COLLECTIVEAGREEMENT

BETWEEN

AEROPLAN(HEREINAFTER “THE COMPANY”)

AND

UNIFOR(HEREINAFTER “THE UNION”)

AND ITS LOCAL 2002

EFFECTIVE: NOVEMBER 15th, 2015 – NOVEMBER 14th, 2018

3

TABLE OF CONTENTS Articles ARTICLE1 PURPOSEOFAGREEMENTANDDEFINITIONS..................................................1

ARTICLE2 UNIONRECOGNITION......................................................................................3

ARTICLE3 RESERVATIONSOFMANAGEMENT..................................................................4

ARTICLE4 SCOPEOFAGREEMENT....................................................................................5

ARTICLE5 RATESOFPAY,SHIFTPREMIUMS.....................................................................6

ARTICLE6 HOURSOFWORK,WORKSCHEDULESANDSUB-SCHEDULES,TRANSFERWITHINALOCATION,MEALANDRESTPERIODS,SHIFTTRADES....................................7

ARTICLE7 OVERTIME,RECALL,TIMECLEARANCE,TIMEBANK,TIMEOFF........................14

ARTICLE8 SPECIALANDTEMPORARYASSIGNMENTS.....................................................17

ARTICLE9 PROBATION..................................................................................................19

ARTICLE10SENIORITY,STAFFREDUCTION,RECALLFROMLAYOFF...................................20

ARTICLE11LEAVEOFABSENCEANDSICKLEAVE..............................................................27

ARTICLE12TRANSFERS,CHANGEOFSTATUS,CHANGEOFCLASSIFICATION......................35

ARTICLE13STATUTORYHOLIDAYS..................................................................................38

ARTICLE14VACATIONS...................................................................................................39

ARTICLE15GRIEVANCEPROCEDURE–GENERAL..............................................................44

ARTICLE16DISCIPLINARYANDDISCHARGEACTIONANDAPPEALPROCEDURES...............47

ARTICLE17ARBITRATION................................................................................................51

ARTICLE18UNION-MANAGEMENTCOMMUNICATIONS..................................................52

ARTICLE19GENERALPROVISIONS...................................................................................62

ARTICLE20CHECK-OFF....................................................................................................66

ARTICLE21DURATIONOFAGREEMENT...........................................................................68

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LETTEROFUNDERSTANDING

NO.1: PART-TIMEEMPLOYEMENT...........................................................................69

NO.2: ACCRUEDSERVICEONCHANGEOFSTATUSANDJOINEDSERVICEINUNIFORSCOPE...........................................................................................................72

NO.3: UNIONACTIVITIES.........................................................................................73

NO.5: OFF-DUTYSTATUS,INDUSTRIALDISPUTES.....................................................74

NO.6: LANGUAGE....................................................................................................77

NO.7: APPLICATIONOFARTICLE2.03.......................................................................79

NO.10: REDUCEDWORKWEEK..................................................................................80

NO.11: MONITORINGANDMEASUREMENTOFWORKPERFORMANCE......................82

NO.12: VOLUNTARYSTAFFREDUCTIONPROGRAMS..................................................83

NO.13: EXTENDEDLEAVEOFABSENCE–MATERNITYHEALTHCONCERNSRELATEDTOPOTENTIALLYHAZARDOUSWORKINGCONDITIONS.......................................84

NO.14: RECIPROCALTRANSFERSANDCHANGESOFSTATUS.......................................86

NO.16: EXPANSIONOFSCOPETASKS/DUTIES............................................................87

NO.17: TEMPORARYEXPANSIONOFSCOPETASKS/DUTIES........................................88

NO.18: CESSATION,REDUCTIONORCHANGEOFOPERATIONS...................................89

NO.22: LEADAGENTS................................................................................................91

NO.23: RELIEFLEADAGENTS.....................................................................................93

NO.27: EDUCATIONALTRAININGPROGRAM.............................................................94

NO.28: SOCIALMEDIA...............................................................................................96

MEMORANDUMOFUNDERSTANDING

NO.1: AEROPLANCANADAINCPENSIONPLAN,FOREMPLOYEESPREVIOUSLYREPRESENTEDBYCAWLOCAL2213ANDLOCAL1990,CURRENTLYREPRESENTEDBYUNIFORLOCAL2002.................................................................................97

NO.2: RETIREMENTPHASE-INWITHPART-TIMEEMPLOYEMENT..............................99

NO.4: REHABILITATIONPROGRAMNON-WORKRELATEDDISABILITIES...................101

NO.5: REHABILITATIONPROGRAMWORKERSCOMPENSATIONCLAIMANTS...........104

NO.8: PROGRAMTOACCOMMODATEEMPLOYEESWITHPERMANENTRESTRICTIONS/DISABILITIESINSCOPEFUNCTIONS..............................................................107

NO.11: WEBNAVIGATION.......................................................................................110

NO.12: NONAIRREWARDSHOTELS&CARBOOKINGS.............................................111

NO.14: PAIDEDUCATIONALLEAVE.........................................................................112

NO.15: SOCIALJUSTICEFUND.................................................................................113

NO.16: DRUGCOVERAGE........................................................................................114

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LETTEROFINTENT

WOMEN’SADVOCATE...................................................................................................115

RESPECTINTHEWORKPLACE........................................................................................116

SCHEDULING................................................................................................................118

PENSION ...................................................................................................................119

APPENDIX

APPENDIXA.................................................................................................................120

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Article1 PURPOSEOFAGREEMENTANDDEFINITIONS

1.01 ThepurposeofthisagreementisinthemutualinterestoftheCompanyandtheemployees toprovide for theoperationof theservicesof theCompany under methods which will further, to the fullest extentpossible,theefficiencyandeconomyofoperation,andthecontinuationof employment under conditions of reasonable hours, compensationandworking conditions. It is recognized by this Agreement to be theduty of the Company and the employees to cooperate fully bothindividuallyandcollectivelyfortheadvancementofthatpurpose.

1.02 The Company and the Union agree to abide by all the procedures

provided by this Agreement and the Canada Labour Code for thepurpose of peaceful settlement of disputes. This Code provides thatemployeesmaylegallystrike,andtheCompanymaylockout,followingcompletion of the bargaining and conciliation process at theterminationofanAgreement.

1.03 In view of the orderly procedure established by this Agreement as

requiredbytheCodeforthesettlingofdisputes,theUnionagreesthat,duringthelifeofthisAgreement,thereshallbenostrikeorstoppageofwork, either complete or partial, and the Company agrees that thereshallbenolockout,eithercompleteorpartial.

1.04 DEFINITIONS:Thefollowingwords,asusedthroughouttheAgreement,

shallconveythemeaningappendedtothem.1.04.01 Agreement-meanstheAgreementineffect,includingamendmentsor

interpretations thereto agreed upon and covered by letterssigned/confirmed by responsible Company and accredited UnionOfficers/Representatives.

1.04.02 Location–meansaplaceofworkwhereemployeesareemployed.1.04.03 Classification-meansaclassificationasdefinedinArticle4.1.04.04Company-meansAeroplanCanadaInc.(alsoreferredtoasAeroplan)as

represented through Officers and Management at various levels ortheirdelegatedrepresentatives.

1.04.05 Employee-meansanypersonintheemployoftheCompanywhoisin

thebargainingunitcoveredbythisAgreement.1.04.06 Holiday - means both paid general holidays, as provided for in the

Canada Labour Code, and any additional negotiated paid holidays aslistedinArticle13.01.

1.04.07 In Writing – means any form of paper or electronic communication.

(Email/Systemnotification)1.04.08 LanguageRequirement -forthepurposeofthisAgreementshallrefer

toFrench/Englishbilingualrequirements.

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1.04.09 Requirements of the Service - means a situation which calls forimmediateactionandwhichcouldnotbepredictednorpre-plannedfor.

1.04.10 Shift-meansascheduledperiodoftimewithinaday,asdescribedina

WorkScheduleorSub-Schedule, forwhichanemployee is requiredtobepresent.

1.04.11 Status–shallmeanFull-Time&Part-Time.1.04.12 Supervisory Personnel -meansanyCompanypersonnelwhoseduties

include the administrative supervision of others, and who are notcoveredbytheAgreement.

1.04.13 Union–MeansUniforanditsLocal2002.1.04.14 VerticalLines-meansarevisioneffectivewiththecurrentAgreement.

Asingleverticallinedenotesaneditorialchange.AdoubleverticallinedenotesanegotiatedrevisioneffectivewiththecurrentAgreement.

1.04.15 WorkSchedule-meansaprojectionofallscheduledshiftsatalocation

with regard toscheduleddaysonanddaysoff, includingshift startingandterminatingtimes.

End

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Article2 UNIONRECOGNITION2.01 TheCompanyrecognizestheUnionasthesolebargainingagentforall

employeescoveredbythisAgreement,asdefinedinArticle1.04.2.02 Hoursofwork,wagesandotherconditionsofemployment,asgoverned

bythisAgreement,applyonlytothoseemployeeswithintheterritoriallimits of Canada, and those classifications specifically mentionedhereinafter.

2.03 The Company will not permit any person not covered under this

Agreement to do any tasks/duties covered under this Agreement,unlessspecificallyprovidedforherein.

NOTE1: Management Trainees at a location are exempt from thisprovisionforaperiodnottoexceedthirty(30)days,providedsuchManagementTraineesarenotassignedasacontingentpartoftheemployeeworkforce.

NOTE2: Management personnel shall be exempt from this provision

when the requirements of the service, as defined in Article1.04.09, are such that customer delays or inconveniencescould reasonably be expected to occur without theirintervention.

End

4

Article3 RESERVATIONSOFMANAGEMENT3.01 The control and direction of the employee work force, including the

righttohire,suspendordischargeforcause,terminate,toadvanceorstepbackinclassification,toreassign,totransferorlayoffbecauseoflack of work or for other legitimate reasons, is vested solely in theCompany.

3.02 Theabove(3.01)shallnotbedeemedtoexcludeotherprerogativesnot

enumerated.Anyof the rights,powersorauthority theCompanyhadprior to the signing of the first Agreement, are retained by theCompany, except those specifically abridged, delegated, granted ormodifiedbythisoranysupplementaryagreementsthatmaybemadein the future. It isunderstoodthatnoneof the foregoingshalldetractfromtherighttolodgeagrievanceorappealinthemannerandtotheextenthereinprovided.

3.03 It is expressly understood and agreed thatmanagement rights as set

outinArticles3.01and3.02hereofaresubjecttotheprovisionsofthisAgreement, and shall not be exercised in a manner inconsistentherewith.

End

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Article4 SCOPEOFAGREEMENT4.01 AllCompanypersonnelwhoareemployeeswithintheterritorial limits

ofCanadaandwithin the followingdefinedclassificationsarecoveredbythisAgreement.

4.02 CUSTOMERSALESANDSERVICEAGENT-Comprisesallthoseemployees

who perform direct marketing sales and service functions andpassenger sales and service functions (by telephone, or through anymedia, including social media, see MOU11 and LOU28). Includingtelephone contacts originating from members in the United States,disseminating information, making reservations, processingreservations messages, assembling reservations data, issuing tickets.CSSAwillalsocompriseofemployeeswhoperformthefunctionofLeadAgent&LetterWriter.Note: TheprincipalfunctionofaLeadistoprovideleadership,support

anddirection toagroupofemployees in theareasof technicalexpertise, customer service and operational demands whileremainingafullworkingmemberofthatgroup.LeadAgentsshallnotbepermitted tobedirectly involved in thedisciplineofanyotheremployee.

4.03 The Company may reclassify employees or create new or different

classifications covering tasks related to or performed under thisAgreement. If such classification comes within the recognition orcertification of the Union, it is agreed that the Union may open theAgreementandnegotiate thewages for suchclassification,unless thechange occurswithin ninety (90) days prior to the termination of theAgreement,inwhichcasethenewratewillbecomepartofthenormalbargainingprocess.

End

6

Article5 RATESOFPAY,SHIFTPREMIUMS5.01 Ratesofpayasenumeratedareonaweeklybasisandareestablishedon

thebasisofaworkingweekasprovidedforinArticle6.01.5.02 TheCompany,atitsdiscretion,maypayhigherratesthanthegraduated

scale,butnotinexcessofthemaximum.5.03 Atrainingperiodofnotmorethanfour(4)weeksatthefirstfiftytwo(52)

weekratemayberequiredbeforethefirstfiftytwo(52)weekpayperiodbeginstorunout.Scheduledadvancementinpaywithinthesalaryscalesestablished by this Agreement shall be upon the first day of the payperiod following completion of service of each period of fifty two (52)weeks.

5.04 RATESOFPAY5.04.01 Customer Sales and Service Agent & Lead Customer Sales and Service

Agents

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EffectiveApril15,2016 HourlyEquivalent WeeklyRate MonthlyEquivalent1st52weekperiod 16.00 640.00 2773.332nd52weekperiod 17.20 688.00 2981.333rd52weekperiod 18.40 736.00 3189.334th52weekperiod 19.60 784.00 3397.335th52weekperiod 20.80 832.00 3605.336th52weekperiod 22.00 880.00 3813.337th52weekperiod 23.20 928.00 4021.33

0 Note:EmployeeshiredpriortoApril15,2016willbepaidasperwages

outlinedinappendixA.5.04.02

LeadCustomerSalesandServiceAgents& LetterWriter Premium

1st12monthsofassignment8%ofemployee’scurrent

rateAftercompletionof1st12monthsofassignment

10%ofemployee’scurrentrate

5.05.01 Allhoursnotworkedwillberecordedandtheapplicabletimedebitswillbemadeonanhourlybasisbytheamountoftheapplicablehourlyrate,and thenumberof hours sodeducted, aswell as thenumberof hourscredited as overtime/recall, shall be shown on a pay statementaccompanyingsuchpaycheque.

End

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Article6 HOURSOFWORK,WORKSCHEDULESANDSUB-SCHEDULES,TRANSFERWITHINALOCATION,MEALANDRESTPERIODS,SHIFTTRADES

6.01 HOURSOFWORK6.01.01 The standard working week shall be forty (40) hours. The standard

workingdayshallbeeight(8)consecutivehoursincludingmealandrestperiods. Where the standard working day is not practicable, theemployee may be scheduled for more than eight (8) hours but not inexcess of ten (10) consecutive hours, inclusive of rest periods. In thedevelopmentofsuchschedules,nolessthantwo(2)consecutivedaysoffwillbescheduledtogether,unlessotherwiseagreedbytheCompanyandtheUnionattheDistrictlevel.

6.02 WORKSCHEDULESANDSUB-SCHEDULES6.02.01 IndealingwithWorkSchedules,itistheresponsibilityoftheCompany

to establish the staffing levels for all work functions and therequirementforvariousperiodoftheday.

6.02.02 Toensurethereisanunderstandingofthedesiresoftheemployeesas

wellastheoperationalrequirementsoftheCompany,WorkSchedulesorSub-Scheduleswill jointlybereviewedandadjustedwhererequiredtaking into consideration the results from shift surveys created andadministered by the Union and the Company at each location. Aminimumof2Unionand2Managementmemberswillparticipate.Thisnumbermaybeincreasedbymutualagreement.

0 Note:0 Atthetimeoftheschedulebid,anexpectedenddatefortheschedule

istobecommunicatedandshallnotbemodifiedtoanearlierdate.Anyextensiontotheschedulecanbedonefollowingtimelinesestablishedasperthisarticle.

6.02.02.01 WorkSchedulesmaycontainshifts/bid lines related tospecificgroups

ofemployeesbylocationand/orfunction(s);additionally,reliefagentisafunctionforwhichseparateshiftsmaybedeveloped.

6.02.02.02 Thefollowingshiftpatternscanbeimplementedinallfunctions§ 5dayson2daysoff(5x2=08:00Hrs.)and§ 4dayson3daysoff(4x3=10:00Hrs.)and/or§ Oneofthefollowing:§ 6dayson3daysoff(6x3=08:30Hrs.)or§ 4dayson2daysoff(4x2=08:30Hrs.)or§ 5dayson3daysoff(5x3=09:05Hrs.)or§ Anothershiftpatternmutuallyagreedto.6.02.02.03 OpenBidsintoworkfunctionswillonlyoccurifmutuallyagreedbythe

CompanyandtheUnion.6.02.02.04 Shiftschedulesand/orbidlineswillbeselectedbyseniorityorder.The

Union will determine if fixed or rotational schedules will beimplementedforallorvariousfunctions.

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6.02.02.05 In the event the joint shift committee is not able to finalize a work

schedule; the issuewillbe referred to theHeadquartersof theUniforLocal2002andtheCompanyforanexpeditedresolution.

If the issue cannot be settled the Company will implement a work

scheduleandtheUnionmayproceedtoarbitrationinaccordancewithArticle17.

6.02.03 SHIFTBIDS6.02.03.01 Shiftbidswillbeconductedinaccordancewiththefollowingguidelines

andtimeframes:6.02.03.02 Theshiftbidprocess(postingandbidding)willtakeplaceoveraperiod

ofuptoeight(8)calendardays.Theshiftwillbepostedfornolessthanfour(4)calendardays.

Note1: Until such time as the automated bidding process is

implemented, it is agreed that the bidding process will beagreed to at the Headquarters’ level between the CompanyandtheUnion.

Note2: The Company will consult the Union at the Headquarters’

levelpriortoimplementinganautomatedbiddingprocess.6.02.03.03 Implementation of the revised shift schedule will occur no less than

seven (7) calendar days after the bid process is completed andpublished.

0 Note:0 TheCompanywillprovideonlineaccesstoaminimumof4weeksofthe

schedulewithin7workingdaysoftheconclusionofthebiddingprocess(across all location). The remaining of the schedule will be providedwithin the following 10 working days. Timelines may be extended ifnecessary,followingdiscussion(s)withtheUnion.

6.02.03.04 For the purpose of equalization, no less then seventy-two (72) hours

notice is required for the alteration of an employees’ scheduled dayson/offwhenmovingfromoneshiftbidtoanother.

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6.02.04 RELIEFSHIFTSCHEDULES6.02.04.01 Agents performing relief functions for support areas will be primarily

consideredasPhoneAgents.6.02.04.02 ReliefAgentswillbescheduledtoreplacevacation,illness,preplanned

vacanciesorday-ofabsences.ThedecisiontoreplacesuchvacanciesisatthediscretionoftheCompany.

0 Note:0 Relief Agents shall receive the complete function training within six

monthsofenteringthefunction.6.02.05 ADVANCERELIEFASSIGNMENT-SUPPORTAREAS6.02.05.01 ReliefforSupportareaswillbescheduledaccordingtothefollowing

guidelines:

Wherereliefagentsareonafixedshift:Assignmentwillbedonebysenioritybasedonthepreferenceform.

Wherereliefagentsareonarotation:Assignmentwillbedonebyclosestrequiredstarttimebasedonseniority.

6.02.05.02 ForstatutoryholidaysReliefAgentswillbeconsideredpartofthe

PhoneSectionrequirementunlessanalternateprocessismutuallyagreeduponatthelocallevel.

6.02.06 DAYOFOPERATIONSRELIEFASSIGNMENT-SUPPORTAREAS6.02.06.01 ReliefAgentscanbecalledupontoperformtaskswithinafunctionthey

are qualified for regardless of thebase shift they are holding or havetradedfor.

6.02.06.02 Wherereliefagentsareonafixedshift:

Assignmentinoroutofthefunctionwillbasedontheprincipalofseniorvolunteerorjuniorassigned.

Wherereliefagentsareonarotation:Assignmentintothefunctionwillbedonebyclosestrequiredstarttimebyseniority.Assignmentoutofthefunctionwillbedonebythemostjuniorwiththeleastremainingtimeontheirshift.

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6.02.07 PHONERELIEF:6.02.07.01 Whereagentsareonafixedshift:

Assignmentwill be determinedby seniority basedon the preferencessubmitted.

Whereagentsareonarotation:

Assignmentwillbedeterminedbyclosestrequiredstarttimebasedonreverseseniority.

6.02.08 RELIEFSHIFTANDWORKSCHEDULEALTERATIONS6.02.08.01 Whenanemployee'sscheduledshiftorscheduledshiftstartingtimeis

altered,theCompanywilladvisetheemployeeinwriting.TheCompanywilladviseatleastforty-eight(48)hoursinadvanceofthestartingtimeof the shift the employee will now be working. The Company willinitially advise the employee of the change and then provideconfirmation,inadvanceofthechange,inwriting,includingthereason,withacopytotheUnion.Theforty-eight(48)hoursofadvancenoticemay be reduced if mutually agreed between the Company and theemployee.

6.02.08.02 TheCompanyshallnotalteranemployee'sscheduledday(s)on/day(s)off,unlessitadvisestheemployeeinwritingatleastfourteen(14)daysin advance of the starting time of the first shift that the employeewould have worked or the first shift that the employee will now beworking, whichever is the earlier shift. The fourteen (14) days noticemay be reduced if mutually agreed between the Company and theemployee. For an employee receiving training the notice may bereducedtoseven(7)days.

6.03 TRANSFERSWITHINALOCATION6.03.01 Vacanciesoccurringinaworkfunctionwithinalocationwillbefilledin

accordancewiththefollowing.6.03.01.01 An employeemay submit a preference form to changework function

within the location to Workforce planning with a copy to the UnionDistrictChair. In fillingvacancies,except thosevacanciesunderArticle6.03.01.02, the Company will honour these requests in order ofseniority.

NOTE: Wherelackofabilitycanbeshownafter6monthswithintheir

newworkfunctiontheCompanymayreturntheemployeetotheirpreviousfunctionandanyotheremployeewhohasbeentransferred because of the rearrangement of positions willalsobereturnedtotheirpreviousfunction.

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6.03.01.02 TheCompanywilldeterminewhetheritisnecessarytofillatemporaryvacancyarising fromtheabsenceofanemployee,however,whenthedecisionistofillsuchavacancy,wheneverpracticalitwillbeofferedtothemostsenioremployeeinthelocationwhohasrequestedatransfertothatfunction.

6.03.01.03 The foregoing will not preclude the Company and the Union at the

District level from implementingothermutually agreeableprocedureswhichareconsistentwithlocalneeds.Withsix(6)monthsnotice,eitherpartymaycancelsuchproceduresandreturntothebasictermsoftheCollectiveAgreement.

6.03.01.04 IntheapplicationofArticles6.03.01.01and6.03.01.02vacanciesinthe

"letterwriting"functionwillbefilledbythemostseniorapplicantwhopossessesthenecessaryqualifications.

6.03.02 Intheeventofastaffreductionwithinafunction,suchareductionwill

bemade in inverse order of senioritywith the displaced employee(s)being placed in a vacancy in another function which has not beenrequested by a more senior employee in accordance with Article6.03.01.01.

6.03.03 Intheeventanemployeeexitsafunction,theirqualificationwillremain

foraperiodof90daysfollowingthelastworkedshiftinthefunction.Ifduring these90days,asignificant training isprovided in the function,theemployeewillnolongerbeconsideredasqualified.

6.04 MEALANDRESTPERIODS6.04.01 ThefollowingMealsandRestperiodswillbeappliedtoscheduledshift

and/orovertime:

0

ShiftLength to: Rest1 Meal Rest2 Rest32:00 2:59 - - - -3:00 3:59 0:15 - - -4:00 4:59 0:15 0:20 - -5:00 5:59 0:15 0:25 - -6:00 6:59 0:15 0:30 - -7:00 7:59 0:15 0:40 - -8:00 9:59 0:15 0:40 0:15 -10:00 11:59 0:15 0:40 0:15 0:1512:00 + 0:15 1:00 0:15 0:15

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6.04.02 Mealperiodsaretobescheduledineachshiftplusorminus60minutesfrom the midpoint of the scheduled shift, unless otherwise mutuallyarranged locallybetween theCompanyand theUnion.Aminimumof75minutesistobeworkedpriortoandfollowingthemealperiod.

0 EmployeesshallbeentitledtorestperiodsonCompanytimeofasper

article6.04.01.Restperiodsshallbescheduledineachhalfoftheworkday,butnotinconjunctionwiththemealperiod.Norestperiodsshallbescheduledinconjunctionwiththestartorterminationofashiftandtheyshallbescheduledinsuchamannersoastoprovidethebenefitsforwhichtheyareintended.

0 For shifts of 6 hours or less, in the event a majority of employees

affected so desire, themeal and rest periodsmay be joined into oneperiod, provided Management and the Union District Chair agree tosuchanarrangement.

6.04.03 In the event an employee is requested to waive a meal period, the

employeemay elect to have themeal period rescheduled during thebalance of the shift or receive an overtime credit.Withmanagementapproval, the employee may terminate early by an amountcorrespondingtothescheduledmealperiod.

0 Intheeventanemployeeisrequestedtowaivearestperiod,duetoa

requirement of the service, orwhere the authority of a supervisor toworkarestperiodcannotbeobtained,theemployeemayelecttohavetherestperiodrescheduledduringthebalanceoftheshiftorreceiveanovertimecreditinlieuthereofor,withtheconcurrenceofmanagement,terminatetheshiftearlybytheamountoftimeequaltothescheduledrestperiod.

6.04.03.01 Anemployeewho isunabletotaketheirmealperiodwithinsixty (60)

minutesfollowingtheirscheduledmealperiodwilladvisemanagementassoonaspossiblesootherarrangementscanbemadeasperArticle6.04.02.

6.04.04 If the employee(s) wishes to extend the meal period, this may be

approvedwhenthereismutualagreementbetweentheCompanyandtheemployee(s).Intheeventthereisanagreementtoextendthemealperiod beyond forty (40) minutes, only forty (40) minutes shall beconsideredastimeworked.

6.04.05 Anemployeemusthaveaminimumoften(10)hoursinbetweenshifts.

IftheCompanyschedulestheemployeewithinten(10)hoursofthelastscheduled shift, the employee shall be paid time and a half (1.5x) forthetimeworkeduntiltheten(10)hourmarkisreached.

