitted arising from the interpretation, application, administration or alleged contravention out of the Collective operation of this Agreement. , except in the cases of discharge or suspension, the employee shall continue to work as per the conditions existing prior to the time that the grievance arose, and any formal meetings to discuss the grievance shall be held in the presence of the shop ▇▇▇▇▇▇▇. Step 1 The employee will bring Two If there is no satisfactory resolution at first step then the issue forward to his or her exempt supervisor Union may within seven (7) working days of first becoming aware of days, advise the complaint or differencedepartment supervisor that the employee intends to proceed with the grievance. The employee department superintendent and Area Vice President will then have fourteen (14) days from the date of notification to deal with, and answer the grievance. Grievances other than those of individual employees may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved initiated at Step 1 may be referred to the Central Grievance CommitteeTwo by either party. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (EmployerStep Three If there is no satisfactory resolution at second step then either party may, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days days, refer the question to the Standing Committees by advising chairmen of receiving a Step 1 responsethe Standing Committees of the intention to proceed with the grievance. The Standing Com- mittees will then have thirty (30)days to deal with, and answer the grievance. Step Four Step Five If there is no satisfactory resolution at third step then the question may, within seven (7) days upon written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance request of either Standing Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days President of the referral Local and the Mill Manager who will then have thirty (30) days to deal with, and answer the grievance. Either party may elect to involve outside help at this step such as a written response to regional Union representative and/or a Management representative from outside Specialties. If there is no satisfactory resolution at fourth step then the grievance will be provided matter may, within five thirty (530) working days of the conclusion of Step 3. A grievance not settled at Step 3 may days, be referred to Arbitration within five (5) working days an Arbitrator. The time periods may be extended by mutual agreement by Management and the Local Union. Where a grievance arising from the discharge of receipt of an employee progresses to arbitration, either party may elect, in writing, to utilize the City Manager’s decision. Such referral will be procedure outlined in writing and will be directed Section below as an alternative to the City Manager or his/her designate.arbitration procedure set out in Section

GRIEVANCE PROCEDURE. ‌ A STEP 1: An employee shall submit his/her grievance in writing to his/her immediate supervisor within twenty (20) calendar days from the alleged violation of the Memorandum which gives rise to the grievance or from when the employee should have known of the alleged violation. Within fourteen (14) calendar days of receipt of the grievance, the supervisor shall investigate the matter, if necessary; discuss the problem with the employee in an effort to clarify the issue and to cooperatively work toward settlement; and provide/present – either in person, via e-mail, mail, or fax – the employee with a written response to the grievance. STEP 2: If the grievance is defined as any complaint or difference between the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreement. Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 1, the employee may be referred to submit the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties his/her Department Manager within ten (10) working calendar days after the presentation of the meetingsupervisor’s reply. If required, in addition It shall be the responsibility of the employee to submit a copy of the grievance to the regularly scheduled meetingsUnion. The Department Manager, special meetings of all or part of if necessary, may investigate the Central Grievance Committee may be held to follow up on outstanding issuesmatter. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance The Department Manager also shall schedule a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral grievant and shall provide a written response to the grievance will after holding the meeting with the grievant. The meeting and provision of the written response shall occur within fourteen (14) calendar days after receipt of the grievance. Whenever the immediate supervisor and Department Manager is one and the same person, this step in the procedure shall be provided omitted. STEP 3: If the grievance is not resolved at Step 2, then within five ten (510) working calendar days after the presentation of the Department Manager’s reply at Step 2, the employee may submit the written grievance to the Administrator. The Administrator, at his/her discretion, may meet with the employee or designate a District representative to meet with the employee to discuss the grievance. The Administrator shall reply in writing to the grievance within ten (10) calendar days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of meeting with the employee or if no meeting occurs his/her receipt of the City Manager’s decision. Such referral will be Step 3 grievance; provided, however, that in writing and will be directed to the City Manager or event that the Administrator is away from the District during this period, his/her designatetime to reply shall be extended by an equal number of days that he/she is absent to a maximum of twenty (20) days. STEP 4: If the grievance is unresolved at Step 3, then either the Union or the District may, within ten (10) calendar days after the presentation of the Administrator’s reply at Step 3, request in writing arbitration and the parties shall attempt to mutually agree to the arbitrator. In the event the parties are unable to agree within fourteen (14) calendar days, either party may request a list of nine (9) names from the California Conciliation and Mediation Service. Each party shall alternately strike one (1) name until an arbitrator is selected. The right to strike the first name shall be determined by lot and the parties shall alternatively strike one (1) name from the list until only one (1) name remains. The remaining panel member shall be the arbitrator. The arbitrator shall conduct a hearing at which he/she will hear evidence and render a decision on the issue or issues submitted to him/her. If the parties cannot agree on the issue to submit, the arbitrator shall determine the issues. The District and the Union agree that the jurisdiction and authority of the arbitrator so selected and the opinions the arbitrator expresses will be confined exclusively to the interpretation of the express provisions or provision of this Memorandum at issue between the parties. The arbitrator shall have no authority to add to, subtract from, alter, amend, or modify any provisions of this Memorandum or impose any limitations or obligations not specifically provided for under the terms of this Memorandum. Furthermore, the arbitrator shall have no power to hear and/or decide issues relating to the number of employees or classifications needed, at any given time, to staff the Laboratory. With respect to an arbitration involving a written warning, the scope of an arbitrator’s review shall be limited to the accuracy of the factual content of a written warning. The arbitrator shall not be empowered to change or alter the level of the written warning, i.e. the arbitrator shall not be able to reduce the written warning to another form of discipline. Any arbitral findings shall not alter the ability of the District, and the District expressly reserves the right, to use and/or rely on prior written warnings in future disciplinary actions against an employee. The arbitrator shall be without power or authority to make any decision that requires the District to do an act prohibited by law. After a hearing and after both parties have had an opportunity to make written arguments, the arbitrator shall submit in writing to all parties his/her findings and recommended award. The award of the arbitrator shall be shall be final and binding on both parties and on any affected bargaining unit employee. Either party may elect to have representation by legal counsel for the arbitration hearing.

GRIEVANCE PROCEDURE. ‌ (a) The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible. No grievance shall be considered where the circumstances giving rise to it occurred or origi- nated more than ten full days before the filing of the grievance. It is understood that an employee has no grievance until the matter has been referred to his immediate supervisor and an opportunity given to adjust the complaint. In the computation of time in Articles and Saturdays, Sundays and staff holidays shall not be counted. The time limits contained in the Grievance Procedure may be extended by mutual agreement between the parties. A grievance of an employee properly arising under this Agreement shall be adjusted and settled as lows: 1: The aggrieved employee shall present grievance in writing to immediate supervi- sor outside the bargaining unit who shall then ar- range a meeting to discuss the grievance within a period of five (5) days after the presentation of the grievance to The employee shall have the assistance of ▇▇▇▇▇▇▇ at this meeting if the employee so desires. The immediate supervisor shall give answer in writing within a period of five (5) days of the said meeting. If the answer is defined as not satisfactory to the employee or if no answer is given then the next step in the grievance procedure may be taken at any complaint time within (5) days after re- ceipt of the said answer. 2: The aggrieved employee may submit griev- ance to the Superintendent of Personnel or difference between nominee, who shall then arrange a meeting to dis- cuss the Parties arising grievance within a period of five (5) days. This meeting may be attended by the and grievance committee, the appropriate supervisor, the Superintendent of Personnel, or nominee, and the Personnel Manager. The decision from said meeting shall be rendered within five (5) days. Should the decision not be satisfactory to the em- ployee then the next step in the Grievance Proce- dure may be taken at any time within five (5) days of the receipt of the decision. The aggrieved employee may submit griev- ance in writing to the Chief Executive Officer of the Board. The Chief Executive Officer of the Board or nominee and two (2) elected trustees shall meet within five (5) days to discuss and to endeavour to settle the grievance. The Personnel Manager may also be present. The Grievance Committee shall be present and at the request of ei- ther party to this Agreement a Regional Represent- ative of the Union shall also be present. The Chief Executive Officer shall render the decision in writ- ing within five (5) days following the said meeting. If the answer of the committee of the Board of Edu- cation is not satisfactoryand if the grievance is one which concerns the interpretation, application, administration ad- ministration or alleged contravention violation of the Collective Agreement. Step 1 The employee will bring , the issue forward to his grievance may or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred by the Union to the Central Grievance Committee. The Central Grievance Committee will be comprised a Board of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month Arbitration as provided in Ar- ticle at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties any time within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision, but not later. Such referral will be in writing and will be directed When an employee covered by this Agreement called to the City Manager office to be interviewed concerning any matter which might reasonably be anticipated to result in the discipline or his/her designatedischarge of the em- ployee, may be accompanied by a member of the Union Executive if so desires.

GRIEVANCE PROCEDURE. ‌ A Company the right of the Union to appoint or otherwise a number of stewards to assist in presenting their to the of Company. The number of such stewards and the within which each one is to function shall determined from time to time through joint negotiations. The Union shall the Company informed of the of the Stewards and the Zones they represent. The Company will and deal with a grievance committee composed of the Local President, Vice Chief ▇▇▇▇▇▇▇, Assistant Chief ▇▇▇▇▇▇▇, and Recording Secretary. It is defined that of the committee shall of the Company who have attained seniority. Company agrees to two (2) Company representatives with the authority to deal with grievances at the third stage. Should differences arise the Union and its members and Company as any complaint or difference between the Parties arising from to the interpretation, application, administration or alleged contravention of the Collective Agreement. Step 1 violation including whether or not is arbitrable, and will be to all matters promptly in following manner. The employee will bring the issue forward employee, with or without his ▇▇▇▇▇▇▇, shall present his orally to his or her exempt supervisor immediate Supervisor within seven (75) working days of first becoming aware from which the arises. If the matter is not settled to satisfaction of the complaint employee concerned within two (2) working days, or within any longer period of time which may be mutually agreed upon at the time, Step may be The Chief ▇▇▇▇▇▇▇ and the Zone ▇▇▇▇▇▇▇ the grievance in writing shall meet with supervisor and manager in an attempt to the difference. The employee If the matter is not within two (2) working days of the at Step or within any period which may bc mutually upon at the time, then Step may be assisted by a Union representativeinvoked. An informal discussion will take place and the exempt supervisor will provide a response of Company for purpose, within five (5) working days of the discussionin At this an International of Union for the Company may if to do so by cithcr party If is not scttlcd within (5) working days, or within any which may mutually upon at at the of cithcr party may bc to arbitration provided such working days if by cithcr party, may any of the and his of pay for such if during his working hours and hc is not on Iny-off, suspension or shall bc paid by Company. Grievances not resolved at Step 1 may be referred Company that ▇▇▇▇▇▇▇ or ▇▇▇▇▇▇▇ ▇▇ where disciplinary is a If such disciplinary action is upon, to during the ▇▇▇▇▇▇▇ or will bc to join the to rcndcrcd. (If is a hc shall right to the Central Grievance Committee. The Central Grievance Committee will at ofanothcr or ▇▇▇▇▇▇▇.) If an is for any and that hc has with hc may promptly notify or shall, if any gricvancc is to be comprised of up to four (4) representatives of filed, notify the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue Plant in writing within five (5) working days from of receiving a Step 2 responsedismissal. All preliminary steps of gricvancc procedure prior to will bc in such cases. Such gricvancc may bc scttlcd by maintaining position, or by the with full for lost, or by any which is just and in opinion of the conferring or in of an arbitration board if matter is to such board. A meeting with gricvancc of or policy or group of Union which is from an cmploycc’s must bc by mail or bc to the City Manager will occur or Union, as case may bc, within five working days of which of shall to discuss any such gricvancc within said (10) days. Then, matter is not party may notify other party in writing within a further of (5) working days that it intends to to nnd shall contain details of the referral gricvancc, a of the in and a written response of sought from an arbitration board. limits as out in Article 10 may bc only by mutual agrccmcnt of both Company to forward of disciplinary action to the grievance will Union, suspension or discharge of probationary cmployccs. Further, all which to action for reasons other than fighting or sabotage shall be provided withdrawn two (2) years of issue. All entries to fighting or sabotage shall bc withdrawn (3) the of issue cmploycc was not disciplined for fighting or sabotage within five that (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designate.)

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint 14.01 Should an Employee feel that the Company has not followed this agreement or difference between that an unjust disciplinary action has been implemented, then the Parties arising from following procedure shall be followed to correct the interpretation, application, administration or alleged contravention of the Collective Agreement.situation: Step STEP 1 The employee will bring Employee, accompanied by a Shop ▇▇▇▇▇▇▇ if so desired, shall discuss it personally with their Team Leader within a reasonable period of time after the issue forward circumstances giving rise to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or differencehave come to the Employee’s attention. The employee may Team Leader shall be assisted by a Union representative. An informal discussion will take place given an opportunity to investigate and settle the exempt supervisor will provide complaint and have a response to the Employee within five (5) working days days. All timelines in this step may be adjusted with the agreement of both parties. STEP 2 If the complaint is not settled the Shop ▇▇▇▇▇▇▇ and the Employee shall put the grievance in writing. A copy of the discussion. Grievances not resolved at Step 1 may be referred to grievance, signed by both the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of Employee and the Employer and two (2) representatives of each CUPE Local. Each Party (EmployerShop ▇▇▇▇▇▇▇, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer is then filed with the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties Team Leader’s manager within ten (10) working days of the meetingTeam Leader’s decision; otherwise, the grievance will not be considered. The Shop ▇▇▇▇▇▇▇, together with the Employee, shall then meet the Team Leader’s manager and endeavour to settle the grievance. If required, in addition to the regularly scheduled meetings, special meetings of all or part of grievance is not then settled with the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing appropriate manager within five (5) working days or within any longer period of receiving a Step 2 response. A meeting time which may be mutually agreed upon at the time, the grievance shall be taken up as follows: STEP 3 If the grievance is not settled with the City Manager will occur Team Leader’s manager, the Shop ▇▇▇▇▇▇▇ shall consult with the Grievance Committee. If the Committee decides that the grievance should be taken to the Company, a meeting shall be arranged with the Functional Director or designate within five (5) working days from the failure to settle with the Team Leader's manager, or within such longer time as may be mutually agreed upon. At any meeting with the Functional Director or designate, a full time officer of the referral Communications, Energy and a written response Paperworkers Union (C.E.P.) may be present, if either the Company or the Union requests such presence. If the grievance is not then settled to the satisfaction of both parties within a period of five (5) working days, or within any longer period which may be mutually arranged at the time, the Union may file an appeal in writing with the Functional Director or designate. STEP 4 Within ten (10) working days after receipt of such written appeal, the Functional Director or designate shall either advise the Union in writing of their decision or refer the matter to arbitration. If the Union is dissatisfied with the decision of the Functional Director or designate, it may, within thirty (30) calendar days thereafter, refer the matter to arbitration. 14.02 When either party requests that a grievance be submitted to arbitration, that party shall make such request in writing addressed to the other party to this agreement. 14.03 The Union and Company will attempt to agree on the selection of an arbitrator. If no agreement on selection of an arbitrator can be provided reached within five (5) working days then the Minister of Labour for the Province of Ontario shall be asked to name an arbitrator. Also in this event, either party may request an “expedited arbitration” according to Section 49 of the conclusion of Step 3. A grievance not settled at Step 3 Ontario Labour Relations Act. 14.04 All arbitrator expenses are to be shared equally by both parties. 14.05 No matter may be referred submitted to Arbitration within five (5) working days of receipt arbitration, which has not been properly carried through all previous steps of the City Manager’s decision. Such referral grievance procedure except by mutual agreement of the Union and Company. 14.06 The arbitrator shall not be authorized to make any decision inconsistent with the provisions of this agreement, nor to add to nor to alter nor modify nor amend any provision of this agreement. 14.07 At any stage of the grievance procedure, except the appeal in writing to the Functional Director or designate, but excluding arbitration, the conferring parties may have the assistance of the Employee or Employees concerned and any necessary witnesses, and all reasonable arrangements will be made to permit the conferring parties to have access to the Manufacturing, Warehouse or Distribution Operations to view disputed operations and to confer with the necessary witnesses. 14.08 If at any step in dealing with the grievance an agreement is reached settling the grievance, a note or memorandum in writing of the agreement reached shall be made and will signed by the representative (if any) of the Employees who were present at the time when the agreement was reached. Any agreement so reached shall be directed to final and binding on all concerned in connection with the City Manager grievance. Signed copies of the memorandum of agreement shall be filed with the Grievance Committee and the Functional Director or his/her designate.

GRIEVANCE PROCEDURE. ‌ A The grievance is defined as any complaint or difference between the Parties arising from the interpretation, application, administration or alleged contravention of the Collective procedure herein below set forth shall apply to all employees covered by this Agreement. Step Section 1 Section 2 Section 3 Section 4 Section 5 Section 6 Any employee having a grievance in connection with his work shall in the first instance take the matter up with his immediate supervisor, who shall orally and informally discuss the grievance with him and attempt to resolve it. The supervisor shall render his determination to the aggrieved employee will bring within fifteen (15) days after the issue forward grievance has been presented to his or her exempt supervisor within seven (7) working days of first becoming aware him. If the matter has not been resolved to the satisfaction of the complaint or differenceaggrieved employee by virtue of his supervisor's decision, the employee may then file his grievance in writing with the head of his immediate department within fifteen (15) days after his supervisor's decision. The matter shall then be immediately taken up by the head of the immediate department, together with the employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide Union Shop ▇▇▇▇▇▇▇ concerned, and a response decision rendered by the head of the department within fifteen (15) days after receipt of the written grievance. If the grievance is not satisfactorily resolved by the head of the department, the matter shall then be submitted within five (5) working days after its decision, to the Board of Education or to a committee of said Board, which shall, within fifteen (15) days after receipt of the discussionwritten grievance, render its decision, which shall be final and binding on all parties. Grievances not resolved at Step 1 Notwithstanding the foregoing, it is agreed between the parties that where a grievance involves the interpretation, meaning or application of any of the provisions of this Agreement, rather than individual employee's grievance in connection with his work, the matter may be referred in the first instance to the Central Grievance Committeejoint committee provided for above and further, that if same is not resolved by the joint committee and is in turn referred to the Board or any Committee thereof, the matter shall, if not resolved by the Board to the satisfaction of all parties, then be submitted for binding resolution by a third party, who shall be mutually agreed to by the Board and the Union. Third parties shall include the American Arbitration Association and PERS. The Central Grievance Committee will time limit set forth in 2 and 3 above shall be comprised followed. No reprisals of up to four (4) representatives any kind shall be taken by either party or by any member of the Employer and two (2) representatives Administration against any party in interest or participant in the grievance procedure by reason of each CUPE Localsuch participation. Each Party (Employer, CUPE 399, CUPE 1048) will choose Failure at any step to communicate a Central Grievance Committee Chairpersondecision within the specified time limit shall permit the aggrieved to proceed to the next step. The Central Grievance Committee will meet once each month Failure at a predetermined time. Any Party wishing any step of this procedure to advance appeal a grievance to Step 2 will refer the issue in writing next step within the specified time limit shall be deemed to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day be acceptance of the meeting and attempt to resolve themdecision rendered at that step. A written response sole remedy available to the grievances will any employee for any alleged breach of this Agreement or any alleged violation of his rights hereunder shall be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response pursuant to the grievance will be provided within five (5) working days and arbitration procedures provided, however, that nothing contained herein shall deprive any employee of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designateany legal rights which he presently has.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint or difference A) All grievances arising between employees and the Parties arising from Company shall be dealt with speedily and effectively in accordance with the interpretation, application, administration or alleged contravention of the Collective Agreementfollowing procedure. Step 1 B) The employee Company will bring the issue forward be under no obligation to his consider or her exempt supervisor process any grievance which has not been filed within seven fifteen (715) working days of first becoming aware after the cause of the Grievance became known to the employee. C) Provision (b) shall not deprive an employee of the right to grieve that job duties being performed as a continuing condition are of a higher classification than the classification in which he/she is placed, but adjustment arising from such Grievance shall not be made retroactive beyond the date of the Grievance. D) Any monetary redress arising out of a Grievance will be paid by the Company within three (3) weeks of settlement of the Grievance, or arbitration. 11.2 Before a grievance is submitted in writing, a discussion with a view to resolving the complaint or differencewill be held between the Supervisor, the Union ▇▇▇▇▇▇▇ and the employee involved. Any employee having a grievance shall submit the same to the ▇▇▇▇▇▇▇, who shall present the same, in writing, to the Supervisor, the aggrieved shall sign the grievance form except in cases of discharge. The Supervisor shall bring a copy of the grievance to Human Resources and discuss the 11.3 If the decision of the Supervisor is not satisfactory to the employee concerned and/or the Union, it may be assisted appealed by a Union representative. An informal discussion will take place and lodging an appeal to the exempt supervisor will provide a response Appropriate Manager or the appropriate manager’s delegate through the Bargaining Committee Member within two (2) full working days following the decision of the Supervisor. 11.4 If the decision of the Manager or his/her delegate is not satisfactory to the employee concerned and/or the Union, the decision shall be appealed within five (5) working days and the grievance shall be placed upon the agenda for consideration at the next conference between the Director of Human Resources or the discussionDirector’s delegate and the appropriate Company representative(s) and the Bargaining Committee. 11.5 Any deviation from Steps 1, 2 or 3 shall be by mutual agreement in writing. Grievances not resolved at Step 1 may be referred In the event the Company fails to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employermeet any prescribed time limit under this Article, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided presented at the next step in the grievance procedure within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designateprescribed time limits.

GRIEVANCE PROCEDURE. ‌ A grievance (a) When an employee is defined as any complaint or difference between the to be notified of disciplinary action and/or undesirable behaviour, he/she will be advised that he/she will be allowed Union representation if he/she so desires. (b) Parties arising from the interpretation, application, administration or alleged contravention to this Agreement are agreed that it is of the Collective Agreement. Step 1 The employee will bring the issue forward utmost importance to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or differenceresolve grievances and disputes in good faith and as quickly as possible. The aggrieved employee may be assisted by present at any or all steps of the grievance procedure if he/she so desires. 6.02 The Grievance Procedure shall be as follows: An employee who considers he/she has a grievance shall through or with his/her Union representative▇▇▇▇▇▇▇ discuss the grievance with the employee’s Area Supervisor/Coordinator. An informal discussion will take place and the exempt supervisor will provide a response The Area Supervisor/Coordinator shall give his/her oral decision within five (5) regular working days following the day on which discussions commenced. If this decision is unsatisfactory to the Employee or the Union, Step 2 may be followed within two (2) regular working days of the discussionArea Supervisor/Coordinator’s decision. Grievances Notwithstanding the foregoing, where it is mutually agreed between the parties during the first step discussion that the circumstances provoking the grievance can be reviewed most appropriately at third step, such a grievance may then be submitted directly in writing to third step within five (5) regular working days of the commencement of the discussions. The Union ▇▇▇▇▇▇▇ shall reduce the Grievance to writing and refer it to the Area Team Leader. The Union ▇▇▇▇▇▇▇ shall discuss the grievance with the Area Team Leader and the Area Supervisor/Coordinator involved. The Area Team Leader shall within five (5) regular working days following the day the grievance was submitted to him/her, render a decision in writing. If this decision is not resolved at satisfactory to the employee or the Union, Step 1 3 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and followed within two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairpersonregular working days. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will Chief ▇▇▇▇▇▇▇ shall refer the issue grievance in writing to the other Parties within seven Company through the person responsible for site labour relations. Within two (72) regular working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to following the day of the meeting grievance was submitted to him/her, the person responsible for site labour relations arranges for a conference between the Company and attempt the Union to resolve them. A written response to the grievances will be provided to the other Parties take place within ten (10) regular working days following the day the grievance was submitted to him/her. The reply in writing shall be submitted to the Chief ▇▇▇▇▇▇▇ of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Union Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) regular working days of receiving following the day on which the conference was held. If such reply does not contain a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to satisfactory settlement, then the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred by either party to Arbitration within five as provided for in Article 7. (5a) working days In the Grievance Procedure outlined above, presentations of receipt grievances and decisions where called for in writing, shall be on forms mutually agreed upon by the Company and the Union. (b) In Step 2 of the City ManagerGrievance Procedure a copy of the Area Team Leader’s decision. Such referral decision will be given to the employee and a copy will be given to the ▇▇▇▇▇▇▇. (a) It is agreed that the settlement of any grievance will not be retroactive to a date earlier than thirty (30) calendar days prior to the commencement of the discussions at Step No. 1 of the Grievance Procedure. (b) In the case of an adjustment to an employee’s rate of pay brought about through the Grievance Procedure, and which resulted from a mechanical error, proper adjustment will be made from the date the error occurred. 6.05 Any matter or question arising between the Company and the Union regarding the administration, interpretation, alleged violation, or application of this Agreement may be submitted in writing by either party as Step No. 3 of the Grievance Procedure, which in the case of a Company grievance shall be read and construed with the necessary changes. 6.06 Notwithstanding any other provisions in this Article, should the Company decide to discharge an employee or suspend an employee pending discharge, notification by the Company to such employee shall only be made in the presence of the Chief ▇▇▇▇▇▇▇ and the employee’s ▇▇▇▇▇▇▇ or their designates. Designates will be directed identified in the annual notice from the Union that lists who has been elected. Where an employee has been required to leave the premises previously, he/she will be permitted to return to the City Manager Plant to receive notification in this manner. Upon failure to return he/she will be advised by mail. Should the employee or the union acting on his/her designate.behalf wish to file a grievance against the discharge, it shall be reduced to writing within ten (10) regular working days and be a subject for discussion at a meeting to be held between the Company and a Union Committee within five

GRIEVANCE PROCEDURE. ‌ A grievance It is defined as any complaint or difference between the Parties arising from the interpretation, application, administration or alleged contravention intent of the Collective pa11iesto this Agreement that the Grievance Procedure set forth herein shall serve as a means for a peaceful settlement of disputes that may arise between them as to the application and interpretation of this Agreement.. The pa11ieswill attempt to solve grievances at the lowest level possible. A 'grievance' is any alleged \tlolation of the specific tenns of this Agreement. The Grievance Procedure shall be as follows: Step 1 The 1: Any employee will bring who believes he or she has a grievance, or the issue forward Union, shall present such grievance on an informal basis to his the Library Director or her exempt supervisor designee within seven twenty (720) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and events giving rise to the exempt supervisor will provide a response grievance. Step 2: If the grievance is not resolved within five (5) working days of days, after the discussion. Grievances not resolved at infonnal presentation in Step 1 may 1above, the grievance shall be referred reduced to writing and submitted to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four Library Director or designee within five (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (75) working days of receiving a Step 1 responsedays. The written referral will contain enough detail so that grievance shall specif)r which section(s) ofthe Agreement the other Parties will know what issues(s) are involved in grievant or the complaint and what the referring Party seeks as redressUnion claims have been violated. The referring Party will also state with whom grievance shall be in writing on a form agreed to by the parties hereto and when shall be signed by the Step 1 meeting occurredgrievant and/or representative of the Union. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties LibraI}' Director shall, within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part receipt of the Central Grievance Committee may be held grievance, meet with the grievant and a representative of the Union in an effort to follow up on outstanding issuesresolve the grievance. Grievances not resolved at Step 2 may be referred to The LibraI}' Director shall indicate hislher disposition of the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving such meeting and shall furnish a copy thereof to the grievant and the Union. Step 2 response. A meeting 3: If the grievant is not satisfied with the City Manager will occur disposition of the grievance or if no disposition has been made within five (5) working days of such meeting, the referral and a grievant and/or the Union shall request the Director to transmit the written response grievance to the Board of Trustees of the Library. The Board of Trustees, no later than its next meeting, may hold a hearing on the grievance, review such grievance will in executive session or give such other consideration as it shall deem appropriate. Disposition of the grievance in writing by the Board shall be provided within five made no later than ten (510) working days thereafter. A copy of such disposition shall be furnished to the grievant and the Union. Step 4: If the Union or grievant is not satisfied with the disposition of the conclusion of Step 3. A grievance not settled at grievance, after Step 3 above, the grievance may be referred appealed to Arbitration an impartial arbitrator provided the grievance involves a question concerning interpretation or application of a telm of this Agreement. Such appeal must be taken within forty-five (545) working calendar days of receipt of the City Manager’s decision. Such referral will answer from the Board of Trustees, shall be in writing and will shall specify the grievance. The Arbitrator shall be directed to chosen from the City Manager or panel furnished by the American Arbitration Association (AAA) in accordance with their rules. The forty-five (45) day requirement of , J filing the appeal specifically means that the appeal should be received by AAA within said forty-five (45) day period oftime. The Arbitrator, in making his/her designatedecision, shall not change, alter or modifY nor shall he/she add to or subtract from any term or provision of this Agreement and shall be limited to deciding whether the Employer has violated expressed Articles or Sections of this contract. The parties agree that an arbitrator's decision, if made in accordance herewith, shall be fmal and binding upon them. In addition to the other restrictions in this Article, the arbitrator shall have no power to rule on the termination of services of or failure to re-employ any probationary employees, such actions shall be at the sole discretion of the Employer. The fees and expenses of the Arbitrator shall be bome equally between the Employer and the Union. The time limits provided in thio;;At1icle shall be stticdy observed except that limits may be extended by written agreement of the patties. In the event the Employer fails to respond to the gtievance within the time limits at any step of the procedure the grievance may be appealed to the next level. In the event the Union fails to appeal a grievance to the next step of the procedure the grievance shall be deemed withdrawn by the Union. For the purpose of this Article "working days" shall be defmed as: Monday through Friday excluding Saturday, Sunday and holidays recognized by the Agreement. The grievant has the right to have a representative of the Union present during any Steps of the Grievance Procedure. A grievance may be withdrawn at any level without prejudice. ARTICLE 11. COl\1PUTATION OF BACK WAGES No claim for back wages shall exceed the amount of wages the employee would otherwise have eamed.

