Common use of Position Elimination Clause in Contracts

Position Elimination. ‌ 23.1 In the event the Co-operative plans to eliminate positions, the Co-operative shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment Act. 23.2 Position elimination will not become effective until after the notice period is complete. 23.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operative-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operative 23.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative prior to their employment termination date will not be eligible to receive severance. 23.6 The Co-operative shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative is provided with a current telephone number and mailing address, including an email address. 23.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 24.1 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment ActCanada Labour Code. 23.2 24.2 Position elimination will not become effective until after the notice period is complete. 23.3 24.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operativeCompany-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operativeCompany 23.4 24.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 24.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative Company prior to their employment termination date will not be eligible to receive severance. 23.6 24.6 The Co-operative Company shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative Company is provided with a current telephone number and mailing address, including an email address. 23.7 24.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 In the event the Co-operative plans to eliminate positions, the Co-operative shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment Act. 23.2 Position elimination will not become effective until after the notice period is complete. 23.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operative-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operative. 23.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative prior to their employment termination date will not be eligible to receive severance. 23.6 The Co-operative shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative is provided with a current telephone number and mailing address, including an email address. 23.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the The Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 24.1 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment Act. 23.2 24.2 Position elimination will not become effective until after the notice period is complete. 23.3 24.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operativeCompany-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operativeCompany. 23.4 24.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 24.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative Company prior to their employment termination date will not be eligible to receive severance. 23.6 24.6 The Co-operative Company shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative Company is provided with a current telephone number and mailing address, including an email address. 23.7 24.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 24.8 This Article is intended to assist employees affected by technological change and accordingly Sections 52, 54, and 55 of the Saskatchewan Employment Act Canada Labour Code with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions 24.9 Sections 214 to 229 of the Canada Labour Code with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 In A. If the event College determines that a position within the Co-operative plans bargaining unit is to eliminate positionsbe eliminated, the Co-operative following procedure will be followed: 1. The affected employee of the bargaining unit shall give be placed into a vacant position within their classification providing the Union employee of the bargaining unit is qualified, on the basis of qualifications and the affected employees a minimum of one-hundred and twenty (120) calendar days’ notice or pay in lieu of a portion thereof or the entirety of such experience, related to the employee. When particular job description in question, as determined by management, to perform the notice referred to above indicates that ten percent (10%) or work. a. If more than one vacancy exists in the employee of the employees are negatively affectedbargaining unit’s classification, the Co-operative and employee of the Union agree bargaining unit shall have the choice as to which position they will be placed in provided they meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative reorganizations that result in qualifications of the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment Actvacant position. 23.2 Position elimination will not become effective until after 2. If there is no vacant position within the notice period is complete. 23.3 An bargaining unit employee’s classification, the employee who receives notice of position elimination or layoff in accordance with this Article the bargaining unit shall have the right to bump an employee of the bargaining unit of lesser seniority within their classification provided they are qualified to perform the work. a. The employee of the bargaining unit shall first attempt to bump the least senior employee of the bargaining unit within their classification. If they do not secure this position they shall continue to attempt to bump within the classification in reverse order of seniority beginning with the least senior employee of the bargaining unit in their classification. b. Should the employee of the bargaining unit not secure a position in their classification they shall follow the above procedure within the next lower classification. This process may be continued until all possibilities in lower classifications have been exhausted. If the employee of the bargaining unit secures a position in a lower classification they shall receive Co-operative-paid severance their current rate of pay which for the remainder of the current fiscal year or six months, whichever is greater. 3. All subsequent employees of the bargaining unit displaced as a result of the initial position elimination shall be two follow the procedure in (1) and (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operative 23.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12above. 23.5 An 4. When a bargaining unit employee’s position is eliminated, that employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative prior to their employment termination date will not be eligible to receive severance. 23.6 The Co-operative shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject shall be notified by the Office of Human Resource Management ten (10) working days in advance of this elimination and at that time shall be notified of the position for which they qualify as outlined in (1) and (2) above. B. At least ten (10) working days prior to the employee ensuring of the Co-operative is provided with a current telephone number and mailing addressbargaining unit receiving their notice of the elimination of their position, including an email address. 