Common use of RECOGNITION AND SCOPE Clause in Contracts

RECOGNITION AND SCOPE. 2.01 The Company recognizes the Union as the exclusive bargaining agent for all employees regularly working within the Sheraton on the Falls Hotel and Conference Center* at 0000 Xxxxx Xxxxxx, the Crowne Plaza Niagara Falls – Fallsview Hotel at 0000 Xxxxx Xxxxxx, and the Skyline Inn, 0000 Xxxxxx Xxxx, Niagara Falls, Ontario within the hotel structures at September 10, 1996 working in Classifications listed on Schedule A, save and except Supervisors, persons above the rank of Supervisor, office, retail, entertainment, Sheraton Windows Fine Dining Restaurant and attractions staff, and employees covered by subsisting collective agreements. 2.02 No employee in classifications as shown in Article 24 or as amended, can be removed from the bargaining unit while continuing to perform duties under each classification. 2.03 In the event that the Company introduces a new classification that is not listed under Article 24 Classifications and Rates of Pay, the Company shall include the new classification into the Collective Agreement. The Company shall set a rate for the new classification and notify the Union within seven (7) days of the commencement of the classification. The Union may, within ten (10) days of being notified, request a meeting with the company to discuss the rate. If no agreement is reached, the Union may, within thirty (30) days of notification, file a grievance contesting the rate and refer it to arbitration pursuant to the procedures established in this Collective Agreement. Any new classification introduced shall not assume any supervisory responsibilities. 2.04 The Company agrees that management and employees who are not covered by this agreement will not perform work that is performed by members of the bargaining unit except in the following circumstances: a) Training or instruction of employees b) Emergencies c) Sudden or unexpected business surges d) Unanticipated operational needs of the hotel e) For specialized or skilled work which requires that the work be performed by a manager ( example-Chefs) f) When hotel occupancy levels are less than 20% in uniformed services. This would be limited to twenty-five (25) days per year. Occupancy is measured on a twenty-four (24) hour cycle starting from 1:00pm. 2.05 It shall be established that employees shall not perform work out of their classification, however, the Union and the Company agree that from time to time conditions necessitate this action. This shall not however be intended to displace an employee.

RECOGNITION AND SCOPE. 2.01 The Company Employer recognizes the Union Writers Guild of America, East, Inc. (the “Guild” or the “Union”) as the exclusive collective bargaining agent for all employees regularly working representative within the Sheraton on meaning of Section 9(a) of the Falls Hotel National Labor Relations Act (the “Act”) of the regular full-time and Conference Center* regular part-time employees of Vox Media, LLC (“Vox Media” or the “Company”) primarily engaged in the creation of written and video content primarily for the Vox Media —owned and –operated digital verticals (at 0000 Xxxxx Xxxxxxthe time of the ratification of this Agreement, Xxx.xxx, XxxXxxxx.xxx, XXXxxxxx.xxx, Xxxxx.xxx, Xxxxxxx.xxx and Xxxxxxxxxx.xxx, but excluding Xxxxxxxxx.xxx, XxxXxxx.xxx, XxxXxxx.xxx, XxxXxxxx.xxx and New York Magazine including its associated digital properties) in the Crowne Plaza Niagara Falls – Fallsview Hotel at 0000 Xxxxx Xxxxxxjob titles set forth in Appendix A to this Collective Bargaining Agreement (the “Agreement”), excluding all other employees, interns, managers, clerical employees, guards, professional employees and supervisors as defined in the Act. In the first and third week of each month the Company will provide to the Guild a list of all unit employees, including their dates of hire, job titles, compensation, and, to the extent these are available to the Company, addresses, cell phone numbers, and the Skyline Innemail addresses. As part of onboarding, 0000 Xxxxxx Xxxx, Niagara Falls, Ontario within the hotel structures at September 10, 1996 working in Classifications listed on Schedule A, save and except Supervisors, persons above the rank of Supervisor, office, retail, entertainment, Sheraton Windows Fine Dining Restaurant and attractions staff, and employees covered by subsisting collective agreements. 2.02 No employee in classifications as shown in Article 24 or as amended, can be removed from the new bargaining unit while continuing employees shall be provided a link to perform duties under each classification. 2.03 In the event that collective bargaining agreement. The Company shall not prevent new bargaining unit employees from meeting with Shop Stewards to review the terms of the collective bargaining agreement during the onboarding process. If the Company introduces creates a new job classification that is not listed under Article 24 Classifications and Rates currently covered by the Agreement but is within the bargaining unit, it will notify the Union of Pay, the Company shall include the new job classification into and negotiate over the Collective Agreement. The Company shall set a rate appropriate job tier minimum salary for the new job classification and notify the Union within for a period not to exceed seven (7) calendar days from the date of the commencement of the classification. The Union may, within ten (10) days of being notified, request a meeting with the company to discuss the rate. If no agreement is reached, the Union may, within thirty (30) days of notification, file a grievance contesting the rate and refer it to arbitration pursuant notice to the procedures established in this Collective Agreement. Any new classification introduced shall not assume any supervisory responsibilitiesUnion. 2.04 The Company agrees that management and employees who are not covered by this agreement will not perform work that is performed by members of the bargaining unit except in the following circumstances: a) Training or instruction of employees b) Emergencies c) Sudden or unexpected business surges d) Unanticipated operational needs of the hotel e) For specialized or skilled work which requires that the work be performed by a manager ( example-Chefs) f) When hotel occupancy levels are less than 20% in uniformed services. This would be limited to twenty-five (25) days per year. Occupancy is measured on a twenty-four (24) hour cycle starting from 1:00pm. 2.05 It shall be established that employees shall not perform work out of their classification, however, the Union and the Company agree that from time to time conditions necessitate this action. This shall not however be intended to displace an employee.

