Common use of Representation Clause in Contracts

Representation. (a) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 5.01 The Employer will recognize: (a) The Company will recognize a negotiating committee A Negotiating Committee which shall be composed of four (4) Union members, one of whom shall be the Bargaining Unit President or her designate and whose duties shall be to negotiate renewal agreements. Members of the Negotiating Committee shall be compensated at their regular employee elected rate for time spent during scheduled working hours negotiating a renewal of this Agreement. A member shall not be required to work either the night shift or duly appointed by each Local evening shift on the date of negotiations and shall have his or Unit to represent her pay remain whole; that is, a member shall not suffer a loss of compensation as a result of time spent as a member of the Union in any negotiations with the Companynegotiating committee. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit A Grievance Committee, which shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee be, composed of three (3) members who represent at least two (2) departmentsUnion members, one of whom shall be the Local Bargaining Unit President or Bargaining Unit Chairperson and his/her designated representative. Members of the Grievance Committee shall be compensated at their regular rate for time spent investigating and servicing grievances during scheduled working hours and for any face to face meetings with the Employer during their non-working hours. (c) Eight (8) Nurse representatives. The Nurse Representatives shall participate in the processing of grievances, and the Nurse Representative involved in the grievance shall be present at Steps two and three. (d) An ONA / Management Committee composed of up to eight (8) representatives of each of the Parties with the understanding that no more than four (4) representatives from each Party will attend at any one time. The function of this committee will be to promote and provide effective and meaningful communication of information and ideas on matters of mutual concern. The Committee shall meet at mutually satisfactory times, but not less than once every three (3) months; agendas will be exchanged 72 hours in advance of the meeting; and the Chair shall alternate. It is agreed that grievances will not be discussed at these meetings. Members of the ONA / Management Committee shall be compensated at their regular rate for time spent during scheduled working hours while attending such meetings. The Employer will pay the duty Bargaining Unit Committee members his or her regular straight time hourly rate for all time spent attending such meetings with the Employer outside his or her regular working hours. (e) The Employer will pay the Bargaining Unit President his or her regular straight time hourly rate for all time spent attending meetings with the Employer outside his or her regular working hours. 5.02 The Union will provide the Employer with a list of each committee its officers and Committee members. The Employer will be advised of any changes, additions, or deletions to receive all grievances this list. 5.03 It is understood that Union officials have their regular work to perform on behalf of the members Employer and will not leave their work without obtaining permission from their immediate Manager, and reporting to such Manager on their return. It is understood that permission to leave regular work will not be unreasonably withheld. In the interest of continuity of resident care, the Union official will consult with their immediate Manager to determine if a replacement or reassignment of duties is required for the Union official. Such coverage will not be unreasonably denied. 5.04 Union meetings may be held in each Home with the approval of the Local Director or Bargaining Unit it representsdesignate. Requests for such approval shall be submitted in writing. 5.05 The Employer and the Union agree that they mutually desire to maintain standards of safety and health in the Home, in order to prevent injury and after due investigation illness and consideration abide by the Occupational Health and Safety Act as amended from time to time. The Employer and the Union shall establish a joint Occupational Health and Safety Committee in accordance with the provisions of the pertinent factsOntario Occupational Health and Safety Act. The Committee shall hold meetings as required and all unsafe, to determine whether the grievances submitted are bona fide hazardous, or dangerous conditions affecting staff and well-founded residents, including potential dangers and are required hazards shall be taken up and dealt with at such meetings. Such committee shall identify and institute means of improving health and safety programs and recommend actions to be dealt taken to improve conditions related to health and safety. Meetings shall take place at times mutually agreeable to both Parties except in case of emergency. Minutes shall be taken of all meetings and copies shall be sent to the Committee members following the meeting. Minutes of the meetings shall be posted in accordance with under the grievance procedureOccupational Health and Safety Act as amended from time to time. 6.03 When an employee serves as 5.06 All time spent by a member of the Grievance Occupational Health and Safety Committee during his/attending meetings of the Committee and carrying out her normally scheduled working hoursduties, he/shall be deemed to be time worked for which she will not suffer loss of pay shall be paid by the Employer at his/her regular rate for all such hours while dealing with the grievance up to or premium rate, as may be applicable, and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union she shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local managementsuch time from her work as is necessary. 6.05 5.07 The Local Union shall have the right at any time to have the assistance of a representative or consultant of the Ontario Nurses' Association. 5.08 The Employer will discuss government initiatives with the Union (Bargaining Unit shall notify President or Designate) that impact on the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placebargaining unit. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 6.01 (a) The Company will recognize a negotiating committee composed acknowledges the right of one regular employee elected or duly appointed by each Unifor Local or Unit 240 to represent elect and/or appoint from the Union in any negotiations with members of the Company. (b) When an employee serves as , a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Union Committee composed of three (3) members; one (1) member of the Committee should be designated as the Chairperson, one (1) member of the Committee shall be designated as the Vice Chairperson, one (1) member of the Committee shall be designated as the 1st Committeeperson. The Company will recognize the said Committee for the purpose of handling any grievance or bargaining on any matter properly arising from time to time during the continuance of this Agreement. The Company will also recognize the said Committee as the Bargaining Committee, as well as the Chairperson of Local 673 in negotiations for the renewal of this Agreement. The Company acknowledges that there will be four (4) alternate members who represent of the Union Committee. The Company acknowledges the right of Unifor Local 673 to elect from the Union members of the Company a Chairperson. The Company will continue to provide the appropriate work space for the Chairperson, Vice Chairperson and Committeepersons of Local 240, to carry out Union business and provide a printer/scanner and standard office supplies. The Company agrees to provide the union Committee of each workplace with locking file cabinets to carry out their responsibilities. The Chairperson and Vice Chairperson of Local 240 will be provided a laptop with external access. (i) The Chairperson of Local 240’s unit referred to in Article 6.01 (a) will be paid the highest hourly rate in the bargaining unit for 37.5 hours per week to tend to Union business including Local Union activities and required to work the day shift only. The Vice Chairperson and any full-time Committeepersons of Local 240’s unit referred to in Article 6.01 (a) will be paid at least the second highest rate or their rate, whichever is greater for 37.5 hours per week to tend to Union business including Local Union activities and required to work the day shift only. The Company will recognize a subsequent full-time Committeeperson when the membership exceeds 625 members. The Chairperson of Local 673 will be paid for reasonable time to attend to matters within and affecting the unit. (ii) The Company will recognize Committeepersons and alternates to replace all full-time representatives in their absence due to vacation, sickness, bereavement, approved leave of absence or Union leave if greater than one day and shall be paid at the Vice Chairperson rate for all hours worked. (iii) The Union Committee of Local 240 will meet during working hours once a month for up to two (2) departmentshours. (iv) The Union Committee of Local 240, including alternates, will meet during working hours quarterly for up to 90 minutes. (v) The Union Committee of Local 240 and Local 673 will meet with the Company (LMF) twice annually for up to two (2) hours. (vi) The Union Chairperson of Local President or Bargaining Unit Chairperson 240 and his/her designated alternate. It JHSC members will meet one hour prior to JHSC meetings. (vii) An alternate Committeeperson shall be the duty of each committee allowed to receive all grievances act whenever one of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted regular Committeepersons are bona fide and well-founded and are required to be dealt with under the grievance procedureabsent. The Company will recognize an alternate on any shift where no Union Committeeperson is scheduled. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed acknowledges the right of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with to elect from the Union members of the Company. (b) When , an employee serves as a negotiating office committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two members; one (21) departmentsmember of the committee should be designated as the Chairperson and the Company will recognize the said committee for the purpose of handling any grievance or bargaining on any matter properly arising from time to time during the continuance of this agreement. (i) An alternate Committee person shall be allowed to act when any of the regular Committee persons are absent. (ii) The Chairperson referred to in Article 6.01 (a) will be required to work the day shift only. (b) The Chairperson of the negotiating committee shall be permitted to investigate appeals, including the investigation of the circumstances in connection with the original grievance as lodged. (c) Committee persons will be allowed to consult with the Chairperson of the office committee regarding a grievance. If required, the Union Committee will be allowed to consult with the National Representative and/or the Local President Union Representative on-site or Bargaining Unit Chairperson off-site concerning Green Shield grievances without loss of pay. (d) A National Representative and/or local Union Representative may be present and his/her designated alternate. It shall be participate in any meetings between the duty of each office committee to receive all grievances of and the Company. (e) The Union recognizes that members of the Local or Bargaining Unit it representsoffice committee have regular duties to perform in connection with their employment and such members will not leave their regular duties before obtaining permission from their Supervisor. In addition, the Union recognizes that all other members of the bargaining unit have regular duties to perform in connection with their employment, and after due investigation and consideration such members will not leave their regular duties for the purpose of consulting with members of the pertinent factsunion committee before obtaining permission of their Supervisor. Such permission shall not be unreasonably withheld and, to determine whether in accordance with this understanding, the Company will compensate such members for time spent in processing grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedureor complaints during working hours. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up (f) The Union agrees to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between supply the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of with the names of those employees who are designated as the Chairperson and Committee persons and to keep such list up to date at all times. (g) Permission will be granted for balloting on Company premises for election of Committee persons and for local Union elections. (h) The Union and members of the negotiating and grievance committees respectivelyUnion shall not on Company time, its Local or Bargaining Unit officers and conduct union activities, except as in this Agreement expressly provided, nor shall union meetings of any kind be held at any time on the employee designated Company's premises without the prior written consent of the Company. (i) The Company agrees to receive official correspondence relating provide the committee with a locking file cabinet to carry out their Union responsibilities. (j) The Company agrees to provide the Union with an opportunity to meet with new union employees as part of the New Employee Orientation Process. Furthermore, the Union will provide the Company with a section pertaining to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case Union at Green Shield Canada which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless included in the employee requests otherwiseNew Employee Orientation Manual. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 5.01 The Union may appoint and the University shall recognize Stewards, one of whom shall be designated Chief Xxxxxxx, any one of whom may represent an employee who wishes to file a grievance. 5.02 The Union may appoint and the University shall recognize a bargaining committee of five (5) employees who shall be paid at their regular hourly wage rate to attend bargaining sessions. The parties may mutually agree to add members to the bargaining committee. During the six (6) months prior to the expiration of this Agreement, an additional two (2) days of release time with no loss of compensation and benefits will be granted for the purpose of finalizing the bargaining proposal. 5.03 The University recognizes that the Union Stewards, the Union Bargaining Committee or the Union Executive shall have the right to have the assistance of an authorized representative of the Union when dealing with the University on any grievances or when dealing with the University on matters relating to the administration or negotiation of this Collective Agreement. 5.04 It is agreed that Stewards, Union Executive, or Union Bargaining Committee Members, who are appointed or otherwise selected, shall be a regular employee of the University at the time of their appointment. 5.05 Arrangements for an employee wishing to discuss any work related problem with their Xxxxxxx or a member of the Union Executive during working hours must be made with the employee's manager. It is agreed that such arrangements will be made within a reasonable time, but in no event later than the end of the next shift. 5.06 The Union shall notify the University in writing of the names of all the Stewards and elected Officers of the Union along with the effective date of their election or appointment. 5.07 The University will make the following information available to the Union through the University website: (a) one (1) copy of the latest University budget and budget report when circulated to the Board; (b) one (1) copy of the annual audited statement of the University when presented to the Board; (c) notice of meetings, agenda, and a copy of the public minutes of the Board at the time of distribution; (d) notice of meetings, agenda and a copy of the public minutes of the Senate at the time of distribution; (e) the names and addresses of all persons appointed or elected to positions on the Board or Senate, together with the names of persons appointed or elected to Board or Senate committees with any terms of reference of those committees at the time of their election or appointment; (f) approved minutes of the Buildings & Property Committee and Finance & Investments Committee of the Board, and the audited and other reports concerning the pension and benefits plans; (g) such other information as may be set out elsewhere in this Agreement that is required to be given. 5.08 University agrees to provide up to twenty-five (25) days of release time per year, without loss of compensation and benefits, to Union officials to conduct the business of the Union and/or for training and development. Requests for release shall be submitted to Human Resources and shall not be unreasonably denied. Additional days may be granted upon request. The Company will recognize a negotiating committee composed of one regular employee University agrees that employees who are elected or duly appointed by each Local or Unit to represent the Union at Union conventions or seminars shall be granted leave of absence without pay but without loss of seniority provided, however, that the University is given reasonable prior notice by the employees of their request for leave and provided, further that the normal work of the University is not disrupted by the granting of such leave. Any such leave of absence for an employee shall not exceed a total of sixty (60) working days in any negotiations with calendar year. Where the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings University, through the manager, and the first two scheduled conciliation meetings. 6.02 Each Local Union agree that attendance at meetings or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to seminars by Union member(s) will be known as the Grievance Committee composed of three (3) members who represent at least two (2) departmentsmutual work-related benefit, the Local President University will send the appropriate employee to such meetings or Bargaining Unit Chairperson and his/her designated alternateseminars. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted Where such requests are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested initiated by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company Union, they will be submitted, in writing, through as far in advance as possible, to the Managermanager or designate, Labour who may approve the request and Employment Relationssend the employee to such meeting or seminar. Attendance by CUPE employees at such meetings or seminars will be limited to a total of twenty- four (24) hours per year for the group. 5.09 Notwithstanding Article 5.08, should a member/officer of the names Union require release time for Union related business, inclusive of those employees who are designated as members conferences and conventions, the Union shall submit a request to Human Resources, outlining the details of the negotiating request. Such request shall not be unreasonably denied. The University agrees to continue the employee’s compensation and grievance committees respectively, its Local or Bargaining Unit officers benefits during such approved releases and the employee designated to receive official correspondence relating shall issue an invoice to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish Union for the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members salary costs of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union positionindividuals released.

Representation. (a) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or the Bargaining Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or The Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each the committee to receive all grievances of the members of the Local or Bargaining Unit it representsUnit, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a13) The Company Union shall be represented in the bargaining unit by one (1) Committeeman and one (1) Alternate Committeeman. An Alternate Committeeman will recognize only act when the Committeeman is not available. There will also be one additional employee as a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent Chairman. This shall constitute and be recognized as the Union in any negotiations with the CompanyGrievance Committee. (b14) When an The names of the Committeemen and Chairman shall be given in writing to the Regional Personnel Director. No Committeeman or alternate shall function as such until the Regional Personnel Director has been advised of their selection in writing by the Union. Any changes in Committeemen or alternate shall be reported promptly to the Regional Personnel Director in writing by the Union. (15) No employee serves shall be eligible to serve as a negotiating committee person during his/her normally scheduled Committeeman or alternate unless the employee has at least one year seniority and unless the employee is working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and in the first two scheduled conciliation meetingsPower House. 6.02 Each Local (16) While on leave of absence or Bargaining Unit layoff, no employee shall elect serve as a Committeeman or appoint and alternate. (17) A Committeeman shall not be permitted to enter or remain in the Company shall recognize plant for the purpose of handling a committee to be known grievance at any time other than during their regular shift except as hereinafter provided. (18) In the Grievance Committee composed of three (3) members who represent at least two (2) departmentsevent the Committeeman is absent from the plant, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member Chairman of the Grievance Committee during his/her normally scheduled working hourswill be permitted to enter the plant when arrangements have been made with the Chief Operating Engineer. The Chairman will be permitted to use no more than a reasonable period of time in any one plant entry, he/she and time so spent will not suffer be paid for by the Company, except when such entry is made during their regular shift. (19) It is understood and agreed that Committeemen, as well as other employees, have regular duties to perform in connection with their employment. Whenever a grievance shall arise, a Committeeman, with the approval of the Chief Operating Engineer, shall be permitted, during their regular working hours and without loss of pay at his/her regular rate for all such hours while dealing with the grievance up time or pay, to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving leave their regular duties members for a reasonable period to adjust and present grievances at Steps One and Two of the committees referred Grievance Procedure. Whenever, in the opinion of the Chief Operating Engineer, more than a reasonable period of time is taken by a Committeeman to in accomplish such grievance adjustment and presentation, the Chief Operating Engineer may decline to approve payment for such period of time considered to be excessive. (20) Members of the Grievance Committee, when meeting with the Regional Personnel Director or the designated representative, pursuant to the provisions of this Article Section, shall make arrangements with be allowed such time off from their immediate supervisor, regular working hours as may be reasonable when required to attend such meeting without loss of time or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union positionpay.

Representation. A. The employees covered by this Agreement shall be represented by a Union Committee (a“Committee”), which shall consist of the Unit President of the Local and of not more than five (5) Committee members who must be employees within the bargaining unit who have completed their probationary period. The Company Employer will recognize and deal with the Committee as further provided in this Agreement. Two (2) hourly representatives will be allowed unpaid time off to attend official Union business once a negotiating committee composed of one regular employee elected or duly appointed month and at other times to attend official Union business. Additional representatives and additional unpaid time off may be requested by each Local or Unit to represent the Union in any negotiations with the Companyfor approval. B. The employees shall be represented by one (b1) When an employee serves as a negotiating committee person xxxxxxx for each shift, the number of which shall not exceed four (4). Such stewards must be employees within the bargaining unit. The Employer will recognize and deal with said stewards with respect to grievances. C. No more than two (2) members of the Committee will be paid for time spent during his/her normally their scheduled working hours he/she will not suffer loss in meetings of pay at his/her regular rate the Committee with Management for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed purpose of three adjusting grievances. Three (3) members who represent at least two (2) departments, of the Local President or Bargaining Unit Chairperson and hisUnion Committee will be paid their applicable rate of pay for lost wages for time spent in Labor/her designated alternateManagement meetings. It Xxxxx Xxxxxxxx will be paid for a reasonable amount of time spent during their scheduled working hours in discussing grievances with Management. D. No Union representative shall leave their work for the adjustment of any grievance without first obtaining permission of the supervisor. Permission shall be granted as soon as possible. Permission shall not be necessary from the duty of each committee to receive all grievances of supervisor during the members of Union representative’s break periods, or immediately before or after the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours. Requests will be made to the supervisor, he/she and others involved, who will not suffer loss cooperate to schedule coinciding breaks. E. The Employer agrees to supply the Union with a location for a bulletin board which is readily accessible to all hourly employees for its use in posting Union notices, such as local Union meetings, local Union elections, and results of pay at his/her regular rate for all such hours while dealing with the grievance up to elections, recreational and including Step 3 social affairs of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegateUnion, and will not absent themselves unreasonably in order to deal with business appropriate to their Union positionsimilar non-controversial subjects.

Representation. (a) 6:01 The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or may appoint and the Company shall recognize a bargaining committee to be known as the Grievance Committee composed consisting of three (3) employees. The employees who are members who of this bargaining committee shall be employed on the day shift. No one shall be eligible to serve as a committeeman unless he has served his probationary period with the Company and is working for the Company. In addition, there shall be a xxxxxxx to represent the second shift employees and a xxxxxxx to represent the third shift employees for the handling of grievances only while a second or third shift is in existence. The Union shall furnish the Company, in writing, the names of bargaining committee and any changes thereto. The Company shall furnish the Union, in writing, the names of foremen and the extent of their responsibility and other applicable supervisors and any changes thereto. Committeemen and stewards may only absent themselves from their regular duties with the permission of their xxxxxxx and for the purpose of investigating and negotiating grievances as well as Company-Union meetings, and they shall report back to their xxxxxxx when resuming their regular duties. Such permission will not be unreasonably withheld. Committeemen and stewards will be paid for investigating and negotiating grievances in the plant and other work related matters as agreed to by the company, while absent from their regular duties at their straight-time hourly rate, (including COLA). In addition should a committeeman or xxxxxxx during a meeting with the Company extend past his normal quitting time he shall be paid at his applicable overtime rate of pay for those hours spent past his normal quitting time (including COLA). No payment will be paid for time after the Company-Union meeting unless permission has been previously obtained. In addition, off shift employees and their stewards will have their shift hours adjusted from their normal starting and quitting times, such that overtime costs will not be incurred as a result of such meetings with the Company. a) The parties agree to consult regularly during the term of the Agreement about issues relating to the workplace which affect the parties or any employees bound by this Agreement. Meetings between the parties will be held at the request of either party. Such meetings will be held during working hours. All matters to be discussed will be presented by the other party at least two days prior to the meeting. b) The plant committee will be permitted one (21) departmentshour to meet with the Union National Representative prior to Company-Union meeting requiring his attendance, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee one half hour prior to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay meeting at his/her regular rate for all such hours while dealing with the grievance up to and including Step No. 3 of the grievance procedure. 6.04 An accredited representative 6:03 Members of the Communicationsbargaining committee will not be laid off during their term of office, Energy and Paperworkers Union shall be entitled as long as there is work available which they are able to participate in meetings between perform with orientation according to the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management"Normal Instruction Agreement". 6.05 6:04 The Local or Bargaining Unit shall notify Company will supply an office for the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placeUnion. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed number of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and Representatives the Company shall recognize will be limited exclusively to the fol- lowing schedule unless otherwise listed with specificity elsewhere in the Collective Bargaining Agreement: Plant Chairperson Committeepersons Stewards* Skilled Trades Chairperson** Return to Representative Employee Assistance Program Representative Woman's Advocate** Health and Safety Representatives Total * Based on a committee reduction-driving-ratio of representative for every employees said ratio based on a quarterly average, to be known communicated to the plant chair at the beginning of the month following the quarter the reduction to occur by the end of said month. **Representative to operate on the day shift. the employee with whom needs to speak. It is understood that discussions will be as the Grievance Committee composed of three (3) members who represent at least two (2) departmentsbrief as possible and when completed, the Local President employees will return to their jobs. The representative is expected to make prior arrangements with the Supervisor of the employee before scheduling a meeting with an employee out of the work area. Any representative designated as, above shall report to their Supervisor at the beginning of their shift. They shall advise their Supervisor when the need to leave work to handle a matter within their area of responsibility arises. When the representative enters another work area they must inform the Supervisor before entering that area of their need to speak with an employee or Bargaining Unit Chairperson conduct duties consistent with their area of responsibility. When the matter is concluded, the repre- sentative shall report back to their assigned work area and his/her designated alternateresume work. It shall The allocation, jurisdictions, zones, shifts of Union rep- resentatives will be the duty of each committee to receive all grievances responsibility of the members Union. The Company shall recognize the full-time chairperson who will be assigned to the day shift. An alternate will replace the Plant Chairperson when is on xxxx- tion, Union leave, or other LOA The Plant Chairperson will receive pay equal to fifty (50) hours per week at straight time at the top wage rate of the Local Grade classi- fication. The Company shall recognize the maximum one per shift and the Skilled Trades Chairperson, listed in Article above in addition to the chairperson who shall constitute the plant committee and negotiating committee. This committee will meet with the company on monthly basis or Bargaining Unit it represents, and after due investigation and consideration more frequently if mutually agreed upon. The purpose of these meetings is to discuss matters that either party may raise. The Company shall supply the meeting room during regular working hours. The will receive pay equal to fifty (50) hours per week at straight time at the wage rate of the pertinent facts, classification held prior to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member acceptance of the Grievance Committee during his/her normally scheduled working hoursposition. Requests for time off without pay for other related Union business will be granted by the Company, he/she will pro- vided such requests do not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall create significant operational disruptions. Such leaves must be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local Union president or Bargaining Unit shall notify the Company plant chairperson (or alternate) in writing. The company agrees to retain Union representatives at work during any layoffs or cutbacks in employment pro- vided they are willing and able to perform the work, through during their respective terms of office. The provision of this section applies only as outlined in the Manager, Labour and Employment Relations, Shift Representation Structure appearing above in Article The Union shall furnish the company from time to time an update on the current Union representatives. The company upon notification shall the President of the names of those employees who are designated as members of local and national representatives, entry into the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placeCompany's plant. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) 7.01 The Company will acknowledges the right of the Union to appoint or otherwise select from the plant Union membership a Shop Committee. The Company further agrees to recognize a negotiating the Shop Committee for the purpose of representation or any other matters arising which concern the bargaining unit in accordance with the rights set out herein. Each committee member shall have seniority status with the Company at the time of his or her appointment. The Shop Committee shall be composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b1) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings Chairperson and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, Committeepersons in addition to the Local President Chairperson. 7.02 A National Representative or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances Representatives of the Union may be present and participate in any meetings of the Shop Committee with the Company, where so requested by either party. 7.03 The Union recognizes and agrees that members of the Local or Bargaining Unit it represents, Shop Committee have regular duties to perform in connection with their employment and after due investigation that only such reasonable time as is necessary will be taken by such person during working hours to investigate and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt deal with under the grievance proceduregrievances. 6.03 When 7.04 Before leaving his regular work to investigate and deal with a complaint or grievance, a Committeeperson shall obtain the permission from their xxxxxxx or the Plant Manager and such permission shall not be unreasonably withheld. The Committeeperson shall report to his xxxxxxx on his return. In the event that Management meets with an employee serves employee(s) for the purpose of taking disciplinary action, a Committeeperson shall be included in this meeting as a member of procedural right. 7.05 The Company will compensate a Committeeperson for the Grievance Committee time spent during his/her normally scheduled regular working hours, he/she will not suffer loss of pay hours in dealing with grievances at his/her their regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedurepay. 6.04 An accredited representative of the Communications, Energy and Paperworkers 7.06 The Union shall be entitled agrees to participate in meetings between supply the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of with the names of those employees who are designated as members the Shop Committee and Xxxxxxx, including the name of the negotiating Chairperson, and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placekeep such list up-to- date at all times. 6.06 Where a supervisor requires a formal interview with an employee 7.07 The plant Chairperson shall be assigned to steady day shifts and, if necessary other employees shall shift rotate around the Chairperson. The Chairperson shall be considered to have the highest seniority in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwisebargaining unit for Article 12 purposes. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) 6:01 The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or may appoint and the Company shall recognize a bargaining committee to be known as the Grievance Committee composed consisting of three (3) employees. The employees who are members who of this bargaining committee shall be employed on the day shift. No one shall be eligible to serve as a committeeman unless he has served his probationary period with the Company and is working for the Company. In addition, there shall be a xxxxxxx to represent the second shift employees and a xxxxxxx to represent the third shift employees for the handling of grievances only while a second or third shift is in existence. The Union shall furnish the Company, in writing, the names of bargaining committee and any changes thereto. The Company shall furnish the Union, in writing, the names of foremen and the extent of their responsibility and other applicable supervisors and any changes thereto. Committeemen and stewards may only absent themselves from their regular duties with the permission of their xxxxxxx and for the purpose of investigating and negotiating grievances as well as Company-Union meetings, and they shall report back to their xxxxxxx when resuming their regular duties. Such permission will not be unreasonably withheld. Committeemen and stewards will be paid for investigating and negotiating grievances in the plant and other work related matters as agreed to by the company, while absent from their regular duties at their straight-time hourly rate, (including COLA). In addition should a committeeman or xxxxxxx during a meeting with the Company extend past his normal quitting time he shall be paid at his applicable overtime rate of pay for those hours spent past his normal quitting time (including COLA). No payment will be paid for time after the Company-Union meeting unless permission has been previously obtained. In addition, off shift employees and their stewards will have their shift hours adjusted from their normal starting and quitting times, such that overtime costs will not be incurred as a result of such meetings with the Company. a) The parties agree to consult regularly during the term of the Agreement about issues relating to the workplace which affect the parties or any employees bound by this Agreement. Meetings between the parties will be held at the request of either party. Such meetings will be held during working hours. All matters to be discussed will be presented by the other party at least two days prior to the meeting. b) The plant committee will be permitted one (21) departmentshour to meet with the Union National Representative prior to Company-Union meeting requiring his attendance, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee one half hour prior to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay meeting at his/her regular rate for all such hours while dealing with the grievance up to and including Step No. 3 of the grievance procedure. 6.04 An accredited representative 6:03 Members of the Communicationsbargaining committee will not be laid off during their term of office, Energy and Paperworkers Union shall be entitled as long as there is work available which they are able to participate in meetings between perform with orientation according to the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management"Normal Instruction Agreement". 6.05 6:04 The Local or Bargaining Unit shall notify Company will supply a furnished office for the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placeUnion. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 5.01 The Employer will recognize: (a) The Company will recognize A Negotiating Committee which shall be composed of four (4) Union members, one of whom shall be the Bargaining Unit President or their designate and whose duties shall be to negotiate renewal agreements. Members of the Negotiating Committee shall be compensated at their regular rate for time spent during scheduled working hours negotiating a renewal of this Agreement. A member shall not be required to work either the night shift or evening shift on the date of negotiations and shall have their pay remain whole, up to and including Conciliation; that is, a member shall not suffer a loss of compensation as a result of time spent as a member of the negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit up to represent the Union in any negotiations with the Companyand including Conciliation. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit A Grievance Committee, which shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee be, composed of three (3) members who represent at least two (2) departmentsUnion members, one of whom shall be the Local Bargaining Unit President or Bargaining Unit Chairperson their designated representative. Members of the Grievance Committee shall be compensated at their regular rate for time spent investigating and his/her designated servicing grievances during scheduled working hours and for any face to face meetings with the Employer during their non-working hours. (c) Eight (8) Nurse representatives. The Nurse Representatives shall participate in the processing of grievances, and the Nurse Representative involved in the grievance shall be present at Steps two and three. (d) An ONA / Management Committee composed of up to eight (8) representatives of each of the Parties with the understanding that no more than four (4) representatives from each Party will attend at any one time. The function of this committee will be to promote and provide effective and meaningful communication of information and ideas on matters of mutual concern. The Committee shall meet at mutually satisfactory times, but not less than once every three (3) months; agendas will be exchanged 72 hours in advance of the meeting; and the Chair shall alternate. It is agreed that grievances will not be discussed at these meetings. Members of the ONA / Management Committee shall be compensated at their regular rate for time spent during scheduled working hours while attending such meetings. The Employer will pay the duty Bargaining Unit Committee members their regular straight time hourly rate for all time spent attending such meetings with the Employer outside their regular working hours. (e) The Employer will pay the Bargaining Unit President their regular straight time hourly rate for all time spent attending meetings with the Employer outside their regular working hours. 5.02 The Union will provide the Employer with a list of each committee its officers and Committee members. The Employer will be advised of any changes, additions, or deletions to receive all grievances this list. 5.03 It is understood that Union officials have their regular work to perform on behalf of the members Employer and will not leave their work without obtaining permission from their immediate Manager, and reporting to such Manager on their return. It is understood that permission to leave regular work will not be unreasonably withheld. In the interest of continuity of resident care, the Union official will consult with their immediate Manager to determine if a replacement or reassignment of duties is required for the Union official. Such coverage will not be unreasonably denied. 5.04 Union meetings may be held in each Home with the approval of the Local Director or Bargaining Unit it representsdesignate. Requests for such approval shall be submitted in writing. 5.05 The Employer and the Union agree that they mutually desire to maintain standards of safety and health in the Home, in order to prevent injury and after due investigation illness and consideration abide by the Occupational Health and Safety Act as amended from time to time. The Employer and the Union shall establish a joint Occupational Health and Safety Committee in accordance with the provisions of the pertinent factsOntario Occupational Health and Safety Act. The Committee shall hold meetings as required and all unsafe, to determine whether the grievances submitted are bona fide hazardous, or dangerous conditions affecting staff and well-founded residents, including potential dangers and are required hazards shall be taken up and dealt with at such meetings. Such committee shall identify and institute means of improving health and safety programs and recommend actions to be dealt taken to improve conditions related to health and safety. Meetings shall take place at times mutually agreeable to both Parties except in case of emergency. Minutes shall be taken of all meetings and copies shall be sent to the Committee members following the meeting. Minutes of the meetings shall be posted in accordance with under the grievance procedureOccupational Health and Safety Act as amended from time to time. 6.03 When an employee serves as (a) All time spent by a member of the Grievance Occupational Health and Safety Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 attending meetings of the grievance procedure. 6.04 An accredited representative of Committee and carrying out their duties, shall be deemed to be time worked for which they shall be paid by the CommunicationsEmployer at their regular or premium rate, Energy as may be applicable, and Paperworkers Union they shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local managementsuch time from their work as is necessary. 6.05 (b) Any active member(s) of the Joint Health and Safety Committee may request, and shall not be unreasonably denied, an opportunity to become trained as a certified worker. 5.07 The Local Union shall have the right at any time to have the assistance of a representative or consultant of the Ontario Nurses' Association. 5.08 The Employer will discuss government initiatives with the Union (Bargaining Unit shall notify President or Designate) that impact on the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placebargaining unit. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) Section 6.1. The Company will Employer agrees to recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departmentsemployee Labor Council representatives for the purpose of processing grievances under the Grievance Procedure of this Agreement and for the conducting of Labor Council business as related to this Agreement. The Chairman of the Bargaining Committee is the highest-ranking Labor Council official in the bargaining unit. He will be permitted time off as set forth below during the workweek to attend to Labor Council and Agreement matters within his capacity. During such service in this post, the Local President or Bargaining Unit Chairperson Labor Council official shall continue his Section 6.2. During his term in office, the Labor Council official shall continue to be required to report daily to his supervisor at his assigned shift starting time, and his/her designated alternate. It he shall be required to apprise his supervisor of his whereabouts at all working times that he is performing the duty of each committee duties allowed by this Article. The employees will not be permitted to receive all grievances attend to Labor Council activities or Grievance investigation without the express consent of the members Employer to perform duties or to attend to Labor Council related activities, denial of such consent of the Local Employer is not subject to the Grievance Procedure as contained in this Agreement. In addition, the Bargaining Committee Chairman will be required to drop or Bargaining Unit it represents, and after due investigation and consideration forego any of the pertinent factsactivities allowed by this Article on the direction of his supervisor for the purpose of assisting in emergency police work. None of the duties of the Labor Council official herein described may be conducted on Employer-paid overtime hours, to determine whether the grievances submitted are bona fide and wellnor shall they be conducted if Employer-founded and paid overtime hours are required to be dealt with under the grievance procedurefill this vacancy. 6.03 When an employee serves as a Section 6.3. In the absence of the highest-ranking member of the Grievance Committee during his/her normally scheduled working hoursbargaining unit, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union his designated alternate shall be entitled to participate all the privileges set out in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local managementthis Article. 6.05 Section 6.4. The Local or Bargaining Unit shall Labor Council will notify the Company Employer in writing, through the Manager, Labour and Employment Relations, writing of the names of those employees who are designated as members all officers of the negotiating bargaining unit and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placechanges which may occur. 6.06 Where a supervisor requires a formal interview with Section 6.5. Any employees required as witnesses in any grievance or discipline hearing shall be compensated by the Employer if called as witnesses by the Employer. Any witnesses called by the Labor Council shall not be eligible for pay if outside their regular work schedule. If an employee in order is required as a witness during his regular work schedule he shall be eligible for full pay and benefits. Section 6.6. Any Grievance representative who is required to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation appear on behalf of an elected Union official employee shall be entitled to full pay and benefits if the hearing falls during such interview unless the employee requests otherwiserepresentative's regular work schedule. If the representative appears outside the regular work schedule, he shall not be eligible for pay. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) 7.01 The Company will acknowledges the right of the Union to elect or otherwise appoint from the Bargaining Unit employees, a Shop Committee. 7.02 The Company further agrees to recognize a negotiating committee the Shop Committee for the purpose of representation or any other matters arising which concern the bargaining unit. 7.03 Each Committee Member shall have one (1) year of seniority with the Company at the time of the appointment or election. 7.04 The Shop Committee shall be composed of a Chairperson and one regular employee elected (1) Committee persons. 7.05 A National representative or duly appointed by each President of the Local or Unit to represent the Union may be present and participate in any negotiations meeting of the Shop Committee with the Company. (b) When 7.06 The Union recognizes and agrees that members of the Shop Committee have regular duties to perform in connection with their employment and that they shall take only such time as is reasonably necessary during working hours to investigate and deal with grievances. 7.07 Before leaving their regular work to investigate or deal with a complaint or grievance. The Committee person shall obtain the permission of the Department Manager and such permission shall not be unreasonably withheld. Committee persons shall be required to punch in and out when dealing with Union matters. 7.08 Further, an employee’s request to meet with his Committee person to deal with a matter arising out of this Agreement shall not be unreasonably withheld by the Department Manager. 7.09 In the event that management meets with an employee serves as for the purpose of disciplinary action, a negotiating committee Committee person shall be included in the meeting. 7.10 The Company agrees to compensate the Committee person for the time reasonably held during his/her normally scheduled regular working hours he/she will not suffer loss of pay to deal with such complaints or grievances. Such compensation shall be at his/her the regular rate of pay. This paragraph does not include compensation for all such hours while attending negotiation meetings and the first two scheduled conciliation meetingsattendance at arbitration hearings. 6.02 Each Local or Bargaining Unit shall elect or appoint and 7.11 The Union agrees to supply the Company shall recognize a committee with an up to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances date list of the members of the Local or Bargaining Unit it represents, Shop Committee and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will not be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order obliged to deal with any person not on the said list. Alternate committee members may be appointed to act during the absence of a committee member. 7.12 The Shop Committee and the Company representatives shall meet on a regular basis, provided there is business appropriate for their joint consideration, such meetings to be held at mutually agreed upon times. Requests for a meeting will be indicated by a letter from one party to the other containing an agenda of subjects to be discussed. Members of the Shop Committee will be paid their Union positionclock rates for such attendances. 7.13 The Company will provide one locking filing cabinet for the Shop Committee and one locking filing cabinet for the Health and Safety Committee, both to be located in a suitable office accessible to the Committees. 7.14 For purpose of representation, there shall be two (2) departments known as 1. Mechanical Department, 2.

