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COLLECTIVE AGREEMENT

CORE MANUFACTURING INC.

UNITED STEELWORKER, PAPER, FORESTRY, RUBBER, MANUFACTURING, ENERGY, ALLIED INDUSTRIAL AND SERVICE WORKERS INTERNATIONAL UNION ("UNITED STEELWORKERS")

Expires: Apri130, 2014

Core Manufacturing Inc. United Steelworkers

Contents ARTICLE 1 - PURPOSE OF AGREEMENT .......................................................................................................... 3 ARTICLE 2 - RECOGNITION AND SCOPE ......................................................................................................... 3 ARTICLE 3 -RELATIONSHIP ................................................................................................................................ 3 ARTICLE 4- MANAGEMENT RIGHTS ................................................................................................................ 3 ARTICLE 5 - NO STRIKES OR LOCKOUTS ....................................................................................................... 4 ARTICLE 6- UNION SECURITY ........................................................................................................................... 4 ARTICLE 7- UNION REPRESENTATION ........................................................................................................... 5 ARTICLE 8- GRIEVANCE PROCEDURE ............................................................................................................ 6 ARTICLE 9- ARBITRATION ................................................................................................................................. 7 ARTICLE 10- DISCHARGE AND SUSPENSION CASES ................................................................................... 8 ARTICLE 11- SENIORITY ....................................................................................................................................... 9 ARTICLE 12 - HOURS OF WORK ....................................................................................................................... 11 ARTICLE 13- OVERTIME .................................................................................................................................... 12 ARTICLE 14- SHIFT PREMIUM ......................................................................................................................... 12 ARTICLE 15- HOLIDAYS ..................................................................................................................................... 13 ARTICLE16-VACATIONPAY ........................................................................................................................... 13 ARTICLE 17- LEAVE OF ABSENCE .................................................................................................................. 14 ARTICLE 18- BEREAVEMENT LEAVE AND JURY DUTY ........................................................................... 15 ARTICLE 19- CALL-BACK PAY ......................................................................................................................... 15 ARTICLE 20- REPORTING FOR WORK ........................................................................................................... 16 ARTICLE 21- SAFETY .......................................................................................................................................... 16 ARTICLE 22- PAYMENT FOR INJURED EMPLOYEES ................................................................................ 17 ARTICLE 23- BULLETIN BOARDS .................................................................................................................... 17 ARTICLE 24 - WELFARE - BENEFITS ............................................................................................................... 17 ARTICLE 25 - CLASSIFICATIONS AND WAGE RATES ................................................................................ 17 ARTICLE 26 - HUMANITY FUND AND LIFELINE FOUNDATION .............................................................. 18 ARTICLE 27- DURATION AND TERMS ............................................................................................................ 19 SCHEDULE "A"- CLASSIFICATIONS & RATES OF PAY ($/HR) ................................................................ 20 SCHEDULE "B"- SUMMARY OF BENEFITS ................................................................................................... 21 LETTER OF UNDERSTANDING NO. 1 ............................................................................................................... 23 LETTER OF UNDERSTANDING NO.2 ............................................................................................................... 24 LETTER OF UNDERSTANDING NO.3 ............................................................................................................... 25

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ARTICLE 1 -PURPOSE OF AGREEMENT

1.01 The purpose of this Agreement is: to provide orderly collective bargaining relations between the Company and its employees covered by this Agreement through the Union; to secure the prompt and timely disposition of grievances; to secure the efficient operation of the Company's business without interference with work; and to provide the agreed-to wages, and other working conditions, as provided by the terms and conditions of this Agreement.

ARTICLE 2 - RECOGNITION AND SCOPE

2.01 The Company recognizes the Union as the bargaining agent of all its employees at its plant located in the City of Toronto, save and except supervisors, persons above the rank of supervisor, office, clerical and sales staff

2.02 Consistent with current and past practice, employees of the Company not covered by this agreement shall not perform work normally performed exclusively by bargaining unit employees except as described in (1 ), (2), (3) and ( 4) below:

( 1) Training or instructing employees (2) Where such work is for investigation, experimentation, testing and/or inspection of

tooling, machinery or methodology. (3) In situations where regularly scheduled employees are not reasonably available or able

to do the work. (4) In emergency situations

2.03 During the term of this Collective Agreement, the Company shall not contract out bargaining unit work if such contracting out would result in bargaining unit lay-offs unless otherwise agreed to between the Parties.

2.04 Where the male pronoun is used to represent an employee, it is understood and agreed it

is applicable to female employees as well.

ARTICLE 3 -RELATIONSHIP

3.01 The Company and Union agree that there shall be no discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation,

age as defined in the Ontario Human Rights Code, marital status, family status, or status or membership in the Union

ARTICLE 4 -MANAGEMENT RIGHTS

4.01 It is agreed that subject only to the provisions of this AgreemenL nothing shall be deemed to limit the management of the Company in the exercise of its function to manage and

operate the business in all respects.