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6.04.06 If anemployeedoesnothave ten (10)hours free fromdutybetweenleaving work and prior to the start of forced overtime preceding thenextscheduledshift,thenthedifferencebetweentheactualtimetheywerefreefromdutyandtheten(10)hourstheyshouldhavebeenfreefromdutyshallbepaidtimeandahalf.

6.05 SHIFTTRADES6.05.01 Employees may arrange for another employee to work their shift

subjecttothesupervisor'sapproval,consistentwiththefollowing:6.05.01.01 Other than in exceptional circumstances, advice of the trade will be

providedinwritingandinadvance.6.05.01.02 Alltimecreditsforthescheduledshiftwillbecreditedtotheemployee

whoworkedtheshift,exceptasprovidedinArticle13.01.6.05.01.03 Overtime worked prior to or following a traded shift and premium

credits on a holiday, in accordance with Article 7.03 and Article 13respectively,willbecreditedtotheemployeewhoworkedtheshift.

6.05.01.04 Allrecallcreditswillbecreditedtotheemployeewhoisrecalled.6.05.01.05 Alltimedebitswillbedeductedfromtheemployeewhoagreedtowork

theshift.6.05.01.06 Companysick leaveprovisionswillapply to theemployeewhoagreed

to work the shift and only to the amount provided for in suchregulations.

6.05.01.07 Shift tradesmayonlybearrangedbetweenemployeesworking in the

same location. Such shift trades may be granted subject to theemployeesconcernedbeingcapableofperformingtheworkfunctionoftheotherparty.

6.05.01.08 Anemployee'sabilitytotradeshiftsisnotintendedtoallowemployees

tobeabsent fromtheworkplaceforextendedperiodsof timenortotakealternateemployment.

6.05.01.09 Partial shift trades are permitted provided that no shift is split into

morethantwo(2)parts.Meaningnomorethantwo(2)employeesmaycoverasingleshiftwhereoneoftheemployeesmustworkatleastone(1)hour ifattached toanother shiftoraminimumof two (2)hours ifnotconsecutivetotimebeingworked.Partialshifttradesaresubjecttothesameconditionsandapprovalsasreferencedabove.

End

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Article7 OVERTIME,RECALL,TIMECLEARANCE,TIMEBANK,TIMEOFF7.01 AUTHORIZATION7.01.01 Management authorization is required to work overtime or recall. In

the casewhere prior authorization cannot be obtained andwhere anemployee is unable to complete a transaction with a member, theovertimewillbereportedtomanagementanditwillberecordedtothenearestminuteinaccordancewithArticles7.03or7.04,asapplicable.

7.02 WORKDAY7.02.01 All time worked including overtime shall be a twenty-four (24) hour

periodbeginningatmidnight.Alltimeworked,includingovertime,andanyrecallworked,shallbeconsideredasworkperformedontheworkdayonwhichthescheduledshiftorrecallbegan.

7.03 OVERTIME7.03.01 AlltimeworkedbyanemployeeinaccordancewithArticle7.01whichis

outsideandconsecutivewiththeirscheduledshiftwillbeconsideredasovertime. All overtimewill be recorded and computed in keepingwiththefollowing:

OVERTIME (N=ScheduledShift) HOURS COMPUTED WORKED AT OVERN 1.5X OVER12hours 2.0X NOTE1: Notwithstanding the above, overtime creditswill not start

untilthecompletionofthenumberofhoursinascheduledshift.

NOTE2: No Overtime will be granted during a period of the day

whereanemployeehasbeengrantedpriortimeoffbytheCompany.

7.03.02 Whenanemployeeworksovertimewhichcommencesmorethantwo

(2)hourspriortothestartoftheirscheduledshift,theywillbecreditedwithaminimumoffour(4)hoursattimeandone-half.

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7.04 RECALL7.04.01 Ifanemployeeisrequestedtoworkanytimenotconsecutivewiththeir

scheduledshift,theCompanyshallestablishandguaranteethetimetobeworked,butinanycasetheemployeeshallbecreditedwithaminimumof four (4) hours. Recalls shall be recorded to the nearestminute andcomputedasfollows:

RecallonaScheduledDayOff 2NDAND SUBSEQUENT HOURS 1STDAYOFF DAYSOFF WORKED COMPUTEDAT COMPUTEDAT 0-8 1.5X 2.0X Over8-12 2.0X Prohibited Over12 Prohibited Prohibited RecallonaScheduledDayOn HOURS COMPUTED WORKED AT Over0 1.5X Over4 2.0X

NOTE1: Notwithstanding the above, should the requirements of theoperationchange,theestablishmentandguaranteeoftimetobeworkedmaybecancelledbytheCompanyuptoforty-eight(48) hours prior to the commencement of the time to beworked,inwhichcasenocreditsshallapply.

NOTE2: Inanycase,therecallonascheduleddayonshallnotbe less

thanthatprovidedforinArticle7.03.7.05 TIMECLEARANCE7.05.01 All time credits/debits (including credits accumulated in accordance

with Article 13) shall be cleared in the applicable pay period;alternatively,attherequestoftheemployee,thecredits/debitsmayberecordedinatimebankasprovidedforinArticle7.06.

7.05.02 Allpaymentsordeductionswillbemadeattheapplicablehourlyrate.7.06 TIMEBANK7.06.01.01 Employees shall have the ability to have a time bank that does not

immediatelyimpacttheirpay.

16

7.06.02 When electing to utilize the time bank, the employee shall advise theCompany,inwriting,whichofthefour(4)followingoptionstheywilluse.

OptionA-plustwenty-four(+24)hours;or, OptionB-plusforty(+40)hours;or, OptionC-pluseighty(+80)hours;or, OptionD-plusonehundredtwenty(+120)hours;or OptionE–plusonehundredsixty(+160)hours;or OptionF–plustwohundredforty(+240)hours.7.06.02.01 Any banked hours above the 160 hours thresholdwill automatically be

paidoutonthelastpayofthecalendaryear.7.06.03 Once having elected to utilize the time bank, the arrangement shall

continue until such time as the employee subsequently advises theCompany, inwriting, thattheywishtooptoutofthetimebankorthatthey wish to reselect the options available to them under Article7.06.02. When such advice is given to the Company it shall becomeeffective with the commencement of the second pay period followingsuchadvice.

7.06.04 Accruedtimecreditsmaybewithdrawnfromthetimebankintheform

of time off, at some later date, in lieu of pay and in accordance withArticle7.07,ortheymaybewithdrawnintheformofpay,atsomelaterdate and in accordance with Article 7.05. All credits in excess of theoptionswillbeclearedinaccordancewithArticle7.05.

7.07 TIMEOFF7.07.01 Time off will be granted based on the employee’s request and must be

consistentwithbusinessrequirements.TimeoffgrantedunderthisArticlewillnot exceed thirty (30) consecutive calendar days, nor will two (2) or morerequests result in theemployeebeing granted timeoff formore than thirty(30)consecutivecalendardays.

7.07.02 Foreach full shift thatanemployeewishes to takeoff, theyshallmake

theirrequestinwriting.Whenapprovalisgranted,requestsforidenticaltime off shall be granted in order of seniority. Verbal approvalmay begiven initiallybut inanycase theapproval shallbeconfirmed inwritingwithintwenty-four(24)hours,statingtheperiodoftimeoffgranted.

7.07.03 Proceduresfortimeoffoflessthanone(1)fullshiftwillbedevelopedat

eachlocation.End

17

Article8 SPECIALANDTEMPORARYASSIGNMENTS8.01 SPECIALASSIGNMENTS8.01.01 An employee who accepts a temporary assignment to represent the

Companyawayfromtheirusualworkplaceshallbepaidapremiumofseventy-five cents (75¢) an hour for all time worked, and all hoursworked outside their scheduled shift shall be credited in accordancewith Article 7 or Article 13. In addition, the employee shall bereimbursedforallnecessaryout-of-pocketexpensesincluding,butnotlimitedto,expensesincurredformeals,transportationandparking.

8.01.02 The Company agrees to endeavor, to the extent possible, to solicit

applicationsfromallemployeesatthelocationandtoconsiderallsuchapplications.

8.01.03 WherethetemporaryassignmentunderthisArticlewillexceedfive(5)

days, the Company will consider splitting the assignment, wherepossible,betweentwoormoreemployees.

8.02 OUTSIDESCOPE8.02.01 An employee who accepts a temporary assignment to work in a

position not covered by this Agreement shall be paid in accordancewithCompanypolicies.

8.02.02 An employee who accepts a temporary assignment to work in a

position not covered by this Agreement shall be limited to a total ofsixty(60)workingdays,orportionsthereof,withinanycalendaryear.Aperiod of 6 months shall pass between the depletion of the yearlyallotment and a subsequent temporary assignment. During any suchassignment, the employee shall not be subject to the rights providedforinArticles6,7and13.

NOTE: For the purposes of the foregoing, a working day shall be

definedasadayduringwhichtheemployeeactuallyperformswork in the outside scope position.Days off granted due totheassignmentwillnotbecountedbutwillbespecifiedatthetimeofassignmentinaccordancewithArticle8.02.05andwillbetakenconsecutivewiththeworkingdaysoftheassignment.

8.02.03 The Companywill not oblige any employee to accept any temporary

assignment, as provided for in this Article, nor will the CompanyrequestanemployeetoworkinajobfallingwithinthescopeofotherCollectiveAgreements.

18

8.02.04 As provided for in Article 6.02, during staffing discussions at thelocationwhere employees regularly accept temporary assignments inpositions not covered by this Agreement, the Company will, wherepossible, provide for additional staff in the employee work force atthose locations in anattempt to reduce the impacton the remainingemployees.

8.02.05 The Companywill advise the employee inwriting, copy to theUnion

DistrictChair,ofanytemporaryassignment.8.02.06 Employeeswhoacceptatemporaryassignmentshallnotbepermitted

tobedirectlyinvolvedinthedisciplineofanyotheremployee.End

19

Article9 PROBATION9.01 ApersonbeinghiredintoaclassificationcoveredbythisAgreementwill

be required to serve a probationary period of one hundred andeighty-two(182)calendardaysfromtheirdateofhire.Theprobationaryperiodshallnotbeextendedduetoannualvacationortraining.

9.02 ApersonenteringintoaclassificationcoveredbythisAgreementwillbe

requiredtoserveaprobationaryperiodasdescribedinArticle9.01.9.03 The qualifying period referred to in Article 12.02.04 is not to be

consideredaprobationaryperiod.9.04 The Company reserves the sole right to make decisions regarding the

termination, retention orwork assignment of an employee at any timeduringtheprobationaryperiod.

9.05 In accordance with article 10.10.01, employees in their probationary

periodwillnotbelaidoffandwillnothaverecallrights.End

20

Article10 SENIORITY,STAFFREDUCTION,RECALLFROMLAYOFF10.01 Seniority is determined by classification and shall date from an

employee’s permanent entry into a classification covered by thisAgreement.EmployeespermanentlyreclassifiedwithintheAgreementshalltaketheirsenioritywiththemtotheirnewclassification.

10.02 A probationary employee's seniority shall not be exercised except as

providedforinthisCollectiveAgreement.10.03 Incaseswhereemployeeswerehiredonthesameday,thesequenceof

seniorityshallbedeterminedbytheapplicationofthefollowingintheorderstated:

10.03.01 ThelastdateofentryintoaFull-TimeorPart-Timepermanentposition

withtheCompany,whicheveristheearlier.10.03.02 The lastthree(3)digitsoftheemployeenumber,backwards,withthe

lowest number identifying the more senior employee (000 being thelowestpossiblenumber).

10.03.03 Incaseswheretheabovefactorswillnotdeterminethepositiononthe

seniority list, the positionwill be jointly determined by the CompanyandtheUnionatHQLevel.

10.03.04 Date hired, as it relates toArticle 10.03,means the first day that the

employeecommencesemployment.Thatdayisthefirstdayforwhichanemployee iscreditedwith timeworked forpaypurposes,andtimespentintrainingshallbeconsideredastimeworked.

10.04 SeniorityList-Shallbeprepared,corrected,amendedandpublishedin

thefollowingmanner:10.04.01 Not later thanMarch1,of eachyear, theCompany shall prepareand

post at each location complete seniority lists for each classificationdescribedinArticle4.

10.04.02 Thelistshallbepostedandkeptopenforrequestsforcorrectionsupto

andincludingMarch30.10.04.03 It shall be the sole responsibility of each individual employee to

examinethelistandmakearequestinwritingforanycorrectionduringthepostingperiod.

0 Note:Requestsshouldbesentto:0 talentandculture.americas@aimia.com0 WithaCCtoLocalOperationManager&Union

21

10.04.04 All requests for corrections shall be actioned and finalized by theCompany after consultationwith theUnion at theHeadquarters levelduring the sixty (60) calendardays followingMarch30. The correctedlistshallbepostednotlaterthanMay31asamendmentstotheannualsenioritylist.TheamendedsenioritylistshallbecomeeffectiveonJune1st.

10.04.05 Theamendedsenioritylistshallremaininfullforceandeffectuntilthe

following year when a new list is published and posted in the abovemanner,subjecttoArticle10.04.08andArticle10.04.11.

10.04.06 Intheeventit isnotpossibletofinalizearequestforcorrectioninthe

stipulatedperiod, thecorrectionwillbewithheldpendingadiscussionbetween the Company and the Union at the Headquarters level. Thecorrection,ifmutuallyagreedupon,willbecomeeffectiveasofthedateofpostingofthelastamendedannualsenioritylist.

10.04.07 As soon as possible following September 1, but not later than

September15ofeachyear,theCompanywillissueanaddendumtotheseniority list showingall thoseemployeeswhowerehiredsubsequentto the original posting. Corrections to the addendumwill bemade inaccordancewithArticle10.04.08.

10.04.08 Notwithstanding the foregoing, the Union Headquarters may request

correctionstothesenioritylistattimesotherthanthestipulatedperiodandwill be incorporated in thenew list for the subsequent year. Theemployeeswillbesoadvised, inwriting. If,however,priortothetimethe new list is effective, circumstances arise such that an employee'sright to continue in, or their right to regain, employment in theirclassification is jeopardized, such correction will be publishedimmediately and action will be taken in accordance with the newlycorrectedlist.

10.04.09 Employees and personnel outside the scope of the Agreement who

retainbutdonotaccruesenioritywillhavetheirsenioritydateadjustedand position on the seniority list altered to account for time duringwhich seniority was not accrued. Such adjustment and alterationwilloccur at the time the employee resumes the accrual of seniority, orprior to the Company taking actionwhichwould be affected had theadjustmentoralterationalreadyoccurred,whicheveristheearlier.

10.04.10 In theeventof adispute arising in theorderof seniority, a grievance

maybeinitiatedbytheUnionattheStep2level.

22

10.04.11 SubjecttoArticle10.04.06,andprovidedtheamendedsenioritylisthasnot been contestedunderArticle 10.04.08, onbehalf of an employeewhosepositiononthesenioritylisthasbeenaffectedasaresultofanamendment,anyactiontakenonthebasisofthesenioritylisttowhichthere have been no requests for correction within the time limitsspecified in Article 10.04.02, or any action taken on the basis of theamendedsenioritylist,shallstandasfinal.Inanyevent,actiontakenonthebasisoftheabovelistinvolvingemployeeswhosequerieshavenotbeen finalized in accordance with Article 10.04.06, or correctionsinitiated under Article 10.04.08, will be subject to grievance andcorrection.

10.05 SENIORITYSHALLBERETAINEDANDACCRUEDDURING:10.05.01 AbsenceduetolayofforOff-DutyStatus.10.05.02 Sicknessoraccident.10.05.03 Authorizedleaveofabsence(subjecttoArticle11.04.04)10.05.04 Suspensionwithoutpay.10.05.05 Strikeorlockout.10.06 RETENTIONANDNONACCRUALOFSENIORITY10.06.01 An employee permanently appointed to a job not covered by the

Agreement shall retainbut not accrue seniority for a periodof six (6)months.

10.07 AN EMPLOYEE SHALL LOSE SENIORITY AND THEIR NAME WILL BE

REMOVED FROM THE SENIORITY LIST FOR ANY ONE OF THEFOLLOWINGREASONS:

10.07.01 WhenresigningfromtheCompany.10.07.02 Whenterminated.10.07.03 Whendischargedforcause.10.07.04 Whenlaidoffforaperiodofmorethansixty(60)consecutivemonths,

or the number of consecutive months equivalent to the number ofcompletedmonthsoftheemployee’sseniorityasofthedateoflayoff,whicheverisgreater.

10.07.05 Desertionofservice(resignationwithoutnotice).10.07.06 When permanently appointed to another job outside the Agreement

foraperiodofmorethansix(6)months.10.07.07 Whenretiredwithorwithoutpension.10.08 COMPANYPERSONNELOUTSIDETHESCOPEoftheAgreementretaining

seniority andwho are consideredby theCompany as unsuited to theassignment,orwho,withinthefirstsix(6)months,expresstheirdesireinwriting to return to theirprevious classification,willbe returnedatthediscretionoftheCompanybutwillnotdisplaceanemployeeotherthanaprobationer.

10.09 STAFF REDUCTIONS - within each classification will be made in

accordancewiththefollowing:10.09.01 Subject to L1.04.01, in the reduction of staff levels, the Companywill

establishseparatelythenumberofFull-TimeandPart-Timeemployees

23

required.Staffreductions,asnecessary,will thentakeplace in inverseorder of seniority, subject to French language requirements, withineachstatusinaccordancewiththetermsofArticle10.

10.10 STAFF REDUCTION - within each classification will be made in

accordancewiththefollowing,subjecttoL1.04.01:10.10.01 Staff reductionswill bemade in inverse order of seniority within the

affected status only after all probationary employees within theaffectedstatushavebeenterminated.

10.10.01.01 Aredundantemployee,whetherFull-TimeorPart-Time,mayelecttofill

a vacancy which exists in the location in the other status. Suchvacanciesshallbefilledinorderofseniority.

10.10.01.02 Shouldnovacancyexist,theemployeemaybumponeofthefollowing:

• ajunioremployeeintheotherstatusinthelocation• ajunioremployeeinthesamestatus inanotherclassificationin

thelocation• ajunioremployeeintheotherstatusinanotherclassificationin

thelocation• ajunioremployeeinthesamestatusinanotherlocation• ajunioremployeeintheotherstatusinanotherlocation• ajunioremployeeinthesamestatus inanotherclassificationin

anotherlocation• ajunioremployeeintheotherstatusinanotherclassificationin

anotherlocation

Note:BumpingtoanotherlocationissubjecttoLOU6.10.10.02 TheCompanyshalldetermineifthereareanyvacanciesforpermanent

employeesatotherlocationsinCanadaorintheotherclassification,inthesamestatusastheredundantemployee.Ifanyvacanciesexist,theemployeesaffectedatthe locationwherethereductionoccurswillbegiven twenty-one (21) calendardaysnoticeof layoff andcommencingwith themost senior redundantemployee(s) in the status, first in theclassificationand then in theotherclassification, inorderof seniority,shall be offered the vacancies subject to the necessary languagerequirementsbeingmet.Theemployeesmustthenadvisewithinseven(7)calendardaysofthisnoticeiftheywillacceptrelocation.

10.10.03 An employee who chooses to relocate to the other classification in

accordance with Article 10.10.02 shall be allowed a period of up totwenty six (26) weeks in which to qualify. Should the employee notqualify,andshouldnovacancybeavailableintheirformerclassification,they shall be placed on layoff status with recall rights as set out inArticle10.11.

10.10.04 Anemployeewhodoesnotaccepttheoffertorelocatewillbelaidoff

withoutbumpingprivilegesattheterminationofthetwenty-first(21st)calendar day following original notice. The employeewill be issued aquestionnaireasprovidedforinArticle10.14onwhichtheymayselectthelocationtowhichtheychoosetoberecalled.

24

10.10.05 Intheeventtwo(2)ormoreemployees inthesamestatusandinthesameclassificationareaffectedbyastaffreductionandthenumberofaffectedemployeesexceedsthenumberofanyexistingvacanciesinthestatus,theemployeesshallbeaccommodatedinorderofsenioritywiththe senior employee having first choice of either filling a vacancy orbumping an employeewho is subject to being bumped. If the senioremployees affected by the staff reduction do not accept the existingvacancies, the vacancies shall be offered to an equal number of themost junior surplus employees in accordance with Articles 10.10.02and10.10.04.

10.10.06 If no vacancy exists, the employee will be given twenty-one (21)

calendar days notice of layoff and will be issued a questionnaire asprovidedforinArticle10.14.Thequestionnairewillinclude,ifeligible,anotice of the employee’s right to bump in accordance with Article10.10.01.

10.10.07 Within seven (7) calendar days of receipt of notice andquestionnaire

the employee must advise the Company of their decision to eitherexercisetheirrighttobumportoacceptlayoffstatusattheirlocation.In theevent they elect to exercise their bumping right, the employeemustreporttotheirnewlocationwithinthirty(30)calendardaysfromthedateofnoticeandthatthirty(30)dayperiodshallincludethree(3)calendardaystraveltime.Inallcasesofbumping,theemployeewillpaytheirownexpenses.Inanyevent,theemployeewillbeplacedonlayoffstatus effective the twenty-second (22nd) calendar day following thenotification in Article 10.10.06 pending reporting to the location intowhichtheyhavebumped.

10.10.08 QuestionnairesreturnedtotheCompanywithinthetimelimitswillbe

honoured in order of seniority as to first choice from those locationsavailabletobumpinto.

10.10.09 If the employee cannot be accommodated in accordance with their

request,choosesnottobumpordoesnothavebumpingprivileges,theemployee shall be advised they are being placed on layoff statuseffectivethetwenty-second(22nd)calendardayfollowingtheiroriginalnotificationandwillbesubjecttorecall.

10.10.10 In any event, any employee affected by staff reduction(s) will be

advised of their options within fourteen (14) calendar days followingoriginalnotification.

10.10.11 Anemployeedeclaredredundantat their locationasa resultofbeing

bumpedbyamoresenioremployeewillexercisetheirseniorityrightsinaccordancewithArticle10.10.01.01orArticle10.10.06.

10.10.12 An employeewho has signified intent to exercise bumping privileges,

and who subsequently reverses that decision, will be terminated.Exceptional circumstances will be subject to consideration by theCompanyandtheUnion,attheHeadquarterslevel.

10.11 RECALLFROMLAYOFF-willbeinaccordancewiththefollowing:

25

10.11.01 AnemployeewhohasbeenlaidoffmayselectrecalltoanylocationineitherorbothFull-TimeorPart-Timestatus intheirclassificationor inanyotherclassification.Theemployeeshallmake their request totheHuman Resources Manager within fourteen (14) calendar days afterhavingbeenadvisedthattheyaretobelaidoff;however,nothingshallprevent the employee from making adjustments to their originalrequestsentinwritingto:

0 0 talentandculture.americas@aimia.com0 0 Theemployeeshalllisttheirselectionsforrecallinorderofpreference

and the Company shall advise the management at those locationsselectedbytheemployee.

10.11.02 Employees, when laid off, must file their address with the Human

ResourcesManagerandkeepthat locationnotifiedofanysubsequentchange of address. The Company shall provide the employeewith anacknowledgmentofsuchnotificationandacopyshallbeforwardedtotheUnionHeadquarters.

10.11.03 Recall to a location shall be in order of seniority, including those

employees who have requested transfer or change of status inaccordance with Article 12 and those employees on layoff who haverequestedrecallinaccordancewithArticle10.11.01.

10.11.04 In thecaseofemployeesbeingrecalled from layoff,noticeofvacancy

shall be sent by registeredmail to themost senior laid off employeewhohas requested recall to a locationwhere a vacancy has occurredandArticles10.11.05,10.11.06and10.11.07shallapply.

10.11.05 The notified employee must advise the Company within seventy-two

(72) hours after having received the notice if theywish to accept therecall. The employee shall reply in writing and the advice shall bedirectedtothepersonwhooriginatedthenoticeofvacancy.

10.11.06 Recalledemployeesmustreportfordutywithinfourteen(14)calendar

daysfromdateofadvisingtheCompanyofintenttoreturn.

25

10.11.01 AnemployeewhohasbeenlaidoffmayselectrecalltoanylocationineitherorbothFull-TimeorPart-Timestatus intheirclassificationor inanyotherclassification.Theemployeeshallmake their request totheHuman Resources Manager within fourteen (14) calendar days afterhavingbeenadvisedthattheyaretobelaidoff;however,nothingshallprevent the employee from making adjustments to their originalrequestsentinwritingto:

0 0 talentandculture.americas@aimia.com0 0 Theemployeeshalllisttheirselectionsforrecallinorderofpreference

and the Company shall advise the management at those locationsselectedbytheemployee.

10.11.02 Employees, when laid off, must file their address with the Human

ResourcesManagerandkeepthat locationnotifiedofanysubsequentchange of address. The Company shall provide the employeewith anacknowledgmentofsuchnotificationandacopyshallbeforwardedtotheUnionHeadquarters.

10.11.03 Recall to a location shall be in order of seniority, including those

employees who have requested transfer or change of status inaccordance with Article 12 and those employees on layoff who haverequestedrecallinaccordancewithArticle10.11.01.

10.11.04 In thecaseofemployeesbeingrecalled from layoff,noticeofvacancy

shall be sent by registeredmail to themost senior laid off employeewhohas requested recall to a locationwhere a vacancy has occurredandArticles10.11.05,10.11.06and10.11.07shallapply.

10.11.05 The notified employee must advise the Company within seventy-two

(72) hours after having received the notice if theywish to accept therecall. The employee shall reply in writing and the advice shall bedirectedtothepersonwhooriginatedthenoticeofvacancy.

10.11.06 Recalledemployeesmustreportfordutywithinfourteen(14)calendar

daysfromdateofadvisingtheCompanyofintenttoreturn.

