Common use of Ratio Clause in Contracts

Ratio. The ratio of apprentices to journey persons shall not exceed (1) apprentice to each six (6) journeypersons employed in a respective trade. LAYOFF & RECALL When a reduction in force occurs in a trade where apprentices are employed, apprentices first shall be laid off. The apprentices will exercise their seniority in their own group. For example, if there are four apprentices in any specific trade and a reduction in this number is required due to lack of work, the first hired shall be the last laid off, and the last laid off shall be the first to be reinstated. An employee having seniority in the plant who enters the apprentice training program, shall, during the period of his/her apprenticeship, retain seniority. If laid off or dismissed from the apprentice training program, he/she shall be returned to replace the junior employee in the plant, seniority permitting, and to his/her former seniority in the plant. When the work force is increased in a trade, apprentices must be recalled according to trade apprentice seniority. Thereafter, all apprentices in a trade shall be recalled before any new journeypersons shall be hired, and in accordance with the Collective Agreement. Yours very truly XXXXX XXXXXX & SONS LIMITED B.E. Xxxx Director, Industrial Relations *Premium Pay for Saturday and Sunday work will not apply to employees hired after January 3rd, 1990. Such employees scheduled to work these days as part of their regular forty (40) hour work week shall be compensated at their regular straight-time hourly rate of pay. Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, Ontario Technological change is defined as changes in technology relative to process and or equipment that significantly differs from that previously utilized by the company. In the event of technological changes as defined above, the company shall give the Union as much advance notice as practicable. Where additional skills are required as a result of the aforementioned technological change(s), affected employees shall, at the expense of the Employer, be provided with a reasonable period of training and in this connection the parties agree to discuss appropriate training. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx X. Xxxxxx Vice President, Human Resources Reaffirmed: September 6, 2001 B.E. Xxxx Director, Industrial Relations Xxxxx Xxxxxx, President L2027, National Automobile, Aerospace Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON THE FOLLOWING GENERALLY OUTLINES THE PROCESS TO BE UTILIZED IN DESIGNATING GENERAL HELP EMPLOYEES PURSUANT TO CLAUSE 13 A(I)(IV) It is the intent of the parties to continue to provide an opportunity for the senior General Help employees within the Bottling Department to be eligible for interdepartmental assignments. Selections will be awarded on the basis of seniority and the successful applicant(s) once qualified will be referred to as the senior “Designated” General Help employee(s). Designated employees not already qualified will be trained. If within 30 calendar days from commencing training an employee fails to perform in accordance with the Employer’s requirements, he/she shall be removed from the designated list. Training will be scheduled as soon as practicable following the closing of the notice. The Company will endeavour, in so far as may be practicable, to provide a trial period that is one continuous period. Eligible employees can only be designated in one classification. A Designated General Help Employee will maintain the rate or the classification for which he is a “Designate”. Designated employees must take the assignment. Manufacturing Division employees while covered under Clause 14 (b) (ii) are not eligible to be on a designate list. Employee’s currently in other departments who are transferred to Bottling General Help are eligible to place their name on any of the active classification lists, only if they are fully qualified in that classification. The most senior employee will then be the designate. The above represents a framework aimed at balancing the requirements of the company to realize a significant return for its training initiatives along with the unions desire to provide senior bottling general help employees an opportunity to be considered for interdepartmental assignments. To this extent the parties agree to meet as required to address and mutually resolve any procedural problems which may arise during the life of the agreement. Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON The Company agrees to the following "Union Time Off - Paid for by the Company" Four (4) hours per month to post company approved notices. Twelve (12) hours per month for Financial Secretary responsibilities. In addition to the above the Company agrees to pay eight (8) hours per week to cover Union Time off as requested by the President of Local 2027. Such request will be made to the Industrial Relations Department and will be granted subject to the availability of the employee. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON The Company confirms that in the event an employee’s employment is terminated due to the permanent closure of the plant at Walkerville/Windsor, while a lockout is in effect, the employee shall receive from the Company two (2) weeks regular non-overtime pay per year of seniority up to a maximum of fifty-two (52) weeks of pay. Should legislation be enacted providing benefits in excess of the above, said legislation shall supercede the benefits provided above. The intent is that there shall be no duplication of Legislative and Company benefits. This Letter of Intent shall be in effect from January 3, 2010 to and including January 3, 2011 and may be relied on and enforced by the Union at any time during that period. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON This letter summarizes our method for determining “ability” in accordance with Clause 13A of this Agreement. It is recognized that the plant’s machinery and processes are continually becoming more complex and that for key positions requiring significant technical capability such as the Technician and Distillery Process Operator classifications the selection process will be undertaken in seniority order and will be for up to ten (10) days in duration for the Distillery Process Operator classification and for up to five (5) days for the Technician classification. An applicant may be required to successfully pass a pre-determined test as well as practical testing on job functions as part of the selection process. Thereafter, successful applicants will validate ability by undergoing a further evaluation pursuant to Clause 13 A (b). Testing requirements will be reviewed and discussed with the President or Vice President and the Area Representative. Should the requirements of the testing subsequently change, these changes will again be discussed with the appropriate union representatives and will be outlined in the job posting. Failure to follow this procedure will void the posting. Furthermore, at the request of the President or Area Representative, the company agrees to review and discuss the test results of an unsuccessful applicant. For less technical job classifications, “ability” will be determined by the senior applicant undergoing an evaluation process pursuant to Clause 13A (b). The Company recognizes the importance of maximizing job advancement opportunities for all its employees. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations October 20, 2004 Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON

Ratio. The ratio of apprentices to journey persons shall not exceed (1) apprentice to each six (6) journeypersons employed in a respective trade. LAYOFF & RECALL When a reduction in force occurs in a trade where apprentices are employed, apprentices first shall be laid off. The apprentices will exercise their seniority in their own group. For example, if there are four apprentices in any specific trade and a reduction in this number is required due to lack of work, the first hired shall be the last laid off, and the last laid off shall be the first to be reinstated. An employee having seniority in the plant who enters the apprentice training program, shall, during the period of his/her apprenticeship, retain seniority. If laid off or dismissed from the apprentice training program, he/she shall be returned to replace the junior employee in the plant, seniority permitting, and to his/her former seniority in the plant. When the work force is increased in a trade, apprentices must be recalled according to trade apprentice seniority. Thereafter, all apprentices in a trade shall be recalled before any new journeypersons shall be hired, and in accordance with the Collective Agreement. Yours very truly XXXXX XXXXXX & SONS LIMITED B.E. Xxxx Director, Industrial Relations *Premium Pay for Saturday and Sunday work will not apply to employees hired after January 3rd, 1990. Such employees scheduled to work these days as part of their regular forty (40) hour work week shall be compensated at their regular straight-time hourly rate of pay. Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box X.X. Xxx 0000 - Xxxxxxxxxxx Xxx. WindsorXxxxxxx, Ontario Xxxxxxx Technological change is defined as changes in technology relative to process and or equipment that significantly differs from that previously utilized by the company. In the event of technological changes as defined above, the company shall give the Union as much advance notice as practicable. Where additional skills are required as a result of the aforementioned technological change(s), affected employees shall, at the expense of the Employer, be provided with a reasonable period of training and in this connection the parties agree to discuss appropriate training. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx X. Xxxxxx Vice President, Human Resources Reaffirmed: September 6, 2001 B.E. Xxxx Director, Industrial Relations Xxxxx Xxxxxx, President L2027, National Automobile, Aerospace Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box X.X. Xxx 0000 - Xxxxxxxxxxx Xxx. WindsorXxxxxxx, ON XX THE FOLLOWING GENERALLY OUTLINES THE PROCESS TO BE UTILIZED IN DESIGNATING GENERAL HELP EMPLOYEES PURSUANT TO CLAUSE 13 A(I)(IV) It is the intent of the parties to continue to provide an opportunity for the senior General Help employees within the Bottling Department to be eligible for interdepartmental assignments. Designates will be obtained through a designated posting procedure as follows: To be eligible you must be in the Bottling Department in the General Help classification. Postings will be advertised for seventy-two (72) hours. Area Reps if authorized by an employee on vacation may make an application for the employee. Area Reps if authorized by an employee on Weekly Indemnity, Long Term Disability or Workplace Safety & Insurance may make application provided they have a return to work date within seven (7) calendar days of the posting’s expiration date. Selections will be awarded on the basis of seniority and the successful applicant(s) once qualified will be referred to as the senior “Designated” General Help employee(s). Where there are no applicants for the designate posting, the Company will assign the low seniority Bottling Dept. General Help employee not on a designate position. Designated employees not already qualified will be trained. If within 30 calendar days from commencing training an employee fails to perform in accordance with the Employer’s requirements, he/she shall be removed from the designated list. Training will be scheduled as soon as practicable following the closing of the notice. The Company will endeavour, in so far as may be practicable, to provide a trial period that is one continuous period. Eligible employees can only be designated in one classification. A Designated General Help Employee will maintain the rate or the classification for which he is a “Designate”. An employee will not be able to remove himself from his designate position, unless he was originally assigned to such designate position as the low seniority Bottling Department General Help employee, he has been in the designate position for at least twelve (12) months, and there is a regular full-time Bottling General Help employee with less seniority who is not assigned to any designate position. Employees who successfully bid out of the Bottling General Help designate classification will be removed from the designated position. Being a designate does not exempt you from being assigned a vacancy where there are no applicants (i.e. clause 13A (d)) or being placed on a temporary assignment or loan. The following are the designated positions with the maximum number of designated. The addition of designate positions to this list will be discussed and agreed upon by the parties. Grain Control Operator 2 Drain & Fill Utility Operator 1 Blending Process Operator 2 Distribution Utility Operator 2 Maturing Barrel Inspector Stacker 2 Material Handling Utility Operator 2 Central Maintenance Storekeeper 1 Designated employees must take the assignment. Manufacturing Division employees while covered under Clause 14 (ba) (ii) are not eligible to be on a designate list. Employee’s currently in other departments who are transferred to Bottling General Help are eligible to place their name on any of the active classification lists, only if they are fully qualified in that classification. The most senior employee will then be the designate. The above represents a framework aimed at balancing the requirements of the company to realize a significant return for its training initiatives along with the unions desire to provide senior bottling general help employees an opportunity to be considered for interdepartmental assignments. To this extent the parties agree to meet as required to address and mutually resolve any procedural problems which may arise during the life of the agreement. Xxxxx Xxxxxx, President Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Director of Human Resources Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box X.X. Xxx 0000 - Xxxxxxxxxxx Xxx. WindsorXxxxxxx, ON XX The Company agrees to the following "Union Time Off - Paid for by the Company" Four (4) hours per month to post company approved notices. Twelve (12) hours per month for Financial Secretary responsibilities. In addition to the above the Company agrees to pay eight (8) hours per week to cover Union Time off as requested by the President of Local 2027. Such request will be made to the Industrial Relations Department and will be granted subject to the availability of the employee. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx ManagerDirector-Human Resources May 26, Labour Relations Xxxxx Xxxxxx, President 2010 Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box X.X. Xxx 0000 - Xxxxxxxxxxx Xxx. WindsorXxxxxxx, XX SEVERANCE PAY ON CLOSURE The Company confirms that in the event an employee’s employment is terminated due to the permanent closure of the plant at Walkerville/Windsor, while a lockout is in effect, the employee shall receive from the Company two (2) weeks regular non-overtime pay per year of seniority up to a maximum of fifty-two (52) weeks of pay. Should legislation be enacted providing benefits in excess of the above, said legislation shall supercede the benefits provided above. The intent is that there shall be no duplication of Legislative and Company benefits. This Letter of Intent shall be in effect from January 3, 2010 2014 to and including January 3, 2011 2015 and may be relied on and enforced by the Union at any time during that period. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Director of Human Resources Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box X.X. Xxx 0000 - Xxxxxxxxxxx Xxx. WindsorXxxxxxx, ON This letter summarizes our method for determining “ability” in accordance with Clause 13A of this Agreement. It is recognized that the plant’s machinery and processes are continually becoming more complex and that for key positions requiring significant technical capability such as the Technician and Distillery Process Operator classifications the selection process will be undertaken in seniority order and will be for up to ten (10) days in duration for the Distillery Process Operator classification and for up to five (5) days for the Technician classification. An applicant may be required to successfully pass a pre-determined test as well as practical testing on job functions as part of the selection process. Thereafter, successful applicants will validate ability by undergoing a further evaluation pursuant to Clause 13 A (b). Testing requirements will be reviewed and discussed with the President or Vice President and the Area Representative. Should the requirements of the testing subsequently change, these changes will again be discussed with the appropriate union representatives and will be outlined in the job posting. Failure to follow this procedure will void the posting. Furthermore, at the request of the President or Area Representative, the company agrees to review and discuss the test results of an unsuccessful applicant. For less technical job classifications, “ability” will be determined by the senior applicant undergoing an evaluation process pursuant to Clause 13A (b). The Company recognizes the importance of maximizing job advancement opportunities for all its employees. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations October 20, 2004 Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ONXX

Ratio. The ratio of apprentices to journey persons shall not exceed (1) apprentice to each six five (65) journeypersons employed in a respective trade. LAYOFF & RECALL When a reduction in force occurs in a trade where apprentices are employed, apprentices first shall be laid off. The apprentices will exercise their seniority in their own group. For example, if there are four apprentices in any specific trade and a reduction in this number is required due to lack of work, the first hired shall be the last laid off, and the last laid off shall be the first to be reinstated. An employee having seniority in the plant who enters the apprentice training program, shall, during the period of his/her apprenticeship, retain seniority. If laid off or dismissed from the apprentice training program, he/she shall be returned to replace the junior employee in the plant, seniority permitting, and to his/her former seniority in the plant. When the work force is increased in a trade, apprentices must be recalled according to trade apprentice seniority. Thereafter, all apprentices in a trade shall be recalled before any new journeypersons shall be hired, and in accordance with the Collective Agreement. Yours very truly truly, XXXXX XXXXXX & SONS LIMITED B.E. Xxxx Xxxxxx XxXxxxx Director, Industrial Relations *Premium Pay for Saturday Human Resources UNIFOR and Sunday work will not apply to employees hired after January 3rd, 1990. Such employees scheduled to work these days as part of their regular forty (40) hour work week shall be compensated at their regular straight-time hourly rate of pay. its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 2302 - Xxxxxxxxxxx XxxWalkerville Stn. Windsor, Ontario Technological change is defined as changes in technology relative to process and or equipment that significantly differs from that previously utilized by the company. In the event of technological changes as defined above, the company shall give the Union as much advance notice as practicable. Where additional skills are required as a result of the aforementioned technological change(s), affected employees shall, at the expense of the Employer, be provided with a reasonable period of training and in this connection the parties agree to discuss appropriate training. Yours very truly truly, XXXXX XXXXXX & SONS LIMITED Xxxxxx X. Xxxxxx Vice President, Human Resources Reaffirmed: September 6, 2001 B.E. Xxxx Director, Industrial Relations Xxxxx Xxxxxx, President L2027, National Automobile, Aerospace Transportation & General Workers Union of Canada (C.A.W. - Canada) UNIFOR and its Local 2027 P.O. Box 0000 2302 - Xxxxxxxxxxx Xxx. Windsor, ON THE FOLLOWING GENERALLY OUTLINES THE PROCESS TO BE UTILIZED IN DESIGNATING GENERAL HELP EMPLOYEES PURSUANT TO CLAUSE 13 A(I)(IV) It is the intent of the parties to continue to provide an opportunity for the senior General Help employees within the Bottling Department to be eligible for interdepartmental assignments. Selections will be awarded on the basis of seniority and the successful applicant(s) once qualified will be referred to as the senior “Designated” General Help employee(s). Designated employees not already qualified will be trained. If within 30 calendar days from commencing training an employee fails to perform in accordance with the Employer’s requirements, he/she shall be removed from the designated list. Training will be scheduled as soon as practicable following the closing of the notice. The Company will endeavour, in so far as may be practicable, to provide a trial period that is one continuous period. Eligible employees can only be designated in one classification. A Designated General Help Employee will maintain the rate or the classification for which he is a “Designate”. Designated employees must take the assignment. Manufacturing Division employees while covered under Clause 14 (b) (ii) are not eligible to be on a designate list. Employee’s currently in other departments who are transferred to Bottling General Help are eligible to place their name on any of the active classification lists, only if they are fully qualified in that classification. The most senior employee will then be the designate. The above represents a framework aimed at balancing the requirements of the company to realize a significant return for its training initiatives along with the unions desire to provide senior bottling general help employees an opportunity to be considered for interdepartmental assignments. To this extent the parties agree to meet as required to address and mutually resolve any procedural problems which may arise during the life of the agreement. Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx XxxWalkerville Stn. Windsor, ON The Company agrees to the following "Union Time Off - Paid for by the Company" Four (4) hours per month to post company approved notices. Twelve (12) hours per month for Financial Secretary responsibilities. In addition to the above the Company agrees to pay eight (8) hours per week to cover Union Time off as requested by the President of Local 2027. Such request will be made to the Industrial Relations Department and will be granted subject to the availability of the employee. The above Union Time Off will not apply during any shutdown period. Yours very truly truly, XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations Director-Human Resources Xxxxx Xxxxxx, President UNIFOR and its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 2302 - Xxxxxxxxxxx XxxWalkerville Stn. Windsor, ON The Company confirms that in the event an employee’s employment is terminated due to the permanent closure of the plant at Walkerville/Windsor, while a lockout is in effect, the employee shall receive from the Company two (2) weeks regular non-overtime pay per year of seniority up to a maximum of fifty-two (52) weeks of pay. Should legislation be enacted providing benefits in excess of the above, said legislation shall supercede supersede the benefits provided above. The intent is that there shall be no duplication of Legislative and Company benefits. This Letter of Intent shall be in effect from January 3, 2010 2022 to and including January 3, 2011 2023 and may be relied on and enforced by the Union at any time during that period. Yours very truly truly, XXXXX XXXXXX & SONS LIMITED Xxxxxx XxXxxxx Director, Human Resources Xxxxx Xxxxxx, President UNIFOR and its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 2027 X.X. Xxx 0000 - Xxxxxxxxxxx Xxx. WindsorXxxxxxx, ON XX This letter summarizes our method for determining “ability” in accordance with Clause 13A of this Agreement. It is recognized that the plant’s machinery and processes are continually becoming more complex and that for key positions requiring significant technical capability such as the Technician and Distillery Process Operator classifications the selection process will be undertaken in seniority order and will be for up to ten (10) days in duration for the Distillery Process Operator classification and for up to five (5) days for the Technician classification. An applicant may be required to successfully pass a pre-determined test as well as practical testing on job functions as part of the selection process. Thereafter, successful applicants will validate ability by undergoing a further evaluation pursuant to Clause 13 A (b). Testing requirements will be reviewed and discussed with the President or Vice President and the Area Representative. Should the requirements of the testing subsequently change, these changes will again be discussed with the appropriate union representatives and will be outlined in the job posting. Failure to follow this procedure will void the posting. Furthermore, at the request of the President or Area Representative, the company agrees to review and discuss the test results of an unsuccessful applicant. For less technical job classifications, “ability” will be determined by the senior applicant undergoing an evaluation process pursuant to Clause 13A (b). The Company recognizes the importance of maximizing job advancement opportunities for all its employees. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations October 20, 2004 Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ONbe;