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4.02 The Company agrees that it will not exercise its functions in a manner inconsistent with

the provisions of this Agreement, and the express provisions of this Agreement constitute

the only limitations upon the Company's rights.

ARTICLE 5- NO STRIKES OR LOCKOUTS

5.01 It is agreed that there shall be no strike or lockout so long as the Collective Agreement

continues to operate. The word "Strike" and the work "Lockout" shall have the meaning

as set forth in the Labour Relations Act.

ARTICLE 6- UNION SECURITY

6.01 The Parties agree that current members of the Union shall remain members, and all new

employees shall become members of the Union.

6.02 The Company shall deduct Union dues including, where applicable, initiation fees and

assessments, on a biweekly basis, from the wages of each employee covered by this

Agreement. The amount of dues shall be calculated in accordance with the Union's

constitution. The Union will advise the Company, in writing, of any change to dues,

initiation fees and assessments at least eight (8) weeks in advance of such change

becoming effective.

6.03 All dues, initiation fees and assessments shall be remitted monthly to the Union forthwith

and in any event no later than the 15th day of the month following the month in which the

remittance was deducted. The remittance shall be sent to the International Secretary

Treasurer of the United Steelworkers, AFL-CIO-CLC, P.O. Box 13083, Postal Station

"A", Toronto, Ontario M5W 1 V7 in such form as shall be directed by the Union to the

Company along with a completed Dues Remittance Form R-115. A copy of the Dues Remittance Form R-115 will also be sent to the Union office designated by the Area Co

ordinator at 25 Cecil St., Toronto, ON M5T lNl, by mail or facsimile.

6.04 The remittance and the R-115 shall be accompanied by a statement containing the

following information:

(a) a list of the names of all employees from whom dues were deducted and

the amount of dues deducted;

(b) a list of the names of all employees from whom no dues have been made and reasons; and

(c) this information shall be sent to both Union addresses identified in Article

6.04 in such form as shall be directed by the Union to the Company.

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6.05 The Union shall indemnify and save the Company harmless against all claims or other

forms of liability that may arise out of any actions taken by the Company in compliance

with this Article.

6.06 The Company, when preparing T -4 slips for the employees, will enter the amount of

Union dues paid to the employee during the previous year.

6.07 (a) The Company shall provide the Plant Chair with the names of all new

hires, permanent transfers, promotions, with their rate of pay and classification.

(b) The Company will make available to the Union a copy of the seniority list

on or about June 30th and December 31st of each year. Such list shall contain the

employees' job classification, current rate of pay and their latest address on file with the Company.

ARTICLE 7- UNION REPRESENTATION

7.01 Two (2) stewards shall be elected from the bargaining unit for up to fifty (50) employees.

Thereafter, the Union may elect one (1) additional steward for each twenty (20) additional

employees, or part thereof, to a maximum of four ( 4) stewards. One steward shall be

designated as the Chief Steward. The Company will recognize as steward any employee

who has acquired seniority under this Agreement. The Union shall notify the Company in writing of the names of such stewards at the time of their appointment, and the Company

shall not be required to recognize any stewards until it has been so notified.

7.02 It is understood that the stewards have their regular work to perform on behalf of the

Company and, if it is necessary to service a grievance during working hours, they will not

leave their work without obtaining the permission of their supervisor. When resuming

their regular work, as expeditiously as possible, they will report to their supervisor.

Permission shall not be unreasonably withheld.

7.03 The Company agrees to compensate the Union stewards for time lost during their normal

working hours in settling grievances, provided Article 7.02 is complied with.

7.04 The Company also recognizes the right of the Union to select a negotiating committee

comprised of two (2) employees and a Union staff representative, to meet with the

Company for the purpose of conducting collective bargaining negotiations for the renewal

of this Agreement. The two (2) negotiating committee members shall not be from the same department.

7.05 The Plant Chair shall be scheduled to work steady days, provided the Chair can meet the

normal requirements of the work to be done.

Pae:e No.5


ARTICLE 8- GRIEVANCE PROCEDURE

8.01 A grievance is defmed as an alleged violation of any of the proviSions of this agreement involving its application, interpretation or administration.

8.02 A grievance shall not be considered where the circumstances giving rise to the grievance, or the grievor or the Union became aware of the circumstances giving rise to the grievance, originated more than five (5) working days before the initiation of the grievance. For the purpose of this Agreement, plant holidays as covered in Article 15, Saturday, and Sunday shall not be considered as working days.

8.03 (a) If the Company fails to answer a properly submitted grievance within the specified time limits, the employee or the Union shall be entitled to submit the grievance to the next step of the grievance procedure or arbitration as the case maybe.

(b) An individual or group grievance not processed in accordance with Article 8.04 shall not be considered a grievance.