GRIEVANCE PROCEDURE. ‌ A The purpose of the grievance procedure shall be to settle all grievances between the City and the Union, or one of its members, as quickly as possible, as so to insure efficiency and to promote employee morale. The adjustment of a grievance shall be pursuant to the following procedure: A) The Chief ▇▇▇▇▇▇▇ or his designee shall submit the details of such grievance in writing to the immediate supervisor, and to the Director of Public Works, no later than thirty (30) days of the event giving rise to the grievance. Within five (5) days thereafter, the immediate supervisor shall meet with the Grievant and a ▇▇▇▇▇▇▇ of the Grievant’s choice for the purpose of adjusting or resolving such grievance. The supervisor’s decision must be forwarded to the Director of Public Works who may appeal said decision to the next step. B) If such grievance is defined as any complaint not resolved or difference between adjusted to the Parties arising from the interpretation, application, administration or alleged contravention satisfaction of the Collective Agreement. Step 1 The employee will bring Grievant and ▇▇▇▇▇▇▇, the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response ▇▇▇▇▇▇▇ shall within five (5) working days business days* forward the grievance, in writing, to the Director of Public Works. Within five (5) business days* thereafter, the Director of Public Works shall meet with said ▇▇▇▇▇▇▇▇ and ▇▇▇▇▇▇▇ of his choice for the purpose of adjusting or resolving such grievance. C) If such grievance is not adjusted or resolved to the satisfaction of the discussion. Grievances not resolved at Step 1 may be referred to Grievant and ▇▇▇▇▇▇▇, then the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (EmployerUnion shall, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days business days*, notify the City Manager and shall meet with the negotiation committee for the purpose of adjusting or resolving such grievance within ten (10) business days* of being notified by the Union in writing, or by the Union’s delegate in writing. D) If the grievance is not resolved to the satisfaction of the meetingUnion within ten (10) business days after consultation with the negotiation committee, the Union may within ten (10) business days request that the grievance be submitted to Arbitration. The City and the Union shall have ten (10) days after said request to agree upon an arbitrator. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to Union and the City Manager. Any Party wishing to advance a grievance to Step 3 will refer cannot agree on an arbitrator, the issue in writing Union may, within five (5) days thereafter, submit the grievance to the Maine State Board of Arbitration and Conciliation. The rules of the Maine State Board of Arbitration and conciliation shall govern the procedure for the selection of the arbitrator and the arbitration procedure. (Business days to mean Monday through Friday excluding holidays.) E) The decision of the arbitrator shall be binding on all matters contained in this Agreement, which may be binding. F) The time limits for processing the grievance may be extended by written consent of the parties executed before the expiration of the time limits prescribed. G) All grievances shall be filed no later than fifteen (15) days after occurrence of the event or knowledge by the employee of the event giving rise to the grievance, which shall not exceed ninety one (91) working days days. H) The parties shall bear equally the expense of receiving the arbitrator. All other expenses attendant to arbitration shall be borne by the party incurring them, including cost of transcript and expenses of any witness called by such party. I) The City of ▇▇▇▇▇▇▇▇▇ recognizes the right of the Union to make a Step 2 response. A meeting reasonable investigation of the circumstances surrounding any grievance; the City further agrees to cooperate with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be Union in writing and will be directed to the City Manager or his/her designateall such investigations.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as Should any complaint or difference (hereinafter called a “grievance“) arise between the Parties arising from Board and any employee as to the interpretation, application, administration or alleged contravention violation of this Agreement, an ▇▇▇▇▇▇▇ effort to settle such grievance without delay shall be made in the Collective Agreement. Step 1 The following manner: An aggrieved employee will bring first submit the issue forward employee’s representations to his the employee’s either directly or her exempt supervisor within seven (7) working days of first becoming aware of through the complaint or differenceemployee’s ▇▇▇▇▇▇▇. The employee may Any such grievance shall be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response presented within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committeetime when it arose. The Central Grievance Committee will be comprised of up to four (4) representatives supervisor shall call a meeting of the Employer the ▇▇▇▇▇▇▇ concerned and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration supervisor within five (5) working days of receipt of the City Manager’s decisiongrievance. If within five (5) working days from the time representations at Stage One were presented a decision satisfactory to such employee is not given, then such accompanied by a ▇▇▇▇▇▇▇ may within five (5) working days after the decision of the supervisor concerned has been given or should have been given make representations in writing to the Divisional Superintendent of Human Resources or other representative designated by the Board from time to time. Such referral representations shall state the nature of the grievance, remedy sought and any provisions of the Agreement upon which the grievance is based. Such official or other designate shall notify the employee of the time and place at which a meeting will be called of the the grievance committee, the national representative and the official to discuss and consider the written representations and the decision of the supervisor at Stage One. Every effort will be made to settle such grievance within five (5) working days from the date upon which such received written notice of the matter. Such official shall give the decision in writing on behalf of the Board. If within five (5) working days from the date representations at Stage Two were presented a decision satisfactory to such employee is not given, then such employee may within ten (10) working days after the decision of the Divisional Superintendent of Human Resources or other designate has been given or should have been given present representations made at Stage Two to the Trustees the Board. The Trustees shall notify the Local Union and the employee of the time and place at which they or any Committee thereof will meet to discuss and consider such representations and the decision at stage Two. The the grievance committee and the national representative shall attend a meeting so called. Such meeting shall be held no later then forty-five (45) working days from the day such representations were presented to the Trustees. The decision of the Board will be directed given to the City Manager Local Union in writing within ten (10) working days after such meeting. Any difference (hereinafter called a "policy difference") arising directly between the Board and the Local Union as to the interpretation, application, administration or his/her designate.alleged violation of the Agreement, other than a difference directly affecting individual employees, may be submitted in writing by either party hereto with opportunity for discussion between the officers of the Local Union and representatives of the Board. If the parties are unable to settle such policy difference within ten (10) working days from such discussion then the party to whom the said notice was delivered shall reply to such policy difference in writing within fifteen (15) working days from such discussion. If any grievance or policy difference, including any question as to whether the matter is arbitrable or not, shall not have been satisfactorily settled pursuant to the provisions of this Article, the grievance or policy difference may then be referred by either party to this Agreement to arbitration by written notice given to the other party within fifteen (15) working days from the date when the decision of the Board at Stage Three was or should have been given or, in the case of a policy difference, within fifteen (15) working days from the date when the written reply to the submission was or should have been delivered. The Board and the Union shall each appoint one (1) within seven (7) working days from receipt of the notice and the two (2) arbitrators so appointed shall appoint a third who be the chairman. No person may be appointed as an arbitrator who has participated directly in any attempt to settle the grievance or policy difference. If the parties fail to agree upon a Chairman within fifteen

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint or difference between 1. An aggrieved employee shall verbally notify his immediate supervisor. They shall discuss the Parties arising from problem in good faith with the interpretation, application, administration or alleged contravention object of resolving the Collective Agreementmatter informally. Step 1 The 2. If an agreeable solution is not forthcoming, the aggrieved employee will bring may submit a written grievance to the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or differenceimmediate supervisor. The employee may be assisted by immediate supervisor shall offer a Union representative. An informal discussion will take place and the exempt supervisor will provide a written response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meetingdays. 3. If requiredthe employee is still aggrieved, in addition to the regularly scheduled meetingshe may, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of response, or in the City Manager’s decision. Such referral will be in writing and will be directed absence of a response, within ten days from the date of submission of written grievance to the City Manager immediate supervisor, whichever is sooner, submit the written grievance, along with the immediate supervisor's response, to the Superintendent of Schools. The Superintendent shall, within ten days, conduct discussions with the parties concerned and shall recommend a settlement in writing. 4. If the employee finds the Superintendent's recommendation to be unsatisfactory, the grievance can, within five days of receipt of response, or his/her designatein the absence of a recommendation, within 15 days from the date of submission of written grievance to the Superintendent, whichever is sooner, be submitted to the ▇▇▇▇▇▇ Board in writing. The ▇▇▇▇▇▇ Board shall, within 30 days, conduct discussions with all parties concerned and submit a written decision. 5. Except where grievance involves negotiated terms or conditions of employment forming part of this Collective Bargaining Agreement, and in regard to which all details are set forth in full herein, the written decision of the ▇▇▇▇▇▇ Board shall in any event be final and binding for all concerned, and shall not be subject to the arbitration procedure set forth below where the grievance involves: a. The failure or refusal of the Board to renew a contract of a non-tenured teacher. b. Matters where a specific method of review is prescribed by statute, or by any rule or regulation of the State Commissioner of Education or State Board of Education, including, but not by way of limitation, the right to a review and a hearing under the Tenured Employee Hearing Law (N.J.S.A. 18A:6-10, et seq.) and the right to review pursuant to N.J.S.A. 18A:9-14 in cases involving the withholding of increments. c. Matters where the Board is without authority to act. d. Reduction in the number of persons holding particular offices, positions, or employment with the Board. e. Transfer of a teacher from one school to another, one grade to another, or one position to another. f. Fulfillment of vacancies occurring in offices, positions, or employments with the Board. g. Those matters negotiated and reduced to writing as part of this Agreement, and with respect to which the Board is expressly vested with unrestricted authority to make the final decision.

GRIEVANCE PROCEDURE. ‌ 10.01 It is the mutual desire hereto that complaints of the employees shall be adjusted as quickly as possible, and it is understood that an employee may present an oral complaint at any time to their supervisor, with or without recourse to the grievance procedure herein. 10.02 A grievance is shall be defined as any a complaint or difference between the Parties arising from regarding the interpretation, application, administration or alleged contravention violation of the Collective terms and provisions of this Agreement, or in the case of a regular employee or part-time employee who has completed sixty-five (65) days of work under this Agreement, a complaint that they have been discharged or disciplined without just cause. (a) The word “days” as used in this Article shall mean working days, other than Saturdays, Sundays or a holiday as referred in Article 15. (b) The discussion and decision made on each grievance shall be limited to the matter specified in the written grievance at Step 1. (a) Grievances shall be processed in the following manner and sequence: Step 1 The Union Representative or the Union ▇▇▇▇▇▇▇ in the department in which the aggrieved employee will bring works shall submit a signed grievance (on a form supplied by the issue forward Union and signed by the aggrieved employee) to his or her exempt supervisor the appropriate Department Manager within seven twenty (720) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred event giving rise to the Central Grievance Committeegrievance. If not so presented, the grievance shall be forfeited and waived by the aggrieved party. The Central Grievance Committee will be comprised of up to four (4) representatives grievance shall set forth the nature of the Employer grievance and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairpersonthe relief or remedy sought. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue Department Manager shall deliver their decision in writing within five (5) working days following the day on which the grievance was presented to him. Failing settlement or receipt of receiving a answer from the Department Manager, then: Step 2 responseThe Union ▇▇▇▇▇▇▇ or the Union Representative shall forward the grievance to the Human Resources Manager within fifteen (15) days from the date the Department Manager issued or was required to issue their answer in writing. A Either party may request a meeting with the City other party. The Human Resources Manager will occur shall deliver their decision in writing within five ten (510) working days following the grievance meeting, or if no meeting is requested by either party, within ten (10) days following the date on which the grievance was presented to them. (b) Any grievance relating to the suspension or discharge of an employee shall be submitted directly to Step 2 of the Grievance Procedure herein contained within fifteen (15) days of such suspension or discharge. 10.05 It is the referral intention of the parties that this section shall provide a peaceful method of adjusting grievances, therefore, it is agreed that there shall be no suspension or interruption of normal operations as a result of any grievance. 10.06 Any step of the grievance procedure may be waived by mutual agreement in writing between the Company and a the Union. 10.07 If final settlement of the grievance is not reached at Step 2 then the grievance may be referred in writing by either party to arbitration as provided in Article 11, at any time within twenty (20) days after the final decision is given in Step 2. If no such written response to request for arbitration is received within the twenty (20) day time limit then the grievance will be provided deemed to have been abandoned. 10.08 Time limits specified in the grievance procedure may be extended by mutual agreement in writing between the Company and the Union. If no written answer has been given to the grievance within five the time limits specified, the Union shall be entitled to submit the grievance to the next stage, including arbitration. 10.09 The parties expressly agree that this Section does not apply in the case of the discharge for any reason whatsoever of a probationary employee as defined in Article 8 of this Agreement. 10.10 Written agreements arrived at between the Company and the Local Union on the disposition of any specific grievance shall be final and binding upon the Company, the Local Union and the employee or employees concerned, in respect of the particular case that is the subject of the grievance. 10.11 The Union shall have the right to lodge a policy grievance with the Company concerning the meaning, application, or alleged violation of the provision(s) of this Agreement, and in such case the policy grievance shall be initially filed at Step 2 of the Grievance Procedure within twenty (520) working days of the conclusion event giving rise to the policy grievance. If not so presented the grievance shall be forfeited and waived by the aggrieved party. The grievance shall set forth the nature of the grievance and the relief or remedy sought. Thereafter, the provisions of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five 2 and Articles 10.07, 10.08 and 10.10 apply as do the provisions of Article 11 (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designateArbitration).

GRIEVANCE PROCEDURE. ‌ A grievance 6.01 The Employer and the Union agree that it is defined as any complaint or difference between the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreementutmost importance to adjust complaints and grievances as quickly as possible. All necessary information pertinent to the resolution of grievances shall be supplied and discussed and a positive effort at settlement shall be made by the parties at all stages of the grievance procedure. [Agreed - March 9, 2006] 6.02 No grievance shall be considered where the circumstances giving rise to it occurred or originated more than seven (7) days before the filing of the grievance. Step 6.03 Grievances properly arising under this Agreement shall be adjusted and settled as follows: STEP 1 The employee will bring the issue forward aggrieved employee, either directly or through his Committeeperson, shall present his grievance orally or in writing to his or her exempt supervisor immediate supervisor. If a settlement satisfactory to the employee concerned is not reached within seven (7) working days of first becoming aware of the complaint or difference. The employee may days, a written grievance must be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response presented at Step 2 at any time within five (5) working days thereafter or it shall be forfeited by the aggrieved employee. STEP 2 The aggrieved employee may present his grievance, which shall be reduced to writing on a form supplied by the Union and approved by the Employer, to the official of the discussionEmployer named to handle grievances at this step. Grievances not resolved at Step 1 may The Union shall also provide a copy of the grievance to the Human Resources Advisor. The grievance shall be presented through a Committeeperson or ▇▇▇▇▇▇▇. The grievance shall be signed by the employee and shall identify the nature of the grievance, the specific provisions of the Agreement which are alleged to have been violated and the remedy sought. Should no settlement satisfactory to the Union be reached within five (5) days, the grievance must be referred to Step 3 by the Central Grievance Committee. Union within five (5) days thereafter or the grievance shall be forfeited. STEP 3 The Central Grievance Committee will be comprised of up Union, if it considers it a valid grievance, may submit the grievance to four (4) the Employer and the representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will parties shall meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 responsethereafter to attempt to settle the grievance. The written referral will contain enough detail so that Union shall also provide a copy of the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior grievance to the day of the meeting and attempt to resolve themHuman Resources Advisor. A written response If a settlement satisfactory to the grievances will be provided to the other Parties Union is not reached within ten (10) working days from this meeting and if the grievance is one which concerns the interpretation or alleged violation of this Agreement, the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee grievance may be held submitted to follow up on outstanding issuesarbitration by the Union at any time within fourteen (14) days thereafter but not later. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 The Employer will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and provide a written response to the grievance will be provided within five at Steps two (52) working days and three (3). 6.04 Any grievance which is not commenced or processed through the next stage of the conclusion grievance or arbitration procedure within the time specified shall be deemed to have been abandoned. 6.05 The parties agree that the Employer shall not be entitled to defeat a grievance simply by ignoring it. Accordingly, the parties agree that should the Employer not respond to a grievance at any of Step Steps 1 through 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed , it shall automatically move to the City Manager or his/her designatenext step.

GRIEVANCE PROCEDURE. ‌ A 3.6.1 Prior to initiating a formal written grievance pursuant to this Article, the employee or the Union is defined as any complaint or difference between encouraged to resolve to resolve disputes subject to this Article informally by reviewing them with the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreementappropriate immediate supervisor. Step 1 1: The employee will bring the issue forward to his Union ▇▇▇▇▇▇▇, or her exempt supervisor within seven (7) working days of first becoming aware other authorized representative of the complaint Union, with or differencewithout the grievant, shall submit the grievance in writing on a form provided by the Union, setting forth the facts of the grievance and the relief sought to the appropriate Division or Unit Head. The employee Division or Unit Head shall investigate the grievance and may be assisted by hold a Union representative. An informal discussion will take place and meeting with the exempt supervisor will provide a response within five (5) working days authorized representative of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer Union, and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If requiredshall, in addition to the regularly scheduled meetingsany case, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue render his decision in writing within five (5) working work days of receiving a the receipt of the written grievance from the Union, to the Union ▇▇▇▇▇▇▇ or other authorized representative of the Union, whichever the case may be. Step 2 response2: If the grievance is not settled at Step 1 within the time limits set forth above, the grievance may be submitted within ten (10) work days of the date such decision is received by the Local Union President or his authorized representative to the Chief of Police, or his designee. A meeting shall be held between the Chief of Police, or his designee, and the Union Grievance Committee not later than five (5) work days after the date the grievance is submitted at this step. For the purpose of this procedure, the Union Grievance Committee will consist of no more than three (3) employee representatives who shall be allowed release time with pay to attend such meetings. The Chief of Police, or his designee, shall transmit to the City Manager will occur Union Grievance Committee Chairman his decision in writing on any grievance matter within five (5) working work days of the referral and a written response to after that such meeting was held. Step 3: If the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance is not settled at Step 3 may be referred to Arbitration 2, the Union may, within five fifteen (515) working work days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed decision of the Police Chief, or his designee, refer grievance to the City Manager or his/her designatearbitration.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as ‌ Section 1 Definition Should any complaint differences, disputes, or difference between complaints arise over the Parties arising from interpretation or application of this Agreement, there shall be an ▇▇▇▇▇▇▇ effort on the interpretation, application, administration or alleged contravention part of the Collective Agreementparties to settle such promptly through the following steps: Any grievance shall be reduced to writing and shall be signed by the aggrieved employee or employees involved with concurrence of a Union representative. The written grievance shall contain a statement of the facts upon which it is based, a designation of the contract provision(s) allegedly violated, and the remedy requested. The Union and employee shall be bound by the scope of the grievance as written. Step 1 The employee will bring Except as provided in Section 11, below, a conference between the issue forward to his or her exempt supervisor aggrieved employee, their immediate supervisor, and the Departmental Head shall be scheduled by the Department Head within seven five (75) working days of from the date the grievance first becoming aware arose or became known to or should have with due diligence become known to the employee or it shall be deemed waived. A Union representative may be present at the conference, at the employee’s request. The Department Head shall give a written answer within five (5) days of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and conference. Step 2 If the exempt supervisor will provide a response grievance is not satisfactorily adjusted in Step 1, the grievance shall, within five (5) working days of the discussion. Grievances not resolved at Step 1 may answer, be referred appealed in writing to the Central Grievance CommitteeBoard. The Central Grievance Committee Board will be comprised of up to four (4) representatives composed of the Employer County Controller and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance the Ways & Means Committee Chairpersonof the Board of Commissioners. The Central appeal shall state the reasons why the Step 1 answer was unsatisfactory. The Grievance Committee will Board shall meet once each month at a predetermined time. Any Party wishing to advance a within twenty-one (21) days from the receipt of the grievance to Step 2 will refer and the issue Union shall be notified in writing to the other Parties within at least seven (7) working days of receiving a Step 1 responseprior to this meeting. Both the Employer and the Union retain the right to be represented at the Grievance Board hearing. The Grievance Board shall give its written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties answer within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to hearing. Step 3 will refer If the issue grievance is not satisfactorily adjusted in writing Step 2, the Union may, within five fifteen (515) working days of receiving a after the written answer given in Step 2 response2, in writing delivered to the other party and simultaneously mailed to the American Arbitration Association, demand arbitration and the other party shall be obligated to proceed with arbitration in the manner hereinafter provided. A meeting The Union shall have the exclusive right to determine whether or not the employee’s grievance shall be submitted to arbitration by the Union. The arbitration shall be held in accordance with the City Manager will occur within five (5) working days then applicable rules and regulations of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designateAssociation.

GRIEVANCE PROCEDURE. ‌ A grievance is Should any grievance, as defined as any herein, arise, there shall be no suspension of work and an ▇▇▇▇▇▇▇ effort shall be made to settle such difficulties promptly in the manner hereinafter outlined. Any employee having a complaint or difference between may discuss the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreementsame with his/her immediate supervisor and/or his/her departmental committeeperson. Step 1. The agreement endorses the concept of settling grievances at the lowest possible level. Accordingly, any employee alleging a complaint will, within six (6) working days after he/she knowing of the facts giving rise thereto of the alleged violation, meet with his/her immediate supervisor and departmental committeeperson and attempt to resolve the complaint. This oral step is mandatory prior to any grievance being reduced to writing. Step 2. The grievance, if not settled in Step 1, may be referred within three (3) working days following the date on which the Company’s answer was given in Step 1 to the appropriate project manager or designee. This meeting will be held within three (3) working days following the receipt of the grievance by the project manager. This meeting will be between the grievant, his supervisor and/or the manager responsible for alleged violation, his departmental committeeperson, plant grievance committeeperson, and the manager or his designated representative, and a representative of the Human Resources Department if so desired by the Company. The employee manager or his designated representative will bring make a reply within three (3) working days after the issue forward grievance is discussed in formal meeting. Step 3. The grievance, if not settled in Step 2, may be referred within three (3) working days following the date on which the Company’s written answer was given in Step 2 for consideration at the next meeting to be held between the president of the local Union or his designated representative, together with the plant wide committeeperson from the area and shift where the grievance was filed, a member of the Company’s Human Resources Department, the manager or her exempt supervisor his designated representative for the area from which the grievance was filed. The Union business representative of the Local may also attend the Step 3 discussion. Such meeting shall be held on the second and fourth Tuesday of each month (unless changed by mutual agreement). A grievance properly referred to this step shall be discussed at the next meeting provided notice of referral shall be submitted to the office of the Manager of Human Resources not less than three (3) working days prior to the date of the scheduled meeting. Grievances which are filed within seven three (73) working days of first becoming aware of such meeting shall be discussed at the complaint next meeting or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the some other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks time as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designatemutually agreed upon.

GRIEVANCE PROCEDURE. ‌ A Step 1. An employee with a grievance is defined as any complaint or difference between shall discuss the Parties arising from matter with the interpretation, application, administration or alleged contravention employee’s Supervisor within eighteen (18) days (all time limits in this Article exclude weekends and holidays) of the Collective Agreement. Step 1 The employee will bring day in which it arises or becomes known to the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or differenceemployee. The employee Employee may be assisted accompanied by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committeeunion ▇▇▇▇▇▇▇, if he or she desires. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties Supervisor shall reply within ten (10) working days after presentation. However, if the grievance is not resolved in this manner, the grievance shall be handled in accordance with the procedure set forth below. If the Supervisor does not respond within the time limits, the grievant may appeal to the next level. Step 2. If the grievance is not resolved within ten (10) days after the presentation of the meetinggrievance at Step 1, the grievance shall be presented in writing to the Chief Operating Officer or his/her designee for the Hospital within thirty (30) days from the date it was presented at Step 1. Step 3. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances grievance is not resolved at Step 2 may 2, the grievance shall be referred presented in writing to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer Chief Executive Officer for the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager Hospital, or his/her designaterepresentative designee within thirty (30) days from the date it was presented at Step 2. The Chief Executive Officer or designee should reply in writing within ten (10) days. The Employee may request a personal meeting with the Chief Executive Officer or his/her designee. Such a request will be honored. Step 4. If the grievance is not resolved at Step 3, either party may, in writing, request arbitration within thirty (30) days from the date it was presented at Step 3 and the parties shall attempt to mutually agree to an arbitrator. In the event the parties are unable to agree within ten (10) days, either may request, with a copy to the Director of Human Resources, that the Federal Mediation and Conciliation Service submit a panel of seven arbitrators having hospital arbitration experience. Either party may reject one panel in its entirety. Each party shall alternately strike one (1) name until an arbitrator is selected. To determine which party strikes the first name, the parties shall flip a coin. The arbitrator shall promptly conduct a hearing on the grievance. The decision of the arbitrator shall be final and binding, within the scope of the arbitrator’s jurisdiction. The arbitrator shall have no power to: (1) add to or subtract from, or modify any of the terms of this Agreement; (2) hear or decide any dispute as to the numbers or classifications of employees needed, at any given time, to staff the diagnostic imaging components; (3) arbitrate any matter after the Agreement has expired other than matters which arose prior to the time of expiration of the Agreement. All grievances must be presented at the proper steps in accordance with the time limitations herein and unless such grievances are so presented, the right to file such grievance shall be waived. Any grievance not appealed to the next succeeding step within the time limits specified will be considered withdrawn and not eligible for further appeal. Time limits may be waived by agreement of the parties.

GRIEVANCE PROCEDURE. ‌ A grievance 9.01 It is defined as the mutual desire of the Parties hereto that any complaint or difference cause for dissatisfaction arising between an employee and the Parties arising from Company with respect to the interpretation, application, administration interpretation or alleged contravention violation of this Agreement shall be adjusted as quickly as possible. 9.02 It is generally understood that an employee has no complaint or grievance until he/she, either directly or through the Union, has first given his/her immediate supervisor an opportunity to adjust the complaint. 9.03 If, after registering the complaint with the immediate supervisor and such complaint is not settled within one (1) regular working day or within any longer period which may have been agreed to by the Parties, then the following steps of the Collective Agreement. Step 1 Grievance Procedures may be invoked: The employee will bring grievance shall be submitted in writing to the issue forward to his immediate Supervisor either directly or her exempt supervisor through the Union. The grievance shall identify the nature and the facts of the grievance and the remedy sought. The immediate Supervisor shall meet with the employee's Union ▇▇▇▇▇▇▇ within seven three (73) working days of first becoming aware the receipt of the complaint or differencegrievance in an attempt to resolve the grievance. The employee grievor may be assisted present at this meeting if requested by either Party. The immediate Supervisor shall within a Union representativefurther three (3) working days give his/her answer to the grievance to the Union. An informal discussion will take place and the exempt supervisor will provide a response within Within five (5) working days following the decision under Step One, the grievance may be submitted to the Department Head or designate who will discuss the grievance with the ▇▇▇▇▇▇▇ with or without the presence of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four employee within three (43) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part receipt of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 and will refer the issue deliver his/her decision in writing within five (5) working days from the date on which the written grievance was presented. Once the Department Head or designate responds, then the union has ten (10) days from the receipt of receiving a the response to decide if the grievance will move to step 3. Failure to comply with this time limit will consider the grievance null and void. Failing settlement or closure, then: If the grievance remains unsettled at the conclusion of Step 2 response. A meeting with Two, the City Manager will occur grievance may be submitted to the CHRO or designate who shall within five (5) working days hold a meeting between the Union Grievance Committee (not to exceed one (1) in number plus the Local Union President) and the appropriate representatives of Management, in a final attempt to resolve the grievance. The Field Staff Representative of the referral Union and the Grievor may be present at this meeting if requested by either party. The CHRO or designate shall within a written response to the grievance will be provided within further five (5) working days give his/her decision, in writing, to the Union. 9.04 The Company shall not be required to consider any grievance which is not presented within fifteen (15) working days after the grievor or the Union first became aware of the conclusion alleged violation of Step 3the Agreement. A Thereafter the time limits in Article 9.03 shall be considered discretionary and not mandatory. 9.05 If final settlement of the grievance is not settled reached at Step 3 Three then the grievance may be referred in writing by either Party to Arbitration as provided in Article 11, Arbitration, at any time within five thirty (530) working calendar days of receipt after the decision is received under Step Three. 9.06 It is understood that the Company may bring forward at any meeting held with the Union Grievance Committee any complaint with respect to the conduct with the Union, its Officers or Committee members, or members, and that if such a complaint is not settled to the mutual satisfaction of the City Manager’s decision. Such referral will conferring parties, it may be treated as a grievance and referred directly to Arbitration in writing and will be directed to the City Manager or his/her designatesame way as the grievance of an employee.

GRIEVANCE PROCEDURE. ‌ A 20.01 Where an employee alleges that the Employer has violated any provision of this Agreement, the following procedure shall apply: i) present the grievance is defined in writing on the form approved by the Labour and Employment Board to the person designated by the employer as any complaint the first level in the grievance procedure. If the employee receives no reply or difference between the Parties arising does not receive satisfactory settlement within five working days from the interpretationdate on which the grievance was presented to the person designated as the first level in the grievance procedure, applicationthe employee may proceed to Step Two, administration or ii) alternatively, the employee may present the grievance verbally to the person designated as the first level in the grievance procedure. If the employee receives no reply or alleged contravention does not receive satisfactory settlement within two working days from the date on which the grievance was discussed with the person designated as the first level in the grievance procedure, the employee may proceed to Step Two. the employer under Steps One and Two should accompany the grievance when it is presented to the President. The President shall reply in writing to the employee within ten (IO) .working days from the date the grievance was presented. If the employee does not receive a reply or satisfactory settlement of the Collective Agreement. Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of grievance from the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and President, the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 grievance may be referred to adjudication within three months from the Central Grievance Committeeexpiration of the ten day time period referred to above. The Central Grievance Committee If the grievance is referred to adjudication, the parties to the collective agreement have one month to make arrangements for the adjudication unless this time limit is waived by mutual agreement. 20.02 Where the employee presents his or her grievance in person or in any case in which a hearing is held on a grievance at any level, the employee shall be accompanied by a representative of the Union. a) In determining the time in which any step under the foregoing proceedings is to be taken, Saturdays, Sundays and recognized holidays shall be excluded. If advantage of the provisions of this Article has not been taken within the time limits specified herein, the alleged grievance shall be deemed to have been abandoned and cannot be reopened. When the employee or the person designated as a level in the grievance procedure are shift workers, the time limits will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue measured in writing to the other Parties within seven (7) actual working days of receiving a Step 1 response. The written referral will contain enough detail so that for the other Parties will know what issues(s) are involved person required to take the action described in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designateprocedure.