24

10.10.05 Intheeventtwo(2)ormoreemployees inthesamestatusandinthesameclassificationareaffectedbyastaffreductionandthenumberofaffectedemployeesexceedsthenumberofanyexistingvacanciesinthestatus,theemployeesshallbeaccommodatedinorderofsenioritywiththe senior employee having first choice of either filling a vacancy orbumping an employeewho is subject to being bumped. If the senioremployees affected by the staff reduction do not accept the existingvacancies, the vacancies shall be offered to an equal number of themost junior surplus employees in accordance with Articles 10.10.02and10.10.04.

10.10.06 If no vacancy exists, the employee will be given twenty-one (21)

calendar days notice of layoff and will be issued a questionnaire asprovidedforinArticle10.14.Thequestionnairewillinclude,ifeligible,anotice of the employee’s right to bump in accordance with Article10.10.01.

10.10.07 Within seven (7) calendar days of receipt of notice andquestionnaire

the employee must advise the Company of their decision to eitherexercisetheirrighttobumportoacceptlayoffstatusattheirlocation.In theevent they elect to exercise their bumping right, the employeemustreporttotheirnewlocationwithinthirty(30)calendardaysfromthedateofnoticeandthatthirty(30)dayperiodshallincludethree(3)calendardaystraveltime.Inallcasesofbumping,theemployeewillpaytheirownexpenses.Inanyevent,theemployeewillbeplacedonlayoffstatus effective the twenty-second (22nd) calendar day following thenotification in Article 10.10.06 pending reporting to the location intowhichtheyhavebumped.

10.10.08 QuestionnairesreturnedtotheCompanywithinthetimelimitswillbe

honoured in order of seniority as to first choice from those locationsavailabletobumpinto.

10.10.09 If the employee cannot be accommodated in accordance with their

request,choosesnottobumpordoesnothavebumpingprivileges,theemployee shall be advised they are being placed on layoff statuseffectivethetwenty-second(22nd)calendardayfollowingtheiroriginalnotificationandwillbesubjecttorecall.

10.10.10 In any event, any employee affected by staff reduction(s) will be

advised of their options within fourteen (14) calendar days followingoriginalnotification.

10.10.11 Anemployeedeclaredredundantat their locationasa resultofbeing

bumpedbyamoresenioremployeewillexercisetheirseniorityrightsinaccordancewithArticle10.10.01.01orArticle10.10.06.

10.10.12 An employeewho has signified intent to exercise bumping privileges,

and who subsequently reverses that decision, will be terminated.Exceptional circumstances will be subject to consideration by theCompanyandtheUnion,attheHeadquarterslevel.

10.11 RECALLFROMLAYOFF-willbeinaccordancewiththefollowing:

26

10.11.07 Failure to comply with Articles 10.11.02, 10.11.05 and/or 10.11.06above will result in the employee's name being removed from theseniority list and the employeewill be considered as having resignedfromtheserviceoftheCompanywithconsequentlossofallrightsandprivileges. If, due to exceptional circumstances, an employee fails tocomplywithArticles10.11.02,10.11.05and/or10.11.06,suchcaseswillbesubject tospecial considerationby theCompanyand theUnion,attheHeadquarterslevel.

10.12 If staff reductions occur at a location, the employee may elect to

terminate their services with the Company rather than take layoffstatus.Insuchcases,theemployeeshallreceivethree(3)weeks'payatthecurrentrateofpayforeachfullcalendaryearofcompanyservice,orpartthereof,uptoamaximumoffifty-two(52)weeks'pay.

10.13 Copiesof all correspondenceandquestionnaires relating toArticle10

shallbesenttoUnionHeadquarters.10.14 Theapplicablequestionnaire,asreferredtoherein, isdescribed inthe

AppendicestotheAgreementandshallformpartofthisAgreement.End

27

Article11 LEAVEOFABSENCEANDSICKLEAVE11.01 LEAVEOFABSENCE-GENERAL11.01.01 AnyleaveofabsencegrantedinaccordancewithCompanyregulations

and which is not provided for in this Collective Agreement shall besubjecttotheconditionsofArticle11.02.

11.01.02 The approval of a leave of absence will not result in any changes to

approvedvacationdates.11.01.03 An employee returning from a leave of absence shall return to the

location and classification held immediately prior to thecommencement of the leave, subject to Article 10 and except asprovidedforinArticle11.01.05.

11.01.04 Anemployeewhoengages inotheremploymentwithacompetitoror

which employment creates a conflict of interest while on leave ofabsenceshallbeterminatedunlesstheemployeehasreceivedspecificpermission for such from both the Company and the UnionHeadquarters in writing. Requests for permission to engage in otheremploymentwhileonleaveofabsenceshallbemadeinwritingtotheCompanyandtoUnionHeadquarters.

11.01.05 An employee who has a transfer, a change of status or a change of

classification confirmedwhile on a Personal Leave of Absencewill berequiredtoterminatetheirleaveearlyandreporttotheirnewlocationand/orfortheirnewstatusorfortheirnewclassification.Anemployeewhowishestocontinuetheirabsencewilldeclinetheoffer.

11.01.06 An employee who is granted a leave of absence shall be given the

optionofmaintainingallbenefitsattheemployee’scostinaccordancewithCompanypolicy.

11.02 PERSONALLEAVESOFABSENCE-GENERAL11.02.01 When the requirements of the Company permit, an employee, upon

written request through Workforce Planning, may be granted avoluntaryleaveofabsencewithoutpay.Requestsforleavesofabsencewillnotberefusedunreasonably.

11.02.02 Apersonalleaveofabsencewillfallintooneofthefollowingcategories:

Short-Term-Morethanthirty(30)calendardaysbutnotexceedingonehundredandeighty(180)calendardays.

Long-Term-Morethanonehundredandeighty(180)calendardays.

28

11.02.03 Whentwoormore requests for leavesofabsencecoverallorpartofthe same period, they shall be considered in the order of short-termfirstandthenlong-term,subjecttoArticles11.03.03or11.04.03.

11.02.04 If the employee wishes to return to work prior to the approved

termination of the leave, the employee shall make the request toWorkforcePlanning.Therequestshallbeinwritingatleastfourteen(14)calendar days in advance of the requested termination date; inextenuatingcircumstances, the fourteen(14)dayrequirementmaybewaived. The Company may authorize a return to work on the daterequested or another daymutually acceptable to both Company andemployee,ortheCompanymaydenytherequest.

11.02.05 Whenaleaveofabsenceisterminatedpriortotheoriginallyapproved

date,nootheremployeewillbedisplaced.TheCompanywilladvisetheemployee in writing of its decision on the request to terminate theleave.

11.02.06 Failureonthepartofanemployeetoreturntodutyonterminationofa

leaveofabsencemayresultindisciplinaryaction.11.02.07 FailuretocomplywiththerequirementsofArticles11.03and11.04will

renderarequest fora leaveofabsence invalid;however, in theeventnoothervalidrequestshavebeenreceived,theCompanymayconsidertherequestand,ifhonored,itshallnotbeinvalidated.

11.03 PERSONALLEAVESOFABSENCE-SHORT-TERM11.03.01 A short-term leave of absence will consist of more than thirty (30)

calendar days but will not exceed one hundred and eighty (180)calendardays.

11.03.02 Employeeswillmake their requests, inwriting, toWorkforcePlanning

at leastfourteen(14)calendardays inadvanceofthecommencementdateoftherequestedleave.

11.03.03 Requestswillbeapprovedinorderofseniorityamongthoseonhandat

the time of granting, subject to Article 11.02.03. Approval shall be inwritingstatingthedatetheleaveistocommenceandterminate.Onceapproved,aleavemaynotbecancelled.

11.03.04 A short-term leave cannot exceed one hundred and eighty (180)

calendar days; however, this will not preclude an employee fromreturningtoworkto initiateasecondrequestfor leave.SuchrequestswillbemadeandgrantedinaccordancewithArticles11.03or11.04.

11.03.05 During a short-term leave of absence an employee will retain and

accrueseniorityandwillretainallseniorityrights.Companyservicewillnotcontinuetoaccrueduringtheleaveofabsence.

29

11.03.06 A limited continuationof a short-term leavemaybegrantedbutonlysubject toobtainingwrittenpermission from theCompanyandUnionHeadquarters. In the event the continuation results in the leaveextending beyond one hundred and eighty (180) calendar days, theleave will become a long-term leave and will be subject to Article11.04.04.

11.03.07 CopiesofallcorrespondencerelatingtoArticle11.03willbeforwarded

totheUnionDistrictChair.11.04 PERSONALLEAVESOFABSENCE-LONG-TERM11.04.01 A personal leave of absence exceeding one hundred and eighty (180)

calendardayswillbealong-termleave.11.04.02 Employeeswillmake their requests, inwriting, toWorkforcePlanning

at leastfourteen(14)calendardays inadvanceofthecommencementdateoftherequestedleave.

11.04.03 Requestswillbeapprovedinorderofseniorityamongthoseonhandat

the time of granting, subject to Article 11.02.03. Approval shall be inwritingstatingthedatetheleaveistocommenceandterminate.Onceapproved,aleavemaynotbecancelled.

11.04.04 Duringa long-term leaveofabsence, theemployeewill retainbutnot

accrue seniority andwill retain all seniority rights. Adjustment of theemployee's seniority datewill be in accordancewith Article 10.04.09.Company service will not continue to accrue during the leave ofabsence.

11.04.05 A limited continuation of a long-term leavemay be granted but only

subject toobtainingwrittenpermission from theCompanyandUnionHeadquarters.

11.04.06 CopiesofallcorrespondencerelatingtoArticle11.04willbeforwarded

totheUnionDistrictChair.11.05 LEAVEOFABSENCE-MATERNITY11.05.01 Maternity Leave of absence shall be granted to employees in

accordancewiththefollowing:11.05.02 The employee must request her leave of absence in writing,

accompaniedbymedicalcertificatecertifyingpregnancyandspecifyingthe estimated date of her confinement and an anticipated date ofreturn to duty, four (4) weeks prior to the date she intends tocommence such leave. The duration of Maternity Leave shall be inaccordancewiththelawoftheprovinceinwhichtheemployeeresides.

30

11.05.03 Employeeswhohavecompletedtheprobationperiodandhaveworked

for the last three consecutivemonths prior to the commencement ofMaternityLeave,andwhoapplyforandreceiveEmploymentInsurance(EI) maternity benefits if the employee resides outside of Quebec orQuebec Parental Insurance Plan (QPIP) maternity benefits if theemployeeresidesinsideQuebecwillreceiveamaternitybenefittop-upto 75% of the employee’s weekly salary (as at the time of thecommencementoftheleave)uptoamaximumof17weeks.

11.05.04 Toreceivetop-uppayments,theemployeemustsubmitconfirmationof

eligibilitytoreceiveEImaternitybenefitsfromServicesCanadaorQPIPmaternity benefits from Emploi et Solidarite Sociale Quebec to HROperationsas soonas reasonablypossible. The top-uppaymentswillcommenceuponreceiptofthesedocuments.

11.05.05 If an employee resigns from the Company within 6 months of theirreturn to work, or during Maternity Leave or Child Care Leave, theemployee is obliged to reimburse half of the Company paid top-upbenefitsreceived.

11.05.06 AnyamountsowingbytheCompanytotheemployeewillfirstbeused

assetoffagainsttheamountowedbytheemployeetotheCompanyinrespectoftheMaternityLeavetop-up.

11.05.07 MaternityLeaveshallcommencenotmorethanninety(90)daysprior

totheexpecteddateofterminationofpregnancy.11.05.08 ItistheresponsibilityoftheemployeetoaffordtheCompanynoticeof

any change in the anticipated date of return to duty, provided underArticle11.05.02.

11.05.09 Theemployeeshallbereinstatedinherformerfunction,atherlocation,

subjecttoArticle6.03,Article10andArticle12.Ifduringtheperiodoftheleave,thereisastaffreductioninthefunctionoratthelocationandtheemployeewouldbeaffected,theemployeeshallexerciseherrightsinaccordancewithArticle6.03orArticle10,respectively.

11.05.10 Referencehereintoamedicalcertificateshallmeanacertificatesigned

byaqualifiedmedicalpractitionerchosenbytheemployee.11.05.11 If, following the termination of the Maternity Leave, the employee

desires additional leaveprior to returning toduty, the employeemayrequestapersonalleaveofabsenceinaccordancewithArticle11.02.

31

11.06 CHILDCARELEAVE11.06.01 A leaveof absencewithoutpay for thepurposeof child care shall be

grantedtoemployeesinaccordancewiththefollowing.11.06.02 AnyleaveofabsencegrantedunderthisArticle11.06shallnotexceed

two hundred and fifty-nine (259) calendar days. If two (2) employeesareinvolved,theaggregateamountofsuchleavethatmaybetakenbythetwo(2)employees inrespecttothecareofanyone(1)childshallnot exceeda total of twohundredand fifty-nine (259) calendardays,thirty-seven(37)weeks.

11.06.02.01Notwithstanding the provisions of Article 11.06.02, in the case of

adoptionthemaximumperiodofleaveshallbetwohundredandfifty-nice (259) calendar days (thirty-seven (37) weeks) or such greateramountasrequired inorder tocomplywiththe legal requirementsoftheprovince inwhichtheemployee(s)resideortheprovince inwhichthechildisadopted.

11.06.03 Commencement of Child Care Leave shall be in accordance with the

followingandastheemployeeelects:11.06.03.01FemaleEmployee

The leave shall be taken within the fifty-two (52) week periodcommencingon:a)The expiration of a leave of absence taken by her under the

provisions of Article 11.05 or any extension thereof under theprovisionsofArticle11.05.05,or

b) Thedaythechildisborn,orc) Thedaythechildcomesintotheemployee'scareandcustody.

11.06.03.02 MaleEmployee

The leave shall be taken within the fifty-two (52) week periodcommencingon:

a) The expiration of a leave of absence taken by a female employee

undertheprovisionsofArticle11.05oranyextensionthereofundertheprovisionsofArticle11.05.05,or

b) Thedaythechildisborn,orc) Thedaythechildcomesintotheemployee'scareandcustody.

11.06.04 IntheapplicationofArticle11.06.03,inthecaseofadoption,theleave

shallbetakenwithinthefifty-two(52)weekperiodcommencingonthedaythechildcomesintohisorheractualcareandcustody.

11.06.05 It shall be the responsibility of each employee to provide as much

notice as possible to the Company, in writing, indicating theapproximatecommencementandterminationdateoftheleave.

32

11.06.06 Employeeswhohavecompletedtheprobationperiodandhaveworked

for the last three consecutivemonths prior to the commencement ofChildCareLeave,andwhoapplyforandreceiveEmploymentInsurance(EI) benefits if the employee resides outside of Quebec or QuebecParental InsurancePlan (QPIP) benefits if the employee resides insideQuebecwillreceiveatop-upto75%oftheemployee’sweeklysalary(asat the time of the commencement of the leave) for a period up to 4weeks

11.06.07 IfbothparentsworkfortheCompanyandsharetheparentalleave,the

top-up payments will be paid to the employee who takes the first 4weeksoftheparentalleave.

11.06.08 Toreceivetop-uppayments,theemployeemustsubmitconfirmationof

eligibilitytoreceiveEIorQPIPbenefitsfromServiceCanadaorQPIPtoHROperations as soon as reasonably possible. The top-up paymentswillcommenceuponreceiptofthesedocuments.

11.06.09 If an employee resigns from the Company within 6 months of their

returntowork,orduringChildCareLeave,theemployee isobligedtoreimbursehalfofthecompanypaidtop-upbenefitsreceived.

11.06.10 AnyamountsowingbytheCompanytotheemployeewillfirstbeused

assetoffagainsttheamountowedbytheemployeetotheCompanyinrespectoftheChildCareLeavetop-up.

11.06.11 Theemployeeshallbereinstatedinhis/herformerfunction,athis/her

location,subjecttoArticle6.03,Article10andArticle12. Ifduringtheperiodof the leave, there isastaff reduction inthefunctionorat thelocation and the employee would be affected, the employee shallexercise his/her rights in accordance with Article 6.03 or Article 10,respectively.

11.07 LEAVEOFABSENCE-COURTAPPEARANCES11.07.01 EmployeeswillbegrantedtimeoffduetoJuryDuty,Coroner'sInquest

orwhenrequiredasacourtwitnessinaccordancewiththefollowing:11.07.02 WitnessEmployeeswhoarecalledbysubpoenaasawitnesstotestify

beforeaCourtorCoroner’sinquestincasesotherthanthoseprovidedinArticle16.07.02willreceivealeavewithpayforthedurationoftheirappearance in Court. This doesn’t include an employee directly orindirectlyinvolvedasapartytoaproceedingoraUnionwitnesswheretheUnionisapartytoaproceeding.

11.07.03 JuryDutyEmployeeswhoarecalledtoactasajurorwillreceivealeave

withpayaccordingtothefollowingschedule: Firsttwoweeksofabsence:100%oftheirsalary. Next24weeksofabsence:75%oftheirsalary After26weeksofabsence:withoutsalary.

33

11.07.04 TheemployeesalarycontinuancebenefitpayisreducedbyanamountequaltothatreceivedfromtheCourt(excludingmoniesallowedbytheCourt specifically formeals, travelandother suchexpenses) for thosedaysonwhichheorshemissedonehalformoreofanyscheduledworkday.

11.07.05 Theemployeehastosubmitallrelevantdocumentsandinformationto

HRasrequested.11.08 LEAVEOFABSENCE-UNIONBUSINESS11.08.01 Employeeswhohavebeenelectedorappointed tocarryoutbusiness

authorizedbytheUniononafull-timebasisshallbegrantedaLeaveofAbsence for this purpose. The Union will advise the Company of thename(s)of suchemployee(s), the termof such leave,and the specificpurpose.TheUnion shall repay theCompany for theCompany's costsincurredinEmployeeBenefitPlansandtheemployee(s)shallcontinueto pay their contributions directly to the Company. Such employeesshallcontinuetoaccrueseniorityandservicewhileonleaveofabsence.

11.09 LEAVEOFABSENCE-BEREAVEMENT11.09.01 When a death occurs in the immediate family of an employee, the

employee shall be granted Bereavement Leave up to fourteen (14)calendardays,attheemployee'soption,ofwhichnotmorethanfour(4)will be with pay. The employee may take these four (4) days eitherconsecutivelyorseparatelyprovidedtheyarewithinfourteen(14)daysfollowingthedeathoradviceofdeath.

11.09.02 Immediatefamilyisdefinedas:spouse(includingcommon-lawspouse),

children of employee and spouse, parents of employee and spouse,grand-parents of employee and spouse, grand-children of employeeandspouse,brothersandsistersofemployeeandspouse,andincludingotherrelativesresidingwiththeemployee.

11.09.03 Inunusual circumstanceswhere thedeceased isnotamemberof the

immediatefamily(e.g.,guardian),BereavementLeavewillbegrantedatthediscretionoftheCompany.

11.09.04 Additionalleavewithoutpayuptoamaximumoffifteen(15)calendar

daysmaybegrantedwithoutreferencetoArticle7.07.

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11.10 SICKLEAVE11.10.01 Employeeswillaccruepaidsickleaveattherateofone(1)workingday

per month, to a maximum of eight (8) working days [sixty four (64)hours]percalendaryear.Suchdaysinequivalenthourswillbeusedbythe employee to offset loss of pay due to absence caused byillness/injuryoftheemployeeorwhentheemployeeisabsenttocarefortheirsickorinjuredspouse/partner,parentordependentchild.

0 Note:0 Implementationofthe2additionalsickandfamilycaredays:0 -In2016,amaximumofseven(7)workingdays[fifty-six(56)hours]will

beaccrued.0 - In 2017and thereafter, amaximumof eight (8)workingdays [sixty-

four(64)hours]willbeaccrued.11.10.02 Accruedsick leavehourswillbe reducedwhenanemployee isabsent

untilsuchtimeastheemployee’sunusedaccruedcreditsareexhausted,uptoamaximumofsixtyfour(64)hourspercalendaryear.Partialdayswillbedeductedfromthebanksonanhourforhourbasis.Sickdaysinexcessoftheforegoingwillbeunpaid.

11.10.03 EmployeesmaybankanyunusedsickleavehoursaccruedunderArticle

11.10.01, to a maximum of hundred and twelve (112) hours, for useexclusivelyduringthewaitingperiodforGIDIPbenefits(“GIDIPBank”).

11.10.04 DuringtheGIDIPwaitingperiod,employeesshalldepleteavailablesick

leavehoursinthefollowingorder:

(1)AnyhoursaccruedunderArticle11.10.01;

(2)AnyhoursintheGIDIPBank;andthen

(3)Anyhoursintheemployee’sexistingsickbank.

Withdrawalfromthesebankswillbemadeaccordingtotheemployee’sprecedingworkschedule.

11.10.05 Employeeswillhaveaccesstotheabovebanksuponselfdeclarationof

disability.However,shouldanemployeenotgoonGIDIP,theCompanywillrecoupthepaymentmadeandreplenishtheappropriatebank.

11.10.06 Employeeswhomisusesickleaveshallbesubjecttodiscipline.End

35

Article12 TRANSFERS,CHANGEOFSTATUS,CHANGEOFCLASSIFICATION12.01 TRANSFERSORCHANGEOFSTATUSwithin the sameclassificationwill

bemadeinaccordancewiththefollowing:12.01.01 Employeeswishingtotransferorchangestatuswillmaketheirrequest

inaccordancewithArticle12.03.12.01.02 When a permanent vacancy occurs at the requested location, the

employee will be transferred or the status of the employee will bechangedprovidedthat:

12.01.02.01 No employees wish to relocate or bump in accordance with Article

10.10.01.02.12.01.02.02 Thenecessarylanguagerequirementsaremet,ifapplicable.12.01.03 Selectionwillbemadebasedontheseniorityoftheemployeeswhose

applicationshavebeenreceivedatleastfifteen(15)calendardayspriortothejobbecomingavailable.

12.01.04 All personal expenses incurred resulting from such a transfer will be

bornebytheemployee.12.01.05 Whenthetransferorchangeofstatusinvolvesachangeoflocation,the

employee shall be granted, on request, up to three (3)working days,withoutpay,priortoreportingfordutyatthenewlocation.

12.02 CHANGE OF CLASSIFICATION - will be made in accordance with the

following:12.02.01 Anemployeewishingtochangeclassificationwillmaketheirrequestin

accordancewithArticle12.03.12.02.02 Whenapermanentvacancyoccurs,thechangeofclassificationwillbe

actionedprovidedthat:12.02.02.01 No employee(s)wish to relocate or bump in accordancewithArticles

10.10.01.02.12.02.02.02 All eligible transfers and changes of status have been actioned in

accordancewithArticle12.01.12.02.02.03 Thenecessarylanguagerequirementsaremet,ifapplicable.12.02.02.04 Theapplicant'sstandardofworkhasbeensatisfactory.12.02.02.05 The employee has served in their present classification for at least

twenty-four(24)months.

36

12.02.03 Selectionwillbemadebasedontheseniorityoftheemployeeswhoseapplicationshavebeenreceivedatleastfifteen(15)calendardayspriorto the vacancy occurring and in the same order as in the case oftransfersandchangeofstatus.

12.02.04 Theemployeeselectedshallbeallowedaperiodofuptotwenty-six(26)

weeks inwhichtoqualify.Shouldtheemployeenotqualify, theyshallbereturnedtotheirpreviousjob.

12.02.05 All personal expenses incurred resulting from such a change of

classificationwillbebornebytheemployee.12.02.06 When the change of classification involves a change of location, the

employee shall be granted, on request, up to three (3)working days,withoutpay,priortoreportingfordutyatthenewlocation.

12.03 REQUESTS SHALL BE INITIATED BY THE EMPLOYEE, IN WRITING, IN

ACCORDANCEWITHTHEFOLLOWING:12.03.01 Therequestwillbesenttothefollowing:

humanresources.canada@aimia.com CC–LocalOperationsManager CC–LocalUnionDistrictChairperson12.03.01.01 Whenanemployeeandtheiremployeespouse(includingcommon-law

spouse) desire a joint transfer to the same location they shall soindicateatthetimeofsubmissionoftheirtransferrequests.

12.03.01.02 Whentwo(2)suchemployeeshaveindicatedtheirpreferenceforjoint

transfers, asprovided for inArticle12.03.01.01, such transferswill beactioned in accordancewithArticle 12.01.02 orArticle 12.02.02 usingthe seniority date of the junior employee and provided two (2)vacanciesarebeingconfirmed.

12.03.02 The request will be acknowledged, in writing, to the employee

concerned&Union.12.03.03 Errorsoromissionsinthecompletionoftheformmayalsorenderthe

request invalid,subject to jointagreementbetweentheCompanyandtheUnion,attheHeadquarterslevel.

37

12.04 SUBSEQUENTACTION TOREQUESTS SHALL BE INACCORDANCEWITHTHEFOLLOWING:

12.04.01 Withdrawal- Iftheemployeedesirestowithdrawtheirrequestatany

time prior to a transfer, change of status, or change of classificationbeing offered, they may do so in writing in accordance with Article12.03.01.

12.04.02 Confirmation - The employee will be advised in writing of the

confirmation of their transfer, change of status or change ofclassificationrequestandwillberequiredtosignifytheiracceptancetotheCompanyinwritingwithintwenty-four(24)hoursfromthetimeoftheemployee’sreceiptofconfirmation.

12.04.02.01 Upon the employee’s acceptance of the transfer, change of status or

changeofclassification,allotherrequestswillbenullandvoid.12.04.03 Reversion-Anemployeewhosetransfer,changeofstatusorchangeof

classification has been accepted by the employee as per Article12.04.02,willnotbeeligibletowithdraw,unlessmutuallyacceptabletotheCompanyandtheUnion,attheHeadquarterslevel.

12.04.04 An employee transferring or changing status under the provisions of

Article 12.01 or changing classification under the provision of Article12.02shallbegivenfourteen(14)calendardaysnoticebeforeeffectingthetransfer,changeofstatusorchangeofclassification.Thefourteen(14)daysshallexcludethethree(3)daysoftraveltimeprovidedforinArticles12.01.05and12.02.06.