Representation. (a) The Company will recognize a negotiating committee composed Museum acknowledges the right of one regular employee elected or duly appointed by each Local or Unit to represent the Union to appoint or otherwise select a Negotiating Committee of not more than five (5) Employees who have completed their probationary period. The Employee members of the Negotiating Committee will be paid by the Museum for hours spent during their respective normally scheduled working hours in any negotiations meetings with the CompanyMuseum’s bargaining committee in respect of negotiations for the amendment of this Agreement as contemplated by Article 35, prior to any conciliation, mediation or voluntary arbitration proceedings. In addition, in order that the Negotiating Committee may properly prepare for bargaining, the Committee members shall each be entitled to up to 70 hours’ leave prior to and during the negotiating process up to conciliation without loss of pay or other benefits. Reasonable notice shall be given to the Museum before leave is to be taken. The duration of cumulative days taken shall not exceed three (3) at one time. (b) When an employee serves The Museum will recognize a Local Executive Committee composed of a maximum of nine Employee representatives to assist Employees in the administration of the Agreement. The Union agrees to supply the Museum with the names of the members of the Local Executive Committee and its officers, and any change thereto. 7.02 The Union acknowledges that the members of the Local Executive Committee must continue to perform their regular duties; and, except as a negotiating committee person during his/her normally scheduled provided for herein, that all activities of the Local Executive Committee will be carried on outside of the regular working hours he/she will not suffer loss of pay the members thereof, unless otherwise permitted by the Museum after request for permission to carry on such activities during regular working hours. An Employee representative who attends a grievance meeting with a representative or representatives of the Museum as contemplated by Article 10 shall be paid at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee time so spent during his/her normally scheduled working hours, heprovided that s/she will not suffer loss of pay at he shall have first obtained permission to attend such meeting from his/her regular rate for all such hours while dealing immediate supervisor. The Museum agrees that permission to attend a grievance meeting or to investigate grievances shall not be unreasonably withheld, and the Union agrees that no more than two Employee representatives shall attend or seek to attend a Step 3 grievance meeting with the grievance up to and including Step 3 of the grievance procedureMuseum’s representative. 6.04 An accredited representative of the Communications7.03 Participation by bargaining unit members in joint Union-Management committees as provided for elsewhere in this Agreement, Energy and Paperworkers Union shall be entitled considered to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated be Museum work as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected distinct from Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to work as set out in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union positionArticle.

Representation. (a) 7.01 The Company will acknowledges the right of the Union to elect or otherwise appoint from the bargaining unit employees, a Shop Committee. 7.02 The Company further agrees to recognize a negotiating committee the Shop Committee for the purpose of representation or any other matters arising which concern the bargaining unit. 7.03 Each Committee Member shall have one (1) year of seniority with the Company at the time of the appointment or election. 7.04 The Shop Committee shall be composed of a Chairperson and one regular employee elected (1) Committee persons. 7.05 A National representative or duly appointed by each President of the Local or Unit to represent the Union may be present and participate in any negotiations meeting of the Shop Committee with the Company. They will also be allowed to meet with the Committee for one (1) hour prior to the meeting with no loss wages to the Committee. (b) When 7.06 The Union recognizes and agrees that members of the Shop Committee have a primary responsibility to their regular duties to perform in connection with their employment and that they shall take only such time as is reasonably necessary during working hours to investigate and deal with grievances. 7.07 Before leaving their regular work to investigate or deal with a complaint or grievance, the Committee person shall first obtain the permission of the Service Manager or their designate and such permission shall not be unreasonably withheld. However, the Service Manager or their designate may decline for up to a reasonable amount of time such permission if the workload is such that the absence of the committeeperson is detrimental to the Company’s customer obligations. 7.08 Further, an employee’s request to meet with his Committee person to deal with a matter arising out of this agreement shall not be unreasonably withheld by the Service Manager or their designate but may be delayed for a reasonable amount of time if the workload is such that the absence of the employee is detrimental to the Company’s customer obligations. 7.09 In the event that management meets with an employee serves as for the purpose of disciplinary action, a negotiating committee Committee person shall be included in the meeting. 7.10 The Company agrees to compensate the Committee person for the time reasonably held during his/her normally scheduled regular working hours he/she will not suffer loss of pay to deal with such complaints or grievances. Such compensation shall be at his/her the regular rate of pay. This paragraph does not include compensation for all such attendance at arbitration hearings. The Company shall allow and compensate during regular working hours while attending negotiation meetings and for the first two scheduled conciliation meetingsChairperson or designate, in addition to the above time a reasonable amount of time to attend to other union business. 6.02 Each Local or Bargaining Unit shall elect or appoint and 7.11 The Union agrees to supply the Company shall recognize a committee with an up to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances date list of the members of the Local or Bargaining Unit it representsShop Committee and the Company shall not be obliged to deal with any person not on the said list. Alternate committee members may be appointed to act during the absence of a committee member. 7.12 The Shop Committee and the company representatives shall meet on a regular basis, and after due investigation and consideration provided there is business for their joint consideration, such meetings to be held at mutually agreed upon times. Requests for a meeting will be indicated by a letter from one party to the other containing an agenda of subjects to be discussed. Members of the pertinent factsShop Committee will be paid their clock rates for such attendances. 7.13 The Company will provide one locking filing cabinet for the Shop Committee and one locking filing cabinet for the Health and Safety Committee, both to be located in a suitable area accessible to the committees. The committees will have access to an office with a phone with privacy when required. 7.14 The Company agrees to grant the chairperson one (1) day off with pay (maximum eight (8) hours with regular rate of pay), to determine whether attend the grievances submitted are bona fide annual chairpersons meeting at Local 195. The request for time off will be sent to the Company from Local 195 and well-founded and are required to be dealt signed by an officer of the Local with under the grievance proceduretwo (2) weeks’ notice. 6.03 When an employee serves as a 7.15 The Company will pay for up to twenty-four (24) hours for each member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate committee for all such hours while dealing time spent in negotiations with the grievance up to and including Step 3 company for the renewal of the grievance procedurethis agreement plus eight (8) hours preparation time per committee member. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) 6.01 The Company will recognize a negotiating committee composed Employer acknowledges the right of one regular employee elected or duly appointed by each Local or Unit to represent the Union to appoint, elect or otherwise select union stewards from amongst employees in any negotiations the bargaining unit that have at least six (6) months seniority with the Company. Employer as follows: Maintenance – 1 Xxxxxxx Housekeeping – 4 Stewards Laundry – 1 Xxxxxxx From these Stewards, one (b1) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetingsbe appointed or elected Chief Xxxxxxx. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers The Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company Employer in writing, through the Manager, Labour and Employment Relations, writing of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers Union Stewards and the employee designated effective date of their appointment. The Employer shall not be required to receive official correspondence relating to recognize stewards until such time as it has been notified in writing of their appointment by the Local or Bargaining Unit, whenever a change takes placeUnion. 6.06 Where a supervisor requires a formal interview with an employee in order to establish 6.03 The Union acknowledges that the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving Stewards have their regular duties members to perform as employees of the committees referred to in this Article shall make arrangements with Employer and such persons will not leave their immediate supervisorregular duties without first obtaining permission from their Supervisor, or in his or her absence the Assistant or his delegateor her designate and shall advise the supervisor of the nature of his business and approximate duration and report back to such supervisor at the time of his return to work. Such permission shall not be unreasonably withheld. 6.04 The Employer agrees to a negotiating committee of five (5) active Full-time Employees who have at least six (6) months’ seniority each. The Employer shall pay the negotiating committee one (1) regular day’s wages to a maximum of eight (8) hours’ wages for each day of negotiating up to the earlier of: (a) the end of the fourth (4th) day of negotiations; or (b) the date that a ‘no board’ is requested. Each day spent in negotiations paid by the Employer shall be considered as one (1) regular shift for the purpose of determining an employee’s entitlement to hours of work during the week in which the negotiating day falls. Time spent in negotiations and wages paid for negotiating shall not be included for the purposes of calculating entitlement to overtime. Subject to the exceptions noted above, time spent in negotiations paid by the Employer shall be considered time worked. 6.05 When an employee is to be disciplined in a meeting with Management he or she will have a right to have a Union Xxxxxxx present, provided that a Union Xxxxxxx is on the premises or in the Xxxxxxx’x absence, the employee shall have the right to choose another employee from the bargaining unit, who is on duty. Notwithstanding the foregoing, in the conduct of an investigation into an incident, including interviews of employees, the Employer has the right to conduct such investigation without the presence of a union representative or other witness. 6.06 Employees serving as a Union Stewards will be permitted to attend one (1) educational seminar per year, as authorized by the Union. The Union will be required to notify the Employer four (4) weeks in advance and will not absent themselves unreasonably in order prevent the Employer from maintaining an adequate and qualified workforce. 6.07 Any employee elected or appointed to deal with business appropriate to their Union positiona full time executive position within the Union, will be granted a leave of absence without pay and benefits as herein provided, for a period of one (1) year.

Representation. 6.01 The Union shall be represented in the Bargaining Unit by two (a2) Committeepersons and two (2) Alternate Committeepersons. One (1) Committeeperson and one (1) Alternate Committeeperson from the Power House at the Ontario Street Plant facility or Water Treatment and Oil Recovery Facility shall represent these facilities. The Company other Committeeperson and Alternate Committeeperson from the Power House at the Glendale Complex shall represent this facility. An Alternate Committeeperson will recognize only act when the Committeeperson is not available. There will also be one (1) additional employee as a negotiating committee composed Chairperson. When the Chairperson is not available, one of one regular the Committeepersons may act in the Chairperson's place after notice of this designation as such has been furnished in writing to Management by the Chairperson as far in advance as possible. This shall constitute and be recognized as the Grievance Committee. 6.02 The names of the Committeeperson and Chairperson shall be given in writing to the Labour Relations Department. No Committeeperson or Chairperson shall function as such until the Labour Relations Department has been advised of this selection in writing by the Union. Any changes in Committeepersons shall be reported promptly to the Labour Relations Department in writing by the Union. 6.03 No employee elected shall be eligible to serve as Committeeperson or duly appointed by each Local Chairperson unless the employee has completed their probationary period and is a seniority employee working in the Powerhouse. 6.04 While on leave of absence or Unit to represent the Union in any negotiations layoff, no employee shall serve as a Committeeperson. 6.05 The Chairperson or Committeeperson(s) after making arrangements with the CompanyManagement, may enter the plant at any time, other than during their regular shifts, to investigate any grievances. The Chairperson or a Committeeperson(s), after making arrangements with the Management, may enter the plant at any time to discuss normal in-plant activities relating to the Collective Agreement for a reasonable period of time. (b) When an employee serves 6.06 A Committeeperson shall handle grievances only in the Power House complex in which the Committeeperson is employed. 6.07 It is understood and agreed that Committeepersons, as well as other employees, have regular duties to perform in connection with their employment. Whenever a negotiating grievance shall arise, a Committeeperson, with the approval of the Chief Engineer, shall be permitted, during the Committeeperson's regular working hours, and without loss of time or pay, to leave regular duties for a reasonable period to adjust and present grievances at Steps One, Two and Three of the Grievance Procedure. Whenever, in the opinion of the Chief Engineer, more than a reasonable period of time is taken by a Committeeperson to accomplish such grievance adjustment and presentation, the Chief Engineer may decline to approve payment for such period of time as the Chief Engineer considers to be excessive. 6.08 The Chairperson of the committee person will only be recognized by the Personnel Director or the designated representative and can only leave the job during his/her normally scheduled working hours he/she while discussing a grievance at Steps Three or Four of the Grievance Procedure. 6.09 The Health and Safety Representative will not suffer loss of pay be paid at his/her regular rate straight time or premium rate, whichever is applicable, for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and time spent carrying out his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated duties as members of the negotiating joint Health and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placeSafety Committee. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. ‌ 6.01 (a) The Company will recognize a negotiating committee composed acknowledges the right of one regular employee elected or duly appointed by each Unifor Local or Unit 240 to represent elect and/or appoint from the Union in any negotiations with members of the Company. (b) When an employee serves as , a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Union Committee composed of three (3) members; one (1) member of the Committee should be designated as the Chairperson, one (1) member of the Committee shall be designated as the Vice Chairperson, one (1) member of the Committee shall be designated as the 1st Committeeperson. The Company will recognize the said Committee for the purpose of handling any grievance or bargaining on any matter properly arising from time to time during the continuance of this Agreement. The Company will also recognize the said Committee as the Bargaining Committee, as well as the Chairperson of Local 673 in negotiations for the renewal of this Agreement. The Company acknowledges that there will be four (4) alternate members who represent of the Union Committee. The Company acknowledges the right of Unifor Local 673 to elect from the Union members of the Company a Chairperson. The Company will continue to provide the appropriate work space for the Chairperson, Vice Chairperson and Committeepersons of Local 240, to carry out Union business and provide a printer/scanner and standard office supplies. The Company agrees to provide the union Committee of each workplace with locking file cabinets to carry out their responsibilities. The Chairperson and Vice Chairperson of Local 240 will be provided a laptop with external access. (i) The Chairperson of Local 240’s unit referred to in Article 6.01 (a) will be paid the highest hourly rate in the bargaining unit for 37.5 hours per week to tend to Union business including Local Union activities and required to work the day shift only. The Vice Chairperson and any full-time Committeepersons of Local 240’s unit referred to in Article 6.01 (a) will be paid at least the second highest rate or their rate, whichever is greater for 37.5 hours per week to tend to Union business including Local Union activities and required to work the day shift only. The Company will recognize a subsequent full-time Committeeperson when the membership exceeds 625 members. The Chairperson of Local 673 will be paid for reasonable time to attend to matters within and affecting the unit. (ii) The Company will recognize Committeepersons and alternates to replace all full-time representatives in their absence due to vacation, sickness, bereavement, approved leave of absence or Union leave if greater than one day and shall be paid at the Vice Chairperson rate for all hours worked. (iii) The Union Committee of Local 240 will meet during working hours once a month for up to two (2) departmentshours. (iv) The Union Committee of Local 240, including alternates, will meet during working hours quarterly for up to 90 minutes. (v) The Union Committee of Local 240 and Local 673 will meet with the Company (LMF) twice annually for up to two (2) hours. (vi) The Union Chairperson of Local President or Bargaining Unit Chairperson 240 and his/her designated alternate. It JHSC members will meet one hour prior to JHSC meetings. (vii) An alternate Committeeperson shall be the duty of each committee allowed to receive all grievances act whenever one of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted regular Committeepersons are bona fide and well-founded and are required to be dealt with under the grievance procedureabsent. The Company will recognize an alternate on any shift where no Union Committeeperson is scheduled. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 1. The Company recognizes and will deal with all accredited Stewards and all other Union representatives in all matters which may affect the relationship between the Company and the Union. 2. A written list of Union Stewards shall be furnished to the Company immediately after their designation and the Union shall notify the Company promptly of any changes in Stewardship. 3. The number and location of Stewards may be adjusted by mutual agreement of the Company and Union with the goal of providing one xxxxxxx for every 40 associates; provided, however, there shall be no less than one lead and three stewards. An additional xxxxxxx may be recognized only if the associate complement increases by more than 50% of the 40-associate threshold for a xxxxxxx. For example, if there are 130 associates, 3 stewards (aincluding the lead xxxxxxx) may be recognized; if there are 141 associates, 4 stewards may be recognized. The Company understands the need for Union representation at all work-sites during regular hours of operation. The Company and the Union agree that during each production shift, a designated xxxxxxx will be available, in person or by phone. The Union maintains the right to designate who shall serve as stewards, including the Lead Xxxxxxx. 4. The Company agrees to grant permission, as may be necessary, for the Xxxxxxx or Union representatives to carry out the investigation and processing of grievances. Such arrangements shall include permission for Stewards to leave their job assignment to investigate and/or bring about a proper and expeditious disposition of a grievance in their location, department or area designated to their representation to a maximum of 1 hour per week. 5. The Company shall pay Stewards their regular hourly earnings for time spent processing grievances during their regular work hours. The Company will recognize a negotiating committee composed one (1) Lead Stewardfor the bargaining unit. The Lead Xxxxxxx will be granted up to one hour per day or 5 hours per week to attend to union business without loss of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during pay. Before leaving his/her normally scheduled working hours he/she job, Lead Xxxxxxx shall obtain approval from the Company, which approval shall not be unreasonably denied. Such time may be extended as circumstances warrant with the mutual consent of the Company and the Union. The Lead Xxxxxxx and Union Representatives, in the course of performing union business, will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetingsbe denied access to any location where bargaining unit members work. The Lead Xxxxxxx shall be allowed one hour monthly to meet with new hires. 6.02 Each Local or Bargaining Unit 6. At the written request of the Union, any member of the Union selected to attend Union conventions, training sessions, executive board sessions, women’s committee, diversity committee, and mentorship shall elect or appoint and be given a leave of absence without pay, provided the Company shall recognize is in mutual agreement of such leave, which agreement will not be withheld unreasonably. Requests must be submitted in writing at least fourteen (14) days in advance and such time off will not exceed five (5) consecutive days per contract year. 7. The Company will pay lost time wages for a committee to be known as the Grievance Committee composed maximum of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of associates for negotiations Based on each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally associate’s regularly scheduled working hours, he/she will not suffer loss for a maximum of pay at his/her regular rate three (3) days per associate (e.g., 30 hours for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedurean associate on a 10-hour schedule). 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed of one two regular employee employees elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members stewards who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee grievance committeeman during his/her his normally scheduled working hours, he/she hours he will not suffer loss of pay at his/her his regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union Unifor shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ hours prior notice has been given to local managementsenior District Management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectivelycommittees, its it’s Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor management requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) 6:01 The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or may appoint and the Company shall recognize a bargaining committee to be known as the Grievance Committee composed consisting of three (3) employees. The employees who are members who of this bargaining committee shall be employed on the day shift. Any person elected to the bargaining committee shall, if necessary, bump the most junior person on day shift capable of filling the position vacated by the bargaining committee member. No one shall be eligible to serve as a committeeman unless he has served his probationary period with the Company and is working for the Company. In addition, there shall be a xxxxxxx to represent the second shift employees and a xxxxxxx to represent the third shift employees for the handling of grievances only while a second or third shift is in existence. The Union shall furnish the Company, in writing, the names of bargaining committee and any changes thereto. The Company shall furnish the Union, in writing, the names of foremen and the extent of their responsibility and other applicable supervisors and any changes thereto. Committeemen and stewards may only absent themselves from their regular duties with the permission of their xxxxxxx and for the purpose of investigating and negotiating grievances as well as Company-Union meetings, and they shall report back to their xxxxxxx when resuming their regular duties. Such permission will not be unreasonably withheld. Committeemen and stewards will be paid for investigating and negotiating grievances in the plant and other work related matters as agreed to by the company, while absent from their regular duties at their straight-time hourly rate, (including COLA). In addition should a committeeman or xxxxxxx during a meeting with the Company extend past his normal quitting time he shall be paid at his applicable overtime rate of pay for those hours spent past his normal quitting time (including COLA). No payment will be paid for time after the Company-Union meeting unless permission has been previously obtained. In addition, off shift employees and their stewards will have their shift hours adjusted from their normal starting and quitting times, such that overtime costs will not be incurred as a result of such meetings with the Company. a) The parties agree to consult regularly during the term of the Agreement about issues relating to the workplace which affect the parties or any employees bound by this Agreement. Meetings between the parties will be held at the request of either party. Such meetings will be held during working hours. All matters to be discussed will be presented by the other party at least two days prior to the meeting. b) The plant committee will be permitted one (21) departmentshour to meet with the Union National Representative prior to Company-Union meeting requiring his attendance, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee one half hour prior to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay meeting at his/her regular rate for all such hours while dealing with the grievance up to and including Step No. 3 of the grievance procedure. 6.04 An accredited representative 6:03 Members of the Communicationsbargaining committee will not be laid off during their term of office, Energy and Paperworkers Union shall be entitled as long as there is work available which they are able to participate in meetings between perform with orientation according to the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management"Normal Instruction Agreement". 6.05 6:04 The Local or Bargaining Unit shall notify Company will supply a furnished office for the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placeUnion. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will acknowledges the right of the Union to appoint or otherwise elect from the plant Union membership a Shop Committee. (b) The Company further agrees to recognize a negotiating committee the Shop Committee for the purpose of representation or any other matters arising which concern the bargaining unit in accordance with the rights set out herein. (c) The Shop Committee shall be composed of one (1) Chairperson, two (2) Committeepersons, and one regular employee elected or duly appointed by each Local or Unit to represent (1) skilled trades Committeeperson. 8.02 A National Representative and/or Representatives of the local Union may be present and participate in any negotiations meetings of the Shop Committee with the Company. (a) The Union recognizes and agrees that members of the Shop Committee have regular duties to perform in connection with their employment and that only such reasonable time as is necessary will be taken by such person during working hours to investigate and deal with grievances. (b) The Chairperson shall be allowed the last two paid hours at the end of the day shift on Tuesday to transact union business. When an employee serves the Chairperson is absent for any reason the Company shall allow one other Committeeperson to utilize the two paid hours referred to in the above paragraph to transact union business provided that the provisions of Article 8.04 (a) are complied with. (c) The Chairperson shall be regularly assigned to the day shift. (d) An 8.01 (c) Committee member shall not be laid off out of the plant so long as there is a negotiating committee person during his/her normally scheduled working hours job that he/she will not suffer loss of pay at has the skill and ability to perform. (a) Before leaving his/her regular rate for all work to investigate and deal with a complaint or grievance, a Committeeperson shall obtain the permission from their Supervisor or the Vice President, Operations and such hours while attending negotiation meetings and the first two scheduled conciliation meetingspermission shall not be unreasonably withheld. The Committeeperson shall report to his Supervisor on his/her return. 6.02 Each Local or Bargaining Unit (b) In the event that Management meets with an employee(s) for the purpose of taking disciplinary action, a Committeeperson shall elect or appoint be present in this meeting so long as one is available in the plant. 8.05 The Company will compensate a Committeeperson for the time spent during regular working hours in dealing with grievances at their regular rate of pay. 8.06 The Union agrees to supply the Company with the names of the Shop Committee, including the name of the Chairperson, and to keep such list up to date at all times. 8.07 The Shop Committee and the Company representative shall recognize meet providing there is business for their joint consideration at such times as may be mutually agreed upon. A request for a committee meeting will be indicated by a letter or note from either party to the other party containing an agenda of subjects to be known as discussed. 8.08 The Company agrees to provide a private file cabinet, desk and chair for the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances use of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required Plant Committee. An office will continue to be dealt with under provided subject to significant change in the grievance procedureplant and facility. The Company shall provide the phone, fax and computer for the Union Office. Equipment maintenance is the Union’s responsibility. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 6.01 The Union shall be represented in the Bargaining Unit by one (a1) Committeeperson and a Chairperson. This shall constitute and be recognized as the Grievance Committee. 6.02 The Company names of the Committeeperson and Chairperson shall be given in writing to the Labour Relations Department. No Committeeperson or Chairperson shall function as such until the Labour Relations Department has been advised of this selection in writing by the Union. Any changes in Committeeperson or Chairperson shall be reported promptly to the Labour Relations Department in writing by the Union. 6.03 No employee shall be eligible to serve as Committeeperson or Chairperson unless the employee has completed their probationary period and is working in the Power House. 6.04 While on leave of absence or layoff, no employee shall serve as a Committeeperson. 6.05 The Chairperson or Committeeperson shall not be permitted to enter or remain in the plant for the purpose of handling a grievance at any time other than during the employee's regular shift except as hereinafter provided. In the event the services of the Chairperson or Committeeperson are requested during times other than the regular working hours of such Chairperson or Committeeperson, they will recognize be permitted to enter, or remain in, the plant when arrangements have been made with the Site Utility Manager. The Chairperson or Committeeperson will be permitted to use no more than a negotiating committee composed reasonable period of one regular employee elected or duly appointed by each Local or Unit to represent the Union time in any negotiations with one plant entry and time so spent will not be paid for by the Company. (b) When an employee serves as 6.06 In the event the services of the Committeeperson or Chairperson are requested by a negotiating committee person member of Management during his/her normally scheduled other than working hours he/she of the employee's shift, the Chairperson or Committeeperson will not suffer loss of pay be paid at his/her regular applicable rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known time as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternateservices may be required by Management. 6.07 It is understood and agreed that Committeepersons, as well as other employees, have regular duties to perform in connection with their employment. It Whenever a grievance shall arise, a Committeeperson, with the approval of the Site Utility Manager, shall be permitted, during the duty Committeeperson's regular working hours, and without loss of each committee time or pay, to receive all leave regular duties for a reasonable period to adjust and present grievances at 6.08 Members of the members Grievance Committee, when meeting with the Labour Relations Department or a designated representative, pursuant to the provisions of the Local or Bargaining Unit it representsthis Section, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are shall be allowed such time off from their regular working hours as may be reasonably required to be dealt with under the grievance procedureattend such meeting without loss of time or pay. 6.03 When an employee serves 6.09 The Health and Safety Representative will be paid at his/her straight time or premium rate, whichever is applicable, for time spent carrying out his/her duties as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to Joint Health and including Step 3 of the grievance procedureSafety Committee. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union Unifor shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) . When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 . Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 . When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 . An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 . The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 . Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 . Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) 4.01 The Company will recognize a negotiating committee composed Corporation acknowledges the right of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Companyto appoint or otherwise select Committees and Stewards. 4.02 The Union shall advise the Corporation of the personnel serving on these Committees and as Stewards. It is agreed that the number of Stewards from a Branch shall be by mutual agreement. The Negotiating Committee shall consist of not more than five (b5) When employees. 4.03 Employees shall have the right to have the assistance of a representative from the National Office of the Canadian Union of Public Employees, who shall have access to the Corporation’s premises, on notification to the office of the Department Head and Director, Human Resource Services, in order to investigate or assist in negotiations of a dispute. 4.04 The Corporation agrees without prejudice to the rights outlined in Article 2.01 to inform the Union Executive immediately when disciplinary action in the form of suspension or discharge has been imposed on an employee serves as a negotiating committee person during employee. The Corporation will forward copies of disciplinary letters to the Union. 4.05 The Union acknowledges that Stewards, members of the Committees and Union Officers have regular duties to perform on behalf of the Corporation. Such persons shall not leave their regular duties without receiving permission from their appropriate Manager or his/her normally scheduled working hours he/she will designate, and such permission shall not suffer loss of pay at be unreasonably withheld. When resuming their regular duties, they shall report to their appropriate Manager or his/her regular rate for all such hours while attending negotiation meetings designate, and the first two scheduled conciliation meetingsshall give any reasonable explanation which may be requested with respect to their absence. 6.02 Each Local or Bargaining Unit 4.06 It is clearly understood that Stewards and other Union Officials shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving absent themselves from their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with the grievances of employees or with other Union business appropriate and that in accordance with this understanding the Corporation shall not make any pay deduction from such employees for the time spent in handling grievances, and attending meetings of grievances up to their Union positionand including Step 3. 4.07 Harassment and Bullying is defined as objectionable conduct, comments, or displays by a person employed by the employer, either directly or indirectly that demean, belittle or cause personal humiliation or embarrassment, that is directed at and offensive to another employee and which the person knows or ought reasonably to have known to be unwelcome to the recipient. There are three categories of harassment: sexual harassment, discriminatory harassment and workplace (bullying) harassment.