GRIEVANCE PROCEDURE. ‌ A Section 1. Any grievance is defined as any complaint or difference dispute, which may arise between the Parties arising from parties with regard to the interpretation, application, administration meaning, or alleged contravention interpretation of a specific provision of this Agreement shall be settled in the Collective Agreement.following manner: Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference1. The aggrieved employee may be assisted by a or group of employees with or without their Union representative. An informal discussion will take place and ▇▇▇▇▇▇▇ shall orally present the exempt supervisor will provide a response grievance to the Department Head within five twenty (520) working days of the discussion. Grievances not resolved at Step 1 may be referred to time the Central Grievance Committeegrievant or the Union knows or by reasonable diligence should have known of the alleged grievance. The Central Grievance Committee will be comprised of up to four Department Head shall give his/her oral reply within twenty (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (720) working days of receiving a the date of the presentation of the grievance. Step 2. When the response at Step 1 responsedoes not resolve the grievance, the grievance shall be reduced to writing and submitted on the form indicated as the Official Statement of Grievance form to the City Manager within ten (10) working days. The written referral will contain enough detail so that grievance shall identify the other Parties will know what issues(sarticle(s) are involved in of this contract alleged to have been violated, the complaint facts upon which the grievance is based, and what the referring Party seeks as redressremedy requested. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties City Manager shall reply in writing within ten (10) working days after receipt of the meetinggrievance at this step. Section 2. If requiredthe grievance is not satisfactorily resolved at Step 2, the Union may submit the grievance to arbitration within fifteen (15) working days after receiving the response from Step 2; provided however that a grievance arising under Article 41, No Discrimination, may not be taken to arbitration. Section 3. The parties agree that the decision or award of the arbitrator shall be final and binding on each of the parties and that they will abide thereby. The arbitrator shall have no authority to add to, subtract from, or change any of the terms of this Agreement. Section 4. The arbitrator's fees and expenses shall be equally shared by the parties. All other expenses shall be borne exclusively by the party requiring the service or items for which payment is to be made unless the parties otherwise agree. Section 5. Following receipt of notice of intent to arbitrate, the Union and the City shall have seven (7) workdays in addition which to mutually agree upon an arbitrator within the regularly scheduled meetingsallotted time. If the Union and the City cannot mutually agree upon an arbitrator, special meetings the City shall request from the Oregon Employment Relations Board a list of all seven (7) arbiters who live in Oregon or Washington. The Union shall strike the first name and the parties shall thereafter alternately strike names until one (1) name remains. The arbitrator shall then be notified of his/her selection by the parties. Section 6. Time limits specified in this procedure must be observed, unless either party requests a specific extension of time, which, if agreed to, must be stipulated in writing and shall become part of the Central Grievance Committee may be held to follow up on outstanding issuesgrievance record. Section 7. Grievances not resolved at Step 2 may be referred to The parties agree that the City Manager. Any Party wishing to advance arbitrator chosen will issue a grievance to Step 3 will refer decision within 30 (thirty) days after the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager hearing is closed or his/her designatebriefs are received, whichever occurs later.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint If there occur grievances, complaints. disputes or difference differences arising between the Parties arising from Employer and an em- ployee. an ▇▇▇▇▇▇▇ effort shall be made to settle such differences fairly and promptly in the interpretationfollowing manner: In order that grievances shall not be harboured and shall be handled without delay, applicationit is agreed that no grievance shall be considered where the alleged circumstances arose more than fifteen working days prior to its registration in Step One below. An employee and his/her ▇▇▇▇▇▇▇ may request his/her non-union supervisor to handle a specific problem where the actual details are clearly identified. The employee and the ▇▇▇▇▇▇▇ will make every effort to adjust the situation with the non-union supervisor before it is in writing. If the problem is not adjusted by the non-union supervi- sor, administration it shall be placed in writing on a standard grievance form with the full details of the grievance clearly identified including, if applicable, the clause or alleged contravention clauses of the Collective Agreement. Step 1 Agreement alleged to have been violated. It may be signed by the employee involved and in all cases by a ▇▇▇▇▇▇▇. The employee will bring non-union supervisor shall give his/her answer in writing to the issue forward to his or her exempt supervisor within seven (7) ▇▇▇▇▇▇▇ as soon as possible, but not more than five working days of first becoming aware of after the complaint or differencegrievance has been presented in writing. The employee may be assisted by a Union representative. An informal discussion will take place and If the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances grievance is not resolved settled at Step 1 One, the written grievance may be referred to the Central Grievance CommitteeChief Librarian by the employee(s) concerned together with the Chief ▇▇▇▇▇▇▇. Such a grievance must be referred within five working days after a written answer has been given in Step One. The Central Grievance Committee will Chief Librarian shall render his/her decision as soon as possible. but not more than five working days after receiving the written grievance. If the grievance is not settled at Step Two, the matter shall be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing referred to the other Parties Director of Personnel Services by the Union within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) five working days of the date when the Chief ▇▇▇▇▇▇▇ received his/her answer in writing from the Chief Librarian. A grievance meeting will be arranged by the Director of Personnel Services with the Union griev- ance committee within five working days after his/her receipt of the grievance. The National Representative of the Union shall have the right to attend such meeting. If required, in addition to the regularly scheduled meetings, special meetings The Director of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue Personnel Services shall reply in writing within five (5) working days if the matter is not resolved at this meeting. In the case of receiving an employee who feels that he/she has been unjustly discharged, or where the grievance is one involving general policy, or where the grievance is submitted on behalf of a group of employees, Step 2 response. A meeting with the City Manager will occur within five (5) working days One of the referral grievance procedure may be omitted and a written response to the grievance will may commence at Step Two. It is agreed that the time limits referred to in Steps One, Two and Three may be provided within five (5) working days extended by mutual consent. Furthermore, it is understood that any of the conclusion of Step 3. A grievance not settled at Step 3 specific Un- ion or Employer officials referred to in this article may be referred replaced by a designated representative. Each employee, along with a Union ▇▇▇▇▇▇▇, shall have the right to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or review his/her designateown personal file and re- view record.

GRIEVANCE PROCEDURE. ‌ A grievance It is defined as the mutual desire of the parties hereto that any complaint or difference cause for dissatisfaction arising between an employee and the Parties arising from Company with respect to the application, interpretation, application, administration or alleged contravention violation of the Collective Agreement. Step 1 Agreement shall be adjusted as quickly as possible. It is generally understood that an employee has no complaint or grievance until he, either directly or through the Union, has first given his immediate supervisor an opportunity to adjust the complaint. If, after registering the complaint with the Supervisor and such complaint is not within one (1) regular working day or within any longer period which may have been agreed to by the parties, then the following steps of the Grievance Procedure may be invoked: The employee will bring Grievance shall be signed by the issue forward and submitted to his the Supervisor, either directly or her exempt supervisor through the Union, within seven ten working days of the incident giving rise to the grievance, or when the matter was known to the or the Union or ought reasonably to have been known by the or the Union. The Supervisor shall meet with the employee's Union ▇▇▇▇▇▇▇ within three (73) working days of first becoming aware receipt of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and an attempt to resolve themthe grievance. A written response The will be present at this meeting if requested by either party. The Supervisor shall within a further three (3) working days, answer the grievance and return a copy to the grievances will Union. If the decision of the Supervisor is not satisfactory, the grievance may be provided submitted to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decisionSupervisor's answer at Step in which case the Manager shall meet with the employee's Chief ▇▇▇▇▇▇▇ or designate within five (5) working days. Such referral will The may be present at this meeting if requested by either party. The Manager shall, within a further five (5) working days, give his decision in writing and will be directed to the City Manager Union. If the grievance remains unsettled at the conclusion of Step the Union may, within five (5) working days, submit the grievance to the Director, Distribution Centre Operations or his/her designatedesignate who shall, within five (5) working days receipt, set up a meeting between the Union Grievance Committee, and the appropriate representatives of management in a final attempt to resolve the grievance. The Staff Representative of the Union and the may be present at this meeting if requested by party. The Director, Distribution Centre Operations or designate shall give his decision in writing to the Union within ten working days after the meeting. grievance may be referred in writing by either party to arbitration as provided in Article I Arbitration, at any time within thirty (30) calendar days after the decision is received under Step When two or more employees wish to file a grievance arising from the same alleged violation of this Agreement, such grievance may be handled as a group grievance and presented to the Company beginning at Step of the Grievance Procedure. The Union or the Company shall have the right to initiate a policy or a grievance of a general nature, beginning at Step of the Grievance Procedure, and all provisions of the Grievance and Arbitration Procedures shall apply to such grievances. The Company shall not be required to consider any grievance which has not been presented within ten working days from the date the matter first became known to the employee or the Union or ought to have been reasonably known by the or the Union. The time allowance provided in this Article may be extended by mutual agreement between the parties in writing. If the time allowance, or any extension thereof, is not observed by the party who it is alleged has violated the Agreement, the grievance at the discretion of the grieving party, be advanced to the next step of this procedure, including arbitration.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as Should there be any complaint disputes or difference differences between the Parties arising Employer and the Union or between the Employer and any of its employees, such grievance shall be reduced to writing within five working days from the interpretation, application, administration or alleged contravention date of the Collective Agreement. Step 1 alleged occurrence and submitted to the other party. The employee will bring following procedure shall then be used to adjust same: The Union ▇▇▇▇▇▇▇ and the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of grievance shall take up the complaint or differencegrievance with the employee's immediate supervisor or the Director of that Department. The employee may Such effort shall be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response made within five (5) working days of from the discussiondate the grievance is first presented. Grievances not resolved In the event no agreement is reached at Step 1 may the First Step, it shall be referred reduced to writing on a form agreed to by the parties. The Union’s full time officer or Business Agent shall submit the written grievance to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four Borough Manager within five (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (75) working days of receiving a after Step 1 responseOne response is received. The written referral will contain enough detail so that Union's full time officer or Business Agent and the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting Borough Manager or designee shall meet and attempt to resolve settle the grievance. The parties so designated shall meet and attempt to adjust the grievance within five (5) days from the date the grievance is presented to them. A written response The Borough Manager or designee shall respond to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a said meeting. In the event no agreement is reached at the Second Step 2 responsewithin the said five (5) working days, the Union's full time officer or Business Agent shall submit the written grievance to the Borough Council within ten (10) days after Step Two response is received. A meeting with The Borough Council or its designee shall meet and attempt to settle the City Manager will occur grievance. The parties so designated shall meet and attempt to adjust the grievance within ten (10) days from the date the grievance is presented to them. In the event no agreement is reached at Step Three, either the Union or the Employer may, upon written notice to the other, appeal the grievance to arbitration within five (5) working days of after the referral and a written response decision in Step Three. The parties shall then promptly attempt to the grievance will be provided mutually agree upon an impartial arbitrator within five (5) working days after the notice of appeal to arbitration. Prior to arbitration, the conclusion of Step 3parties may agree to State Mediation. A grievance not settled at Step 3 may be referred If the parties are unable to Arbitration mutually agree upon an impartial arbitrator within five (5) working days days, then the Employer and the Union shall request the Penna. Bureau of receipt Mediation to submit a panel of seven (7) names of suggested arbitrators. The parties shall then select the impartial arbitrator from such list by each party alternately removing one name from the list until but one name remains. The Employer and the Union shall alternate in striking the first name from such lists during the term of this Agreement. The decision of the City Manager’s decisionimpartial arbitrator shall be final and binding. Such referral will However, it is agreed that the arbitrator shall be in writing bound by the terms of this Agreement and will shall have no authority whatsoever to modify the terms of this Agreement. The expense of the impartial arbitrator selected, the hearing room, and of the transcript of the testimony if parties mutually agree upon having the testimony of the hearing transcribed, shall be directed borne equally by the Employer and the Union. The fees paid to the City Manager or his/her designatearbitrator shall be based on the schedule established by the Penna. Bureau of Mediation.

GRIEVANCE PROCEDURE. ‌ A grievance SECTION 1 It is defined as any complaint or difference between the Parties arising from the interpretation, application, administration or alleged contravention agreed that a Grievance Committee consisting of the Collective Agreement. Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days employees including the local Union President and Recording Secretary will be designated by the Union for the purpose of representing the employees and adjusting grievances with the Company. Stewards may be designated by the Union for each cell and shift. The Union will notify the Company in writing of the discussionofficers, Grievance Committee persons and stewards authorized to act on behalf of the Union. Grievances not resolved at If possible the members of the grievance committee will be from different cells. 10-2-1 SECTION 2 Step 1 may be referred 1. Prior to the Central Grievance Committeepresentation of a grievance there shall be an informal discussion between the employee or ▇▇▇▇▇▇▇ or both with the Supervisor. The Central Grievance Committee will If it is then felt there is a grievance it shall be comprised of up presented, in writing, to four (4) representatives the Supervisor stating the nature of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing problem giving rise to the other Parties within seven (7) working days grievance and the provision of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior contract allegedly violated to the day best of the meeting and attempt to resolve themdrafters ability. A written response to the grievances will No grievance shall be provided to the other Parties within presented more than ten (10) working days after the Union or an aggrieved employee has knowledge of said grievance. The Supervisor shall answer the grievance, in writing, within three (3) working days. Both the Union members and Supervisors will attempt to settle the grievance in this step. If the answer is not satisfactory then the ▇▇▇▇▇▇▇ will refer it to the Grievance Committee for processing as follows: Step 2. The Grievance Committee shall submit the written grievance to the Human Resources Manager stating the reason, in writing, why the answer is unsatisfactory to the best of its ability. The Grievance Committee and the Company shall arrange a meeting every two (2) weeks if there are grievances pending. Present at the meeting will be the Grievance Committee representatives of the meetingCompany and, if requested, the ▇▇▇▇▇▇▇ and the aggrieved employee. If requiredThe Company's reply shall be made, in addition to writing, within three (3) working days after the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances meeting and if not resolved at Step 2 may it shall be referred to the City ManagerStep 3. Any Party wishing to advance a grievance All grievances settled under Steps 1 or 2 of this procedure will not be precedent setting or establish any practice. Step 3. Grievances involving payment of money must be submitted to Step 3 will refer three within ten (10) days if no agreement under Step Two is reached. A representative of the issue International Union, three (3) members of the Union Grievance Committee, representatives of the Company, and, if requested, the ▇▇▇▇▇▇▇ and the aggrieved employee may be present. The Company representatives shall reply, in writing writing, to the grievance within five thirty (530) working days, exclusive of Saturdays, Sundays and holidays, after the matter has been discussed, and if no agreement is reached, then, the matter may be submitted to arbitration no later than thirty (30) working days of receiving a Step 2 responsethereafter. A meeting with the City Manager will occur If not referred to arbitration within five thirty (530) working days of after Step No. 3 answer the referral and a written response to the grievance will issue shall be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designateconsidered closed, unless mutually agreed otherwise.

GRIEVANCE PROCEDURE. ‌ Any grievance, which may arise between the parties hereto, shall be presented in the following manner and order and within the time limits set forth herein. A grievance is defined as a claim concerning the meaning or application of any complaint or difference between the Parties arising from the interpretation, application, administration or alleged contravention of the Collective provisions of this Agreement. Step 1 1. The employee, or a representative of the Association shall take up the grievance with the employee's immediate supervisor within fourteen (14) calendar days of the date of the grievance or of the date the employee will bring first acquired knowledge or should have acquired knowledge of its occurrence. Such grievance shall be submitted in writing. The employee's immediate supervisor shall attempt to adjust the issue forward matter and shall respond within fourteen (14) calendar days after the submission of the grievance to his him/her in Step 1. Step 2. If the grievance has not been settled in Step 1, it shall be taken up with the Superintendent, or his/her exempt supervisor designated representative within seven (7) working calendar days of first becoming aware of after the complaint supervisor's response is due or differencereceived, whichever is earlier. Such grievance shall be submitted in writing. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue Superintendent shall respond in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working calendar days after the submission of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to him/her in Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of 2. Step 3. A (Not Applicable to Grievances Involving Discipline) If the grievance not settled at Step 3 may be referred is still unresolved, the Association may, within ten (10) calendar days after the reply of the Superintendent is due or received, whichever is earlier, submit the grievance to Arbitration the Committee. The Committee shall meet with the aggrieved employee and representative of the Association within five twenty-one (521) working calendar days of after receipt of the City Manager’s decisionwritten grievance in an effort to resolve the matter. Step 4. Such referral will If the grievance cannot be resolved by and between the Committee and the aggrieved employee and the Association, or the Superintendent, as the case may be, within fifteen (15) calendar days after the meeting held in writing and will Step 3, or Step 2, as the case may be, then the matter may be directed submitted to arbitration within thirty (30) days thereafter by either the Committee, or the Administration, as the case may be, or the Association pursuant to the City Manager Labor Arbitration Rules of the American Arbitration Association. Failure of the grievant to present a grievance within and to advance it in accordance with any of the time limits set forth in the grievance procedure shall constitute a resolution of the grievance against the grievant. The time limits set forth herein may be enlarged by the written consent of the parties hereto. In the event any of the parties to whom the grievance is presented as hereinbefore provided fails to respond within the time limits provided, it shall be deemed a denial of the grievance. The arbitrator's authority shall be limited to matters involving the interpretation and application of the provisions of this Agreement. The arbitrator may not modify, amend, delete or add to the terms of this Agreement. Within the limits of his/her designateauthority, the decision of the arbitrator, to the extent provided by law, shall be final and binding. The fees and expenses of the arbitrator shall be borne equally by the parties. No employee shall have the right to require arbitration. The Committee will make available, upon request, such records which the Committee and the Association agree are pertinent to the arbitration and are not, in the opinion of the Committee, of a confidential nature.

GRIEVANCE PROCEDURE. ‌ A (a) The steps in the grievance is defined procedure are as any complaint follows: STEP 1. All grievances except those relating to the discipline or difference between the Parties arising from the interpretation, application, administration or alleged contravention discharge of the Collective Agreement. an employee shall originate at Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion1. Grievances not resolved originating at Step 1 may shall be referred presented verbally by the ▇▇▇▇▇▇▇ and employee or employees concerned to the Central Grievance Committeeimmediate Supervisor. The Central Grievance Committee Supervisor shall give his answer verbally to the employee or employees and the ▇▇▇▇▇▇▇ concerned not later than the second working day after the day on which the grievance was so presented. It is the intent of Edison Credit Union to resolve as many grievances as possible at STEP 1 and that Supervisor and Stewards are encouraged to reach agreements within the provisions of the Agreement. However, such settlements will not set a precedent binding on either party and may not be used by either party in an attempt to settle other disputes, grievances or arbitrations between them. STEP 2. If a grievance is appealed to Step 2, it shall be discussed in a meeting scheduled by the Parties at which Edison Credit Union will be comprised of up to four (4) represented by the appropriate representatives and the Union will be represented by the aggrieved employee, the employee's ▇▇▇▇▇▇▇ or Chief ▇▇▇▇▇▇▇, and the Business Manager or President of the Employer and two (2) representatives of each CUPE LocalUnion. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the All grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved heard at Step 2 may shall be referred answered in writing not later than ten working days after the hearing date. STEP 3. All grievances relating to discipline or discharge of an employee shall originate at Step 3 and must be submitted in writing on a regular grievance form. If a grievance is appealed to or originates at Step 3, it shall be heard not later than the fifth working day after the day on which the grievance was delivered to the City ManagerPresident/Manager of Edison Credit Union. Any Party wishing to advance Edison Credit Union shall be represented by the Board Chairman, or an alternate from the Board of Directors, and such additional representatives as deemed appropriate. The Union shall be represented by the Business Manager or President of the Union and such additional Union representatives as deemed appropriate. If a grievance is appealed to Step 3 will refer the issue 3, it shall be answered in writing within five (5) not later than the third working days of receiving day after the day on which the meeting was held. If a grievance originates at Step 2 response3, it shall be answered in writing not later than the eighth working day after the day on which the meeting is held. STEP 4. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to If the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance is not settled at Step 3 3, it may be referred submitted to Arbitration arbitration within five thirty calendar days after receiving the answer to the grievance at Step 3 as set forth in Article XIV of this Agreement. (5b) working days Whenever a particular Union representative is unable to serve because of receipt absence or other reasons in any of the City Manager’s decisionsteps of the grievance procedure, the President or Business Manager of the Union may appoint an alternate to serve in his place. Such referral Likewise, whenever a particular Edison Credit Union representative is unable to serve because of absence or other reasons in any step of the grievance procedure, the Board Chairman of Edison Credit Union may appoint an alternate from the Board of Directors to serve in his place. (c) If charges relating to disciplinary suspension or demotion, or discharge for cause, are not sustained in the grievance procedure or through arbitration, the employee's record shall be cleared of such charges and he shall be reimbursed for any loss of wages. (d) Each of the time limitations set forth in Section 2 and Section 3 of this Article is subject to enlargement by mutual agreement of the parties. (e) References to disciplinary action in an employee's personnel file will be removed providing no other subsequent warning or disciplinary action has been taken as follows: 1. Verbal warning after 18 months. 2. Written warning after 3 years. 3. Suspension and final warning will remain in writing and file indefinitely. (f) Employees will be directed permitted to review those items pertaining to disciplinary action in their personnel files by scheduling an appointment outside regular working hours with the City President/Manager or his/her designateof Edison Credit Union. If an employee disputes the information contained in any disciplinary record, they will be permitted to submit a written explanation of the dispute for inclusion in their file.

GRIEVANCE PROCEDURE. ‌ A When an Employee feels he has a complaint, he shall be encouraged to consult with his immediate Supervisor or his Designate in.respect to such a complaint accompanied, if he so wishes, by his Union inability to on such a complaint shall in no way affect his right a formal, written grievance is defined as in the manner set forth in this When an Employee feels himself to be aggrieved, he shall be io file a written grievance in the manner hereinafter prescribed. An Employeemay be assisted and/or represented by the Alliance when presenting a formal grievance at any complaint or difference between the Parties arising from the interpretation, application, administration or alleged contravention level of the Collective Agreement. grievance procedure. An Employee may a grievance to Management's Representativeat Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven not later than twenty (720) working days of first becoming aware the date of the complaint or differencecircumstances giving rise to the grievance. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) Management's Representative at Step shall in to an Employee's grievance ten working days of after the discussion. Grievances not resolved at Step 1 is presented unless mutually agreed both patties to extend the time Employee may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance present a grievance to Step 2 will refer Management's Representativeat the issue in writing second step, when the decision at the step is not satisfactory to the other Parties him, within seven (7) ten working days of receiving a that has been conveyed to him. Management's Representative at Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved shall in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred writing, to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties an Employee's grievance within ten (10) working days of after the meetinggrievance is presented In accordance with Clause unless mutually agreed by parties to extend the time limit. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee An Employee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance present a grievance to Step 3 will refer Management's Representative at the issue third step and when the decision rendered at the second step is not satisfactoryto him, within ten working days after that decision has been conveyed in writing to him. Management's Representative at Step shall reply, in to an Employee's grievance within five ten (510) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to after the grievance will be provided within five (5) working days of is presented accordance with Clause unless mutually agreed by both to extend the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designatelimits.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint or difference between the Parties arising may arise only from a dispute concerning the interpretation, application, administration administration, or alleged contravention violation of this Agreement. In the Collective Agreement. Step 1 The employee will bring event of a complaint by an employee, they shall take the issue forward to his or her exempt supervisor matter up on an oral basis with their Supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) ten working days of the discussion. Grievances not resolved at Step 1 may be referred event giving rise to the Central Grievance Committeecomplaint. The Central Grievance Committee will be comprised of up ten day time limit shall apply from the day the event giving rise to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairpersongrievance becomes known by the griever. The Central Grievance Committee employee shall be accompanied by a ▇▇▇▇▇▇▇ if they request such assistance The Supervisor will meet once each month at a predetermined timereply to the complaint within hours. Any Party wishing If the matter is not settled to advance a the employee’s satisfaction, the following procedure shall be adhered to: Step No. The employee or the Union ▇▇▇▇▇▇▇ shall present the grievance to Step 2 will refer the issue in writing on the form provided, signed by the employee and a ▇▇▇▇▇▇▇, to the other Parties Supervisor within seven (7) three working days after the date of receiving a Step 1 responsethe Supervisor’s reply to the complaint. The written referral will contain enough detail so that employee shall have the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redressassistance of their ▇▇▇▇▇▇▇. The referring Party will also state Supervisor shall discuss the grievance with whom the ▇▇▇▇▇▇▇ and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting employee and attempt to resolve them. A written response to the grievances will be provided to the other Parties give an answer decision in writing within ten (10) three working days of the meetingdate upon which the grievance was received. Step No. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances grievance is not resolved settled at Step 2 No. the Chief ▇▇▇▇▇▇▇ nominee may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) and not after three working days of the referral and a written response to date of receiving the decision of the Supervisor or nominee, take the grievance will be provided up with the employee’s appropriate Product Team or Department Manager Their Product Team or Department Manager or their nominee shall give a decision answer in writing within five (5) three working days of the conclusion date upon which the grievance is received. The Chief ▇▇▇▇▇▇▇ may request the presence of the Departmental ▇▇▇▇▇▇▇ at this stage. Step 3. A No If the grievance is not settled at Step 3 may be referred to Arbitration No. the Shop Committee shall within and not after five (5) working days of receipt the day of receiving the decision of the City Manager’s decisionappropriate Product Team or Department Manager or their nominee, take the grievance up with the Labour Relations Supervisor or nominee. Such referral will Either party may arrange for the attendance of its representatives who met on the grievance at the earlier steps, and a full-time representative of the Union may be present at the request of either party. The Labour Relations Supervisor or nominee shall give a decision in writing within working days of the date on which it was received. Step No. If the grievance is not settled at Step No. the Business Agent of the Union shall within and not after working days of the day of receiving the decision of the Labour Relations Supervisor or nominee, take the grievance up with the Employee Relations Manager or nominee. Either party may arrange for the attendance of its representatives who met on the grievance at the earlier steps. If the grievance is not settled within five working days after the date on which it was received by the Employee Relations Manager or nominee, then the Union may, within and not after ten working days refer the grievance to Arbitration under Article At the request of the Union, the Company will be directed extend time limits up to an additional ten working days; provided however, that in grievances having continuing financial liability, no such liability accrue during these additional ten working days. Either the Union or the Company may file a policy grievance within ten working days of the event giving rise to the City grievance. The ten day time limit shall apply from the day the event giving rise to the grievance becomes known to either party. Any such grievance may be taken up beginning at Step No. 3 in the case of a Union policy grievance, or with the Shop Committee in the case of a Company grievance. If the grievance is not settled within five working days after the date on which it was received by the Employee Relations Manager or his/her designatenominee, at Step No. then the Union may within and not after ten working days refer the grievance to arbitration under Article At the request of the Union, the Company will extend time limits up to an additional ten working days; provided however, that in grievances having continuing financial liability, no such liability will accrue during these additional ten working days. Any of the time limits in this Article or in Articles or may be extended by mutual agreement of the parties.

GRIEVANCE PROCEDURE. ‌ Section 6.1 A grievance is defined as any complaint an alleged violation by the Employer of a specific section or difference between the Parties arising from the interpretation, application, administration or alleged contravention paragraph of the Collective this Agreement. Step 1 1. An employee with a grievance may take the matter up verbally with her immediate supervisor. Such grievance must be taken up within ten (10) workdays of its alleged occurrence or from the date the employee had knowledge or reasonably should have had knowledge, but in no event more than thirty (30) workdays from its occurrence or it shall be considered void and not subject to further processing. The employee will bring may request the issue forward presence of a Committee person at that time. The supervisor shall send for such Committee person without undue delay and without further discussion and the Committee person called shall be subject to his the following in conducting an investigation or her exempt handling a grievance. Step 2. If the matter is not settled at Step 1, the employee or Union may submit, within three (3) working days following the oral answer, a written grievance signed by the employee to the immediate supervisor. The grievance shall name the aggrieved, state the facts giving rise to the grievance, identify the provisions of this Agreement alleged to be violated, state the contention of the aggrieved with respect to these provisions and indicate the relief requested. Within three (3) working days following the receipt of the Statement of Grievance, the immediate supervisor shall submit a written answer to the aggrieved upon the grievance form or attached thereto. Step 3. If the matter is not settled at Step 2, the Union may submit the grievance within five (5) working days from the immediate supervisor’s written disposition to the Executive Vice President of Administrative Services or designee. The Executive Vice President of Administrative Services or designee shall meet with the Union Grievance Committee within seven (7) working days of first becoming aware after receipt of the complaint or differencegrievance in an effort to resolve the grievance. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response Executive Vice President of Administrative Services or designee shall within five three (53) working days of following the discussionmeeting with the Union Committee submit a written disposition to the Union. Step 4. Grievances If the matter is not resolved settled at Step 1 3, the Union may be referred to submit the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days to the President or designee who shall arrange a meeting between the parties as soon as is practicable but not later than twenty (20) workdays following receipt of the meetingsubmission to Step 4. Step 5. If required, in addition In the event the answer by the President is not satisfactory to the regularly scheduled meetingsUnion, special meetings of all or part of then, within fifteen (15) calendar days following the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days date of receipt of the City ManagerPresident’s decision. Such referral will be in writing answer, the Union only, and will be directed not an individual employee, may file a demand for arbitration of the dispute to the City Manager American Arbitration Association with a copy of the demand delivered to the office of the President, all pursuant to the following rules and conditions: (a) The grievance shall relate solely to the application and interpretation of the terms and conditions of the Collective Bargaining Agreement. (b) The arbitrator shall have no authority to add to, subtract from, modify, change, alter or hisamend the terms and conditions of the Agreement. (c) The arbitrator shall have no authority to hear or rule nor will there be any grievance upon any matter which could be brought within the purview of any applicable statute or regulation regarding any charge of discrimination or of violation of any provision of Act No. 176 of P.A. 1939 or Act 336 of P.A. 1947, as amended and no authority to rule upon the following: (i) The termination of or decision not to reemploy or decision to continue on probation any probationary employee. (ii) Evaluation of employees. (d) The decision of the Arbitrator shall be advisory only. (e) The parties shall attempt to agree upon an arbitrator. If no agreement can be reached, he/her designateshe shall be selected according to the rules of American Arbitration Association. (f) The costs and expenses of the arbitrator shall be shared equally by the parties. (g) In the event that the Board elects not to abide by the award of the Arbitrator, then a written statement of the election, with reasons attached, shall be delivered to the Union within thirty (30) calendar days following the receipt of the award. Section 6.2 Workdays as used in this Article shall refer to Monday through Friday, excluding designated holidays. The time limits herein may be extended by written understanding of the parties. Alternates may be substituted at the discretion of the Employer or the Union to represent persons absent at any of the above meetings. Section 6.3 Any complaint or grievance not presented or followed by the Union or its representatives to the next step within the time limits provided therefor shall be considered as finally dropped, and no further proceedings shall be taken in connection with it. Any grievance not responded to by the Employer or its representatives within the time limits provided therefor shall be deemed as automatically appealed to the next step.