12.04.05 When an exception to the notice in Article 12.04.04 is desired by

Management or the employee, the Union District Chair or theirdesignated alternate will be consulted before transfer dates arefinalized.

12.05 A permanent employee may file a request at any time during their

employment, provided that they have completed their probationaryperiod. Such requests shall be accepted by the Company; however,processing on the part of the Company may be deferred until theapplicableprovisionsofArticle12havebeenmet.

End

38

Article13 STATUTORYHOLIDAYS13.01 Thefollowingholidays,equivalenttimeoff,ortimecreditwillbegranted

toallemployees: NewYear'sDay LabourDay GoodFriday ThanksgivingDay VictoriaDay ChristmasDay CanadaDay BoxingDay Other* *St.JohntheBaptist'sDay-ProvinceofQuebec *AugustCivicHoliday-Otherprovinces13.02 Ineachfunctionandforeachstatus,aseparatesetofscheduleswillbe

developed for Statutory Holidays. Employees originally scheduled toworkwillbideitherashiftortheoptionnottowork,inseniorityorder,until all shifts have been assigned. The process will be completed atleasttwenty-one(21)calendardaysinadvanceoftheStatutoryHoliday.

13.03 Insummary,onaStatutoryHoliday,thefollowingapplies:

HOURSWORKED/PAID

SCHEDULEDTOWORK

NOTSCHEDULEDTOWORK

0 RegularPay 8HoursPay8–12 RegularPay+1.5

X8HoursPay+1.5X

Over12 Prohibited ProhibitedEnd

39

Article14 VACATIONS14.01 GENERAL14.01.01 PastServiceRecognition-NotwithstandingtheprovisionsofthisArticle,

it isunderstoodandagreed that theemployeeswillbe subject to theprovisions and regulations of the Company's policy on past servicerecognition except that, during the first full calendar year of re-employment,vacationentitlementwillbebasedontheprovisionsforareducedvacationentitlementinaccordancewithCompanyregulations.

14.01.02 Vacation leavewillbetaken inconsecutivedays.Vacation leave isnot

cumulative and will be taken during the calendar year in which it isearned unless special circumstances warrant otherwise and priorarrangementsaremadeinwritingwithlocalmanagement.

14.01.03 VACATIONYEAR14.01.03.01 VacationyearwillbeconsideredtostartonFebruary1stofeachyear

andendonJanuary31stofthefollowingyear.14.01.04 SPLITVACATIONS14.01.04.01 Anemployeemayelecttotakevacationinblocksof1week.Thedateof

thesecondandsubsequentblockswillbeallocatedinthesamewayasthe first, only after all the original seniority process of allocatingvacationperiodsanddateshastakenplace.

14.01.05 ItisrecognizedbythepartiestothisAgreementthatrestrictionsonthe

selectionof vacation timesmaybenecessary. It is agreed, however,that such restrictions are undesirable and should be avoided wherepossible. Any restrictions on vacation dates must be declared by theCompanypriortotheemployeesselectingtheirvacation.

14.01.06 When an employee's vacation falls while they are on sick leave,

maternityleave,childcareleaveorisreceivingdisabilitybenefits,orisaway due to Court appearance, the employeewill take vacationwithpay, or any part thereof which is displaced, at the conclusion of sickleave,maternity leave,childcare leave,disabilityorCourtAppearanceand prior to return to work, or at a time not desired by anotheremployee.

14.01.06.01NotwithstandingtheprovisionsofArticle14.01.06,whenanemployee's

displaced vacation has not been taken as of the end of the vacationyear; the employeemay elect to receive pay in lieu of that vacationuponreturntowork.

14.01.06.02 The employee shall endeavor, to the extent possible, to advise the

Companyoftheiroptionpriortothecommencementoftheirscheduledvacation.

40

14.02 ENTITLEMENT14.02.01 Employeesshallbeentitledtovacationleavewithpay.Suchtimeaway

fromwork shall be granted inworking days, exclusive of holidays, asprovided inArticle 13,whichmayoccurduring the vacationperiod inaccordancewith:Lessthanone(1)yearofcontinuousservicebyDecember31stofeachyear - one (1) day of vacation leave with pay for each full month ofcontinuousserviceuptoDecember31sttoamaximumoften(10)days.

Morethanone(1)yearofcontinuousservicebyDecember31stofeachyearbasedonyearsofserviceinaccordancewiththefollowing:

YearsofServiceEntitlement1through4years10workingdays/80hours5through14years15workingdays/120hours15through24years20workingdays/160hours25yearsandover25workingdays/200hours

Note1: Theabovehourlyentitlement is reducedbyhalf forpart-timeemployees.

Note2: When vacation is taken in a work schedule type not

conforming to a 5/2 work schedule, the vacationincrementwillbetakeninequivalenthoursasprovidedforabove.

Note3: Allfiguresbelowmustberoundeduptothenearestwhole

number of vacation days. The difference between thefigures below and the round up whole number will beunpaidtime.

ShiftType 5x2

4x3

6x3(4x2) 5x3

ShiftLength 8 10 8.5 9.1PaidHours

VacationWeeks NumberofPaidVacationDays

80 2weeks 10 8 9.4 8.8

120 3weeks 15 12 14.1 13.2

160 4weeks 20 16 18.8 17.6

200 5weeks 25 20 23.5 22

240 6weeks 30 24 28.2 26.4

280 7weeks 35 28 32.9 30.8

14.02.02 For each holiday listed in Article 13 which falls within an employee's

vacation, the employeewill receive a day off with pay added to thatvacationblockunlesstheemployeeelectsforacreditofeight(8)hoursforsuchday.

41

14.02.03 EmployeesonaMaternity LeaveofAbsenceoronaChildCare Leave

shallnothavetheirvacationentitlementreducedprovidingsuchleaveis in accordance with Articles 11.05 and 11.06. Any extension toMaternityLeaveshallbesubject toaproratedvacationentitlement inaccordancewithCompanyregulations.

14.02.04 Employees who are recalled from layoff will have their vacation

entitlementproratedforthecurrentcalendaryear.14.03 SELECTION14.03.01 Ateachlocation,dateswillbeallocatedinorderofsenioritywithineach

classification.Note: Vacation allotment for employees under LOU 22 will be

providedandbidseparatelyfromotherworkfunctions.

14.03.02 Employeeswho fail to request their vacationdates prior to the timesdescribed in Article 14.06.01 will be assigned vacation dates after allotheremployeesinthelocationhavebeenassigned.

14.03.03 Within the location, employees possessing the greatest seniority will

havepreferenceas to theselectionofvacationdates.Employeeswhohave transferred, relocated or exercised bumping privilegeswill carrytheir vacationweeks to the new location. Employeeswho have beenrecalled from layoff after the deadline to select vacation dates hasexpiredwillhavetherighttoexercisetheirseniorityintheselectionofvacationdateswithintheavailableweeks.

14.03.04 Company personnel who enter into the scope of the Agreement and

who have not taken the vacation earned during that year will selecttheirvacationdatesinaccordancewithArticles14.03.01and14.06.01.

14.04 DATES14.04.01 Prior tobidding,employeesmayselect theirvacationdates inwriting,

by providing the Company and the Union with dates in order ofpreference.

Note1: Untilsuchtimeastheautomatedvacationbiddingprocess

is implemented, it is agreed that thebiddingprocesswillbe agreed to at the Headquarters’ level between theCompanyandtheUnion.

Note2: TheCompanywillconsulttheUnionattheHeadquarters’

levelpriortoimplementinganautomatedvacationbiddingprocess.

42

14.04.02 Unless a shorter timeline is mutually agreed by the Union and theCompanyno less thaneight (8)weeksprior to theendof the currentvacation year, the Company will provide employees the time to bidtheirvacationweeksforthefollowingvacationyear.TheCompanyshallhave thesole right toalter thedatesofanemployee'svacationup toeight (8) weeks prior to the dates established provided that thevacationdatesarenotadvancedtoanearlierdate.TheemployeewillbeadvisedinwritingwithacopytotheUnionDistrictChair.

14.05 WAITINGLIST14.05.01 Vacation allotment that has not been selected at the end of the

vacationbidprocesswillremainavailabletoemployeesundervacationwaitlist.Anyvacationweekssubsequentlyreleasedthroughemployeeselectingtochangetheirvacationtooneoftheopenvacationweekswillthenbecomeavailable.Theseweekswillbeofferedtoemployeeswhoare on a waiting list in order of seniority and, once accepted, willbecometheirassignedvacation.

14.05.02 Vacation weeks released by an employee leaving the company or

becominginactivecanbemadeavailablebythecompany,asperarticle14.05.01,subjecttobusinessrequirements.

14.05.03 Vacationweekscanbeexchangedthroughreciprocalagreement,when

seniorityrequirementsaremet.14.05.04 Requestsforvacationwaitlistwillbeactionedonabi-weeklybasis.14.06 JOINTVACATIONS14.06.01 Wheretwo(2)ormoreemployeesdesirea jointvacationperiod,they

mustsoindicatepriortotheassignedbiddingtimeofthemostseniorofthetwoemployees.

14.06.02 When two (2) or more employees have indicated they desire a joint

vacation period, each of the employees concerned will assume theseniorityofthemost junioremployeeconcernedandeachshallretainthatseniority forvacationselectionpurposes, for thatvacationperiodsoassigned.

14.07 VACATIONPAY14.07.01 Employeeswho leave the service of the Company for any reason are

entitled to receive pay in lieu of accrued vacation. The date ofseparationwillnotbeextendedbeyondthedateofactualterminationofservice.

43

14.07.02 An employee’s vacation pay will be equal to two percent (2%) of

vacationable earning for each week of vacation entitlement as perarticle14.02.01.

14.08 BUYMORETIME14.08.01 Employeeswillhavetheoptiontosecureadditionalvacationweek(s).0 -Employeeswith15yearsormoreofsenioritycanrequestandwillbegranted

upto2additionalvacationweekspervacationyear;0 -Employeeswithlessthan15yearscanrequestandwillbegranted1

additionalvacationweekpervacationyear;

0 SelectionandpaymentoptionwillbedoneaccordingtotheBuyMoreTimepolicy.

0 Note: Weeks grantedunder thebuymore timeprogramare equal to

forty(40)hoursforFullTimeemployeesandtwenty(20)hoursforPart-Timeemployees

14.08.02 Basedonoperationalrequirementsandmanagementapproval,employeeswill

havetheopportunitytorequestadditionalweeks,aboveandbeyondthoseoutlinedin14.08.01.Inorderofseniority,theywillbeapprovedasperthefollowing:

0 -2ndweekforemployeeswithlessthan15yearsofseniority;0 -3rdweekforallemployees;0 -4thweekforallemployees;0 Selectionandpaymentoptionwill bedoneaccording to theBuyMoreTime

policy.End

44

Article15 GRIEVANCEPROCEDURE–GENERAL15.01 It is the desire of the parties to this Agreement that complaints or

grievancesbesettledaspromptlyaspossible.ThisArticleistoprovideforthe prompt handling of such matters as alleged misinterpretation orviolationof theAgreement,orothercauses forcomplaintbutexcludingappeals fromdisciplinaryactionanddischargewhichareprovidedfor inArticle16.

15.01.01 Ifanemployeehasacomplaintorfeelsthereisthebasisforagrievance,

theemployeemayinitiateadiscussionwithhismanagerwithaviewtoresolvingthematter.

15.01.02 If the employee fails to resolve the matter through the provisions of

Article 15.01.01, or if they elect to bypass the provisions of Article15.01.01, they may ask their District Chair to enter into informaldiscussionswithmanagementattheirlocationontheirbehalfwithaviewtoresolvingthematterpriortoinitiatingagrievance.Theemployeemayelect to accompany theDistrict Chair at all suchmeetings or theymayelecttohavetheDistrictChairenterintosuchdiscussionsintheirabsence.

15.02 GRIEVANCEPROCEDURES15.02.01 GrievancesinitiatedattheStep1levelunderthisArticleshallbeinitiated

by the Union District Chair and only after the required informaldiscussion(s)providedforinArticle15.01.02.

15.02.02 Throughout the grievance procedure the Union shall be given the full

opportunitytopresentevidenceandmakerepresentation.15.03 STEP1-LOCALLEVEL15.03.01 Followingthelastinformaldiscussion,theUnionDistrictChairshallhave

fourteen(14)calendardaysinwhichtolodgeaformalappealtoStep1ofthegrievanceprocedure.TheCompanyshallholdahearingwithinseven(7)calendardaysofreceiptofawrittengrievanceandreasonablenoticeof the hearing shall be given to theUnionDistrict Chair. The Companyshallhaveseven(7)calendardaystorenderadecisioninwritingfromthecloseofthehearing.Failinganswerorsatisfactoryadjustmentwithintheabove time limits, the grievance may be submitted to the UnionHeadquartersforappealtotheStep2level.

15.04 STEP2-CORPORATELEVEL15.04.01 AnappealfromStep1mustbelodgedbytheUnionattheHeadquarters

levelwithinseven(7)calendardaysofreceiptoftheCompany'sdecisionatStep1.

45

15.04.02 TheUnionHeadquartersmayalso initiategrievancesat theStep2 levelwhensuchgrievancesaretoolargeinscopetofallundertheStep1level.In such cases, the matter will first be discussed with a CompanyHeadquarters representativedesignatedbytheCompany.TheCompanyrepresentative shall have seven (7) calendar days to adjust thematter.Failinganswerorsatisfactoryadjustmentwithintheabovetimelimit,thegrievancemaybeinitiated.

15.04.03 TheCompanyshallcontacttheUnionwithinseven(7)calendardaysfrom

receipt of awritten grievance for the purpose of scheduling a hearing,subjecttoArticle15.05,withinthirty(30)calendardaysofreceiptofthegrievance.

15.04.04 TheCompanyshallhaveseven (7)calendardays to renderadecision in

writingfromthecloseofthehearing.SuchdecisionshallalsocontainthefactsandpositionpresentedbytheCompanyduringthehearingaswellas facts obtained by the Company during any investigation conductedsubsequenttothehearing.

15.05 UNRESOLVEDGRIEVANCES15.05.01 If a decision rendered at the Step 2 level is not satisfactory and the

complaint dealswith a case of allegedmisinterpretation or violation ofthis Agreement, themattermay be taken to arbitration in accordancewiththeprovisionsofArticle17.

15.05.02 AttheStep2level,iftheCompanyfailstoholdthehearinginthemanner

set forth inArticle15.04,or renderadecisionwithin thespecified timelimits, the grievance may be appealed to arbitration, if the Union sowishes,inaccordancewiththeprovisionsofArticle17,andtheCompanyshallbearallexpensesandfeesofthearbitrator.

15.06 TIMELIMITS15.06.01.01 If a grievance is not initiated within the prescribed time limits, it shall

become null and void, and if a decision is not appealed within theprescribedtimelimits,itshallbecomefinalandbinding.

15.06.02 When notice of intent to arbitrate is given to the Company, the notice

shallbegiventotheCompanywithinthirty(30)calendardaysfollowingreceiptoftheStep2leveldecision.

15.06.03 AllreferencetocalendardayshereinaboveshallbeexclusiveofSaturday,

Sunday and holidays and the time limits may be extended by mutualagreement.

46

15.07 WITNESSES15.07.01 The Union/Company may have any witness(es) present who can give

relevantevidenceonthematterinquestion.15.07.02 EmployeeswhoareUnionwitnessesshallbegiventimeoffwithoutpay

for a time sufficient to permit them to appear aswitnesses, subject tostaffrequirements.Ifawitnessisdeniedsuchtimeoff,thetestimonytheemployee would have given will be entered at the Step 2 level in thepositionoftheUnion.

15.08 CORRESPONDENCE15.08.01 AllcorrespondenceunderthisArticleshallbecopiedtotheDistrictChair

andtheUnionHeadquarters.15.08.02 AppealsbeinglodgedinaccordancewithArticle15.03shallbedirectedto

theHumanResourcesManager.TheUnionDistrictChairshallbeadvised,inwriting, of any changes thereto. Appeals being lodged in accordancewith Article 15.04 shall be directed to the Director, Labour Relations -CustomerService.

End

47

Article16 DISCIPLINARYANDDISCHARGEACTIONANDAPPEALPROCEDURES16.01 This Article is to provide for the procedures relating to disciplinary and

dischargeactionandtheprompthandlingofappeals.16.01.01 INVESTIGATION16.01.01.01 Under circumstances where disciplinary or discharge action is

contemplatedasaresultofanallegedmisdemeanour,theCompanymayinitiate an investigation in order to consider all factors involved. Suchinvestigationsmay involveanyof theemployees, orothers, asdeemednecessarybytheCompany.

16.01.01.02 If it is considered undesirable that an employee should be allowed on

company premises and where there is doubt as to the appropriatecharge/penalty, the employeemay be held out of service pending theoutcomeoftheinvestigationforuptothree(3)calendardays,exclusiveofSaturday,Sundayandholidays.

16.01.01.03 WhenevertheCompanyisgoingtointerviewanemployeeinthecourse

ofaninvestigation,theyshall firstadvisetheemployee:oftheirrighttohaveaUnionrepresentativeasanobserverduringaninterview;thataninvestigationisbeingheld;and,thematterwhichisunderinvestigation.

16.01.02 DISCIPLINARYANDDISCHARGEACTION16.01.02.01 Noemployeeshallbedisciplinedordischargedexceptforjustcause.16.01.02.02 Disciplinary or discharge action will not be initiated without prior

discussionwiththeemployee–includingaprobationaryemployee.Atthecommencementofthediscussiontheemployeewillbeadvisedof:theirright to have a Union representative present; the allegedmisdemeanour(s); and, that discipline or discharge action is beingcontemplated.

NOTE: The foregoing will not preclude the Company from initiating

discharge action without such prior discussion in thoseinstanceswheretheemployeeisnotreasonablyavailable.

16.01.02.03 Whendisciplinaryaction isverbal, theemployeeshallbeadvisedof the

specificreason(s)andoftheirrighttoappealthedisciplinaryaction.16.01.02.04 When disciplinary action such as a Disciplinary Letter or Suspension

WithoutPay is taken, theemployee shall be advised inwriting and theadvice shall also inform the employeeof theprecise reason(s) for suchactiontogetherwiththeemployee'srighttoappealthedisciplinaryaction.

16.01.02.05 Implementationof a SuspensionWithoutPay shall bewithhelduntil all

appeal procedures requested in accordance with Article 16.02 haveconcluded.

48

16.01.02.06 Whendisciplinaryaction is in the formofdischarge, theemployeeshallbeadvisedinwritingthattheyareSuspendedPendingDischargeandtheadvice shall also inform the employeeof theprecise reason(s) for suchactiontogetherwiththeemployee'srighttoappealthedisciplinaryaction.

16.02 APPEALPROCEDURES16.02.01 Iftheemployeefeelstheyhavebeenunjustlydealtwith,theyshallhave

therighttoinitiateanappealortorequesttheUniontoinitiateanappealon their behalf under this Article. Throughout the procedures theemployee shall have the right to be represented by the Union. Theemployeemay,however,handlethematterontheirownbehalfiftheysodesire, includingarbitration, inaccordancewithsuchspecialproceduresasmay be arranged between the employee and the Company. In suchcases,theemployeeshallhavetoassumeallfeesandexpensesinvolvedintheprocess,includingarbitration.

16.02.02 Throughout theappealprocedures, theemployeeor theUnionshallbe

givenfullopportunitytopresentevidenceandmakerepresentation.16.03 STEP1-LocalLevel16.03.01 Each appealmust be lodged in writing, within seven (7) calendar days

fromreceiptoftheadvicetodiscipline.TheCompanyshallholdahearingwithin seven (7) calendar days of receipt of a written appeal andreasonable notice of the hearing shall be provided to the Union. TheCompany shall have seven (7) calendar days to render a decision, inwriting,fromthecloseofthehearing.Failingadecisionorasatisfactorysettlementwithintheabovetimelimits,themattermaybeappealedtotheStep2level.

16.04 STEP2-CorporateLevel16.04.01 The procedures shall be in accordancewith the dispositions of Articles

15.04.01,15.04.03,15.04.04.16.04.02 The Company's decision in the case of such appeals and hearingsmay

upholdapreviousCompanydecision,orfullyexonerateandreinstatetheemployeewithpayforalltimelost,orrendersuchintermediatedecisionasmaybeconsideredjustandequitable.

16.04.03 WhereArticles16.03.01and16.04.01refertothewordUnion,itshallbe

deemedtobetheemployeeortheUnion,asappropriate.16.05 UNRESOLVEDAPPEALS16.05.01 If adecision renderedat theStep2 level isnot satisfactory, thematter

maybetakentoarbitrationinaccordancewiththeprovisionsofArticle17.16.05.02 AttheStep2level,iftheCompanyfailstoholdthehearinginthemanner

setforthinArticle16.04.01,orrenderadecisionwithinthespecifiedtimelimits,themattermaybeappealedtoarbitration,iftheUnionsowishes,inaccordancewithArticle17, and theCompany shall bearall expensesandfeesofthearbitrator.

49

16.06 TIMELIMITS16.06.01 If an appeal is not initiated within the prescribed time limits, the

Company'scurrentdecisionshallbefinalandbinding.16.06.02 Whennotice of intent to arbitrate is given to the Company, the notice

shallbegiventotheCompanywithinthirty(30)calendardaysfollowingreceiptoftheStep2leveldecision.

16.06.03 AllreferencetocalendardayshereinaboveshallbeexclusiveofSaturday,

Sunday and holidays and the time limits may be extended by mutualagreement.

16.06.04 IfanemployeeistobedisciplinedintheformofSuspensionWithoutPay,

thesuspensionshallbeappliedinconsecutiveworkdays.TheCompanywill endeavour to commence the suspension within thirty (30) daysfollowingtheexpirationoftheappealperiodsasprovidedfor inArticles16.03.01and16.04.01,orwithinthirty(30)daysfollowingreceiptoftheCompany'sdecisionattheStep2level.

16.06.05 Iftheemployeeistobedisciplinedintheformofdischarge,thedischarge

willtakeeffectonthedayfollowingtheexpirationoftheappealperiodsasprovidedfor inArticles16.03.01and16.04.01,orfollowingreceiptoftheCompany'sdecisionattheStep2level.

16.07 WITNESSES16.07.01 The Union/Company may have any witness(es) present who can give

relevantevidenceonthematterinquestion.16.07.02 EmployeeswhoareUnionwitnessesshallbegiventimeoffwithoutpay

for a time sufficient to permit them to appear aswitnesses, subject tostaffrequirements.Ifawitnessisdeniedsuchtimeoff,thetestimonytheemployee would have given will be entered at the Step 2 level in thepositionoftheUnion.

16.08 CORRESPONDENCE16.08.01 All correspondence under this Article shall be copied to the employee

concerned, the District Chair and the Union Headquarters unless theemployeeconcernedadvisestheCompanythattheywishtoproceedbyhandling the matter on their own behalf as provided for in Article16.02.01.

16.08.02 All correspondence toanemployeeconcerningdiscipline in the formof

SuspensionWithoutPayshallremainontheemployee'spersonalfileforaperiodoftwentyfour(24)monthsfromtheadviceinwritingasprovidedforinArticle16.01.02.04,subjecttoArticle16.08.05.

16.08.03 IntheeventtheSuspensionWithoutPay ismodifiedthrougheitherthe

appealorarbitrationprocedures,theoriginaladvicewillberemovedfromtheemployee'spersonalfileandreplacedwiththefinaldecision,unlesssuch decision is to exonerate the employee, in which case allcorrespondencewillberemoved.

50

16.08.04 Provided thatno subsequent correspondenceof adisciplinarynature isadded to the employee's personal file in the twenty four (24) monthperiod,thecorrespondencereferringtotheSuspensionWithoutPaywillbe deleted from the employee's personal file: furthermore, when suchcorrespondenceisdeleted,theemployeewillbesoadvisedinwriting.

16.08.05 In the event subsequent disciplinary correspondence is placed on the

employee's personal file, the previous correspondence relative toSuspensionWithoutPayshallremainontheemployee'spersonalfileuntiltheexpirydateofthesubsequentcorrespondence,oruntilsuchtimethetwentyfour(24)monthperiodhasexpired,whicheveristhelater.

16.08.06 When correspondence of a disciplinary nature is removed from the

employee'spersonalfile,thecircumstancesthatledtothedisciplineshallnotbereferredtoinrelationtoanysubsequentdisciplinaryaction.

16.08.07 AppealsbeinglodgedinaccordancewithArticle16.03shallbedirectedto

theManager designatedby theCompany. TheUnionDistrict Chair andtheemployeesshallbeadvised,inwriting,oftheManagersodesignatedand of any changes thereto. Appeals being lodged in accordance withArticle16.04shallbedirectedtothecompanydesignatedrepresentative.

End

51

Article17 ARBITRATION17.01 Notice of intention to proceed to arbitration as specified in Articles

15.06.02and16.06.02shallbemadeinwritingtotheCompany’sLabourRelations Departmentwithin thirty (30) calendar days of the receipt ofthedecisionatStep2ofthegrievanceprocedure.

17.02 AnArbitratorselectedjointlybytheparties,willbenamedwithinfifteen

(15) calendardaysafternoticeof intent toarbitratehasbeengiven, asprovidedinArticle17.01.IfthepartiesareunabletoagreeonachoiceofArbitratoreitherpartymayrequest theMinisterofLabour tonametheArbitrator.

17.03 The decision of the Arbitrator shall be final and binding upon the

Company,theUnionandtheEmployeesinvolved.17.04 The Arbitrator’s award shall be stated in writing and furnished to the

CompanyandtheUnion.TheArbitratorshallhavenojurisdictiontoalter,modify,amendormakeanydecisioninconsistentwiththetermsofthisagreement.

17.05 Atanyhearing(s)held through thearbitrationprocedures, allwitnesses

and representativeswhoare employeesof theCompany shall be giventime off without pay. Expenses and lost time of witnesses andrepresentatives for either party shall be borne by the party requestingtheirattendance.