8.04 With the exception of group or discharge and suspension grievances, as covered by paragraphs 8.06 and 10.01, a grievance by an employee shall be processed in the following manner:

Step 1: Oral Stage (Supervisor): The grievance shall be discussed between the employee and their Supervisor, or their designate, within the time limits shown in paragraph 8.02. The Supervisor, or their designate, shall respond to the employee within two (2) working days.

Step 2: Written Stage (Plant Manager): Failing settlement of the grievance at Step 1, the employee or the Union may reduce the grievance to writing, and submit it to the Plant Manager, or his designate, within Five (5) working days from the date of the Supervisor's reply at Step 1. Such written grievance shall be signed by the grievor, state the specific clauses of the Agreement allegedly violated, and the redress sought. At the Step 2 meeting to discuss the grievance, the employee shall have the assistance of their Steward. The Plant Manager, or his designate, shall respond to the grievance within five (5) working days from the date of the Step 2 grievance meeting.

Step 3: Final Review (General Manager): Failing settlement of the grievance at Step 2, the employee, or the Union may submit the grievance to the General Manager, or his designate, within five (5) working days from the date of the Plant Manager's reply at Step 2. At the Step 3 meeting to discuss the grievance, the employee shall have the assistance of the Union Steward. Also, other Company representatives, and officials of the Union who are not employees of the Company, may be present at the request of either party. The General Manager, or his designate, shall respond to the grievance within five (5) working days from the date of the Step 3 grievance meeting.

Core Manufacturing lnc. United Steelworkers

8.05 (a) Failing settlement of the grievance at Step 3, the Union or the Company may submit the grievance to arbitration, as described in Article 9, within thirty (30) days from the date of the General Manager's, or his designates, reply at Step 3. Grievances not advanced within the above timeframe will be considered withdrawn.

(b) In the event additional information or related issues become known to the grievor following Step 3, the Company will be provided with these particulars and afforded the option of an additional new meeting prior to the grievance being eligible for advancement to arbitration.

8.06 A group of employees may file a group grievance, which is a grievance that is individual in nature, effecting more than one employee, but excluding discipline and discharge grievances. All group grievances shall be reduced to writing and signed by a steward or the Chief Steward, and state the specific clauses of the Agreement allegedly violated, the redress sought, and a list of the grievors. Group grievances shall be filed at step 2.

8.07 Either Party to this Agreement may file a policy grievance within thirty (30) days of the occurrence of the event on which the grievance is based. A policy grievance is defined as a question, by one of the Parties to this Agreement, involving the application, interpretation, administration or alleged violation of any provisions of this Agreement, but excluding subject matter which can be presented as an individual or group grievance, and all discipline and discharge grievances.

8.08 A Union policy grievance shaH be filed at Step 3 of the grievance procedure. A Company policy grievance shall be filed with the StatT Representative of the local union.

8.09 The responding party to the policy grievance shall give its wTitten response within fourteen ( 14) working days from receipt of the grievance. Failing settlement of the grievance, the originator of the grievance may submit it to arbitration within thirty (30) days from the date of the grievance meeting held to deal with the grievance.

8.1 0 Any settlement of a grievance arrived at between the Company and the Union Grievance Committee, shall be made in writing and shall be final and binding upon the Company, the Union and the employees concerned

ARTICLE 9- ARBITRATION

9.01 When either Party to this Agreement requests that a grievance be submitted for Arbitration, they shall make such request in writing addressed to the other Party to this Agreement. If the Parties can not agree upon the name of a sole Arbitrator within twenty (20) working days, either Party may ask the Minister of Labour for the Province of Ontario to appoint the sole Arbitrator.

Page No.7


9.02 Except where otherwise provided for in this Agreement, each of the Parties hereto will bear its own expense with respect to any arbitration proceedings. The Parties hereto will bear jointly the expenses of the Arbitrator on an equal basis.

9.03 No matter may be submitted to arbitration until all stages of the grievance procedure has been exhausted.

9.04 No arbitrator shall have the jurisdiction to hear or determine the suspension or discharge grievance of a probationary employee.

9.05(a)

9.05(b)

9.05(c)

As an alternative to the above, the parties may elect either to participate in the '"med-arb" process.

Participation in "med-arb" process as per 9.05(a) above shall be voluntary and contingent on the selection of a Mediator mutually agreed to by the Company and the Union.

In the event the parties fail to reach a mediated settlement through the med-arb process as per 9.05(a) above, either party may refer the matter to Arbitration and the parties agree to the appointment of the Mediator in the med-arb process as Arbitrator.

ARTICLE 10- DISCHARGE AND SUSPENSION CASES

10.01 A claim by an employee that he has been unjustly discharged or suspended shall be treated as a grievance provided that the aggrieved employee has attained seniority in accordance \\<ith Article 11 of this Agreement prior to being discharged or suspended and provided that the aggrieved employee submits a written grievance to Step 3: Final Revievv (General Manager) of the grievance procedure, within five working days following notification of discharge or suspension by the Company to the employee.