GRIEVANCE PROCEDURE. ‌ A grievance is defined Unless otherwise provided for in this Ag- reement, every subject of joint discussion will first be taken up by the Union and the Company in accordance with the proce- dures provided for in this Agreement, and every effort will be made by the parties to reach a mutually satisfactory agreement as any quickly as possible. If an employee wishes to have a complaint taken up, it will first be taken up orally with his ▇▇▇▇▇▇▇ or difference between Supervisor. He may do this personally, with or without his ▇▇▇▇▇▇▇ or he may request the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreement. Step 1 ▇▇▇▇▇▇▇ to do it for him. The employee will bring be present when the issue forward matter is discussed by the ▇▇▇▇▇▇▇ and the ▇▇▇▇▇▇▇ or Supervisor if the ▇▇▇▇▇▇▇ or Supervisor or the ▇▇▇▇▇▇▇ so requests. If the complaint is not satisfactorily disposed of orally within twenty-four hours after its presentation, the ▇▇▇▇▇▇▇ or Supervisor shall within two days of receipt of a written grievance give his decision in writing to his the person who presented the grievance. If the decision of the ▇▇▇▇▇▇▇ or her exempt supervisor Supervisor is not satisfactory, the Union Grievance Committee may, within seven eight (7) 8) working days of first becoming aware of refer the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred grievance to the Central Grievance Manager's Committee. The Central Union Grievance Commit- tee will give the Manager's Committee will be comprised of up to at least four (4) representatives working days' notice in writing of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairpersonany grievance to be discussed. The Central Grievance Manager's Committee will meet once each month at a predetermined timeweekly with the Union Grievance Committee com- posed of not more than three (3) employees of the plant if there are grievances to be discussed. Any Party wishing to advance a grievance to Step 2 The Manager's Committee will refer the issue give its answer in writing to the other Parties within seven four (74) working days after such a meeting. At this stage a full-time representative of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and Union may be present when the Step 1 meeting occurredgrievance is being discussed if requested by either party. The Central If the decision of the Manager's Committee is not satisfactory the Union Grievance Committee will discuss all may, within eight (8) working days, refer the grievances which were referred to it prior grievance to the day President of the meeting and attempt to resolve themCompany, or such other person as he may designate. A written response to the grievances will be provided to the other Parties within ten Within eight (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) 8) working days of receipt of the City Manager’s decision. Such referral such notice a meeting will be in writing and held with the Union Grievance Commit- tee composed of not more than three (3) employees of the particular Plant. An ans- wer will be directed given within eight (8) working days after such a meeting has been held. At this stage a full time representative of the Union may be present if requested by either party. The time allowances provided in the above Sections may be extended by mutual ag- reement. If the time allowances or any mutually agreed on extensions are not observed by the Union, the grievance will be considered as dropped; if the time allowances or any mutually agreed on extensions are not observed by the Com- pany, the grievance will be considered as advanced to the City Manager or his/her designate.next stage. The aggrieved employee will be present for discussions if requested by either par-

GRIEVANCE PROCEDURE. ‌ A An employee who is refused employment, discharged, suspended, laid off or transferred from his employment has the right to file a grievance is defined as any complaint or difference between with the Parties arising from Company through the interpretation, application, administration or alleged contravention of the Collective Agreement. Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred its occurrence subject to the Central Grievance Committeeprocedure outlined herein. The Central Grievance Committee will be comprised of up to four (4) representatives of Where the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance employee has a grievance to Step 2 will refer the issue in writing while working on board a vessel, he must present his grievance on Standard Grievance Form (if available) to the other Parties within seven (7) working days of receiving Captain or Chief Engineer with a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior copy to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties ship's delegate within ten (10) working days of the meetingalleged occurrence. If requiredUpon request of the grieving employee, the Ship's delegate shall assist in addition the grievance procedure. He shall not be subject to discipline for assisting the griever in the grievance procedure, provided such assistance does not interfere with the operation of the ship. The Captain or Chief Engineer shall acknowledge receipt and reply to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred grievance by completing and returning to the City Manager. Any Party wishing to advance griever a grievance to Step 3 will refer the issue in writing duly completed Standard Grievance Form (if available) within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of grievance. If settlement is not achieved upon receipt by the City Manager’s decisiongriever of the Captain's or Chief Engineer's reply, the griever shall submit the Standard Grievance Form to the Union immediately. Such referral will be Within thirty (30) days of the Captain's or Chief Engineer's reply, the union shall submit the duly completed Standard Grievance Form to the head office of the Company. Within thirty (30) days of the date the grievance is submitted by the Union to the Company's head office, the Company shall reply to the grievance. The Union shall also have the right to submit a grievance in writing and will be directed to the City Manager representative of the Company on behalf of all the employees in the bargaining unit or his/her designatea group or category thereof within thirty (30) days of the occurrence giving rise to the grievance. In both these instances above, the Company shall reply to the grievance as per clause above. A labour management meeting shall be held between the Company and the prior to a grievance being referred to arbitration. If the grievance is not settled at the meeting referred to in clause of this Article, the grievance must be referred to arbitration within ten (10) days thereafter.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint or difference between (a) An ▇▇▇▇▇▇▇ effort shall be made to settle grievances fairly and promptly in the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreement.following manner: Step 1 The aggrieved employee will bring with a Shop ▇▇▇▇▇▇▇ present may discuss the issue forward to difference with his or her exempt supervisor immediate supervisor, within seven (7) working days of first him or her becoming aware of the complaint event which gave rise to the grievance. In the case of a grievance related to Article 16.02-Method of Making Appointments, following notification of the appointment, the aggrieved employee has seven (7) working days to file a grievance or difference. The the grievance is deemed to be abandoned and all rights to the grievance procedure shall be at an end. Step 2 Failing a satisfactory settlement in Step 1 within three (3) working days, the employee with a shop ▇▇▇▇▇▇▇ present, or the shop ▇▇▇▇▇▇▇ without the aggrieved employee present by mutual agreement of the parties, may be assisted by submit a Union representative. An informal discussion will take place written statement of the particulars of the grievance including where possible an identification of article of agreement that are alleged to have been violated and the exempt supervisor redress sought to the Board’s Secretary- Treasurer or designate. Step 3 Within three (3) working days from receipt of the written submission, the shop ▇▇▇▇▇▇▇ with or without the aggrieved employee and the Secretary-Treasurer or designate will meet to seek a resolution and within two (2) working days from the meeting the Secretary-Treasurer will provide a written response to the grievance. Step 4 Failing a satisfactory settlement within the time limits indicated in Step 3, the Union or the employee may submit, within five (5) working days, a written grievance to the Board's Personnel Committee. A meeting with the Union's Grievance Committee and the Board's Personnel Committee shall be at a mutually agreeable time, but in any event not later than ten (10) working days from the date the written grievance was received by the Secretary- Treasurer under Step 4. A written response shall be forwarded to the Union's Grievance Committee within three (3) working days of the discussion. Grievances not resolved at Step 1 may be referred to meeting with the Central Grievance Committee. The Central Grievance Human Resources Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (EmployerBoard. Step 5 Failing a satisfactory settlement under Step 4, CUPE 399the Union may, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days days, submit the grievance to a board of receiving a Step 1 response. The written referral will contain enough detail so that arbitration under the other Parties will know what issues(sprovisions of Article 13 of this Agreement. (b) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee Time limits may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designateextended by mutual agreement.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as If an employee (or employees) has any complaint or difference between question he wishes to take up with the Parties arising from Company, the interpretation, application, administration or alleged contravention employee shall confer with his immediate ▇▇▇▇▇▇▇. His Plant Committeeman may accompany the employee if the employee requests his assistance. The decision of the Collective Agreement. Step 1 The ▇▇▇▇▇▇▇ shall be given within twenty-four hours. Failing a settlement satisfactory to the employee will bring concerned, the issue forward to his or her exempt supervisor matter shall then become a grievance, provided it is reduced in writing as a grievance (a) within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) three working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives answer of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing Fore- man to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what within two weeks of the referring Party seeks as redresstime the facts giving rise to the grievance became known to the employee or the Union or should have become known with the exercise of reasonable attention. Step No. The referring Party will also state with whom grievance shall be reduced to writing on a triplicate grievance form provided by the Company and when signed by the Step 1 meeting occurred. The Central Grievance Committee will discuss all Committeeman and the grievances which were referred to it prior employee and handed to the day ▇▇▇▇▇▇▇ con- cerned, who shall then give his answer in writing and return same to the committeeman within three working days. Step No. If the written decision of the meeting and attempt to resolve them. A written response ▇▇▇▇▇▇▇ is not satisfactory to the grievances will be provided employee, the Committeeman shall then refer the grievance to the Superintendent (or other Parties representative designated by the Company) who shall, within ten (10) working three work- ing days of the meetingdate he received the grievance, record his decision on the triplicate grievance form and deliver one copy to the Committeeman, one copy to the ▇▇▇▇▇▇▇ and one copy to the Personnel Manager. Step No. If required, in addition the superintendent’s decision resulting from Step 2 is not satisfactory to the regularly scheduled meetings, special meetings of all or part employee then the grievance shall be referred by the Plant Committee to the Management of the Central Grievance Committee Company who will meet and discuss it with the Committee. At this meeting any Grand Lodge or District Lodge representative of the Union may be held to follow up on outstanding issuespresent if his presence is requested by either the Union or the Company. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) Within three working days of the conclusion of the conference the decision of the Management shall be recorded on the triplicate grievance form and one copy shall be given to the Committeeman, one copy shall be given to the ▇▇▇▇▇▇▇ and one to the Super- intendent (or other representative designated by the Company to act for him). Step 3No. A In the event the grievance is not settled at Step 3 satisfactorily adjusted by the foregoing pro- cedure it may be referred submitted to arbitration on written notice by the Union to the Company. Within seven days after receipt of such notice each party shall name one arbitrator and the two arbitrators so named shall to agree upon a third and impartial arbitrator who will serve as Chairman of the Board of Arbitration. If within days after the selection of the Company arbitrator and the Union arbitrator these two arbitrators fail to agree upon such impartial Chair- man then the parties jointly shall make written application to the Minister of Labour of the Province of Ontario for the appointment by him of a suitable disinterested person to serve as Chairman of the Board of Arbitration. The Minister of Labour is upon receipt of such applica- tion, to appoint the of Board of Arbi- tration. As soon as the Chairman of the Board of Arbitration has been appointed at the convenience of the Board and the convenience of the parties the Board of Arbitration shall schedule a hearing and hear the evidence and representations of both parties, and shall render a decision as soon as The decision of a majority of the Board of Arbitration shall be final and binding upon both parties to this agreement. The Board of Arbitration shall not have jurisdiction to alter or change any of the provisions of this agreement or to substitute any new provisions in lieu thereof, or give any decision inconsistent with the terms and provisions of this agreement. Each party shall pay the fees and expenses of its arbitration representative and one-half of the fees and expenses of the Chair- man of the Board of Arbitration. No grievance shall be considered by the Board of Arbitration unless it has been properly carried through Step No. 3 of the grievance procedure. Any grievance including arbitration which is not appealed at any step within five (5) working days of receipt the answer given at such step shall be considered settled on the basis of the City Manager’s decisiondecision last made and shall not be eligible for appeal. Such referral will Any of the time limits established in the Grievance Procedure may be extended by mutual agreement expressed in writing and will be directed to the City Manager or his/her designatewriting.

GRIEVANCE PROCEDURE. ‌ A SECTION 42.1 SECTION 42.2 The grievance must be presented in writing by the Union signed by the grievant to the immediate supervisor within ten (10) days after knowledge of its occurrence in order to be a proper matter for the Grievance Procedure. SECTION 42.3 Any employee having a grievance in connection with their employment shall present it to the employer as follows: SECTION 42.4 Step 1: If an employee feels they have a grievance, the employee shall discuss the grievance with heir supervisor and failing to resolve the issue the employee then shall discuss the grievance with the Union. SECTION 42.5 Step 2: If the grievance is defined as any complaint or difference between not satisfactorily settled in Step 1, the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreement. Step 1 The employee will bring the issue forward to his or her exempt supervisor Union may within seven three (73) working days of first becoming aware of appeal the complaint or differencegrievance in writing to the Bureau Captain. The employee may A meeting will be assisted by a Union representative. An informal discussion will take place held between the Chief ▇▇▇▇▇▇▇ and the exempt supervisor will provide a response Bureau Captain to discuss the grievance within five (5) days from the date the appeal is received. The Bureau Captain shall submit to the Union within five (5) days after this meeting an answer stating the department's position concerning the grievance as a result of this meeting. SECTION 42.6 Step 3: If the grievance is not satisfactorily settled in Step 2, the Union may within three (3) working days of appeal the discussion. Grievances not resolved at Step 1 may be referred grievance in writing to the Central Grievance CommitteeChief of Police. A meeting will be held between the chief ▇▇▇▇▇▇▇ and the Chief to discuss the grievance within five (5) days from the date the appeal is received by the Chief. The Central Grievance Committee Chief shall submit to the Union within five (5) days after this meeting an answer stating the department's position concerning the grievance as a result of this meeting. SECTION 42.7 Step 4: If the grievance is not satisfactorily settled in Step 3, the Union may within five (5) days, appeal the grievance to the Human Resources Director. A meeting will be comprised of up to four (4) representatives of the Employer and held between at least two (2) representatives of each CUPE Local. Each Party the Union and at least two (Employer, CUPE 399, CUPE 10482) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing representatives of the Employer to advance a discuss the grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working calendar days of receiving a Step 1 responsefrom the date the appeal is received by the Human Resources Officer. The written referral will contain enough detail so Human Resources Director shall submit to the Union, within five SECTION 42.8 Step 5: If the representatives of the employer and the Union do not dispose of the matter, and the Union believes that the other Parties will know what issues(s) are involved in matter should be carried further, it shall then refer the complaint and what matter to the referring Party seeks as redressPOAM. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day representative of the meeting POAM will review the matter, and attempt if they wish to resolve them. A written response to carry the grievances will be provided to the other Parties matter further, they will, within ten thirty (1030) working days of the meeting. If requiredEmployer's answer, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting meet with the City Manager will occur within five (5) working days Employer for the purpose of further discussing and attempting to resolve the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designategrievance.

GRIEVANCE PROCEDURE. ‌ Section 1. Any bargaining unit member may bring a grievance. The term "grievance" Section 2. Any grievance not filed or advanced within the time limits set forth herein Section 3. Most grievances arise from misunderstanding which should be promptly Section 4. Any grievance which cannot be informally resolved shall be processed only A. STEP ONE 1. A bargaining unit member who believes they have a grievance is defined as any complaint or difference between will reduce their grievance to writing by completing in full the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreement. Step 1 The employee will bring the issue forward grievance form and presenting such grievance to his or her exempt their supervisor within seven ten (710) working days after the supervisor's answer in the informal process. The written grievance shall state the specific Article(s) and Section(s) of first becoming aware this Agreement or State law alleged to have been violated, a statement of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place relevant facts, and the exempt specific relief requested. Any supervisor or other administrator designated to hear first level grievances will provide hold a response meeting with the grievant and a designated union representative within five ten (510) working days following submission of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committeegrievance. The Central Grievance Committee will grievant shall be comprised of up to four (4) representatives given written notification of the Employer time and two date of the meeting at least one (1) day in advance thereof. 2) representatives of each CUPE Local. Each Party Within ten (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (710) working days of receiving a Step 1 response. The written referral after the first step meeting, the supervisor will contain enough detail so that answer the other Parties will know what issues(s) are involved grievance in writing on the complaint grievance form and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to return it prior to the day of bargaining unit member and the meeting and attempt to resolve themdesignated union representative. 3. A written response to If the grievances will be provided to bargaining unit member is not satisfied with the other Parties answer, they may appeal said answer by returning the completed grievance form within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed answer to the City Manager or his/her designatedepartmental representative. The grievance shall, then proceed to Step Two.

GRIEVANCE PROCEDURE. ‌ A grievance It is defined as any complaint or difference between the Parties arising from the interpretation, application, administration or alleged contravention mutual desire of the Collective Agreement. Step 1 The parties hereto, at the of regular employees shall be adjusted as quickly as possible, and it is understood that an employee will bring the issue forward to has no grievance until he has first given his or her exempt supervisor immediate ▇▇▇▇▇▇▇ an opportunity of adjusting his complaint. Should he so desire, he may be accompanied by a Union ▇▇▇▇▇▇▇, and this permission shall not be unduly withheld. Any grievance must be submitted in writing, duly signed, and presented within seven (7) ten working days of first becoming aware its alleged occurrence, or from the date it became known to employee, or same shall not be subject to grievance procedure unless agreed to by the Company. In the event of a grievance concerning the discharge of a regular employee it shall be initiated at Step No. The Union shall be advised by the Company of the complaint discharge of any regular employee. All reference to days in the following steps of the grievance procedure mean Plant working days, and time limits specified may be waived by mutual agreement. More than one employee may sign a grievance form for an identical grievance. It will be processed in the same manner as if each had filed a separate grievance, except that the group would be represented in the grievance and arbitration procedures by not more than two of the If an employee has a grievance he wishes to discuss with the Company, he shall, accompanied by his ▇▇▇▇▇▇▇, take the matter up with his immediate ▇▇▇▇▇▇▇ within two working days from the time he receives a reply to his complaint. If the matter is not settled satisfactorily within two working days, it shall then be reported to the Shift Superintendent, who will meet the Grievance Committee of the Union. If the Shift Superintendent fails to adjust the matter satisfactorily within two working the Grievance Committee of the Union may request a meeting with the Production Manager to endeavour to adjust the grievance, and such meeting shall be held within five working or differencewithin any longer period which may be agreed upon. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be assisted at this meeting by an official of the Union. Labour Agreement. It is understood that the Company may submit to the Union any complaint with respect to the conduct of its officers, committee men, stewards, or of the employees generally, or to the application or interpretation of any provision of this Agreement. The complaint will first be presented to the President of the Union, and a meeting will be held within seven working days with Union Representatives if requested by the Company. POLICY GRIEVANCE Procedure for other than individual employee grievances, should any difference arise between the Company and the Union as to follow up on outstanding issues. Grievances not resolved the interpretation or alleged violation of the provisions of this Agreement affecting the Union as such, the Union shall have the right to file a grievance, signed by the Local President, beginning at Step 2 may be referred of the Grievance Procedure as outlined. Such grievance shall conform to the City Managerprovisions of Article 5 of this Agreement. Any Party wishing No such grievance shall be filed with respect to advance the same subject matter that is already the subject of a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting filed by an employee under Article nor shall any grievance be filed by an employee with the City Manager will occur within five (5) working days of the referral and a written response respect to the same subject matter that is already the subject of a grievance will be provided within five (5) working days of filed by the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designateUnion under this section.

GRIEVANCE PROCEDURE. ‌ A Step One: In the event that a written grievance is defined as any complaint or difference between the Parties submitted arising from the interpretation, application, administration or alleged contravention out of the Collective operation of this Agreement. Step 1 The , except in the cases of discharge or suspension, the employee will bring shall continue to work as per the issue forward conditions existing prior to his or her exempt supervisor the time that the grievance arose, and any formal meetings to discuss the grievance shall be held in the presence of the shop ▇▇▇▇▇▇▇. If there is no satisfactory resolution at first step then the Union may within seven (7) working days of first becoming aware of days, advise the complaint or differencedepartment supervisor that the employee intends to proceed with the grievance. The employee department superintendent and Area Vice President will then have fourteen (14) days from the date of notification Step Three: Step Four: Step Five: to deal with, and answer the grievance. Grievances other than those of individual employees may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved initiated at Step 1 may be referred to the Central Grievance CommitteeTwo by either party. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (EmployerIf there is no satisfactory resolution at second step then either party may, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days days, refer the question to the Standing Committees by advising the chairmen of receiving a Step 1 responsethe Standing Committees of the intention to proceedwith the grievance. The written referral Standing Committees will contain enough detail so that then have thirty (30) days to deal with, and answer the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meetinggrievance. If requiredthere is no satisfactory resolution at third step then the question may, in addition to the regularly scheduled meetings, special meetings within seven (7) days upon written request of all or part of the Central Grievance either Standing Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City ManagerPresident of the Local and the Mill Manager who will then have thirty (30) days to deal with, and answer the grievance. Any Party wishing Either party may elect to advance involve outside help at this step such as a regional Union representative and/or a Management representative from outside Specialties. If there is no satisfactory resolution at fourth step then the matter may, within thirty (30) days, be referredto an Arbitrator. The time periods may be extended by mutual agreement by Management and the Local Union. Where a grievance arising from the discharge of an employee progresses to Step 3 will refer arbitration, either party may elect, in writing, to utilize the issue procedure outlined in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response Section below as an alternative to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be arbitration procedure set out in writing and will be directed to the City Manager or his/her designate.Section

GRIEVANCE PROCEDURE. ‌ A grievance It is defined as any complaint or difference between the Parties arising from the interpretation, application, administration or alleged contravention a mutual desire of the Collective Agreement. Step 1 The partiesto resolve complaints as quickly as possible. Such complaints shall be acted upon in the following manner and sequence, however, nothing in this article precludes an employee will bring from discussing issues with their supervisor in an informal manner. STEP It is the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware intent of the parties that complaints of nurses shall be adjusted as quickly as possible, and it is understood that a nurse has no grievance until she or he has first given her or his Program Manager the opportunity of adjusting the complaint. Such complaint shall be discussed with her or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response his Program Manager within five (5) working work days of after the discussion. Grievances not resolved at Step 1 may be referred circumstances giving rise to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting it have occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing there is no settlement within five (5) working work days, it shall then be taken up as a written grievance within five (5 )work days. If a nurse elects to have the assistance of a Union representative, the Program Manager can have the assistance of another member of management. STEP Within five (5) work days following the decision at Step a written grievance shall be submittedto the Assistant or designate. The written grievance signed by the aggrieved nurse must contain the nature of receiving a Step 2 responsethe grievance, the remedy sought and the section or sections of the Agreement which are alleged to have been violated. A meeting will be held which may include the 'appropriate departmental management representatives, the Labour Relations Officer, grievance committee and/or within fifteen (15) work days from the date the grievance is received in the Human Resources Department. The Assistant or designate will deliver the written decision to the chairperson of the grievance committee with a copy to the City Manager will occur Labour Relations Officer within five (5) working work days from the date on which the meeting was held. Ifthe alleged circumstances of the grievance occurred more than fifteen (I5) work days prior to the filing of the grievance at Step the Employer may at its discretion, refuse to consider a grievance, or having considered it, to agree to the arbitration of any matter. Any difference arising directly between the Employer and the Union involving the interpretation,application or alleged violation of this Agreement may be submitted in writing by either party and dealt with as a grievance commencing at Step This grievance shall be commenced within thirty-five (35) calendar days of the referral and date of occurrence. No Union grievance shall be presented at Step which a written response nurse, or a group of nurses could normally process as an individual or group grievance. Where more than two (2) nurses have a common complaint, it may be submitted as a group grievance at Step within nine (9) work days after the circumstancesgiving rise to the complaint have occurred. Failing settlement under the foregoing procedure of any grievance including any question as to whether the matter is arbitrable, such grievance may be submitted to arbitration, as in Article If no written request for arbitration is received by the Assistant or designate within fifteen (15) work days after the decision under Step is given, it shall be deemed to have been settled and not eligible for arbitration. It is agreed that grievances and replies to grievances shall be in writing at all stages. All agreements reached under the grievance procedure between the Employer and the Union, will be provided within five (5) working days final and binding upon the Employer, the Union and the Any adjustment resulting from the grievance or arbitration procedures, shall not be retroactive prior to the date of the conclusion occurrence which resulted in the grievance being filed. This clause shall not prevent the adjustment of Step 3pay caused by errors in computation. If no answer is given to the within the time limit specified in the grievance procedure, the shall be entitled to proceed to the next step. "Work day" as used in this article and Article shall mean a day other than Saturday, Sunday or a specified paid holiday. A grievance that is not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed submitted to the City Manager or his/her designatenext step within the time limits shall be deemedto be settled and disposition shall be as per the reply given at the preceding step.

GRIEVANCE PROCEDURE. ‌ A grievance 10.1 It is defined as any complaint or difference between the mutual desire of the Parties arising from hereto that complaints of permanent employees shall be adjusted as quickly as possible. Such complaints shall be acted upon in the interpretation, application, administration or alleged contravention following manner and sequence. In this Article a grievance shall consist of a dispute concerning interpretation and application of the Collective terms of this Agreement. Step 1 The . If any question arises as to whether a particular dispute is or is not a grievance within the meaning of this Agreement the question may be taken up through the following steps of the Grievance Procedure and determined if necessary by Arbitration. In all of the steps where time limits are named as days only, it is agreed that Saturdays, Sundays and paid Specified Holidays except Floater Holidays are excluded. It is understood that a permanent employee will bring has no grievance until they have first given their Supervisor or Designate, as the issue forward to his case may be, an opportunity of adjusting their complaint. In discussing such complaint, the permanent employee or her exempt supervisor the Corporation may request the presence of a Union representative. Such complaint shall be discussed with the Supervisor or Designate, within seven (7) working days of first becoming aware of after the circumstances giving rise to the complaint or difference. The employee having occurred, and failing settlement, it may then be assisted by taken up as a Union representative. An informal discussion will take place and the exempt supervisor will provide a response grievance within five (5) working days following communication of the discussion. Grievances not resolved at Step 1 decision to the employee (and union representative as may be referred to applicable) of the Central Grievance CommitteeSupervisor or Designate. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a aggrieved permanent employee shall submit their grievance to Step 2 will refer the issue in writing to the other Parties within seven (7Local Chairperson. If the Grievance Committee of the Union considers the grievance to be justified, the permanent employee(s) working days concerned, together with the Grievance Committee, shall first seek to settle the dispute at a meeting with the Director of receiving a Step 1 responseFleet or Designate. The written referral will grievance signed by the aggrieved permanent employee(s) must contain enough detail so that the other Parties will know what issues(s) nature of the grievance, the remedy sought and the section or sections of the Agreement which are involved in the complaint and what the referring Party seeks as redressalleged to have been violated. The referring Party Director of Fleet or Designate will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue deliver their decision in writing within five (5) working days following the day on which the grievance is presented to them. The Director of receiving a Fleet or Designate will also distribute copies of the original grievance and their answer to the Supervisor concerned and the General Manager concerned. Failing settlement - then Step 2 response3 may be invoked. Step 3 Within five (5) days following the receipt of the written decision under Step 2, the Grievance Committee may submit the written grievance to the Corporation's Manager, Employee Relations or Designate. A meeting with will be held within ten (10) days of the City Manager receipt of the written grievance at which time the matter will occur be reviewed. The Manager, Employee Relations or Designate will deliver their decision within five (5) working days of from the referral and a written response to date on which the grievance will be provided within five (5) working days of the conclusion of meeting was held under Step 3. Failing settlement under Step 3, it may be submitted to Arbitration in accordance with Clause 10.3. 10.2 A policy grievance arising directly between the Corporation and the Union alleging a violation of this Agreement, in regard to which an individual permanent employee could not grieve, may be originated under Step 3. Failing settlement under Step 3, it may be submitted to Arbitration in accordance with Article 11. Such grievance by the Corporation or by the Union as provided in this clause may be lodged at any time within twenty (20) full calendar days after the circumstances giving rise to such grievance occurred or originated. 10.3 Failing settlement under the foregoing procedure of any grievance between the Parties, arising from the interpretation, application or alleged violation of this Agreement, including any question as to whether a matter is arbitral, such grievance may be submitted to Arbitration, as set forth in Article 11. If no written request for Arbitration is received within twenty (20) full calendar days after the decision under Step 3 is given, it shall be deemed to have been settled and not eligible for Arbitration. 10.4 Replies to grievances shall be in writing at all stages addressed to the Grievance Chair with a copy to the Union President and a copy to the Recording Secretary of the Union. Copies of replies to Step 3 grievances will be sent to the C.U.P.E. National Representative, ▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇., ▇▇▇▇▇ ▇▇▇, ▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇, ▇▇▇ ▇▇▇. 10.5 All agreements reached under the Grievance Procedure between the representatives of the Corporation and the representatives of the Union will be final and binding upon the Corporation and Union and the permanent employee(s). 10.6 No adjustment affected under the Grievance Procedure or Arbitration Procedure shall be made retroactive prior to the date of the occurrence which resulted in the grievance being filed. This Clause shall not prevent the adjustment of pay caused by clerical errors in computation. 10.7 Where no answer is given within the time limits specified in the Grievance Procedure, the permanent employee(s) concerned, the Union and the Corporation shall be entitled to submit the grievance to the next step of the Grievance Procedure. 10.8 The Corporation will supply the necessary facilities for the Grievance meeting. 10.9 A grievance arising from a complaint involving more than one (1) permanent employee may be considered a group grievance. The names and payroll numbers of all employees involved will be clearly indicated on the grievance. Either Party may request a representative employee to be present at any step in the Grievance Procedure. 10.10 The Parties agree that in the event a grievance is not settled at Step 3 may be referred of this Grievance Procedure, before taking the matter to Arbitration within five (5) working days of receipt the Parties may mutually agree to refer the matter to a Grievance Mediator. The Parties will share the cost of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designateGrievance Mediator on an equal basis.