Representation. 4:01 The Employer shall recognize up to eight (8) committeepersons from the bargaining unit one (1) of whom shall be Chairperson and one (1) of whom shall be the Vice- Chairperson. Each committeeperson shall be an employee with at least one (1) year's seniority. Further, it is understood not more than two (2) committeepersons from any one (1) department will attend at meetings between the Hospital and the Union, unless agreed to otherwise. 4:02 The duties of the committeepersons are as follows: (a) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations committeepersons, together with the CompanyChairperson and the National Representatives or Local Officer, shall negotiate with the Employer the renewal of this Agreement or the making of a new Agreement as herein provided. The Committeeperson shall be paid his regular rate for all regular scheduled working hours lost due to attending negotiating meetings with the Employer. (b) When an employee serves as a negotiating committee person during his/The Committeepersons will assist employees on all shifts in presenting their grievances to the representatives of the Employer. A Committeeperson or Chairperson shall be given time off from his regular duties for the purpose of attending to any grievance that may arise out of this Agreement, provided however that such Committeeperson or Chairperson shall first request and obtain the permission of his or her normally scheduled working hours he/she will supervisor before leaving the job. Such permission shall not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetingsbe unreasonably withheld. 6.02 Each Local or Bargaining Unit 4:03 The Chairperson shall elect or appoint and be assigned to the Company day shift. 4:04 The Employer shall also recognize a committee to be known as Negotiation Committee comprised of not more than five (5) employees from the Grievance Committee composed of three (3) members who represent Bargaining Unit, with at least two one (21) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternateyear's seniority. It shall be the duty of each committee to receive all grievances All of the members of the Negotiating Committee shall be paid their regular rate of pay for all regular scheduled working hours lost due to attending meetings with the Employer. The Union shall have the right to have the assistance of Representatives of CAW-Canada and its Local or Bargaining Unit it represents, and after due investigation and consideration of 2458 when negotiating with the pertinent factsHospital. 4:05 Negotiating Committee members who are scheduled to work 11:00 pm, to determine whether 7:00 am., or 3:00 pm., to ll:00 pm., on the grievances submitted day of negotiations shall have their shift changed to the day shift for the purpose of attending negotiations. If negotiations are bona fide scheduled on a day off, for any committee member, they shall be paid as if they worked that day and well-founded and are required be scheduled for an alternate day off at a mutually agreeable time. Such change shall not be subject to premium payment. Further, days upon which negotiations occur shall be dealt with under the grievance procedureconsidered as days of work for all Negotiating Committee members. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers 4:06 The Union shall be entitled to participate in meetings between advise the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, Hospital of the names of those the employees who are designated when they have been elected as committeepersons and/or members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placecommittee. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed Employer acknowledges the of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local to appoint or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) from amongst it’s members who represent at least two (2) departmentshave completed their probationary period, one xxxxxxx from each of the Local President following areas: one representative from the “part-time” grid level or Bargaining Unit Chairperson the classification of Residential Assistants; one representative from the “full-time” grid level or the classification of Residential Facilitator or one representative from the Coordinator grid level or Resource Teacher and his/her designated alternatehigher classifications; and one Chief Xxxxxxx. It The function of these stewards shall be to assist employees in their respective areas in the duty processing of each committee to receive all grievances of the members of the Local any grievance or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with complaint which may properly arise under the grievance procedure. 6.03 When an employee serves as a member provisions of the Grievance Committee during his/her normally scheduled working hours, he/she this Agreement. The Union will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, Employer of the names of those employees who are designated as members the stewards before the Employer shall be required to recognize them. The Chief Xxxxxxx or other Union executive member may accompany another xxxxxxx at grievance meetings for the purposes of training and familiarization, and may act in the negotiating absence of any xxxxxxx in the process of investigating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated representing grievances. It is agreed that a xxxxxxx shall continue to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee perform regular duties in order to establish maintain efficiency of operations. However, in accordance with this understanding, should be required to assist employees in presenting grievances or assist in arbitration during regular working hours, will first obtain the facts permission of immediate supervisor. The Employer agrees the xxxxxxx will not lose regular pay while servicing grievances or assisting at arbitration. The Employer agrees that all hours spent in meetings arranged by the Employer shall be considered as hours worked and paid at the straight time hourly rate. The Union shall inform the Employer in writing of the name and address of the Secretary of the Union and of any given case changes as they occur. All correspondence from the Union to the Employer arising out of this Agreement shall be forwarded to the Executive Director or his designate. In all meetings between the parties, the Union shall have the right to be assisted by a representative of and the Employer shall have the right to be assisted by counsel. An employee is entitled upon request to be accompanied by a Union Xxxxxxx or other Union Local Representative during investigations which may result in discipline disciplinary action taken by the Employer. During disciplinary meetings with the Employer an employee will have representation by a Union xxxxxxx or other Union Local Representative at the time of such meetings. Employees who choose to decline union representation at a potential disciplinary meeting or an investigation are required to sign a waiver declining representation. Meetings with the Employer that employee, the employee concerned are specified as “potentially disciplinary” in nature will be provided with representation of an elected Union official during such interview unless entitled to the minimum three-hour call in. Meetings that are specified as clearly disciplinary in advance are paid at actual time. An employee requests otherwise. 6.07 Before leaving their regular duties members who has been disciplined and subsequently attends meetings that are part of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and grievance process will not absent themselves unreasonably in order to deal with business appropriate to their Union positionbe paid for attendance at such meetings.

Representation. (a) The Company will recognize a negotiating committee commit- tee composed of one regular employee elected or duly appointed by each Local or Unit unit to represent the Union union in any negotiations with the Company. (b) . When an employee serves as a negotiating committee com- mittee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending attend- ing negotiation meetings and the first two scheduled sched- uled conciliation meetings. 6.02 . Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members stewards who represent repre- sent at least two (2) departments, the Local President or Bargaining Bargain- ing Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members mem- bers of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine deter- mine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 . When an employee serves as a member of the Grievance Committee grievance commit- teeman during his/her his normally scheduled working hours, he/she hours he will not suffer loss of pay at his/her his regular rate for all such hours while dealing deal- ing with the grievance up to and including Step 3 of the grievance procedure. 6.04 . An accredited representative of the CommunicationsCommunica- tions, Energy and Paperworkers Union shall be entitled to participate partic- ipate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ hours prior notice has been given to local management. 6.05 senior Regional Management. The Local or Bargaining Unit shall notify the Company Com- pany in writing, through the Manager, Employee and Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectivelycommittees, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Bargain- ing Unit, whenever a change takes place. 6.06 . Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests re- quests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 8:01 The Company acknowledges the right of the Union to appoint or otherwise select from the bargaining unit employees, a Shop Committee. 8:02 The Company further agrees to recognize the Shop Committee for the purpose of representation or any other matters arising which concern the bargaining unit. 8:03 Each Committee Member shall have twelve (12) months of seniority with the Company at the time of the appointment. 8:04 The Shop Committee shall be composed of five (5) members; one (1) Chairperson, one (1) Skilled Trades committeeperson, three (3) Committeepersons. The Skilled Trades Committeeperson shall represent Skilled Trades only and shall be elected by and from the Skilled Trades classifications. 8:05 A National Representative or President of the Local Union may be present and participate in any meeting of the Shop Committee with the Company. 8:06 The National or Local Union President shall be entitled to meet with the shop Committee prior to the Company meeting. The members of the Shop Committee shall be compensated at their regular rates of pay for time necessarily spent during regular working hours in meeting with the National Representative or Local Union President in preparation for the meeting with the Company. 8:07 The Union recognizes and agrees that members of the Shop Committee have regular duties to perform in connection with their employment and likewise Management recognizes that members of the Shop Committee have duties to perform as representatives and that they shall take only such time as is reasonably necessary during working hours to investigate and deal with grievances and other matters arising from this Collective Agreement. 8:08 Before leaving their regular work to investigate or deal with a complaint or grievance, the Committeeperson shall obtain the permission of the Supervisor /Department Manager and such permission shall not be unreasonably withheld. 8:09 Further, an employee’s request to meet with their Committeeperson to deal with a matter arising out of this agreement shall not be unreasonably withheld by the Supervisor/Department Manager. 8:10 In the event that management meets with an employee for the purpose of disciplinary action, or which may lead to disciplinary action for themselves or other employees, a Committeeperson shall be included in the meeting. (a) The Company will recognize a negotiating committee composed agrees to compensate the Committeeperson for the time reasonably held during regular working hours to deal with such complaints or grievances. Such compensation shall be at the regular rate of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Companypay. This paragraph does not include compensation for attendance at arbitration hearings. (b) When an employee serves as a negotiating committee person during his/her normally If the Company requires Committee Members to arrive prior to the start of their scheduled working hours he/she shift, or stay late, they will receive the appropriate overtime rate of pay. Committee Members required to attend meetings by the Company on days they are not suffer loss scheduled to work will receive their regular rates of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetingstime spent. 6.02 Each Local or Bargaining Unit shall elect or appoint and 8:12 The Union agrees to supply the Company shall recognize a committee with an up to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances date list of the members of the Local or Bargaining Unit it representsShop Committee and the Company shall not be obliged to deal with any person not on the said list. Also the Company will supply the Union with a list of supervisors and managers, and after notify the Committee when changes occur. 8:13 The Shop Committee and the Company representatives shall meet on a regular basis, provided there is business for their joint consideration, such meetings to be held at mutually agreed upon times. Requests for a meeting will be indicated by a letter from one party to the other containing an agenda of subjects to be discussed. 8:14 When due investigation and consideration to the absence of a Committeeperson there would be less than the full compliment of four (4) Committeepersons, the Union may appoint an alternate Committeeperson from those employees present to ensure adequate representations. Such alternate shall only act in the absence of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedureregular Committeeperson. 6.03 When 8:15 The Company will provide two locking filing cabinets and an employee serves office for the Shop Committee, as well as two locking filing cabinets, a member of computer and an office for the Grievance Committee during his/her normally scheduled working hoursHealth and Safety Committee. The offices will be equipped with a desk, he/she will not suffer loss of pay at his/her regular rate chairs and telephone and an air conditioner, with the Union responsible for all long distance charges. Telephone messages taken by the Company concerning Union business will be given promptly to a Committee Member. The Company will maintain the current computer in the Union office and replace when required. 8:16 The Plant Chairperson shall be assigned to work the day shift. 8:17 When due to the absence of a Committeeperson, there would be no representation on a shift the Union may appoint an alternate Committeeperson to ensure adequate representations on the shift during such hours while dealing absence. The alternate will be given one (1) hour paid time. 8:18 When a Committee member attends a Step Two meeting with the grievance up to and including Step 3 Company, they shall be paid for such attendance at the appropriate rate of the grievance procedurepay. 6.04 An accredited representative of 8:19 In addition to the Communicationsforegoing times the Plant Chairperson will be allowed eight (8) paid hours per shift Monday through Friday (excluding holidays) to attend in-plant union business. If forty-five (45) or more people are scheduled for production, Energy the Plant Chairperson (but not their alternate) will be scheduled Saturday and Paperworkers they will be allowed eight (8) hours paid Union shall time. If some but less than forty-five (45) people are scheduled for production on Saturday, the Plant Chairman (but not the alternate) will be entitled to participate in meetings between provided four (4) hours Union time. If forty-five (45) or more people are scheduled for production on Sunday or a Holiday the Plant Chairperson (but not their alternate) will be allowed four (4) hours paid Union time. The Company will pay for all days spent by the Union Committee negotiating with the Company to a maximum of eight (8) hours per day. In aaddition, the Plant Committee shall receive eight (8) hours regular pay for one (1) day of preparation and eight (8) hours regular pay for one (1) day of proof reading. Also in addition to the Local when so requested by foregoing times the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify Committeeperson working the Company in writing, afternoon shift will be allowed two (2) paid hours Monday through the Manager, Labour and Employment Relations, of the names of those employees who are designated as Friday. Any alternate substituting for this Committeeperson will be allowed one (1) paid hour. All Committeepersons will be allowed one (1) hour paid time Monday through Friday on any shift. If members of the negotiating and grievance committees respectivelyShop Committee are absent from the plant for one (1) day or more per week, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned their alternates will be provided with representation of an elected Union official during such interview unless given the employee requests otherwiseforegoing time. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will acknowledges the right of the Union to appoint or otherwise elect from the plant Union membership a Shop Committee. (b) The Company further agrees to recognize a negotiating committee the Shop Committee for the purpose of representation or any other matters arising which concern the bargaining unit in accordance with the rights set out herein. (c) The Shop Committee shall be composed of one regular employee elected or duly appointed by each Local or Unit to represent (1) Chairperson, two (2) Committeepersons, and one (1) skilled trades Committeeperson. 8.02 A National Representative and/or Representatives of the local Union may be present and participate in any negotiations meetings of the Shop Committee with the Company. (a) The Union recognizes and agrees that members of the Shop Committee have regular duties to perform in connection with their employment and that only such reasonable time as is necessary will be taken by such person during working hours to investigate and deal with grievances. (b) The Chairperson shall be allowed the last two paid hours at the end of the day shift on Tuesday to transact union business. When an employee serves the Chairperson is absent for any reason the Company shall allow one other Committeeperson to utilize the two paid hours referred to in the above paragraph to transact union business provided that the provisions of Article 8.04 (a) are complied with. (c) The Chairperson shall be regularly assigned to the day shift. (d) An 8.01 (c) Committee member shall not be laid off out of the plant so long as there is a negotiating committee person during his/her normally scheduled working hours job that he/she will not suffer loss of pay at has the skill and ability to perform. (a) Before leaving his/her regular rate for all work to investigate and deal with a complaint or grievance, a Committeeperson shall obtain the permission from their Supervisor or the Vice President, Operations and such hours while attending negotiation meetings and the first two scheduled conciliation meetingspermission shall not be unreasonably withheld. The Committeeperson shall report to his Supervisor on his/her return. 6.02 Each Local or Bargaining Unit (b) In the event that Management meets with an employee(s) for the purpose of taking disciplinary action, a Committeeperson shall elect or appoint be present in this meeting. 8.05 The Company will compensate a Committeeperson for the time spent during regular working hours in dealing with grievances at their regular rate of pay. 8.06 The Union agrees to supply the Company with the names of the Shop Committee, including the name of the Chairperson, and to keep such list up to date at all times. 8.07 The Shop Committee and the Company representative shall recognize meet providing there is business for their joint consideration at such times as may be mutually agreed upon. A request for a committee meeting will be indicated by a letter or note from either party to the other party containing an agenda of subjects to be known as discussed. 8.08 The Company agrees to provide a private file cabinet, desk and chair for the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances use of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required Plant Committee. An office will continue to be dealt with under provided subject to significant change in the grievance procedureplant and facility. The Company shall provide the phone, fax and computer for the Union Office. Equipment maintenance is the Union’s responsibility. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 8:01 The Union may elect or appoint and the Employer will recognize four (4) Committee Persons, one (1) of which will be called the Chairperson, one (1) which will be called a Recording Secretary and the others will be called Committee Persons. The duties of the Committee Person will be to assist employees in presenting their grievances, where requested by the employees, to the designated representative of the Employer in accordance with the grievance procedure herein set forth. The Recording Secretary will act for the Chairperson in his/her absence. In the event the Recording Secretary is not available, the Union will send written notification to the Employer of who the designated Chairperson will be. 8:02 The Union shall keep the Employer notified in writing of the names of its authorized Chairperson and of the names of the Committee Persons, and the respective effective dates of their elections or appointments. They shall be called Union Representatives. 8:03 The Union Grievance Committee and the Union Negotiating Committee shall be comprised of the Chairperson and a Committee Person, the President of Local 195, and/or the National Representative of the Union. The Union may expand the size of the foregoing committees to allow for the presence of individuals who possess specialist expertise and training. Members of the Negotiating Committee of the Union established to conduct negotiations for a renewal of the within Collective Agreement, when acting in such capacity, will not suffer any loss of pay if negotiations are conducted during working hours, but nothing herein shall be construed as an agreement by the Employer to pay members of such Committee for negotiating during a strike or during any other work stoppage. In no event will members of the Union Negotiating Committee be paid more than their normally scheduled shift. The University will allow said Negotiating Committee two (2) paid shifts of preparation time for the renewal of the Collective Agreement on or off campus. The Negotiating Committee‟s regular schedule will be altered so that negotiation or preparation days will be considered a day worked. (a) The Company Union Representatives, namely the Chairperson and the Committee Persons, shall perform their regular duties as employees of the University of Windsor Campus Community Police and Parking Services, and may be absent from their posts only for such time as it is required to handle such grievances. Prior to leaving his/her post, a Representative shall notify and secure permission of his/her Sergeant/Supervisor or the Director, University of Windsor Campus Community Police and Parking Services and will recognize a negotiating committee composed await the arrival of one his/her relief if so instructed. Such release will not be unreasonably denied and will be granted for the time requested. Every effort will be made by the Employer to provide such relief promptly. Upon return to his/her regular employee elected duties, the Representative shall notify his/her Sergeant/Supervisor or duly appointed by each Local or Unit to represent the Union in any negotiations with the CompanyDirector University of Windsor Campus Community Police and Parking Services. (b) When an employee serves as a negotiating committee person during The Chairperson may be absent from his/her normally post for one (1) regularly scheduled working shift per month without loss of pay to attend to Union duties either on or off campus. Such absences shall be subject to the same notice requirements as per part (a) above. The Chairperson will also be allowed a one (1) day paid leave of absence to attend the annual CAW, Local 195 Chairpersons meeting. The Chairperson may bank these hours to be taken in the subsequent month(s) however hours banked may not be converted to monetary compensation. In any situation where the Chairperson is absent for any month and has designated a Committee Person as the Acting Chairperson that person may make the above request. The Chairperson will also be allowed a one (1) day paid leave of absence to attend the annual CAW, Local 195 Chairpersons meeting. The Chairperson may elect to not be subject to the shift rotation provided he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and supplies a regularly scheduled Special Constable volunteer replacement from the Bargaining Unit on the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and Monday of the Company shall recognize preceding schedule cycle. Should a committee to replacement not be known as the Grievance Committee composed of three (3) members who represent at least two (2) departmentsprovided, the Local President or Bargaining Unit lowest seniority regularly scheduled Special Constable shall replace the Chairperson and his/her designated alternateprovided this does not result in said lowest seniority employee working the night shift on a permanent basis. It In the event that any of the preceding circumstances are not fulfilled the Chairperson shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between that shift rotation. It is further agreed, that the Company and Employer is not required to pay overtime or sustain any other penalty as a result of this exchange of shifts. 8:05 The Union, its members and/or its Agents shall not during the Local when so requested hours of employment or on the Employer's premises conduct or attempt to conduct Union activities except as hereinafter expressly provided for. 8:06 The Employer will provide one (1) lockable bulletin board on the main floor for the use of the Union to be located by the Local provided at least 48 hours’ prior notice has been given Employer in its offices, and it is agreed that the use by the Union of such bulletin board shall be restricted to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, posting thereon of the names following notices: (a) Those of those employees who are designated as members Union recreational and social affairs; (b) Those of the negotiating Union elections, appointments and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive results of elections; (c) Those of Union meetings; (d) Those respecting receipts of Union dues for Income Tax purposes; (e) Those of official correspondence relating to the Local or Bargaining Unit, whenever a change takes placeCAW 195 Union notices. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) . When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 con Iiation meeting Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as 8s the Grievance Committee composed of three (3) members stewards who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 . When an employee serves as a member of the Grievance Committee grievance committeeman during his/her his normally scheduled working hours, he/she hours he will not suffer loss of pay at his/her his regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 . An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ hours prior notice has been given to local management. 6.05 senior District Management. The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectivelycommittees, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 . Where a supervisor management requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 5.01 The Employer acknowledges the right of the Union to appoint or otherwise select up to five (a5) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit stewards to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the employees. A Grievance Committee will be composed of three (3) members who represent at least not more than two (2) departmentsstewards, at least one (1) of which will be the representative of the department concerned. No employee shall be appointed or selected for the position of xxxxxxx unless she has completed her probationary period. The Employer shall be advised in writing of the names of the stewards at the time of their appointment and of any changes before the Employer will recognize them. 5.02 The stewards will have the right to investigate and process grievances in accordance with the Grievance Procedure set out in this Agreement. Wherever possible the processing of grievances and other activities on behalf of the Union shall be performed outside regular working hours. Where it is necessary to investigate or process grievances during working hours, the Local President or Bargaining Unit Chairperson stewards shall not leave their work to perform these functions without the prior consent of their supervisor. Such consent shall not be unreasonably withheld. 5.03 The Union may have the assistance of the CLAC Representative at any meeting with the Employer held pursuant to this Agreement. The CLAC Representative shall enter the Employer's premises only with the prior consent of the Administrator. 5.04 At any further negotiations for the renewal of this Agreement, the bargaining unit will be represented by a Negotiating Committee consisting of not more than four (4) employees of the Employer, and his/her designated alternatethe CLAC representative. It The Employer will recognize as members of the Negotiating Committee employees who have completed their probationary period under this Agreement. The Union shall be notify the duty Employer in writing of each committee to receive all grievances the names of the members of the Local or Bargaining Unit it represents, Negotiating Committee at the time of their appointment and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are Employer shall not be required to recognize any Committee member until it has been so notified. Employees on the negotiating committee shall be dealt with under paid by the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay Employer at his/her their regular hourly rate for all such scheduled hours while dealing of work missed spent on negotiating a Collective Agreement with the grievance Employer, up to and including Step 3 of the grievance procedureconciliation. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union 5.05 New employees shall be entitled to participate in meetings between the Company and the Local when so requested advised by the Local provided at least 48 hours’ prior notice has been given Employer as to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those their stewards and the stewards shall be given the names of such new employees. The Employer agrees to inform all new bargaining unit employees that a Collective Agreement is in effect upon hire. 5.06 The Union and the Employer may meet as necessary to discuss items of mutual interest and concern. These meetings may be initiated by either party who shall request the meeting in writing and include a copy of the proposed agenda. The meeting shall be arranged whenever possible within ten (10) days of the request, at a time and place mutually convenient. However, if the matter is considered to be of such importance that delay would be detrimental to the harmonious relationship, the meeting may be initiated verbally, by mutual consent. When a Xxxxxxx is in attendance at a labour-management committee meeting on their day off, they will be paid at their regular rate of pay for their time at the meeting. 5.07 The Employer will notify the Union office in writing on the last business day of every month of the names, addresses, telephone numbers and classifications of all new employees hired the previous month who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated subject to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned this Agreement. One (1) copy will be provided with representation of an elected Union official during such interview unless to the employee requests otherwiseunion xxxxxxx team. 6.07 Before leaving 5.08 A Union Xxxxxxx or Union Representative will have an opportunity to interview each new employee, individually or in a group, within their regular duties members working hours and without loss of pay for any employees involved. The purpose of the committees referred interview is to inform the new employee about the Union in this Article the facility, to provide an explanation of the Collective Agreement provisions and expectations. Such interviews will take place during the first thirty (30) calendar days of employment and shall make arrangements with their immediate supervisor, or in his absence his delegate, not exceed thirty (30) minutes (alternatively: 15 minutes for individuals and will not absent themselves unreasonably in order to deal with business appropriate to their Union position30 minutes for groups).