17.06 The compensation of the Arbitrator and expenses incurred by him/her

shallbeborneequallybytheCompanyandUnion.End

52

Article18 UNION-MANAGEMENTCOMMUNICATIONS18.01 COMMUNICATIONSINWRITING18.01.01 Allcommunicationstoanemployeeinvolvinganyofthefollowingshallbe

inwritingandcopiedtotheUnionDistrictChairalterationstoscheduledshifts,scheduledshiftstartingtimesandscheduleddayson/daysoff;timeoff under Article 7.07.02; assignments under Article 8 and Letters ofUnderstanding No. 16 and 17; layoff and recall; leaves of absence;transfers,changeofstatus;Off-DutyStatus;promotion;demotion;Lettersof Expectations; Records of discussion and termination; additionally, allcorrespondence under Article 15 and Article 16 shall be copied to theUnionDistrictChairandtheUnionattheHeadquarters level,subject toArticle16.08.01.

18.02 LETTERSOFUNDERSTANDING

AnyLetterofUnderstandingnegotiatedbetween theCompanyand theUnionshallbedeemedtoformpartofthisAgreementas if ithadbeenincorporatedherein. A Letter ofUnderstanding shall be identified by aheading and a number, andmust be signedby representatives of bothpartiesattheHeadquarterslevel.

18.03 UNION-MANAGEMENTCOMMITTEE18.03.01 It isrecognizedthatmeetingsbetweentheCompanyandtheUnionare

essential to themaintenanceof goodemployee-employer relationsandtheestablishmentofmutualconfidenceandtrust.

18.03.02 Union-Management committeeswill be established at each location to

promote better communications, mutual respect and understandingbetweentheCompanyanditsemployees,todiscusswaysandmeansofimproving working conditions, Work Schedules or Sub-Schedules,methods,safety,operatingefficiency,maintenanceofgoodmoraleandtoprovide for advance discussion of other changes affecting the work orworkingconditionsofemployees.

18.03.03 Atthelocationlevel,meetingswillbeheldeachmonth.18.03.04 AtUnion-ManagementHeadquarterslevel,meetingswillbeheldatleast

once each quarter between Union Headquarters representatives andrepresentativesoftheCorporateManagementlevel.

18.03.05 The dates of these meetings shall be mutually agreed upon. Once

approvedbybothparties theminutesof thesemeetingswillbemadeavailabletoallconcerned.

18.03.06 ThemeetingsofUnion-ManagementCommitteesshallnotbeconsidered

asbeinginlieuoftheGrievanceprocedures.

53

18.04 TIMEOFF-UNIONBUSINESS18.04.01 The Company recognizes the importance of prompt handling of Union

business, such as the handling of grievances throughout the process,negotiatingofamendmentstoAgreements,andtheattendanceofUnionmeetings at various levels; the Company further recognizes theimportanceoftheroleoftheUnionOfficersincarryingoutthefunctionsofUnionbusiness. It is thereforeagreed thatUnion representativesbegranted reasonable time off and transportation in accordance withCompany regulations to carry out such functions. This time will beallowed as promptly as possible consistent with service pressures. Inorder to facilitate this process it will be the obligation of the Unionrepresentativestoaffordasmuchnoticeaspossibleofsuchneedsandtoclear their activities both with their own supervisors and with thesupervisorsoftheemployeesinvolvedinanyproblemsituation.

18.04.01.01 Where Union Headquarters requests time off for employees to attend

pre-scheduled educational training, the Company shall, within reason,ensurethoseemployeessodesignatedwillbereleasedfromduty.UnionHeadquarters shall request such time off from the Company at theHeadquarters level and such requests to the Company shall afford asmuchnoticeaspossible.

18.04.01.02 A time bank of forty (40) hours per week for each location will be

available for use by the Bargaining CommitteeMembers, UnionHealthand Safety Coordinator or any other local Union Representative, ifrequired,tobeabsorbedbytheCompany.

Timeoff forUnionDistrictChairsasoutlinedbelowwillbeabsorbedby

theCompany: NUMBEROFEMPLOYEES TIMEOFF 51-100 8hoursperweek 101-200 20hoursperweek 201-600 40hoursperweek 601-1000 80hoursperweek 1001-+ 120hoursperweek18.04.02 TheUnionshallbebilledforthetimeoffexceptinthosecaseswherethe

Company has agreed to absorb certain costs. In either case, theemployeesinvolvedinthisactivityarenotdebitedorremovedfromthepayroll. The time billed will be the actual scheduled time off and noaccountwillbetakenofthefactthatinsomecasestheabsentemployeemay not be replaced, or that theymay be replaced on an overtime orrecallbasis.

54

18.04.03 TimeoffshallbechargedtoeithertheUnionortheCompany,dependingontheactivity,onthefollowingbasis:

GrievanceProcedureGeneral,DisciplineandDischarge ChargetoCodeNumber:

Step1:

AggrievedEmployee(s) 1UnionRepresentative 1

Step2:

AggrievedEmployee(s) 1UnionRepresentative(s)Twoonly(IncludingmembersofBargainingCommittee) 1

Union-ManagementCommitteeMeetings(Article18.03)

DistrictLevel:

DistrictChair 1DistrictVice-Chair 1DistrictUnionRepresentative(whenauthorizedbyManagement) 1

HeadquartersLevel:BargainingCommittee 1DistrictRepresentatives(whenauthorizedbyManagement) 1

TechnologicalChangeMeetings(Article18.07.03)

UnionRepresentative(s)One(1)perlocation 1 MonitoringandMeasurementJointReviewBoardMeetings(L11.04)

UnionRepresentative(s)One(1)perlocation 1

EMPLOYEE INTRODUCTION: This includesaddressingnewemployeesatbasic or localized training sessions in order to cover the following:introductiontoUnionOfficerswithwhomtheemployeewillbecomingincontact; objectives of the Union's constitution; outline of the Union'sstructure and history; Rand Formula and check-off; application of theCollective Agreement; Government legislation applicable to Unionoperation; question and answer period. The presentation will bescheduled during the last thirty (30) minutes of any day within thetrainingperiodwithaforty-five(45)minutelimitation.

55

UNION INFORMATION SESSION: This includes addressing all employeesonce, followingcompletionof theirprobationperiodor ina reasonabletime thereafter, in order to review the subjects covered above, inEmployee Introduction. The Session will be scheduled for a maximumperiod of two (2) hours. The Company will determine the amount ofemployeesand thedate& time foreachSession,basedonoperationalrequirementsandinagreementwiththeUnion.

DistrictChair 1 DistrictVice-Chair 1 DistrictUnionRepresentatives 1 Union-ManagementMeetings (otherthanUnion-ManagementCommitteemeetings) DistrictLevel: DistrictChair 1 DistrictVice-Chair 1 DistrictUnionRepresentatives 1 HeadquartersLevel: BargainingCommittee 1 DistrictUnionRepresentatives (WhenauthorizedbyManagement) 1 Negotiations: Four(4)UniondesignatedmembersoftheUnionBargaining

CommitteefortimespentindirectnegotiationswiththeCompany 1

18.04.03.01 Time off required bymembers of the Union Bargaining Committee for

activitiesotherthanthosedirectlyrelatedtoAeroplanCanadaInc.willbecleared at the Headquarters' level and charged to the Union on thefollowingbasis:

TimerequiredforUnionactivitiesnotdirectlyrelatedto

AeroplanCanadaInc. 318.04.04 Time spent by a Union representative attending meetings with the

Companyoutside the representative's scheduled shiftwill be computedatstraighttime.

18.04.05 Exceptasprovidedforabove,theUnionwillbearthecostofalltimeoff

for the Union members and officers while participating in recognizedUnionactivities.Thiswillincludebutisnotlimitedto:Unionconventions;executive meetings; meetings to discuss internal Union business;arbitration;conciliation.TheUnionwillbearthecostoftimeoffforotherthanthosedesignatedmembersoftheUnionBargainingCommitteeforwhomtheCompanyacceptsresponsibilitysalary-wiseforthetimespentinnegotiations.

56

DistrictChairs 3 DistrictVice-Chairs 3 DistrictUnionRepresentatives 3 BargainingCommitteeMembers 3 VicePresidents 5 Health&WelfareTrustees 5 18.04.06 ExplanationofCodes

CODE1 Time off for Union District Chairs, Vice- Chairs, BargainingCommittee, representatives, andmembers tobeabsorbedbytheCompany.

CODE3 Time off for Union District Chairs, Vice- Chairs, Bargaining

Committee,representatives,andmemberstobechargedtotheUnion.

CODE5 Timeoff forVicePresidentstobechargedtotheUnionor

Health & Welfare Trustees to be charged to Health &WelfareTrust.

18.04.07 District,asreferredtothroughoutthissection,shallbethosedistrictsas

defined in the Union's By-Laws or Constitution. In no case shall thenumberofdistrictsorchairpersonsexceedone(1)atanylocationforthepurposeoftimechargesabsorbedbytheCompany.

0 Note:Incaseofabsences,theUnionDistrictChairpersonpositionwillbe

backfilled.18.05 CORPORATEREORGANIZATION IntheeventthattheCompanychangesownership,mergeswithanother

companyorinanywaychangesitscorporateidentity,thisAgreementwillremain in full force andeffect and theUnion recognitionnow in effectand/orthecertificateissuedbytheCanadaLabourRelationsBoardthenin existence shall not be affected in any way except as otherwisegovernedordirectedbytheBoard.TheCompanyfurtheragreestoenterinto negotiations with the Union relative to protection of employees'seniorityandotherconditionsofthisAgreement.Failingsettlement,theprovisionsoftheCanadaLabourCodewillapply.

18.06 BULLETINBOARDS TheUnionshallhavetheprivilegeofpostingnoticesandrelatedUnion

materialonCompanynoticeboardsandprovideaccesstotheUnion’scommunicationvehicle.

57

18.07 TECHNOLOGICALCHANGES18.07.01 TheintentandpurposeofthefollowingArticles istoensurethatample

consideration isgiven to theeffect technological changewillhaveuponthe job securityandconditionsofemploymentofemployeesaswell asthecontinuingeffectivenessoftheCompany.

18.07.02 Definition-Technologicalchangemeanstheintroductionofequipmentor

material,differentinnature,typeorquantityfromthatpreviouslyutilizedand/or to the manner in which work is carried on related to theintroduction of such equipment which affects a significant number ofemployees.

18.07.03 Toensure the intent, purpose andbenefits of technological changeare

achieved, the Company will meet at the Headquarters level withmembersoftheBargainingCommitteeanddesignatedrepresentativesoftheUnion at least once each quarter but in any case no less than onehundred and sixty (160) days prior to the implementation of anytechnologicalchange.

18.07.04 The Company shall provide the above representatives with materials

pertainingtotechnologicalchangewhichmayberequiredtoensurethatthefullestdiscussionwilltakeplaceonsuchmattersasretraining,fillingofjobscreatedbytechnology,changeofworkmethods,reorganizationofwork, change to themethod of organization, etc., so as to ensure thechange is implementedwith the least possible disruption andwith themaximumpossiblebenefitstotheCompanyandtheemployees.

18.08 EMPLOYEESTATISTICALLISTS18.08.01 TheCompanyshallprovideUnionHeadquarters,uponrequest,computer

printoutlistsshowingthenumbersofemployeesonthefollowingbasis: -employeesbyyearsofservice;and -employeesbyyearofbirth;and -employeesbylocation.18.08.02 Theaforementionedlistsshallbeprovidedwithinseven(7)calendardays.18.09 HEALTHANDSAFETY18.09.01 ItistheresponsibilityofallCompanypersonnelandemployeestoensure

and promote the continued health and safety of the employees. Inaddition, each employee as well as each Union representative has anobligation to bring any situation which in their opinion represents ahazardtothehealthandsafetyoftheemployeestotheattentionoftheCompany.

18.09.02 WORKPLACEHEALTHANDSAFETYCOMMITTEES

58

18.09.02.01 The Company shall, for each location at which twenty (20) or moreemployeesareemployed,establishaHealthandSafetyCommittee.ThemembersofeachCommitteeshallbedeterminedinaccordancewiththefollowing:

NumberofEmployees 20-199 One(1)selectedbytheUnion; One(1)selectedbytheCompany. 200-599 Two(2)selectedbytheUnion; Nomorethantwo(2)selectedbytheCompany. 600andoverThree(3)selectedbytheUnion; Nomorethanthree(3)selectedbytheCompany.18.09.02.02 TheCompany shallpostandkeepposted thenamesand locationofall

themembersoftheHealthandSafetyCommitteeinaconspicuousplaceorplaceswheretheyarelikelytocometotheattentionoftheemployees.

18.09.02.03 TheHealthandSafetyCommittee:0 (a)shallconsiderandexpeditiouslydisposeofcomplaintsrelatingtothe

healthandsafetyofemployees;0 (b)shallparticipateintheimplementationandmonitoringofaprogram

for thepreventionofhazards in theworkplace that alsoprovides fortheeducationofemployeesinhealthandsafetymatters;

0 (c)where the program referred to in paragraph (b) does not cover

certain hazards unique to the work place, shall participate in thedevelopment, implementation and monitoring of a program for theprevention of those hazards that also provides for the education ofemployeesinhealthandsafetymattersrelatedtothosehazards;

0 (d)where there is no policy committee, shall participate in the

development, implementation and monitoring of a program for theprevention of hazards in the work place that also provides for theeducationof employees in health and safetymatters related to thosehazards;

0 (e)shall participate in all of the inquiries, investigations, studies and

inspectionspertainingtothehealthandsafetyofemployees,includingany consultations that may be necessary with persons who areprofessionallyortechnicallyqualifiedtoadvisethecommitteeonthosematters;

0 (f)shallparticipateintheimplementationandmonitoringofaprogram

fortheprovisionofpersonalprotectiveequipment,clothing,devicesormaterialsand,where there isnopolicycommittee, shallparticipate inthedevelopmentoftheprogram;

59

(g)shall ensure that adequate records are maintained on workaccidents, injuriesandhealthhazardsrelatingtothehealthandsafetyof employees and regularly monitor data relating to those accidents,injuriesandhazards;

0 (h)shallcooperatewiththeMinister;0 (i)shallparticipate in the implementationofchangesthatmightaffect

occupational health and safety, including work processes andproceduresand,wherethereisnopolicycommittee,shallparticipateintheplanningoftheimplementationofthosechanges;

0 (j)shallassisttheemployerininvestigatingandassessingtheexposure

ofemployeestohazardoussubstances;0 (k)shallinspecteachmonthallorpartoftheworkplace,sothatevery

partoftheworkplaceisinspectedatleastonceeachyear;and0 (l)where there is no policy committee, shall participate in the

developmentofhealthandsafetypoliciesandprograms.18.09.02.04 The Health and Safety Committee shall keep accurate records of all

matters thatcomebefore itandshallkeepminutesof itsmeetingsandshallmakesuchminutesandrecordsavailabletoasafetyofficerontheirrequest.

18.09.02.05 TheHealthandSafetyCommitteeshallmeetatleastonceeachmonth

and,wheremeetingsarerequiredonanurgentbasisasaresultofanemergencyorotherspecialcircumstance,theCommitteeshallmeetasrequired.

18.09.02.06 AmemberofaHealthandSafetyCommitteeisentitledtosuchtimefrom

theirworkas isnecessary toattendmeetingsor tocarryoutanyotherfunction as a member of the Committee, and any time spent by themember while carrying out any of their functions as amember of theCommitteeshall,forthepurposeofcalculatingwagesowingtothem,bedeemedtohavebeenspentattheirwork.

18.09.02.07 No member of a Health and Safety Committee is personally liable for

anythingdoneoromittedtobedonebythemingoodfaith.18.09.02.08 Atlocationswithlessthantwenty(20)employees,theUnionshallselect

anemployeeasaHealthandSafetyrepresentative.18.09.02.09 TheCompanyshallpostandkeeppostedinaconspicuousplaceorplaces

where it is likely to come to theattentionof theemployees, thenameandlocationoftheHealthandSafetyrepresentative.

60

18.09.02.10 AHealthandSafetyrepresentative:0 (a)shallconsiderandexpeditiouslydisposeofcomplaintsrelatingtothe

healthandsafetyofemployees;0 (b)shall ensure that adequate records are maintained pertaining to

work accidents, injuries, health hazards and the disposition ofcomplaintsrelatedtothehealthandsafetyofemployeesandregularlymonitor data relating to those accidents, injuries, hazards andcomplaints;

0 (c)shall meet with the employer as necessary to address health and

safetymatters;0 (d)shall participate in the implementation and monitoring of the

program for the prevention of hazards in the work place that alsoprovidesfortheeducationofemployeesinhealthandsafetymatters;

0 (e)where the program referred to in paragraph (d) does not cover

certain hazards unique to that work place, shall participate in thedevelopment, implementation and monitoring of a program for theprevention of those hazards that also provides for the education ofemployeesinhealthandsafetymattersrelatedtothosehazards;

0 (f)where there is no policy committee, shall participate in the

development, implementation and monitoring of a program for theprevention of hazards in the work place that also provides for theeducationofemployeesinhealthandsafetymatters;

0 (g)shall participate in all of the inquiries, investigations, studies and

inspectionspertainingtothehealthandsafetyofemployees,includingany consultations that may be necessary with persons who areprofessionally or technically qualified to advise the representative onthosematters;

0 (h)shallcooperatewiththeMinister;0 (i)shall participate in the implementation of changes that may affect

occupational health and safety, including work processes andproceduresand,wherethereisnopolicycommittee,shallparticipateintheplanningoftheimplementationofthosechanges;

0 (j)shall inspecteachmonthallorpartoftheworkplace,sothatevery

partoftheworkplaceisinspectedatleastonceeachyear;0 (k)shallparticipateinthedevelopmentofhealthandsafetypoliciesand

programs;0 (l)shallassisttheemployerininvestigatingandassessingtheexposure

ofemployeestohazardoussubstances;and

61

0 (m)shall participate in the implementation and monitoring of aprogram for the provision of personal protective equipment, clothing,devices or materials and, where there is no policy committee, shallparticipateinthedevelopmentoftheprogram.

18.09.02.11 A Health and Safety representative is entitled to such time from their

workasisnecessarytocarryouttheirfunctionsasarepresentativeandanytimespentbythemwhilecarryingoutanyofthosefunctionsshall,forthepurposeofcalculatingwagesowingtothem,bedeemedtohavebeenspentattheirwork.

18.09.02.12 NoHealthandSafetyrepresentativeispersonallyliableforanythingdone

oromittedtobedonebythemingoodfaith.18.09.03 Matterswhicharetoolargeinscopeormattersthatcannotberesolved

atthelocalHealthandSafetyCommitteelevelmaybedealtwithattheUnion-ManagementHeadquarterslevelasperArticle18.03.04.

End

62

Article19 GENERALPROVISIONS19.01 HUMANRIGHTS19.01.01 No employee will be unlawfully interfered with, restrained, coerced or

discriminated against by the Company or the Union, their officers oragentsonthegroundsofrace,nationalorethnicorigin,colour,religion,disability, age, sex, sexual orientation, marital status, family status,political affiliation or conviction for an offence for which a pardon hasbeengranted.TheCompany further commits thatnoemployeewillbeunlawfullyinterferedwith,restrained,coercedordiscriminatedagainstbytheCompany, itsofficersoragentsbecauseofmembershipin,orlawfulactivityonbehalfoftheUnion.

19.02 SAVINGCLAUSES19.02.01 Should any part or provision of this Collective Agreement be rendered

invalid by reason of legislation enacted by the Government of Canada,suchinvalidationofanypartoftheprovisionsofthisAgreementshallnotinvalidate the remaining portions thereof, and they shall remain in fullforceandeffect.

19.02.02 Where the provisions of this Agreement are at variance with the

Companyregulationstheformershalltakeprecedence.19.03 COPIESOFAGREEMENT19.03.01 TheCompany and theUniondesire that all employees andall levels of

managementaffectedbythisAgreementbefamiliarwiththeprovisionsherein. For this reason, all employees and all levels of managementconcerned shall begivena copyof theAgreementandany subsequentchangestotheAgreementincludingLettersofUnderstanding.

19.03.02 Assoonaspractical,theCompanyandtheUnionwillagreetoafinaldraft

of the Collective Agreement prior to printing. The Company shall beresponsibleforthepreparationandprintingoftheAgreement.ThecostofprintingwillbetheresponsibilityoftheCompany.

19.03.03 TheAgreementshallbepublished inbothFrenchandEnglish,andboth

versions shall have equal application. In the event of conflictingtranslationorinterpretation,theversioninwhichaclausewasnegotiatedshallgovern.Assoonaspractical,theCompanyandtheUnionwillagreetoafinaldraftoftheFrenchversionpriortoprinting.

19.04 EMPLOYEESTATUS19.04.01 Allemployeesshallbepermanent.

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19.05 TRAINING19.05.01 All training other than on the employee's scheduled shift will be in

accordancewithArticle7and/orArticle13.19.06 GROUPLIFEINSURANCE19.06.01 TheCompanywillpaythefullcostoftheGroupLifeInsurancePlanupto

amaximumcoverageof$100,000.00.Thelevelofcoveragewillbetwo(2)times the basic annual salary up to a maximum of $100,000.00. Themaximumlevelofpaid-uplifeinsuranceforretiredemployeeswillremainatonefourth(¼)ofcoverageattimeofretirementuptoamaximumof$10,000.00.

19.07 GROUPINSURANCEDISABILITYINCOMEPLAN19.07.01 Employees shall be in a plan established for Unifor, Local 2002

participants on an employee-pay-all-basis. The Company will providepayrolldeductionfacilitiesandremittancesofappropriatedeductionstotheUnifor,Local2002,HealthandWelfareTrustPlanFund.Therewillbeseparateunderwritingandfundingoftherevisedprogramwithseparatepolicy or policies issued to the Unifor, Local 2002, Health andWelfareTrustPlanFundby theunderwriter(s)of their choice.AeroplanCanadaInc. will continue to assist in initial channelling and handling of claimsmaterial and providing other administrative cooperation to ensure theeffective and smooth operation of the program. Aeroplan Canada Inc.shall have the right to name one observer to the Group InsuranceDisabilityIncomePlan.ParticipationinGIDIPundertheUnifor,Local2002,Health and Welfare Trust Plan Fund sponsored plan shall remain acondition of employment for all Full-Time employees, for Part-Timeemployees who have elected to participate and for all Part-TimeemployeeshiredorwhochangedstatusfromFull-TimeonorafterApril1,1984.

19.07.02 The Company shall pay to the Unifor - Health and Welfare Trust, an

amount equal to forty dollars ($40.00) for each Full-Time permanentemployee and twenty dollars ($20.00) for each Part-Time permanentemployeeasofDecember31steachyear.SuchamountsshallbeusedbytheHealthandWelfareTrusttoimprovebenefits.

19.08 SUPPLEMENTARYHEALTHINSURANCE19.08.01 TheCompanywillpaythefullcostofPlanII.19.08.02 TheCompanywillextendcoverage to includepsychologistsatabenefit

levelof fiftypercent (50%)of thecostpervisit toamaximumof sevenhundred and fifty dollars ($750.00) per person and one thousand fivehundreddollars($1,500.00)perfamilyperyear.

19.08.03 The Company will provide coverage for hearing aids and tests to a

maximumof one thousand five hundred dollars ($1500.00) per five (5)yearperiod.

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19.08.04 Expenses incurred for paramedical services of Chiropractors,Osteopaths, Naturopaths, Registered Massage Therapists, Podiatrists,OccupationaltherapistsandAcupuncturewillbecoveredtoamaximumofseventyfivedollars($75.00)pervisittoamaximumofonethousandtwohundreddollars ($1,200.00)perpersonperyearor twothousandfourhundreddollars ($2,400.00)per familyperyear, lessanyamountpaidtotheemployeesforsuchservicesundertheemployee’sprovincialmedicalplan.

19.09 DENTALINSURANCE19.09.01 The Company will pay the full cost of premiums for the Group Dental

Insurance Plan. The Company shall be the sole policy holder andadministratoroftheabove-mentionedPlan.

19.09.02 The annual maximum of covered expenses is two thousand dollars

($2,000.00) per calendar year per person. The basic dental servicescoverageispayableatninety(90%).Themaximumorthodonticcoveragefordependentchildrenwillbethreethousanddollars($3,000.00).

19.10 VISIONCAREPLAN19.10.01 TheCompanywillpaythefullcostofaVisionCarePlan.19.10.02 Thebenefitsforeachemployeeandeacheligibledependentaretobe

not more than three hundred fifty dollars ($350.00) for thereimbursement of eyeglasses or contact lenses in each period oftwenty-four (24)consecutivecalendarmonths,exceptthat forcontactlensesprescribedforseverecornealsituations,assetoutintheBenefitBooklet,themaximumamountpayableshallbethreehundredandsixtydollars ($360.00), payableonceduring theentireperiod theperson isinsured.

19.10.03 Thebenefitsforeachemployeeandeacheligibledependentaretobe

notmore than one thousand five hundred dollars ($1,500.00) for thereimbursement of laser eye surgery provided no further claims underthevisionplanforeachperiodofforty-eight(48)consecutivecalendarmonths.

19.11 EMPLOYEEASSISTANCEPROGRAM In our industry, people encounter a wide range of problems not

necessarilyassociatedwithjobfunctioning,butwhichcanhaveaseriouseffect on family, friends, health and ultimately their ability tomaintaingoodworkperformance.

Aeroplan Canada Inc. and the Canadian Auto Workers Local 2002

recognize that many human problems can be successfully treatedprovidedtheyareidentifiedintheirearlystages,andreferralismadetoanappropriateprofessionalresource.Thisistruewhethertheproblemisoneofalcoholism,drugdependencyorothermedical/socialproblems.

65

TheEmployeeAssistanceProgramhasbeendevelopedtoensureabetterunderstandingofpolicy andguidelines for assistingemployeeswhoareexperiencing problemswhichmay affect their health, their relationshipwithothers,ortheirjobperformance.