23.7 Technological change the matter shall be defined as: a) discussed between the introduction Office of equipment or material of a different nature or kind than that previously utilized by Human Resource Management and the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or materialAssociation. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 14.01 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred and twenty sixty (12060) calendar days’ days notice or pay in lieu of notice for all or any portion thereof. Any pay in lieu of notice will be paid in the form of a lump sum payment which includes the Company’s portion thereof or the entirety of such to the employeepension contributions and benefit premiums. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment ActCanada Labour Code. 23.2 14.02 Position elimination will not become effective until after the notice period is complete. 23.3 14.03 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operativeCompany-paid severance pay which shall be two (2) weeks’ weeks pay for each year of service, pro-rated for partial years. For the purposes purpose of severance, service shall include all continuous service with the Co-operativeCompany 23.4 14.04 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 1215. 23.5 14.05 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative prior to their employment termination date will not be eligible to receive severance. 23.6 The Co-operative shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative is provided with a current telephone number and mailing address, including an email address. 23.7 14.06 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 14.07 This Article is intended to assist employees affected by technological change and accordingly Sections 52, 54, and 55 of the Saskatchewan Employment Act Canada Labour Code with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions 14.08 Sections 211 to 229 of the Canada Labour Code with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 24.1 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment Act. This article does not apply in the case of transfers that are 50kms or less. 23.2 24.2 Position elimination will not become effective until after the notice period is complete. 23.3 24.3 An employee who receives notice of position elimination or layoff in accordance with this Article Article, shall have the right to receive Co-operativeCompany-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operativeCompany. 23.4 24.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 24.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Unemployment Benefits (SEBSUB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative Company prior to their employment termination date will not be eligible to receive severance. 23.6 24.6 The Co-operative Company shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative Company is provided with a current telephone number and mailing address, including an email address. 23.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 In the event the Co-operative plans to eliminate positions, the Co-operative shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment Act. 23.2 Position elimination will not become effective until after the notice period is complete. 23.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operative-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operative. 23.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative prior to their employment termination date will not be eligible to receive severance. 23.6 The Co-operative shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative is provided with a current telephone number and mailing address, including an email address. 23.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 24.1 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of notice for all or any portion thereof. Any pay in lieu of notice will be paid in the form of a lump sum payment which includes the Company’s portion thereof or the entirety of such to the employeepension contributions and benefit premiums. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment ActCanada Labour Code. 23.2 24.2 Position elimination will not become effective until after the notice period is complete. 23.3 24.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operativeCompany-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes purpose of severance, service shall include all continuous service with the Co-operativeCompany 23.4 24.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 24.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative Company prior to their employment termination date will not be eligible to receive severance. 23.6 24.6 The Co-operative Company shall notify employees on lay-off who opt to defer receipt of severance in accordance with Article 24.5 (b) of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative Company is provided with a current telephone number and mailing address, including an email address. 23.7 24.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 24.8 This Article is intended to assist employees affected by technological change and accordingly Sections 52, 54, and 55 of the Saskatchewan Employment Act Canada Labour Code with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions 24.9 Sections 214 to 229 of the Canada Labour Code with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 24.1 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment Act. 23.2 24.2 Position elimination will not become effective until after the notice period is complete. 23.3 24.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operativeCompany-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operativeCompany. 23.4 24.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 24.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative Company prior to their employment termination date will not be eligible to receive severance.severance.‌‌ 23.6 24.6 The Co-operative Company shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative Company is provided with a current telephone number and mailing address, including an email address. 23.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 24.1 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment Act. 23.2 24.2 Position elimination will not become effective until after the notice period is complete. 23.3 24.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operativeCompany-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operativeCompany. 23.4 24.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 24.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative Company prior to their employment termination date will not be eligible to receive severance. 23.6 24.6 The Co-operative Company shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative Company is provided with a current telephone number and mailing address, including an email address. 23.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 24.1 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of notice for all or any portion thereof. Any pay in lieu of notice will be paid in the form of a lump sum payment which includes the Company’s portion thereof or the entirety of such to the employeepension contributions and benefit premiums. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment ActCanada Labour Code. 23.2 Position 24.2 In the event that the Company chooses to provide the employee with pay in lieu of notice for all of the one-hundred and twenty (120) calendar day notice period referred to in Article 24.1, the employee has the option of choosing immediate termination of employment. If the employee chooses this option, the position elimination will be effective immediately and: a) the employee shall immediately receive severance pay in accordance with Article 24.4; and b) the employee shall not be entitled to the options in Article 24.6. 24.3 Subject to Article 24.2, position elimination will not become effective until after the notice period is complete. 23.3 24.4 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operativeCompany-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes purpose of severance, severance service shall include all continuous service with the Co-operativeCompany 23.4 24.5 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 24.6 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative prior to their employment termination date will not be eligible to receive severance. 23.6 The Co-operative shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative is provided with a current telephone number and mailing address, including an email address. 23.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.six

Position Elimination. ‌ 23.1 24.1 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment ActCanada Labour Code. 23.2 24.2 Position elimination will not become effective until after the notice period is complete. 23.3 24.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operativeCompany-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operativeCompany 23.4 24.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 24.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative Company prior to their employment termination date will not be eligible to receive severance. 23.6 24.6 The Co-operative Company shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative Company is provided with a current telephone number and mailing address, including an email address. 23.7 24.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 24.8 This Article is intended to assist employees affected by technological change and accordingly Sections 52, 54, and 55 of the Saskatchewan Employment Act Canada Labour Code with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions 24.9 Sections 214 to 229 of the Canada Labour Code with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 24.1 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment ActCanada Labour Code. 23.2 24.2 Position elimination will not become effective until after the notice period is complete. 23.3 24.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operativeCompany-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, severance service shall include all continuous service with the Co-operativeCompany 23.4 24.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 24.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative Company prior to their employment termination date will not be eligible to receive severance. 23.6 24.6 The Co-operative Company shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative Company is provided with a current telephone number and mailing address, including an email address. 23.7 24.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 In the event the Co-operative plans to eliminate positions, the Co-operative shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment Act. 23.2 Position elimination will not become effective until after the notice period is complete. 23.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operative-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operative 23.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative prior to their employment termination date will not be eligible to receive severance. 23.6 The Co-operative shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative is provided with a current telephone number and mailing address, including an email address. 23.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.six

Position Elimination. ‌ 23.1 24.1 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of notice for all or any portion thereof. Any pay in lieu of notice will be paid in the form of a lump sum payment which includes the Company’s portion thereof or the entirety of such to the employeepension contributions and benefit premiums. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment ActCanada Labour Code. 23.2 24.2 Position elimination will not become effective until after the notice period is complete. 23.3 24.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operativeCompany-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes purpose of severance, service shall include all continuous service with the Co-operativeCompany. 23.4 24.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 24.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative Company prior to their employment termination date will not be eligible to receive severance. 23.6 24.6 The Co-operative Company shall notify employees on lay-off who opt to defer receipt of severance in accordance with Article 24.5 (b) of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative Company is provided with a current telephone number and mailing address, including an email address. 23.7 24.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 24.8 This Article is intended to assist employees affected by technological change and accordingly Sections 52, 54, and 55 of the Saskatchewan Employment Act Canada Labour Code with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions 24.9 Sections 214 to 229 of the Canada Labour Code with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 24.1 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment ActCanada Labour Code. 23.2 24.2 Position elimination will not become effective until after the notice period is complete. 23.3 24.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operativeCompany-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operativeCompany. 23.4 24.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 24.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative Company prior to their employment termination date will not be eligible to receive severance. 23.6 24.6 The Co-operative Company shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative Company is provided with a current telephone number and mailing address, including an email address. 23.7 24.