Representation. (a) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or the Bargaining Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or The Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each the committee to receive all grievances of the members of the Local or Bargaining Unit it representsUnit, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management.in 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 2:01 For the purpose of dealing with any matter or matters (excluding negotiations) between the Company and the Union, the Union Committee shall consist of any International Union personnel as the Union may deem necessary and not more than three (3) members of the Union who are employees of the Company, and one (1) of whom will be the Local Union President. 2:02 The Union will notify the Company in writing of the names of the officers and members of the Negotiating and Grievance Committees. (a) Labour Management meetings which are mutually agreed to be held during the term of the Collective Agreement. (b) For the time spent at meetings with Management representatives in the processing of grievances. Despite the foregoing, the Company will not pay lost time basic wages involving employees in the arbitration process. The Company will not be penalized if rescheduling of employees is required to maintain operational work during the absence of employees on such activities providing such notice of rescheduling to affected employees is given just as soon as possible. (a) The Company will and the Union shall recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent four (4) in number, two (2) of whom shall be employees of the Company and members of the Union in any negotiations and two (2) of whom shall be employees of the Company and who shall represent Management, such committee to be known as a Negotiating Committee with the Companypurpose of concluding recommendations to the parties to the Collective Agreement. This Committee may be expanded to add additional Company Management and/or International Union personnel. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she The Company will not suffer loss of pay at his/her regular rate lost time basic wages (if any) for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least any two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration Union’s Negotiating Committee who are employees of the pertinent factsCompany during the time spent negotiating a renewal or revision to the Collective Agreement at meetings with Management representation. This compensation shall not exceed a combined cumulative total of two hundred and forty hours (240) for any two (2) employees, to determine whether seven and one-half (7½) hours of which for each of the grievances submitted are bona fide and well-founded and are required to two (2) employees may be dealt with under applied for proof reading the grievance procedure. 6.03 When an employee serves as a revised Collective Agreement. Each member of the Grievance Negotiating Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay be paid four (4) hours traveling time at his/her regular their straight time hourly rate for all such hours while dealing with when commuting between Sault Ste. Xxxxx and Sudbury. Such traveling time will be deducted from the grievance up to and including Step 3 of the grievance procedureaforementioned cumulative total. 6.04 An accredited representative of the Communications, Energy 2:04 Meetings between Company and Paperworkers Union representatives shall be entitled to participate in meetings between take place at times and frequencies as mutually agreed upon the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local managementUnion. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) 6.01 The Company will recognize a negotiating committee composed Employer acknowledges the right of one regular employee elected or duly appointed by each Local or Unit to represent the Union to appoint or otherwise select one (1) Union Xxxxxxx per Department (as listed in any negotiations with Article 11.02(b), one of whom shall be selected as Chief Union Xxxxxxx. For clarity, the Company. parties agree that up to one (b1) When of the selected Union Stewards may act as a floating Xxxxxxx unattached to a specific Department. Such Union Stewards shall assist employees in presenting grievances to the Employer. It is understood that an employee serves must have completed their probationary period to be eligible for appointment as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetingsUnion Xxxxxxx. 6.02 Each Local or Bargaining Unit The Union shall elect or appoint keep the Employer notified in writing of names of the Union Stewards, the Departments each represents and the Company shall recognize a committee to be known as the Grievance Committee composed effective date of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance proceduretheir appointment. 6.03 When an employee serves as a member The Union acknowledges that Union Stewards have regular duties to perform on behalf of the Grievance Committee during his/her normally scheduled working hoursEmployer, he/she and such persons will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving leave their regular duties members without first obtaining the permission of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his their absence his delegatethe Manager, Chestnut Residence and Conference Centre or their designate, and when resuming their regular duties, will not absent themselves unreasonably in order to deal with business appropriate report again to their immediate supervisor, or in their absence, the Manager, Chestnut Residence and Conference Centre or their designate. 6.04 The Employer acknowledges the right of the Union positionto appoint or otherwise select a Negotiating Committee of not more than six (6) employees from within the bargaining unit, who have completed their probationary period. Not more than one (1) employee shall be appointed or otherwise selected from a Department set out in Article 11.01b, of this Agreement. The Negotiating Committee shall be responsible for presenting bargaining unit proposals and negotiating the renewal of this Collective Agreement with the Employer. The Negotiating Committee shall be paid at straight time rates to a maximum of eight (8) hours per day for time spent in negotiations. 6.05 The Employer undertakes to introduce new employees to the Union Xxxxxxx during the employee’s first week of employment. The Union Xxxxxxx will be given the opportunity to provide the new employee with introductory information including the Collective Agreement.

Representation. 5.01 The Employer will recognize: (a) The Company will recognize a negotiating committee A Negotiating Committee which shall be composed of four (4) Union members, one of whom shall be the Bargaining Unit President or her designate and whose duties shall be to negotiate renewal agreements. Members of the Negotiating Committee shall be compensated at their regular employee elected rate for time spent during scheduled working hours negotiating a renewal of this Agreement. A member shall not be required to work either the night shift or duly appointed by each Local evening shift on the date of negotiations and shall have his or Unit to represent her pay remain whole; that is, a member shall not suffer a loss of compensation as a result of time spent as a member of the Union in any negotiations with the Companynegotiating committee. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit A Grievance Committee, which shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee be, composed of three (3) members who represent at least two (2) departmentsUnion members, one of whom shall be the Local Bargaining Unit President or Bargaining Unit Chairperson and his/her designated representative. Members of the Grievance Committee shall be compensated at their regular rate for time spent investigating and servicing grievances during scheduled working hours and for any face to face meetings with the Employer during their non-working hours. (c) Eight (8) Nurse representatives. The Nurse Representatives shall participate in the processing of grievances, and the Nurse Representative involved in the grievance shall be present at Steps two and three. (d) A Nurse-Management Committee composed of up to eight (8) representatives of each of the Parties. The function of this committee will be to promote and provide effective and meaningful communication of information and ideas on matters of mutual concern. The Committee shall meet at mutually satisfactory times, but not less than once every three (3) months; agendas will be exchanged 72 hours in advance of the meeting; and the Chair shall alternate. It is agreed that grievances will not be discussed at these meetings. Members of the Nurse-Management Committee shall be compensated at their regular rate for time spent during scheduled working hours while attending such meetings. The Employer will pay the duty Bargaining Unit Committee members his or her regular straight time hourly rate for all time spent attending such meetings with the Employer outside his or her regular working hours. (e) The Employer will pay the Bargaining Unit President his or her regular straight time hourly rate for all time spent attending meetings with the Employer outside his or her regular working hours. 5.02 The Union will provide the Employer with a list of each committee its officers and Committee members. The Employer will be advised of any changes, additions, or deletions to receive all grievances this list. 5.03 It is understood that Union officials have their regular work to perform on behalf of the members Employer and will not leave their work without obtaining permission from their immediate Manager, and reporting to such Manager on their return. It is understood that permission to leave regular work will not be unreasonably withheld. In the interest of continuity of resident care, the Union official will consult with their immediate Manager to determine if a replacement or reassignment of duties is required for the Union official. Such coverage will not be unreasonably denied. 5.04 Union meetings may be held in each Home with the approval of the Local Director or Bargaining Unit it represents, designate. Requests for such approval shall be submitted in writing. 5.05 The Employer and after due investigation the Union shall establish a joint Occupational Health and consideration Safety Committee in accordance with the provisions of the pertinent factsOntario Occupational Health and Safety Act. The Committee shall hold meetings as required and all unsafe, to determine whether the grievances submitted are bona fide hazardous, or dangerous conditions affecting staff and well-founded residents, including potential dangers and are required hazards shall be taken up and dealt with at such meetings. Such committee shall indentify and institute means of improving health and safety programs and recommend actions to be dealt with under the grievance proceduretaken to improve conditions related to health and safety. Meetings shall take place at times mutually agreeable to both Parties except in case of emergency. 6.03 When an employee serves as 5.06 All time spent by a member of the Grievance Occupational Health and Safety Committee during his/attending meetings of the Committee and carrying out her normally scheduled working hoursduties, he/shall be deemed to be time worked for which she will not suffer loss of pay shall be paid by the Employer at his/her regular rate for all such hours while dealing with the grievance up to or premium rate, as may be applicable, and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union she shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local managementsuch time from her work as is necessary. 6.05 5.07 The Local Union shall have the right at any time to have the assistance of a representative or consultant of the Ontario Nurses' Association. 5.08 The Employer will discuss government initiatives with the Union (Bargaining Unit shall notify President or Designate) that impact on the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placebargaining unit. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) . When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two Iwo scheduled conciliation meetings. 6.02 . Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 . When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 . An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 . The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 . Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 . Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. A. The Company agrees to recognize four (a4) shift stewards and one (1) chief xxxxxxx. If the third shift is instituted, the Company agrees to recognize a further two (2) shift stewards. The Company will pay employees who are members of the plant committee at their regular straight time hourly rate of pay for up to eight (8) hours per day for all time necessarily spent in meetings with the Company in negotiating this Agreement or a renewal thereof. Stewards shall suffer no loss of regular scheduled straight time hourly earnings for time necessarily spent in the plant processing and investigating grievances or in matters involving the proper administration of this Agreement. Members of the grievance committee shall suffer no loss of regular straight time hourly earnings for time necessarily spent in the plant in meetings with the Company. Members of the grievance committee and stewards shall only receive pay for time actually spent as provided for above and members of the grievance committee who come in on off-duty hours for the purposes of meetings with the Company shall only be paid at regular straight time hourly rates for time spent in meetings with the Company. It is understood that stewards and members of the committees as set forth above shall not necessarily extend or prolong the time required for negotiating, processing and investigating grievances or in meetings with the Company. No xxxxxxx or committee member shall leave his work on such Union business without the consent of the xxxxxxx of his department, which consent shall not be unreasonably withheld. In all instances listed above the pay will be calculated by taking the employee's base rate times the previous month's plant average incentive. B. 1. The Company agrees to recognize a negotiating Union bargaining committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. not more than three (b3) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee employees to be known as the Grievance Plant Committee. The Plant Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedureappoint a Chairman. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. The Company acknowledges the right of the Union to appoint or otherwise select from among the employees of the Company a Union Committee comprised of Stewards inclusive of the unit chairperson as follows: Bargaining Unit Chairperson + Alternate Bargaining Unit Chairperson + Alternate Bargaining Unit Chairperson + Alternate Not withstanding the above, the Union may appoint one (a1) Xxxxxxx per shift per facility. Each member of this Committee shall have completed his probationary period with the Company and shall be regular of the Company during their time in office. The Company will recognize a negotiating committee composed and bargain with members of one regular employee elected or duly appointed by each Local or Unit to represent this Committee on any matter properly arising on negotiations for the renewal of this Agreement as follows: member member member The privileges of members of the Union Committee to leave their work is granted on the following conditions: a) There will be loss of pay while absent from work. The members of the Union Committee required to leave his/ her work for official union business shall have their pay and benefits continued and the Union shall be billed the cost of such pay and benefits on a monthly basis by the Company at the rate of of the Employee’s regular base hourly rate. The Union shall remit payment to the Company within fifteen (15) days. a) The name and jurisdiction of each of the Stewards of the Union Committee from time to time selected shall be given to the employer in writing and the employer shall not be required to recognize any negotiations such xxxxxxx until it has been notified in writing by the Union of the name and jurisdiction of same. The Company will supply the Union with the names of supervisors and managerial personnel who have responsi- bilities relative to the bargaining unit. For the purpose of this Agreement the Stewards shall be deemed to be an official of the Union. The parties hereto agree that the Union official occupy positions of leadership and responsibility for the purpose of insuring that this Agreement is faithfully car- ried out. The Xxxxxxx has regular duties to perform on behalf of the Company and he shall not leave his duties to attend to any Union business or to discuss any grievances without the express prior consent of his immediate Supervisor, or in the absence of such supervisor, the Branch Manager. Such consent will not be unreasonably withheld. The time shall be devoted to prompt handling of necessary Union business. The Company reserves the right to limit such time if it considers the time so taken to be unreasonable. Where such consent has been granted, the Xxxxxxx resuming his regular duties will report to his immediate Supervisor, or in his absence to the Branch Manager. In accordance with this under- standing the Company agrees to compensate a for his regular scheduled work time spent in servicing grievances of employees up to but excluding arbitration. It is understood that only one (1) Xxxxxxx, and where applicable, the unit chairper- son shall be recognized for purposes of attendance at scheduled grievance meetings with management. The Company will provide paid leave to each of the bargaining units in each year of the Collective Agreement for the purpose of attending union business. which is away from the depot as follows: The maximum number of that can be away from the bargaining unit for official union business at the same time is one (1) each for except for circumstances agreed in advance with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate . Requests for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit leave for official union business shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent in writing, at least two (2) departments, the Local President or Bargaining Unit Chairperson weeks in advance and his/her designated alternate. It shall be the duty of each committee subject to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will reasonable operational requirements. This limit does not suffer loss of pay at his/her regular rate for all such hours while include Stewards dealing with the grievance up to and including Step 3 of the grievance proceduregrievances at their own depot. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or the Bargaining Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or The Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each the committee to receive all grievances of the members of the Local or Bargaining Unit it representsUnit, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Unifor Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 8.1 The Company acknowledges the right of the Union to appoint or otherwise select The Company shall not be required to recognize any Committee member where the Union has failed to provide such notification. (a) The Union will appoint an Executive Committee composed of six (6) employees who shall be the President, Vice-President, Recording Secretary, Secretary Treasurer, Chief Xxxxxxx and JHSC Co-Chair. (b) The Union will appoint nine (9) Shop Stewards for purposes of administering and resolving grievances. Shop Stewards shall be distributed three (3) per shift on days, afternoons and midnights, However, when meeting with the Grievance Committee the Company will not be required to meet with more than three (3) Committee persons at any one time, unless agreed to by mutual consent. (c) The Company will recognize a negotiating committee composed of one regular employee elected Health and Safety rep or duly appointed by his/her alternate, on each Local or Unit to represent the Union in any negotiations with the Companyshift. (bd) When an employee serves For the purpose of negotiating the Collective agreement, the company will recognize a Committee to be composed of five (5) members, one of whom shall be the Union President. 8.2 The Union recognizes and agrees that Union Reps have regular duties to perform in connection with their employment, and only such time as a negotiating committee person is reasonably necessary will be consumed by such persons during his/her normally scheduled working hours he/she in order to attend to the business of administering this agreement. It is understood and agreed that Union Reps will not suffer loss be paid for time spent administering the Collective Agreement, provided that time so spent pertains to the normal hours of pay at work of the Union Rep’s own shift. The Company will make an effort to schedule the meeting on the grievor’s current shift. 8.3 Before leaving his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize duties, a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and Union Rep must obtain permission from his/her designated alternateSupervisor to do so. It shall Permission will not be unreasonably withheld. The Union Rep will confer with the duty Supervisor of each committee to receive all grievances another department, when the purpose of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at visit may have a negative effect on production. When resuming his/her regular rate duties, he shall report to his/her Supervisor. 8.4 The Company agrees to provide an office for all such hours while dealing with the grievance up to Union’s exclusive use. All furnishings and including Step 3 other office equipment will be supplied by the Union. Telephone, telephone installation and telephone charges will be the responsibility of the grievance procedureUnion. 6.04 An accredited representative of the Communications8.5 The Union President, Energy Chief Xxxxxxx and Paperworkers Union Health and Safety CoChairperson shall be entitled assigned a permanent day shift during their term of office. 8.6 The Union President or Chief Xxxxxxx will be allowed time off on a daily basis, _ exclusive of weekend overtime, for the performance of his/her duties. The Union will be allotted one (1) hour per day for every 100 active employees working in the bargaining unit. For the purpose of calculating Union time off, the number of active employees will be rounded off to participate in meetings between the nearest 100. The Company and the Local Union will come to an agreement when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned said time will be provided with representation of an elected Union official during such interview unless the employee requests otherwiseallocated. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 7:01 The Union shall elect or otherwise select a Union Committee composed of not more than 5 members and the Employer will recognize such Union Committee for the purpose of dealing with any grievance or bargaining in connection with any matter properly arising from time to time during the term of this Collective Agreement, including negotiations for or renewal of any Collective Agreement. 7:02 The Union shall elect or otherwise select 7 Stewards. One (1) of said Stewards must be part time. Effective the first day of the month following ratification paid time of eight (8) hours per month for Union Chairperson or designate to be scheduled as agreed between the Chair and Supervisor, overtime and premiums shall not apply. 7:03 It is agreed that a Union Representative of Local 302 shall have access to the home premises and may, at the request of either the Union Committee or the Employer, be present at any meeting with the Employer's Representatives. 7:04 The Union acknowledges and agrees that members of the Union Committee and Stewards have regular duties to perform in connection with their employment and only such time as is reasonably necessary for the processing of Union business will be consumed by such persons during working hours. The Union Committee Members or Stewards will first obtain the Supervisor's perm1ss1on before undertaking Union business. When such Union business has been completed, the employee will advise the Supervisor. Such permission shall not be unreasonably withheld. 7:05 In accordance with this understanding it is agreed that: (a) each member of the said Union Committee shall receive his regular pay for all regularly scheduled work hours lost due to attendance at negotiating meetings with Representatives of the Employer up to but not including arbitration; The Company employer agrees to provide alternative days off in the case where an employee is bargaining on a day off. In the case of a part-time employee, such alternative days will recognize a negotiating committee composed of one regular be capped at three (3) per calendar week. These bargaining days will be treated as days worked for which the employee elected or duly appointed by each Local or Unit to represent will receive pay for the Union in any negotiations with the Companyhours they would have regularly worked. (b) When an employee serves as a negotiating committee person during his/her normally Xxxxxxx, the grievors and where applicable under this agreement, members of the Union Committee shall receive their regular pay for all regularly scheduled working hours he/she will not suffer loss lost due to servicing grievances or attendance at grievance meetings (including meetings of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3Settlement Officers appointed under Section 49(6) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the Labour Relations Act) with Representatives of the Employer up to but not including arbitration; (c) should the Employer require members of the Local Union committee to attend meetings and or Bargaining Unit it representsperform some Union function, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to employee will be dealt with under the grievance procedurepaid at straight time for time spent performing these duties. 6.03 When an employee serves as a member of 7:06 The Union agrees to supply the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing Employer with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers Stewards and the employee designated Union Committee members and will keep such list up to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placedate at all times. 6.06 Where 7:07 The Union committee and the Employer shall, upon the written request of either, arrange a supervisor requires a formal interview with an employee in order meeting and meet to establish the facts discuss any matters arising out of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwisethis Collective Agreement. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed Union may select and designate such representatives in the respective fields, stations, shops, and other working units as may be necessary for the purpose of one regular employee elected representing the employees under the terms of this Agreement, or duly appointed by each Local or Unit to represent the Union in any negotiations accordance with the CompanyRailway Labor Act, as amended. The number of representatives that confer with management at any one time on any issue, including meetings convened under the provisions of Article 29(f), will not exceed the number of management employees present plus one (1) additional representative to act in the capacity of a scribe. (b) When an employee serves as The Union may designate a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate System Coordinator for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and employees covered by the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings Agreements between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local managementUnion. 6.05 (c) The Local or Bargaining Unit shall Union will notify the Company in writing, through the Manager, Labour and Employment Relations, writing of the names of its Accredited Representatives designated in paragraph (a) and (b) above and of any subsequent changes in to those employees who are designated as members Representatives. The Company will inform the Union, in writing, of the negotiating supervisors with whom these Accredited Representatives will deal and grievance committees respectivelyof any subsequent changes to those supervisors. International Officers, its Local or Bargaining Unit officers Union Officers and the employee designated to receive official correspondence relating Local Union Representatives will, at any time during regular working hours, have access to the Local premises of the Company where employees covered by this Agreement are located, for the purpose of investigating grievances or Bargaining Unitother matters directly connected with the operation of this Agreement and its procedures for the settlement of any dispute. Notice of an intended visit will be given the ranking Company official or his designated representative. A visit will be subject to such reasonable regulations as may be made from time to time by the Company, whenever a change takes placebut the Company will not impose regulations that will render ineffective the intent of this provision nor impair the privacy of any conference necessary to accomplish the purpose of the visit. 6.06 Where (d) An International Representative of the Union or designated Company official who believes that any provision of this Agreement has not been or is not being properly applied or interpreted and which has not yet become the subject of an actual grievance, will have the right within ten (10) calendar days after the alleged misapplication or misinterpretation has been ascertained to protest such violation, in writing, to the other party, who will evaluate such protest and render a supervisor requires a formal interview with an employee decision in order writing within fifteen (15) calendar days. Disputes in respect to establish the facts of any given case which may result in discipline to that employee, the employee concerned actual grievances will be provided with representation handled exclusively according to the provisions of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.31,

Representation. 3.1 The employees, for the purpose of collective bargaining, shall be represented by a Bargaining Committee of not more than three (a3) employees including the President of the Local. Employees on this committee shall be seniority employees of the Board and their selection as committee members can be in any manner determined by the Union. The Company International Union can be represented by a staff representative. An alternate may be appointed to serve on the committee during the absence of a member. 3.2 The Board will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members as the grievance committee to serve all Ferndale Public Schools. The Board will recognize that each member from the Grievance Committee will serve as the representative for their assigned schools and the assignment can be in any manner determined by the Union. 3.3 The following employee groups - Maintenance and Bus Drivers - shall each elect a xxxxxxx for their employee group who represent at least two (2) departmentsshall be a seniority employee of the Board and further, that a Chief Xxxxxxx be elected by the Local President or Bargaining Unit Chairperson total employee group who shall be a seniority employee of the Board. The election procedure shall be by determination of the Union. These stewards will provide union representation for their group. 3.4 The president and/or their designee may prepare and review grievances. The president of the Union will be permitted to leave his/her designated alternate. It work to attend grievance committee meetings, special conferences, or other local union business within the Ferndale School District, but he/she shall be first request and secure the duty approval whenever possible of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally supervisor before he/she leaves his/her job to attend the meeting. 3.5 Committee members and stewards shall have full time work to perform during their scheduled working hours. They may be permitted, he/she will not suffer without loss of pay at pay; to investigate grievances within the Ferndale School District but they shall first request and secure approval of their supervisor. The supervisor may grant sufficient time to the committeemen or stewards to leave their work for these purposes. 3.6 In no event shall any Union representative leave a job where the health, safety or general welfare of the schools, teachers, students, or property shall be in danger or jeopardized, nor shall any such leaving occur when damage to school property or equipment might occur. 3.7 Whenever an employee is absent from his/her regular rate for all such hours while dealing job because of attending a mutually scheduled negotiating session, or an arbitration proceeding, the Union will arrange with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, or other union members, to assure that the employee concerned will be provided with representation of an elected Union official during such interview unless missed work is covered or made up, without additional cost to the employee requests otherwiseBoard. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company Corporation shall recognize the following committees their respective purpose: Negotiating Committee consisting of not than seven employees for the purpose of negotiating this Agreement and its renewal; except the Corporation will recognize a negotiating committee composed not be required to deal with more than five at any one meeting. Grievance Committee consisting of more than employees for the purpose of and just settlement grievances; except that the Corporation will not be required meet with more than three members at any one regular employee elected or duly appointed by each Local or Unit to represent meeting. The Corporation acknowledges the right the Union to appoint or otherwise select ten Stewards. corporation acknowledges the right of seniority employees to select Xxxxxxx, in their respective departments, who shall represent them. The Employer will pay each employee who is on any negotiations of the committees, referred to in Article at the regular rate of pay for all regularly scheduled straight time while attending meetings with the Company. (b) When an employee serves as a negotiating committee person Employer. When, in the opinion of the Corporation, it is deemed necessary to meet with the Union's Negotiating and meeting is called by the Corporation during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departmentshours, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances Union will share one-half of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate cost incurred in meetings between at mutually agreed to locatins, should they not City premises. The Union will advise the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, Corporation of the names of those employees who are designated as members all persons appointed or otherwise selected to the above Committees and the names of the negotiating and Stewards. The Xxxxxxx shall have the right to interview a seniority employee for a reasonable period during working concerning a grievance committees respectivelyprovided both first obtain permission from respective xxxxxxx or supervisor. Union employees serving on the Joint Job will have an automatic shift change, its Local or Bargaining Unit officers and the necessary, to accommodate attendance at meetings during shift. An employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever engaged for a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned permanent position will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, on probation and will not absent themselves unreasonably be placed on the department's seniority list and shall not have any seniority rights hereunder until he has worked six calendar months as a regular full-time (non-temporary) employee; except insofar as premium pay within the terms of Section are concerned. Upon request by the Corporation and mutual agreement of the parties, the probationary period may be extended to a maximum of a forty-five working days. the purpose of collective agreement "seniority employee" shall defined as a person engaged for a permanent position who worked six (6) calendar and any extension thereof provided clause A temporary employee who a permanent employee shall have his department seniority dated the date he commenced work provided service is continuous. In collective agreement none of employees in order the Department of Public Works will have any seniority or rights whatsoever in Department of Recreation Services and employees in the Department of Recreation Services will not have any seniority or in Department of Public Maintenance, except insofar as promotions and transfers the terms of clause are concerned, it being intended this collective agreement employees shall acquire seniority only in one division and in no employee's seniority rating lost reason of: Resignation. Dismissal which not reversed grievance procedure. Failure to deal with business appropriate report for work within a period of five days after receipt registered mail of notice to their return to work after lay-off. himself work for more than one working day without notifying immediate Supervisor or Section Head as to the reasons €or such absence or failure to comply leave of absence rules. After a lay-off extending for a period of twelve The Corporation shall maintain a seniority list showing the date upon which each employee's service commenced. An up-to-date seniority list shall be sent to the Union positionand posted on all bulletin boards twice per year. Promotions, demotions, and transfers within departments shall governed by the following factors: Knowledge, suitability, efficiency and ability t o do to work required. Physical fitness. Length of continuous service in the department. When and are relatively equal in the judgment of the Corporation, which shall not be exercised i n an or discriminatory manner, factor govern. External candidates will not be appointed to regular full-time permanent positions until internal applicants have been given full and fair consideration and any equipment testing may necessary.