All employees have the right to participate in the Employee Assistance

Programwithoutfearofjobrecriminationandregardlessoftheirstatus. The decision to accept or reject assistance is the responsibility of the

individualandnoemployeewillbecompelledtoparticipate. Itwill be the responsibility of the Joint Employee Assistance Program

Committeetoensurethattheneedsofallcommitteemembersaremetintheareasofpromotionandtraining.ThecommitteeshallconsistofoneunionEmployeeAssistanceProgramrepresentativeineachlocationas well as the Unifor Employee Assistance Program Coordinator andAeroplan Human Resources designate. All newly appointed jointcommitteememberswillbe required toattendacourse facilitatedbytheEmployeeAssistanceProgramsupplieronarelevantsubject.

Employee Assistance Program results will be reviewed by the Joint

committeeat least annually. TheUnionEmployeeAssistanceProgramrepresentatives will be invited to attend the meeting where theEmployee Assistance Program results will be reviewed. The CompanyandtheUnionwilljointlyorganizeonedayoftrainingayearwhichwillbe made available to all committee members on company time,regarding issues relevant to employeewell-being. The committeewillalso recommend on-going courses or communications that will beunveiledtoprovideaproactiveagenda.

19.12 DOMESTICVIOLENCE The Company agrees to recognize that employees sometimes face

situationsofviolenceorabuseintheirpersonallifethatmayaffecttheirattendanceorperformanceatwork.For that reason, theCompanyandtheUnionagree,whenthere isadequateverification fromarecognizedprofessional(i.e.doctor,lawyer,registeredcounsellor),anemployeewhoisinanabusiveorviolentsituationwillnotbesubjectedtodisciplineiftheabsencecanbelinkedtotheabusiveorviolentsituation.Absenceswhichare not covered by sick leave or disability insurancewill be granted asabsentwithpermissionwithoutpay.

19.13 WORKPLACEVIOLENCE19.13.01 TheCompanyandtheUnionarecommittedtoprovidingemployees

withasafe,healthyandviolencefreeworkenvironment.End

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Article20 CHECK-OFF20.01 TheCompanyshalldeductonthepayrollforeachpayperiod,asperthe

Company's designated payroll periods, fromwages due and payable toeach employee such sum as may be uniformly assessed by the UnionConstitutionsubjecttotheconditionssetforthherein.

20.02 Theamounttobedeductedshall includetheinitiationfeeandshallnot

be changed excepting to conform with a change in the Union'sConstitution.

20.03 Membership in theUnionwill be available to any employee under the

Constitutionof theUniononpaymentof the initiationorreinstatementfees uniformly required of all other such applicants.Membership shallnotbedeniedon thegroundsof race,nationalorethnicorigin, colour,religion,age,sex,maritalstatus,languagecapabilityorpoliticalaffiliation.

20.04 Deductions shall commence on the payroll for the first applicable pay

period of the calendar month following the first date of service in, ortrainingfor,aclassificationcoveredbythisAgreement.

20.05 Ifthewagesofanemployeepayableforanypayperiodareinsufficientto

permitafulldeduction,nosuchdeductionshallbemadefromthewagesof such employeeby theCompanyon that payroll. TheCompany shallnot,becausetheemployeedidnothavesufficientwagespayableonanypayroll, carry forward and deduct from any subsequent wages theamountnotdeductedonanearlierpayroll.

20.06 Onlypayrolldeductionsnoworhereafterrequiredbylaw,deductionsof

moniesdueorowingtheCompany,pensiondeductionsanddeductionsforprovidentfundsshallbemadefromwagesdueandpayablepriortoanydeductionsunderthisArticle.

20.07 The amount so deducted fromwages, accompanied by a statement of

deductions from individuals, shall be remitted by the Company to theUnion,asmaybemutuallyagreedby theUnionand theCompany,notlaterthanthirty(30)calendardaysfollowingthepayperiodinwhichthedeductionsaremade.

20.08 TheCompany shallnotbe responsible financiallyorotherwiseeither to

theUnionortoanyemployee,foranyfailuretomakedeductionsorformaking improperor inaccuratedeductionsor remittances.However, inany instance inwhich an error occurs in the amount of any deductionpursuant to this Article from an employee's wages, the Company shalladjust itdirectlywiththeemployee. IntheeventofanymistakebytheCompanyintheamountofitsremittancetotheUnion,theCompanyshalladjust the amount in a subsequent remittance. TheCompany's liabilityforanyandallamountsactedpursuanttotheprovisionsof thisArticle,shallterminateatthetimeitremitstheamountspayabletotheUnion.

20.09 Thequestionofwhat,ifany,compensationshallbepaidtheCompanyby

theUnioninrecognitionofservicesperformedunderthisArticleshallbeleftinabeyancesubjecttoreconsiderationattherequestofeitherpartyonfifteen(15)days'noticeinwriting.

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20.10 Intheeventofanyactionatlawagainstthepartiesheretoresultingfrom

anydeductionordeductionsmade frompayrolls or tobemadeby theCompanypursuanttothefirstparagraphofthisArticle,bothpartiesshallcooperate fully in the defence of such action. Each party shall bear itsown cost of such defence except that if, at the request of the Union,counsel fees are incurred these shall be borne by the Union. Save asaforesaid, the Union shall indemnify and save harmless the Companyfrom any losses, damages, costs, liability or expenses suffered orsustainedbytheCompanyasaresultofanysuchdeductionordeductionsfrompayrolls.

End

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Article21 DURATIONOFAGREEMENT21.01 This Agreement is effective November 15, 2015, except as otherwise

providedherein,andshallcontinueinfullforceandeffectuntilNovember14,2018,subjecttoArticles4.02,18.05and18.07,andmaybevariedbymutualagreement,inwriting,betweenthepartieshereto.Itshallremainbindingthereafterfrommonthtomonth,unlessnotification,inwriting,toreopentheAgreementisservedbyeitherofthepartiesheretonotmorethan ninety (90) days prior to the expiry date, or any continuation ofexpirydate,onamonth-to-monthbasis,subjectalwaystoArticle21.03.

21.02 Wherenotice tobargaincollectivelyhasbeengiven, theUnionand the

Companyshall,withoutdelay,commencetomeetdiligentlytobargainingood faith andmake every reasonable effort to enter into a CollectiveAgreement.

21.03 ThisAgreementshall remain in full forceandeffectuntil supersededby

anotherAgreementoruntilalltherequirementsoftheprevailingFederalLawshavebeenmetandnoagreementhasbeenreached.

End

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LetterofUnderstandingNo.1:PART-TIMEEMPLOYMENTL1.01 TheCompanywillstaffitsoperationwithFull-Timeemployeeswhenever

a reasonable degree of employee utilization can be achieved. It isrecognized, however, that the use of Part-Time employees may bedesirableduetothevaryingworkloads.

L1.02 WhenPart-Timeemploymentisresortedto,caremustbetakentoavoid

deterioration of the working conditions and scheduling of Full-Timeemployees.

L1.03 Therefore, the parties to this Agreement agree to cooperate andwork

harmoniously together to avoid wherever possible added burdens onFull-Timeemployeesbecauseof lackof trainingofPart-TimeemployeesandtoavoidimposinganythreattocontinuousemploymentofFull-Timeemployees.

L1.04 ThefollowingruleswillbeappliedintheuseofPart-Timeemployees:L1.04.01 Full-timeemployeeswithasenioritydateofMay19,1985orearlierwill

not be laid off or relocated from their location or required to changestatus to Part-Time in order to remain in their locationwhile Part-Timeemployeesareemployedatthatlocation.

L1.04.02 Part-Timeemployeeswillbepaida ratenot less thantheminimumnor

morethanthemaximumthatisprovidedbythisAgreement.L1.04.03 Each Part-Time employeemay be scheduled for aminimumof four (4)

hoursandup toeight (8)consecutivehoursemploymentperdayandaminimumoftwenty(20)hoursandamaximumofthirty (30)hoursperweek,basedonbusinessrequirements.

L1.04.04 Duringinitialbasicclassroomtraining,thePart-Timeemployeemay,fora

maximum of seven (7) weeks, be scheduled for eight (8) consecutivehoursadaywithamaximumofforty(40)hoursaweekinwhichcaserestandmealperiodsshallbeequaltothoseofaFull-Timeemployee.

L1.04.05 ThenumberofPart-Timeemployeesatalocationshallnotexceedtwenty

fivepercent(25%)ofthetotalnumberofemployees(Full-TimeandPart-Time)atthelocationasofDecember31stofthepreviousyear.

NOTE1: Finalnumberswillbedeterminedusingstandardmathematicalrounding

procedures(i.e.decimalsequaltoorgreaterthan0.5arerounded-uptothenearestinteger).

L1.05 RatesofPay-AsprovidedforinArticle5.L1.06 MealandRestPeriodsL1.06.01 MealsandRestperiodsaretobescheduleinaccordancetoarticle6.04.01.

70

L1.07 ShiftAlterations-MayonlybeappliedamongstPart-Timeshiftsandworkschedules and if applied, cannot exceed the hours ofwork provided inL1.04.03.

L1.08 OvertimeandRecall-IncaseswhereFull-Timeemployeesdonotwish,or

are not reasonably available to provide necessary overtime and recallrequirements, Part-time employees may be used if the overtime isrequired for a period which is not in conjunction with a Full-Timeemployee’s shift and, inany case,maybeusedprior to recallingaFull-Timeemployee.

L1.08.01 APart-Timeemployeemaybeuseduptoamaximumoffour(4)hoursin

excessoftheirscheduledhours.Overtimecreditsshallbeatstraighttime.L1.08.02 Recall of Part-Time employees will be limited to eight (8) consecutive

hours.RecallcreditsshallbeinaccordancewithArticle7.04.L1.08.03 Additional time worked for training purposes in conjunction with a

scheduledhoursshifttoamaximumofatotalcombinedperiodofeight(8)hoursshallbeatstraighttime,subjecttoL1.12.

L1.08.04 Additional timeworked for training purposes not in conjunctionwith a

scheduled shift shall be credited in accordancewithArticle 7.04 and/orL1.13.

L1.09 Seniority/StaffReduction/RecallfromLayoff-AsprovidedforinArticle10,

subjecttoL1.04.01.Part-Timeemployeesshallbedenotedassuchonthesenioritylist.

L1.10 Service - In accordance with Company Regulations subject to the

provisionsofLetterofUnderstandingNo.2.L1.11 LeaveofAbsence-RequestsbyPart-Timeemployeesforpersonalleaves

of absence will be considered separately from requests by Full-Timeemployees.

L1.12 Holidays-PaidassetforthinArticle13basedonthescheduledhoursor,

ifworked,onthehoursworked.Holidaypayondaysoffwillbebasedonthehours scheduled in the four (4)weekperiod immediatelyprecedingtheweek inwhich theholiday falls andwill beone twentieth (1/20) ofthosehours.

L1.13 Vacations-AsprovidedforinArticle14,however,theapplicationwillbe

amongsttheparttimeemployeesonly.

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L1.14 InsurancePlans GroupLifeInsurance Thelevelofcoveragewillbetwoandone-half(2½)timesthebasicannual

earningsuptoamaximumoffiftythousanddollars($50,000.00). In the event that the maximum aggregate is reached as a result of a

chronicillness,thesituationmaybebroughttotheattentionofAeroplanHRwhowill in turn contact the insurer to evaluate if any future claimsrelatedtosaidchronicillnessmaybecoveredbytheinsurer.

SupplementaryHealthInsurance TheCompanywillpaythefullcostofPlanII.

72

LetterofUnderstandingNo.2:ACCRUEDSERVICEONCHANGEOFSTATUSANDJOINEDSERVICEINUNIFORSCOPEL2.01 Continuous Employment - For the purposes of establishing levels of

vacation entitlement, any employee whose status is changed fromeitherFull-TimetoPart-TimeorPart-TimetoFull-Timeshalltaketheiraccruedservicecreditswiththem.

L2.02 BrokenEmployment-Anyemployee,regardlessoftheirstatus,whohas

terminatedshallbeentitledtohavetheirpastservicerecognizeduponre-employment in either status provided such re-employment shallhave continued for at least twenty-six (26) calendar weeks. Thisprovision shall reflect credit for all previous service which can besubstantiated.

NOTE: TheprovisionsofL2.02applyonlytoemployeeshiredpriorto

January1,1989.

73

LetterofUnderstandingNo.3:UNIONACTIVITIESL3.01 ItisagreedbyandbetweentheCompanyandtheUnionthatintheevent

that concertedactivitieson thepartof theUniondisrupt the serviceoftheCompanyby theemployees, theUnionwaives its right toArticle15and Article 17 in the event that Article 2.03 is not adhered to by theCompany.

74

LetterofUnderstandingNo.5:OFF-DUTYSTATUS,INDUSTRIALDISPUTESL5.01 ThepurposeofthisLetteristosetforththetermsandconditionsthatwill

apply to employees in the event of an industrial dispute involving anygroupofpersonsnotcoveredbythisAgreementwhichcausesareductionintheCompany'sservices.

L5.02 All provisions of the Collective Agreement not specifically modified or

waivedbythisLetterwill remain ineffect.Anydisputearising fromthetermsandconditionsof thisLetterwillbe referred to theHeadquarterslevelassoonaspossiblewithoutprejudicetotheUnion'srighttoinitiateaformalgrievance.

L5.03 Onlythoseemployeeswhoarenotrequiredtoworkduringtheperiodthe

Company's services are affected shall be placed on Off-Duty StatushereafterreferredtoasO.D.S.

L5.04 AllPart-Timeemployeesinaclassificationina locationwillbeplacedon

O.D.S.beforeanyFull-TimeemployeesinthatclassificationareplacedonO.D.S.

L5.05 Locationsenioritywithineachclassificationwillbethedeterminingfactor

as to who will be kept on duty except that employees may requestpersonal leaves of absence without pay where such leaves will avoidanother employee being placed onO.D.S. Such leaves shall be termedvoluntaryOff-DutyStatusandwillbe subject to theprovisionsof L5.16,L5.17 and L5.19 and shall remain in effect until the provisions of L5.20becomeeffective. Employeeselecting for voluntaryOff-Duty Statuswillbeadvisedoftheaboveconditionspriortotheleavebeinggranted.

L5.06 The Company shall provide notice of O.D.S., in writing, to only those

employeeswhoarenotrequiredtowork.AnemployeeplacedonO.D.Swillbegivenaminimumoftwenty-four(24)hoursnoticewhichmaybeverbalbutwhichwillbeconfirmedinwritingnotlaterthanforty-eight(48)hoursaftercommencementofO.D.S.

L5.07 As soonaspossibleafter implementing theprovisionsof this Letter the

CompanywillproduceandissuealettertoeachemployeeonO.D.S.Thisletter will include a summary of Employment Insurance Commissionprocedures to be followed by the employee, the effect on Companyinsuranceplansandbenefits,theeffectontheGroupInsuranceDisabilityIncomePlan,andanyotherrelevantinformation.

L5.08 AnemployeewhomtheCompanyisunabletocontacttoadviseofO.D.S.

willbeplacedonO.D.S.andthewrittennoticeprovidedforinL5.06andL5.07willbesenttotheemployee'slastknownaddress.

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L5.09 Anemployeewhoisoutofthelocationand,who,duetoan inabilitytotravel,theCompanyisunabletocontacttoadviseofworkassignmentwillnot be disciplined. Such employeewill be placed onO.D.S. butwill bereturned toworkwithin twenty-four (24) hoursof theCompanyhavingknowledge of their return to the location, provided their seniority issufficienttoretainaworkassignment.

L5.10 Noemployee'sscheduleddayson/daysoffwillbealtered.However,the

scheduledshiftorscheduledshiftstartingtimeofanemployeerequiredto workmay be altered to conformwithmajor changes in the normalworking hours or work requirements at a location. The Company willadvise the employee at least twenty-four (24) hours in advance of anyalterationtotheirshift.Suchnoticemaybeverbalbutwrittennoticewillbeprovidedassoonaspossible.

L5.11 RELOCATION-INLOCATIONL5.11.01 Anemployeekeptondutymayberequiredtoworkatanother location

withinthecityintheirclassification;however,suchassignmentswillbeininverseorderofseniorityprovidingtheremainingemployeesarecapableofperformingthetasks/dutiesrequired.Inanycase,Full-Timeemployeeswill not be relocated from a location while Part-Time employees areretainedinthatlocation.

L5.12 RELOCATION-OUTOFLOCATIONL5.12.01 Intheeventthatoperationsarerescheduledinoroutofanotherlocation

in Canada, employees at a location where the Company's services arereducedmay be required to report to the other location or travelwithpassengers rerouted to the other location. Volunteers will be solicitedfrom amongst the employees at that location in which they will beworkingattheirnewlocationandselectionshallbeinorderofseniority.

L5.12.02 TheCompanywillprovidetravelinsuranceintheamountoftwohundred

and fifty thousand ($250,000.00) for each employee travelling andexpenseswillbepaidinaccordancewithCompanyregulations.

L5.13 There shall be no overtime or recall in a classification at any location

where employees in that classification are on O.D.S. Additional staffrequirementsshallbefilledbyreturningemployeesonO.D.S. toduty inorderoflocationsenioritywithineachclassification.

L5.14 Whileitisrecognizedthatalltemporaryassignmentsinaccordancewith

Article 8.02 should be terminated, where it is necessary to have suchassignmentstheyshallbefromamongthoseemployeeskeptonduty inaccordancewiththisLetter.

L5.15 TheCompanywill investigate thepossibilityofproviding trainingduring

anyreductionintheCompany'sservice.Ifitisfoundthattrainingcanbeprovided, all such programs shall be subject to mutual agreementbetweentheUnionandCompany,attheHeadquarterslevel.

76

L5.16 AnemployeeonvacationwillcontinueonvacationandwillbeplacedonO.D.S.,ifapplicableunderL5.04orL5.05,uponthedateoftheirscheduledreturnfromvacation.AnemployeekeptondutyoranemployeeplacedonO.D.S.willcommencevacationasscheduled.

L5.17 Subject to changes to the Group Insurance Disability Income Plan, the

followingwillapplyduringanyO.D.S.:L5.17.01 An employee receiving disability insurance benefits will continue to

receivethosebenefitsuntiltheyarescheduledtoreturntoworkatwhichtime they will be placed on O.D.S., if applicable. An employee whoseillnesscommencedbefore thereductionofoperationsandwhohasnotyetcompletedthewaitingperiodwillreceivedisabilityinsurancebenefitsasscheduled,subjecttosatisfactoryproofofdisability.

L5.17.02 An employee who wishes to continue their Group Insurance Disability

IncomePlancoverageduringaperiodofO.D.S.maydosobypre-payingthepremiumasprovidedintheregulationsofthePlan.

L5.18 Company sick leave benefits will not be granted to an employee on

O.D.S.However,anyillnessduringtheperiodofO.D.S.maybereviewedat the Company Headquarters level upon request of the UnionHeadquarters.

L5.19 An employee placed on O.D.S. will not lose service credits for pension

purposes unless the employee is off the payroll for a full calendarmonth.Companyserviceforallotherpurposeswillcontinuetoaccrueforthefirstfourteen(14)calendardaysofanyO.D.S.Priortoanyactionbythe Company relative to service accrual beyond fourteen (14) days,discussionswillbeheldattheHeadquarterslevelbetweentheCompanyandtheUnion.

L5.20 Notificationofreturntodutymaybeverbal,butmustbelaterconfirmedinwriting,andwill state theeffectivedateof the return toduty. EveryeffortwillbemadebytheCompanytoreturnallemployeesatalocationscheduled to work in the shift(s) in effect at the time the Companyresumesitsoperationsatthat location.TheCompanywillendeavourtoreturnsuchemployeestodutyinorderofseniority.

L5.20.01 Anemployeewillbeallowedareasonablelengthoftimetoreturntoduty.

77

LetterofUnderstandingNo.6:LANGUAGEL6.01.01 ItisagreedbyandbetweentheCompanyandtheUnionthatbilingual

numerical levels of capability for the Customer Sales& Service Agentclassificationasshownhereinhavebeenestablishedforeachlocation.

L6.01.02 In an effort to achieve the bilingual numerical level of capability the

Companywould implementapolicyofhiringonlyqualifiedapplicantswho are bilingual in locations where the agreed bilingual level wasbelowtheestablishedfigure.ThishiringpolicyappliesaftercomplyingwiththeprovisionsofArticle10andArticle12andmodificationsagreedto hereunder. Established levels are to be considered as a minimumobjectiveandeveryeffortshouldbemadetosurpassthesefigures.

L6.01.03 Wherethelanguagecapabilityatalocationisbelowthenumericallevel,

atransferorchangeofstatusunderArticle12willonlybemadeiftheemployeemeetsthenecessarylanguagerequirement.

L6.01.04 Anemployee,whosevalidrequestfortransferorchangeofstatushas

not been actioned on the basis of not meeting the languagerequirement,willbeofferedthenextvacancyattherequestedlocationregardlessofthenumericalleveloflanguagecapability.

L6.01.05 Where the numerical level of language capability has been met,

transfers and changes of status will be actioned in accordance withArticle12.

L6.01.06 In theeventofa staff reduction, the language requirements inArticle

10.10.02 will not apply. A unilingual employee electing to exercisebumpingprivileges,fillingavacancyoracceptingrecallfromlay-offtoalocation where the numerical level of language capability is alwaysequaltotheauthorizedestablishmentwill,however,beresponsibletoacquire thenecessary languageproficiencywithin aperiodof twenty-four(24)months.Iftheemployeefailstoreachthenecessarylanguageproficiency within the specified period of time, the employee will besubject to relocation. Prior to relocation, each such case will bediscussedbytheCompanyandtheUnion,attheHeadquarterslevel.

L6.01.07 For employees who are identified as having bilingual (French and

English) capability, methods of testing will be employed by theCompanytodeterminetheiracceptabilityand/orlanguagelevel.

L6.01.08 Language training (French and English) will be provided at Company

expenseandatCompanytimeonavoluntarybasistothoseemployeeswhohavebeen testedandpossess the requiredbasic knowledgeandlearningabilityintheotherofficiallanguage.

L6.01.09 ThedetailsofsuchatrainingprogramwillbediscussedwiththeUnion

attheHeadquarterslevelpriortoitsimplementation.L6.01.10 The provisions of this Letter of Understanding will be reviewed

periodicallyduringthelifeofthisAgreementattheUnion-ManagementHeadquarterslevel.

78

L6.01.11 BILINGUAL NUMERICAL LEVELS CUSTOMER SALES & SERVICE AGENT

CLASSIFICATION

LOCATION REQUIREDMONTREAL ALLVANCOUVER 12

L6.01.12 TheCompany and theUnionRegional Bargaining Committeemember

agree to jointly investigate any bilingual complaint received from theoffice of the Official Language Commissioner for the purpose ofresolvingtheissuesgivingrisetothecomplaint.

79

LetterofUnderstandingNo.7:APPLICATIONOFARTICLE2.03L7.01 It isrecognizedthat it is inthemutual interestoftheCompanyandthe

employees to contribute to a viable and economic operation of theCompany which will provide, to the fullest extent possible, continuingemploymenttotheemployees.

L7.02 It is agreed that the provisions of Article 2.03 do not prevent the

Companyfrommarketing itsproducts throughoutsidecompanies,eventhoughthesecompaniesmaybeperformingsomeofthefunctionsdes-cribedinArticle4.

L7.03 During the life of this Agreement the Union agrees to exempt the

Company from the terms of Article 2.03 as it applies to tasks/dutiescoveredbytheCollectiveAgreementbeingperformedbyotherCompanypersonnel,andtotheextentthatsuchtasks/dutiesarebeingperformed,asofSeptember25,1984.

L7.04 ItisrecognizedbythepartiestothisAgreementthatcertaintasks/duties

coveredunderArticle4andnotassociatedwithmarketingtheCompany'sproducts,asdescribedinL7.02,arebeingperformedbypersonswhoarenotCompanypersonnel.Itisagreedthatsuchtasks/dutiesmaycontinuetobeperformed,wheretheyarebeingperformed,asofSeptember25,1984.

80

LetterofUnderstandingNo.10: REDUCEDWORKWEEKL10.01 Exceptasotherwiseprovidedforhereinafter,allprovisionsoftheAgreement

shall apply to those employeeswho have selected the option ofworking areducedworkweek.

L10.02 InsomelocationstheCompanymaydeclarethatitsoperationscouldpermita

reduced work week. Such a reduced work week would consist of thefollowing:

a) a standard work week of thirty-five (35) hours and a standard

work day of seven (7) consecutive hours, inclusive ofmeal andrestperiods.Whereitisnotpracticaltorelieveemployeestwo(2)days in seven (7), the number of days off in a completeSub-Schedule shall not be less than two- sevenths (2/7) of thetotalnumberofdaysintheSub-Schedule;

NOTE: Where the standard work day of seven (7) consecutive

hoursisnotpracticable,theemployeemaybescheduledfor more than seven (7) consecutive hours but not inexcess of eight (8) consecutive hours, inclusive of mealand rest periods. This provision is to achieve theequivalentofthethirty-five(35)hourreducedworkweekona6dayson,3daysoffrotation(averagesevenandonehalf (7½) hours per day) or on a 5 days on, 3 days offrotation(eight(8)hoursperday).

b) athirty-two(32)hourworkweek(four(4)workdaysofeight(8)

paidhours);c) a thirty-six (36) hourworkweek (four (4)work days of nine (9)

paidhours).

L10.03 Employees will advise Workforce Planning, in writing, with a copy to the

Union District Chair if they wish to work a reduced work week. Prior toinitiating discussions concerning development of a Work Schedule, theCompany, if itdeterminesa reducedworkweek tobe feasible,will contactthoseemployeeswhohaverecordedtheirwishtoworkareducedworkweekandthosepresentlyworkingareducedworkweektoestablishthattheystillwishtoexercisethatoption.