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 24.8 This Article is intended to assist employees affected by technological change and accordingly Sections 52, 54, and 55 of the Saskatchewan Employment Act Canada Labour Code with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions 24.9 Sections 214 to 229 of the Canada Labour Code with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 In If the event Participant’s employment or service is terminated by the Co-operative plans to eliminate positions, Company or an Affiliate as the Co-operative shall give the Union result of a position elimination and the affected employees a minimum Participant is entitled to receive benefits under any position elimination and severance plan maintained by the Company or an Affiliate, then, to the extent not earned and payable previously, (1) the Service-Based Restricted Stock Units shall become earned and payable on the same basis they would have become earned and payable if the Service-Based Restricted Stock Units had been scheduled to become earned and payable, pro rata as of oneeach monthly anniversary of the Date of Grant, from the Date of Grant until the respective anniversary of the Date of Grant with respect to which the applicable Service-hundred Based Restricted Stock Units were to become earned and twenty payable (120) calendar days’ notice giving the Participant credit for continuous employment or pay in lieu service from the Date of Grant until termination of the Participant’s employment or service as the result of a portion thereof or the entirety of such position elimination) (rounded to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affectednearest whole share), the Co-operative and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment Act. 23.2 Position elimination will not become effective until after the notice period is complete. 23.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operative-paid severance pay which shall be two (2) weeks’ pay for the Performance-Based Restricted Stock Units that are eligible to be earned and payable at that time shall become earned and payable on the same basis they would have become earned and payable if the Performance-Based Restricted Stock Units that are eligible to be earned and payable at that time had been scheduled to become earned and payable, pro rata as of each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operative 23.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion monthly anniversary of the notice period; or bDate of Grant, from the Date of Grant until the third anniversary of the Date of Grant (giving the Participant credit for continuous employment or service from the Date of Grant until termination of the Participant’s employment as the result of a position elimination) Deferring (rounded to the nearest whole share), on termination of the Participant’s employment termination date and receipt or service by the Company or an Affiliate as the result of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall a position elimination. Notwithstanding the foregoing, none of the Performance-Based Restricted Stock Units that are not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative prior to their employment termination date will not be then eligible to receive severance. 23.6 The Co-operative be earned and payable shall notify employees become earned and payable on lay-off termination of any vacancies occurring in the bargaining unit subject to Participant’s employment or service by the employee ensuring Company or an Affiliate as the Co-operative is provided with a current telephone number and mailing address, including an email address. 23.7 Technological change shall be defined as: a) the introduction of equipment or material result of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or materialposition elimination. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 In Notwithstanding the event foregoing, if at any time before a Change in Control but after the Co-operative plans end of the Company's fiscal year that includes the Date of Grant the Participant's employment is terminated by the Company or an Affiliate as the result of a position elimination and the Participant is entitled to eliminate positionsreceive benefits under any position elimination and severance plan maintained by the Company or any Affiliate, then, to the extent not vested previously, the Coaggregate number of the Service-operative Based Restricted Stock Units described in Section 2(b)(i)(1) above shall give become earned and payable in full on termination of the Union Participant's employment as the result of a position elimination, and the affected employees a minimum aggregate number of onethe Performance-hundred Based Restricted Stock Units described in Section 2(b)(i)(2) above shall become earned and twenty (120) calendar days’ notice or pay payable in lieu full on termination of the Participant's employment as the result of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment Act. 23.2 Position elimination will not become effective until after the notice period is complete. 23.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operative-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operative 23.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative prior to their employment termination date will not be eligible to receive severance. 23.6 The Co-operative shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative is provided with a current telephone number and mailing address, including an email address. 23.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply that number of the Restricted Stock Units that correlates to the level[s] of [Free Cash Flow of the Company] [and] [EBITDA of New Edge Holding Company] that [is] [are] achieved during the term Company's fiscal year that includes the Date of Grant. Notwithstanding the foregoing, if at any time before a Change in Control and during the Company's fiscal year that includes the Date of Grant the Participant's employment is terminated by the Company or an Affiliate as the result of a position elimination and the Participant is entitled to receive benefits under any position elimination and severance plan maintained by the Company or an Affiliate, then, to the extent not vested previously, the aggregate number of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply Service-Based Restricted Stock Units described in Section 2(b)(i)(1) above shall become earned and payable in full on termination of the Participant's employment as the result of a position elimination; however, none of the Performance-Based Restricted Stock Units described in Section 2(b)(i)(2) above shall become earned and payable on termination of the Participant's employment as the result of a position elimination unless the following sentence applies. If the Participant's employment is terminated as a result of a position elimination during the term Company's fiscal year that includes the Date of Grant and a Change in Control occurs thereafter and before the end of the AgreementCompany's fiscal year that includes the Date of Grant, then the aggregate number of the Performance-Based Restricted Stock Units described in Section 2(b)(i)(2) above that would have become eligible to be earned and payable as a result of the Change in Control, assuming the Participant had remained employed by, or providing services to, the Company or an Affiliate from the Date of Grant until the Change in Control, shall become earned and payable in full on the date of the Change in Control. If the Participant's employment is terminated as a result of a position elimination during the Company's fiscal year that includes the Date of Grant and a Change in Control occurs after the end of the Company's fiscal year that includes the Date of Grant, then, none of the Performance-Based Restricted Stock Units described in Section 2(b)(i)(2) above shall become earned and payable.