10.02 A discharge or suspension grievance referred to in Article 10.01 may be settled by:

(a) confirming the Company's action to discharge or suspend the employee, or

(b) reinstating the employee with full seniority and compensation for lost wages and benefits, or

(c) any other arrangement, except loss of seniority, which in the opinion of the conferring Parties, or the Arbitrator, is just and equitable.

10.03 A warning letter shall remain in an employee's record during a period of fifteen (15) months, after which, said letter will be struck from the record.

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10.04 A union steward, or in his absence the alternate, if available, shall be present at any meeting when any bargaining unit member is receiving formal notification of termination

10.05 The Company will provide copies, upon written request from the Union, of all previous discipline on which it has relied in instances of discharge or suspension.

ARTICLE 11- SENIORITY

11.01 The Company and the Union agree that job opportunity and security shall increase in the manner allowed under this Agreement.

11.02 A newly hired employee will be considered on probation for a period of ninety (90) days worked. A probationary employee shall be retained at the sole discretion of the Company. After the probationary period the employee's seniority shall date back to their most recent date of hire.

11.03 Seniority, once established for an employee, shall be forfeited under the following conditions, and the employee shall cease to be employed by the Company if the employee:

(a) voluntarily quits;

(b) is discharged for just cause and is not reinstated in accordance with the provisions of this Agreement;

(c) is laid off and fails to return to work within five ( 5) working days of being notified of a recall to work by the Company by registered mail or courier or witnessed hand delivery sent to the employee's last known address;

(d) is on lay-off for lack of work for the lessor of:

i. a period equivalent to the employee's seniority at the date oflay-off; or

n. twelve (12) consecutive months from the date oflay-off.

111. is absent from work without permission for three (3) days without a reason satisfactory to the Company;

1v. fails to return to work after the expiration of an authorized leave of absence without a reason satisfactory to the Company; or

v. uses an authorized leave of absence for a purpose other than that for which it was granted.

Pa2e No.9


11.04 Seniority shall be on a bargaining unit wide basis and shall mean the total lenf:,rth of continuous service with the Company since the employee's last date of hire.

11.05 Lavoti and Recall

(a) Subject to the Company's right to maintain a competent workforce and in situations where a reduction of the workforce is necessary, effected employees who have completed their probationary periods shall be given one ( 1) week's notice in writing in advance of the date of layoff or pay in lieu thereof.

(b) The provisions of 11.05(a)(c) and (d) shall not apply if no work is available due to fire, flood, emergencies, power failure, or any other conditions beyond the control ofthe Company.

(c) In the case of a temporary lay-off of five (5) working days or less, an employee may be laid off without regard to the provisions of 11.05(a).

(d) Employees shall be layed-off in the reverse order of seniority in the job classification, starting with probationary employees, provided the remaining employees have the skilL ability, and qualifications to meet the normal requirements of the work to be done without a training or trial period.

(e) Employees who are on lay-off shall be recalled in order of seniority provided that they have the skill, ability, and qualifications to meet the normal requirements of the work to be done without a training or trial period.

(f) An employee laid off as per 11. 05( a) above may elect to: I. take the layoff; or

II. request in wTiting to displace the most junior employee in any classification at the same or lower rate of pay provided they have the necessary skill and ability, without training, to fulfill the requirements of the job.

(g) An employee displaced as a result of the exercise of rights under 11.05(f) above will be entitled to displace the most junior person in the bargaining unit, as long as he can, without training, meet the normal requirements of the work to be done without a training or trial period.

An employee failing to or unable to displace a more junior employee as referred to above will be laid off.

(h) An employee who displaces another employee as provided in this section will be paid the rate of the classification of the employee he is displacing.

(i) No job will be filled through the posting procedure while there are qualified employees who retain recall rights to the classification where the opening occurs.

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11.06 Job Postings

(a) All vacancies and newly created positions, shall be posted for three

working days, a copy of which shall be given to the Union. An employee desiring

the position posted shall make application to the Company during this period. An

employee who is not able to make application personally, because of absence,

may ask the Plant Chairman to submit an application on their behalf.

(b) In filling a permanent vacancy the following factors shall be considered:

(i) the employee's skill, ability, and qualifications to meet the normal

requirements of the work to be done, and

(ii) the employee's seniority.

It is agreed that if the factors described in (i) above are relatively equal

among two or more employees, then factor (ii) shall be the governing factor.

(c) An employee accepted by the Company to a posted job who either fails to

qualify, or is dissatisfied, with the job, within a period of up to twenty (20)

working days shall be returned to their former job. Any other employee affected

thereby will also be returned to their former classification. The Company will

return to the list of employees on the original job posting and award the job to the

next successful applicant in accordance with the terms of Article 11.06(b ).

(d) The Company is only required to post the original vacancy and two (2)

subsequent vacancy.