GRIEVANCE PROCEDURE. ‌ Section 1 A grievance is defined as any complaint or difference a dispute between the Parties arising from City and one (1) or more of its employees or the interpretationUnion concerning the interpretation or application of or compliance with this Agreement. Section 2 Should a grievance arise, application, administration or alleged contravention there shall be an ▇▇▇▇▇▇▇ effort on behalf of the Collective parties to settle such grievance promptly. All grievances shall be processed in accordance with the following procedure. Grievances involving discipline shall follow the procedures established in Article 36 of this Agreement. All other grievances shall be processed in accordance with the following procedure. Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The aggrieved employee may be assisted by a Union representative. An informal discussion will take place and discuss the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties his/her Division Chief/Fire Marshal within ten (10) working days of the meetingdate of the occurrence which has caused the grievance or within ten (10) working days from when the grievant became aware of by use of reasonable diligence should have become aware of the cause for the grievance. If required, in addition The Division Chief/ Fire Marshal may seek the assistance of any other individual who may be qualified to offer assistance or information which will aid the supervisor to reach a decision. The Division Chief/Fire Marshal shall attempt to adjust the matter and shall respond to the regularly scheduled meetings, special meetings of all or part of employee within ten (10) working days. Step 2 If the Central Grievance Committee may be held to follow up on outstanding issues. Grievances grievance has not been satisfactorily resolved at Step 2 1, the aggrieved employee shall reduce the grievance to writing on the standard grievance form and present such written grievance to his/her Assistant Chief/Deputy Chief not later than ten (10) working days from the time the response was due in Step 1. When a grievance is reduced to writing it shall include: a complete statement of the grievance and the facts upon which it is based, the section(s) of this Agreement claimed to have been violated and the requested remedy or correction. The Assistant Chief/Deputy Chief may be referred meet with the employee, the Union representative, or both and shall respond to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue employee in writing within five ten (510) working days from the receipt of receiving a the written grievance. Step 3 If the grievance has not been satisfactorily resolved at Step 2, the aggrieved employee, the Union, or both may within ten (10) working days following receipt of the Step 2 responsedecision submit the written grievance to the Fire Chief or designee. A The Fire Chief or designee shall conduct a meeting with the City Manager will occur Union within five ten (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (510) working days of receipt of the City Managergrievance and shall reply to the Union, in writing, within ten (10) working days following the close of the meeting. Step 4 If the grievance is not resolved to the satisfaction of the Union at Step 3, the Fire Chief or designee’s decision may be appealed to the Human Resources Director or designee not later than ten (10) working days after receipt of the Step 3 decision. Such referral The Human Resources Director or designee shall meet with the Union within ten (10) working days following receipt of the grievance and A. The City and the Union hereby agree that this procedure and the arbitration procedure set forth in Article 38 “Arbitration”, shall be the sole and exclusive method for interpreting and enforcing this Agreement. B. For the limited purpose of this Article, a working day shall be from 8:00 a.m. to 5:00 p.m., Monday through Friday, exclusive of holidays observed by the City. C. The time limits set forth in this Article are to be strictly adhered to but may be lengthened or shortened by mutual agreement in writing. D. Representatives of the City and the Union shall acknowledge receipt of grievances by signing and dating the form when presented or received. E. Any grievance not advanced by the employee(s) to the next higher step within the time limits provided shall be considered settled on the basis of the answer most recently given. If the City does not answer a grievance within the time limits provided, the employees may elect to treat the grievance as denied at that step and immediately advance the grievance to the next step. F. No action or matter shall be considered the subject of a grievance unless a written complaint is made within ten (10) working days of its occurrence or within ten (10) working days from the time the aggrieved employee(s) became aware or by use of reasonable diligence should have become aware of the cause for complaint. G. Consistent with operational needs, a Union ▇▇▇▇▇▇▇ shall be permitted to confer with the appropriate supervisor under the circumstances defined in Steps 1 and 2 above without loss of pay provided that the City may discontinue payment for such time in case of abuse by the Union ▇▇▇▇▇▇▇. A Union ▇▇▇▇▇▇▇ shall report to the immediate supervisor when stopping work to process a grievance as requested by an employee(s) and shall be allowed to stop work in order to process a grievance as long as this is consistent with operational needs. The Union ▇▇▇▇▇▇▇ shall report back to the supervisor when ready to resume work. If a grievance involves more than one (1) employee, such employees shall designate not more than two (2) employees to represent the group and, with the ▇▇▇▇▇▇▇, shall be permitted to confer with the appropriate supervisor in Steps 1 and 2 as provided above. An aggrieved employee(s) will be permitted to confer with representatives of City management as provided in writing and will be directed to the grievance procedure without loss of pay provided that the City Manager may discontinue payment for such time if this privilege is abused. H. In the event that the grievance involves a group of employees who do not have the same immediate supervisor, the grievance shall first be presented to their Assistant/Deputy Chief as indicated in Step 2 of this procedure. The subsequent steps of the grievance procedure as outlined in this Article shall then apply. I. In accordance with State law, the Union shall not be obligated to process a grievance of a non-member. If they choose to elect this option, the Union will notify the City at the time the grievance is filed at the second step of the grievance process. J. The Union shall have the right to file grievances in the third step of the grievance procedure, in any non-disciplinary matter involving interpretation or his/her designateapplication of this Agreement, provided however, that this right shall be strictly limited to those matters where the Union can factually demonstrate: 1. that the matter is covered by a provision of the Agreement; and 2. that the matter involves the interpretation or application of that provision; and 3. the grievance does not seek to add to or subtract from any provision of the Agreement; and 4. the subject matter of the grievance is general in nature, having application to a majority of the members of the Unit. Section 4 If the grievance has not been satisfactorily resolved under this procedure, the City or the Union may proceed to arbitration as set forth in Article 38 “Arbitration”.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint 8.01 Any grievance, disagreement, or difference of opinion between the Parties arising from Company, the interpretationUnion, applicationor the employee covered by this Agreement, administration which concerns the interpretation or alleged contravention application of the Collective terms and provisions of this Agreement. Step 1 The employee will bring , shall be considered a grievance, and shall be adjusted and settled within the issue forward terms and conditions as set forth in this Agreement in the manner provided by this Article, unless otherwise expressly provided in this Agreement. Prior to his or her exempt supervisor within seven (7) working days of first becoming aware the initiation of the complaint or difference. The grievance process described herein, any employee may concern other than termination shall be assisted by a Union representative. An informal discussion will take place verbally presented to the supervisor and the exempt supervisor will provide a response within he/she shall have five (5) working calendar days to try to adjust and/or settle the concern. Time limit to institute a grievance: a) Termination or layoff - five (5) calendar days, however any liability will be limited to the date of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4grievance b) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the All other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the employee grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within - ten (10) calendar days, however any liability will be limited to the date of the grievance. c) Should the time limits mentioned above not be adhered to, the grievance shall be considered abandoned. The procedure for such adjustments and settlements shall be as follows: STEP 1 - The employee with the Shop ▇▇▇▇▇▇▇, shall submit his complaint to the Production Manager or Supervisor of his department. The Production Manager or Supervisor shall give his reply no later than three (3) working days following the receipt of the meeting. If required, in addition grievance. 1) a summary of circumstances giving rise to the regularly scheduled meetings, special meetings of all or part grievance, 2) the provision(s) of the Central Grievance Committee may Agreement considered to have been violated, and 3) the particulars of the remedy sought. STEP 2 - Failing settlement under Step 1, such grievance shall be held taken up between the employee or the Shop ▇▇▇▇▇▇▇, the Business Agent concerned, and the Plant Manager or designate, with written notice being given, referring the grievance to follow up on outstanding issuesStep 2. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance STEP 3 - ARBITRATION - Written notice of referral of a grievance to Step 3 will refer arbitration, given as required by the issue in writing within five (5) working days above grievance procedure shall include a name or a list of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days names of the referral and a written response person or persons the party submitting to arbitration is willing to accept as the grievance will be provided within five (5) working days single arbitrator. The party receiving the notice, if it accepts the person or one of the conclusion of Step 3persons suggested to act as arbitrator, shall notify the other party accordingly and the difference shall be submitted to that arbitrator. A grievance If it does not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt accept any of the City Manager’s decisionpersons suggested by the party sending notice, it shall notify the other party accordingly, and send the name or a list of names of the person or persons it is willing to accept as the single arbitrator. Such referral will be in writing and will be directed If the parties are unable to agree on a person to act as a single arbitrator, either party may request the City Manager or his/her designateDirector of Mediation to appoint a single arbitrator.

GRIEVANCE PROCEDURE. ‌ A 11:01 An employee having a complaint which may become a grievance is defined as any complaint or difference between the Parties arising from out of the interpretation, application, administration administration, or alleged contravention violation of the Collective AgreementAgreement will first take up the complaint within fifteen (15) working days after the occurrence of the matter which is the subject of the complaint with the employee's supervisor, who will attempt to resolve it. Should the complaint fail to be resolved, the employee has the right to bring a Union ▇▇▇▇▇▇▇ who may then attempt to solve the complaint with the supervisor and the employee. If the complaint remains unresolved, the employee may file a grievance at Step One of the Grievance Procedure. 11:02 An employee may request the employee's supervisor to call the Union ▇▇▇▇▇▇▇ to handle a specified grievance. The word “specified” as used in this paragraph is interpreted by the parties hereto to mean that an employee is required to “state the nature of the grievance.” The supervisor will arrange to send for the Union ▇▇▇▇▇▇▇ without undue delay and without further discussion of the grievance. The Union ▇▇▇▇▇▇▇, with or without the employee present, will attempt to adjust the grievance with the supervisor, before it is given to the supervisor in writing. If the grievance is not resolved by the supervisor, it shall be summarized in writing on an employee grievance form provided by the Employer and signed by the employee involved and the employee's ▇▇▇▇▇▇▇, and submitted to the Supervisor by the Union ▇▇▇▇▇▇▇. The supervisor shall give an answer in writing to the ▇▇▇▇▇▇▇ within five (5) working days after the grievance has been presented in writing. 11:03 If the grievance is not settled at Step 1 The employee will bring One, the issue forward written grievance may be referred to his or her exempt supervisor the Library Manager of Personnel Services by the Chief Union ▇▇▇▇▇▇▇ within seven five (75) working days after receiving the answer in writing. A meeting shall be arranged between the Department Head and the Chief Union ▇▇▇▇▇▇▇ within three (3) working days of first becoming aware receiving the grievance. The Department Head shall reply in writing to the Chief Union ▇▇▇▇▇▇▇ as soon as possible but not later than ten (10) working days if the grievance is not settled at this meeting. 11:04 If the grievance is not settled at Step Two, the written grievance may be referred to the Director of Human Resources, by the National Representative of the complaint Union, or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response his/her designate, within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to Chief ▇▇▇▇▇▇▇ having received an answer in writing from the Central Grievance CommitteeDepartment Head. The Central Grievance Committee will be comprised Director of up to four (4) representatives Human Resources or his/her designate together with the Chief Librarian or her/his designate shall meet with the National Representative of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all Union or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration his/her designate within five (5) working days of receipt of the City Manager’s decisiongrievance in order to resolve the dispute. Such referral will be in writing and will be directed to the City Manager The Director of Human Resources or his/her designatedesignate shall reply in writing within five (5) working days if the grievance is not settled at this meeting. 11:05 Any grievance dealing with staff changes, promotions, lay-offs, recalls, or the filling of vacancies, may be initiated at Step Two of the grievance procedure. 11:06 Any grievance dealing with transfers or re-locations caused by a technological change shall be initiated at Step Two of the grievance procedure. 11:07 Any grievance alleging improper classification must be submitted by the employee to the Library Manager of Personnel Services in writing on a Job Classification Grievance form (Appendix “C”) signed by the employee and the Chief ▇▇▇▇▇▇▇. If the Library Manager of Personnel Services believes that there is good reason to audit the position, a member of the aforementioned's staff shall conduct an audit prior to arranging a meeting with the Chief ▇▇▇▇▇▇▇. A meeting shall be arranged between the Chief ▇▇▇▇▇▇▇ and the Library Manager of Personnel Services within thirty

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint 13.01 Any complaint, disagreement or difference of opinion between the Parties arising from Co-operative and the Union, or the employees covered by this Agreement, which concerns the interpretation, application, administration operation or alleged contravention violation of the Collective terms and provisions of this Agreement, may be presented as a grievance. Step 1 The employee will bring 13.02 Where the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance requires information regarding a grievance to Step 2 will refer dealing with hours of work and/or seniority, the issue Co-operative shall promptly supply such information in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties Union within ten (10) working days from the date of the meetingrequest. If requiredThe Union shall not use this provision to request information that does not pertain to a specific grievance of an employee. 13.03 Any employee, in addition to the regularly scheduled meetings, special meetings of all Union or part of the Central Grievance Committee Co-operative may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Managerpresent a grievance. Any Party wishing grievance which is not presented within fifteen (15) working days following the event giving rise to advance a grievance to Step 3 will refer such grievance, shall be forfeited and waived by the issue in writing within aggrieved party. It is agreed that no more than five (5) working days shall be counted during each calendar week. 13.04 All grievances must be submitted in writing and shall clearly set forth the issues and contentions of receiving the aggrieved party. 13.05 The procedure for adjustment of grievances shall be as follows: STEP 1: By a Step 2 response. A meeting discussion between the aggrieved employee and the Shop ▇▇▇▇▇▇▇ and/or Union Representative with the City Manager will occur within five (5) working days of the referral and a written response employee's immediate supervisor or their designated appointee. The immediate supervisor or their designated appointee shall reply to the grievance will in writing, to the Union, within ten (10) calendar days. A full-time Union Representative shall reply in writing to any grievance initiated by the Co-operative, within ten (10) calendar days. If a satisfactory settlement has not been reached, the Union Representative and/or aggrieved employee, or the Co-operative, as the case may be, may proceed to Step 2. 13.06 If a satisfactory settlement cannot be provided reached, then upon request of either party within five fourteen (514) working calendar days of receiving the conclusion of Step 3. A grievance final written decision from either party but not settled at Step 3 thereafter, the matter may then be referred to Arbitration within five (5) working days of receipt an Arbitrator selected in accordance with Article 14. 13.07 It is understood and agreed by the Union and the Co-operative that the time limits specified in the various steps of the City Manager’s decision. Such referral will above grievance procedure, may only be in writing extended by mutual agreement between the Union and will be directed to the City Manager or his/her designateCo-operative.

GRIEVANCE PROCEDURE. ‌ A A. Any dispute concerning the interpretation or application of this Agreement shall be processed as a grievance as follows: Step 1: The aggrieved Employee, or the Union’s shop ▇▇▇▇▇▇▇ or alternate, shall discuss the dispute with the Employee’s immediate supervisor within fourteen (14) days of the event giving rise to the grievance. If the grievance is defined as any complaint not resolved at this step, or difference between if the Parties arising from grievance concerns a more general issue not limited to Employees reporting to a single supervisor, then the interpretation, application, administration or alleged contravention of the Collective Agreementgrievance shall proceed to Step 2. Step 1 2: The employee will bring Union may present the issue forward grievance in writing to his the Production Manager, or her exempt supervisor such other member of management designated by the Production Manager to receive grievances, within seven fourteen (714) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussionlast date for submission of the grievance at Step 1. Grievances The Production Manager or designee shall discuss the matter with the Union’s representative and shall answer the grievance in writing within fourteen (14) days of the Union’s submission at Step 2. Step 3: If the grievance is not resolved at Step 1 2, the Union may be referred to submit the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the Vice President of Production, or such other Parties member of management designated by the Vice President of Production to receive grievances, within seven fourteen (714) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to last date for the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Company’s Step 2 may be referred to answer. The Vice President of Production, or designee, shall discuss the City Manager. Any Party wishing to advance a matter with the Union’s representative and shall answer the grievance to Step 3 will refer the issue in writing within five twenty-one (521) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Union’s submission at Step 3. A The Vice President of Production’s, or designee’s, determination shall be final and binding on the Company and the Union if agreed to by the Union in writing. B. Any grievance not timely submitted at any Step shall be deemed settled based on the Company’s prior answer or withdrawn if there has been no prior answer. If the Company fails timely to answer a grievance at any Step, then the Union may submit the grievance to the next Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designategrievance procedure.

GRIEVANCE PROCEDURE. ‌ A grievance is under the Agreement shall be defined as any complaint difference or difference dispute between the Parties arising from the interpretation, application, administration or alleged contravention Employer and any employee(s) . When an employee is to be disciplined by any representative of the Collective AgreementBoard they must be accompanied by a representative of the Union Grievance Committee. The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible. It is understood that an employee has no grievance until the employee has first given his/her immediate supervisor an opportunity to adjust the complaint. Step 1 The If an employee will bring is satisfied that he/she has a grievance, that employee shall meet with his/her immediate supervisor and present the issue forward to his or her exempt supervisor within seven (7) working grievance in writing no later than fifteen days of first becoming aware from the time of the complaint alleged grievance and the employee may have the assistance of a member of the Grievance Committee or differencea ▇▇▇▇▇▇▇ if so desired. The employee supervisor will give a written answer within two working days, and failing a settlement satisfactory to the employee, Step 2 of the Grievance Procedure may be assisted by a Union representative. An informal discussion invoked. Step 2 If not settled in Step the grievance will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue submitted in writing to the other Parties within seven (7) working days Superintendent of receiving a Step 1 responseOperations. The Superintendent of Operations shall give a written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties reply within ten (10) working three days of the meetingsubmission of the grievance. 3 If required, not in addition Step the grievance will within five days be submitted in writing to the regularly scheduled meetings, special meetings Union Committee to the Board’s designate to be dealt with at a meeting at a mutually agreeable time within ten days of all or part submission. The decision of the Central Board’s designate shall be given to the Union Grievance Committee within ten days after this meeting. Step 4 If not then settled in Step the grievance will within five days be submitted in writing by the Union Grievance Committee to the Chairman of the Board. A representative committee of the Board shall meet with the Union Grievance Committee at a mutually agreeable time within ten days of submission to deal with the said grievance. Step 5 If not then settled, the grievance may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may within thirty days be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designate.arbitration as follows:

GRIEVANCE PROCEDURE. ‌ A 14.01 For the purpose of this agreement, a grievance is defined as a dispute, claim or complaint involving the interpretation or application of the provisions of this agreement. i. No grievance shall be considered where the circumstances giving rise to it occurred or originated more than five (5) full working days before the filing of the grievance. ii. An employee shall have the right to be accompanied by a representative of the Union at any complaint or difference and all times during the grievance procedure. iii. No grievance shall be considered unless the employee first presents the matter verbally to their immediate supervisor in an attempt to resolve the issue of dispute. iv. Where a grievance arises as a result of a termination, the Union may present such grievance on behalf of the employee directly to Step 4 of the grievance procedure. v. The time limits defined herein may be extended upon written mutual agreement between the Parties arising from the interpretation, application, administration or alleged contravention of the Collective AgreementParties. Step 1 vi. Grievances arising under this agreement shall be adjusted and settled as follows: STEP 1: The aggrieved employee will bring or group of employees shall present their grievance orally to their immediate supervisor and a sincere effort shall be made to resolve the issue forward complaint. If a settlement satisfactory to his the employee or her exempt supervisor within seven (7) working days group of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response employees concerned is not reached within five (5) working days after the grievance has been presented, the said employee or group of employees then may present their grievance as follows at any time within two (2) working days thereafter. STEP 2: The aggrieved employee or group of employees then may submit their grievance in writing to their immediate Supervisor and may have the assistance of a representative of the discussionUnion. Grievances The written grievance shall specify the matter complained of, the parts of the agreement alleged to be violated and, in the event of a satisfactory settlement not resolved at Step 1 being reached, the Supervisor shall deal with the grievance and give their answer (in writing) to the Union within five (5) working days after the day upon which they received the grievance. STEP 3: If the decision of the Supervisor is not satisfactory to the Union, the matter may be referred to the Central Grievance CommitteeManager/Director or designate within five (5) working days. The Central Grievance Committee will be comprised of up to four That Manager/Director shall, within five (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (75) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to following the day of upon which they received the meeting grievance, meet with the Union in an effort to satisfactorily resolve the issues in dispute and attempt to resolve them. A give their written response to the grievances will be provided grievance. STEP 4: If the decision of the Manager/Director or designate is not satisfactory to the other Parties Union and the grievance is related to a termination of employment, the matter may be referred to the Vice-President or designate within five (5) working days. That Vice-President or designate shall, within five (5) working days following the day upon which they received the grievance, meet with the Union in an effort to satisfactorily resolve the issues in dispute and give their written response to the grievance. STEP 5: If final settlement of the grievance is not reached within ten (10) working days of such meeting, the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 grievance may be referred to within the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designate.subsequent ten

GRIEVANCE PROCEDURE. ‌ A It is the mutual desire of the parties hereto that complaints of employees shall be adjusted as quickly as possible, and it is understood that: An employee has no grievance until she has first given her immediate supervisor an opportunity of adjusting her complaint. In order to be considered a grievance, all complaints must be filed at Step 1 within ten (IO) days of the alleged circumstances giving rise to the grievance. Where the grievance relates to compensation, the period for filing the grievance shall commence from the day that the received her pay from the Hospital. Saturday, Sunday, holidays or other days on which the Hospital offices are closed for regular business will not be counted in computing the time in which any action is defined as any complaint to be taken or difference completed under the grievance or arbitration procedures. The time limits fixed in both the grievance and arbitration procedures may be extended by the written consent of the parties to this Agreement. All agreements reached under the grievance procedure between the Parties arising from the interpretation, application, administration or alleged contravention representatives of the Collective Agreement. Hospital and the representatives of the Association will be final and binding upon the Hospital and the Association and the employees, Step 1 The employee will bring employee, with the issue forward assistance of an Association Representative, if desired, may submit a written grievance signed by her to his or her exempt supervisor within seven (7) working days of first becoming aware immediate supervisor. The nature of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place grievance and the exempt remedy sought shall be set out in the grievance. Her immediate supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue deliver her decision in writing within five (5) working days of receiving a the day on which the grievance was presented to her. Failing settlement, the may then proceed to Step except if the employee’s immediate supervisor is also her Department Head, then the grievance shall be submitted directly at Step 2 response. A meeting with Within five days following the City Manager decision under Step the employee and/or the Association representative may submit the written grievance to her Department Head, who will occur deliver her decision in writing within five (5) working days of from the referral and a date on which the written response grievance was presented to the grievance will be provided within five (5) working days of the conclusion of Step 3her. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designate.Failing settlement, then:

GRIEVANCE PROCEDURE. ‌ A Grievances shall be raised and processed while facts and recollections are still fresh and available. All grievances must be presented within five (5) working days, (excluding Saturdays, Sundays, and Holidays) after the event giving rise to the grievance becomes known, or reasonably should have been known, to the affected party or parties. The procedure for discussing and settling a grievance shall be as follows: Grievances shall be on a form provided by the Local Union and shall state a description of the Act, which is allegedly in violation of the Agreement, and the remedy sought. Step One The grievant shall discuss his/her grievance with his/her immediate Project Manager specifically telling the Project Manager that this may be a subject for the second step process of the grievance procedure. The grievant may bring his/her shop ▇▇▇▇▇▇▇ (assistant shop ▇▇▇▇▇▇▇) if the grievant so desires. If this discussion does not resolve the matter, the Project Manager shall give his/her answer to the employee by the end of the second working day following the day of the oral discussion. Step Two The Step One answer shall settle the grievance unless the grievance is defined as any complaint or difference between placed in writing and delivered to the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreement. Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response Employer's Project Manager within five (5) working days after the day on which the Step One answer was given. The written grievance shall state the facts of the discussion. Grievances not resolved at Step 1 may be referred grievance if any, that are claimed to the Central Grievance Committeehave been violated. The Central Grievance Committee will Employer Project Manager shall meet with the Shop ▇▇▇▇▇▇▇, the aggrieved and witnesses promptly to discuss the grievance and any settlement arrived at shall be comprised of up reduced to four (4) representatives of the Employer writing and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairpersonsigned by both parties. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Project Manager's Step 2 will refer the issue Two answer shall be given in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing shop ▇▇▇▇▇▇▇ within five (5) working days following the day of receiving a the meeting. Step 2 responseThree The Step Two answer shall settle the grievance unless it is appealed to the Human Resource Manager of Kherimba Facility Service LLC within five (5) days of the Shop ▇▇▇▇▇▇▇'▇ receipt of the Step Two answer. A meeting with Any settlement arrived at shall be reduced to writing and signed by both Parties. If no settlement is achieved, the City Manager will occur Employer's Step Three answer shall be given in writing to the Union Authorized Representative within five (5) working days following the day of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designatemeeting.

GRIEVANCE PROCEDURE. ‌ Section A: A dispute or disagreement over the interpretation or application of the terms of this Agreement must be filed in writing with the Employer within twenty (20) calendar days from the date that the employee knew or should have known of the event that first gave rise to the grievance. Failure to so file a written grievance is defined as shall constitute a waiver of the grievance and any complaint continuation thereof. The Employer and an aggrieved employee or difference the employee's representative shall attempt to adjust all grievances in the following manner: 1. First, an effort shall be made to adjust the grievance between the Parties arising employee or his/her representative and his/her immediate supervisor or department head. Any such adjustment shall be subject to approval or disapproval of the Employer within seven days. 2. In the event no settlement is thereby reached, the employee or his/her representative shall refer the matter to the appropriate committee of the Employer. The conclusion reached by said parties shall be subject to approval or disapproval by the Employer within seven days. 3. In the event no settlement is reached, the Employer shall, upon written request of the employee or his/her representative, hear the grievance within twenty-one days from the interpretation, application, administration or alleged contravention date of the Collective Agreementfiling of the grievance. 4. If no settlement is reached in Step 1 The employee will bring 3, the Employer shall issue forward to his or her exempt supervisor a written decision within seven (7) calendar day from the Step 3 hearing, and the exclusive representative shall, if it wishes to appeal the Employer’s determination, submit the grievance to final and binding arbitration within thirty (30) working days of first becoming aware from the date of the complaint School District’s written decision. Failure to process the grievance to arbitration shall constitute both a waiver of the event first giving rise to the grievance and any continuation thereof, and an acquiescence to the School District’s interpretation or differenceapplication of the terms of the Agreement. The employee may be assisted by a Union representative. An informal discussion will take place and If the exempt supervisor will provide a response parties are unable to agree upon the appointment of the arbitrator within five (5) working days after submission of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer arbitration, either party may then request the issue in writing Director, Bureau of Mediation Services, State of Minnesota, to the other Parties within seven (7) working days furnish a list of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days prospective arbitrators. From this list, each party shall in turn strike one name until one name remains, and the last remaining individual shall be designated as the arbitrator. If the parties are unable to agree on who shall strike the first name, the question shall be decided by a flip of receiving a Step 2 responsecoin. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to hearing on the grievance will be provided held promptly by the arbitrator, and a decision shall be rendered by him/her within five thirty (530) working days after the date of the conclusion of Step 3hearing. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt All expenses and costs of the City Manager’s decision. Such referral will arbitrator shall be in writing shared and will be directed assessed equally to the City Manager parties. If the time limits are not adhered to in Steps 1, 2, or his/her designate3, the grievance shall proceed to the next step. Section B: Duly authorized representatives of the Union shall have the right to accompany the Union Grievance Committee at all times in the discussion or adjustment of grievances of its members.

GRIEVANCE PROCEDURE. ‌ A grievance 6.01 The parties to this Agreement are agreed that it is defined as any complaint or difference between the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreementutmost importance to adjust complaints and grievances as quickly as possible. The Company and the Union agree to hold Third Step Grievance meetings on a monthly basis. However, a meeting need not be held if there are no open third step grievances. Step 1 The employee will bring 6.02 No grievance shall be considered where the issue forward circumstances giving rise to his it occurred or her exempt supervisor within seven originated more than five (75) working days of first becoming aware before the filing of the complaint or difference. The employee grievance, provided that where the circumstances giving rise to the grievance were not known to the grievor at the time of their occurrence, he/she may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response file such grievance within five (5) working days after they became known to him/her or after he/she should be reasonably deemed to have acquired knowledge of such circumstances. 6.03 Grievances shall be adjusted and settled as follows: 1: The aggrieved employee shall present his grievance orally or in writing to his immediate supervisor. He/She shall have the discussionassistance of his ▇▇▇▇▇▇▇ if he/she so desires. Grievances not resolved at Step 1 may be referred If a settlement satisfactory to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and employee concerned is not reached within two (2) representatives working days, (or any other period of each CUPE Local. Each Party time which may be mutually agreed upon) the grievance may be presented as follows at any time within two (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (72) working days of receiving thereafter. 2: The aggrieved employee shall with his ▇▇▇▇▇▇▇, present his grievance (which shall be reduced to writing on a Step 1 response. The written referral will contain enough detail so that form supplied by the other Parties will know what issues(sUnion and approved by the Company) are involved to the Department Manager who shall consider it in the complaint presence of the person or persons presenting same and what the referring Party seeks as redressrender his decision in writing. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior Should no settlement satisfactory to the day aggrieved employee be reached within two (2) working days, the next step in the grievance procedure may be taken at any time within two (2) working days thereafter. Step No. 3: If the grievance has not been satisfactorily settled by the foregoing procedure, the employee or his ▇▇▇▇▇▇▇, with the approval of the meeting and attempt to resolve them. A written response employee may, within five (5) days after receipt of the Department Manager's answer, appeal the grievance to the grievances will next step of the grievance procedure. In such case a meeting between the Plant Manager or his designated representative, accompanied by others as either may choose, and the meeting shall be provided to the other Parties held within ten (10) working days after the grievance is filed in this step. At this meeting, the employee may or may not be present as he/she chooses, but in either event he/she may at his option be represented by his ▇▇▇▇▇▇▇, and if the ▇▇▇▇▇▇▇ so desires, the chief ▇▇▇▇▇▇▇ and the designated staff representative of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part international organization of the Central Grievance Committee Union, or either of them, may also be held to follow up on outstanding issuespresent. Grievances not resolved at Step 2 may be referred to The Plant Manager or his designated representative shall advise the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue employee and his representatives of his disposition in writing within five ten (510) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designateafter such meeting.