RECOGNITION AND SCOPE. 2.01 The Company recognizes the Union as the sole and exclusive bargaining agent for all employees regularly working within the Sheraton on the Falls Hotel and Conference Center* of Grand & Toy Limited at 0000 their Distribution Centre at 000 Xxxxx XxxxxxXxxx Xxxxx xx Xxxxxxx, the Crowne Plaza Niagara Falls – Fallsview Hotel at 0000 Xxxxx Xxxxxx, Xxxxxxx and the Skyline Innlocation at 00 Xxxxx Xxxx Xxxxx in Xxx Xxxxx, 0000 Xxxxxx Xxxx, Niagara Falls, Ontario within the hotel structures at September 10, 1996 working in Classifications listed on Schedule AOntario, save and except for Supervisors, persons above the rank of SupervisorSupervisors, office, retail, entertainment, Sheraton Windows Fine Dining Restaurant clerical and attractions sales staff, Assistant Supervisor in the Shipping Department, Secretary to the Director, Distribution Centre Operations and employees covered by subsisting collective agreementssecurity guards. 2.02 No employee in classifications as shown in Article 24 or as amendedIf the Company reduces operations at 00 Xxxxx Xxxx Xxxxx and/or 000 Xxxxx Xxxx Xxxxx and moves to another location within one hundred and fifty (150) kilometre radius of 00 Xxxxx Xxxx Xxxxx and 000 Xxxxx Xxxx Xxxxx, can employees who would otherwise be removed from laid off will be given first opportunity to occupy positions for which they are qualified at the bargaining unit while continuing to perform duties under each classificationnew location. 2.03 a) If the Company closes all or part of the operations at 00 Xxxxx Xxxx Xxxxx and/or 000 Xxxxx Xxxx Xxxxx and moves to another facility within a one hundred and fifty (150) kilometre radius of 00 Xxxxx Xxxx Xxxxx and/or 000 Xxxxx Xxxx Xxxxx, this Agreement shall be extended to cover such locations. b) In the event that such closure is implemented, seniority at the new location shall mean length of continuous service at Grand & Toy, notwithstanding Article 12.01 of this agreement 2.04 Persons, whether employed by the Company introduces a new classification that is not listed under Article 24 Classifications and Rates of Payor from outside, the Company shall include the new classification into the Collective Agreement. The Company shall set a rate for the new classification and notify the Union within seven (7) days of the commencement of the classification. The Union may, within ten (10) days of being notified, request a meeting with the company to discuss the rate. If no agreement is reached, the Union may, within thirty (30) days of notification, file a grievance contesting the rate and refer it to arbitration pursuant to the procedures established in this Collective Agreement. Any new classification introduced shall not assume any supervisory responsibilities. 2.04 The Company agrees that management and employees who are not covered by this agreement will not perform work that is performed by members of the bargaining unit except in the following circumstances: a) Training or instruction of employees b) Emergencies c) Sudden or unexpected business surges d) Unanticipated operational needs of the hotel e) For specialized or skilled work which requires that the work be performed by a manager ( example-Chefs) f) When hotel occupancy levels are less than 20% in uniformed services. This would be limited to twenty-five (25) days per year. Occupancy is measured on a twenty-four (24) hour cycle starting from 1:00pm. 2.05 It shall be established that employees unit, shall not perform work on any jobs which are included in the bargaining unit nor will the Company contract out of any work which is normally performed by the bargaining unit when such work or contracting out would result in a reduction on the workforce employed in the job title or prevent their classification, however, recall from lay-off. 2.05 The Company and the Union recognize the need for prompt customer service with the use of both full-time and part-time employees; therefore the Company agree acknowledges that from full-time employees are the primary resource throughout the year. Part-time employees will only be used to supplement the hours of work of full-time conditions necessitate this action. This shall employees who are absent (i.e. vacations, illness, leave of absence, etc.) and for fluctuations in business and will not however be intended used to displace eliminate full-time positions. 2.06 a) A part-time employee is an employeeemployee who does not have a permanent full-time position and who works regularly scheduled part-time or casual assignments and who regularly works 24 hours or less per week.