Ratio. 10.01 The ratio of apprentices to journey persons journeymen shall not exceed (1) be no greater than one apprentice to each six (6) journeypersons journeyman employed in a the respective trade. LAYOFF & RECALL In trades where there are less than one journeyman, one apprentice may be assigned in that trade. In the machine trades, the number of journeymen on which to base the number of apprentices shall be the total of journeymen classified in the specific trade as (a) tradesmen, (b) operators of basic and promotional machines and/or operations, 10.02 When a reduction in force occurs there are not journeymen laid off or available in a trade where trade, the Company and Union (Bargaining Committee) may mutually agree to add apprentices are employed, apprentices first over and above the one to one ratio. 10.03 In the event that the ratio at the time of layoff is less than one apprentice to one journeyman then the ratio existing at the time of layoff shall be laid off. maintained, based on the major fraction principle, until all journeymen in the respective trade are recalled. 10.04 The apprentices will exercise their seniority in their own group. For example, if there are four apprentices in any specific trade and a reduction in this number is required due to lack of work, apprentices who are probationary employees shall be laid off first. Thereafter, the first hired shall be the last laid off, off and the last laid off shall be the first to be reinstated. An employee having seniority in the plant who enters the apprentice training program, shall, during the period of his/her apprenticeship, retain seniority. If laid off or dismissed from the apprentice training program, he/she shall be returned to replace the junior employee in the plant, seniority permitting, and to his/her former seniority in the plant. . 10.05 When the work force is increased in a trade, apprentices must be recalled according to trade in accordance with their date of entry into the apprentice seniorityprogram when the journeyman increase permits the maintenance of the ratio used at the time of layoff. Thereafter, all apprentices in a trade shall be recalled before any new journeypersons journeymen shall be hired, and in accordance with the Collective Agreement. Yours very truly XXXXX XXXXXX & SONS LIMITED B.E. Xxxx Director, Industrial Relations *Premium Pay for Saturday and Sunday work will not apply to employees hired after January 3rd, 1990. Such employees scheduled to work these days as part of their regular forty (40) hour work week shall be compensated at their regular straight-time hourly rate of pay. Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, Ontario Technological change is defined as changes in technology relative to process and or equipment that significantly differs from that previously utilized by the company. In the event of technological changes as defined above, the company shall give the Union as much advance notice as practicable. Where additional skills are required as a result of the aforementioned technological change(s), affected employees shall, at the expense of the Employer, be provided with a reasonable period of training and in this connection the parties agree to discuss appropriate training. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx X. Xxxxxx Vice President, Human Resources Reaffirmed: September 6, 2001 B.E. Xxxx Director, Industrial Relations Xxxxx Xxxxxx, President L2027, National Automobile, Aerospace Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON THE FOLLOWING GENERALLY OUTLINES THE PROCESS TO BE UTILIZED IN DESIGNATING GENERAL HELP EMPLOYEES PURSUANT TO CLAUSE 13 A(I)(IV) It is the intent of the parties to continue to provide an opportunity for the senior General Help employees within the Bottling Department to be eligible for interdepartmental assignments. Selections will be awarded on the basis of seniority and the successful applicant(s) once qualified will be referred to as the senior “Designated” General Help employee(s). Designated employees not already qualified will be trained. If within 30 calendar days from commencing training an employee fails to perform in accordance with the Employer’s requirements, he/she shall be removed from the designated list. Training will be scheduled as soon as practicable following the closing of the notice. The Company will endeavour, in so far as may be practicable, to provide a trial period that is one continuous period. Eligible employees can only be designated in one classification. A Designated General Help Employee will maintain the rate or the classification for which he is a “Designate”. Designated employees must take the assignment. Manufacturing Division employees while covered under Clause 14 (b) (ii) are not eligible to be on a designate list. Employee’s currently in other departments who are transferred to Bottling General Help are eligible to place their name on any of the active classification lists, only if they are fully qualified in that classification. The most senior employee will then be the designate. The above represents a framework aimed at balancing the requirements of the company to realize a significant return for its training initiatives along with the unions desire to provide senior bottling general help employees an opportunity to be considered for interdepartmental assignments. To this extent the parties agree to meet as required to address and mutually resolve any procedural problems which may arise during the life of the agreement. Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON The Company agrees to the following "Union Time Off - Paid for by the Company" Four (4) hours per month to post company approved notices. Twelve (12) hours per month for Financial Secretary responsibilities. In addition to the above the Company agrees to pay eight (8) hours per week to cover Union Time off as requested by the President of Local 2027. Such request will be made to the Industrial Relations Department and will be granted subject to the availability of the employee. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON The Company confirms that in the event an employee’s employment is terminated due to the permanent closure of the plant at Walkerville/Windsor, while a lockout is in effect, the employee shall receive from the Company two (2) weeks regular non-overtime pay per year of seniority up to a maximum of fifty-two (52) weeks of pay. Should legislation be enacted providing benefits in excess of the above, said legislation shall supercede the benefits provided above. The intent is that there shall be no duplication of Legislative and Company benefits. This Letter of Intent shall be in effect from January 3, 2010 to and including January 3, 2011 and may be relied on and enforced by the Union at any time during that period. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON This letter summarizes our method for determining “ability” in accordance with Clause 13A of this Agreement. It is recognized that the plant’s machinery and processes are continually becoming more complex and that for key positions requiring significant technical capability such as the Technician and Distillery Process Operator classifications the selection process will be undertaken in seniority order and will be for up to ten (10) days in duration for the Distillery Process Operator classification and for up to five (5) days for the Technician classification. An applicant may be required to successfully pass a pre-determined test as well as practical testing on job functions as part of the selection process. Thereafter, successful applicants will validate ability by undergoing a further evaluation pursuant to Clause 13 A (b). Testing requirements will be reviewed and discussed with the President or Vice President and the Area Representative. Should the requirements of the testing subsequently change, these changes will again be discussed with the appropriate union representatives and will be outlined in the job posting. Failure to follow this procedure will void the posting. Furthermore, at the request of the President or Area Representative, the company agrees to review and discuss the test results of an unsuccessful applicant. For less technical job classifications, “ability” will be determined by the senior applicant undergoing an evaluation process pursuant to Clause 13A (b). The Company recognizes the importance of maximizing job advancement opportunities for all its employees. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations October 20, 2004 Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON.

Ratio. The ratio of apprentices to journey persons shall not exceed (1) apprentice to each six five (65) journeypersons employed in a respective trade. LAYOFF & RECALL When a reduction in force occurs in a trade where apprentices are employed, apprentices first shall be laid off. The apprentices will exercise their seniority in their own group. For example, if there are four apprentices in any specific trade and a reduction in this number is required due to lack of work, the first hired shall be the last laid off, and the last laid off shall be the first to be reinstated. An employee having seniority in the plant who enters the apprentice training program, shall, during the period of his/her apprenticeship, retain seniority. If laid off or dismissed from the apprentice training program, he/she shall be returned to replace the junior employee in the plant, seniority permitting, and to his/her former seniority in the plant. When the work force is increased in a trade, apprentices must be recalled according to trade apprentice seniority. Thereafter, all apprentices in a trade shall be recalled before any new journeypersons shall be hired, and in accordance with the Collective Agreement. Yours very truly XXXXX XXXXXX & SONS LIMITED B.E. Xxxx Director, Industrial Relations *Premium Pay for Saturday UNIFOR and Sunday work will not apply to employees hired after January 3rd, 1990. Such employees scheduled to work these days as part of their regular forty (40) hour work week shall be compensated at their regular straight-time hourly rate of pay. its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 2302 - Xxxxxxxxxxx XxxWalkerville Stn. Windsor, Ontario TECHNOLOGICAL CHANGE Technological change is defined as changes in technology relative to process and or equipment that significantly differs from that previously utilized by the company. In the event of technological changes as defined above, the company shall give the Union as much advance notice as practicable. Where additional skills are required as a result of the aforementioned technological change(s), affected employees shall, at the expense of the Employer, be provided with a reasonable period of training and in this connection the parties agree to discuss appropriate training. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx X. Xxxxxx Vice President, Human Resources Reaffirmed: September 6, 2001 B.E. Xxxx Director, Industrial Relations Xxxxx Xxxxxx, President L2027, National Automobile, Aerospace Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box UNIFOR and its Local 2027 X.X. Xxx 0000 - Xxxxxxxxxxx Xxx. WindsorXxxxxxx, ON XX THE FOLLOWING GENERALLY OUTLINES THE PROCESS TO BE UTILIZED IN DESIGNATING GENERAL HELP EMPLOYEES PURSUANT TO CLAUSE 13 A(I)(IV) It is the intent of the parties to continue to provide an opportunity for the senior General Help employees within the Bottling Department to be eligible for interdepartmental assignments. Designates will be obtained through a designated posting procedure as follows: To be eligible you must be in the Bottling Department in the General Help classification. Postings will be advertised for seventy-two (72) hours. Area Reps if authorized by an employee on vacation may make an application for the employee. Area Reps if authorized by an employee on Weekly Indemnity, Long Term Disability or Workplace Safety & Insurance may make application provided they have a return to work date within seven (7) calendar days of the posting’s expiration date. Selections will be awarded on the basis of seniority and the successful applicant(s) once qualified will be referred to as the senior “Designated” General Help employee(s). Where there are no applicants for the designate posting, the Company will assign the low seniority Bottling Dept. General Help employee not on a designate position. Designated employees not already qualified will be trained. If within 30 calendar days from commencing training an employee fails to perform in accordance with the Employer’s requirements, he/she shall be removed from the designated list. Training will be scheduled as soon as practicable following the closing of the notice. The Company will endeavour, in so far as may be practicable, to provide a trial period that is one continuous period. Eligible employees can only be designated in one classification. A Designated General Help Employee will maintain the rate or the classification for which he is a “Designate”. An employee will not be able to remove himself from his designate position, unless he was originally assigned to such designate position as the low seniority Bottling Department General Help employee, he has been in the designate position for at least twelve (12) months, and there is a regular full-time Bottling General Help employee with less seniority who is not assigned to any designate position. Employees who successfully bid out of the Bottling General Help designate classification will be removed from the designated position. Being a designate does not exempt you from being assigned a vacancy where there are no applicants (i.e. clause 13A (d)) or being placed on a temporary assignment or loan. The following are the designated positions with the maximum number of designated. The addition of designate positions to this list will be discussed and agreed upon by the parties. Grain Control Operator 2 Central Maintenance Storekeeper 1 Blending Process Operator 2 Distribution Utility Operator 2 Maturing Barrel Inspector Stacker 2 Material Handling Utility Operator Designated employees must take the assignment. 