Position Elimination. ‌ 23.1 24.1 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment ActCanada Labour Code. 23.2 24.2 Position elimination will not become effective until after the notice period is complete. 23.3 24.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operativeCompany-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operativeCompany 23.4 24.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 24.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative prior to their employment termination date will not be eligible to receive severance. 23.6 The Co-operative shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative is provided with a current telephone number and mailing address, including an email address. 23.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.six

Position Elimination. ‌ 23.1 In the event the Co-operative plans to eliminate positions, the Co-operative shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ ' notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment Act. 23.2 Position elimination will not become effective until after the notice period is complete. 23.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operative-paid severance pay which shall be two (2) weeks’ ' pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operativeCo -operative 23.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative prior to their employment termination date will not be eligible to receive severance. 23.6 The Co-operative shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative is provided with a current telephone number and mailing address, including an email address. 23.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 In the event the Co-operative plans to eliminate positions, the Co-operative shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-Co- operative and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment Act. 23.2 Position elimination will not become effective until after the notice period is complete. 23.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operative-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operative 23.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative prior to their employment termination date will not be eligible to receive severance. 23.6 The Co-operative shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative is provided with a current telephone number and mailing address, including an email address. 23.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the The Saskatchewan Employment Act provisions with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 24.1 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of notice for all or any portion thereof. Any pay in lieu of notice will be paid in the form of a portion thereof or the entirety of such to the employee. lump sum When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment ActCanada Labour Code. 23.2 24.2 Position elimination will not become effective until after the notice period is complete. 23.3 24.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operativeCompany-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes purpose of severance, severance service shall include all continuous service with the Co-operativeCompany 23.4 24.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 24.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative Company prior to their employment termination date will not be eligible to receive severance. 23.6 24.6 The Co-operative Company shall notify employees on lay-off who opt to defer receipt of severance in accordance with Article 24.5 (b) of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative Company is provided with a current telephone number and mailing address, including an email address. 23.7 24.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 If the Board is contemplating the elimination of any bargaining unit positons, it (or its designee) will notify the Association. The Board (or its designee) will meet and consult with the “Association upon request prior to a decision to eliminate any bargaining unit positions. A decision by the Board to eliminate any bargaining unit position shall not be subject to the grievance procedure or arbitration. In the event that the Co-operative plans Board decides to eliminate any bargaining unit positions, the Co-operative it shall give the Union and Association prompt written notice of the affected employees positon(s) to be eliminated. For purposes of reduction in force, the following classification/impact areas shall be used: CLASSIFICATION Ed Tech III School Secretaries Food Service Manager CLASSIFICATION Ed Tech II Food Service Workers In the event of a minimum layoff, the employee whose position is to be eliminated may displace the employee with the least seniority in his/her classification. A displaced employee may displace an employee in a lower classification within the employee’s impact area or in any other classification in which he/she has satisfactorily served, provided that the person to be displaced is less senior than the displacer. The least senior employee(s) in the applicable group(s) shall be terminated first, in order to achieve the reduction in force. If the employee to be terminated is qualified, in terms of oneexperience, authorization, and/or training, to provide the programs remaining, then the next least senior employee within the impact area may be terminated. In the event of the elimination of a part time position, a part time employee whose contract would not otherwise be terminated may be required to choose between assuming a full-hundred and twenty time position or accept a layoff. If a vacancy exits in the bargaining unit, the displaced employee, if qualified, shall have the option of displacing an employee as described above, may accept a vacant position, or accept the layoff. An employee whose position is eliminated shall receive thirty (12030) calendar days’ days written notice or pay in lieu of a portion thereof or prior to termination. This notice shall only be given during the entirety of such to school year, and never during the employeesummer vacation. When the No notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative and the Union agree to meet within shall be given less than thirty (30) days to review from the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment Act. 23.2 Position elimination will not become effective until after the notice period is complete. 