L10.04 InaccordancewithArticle6.02,aSub-Schedulemaybedeveloped foreach

function in a location where the Company has exercised its option tointroduce a reduced work week. Employees who have indicated theirpreference for a reduced work week in accordance with L10.03 will beassignedtotheSub-Schedulewithintheirfunctioninorderofseniority.SuchSub-SchedulesshallbeoverandabovethosedescribedinArticle6.02.02.02;however,onlyone (1) reducedworkweekSub-Schedulemaybedevelopedforeachfunction.

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L10.05 Subject toL10.07,apersonentering intoa location,oranemployeewho ischanginglocation,statusorisbeingrecalledfromlay-off,orwhoisreportingbacktodutyfollowingamaternityleaveorchildcareleave,andwhowillbefillingavacancyinareducedworkweekSub-Schedulewillbegiventheoptionofworkingthereducedhoursorhavingeachshiftextendedbyone(1)hour.

L10.06 RATESOFPAY-Thebasicweeklyratewillbethirty-two(32),thirty-five(35),

thirty-six (36) times the equivalent hourly rate provided for in Article 5.04,whichever is applicable. Themonthlyequivalentwill bebasedon thebasicweeklyrateinthesamemannerasprovidedforinArticle5.04.

L10.07 EMPLOYEEELECTION - Employeeswhoelect towork a reducedworkweek

andwho are subsequently assigned to such a Sub-Schedulewill remain onsuchaSub-ScheduleforthedurationoftheSub-Schedule,asprovidedforinArticle6,unlessotherarrangementsacceptabletotheCompanycanbemade.

L10.08 Intheapplicationofovertime,thefirsthourworkedoutsideascheduledshift

inareducedworkweekwillbepaidforatstraighttime.AlltimeworkedinexcessofthatfirsthourshallberecordedandcomputedinaccordancewithArticle7.03.

L10.09 The application of this Letter of Understanding will be reviewed by the

CompanyandtheUnionattheHeadquarterslevel.

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LetterofUnderstandingNo.11: MONITORINGANDMEASUREMENTOFWORKPERFORMANCEL11.01 TheCompanyandtheUnionrecognizethestressthatindividualmonitoring

and measurement creates for employees if it is perceived as, or is beingutilized inamanner inconsistentwiththepurposesassetoutherein. It isnot the intended purpose of monitoring or measurement to placeunreasonable restrictions on employees or to discipline or discriminateagainstemployees.

L11.02 Monitoring - The purpose of monitoring is to support the processes of

employeecounselling,traininganddevelopmentL11.02.01Toensurethatanystressfuleffectonemployeesisreduced,eachemployee

will be advised prior to the Company undertaking any monitoring inaccordancewithL11.02.

L11.03 Measurement – Thepurposeofmeasurement is toprovide thenecessary

informationtodeterminethelevelofservicetocustomersandtoestablishstaffrequirements.

L11.04 In recognition of these concerns, and to ensure that monitoring and

measurement continue to be utilized by the Company for the purposesintended, it isagreedthata JointReviewBoardconsistingofmanagementanddesignatedrepresentativesoftheUnion,willmeetattheHeadquarterslevelasoftenasrequired:

L11.04.01To review, on an on-going basis, the utilization of monitoring and

measurement equipment and processes currently being used or beingconsideredforuseinthefuture;

L11.04.02Toinvestigateandreviewcomplaints;andL11.04.03ToreporttotheUMHQlevelonaregularbasis.

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LetterofUnderstandingNo.12: VOLUNTARYSTAFFREDUCTIONPROGRAMSL12.01 At a location where there is a surplus of Full-Time employees and an

underage of Part-Time employees, Full-Time employees may, at thediscretionof theCompany,elect to change status toPart-Time. Suchanemployeewill continue to receive their Full-Timeweekly rateofpayandbenefits for a two (2) year period, after which they will terminate theiremploymentor,ifeligible,retire.

L12.01.01 In theapplicationof L12.01, theprovisionsofArticle12willbe followed.

Employeeswillnotberefusedachangeofstatusbecausetheydonotwishto avail themselves of the provisions of L12.01. However, an employeewhoisofferedachangeofstatuswillbeadvisediftheprovisionsofL12.01areavailable.

L12.02 At thediscretionof theCompany,andwith theagreementof theUnion,

othermethodsofachievingareductioninthenumberofFull-Timeand/orPart-TimeemployeesmaybeimplementedbytheCompany.

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LetterofUnderstandingNo.13:EXTENDEDLEAVEOFABSENCE–MATERNITYHEALTHCONCERNSRELATEDTO

POTENTIALLYHAZARDOUSWORKINGCONDITIONSL13.01 ApregnantemployeewhofurnishestotheCompanyamedicalcertificate

attesting toher concerns thatherworkingconditionsmaybephysicallydangeroustoherunbornchild,ortoherselfbyreasonofherpregnancy,mayelectoneofthefollowingtwo(2)options:

L13.01.01 Torequest: tobereassignedwithin the locationtoanother functionor

duties covered by the Collective Agreement under Article 4; or,alternatively,tobeconsideredforareassignmentunderL.O.U.17.

L13.01.02 To be placed, in accordance with the terms and conditions of Article

11.05.03,onanextensiontoamaternityleaveofabsence.L13.02 InresponsetoarequestunderL13.01.01,theCompanymayalterworking

conditions to alleviate concerns, or in the event concerns remain,mayreassign the employee, provided that noother employee is affectedbythe reassignment,or alteration. In theevent theCompany isunable toaccommodatetheemployeeundertheprovisionsofL13.01.01,orintheeventtheemployeedoesnotaccept,L13.01.02shallstillbeavailabletothe employee. If L13.01.02 is accepted under these circumstances, theemployee may terminate the extension in the event the Companysubsequentlyoffers,andtheemployeeaccepts,areassignmentundertheprovisionsofL13.01.01.

L13.02.01 Where the employee furnishes the Companywith amedical certificate

attesting that the working conditions of her former function no longerposeaconcerninaccordancewithL13.01,theemployeemayterminateanextension,orreassignment,andreturntoherformerfunction.

L13.02.02 Where an employee's transfer or change of status is actioned in

accordancewith Article 11.01.05.02 andwhere the employee furnishesthe Company with a medical certificate attesting that the workingconditions of her new location or status no longer pose a concern inaccordancewithL13.01,theemployeemayterminateanextensionearly.

L13.02.03 The provisions of L13.02.01 and L13.02.02may only be exercised once

duringanextensiontoamaternityleaveofabsence.L13.03 ForthepurposeofArticle11.05.06,theformer"function"shallmeanthe

employee's function prior to any reassignment resulting from theapplicationofL13.01.01.AllothertermsofArticle11.05.06shallapply.

L13.04 IntheapplicationofL13.01.02,suchextensionshallbegrantedfromthe

timetherequestismade.L13.05 Ifanemployeehasrequestedamaternityleaveofabsenceinaccordance

with Article 11.05.02, and then subsequently requests an extension tothatleaveinaccordancewithL13.01.02,theemployeemustthenprovidetheCompanywithanothermedicalcertificatefromherdoctor.

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L13.06 Whereanygovernmentformisavailabletotheemployeeforthepurposeofverificationbyherdoctor, such formsmaybeusedby theemployeeand,ifused,shallbedeemedtobethemedicalcertificatesreferredtoinArticle11.05andL13.01.

L13.07 Post-natal,extendedmaternity leaveshall continuetobe inaccordance

withArticle11.05.05.L13.08 In the event an employee's Maternity leave of absence under Article

11.05.02isextendedundertheprovisionsofL13.01,the132-dayperiodshallbeincreasedtoincludethatamountoftimebywhichtheMaternityleaveofabsenceisextended.

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LetterofUnderstandingNo.14: RECIPROCALTRANSFERSANDCHANGESOFSTATUSL14.01 Onanas requiredbasis, theCompanyandUnionat theHeadquarters

Levelwillmeettodeterminewherevacanciesorstaffrequirementswillbedeclaredforthepurposeofactioningreciprocalrequestsfortransferandchangeofstatus.

L14.02 Once declared, such vacancies or staff requirements will be filled in

accordancewiththeprovisionsofArticle12,exceptasmodifiedbythefollowing:

L14.02.01 Itistheemployee/sresponsibilitytomaintaintheirrequestforastatus

change.Selectionwillbemadebasedontheseniorityoftheemployeeswhose applications have been received at least fifteen (15) calendardaysataminimum,priortoashiftbid.

Note:Inanycase,reciprocalswillbeactionednolessthantwiceayear.L14.02.02 Offers will be considered conditional until such time as the

reciprocating transfer(s)or change(s)of statushavebeenacceptedbytheemployee(s)involved.

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LetterofUnderstandingNo.16: EXPANSIONOFSCOPETASKS/DUTIESL16.01 This Letter of Understanding covering the expansion of scope

tasks/dutieshasbeenagreedtobytheCompanyandtheUnion.L16.02 EXPANDEDTASKS/DUTIESL16.02.01 During the life of this Collective Agreement, the Company will

maintainnotlessthanfour(4)positionsonanon-exclusivebasis.L16.02.02 Separate work functions may be established in accordance with

Article 6.02.01.01 consisting of employees performing thesetasks/duties.IntheapplicationofArticles6.03.01.01and6.03.01.02,vacancieswillbefilledforamaximumoftwo(2)consecutiveyearsbythemostseniorqualifiedapplicant.

L16.02.02.01 Within 6 months of completing an assignment, an employee’s

application, to the same or a different posting, will only beconsidered once any new qualified candidates’ applications havebeenexhaustedaccordingtoarticle16.02.02.

L16.02.03 Inthosecaseswhereaseparateworkfunctionisnotestablished,the

Company shallmakeevery reasonable effort to equitablydistributetheperformanceofthesetasks/dutiesamongsttheemployeesinthelocation who volunteer to perform such tasks/duties and whopossessthenecessaryqualifications.

L16.03 ExceptionstotheapplicationoftheCollectiveAgreementwhichmay

be required due to the special nature of the task/duty to beperformedshallbeasdeterminedbytheCompanyandtheUnionattheHeadquarterslevel.

L16.04 FUTUREEXPANSIONOFSCOPETASKS/DUTIESL16.04.01 During themeetings provided for in Article 18.07.03, the Company

and the Union shall explore the continued expansion andestablishmentofothertasks/duties.

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LetterofUnderstandingNo.17: TEMPORARYEXPANSIONOFSCOPETASKS/DUTIESL17.01 In addition to the expansion of tasks/duties as described in Letter of

Understanding No. 16, there will be a continuing need to expandtasks/dutiesfortemporaryperiods.Thesetemporaryassignments,whichmay supplement those established under L.O.U.16 ormay be in areasotherthanthoselistedtherein,willbemadeavailableinaccordancewiththefollowing:

L17.01.01 Wheretheassignment(s)wouldinvolveemployeesfromone(1)location,

such expansion will be subject to the agreement of the Union at theDistrictLevel.

L17.01.02 Wheretheassignment(s)would involveemployeesfrommorethanone

(1) location, or where exception to the application of the CollectiveAgreementisrequested,suchexpansionwillbesubjecttotheagreementoftheUnionattheHeadquartersLevel.

L17.02 Theperformanceof the tasks/dutiesprovided for in the foregoing shall

notbeconstruedasbeingtheexclusiverightofemployees.L17.03 Areviewoftasks/dutiesperformedinaccordancewiththisLettershallbe

thesubjectofon-goingdiscussionsbytheCompanyandUnionduringthemeetingsprovidedforinArticle18.07.03.

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LetterofUnderstandingNo.18: CESSATION,REDUCTIONORCHANGEOFOPERATIONSL18.01 TheCompanycommits thatemployeeswitha senioritydateofApril1,

1999orearlierlocatedinVancouverandMontreal,willnotbelaidofforrelocatedfromtheirlocationduetoaclosureofanAeroplanOffice.TheCompany further commits that any reduction in staff from theselocations will be accomplished by attrition and/or voluntary severanceprogramsagreedtobytheCompanyandtheUnion inaccordancewiththefollowing:

L18.01.01 If staff reductions occur at a location, all employees at the affected

locationshallhavetheoptionofterminatingtheiremploymentwiththeCompany and will be entitled to a severance allowance of three (3)weeks' pay at their current rate of pay for each full calendar year ofservice,orpartthereof,uptoamaximumoffifty-two(52)weeks'pay.

L18.01.02 Employeesshallbeofferedtheprovisionsofseveranceallowanceinorder

ofseniorityonlytotheextentrequiredtoeliminatelayoffs.L18.02 In the event the Company ceases to operate, significantly reduces its

operations,orsignificantlychangesitswayofdoingbusiness,atalocationitisrecognizedthattheprovisionsofArticle10governingstaffreduction,layoffandrecallmaynotfullyoradequatelydealwiththeimpactontheemployeesaffected.Therefore, it isagreed thatwhensuchchangesareimplementedbytheCompany,thefollowingshallapply:

L18.02.01 TheCompanyshallprovideasmuchnoticetotheUnionaspossibleand

sufficient to implement the provisions of this Letter of Understanding,andshall,withoutdelay,meet theUnion for thepurposeofminimizingtheeffectonemployees.

L18.02.02 Where another company or other companies are expanding their

operations,theCompanywillenterintodiscussionswiththosecompaniesinordertoassistthoseemployeeswhosowishtogainemploymentwiththosecompanies.

L18.02.03 Notwithstanding the provisions of L18.01.01 and L18.01.02, employees

whoaresubjecttostaffreductionatalocationshallhavetheoptionof:0 a) Terminating their employment with the Company in accordance

withtheprovisionofArticle10.12;0 b) Relocating to another location in accordance with Article

10.10.01.02.

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L18.02.04 SEVERANCEALLOWANCEOPTIONSL18.02.04.01 OptionsforPensionableEmployees

a) Employeesunderage55attimeofretirementmayelecttoreceive"age make-up" at a rate of fifty percent (50%) of the monthsbetween their retirementageand55 toamaximumof sixty (60)months. Eight (8)weeksof the allowance shall be converted foreach year of "age make-up" required for pension reductionpurposesunderage55.

b) Lumpsumcashpayment.c) Timeonpayrollatfullsalary.d) Timeonpayrollathalfsalary.e) Anycombinationoftheabove,exceptthatoptionsc)andd)intotal

maynotexceedtwenty-four(24)monthsornormalretirementagewhicheverisearlier.

L18.02.04.02 OptionsforNon-PensionableEmployees

a) Lumpsumcashpayment.b) Timeonpayrollatfullsalary.c) Timeonpayrollathalfsalary.d) Anycombinationoftheabove,exceptthatoptionsb)andc)intotal

maynotexceedtwenty-four(24)monthsornormalretirementagewhicheverisearlier.

L18.02.04.03 AdditionalProvisionsforNon-PensionableEmployees

a) Continuation of Supplementary Health Insurance, Dental Plan,GroupLife InsuranceandVisionCarePlanfortwelve(12)monthsbeyond separation or re-employment with another company,whicheveristheearlier.

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LetterofUnderstandingNo.22: LEADAGENTSL22.01 Except as otherwise provided for hereinafter, all provisions of the

Collective Agreement shall apply to those employees performing intheworkfunction(s)ofLeadCustomerSalesandServiceAgent(LeadAgent).

L22.02 ThedutiesoftheLeadAgentwillvaryaccordingtotheworkfunction.

The principal function of a Lead Agent is to provide leadership,support and direction to a group of employees in the areas oftechnicalexpertise&customerservicewhileremainingafullworkingmemberofthatgroup.Additionalresponsibilitiesmayincludeonthejobtrainingandinstruction.LeadAgentsshallnotbepermittedtobedirectlyinvolvedinthedisciplineofanyotheremployee.

L22.03 Lead and Relief Lead Agents must have a satisfactory record of

employment including attendance and possess the qualifications oftheworkfunction,passanappropriatequalifyingexaminationandastructured interview. A formal selection process in support of theprovisionscontainedhereinwillbeasfollows:

L22.03.01 NewLeadeligibility:0 Employeesmusthavepassedawrittenexamatleastthirty(30)

dayspriortofillingavacancy.Uponsuccessfulcompletionoftheexamtheemployeemustbescheduledforastructuredinterviewwithin14days.Successfulcompletionofthisexamwillbevalidforaperiodofeighteen(18)monthsfromcompletionoftheprocess.

0 ExistingLeadeligibility:0 Aleadwillremaineligibletofillaleadvacancyforaperiodof

eighteen(18)monthsfollowingthelastworkedshiftinaleadfunction.

0 Inbothcasesaftereighteen(18)monthswithoutanyshiftworkedin

a lead functionwill result in the employeehaving to re-qualify andcompletetheExamandtheStructuredInterview.

L22.03.01.01 Leadqualified:0 Theemployeeswillremainqualifiedforaperiodof90daysfollowing

the lastworked shift in a lead function. If during these 90 days, asignificanttraining isprovided inthefunction, theemployeewillnolongerbeconsideredasqualified.

Note:Whena significant training is contemplatedby theCompany,

discussion(s)willtakeplacebetweentheCompanyandtheUnion.L22.03.02 In theeventan employee fails toachieve the80%passingmarkon

the exam, one (1) rewrite within sixty (60) days of the effectivedate of the initial results will be permitted. If unsuccessful, theemployeewill not be entitled for a rewrite for a period of one (1)year.

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L22.03.03 Eacheligiblecandidatewillbegivenastructuredinterviewconductedby (1) HR management (1) Contact Centre Manager and one (1)Union Representative. The candidate must achieve a 70% scoreassessedbythepanelthroughastructured,established,pointsystem.In the event the candidate fails to achieve the passing score, thefollowingoptionsareavailabletothecandidate:

0 (1) The candidatemay be re-interviewed following six (6) calendar

monthsfromhis/herinterview.L22.03.04 Qualifying examinations and the structured interview guide will be

jointlydevelopedandagreedtobytheCompanyandUnion.L22.03.05 Candidates who successfully complete the Qualifying Examination

andStructuredInterviewwillbedeemedashavingequalability,andaccordinglytheemployee(s)possessingthegreaterseniorityshallbeawardedtheposition(s).

L22.04 Any difficulties arising in the implementation of this Letter of

Understandingwill be discussed by the Company and theUnion attheHeadquarterslevel.

L22.05 Once acceptedas a LeadAgent, anemployeemay request transfer

withinalocationasperArticle6.03onlyaftercompletingaminimumoftwelve(12)months.

L22.06 Itisagreedthatthepartieswillreviewanyworkperformanceissues

of a Lead Customer Sales and Service Agent and thismay result inremovalfromtheposition.

L22.07 Alloperatingcontactcenterlocationswillhavealeadsrequirement.

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LetterofUnderstandingNo.23: RELIEFLEADAGENTSWhereastheLeadCustomerSalesandServiceAgentisconsideredonefunction.e.g.SupportLeads4,Phoneleads6thetotalof10LeadswouldmakeupthecomplimentoftheLeadfunction.WhereastheReliefLeadwillbeutilizedtobackfilltheLeadFunction,thefollowingprocedurewillbeutilized:TheemployerwilldecidethenumberofReliefLeadsrequired;Theemployerwillpostforapplicantstoapply;TheapplicantswillqualifyinaccordancewiththeprocessstipulatedinLOU22;OncequalifiedtheReliefLeadwillcontinueworkingtheirscheduledshiftwhennotperformingReliefLeadfunctions.

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LetterofUnderstandingNo.27: EDUCATIONALTRAININGPROGRAM

TheCompanyandtheUnionhaveagreedtoofferanEducational/RetrainingProgram(the“Program”)toCustomerSalesandServiceAgentswhoareinterestedinpursuingeducational or retraining opportunitieswhile employed at Aeroplan. This programwill allow Full-Time employees to change status to Part-time for a maximumcontinuousperiodofforty-eight(48)monthswhileengagedinstudiesorretrainingfrom a recognized educational institution to develop knowledge required in theirpresentpositionorotherpositionswithinoroutsidetheCompany.Accordingly,thepartiesagreetothefollowing:1. Full-Timeemployeeswhocanattestthattheyhaveengagedinjob-relatedor

developmental courses at recognized educational institutions, colleges,universities are eligible to participate in this program. The employee’sattendancewillbeconsideredintheCompany’sdecisiontoallowparticipationintheprogram.

Note: On-linecoursesaresubjecttomanagementapproval.2. EligibleFull-TimeemployeeswillchangestatustoPart-timewhilecoveredby

thetermsandconditionsofthisProgram.Oncetheyhavechangedstatustopart-time,employeeswillbecoveredbytheworkingconditionsandbenefitsapplicabletopart-timeemployees.

3. Employees will be permitted to change status for a minimum continuous

periodofsix(6)monthsuptoamaximumcontinuousperiodofforty-eight(48)months.

4. While working as part-time employees, employees covered by this

Memorandumwill be awarded a work schedule that meets the Company’soperational requirements and does not interfere with their schooling orretraining. Thework schedules awarded to employeeswill consistmostly ofafternoon and week-end shifts up to twenty-four (24) hours a week,consistentwiththepart-timehoursintheemployees’location.

5. At the end of the selected period, employeeswill revert to Full-Time status

and their working conditions and benefits will be those of a Full-Timeemployee unless an employee has accepted,while on this program, a part-timevacancyundertheprovisionsofArticle12.

6. ParticipantsmayrequesttoworkFull-Timehoursonatemporarybasisduring

the summer months. Such requests will be accommodated subject tooperational requirements. Overtime/recall for employees working Full-TimehoursonatemporarybasiswillbegovernedbytheprovisionsofArticles7.03and7.04asiftheywereFull-Timeemployees.

7. EmployeeswishingtocanceltheirparticipationunderthisMemorandummust

providetheCompanywiththirty(30)daysnoticepriortotheirintendeddatetorevertbacktofull-timestatus.

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8. The number of participants will be subject to the Company’s operational

requirements. Where the number of requests would be detrimental to theCompany’sstaffingrequirements,thepartieswilldiscussalternativesolutionstoenablethegrantingoftherequestsincludingtheapplicationofArticle12oftheCollectiveAgreement.

Employeeswhowish to apply for this Program are to forward their application inwritingtoWorkforcePlanningwithacopytothelocalUniforChairperson.Suchapplicationmustbe receivedno later than twenty-one (21)daysprior to theeffectivedateofthechangeofstatus.

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LetterofUnderstandingNo.28: SOCIALMEDIA

L28.01 Thepartiesagreeasfollows:0 1. While the company assesses the impact and the requirements of

social media on Aeroplan agents and the business, tasks normallyperformed by customer sales and service agents, which flow throughsocialmedia,shallinitiallyresidewithintheLetterwriterfunction.

0 2. Quality standards on social media will be determined by thecompany.

0 3. The triaging anddiffusing of socialmedia restswithmarketing andcorporate communications. This includes and is not limited tomarketing campaigns and their support, public and investor relationsandanyothercorporatecommunications.

0 4. Communications on the social media channel are highly sensitive;therefore,arigorousqualitymanagementprocessisrequired.

0 The parties further agree to discuss thematter as appropriate at the

UMHQ at the request of either party during the life of this collectiveagreement.

L28.02 Selectionprocess0 1.Initially,onlytheletterwriterswillhavetheabilitytoqualifyforsocial

media work. Subject to management approval, if the social mediaoperational requirement grows sufficiently, other contact centeremployees will also have the opportunity to qualify for social mediawork.

0 2.Letterwriterswhoare interestedinthesocialmediaworkwillhaveto apply on the social media vacancy and successfully complete aninterview,atrainingsessionandanexaminordertobecomequalifiedforsocialmediawork.TheUnionwillbeconsultedinthedevelopmentof the interview and the exam and will participate in the selectionprocess.

0 3. Candidates with the most seniority who successfully complete theselectionprocesswillbeawardedtheSocialmediaposition.

0 4. Selected candidateswill be required to serve aqualifyingperiodofninety(90)calendardays.

L28.03 Qualitymanagementprocess0 - All work from the social media channel will be assessed by a

management representative for approval and quality assurancepurposes.

0 - The information gathered will also be used for performancemanagementandcoaching/trainingpurposes.

0 -ItisagreedthatthepartieswillreviewanyworkperformanceissuesofanagentassignedtoSocialMediaandthismayresultintheremovalofthesocialmediaqualification.

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MemorandumofUnderstanding

No.1:AEROPLANCANADAINCPENSIONPLAN,FOREMPLOYEESPREVIOUSLYREPRESENTEDBYCAWLOCAL2213andLOCAL1990,CURRENTLYREPRESENTEDBYUNIFORLOCAL2002

UniforandAeroplanagreethattheyhavereachedanagreementinprincipleonallitemsoftheAeroplanPensionPlan.However,thefinallanguageisnotyetavailableandwillhavetobecompletedbyagreementbetweenpartiesandtheapprovaloftheregulatorafterthesigningofthisMemorandumofAgreementdatedNovember1,2009.

1. The Company will, upon request, provide full information on actuarial

evaluations, costs and funding for Unifor participants, in the existing PensionPlan. It is recognized that such information is normally only available to theCompanytri-annuallyandthattheCompanywillnotberequiredtoundertakeanyspecialactuarialevaluationinordertoprovidesuchinformation.InadditiontheCompanywilladvisetheUnionofanychangestotheexistingPensionPlanastheypertaintoUniforparticipants.

AJointCommitteewithequalrepresentationfromboththeCompanyandthe

Unionwill beestablished toevaluate theabovedataaswell asanyproposedamendments or improvements, including actuarial evaluations showing longtermcostsspecificallyforUniforparticipants.TheJointCommitteewillmeetonacontinuingbasisatleastannuallyduringthelifeofthisAgreementanditsworkwillbeconductedconfidentially.

Inaddition,during the lifeof thisAgreement, the JointCommitteewill review

and investigate improvementsand/orchangestothepensionplan,cost issuesrelatedtosuchimprovementsand/orchanges,withaviewtorecommendingtotheparties,thebasisofalong-termagreementthatwouldaddressthepensionissuesandthecontinuedviabilityofthePensionPlan.