11.07 An employee who is promoted or transferred to a position within the Company outside

the bargaining unit shall continue to accumulate seniority for a maximum of 6 months.

An employee returning to the bargaining unit during that 6 months will retain the

seniority accumulated.

11.08 It is agreed that the successful applicant for a permanent posting will not be permitted to

reapply for another job for a period of five (5) months.

11.09 The Plant Chair will be told of any layoffs in accordance with Article 11.05.

ARTICLE 12- HOURS OF WORK

12.01 This Article is intended to define the normally scheduled hours of work for employees but

shall not be construed either as a guarantee of any minimum, or as any maximum number

of hours, to be worked.

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12.02 (a)

12.02(b)

12.03

The normally scheduled weekly hours of work shall be as shown belovv.

(i) Day Shift,- 7:00a.m. to 3:30p.m.

(ii) Afternoon Shift-3:30p.m. to Midnight.

(iii) Night Shift- Midnight to 7:00a.m.

Should the company decide to change the number or start/end time of shifts it will give the employees two (2) weeks advance notice of the change

a) Employees, on the day and afternoon shifts, shall receive a thirty (30) minute unpaid meal break taken approximately midway through each shift.

b) Employees, on the night shift, shall receive a thirty (30) minute paid meal break taken approximately midway through the shift.

12.04 Employees on the days and afternoon shifts, shall receive two fifteen (15) minute paid break, one to be taken during each half shift. Employees on the night shift shall receive only one such paid break.

ARTICLE 13 - OVERTIME

13.01 Overtime, which shall be voluntary, shall be assigned as equitably as possible among the employees in the same classification as the work to be done, and who work on the same shift. Upon request, the Plant Chair will be shown the overtime records, where such records are related to a specific grievance or complaint.

13.02 Overtime at the rate of time and one-half the employee's regular rate of pay shall be paid for all work performed in excess of forty ( 40) hours in a week. The following shall contribute towards the forty (40) hours: hours taken for vacation; and, the hours paid under paragraph 15.01 for a paid holiday if the employee is eligible for holiday pay as described in paragraph 15.05.

ARTICLE 14- SHIFT PREMIUM

14.01 The Company shall pay a premium $0.75 per hour for hours worked on the afternoon shift, and $1.00 per hour for hours worked on the night shift.

I,aee No. l2


ARTICLE 15- HOLIDAYS

15.01 Employees will be paid their regular straight time hourly rate for up to eight (8) hours, calculated as per the Employment Standards Act, on the days upon which the holidays listed in Article 15.02 are celebrated.

15.02 New Year's Day Thanksgiving Day Christmas Day

Labour Day Victoria Day Civic Holiday

Good Friday Family Day Canada Day Boxing Day

15.03 Where the parties agree to substitute another day for one ofthe holidays listed in 15.02 of this Article, the day of the holiday will be treated as a regular working day and the employees will be paid accordingly.

15.04 Where any ofthe holidays enumerated in 15.02 ofthis Article fall on a Saturday or Sunday, the Company shall observe the holiday on either the preceding Friday or the succeeding Monday.

15.05 To be eligible for holiday pay, an employee must work the regularly scheduled work day immediately preceding such holiday and the regularly scheduled work day following such holiday unless absent due to vacation, bereavement leave, jury duty, lay-off not exceeding one week's duration p1ior to the holiday, or unless previously agreed to in writing by the Company.

15 .()6 Where an employee is on vacation on the day on which the holiday falls, they shall be entitled to an extra day's pay, or an extra day of vacation.

15.07 An employee who performs work on any ofthe holidays, shall be entitled to receive pay at one and one-half ( 1 Yz) times their regular hourly rate for the work perfom1ed on such holiday, in addition to any holiday pay the employee qualifies for under Article 15.05.

ARTICLE 16- VACATION PAY

16.01 An employee shall receive an annual vacation m accordance with the length of continuous employment with the Company.

16.02 The vacation year shall be from January 1st to December 31st of any year.

16.03 An employee with less than one ( l) year of service, as of January 1st, shall receive vacation, and vacation pay in accordance with the Employment Standards Act.


16.04 An employee with one (l) or more years of service as of January 1st, in any year. shall be entitled to vacation as follows;

1.

11.

111.

Years of Continuous Employment

1 year but less than 5 years 5 years but less than 10 years 1 0 years or more

Weeks of Vacation

two (2) three(3) four (4)

16.05 An employee shall receive vacation pay in the amount of two percent (2%) of the employee's gross earnings for each week of vacation entitlement.

16.06 "Gross Earnings" shall mean - total taxable earnings for the previous vacation year, excluding taxable benefits.

16.07 An employee who leaves the employment of the Company for any reason prior to December 31, shall receive any vacation pay due the employee as allowed under this Agreement.