2 Manufacturing Division employees while covered under Clause 14 (ba) (ii) are not eligible to be on a designate list. Employee’s currently in other departments who are transferred to Bottling General Help are eligible to place their name on any of the active classification lists, only if they are fully qualified in that classification. The most senior employee will then be the designate. The above represents a framework aimed at balancing the requirements of the company to realize a significant return for its training initiatives along with the unions desire to provide senior bottling general help employees an opportunity to be considered for interdepartmental assignments. To this extent the parties agree to meet as required to address and mutually resolve any procedural problems which may arise during the life of the agreement. Xxxxx Xxxxxx, President UNIFOR and its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 2302 - Xxxxxxxxxxx XxxWalkerville Stn. Windsor, ON The Company agrees to the following "Union Time Off - Paid for by the Company" Four (4) hours per month to post company approved notices. Twelve (12) hours per month for Financial Secretary responsibilities. In addition to the above the Company agrees to pay eight (8) hours per week to cover Union Time off as requested by the President of Local 2027. Such request will be made to the Industrial Relations Department and will be granted subject to the availability of the employee. The above Union Time Off will not apply during any shutdown period. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations Director-Human Resources Xxxxx Xxxxxx, President UNIFOR and its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 2302 - Xxxxxxxxxxx XxxWalkerville Stn. Windsor, ON SEVERANCE PAY ON CLOSURE The Company confirms that in the event an employee’s employment is terminated due to the permanent closure of the plant at Walkerville/Windsor, while a lockout is in effect, the employee shall receive from the Company two (2) weeks regular non-overtime pay per year of seniority up to a maximum of fifty-two (52) weeks of pay. Should legislation be enacted providing benefits in excess of the above, said legislation shall supercede supersede the benefits provided above. The intent is that there shall be no duplication of Legislative and Company benefits. This Letter of Intent shall be in effect from January 3, 2010 2017 to and including January 3, 2011 2018 and may be relied on and enforced by the Union at any time during that period. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxx Xxxxxx, President UNIFOR and its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 2027 X.X. Xxx 0000 - Xxxxxxxxxxx Xxx. WindsorXxxxxxx, ON This letter summarizes our method for determining “ability” in accordance with Clause 13A of this Agreement. It is recognized that the plant’s machinery and processes are continually becoming more complex and that for key positions requiring significant technical capability such as the Technician and Distillery Process Operator classifications the selection process will be undertaken in seniority order and will be for up to ten (10) days in duration for the Distillery Process Operator classification and for up to five (5) days for the Technician classification. An applicant may be required to successfully pass a pre-determined test as well as practical testing on job functions as part of the selection process. Thereafter, successful applicants will validate ability by undergoing a further evaluation pursuant to Clause 13 A (b). Testing requirements will be reviewed and discussed with the President or Vice President and the Area Representative. Should the requirements of the testing subsequently change, these changes will again be discussed with the appropriate union representatives and will be outlined in the job posting. Failure to follow this procedure will void the posting. Furthermore, at the request of the President or Area Representative, the company agrees to review and discuss the test results of an unsuccessful applicant. For less technical job classifications, “ability” will be determined by the senior applicant undergoing an evaluation process pursuant to Clause 13A (b). The Company recognizes the importance of maximizing job advancement opportunities for all its employees. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations October 20, 2004 Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ONXX

Ratio. The ratio of apprentices to journey persons shall not exceed (1) apprentice to each six five (65) journeypersons employed in a respective trade. LAYOFF & RECALL When a reduction in force occurs in a trade where apprentices are employed, apprentices first shall be laid off. The apprentices will exercise their seniority in their own group. For example, if there are four apprentices in any specific trade and a reduction in this number is required due to lack of work, the first hired shall be the last laid off, and the last laid off shall be the first to be reinstated. An employee having seniority in the plant who enters the apprentice training program, shall, during the period of his/her apprenticeship, retain seniority. If laid off or dismissed from the apprentice training program, he/she shall be returned to replace the junior employee in the plant, seniority permitting, and to his/her former seniority in the plant. When the work force is increased in a trade, apprentices must be recalled according to trade apprentice seniority. Thereafter, all apprentices in a trade shall be recalled before any new journeypersons shall be hired, and in accordance with the Collective Agreement. Yours very truly truly, XXXXX XXXXXX & SONS LIMITED B.E. Xxxx Xxxxxx XxXxxxx Director, Industrial Relations *Premium Pay for Saturday Human Resources UNIFOR and Sunday work will not apply to employees hired after January 3rd, 1990. Such employees scheduled to work these days as part of their regular forty (40) hour work week shall be compensated at their regular straight-time hourly rate of pay. its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 2302 - Xxxxxxxxxxx XxxWalkerville Stn. Windsor, Ontario TECHNOLOGICAL CHANGE Technological change is defined as changes in technology relative to process and or equipment that significantly differs from that previously utilized by the company. In the event of technological changes as defined above, the company shall give the Union as much advance notice as practicable. Where additional skills are required as a result of the aforementioned technological change(s), affected employees shall, at the expense of the Employer, be provided with a reasonable period of training and in this connection the parties agree to discuss appropriate training. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx X. Xxxxxx Vice President, Human Resources Reaffirmed: September 6, 2001 B.E. Xxxx Director, Industrial Relations Xxxxx Xxxxxx, President L2027, National Automobile, Aerospace Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box UNIFOR and its Local 2027 X.X. Xxx 0000 - Xxxxxxxxxxx Xxx. WindsorXxxxxxx, ON XX THE FOLLOWING GENERALLY OUTLINES THE PROCESS TO BE UTILIZED IN DESIGNATING GENERAL HELP EMPLOYEES PURSUANT TO CLAUSE 13 A(I)(IV) It is the intent of the parties to continue to provide an opportunity for the senior General Help employees within the Bottling Department to be eligible for interdepartmental assignments. Designates will be obtained through a designated posting procedure as follows: To be eligible you must be in the Bottling Department in the General Help classification. Postings will be advertised for seventy-two (72) hours. Area Reps if authorized by an employee on vacation may make an application for the employee. Area Reps if authorized by an employee on Weekly Indemnity, Long Term Disability or Workplace Safety & Insurance may make application provided they have a return to work date within seven (7) calendar days of the posting’s expiration date. Selections will be awarded on the basis of seniority and the successful applicant(s) once qualified will be referred to as the senior “Designated” General Help employee(s). Where there are no applicants for the designate posting, the Company will assign the low seniority Bottling Dept. General Help employee not on a designate position. Designated employees not already qualified will be trained. If within 30 calendar days from commencing training an employee fails to perform in accordance with the Employer’s requirements, he/she shall be removed from the designated list. Training will be scheduled as soon as practicable following the closing of the notice. The Company will endeavour, in so far as may be practicable, to provide a trial period that is one continuous period. Eligible employees can only be designated in one classification. A Designated General Help Employee will maintain the rate or the classification for which he is a “Designate”. An employee will not be able to remove himself from his designate position, unless he was originally assigned to such designate position as the low seniority Bottling Department General Help employee, he has been in the designate position for at least twelve (12) months, and there is a regular full-time Bottling General Help employee with less seniority who is not assigned to any designate position. Employees who successfully bid out of the Bottling General Help designate classification will be removed from the designated position. Being a designate does not exempt you from being assigned a vacancy where there are no applicants (i.e. clause 13A (d)) or being placed on a temporary assignment or loan. The following are the designated positions with the maximum number of designated. The addition of designate positions to this list will be discussed and agreed upon by the parties. Grain Control Operator 2 Central Maintenance Storekeeper 1 D&F Utility Operator/D&F Barrel Inspector Stacker 2 Blending Process Operator 2 Distribution Utility Operator 2 Maturing Barrel Inspector Stacker 2 Material Handling Utility Operator Designated employees must take the assignment. 2 Manufacturing Division employees while covered under Clause 14 (ba) (ii) are not eligible to be on a designate list. Employee’s currently in other departments who are transferred to Bottling General Help are eligible to place their name on any of the active classification lists, only if they are fully qualified in that classification. The most senior employee will then be the designate. The above represents a framework aimed at balancing the requirements of the company to realize a significant return for its training initiatives along with the unions desire to provide senior bottling general help employees an opportunity to be considered for interdepartmental assignments. To this extent the parties agree to meet as required to address and mutually resolve any procedural problems which may arise during the life of the agreement. Yours very truly, XXXXX XXXXXX & SONS LIMITED Xxxxxx XxXxxxx Director, Human Resources Xxxxx Xxxxxx, President UNIFOR and its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 2302 - Xxxxxxxxxxx XxxWalkerville Stn. Windsor, ON The Company agrees to the following "Union Time Off - Paid for by the Company" Four (4) hours per month to post company approved notices. Twelve (12) hours per month for Financial Secretary responsibilities. In addition to the above the Company agrees to pay eight (8) hours per week to cover Union Time off as requested by the President of Local 2027. Such request will be made to the Industrial Relations Department and will be granted subject to the availability of the employee. The above Union Time Off will not apply during any shutdown period. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations Director-Human Resources Xxxxx Xxxxxx, President UNIFOR and its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 2302 - Xxxxxxxxxxx XxxWalkerville Stn. Windsor, ON SEVERANCE PAY ON CLOSURE The Company confirms that in the event an employee’s employment is terminated due to the permanent closure of the plant at Walkerville/Windsor, while a lockout is in effect, the employee shall receive from the Company two (2) weeks regular non-overtime pay per year of seniority up to a maximum of fifty-two (52) weeks of pay. Should legislation be enacted providing benefits in excess of the above, said legislation shall supercede supersede the benefits provided above. The intent is that there shall be no duplication of Legislative and Company benefits. This Letter of Intent shall be in effect from January 3, 2010 2018 to and including January 3, 2011 2019 and may be relied on and enforced by the Union at any time during that period. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxx Xxxxxx, President UNIFOR and its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 2027 X.X. Xxx 0000 - Xxxxxxxxxxx Xxx. WindsorXxxxxxx, ON This letter summarizes our method for determining “ability” in accordance with Clause 13A of this Agreement. It is recognized that the plant’s machinery and processes are continually becoming more complex and that for key positions requiring significant technical capability such as the Technician and Distillery Process Operator classifications the selection process will be undertaken in seniority order and will be for up to ten (10) days in duration for the Distillery Process Operator classification and for up to five (5) days for the Technician classification. An applicant may be required to successfully pass a pre-determined test as well as practical testing on job functions as part of the selection process. Thereafter, successful applicants will validate ability by undergoing a further evaluation pursuant to Clause 13 A (b). Testing requirements will be reviewed and discussed with the President or Vice President and the Area Representative. Should the requirements of the testing subsequently change, these changes will again be discussed with the appropriate union representatives and will be outlined in the job posting. Failure to follow this procedure will void the posting. Furthermore, at the request of the President or Area Representative, the company agrees to review and discuss the test results of an unsuccessful applicant. For less technical job classifications, “ability” will be determined by the senior applicant undergoing an evaluation process pursuant to Clause 13A (b). The Company recognizes the importance of maximizing job advancement opportunities for all its employees. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations October 20, 2004 Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ONXX

Ratio. So long as a full-time position exists there will be no splitting of that position into two or more part-time positions without the agreement of the Union, such agreement not to be unreasonably withheld. The ratio Employer agrees that employees may be permitted to transfer from one Versa Care Limited nursing home to another Versa Care Limited nursing home the Province of apprentices Ontario for their own personal convenience and at their own expense, subject to journey persons the following conditions: Employees wishing to transfer must notify, in writing, the Administrator of the home to which they would like to transfer, within thirty days of leaving employment at the former home. Such notice shall not exceed include the employee's qualifications, present position, scheduling preferences (1) apprentice if any), and when they would be available to each six (6) journeypersons employed in commence work. An applicant, who is permitted to transfer from one nursing home to another as a respective trade. LAYOFF & RECALL When a reduction in force occurs in a trade where apprentices are employedresult of this transfer procedure, apprentices first will retain any seniority that she had previously accrued and the applicable wage rate shall be laid off. The apprentices will exercise their seniority in their own group. For example, if there are four apprentices in any specific trade and a reduction in this number is required due to lack of work, the first hired shall be the last laid off, and the last laid off shall be the first to be reinstated. An employee having seniority in the plant who enters the apprentice training program, shall, during the period of his/her apprenticeship, retain seniority. If laid off or dismissed from the apprentice training program, he/she shall be returned to replace the junior employee in the plant, seniority permitting, and to his/her former seniority in the plant. When the work force is increased in a trade, apprentices must be recalled paid according to trade apprentice senioritythe position to which the employee transferred. ThereafterHowever, all apprentices an employee so transferring will only be able to exercise home seniority for purposes of transfers, promotions, layoffs and reductions in a trade shall be recalled before any new journeypersons shall be hired, and in accordance with the Collective Agreement. Yours very truly XXXXX XXXXXX & SONS LIMITED B.E. Xxxx Director, Industrial Relations *Premium Pay for Saturday and Sunday work will not apply to employees hired after January 3rd, 1990. Such employees scheduled to work these days as part of their regular forty (40) hour work week shall be compensated at their regular straight-time hourly rate of pay. Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, Ontario Technological change is defined as changes in technology relative to process and or equipment that significantly differs from that previously utilized by the companystaff. In the event of technological changes that an employee is hired (not transferred) into this home and has experience at another Versa Care Limited nursing home, in the same chain clause above shall apply as defined above, the company shall give the Union as much advance notice as practicableit relates to seniority and wage rate. Where additional skills concerned. If no applications are required as a result received by a.m. of the aforementioned technological change(s)ninth day following the posting the Employer may fill the vacancy at her discretion. Until the vacancy is filled the Employer may fill the vacancy at her discretion on a temporary basis. Applicants for a posted job must notify the Supervisor in charge of their candidacy. In cases where two or more employees apply the Employer shall consider the skill, affected employees shallability, at the expense seniority and physical fitness of the applicants. In cases where two or more candidates are, in the Employer's opinion, equally matched the Employer shall award the job to the most senior applicant. The successful applicant shall be provided with placed on trial in the new position for a reasonable period of training and in this connection hours Such trial promotion or transfer shall become permanent after the parties agree to discuss appropriate training. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx X. Xxxxxx Vice President, Human Resources Reaffirmed: September 6, 2001 B.E. Xxxx Director, Industrial Relations Xxxxx Xxxxxx, President L2027, National Automobile, Aerospace Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON THE FOLLOWING GENERALLY OUTLINES THE PROCESS TO BE UTILIZED IN DESIGNATING GENERAL HELP EMPLOYEES PURSUANT TO CLAUSE 13 A(I)(IV) It is the intent of the parties to continue to provide an opportunity for the senior General Help employees within the Bottling Department to be eligible for interdepartmental assignments. Selections will be awarded on the basis of seniority and the successful applicant(s) once qualified will be referred to as the senior “Designated” General Help employee(s). Designated employees not already qualified will be trained. If within 30 calendar days from commencing training an employee fails to perform in accordance with the Employer’s requirements, he/she shall be removed from the designated list. Training will be scheduled as soon as practicable following the closing of the notice. The Company will endeavour, in so far as may be practicable, to provide a trial period that is one continuous period. Eligible employees can only be designated in one classification. A Designated General Help Employee will maintain the rate or the classification for which he is a “Designate”. Designated employees must take the assignment. Manufacturing Division employees while covered under Clause 14 (b) (ii) are not eligible to be on a designate list. Employee’s currently in other departments who are transferred to Bottling General Help are eligible to place their name on any of the active classification lists, only if they are fully qualified in that classification. The most senior employee will then be the designate. The above represents a framework aimed at balancing the requirements of the company to realize a significant return for its training initiatives along with the unions desire to provide senior bottling general help employees an opportunity to be considered for interdepartmental assignments. To this extent the parties agree to meet as required to address and mutually resolve any procedural problems which may arise during the life of the agreement. Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON The Company agrees to the following "Union Time Off - Paid for by the Company" Four (4) hours per month to post company approved notices. Twelve (12) hours per month for Financial Secretary responsibilities. In addition to the above the Company agrees to pay eight (8) hours per week to cover Union Time off as requested by the President of Local 2027. Such request will be made to the Industrial Relations Department and will be granted subject to the availability of the employee. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON The Company confirms that in the event an employee’s employment is terminated due to the permanent closure of the plant at Walkerville/Windsor, while a lockout is in effect, the employee shall receive from the Company two (2) weeks regular non-overtime pay per year of seniority up to a maximum of fifty-two (52) weeks of pay. Should legislation be enacted providing benefits in excess of the above, said legislation shall supercede the benefits provided above. The intent is that there shall be no duplication of Legislative and Company benefits. This Letter of Intent shall be in effect from January 3, 2010 to and including January 3, 2011 and may be relied on and enforced by the Union at any time during that period. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON This letter summarizes our method for determining “ability” in accordance with Clause 13A of this Agreement. It is recognized that the plant’s machinery and processes are continually becoming more complex and that for key positions requiring significant technical capability such as the Technician and Distillery Process Operator classifications the selection process will be undertaken in seniority order and will be for up to ten (10) days in duration for the Distillery Process Operator classification and for up to five (5) days for the Technician classification. An applicant may be required to successfully pass a pre-determined test as well as practical testing on job functions as part of the selection process. Thereafter, successful applicants will validate ability by undergoing a further evaluation pursuant to Clause 13 A (b). Testing requirements will be reviewed and discussed with the President or Vice President and the Area Representative. Should the requirements of the testing subsequently change, these changes will again be discussed with the appropriate union representatives and will be outlined in the job posting. Failure to follow this procedure will void the posting. Furthermore, at the request of the President or Area Representative, the company agrees to review and discuss the test results of an unsuccessful applicant. For less technical job classifications, “ability” will be determined by the senior applicant undergoing an evaluation process pursuant to Clause 13A (b). The Company recognizes the importance of maximizing job advancement opportunities for all its employees. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations October 20, 2004 Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ONunless:

Ratio. The ratio of apprentices to journey persons shall not exceed (1) apprentice to each six (6) journeypersons employed in a respective trade. LAYOFF & RECALL When a reduction in force occurs in a trade where apprentices are employed, apprentices first shall be laid off. The apprentices will exercise their seniority in their own group. For example, if there are four apprentices in any specific trade and a reduction in this number is required due to lack of work, the first hired shall be the last laid off, and the last laid off shall be the first to be reinstatedrein- stated. An employee having seniority in the plant who enters the apprentice training program, shall, during the period of his/her apprenticeship, retain seniority. If laid off or dismissed from the apprentice training program, he/she shall be returned to replace the junior employee in the plant, seniority permitting, and to his/her former seniority in the plant. When the work force is increased in a trade, apprentices must be recalled according to trade apprentice seniority. Thereafter, all apprentices in a trade shall be recalled before any new journeypersons shall be hired, and in accordance with the Collective Agreement. Yours very truly XXXXX XXXXXX & SONS LIMITED B.E. Xxxx Director, Industrial Relations *Premium Pay for Saturday Xx. Xxx Xxxxxxx President, Local 2027 National Automobile, Aerospace Transportation and Sunday work General Workers Union of Canada (CAW - Canada) 0000 Xxxxxx Xxxxxx Xxxxxxx, Xxxxxxx X0X 0X0 Dear Xx. Xxxxxxx, This letter will serve to notify Local 2027 that it is the Company's intent to eliminate the Group Leader Lines classification #892 through technological change. This may occur prior to January 3, 1996. Effective January 3, 1996, regular Group Leader Lines Personnel (#892), when not apply re- quired due to employees hired after January 3rdproduction fluctuations, 1990will perform the duties of the classification of Bottling Utility Operator. Such employees scheduled to work these days as part of their regular forty (40) hour work week shall be compensated at their regular straight-time hourly rate of pay. Yours very truly, XXXXX XXXXXX & SONS LIMITED X.X. Xxxxxx Vice President, Human Resources Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, Ontario Technological change is defined as changes in technology relative to process and or equipment equip- ment that significantly differs from that previously utilized by the company. In the event of technological changes as defined above, the company shall give the Union as much advance notice as practicable. Where additional skills are required as a result of the aforementioned technological change(s), affected effected employees shall, at the expense of the Employer, be provided with a reasonable period of training and in this connection the parties agree to discuss appropriate training. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx X. Xxxxxx Vice President, Human Resources Reaffirmed: September 6, 2001 B.E. Xxxx Director, Industrial Relations Xxxxx Xxxxxx, President L2027, National Automobile, Aerospace Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON THE FOLLOWING GENERALLY OUTLINES THE PROCESS TO BE UTILIZED IN DESIGNATING GENERAL HELP EMPLOYEES PURSUANT TO CLAUSE 13 A(I)(IV) It is the intent of the parties to continue to provide an opportunity for the senior General Help employees within the Bottling Department to be eligible for interdepartmental interdepartment assignments. A notice will be posted in the Bottling Department during January 1999 and as required thereafter, advising Bottling Department General Help employees of classified jobs outside of the Bottling Department requiring qualified employees for interdepartment temporary as- signments. The initial notice will include, as a minimum, the following classifications and numbers: Grain Control Operator - Post 1 Drain & Fill Utility Operator - Post 1 Blending Process Operator - Post 1 Distribution Utility Operator - Post 1 Maturing Barrel Inspector Stacker - Post 1 Material Handling Utility Operator - Post 2 Grounds Tractor Operator - Post 1 Bottling Maintenance Storekeeper - Post 1 Material Handling Receiver - Post 1 Thereafter, the job classifications selected as well as the number of qualified "Designated" General Help employees required will be determined by the Company. A Bottling General Help employee electing to place his/her name adjacent to any of the above referenced classifications is indicating that he/she is already qualified in the classification or wishes to be trained in that classification and once qualified is committed to being in- terdepartmentally assigned to the classification as required. Selections will be awarded on the basis of seniority and the successful applicant(s) once qualified will be referred to as the senior “"Designated” " General Help employee(s). Designated employees not already qualified will be trained. If within 30 calendar days from commencing training an employee fails to perform in accordance with the Employer’s requirements's re- quirements, he/she shall be removed from the designated list. Training will be scheduled as soon as practicable following the closing of the notice. The Company will endeavour, in so far as may be practicable, to provide a trial period that is one continuous period. Eligible employees can only be designated in one classification. A Designated General Help Employee will maintain the rate or the classification for which he is a “Designate”. Designated employees must take the assignment. Manufacturing Division employees while covered under Clause 14 (b) (ii) are not eligible to be on a designate list. Employee’s currently in other departments who are transferred to Bottling General Help are eligible to place their name on any of the active classification lists, only if they are fully qualified in that classification. The most senior employee will then be the designate. The above represents a framework aimed at balancing the requirements of the company to realize a significant return for its training initiatives along with the unions desire to provide senior bottling general help employees an opportunity to be considered for interdepartmental assignments. To this extent the parties agree to meet as required to address and mutually resolve any procedural problems which may arise during the life of the agreement. Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON The Company agrees to the following "Union Time Off - Paid for by the Company" Four (4) hours per month to post company approved notices. Twelve (12) hours per month for Financial Secretary responsibilities. In addition to the above the Company agrees to pay eight (8) hours per week to cover Union Time off as requested by the President of Local 2027. Such request will be made to the Industrial Relations Department and will be granted subject to the availability of the employee. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON The Company confirms that in the event an employee’s employment is terminated due to the permanent closure of the plant at Walkerville/Windsor, while a lockout is in effect, the employee shall receive from the Company two (2) weeks regular non-overtime pay per year of seniority up to a maximum of fifty-two (52) weeks of pay. Should legislation be enacted providing benefits in excess of the above, said legislation shall supercede the benefits provided above. The intent is that there shall be no duplication of Legislative and Company benefits. This Letter of Intent shall be in effect from January 3, 2010 to and including January 3, 2011 and may be relied on and enforced by the Union at any time during that period. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON This letter summarizes our method for determining “ability” in accordance with Clause 13A of this Agreement. It is recognized that the plant’s machinery and processes are continually becoming more complex and that for key positions requiring significant technical capability such as the Technician and Distillery Process Operator classifications the selection process will be undertaken in seniority order and will be for up to ten (10) days in duration for the Distillery Process Operator classification and for up to five (5) days for the Technician classification. An applicant may be required to successfully pass a pre-determined test as well as practical testing on job functions as part of the selection process. Thereafter, successful applicants will validate ability by undergoing a further evaluation pursuant to Clause 13 A (b). Testing requirements will be reviewed and discussed with the President or Vice President and the Area Representative. Should the requirements of the testing subsequently change, these changes will again be discussed with the appropriate union representatives and will be outlined in the job posting. Failure to follow this procedure will void the posting. Furthermore, at the request of the President or Area Representative, the company agrees to review and discuss the test results of an unsuccessful applicant. For less technical job classifications, “ability” will be determined by the senior applicant undergoing an evaluation process pursuant to Clause 13A (b). The Company recognizes the importance of maximizing job advancement opportunities for all its employees. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations October 20, 2004 Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON.

Ratio. The ratio of apprentices to journey persons shall not exceed (1) apprentice to each six five (65) journeypersons employed in a respective trade. LAYOFF & RECALL When a reduction in force occurs in a trade where apprentices are employed, apprentices first shall be laid off. The apprentices will exercise their seniority in their own group. For example, if there are four apprentices in any specific trade and a reduction in this number is required due to lack of work, the first hired shall be the last laid off, and the last laid off shall be the first to be reinstated. An employee having seniority in the plant who enters the apprentice training program, shall, during the period of his/her apprenticeship, retain seniority. If laid off or dismissed from the apprentice training program, he/she shall be returned to replace the junior employee in the plant, seniority permitting, and to his/her former seniority in the plant. When the work force is increased in a trade, apprentices must be recalled according to trade apprentice seniority. Thereafter, all apprentices in a trade shall be recalled before any new journeypersons shall be hired, and in accordance with the Collective Agreement. Yours very truly truly, XXXXX XXXXXX & SONS LIMITED B.E. Xxxx Xxxxxx XxXxxxx Director, Industrial Relations *Premium Pay for Saturday Human Resources UNIFOR and Sunday work will not apply to employees hired after January 3rd, 1990. Such employees scheduled to work these days as part of their regular forty (40) hour work week shall be compensated at their regular straight-time hourly rate of pay. its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, Ontario Technological change is defined as changes in technology relative to process and or equipment that significantly differs from that previously utilized by the company. In the event of technological changes as defined above, the company shall give the Union as much advance notice as practicable. Where additional skills are required as a result of the aforementioned technological change(s), affected employees shall, at the expense of the Employer, be provided with a reasonable period of training and in this connection the parties agree to discuss appropriate training. Yours very truly truly, XXXXX XXXXXX & SONS LIMITED Xxxxxx X. Xxxxxx Vice President, Human Resources Reaffirmed: September 6, 2001 B.E. Xxxx Director, Industrial Relations Xxxxx Xxxxxx, President L2027, National Automobile, Aerospace Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON THE FOLLOWING GENERALLY OUTLINES THE PROCESS TO BE UTILIZED IN DESIGNATING GENERAL HELP EMPLOYEES PURSUANT TO CLAUSE 13 A(I)(IV) It is the intent of the parties to continue to provide an opportunity for the senior General Help employees within the Bottling Department to be eligible for interdepartmental assignments. Selections will be awarded on the basis of seniority UNIFOR and the successful applicant(s) once qualified will be referred to as the senior “Designated” General Help employee(s). Designated employees not already qualified will be trained. If within 30 calendar days from commencing training an employee fails to perform in accordance with the Employer’s requirements, he/she shall be removed from the designated list. Training will be scheduled as soon as practicable following the closing of the notice. The Company will endeavour, in so far as may be practicable, to provide a trial period that is one continuous period. Eligible employees can only be designated in one classification. A Designated General Help Employee will maintain the rate or the classification for which he is a “Designate”. Designated employees must take the assignment. Manufacturing Division employees while covered under Clause 14 (b) (ii) are not eligible to be on a designate list. Employee’s currently in other departments who are transferred to Bottling General Help are eligible to place their name on any of the active classification lists, only if they are fully qualified in that classification. The most senior employee will then be the designate. The above represents a framework aimed at balancing the requirements of the company to realize a significant return for its training initiatives along with the unions desire to provide senior bottling general help employees an opportunity to be considered for interdepartmental assignments. To this extent the parties agree to meet as required to address and mutually resolve any procedural problems which may arise during the life of the agreement. Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON The Company agrees to the following "Union Time Off - Paid for by the Company" Four (4) hours per month to post company approved notices. Twelve (12) hours per month for Financial Secretary responsibilities. In addition to the above the Company agrees to pay eight (8) hours per week to cover Union Time off as requested by the President of Local 2027. Such request will be made to the Industrial Relations Department and will be granted subject to the availability of the employee. The above Union Time Off will not apply during any shutdown period. Yours very truly truly, XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations Director-Human Resources Xxxxx Xxxxxx, President UNIFOR and its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON The Company confirms that in the event an employee’s employment is terminated due to the permanent closure of the plant at Walkerville/Windsor, while a lockout is in effect, the employee shall receive from the Company two (2) weeks regular non-overtime pay per year of seniority up to a maximum of fifty-two (52) weeks of pay. Should legislation be enacted providing benefits in excess of the above, said legislation shall supercede supersede the benefits provided above. The intent is that there shall be no duplication of Legislative and Company benefits. This Letter of Intent shall be in effect from January 3, 2010 2022 to and including January 3, 2011 2023 and may be relied on and enforced by the Union at any time during that period. Yours very truly truly, XXXXX XXXXXX & SONS LIMITED Xxxxxx XxXxxxx Director, Human Resources Xxxxx Xxxxxx, President UNIFOR and its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON This letter summarizes our method for determining “ability” in accordance with Clause 13A of this Agreement. It is recognized that the plant’s machinery and processes are continually becoming more complex and that for key positions requiring significant technical capability such as the Technician and Distillery Process Operator classifications the selection process will be undertaken in seniority order and will be for up to ten (10) days in duration for the Distillery Process Operator classification and for up to five (5) days for the Technician classification. An applicant may be required to successfully pass a pre-determined test as well as practical testing on job functions as part of the selection process. Thereafter, successful applicants will validate ability by undergoing a further evaluation pursuant to Clause 13 A (b). Testing requirements will be reviewed and discussed with the President or Vice President and the Area Representative. Should the requirements of the testing subsequently change, these changes will again be discussed with the appropriate union representatives and will be outlined in the job posting. Failure to follow this procedure will void the posting. Furthermore, at the request of the President or Area Representative, the company agrees to review and discuss the test results of an unsuccessful applicant. For less technical job classifications, “ability” will be determined by the senior applicant undergoing an evaluation process pursuant to Clause 13A (b). The Company recognizes the importance of maximizing job advancement opportunities for all its employees. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations October 20, 2004 Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ONbe;

Ratio. The ratio of apprentices to journey persons shall not exceed (1) apprentice to each six (6) journeypersons employed in a respective trade. LAYOFF & RECALL When a reduction in force occurs in a trade where apprentices are employed, apprentices first shall be laid off. The apprentices will exercise their seniority in their own group. For example, if there are four apprentices in any specific trade and a reduction in this number is required due to lack of work, the first hired shall be the last laid off, and the last laid off shall be the first to be reinstated. An employee having seniority in the plant who enters the apprentice training program, shall, during the period of his/her apprenticeship, retain seniority. If laid off or dismissed from the apprentice training program, he/she shall be returned to replace the junior employee in the plant, seniority permitting, and to his/her former seniority in the plant. When the work force is increased in a trade, apprentices must be recalled according to trade apprentice seniority. Thereafter, all apprentices in a trade shall be recalled before any new journeypersons shall be hired, and in accordance with the Collective Agreement. Yours very truly XXXXX XXXXXX & SONS LIMITED B.E. Xxxx Director, Industrial Relations *Premium Pay for Saturday Xx. Xxx Xxxxxxx President, Local 2027 National Automobile, Aerospace Transportation and Sunday work General Workers Union of Canada (CAW - Canada) 0000 Xxxxxx Xxxxxx Xxxxxxx, Xxxxxxx X0X 0X0 Dear Xx. Xxxxxxx, This letter will serve to notify Local 2027 that it is the Company's intent to eliminate the Group Leader Lines classification #892 through technological change. This may occur prior to January 3, 1996. Effective January 3, 1996, regular Group Leader Lines Personnel (#892), when not apply required due to employees hired after January 3rdproduction fluctuations, 1990will perform the duties of the classification of Bottling Utility Operator. Such employees scheduled to work these days as part of their regular forty (40) hour work week shall be compensated at their regular straight-time hourly rate of pay. Yours very truly, XXXXX XXXXXX & SONS LIMITED X.X. Xxxxxx Vice President, Human Resources Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box X.X. Xxx 0000 - Xxxxxxxxxxx Xxx. WindsorXxxxxxx, Ontario Xxxxxxx Technological change is defined as changes in technology relative to process and or equipment that significantly differs from that previously utilized by the company. In the event of technological changes as defined above, the company shall give the Union as much advance notice as practicable. Where additional skills are required as a result of the aforementioned technological change(s), affected employees shall, at the expense of the Employer, be provided with a reasonable period of training and in this connection the parties agree to discuss appropriate training. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx X. Xxxxxx Vice President, Human Resources Reaffirmed: September 6, 2001 B.E. Xxxx Director, Industrial Relations Xxxxx Xxxxxx, President L2027, National Automobile, Aerospace Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box X.X. Xxx 0000 - Xxxxxxxxxxx Xxx. WindsorXxxxxxx, ON XX THE FOLLOWING GENERALLY OUTLINES THE PROCESS TO BE UTILIZED IN DESIGNATING GENERAL HELP EMPLOYEES PURSUANT TO CLAUSE 13 A(I)(IV) It is the intent of the parties to continue to provide an opportunity for the senior General Help employees within the Bottling Department to be eligible for interdepartmental interdepartment assignments. A notice will be posted in the Bottling Department during January 1999 and as required thereafter, advising Bottling Department General Help employees of classified jobs outside of the Bottling Department requiring qualified employees for interdepartment temporary assignments. The initial notice will include, as a minimum, the following classifications and numbers: Grain Control Operator - Post 1 Drain & Fill Utility Operator - Post 1 Blending Process Operator - Post 1 Distribution Utility Operator - Post 1 Maturing Barrel Inspector Stacker - Post 1 Material Handling Utility Operator - Post 2 Grounds Tractor Operator - Post 1 Bottling Maintenance Storekeeper - Post 1 Material Handling Receiver - Post 1 Thereafter, the job classifications selected as well as the number of qualified "Designated" General Help employees required will be determined by the Company. A Bottling General Help employee electing to place his/her name adjacent to any of the above referenced classifications is indicating that he/she is already qualified in the classification or wishes to be trained in that classification and once qualified is committed to being interdepartmentally assigned to the classification as required. Selections will be awarded on the basis of seniority and the successful applicant(s) once qualified will be referred to as the senior “"Designated” " General Help employee(s). Designated employees not already qualified will be trained. If within 30 calendar days from commencing training an employee fails to perform in accordance with the Employer’s 's requirements, he/she shall be removed from the designated list. Training will be scheduled as soon as practicable following the closing of the notice. The Company will endeavour, in so far as may be practicable, to provide a trial period that is one continuous period. Eligible employees can only be designated in one classification. A Designated General Help Employee will maintain the rate or of the classification for which he is a “Designate”. Designated employees must take the assignment. An employee removing him/herself from the designated list for any reason will be precluded from returning to any designated list for a period of one year unless otherwise mutually agreed upon. Employees who successfully bid out of the Bottling General Help classification will be removed from the designated list. Manufacturing Division employees while covered under Clause 14 (b) (iib)(ii) are not eligible to be on a designate designated list. Employee’s currently in other departments A separate Roster will be maintained for non-designated employees who are transferred to Bottling General Help are eligible to place their name on any of the active classification lists, only if they are fully qualified in that classification. The most senior employee will then be the designaterequired classification and are committed to being assigned to such classification when the designee(s) is not available. The above represents a framework aimed at balancing the requirements of the company to realize a significant return for its training initiatives along with the unions desire to provide senior bottling general help employees an opportunity to be considered for interdepartmental assignments. To this extent the parties agree to meet as required to address and mutually resolve any procedural problems which may arise during the life of the agreement. Xxxxx Xxxxxx, President Yours very truly XXXXX XXXXXX & SONS LIMITED Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box X.X. Xxx 0000 - Xxxxxxxxxxx Xxx. WindsorXxxxxxx, ON XX During negotiations it was discussed in length the issue of amalgamation/merging of classifications/departments. The Union clearly stated its position of opposition of any amalgamation/merging of job classifications for any reason. The Company's position was that it would only amalgamate/merge classifications for "proper business reasons." In order to continue with these negotiations, both the Union and Company agrees to the following "Union Time Off - Paid for by the Company" Four (4) hours per month to post company approved notices. Twelve (12) hours per month for Financial Secretary responsibilities. In addition to the above the Company agrees to pay eight (8) hours per week to cover Union Time off as requested by the President removed their proposals on amalgamation/merger of Local 2027. Such request will be made to the Industrial Relations Department and will be granted subject to the availability of the employeeclassifications. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx ManagerB.E. Xxxx Director, Labour Industrial Relations Xxxxx XxxxxxReaffirmed: September 6, President Local 20272001 B.E. Xxxx Director, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON The Company confirms that in the event an employee’s employment is terminated due to the permanent closure of the plant at Walkerville/Windsor, while a lockout is in effect, the employee shall receive from the Company two (2) weeks regular non-overtime pay per year of seniority up to a maximum of fifty-two (52) weeks of pay. Should legislation be enacted providing benefits in excess of the above, said legislation shall supercede the benefits provided above. The intent is that there shall be no duplication of Legislative and Company benefits. This Letter of Intent shall be in effect from January 3, 2010 to and including January 3, 2011 and may be relied on and enforced by the Union at any time during that period. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ON This letter summarizes our method for determining “ability” in accordance with Clause 13A of this Agreement. It is recognized that the plant’s machinery and processes are continually becoming more complex and that for key positions requiring significant technical capability such as the Technician and Distillery Process Operator classifications the selection process will be undertaken in seniority order and will be for up to ten (10) days in duration for the Distillery Process Operator classification and for up to five (5) days for the Technician classification. An applicant may be required to successfully pass a pre-determined test as well as practical testing on job functions as part of the selection process. Thereafter, successful applicants will validate ability by undergoing a further evaluation pursuant to Clause 13 A (b). Testing requirements will be reviewed and discussed with the President or Vice President and the Area Representative. Should the requirements of the testing subsequently change, these changes will again be discussed with the appropriate union representatives and will be outlined in the job posting. Failure to follow this procedure will void the posting. Furthermore, at the request of the President or Area Representative, the company agrees to review and discuss the test results of an unsuccessful applicant. For less technical job classifications, “ability” will be determined by the senior applicant undergoing an evaluation process pursuant to Clause 13A (b). The Company recognizes the importance of maximizing job advancement opportunities for all its employees. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations October 20, 2004 Xxxxx Xxxxxx, President Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 0000 - Xxxxxxxxxxx Xxx. Windsor, ONIndustrial Relations

Ratio. The ratio of apprentices to journey persons shall not exceed (1) apprentice to each six five (65) journeypersons employed in a respective trade. LAYOFF & RECALL When a reduction in force occurs in a trade where apprentices are employed, apprentices first shall be laid off. The apprentices will exercise their seniority in their own group. For example, if there are four apprentices in any specific trade and a reduction in this number is required due to lack of work, the first hired shall be the last laid off, and the last laid off shall be the first to be reinstated. An employee having seniority in the plant who enters the apprentice training program, shall, during the period of his/her apprenticeship, retain seniority. If laid off or dismissed from the apprentice training program, he/she shall be returned to replace the junior employee in the plant, seniority permitting, and to his/her former seniority in the plant. When the work force is increased in a trade, apprentices must be recalled according to trade apprentice seniority. Thereafter, all apprentices in a trade shall be recalled before any new journeypersons shall be hired, and in accordance with the Collective Agreement. Yours very truly truly, XXXXX XXXXXX & SONS LIMITED B.E. Xxxx Xxxxxx XxXxxxx Director, Industrial Relations *Premium Pay for Saturday Human Resources UNIFOR and Sunday work will not apply to employees hired after January 3rd, 1990. Such employees scheduled to work these days as part of their regular forty (40) hour work week shall be compensated at their regular straight-time hourly rate of pay. its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 2302 - Xxxxxxxxxxx XxxWalkerville Stn. Windsor, Ontario Technological change is defined as changes in technology relative to process and or equipment that significantly differs from that previously utilized by the company. In the event of technological changes as defined above, the company shall give the Union as much advance notice as practicable. Where additional skills are required as a result of the aforementioned technological change(s), affected employees shall, at the expense of the Employer, be provided with a reasonable period of training and in this connection the parties agree to discuss appropriate training. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx X. Xxxxxx Vice President, Human Resources Reaffirmed: September 6, 2001 B.E. Xxxx Director, Industrial Relations Xxxxx Xxxxxx, President L2027, National Automobile, Aerospace Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box UNIFOR and its Local 2027 X.X. Xxx 0000 - Xxxxxxxxxxx Xxx. WindsorXxxxxxx, ON XX THE FOLLOWING GENERALLY OUTLINES THE PROCESS TO BE UTILIZED IN DESIGNATING GENERAL HELP EMPLOYEES PURSUANT TO CLAUSE 13 A(I)(IV) It is the intent of the parties to continue to provide an opportunity for the senior General Help employees within the Bottling Department to be eligible for interdepartmental assignments. Designates will be obtained through a designated posting procedure as follows: To be eligible you must be in the Bottling Department in the General Help classification. Postings will be advertised for seventy-two (72) hours. Area Reps if authorized by an employee on vacation may make an application for the employee. Area Reps if authorized by an employee on Weekly Indemnity, Long Term Disability or Workplace Safety & Insurance may make application provided they have a return to work date within seven (7) calendar days of the posting’s expiration date. Selections will be awarded on the basis of seniority and the successful applicant(s) once qualified will be referred to as the senior “Designated” General Help employee(s). Where there are no applicants for the designate posting, the Company will assign the low seniority Bottling Dept. General Help employee not on a designate position. Designated employees not already qualified will be trained. If within 30 calendar days from commencing training an employee fails to perform in accordance with the Employer’s requirements, he/she shall be removed from the designated list. Training will be scheduled as soon as practicable following the closing of the notice. The Company will endeavour, in so far as may be practicable, to provide a trial period that is one continuous period. Eligible employees can only be designated in one classification. A Designated General Help Employee will maintain the rate or the classification for which he is a “Designate”. An employee will not be able to remove himself from his designate position, unless he was originally assigned to such designate position as the low seniority Bottling Department General Help employee, he has been in the designate position for at least twelve (12) months, and there is a regular full-time Bottling General Help employee with less seniority who is not assigned to any designate position. Employees who successfully bid out of the Bottling General Help designate classification will be removed from the designated position. Being a designate does not exempt you from being assigned a vacancy where there are no applicants (i.e. clause 13A (d)) or being placed on a temporary assignment or loan. The following are the designated positions with the maximum number of designated. The addition of designate positions to this list will be discussed and agreed upon by the parties. Grain Control Operator 2 Central Maintenance Storekeeper 1 D&F Utility Operator/D&F Barrel Inspector Stacker 2 Blending Process Operator 2 Distribution Utility Operator 2 Maturing Barrel Inspector Stacker 2 Material Handling Utility Operator Designated employees must take the assignment. 2 Manufacturing Division employees while covered under Clause 14 (ba) (ii) are not eligible to be on a designate list. Employee’s currently in other departments who are transferred to Bottling General Help are eligible to place their name on any of the active classification lists, only if they are fully qualified in that classification. The most senior employee will then be the designate. The above represents a framework aimed at balancing the requirements of the company to realize a significant return for its training initiatives along with the unions desire to provide senior bottling general help employees an opportunity to be considered for interdepartmental assignments. To this extent the parties agree to meet as required to address and mutually resolve any procedural problems which may arise during the life of the agreement. Yours very truly, XXXXX XXXXXX & SONS LIMITED Xxxxxx XxXxxxx Director, Human Resources Xxxxx Xxxxxx, President UNIFOR and its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 2302 - Xxxxxxxxxxx XxxWalkerville Stn. Windsor, ON The Company agrees to the following "Union Time Off - Paid for by the Company" Four (4) hours per month to post company approved notices. Twelve (12) hours per month for Financial Secretary responsibilities. In addition to the above the Company agrees to pay eight (8) hours per week to cover Union Time off as requested by the President of Local 2027. Such request will be made to the Industrial Relations Department and will be granted subject to the availability of the employee. The above Union Time Off will not apply during any shutdown period. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations Director-Human Resources Xxxxx Xxxxxx, President UNIFOR and its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 2302 - Xxxxxxxxxxx XxxWalkerville Stn. Windsor, ON The Company confirms that in the event an employee’s employment is terminated due to the permanent closure of the plant at Walkerville/Windsor, while a lockout is in effect, the employee shall receive from the Company two (2) weeks regular non-overtime pay per year of seniority up to a maximum of fifty-two (52) weeks of pay. Should legislation be enacted providing benefits in excess of the above, said legislation shall supercede supersede the benefits provided above. The intent is that there shall be no duplication of Legislative and Company benefits. This Letter of Intent shall be in effect from January 3, 2010 2018 to and including January 3, 2011 2019 and may be relied on and enforced by the Union at any time during that period. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxx Xxxxxx, President UNIFOR and its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) P.O. Box 2027 X.X. Xxx 0000 - Xxxxxxxxxxx Xxx. WindsorXxxxxxx, ON XX This letter summarizes our method for determining “ability” in accordance with Clause 13A of this Agreement. It is recognized that the plant’s machinery and processes are continually becoming more complex and that for key positions requiring significant technical capability such as the Technician and Distillery Process Operator classifications the selection process will be undertaken in seniority order and will be for up to ten (10) days in duration for the Distillery Process Operator classification and for up to five (5) days for the Technician classification. An applicant may be required to successfully pass a pre-determined test as well as practical testing on job functions as part of the selection process. Thereafter, successful applicants will validate ability by undergoing a further evaluation pursuant to Clause 13 A (b). Testing requirements will be reviewed and discussed with the President or Vice President and the Area Representative. Should the requirements of the testing subsequently change, these changes will again be discussed with the appropriate union representatives and will be outlined in the job posting. Failure to follow this procedure will void the posting. Furthermore, at the request of the President or Area Representative, the company agrees to review and discuss the test results of an unsuccessful applicant. For less technical job classifications, “ability” will be determined by the senior applicant undergoing an evaluation process pursuant to Clause 13A (b). The Company recognizes the importance of maximizing job advancement opportunities for all its employees. Yours very truly XXXXX XXXXXX & SONS LIMITED Xxxxxx Xxxxxx Manager, Labour Relations October 20, 2004 Xxxxx Xxxxxx, President UNIFOR and its Local 2027, National Automobile, Aerospace, Transportation & General Workers Union of Canada (C.A.W. - Canada) 2027 P.O. Box 0000 2302 - Xxxxxxxxxxx XxxWalkerville Stn. Windsor, ON