RECOGNITION AND SCOPE. 2.01 The Company recognizes the Union as the sole and exclusive bargaining agent for all employees regularly working within the Sheraton on the Falls Hotel and Conference Center* of NOVA Chemicals (Canada) Limited, at 0000 its Corunna manufacturing facility, 785 Petrolia Line in Xxxxx Xxxxxx, the Crowne Plaza Niagara Falls – Fallsview Hotel at 0000 Xxxxx Xxxxxx, and the Skyline Inn, 0000 Xxxxxx Xxxx, Niagara Falls, Ontario within the hotel structures at September 10, 1996 working in Classifications listed on Schedule ATownship, save and except SupervisorsCo-ordinators, persons above the rank of SupervisorCo-ordinator and Xxxxxxx, Schedulers, Information System Persons, Technologists, Plant Nurse, Plant Physician, Security Guards, Engineers employed in a professional capacity, office, retail, entertainment, Sheraton Windows Fine Dining Restaurant clerical and attractions sales staff, students employed during the school vacation period, students employed in co-operative work programs and persons for whom any trade union held bargaining rights as of August 4, 1998. For purposes of clarity, the parties agree that all Co-ordinators are excluded as well as the employees covered by subsisting collective agreementslisted on Schedule A of the parties’ Memorandum of Agreement dated August 18, 1998 and their positions are excluded. The parties have also further defined the scope of the bargaining unit in their agreement dated November 5, 1998. 2.02 No employee in classifications as shown in Article 24 or as amended, can be removed from the bargaining unit while continuing to perform duties under each classification. 2.03 In the event that the Company introduces a new classification that is not listed under Article 24 Classifications and Rates of Pay, the Company shall include the new classification into the Collective Agreement. The Company shall set a rate for the new classification and notify the Union within seven (7) days of the commencement of the classification. The Union may, within ten (10) days of being notified, request a meeting with the company to discuss the rate. If no agreement is reached, the Union may, within thirty (30) days of notification, file a grievance contesting the rate and refer it to arbitration pursuant to the procedures established in this Collective Agreement. Any new classification introduced Supervisory employees shall not assume any supervisory responsibilities. 2.04 The Company agrees that management and employees who are not covered by this agreement will not perform ordinarily do work that which is customarily performed by members of the bargaining unit except unit. This does not apply when the supervisor is engaged in any of the following circumstancesfollowing: (a) Training or instruction of employees an employee; (b) EmergenciesConducting experimental work; (c) Sudden or unexpected business surgesPerforming work which is required due to an urgent situation; (d) Unanticipated operational needs In situations where no bargaining unit employee is immediately available. 2.03 In this Agreement whenever the masculine is used, it shall be deemed to include the feminine and vice versa. 2.04 A non-bargaining unit employee who is engaged to fill a temporary vacancy pursuant to Article 11.05 is not considered part of the hotel e) For specialized bargaining unit. Such a person filling a temporary vacancy who is subsequently hired by the Company as a probationary employee during or skilled work which requires that at the work be performed by a manager ( example-Chefs) f) When hotel occupancy levels are less than 20% in uniformed services. This would be limited to twenty-five (25) days per year. Occupancy is measured on a twenty-four (24) hour cycle starting from 1:00pm. 2.05 It shall be established that employees conclusion of the temporary period shall not perform work out count any of their classification, however, his/her service rendered while on the Union and temporary assignment towards the Company agree that from time to time conditions necessitate this action. This shall not however be intended to displace an employeecompletion of the probationary period.

RECOGNITION AND SCOPE. 2.01 The Company recognizes the Union as the exclusive bargaining agent for all employees regularly working within the Sheraton on the Falls Hotel and Conference Center* at 0000 Xxxxx Xxxxxx, the Crowne Plaza Niagara Falls – Fallsview Hotel at 0000 Xxxxx Xxxxxx, and the Skyline Inn, 0000 Xxxxxx Xxxx, Niagara Falls, Ontario within the hotel structures at September 10, 1996 working in Classifications listed on Schedule A, save and except Supervisors, persons above the rank of Supervisor, office, retail, entertainment, Sheraton Windows Fine Dining Restaurant and attractions staff, and employees covered by subsisting collective agreements. 2.02 No employee in classifications as shown in Article 24 and the Banquet Addendum or as amended, can be removed from the bargaining unit while continuing to perform duties under each classification. 2.03 In the event that the Company introduces a new classification that is not listed under Article 24 Classifications and Rates of Pay, the Company shall include the new classification into the Collective Agreement. The Company shall set a rate for the new classification and notify the Union within seven (7) days of the commencement of the classification. The Union may, within ten (10) days of being notified, request a meeting with the company to discuss the rate. If no agreement is reached, the Union may, within thirty (30) days of notification, file a grievance contesting the rate and refer it to arbitration pursuant to the procedures established in this Collective Agreement. Any new classification introduced shall not assume any supervisory responsibilities. 2.04 The Company agrees that management and employees who are not covered by this agreement will not perform work that is performed by members of the bargaining unit except in the following circumstances: a) Training or instruction of employees b) Emergencies c) Sudden or unexpected business surges d) Unanticipated operational needs of the hotel e) For specialized or skilled work which requires that the work be performed by a manager ( example-Chefs) f) When hotel occupancy levels are less than 20% in uniformed services. This would be limited to twenty-five (25) days per year. Occupancy is measured on a twenty-four (24) hour cycle starting from 1:00pm.35% 2.05 It shall be established that employees shall not perform work out of their classification, however, the Union and the Company agree that from time to time conditions necessitate this action. This shall not however be intended to displace an employee.