23.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operative-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operative 23.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion end of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14school year. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative prior to their employment termination date will not be eligible to receive severance. 23.6 The Co-operative shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative is provided with a current telephone number and mailing address, including an email address. 23.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 This Article is intended to assist employees affected by technological change and accordingly the Saskatchewan Employment Act with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 24.1 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days’ days notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment ActCanada Labour Code. 23.2 24.2 Position elimination will not become effective until after the notice period is complete. 23.3 24.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operativeCompany-paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operativeCompany 23.4 24.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 24.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative Company prior to their employment termination date will not be eligible to receive severance. 23.6 24.6 The Co-operative Company shall notify employees on lay-off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative Company is provided with a current telephone number and mailing address, including an email address. 23.7 24.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 24.8 This Article is intended to assist employees affected by technological change and accordingly Sections 52, 54, and 55 of the Saskatchewan Employment Act Canada Labour Code with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions 24.9 Sections 214 to 229 of the Canada Labour Code with respect to Group Terminations do not apply during the term of the Agreement.

Position Elimination. ‌ 23.1 24.1 In the event the Co-operative Company plans to eliminate positions, the Co-operative Company shall give the Union and the affected employees a minimum of one-hundred one‐hundred and twenty (120) calendar days’ days notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment ActCanada Labour Code. 23.2 24.2 Position elimination will not become effective until after the notice period is complete. 23.3 24.3 An employee who receives notice of position elimination or layoff in accordance with this Article shall have the right to receive Co-operative-paid Company‐paid severance pay which shall be two (2) weeks’ pay for each year of service, pro-rated pro‐rated for partial years. For the purposes of severance, service shall include all continuous service with the Co-operativeCompany. 23.4 24.4 An employee who receives notice of position elimination may endeavor to obtain an alternate position by bidding on vacancies in accordance with Article 12. 23.5 24.5 An employee who receives notice of position elimination in accordance with this Article who does not obtain another permanent position with the Co-operative Company prior to their employment termination date shall have the right to receive severance pay. Employees shall have the option of: a) Receiving severance and terminating employment upon completion of the notice period; or b) Deferring the employment termination date and receipt of severance for six (6) months and receiving Supplemental Employment Benefits (SEB) in accordance with Article 14. i) This option shall not extend the period of employment for purposes of severance calculation. ii) Employees who choose this option and accept a permanent position with the Co-operative Company prior to their employment termination date will not be eligible to receive severance. 23.6 24.6 The Co-operative Company shall notify employees on lay-off lay‐off of any vacancies occurring in the bargaining unit subject to the employee ensuring the Co-operative Company is provided with a current telephone number and mailing address, including an email address. 23.7 24.7 Technological change shall be defined as: a) the introduction of equipment or material of a different nature or kind than that previously utilized by the employer in the operation of the work, undertaking or business; and b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material. 23.8 24.8 This Article is intended to assist employees affected by technological change and accordingly Sections 52, 54, and 55 of the Saskatchewan Employment Act Canada Labour Code with respect to Technological Change do not apply during the term of the Agreement. 23.9 The Saskatchewan Employment Act provisions 24.9 Sections 214 to 229 of the Canada Labour Code with respect to Group Terminations do not apply during the term of the Agreement.