16.08 The Company will post a notice by April 1st of each year giving employees until May 1st an opportunity to indicate their preference for vacation. The Company will endeavour to accommodate employee's preferred vacation periods by order of seniority. The Company reserves the right to make final approval of the vacation schedule, including a full or partial plant shut do\\-TI, if any. Employees who do not make their choice by May 1st, shall be allowed vacation on a first come first serve basis.

ARTICLE 17- LEAVE OF ABSENCE

17.01 The Company may grant an employee a leave of absence without pay for a legitimate personal reason.

17.02 An employee requesting a leave of absence greater than five (5) working days shall make such a request in writing and, with the exception of emergencies, give the Company two (2) weeks advance notice. If the Company grants such leave, it shall do so in writing.

17.03

17.04

The Company may, upon two (2) weeks notice of request, grant leave of absence without pay, or loss of seniority, for up to a total of thirty (30) days for the purpose of steward, and health and safety training, and educational courses. If more than one employee is off of work at the same time, under this paragraph, they shall not be from the same department. Such pennission shall not be unreasonably denied.

The Company may grant an employee a leave of absence of not more than one year, and not less than six (6) months, to work in an official capacity for the Local or lntemational Unjon. The employee must request the leave in writing and the Union must approve it.

Paee No. 14

Core Manufacturing Inc. llnited Steelworkers

This leave may be extended for an additional one year period. Such permission shall not be unreasonably denied.

ARTICLE 18- BEREAVEMENT LEAVE AND JURY DUTY

18.01 The Company shall pay an employee, who has completed their probationary period, up to three days' pay. at the employee's straight time hourly rate, in the event of the death of the employee's current spouse, father, mother, brother, sister, son, daughter, and a child in guardianship residing with the employee, mother/father-in-law, grandparent and grandchild. An employee is not entitled to receive pay for Saturday or Sunday.

18.02 When a death occurs to a regular full-time employee's sister-in-law or brother-in-law the employee, on request will be excused from work on the day of the funeral and will receive their regular pay for that day.

18.03 Jury Duty: Any employee who is summoned and is required to serve on ajury shall be paid the ditTerence between the amount paid for such service and their regular straight hourly rate for the time lost by reason of such service subject to the following provisions.

(a) Employees must notify the Company within a reasonable time after receipt of notice selection for jury duty;

(b) An employee called for jury duty and who is temporarily excused from attendance at Court during working hours must report for work within a reasonable time;

(c) In order to be eligible for such payments, the employee must furnish a \Witten statement from the appropriate public official showing the date and time served and the amount of pay received.

ARTICLE 19- CALL-BACK PAY

19.01 Other than tor scheduled overtime, an employee called for work outside his regular working hours shall be paid the greater of:

1. four (4) hours at the appropriate overtime rate of pay, or

2. the appropriate overtime rate for all hours worked.

19.02 The provisions of 19.01 above shall not apply when an employee is called to work immediately prior to the start or immediately following the end of his scheduled shift. In all such cases the employee shall receive his appropriate rate of pay as called for in Article 13.

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ARTICLE 20- REPORTING FOR WORK

20.01 Employees reporting for work as usual on a regular working day, unless notified by the Company not to report, and for whom no work is available, shall be offered at least four hours' work or four hours' pay in lieu, provided the employee is willing to perform any work assigned to him. This provision shall not apply if the failure to provide work is caused by reason of power failure, fire, flood, or other cause beyond the control of the Company.

ARTICLE 21 - SAFETY

21.01 The Company agrees to comply with the provisions of the Occupational Health & Safety Act.

21.02 The Company and the Union agree to name a Safety and Health Committee to be comprised of an equal number of Company and Union representatives, not to exceed three (3), to allow representation from each shift. The Committee shall meet at least every three (3) months, or more frequently if so agreed to by the Committee, except in the event of an emergency, where a meeting may be called by either the Company representatives or the Union representatives. The function of the Committee shall be to to make recommendations on matters of health and safety as related to the Occupational Health and Safety Act.

21.03 The Company shall notify the Safety Committee of any compensable accident or injury to an employee.

21.04 All post- probationary employees will be entitled to an allowance of $125 for the purchase of CSA approved safety footwear, paid out with the first pay in May of each year.

21.05 The Company shall continue its current practice with regard to the provision of protective work clothes for employees.

21.06 (a) An employee may refuse to work where he has reason to believe that in performing the

work he is likely to endanger himself or another worker.

(b) Upon refusing to work the employee shall promptly report the circumstances to his supervisor, or another member of management. The supervisor or member of management who shall investigate the circumstances of the refusal in the presence of the Union Health and Safety Representative.

(c) Upon completion ofthe circumstances flowing from (a) above, the employee may refuse to work where the employee has reasonable grounds to believe that in performing the work the employee is likely to endanger himself or another worker. Such being the case the Company or the Union Health and Safety Representative shall cause an inspector to be notified thereof.