RECOGNITION AND SCOPE. 2.01 2.1 The Company recognizes the National Automobile, Aerospace, Transportation and General Workers Union of Canada or CAW-Canada as the exclusive sole collective bargaining agent with respect to wages, hours of work and other working conditions for employees of the Company, as described in this Collective Agreement. 2.2 This Collective Agreement covers Culinary Crew Members work performed on all employees regularly working within current routes and any/all future new introduced routes. 2.3 The main function of supervisors is to direct the Sheraton on the Falls Hotel and Conference Center* at 0000 Xxxxx Xxxxxx, the Crowne Plaza Niagara Falls – Fallsview Hotel at 0000 Xxxxx Xxxxxx, and the Skyline Inn, 0000 Xxxxxx Xxxx, Niagara Falls, Ontario within the hotel structures at September 10, 1996 working in Classifications listed on Schedule A, save and except Supervisors, persons above the rank of Supervisor, office, retail, entertainment, Sheraton Windows Fine Dining Restaurant and attractions staff, work force. Supervisors and employees covered by subsisting collective agreements. 2.02 No employee in classifications as shown in Article 24 or as amended, can be removed from outside the bargaining unit while continuing will perform bargaining unit work subject to perform duties under each classification2.4 below. 2.03 In 2.4 Supervisors (ie: as defined in 1.7 above.) may relieve Culinary Crew Members in the event that following instances: i) Where a bargaining unit members needs to take a break or in case of an emergency ii) Where a bargaining unit members becomes ill or injured during the performance of his/her duties on the Train; or iii) Where there is less than ninety (90) guests on a train, the designated supervisor will perform the work of the 1st cook. (Upon request the Company introduces will verify such numbers of guests as per the guest manifest provided by the client.) 2.5 The Company shall replace a new classification that Culinary Crew Member who cannot complete his/her trip by another Culinary Crew Member who is not listed under Article 24 Classifications inside the bargaining unit as soon as reasonably possible and Rates taking into consideration the isolation factor of Paythe workplace, such decision will be the responsibility of the Executive chef. 2.6 In accordance with Section 51 through Section 55 of the Canada Labour Code - Technological Operational or Organizational (T/O/O) change, the Company shall include give the new classification into Union at least one hundred and twenty (120) calendar days’ notice of any technological changes. During the notice period, the Corps will meet with the Union to explain the technological change and discuss any effect it will have on employees, with a view to minimizing such effects. 2.7 The Union shall be afforded sufficient time during employee orientation/training to introduce the Union and the Collective Agreement. The Company shall set a rate for Agreement to the new classification and notify the Union within seven (7) days of the commencement of the classificationmembership. The Union mayreserves the right to provide such training without Management presence. 2.8 The Union will have the exclusive use of one (1) latched bulletin board provided by the Employer, within ten (10) days of being notified, request a meeting with which will be located in the company to discuss the rateVancouver Station office. If no agreement is reached, This bulletin board will be used by the Union may, within thirty (30) days for the purpose of notification, file a grievance contesting posting official Union notices concerning internal and administrative matters of the rate and refer it Union which may be of interest to arbitration pursuant to the procedures established in this Collective Agreement. Any new classification introduced shall not assume any supervisory responsibilities. 2.04 The Company agrees that management and employees who are not covered by this agreement will not perform work that is performed by members of the bargaining unit except in unit. All notices on the following circumstances:Union bulletin board will only be posted upon the authority of the Executive Committee of the Union. a) Training 2.9 The Company will not require an employee covered by this Agreement to cross a legal picket line of the CAW or instruction to deliver any product or goods to any person, or employees or any persons with whom a union has a legal picket around or against. If another union erects a picket line, the Company and the Union will immediately meet to deal with any concerns that may arise. Both parties will take whatever measures possible to ensure the safety and security of employees b) Emergencies c) Sudden or unexpected business surges d) Unanticipated operational needs of the hotel e) For specialized or skilled work which requires that the work be performed by a manager ( example-Chefs) f) When hotel occupancy levels are less than 20% in uniformed services. This would be limited to twenty-five (25) days per year. Occupancy is measured on a twenty-four (24) hour cycle starting from 1:00pmand guests. 2.05 It shall be established that employees shall not perform work out of their classification, however, the 2.10 The Union and the Company agree that from time during the term of this Agreement there shall be no strike or lockout. 2.11 The Union will be advised in writing of any change(s) to time conditions necessitate this action. This shall not however be intended to displace an employeethe reporting structure and/or titles of supervisory roles. 2.12 An employee may wear the Union button without being disciplined.