Representation. 7:01 The Union shall elect or otherwise select a Union Committee composed of not more than 5 members and the Employer will recognize such Union Committee for the purpose of dealing with any grievance or bargaining in connection with any matter properly arising from time to time during the term of this Collective Agreement, including negotiations for or renewal of any Collective Agreement. 7:02 The Union shall elect or otherwise select 7 Stewards. The Stewards shall be chosen as follows: Nursing - 3; Dietary - 1; Maintenance and Laundry - 1; Housekeeping - 1; and Part Time employees - 1. Effective the first day of the month following ratification paid time of eight (8) hours per month for Union Chairperson or designate to be scheduled as agreed between the Chair and Supervisor, overtime and premiums shall not apply. 7:03 It is agreed that a Union Representative of Local 302 shall have access to the home premises and may, at the request of either the Union Committee or the Employer, be present at any meeting with the Employer’s Representatives. 7:04 The Union acknowledges and agrees that members of the Union Committee and Stewards have regular duties to perform in connection with their employment and only such time as is reasonably necessary for the processing of Union business will be consumed by such persons during working hours. The Union Committee Members or Stewards will first obtain the Supervisor’s permission before undertaking Union business. When such Union business has been completed, the employee will advise the Supervisor. Such permission shall not be unreasonably withheld. 7:05 In accordance with this understanding it is agreed that: (a) each member of the said Union Committee shall receive his regular pay for all regularly scheduled work hours lost due to attendance at negotiating meetings with Representatives of the Employer up to but not including arbitration; The Company employer agrees to provide alternative days off in the case where an employee is bargaining on a day off. In the case of a part-time employee, such alternative days will recognize a negotiating committee composed of one regular be capped at three (3) per calendar week. These bargaining days will be treated as days worked for which the employee elected or duly appointed by each Local or Unit to represent will receive pay for the Union in any negotiations with the Companyhours they would have regularly worked. (b) When an employee serves as a negotiating committee person during his/her normally Xxxxxxx, the grievors and where applicable under this agreement, members of the Union Committee shall receive their regular pay for all regularly scheduled working hours he/she will not suffer loss lost due to servicing grievances or attendance at grievance meetings (including meetings of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3Settlement Officers appointed under Section 49(6) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the Labour Relations Act) with Representatives of the Employer up to but not including arbitration; (c) should the Employer require members of the Local Union committee to attend meetings and or Bargaining Unit it representsperform some Union function, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to employee will be dealt with under the grievance procedurepaid at straight time for time spent performing these duties. 6.03 When an employee serves as a member of 7:06 The Union agrees to supply the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing Employer with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers Stewards and the employee designated Union Committee members and will keep such list up to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placedate at all times. 6.06 Where 7:07 The Union committee and the Employer shall, upon the written request of either, arrange a supervisor requires a formal interview with an employee in order meeting and meet to establish the facts discuss any matters arising out of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwisethis Collective Agreement. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) 8) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall may elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit one Chairperson and his/her designated alternate. It two Committeepersons who shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it representsseniority employees, and after due investigation and consideration of who are working at the pertinent facts, to determine whether Kapuskasing Cold Weather Development Centre. They shall constitute the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member membership of the Grievance Committee and Bargaining Committee. This number of Union representatives is based on a bargaining unit population of twenty (20) or more employees working during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance proceduretest season. 6.04 An accredited (9) No employee shall serve as a Chairperson or Committeeperson while on a leave of absence. (10) No person shall act as Chairperson or Committeeperson until after notice of such Chairperson's or Committeeperson’s designation has been furnished in writing to Management by a representative of the Communications, Energy and Paperworkers Union National Union. Any change in Chairperson or Committeeperson shall be entitled promptly reported to participate Management in meetings between the Company and the Local when so requested writing by the Local provided at least 48 hours’ prior notice has been given to local managementrepresentative of the National Union. 6.05 (11) It is understood and agreed that the Chairperson and Committeepersons as well as other employees, have regular duties to perform in connection with their employment. The Local Chairperson or Bargaining Unit Committeeperson shall notify be permitted to leave the Company in writing, through Chairperson's or Committeeperson’s regular duties for a reasonable period during regular working hours without loss of time or pay to handle grievances or other employee concerns as they relate to the Manager, Labour and Employment Relations, legitimate administration of the names of those employees who are designated Collective Agreement, as members provided herein. The privilege of the negotiating Chairperson to leave work during working hours without loss of pay, is extended upon the understanding that the time will not be abused, and grievance committees respectivelythat the Chairperson will continue to work at the Chairperson's assigned job at all times as provided herein. (12) Whenever, its Local in the opinion of Management, more than a reasonable period of time is taken by a Chairperson or Committeeperson, Management shall decline to approve payments for such periods of time as Management considers to be excessive. (13) Except for time spent in preparing for or participating in Collective Agreement Negotiations, Members of the Grievance and Bargaining Unit officers and the employee designated to receive official correspondence relating Committee, when meeting with Management pursuant to the Local or Bargaining Unitprovisions of this Agreement, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will shall be provided with representation of an elected Union official during allowed such interview unless the employee requests otherwise. 6.07 Before leaving time off from their regular duties members working hours as may be reasonably required to attend such meeting, without loss of the committees referred to in this Article shall make arrangements with their immediate supervisor, time or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union positionpay.

Representation. 4:01 The Employer acknowledges the right of the Union to appoint or otherwise select from the employees covered by this Agreement, a bargaining committee consisting of three (3) members, one of whom will be recognized as chairperson. The Employer will recognize the committee for the purposes of negotiations, representation and in any and all matters concerning the bargaining unit and its' members. (a) The Company Employer will recognize a negotiating the alternate committee composed of one regular employee persons elected or duly appointed and/or otherwise selected by each Local or Unit to represent the Union in any negotiations with whenever regular members of the Companycommittee are not available. (b) When an employee serves as a negotiating committee person during hisNotwithstanding their seniority status, the Chairperson shall be continued at work when bargaining unit work is available provided she/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings he possesses the skill, ability and qualifications to perform the first two scheduled conciliation meetingsavailable work. 6.02 Each Local 4:03 A National Representative or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed Representatives of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson Union may be present and his/her designated alternate. It shall be the duty of each committee to receive all grievances participate in any meetings of the Committee with the Employer. 4:04 The Union recognizes that members of the Local or Bargaining Unit it representsunit committee have regular duties to perform in connection with their employment and such members will not leave their regular duties before obtaining permission from their Manager. In addition, and after due investigation and consideration the Union recognizes that all other members of the pertinent facts, bargaining unit have regular duties to determine whether perform in connection with their employment and such members will not leave their regular duties for the purpose of consulting with members of the Union committee before obtaining permission of their Manager. Such permission shall not be unreasonably withheld. The Employer will compensate such members for time spent in processing grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedureor complaints during working hours at their straight time hourly rate of pay. 6.03 When an employee serves as a member of 4:05 The Union agrees to supply the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing Employer with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members the Committee members, including the name of the negotiating Chairperson and grievance committees respectively, to keep such list up to date at all times. The Employer shall not be required to recognize the Committee unless notification in writing of its Local members or Bargaining Unit officers changes therein have been communicated to the Employer. 4:06 The Committee and the employee designated to receive official correspondence relating Employer representatives shall meet providing there is business for their joint consideration at such times as may be mutually agreed upon. A request for a meeting will be indicated by a letter or note from either party to the Local or Bargaining Unit, whenever a change takes placeother party containing an agenda of subjects to be discussed. 6.06 Where 4:07 The Employer will provide the Committee with a supervisor requires a formal interview with an employee in order to establish locking file cabinet for the facts storage of any given case which may result in discipline to that employee, the employee concerned union documents. This cabinet will be provided with representation kept in a mutually agreed upon location. The Committee will also have access to the telephone, fax, and internet via the use of an elected Union official during such interview unless a computer for union business. The Committee and the employee requests otherwiseEmployer agree to a set time every week that ensures a private meeting area for the Union. 6.07 Before leaving their regular duties members of 4:08 The Employer will pay the committees referred lost wages for a Committee not to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.exceed three

Representation. (a) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) . When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 . Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members stewards who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 . When an employee serves as a member of the Grievance Committee grievance committeeman during his/her his normally scheduled working hours, he/she hours he will not suffer loss of pay at his/her his regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 . An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ hours prior notice has been given to local management. 6.05 senior District Management. The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectivelycommittees, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 . Where a supervisor management requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) . When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 . Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 . When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance g procedure. 6.04 . An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 . The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 . Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 . Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) Section 3.1 The Company will recognize agrees that, subject to the provisions of this Agreement, the Union shall at all times be free to exercise its right to advance the best interests of and fully protect its members in the exercise of their full freedom to engage in activities on behalf of the Union and that no member of the Union shall be restrained, coerced or discriminated against, in any manner, because of his membership in or for activities on behalf of the Union. Section 3.2 The Company recognizes the right of the Union to select a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit Chairman and Committeemen to represent the Union and employees. There shall be no more than one (1) Committeeman for each location for each shift. An employee duly elected or appointed to serve the Union in any negotiations official capacity on a full-time basis shall be granted a leave of absence without pay for this purpose and shall continue to accrue seniority during such leave of absence. Section 3.3 Employees shall have the right to present grievances to the Company and resolve them with or without the presence of a Committeeman, Local Chairman or Union representative. However, any resolution of grievance between an individual employee who is not assisted by the Union and the Company will not be considered as an official interpretation of this Agreement and will not be cited by either party as having precedence in any future resolution of grievances by the Union and the Company. (b) When Section 3.4 If the Company initiates a conference with an employee serves for the purpose of a formal disciplinary action or when issuing a Notice of Disciplinary Hearing as a negotiating committee person during his/her normally scheduled working hours he/she outlined in Addendum A, Section 7, the employee may request the presence of the Committeeman or Local Chairman. The conference will not suffer loss of pay at his/her regular rate for all proceed if such hours while attending negotiation meetings and a request has been made without the first two scheduled conciliation meetingsCommitteeman or Local Chairman being present. 6.02 Each Local or Bargaining Unit Section 3.5 The Union shall elect or appoint and furnish the Company shall recognize a committee to be known as with the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances names of the members of the Local or Bargaining Unit it represents, local Committeemen and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writingwriting of any changes before such changes will be recognized. Section 3.6 Local Committeemen shall request permission of their Supervisors and specify the purpose of their activity prior to engaging in the investigations of grievances or meeting with Management. Normally, through local Committeemen's investigations of grievances and all grievance processing shall take place only after completion of his shift and under no circumstances will such investigation and processing of grievances interfere with production, operations, or any employee's work. It is recognized, however, that circumstances may arise which require the ManagerCommitteeman, Labour with the Supervisor's permission, to investigate and Employment Relationsprocess grievances during his normal hours of work; provided they do not interfere with production or operations. Requests made under this Section will not be unnecessarily denied. Section 3.7 It is understood that time spent in Union-related business, including time spent in processing and handling grievances, will not be compensated by the Company. If a Supervisor specifically requests the presence of a Committeeman or a Local Chairman or the Committeeman or the Local Chairman is requested to represent an employee at formal hearing or investigation during his normal work hours, the Company shall compensate the Committeeman or the Local Chairman at his normal hourly rate up to a maximum of eight (8) hours per hearing. Section 3.8 Officers or representatives of the names Union will be permitted access to Company property to handle or investigate matters arising under this Agreement provided, however, that they do not interfere with Company operations. Prior to entering the work area, such officers or representatives must notify the location's General Supervisor or his designated representative and receive prior approval for each such visit. The Union representative must abide by all rules and regulations required of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating all visitors to the Local work area, and shall not interrupt or Bargaining Unitinterfere with operations, whenever a change takes placeproduction, or any Company rules. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to Section 3.9 The Company recognizes that employee, the employee concerned such compensated service actually paid under Section 3.7 will be provided with representation counted in a forty (40) hour work week for the purpose of an elected Union official during such interview unless the employee requests otherwisequalifying for overtime. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. The Board agrees to a committee of not more than five persons (aas Xxxxxxxx) The Company will recognize a negotiating committee composed of one regular employee elected appointed or duly appointed selected by each Local or Unit to represent the Union from amongst employees in the bargaining unit who have completed their probationary period for the purpose of assisting in presenting grievances as outlined in Article or making representations on matters arising under this Agreement. It is understood, however, that the Board shall not be required to meet with more than three members of the committee at any one time. The Board agrees to a Management Committee which shall consist of not more than four employees appointed or selected by the Union from amongst employees in the bargaining unit who have completed their probationary period and four representatives of the Board. The purpose of the Labour -Management Committee shall be to meet once each month on some mutually agreeable date to discuss matters of mutual interest. Whenever possible, agendas of matters for discussion shall be exchanged seven days before each meeting of the Committee. The Chair will alternate between Management and the Union. The Board agrees to give a minimum of days notice to, and to openly discuss with, the Union representatives through the Labour-Management Committee, any substantial or changes, including those arising from technological change and outsourcing, to the Library system which might have a direct impact upon employees. The Union will be provided in advance with such information as may be required to meaningfully discuss matters which come before the Committee. The Board further the right of the Union to appoint or otherwise select a Negotiating Committee of not more than five employees appointed or selected by the Union from amongst employees in the bargaining unit who have completed their probationary period. This Committee will be for the purpose of conducting negotiations as contemplated in Article The Negotiating Committee shall be granted three days off duty with pay for the purpose of preparing proposals for negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternateBoard. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit Parties shall notify the Company one another in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated the persons selected or appointed in accordance with Articles and and on an annual basis by the second week in January, and thereafter as members changes occur. The Board shall not enter into any agreement with any employee which is inconsistent with the provisions of this Agreement. Classification Review Committee shall consist of three management and three Union representatives for the purpose of reviewing positions being proposed to be excluded from or included in the Bargaining Unit. The Committee shall operate in accordance with the related Terms of Reference. Job Evaluation Committee shall consist of up to three management representatives and up to three Union representatives for the purpose of evaluating new or revised jobs. Meetings shall be at the call of either Party, and an agenda shall be submitted to the other Party by the Party calling the meeting. Health and Safety Committee the joint Health and Safety Committee shall consist of three union and three management representatives for the purpose of performing the duties prescribed by the Occupational Health and Safety Act. for time spent by union representatives related to the Committees above shall be paid for by the employer consistent with the established practice: for Labour Management, Job Evaluation, and Classification Review pay shall be for meeting time with management; for Negotiations pay shall be for meeting time with management plus the three days per representative noted; for Grievance and Health and Safety pay shall be for meeting time with management and reasonable investigation time related to the business of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placeCommittees. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 6.01 The Union will be represented by two (2) Committeepersons, one (1) to be elected or appointed from each area as per Appendix "A" and a Unit Chairperson to be elected or appointed unitwide. 6.02 Committeepersons, during their working hours, may in accordance with the terms of this Collective Agreement, present grievances to the management representatives. The privilege of Committeepersons to leave their work during working hours is subject to the understanding that the time will be devoted to the prompt handling of grievances and will not be abused, and that the Committeepersons will perform the work to which they are assigned at all times except when necessary to leave their work to handle grievances as provided herein. 6.03 Before leaving his regular Company duties, the Committeeperson shall obtain permission from his immediate Supervisor. He shall notify his immediate Supervisor of the reason for his proposed absence and its probable duration and will report back to his immediate Supervisor when finished in order that the time spent by the Committeeperson can be charged to the time allowed for the administration of the Agreement. a) Time spent by a Committeeperson or the Unit Chairperson on the administration of grievances under this Agreement as provided herein, will be paid for by the Company at the regular straight time rate including COLA and the applicable shift premium to a combined maximum of forty-five (45) hours per month for all Representatives, exclusive of arbitration. This will not preclude a Representative from representing a constituent in the event of an emergency if the allotted time for the month has been exhausted. b) Additionally, the Unit Chairperson, one (1) Committeeperson and one (1) Griever will be paid for attending arbitration hearings. a) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall may elect or appoint and the Company shall recognize a committee to be known as Negotiating Committee comprised of the Grievance Committee composed of three (3) members who represent at least Unit Chairperson and two (2) departments, Committeepersons who will be paid the Local regular straight time rate plus COLA and the applicable shift premium for all time spent during regular working hours in contract negotiations with the Company. The President or Bargaining of the local Union will have the right to be present at all meetings with management including contract negotiations. b) The Union may designate an alternate who will function in the absence from the plant for each Union Representative. Notice of such alternate shall be given in writing for each occurrence by the Unit Chairperson and his/her designated alternate. It shall be to the duty of each committee to receive all grievances of the members of the Local Labour Relations Manager or Bargaining Unit it representshis designate, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and wellgiving at least twenty-founded and are required to be dealt with under the grievance procedurefour (24) hours notice before such alternate will function. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers 6.06 The Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writingwriting within three a) The election of Union Representatives shall be held on Company premises and shall be in conformity with this Contract providing the Company has been notified in advance of any such elections. The elections may not be held on Company time, through and locations will be agreed upon by the Managerparties. b) During the life of this Collective Agreement, Labour and Employment Relations, of the names of those employees who are designated as Company will pay the two (2) members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers local Union Election Committee for time lost from their work at their regular straight time rate plus COLA and the employee designated applicable shift premium, to receive official correspondence relating to the Local or Bargaining Unita maximum of eight (8) hours per person for polling purposes only, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwiseconduct one (1) Executive Board and one (1) Bargaining Committee Election. 6.07 Before leaving their regular duties members 6.08 Meetings called by the Company involving one or more of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and Representatives will not absent themselves unreasonably in order to deal with business appropriate to their Union position.be considered as part of the forty-five

Representation. 11.01 The Employer acknowledges the right of the Union to appoint or otherwise select Officers, and no more than two (2) Site Stewards per Community Centre. The Union acknowledges and agrees that Officers and Site Stewards have regular duties to perform and will not leave their regular duties to assist employees in respect of matters arising under this Agreement without obtaining the permission of their Executive Director and will similarly report upon returning to their regular duties. Permission shall not be unreasonably denied. Subject to clauses 32.02 and 32.03, time spent during an employee’s regular working hours pursuant to this Agreement shall be without loss of pay. Notwithstanding the appointment of Site Stewards by Community Centre as designated herein, the Employer recognizes that there may be occasions on which a Union Representative may assist in the processing of a grievance originating in another Community Centre. 11.02 The Union will supply the City and the Community Centres with a list of all of its Stewards and Officers and the Community Centre they represent, as soon as they are elected or otherwise appointed, and thereafter will notify in writing of any changes. 11.03 Employees, not exceeding five (5) in number, who are required to attend negotiation meetings to renew the Collective Agreement with Representatives of the Employer shall be granted time off from work for this purpose after giving reasonable advance notice in writing to the Executive Director. This time off shall be with pay at the employee’s regular rate of pay. Those employees who normally work the afternoon shift will be expected to work in the evening after they have attended negotiations during the day, provided that the negotiations are four (4) hours or less on that day. In the event that two (2) or more Representatives are from one Centre and this leave would create operational difficulties, the Union agrees to meet with the Employer to discuss these concerns. 11.04 All correspondence and notifications provided to the Union under this Agreement shall be directed to the President of Local 2998 and copied to the Recording‐Secretary of the Union, other than that related to the Grievance and Arbitration process or unless otherwise stipulated in the Collective Agreement. (a) The Company will recognize a negotiating committee composed A Representative of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations shall be given an opportunity to meet with each new employee working eighteen (18) hours per week or greater within their respective regular working hours, without loss of pay, for a maximum of thirty (30) minutes during the first (1st) month of employment for the purpose of acquainting the new employee with the Companybenefits and duties of Union membership. (b) When an employee serves as Where operations permit, a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss Representative of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It Union shall be the duty of each committee given an opportunity to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt meet with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled new employees not covered by 11.05(a) above within their respective regular working hours, he/she will not suffer without loss of pay at his/her regular rate pay, for all such hours while dealing a maximum of thirty (30) minutes for the purpose of acquainting the new employee with the grievance up to benefits and including Step 3 duties of union membership. (c) Otherwise, a Representative of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled given an opportunity to participate in meetings between meet during the Company new employee's orientation for a maximum of thirty (30) minutes for the purpose of acquainting the new employee with the benefits and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local managementduties of union membership. 6.05 The Local 11.06 When new employees commence employment, their supervisors shall introduce them to their Site Xxxxxxx or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placeUnion Representative. 6.06 Where a supervisor requires a formal interview with 11.07 Prior to any written disciplinary action being issued to an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will shall be provided with advised of their right to have a Site Xxxxxxx or Local 2998 Representative present at the disciplinary meeting. The Union shall ensure that representation is available within twenty four (24) hours of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members notification of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union positionmeeting.

Representation. (a) The Company will recognize a negotiating committee composed Employer acknowledges the right of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local to appoint or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) from amongst it’s members who represent at least two (2) departmentshave completed their probationary period, one xxxxxxx from each of the Local President following areas: one representativefrom the “part-time” grid level or Bargaining Unit Chairperson the classification of Residential Assistants; one representativefrom the “full-time” grid level or the classification of Residential Facilitator or one representativefrom the Coordinator grid level or Resource Teacher and his/her designated alternatehigher classifications; and one Chief Xxxxxxx. It The function of these stewards shall be to assist employees in their respective areas in the duty processing of each committee to receive all grievances of the members of the Local any grievance or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with complaint which may properly arise under the grievance procedure. 6.03 When an employee serves as a member provisions of the Grievance Committee during his/her normally scheduled working hours, he/she this Agreement. The Union will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, Employer of the names of those employees who are designated as members the stewards before the Employer shall be required to recognize them. The Chief Xxxxxxx or other Union executive member may accompany another xxxxxxx at grievance for the purposes of and and act in the negotiating absence of any xxxxxxx in the process of investigating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated representing grievances. is agreed that a xxxxxxx shall continue to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee perform regular duties in order to establish maintain efficiency of operations. However, in accordance with this understanding, should be required to assist employees in presenting grievances or assist in arbitration during regular working hours, will first obtain the facts permission of immediate supervisor. The Employer agrees the xxxxxxx will not lose regular pay while servicing grievances or assisting at arbitration. The Employer agrees that all hours spent in meetings by the Employer shall be considered hours worked and paid at the straight time hourly rate. The Union shall inform the Employer in writing of the name and address of the Secretary of the Union and of any given case changes as they occur. All correspondence from the Union the Employer arising out of this shall be forwarded the Executive Director or his designate. In all meetings between the parties, the Union shall have the right be assisted by a of and the Employer shall have the right be assisted by counsel. An employee is entitled upon request be accompanied by a Union Xxxxxxx or other Union Local Representativeduring investigations which may result in discipline to disciplinary action taken by the Employer. During disciplinary meetings with the Employer an employee will have representation by a Union xxxxxxx or other Union Local at the time of such meetings. Employees who choose decline union representation at a potential disciplinary meeting or an investigation are required sign a waiver declining representation. Meetings with the Employer that employee, the employee concerned are specified as “potentially disciplinary” in nature will be provided with representation of an elected Union official during such interview unless entitled the minimum three-hour call in. Meetings that are specified as clearly disciplinary in advance are paid at actual time. An employee requests otherwise. 6.07 Before leaving their regular duties members who has been disciplined and subsequently attends meetings that are part of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and grievance process will not absent themselves unreasonably in order to deal with business appropriate to their Union positionbe paid for attendance at such meetings.

Representation. (a) The Company will recognize a negotiating committee composed Hospital the right of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations to appoint a Union Committee of three members. The Hospital will and deal with the Company. Union Committee on grievances and on any matters properly arising out of this Agreement including contract negotiations. The Hospital the right of the Union to appoint stewards provided that no more are appointed than as follows: one xxxxxxx for each Nursing Unit one xxxxxxx for the Nutrition Food Services two stewards for the Environmental Services one xxxxxxx for the Rehabilitation Services one xxxxxxx for the Fiscal Services one xxxxxxx for each new department with ten or more employees Each member of the Union Committee and each shop xxxxxxx must have completed the probationary period before being appointed to any such p o s i t i o n . Grievances may be presented or adjusted during working hours provided that no xxxxxxx or member of the Union Committee shall leave his job to service a grievance or attend a meeting with the Management of the Hospital unless he has first obtained permission from his Unit or Department Manager (bwhich permission shall not be unreasonably withheld) When an employee serves as and upon returning to his job, he shall report to his Unit or Department Manager. A xxxxxxx presenting a negotiating committee person grievance during his/her normally his regular scheduled working hours he/she will not suffer loss of pay at his/her shall receive his regular rate for all such hours while attending negotiation meetings pay. The Union Committee and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit Management of the Hospital shall elect or appoint and meet each month at times mutually agreed upon provided there is business for their joint consideration. A request for a meeting shall be indicated by a letter from either party to the Company shall recognize a committee other containing an agenda of the subjects to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President discussed. At any such meeting one Union Representative or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances International Representative of the members of the Local or Bargaining Unit Union may be present. In accordance with this understanding it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a is agreed that: Each member of the Grievance said Union Committee during his/her normally shall receive his regular pay for all regularly scheduled working hourshours lost due to his attendance at contract negotiation meetings between the parties, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of conciliation, whether on or off the grievance procedure. 6.04 An accredited representative of the CommunicationsHospital premises, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice for which permission has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writinggranted. A xxxxxxx, through the Managerand where applicable, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectivelyUnion Committee, its Local or Bargaining Unit officers and the employee designated to shall receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members pay for regularly scheduled working hours lost due to attendance at grievance meetings, which shall for the purposes of clarity, cover meetings with a grievance settlement officer appointed under Section of the committees referred to in this Article shall make arrangements Labour Relations Act with their immediate supervisorrepresentatives of the Hospital, whether on or in his absence his delegateoutside the Hospital premises, and will not absent themselves unreasonably in order to deal with business appropriate to their Union positionfor which permission has been granted.