GRIEVANCE PROCEDURE. ‌ A grievance is hereby jointly defined as to be any complaint controversy, complaint, misunderstanding, or difference dispute, which may arise under the interpretation or application of this Agreement. Any grievance arising between the Parties arising from Employer and the interpretationFOP Lodge 7, applicationor an employee represented by the ▇▇▇ ▇▇▇▇▇ ▇, administration or alleged contravention of ▇▇▇▇▇ ▇▇ settled in the Collective Agreement.following manner: Step 1 The employee will bring aggrieved employee(s) must present the issue forward grievance to his the FOP Lodge 7 President, or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response ▇▇▇ ▇▇▇▇▇ ▇ ▇▇▇▇-▇▇▇▇▇▇▇▇▇ within five (5) working days after knowledge of the discussiongrievance or the reason for the grievance has occurred, except no time limit shall apply in case of violation of wage provisions of this Agreement. Grievances The FOP Lodge 7 President/ union representative and/or the employee shall present the grievance in writing and_take up said grievance first with the Law Enforcement Lieutenant. If the Lodge 7 President and or the employee with the Law Enforcement Lieutenant have not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four grievance within five Revised 7/1/22 7 (45) representatives of working days after the Employer meeting between the grievant, Lodge 7 President and two (2) representatives of each CUPE Local. Each Party (EmployerLaw Enforcement Lieutenant, CUPE 399the union President, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a and or the employee shall submit such grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that Sheriff/ Chief Deputy, the other Parties will know what issues(s) are involved in the complaint County Administrator, and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meetingHuman Resources. If required, in addition to the regularly scheduled meetings, special meetings of all Lodge 7 President and/or employee with the Sheriff or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances his designee have not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a after the meeting between the grievant, Lodge 7 President and the Sheriff, the Lodge 7 President and/or employee shall submit such grievance in writing to the FOP Lodge 7 Executive Board. Step 2 response. A meeting The FOP Lodge 7 Executive Board shall file written notice of the grievance with the City Manager will occur County Commissioners, Administrator and Human Resources office within five (5ten ( 10) working days of after the referral and a written response to from the grievance will be provided within five (5Sheriff. The FOP Lodge 7 President with employee shall then take the matter up with the County Commissioners. Within fifteen ( 15) working days after the meeting, the County Commissioners shall render a decision on the grievance. In the event that the decision of the conclusion of Employer as rendered pursuant to Step 3. A grievance 2 hereof, is not settled at Step 3 may be referred acceptable to Arbitration the ▇▇▇ ▇▇▇▇▇ ▇, ▇▇▇ ▇▇▇ ▇▇▇▇▇ 7 may, within five seven (57) working days days, file a request with the Maine Board of receipt Arbitration and Conciliation for arbitration of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designategrievance.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint A. The Employer and the Union support and subscribe to an orderly method of adjusting disputes or difference between complaints that arise on behalf of an employee with respect to the Parties arising from the interpretation, application, administration interpretation or alleged contravention application of the Collective contents of the Agreement. To this end, the employee shall bring his/her problem to the attention of his/her immediate supervisor, with his/her ▇▇▇▇▇▇▇, who shall attempt to resolve the problem informally. In the event the matter is not resolved it shall be put in writing and processed through the grievance procedure. Step 1 The 1. Complaints not resolved in the informal stage shall be reduced to writing, signed by the employee will bring and submitted to the issue forward to his immediate supervisor and the College’s Vice Chancellor for Human Resources (or her exempt supervisor designee) within seven fifteen (715) working days of first becoming aware the event or knowledge of the complaint or differenceevent causing the grievance. The immediate supervisor shall discuss the grievance with the employee, and where desired, the ▇▇▇▇▇▇▇, and give written disposition to the employee within five (5) working days after receipt of said grievance. Step 2. Any grievance not settled in Step 1 of the grievance procedure may be assisted by referred, in writing, accompanied with a Union representativecopy of all relevant documents within ten (10) working days of the immediate supervisor's disposition to the Director of Physical Facilities. An informal discussion will take place The Director shall respond in writing within ten (10) working days. Step 3. Any grievance not settled in Step 1 and 2 of the exempt supervisor will provide grievance procedure may be referred, in writing, accompanied with a response copy of all relevant documents within five (5) working days of the discussionDirector's or member of Chancellor’s Cabinet disposition to the College’s Vice Chancellor for Human Resources or designee(s) where a Pre-Arbitration Hearing shall be scheduled within ten (10) working days after receipt. Grievances The Director, or designee, shall respond in writing within fifteen (15) working days following the hearing. Step 4. MEDIATION - Any grievance not resolved at Step 1 through the first three (3) steps shall be heard by a mediator selected by MERC. Either party may be referred choose to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing omit this step by providing written notice to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part receipt of the Central Grievance Committee may Step 3 response. The mediator’s recommendation shall not be held binding on either party. The mediation process shall not delay the time limits set forth in Step 5 below, absent mutual written agreement of the parties. Step 5. ARBITRATION - If, at this point, the grievance has not been satisfactorily settled, either party hereto shall have the right to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a submit such grievance to Step 3 will refer arbitration, provided such submission is made within thirty (30) calendar days after receipt by the issue in writing within Union, of the decision of the College’s Vice Chancellor for Human Resources or designee. Within forty-five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (545) working days of receipt of the City Manager’s decision. Such referral will be Step 3 answer, AFSCME Council 25 shall confirm the intent to arbitrate in writing and will be directed to the City Manager College’s Vice Chancellor for Human Resources or his/her designatedesignee. The Employer has the same time frame to file for arbitration as does the Union. If the written request for arbitration of the grievance has not been submitted to the College for arbitration within said forty-five (45) working day period, it shall be considered to have been withdrawn by the Union. B. The arbitrator shall have no authority to add to, subtract from, change or modify any provisions of this Agreement, but shall be limited solely to the interpretation and application of the specific provisions contained herein. However, nothing contained herein shall be construed to limit the authority of the arbitrator, or his judgment, to sustain, reverse or modify any alleged unjust discharge that may reach this state of the grievance procedure. The cost of the arbitrator shall be shared equally by the Employer and the Union. The President and/or the Executive Board of the Local Union shall have the right to determine whether or not the grievance is qualified to be submitted for arbitration by the Union. C. The arbitrator shall be selected from the list below: ▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ D. The Union President and the College’s Vice Chancellor for Human Resources (or designee) shall receive copies of all grievance settlements. Grievances resulting from discharges shall be positioned at step 3 of the grievance procedure.

GRIEVANCE PROCEDURE. ‌ A An employee will not be discharged or otherwise disciplined, nor will entries be made on said employee’s service record without sufficient cause. In each case where, when disciplinary action, or when entries on an employee’s service record, are being contemplated, the employee will be given a written statement of the precise charges. Such written statement will be furnished to the employee prior to any entries on the employee’s service record, except in those cases where it is necessary in the instances of safety or good management practice to take immediate remedial action. Any grievance, dispute or difference arising under the terms of this Agreement and involving the employees covered by this Agreement shall be filed in writing and shall include: (1) a clear statement of the grievance; (2) a reference to the specific provision or provisions of this Agreement allegedly violated; and (3) the specific remedy requested. Grievances must be filed by the Union within 15 calendar days from the date of the occurrence or event giving rise to the grievance is defined as and shall be subject to the procedure outlined herein. An ▇▇▇▇▇▇▇ effort should first be made to settle any complaint or difference (grievance) informally and personally between the Parties arising from aggrieved employee and the interpretation▇▇▇▇▇▇▇ (the shop ▇▇▇▇▇▇▇ may be present at this meeting upon the employee’s request). A written grievance, applicationhowever, administration or alleged contravention must be filed within 15 calendars days of the Collective Agreementdate of occurrence in order to be timely and such requirement is not satisfied by informal meeting. Step 1 The employee will bring 1: A union representative shall discuss the issue forward to his or her exempt grievance with the employee’s supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussiondate of the grievance. Grievances not resolved at The supervisor will give a written response within five working days from the date of this meeting. In the event Step 1 may 2: At this level the grievance shall be referred presented by the Union to the Central Grievance Committeedepartment head or his/her designee at a conference which shall be scheduled no later than 10 days following the receipt by the department head of the Step 2 grievance. The Central Grievance Committee Authority representative will be comprised of up to four (4) representatives render a decision in writing no later than 10 days following the date of the Employer and two (2) representatives of each CUPE Localconference. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer In the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so event that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day there is no resolution of the meeting and attempt to resolve them. A written response to grievance, the grievances will be provided to Union may process the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working 10 days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be decision in writing and will be directed to the City Manager or his/her designateStep 2.

GRIEVANCE PROCEDURE. ‌ A An employee who is discharged, suspended, or laid off from his employment has the right and, should he wish to grieve, must file a grievance is defined as any complaint or difference between immediately to the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreement. Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred its occurrence subject to the Central Grievance Committeeprocedure outlined herein. The Central Grievance Committee will be comprised of up Prior to four (4) representatives of initiating a grievance, an employee who believes he has cause for grievance discuss this matter with his Supervisor. Should the Employer and employee still have a grievance while working on the job, he must present his grievance in writing to the Supervisor with a copy to the Union Delegate within two (2) representatives days of each CUPE Localits alleged Occurrence. Each Party (EmployerUpon request of the grieving employee, CUPE 399the Union Delegate shall assist in the grievance procedure. He shall not be subject to discipline for assisting the griever in the grievance procedure, CUPE 1048) will choose a Central Grievance Committee Chairpersonprovided such assistance does not interfere with the operations on the dock. The Central Grievance Committee will meet once each month at Supervisor shall acknowledge receipt of the grievance in writing and shall provide employee with a predetermined timewritten response within two (2) days of receipt of the grievance. Any Party wishing If settlement is not achieved upon receipt by the griever of the Supervisor's reply, the griever shall immediately submit the grievance directly to advance a the Union. Within fourteen (14) days of the reply, the Union shall submit the written grievance to Step 2 will refer the issue Company. Within fourteen (14) days of the date the grievance is received the Company the Managing Director shall respond in writing to the other Parties grievance. The Union shall also have the right to submit a grievance in writing to the Company on behalf of all the employees in the bargaining unit or a group or category thereof within seven fourteen (714) working days of receiving the occurrence giving rise to the grievance. In both these instances above, the Company shall reply to the grievance as per clause above. A labour-management meeting shall be held between the Company and the Union prior to a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were grievance being referred to it prior to arbitration. If the day of grievance is not settled at the meeting and attempt referred to resolve them. A written response in clause of this article, the grievance must be referred to the grievances will be provided to the other Parties arbitration within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designatethereafter.

GRIEVANCE PROCEDURE. ‌ A grievance 9.01 It is defined as the mutual desire of the Parties hereto that any complaint or difference cause for dissatisfaction arising between an employee and the Company with respect to the application, interpretation, or alleged violation of this Agreement shall be adjusted as quickly as possible. 9.02 It is understood that an employee has no complaint or grievance until he, either directly or through the Union, has first given his immediate supervisor an opportunity to adjust the complaint. 9.03 If, after registering the complaint with the supervisor and such complaint is not settled within five (5) days or within any longer period which may have been agreed to by the parties, then the following steps of the Grievance Procedure may be invoked: The grievance must be submitted in writing to the supervisor or duty manager, either directly or through the Union, within fourteen (14) days after the circumstances giving rise to the grievance. The Company’s designated representative shall meet with the employee’s Union ▇▇▇▇▇▇▇ within five (5) days of receipt of the grievance in an attempt to resolve the grievance. The grievor may be present at this meeting if requested by either Party. The Company shall answer the grievance within five (5) days after the meeting. If the Company’s response to the grievance at Step 1 is not satisfactory to the Union, the grievance may be advanced to the General Manager within fourteen (14) days after the date on which the answer at Step 1 was issued or ought to have been issued, but not thereafter. The Union’s Grievance Committee shall meet with the designated representatives of management within five (5) business days (i.e. Monday – Friday excluding holidays) of the reference of the grievance to the second step in a further attempt to resolve the grievance. The grievor may be present at this meeting if requested by either Party. Management shall respond to the grievance within five (5) business days following the meeting. If the Company’s response to the grievance at Step 2 is not satisfactory to the Union, the grievance may be referred to the Director of Labour Relations within fourteen (14) days from the day on which the Company’s response was issued or ought to have been issued at the second step, but not thereafter. If a grievance is referred to Step 3, a meeting shall be held between the Parties arising from Grievance Committee and the interpretation, application, administration or alleged contravention designated representatives of management within ten (10) business days of the Collective Agreement. referral to Step 1 The employee 3 in a final attempt to resolve the grievance. A Staff Representative of the Union and the grievor may be present at this meeting if requested by either Party. Management will bring respond to the issue forward to his or her exempt supervisor grievance within seven (7) working business days after the date of such meeting. 9.04 The Company shall not be required to consider any grievance which is not presented within fourteen (14) days after the grievor(s) or the Union first becoming became aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days alleged violation of the discussion. Grievances Agreement. 9.05 If final settlement of the grievance is not resolved reached at Step 1 Three then the grievance may be referred in writing by either Party to Arbitration as provided in Article 11, Arbitration, at any time within thirty (30) calendar days after the decision is reached under Step Three. 9.06 At any stage of the Grievance Procedure including Arbitration, the conferring Parties may have the assistance of the employee(s) concerned and any necessary witnesses and relevant records. All reasonable arrangements will be made to permit the conferring Parties, or the Arbitrator to have access to the Central plant to view disputed operations. 9.07 When two or more employees wish to file a grievance rising from the same alleged violation of this Agreement, such grievance may be handled as a Group Grievance Committee. The Central Grievance Committee will be comprised of up and presented to four (4) representatives the Company beginning at Step Two of the Employer and two (2) representatives Grievance Procedure. 9.08 The Union or the Company may initiate a Grievance beginning at Step Three of each CUPE Localthe Grievance Procedure. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance Such a grievance to Step 2 will refer must be filed within fourteen (14) days from the issue in writing to date on which the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response incident giving rise to the grievance will became known or should have become known. (a) The time allowance provided in this Article may be provided extended by mutual agreement between the Parties in writing. (b) If the party responding to a grievance does not respond within five (5) working days the time period allowed, the grievance may be advanced to the next step of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration procedure, including arbitration, within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designatepermitted time periods.

GRIEVANCE PROCEDURE. ‌ A Both the ASSOCIATION and the CITY recognize that all grievances and complaints should be settled promptly and at the earliest possible stage and that the grievance process must be initiated within fifteen (15) days (Saturday, Sunday and holidays excluded) of the time the employee affected knows or should know the fact causing the grievance. Any grievance not reported or filed by the ASSOCIATION or the employee within such time shall be invalid. Nothing contained herein shall be construed to contravene the statutory powers granted the CITY Board of Police and Fire Commissioners in disciplinary action against subordinates. Only grievances involving the interpretation or application of a specified provision of this Agreement or any supplement thereto shall be subject to the grievance procedure provided for in this article. The ASSOCIATION may file a grievance on its own behalf even if no employee is willing to file. A. The aggrieved employee shall present the grievance orally to his/her immediate superior or shift commander outside the bargaining unit. B. If the grievance is defined as any complaint or difference between not settled at the Parties arising from first step, it shall be reduced to writing and presented to the interpretation, application, administration or alleged contravention of the Collective Agreement. Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place Grievance Committee and the exempt supervisor will provide a response Assistant Police Chief within five (5) working days (Saturday, Sunday and holidays excluded). The Assistant Police Chief shall furnish the employee and the ASSOCIATION with a written answer to the grievance within five (5) days of receipt of the discussion. Grievances grievance (Saturday, Sunday and holidays excluded). C. If the grievance is not resolved settled at Step 1 may the second step, the grievance shall be referred presented in writing to the Central Chief of Police within five (5) days (Saturday, Sunday and holidays excluded). The Chief shall within five (5) days (Saturday, Sunday and holidays excluded) hold an informal meeting with the aggrieved employee, and/or Captain and two representatives of the Grievance Committee. The Central Grievance Committee Chief shall issue a written decision on the grievance within five (5) days (Saturday, Sunday and holidays excluded) after such meeting. D. If the grievance is not settled at the third step, it shall be appealed as follows: 1. If the subject matter of the grievance or dispute involves a subject over which the Board of Police and Fire Commissioners has jurisdiction under Wisconsin Statutes Section 62.13, it shall be appealed to the Board of Police and Fire Commissioners by filing written notice of the same with the Secretary of the Board within ten (10) days after receipt of the Chief's decision (Saturday, Sunday and holidays excluded). The Board shall act upon the same at its next regular meeting or sooner, if the Board should so decide. Before rendering its decision the Board shall give reasonable notice and opportunity to be heard to all parties in interest. As soon thereafter as practicable, the Board shall reduce its decision to writing and provide copies to all parties in interest. The decision of the Police and Fire Commission shall be subject to appeal only as provided in Section 62.13 of the State Statutes. 2. If the subject matter of the grievance or dispute involves a subject over which the Board of Police and Fire Commissioners does not have jurisdiction under Wisconsin Statutes Section 62.13, it shall be appealed to the Mayor or to the designee of the Mayor, if the Mayor has appointed a designee for this purpose and has notified the President of the ASSOCIATION in writing of such appointment, by filing written notice of the same with him within ten (10) days after receipt of the Chief's decision (Saturday, Sunday and holidays excluded). The Mayor or his designee shall hold a meeting with the parties within ten (10) days (Saturday, Sunday and holidays excluded). Within five (5) days of said meeting (Saturday, Sunday and holidays excluded), the Mayor or his designee will reduce his decision to writing and provide copies To all parties in interest. E. If any party is dissatisfied with the disposition of the Mayor or his designee, said party may invoke final and binding arbitration of the grievance or dispute by serving written notice of intention to do so within fifteen (15) calendar days following receipt of the written decision of the Mayor or his designee. The arbitrator shall then be selected by jointly requesting, in writing, the Wisconsin Employment Relations Commission to submit a panel of five (5) arbitrators from which the parties will alternately strike two (2) names, the name remaining being the arbitrator. After the arbitrator is appointed, the parties shall agree on a hearing date as soon as is mutually convenient. The arbitrator shall have jurisdiction to rule on the arbitraribility of the dispute, to issue subpoenas, to define the questions involved, to make rulings on procedure and evidence according to the equities of the situation, and to render a decision on the merits which will be comprised final and binding on the parties. The authority of up the arbitrator shall be limited to four the above, and he/she shall have no authority to add to, detract from, or amend the Agreement. The costs and expenses, if any, of such arbitrations shall be shared equally by the CITY and ASSOCIATION except that each party shall pay its own witness and attorney's expenses. F. The purpose of the time limits in the foregoing paragraphs is to provide a procedure for dispute settlement which will be prompt and expeditious. All grievances not submitted or appealed by the grievant or his/her representative in the time limits specified herein shall be deemed abandoned grievances. However, where extenuating circumstances prevail, any of the said limits may be modified or extended by written mutual agreement of the parties. G. The parties agree that they will jointly compose a written grievance form to be used in processing grievances under this article. H. If any grievance or dispute shall originate directly from action of the Chief of the Police Department, the procedure may be commenced at Step 3, in paragraph C above. If any grievance or dispute shall originate directly from the action of the Mayor or the Board of Police and Fire Commissioners, the procedure may be commenced at Step 4 in paragraph D above. In either event, the officer involved under Step 1 and the Chief shall be given notice of the same by exhibiting to them the written grievance form. Said officer and Chief shall admit notice of the same by initialing the appropriate space on the form. I. The ASSOCIATION President and Executive Board will appoint five (45) representatives of the Employer ASSOCIATION to the Grievance Committee and shall inform the CITY of the names of the individuals so appointed and of any change thereafter made in such appointments. The CITY shall allow a maximum of two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing the necessary time to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all process the grievances which were referred to it prior to during the course of their duty day without loss of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designatepay.

GRIEVANCE PROCEDURE. ‌ A 7.1 The Union and any employee covered by this Agreement shall have the right to present to the Company, and the Company to the Union, complaints or grievances pertaining to any matter involving interpretation or application of this agreement. Employees shall have the right to present complaints and grievances to the immediate supervisor/manager either personally or through the designated union ▇▇▇▇▇▇▇. Where employees choose to file a grievance is defined as any complaint or difference between personally, the Parties arising from Union will be notified (by the interpretationemployee) and will have the opportunity, applicationat its sole discretion, administration or alleged contravention to attend each of the Collective three meetings called for the purpose of discussing and adjusting the grievance. Any such adjustment must be consistent with the terms of this Agreement. The parties commit to a good faith effort to resolve complaints informally before invocation of the grievance procedure. Step 1 The employee will bring 7.2 All grievances shall be presented as soon as practicable after the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware occurrence of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employerevent on which it is based, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue but in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within no event later than ten (10) working days of if it is a dismissal grievance, or if the meeting. If requiredgrievance arises from any other cause, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five no later than twenty (520) working days from the date the Union knew or reasonably should have known of receiving a Step 2 the events giving rise to the grievance. 7.3 Time limits for grievances at any step, or for any response, may be extended by mutual agreement between the Union and the Company. A meeting with If it is determined under the City Manager will occur within five grievance procedure, including arbitration, that any adjustment in wages is appropriate, such adjustment shall be based upon existing wage rates and shall be applied retroactively to the date of the occurrence, at the discretion of the arbitrator, provided that such date is not more than twenty (520) working days prior to the date upon which the grievance was presented. 7.4 Grievances shall be processed as follows: The union ▇▇▇▇▇▇▇, or designee, shall reduce the grievance to writing on a form developed mutually by the Company and the Union and submit it to the appropriate supervisor/manager. A copy must be forwarded to the Company Labor Relations Representative. The written grievance must specify (1) the facts upon which the grievance is based; (2) the section or sections of the referral agreement claimed to have been violated; and a written response to (3) the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designateresolution requested.

GRIEVANCE PROCEDURE. ‌ The steps in the grievance procedure are as follows: a. A bargaining unit member who has a grievance is defined as any complaint or difference between concerning their employment should promptly orally inform the Parties arising from bargaining unit member’s immediate supervisor. b. The supervisor must be informed no later than ten (10) University days after the interpretationoccurrence. c. Grievances related to payroll items must be presented within ten (10) University days after the payday concerned. d. The supervisor, application, administration or alleged contravention after being informed of the Collective Agreementoral complaint, must set a place and time within the next five (5) University days for the oral presentation of the grievance. Step 1 e. The oral presentation will be held during the aggrieved employee’s working hours without loss of time or pay. f. If the aggrieved employee will bring wishes, the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of district ▇▇▇▇▇▇▇ may assist the complaint or differencebargaining unit member in the oral presentation. If the district ▇▇▇▇▇▇▇ assists the bargaining unit member, the Oral Presentation ESP Union Support Statement shall be completed. The Oral Presentation ESP Union Support Statement is located in Appendix D. Following the oral presentation: a. If the aggrieved employee may be assisted by does not receive a Union representative. An informal discussion will take place and the exempt supervisor will provide a response satisfactory answer, or no answer, within five (5) working University days of the discussion. Grievances not resolved at Step 1 grievance may be referred submitted in written form. b. The written grievance will be submitted to the Central Grievance Committee. bargaining unit member’s immediate supervisor or the immediate supervisor's designated representative, for a written decision. c. The Central Grievance Committee will written grievance must be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing submitted to the other Parties bargaining unit member’s immediate supervisor or the immediate supervisor’s designated representative, within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working University days following an unsatisfactory answer, or no answer. a. A Second Step Grievance Hearing shall be set by the immediate supervisor or designated representative upon the receipt of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will grievance. The Second Step hearing shall be provided set within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designate.five

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint or difference (a) Representation for the effective handling of grievances and disputes between the Parties arising from parties under this Agreement, shall be: 1. The Union will be represented by properly designated Stewards in each section at each point on the interpretationSystem, applicationwho will be known as the section ▇▇▇▇▇▇▇, administration or alleged contravention one of which will be known as the Chief ▇▇▇▇▇▇▇. 2. The Chief ▇▇▇▇▇▇▇ will deal with officials of the Collective Company together with, or through, an accredited representative of the Union. 3. The Company will be represented by an authorized representative at each point, who will be empowered to settle all local grievances involving changes in Company Policy, or the intent and purpose of this Agreement. Step 1 4. The employee will bring Union and Company will, at all times, keep the issue forward to his or her exempt supervisor within seven (7) working days other party advised through written notice of first becoming aware any change in authorized representatives. 5. The accredited representative of the Union should be permitted at any time to enter shops and facilities of the Company for the purpose of investigating grievances and disputes, after contacting the Company official in charge, and advising him of the purpose of the visit. (b) For the presentation of disputes and grievances that may arise, the following procedure will apply: STEP 1: An employee who believes that he has been unjustly dealt with, or that any provisions of this Agreement have not been properly applied or interpreted will present his grievance or complaint with or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response through his designated shop ▇▇▇▇▇▇▇ within five (5) working days from the date of the discussion. Grievances not resolved at Step 1 may be referred such incident to the Central Grievance Committeehis Department Manager. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee Manager will discuss all the grievances which were referred to it prior to grievance with the day of the meeting Chief Shop ▇▇▇▇▇▇▇, if available, and attempt to resolve them. A written response to the grievances will be provided to the other Parties render a decision within ten (10) working days following receipt of the meeting. grievance. STEP 2: If requiredthe Step I decision is not satisfactory, in addition the District #142 General Chairman shall make written appeal to Step 2 to the regularly scheduled meetingsCompany’s Human Resources Manager, special meetings of all or part within ten (10) days after receipt of the Central Grievance Committee may be held to follow up on outstanding issuesdecision. Grievances Any grievance not satisfactorily resolved at Step 2 may 1 shall be referred to reviewed by the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Human Resources Manager or his/her designatedesignee and the General Chairman who shall meet within twenty (20) days after the receipt of the Step 1 decision. Within ten (10) days following such meeting, the Company or Union, depending on who is the grieving party, will issue a written decision setting forth its position which will be mailed to the other party. If the position received is not satisfactory to the grieving party, it must appeal the decision to the System Board of Adjustment within ten (10) days after receipt of the Step 2 decision. STEP 3: If no satisfactory adjustment is reached in the previous steps, the grievance and decisions thereon may be appealed to the Systems Board of Adjustment as set forth in Article XIV of this Agreement; provided that notice of intent to appeal is filed within thirty (30) days from receipt of the decisions made by the Human Resources Manager. (a) 1. No employee who has been in the service of the Company for more than one hundred eighty (180) calendar days will be disciplined to the extent of loss of pay or discharged without first having the benefit of a fair impartial hearing. However, an employee may be suspended pending such investigation or such hearing.