RECOGNITION AND SCOPE. 2.01 The Company recognizes the Union as the sole and exclusive bargaining agent for all employees regularly working within the Sheraton on the Falls Hotel and Conference Center* of Grand & Toy Limited at 0000 their Distribution Centre at 000 Xxxxx XxxxxxXxxx Xxxxx xx Xxxxxxx, the Crowne Plaza Niagara Falls – Fallsview Hotel at 0000 Xxxxx Xxxxxx, Xxxxxxx and the Skyline Innlocation at 00 Xxxxx Xxxx Xxxxx in Xxx Xxxxx, 0000 Xxxxxx Xxxx, Niagara Falls, Ontario within the hotel structures at September 10, 1996 working in Classifications listed on Schedule AOntario, save and except for Supervisors, persons above the rank of SupervisorSupervisors, office, retail, entertainment, Sheraton Windows Fine Dining Restaurant clerical and attractions sales staff, Assistant Supervisor in the Shipping Department, Secretary to the Director, Distribution Centre Operations and employees covered by subsisting collective agreementssecurity guards. 2.02 No employee in classifications as shown in Article 24 or as amendedIf the Company reduces operations at 00 Xxxxx Xxxx Xxxxx and/or 000 Xxxxx Xxxx Xxxxx and moves to another location within one hundred and fifty (150) kilometre radius of 00 Xxxxx Xxxx Xxxxx and 000 Xxxxx Xxxx Xxxxx, can employees who would otherwise be removed from laid off will be given first opportunity to occupy positions for which they are qualified at the bargaining unit while continuing to perform duties under each classificationnew location. 2.03 a) If the Company closes all or part of the operations at 00 Xxxxx Xxxx Xxxxx and/or 000 Xxxxx Xxxx Xxxxx and moves to another facility within a one hundred and fifty (150) kilometre radius of 00 Xxxxx Xxxx Xxxxx and/or 000 Xxxxx Xxxx Xxxxx, this Agreement shall be extended to cover such locations. b) In the event that the Company introduces a new classification that such closure is not listed under Article 24 Classifications and Rates of Payimplemented, the Company shall include seniority at the new classification into the Collective Agreement. The Company location shall set a rate for the new classification and notify the Union within seven (7) days mean length of the commencement continuous service at Grand & Toy, notwithstanding Article 12.01 of the classification. The Union may, within ten (10) days of being notified, request a meeting with the company to discuss the rate. If no agreement is reached, the Union may, within thirty (30) days of notification, file a grievance contesting the rate and refer it to arbitration pursuant to the procedures established in this Collective Agreement. Any new classification introduced shall not assume any supervisory responsibilitiesagreement. 2.04 The Persons, whether employed by the Company agrees that management and employees or from outside, who are not covered by this agreement will not perform work that is performed by members of the bargaining unit except in the following circumstances: a) Training or instruction of employees b) Emergencies c) Sudden or unexpected business surges d) Unanticipated operational needs of the hotel e) For specialized or skilled work which requires that the work be performed by a manager ( example-Chefs) f) When hotel occupancy levels are less than 20% in uniformed services. This would be limited to twenty-five (25) days per year. Occupancy is measured on a twenty-four (24) hour cycle starting from 1:00pm. 2.05 It shall be established that employees unit, shall not perform work on any jobs which are included in the bargaining unit nor will the Company contract out any work which is normally performed by the bargaining unit when such work or contracting out would result in a reduction on the workforce employed in the job title or prevent their recall from lay-off. 2.05 The Company and the Union recognize the need for prompt customer service with the use of their classification, howeverboth full-time and part-time employees; therefore, the Union Company acknowledges that full-time employees are the primary resource throughout the year. Part-time employees will only be used to supplement the hours of work of full-time employees who are absent (i.e. vacations, illness, leave of absence, etc.) and the Company agree that from for fluctuations in business and will not be used to eliminate full-time to positions. 2.06 a) A part-time conditions necessitate this action. This shall employee is an employee who does not however be intended to displace an employeehave a permanent full-time position and who works regularly scheduled part-time or casual assignments and who regularly works 24 hours or less per week.