Representation. (a) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed xxxx xx- pointed by each Local local or Unit unit to represent the Union union in any negotiations with the Company. (b) . When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 . Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required req- uired to be dealt with under the grievance procedure. 6.03 . When an employee serves as a member of the Grievance Xxxx- xxxxx Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An . n accredited representative of the Communications, Energy and Paperworkers Union shall all be entitled to participate in meetings between the Company and bet- d the Local when so requested by the Local provided at least 48 hours’ ' prior notice has been given to local management. 6.05 senior Reg- ional Management. The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Employee and Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Bar- gaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 . Where a supervisor requires a formal interview inter view with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 . Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure.she 6.04 An accredited representative of the Communications, Energy and Paperworkers Union Unifor shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 5:01 The Union shall be entitled to appoint or otherwise select three (3) employees who shall be recognized by the employer to process any verbal or written grievance or complaint. One (1) member shall be recognized as the Chairperson and the other two shall be recognized as the Committeeperson. Said employees shall be allowed time absent from work with pay to process such grievance. The Credit Union shall not be unreasonable in granting this. The Union reserves the right to appoint an alternate in the absence of a regular committeeperson. 5:02 The Company will recognize the said Committee for the purpose of handling any grievance or bargaining on any matter properly arising from time to time during the continuance of the Agreement including the negotiating of amendments for a new contract. 5:03 Whenever an employee is being disciplined for any reason, a union representative or designate will be present during interview. 5:04 The employer will supply a listing to the union by the 30th of the month of: 1) Employees that have acquired seniority. 2) Employees on a leave of absence. 3) Employees on layoff or being recalled. (A copy of the notice will be given to the Union.) 4) Employees who are discharged. 5) Employees transferred into or out of the bargaining unit. 6) Employees that have lost seniority. 7) Employees being transferred within bargaining unit. 8) Copies of all job postings, applicants and successful candidates within the unit. 9) Copies of weekly part time schedules. (on Thursday) 10) Any hours changed after weekly schedule posted. 11) Seniority list. 12) Overtime hours. 13) Copies of appointment letters. 5:05 The Chairperson and Committee shall exercise top unit seniority in reference to layoffs. 5:06 (a) The Company will recognize allow the Chairperson and Committee each seven (7) hours per month, if required, to attend to union business without loss of pay providing prior notice has been provided and the matters relate to Motor City Community Credit Union. Such time is non-accumulative. The Chairperson may be granted such additional time as reasonably required to deal with any ongoing issues. The Company will provide the union with a negotiating committee composed computer, locking filing cabinet and access to a private office with use of one regular employee elected a telephone when dealing with employee’s complaints and / or duly appointed by each Local or Unit to represent the Union in any negotiations with the Companygrievances as required. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit The employer shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited allow any representative of the Communications, Energy and Paperworkers National Union shall be entitled or Local to participate in meetings between attend any meeting with the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local managementemployer. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will agrees to recognize a negotiating committee composed of not more than four (4) in number, all of whom shall be employees of the Company with a minimum of one regular employee year’s seniority, duly elected or duly appointed by each Local or Unit the Union to represent the Union in any negotiations with the Company. . The Company further agrees to recognize up to a maximum of five (b5) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss Union Stewards, all of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit whom shall elect or appoint and be employees of the Company shall recognize with a committee to be known as the Grievance Committee composed mini- mum of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson one year’s seniority and his/her designated alternate. It one of whom shall be the duty Chief Union Xxxxxxx, involved for the pur- pose of each committee to receive all considering and disposing of grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt and/or complaints in accordance with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative Article A National Representative of the Communications, Energy and Paperworkers Union of Canada shall be entitled to participate in meetings between attend any negotiating or grievance meeting with the Company and at the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 request of either party. The Local or Bargaining Unit Union shall notify the Company in writing of the names of such negotiating committee, Union Stewards and Local and Unit Executive Officers at the time of their appointment or election, and the Company shall not be required to recognize any such individual in said capacity until it has been so notified. Whenever a change takes place, the Union shall notify the Company, in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating committee, Union Stewards, and grievance committees respectively, its Local and Unit Executive Officers, whether permanent or Bargaining Unit officers temporary. The Company shall notify the Union of any committees with which the Union will be dealing. It is agreed that a Union Xxxxxxx will be allowed reasonable time, without loss of pay, to investigate and settle grievances during regular working hours, provided that permission has first been obtained from their supervisor. The Company shall notify the Union by way of deposit in the Union's mail folder and employees by way of posting, of the names and positions of mem- bers of management to whom employees report. Should a dispute, complaint or grievance arise as to the interpretation, application, administration, or alleged violation of this Agreement, there shall be an xxxxxxx effort on the of the parties hereto to settle same through the following steps: The dispute or grievance shall first be taken up orally within seven (7) working days of the occurrence, by a conference between the and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts member of any given case which may result in discipline to that employee, the employee concerned will managementthey directly report to. A verbal decision shall be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members rendered within five (5) working days of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union positionconference.

Representation. (6.1 The Employer acknowledges the right of the Union to appoint or otherwise elect/select the following: a) The Company will recognize a negotiating committee composed Union Committee shall consist of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b1) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings Chairperson and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint one (1) Alternate Chairperson and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two stewards. The xxxxxxx positions will be elected from the varying programs, if possible. b) A negotiating committee consisting of four (24) departmentsmembers, elected from the Union Committee, shall include the Unit Chairperson, the Local President or Bargaining Unit Chairperson alternate chair, one member representing full-time employees and his/her designated alternateone member representing part-time employees if possible. It shall be The Union will inform the duty of each committee Employer as soon as possible when negotiating team members need to receive all grievances of have time off work so that the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedureEmployer can find appropriate replacement coverage. 6.03 When an employee serves as a member of c) The Union will advise the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate Employer in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, writing of the names of those employees who are designated as members its representatives and committee members, or designates, if any. Reference to Unit Chairperson shall be substituted with its designate, when the Employer is so advised by the Union. 6.2 A Xxxxxxx shall investigate and process grievances in accordance with the grievance procedure set out in this agreement. All time spent in the processing of grievances, up to Arbitration/Mediation, but excluding Arbitration/Mediation, shall be paid by the Company. The Union will not abuse the process and the Company will attempt to schedule meetings during regular working hours. When processing grievances at the 2nd Step, the Employer agrees that meetings will include the Unit’s Union Committee. The Committee will be compensated by the employer, at their regular hourly rate for the time spent processing grievances. Where an employee is required to attend a meeting with the company, they shall be paid their regular hourly rate. The Xxxxxxx filing the grievance shall be the representative to follow through the grievance procedure, whenever possible, unless an alternate representative is agreed upon by the employee. 6.3 The Xxxxxxx shall not leave her work without the Employer’s consent to investigate or process any grievances or to negotiate with the Employer, and such consent shall not unreasonably be withheld based on consumer service needs. A representative of the negotiating and grievance committees respectively, its U.A.W. Local or Bargaining Unit officers and 251 and/or the employee designated to receive official correspondence relating International Representative shall have access to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview Employer’s premises at reasonable times with an employee permission of the Regional Independent Living Manager in order to establish investigate or assist in the facts settlement of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwisegrievances. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 6.01 Negotiating Committee - The Company agrees to recognize, for the purpose of negotiating the renewal of this Agreement at the proper time, a Union Negotiation Committee which shall be composed of up to two (a2) seniority employees, one of whom shall be the President of the Local Union. Provided, however, that should the bargaining unit increase to sixty (60) employees or more, the Union shall have the right to appoint an additional Committeeman for such time as the bargaining unit remains at sixty (60) employees or more. If no separate local is established for this bargaining unit, the term "President of the Local Union" shall mean the highest ranking Union Officer in the plant. Members of the Negotiating Committee will be granted time off for the purpose of attending meetings with the Company to negotiate the renewal of this Agreement. The Company will recognize compensate members of the Negotiating Committee for straight time earnings lost by virtue of the employee being engaged in a negotiating committee composed negotiation meeting with the Company during his regular working hours for renewal of one regular employee elected this Agreement up to but not beyond the time of the making of an application for conciliation. Any time spent in contract negotiations, whether paid by the Company or duly appointed by each Local or Unit to represent the Union in any negotiations with shall be considered as time worked for the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss purpose of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetingscalculating overtime. 6.02 Each Local or Bargaining Unit The Company agrees to recognize the Chief Xxxxxxx, two (2) stewards per shift and one (1) alternate xxxxxxx per shift, provided, however, that the Chief Xxxxxxx shall elect or appoint also serve as one (1) of the aforesaid shift stewards. The stewards shall be seniority employees of the Company. The Company is prepared to recognize a Union Grievance Committee for dealing with grievances at Step 2 of the grievance procedure, and such Grievance Committee shall be limited to two (2) employees and be comprised of the Chief Xxxxxxx and the xxxxxxx involved in the grievance. If the Chief Xxxxxxx is the xxxxxxx involved in the grievance, the Grievance Committee shall be comprised of the Chief Xxxxxxx and one (1) other xxxxxxx. 6.03 The Union will inform the Company in writing of the identity of all stewards and Grievance Committee Members, and the department and shift which each xxxxxxx represents and the Company shall not be obliged to recognize such personnel until it has been so informed. In addition to and subject to the same conditions as the foregoing, the Union shall advise the Company of all other Union Officers. The Union agrees that no Union member or representative will conduct Union activities on the premise of the Company except as specifically permitted by this Agreement. 6.04 Stewards, members of committees, and Union Officers have regular duties to perform on behalf of the Company, and such persons shall not leave their regular duties without requesting and obtaining the permission of their immediate supervisor, and such permission will not be unreasonably withheld. When resuming their regular duties, they shall report to their immediate supervisor and will give a committee reasonable explanation with respect to their absence, when requested to do so. Stewards, and members of the Grievance Committee, shall suffer no loss in earnings for time spent pursuant to the foregoing in executing their duties at the proper step of a grievance procedure, however, this provision shall not apply to time spent at or in connection with an arbitration. 6.05 For the purpose of this Agreement, the Negotiating Committee, Grievance Committee and the stewards, together with the officers of the Local Union, shall be deemed to be known as officials of the Grievance Committee composed Union. The parties hereto agree that the Union Officials occupy a position of three (3) members who represent at least leadership and responsibility to see that this Agreement is faithfully carried out. The Company agrees that Management Officials occupy a position of leadership and responsibility to see that the Company's obligations under this Agreement are faithfully carried out. 6.06 Any employee shall have the right to have a Union xxxxxxx or officer present, if he so requests, while being interviewed, disciplined or questioned by the Company. The Company will provide two (2) departmentscopies of any written minutes of such meetings and two (2) copies of any disciplinary notation given to the employee. One (1) copy shall be for the employee and one (1) copy for the Union. The Company and the Union shall hold meetings once per month, or upon such other schedules as may be mutually agreed, within one (1) week of the Local President presentation by either party to the other of an agenda or Bargaining Unit Chairperson and his/her designated alternateat a time mutually agreed upon. It shall be the duty is understood that these meetings are designed to discuss matters of each committee mutual concern other than matters which are currently subject to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves . It is further understood that while these meetings are not to be used as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 stage of the grievance procedure. 6.04 An accredited representative procedure referred to in Article 7 herein, there may, from time to time, be a general discussion of the Communications, Energy and Paperworkers Union grievance related matters. It is further understood that reasonable time lost as a result of attending these meetings by stewards or Committeemen shall be entitled to participate in meetings between paid for by the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employeefurther, the employee concerned will be provided with representation Staff Representative may attend at the invitation of an elected Union official during such interview unless the employee requests otherwiseeither party. 6.07 Before leaving their regular duties members In arranging shift schedules for operations which are carried on more than one shift, the Company agrees during this Collective Agreement to schedule the Unit Chairperson to the dayshift and the provisions of the committees referred Article 13.10 hereof shall not apply to in this Article shall make arrangements with their immediate supervisorsuch employee and his counterpart, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union positionif any.

Representation. (a) 7:01 The Company will acknowledges the right of the Union to appoint or otherwise select from the bargaining unit employees, a shop committee. 7:02 The Company further agrees to recognize a negotiating the shop committee for the purpose of representation or any other matters arising which concern the bargaining unit. 7:03 Each committee member shall have six (6) months of seniority with the Company at the time of the appointment. 7:04 The shop committee shall be composed of one regular employee elected a Chairperson and two (2) Committeepersons. 7:05 A National representative or duly appointed by each President of the Local or Unit to represent the Union may be present and participate in any negotiations meeting of the shop committee with the Company. (b) When 7:06 The National or Local President shall be entitled to meet with the shop committee prior to the Company meeting. The members of the shop committee shall be compensated at the regular rates of pay for time necessarily spent during regular working hours in meeting with the National representative or Local Union President in preparation for the meeting with the Company. 7:07 The Union recognizes and agrees that members of the shop committee have regular duties to perform in connection with their employment and that they shall take only such time as is reasonably necessary during working hours to investigate and deal with grievances. 7:08 Before leaving their regular work to investigate or deal with a complaint or grievance, the Committeeperson shall obtain the permission of the Department Manager and such permission shall not be unreasonably withheld. 7:09 Further, an employee serves as a negotiating committee person during employee=s request to meet with his/her normally scheduled Committeeperson to deal with a matter arising out of this Agreement shall not be unreasonably withheld by the Department Manager. 7:10 In the event that management meets with an employee for the purpose of disciplinary action, a Committeeperson shall be included in the meeting. 7:11 The Company agrees to compensate the Committeeperson for the time reasonable held during regular working hours he/she will not suffer loss of pay to deal with such complaints or grievances. Such compensation shall be at his/her the regular rate of pay, plus COLA and pension credit. This paragraph does not include compensation for all such hours while attending negotiation meetings and the first two scheduled conciliation meetingsattendance at arbitration hearings. 6.02 Each Local or Bargaining Unit shall elect or appoint 7:12 The Union agrees to supply the Company with an up to date list of the members of the shop committee and the Company shall recognize not be obliged to deal with any person not on the said list. 7:13 The Shop Committee and the Company representatives shall meet on a regular basis, provided there is business for their joint consideration, such meetings to be held at mutually agreed upon times. Requests for a meeting will be indicated by a letter from one party to the other containing an agenda of subjects to be discussed. 7:14 When due to the absence of a committee to person there would be known as less than the Grievance Committee composed full compliment of three (3) members who represent at least two (2) departments, committee persons the Local President or Bargaining Unit Chairperson and his/her designated alternateUnion may appoint an alternate committee person from those employees present to ensure adequate representation. It Such alternate shall be only act in the duty of each committee to receive all grievances absence of the members regular committee person. 7:15 The Company will provide one locking filing cabinet, telephone and e-mail address for the shop committee and one locking filing cabinet for the Health and Safety Committee, both to be located in a suitable office. 7:16 Employees involved in grievance procedures to be paid for meetings with committee person or with Company (unless already serving suspension or discharge): (for the purpose of articles 7:11 and 8:02). 7:17 The Company agrees to grant the Chairperson one (1) day off without pay to attend the Annual Chairpersons meeting at Local 195. The request for time off will be sent to the Company from Local 195 and signed by an officer of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedureLocal. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed acknowledges the right of one regular employee elected or duly appointed by each Local or Unit to represent the Union to appoint or otherwise select Stewards who shall be Permanent employees with seniority, as outlined in The Company further agrees to alternate Stewards who will only be in the absence of the designated Xxxxxxx. For the purpose of continuity of representation, the Plant Chairperson shall be full-time and assigned to the day shift, Wages shall be paid by the Company based on the highest non-skilled wage rate in Article or the grade held at the time s/he assumed the duties of Plant Chairperson, whichever is the greater. Xxxxxxx representation shall be as follows: Day Shift 4 Stewards Afternoon Shift 3 Stewards Midnight Shift 2 Stewards Service 2 Stewards The Union will supply the Company with a list of Stewards showing the zone for which each is responsible. The Company will b-e notified, in each time a Xxxxxxx resigns or is appointed, and will not be required to any negotiations employee as a Xxxxxxx whose name does not appear on the list. The Company will make available a suitable location in the Plant for the Union to conduct elections. The Union acknowledges that, with the exception of the Plant Chairperson, Xxxxxxxx have regular duties to perform on behalf of the Company. (b) When an , and that such persons will not leave their regular duties without obtaining permission of their immediate supervisor and will have a reasonable explanation which may be required with respect to their absence. Stewards and will be excused from their regular duties with pay for a period of two hours monthly for the purposes of attending a Stewards’ and or Union Management meeting. All off shift Stewards shall also be paid two hours at their straight time rate, for the purposes of attending these meetings, It is agreed that a Union Xxxxxxx, or Committeeperson will not enter a department with a view to conducting Union business therein, without the permission of the Supervisor of the Department. Union representatives shall be allowed reasonable paid time to perform their duties. It is agreed that no employee serves as a negotiating committee person during will leave his/her normally scheduled working hours hework station to register a complaint or grievance with his/she will not suffer loss her Zone Xxxxxxx, or otherwise to engage in Union business, without the permission of pay his/her Supervisor. Where, in the opinion of his/her Supervisor, it is necessary or advisable for the employee to remain at his/her work station at time of asking, permission will be granted at the earliest possible time. While attending meetings with Management, Stewards shall receive normal compensation of wages equal to their regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she but not exceeding eight hours in a day. This provision shall also apply to the Union Negotiating Committee during meetings with Management for renewal of the Agreement. Payment of Bargaining Committee members wages for preparation of contract proposals will be to a maximum of two days. Meetings will be held not suffer loss of pay at his/her regular rate for all such hours while dealing less than sixty days prior to contract expiration. The Company shall convene a meeting with the grievance up Bargaining Committee upon receipt of an agenda of all matters to and including Step 3 be discussed. Such meetings shall take place within seventy-two hours from receipt of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers agenda. me Union shall be entitled to participate in meetings between also that the Company and the Local when so may introduce matters for discussion. During periods of approved leave of absence requested by the National Office or Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company agrees to continue payment of wages employees who are excused from regular duties with the understanding that the Union shall reimburse the Company for any and all monies paid, Any such request for leave of absence must be forwarded in writing, through writing to the attention of the Manager, Labour and Employment Industrial Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed Employer acknowledges the right of one regular employee elected the to appoint or duly appointed by each Local or Unit to represent otherwise select the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee up to be known as the Grievance Committee composed of three (3) members who represent at least two employees. The Employer will recognize and deal with the Union Committee on any matter arising out of this Agreement, including the settlement of complaints and grievances, and will negotiate and deal with the Union Committee with respect to the negotiations for a renewal of any Union Committee with respect to the negotiations for a renewal of any Agreements. It is also agreed that separate meetings will be held for complaints or grievances and negotiations for a renewal of any Agreement. The Employer acknowledges the right of the Union to appoint or otherwise select on the basis of one Xxxxxxx for each five (225) departments, employees in the Local President or Bargaining Unit Chairperson and his/her designated alternateUnit. It shall be the duty of the Xxxxxxx to assist employees in presenting their grievance to the designated representatives in accordance with the Grievance a) The Employer agrees to post on the bulletin board and forward to the Union at its London a of Department Heads the supervisors to whom each committee respective employee is directly responsible and to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, whom any grievance is to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member in Step One of the Grievance Committee during his/her normally scheduled working hoursprocedure. The Union agrees to the Employer, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, Writing promptly of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers authorized Xxxxxxxx after their respective appointment and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee respective dates of appointment and any changes in order to establish the facts of any given case which such appointments. The Employer agrees that grievances may result in discipline to be processed during hours and that employee, the employee concerned employees and Stewards will be provided with representation afforded a reasonable time from their duties to process grievances as herein provided; the Employer agrees that the of grievances the first two steps shall be arranged so far as reasonably possible between nine a.m. and five the Employer reserves the right at any time to withdraw and terminate the permission to process grievances during hours if at any time it in its sole discretion consider that this privilege is being abused or an elected amount of time is being thereby consumed. The Union official during such interview unless acknowledges and that the employee requests otherwise. 6.07 Before leaving Xxxxxxx shall be required to their regular duties members on behalf of the committees referred to in this Article shall make arrangements with their immediate supervisor, Employer and that such Xxxxxxx not any other duties or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union positionStewards at the employees’ work area or on the Employer’s time except as herein authorized.

Representation. 5:01 The Union shall be entitled to appoint or otherwise select three (3) employees who shall be recognized by the employer to process any verbal or written grievance or complaint. One (1) member shall be recognized as the Chairperson and the other two shall be recognized as the Committeeperson. Said employees shall be allowed time absent from work with pay to process such grievance. The Credit Union shall not be unreasonable in granting this. The Union reserves the right to appoint an alternate in the absence of a regular committeeperson. 5:02 The Company will recognize the said Committee for the purpose of handling any grievance or bargaining on any matter properly arising from time to time during the continuance of the Agreement including the negotiating of amendments for a new contract. 5:03 Whenever an employee is being disciplined for any reason, a union representative or designate will be present during interview. 5:04 The employer will supply a listing to the union by the 30th of the month of: 1) Employees that have acquired seniority. 2) Employees on a leave of absence. 3) Employees on layoff or being recalled. (A copy of the notice will be given to the Union.) 4) Employees who are discharged. 5) Employees transferred into or out of the bargaining unit. 6) Employees that have lost seniority. 7) Employees being transferred within bargaining unit. 8) Copies of all job postings, applicants and successful candidates within the unit. 9) Copies of weekly part time schedules. (on Thursday) 10) Any hours changed after weekly schedule posted. 11) Seniority list. 12) Overtime hours. 13) Copies of appointment letters. 5:05 The Chairperson and Committee shall exercise top unit seniority in reference to layoffs. (a) The Company will recognize allow the Chairperson and Committee each seven (7) hours per month, if required, to attend to union business without loss of pay providing prior notice has been provided and the matters relate to Motor City Community Credit Union. Such time is non-accumulative. The Chairperson may be granted such additional time as reasonably required to deal with any ongoing issues. The Company will provide the union with a negotiating committee composed locking filing cabinet and access to a private office with use of one regular employee elected a telephone when dealing with employee’s complaints and / or duly appointed by each Local or Unit to represent the Union in any negotiations with the Companygrievances as required. (b) When an employee serves The employer shall allow any representative of the National Union or Local to attend any meeting with the employer. 5:07 The Company agrees to pay lost time for the Chairperson, and the Committeepersons to attend the local monthly Executive Meeting for Local 240 of the CAW. 5:08 Any lost time incurred by the committee for preparation and attendance for arbitration will be paid by the credit union. 5:09 Upon the written request of the Union, the Employer will grant such time as a negotiating committee person may be necessary for negotiations for the renewal of this agreement which are conducted during his/her normally scheduled regular working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee up to be known as the Grievance Committee composed of three (3) members who represent at least two employees selected by the Union as its negotiating team with pay. Such time will also include three (23) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required days with pay to be dealt with under the grievance procedureused as prep days for negotiations. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. The Company shall recognize and deal with a plant committee consisting of committee persons. This committee shall consist of a negotiating committee of four (a4) day shift committee persons, two (2) committee persons on the second shift and two (2) committee persons on the third shift provided the company production schedules require second and third shift operations. The negotiating committee shall consist of four (4) committee members, one ofwhom shall be the plant and one ofwhom shall be the skilled trades committee person elected by the skilled trades employees and represent same, along with a Representative from the National Union and/or the President of the Local All members of the union plant negotiating committee shall work on the day shift. The Company will recognize a negotiating alternate committee composed persons who will only be authorized to function in the absence of one regular employee elected or duly appointed by each Local or Unit the official committee person. The Union will inform the Company in writing of the names of the plant committee and committee persons and any subsequent change in the names of these individuals. The Company shall not be required to represent recognize these individuals until such official notification from the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit has been received. The Union shall elect or appoint and the Company shall recognize a committee be allowed to be known as the Grievance Committee composed of three (3) members who represent at least post, on two (2) departmentsglass enclosed, locked bulletin boards provided by the company, notices regarding timely matters pertaining only to the Union. Before posting any such notices they must first be reviewed by the Human Resources Manager or his designated representative. One bulletin board should be located in the lunchroom. Employees having grievances cannot discuss these with their respective Union representative during working hours without obtaining prior permission of the Supervisor concerned and such permission shall not be unreasonably withheld. The Company agrees to grant reasonable time off the job with pay at their normal hourly rate to Union representatives for the purpose of meetings with management and for the purpose of handling or investigating grievances as listed below: Such business must be between the Union and/or the employee and the Company. The time shall be devoted to the prompt handling of necessary Union business. The Union Representative concerned shall obtain the permission of the Supervisor concerned before leaving his work. Such permission shall not be withheld and will be granted within two (2) hours of the request. To attend regularly scheduled monthly Union Management meetings. Other Union Management meetings as requested by either party. The Company will provide one locking filing cabinet for the plant committee. The Company will also provide an office and telephone facilities. Upon reasonable advanced notification, the Local President CAW National Representative or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members a Representative of the Local Union will be permitted access to the plant, through normal reception channels, to assist in settling grievances attend meetings or Bargaining Unit it represents, and after due investigation and consideration other Union business pertaining to the activities of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.Glencoe

Representation. (a) 4.01 The Company will recognize a negotiating committee composed Corporation acknowledges the right of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Companyto appoint or otherwise select Committees and Stewards. 4.02 The Union shall advise the Corporation of the personnel serving on these Committees and as Stewards. It is agreed that the number of Stewards from a Branch shall be by mutual agreement. The Negotiating Committee shall consist of not more than four (b4) When employees. 4.03 Employees shall have the right to have the assistance of a representative from the National Office of the Canadian Union of Public Employees, who shall have access to the Corporation’s premises, on notification to the office of the Department Head and Director, Human Resource Services, in order to investigate or assist in negotiations of a dispute. 4.04 The Corporation agrees without prejudice to the rights outlined in Article 2.01 to inform the Union Executive immediately when disciplinary action in the form of suspension or discharge has been imposed on an employee serves as a negotiating committee person during employee. The Corporation will forward copies of disciplinary letters to the Union. 4.05 The Union acknowledges that Stewards, members of the Committees and Union Officers have regular duties to perform on behalf of the Corporation. Such persons shall not leave their regular duties without receiving permission from their appropriate Manager or his/her normally scheduled working hours he/she will designate, and such permission shall not suffer loss of pay at be unreasonably withheld. When resuming their regular duties, they shall report to their appropriate Manager or his/her regular rate for all such hours while attending negotiation meetings designate, and the first two scheduled conciliation meetingsshall give any reasonable explanation which may be requested with respect to their absence. 6.02 Each Local or Bargaining Unit 4.06 It is clearly understood that Stewards and other Union Officials shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving absent themselves from their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with the grievances of employees or with other Union business appropriate and that in accordance with this understanding the Corporation shall not make any pay deduction from such employees for the time spent in handling grievances, and attending meetings of grievances up to their Union positionand including Step 3. 4.07 Harassment and Bullying is defined as objectionable conduct, comments, or displays by a person employed by the employer, either directly or indirectly that demean, belittle or cause personal humiliation or embarrassment, that is directed at and offensive to another employee and which the person knows or ought reasonably to have known to be unwelcome to the recipient. There are three categories of harassment: sexual harassment, discriminatory harassment and workplace (bullying) harassment.