GRIEVANCE PROCEDURE. ‌ A Section 1. For the purpose of this Agreement, a grievance is defined as only those disputes involving the alleged violation of any complaint or difference between provision of this Agreement including the Parties arising from Employee Manual and any applicable letters/memoranda of understanding. A grievance requires that the interpretationdamaged employee be named, application, administration or and an “all affected” grievance requires that the group alleged contravention to be affected be identified. Such grievances shall be disposed of in accordance with this Article and the Collective Agreement.following procedures: Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference1. The employee may be assisted by a Union representative. An informal discussion will take place aggrieved employee, and the exempt supervisor will provide a response within five (5) working days ▇▇▇▇▇▇▇ upon the request of the discussion. Grievances not resolved at Step 1 may be referred said employee, must submit any grievance to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties employee's immediate supervisor within ten (10) working workdays following the date that the employee knew or should have known of the occasion giving rise to such grievance. There shall be discussion between the above mentioned parties and the employee's immediate supervisor within one (1) workday after the submission of the grievance. The Center's decision regarding the grievance, either oral or written, will be given by the supervisor to the employee within two (2) workdays after the above mentioned meeting. Step 2. If the grievance is not satisfactorily settled in step 1, it shall be reduced to writing, signed by the aggrieved employee and the ▇▇▇▇▇▇▇ and presented to the Service Director or Step 3. If the Grievance is not satisfactorily settled in Step 2, the aggrieved employee and/or the Union may submit a written appeal of the Center's decision to the Executive Step 4. If the grievance is not satisfactorily settled in Step 3, the Union shall have the right, within thirty (30) calendar days after the Center's decision in Step 4 is rendered, to notify the Center, in writing, that the matter will be submitted to arbitration. The arbitrator shall be selected in accordance with the following procedure: Either the Union or the Center shall have the right to request a panel of seven (7) arbitrators from the Federal Mediation and Conciliation Service (FMCS). Each party will strike one name from the panel, in rotating order, with the one remaining arbitrator being the one selected. When neither party requests an arbitration panel within 14 days of the meeting. If requirednotice to proceed to arbitration, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days considered to be satisfactorily settled and the Center’s decision shall stand. Section 2. With respect to every arbitration, the decision of the conclusion arbitrator shall be final and binding upon the Center, the Union and any employee involved. The arbitrator shall be bound by the exhibits and evidence presented at the arbitration proceedings. The expense of Step the arbitration, including the expense and fee of the arbitrator, the cost of the hearing room, the cost of the reporter, if desired by both parties (excluding fees for attorneys retained by the Union or the Center) shall be shared equally by the parties. The arbitrator shall not have the power to amend, delete, add to or change in any way any of the terms of this Agreement or to impair, minimize or reduce any of the rights reserved to management under this Agreement or given to the Union or the employees by this Agreement. Expedited arbitration shall be utilized if mutually agreed by the Union and the Center. Section 3. A If the answer or a decision of the Center is not rendered by the Center within the time limits provided for in the grievance procedure, the aggrieved employee, or the Union shall have twenty (20) workdays from the date by which the Center was to have rendered its decision to take the grievance to the next step. If at any step the aggrieved employee, or the Union does not submit the grievance or appeal the Center's decision in the manner and time limits provided for in the grievance procedure, the grievance shall be considered settled on the basis of the last decision of the Center without any further appeal or reconsideration. The time limits at Step 3 any level of the grievance procedure may be referred to Arbitration within five (5) working days of receipt extended by mutual written agreement between the Union and the Center. Section 4. A settlement by the Center with the Union at any stage of the City Manager’s decision. Such referral will be in writing grievance process shall bind the Center, the Union and will be directed to the City Manager or his/her designateaggrieved employee.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint or difference an alleged violation of the specific terms of this Agreement. It is agreed that only one grievance concerning an alleged violation will be It is the mutual desire of the parties hereto that pro- blems experienced by employees shall be addressed as quickly as possible, and it is understood that an employee has no grievance until he has given the Supervisor the first opportunity to address the problem. Following this, should an employee wish to discuss the problem with his ▇▇▇▇▇▇▇, he will request the Supervisor to ar- range a meeting between the Parties arising from employee and his ▇▇▇▇▇▇▇. Such meeting will take place within 3 working days. If a written grievance is filed with the interpretationSupervisor, application, administration or alleged contravention of it must be filed within seven days after the Collective Agreement. cir- cumstances giving rise to the grievance have occurred and shall pro- ceed in the following manner and sequence. Step No. 1 The employee may submit a written grievance to the Super- visor on the form (Appendix provided by the Union. It will bring be signed and dated by the issue forward to employee involved and in all cases by his or her exempt supervisor within seven (7) working days of first becoming aware ▇▇▇▇▇▇▇. It will be identified a number issued by the Chief ▇▇▇▇▇▇▇. The Supervisor will acknowledge the receipt of the complaint or differencegrievance with his signature and the date received. At the grievance hearing a ▇▇▇▇▇▇▇ be present. The employee may be assisted by a Union representative. An informal discussion will take place nature of the grievance, the remedy sought and the exempt supervisor sections of the Agreement which are alleged to have been violated shall be set out in the grievance. The Supervisor will provide a response deliver his deci- sion in writing within five (5) three working days of the discussionhearing to the and the Chief ▇▇▇▇▇▇▇. Grievances not resolved at Step 1 No. 2 Within three working days of the Supervisor’s decision under Step No. the grievance may be referred submitted to the Central Grievance Committeeappropriate manager or his designate. At the grievance hearing the Chief ▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ and the will present. The Central Grievance Committee Manager will his decision in writing within three working days of the hearing. Step Within four working days of the Manager’s decision under Step No. the may be submitted to the Director of Personnel or s designate. At this grievance hearing the Representative and/or the Chief ▇▇▇▇▇▇▇, the ▇▇▇▇▇▇▇ and the will be comprised present. The Director of up Personnel will deliver his decision in writing within four working days of the hearing. Where no answer is given within the time limits specified in the Grievance Procedure the employee concerned, the Union, or the Employer shall. be entitled to four (4) submit the grievance to the next of the Grievance that is not or processed to the next step in Pro- cedure within the aforesaid time limits, or as mutually extended, shall be deemed to have been abandoned. agreements reached under the Grievance Procedure between the representatives of the Employer and two (2) the representatives of each CUPE Localthe Union will be final and binding upon the Employer and Union and the employee(s). Each Party (Employer, CUPE 399, CUPE 1048) will choose A grievance as defined herein arising directly between the Employer and the Union shall be originated under No. However,-it is expressly understood that the provisions of this paragraph may not be used by the Union to institute a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined timegrievance directly affecting an employee or employees which such employee or employees could themselves institute and the regular grievance procedure shall not be thereby by-passed. Any Party wishing to advance a grievance to Step 2 will refer by the issue Employer or the Union as provided in writing this paragraph shall be com- menced within seven working days after the circumstances giving rise to the other Parties grievance have occurred. Failing settlement under the Grievance Procedure, such may be submitted to Arbitration as set forth in Arti- cle 1 4. If no written for Arbitration is received within seven (7) five working days of receiving a after the decision under Step 1 responseis given, it shall be deemed to have been settled and not eligible for Arbitration. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redressAll grievances initiated at Step No. The referring Party will also state with whom and when 2 or Step No. 3 require all information contained on the Step 1 meeting occurred. The Central Grievance Committee will discuss all grievance form be completed with the grievances which were referred to it prior to the day exception of the meeting supervisors deci- sion and attempt to resolve themsignature. A written response to the grievances Work days as delineated in this article will be provided con- fined to the other Parties within ten (10) working days of the meeting. If required, in addition Monday to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designateFriday inclusive.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as There shall be a Union Grievance Committee, composed of one (1) member for every thirty (30) employees in the bargaining unit. In dealing with the Company, no more than two (2) members may act on the Union Grievance Committee at any one time. The Union will notify the Company in writing of the names of the Union Grievance Committee members and of any changes that may occur in same. The Company shall not be required to recognize members of the committee until it has been notified in writing by the Union of the names selected. Should a regular employee feel that complaint or difference between problem could result in a written grievance, shall take the Parties arising from following steps in order: Not later than five (5) days following the interpretation, application, administration or alleged contravention occurrence of the Collective Agreement. Step 1 The event giving rise to the grievance or the employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming becomes aware of the complaint or differencesituation, will request a Step I meeting with their Team Leader, who will arrange to hold a meeting within five (5) days to discuss the matter. The A copy of the Step meeting request will be given to the employee and the Team Leader will forward a copy to the Union. When a Step meeting is scheduled the employee may be assisted by a Union representative. An informal discussion will take place one (1) member of the Grievance Committee and the exempt supervisor Team Leader may be accompanied by another Company The grievance shall state the nature of the grievance, articles violated, and settlement sought as clearly as possible on the grievance form provided. The Team Leader will provide issue a response signed, dated reply within five (5) working days of receipt of the discussion. Grievances not resolved at Step 1 may be referred grievance to the Central Grievance Committeeemployee. Failing settlement with the Team Leader in Step the grievance shall be submitted to Employee Relations within a further five (5) days. The Central Grievance Committee Company will be comprised of up to four (4) representatives of the Employer and inform, when possible, two (2) representatives days in advance but in no case less than one (1) day in advance the Union at Step of the date, place and hour of the hearing of the grievance. Within ten days, the Superintendent and/or their representative will meet each CUPE Local. Each Party accompanied by no more than two (Employer, CUPE 399, CUPE 10482) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month members, to discuss grievances presented at a predetermined Step At the same time. Any Party wishing to advance a grievance to Step 2 will refer , the issue in writing may submit any information relating to the other Parties within seven (7) working days of receiving grievance, which may help to clarify the matter. In order to give the matter proper consideration the Superintendent will render a Step 1 response. The written referral will contain enough detail so that decision in writing, stating the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If requiredreasons, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days following the meeting in which the grievance was discussed at Step Settlement or withdrawal of receiving a grievance at Step 2 responseor Step shall not set precedent. A meeting with the City Manager will occur within five No Company representative can hear more than one (51) working days step of the referral and a written response to grievance procedure. If the grievance will be provided within five (5) working days is not settled as a result of the conclusion grievance meeting, or some other mutually agreed process, and if the grievance is one which concerns the interpretation or alleged violation of Step 3. A the Agreement the grievance not settled at Step 3 may be referred by either party to arbitration as provided in article however it is hereby agreed that no grievance may be referred to Arbitration within five arbitration after a period of twenty-six (526) working days of receipt from the date of the City Manager’s decision. Such referral will be decision in writing and will be directed to of the City Manager or his/her designateStep answer.

GRIEVANCE PROCEDURE. ‌ A 10.01 Any complaint or cause of dissatisfaction arising within this Agreement between an employee or employees and the Company, with respect to the administration of this Agreement, shall be dealt with as speedily and effectively as possible in accordance with the following procedure. No employee will be discriminated against, nor will his record be affected because of his lodging a grievance. 10.02 An employee having a complaint shall if he so desires, discuss the matter with the employee’s immediate Supervisor. However, before a grievance is defined as any complaint reduced to writing, he must submit it to a Committeeperson, or difference between the Parties arising from Chairperson in the interpretation, application, administration or alleged contravention absence of the Collective Agreement.Committeeperson, who will discuss it verbally with the employee’s immediate Supervisor. If the complaint is not settled to the satisfaction of the employee concerned and/or the Union, then the following steps of the grievance procedure may be invoked. STEP NO. 1 Step 1 10.03 The Zone Committeeperson shall reduce the grievance to writing on Grievance Forms supplied by the Company and signed by the employee (or employees) and the Zone Committeeperson or the Office Chairperson. The Zone Committeeperson shall deliver two (2) copies to the employee’s (or employees’) Supervisor. The Zone Committeeperson and the Supervisor will bring make an effort to resolve the issue forward to his or her exempt supervisor grievance. The Supervisor within seven two (72) working days of first becoming aware his receipt of the complaint or differencegrievance, will furnish his written answer to the Zone Committeeperson on two (2) copies of the form. The STEP NO. 2 10.04 If the decision of the Supervisor is not satisfactory to the employee concerned and/or me Union, the grievance may be assisted by a Union representative. An informal discussion will take place and passed to the exempt supervisor will provide a response Industrial Relations Supervisor within five (5) working days of the discussionSupervisor’s decision and the Labour Relations Supervisor shall place the grievance on me agenda for the next Office Union/Company meeting. Grievances not resolved at Step 1 may be referred to During me interval. the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives Chairperson of the Employer and two (2) representatives of each CUPE LocalBargaining Committee shall be permitted time to investigate the case. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee ChairpersonSTEP NO. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue 3 10.05 Management’s decision on grievances shall be in writing and if not delivered at time of meeting shall be delivered to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day me Chairperson of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Bargaining Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within later than five (5) working days following the day on which the conference was held. 10.06 At any stage of receiving a Step 2 responsethe grievance procedure including arbitration, the conferring parties may have the assistance of the employee or employees concerned and any necessary witnesses. A meeting All reasonable arrangements will be made to permit the conferring parties to have access to the office to view the disputed operations or to confer with the City Manager will occur necessary witnesses. 10.07 The Company may decline to consider a matter under the Grievance Procedure unless it has to do with the application or interpretation of the terms of this Agreement and the condition or circumstances upon which the grievance is based, originated or occurred within five twenty (520) working days of the referral and a written response its having been brought to the grievance will attention of the Supervisor. However, grievances in respect to group insurance settlements may be provided placed within five seventy (570) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral dam on which they originated. 10.08 The Company will be in writing supply pertinent production, payroll and will be directed attendance records and disciplinary notices pertaining to the City Manager or his/her designateemployee involved, when requested by the Union for the settlement of a grievance at Step. No. 2 of me grievance procedure.

GRIEVANCE PROCEDURE. ‌ A grievance is shall be defined as any complaint a disagreement or difference of opinion between the Parties arising from Company, the Union, or an employee covered by this Agreement, concerning the interpretation, application, administration operation or alleged contravention violation of the Collective a provision of this Agreement. (a) Step 1 The One If an employee will bring or a Union Representative on behalf an employee has complied with Article and the issue forward to his employee believes has a grievance as defined in this Article, the employee or her exempt supervisor within seven (7) working days of first becoming aware a Union Representative on behalf of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and must file the exempt supervisor will provide a response grievance in writing with Co-ordinating Group Manager within five (5) working days from the time the employee became aware of the discussion. Grievances not resolved at Step 1 may be referred event giving rise to the Central Grievance Committeegrievance. The Central Grievance Committee will grievance shall be comprised on the forms supplied and shall set forth the name, state the facts giving rise to the grievance, identify the provisions of up this Agreement alleged to four (4) representatives of have been violated, and state the Employer and relief requested. The Co-ordinating Group Manager shall respond to the grievance in writing within two (2) representatives working days from the date that the grievance was presented to If the decision of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing Co-ordinating Group Manager is not satisfactory to the other Parties or if the Co-ordinating Group Manager does not provide a written response within seven the time frame set forth in the Step One, then the written grievance requesting further consideration of the matter must be presented to the General Manager within three (73) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day receipt of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties decision of Step One or within ten three (103) working days of the expiry of the time limit set forth for response in Step One. A meeting shall be held within ten (IO) working days or such other time as mutually agreed by both parties. The may decide to be present at this meeting along with the Plant Chairperson, one Union Representative, and the President of the local Union (or a designate), the General Manager and such other persons as are chosen by the General Manager to attend such meeting. If required, in addition The Company’s decision relating to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may grievance shall be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred rendered in writing to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing Plant Chairperson within five (5) working days after conclusion of receiving a Step 2 responsethe meeting, or such later time as may be mutually agreed. A meeting with the City Manager will occur Either party may, within five (5) ten working days after the decision of Step Two or the expiry of the referral time limit set forth for response in Step Two, whichever is earlier, refer the matter to arbitration by giving written notice of its intention to refer the grievance to arbitration. If written notice is not so given within such ten working day period, the decision in Step Two shall be final and a written response binding upon both parties to the Agreement and all affected employees. After notice of intention to refer the grievance to arbitration has been completed, the referring party shall advise the arbitrator referred to in Article within ten days. The term “working days” as used in this Article is defined as calendar days other than Saturdays, Sundays, and General Holidays as set forth in this Agreement. Where the circumstances giving rise to the grievance will be provided within five (5) working days of occurred during an employee’s vacation, the time for filing such grievance shall not begin until the conclusion of Step 3the employee’s scheduled vacation. Where a grievance is properly referred to arbitration in accordance with the terms of this Article, it shall be referred to an Arbitrator chosen in rotation from the following panel: ▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇▇ The person selected as Arbitrator shall in no way be involved directly in the controversy under consideration, or be a person who has a personal or financial interest in either party to the dispute. The Arbitrator shall not be vested with the power to change, modify or alter any of the Terms of this Agreement. A copy of the decision on computerized disk format shall be provided to both parties. The expenses of the Arbitrator shall be borne equally by the parties to the arbitration proceedings. In the case of a grievance alleging improper discharge or suspension of an employee, the grievance shall be lodged in accordance with Step Two of the grievance procedure above. The Union or the Company may file a policy grievance concerning the interpretation, application, operation or alleged violation of a provision of this Agreement. Such grievance must directly effect the Union or the Company. Such grievances shall not settled be filed by the Union in cases where the grievance is a matter that was capable of being processed as an employee grievance pursuant to the provisions of Article A policy grievance shall take the form of a Step Two grievance. If the grievance is not resolved at Step 3 Two, then it may be referred to Arbitration arbitration, provided that the same is done within five (5) working days of receipt of the City Manager’s decision. Such referral will be time limits previously set forth in writing and will be directed to the City Manager or his/her designatethis Article.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any a) When an employee has a complaint or difference between a grievance, the Parties arising from procedure set out in this section shall be followed in an effort to arrive at a satisfactory settlement. Such matters shall be immediately brought to the interpretationparties concerned, application, administration or alleged contravention of and every effort will be made by the Collective Agreement. Step 1 The employee will bring the issue forward parties to his or her exempt supervisor within seven (7) working days of first becoming aware of deal with the complaint or differencegrievance in a prompt and equitable manner. b) It is understood that an employee has no grievance until he has first given his immediate supervisor or designate an opportunity to address his complaint. The employee may If the complaint is to be assisted by brought forward as a Union representative. An informal discussion will take place and the exempt supervisor will provide a response grievance, it must be brought forward within five (5) working days of the discussion. Grievances not resolved at Step 1 may employee becoming aware of the incident. 13.02 Any grievance whether affecting one (1) or more employees, shall be referred in the first instance, submitted orally to the Central Grievance Committeeimmediate supervisor or his designate of the department by the employee or employees concerned. If any employee so desires, he may have a member of the Plant Union Committee or a Union ▇▇▇▇▇▇▇ accompany him. The Central Grievance Committee immediate supervisor or his designate will be comprised of up to four give his answer verbally within three (43) representatives of working days. 13.03 If such answer is not suitable, the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties employee or employees may within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that then submit the other Parties will know what issues(s) are involved grievance in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior writing to the day Department Manager on a grievance form to be supplied by the Union. After a meeting (if required) with the griever and a member of the meeting and attempt to resolve them. A written response Plant Union Committee, the Department Manager or alternate will give his reply in writing to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all employee or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing employees within five (5) working days following his receipt of receiving a Step 2 response. A meeting with the City Manager will occur written grievance. 13.04 If the Department Manager’s decision is not satisfactory to the employee or employees, the Plant Union Committee may, within five (5) working days of days, request a meeting with the referral and Plant Manager or his alternate. At such a written response to the grievance meeting, either party may bring in representatives if they so desire. The Plant Manager will be provided within give his answer in writing five (5) working days after such a meeting has taken place with a copy to the Plant Chairperson. 13.05 Should any grievance fail to be satisfactorily settled under the foregoing provisions of the conclusion of Step 3. A this Section such a grievance not settled at Step 3 may be referred to Arbitration arbitration by either party within five ten (510) working days of receipt as provided herein or is considered withdrawn. 13.06 All Agreements and settlements reached at the Plant Manager stage of the City Manager’s decision. Such referral will grievance procedure, between the Company and the Union, shall be in writing and signed by both parties. 13.07 Any of the time allowance provided in this article may be extended by mutual Agreement between the Company and the Plant Union Committee. 13.08 Any dissatisfaction arising through notices posted by the Company relating to Plant Rules, Safety Rules, or general working conditions, etc. will be directed to dealt with in accordance with the City Manager or his/her designategrievance procedures, providing said notices are inconsistent with the terms of this Agreement.

GRIEVANCE PROCEDURE. ‌ A grievance A. The informal resolution of differences or grievances is defined as any complaint or urged and encouraged to be resolved at the lowest possible level of supervision. Should a difference arise between the Parties arising from Employer and the Union or any of the employees covered by this Agreement as to interpretation, application, administration or violation of this Agreement; or any written work rules or policies; or any disciplinary action reduced to written form by the Employer, it shall be settled in accordance with the grievance procedure set forth below: STEP 1 Any employee having an alleged contravention of grievance shall first take up the Collective Agreement. Step 1 The employee will bring matter with his ▇▇▇▇▇▇▇ or other designated supervisor as the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or differencecase may be. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response If not settled within five (5) working days days, Monday through Friday, it shall be discussed with the employee’s representatives. If not settled in this discussion, the grievance shall be reduced to writing and signed by the grievant. Any grievance not submitted within five (5) working days, Monday through Friday, of its occurrence shall be considered automatically closed. STEP 2 The written grievance shall be discussed between the representative and the ▇▇▇▇▇▇▇. The ▇▇▇▇▇▇▇ shall give his written decision within five (5) working days, Monday through Friday, of receipt of the discussion. Grievances written grievance. STEP 3 In the event the grievance is not resolved at settled in Step 1 may 2, a meeting shall be referred to held between the Central Grievance Committeerepresentative, the grievant, and Director of Public Services/or designee within five (5) working days, Monday through Friday. The Central Grievance Committee will be comprised of up to four (4) representatives decision of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will Director/or designee shall be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue given in writing within five (5) working days days, Monday through Friday, of receiving a Step 2 response. A meeting the end of the meeting, unless the time is extended by mutual agreement. STEP 4 If the union is not satisfied with the City Manager will occur decision at Step 3, the representative of the Union may, within five (5) working days of days, Monday through Friday, after the referral and a written response decision at Step 3, submit the grievance in writing to the City Manager. The union shall submit its statement of position and all relevant information with such notice. If the grievance will be provided is not so submitted within five (5) working days days, Monday through Friday, it will be considered closed on the basis of the conclusion of Step 3last disposition. A grievance not settled The City Manager shall meet with the representative and grievant. Each may have outside representatives at such meeting or at the Step 3 may be referred meeting, with notice to Arbitration the other. The City Manager will submit within five (5) working days days, Monday through Friday, of receipt of any such hearing the City ManagerCity’s decision. Such referral will be decision in writing and will be directed to the Union. A. In the event the grievance is not settled in Step 4, the Union shall have the right to appeal the dispute by giving written notice to the City Manager or his/her designate.of its intent to submit the matter to arbitration. Such written notice must be received by the City Manager within fifteen

GRIEVANCE PROCEDURE. ‌ A 21.5.1 The immediate administrative superior may respond in writing to each written grievance within fifteen (15) working days after the submission of the grievance by the aggrieved party. If the aggrieved party is defined as any complaint or difference between not satisfied with the Parties arising written response of the immediate administrative superior the aggrieved party may file a written grievance to the Chief School Administrator within fifteen (15) working days. If no response is received within fifteen (15) working days from the interpretation, application, administration or alleged contravention administrative superior after the submission of the Collective Agreementgrievance, such aggrieved party may file a written grievance to the Chief School Administrator within fifteen (15) working days and day one (1) of this fifteen (15) working day period will begin on the sixteenth (16) working day after the original submission of the grievance to the administrative superior. Step 1 21.5.2 The employee will bring Chief School Administrator or his designated representative shall, upon request, confer with, the issue forward aggrieved parties with respect to the grievance and shall deliver to the aggrieved parties a written statement of his or her exempt supervisor within position with respect to it no later than seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted after it is received by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five him. 21.5.3 Within fifteen (515) working days of receipt of a determination under Step 2, the discussionaggrieved may request a hearing before the Board of Education. Grievances not resolved The hearing will be scheduled at Step 1 may be referred the earliest date mutually acceptable to the Central Grievance CommitteeBoard and the aggrieved party. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties Board shall render its decision within ten (10) working days after the hearing. 21.5.4 In the event the aggrieved is not satisfied with the decision of the meeting. If requiredBoard of Education with respect to a grievance, in addition to the regularly scheduled meetingsit may, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of after receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and decision, submit a written response notice to the Board to this effect. The Board and the aggrieved will then refer the grievance will be provided within five to arbitration by requesting PERB to propose the names of seven (57) working days of the conclusion of Step 3arbitrators. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of Upon receipt of the City Manager’s decision. Such referral names of the proposed arbitrators, a designee of the Chief School Administrator and the Association shall strike names from the list until one ultimately is designated as the arbitrator. 21.5.5 The arbitrator's decision will be in writing and will set forth his findings, reasoning and conclusions on the issues submitted. The arbitrator will be directed without power or authority to make any decision which requires the City Manager commission of an act prohibited by law or his/her designatewhich violates of the terms of this agreement. The decision of the arbitrator shall be binding. The arbitrator shall have no power to alter, add to or detract from the provisions of the agreement. 21.5.6 The cost of the services of the arbitrator will be borne equally by the school board and the Association.

GRIEVANCE PROCEDURE. ‌ A A. An employee who believes that he has been unjustly dealt with or that any provisions of this Agreement have not been properly applied or interpreted, or against whom the Company has proffered charges in writing, may present his grievance is defined as any complaint or difference between the Parties arising from the interpretationthrough his representative, application, administration or alleged contravention of the Collective Agreement. Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of to his supervisor who will evaluate the grievance or complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within render his decision as soon as possible but no later than seven (7) working days following receipt of receiving a Step 1 responsesaid grievance. The written referral will contain enough detail so that supervisor must physically give the other Parties will know what issues(s) are involved in employee the complaint and what grievance response. B. If the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day decision of the meeting and attempt to resolve them. A written response to supervisor is not satisfactory, the grievances will be provided to the other Parties grievant may appeal within ten (10) working days to the Vice President of Maintenance or his designee, who will render a decision as soon as possible, but no later than ten (10) days after the appeal is submitted to him. Responses will be sent to the grievant by certified mail return receipt requested to the grievant’s home address as provided by the employee on the grievance form. If mutually agreed with the Company and Local President, the Company may return the grievance physically to the grievant and will supply a confirming e- mail to the Local Union President. C. If the decision of the meeting. If required, in addition Vice President of Maintenance or his designee is not satisfactory to the regularly scheduled meetingsemployee, special meetings of all or part of the Central Grievance Committee grievance and the decision thereon may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred appealed to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue Envoy Air Inc. Boards of Adjustment as provided for in writing Article 22 of this Agreement; provided however said appeal is submitted within five twenty (520) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decisiondecision rendered by the Vice President of Maintenance or by his designee. Such referral Once a grievance has been docketed for System Board, the Vice President of Maintenance or his designee and the Local Union President or his designee will meet in an effort to resolve the grievance prior to a System Board hearing. D. Any grievances involving discharge only, will be submitted initially to the second step, as provided in section B of this Article. If the grievance is unresolved after such second step it may be submitted to the System Board of Adjustment, as provided in section C of this Article. E. All grievances processed under the procedures provided above will be in writing and will be directed signed by the employee whose grievance it is, and all decisions on said grievance will be in writing. F. An employee who has a grievance and his representative may present the grievance during work hours without loss of pay for time so spent, but no more time than is reasonably necessary will be devoted to such presentation of grievance. G. If the decision to be made by the Company under the provisions of this Article 21 is not made within the time limits prescribed herein for such decisions, the grievance will be processed to the City Manager next step. If such untimely answers are a recurring problem at a given location / station the Local president can call for a panel review of the late answers. The panel will be composed of the Senior Vice President of the department and the International Representative (or his/her designatehis designee) of the Union. Such panel will review the facts surrounding the late grievance answers and issue a panel decision outlining the remedy. Such remedy will be binding on the Company and the employees. H. If, as a result of a decision in any of the steps of the grievance procedure, an employee is exonerated, all related disciplinary records will be removed from the employee’s personnel file and balancing entries made. In addition, if he has been held out of service, he will be reinstated without loss of seniority, and he will be paid at his base rate of pay for his regularly scheduled hours.

GRIEVANCE PROCEDURE. ‌ A grievance It is defined as any the mutual desire of the Parties hereto that complaint or difference cause for dissatisfaction arising between an employee and the Employer with respect to the application, interpretation or alleged violation of this Agreement shall be adjusted as as possible. It is generally understood that an employee has no complaint or grievance until either directly or through the Union, has first given Client Service Manager an opportunity to adjust the complaint. In this Article it is understood that the terms “Client Service Manager, General Manager and Human Resources Manager” used in this Agreement refer to the position or the equivalent position within each individual Employer’s organization. If, after registering the complaint with the and such complaint is not settled within five regular working days or within any longer period which may have been agreed to by the Parties arising from (in writing), then the interpretation, application, administration or alleged contravention following steps of the Collective Agreement. Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee grievance procedure may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may invoked: The grievance shall be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue submitted in writing to the other Parties within seven (7) working days of receiving a Step 1 responseSite Manager or management designate either directly or through the Union. The written referral will contain enough detail so that Site Manager or management designate shall meet with the other Parties will know what issues(s) are involved in employee and the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties employee’s Union ▇▇▇▇▇▇▇ within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part receipt of the Central Grievance Committee may be held grievance in an attempt to follow up on outstanding issuesresolve the grievance. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance The Site Manager or management designate shall within a grievance to Step 3 will refer the issue in writing within further five (5) working days of receiving a Step 2 response. A meeting with give answer on the City Manager will occur within five (5) working days grievance form and return it to the Union, If the decision of the referral and a written response to Site Manager or management designate is not satisfactory, the grievance will be submitted to the Employer within ten (10) working days. The Employer within fifteen (15) working days hold a meeting between the employee and the Union grievance committee, not to exceed three (3) in number and the appropriate representatives of Management, in a final attempt to resolve the grievance. A Staff Representative of the Union the may be present at this meeting if requested by either Party, The Employer shall within a further ten (10) working days give decision in writing, on the grievance form and return it to Union. The Employer shall not be to consider any grievance which is not presented within ten (10) working days after the or the Union first became aware of the alleged violation of the Agreement. Thereafter, the time limits in the Grievance Procedure shall be considered directory and not mandatory. If final settlement of the Grievance is not reached at Step Two, the Grievance may be referred in writing by either Party to Arbitration as provided in Article I at any time within five (555) days after the decision is received under Step Two. Employer grievances will be submitted directly to the servicing Staff Representative in the respective area. All time in this Article may be extended by mutual agreement of the parties, The Union agrees that all correspondence from the Union shall be on official letterhead. All policy and group grievances shall be submitted at Step within the time limits contained in Article Where stewards are required to attend meetings with the employer outside of regular hours of work, such time spent shall be considered time worked. For the purposes of this Article, call-in pay provisions contained in this Agreement shall not apply. Should final settlement of the grievance be reached and no written request to arbitrate be sent by facsimile or registered mail within the fifty-five (55) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of following receipt of the City ManagerEmployer’s decisionresponse under Step Two, the grievance shall be deemed withdrawn. Such referral will For any grievance of a continuous nature, the Employer’s liability shall be in writing and will be directed limited to thirty (30)days prior to the City Manager or his/her designate.filing of the grievance, provided that the Union has received notice pursuant to Article

GRIEVANCE PROCEDURE. ‌ Any grievance which may arise between the parties hereto shall be presented in the following manner and order and within the time limits set forth herein. A grievance is defined as a claim concerning the meaning or application of any complaint or difference between the Parties arising from the interpretation, application, administration or alleged contravention of the Collective provisions of this Agreement. Step 1 1. The employee, or a representative of the Association, shall take up the grievance with the employee's immediate supervisor within fourteen (14) calendar days of the date of the grievance or of the date the employee will bring first acquired knowledge or should have acquired knowledge of its occurrence. Such grievance shall be submitted in writing. The employee's immediate supervisor shall attempt to adjust the issue forward matter and shall respond within fourteen (14) calendar days after the submission of the grievance to him in Step 1. Step 2. If the grievance has not been settled in Step 1, it shall be taken up with the Superintendent, or his or her exempt supervisor designated representative, within seven (7) working calendar days of first becoming aware after the supervisor's response is due or received, whichever is earlier. Such grievance shall be submitted in writing. The Superintendent shall respond in writing within ten (I 0) calendar days after the submission of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to him in Step 2 will refer 2. Step 3. (not applicable to grievances involving discipline) If the issue in writing to grievance is still unresolved, the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties Association may, within ten (10) working calendar days after the reply of the meeting. If requiredSuperintendent is due or received, in addition whichever is earlier, submit the grievance to the regularly scheduled meetings, special meetings of all or part Committee. The Committee shall meet with the aggrieved employee and representative of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing Association within five twenty-one (521) working calendar days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of after receipt of the City Manager’s decisionwritten grievance in an effort to resolve the matter. Step 4. Such referral will If the grievance cannot be resolved by and between the Committee and the aggrieved employee and the Association within twenty-one (21) calendar days after the meeting held in writing and will Step 3, then the matter may be directed submitted to arbitration within fourteen (14) calendar days thereafter by either the Committee or the Association pursuant to the City Manager Labor Arbitration Rules of the American Arbitration Association. Failure of the grievant to present a grievance within and to advance it in accordance with any of the time limits set forth in the grievance procedure shall constitute a resolution of the grievance against the grievant. The time limits set forth herein may be enlarged by the written consent of the parties hereto. In the event any of the parties to whom the grievance is presented as hereinbefore provided fails to respond within the time limits provided, it shall be deemed a denial of the grievance. The arbitrator's authority shall be limited to matters involving the interpretation and application of the provisions of this Agreement. The arbitrator may not modify, amend, delete or his/her designateadd to the tenns of this Agreement. Within the limits of his authority, the decision of the arbitrator to the extent provided by law shall be final and binding. The fees and expenses of the arbitrator shall be borne equally by the parties. No employee shall have the right to require arbitration.