RECOGNITION AND SCOPE. 2.01 2.1 The Company recognizes the Union Unifor or Unifor as the exclusive sole collective bargaining agent with respect to wages, hours of work and other working conditions for employees of the Company, as described in this Collective Agreement. 2.2 This Collective Agreement covers Culinary Crew Members work performed on all employees regularly working within current routes and any/all future new introduced routes. 2.3 The main function of supervisors is to direct the Sheraton on the Falls Hotel and Conference Center* at 0000 Xxxxx Xxxxxx, the Crowne Plaza Niagara Falls – Fallsview Hotel at 0000 Xxxxx Xxxxxx, and the Skyline Inn, 0000 Xxxxxx Xxxx, Niagara Falls, Ontario within the hotel structures at September 10, 1996 working in Classifications listed on Schedule A, save and except Supervisors, persons above the rank of Supervisor, office, retail, entertainment, Sheraton Windows Fine Dining Restaurant and attractions staff, work force. Supervisors and employees covered by subsisting collective agreements. 2.02 No employee in classifications as shown in Article 24 or as amended, can be removed from outside the bargaining unit while continuing will perform bargaining unit work subject to perform duties under each classification2.4 below. 2.03 In 2.4 Supervisors (ie: as defined in 1.7 above.) may relieve Culinary Crew Members in the event that following instances: i) Where a bargaining unit members needs to take a break or in case of an emergency ii) Where a bargaining unit members becomes ill or injured during the performance of his/her duties on the Train; or iii) Where there is less than ninety (90) guests on a train, the designated supervisor will perform the work of the 1st cook. (Upon request the Company introduces will verify such numbers of guests as per the guest manifest provided by the client.) 2.5 The Company shall replace a new classification that Culinary Crew Member who cannot complete his/her trip by another Culinary Crew Member who is not listed under Article 24 Classifications inside the bargaining unit as soon as reasonably possible and Rates taking into consideration the isolation factor of Paythe workplace, such decision will be the responsibility of the Executive Chef. 2.6 In accordance with Section 51 through Section 55 of the Canada Labour Code - Technological Operational or Organizational (T/O/O) change, the Company shall include give the new classification into Union at least one hundred and twenty (120) calendar days’ notice of any technological changes. During the notice period, the Corps will meet with the Union to explain the technological change and discuss any effect it will have on employees, with a view to minimizing such effects. 2.7 The Union shall be afforded sufficient time during employee orientation/training to introduce the Union and the Collective Agreement. The Company shall set a rate for Agreement to the new classification and notify the Union within seven (7) days of the commencement of the classificationmembership. The Union mayreserves the right to provide such training without Management presence. 2.8 The Union will have the exclusive use of one (1) latched bulletin board provided by the Employer, within ten (10) days of being notified, request a meeting with which will be located in the company to discuss the rateVancouver Station office. If no agreement is reached, This bulletin board will be used by the Union may, within thirty (30) days for the purpose of notification, file a grievance contesting posting official Union notices concerning internal and administrative matters of the rate and refer it Union which may be of interest to arbitration pursuant to the procedures established in this Collective Agreement. Any new classification introduced shall not assume any supervisory responsibilities. 2.04 The Company agrees that management and employees who are not covered by this agreement will not perform work that is performed by members of the bargaining unit except in unit. All notices on the following circumstances:Union bulletin board will only be posted upon the authority of the Executive Committee of the Union. a) Training 2.9 The Company will not require an employee covered by this Agreement to cross a legal picket line of Unifor or instruction to deliver any product or goods to any person, or employees or any persons with whom a union has a legal picket around or against. If another union erects a picket line, the Company and the Union will immediately meet to deal with any concerns that may arise. Both parties will take whatever measures possible to ensure the safety and security of employees b) Emergencies c) Sudden or unexpected business surges d) Unanticipated operational needs of the hotel e) For specialized or skilled work which requires that the work be performed by a manager ( example-Chefs) f) When hotel occupancy levels are less than 20% in uniformed services. This would be limited to twenty-five (25) days per year. Occupancy is measured on a twenty-four (24) hour cycle starting from 1:00pmand guests. 2.05 It shall be established that employees shall not perform work out of their classification, however, the 2.10 The Union and the Company agree that from time during the term of this Agreement there shall be no strike or lockout. 2.11 The Union will be advised in writing of any change(s) to time conditions necessitate this action. This shall not however be intended to displace an employeethe reporting structure and/or titles of supervisory roles. 2.12 An employee may wear the Union button without being disciplined.