Representation. (a) 7.1 The Company Employer will recognize a negotiating committee composed Plant Committee of three committeepersons, one regular employee elected or duly appointed of who shall act as Plant Chairperson, and be selected by each Local or Unit to represent the membership of the Union from among the employees. The Plant Chairperson shall be assigned to day shift provided that there is a day shift assignment in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will classification exists. Where committeepersons are in training for a new position, they may be assigned to the afternoon or night shifts for up to 50% of the training period. The above clause shall not suffer loss be used as a punitive measure. The Union may appoint an alternate committeeperson who may act only in the absence of pay at his/her regular rate the committeeperson from the plant. The Union shall have the right to appoint or otherwise select one (1) Xxxxxxx for all such hours while attending negotiation meetings and each shift. A Xxxxxxx shall only handle complaints pertaining to discipline, suspension or discharge. In the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit event the Company relocates in part to a new facility then the Union shall have the right to elect or appoint a fourth committee person who shall be part of the bargaining committee. 7.2 A committeeperson shall have acquired seniority with the Employer. 7.3 Committeepersons shall have top seniority in the bargaining unit in the event of lay-off, provided that they have the skill, ability and qualifications to perform the required work efficiently with a training/familiarization period of thirty (30) calendar days with a review after two weeks to evaluate progress. 7.4 Committeepersons referred to above exclusively may investigate and process grievances in accordance with the Grievance Procedure set out in this Agreement. 7.5 The Employer will recognize a Bargaining Committee of not more than three committeepersons for the purpose of renegotiating this Agreement. The Employer agrees to recognize a representative from the National Union and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members local Union part of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedureCommittee. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers 7.6 The Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company Employer in writing, through the Manager, Labour and Employment Relations, writing of the names of those employees who are designated the committeepersons and the Employer shall not be required to recognize any such committeeperson until it has been so notified. 7.7 No committeeperson shall leave his work, or enter the plant on other than his normal shift, to investigate or process any grievance or to conduct Union business with the Employer without the prior consent of his foreperson. Such consent shall not be unreasonably withheld and the foreperson shall have a reasonable period of time to obtain a replacement so as members to ensure that there will be no interruption or loss of efficiency of production. Committeepersons shall report back to their foreperson at the time they return to work. 7.8 The Union's National Representative or his designate will not enter any premises of the negotiating and grievance committees respectivelyEmployer without obtaining the prior consent of the General Manager or his representative. 7.9 The Employer will pay committeepersons at their regular hourly rate for Employer approved regular time, its Local during normal working hours, lost in processing complaints, grievances or Bargaining Unit officers and in the employee designated administration of this Agreement, excluding arbitration hearings, provided that the amount of time so spent is not unreasonable. In the event that any meetings with Management extend beyond the regular hours of work, the committeepersons involved will be paid at the appropriate overtime rate. 7.10 The Employer agrees to receive official correspondence relating pay for time spent, by committeepersons, in future bargaining for the renewal of this agreement. The Employer agrees to pay one hundred percent (100%) for lost wages from the committeepersons regular scheduled work day to prepare for the next renewal of this agreement for a maximum of one (1) day. 7.11 Notwithstanding Art. 7.7, the Committee shall be allowed to meet for 30 minutes prior to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts end of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order each Wednesday day shift to deal with business appropriate to their Union positionemployee complaints or concerns.

Representation. (a) 4:01 The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or may appoint and the Company University shall recognize two (2) Committee persons, one of whom is the Plant Chairman, and (1) alternate Committee person who shall act in place of the aforementioned Committee persons. Only two of these members can be absent from the workplace at one time with the exception of contract negotiations at which time a committee to be known as the Grievance Committee composed maximum of three (3) members who represent at least two representatives is acceptable. In the period of six (26) departmentsmonths prior to the termination of this collective agreement, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union negotiating committee shall be entitled to participate in meetings between the Company and the Local when so requested one (1) full day off, paid by the Local provided at least 48 hours’ prior notice has been given Employer, to local managementprepare and finalize bargaining proposals. 6.05 4:02 The Local or Bargaining Unit duties of the Committee persons shall notify in no way conflict with their duties as employees of the Company University. 4:03 The Union will inform the Employee Relations Manager in writing, through the Manager, Labour and Employment Relations, of the names of the Committee persons and of any change in the names of such Committee persons. 4:04 The University shall grant reasonable time to a Committee person for the adjustment of grievances without loss of pay. The Committee person shall notify his/her supervisor when leaving his/her job to adjust a grievance and upon his/her return to work. 4:05 The University agrees to discuss and deal with the Committee hereinafter referred to in connection with any matters which may properly arise from the provisions of this Agreement during the term hereof for the purpose of adjusting all grievances and complaints including those employees who arising directly between the University and the Union as such. Committee persons attending such meetings during their working hours shall suffer no loss of pay. 4:06 Members of the Negotiating Committee of the Union established to conduct negotiations for a renewal of the within Collective Agreement, when acting in such capacity, will not suffer any loss of pay if negotiations are designated conducted during working hours, but nothing herein shall be construed as an agreement by the Employer to pay members of such Committee for negotiating during a strike or during any other work stoppage. In no event, will members of the negotiating Union Negotiating Committee be paid more than their normally scheduled hours of work during any one (1) regular scheduled work day. 4:07 The Employer agrees that an employee shall have the option of having his/her Chairperson and/or Committee Person present whenever he/she is disciplined or discharged. Notwithstanding this requirement the Union clearly understands, recognizes and grievance committees respectivelyagrees that it may on certain occasions be necessary for the Employer to discipline and/or discharge an employee without the Chairperson and/or Committee Person present. If no Chairperson and/or Committee Person is available when a discharge or suspension is contemplated the University will make a reasonable attempt to contact a Union Representative. There will be no entitlement to any pay of any kind for this call-in. If such action is taken on certain occasions, its Local or Bargaining Unit officers and the Employer agrees to review the action with the employee designated to receive official correspondence relating to and his/her Chairperson and/or Committee Person within a forty-eight (48) hour period following the Local or Bargaining Unit, whenever a change takes placeinitial action. Such forty-eight (48) hour period may be extended by mutual agreement of the parties. 6.06 Where a supervisor requires a formal interview 4:08 It is agreed that the Chairperson of CAW 2458 Operating Engineers unit shall be allowed eight (8) hours in each calendar month with an employee in order to establish pay, for the facts purposes of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected conducting Union official during such interview unless the employee requests otherwisebusiness. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. ‌ 5.01 The Union may appoint and the University shall recognize Stewards, one of whom shall be designated Chief Xxxxxxx, any one of whom may represent an employee who wishes to file a grievance. 5.02 The Union may appoint and the University shall recognize a bargaining committee of five (5) employees who shall be paid at their regular hourly wage rate to attend bargaining sessions. The parties may mutually agree to add members to the bargaining committee. During the six (6) months prior to the expiration of this Agreement, an additional two (2) days of release time with no loss of compensation and benefits will be granted for the purpose of finalizing the bargaining proposal. 5.03 The University recognizes that the Union Stewards, the Union Bargaining Committee or the Union Executive shall have the right to have the assistance of an authorized representative of the Union when dealing with the University on any grievances or when dealing with the University on matters relating to the administration or negotiation of this Collective Agreement. 5.04 It is agreed that Stewards, Union Executive, or Union Bargaining Committee Members, who are appointed or otherwise selected, shall be a regular employee of the University at the time of their appointment. 5.05 Arrangements for an employee wishing to discuss any work related problem with their Xxxxxxx or a member of the Union Executive during working hours must be made with the employee's manager. It is agreed that such arrangements will be made within a reasonable time, but in no event later than the end of the next shift. 5.06 The Union shall notify the University in writing of the names of all the Stewards and elected Officers of the Union along with the effective date of their election or appointment. 5.07 The University will make the following information available to the Union through the Human Resources website: (a) The Company will recognize a negotiating committee composed one (1) copy of one regular employee elected or duly appointed by each Local or Unit the latest University budget and budget report when circulated to represent the Union in any negotiations with the Company.Board; (b) When an employee serves as one (1) copy of the annual audited statement of the University when presented to the Board; (c) notice of meetings, agenda, and a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss copy of pay the public minutes of the Board at his/her regular rate for the time of distribution; (d) notice of meetings, agenda and a copy of the public minutes of the Senate at the time of distribution; (e) the names and addresses of all such hours while attending negotiation meetings persons appointed or elected to positions on the Board or Senate, together with the names of persons appointed or elected to Board or Senate committees with any terms of reference of those committees at the time of their election or appointment; (f) approved minutes of the Finance and Physical Resources Committee of the Board, and the first two scheduled conciliation meetings.audited and other reports concerning the pension and benefits plans; 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to (g) such other information as may be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are set out elsewhere in this Agreement that is required to be dealt with under the grievance proceduregiven. 6.03 When an employee serves as a member 5.08 University agrees to provide up to twenty-five (25) days of release time per year, without loss of compensation and benefits, to Union officials to conduct the business of the Grievance Committee during hisUnion and/or for training and development. Requests for release shall be submitted to Human Resources and shall not be unreasonably denied. Additional days may be granted upon request. 5.09 Notwithstanding Article 5.08, should a member/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 officer of the grievance procedure. 6.04 An accredited representative Union require release time for Union related business, inclusive of conferences and conventions, the Union shall submit a request to Human Resources, outlining the details of the Communications, Energy request. Such request shall not be unreasonably denied. The University agrees to continue the employee’s compensation and Paperworkers benefits during such approved releases and shall issue an invoice to the Union shall be entitled to participate in meetings between for the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, salary costs of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placeindividuals released. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed Hospital the right of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations to appoint a Union Committee of three members. The Hospital till and deal with the Company. Union Committee on grievances and on any matters properly arising out of this Agreement including contract negotiations. The Hospital the right of the Union to appoint stewards provided that no more are appointed than as follows: one xxxxxxx for each Nursing Unit one xxxxxxx for the Nutrition Food Services two stewards for the Environmental Services one xxxxxxx for the Rehabilitation Services one xxxxxxx for the Fiscal Services one xxxxxxx for each new department with ten or more employees Each member of the Union Committee and each xxxxxxx must have completed the probationary period before being appointed to any such position. Grievances may be presented or adjusted during working hours provided that no xxxxxxx or member of the Union Committee shall leave his job to service a grievance or attend a meeting with the Management of the Hospital unless he has first obtained permission from his Unit or Department Manager (bwhich permission shall not be unreasonably withheld) When an employee serves as and upon returning to his job, he shall report to his Unit or Department Manager. A xxxxxxx presenting a negotiating committee person grievance during his/her normally his regular scheduled working hours he/she will not suffer loss of pay at his/her shall receive his regular rate for all such hours while attending negotiation meetings pay. The Union Committee and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit Management of the Hospital shall elect or appoint and meet each month at times mutually agreed upon provided there is business for their joint consideration. A request for a meeting shall be indicated by a letter from either party to the Company shall recognize a committee other containing an agenda of the subjects to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President discussed. At any such meeting one Union Representative or Bargaining Unit Chairperson and his/her designated alternateInternational Representative Union may be present. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit In accordance with this understanding it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a is agreed that: Each member of the Grievance said Union Committee during his/her normally shall receive his regular pay for all regularly scheduled working hourshours lost due to his attendance at contract meetings between the parties, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of conciliation, whether on or off the grievance procedure. 6.04 An accredited representative of the CommunicationsHospital premises, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice for which permission has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writinggranted. A xxxxxxx, through the Managerand where applicable, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectivelyUnion Committee, its Local or Bargaining Unit officers and the employee designated to shall receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members pay for regularly scheduled working hours lost due to attendance at grievance meetings, which shall for the purposes of clarity, cover meetings with a grievance settlement officer appointed under Section of the committees referred to in this Article shall make arrangements Labour Relations Act with their immediate supervisorrepresentatives of the Hospital, whether on or in his absence his delegateoutside the Hospital premises, and will not absent themselves unreasonably in order to deal with business appropriate to their Union positionfor which permission has been granted.

Representation. (a) 4.01 The Company will recognize a negotiating committee composed recognizes the right of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall to elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) Committee members for the purpose of assisting other employees in the processing or presentation of grievances. The Committee members must have completed their probationary period. The Union shall at all times keep the Company notified in writing of the names of the employees who represent at least are acting in the capacity of Committee member. 4.02 It is understood that the Committee members will have to do the work assigned to them by the Company, and if it is necessary that they investigate a grievance during working hours, they will not leave their work before obtaining the permission of the xxxxxxx in charge. When returning to their regular work, they will report themselves to the xxxxxxx, and if they are requested to do so, will give an explanation as to their absence and its length. If these conditions are met, the Company agrees that they will not lose pay in such circumstances. It is understood that whenever possible, the Committee members will attempt to take care of grievances in a manner which will not impede the production of their department. 4.03 The Company will permit Union notice postings on a Union Bulletin Board provided such are approved by the President of the Company or his designate. Notices of unit meetings or negotiation meetings do not require such approval. 4.04 The Company will pay up to two (2) departmentsemployees on the Union negotiation committee their regular hourly rate for time spent in pre-Conciliation negotiation meetings with the Company plus one (1) hour per meeting to a maximum of eight (8) hours per day. 4.05 At the request of either party, there will be quarterly meetings involving senior plant management and the Local President or Bargaining Unit Chairperson and his/her designated alternateNational Representative of the Union. It A request for such meeting will be made in writing at least one week prior to the date proposed and accompanied by an Agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or matters that are properly the subject of negotiations for the amendment or renewal of this agreement. The responding party may also add similar matters to the proposed Agenda. The Unit Chairperson shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her paid his regular rate wages for all such time lost from regularly scheduled hours while dealing with the grievance up to and including Step 3 of the grievance procedureattending such meetings. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. The Company acknowledges the right of the Union to appoint or otherwise select from among the employees of the Company a Union Committee comprised of Stewards inclusive of the unit chairperson as follows: Bargaining Unit Chairperson + Alternate Bargaining Unit Chairperson + Alternate Bargaining Unit Chairperson + Alternate Not withstanding the above, the Union may appoint one (a1) Xxxxxxx per shift per facility. Each member of this Committee shall have completed his probationary period with the Company and shall be regular of the Company during their time in office. The Company will recognize a negotiating committee composed and bargain with members of one regular employee elected or duly appointed by each Local or Unit to represent this Committee on any matter properly arising on negotiations for the renewal of this Agreement as follows: member member member The privileges of members of the Union Committee to leave their work is granted on the following conditions: a) There will be loss of pay while absent from work. The members of the Union Committee required to leave his/ her work for official union business shall have their pay and benefits continued and the Union shall be billed the cost of such pay and benefits on a monthly basis by the Company at the rate of of the Employee’s regular base hourly rate. The Union shall remit payment to the Company within fifteen (15) days. a) The name and jurisdiction of each of the Stewards of the Union Committee from time to time selected shall be given to the employer in writing and the employer shall not be required to recognize any negotiations such xxxxxxx until it has been notified in writing by the Union of the name and jurisdiction of same. The Company will supply the Union with the names of supervisors and managerial personnel who have responsi- bilities relative to the bargaining unit. For the purpose of this Agreement the Stewards shall be deemed to be an of the Union. The parties hereto agree that the Union official occupy positions of leadership and responsibility for the purpose of insuring that this Agreement is faithfully car- ried out. The Xxxxxxx has regular duties to perform on behalf of the Company and he shall not leave his duties to attend to any Union business or to discuss any grievances without the express prior consent of his immediate Supervisor, or in the absence of such supervisor, the Branch Manager. Such consent will not be unreasonably withheld. The time shall be devoted to prompt handling of necessary Union business. The Company reserves the right to limit such time if it considers the time so taken to be unreasonable. Where such consent has been granted, the Xxxxxxx resuming his regular duties will report to his immediate Supervisor, or in his absence to the Branch Manager. In accordance with this under- standing the Company agrees to compensate a for his regular scheduled work time spent in servicing grievances of employees up to but excluding arbitration. It is understood that only one (1) Xxxxxxx, and where applicable, the unit chairper- son shall be recognized for purposes of attendance at scheduled grievance meetings with management. The Company will provide paid leave to each of the bargaining units in each year of the Collective Agreement for the purpose of attending union business. which is away from the depot as follows: The maximum number of that can be away from the bargaining unit for official union business at the same time is one (1) each for except for circumstances agreed in advance with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate . Requests for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit leave for official union business shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent in writing, at least two (2) departments, the Local President or Bargaining Unit Chairperson weeks in advance and his/her designated alternate. It shall be the duty of each committee subject to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will reasonable operational requirements. This limit does not suffer loss of pay at his/her regular rate for all such hours while include Stewards dealing with the grievance up to and including Step 3 of the grievance proceduregrievances at their own depot. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize employees in the bargaining unit shall be represented by a negotiating committee composed Bargaining Committee of one regular employee three (3) employees (1-Unit Chairperson, 1-Committeeperson and 1-Health and Safety Union Chairperson/Committeeperson) elected or duly appointed by each Local or Unit to represent the employees in the unit. The names of the members of this Committee shall be certified by the Union to the Employer in any negotiations with writing. Should the Companytotal number of employees in the Bargaining Unit increase as stated below, Union Representation will increase from three (3) as follows: (b) The Bargaining Committee will be granted time-off the job as needed to attend to Union Business. Such requests shall not be unreasonably withheld. (a) The Bargaining Committee Chairperson, National Representative, Local Union Representative and/ or members of the Bargaining Committee, shall upon first reporting to the Warehouse Manager or his designate be given access to the Warehouse during working hours for the purpose of investigating a specific grievance(s) and to promote smoother operation of the Agreement. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances A member of the members Bargaining Committee may leave their work for the purpose of the Local handling grievances or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with other legitimate representation functions under the grievance procedure. Before leaving the job, the Union representative must first state to the Supervisor the purpose of their activity and must record their time upon leaving. Upon entering a department in the fulfillment of their duties, they must notify the Supervisor of that department of their presence and purpose and also record their time. 6.03 When an employee serves as a member (c) All Bargaining Committee members, and Chairperson of the Grievance Union Health and Safety Committee shall be retained on the First Shift. (d) The Employer authorizes the Union to conduct elections on Employer premises during his/her normally scheduled non-work time. Notice of such elections shall be made in advance for suitable times, locations and election dates. It is fully understood that the continuation of this authority shall be contingent upon its lack of abuse. 5.03 Any Xxxxxxx who takes time off their job for the investigation and adjustment of grievances within the plant during working hourshours shall be paid by the Employer for such lost time, he/she will at their regular rate; provided, however, the total maximum number of such lost time hours does not suffer loss exceed a total of pay at his/her regular rate fifty (50) hours monthly, as pooled, for all such Committeepersons and Stewards. Monthly pooled hours while dealing with the grievance up to may only be exceeded by mutual agreement. Time spent at Step 2 and including Step 3 of the grievance procedure.Grievance Procedure shall not be included in the maximum hours stated. In regard to the method of 6.04 An accredited representative 5.04 In the application of this Article there shall be no suspension of work by any employee without the expressed permission of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local managementemployee’s Supervisor. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) Section 3.1 The Company will recognize agrees that, subject to the provisions of this Agreement, the Union shall at all times be free to exercise its right to advance the best interests of and fully protect its members in the exercise of their full freedom to engage in activities on behalf of the Union and that no member of the Union shall be restrained, coerced or discriminated against, in any manner, because of his membership in or for activities on behalf of the Union. Section 3.2 The Company recognizes the right of the Union to select a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit Chairman and Committeemen to represent the Union and employees. There shall be no more than one (1) Committeeman for each location for each shift. An employee duly elected or appointed to serve the Union in any negotiations official capacity on a full-time basis shall be granted a leave of absence without pay for this purpose and shall continue to accrue seniority during such leave of absence. Section 3.3 Employees shall have the right to present grievances to the Company and resolve them with or without the presence of a Committeeman, Local Chairman or Union representative. However, any resolution of grievance between an individual employee who is not assisted by the Union and the Company will not be considered as an official interpretation of this Agreement and will not be cited by either party as having precedence in any future resolution of grievances by the Union and the Company. (b) When Section 3.4 If the Company initiates a conference with an employee serves as for the purpose of a negotiating committee person during his/her normally scheduled working hours he/she formal disciplinary action, the employee may request the presence of the Committeeman or Local Chairman. The conference will not suffer loss of pay at his/her regular rate for all proceed if such hours while attending negotiation meetings and a request has been made without the first two scheduled conciliation meetingsCommitteeman or Local Chairman being present. 6.02 Each Local or Bargaining Unit Section 3.5 The Union shall elect or appoint and furnish the Company shall recognize a committee to be known as with the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances names of the members of the Local or Bargaining Unit it represents, local Committeemen and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writingwriting of any changes before such changes will be recognized. Section 3.6 Local Committeemen shall request permission of their Supervisors and specify the purpose of their activity prior to engaging in the investigations of grievances or meeting with Management. Normally, through local Committeemen's investigations of grievances and all grievance processing shall take place only after completion of his shift and under no circumstances will such investigation and processing of grievances interfere with production, operations, or any employee's work. It is recognized, however, that circumstances may arise which require the ManagerCommitteeman, Labour with the Supervisor's permission, to investigate and Employment Relationsprocess grievances during his normal hours of work; provided they do not interfere with production or operations. Requests made under this Section will not be unnecessarily denied. Section 3.7 It is understood that time spent in Union-related business, including time spent in processing and handling grievances, will not be compensated by the Company. If a Supervisor specifically requests the presence of a Committeeman or a Local Chairman or the Committeeman or the Local Chairman is requested to represent an employee at formal hearing or investigation during his normal work hours, the Company shall compensate the Committeeman or the Local Chairman at his normal hourly rate up to a maximum of eight (8) hours per hearing. Section 3.8 Officers or representatives of the names Union will be permitted access to Company property to handle or investigate matters arising under this Agreement provided, however, that they do not interfere with Company operations. Prior to entering the work area, such officers or representatives must notify the location's Manager or his designated representative and receive prior approval for each such visit. The Union representative must abide by all rules and regulations required of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating all visitors to the Local work area, and shall not interrupt or Bargaining Unitinterfere with operations, whenever a change takes placeproduction, or any Company rules. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to Section 3.9 The Company recognizes that employee, the employee concerned such compensated service actually paid under Section 3.7 will be provided with representation counted in a forty (40) hour work week for the purpose of an elected Union official during such interview unless the employee requests otherwisequalifying for overtime. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. The City agrees grant leave with pay to the President and not more than two (a2) members of the same platoon for the purpose of attending to Union affairs, provided, however, that the sum total of such leave for all persons shall not exceed, per year, shifts or the equivalent thereof. Leave with pay may also be granted at the dis- cretion of the Chief Officer or his designate for the purpose of attending grievance or arbitration hearings, Union or Labour Relations meetings, nego- tiation meetings, or Pension Committee meetings. The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent City recognizes the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint one xxxxxxx for each platoon and a Grievance Committee of no more than four (4) members, one of which must be Chairman. When a labour management dispute arises which requires the immediate involvement of a xxxxxxx, he may request permission to leave his regular duties to deal with the dispute with Management, which permis- sion shall not be unreasonably withheld. When per- mission is granted, the employee involved will not lose any earnings for time spent in dealing with the dispute. All stewards, grievance committeemen, negotia- ting committeemen and Pension Committee members will be designated, in writing, by the Union to the City and the Company shall City will advise the appropriate Union officials of the City’s representatives who will handle matters co- vered by this Agreement. The City agrees to recognize a committee union Negotiating Committee of up to five (5) members. The City and the Union agree to maintain the Labour-Management Committeein numbers as presently constituted. This Committee shall meet monthly at such time and place as shall, from time to time, be deter- mined by the members thereof, and the agenda on the matters proposed to be known as discussed will be sent to the Grievance Committee composed of parties three (3) members who represent days prior to any meeting. Matters of mutual concern pertaining to improvement of working conditions, morale, occupational health and safety, as well as the promotion of educational and other activities may be referred to this Committee for discussion and consideration. Items agreed to at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It these meetings shall be posted in the duty stations with a copy sent to the City Man- ager. Union representatives on this Committee shall not lose any earnings for the time spent at any meeting with the City during the normal working hours of each committee such em- ployees. The City Manager or his designate will attend Labour- Management meetings. The City shall make available to receive all grievances the Union, on request, information in the possession of the members City re- quired by the Union on jobs in the bargaining unit such as job descriptions, positions in the bargaining unit, job classifications, salary rates, information pertaining to job evaluations. No employee shall be required or permitted to make a written or verbal agreement with the employer or his representative which may conflict with the terms of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a collective agreement. No member of the Grievance Committee during his/her normally scheduled working hours, he/she bargaining unit will not suffer be discip- lined or called before Management to discuss discipline without Union representation. The City agrees to grant a leave of absence without loss of pay at his/her regular rate for all such hours while dealing with the grievance up seniority and service to and including Step 3 any member of the grievance procedure. 6.04 An accredited representative bar- gaining unit holding a Local or International Union office so long as he remains in office and serves in that capacity. It is also agreed that any pension or employee benefits may be,continued as long as the applicable plans However, such employee on leave must bear the total cost of such benefits. The employee shall upon leaving the Communications, Energy and Paperworkers abovementioned Union office be reinstated in the classification of First Class Firefighter when the first opening for Firefighter becomes available. It is further agreed that no more than one (1)employee shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided per- mitted leave of absence at least 48 hours’ prior notice has been given to local managementany one time. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company agrees to and deal a bargaining committee of three bargaining unit employees and the President elected for the purpose of meeting with Management in the administration of this Agreement, including negotiations. The Committee shall consist of: One Chairperson Two Committee Persons President The plant committee may appoint a xxxxxxx, in any department or production area on any shift, where there is no committee person employed. The Company shall be notified forthwith of any such appointment. The appointment shall forthwith be rescinded at any time when there is a committee person employed in the same department or production area on the same shift as the xxxxxxx. In the event that two or more committee persons are employed in one department or production area on the same shift, the committee shall forthwith designate to the Company one committee person in that department or production area who shall alone be entitled to handle grievances arising in such department or production area pursuant to the procedure hereinafter provided. A xxxxxxx during his term of office shall be deemed to be a committee member within the meaning of clauses to inclusive. The Company will recognize a pay the plant negotiating committee composed for all time spent at any meetings agreed to by the parties at base rate plus Cost of Living except that for employees working on incentive, payment will be at the rate of X base rate per hour plus Cost of Living. It is understood and agreed that no persons shall be eligible for election to the bargaining committee unless such employee has completed one regular year of service in the employ of the Company. To be eligible to serve as a xxxxxxx, an employee elected or duly appointed by each Local or Unit to represent must have completed his probationary period. Should the Union decide that the selection of union representatives, members of the negotiating committee or stewards shall be by election, then and in such case, such election shall be held on the Company premises and shall be conformity with this agreement, providing the company has been notified one week in advance of such election and completion of employees’ shifts, it being understood that such election shall not be held on Company time. Prior to any negotiations such election, the Union and the Company will determine suitable locations and times for balloting. The parties agree that there shall be set up as of the date hereof a check-off of Union dues, compulsory upon all employees who come within the bargaining unit, in which this agreement applies. The check-off shall continue during the life of this agreement. Every employee within the bargaining unit shall become eligible to the check-off upon completion of hours worked in the first calendar month of employment within the Company. The amount to be deducted shall be such sum as may from time to time be assessed by the Union on its members, according to its Constitution and Bylaws, for General Union purposes, as regular monthly Union dues. This check-off of Union dues shall be deducted from a pay cheque in the calendar month in which the first hours of employment are completed and remitted to the Financial Secretary of Local prior to the day of the current month. The Company shall also deduct from the pay of every employee who comes within the bargaining unit and who has completed calendar days of employment with the Company. (b) When , one Union initiation fee during his employment with the Company, provided the employee has not at an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss earlier time paid an initiation fee to the Union. The amount of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It initiation fee shall be the duty of each committee to receive all grievances amount fixed by the Constitution and Bylaws of the members Union. The initiation fee shall be deducted from a pay cheque in the calendar month following the month in which the said calendar days of employment have been completed, and remitted to the Financial Secretary of the Local or Bargaining Unit it represents, and after due investigation and consideration along with the next remittance of Union dues as aforesaid. The Company agrees to deduct Union dues and/or the equivalent of Union dues according to the Constitution of the pertinent factsfrom all employees in the bargaining unit beginning with the first month in which hours of employment have been completed. Will agree to take dues off one cheque and initiation fee off another and will agree to show annual Union dues deducted on Tax form. The list will contain the employees’ name, to determine whether badge number, address, postal code and telephone number along with the grievances submitted are bona fide and well-founded and are required to be dealt with under amount of such the grievance procedure. 6.03 When an employee serves as a member reason, if any, why no deductions were made from certain employees. The Financial Secretary of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Local Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through writing of any corrections to be made in the Manager, Labour and Employment Relations, sums deducted. Any dispute as to the alleged breach of these provisions or to the interpretation of any of the names terms of those employees who are designated as members conditions thereof shall be dealt with at Step 2 of the negotiating grievance procedure. written or typewritten, submitted by the party requesting the meeting and grievance committees respectively, its Local outlining the matters to be discussed during the meeting. At any such meeting the plant committee shall be entitled to have present with them a representative or Bargaining Unit officers representatives of the National Union and the employee designated plant superintendent shall be entitled to receive official correspondence relating have present with him any employees of the Company. Unless otherwise agreed, the party in receipt of the agenda will reply in writing to each of the items on the agenda discussed at such meeting within five working days. In cases of grievances or discussions, including negotiations, involving Skilled Trades, a Skilled Trades Representative shall be entitled to be present. The cost for the Skilled Trades Rep. will be born by the Local or Bargaining Unit, whenever a change takes placeUnion. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) 6:01 The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or may appoint and the Company shall recognize a bargaining committee to be known as the Grievance Committee composed consisting of three (3) employees. The employees who are members who of this bargaining committee shall be employed on the day shift. No one shall be eligible to serve as a committeeman unless he has served his probationary period with the Company and is working for the Company. In addition, there shall be a xxxxxxx to represent the second shift employees and a xxxxxxx to represent the third shift employees for the handling of grievances only while a second or third shift is in existence. The Union shall furnish the Company, in writing, the names of bargaining committee and any changes thereto. The Company shall furnish the Union, in writing, the names of foremen and the extent of their responsibility and other applicable supervisors and any changes thereto. Committeemen and stewards may only absent themselves from their regular duties with the permission of their xxxxxxx and for the purpose of investigating and negotiating grievances as well as Company- Union meetings, and they shall report back to their xxxxxxx when resuming their regular duties. Such permission will not be unreasonably withheld. Committeemen and stewards will be paid for investigating and negotiating grievances in the plant while absent from their regular duties at their straight- time hourly rate, (including COLA). In addition should a committeeman or xxxxxxx during a meeting with the Company extend past his normal quitting time he shall be paid at his applicable overtime rate of pay for those hours spent past his normal quitting time (including COLA). No payment will be paid for time after the Company- Union meeting unless permission has been previously obtained. In addition, off shift employees and their stewards will have their shift hours adjusted from their normal starting and quitting times, such that overtime costs will not be incurred as a result of such meetings with the Company. (a) The parties agree to consult regularly during the term of the Agreement about issues relating to the workplace which affect the parties or any employees bound by this Agreement. Meetings between the parties will be held at the request of either party. Such meetings will be held during working hours. All matters to be discussed will be presented by the other party at least two days prior to the meeting. (2b) departmentsThe plant committee will be permitted one half hour to meet with the Union National Representative prior to Company- Union meeting requiring his attendance, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee one half hour prior to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay meeting at his/her regular rate for all such hours while dealing with the grievance up to and including Step No. 3 of the grievance procedure. 6.04 An accredited representative 6:03 Members of the Communicationsbargaining committee will not be laid off during their term of office, Energy and Paperworkers Union shall be entitled as long as there is work available which they are able to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating perform with orientation according to the Local or Bargaining Unit, whenever a change takes place"Normal Instruction Agreement". 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. SECTION A. The Bargaining Committee will include not more that than two (a2) employees. In addition thereto, it may include not more than two (2) non-employee representatives from the Union. The Company Union will recognize furnish 00X Xxxxxxxx Xxxxx/Xxxxx County with a negotiating committee composed written list of one regular employee elected or duly appointed by each Local or Unit the Bargaining Committee prior to represent the first bargaining meeting and substitution changes thereto, if necessary. SECTION B. In Addition to the bargaining committee, the Union in any negotiations with shall have a president, vice president and secretary/treasurer. The officers shall designate the Company. (bperson(s) When an employee serves who shall serve as a negotiating committee person during the xxxxxxx. Where it is necessary for he/she to perform his/her normally scheduled working hours duties as Union representatives he/she will not suffer loss of pay at be permitted to leave his/her regular rate for all such hours while attending negotiation meetings assigned work and the first two scheduled conciliation meetings.will be 6.02 Each Local or Bargaining Unit SECTION C. There shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed no discrimination against any employee because of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be membership in the duty Union, or because of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled acting as an officer or on behalf of the Union. SECTION D. The Union recognizes its responsibility as bargaining agent for its members and shall represent all members in the bargaining unit without discrimination. SECTION E. The Employer agrees that visits by accredited representatives of the Union shall have access to the premises of the Employer during working hours, hours to conduct Union business pertinent to local members. SECTION F. Negotiations shall take place at mutually agreeable times. Employees who are negotiating at times during which he/she will not suffer loss of pay at are regularly scheduled to work, shall be paid his/her regular rate straight time wages for all such hours while dealing with the grievance up period of time spent in negotiations. Under no circumstances shall employees be paid overtime or holiday pay for time spent in negotiations. Employees shall return to and including Step 3 of his/her work station after negotiations have ended, provided there is time left in his/her normal schedule. Employees shall report to work prior to negotiations in the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled event that negotiations are to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating start subsequent to the Local start of his/her normal schedule. Employees must receive the approval of his/her supervisor if he/she wish to meet with a Union representative before or Bargaining Unit, whenever a change takes placeafter negotiations. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed Union shall notify the Company, in writing, of one regular employee elected or duly appointed by each Local or Unit the names and positions of the persons authorized to represent the Union for the purpose of this agreement. Further, the Union shall promptly, in writing, notify the Company of any negotiations with changes in these names and/or positions. The Associate shall provide to the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint Company and the Company in turn shall recognize provide to the Union information relating to the following matters: One hundred and twenty days after ratification, a committee list of dependent contractors, showing their names and addresses, ranked according to seniority with the Associate and each and every month thereafter for the duration of this agreement, a monthly list containing the names and information on any additions, changes deletions. A written monthly record, if possible, for the previous month of dependent contractors who have started to drive, been laid off, on vacation, off work due to injury or illness, on leave of absence, did not show for work after one day with no notice, quit, did not pay for or parking tickets, discharged, suspended or disciplined in any form. Dependent contractors, upon fourteen (1 days written notice, may either themselves or through their Union executive or staff representative and with the dependent contactor's written consent, have access to any existing hard copies of any disciplinary report or complaint currently located in the dependent contractor's personal file during normal business hours and shall upon written request, be known as supplied with copies of such pertinent documents within seven (7)days. The Company and the Grievance Committee composed Associates agree to provide at their respective places of three (3) members who represent at least two (2) departmentsbusiness a bulletin board for the Union's use. Any material posted on these bulletin boards must be approved by the Union, the Local President or Bargaining Unit Chairperson Company and his/her designated alternatethe Associates. It The Company agrees upon reasonable written notice given Monday through Friday during Company office hours from the Union, to broadcast the date, time and place of Union meetings. Said notices shall not exceed two per month and shall be broadcast four times per shift for both the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, day shift and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers night shift. \ \ Union representatives shall be entitled to participate distribute Union literature outside the Company’s premises and garages during non-working and working hours. Union representatives shall be entitled to book off the dispatch system and leave their work during working hours in meetings between order to carry out Union business as they be advised by the Union. Upon fourteen days written notice from the President or Staff Representative of the Union, a leave of absence shall be granted to a dependent contractor for the purposes of attending Union functions. During this leave of absence seniority will continue to accumulate and the affected dependent contractors will upon their return be returned to their same car, if possible. Shift rental fees and dispatch fees will not be charged to a dependent contractor for the duration of such leave. Upon fourteen days written request, a leave of absence, without fees, shall be granted for a period of up to two years for a maximum of two dependent contractors who are engaged in full-time Union activity. During such period of absence, seniority shall continue to accumulate with either the Company or only the Associate from whom the dependent contractor last rented a taxicab. Further, if the Union Representative is an operating member in the Company and the Local when so requested he either drives or rents his vehicle to another dependent contractor, then dispatch and any other fees deemed appropriate by the Local provided at least 48 hours’ prior notice has been given Company shall be payable to local management. 6.05 the Company. The Local or Bargaining Unit Associates shall notify the Company grant, upon fourteen 114) days written notice, a leave of absence, without shift fees, to a maximum of five dependent contractors in writing, through the Manager, Labour and Employment Relations, of the names of those employees total from all Associates who are designated as members chosen by the Union for the purpose in engaging in contract negotiations. All taxicabs operating under the Co-op sign provided that approval is granted by the Metro Licensing Commission, have affixed in the rear passenger side door window, a Union decal supplied by the Union. Such decal shall be no larger than four inches wide and four inches high. A dependent contractor shall have the right to request the presence of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of Union Xxxxxxx at any given case which may meeting that could result in discipline to that employee, or discharge. If a Xxxxxxx is not available the employee concerned will scheduled meeting shall be provided with representation of an elected Union official during such interview unless the employee requests otherwisereconvened \ within forty eight (481 hours at a mutually agreed time. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will acknowledges the right of the Union to appoint or otherwise elect from the plant Union membership a Shop Committee. (b) The Company further agrees to recognize a negotiating committee the Shop Committee for the purpose of representation or any other matters arising which concern the bargaining unit in accordance with the rights set out herein. (c) The Shop Committee shall be composed of one (1) Chairperson, two (2) Committeepersons, and one regular employee elected or duly appointed by each Local or Unit to represent (1) skilled trades Committeeperson. 8.02 A National Representative and/or Representatives of the local Union may be present and participate in any negotiations meetings of the Shop Committee with the Company. (a) The Union recognizes and agrees that members of the Shop Committee have regular duties to perform in connection with their employment and that only such reasonable time as is necessary will be taken by such person during working hours to investigate and deal with grievances. (b) When an employee serves The Chairperson shall be allowed the last two paid hours at the end of the day shift on Thursday to transact union business. (c) The Chairperson shall be regularly assigned to the day shift. (d) An 8.01 (c) Committee member shall not be laid off out of the plant so long as there is a negotiating committee person during his/her normally scheduled working hours job that he/she will not suffer loss of pay at has the skill and ability to perform. (a) Before leaving his/her regular rate for all work to investigate and deal with a complaint or grievance, a Committeeperson shall obtain the permission from their Supervisor or the Production Manager and such hours while attending negotiation meetings and the first two scheduled conciliation meetingspermission shall not be unreasonably withheld. The Committeeperson shall report to his Xxxxxxx on his/her return. 6.02 Each Local or Bargaining Unit (b) In the event that Management meets with an employee(s) for the purpose of taking disciplinary action, a Committeeperson shall elect or appoint be present in this meeting so long as one is available in the plant. 8.05 The Company will compensate a Committeeperson for the time spent during regular working hours in dealing with grievances at their regular rate of pay. 8.06 The Union agrees to supply the Company with the names of the Shop Committee, including the name of the Chairperson, and to keep such list up to date at all times. 8.07 The Shop Committee and the Company representative shall recognize meet providing there is business for their joint consideration at such times as may be mutually agreed upon. A request for a committee meeting will be indicated by a letter or note from either party to the other party containing an agenda of subjects to be known as discussed. 8.08 The Company agrees to provide a private file cabinet, desk and chair for the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances use of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required Plant Committee. An office will continue to be dealt with under provided subject to significant change in the grievance procedureplant and facility. The Company shall provide the phone, fax and computer for the Union Office. Equipment maintenance is the Union’s responsibility. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. ‌ 3.1 The employees, for the purpose of collective bargaining, shall be represented by a Bargaining Committee of not more than three (a3) employees including the President of the Local. Employees on this committee shall be seniority employees of the Board and their selection as committee members can be in any manner determined by the Union. The Company International Union can be represented by a staff representative. An alternate may be appointed to serve on the committee during the absence of a member. 3.2 The Board will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members as the grievance committee to serve all Ferndale Public Schools. The Board will recognize that each member from the Grievance Committee will serve as the representative for their assigned schools and the assignment can be in any manner determined by the Union. 3.3 The following employee groups - Maintenance and Bus Drivers - shall each elect a xxxxxxx for their employee group who represent at least two (2) departmentsshall be a seniority employee of the Board and further, that a Chief Xxxxxxx be elected by the Local President or Bargaining Unit Chairperson total employee group who shall be a seniority employee of the Board. The election procedure shall be by determination of the Union. These stewards will provide union representation for their group. 3.4 The president and/or their designee may prepare and review grievances. The president of the Union will be permitted to leave his/her designated alternate. It work to attend grievance committee meetings, special conferences, or other local union business within the Ferndale School District, but he/she shall be first request and secure the duty approval whenever possible of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally supervisor before he/she leaves his/her job to attend the meeting. 3.5 Committee members and stewards shall have full time work to perform during their scheduled working hours. They may be permitted, he/she will not suffer without loss of pay at pay; to investigate grievances within the Ferndale School District but they shall first request and secure approval of their supervisor. The supervisor may grant sufficient time to the committeemen or stewards to leave their work for these purposes. 3.6 In no event shall any Union representative leave a job where the health, safety or general welfare of the schools, teachers, students, or property shall be in danger or jeopardized, nor shall any such leaving occur when damage to school property or equipment might occur. 3.7 Whenever an employee is absent from his/her regular rate for all such hours while dealing job because of attending a mutually scheduled negotiating session, or an arbitration proceeding, the Union will arrange with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, or other union members, to assure that the employee concerned will be provided with representation of an elected Union official during such interview unless missed work is covered or made up, without additional cost to the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.Board.‌