GRIEVANCE PROCEDURE. ‌ A Section 1 Any grievance is defined as any complaint or difference which may arise between the Parties arising from parties concerning the interpretation, application, administration meaning or alleged contravention interpretation of this Agreement shall be resolved in the Collective Agreement.following manner: Step 1 The An employee will bring the issue forward to his or having a grievance, and his/her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union local unit grievance representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399if requested, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working calendar days of the meeting. If required, in addition after it arose or should have been known to the regularly scheduled meetingsemployee shall be reduced to writing on grievance forms provided by TFPP (which shall then be assigned a number by the Department of Labor Relations at the Association’s request), special meetings of all or part of signed by the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred grievant and his/her local unit grievance representative, and presented to the City ManagerDepartment Head or designee and the Department of Labor Relations or designee. Any Party wishing to advance a A grievance to so presented in Step 3 will refer the issue 1 shall be answered in writing within five (5) working days of receiving a after its presentation. Step 2 responseIf the grievance is not settled in Step 1, the grievance may, within ten (10) calendar days after the answer in Step 1, be presented in Step 2. A meeting grievance shall be presented in this step to the Department of Human Resources. The Department of Human Resources shall hold a hearing within fifteen (15) calendar days and shall thereafter render a decision in writing within ten (10) days. Section 2 Failure on the part of TFPP to answer a grievance at any step shall not be deemed acquiescence thereto, and the Association may proceed to the next step. (a) Without waiving its statutory or management rights, a grievance on behalf of TFPP may be presented initially at Step 2 by notice in writing addressed to the Association at its offices. (b) When a disciplinary interview is scheduled, a nurse shall have the right to have an Association representative present at the meeting. If requested, the nurse will be given sufficient time to contact an Association representative. When a written complaint is received and an investigation is begun with the City Manager employee who has been identified as the subject of the complaint, the employee will occur be advised of his/her right to representation. Section 4 An employee who has been suspended or discharged, or the Association on his or her behalf, may file within five (5) working business days of the referral and suspension or discharge a written response to grievance in writing in respect thereof with the grievance will be provided within five (5) working days Department of Human Resources at Step 2 of the conclusion foregoing Grievance Procedure. The Association shall be notified on a timely basis of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager any suspension or his/her designatedischarge.

GRIEVANCE PROCEDURE. ‌ A. A grievance is defined as any complaint or difference a dispute between the Parties arising from Employer and the interpretationUnion and/or the employees concerning the interpretation or application of a specific provision of this Agreement, application, administration or alleged contravention and such grievances shall be processed and disposed of in the Collective Agreement.following manner: Step 1 The An employee will bring having a grievance and/or the issue forward to his employee’s Union representative shall discuss it with the employee’s immediate supervisor or her exempt supervisor within seven (7) working days of first becoming aware of whichever management person made the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response grievable decision within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred occurrence or knowledge giving rise to the Central Grievance Committeegrievance, whichever is later. The Central Grievance Committee will be comprised of up Employer shall respond to four the employee or the employee’s Union representative within five (45) representatives working days after the presentation of the Employer grievance in Step 1. Step 2 If the grievance is not settled in Step 1, the grievance may, within five (5) working days after the response in Step 1, be presented in Step 2. When grievances are presented in Step 2, they shall be reduced to writing, signed by the grievant and/or the Union representative and two presented by the grievant and/or the Union representative to the Director of Nursing/Administrator or designee, or with whomever is the individual who possesses the authority to correct the contractual violation or modify the disciplinary action, after which a meeting to discuss the merits of the grievance shall be held within five (25) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairpersonworking days. The Central Grievance Committee will meet once each month at a predetermined timegrievance in Step 2 shall be answered by the Employer in writing within five (5) working days after the meeting to discuss the grievance. Step 3 If the grievance is not settled in Step 2, the grievance may, within five (5) working days after the response in Step 2, be presented by the grievant and/or Union representative in Step 3. Any Party wishing The grievance shall be presented in this step to advance the Director of Employee/Labor Relations and Workforce Compliance Department or his or her designee. The Union may, upon submission of a grievance to in Step 2 will refer 3, request a settlement conference for the issue purpose of exchanging information in writing to resolution of the other Parties grievance. A settlement conference shall be granted as of right. It is agreed that either party may or may not present witnesses at the discretion of either party during the settlement conference. The settlement conference shall be held within seven ten (710) working days of receiving a submission of the grievance at Step 1 response3. The written referral will contain enough detail so that Employer shall respond in writing within five (5) working days after the other Parties will know what issues(s) are involved in date of the complaint and what the referring Party seeks as redresssettlement conference or submission, if no settlement conference is requested. The referring Party will also state with whom and when time limits for the Step 1 meeting occurred. The Central Grievance Committee will discuss all submission of a grievance by the grievances which were referred to it prior to employee/Union representative, the day setting of a settlement conference, or the Employer’s response may be extended by mutual agreement in writing for no more than an additional five (5) working days at each of the meeting and attempt to resolve them. A written response to above-referenced steps. B. Any grievance shall be void which is not presented for disposition through the grievances will be provided to the other Parties grievance procedure described herein within ten (10) working days of the meeting. If required, in addition occurrence or condition which it is claimed gave rise to the regularly scheduled meetingsgrievance. C. Upon being submitted to Step 2 of the Grievance Procedure, special meetings the grievance shall be reduced to writing. The written grievance must set forth all of all or the following: • The date and time when the grievance arose • A statement of the grievance and facts; • The remedy requested; • The violation of the specific provision of the agreement which is claimed; and • Signature of the aggrieved employee and/or the Union representative. In the absence of these specific details, the employer is under no obligation to accept the grievance at step one and will return the grievance so as to be properly completed. All Employer responses required in Steps 1, 2 and 3 above shall be in writing directed to the aggrieved employee with a copy furnished to the Union. A rejection of a grievance at any step of the Grievance Procedure by the Employer must contain the reasons for the rejection. D. Failure on the part of the Central Grievance Committee Employer to respond to a grievance at any step shall be deemed a denial thereof, and the Union may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred proceed to the City Manager. next step. E. Any Party wishing to advance disposition of a grievance to Step 3 will refer from which no appeal has been taken within the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral time limits specified herein shall be deemed resolved and a written response shall not thereafter be considered subject to the grievance will and arbitration provisions of this Agreement. F. Anything to the contrary herein notwithstanding, a grievance concerning a discharge, suspension or demotion, health and safety or union rights may be provided within five (5) working days of the conclusion of Step 3. A grievance not settled presented initially at Step 3 in the first instance, within the time limit specified in Section 2 of this Article. G. All time limits herein specified shall be deemed to be exclusive of Saturdays, Sundays, and stated holidays as provided in Article 31, and any other holidays officially recognized by the Employer for Human Resources Department employees. H. A grievance which affects two (2) or more divisions, and which the Director of Nursing/Administrator or designee in Steps 1 and 2 lack authority to settle, may initially be presented at Step 3 by the Union representative. I. In order to minimize the disruption to patient care in the case of class grievances, no more than two (2) employees per shift, per unit, plus a Union representative, shall be released from work for grievance meetings under Steps 1 and 2 of the Grievance Procedure. ▇. The parties acknowledge that as a principle of interpretation, employees are obligated to work as directed while grievances are pending except as set forth in Article 56 Safety and Health of this Agreement. K. Any subjects, except written reprimands, excluded from the Arbitration procedure (Article 7) shall also be excluded from the grievance procedure. Issues for which other appellate procedures are provided in the Code for Administrative Orders of Miami-Dade County, and/ or Public Health Trust Personnel Rules and other provisions of this Agreement, and formal counseling are not subject to review as grievances. Written reprimands may be referred appealed up to Arbitration within five (5) working days of receipt step 3 of the City Manager’s decision. Such referral will grievance procedure, but shall not be in writing and will be directed subject to the City Manager or his/her designatearbitration.

GRIEVANCE PROCEDURE. ‌ A grievance is defined All complaints or grievances arising under the provisions of this Agreement shall be dealt with as any speedily and effectively as possible. If an employee, or one designated member of a group, has such a complaint or difference between the Parties arising from employee shall first consult with the interpretation, application, administration or alleged contravention of the Collective Agreement. Step 1 The employee foreperson concerned who will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of resolve it. Should the complaint or differenceremain it shall be deemed a grievance and dealt with as follows: Step One The grievance shall be reduced to writing and the written grievance shall state the specific grounds on which it is based. The employee and a Committeeperson and/or ▇▇▇▇▇▇▇ shall then present the grievance to the foreperson concerned but it shall be optional to the Company to decline to consider any grievance the alleged circumstances of which occurred more than five working days prior to its presentation. In a case involving wages or benefits, the employee have thirty calendar days in which to lodge a grievance. The foreperson shall submit a written reply within two working days following his/her receipt of the grievance. Step Two If the forepersons’ reply is not acceptable, the Committeeperson and/or ▇▇▇▇▇▇▇ may appeal the grievance to the Company Controller, not later than Iwo work days following receipt of said reply. The Company Controller will then deal with the grievance and, if war ranted, may convene a meeting between appropriate personnel and the Shop Committee. At such meeting a consultant may participate on behalf of the and the Union National Representative may speak for the Union. The aggrieved may be assisted present if called by either party. Whether or not such a Union representative. An informal discussion will take place and is held, the exempt supervisor will provide Company Controller shall render a response decision in writing within five (5) working work days following his/her receipt of the discussionappeal, unless this time is extended by mutual consent. Grievances not resolved at Step 1 may be referred to Three If the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives decision of the Employer and Company Controller is not accept able, the Chairperson of the Shop shall, within two (2) representatives work days following receipt of each CUPE Local. Each Party (Employerdecision, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer notify the issue Company President in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in grievance is unresolved. Within seven work days following receipt of such notification the complaint Company President or the Company President’s representative shall arrange a meeting between the appropriate Company and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will Union representatives to discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve themthe grievance. A written response to Within five work days following such meeting the grievances will be provided to Company President shall furnish the other Parties within ten (10) working days Chairperson of the meeting. If requiredShop Committee with the Company’s of ‘the grievance, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designatewriting.

GRIEVANCE PROCEDURE. ‌ A grievance is defined as any complaint or difference between All grievances raised by an employee(s) over the Parties arising from application of this Agreement will be raised promptly by the interpretation, application, administration or alleged contravention of the Collective Agreement. Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7employee(s) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response concerned within five (5) working days of the event giving rise to the grievance (in the case of a disciplinary suspension or discharge, this means five (5) working days after written notification is received by the employee, with a copy to the Union at the same time). A settlement of the grievance will be attempted in accordance with the following procedure: Step 1: The aggrieved employee, accompanied by the Shop ▇▇▇▇▇▇▇, will discuss the grievance with his supervisor. If there is no agreement, the Shop ▇▇▇▇▇▇▇ will request the Supervisor to provide his answer in writing. The supervisor will give his answer or decision in writing with a brief explanation by the end of the shift on the next working day after the discussion. Grievances not resolved at If no answer is received within this time, the grievance will be moved to the Second Step. Step 2: The Step 1 may be referred answer will settle the grievance, unless the grievance is placed in writing (on grievance forms supplied by the Union), stating the facts, and dated and signed by the aggrieved employee and a member of the Grievance Committee and presented to the Central Grievance CommitteeHuman Resources Manager or designee within five (5) full working days of the delivery of the Step 1 answer. The Central Plant Superintendent or designate, the Supervisor, the Chairman of the Grievance Committee and the Grievance Committee will be comprised of up meet in an attempt to four (4) representatives of resolve the Employer and grievance. A Plant Superintendent or designate will then give his Step 2 answer in writing within two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) full working days after such meeting. Step 3: The Step 2 answer will choose a Central settle the grievance unless it is appealed in writing by the Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties Human Resources Manager within seven five (75) full working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when delivery of the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them2 answer. A written response to the grievances meeting will be provided to the other Parties held within ten (10) working days between the Grievance Committee, an International Union representative or his designate and the Area Manager or designate, or the Human Resources Manager or designate (and any of his/her staff) and the meetingSupervisor to discuss the grievance. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to The Step 3 answer will refer the issue be given in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designate.five

GRIEVANCE PROCEDURE. ‌ A Any grievance is defined as arising during the life of this contract pertaining to wages, hours of work and working conditions of employees in the bargaining unit shall be subject to the procedures outlined below: Either the Company or the Union or any complaint employee (or difference between the Parties arising from the interpretationS▇▇▇▇▇▇, application, administration Chief S▇▇▇▇▇▇ or alleged contravention Business Representative in his/her behalf) may file grievances. Grievances of the Collective AgreementCompany or Union shall be presented directly to the other in writing. Grievances of the employees shall be reduced to writing on grievance forms provided by the Union. All answers by the Company shall likewise be in writing. Grievances will be handled as follows: Step 1. The employee, his/her S▇▇▇▇▇▇ or both, shall present the matter in dispute for settlement to his/her Supervisor. If the Supervisor’s decision is not satisfactory or is not given within three (3) working days, Step 2 will be followed. Step 1 The employee will bring 2. Such grievance shall then be presented by the issue forward to his or her exempt supervisor Chief S▇▇▇▇▇▇ within seven three (73) working days of first becoming aware after the Supervisor’s unsatisfactory decision or failure to give a decision, whichever is applicable, to the Department Head. If the Department Head’s decision is not satisfactory or is not given within three (3) working days, Step 3 will be followed. Step 3. Such grievance shall then be presented by the Business Representative of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days from receipt of the discussion. Grievances not resolved at Step 1 may be referred Department Head’s unsatisfactory decision or failure to give a decision, whichever is applicable, to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four Human Resources Director who shall give his/her answer not later than five (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (75) working days of receiving a Step 1 response. The written referral will contain enough detail so that after the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day presentation of the meeting and attempt grievance to resolve themhim/her. A written response to If the grievances decision of the Human Resources Director is not satisfactory, such grievance will be provided to discussed by the other Parties within ten (10) working days Business Manager of the meeting. If required, in addition to Union and the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing Human Resources Director within five (5) working days of receiving a Step 2 response. A meeting with after receipt by the City Business Manager will occur within five (5) working days of the referral unsatisfactory answer by the Human Resources Director. In the event the Company and a written response the Union are unable to settle any grievance under the procedures outlined above, the grievance will shall be provided within five (5) working days further processed under Section 3 - Arbitration - of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designatethis Article.

GRIEVANCE PROCEDURE. ‌ 1. Each unit member shall be entitled to a representative of his/her own choice at each step of the grievance procedure. 2. Any disputes arising concerning the interpretation or application of the terms of this Agreement, or the rights claimed to exist thereunder, may be the subject of a grievance and shall be processed and resolved in accordance with the following: A. A grievance is defined as any complaint or difference between shall be presented by the Parties arising from aggrieved unit member to his/her immediate supervisor, in writing, within ten working days after the interpretation, application, administration or alleged contravention grievance arises. Within five working days after receipt of the Collective Agreementwritten grievance, the Building Principal shall confer with the aggrieved unit member and his/her representative, if the unit member so desires. Step 1 The employee will bring B. In the issue forward to his or her exempt supervisor event such grievance is not resolved, in writing, within seven (7) five working days of first becoming aware following such conference with his/her immediate supervisor, the aggrieved unit member shall present it, in writing, within five working days thereafter to the Assistant Superintendent for Business and Personnel. C. Within five working days after receipt of the complaint or differencewritten grievance, the Assistant Superintendent for Business shall confer in person with the aggrieved unit member and his/her representative, if he/she so chooses. The employee may be assisted by a Union representative. An informal discussion will take place and In the exempt supervisor will provide a response event such grievance is not satisfactorily resolved, in writing, at the Assistant Superintendent’s level within five (5) ten working days of after such conference, the discussion. Grievances not resolved at Step 1 may grievance shall be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue presented in writing within five (5) ten working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of after receipt of the City Manager’s decision. Such referral will be in writing and will be directed reply to the City Manager or Superintendent of Schools for settlement. Within five working days after receipt of the written grievance, the Superintendent of Schools shall confer in person with the aggrieved unit member and his/her designaterepresentative, if he/she so chooses. D. In the event such grievance is not satisfactorily resolved, in writing, at the Superintendent’s level within ten working days after presentation, the grievance shall be presented, in writing, within ten working days after receipt of the reply to the Board of Education for settlement. The decision of the Board of Education shall be final and binding.

GRIEVANCE PROCEDURE. ‌ A It is the intention of the parties that this procedure shall provide a just and peaceful method of adjusting grievances and the parties agree to act in good faith in settlement of grievances in accordance with the provisions of this article. Any complaint, disagreement between the parties to this agreement which concerns the application or interpretation of the terms and provisions of this agreement shall be considered a grievance. Any employee, the association executive or the EMPLOYER may present a grievance. Any party desiring to submit the grievance submit a written statement of such grievance to the EMPLOYER within ten working days after the act which prompted such grievance or the date of discovery thereof. Any grievance submitted after such date shall be null and void. The grievance shall thereafter be processed in accordance with the following steps, time limits and conditions herein set forth: Step The grievance shall first be taken up with the chief dispatcher or the assistant in that order. The chief dispatcher or the assistant manager shall, within four working days after of such grievance, give written answer to such grievance. Step In the event the grievance is defined as any complaint or difference between not settled in the Parties arising from manner set forth in Step 1 , the interpretation, application, administration or alleged contravention ASSOCIATION may appeal it by giving written notice of such appeal within seven working days after receipt of the Collective Agreement. Step 1 The employee will bring supervisor's written answer to the issue forward grievance. Such appeal shall be made to the branch manager or his or her exempt supervisor within seven (7) working days of first becoming aware of designate, who shall discuss it with the complaint or differenceassociation representative. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all branch manager or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and his designate shall give a written response answer to the grievance will be provided within five (5) four working days after the close of discussion. Any employee shall 'be allowed to inspect his own personal file. It is intended that the time as set forth in this article be strictly adhered to. Such time limits may be extended upon mutual agreement of the conclusion of Step 3parties. A In the event the employer's representative fails to give a written answer within the time limits as hereinabove set forth, the ASSOCIA- TION may appeal the grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designatenext step at the expiration of such time limit.

GRIEVANCE PROCEDURE. ‌ 6.01 When an employee has a complaint he shall discuss the same with his immediate Supervisor, either directly or accompanied by his ▇▇▇▇▇▇▇. Every effort will be made by both parties to resolve the complaint as promptly as possible. If the complaint cannot be settled it may be treated as a grievance and processed through the following sequences: Step 1 - The employee and his Union ▇▇▇▇▇▇▇ or member of the Negotiating Committee will discuss the complaint with the Supervisor or designated person. The purpose of such meeting(s) will be to reach a settlement as quickly as possible. Step 2 - Failing settlement in Step 1, the grievance shall be reduced to writing, dated and presented to the Manufacturing Manager within 20 days of the Company’s response to Step 1. A meeting will then be arranged within three (3) normal working days subsequent to such request. The Unit Grievor, or designate and/or the ▇▇▇▇▇▇▇, the Plant Superintendent and the Manufacturing Manager, and/or his authorized representative(s) will take up the grievance. The Manufacturing Manager will render a decision in writing within three (3) normal working days after the conclusion of meeting(s) at this step. Failure for either party to miss the time limits under these provisions will render the grievance is defined as any complaint allowed or difference between withdrawn, dependant on who violates the Parties time limits. Step 3 - Failing settlement, the grievance may be taken up by the Negotiating Committee within ten (10) normal working days subsequent to the date of the Manufacturing Manager's written decision, with the Management Committee. The authorized member of the Management Committee will render the decision of such committee in writing within three (3) normal working days after the conclusion of the meeting(s) on said grievance. A Staff Representative may attend at the request of the Union. Step 4 - Any grievance arising from the interpretation, application, administration administration, or alleged contravention violation of this agreement, which has not been settled under the Collective Agreement. Step 1 The employee will bring the issue forward Grievance Procedure, including any question as to his or her exempt supervisor whether a matter is arbitrary may within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within but not more than thirty-five (535) working calendar days of after the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion completion of Step 3No.3 be submitted to arbitration by either party. A grievance not settled at Step 3 may be referred to Arbitration within Within five (5) working days of receipt of this notice, each party shall submit to the City Manager’s decisionother party the name of the preferred arbitrator and if unable to agree on an arbitrator, than they may apply to the M.O.L. under the relevant provisions and legislation for an appointment of an arbitrator. Such referral All time limits in Article VI may be extended by mutual agreement in writing, signed by both parties. (A) In all cases of arbitration, a single arbitrator will be substituted for a Board of Arbitration provided for in writing this Article VI unless the Union and the Company mutually agree to proceed by means of a Board of Arbitration. (B) In all cases of substitution of a single arbitrator for a Board of Arbitration, as outlined in subsection (A) above, all other applicable provisions of Article VI will continue to apply so far as they are relevant. 6.02 Each of the parties shall pay the charges and expenses of its appointee. The charges and expenses of the arbitrator shall be borne equally by the Company and the Union. 6.03 A decision of the arbitrator shall be final and binding upon both parties and the employees. 6.04 The arbitrator shall not be authorized to make any decision inconsistent with the provision of this Agreement or to alter, modify or amend any part thereof. Unless mutually agreed, no matter may be submitted to arbitration which has not been properly carried through all previous steps of the Grievance Procedure. 6.05 During the arbitration procedure, the parties shall, upon request, have the assistance of employee and employees concerned and/or necessary witnesses. The Union will give the Company at least two (2) working days prior notice to the day of requirement of any employee(s) called by them. Also if shorter times are required it will be directed left open to discussion. All reasonable arrangements will be made to provide access to the City Manager plant by an arbitrator, if and when requested, to view disputed operations and confer with necessary witnesses. 6.06 No grievance, after it has been submitted to the Negotiating Committee, shall be settled except through such committee. 6.07 The decision whether or his/her designatenot to discharge an employee will not be made until at least two (2) full working days have elapsed from the date of infraction, during which time thorough consideration will be given to all the facts and circumstances relevant to the matter. If an employee feels he has been unjustly suspended, discharged, improperly laid off or not recalled in accordance with the Collective Agreement, it will be subject to the grievance procedure, as outlined under this article. If such grievance is properly made, the matter will proceed through the Grievance Procedure commencing with Step # 2 and if it is determined that the employee has been unjustly suspended, discharged, improperly laid off, or not recalled in accordance with the Collective Agreement, he shall be reinstated to his former position without loss of seniority, and shall be compensated at his regular hourly rate for all hours lost from work, including the Welfare Benefit Plan, because of the suspension, discharge, improper lay-off or recall. It is further agreed that the conferring parties, by mutual agreement of the arbitrator, shall have the power to make any other arrangement which in their opinion is just and equitable, in the application of the foregoing penalties. 6.08 The Union agrees there shall be no strike, sit down, slowdown, nor stoppage of work, either partial or complete, during the term of this Agreement. The Company also agrees there shall be no lockout during such term.

GRIEVANCE PROCEDURE. ‌ 6-1.1 A grievance is defined as any complaint alleged violation, misinterpretation or difference between misapplication of this Agreement. Grievances will be presented and adjusted according to the Parties arising from procedure set forth hereunder. The Association will have the interpretationright to be present at any step in the grievance procedure. 6-1.2 Step 1. In the event that an employee or the Association believes there is a basis for a grievance, applicationhe/she will first personally discuss the alleged grievance with the immediate supervisor. 6-1.3 Step 2. If the informal attempt above is not successful in resolving the matters, administration a formal grievance must be submitted within thirty (30) calendar days after the alleged event, or alleged contravention thirty (30) calendar days after the grievant or the Association became aware or should have become aware of the Collective Agreement. Step 1 event, whichever is later. The employee or the Association will bring reduce the issue forward grievance to his or her exempt supervisor writing on a form provided for this purpose. A copy of the grievance form will be filed with the department and/or building administrator, the Director of Human Resources, and the Association. A meeting to discuss the grievance will be held within seven fifteen (715) working days of first becoming aware said filing, the date of such meeting being subject to extension by mutual consent. A decision by the complaint department or differencebuilding administrator will be rendered on the grievance within five (5) workings days of such meeting. 6-1.4 Step 3. The If a grievance has not been resolved at the building or department level, the employee may or the Association, within five (5) working days will appeal the grievance and schedule a meeting with the appropriate Cabinet Administrator. A meeting to discuss the grievance will be assisted held within fifteen (15) working days, the date of such meeting being subject to extension by a Union representativemutual consent. An informal discussion A decision will take place and be rendered on the exempt supervisor will provide a response grievance within five (5) working days of such meeting. 6-1.5 Step 4. If the discussion. Grievances grievance has not been resolved at Step 1 may be referred the Cabinet Level, the employee or the Association, within five (5) working days, will appeal the grievance and schedule a meeting with the Superintendent and/or his/her designee. A meeting to discuss the Central Grievance Committee. The Central Grievance Committee grievance will be comprised of up to four held within fifteen (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (715) working days days, the date of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 such meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred being subject to it prior to the day of the meeting and attempt to resolve themextension by mutual consent. A written response to the grievances decision will be provided to rendered on the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designatesuch meeting.

GRIEVANCE PROCEDURE. ‌ 7.01 A grievance is defined as any being a complaint by an employee or difference between the Parties arising from the interpretation, application, administration or a group of employees involving an alleged contravention violation of the Collective a specific written provision of this Agreement. 7.02 No grievance shall be considered unless it is presented within seven full working days of the date the griever was aware, or should have been aware of the circumstances which resulted in the grievance. 7.03 Grievances properly arising under this Agreement shall be adjusted and settled as follows: Step 1 The - An employee who believes said employee has a complaint will bring discuss the issue forward problem with the employee's team leader. If the matter is not resolved, the aggrieved employee accompanied by the employee's ▇▇▇▇▇▇▇, shall present the grievance orally to his the employee's team leader or her exempt such other supervisor as designated by the Company. If a settlement satisfactory to the employee concerned is not reached within seven three (73) working days (or any longer period which is mutually agreed upon), the written grievance may be presented at Step 2 within three (3) working days of first becoming aware the grievance answer. Step 2 - The ▇▇▇▇▇▇▇ may present the grievance in writing, signed by the aggrieved employee, (on a form supplied by the Union and approved by the Company) to the Department Head or, in the Department Head's absence, a designated alternate who will meet with the ▇▇▇▇▇▇▇ and the aggrieved employee (at a mutually convenient time) within three (3) working days of receipt of the complaint or differencegrievance at Step 2. The employee may be assisted by If a settlement satisfactory to the Union representative. An informal discussion will take place and the exempt supervisor will provide a response is not reached within five (5) working days of the discussion. Grievances not resolved meeting at Step 1 2, the grievance may be referred presented at Step 3 within three (3) working days of the grievance answer. Step 3 - The ▇▇▇▇▇▇▇ may submit this written grievance to the Central Grievance Committee. The Central Plant Manager or the Plant Manager's designated alternate who will meet with the Grievance Committee will be comprised of up to four (4) representatives and a representative of the Employer Communications, Energy & Paperworkers Union (if the representative so chooses) within five (5) working days after receipt of the grievance at Step 3, and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing present his written answer to the other Parties Union within seven (7) working days after all discussions have ended. 7.04 If the written answer of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior Plant Manager is not satisfactory to the day Union, the Union may appeal the grievance to arbitration by sending a written notice of the meeting and attempt its desire to resolve them. A written response request arbitration to the grievances will be provided to the other Parties Plant Manager within ten thirty (1030) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working calendar days of receipt of the City Plant Manager’s decision. Such referral will 's answer to the grievance. 7.05 Should differences arise between the Company and Union Grievance Committee as to the interpretation or application of this Agreement, or should the Union allege that the Company has violated this Agreement, this matter may be grieved in writing and will be directed at Step 3 of the grievance procedure. If settlement satisfactory to the City Manager Union is not reached within seven (7) working days from the date of the Step 3 meetings, the Union may refer the matter to arbitration by giving written notice to the Company within thirty (30) calendar days from the date of the written answer at Step 3. 7.06 Unless calendar days are specified, time limits referred to in this Article shall not include scheduled days off or his/her designaterecognized holidays of the individual who has the responsibility to perform the procedure being described. Any of the time limits specified in this Article may be extended by mutual agreement between the Company and the Union. If a grievance is not presented within the applicable time limit, or is not processed through the steps of the grievance procedure within the time limits provided, it shall be deemed to be withdrawn and shall be barred.