RECOGNITION AND SCOPE. 2.01 The Company recognizes the Union as the exclusive bargaining agent for all employees regularly working within the Sheraton on the Falls Hotel and Conference Center* at 0000 Xxxxx Xxxxxx, the Crowne Plaza Niagara Falls – Fallsview Hotel at 0000 Xxxxx Xxxxxx, and the Skyline Inn, 0000 Xxxxxx Xxxx, Niagara Falls, Ontario within the hotel structures at September 10, 1996 working in Classifications listed on Schedule A, save and except Supervisors, persons above the rank of Supervisor, office, retail, entertainment, Sheraton Windows Fine Dining Restaurant and attractions staff, and employees covered by subsisting collective agreements. (*Convention Banquet staff-Floors 3 & 5 only) For further clarification, this agreement shall not include the current building known as the Hard Rock Club, the retail shopping area within any of the hotels as at December 2, 1999, the CNH Parking Garage, or the Attractions/Entertainment level (Level 2 – Upper Lobby) of the Sheraton hotel, or any restaurant or similar food facility located within the Conference Center. The Sheraton Conference Center and the Crowne Plaza Niagara Falls-Fallsview Hotel’s Banquet Department’s shall be separate departments for the purposes of Article 1.01 of the Banquet Addendum. Should at anytime the Sheraton Windows Fine Dining restaurant cease to be a fine dining restaurant the new facility and its employees shall become part of the bargaining unit and covered by the Collective Agreement. 2.02 No employee in classifications as shown in Article 24 and the Banquet Addendum or as amended, can be removed from the bargaining unit while continuing to perform duties under each classification. 2.03 In the event that the Company introduces a new classification that is not listed under Article 24 Classifications and Rates of Pay, the Company shall include the new classification into the Collective Agreement. The Company shall set a rate for the new classification and notify the Union within seven (7) days of the commencement of the classification. The Union may, within ten (10) days of being notified, request a meeting with the company to discuss the rate. If no agreement is reached, the Union may, within thirty (30) days of notification, file a grievance contesting the rate and refer it to arbitration pursuant to the procedures established in this Collective Agreement. Any new classification introduced shall not assume any supervisory responsibilities. 2.04 The Company agrees that management and employees who are not covered by this agreement will not perform work that is performed by members of the bargaining unit except in the following circumstances: a) Training or instruction of employees b) Emergencies c) Sudden or unexpected business surges d) Unanticipated operational needs of the hotel e) For specialized or skilled work which requires that the work be performed by a manager ( example-Chefs) f) When hotel occupancy levels are less than 20% in uniformed services. This would be limited to twenty-five (25) days per year. Occupancy is measured on a twenty-four (24) hour cycle starting from 1:00pm.35% 2.05 It shall be established that employees shall not perform work out of their classification, however, the Union and the Company agree that from time to time conditions necessitate this action. This shall not however be intended to displace an employee.

RECOGNITION AND SCOPE. 2.01 The Company recognizes the Union as the sole and exclusive bargaining agent for all employees regularly working within the Sheraton on the Falls Hotel and Conference Center* of Grand & Toy Limited at 0000 their Distribution Centre at 000 Xxxxx XxxxxxXxxx Xxxxx xx Xxxxxxx, the Crowne Plaza Niagara Falls – Fallsview Hotel at 0000 Xxxxx Xxxxxx, Xxxxxxx and the Skyline Innlocation at 00 Xxxxx Xxxx Xxxxx in Xxx Xxxxx, 0000 Xxxxxx Xxxx, Niagara Falls, Ontario within the hotel structures at September 10, 1996 working in Classifications listed on Schedule AOntario, save and except for Supervisors, persons above the rank of SupervisorSupervisors, office, retail, entertainment, Sheraton Windows Fine Dining Restaurant clerical and attractions sales staff, Assistant Supervisor in the Shipping Department, Secretary to the Director, Distribution Centre Operations, security guards, and employees covered by subsisting collective agreementsstudents employed during the school vacation period. 2.02 No employee in classifications as shown in Article 24 or as amendedIf the Company reduces operations at 00 Xxxxx Xxxx Xxxxx and/or 000 Xxxxx Xxxx Xxxxx and moves to another location within one hundred and fifty (150) kilometre radius of 00 Xxxxx Xxxx Xxxxx and 000 Xxxxx Xxxx Xxxxx, can employees who would otherwise be removed from laid off will be given first opportunity to occupy positions for which they are qualified at the bargaining unit while continuing to perform duties under each classificationnew location. 2.03 a) If the Company closes all or part of the operations at 00 Xxxxx Xxxx Xxxxx and/or 000 Xxxxx Xxxx Xxxxx and moves to another facility within a one hundred and fifty (150) kilometre radius of 00 Xxxxx Xxxx Xxxxx and/or 000 Xxxxx Xxxx Xxxxx, this Agreement shall be extended to cover such locations. b) In the event that such closure is implemented, seniority at the new location shall mean length of continuous service at Grand & Toy, notwithstanding Article 12.01 of this agreement 2.04 Persons, whether employed by the Company introduces a new classification that is not listed under Article 24 Classifications and Rates of Payor from outside, the Company shall include the new classification into the Collective Agreement. The Company shall set a rate for the new classification and notify the Union within seven (7) days of the commencement of the classification. The Union may, within ten (10) days of being notified, request a meeting with the company to discuss the rate. If no agreement is reached, the Union may, within thirty (30) days of notification, file a grievance contesting the rate and refer it to arbitration pursuant to the procedures established in this Collective Agreement. Any new classification introduced shall not assume any supervisory responsibilities. 2.04 The Company agrees that management and employees who are not covered by this agreement will not perform work that is performed by members of the bargaining unit except in the following circumstances: a) Training or instruction of employees b) Emergencies c) Sudden or unexpected business surges d) Unanticipated operational needs of the hotel e) For specialized or skilled work which requires that the work be performed by a manager ( example-Chefs) f) When hotel occupancy levels are less than 20% in uniformed services. This would be limited to twenty-five (25) days per year. Occupancy is measured on a twenty-four (24) hour cycle starting from 1:00pm. 2.05 It shall be established that employees unit, shall not perform work on any jobs which are included in the bargaining unit nor will the Company contract out of any work which is normally performed by the bargaining unit when such work or contracting out would result in a reduction on the workforce employed in the job title or prevent their classification, however, recall from lay-off. 2.05 The Company and the Union recognize the need for prompt customer service with the use of both full-time and part-time employees; therefore the Company agree acknowledges that from full-time employees are the primary resource throughout the year. Part-time employees will only be used to supplement the hours of work of full-time conditions necessitate employees who are absent (i.e. vacations, illness, leave of absence, etc.) and for fluctuations in business and will not be used to eliminate full-time positions. 2.06 A part-time employee is an employee who does not have a permanent full- time position and who works regularly scheduled part-time or casual assignments and who regularly works 24 hours or less per week. 2.07 The Company will provide a quarterly summary to the Union listing all the part-time employees who worked during this actionperiod along with the number of hours worked each day. This shall not however Interim summaries will be intended provided to displace an employeeaddress specific employee issues.