Pa~e No. 16


(d) The inspector shall investigate the refusal to work in the presence of the Company, the Union Health and Safety Representative, and the employee.

(e) Until the investigation is completed the employee shall remain in a safe place near his or her work station. However, during this period of time the Company may assign the employee alternate work.

ARTICLE 22- PAYMENT FOR INJURED EMPLOYEES

22.01 In the event that an employee is injured in the performance of his duties, he shall, to the extent that he is required to leave work and receive treatment, be paid for his lost time for the remainder of his shift, provided he does not receive payment from the Workplace Safety and Insurance Board for the same hours.

ARTICLE 23 - BULLETIN BOARDS

23.01 The Company agrees to provide the Union with a bulletin board in the plant for the purpose of posting Union notices and official papers. It is agreed that notices must be authorized by the Company before posting on the bulletin board.

ARTICLE 24 - WELFARE - BENEFITS

24.01 Subject to the benefit carriers terms and conditions, employees shall be enrolled in the benefits summarised in Schedule "B", and the Company shall pay its required contributions towards the premiums as called for in Schedule "B". Benefit coverage shall stop on the day the employee ceases to be actively employed by the Company. An employee who is, retired, on lay-off, or, on a leave of absence greater than thirty (30) days is not considered on active employment.

24.02 The Company's liability under Article 24 and Schedule "B" shall be limited to the premium contributions required to be paid under the provisions of this Agreement.

24.03 Newly hired employees shall not be entitled to any of the benefits referred to in Article 24.01 but shall be entitled to coverage on the first day of the month following the month in which they complete their fourth (4th) month of employment. Eligible dependants shall be entitled to coverage at the same time.

ARTICLE 25- CLASSIFICATIONS AND WAGE RATES

25.01 (a) The wages paid employees, and their classifications are set out in Schedule ''A" - Classifications and Rates of Pay and form a part of this Agreement.

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(b) Notwithstanding (a) above, the Company may pay more than the maximum for any classification shown in Schedule "A". If an employee is paid more than the maximum for their classification, the pay of all employees in the affected classification shall be based on this higher rate of pay.


25.02 An employee who is temporarily transferred to another job for which the regular rate is less than that which the employee is receiving, shall retain their former rate; an employee who is temporary transferred to a job with a higher rate, for more than fifteen ( 15) days worked, shall be paid the rate shown in Schedule "A".

25.03 An employee transferred or promoted to a higher rated job shall retain their former rate for twenty (20) days worked, after which the employee shall be paid the rate shown in Schedule "A" for the new classification.

25.04 An employee who is paid a rate of pay higher than the maximum for the classification shall be considered "Red Circled". Any general increase to the rates of pay shall only apply to that portion of the employee's pay found in Schedule "A".

25.05 An employee shall lose their red circle status if they are bumped out of their job or accepts a job posting under Article 11.

25.06 An employee who is bumped out of their job may return directly to their job, within twelve (12) months, without a job posting. Such an employee shall reacquire their red circle status.

ARTICLE 26- HUMANITY FUND AND LIFELINE FOUNDATION

26.01 (a) The Company agrees to deduct on a bi-weekly basis the amount of one cent ($0.0 1) per hour from the wages of all employees in the bargaining unit for all hours worked and, prior to the fifteenth day of the month following, to pay the amount so deducted to the "Humanity Fund" and to forward such payment to United Steelworkers, National Office, 234 Eglinton Avenue East, Toronto, Ontario M4P 1K7, and to advise in writing both the Humanity Fund at the aforementioned address and the local union that such payment has been made, the amount of such payment and the names of all employees in the bargaining unit on whose behalf such payment has been made.

(b) It is understood and agreed that participation by an employee in the Bargaining Unit in the program of deductions set forth above may be discontinued by an employee in the Bargaining Unit after the receipt by the Company and the Local Union of that employee's written statement of his/her desire to discontinue such deductions from his/her pay which may be received within four weeks of ratification of this Agreement or at any time thereafter.

26.02 Effective May 1, 2007, the Company agrees to deduct on a bi-weekly basis

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the amount of four cent ($0.04) per hour from the wages of all employees in the bargaining unit for all hours worked and, prior to the fifteenth day of the month following, to pay the amount so deducted to the "Lifeline Foundation" and forward such amount to, 25 Cecil Street, Toronto, Ontario M5T 1Nl.


ARTICLE 27- DURATION AND TERMS

27.01 This Agreement shall become effective the 1st day of May, 2012 and shall continue in effect up to and including the 30th day of April, 2014.

27.02 Either Party desiring to renew or amend this Agreement may give notice in writing of its intention during the last ninety (90) days of its operations.

27.03 If notice of the intention to renew or amend is given by either party pursuant to the provisions of the preceding paragraph, such negotiations shall commence not later than (15) days after such notice or as soon thereafter as is mutually agreed.