Representation. (a) The Company agrees that it will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall recognize a committee to be known Shop Xxxxxxx System as the Grievance Committee composed preliminary agency for negotiating the settlement of three (3) members who represent at least two (2) departmentsany grievance in regard to wages, the Local President hours or Bargaining Unit Chairperson working conditions. Generally, there shall be one Xxxxxxx for each Supervisor, and his/her designated alternateactivities will be limited to the Supervisor’s area he/she represents. It In any case where the regular Shop Xxxxxxx is not working, the Supervisor will recognize a Xxxxxxx from an adjoining area for the discussion and processing of any grievance which may arise. For the purpose of this Article the Supervisor is defined as the area's First Line Management Representative who is administratively responsible for the hourly employee and/or who normally assigns work direction. The Company agrees to recognize the Bargaining Committee, which shall be consist of not more than nine members, as the duty of each committee to receive all grievances agent or representatives for negotiating with Company management. The Union may designate the President as Chairman of the members Bargaining Committee. In the absence of the Local President, the Union may designate the Vice-President, Recording Secretary or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a one member of the Grievance Bargaining Committee during his/her normally scheduled working hours, he/she as Chairman who will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up be free to and including Step 3 of the grievance procedure. 6.04 An accredited contact any representative of the CommunicationsUnion concerning grievances. The Union will not designate Committeepersons or Bargaining Committeepersons in excess of a total of nine within the term of this Agreement, Energy and Paperworkers Union except by mutual agreement. Committeepersons shall be entitled permitted to participate contact Stewards in meetings between their designated areas concerning grievances. Stewards, Committeepersons, Bargaining Committee members and the Chairman of the Bargaining Committee shall be bona fide employees of the Company. The Union agrees to furnish the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, a written list of the names of those employees who are designated as all Stewards, Committeepersons, Bargaining Committee members and officers of the negotiating Union; and grievance committees respectively, its Local the Union agrees to promptly advise the Company in writing of any change in such office or position. The Company will keep Committeepersons advised in writing of all temporary and permanent changes in management personnel with whom he/she meets. The Surplus Group Manager or his/her designate will keep the Xxxxxxx advised in writing of all temporary and permanent changes in the Supervisors of Bargaining Unit officers employees in his/her area. However, under emergency situations (i.e., a Supervisor fails to report for scheduled overtime or a truly emergency situation where the scheduled Supervisor is not on the premises) another salaried person may designate himself/herself to act for the Supervisor until such time the scheduled Supervisor reports to work. The Surplus Group Manager will designate an Area Representative, for such matters as an employee's need to leave the area, a Xxxxxxx reporting off on Union time and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case other matters which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwiserequire immediate action. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) The Company will recognize a negotiating committee composed of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with the Company. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit shall elect or appoint and the Company shall Board agrees recognize a committee of not more than five persons (as Xxxxxxxx) appointed or selected by the Union from amongst employees in the bargaining who have completed their probationary period for the purpose of assisting in presenting grievances as outlined in Article 7; or making representations matters arising under this Agreement. It is understood, however, that the Board shall not required meet with more than three members of the committee at one time. The Board agrees to recognize a Management Committee which shall consist of not more than four employees appointed or selected the Union from amongst employees in the bargaining unit who have completed their probationary period, and four representatives of the Board. The purpose of the Labour-Management Committee shall be known meet once each month on some mutually agreeable date discuss matters of mutual interest. Whenever possible, agendas of matters for discussion shall be exchanged seven days before each meeting of the Committee. The Chair will alternate between management and the Union. The Board agrees to give a minimum of days notice to, and openly discuss with, the Union representatives through the Labour-Management Committee, any substantial reorganization or changes, including arising from technological change and outsourcing, to the Library system which might have a direct impact upon employees. The Union will be provided in advance with such information as may he required to meaningfully discuss matters which come before the Grievance Committee. The Board further recognizes the right of the Union to appoint or otherwise select a Negotiating Committee composed of not more than employees appointed or selected by the Union from amongst employees in the bargaining unit who have completed their probationary period. This Committee will be for the purpose of conducting negotiations as contemplated in Article The Negotiating Committee shall be granted three (3) members who represent at least two (2) departments, days off duty with pay for the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty purpose of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate preparing proposals for all such hours while dealing negotiations with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 Board. The Local or Bargaining Unit parties shall notify the Company one another in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated the persons selected or appointed in accordance with Articles and on an annual basis by the second week in January, and thereafter as members changes occur. The Board shall not enter into any agreement with any employee which is inconsistent with the provisions of this Agreement. Classification Review Committee shall consist of three management and three Union representatives for the purpose of reviewing positions being proposed to be excluded from or included in the Bargaining Unit. The Committee shall operate in accordance with the related Terms of Reference. Job Evaluation Committee shall consist of up to three management representatives and up three Union representatives for the purpose of evaluating new or revised jobs. Meetings shall be at the call of either party, and an agenda shall be submitted to the other party by the party calling meeting. Health and Safety Committee the Joint Health and Safety Committee shall consist of three Union and three management representatives for the purpose of performing duties prescribed by the Occupational Health and Safety Act. Pay for time spent Union representatives related the Committees above shall be paid for the employer consistent with the established practice: for Labour-Management, Job Evaluation, and Classification Review, pay shall be for meeting time with management; for Negotiating. pay shall be for meeting time with management plus the three days per representative noted; for Grievance and Health and Safety, pay shall be for meeting time with management and reasonable investigation time related to the business of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placeCommittees. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. 5.01 The Employer will recognize: (a) The Company will recognize a negotiating committee A Negotiating Committee which shall be composed of four (4) Association members, one of whom shall be the President of the Association or her designate and whose duties shall be to negotiate renewal agreements. Members of the Negotiating Committee shall be compensated at their regular employee elected rate for time spent during scheduled working hours negotiating a renewal of this Agreement. A member shall not be required to work either the night shift or duly appointed by each Local evening shift on the date of negotiations and shall have his or Unit to represent her pay remain whole; that is, a member shall not suffer a loss of compensation as a result of time spent as a member of the Union in any negotiations with the Companynegotiating committee. (b) When an employee serves as a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss of pay at his/her regular rate for all such hours while attending negotiation meetings and the first two scheduled conciliation meetings. 6.02 Each Local or Bargaining Unit A Grievance Committee, which shall elect or appoint and the Company shall recognize a committee to be known as the Grievance Committee be, composed of three (3) members who represent at least two (2) departmentsAssociation members, one of whom shall be the Local President of the Association or Bargaining Unit Chairperson and his/her designated representative. Members of the Grievance Committee shall be compensated at their regular rate for time spent investigating and servicing grievances during scheduled working hours and for any face to face meetings with the Employer during their non-working hours. (c) Eight (8) Nurse representatives. The Nurse Representatives shall participate in the processing of grievances, and the Nurse Representative involved in the grievance shall be present at Steps two and three. (d) A Nurse-Management Committee composed of up to eight (8) representatives of each of the Parties. The function of this committee will be to promote and provide effective and meaningful communication of information and ideas on matters of mutual concern. The Committee shall meet at mutually satisfactory times, but not less than once every three (3) months; agendas will be exchanged 72 hours in advance of the meeting; and the Chair shall alternate. It is agreed that grievances will not be discussed at these meetings. Members of the Nurse-Management Committee shall be compensated at their regular rate for time spent during scheduled working hours while attending such meetings. 5.02 The Association will provide the duty Employer with a list of each committee its officers and Committee members. The Employer will be advised of any changes, additions, or deletions to receive all grievances this list. 5.03 It is understood that Association officials have their regular work to perform on behalf of the members Employer and will not leave their work without obtaining permission from their immediate supervisor, and reporting to such supervisor on their return. It is understood that permission to leave regular work will not be unreasonably withheld. 5.04 Association meetings may be held in each Home with the approval of the Local Director or Bargaining Unit it represents, designate. Requests for such approval shall be submitted in writing. 5.05 The Employer and after due investigation the Association shall establish a joint Occupational Health and consideration Safety Committee in accordance with the provisions of the pertinent factsOntario Occupational Health and Safety Act. The Committee shall hold meetings as required and all unsafe, to determine whether the grievances submitted are bona fide hazardous, or dangerous conditions affecting staff and well-founded residents shall be taken up and are required to be dealt with under the grievance procedureat such meetings. Meetings shall take place at times mutually agreeable to both Parties except in case of emergency. 6.03 When an employee serves as 5.06 All time spent by a member of the Grievance Occupational Health and Safety Committee during his/attending meetings of the Committee and carrying out her normally scheduled working hoursduties, he/shall be deemed to be time worked for which she will not suffer loss of pay shall be paid by the Employer at his/her regular rate for all such hours while dealing with the grievance up to or premium rate, as may be applicable, and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union she shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local managementsuch time from her work as is necessary. 6.05 5.07 The Local Association shall have the right at any time to have the assistance of a representative or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, consultant of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes placeOntario Nurses' Association. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order to deal with business appropriate to their Union position.

Representation. (a) 7.01 The Company will acknowledges the right of the Union to elect or otherwise appoint from the Bargaining Unit employees, a Shop Committee. 7.02 The Company further agrees to recognize a negotiating committee the Shop Committee for the purpose of representation or any other matters arising which concern the bargaining unit. 7.03 Each Committee Member shall have one (1) year of seniority with the Company at the time of the appointment or election. 7.04 The Shop Committee shall be composed of a Chairperson and one regular employee elected (1) Committee persons. 7.05 A National representative or duly appointed by each President of the Local or Unit to represent the Union may be present and participate in any negotiations meeting of the Shop Committee with the Company. (b) When 7.06 The Union recognizes and agrees that members of the Shop Committee have regular duties to perform in connection with their employment and that they shall take only such time as is reasonably necessary during working hours to investigate and deal with grievances. 7.07 Before leaving their regular work to investigate or deal with a complaint or grievance. The Committee person shall obtain the permission of the Department Manager and such permission shall not be unreasonably withheld. Committee persons shall be required to punch in and out when dealing with Union matters. 7.08 Further, an employee’s request to meet with his Committee person to deal with a matter arising out of this Agreement shall not be unreasonably withheld by the Department Manager. 7.09 In the event that management meets with an employee serves as for the purpose of disciplinary action, a negotiating committee Committee person shall be included in the meeting. 7.10 The Company agrees to compensate the Committee person for the time reasonably held during his/her normally scheduled regular working hours he/she will not suffer loss of pay to deal with such complaints or grievances. Such compensation shall be at his/her the regular rate of pay. This paragraph does not include compensation for all such hours while attending negotiation meetings and the first two scheduled conciliation meetingsattendance at arbitration hearings. 6.02 Each Local or Bargaining Unit shall elect or appoint and 7.11 The Union agrees to supply the Company shall recognize a committee with an up to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departments, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances date list of the members of the Local or Bargaining Unit it represents, Shop Committee and after due investigation and consideration of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will not be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving their regular duties members of the committees referred to in this Article shall make arrangements with their immediate supervisor, or in his absence his delegate, and will not absent themselves unreasonably in order obliged to deal with any person not on the said list. Alternate committee members may be appointed to act during the absence 7.12 The Shop Committee and the Company representatives shall meet on a regular basis, provided there is business appropriate for their joint consideration, such meetings to be held at mutually agreed upon times. Requests for a meeting will be indicated by a letter from one party to the other containing an agenda of subjects to be discussed. Members of the Shop Committee will be paid their Union positionclock rates for such attendances. 7.13 The Company will provide one locking filing cabinet for the Shop Committee and one locking filing cabinet for the Health and Safety Committee, both to be located in a suitable office accessible to the Committees. 7.14 For purpose of representation, there shall be two (2) departments known as 1. Mechanical Department, 2.

Representation. (a) 4.01 The Company will recognize a negotiating committee composed Corporation acknowledges the right of one regular employee elected or duly appointed by each Local or Unit to represent the Union in any negotiations with to appoint or otherwise select Committees and Stewards 4.02 The Union shall advise the CompanyCorporation of the employee serving on these Committees and as Stewards. It is agreed that the number of Stewards from a Branch shall be by mutual agreement. The Negotiating Committee shall consist of not more than five (5) employees. (b) When an employee serves as 4.03 Employees shall have the right to have the assistance of a negotiating committee person during his/her normally scheduled working hours he/she will not suffer loss representative from the National Office of pay at his/her regular rate for all such hours while attending negotiation meetings the Canadian Union of Public Employees, who shall have access to the Corporation’s premises, on notification to the office of the Department Head and the first two scheduled conciliation meetingsChief People Officer, in order to investigate or assist in negotiations of a dispute. 6.02 Each Local 4.04 The Corporation agrees without prejudice to the rights outlined in Article 2.01 to inform the Union Executive immediately when disciplinary action in the form of suspension or Bargaining Unit shall elect or appoint and discharge has been imposed on an employee. The Corporation will forward copies of disciplinary letters to the Company shall recognize a committee to be known as the Grievance Committee composed of three (3) members who represent at least two (2) departmentsUnion. 4.05 The Union acknowledges that Stewards, the Local President or Bargaining Unit Chairperson and his/her designated alternate. It shall be the duty of each committee to receive all grievances of the members of the Local or Bargaining Unit it represents, Committees and after due investigation and consideration Union Officers have regular duties to perform on behalf of the pertinent facts, to determine whether the grievances submitted are bona fide and well-founded and are required to be dealt with under the grievance procedure. 6.03 When an employee serves as a member of the Grievance Committee during his/her normally scheduled working hours, he/she will Corporation. Such persons shall not suffer loss of pay at his/her regular rate for all such hours while dealing with the grievance up to and including Step 3 of the grievance procedure. 6.04 An accredited representative of the Communications, Energy and Paperworkers Union shall be entitled to participate in meetings between the Company and the Local when so requested by the Local provided at least 48 hours’ prior notice has been given to local management. 6.05 The Local or Bargaining Unit shall notify the Company in writing, through the Manager, Labour and Employment Relations, of the names of those employees who are designated as members of the negotiating and grievance committees respectively, its Local or Bargaining Unit officers and the employee designated to receive official correspondence relating to the Local or Bargaining Unit, whenever a change takes place. 6.06 Where a supervisor requires a formal interview with an employee in order to establish the facts of any given case which may result in discipline to that employee, the employee concerned will be provided with representation of an elected Union official during such interview unless the employee requests otherwise. 6.07 Before leaving leave their regular duties members of the committees referred to in this Article shall make arrangements with without receiving permission from their immediate supervisor, appropriate Manager or in his absence his delegatetheir designate, and will such permission shall not be unreasonably withheld. When resuming their regular duties, they shall report to their appropriate Manager or their designate, and shall give any reasonable explanation which may be requested with respect to their absence. 4.06 It is clearly understood that Stewards and other Union Officials shall not absent themselves from their regular duties unreasonably in order to deal with the grievances of employees or with other Union business appropriate and that in accordance with this understanding the Corporation shall not make any pay deduction from such employees for the time spent in handling grievances, and attending meetings of grievances up to their Union positionand including Step 3. 4.07 Should an employee believe they are a victim of harassment, including