RECOGNITION AND SCOPE. 2.01 The Company recognizes the Union as the sole and exclusive bargaining agent for all employees regularly working within the Sheraton on the Falls Hotel and Conference Center* of NOVA Chemicals (Canada) Limited, at 0000 its Corunna manufacturing facility, 785 Petrolia Line in Xxxxx Xxxxxx, the Crowne Plaza Niagara Falls – Fallsview Hotel at 0000 Xxxxx Xxxxxx, and the Skyline Inn, 0000 Xxxxxx Xxxx, Niagara Falls, Ontario within the hotel structures at September 10, 1996 working in Classifications listed on Schedule ATownship, save and except SupervisorsCo-coordinators, persons above the rank of SupervisorCo-coordinator and Xxxxxxx, Schedulers, Information System Persons, Technologists, Plant Nurse, Plant Physician, Security Guards, Engineers employed in a professional capacity, office, retail, entertainment, Sheraton Windows Fine Dining Restaurant clerical and attractions sales staff, students employed during the school vacation period, students employed in co-operative work programs and persons for whom any trade union held bargaining rights as of August 4, 1998. For purposes of clarity, the parties agree that all Co-coordinators are excluded as well as the employees covered by subsisting collective agreementslisted on Schedule A of the parties’ Memorandum of Agreement dated August 18, 1998 and their positions are excluded. The parties have also further defined the scope of the bargaining unit in their agreement dated November 5, 1998. 2.02 No employee in classifications as shown in Article 24 or as amended, can be removed from the bargaining unit while continuing to perform duties under each classification. 2.03 In the event that the Company introduces a new classification that is not listed under Article 24 Classifications and Rates of Pay, the Company shall include the new classification into the Collective Agreement. The Company shall set a rate for the new classification and notify the Union within seven (7) days of the commencement of the classification. The Union may, within ten (10) days of being notified, request a meeting with the company to discuss the rate. If no agreement is reached, the Union may, within thirty (30) days of notification, file a grievance contesting the rate and refer it to arbitration pursuant to the procedures established in this Collective Agreement. Any new classification introduced Supervisory employees shall not assume any supervisory responsibilities. 2.04 The Company agrees that management and employees who are not covered by this agreement will not perform ordinarily do work that which is customarily performed by members of the bargaining unit except unit. This does not apply when the supervisor is engaged in any of the following circumstancesfollowing: (a) Training or instruction of employees an employee; (b) EmergenciesConducting experimental work; (c) Sudden or unexpected business surgesPerforming work which is required due to an urgent situation; (d) Unanticipated operational needs In situations where no bargaining unit employee is immediately available. 2.03 In this Agreement whenever the masculine is used, it shall be deemed to include the feminine and vice versa. 2.04 A non-bargaining unit employee who is engaged to fill a temporary vacancy pursuant to Article 11.05 is not considered part of the hotel e) For specialized bargaining unit. Such a person filling a temporary vacancy who is subsequently hired by the Company as a probationary employee during or skilled work which requires that at the work be performed by a manager ( example-Chefs) f) When hotel occupancy levels are less than 20% in uniformed services. This would be limited to twenty-five (25) days per year. Occupancy is measured on a twenty-four (24) hour cycle starting from 1:00pm. 2.05 It shall be established that employees conclusion of the temporary period shall not perform work out count any of their classification, however, his/her service rendered while on the Union and temporary assignment towards the Company agree that from time to time conditions necessitate this action. This shall not however be intended to displace an employeecompletion of the probationary period.