SIGNED AT TORONTO, ONTARIO THIS ___ DAY OF ___ , 2012 for

the Company the Union

Paee No.19


SCHEDULE "A"- CLASSIFICATIONS & RATES OF PAY ($ffiR)

C urrcnt Ratl' 1st \car a 2nd\ car H\\ T up to S600 Cla,sification 1.5"(, a 1.5"o ptr~car·'

Assembler $ 18.32 $ 18.59 $ 18.87 $600

Break Press $ 19.20 $ 19.48 $ 19.78 $600

CNC Operator $ 21.21 $ 21.53 $ 21.85 $600

Core Assembly $ 18.32 $ 18.59 $ 18.87 $600

Painter $ 18.63 $ 18.91 $ 19.19 $600

Weld Prep $ 19.20 $ 19.48 $ 19.78 $600

Welder 1 $ 21.21 $ 21.53 $ 21.85 $600

Welder2 $ 22.18 $ 22.51 $ 22.85 $600

Company appointed Lead Hands shall be paid a premium of $1.10 per hour.

*Health & Welfare Trust Account of up to $600 per year(@ $50 per month for all active employees effective May 1, 2012)

Signing Bonus of $50 per employee following ratification of this offer

Patze No. 20


SCHEDULE "B" - SUMMARY OF BENEFITS

1. The following is a summary of the benefits referred to in Article 25:

(i) Life Insurance, and Accidental Death & Dismemberment

1:&1 One (1) times annual earnings to the next higher $1,000 to a maximum of$250,000. 1:&1 Reduced by Y:! at 65 years of age to a maximum of $77,500.

(ii) Health Benefits

1:&1 Drug Plan: No deductible; plan pays 80%. 1:&1 Major Medical: Plan pays 80%; 100% for hospital and services outside of Canada. 1:&1 Lifetime maximum of$1,000,000 outside of Ontario. 1:&1 Semiprivate hospital.

(iii) Weeldy Indemnity

1:&1 Effective the date of ratification of the Collective Agreement, the Company will pay an employee from the 1st work day missed as a result of an accident or hospitalization, excluding elective surgery, or from the 8th day of illness, to the 14th day, a benefit of 66 2/3% of the employee's pre-disability earnings up to the EI maximum.

(iv) Dental Benefits

1:&1 No deductible amount per calendar year. 1:&1 Reimbursement Percentage: Type 'A'- 80%. 1:&1 Maximum Amount: Type 'A' - $, 1000 per calendar year. Effective August 1, 2006, amend to read; $1,200 per calendar year. 1:&1 Current ODA fee schedule.

(v) Long Term Disability

1:&1 Benefit: 66.67% of the first $2,500 of monthly earnings plus 50% of the balance of monthly earnings to a maximum of $6,000 per month. 1:&1 Benefit Commencement: 120th consecutive day of disability. 1:&1 Maximum Benefit Period: to employee's 65th birthday.

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(vi) Vision Plan

IRI Each employee and their eligible dependant(s) member of the family shall be entitled to a claim of up to $250, each, over a two year contract period, towards the purchase of eyeglasses and/or eye examination.

2. The premiums for the benefits referred to in Section 1, above, will be shared 85%/15% by the Company and employees respectively. This co-payment does not include Life Insurance, Accidental Death & Dismemberment and Long Term Disability premiums, which costs will continue to be paid 100% by the employees. Effective May 1, 2011, the Company's copayment for Health & Dental coverage premiums will increase from 85% to 90%,

3. The current practice with respect to the 2 paid sick days shall continue during the life of the Agreement.

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LETTER OF UNDERSTANDING NO. 1

BETWEEN

and

CORE MANUFACTURING INC. (hereinafter called the 'Company')

UNITED STEELWORKERS OF AMERICA (hereinafter called the 'Union')

Re: John B. Grant

The Parties agree that the Supervisor John B. Grant may be assigned to perform the duties of a Painter without such work being considered a violation of Article 2.02 of the Collective Agreement. This letter only applies to John B. Grant and not to any other employee.

While supervising other departments he shall not perform the duties of a Painter, except in cases of emergency.




LETTER OF UNDERSTANDING NO.2

BETWEEN

and



Re: Third Shift Hours Of Work

The Company will make every reasonable effort, in the circumstances, to extend the hours of work for the employees on the Night Shift for up to forty ( 40) hours per week.

Such a plan might look like as found below:

(i) Three (3) hours added to the Friday night shift, and

(ii) one (1) hour worked prior to their night shift, on two occasions per week.



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LETTER OF UNDERSTANDING NO.3

BETWEEN

and



Re: Clarification of Current & Past Practice

The parties acknowledge the Company's current & past practice of having working supervisors in the day to day operations in a manner that does not result in the immediate layoff of bargaining unit members or prevent the recall of laid off bargaining unit members to full time work.

Further, the parties agree that the owners and members of their direct family may perform bargaining unit work at any time.



Pae:e No. 25

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