2. AeroplanCanada Inc.agreestopaythecostofsuchstudies inadditiontothe

costandexpensesofanyadvisorsconsultedbytheJointCommittee,orofanyUniformemberswithrespecttotheconductofanyandalldutiesand/orfortheCommittee;timespentbyUniformembersofthisCommitteeshallbeabsorbedbytheCompany.

3. Aeroplan Canada Inc. will provide a simplified booklet briefly describing the

existing Pension Plan in easily understood terms with examples. UniforparticipantsintheexistingAeroplanCanadaInc.PensionPlanshallbeentitledtoreceiveannuallyastatementreflecting:

a)Requiredcontributionspaid(latestyearandtotal);

b)Accumulatedrequiredemployeecontributionswithinterest;

c) Sameasa,andb,butforvoluntaryemployeecontributions,ifany.

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4. AeroplanCanadaInc.willcontinuetocompleteitsdatafilessoastoputitselfina position to provide on the annual statement of benefits the followingadditionalinformation:

1) Monthlypensionearned(latestyearandtotal); 2) Minimummonthlypensionataspecifiedage; 3) Estimatedmonthlypensionatnormalretirement.5. Unifor participants shall receive the benefit of any amendments or

improvementseffectedintheprovisionsofthecurrentPensionPlanduringthelifeoftheCollectiveAgreementprovidedthatsuchbenefit,intheopinionoftheJointCommittee,isinthebestinterestoftheUniforparticipants.

6. The Company agrees that changes to the Pension Plan which affect Unifor

participantswillnotbemadeexceptasagreedbytheUnion.7. TheprovisionsofthisMemorandumshallbesubjecttotheprovisionsofArticles

15and17.8. UniforLocal2002membersonsickleave,includingthe14-daywaitingperiodfor

GIDIP or progressive return towork (rehabilitation) on a partial basiswithoutdisabilityorworkers’ compensationbenefits are required to contribute to thePensionPlanontheearningstheyarereceiving.UniforLocal2002membersonGIDIPorworkers’compensationorprogressivereturn to work (rehabilitation) on a partial basis with disability or workers’compensationbenefitsarenotrequiredtocontributetothePensionPlan.

9. Iftherearechangesinthehumanrightslegislationorlawsoverthetermofthecollectiveagreement,andifsomeoftheprovisionsofthecollectiveagreement,includingthepensionplan,grouplifeorhealthcareplanswouldbeinviolationwithsuchnewlaws,thenthepartiesagreetomeetandamendsuchprovisionstoconformwiththehumanrightslegislationorlaw.

10. Laidoffemployeeswith2yearsofservicewouldbeeligibletobuybackpension

service. Aswell, employees opting for a voluntary leave of absence during adownsizingwouldhavethesameoptionforthebuybackofpensionservice.Thecontributionsforthebuybackofservicewouldbe2timestheregularemployeecontributions.

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MemorandumofUnderstandingNo.2:RETIREMENTPHASE-INWITHPART-TIMEEMPLOYEMENTIt is agreed and understood that the provisions of the Collective Agreement shallapply to those employees who elect to participate in this retirement phase-inprogram,exceptasmodifiedbythefollowing:1. Employees who are eligible to retire with pension in accordance with

Section5.2ofthePensionPlanforAeroplanUnionizedEmployeesandwhowishtoparticipateintheprogramwillrequestachangeofstatusundertheprovisions of Article 12, and shall notify the Company of their intent toretirewithpensionatthesametime.

2. Requests shall be actioned, subject to vacancies being available, in

accordancewithArticle12.3. Anemployeeacceptingthechangeofstatuswhenitismadeavailableand

thishavingbeenconfirmedperArticle12.04.02,shallretirewithpensioninaccordancewithSection5.2ofthePensionPlanwhenthechangeofstatusisaffected.

4. Employees shall continue in part-time employment and in receipt of

pension benefits for a maximum period of five (5) years, or until theyterminatetheirservicewiththeCompany,whicheveristheearlier.

5. Notwithstanding anything to the contrary in the Aeroplan Pension Plan

Rules and Regulations, on receipt of pension benefits, employees shallceasetobeactivemembersofthePlanandshallceasetocontributetothePlan or accrue additional allowable service under the Plan. Pensionbenefits shall be those provided by the Plan at the time the employeeretiresfromfull-timestatus.

6. EmployeesparticipatingintheProgramshallnothavetherighttochange

status to full-timeunderanycircumstances,whether thatbethroughtheprovisionsofArticle10,Article12,oranyotherprovisionoftheCollectiveAgreement.

7. BENEFITS

(a)GroupLifeInsurance:Onefourth(1/4th)ofactivecoverageattimeofretirement, as set out in Item 3, up to amaximum of ten thousanddollars($10,000.00).Additionalcoverageisavailableatemployeecost.

(b) GroupInsuranceDisabilityIncomePlan:Employeesshallbecoveredas

part-time employees and disability benefits shall not be offset bypensionbenefits.

(c) Supplementary Health Insurance: Employees will be covered by the

basicCanadianRetiredHealthPlan -Plan I (nocost toemployee),ormayelecttoparticipateintheVoluntarySupplementaryHealthPlan-PlanII(employeepayspremium).

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(d) Group Dental Insurance Plan: Not available. However, some dentalcoverage isavailableunder theVoluntarySupplementaryHealthPlan(PlanII).

(e) VisionCarePlan:Notavailable.

8 NotwithstandingArticle10.07.07,theemployeewillnotberemovedfrom

the Seniority List nor will their seniority be affected until they reachnormalretirementageortermination.

9. Employees participating in this program will retain Company service at

retirement and upon change of status. However, no further accrual ofCompanyservicemaybeearned.

10. Employeeselecting toparticipate in thephase-inprogramwill remain in

their current function, unless agreed to between the Company and thelocal District Chair. Phase-in employees will only be allowed to changefunctionwhentheirsenioritydoesnotpermit themtoholdtheircurrentfunctionorwhen theydonot fulfill the requirementsof 6.03.01.01. TheCompany has no obligation to fill any part of an “unfilled” requirementduetotheinsertionofphase-intoaschedule.

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MemorandumofUnderstandingNo.4:REHABILITATIONPROGRAMNON-WORKRELATEDDISABILITIES1. PURPOSE ThisProgramisintendedtoassistemployeestoreturntoworkintheirnormal

jobandtoworktheirnormalhoursofwork. The Program will allow employees who are absent as a result of non-work

relateddisabilitiestoreturntoworkonavoluntarybasistoapositioncoveredby the collective agreementwhen such employees are temporarily unable toperformallofthedutiesofthejobortoperformthosedutiesforthelengthoftheirnormalworkdayorworkweek.

2. IDENTIFICATION Employeeswhoareidentifiedorwhoidentifythemselvesascandidatesforthis

Programwill be required to advise bothManagement andUnion, locally, andprovide a medical opinion from their physician stating any restriction as totasks/duties which may be performed, hours of work and expected term ofrehabilitation.

3. PROCEDURES a) Medicalrequirementsandsuitabilityforthisprogramshallbedetermined

jointly by the Aeroplan External Medical Services and the employee'sphysician.

b) Modifications to the workplace, creation of new functions or

redevelopment of existing functions and development of new sub-scheduleswhicharerequiredtoconformwithItem3a),above,shallbeestablished by local management and the Union District Chair and aresubject to agreement between the Company, the Union and theemployee.

c) Itshallbetheresponsibilityoftheemployeetoprovidesufficientnotice

for the provisions of Items 3 a) and b) above and/or Item 5 g) to beimplemented.

d) Anemployee shallnot return toworkuntil theprovisionsof Items3a)

andb)aboveand/orItem5g)havebeenfinalized.4. DURATION a) Thereshallbeaminimumtermoffour(4)weeksandamaximumtermof

twenty-six(26)weeksforanyperiodofrehabilitation. b) The term of rehabilitation shall be established prior to the

commencementoftheperiodbytheAeroplanExternalMedicalServicesandtheemployee'sphysician.

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c) Any extension of the period established in accordance with Item 4 b),above,shallbebyagreementbetweentheCompany,theUnionandtheemployeeandasdeterminedbytheAeroplanExternalMedicalServicesandtheemployee'sphysician.

d) Any requests for an extension beyond twenty-six (26) weeks shall be

subject to review by the Aeroplan External Medical Services and theemployee'sphysicianandwherenecessarybytheinsurancecarrier.

5. APPLICATIONOFTHECOLLECTIVEAGREEMENT Theprovisions of theCollectiveAgreement shall apply, except asmodifiedby

anyofthefollowing: a) Aseparatesub-schedulewillbeestablishedforeachemployeewhichmay

provide for less than the standard working week and/or less than thestandardworkingday.Wheretheseparatesub-scheduleprovidesforlessthanthestandardworkingweekor less thanthestandardworkingday,employeesshallbeprohibitedfromworkingadditionalhours.

b) Where the scheduled shift is less than the standard working day,

employeeswillbeentitledtoonefifteen(15)minutemealorrestperiodforeachtwo(2)hoursofthescheduledshiftandanytwo(2)suchbreaksmaybecombined.

c) EmployeesshallnotbeutilizedforanyassignmentssetoutinArticle8. d) Intheeventofastaffreduction,employeesshallexercisetheirrights in

accordance with their seniority. If an employee is relocated, alternatearrangementsatthenewlocationshallbe inaccordancewith Item3b)and/or5g).

e) Normally, vacation scheduled tobe takenduringa rehabilitationperiod

will be displaced and taken immediately following conclusion of theestablishedrehabilitationperiod.Whenanemployee'sdisplacedvacationhasnotbeen takenat theendof thevacationyear, theemployeemayelecttoreceivepayinlieuofthatvacationuponreturntowork.

f) Employeeswhoreturntoworkonapartialbasisshallnotbesubjectto

Article20. g) Exceptions to theapplicationof thecollectiveagreementwhichmaybe

requiredoverandabovethoseprovidedforinthisItem5and/orItem3b)shall be subject to agreement between theCompany and theUnion attheHeadquarterslevel.

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6. BENEFITS a) Group Life Insurance - Full coverage will continue based on the

employee's status and regular rate of pay, in accordance with Article19.07orL1.16,respectively.

b) Group InsuranceDisability IncomePlan - Premiumswill be deducted in

accordancewiththeemployee'sregularrateofpayandrefundeddirectlytotheemployeebytheUniforLocal2002HealthandWelfareTrust.

c) SupplementaryHealthInsurance,DentalPlanandVisionCarePlan-The

Companyshallpaythefullcostofpremiums. d) PensionPlan-Employeeswhoreturntoworkonapartialbasisandwho

arereceivingdisabilitybenefitswillbegovernedbytheprovisionsoftheplangoverningemployeesinreceiptofdisabilitybenefits.

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MemorandumofUnderstandingNo.5:REHABILITATIONPROGRAMWORKERSCOMPENSATIONCLAIMANTS

1. PURPOSE ThisProgramisintendedtoassistemployeestoreturntoworkintheirnormal

jobandtoworktheirnormalhoursofwork. TheProgramwill allow for the re-employmentof injuredworkers inpositions

coveredbytheCollectiveAgreementwithanymodificationofdutiesandhoursofworkwhichmayberequired.

2. IDENTIFICATION Employeeswhoareidentifiedorwhoidentifythemselvesascandidatesforthis

Programwillberequiredtofirstobtaintheapprovaloftheirpersonalphysician,theAeroplanExternalMedicalServicesandtheWorkers'CompensationBoard.

3. PROCEDURES a) Medical requirements and suitability for participation in this Program

shall be determined jointly by the employee's physician, the AeroplanExternal Medical Services and, as required, by the Workers'CompensationBoard.

b) The employee shall advise both localmanagement and the Union that

they wish to participate in the Program and shall provide a medicalopinionstatinganyrestrictionastotasks/dutieswhichmaybeperformed,any modification to hours of work which may be required and theexpectedtermofrehabilitation.

c) Modifications to the workplace, creation of new functions or re-

development of existing functions and the development of new sub-scheduleswhicharerequiredtoconformwithItem3b),above,shallbeestablished by local management and the Union District Chair and aresubject to agreement between the Company, the Union and theemployee.

d) It shall be the responsibility of the employee to provide for sufficient

notice for the provisions of Items 3 a), b) and c) and Item 5 g) to beimplemented.

4. DURATION a) Theminimumtermofany rehabilitationperiodshallbe four (4)weeks,

unlessdeterminedotherwisebytheWorkers'CompensationBoard. b) The term of rehabilitation shall be established prior to the

commencementoftheperiod.

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c) Any extension of the period established in accordance with Item 4 b),above,shallbebyagreementbetweentheCompany,theUnionandtheemployeeandasdeterminedbytheemployee'sphysician,theAeroplanExternalMedicalServicesandtheWorkers'CompensationBoard.

5. APPLICATIONOFTHECOLLECTIVEAGREEMENT Theprovisions of theCollectiveAgreement shall apply, except asmodifiedby

anyofthefollowing: a) Aseparatesub-schedulewillbeestablishedforeachemployeewhichmay

provide for less than the standard working week and/or less than thestandardworkingday.Wheretheseparatesub-scheduleprovidesforlessthanthestandardworkingweekor less thanthestandardworkingday,employeesshallbeprohibitedfromworkingadditionalhours.

b) Where the scheduled shift is less than the standard working day,

employeeswillbeentitledtoonefifteen(15)minutemealorrestperiodforeachtwo(2)hoursofthescheduledshiftandanytwo(2)suchbreaksmaybecombined.

c) EmployeesshallnotbeutilizedforanyassignmentssetoutinArticle8. d) Intheeventofastaffreduction,employeesshallexercisetheirrights in

accordancewith their seniority. If an employee is relocated, alternatearrangementsat thenew locationshallbe inaccordancewith Item3c)and/or5g).

e) Normally, vacation scheduled tobe takenduringa rehabilitationperiod

will be displaced and taken immediately following conclusion of theestablished rehabilitation period. When an employee's displacedvacation has not been taken as of the end of the vacation year, theemployeemayelecttoreceivepayinlieuofthatvacationuponreturntowork.AnyvacationtakenduringarehabilitationperiodshallrequiretheapprovaloftheWorkers'CompensationBoard.

f) Employeeswhoreturntoworkonapartialbasisshallnotbesubjectto

Article20. g) ExceptionstotheapplicationoftheCollectiveAgreementwhichmaybe

requiredoverandabovethoseprovidedforinthisItem5and/orItem3c)shall be subject to agreement between theCompany and theUnion attheHeadquarterslevel.

6. BENEFITS a) Group Life Insurance - Full coverage will continue based on the

employee's status and regular rate of pay, in accordance with Article19.07orL1.16,respectively.

b) Group InsuranceDisability IncomePlan - Premiumswill be deducted in

accordancewith theemployee's regular rateofpayandemployeeswillbecoveredinaccordancewiththeprovisionsofthePlan.

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c) SupplementaryHealthInsurance,DentalPlanandVisionCarePlan-TheCompanyshallpaythefullcostofpremiums.

d) PensionPlan-Employeeswhoreturntoworkonapartialbasisandwho

are receivingWorkers' Compensation benefits will be governed by theprovisionsoftheplangoverningemployeesinreceiptofsuchbenefits.

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MemorandumofUnderstandingNo.8:PROGRAMTOACCOMMODATEEMPLOYEESWITHPERMANENTRESTRICTIONS/

DISABILITIESINSCOPEFUNCTIONS1. PURPOSE This program is intended to provide, where possible, the accommodation of

employeeswithpermanent disabilitieswhichwould enable them to return toworkorcontinuetoworkbymakingavailablesuitableworkwhichisconsistentwiththerestrictionsrequiredasaresultoftheirdisability.

TheCompanyagreestomakeeveryreasonableefforttoassistemployeeswho

developapermanentdisabilitywhichlimitstheirabilitytofullyperformallofthetasks/dutiesoftheirclassificationbymakingmodificationstotheworkplaceorbyprovidingthemwithalternatetasks/dutieswithintheirclassifications.

2. IDENTIFICATION Employeeswhoareidentifiedorwhoidentifythemselvesascandidatesforthis

Programwill be required to advise bothManagement andUnion, locally, andprovideamedicalopinionfromtheirphysicianstatinganyrestrictionsastothehoursofworkand/ortasks/dutieswhichmaybeperformed.

3. PROCEDURES a) MedicalrequirementsandsuitabilityforthisProgramshallbedetermined

jointly by the Aeroplan External Medical Services, the employee'sphysician, and subject to Workers' Compensation Board regulations ifapplicable.

b) Modifications to the workplace, creation of new functions or

redevelopment of existing functions and development of new sub-schedules which are required to conform with 3a) above, shall beestablishedbylocalmanagementandtheUnionDistrictChairpersonandare subject to agreement between the Company, the Union and theemployee.

c) Itshallbetheresponsibilityoftheemployeetoprovidesufficientnotice

for the provisions of Items 3a) and b) above and/or Item 5h) to beimplemented.

d) Anemployeeshallnotreturntoworkorcommencetheprogramuntilthe

provisionsofItems3a)andb)aboveand/orItem5h)havebeenfinalized.4. DURATION a) Theemployeewill continueon thisprogramuntildetermined jointlyby

theirphysicianandtheAeroplanExternalMedicalServicesasbeingfittoreturntothefulldutiesoftheirclassificationwithoutrestriction.

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b) Intheeventachangeoccurstotheworkand/ortheemployee'smedicalconditionwhichpermitsorrequiresachangetotherestrictions,areviewof the restrictions togetherwith themedical conditionof theemployeewill take place with the involvement of the Aeroplan External MedicalServicesandtheemployee'sphysician.ThisreviewmaytakeplaceatanytimebutnolessthanannuallyorasdirectedbyaWorker’sCompensationBoard.

5. APPLICATIONOFTHECOLLECTIVEAGREEMENT Theprovisions of theCollectiveAgreement shall apply, except asmodifiedby

anyofthefollowing: a) In the application of Article 6.02, a separate sub-schedule will be

establishedforeachmodifiedworkfunctionwhichaccommodatessimilarrestrictions. These sub-schedules will only be available for bid byemployeescoveredbythisProgram.

b) IntheapplicationofArticle6.03,thefollowingshallapply: i) Employees covered by this Program will be entitled to exercise

theirseniority inbiddingonasub-schedule ina functionwhich issuitedtotheirrestrictions.

ii) Onceanemployeeisassignedtoasub-schedule,theyshallremain

on that sub-schedule until a vacancy occurs in another sub-schedule or there is a general shift bid in the location, or asprovidedforinItem4above.

c) Aseparatesub-schedulewillbeestablishedforeachemployeewhichmay

provide for less than the standard working week and/or less than thestandardworkingday.Wheretheseparatesub-scheduleprovidesforlessthanthestandardworkingweekor less thanthestandardworkingday,employees shallbeprohibited fromworkingadditionalhourswhichareinconsistentwiththerestrictionontheirhours.

d) Where the scheduled shift is less than the standard working day,

employeeswillbeentitledtoonefifteen(15)minutemealorrestperiodineachtwo(2)hoursofthescheduledshiftandanytwo(2)suchbreaksmaybecombined.

e) Intheeventofastaffreduction,employeesshallexercisetheirrights in

accordance with their seniority. If an employee is relocated, alternatearrangementsinthenewlocationshallbeinaccordancewithItems3b),5b),5g)and/or5h).

f) Prior to applying the provisions of Article 12 related to physical

requirements, the Company will discuss the matter with the RegionalBargaining Committee member for the employee's location and thelocationinvolvedinthetransfer.

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g) ExceptionstotheapplicationoftheCollectiveAgreementwhichmaybe

requiredoverandabovethoseprovidedforinthisMemorandumshallbesubject to agreement between the Company and the Union atHeadquarterslevel.

h) The specific working conditions applicable to the functions/duties

togetherwiththeassociatedbenefitsapplicabletotheemployeewillbeconfirmedinwritingpriortothecommencementoftheassignmentandcopiedtotheUnionDistrictChairperson.

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MemorandumofUnderstandingNo.11:WEBNAVIGATIONThecustomersalesandserviceagentswillprovidewebnavigationsupportonAeroplan.com.TheintegrationoftheworkwithintheAeroplancontactcenterwillbecompletedinphases.FirstphaseEmployeesperformingtheworkofwebnavigationsupportwillbeinaseparatefunctionandinbothlocations.• Theywillbidtheirscheduleasaseparatefunction.• Whiletheyarestillaseparatefunction,vacationallotmentforemployeesinthe

functionwillbeprovidedandbidseparatelyfromotherworkfunction.• Theywillhavetobetrainedandbecomequalifiedinordertocompletethework.• Workperformanceissueswillbereviewedbythepartiesanditmayresultinthe

removalfromthefunction.SecondphaseTheintegrationwillreachthesecondphasewhenthecompanyhasassessedtheimpactsandtherequirementstowardswebnavigationsupport.• Inbothlocations,theworkwillbeintegratedinthephonefunction.• Therequirementsofqualifiedemployeeswillbedeterminedbythecompanyand

basedonoperationalrequirements.• Thesecondphaseshallbereachedwithinthecurrentcollectiveagreement.

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MemorandumofUnderstandingNo.12:NONAIRREWARDSHOTELS&CARBOOKINGSItisagreedthatnonairrewardshotels&carbookingswillbebookedexclusivelyontheweb.Postbookingservices,suchas,cancellations,changesorescalationsshallbehandledthroughthecontactcenter.

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MemorandumofUnderstandingNo.14:PAIDEDUCATIONALLEAVE

TheCompanyagreestopayintoaspecialfundthreecents($0.03)perhour,peremployee,for all compensated hours for the purpose of providing paid education leave. Such paideducationleavewillbeforthepurposeofupgradingtheemployees’skillsinallaspectsofTradeUnionfunctions.Suchmonieswill bepaid intoa trust fundestablishedby theNationalUnion,UniforandsentonFebruary1stofeachyearbytheCompanytothefollowingaddresswithchequesmadepayabletotheUniforLeadershipTrainingFund:UniforPELFund,205PlacerCourt,Willowdale,OntarioM2H3H9

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MemorandumofUnderstandingNo.15:SOCIALJUSTICEFUNDThe Company agrees to contribute five thousand ($5000.00) to the Unifor Social JusticeFund. The fund is a registered non-profit charity which contributes to Canadian andinternationalnon-partisan,non-governmentalreliefanddevelopmentorganizations.Suchmonies are to be paid on a yearly basis, September 1st of each year, into the fundestablishedbyitsBoardofDirectorsandsentbytheCompanytothefollowingaddress:UniforPELFund,205PlacerCourt,Willowdale,OntarioM2H3H

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MemorandumofUnderstandingNo.16:DRUGCOVERAGEMandatorygenericdrugsubstitutionIn the first half of 2013, the Company will introduce a mandatory generic drugsubstitution programapplicable to all drugs eligible for insurance coverage.Underthis program, employees will be reimbursed the cost of the lowest cost genericsubstitute.Abrandnamedrugwillonlybereimburseduponreceiptofadulyfilledout medical questionnaire justifying the prescription of a brand name drug formedicalreasons.Insuchacase,ifthebranddruguseisapproved,theemployeewillalsobereimbursedthecost,ifany,ofhavinghadthemedicalquestionnairefilledoutby his treating physician up to a maximum of $40, upon presentation of thenecessaryreceipt.NationaldrugformularyIn the second half of 2013, the Companywill introduce a national drug formularywhichwill determine, going forward, thedrugs eligible for coverage. It is howeverunderstood and agreed that all drugs covered by the Company’s program inexistenceasofthedateofratificationofthisAgreementwillbegrandfatheredandthat, as such, employees will be eligible to be reimbursed for their use. Nothinghereinotherwisechangesormodifiestheemployees’eligibilityorcoverage.

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LetterofIntent:WOMEN’SADVOCATETheparties recognize that femaleemployeesmay sometimesneed todiscusswithanotherwomanmatterssuchasviolenceorabuse.Theymayalsoneedtofindoutabout specialized resources in the community such as counselors or women’sshelterstoassistthemindealingwiththeseandotherissues.Forthesereasonsthepartiesagreetorecognizetheroleofthewomen’sadvocateintheworkplace. The advocatewillmeetwith femalemembers as required, discussproblemswiththemandreferthemtotheappropriateagencywhennecessary.Management will assign a company representative to work with the Women’sAdvocate and to support the female employees. Both the Advocate and theemployeerequestingameetingwhileonshiftmustobtainpriorapprovalfromtheirdesignated representative before any suchmeeting is to take place. Thewomen’sadvocate will be granted reasonable time off, and this time will be granted aspromptlyaspossibleconsistentwithbusinessrequirements.TheCompanyagreestoprovideaccesstoaconfidentialphonelineandacomputerwith internet access that can bemaintained by thewomen’s advocate and that isaccessible for female employees to contact the women’s advocate. As well, theCompany will provide access to a private office so that confidentiality can bemaintainedwhenafemaleemployeeismeetingwiththewomen’sadvocate.The Company and the Union will develop appropriate communications to informfemale employees about the advocacy role and contact numbers to reach thewomen’sadvocate.TheCompanywillliberatetheWomen’sAdvocatetoparticipateinaninitial40-hourtraining programorganized by theUnifor and an annual three-day update-trainingprogram.AnyassociatedtravelandotherrelatedcostswillbeassumedbytheUnion.

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LetterofIntent:RESPECTINTHEWORKPLACEThe Company and the Union agree that they will not threaten, intimidate orunlawfully discriminate against an employee for reasons of that employee'spregnancy,age,maritalstatus,familystatus,disability,sex,sexualorientation,race,creed,colour,nationaloriginorpoliticalaffiliationwithalegitimatepoliticalpartyorconviction for an offence for which a pardon has been granted, nor will anyemployeedoso.The Company and the Union are committed to working together to ensure aworkplacewhichisfreefromanyformofharassmentandthatnoemployeeshouldbesubjectedtoanyformofharassmentorberequiredtotoleratebeingsubjectedtosuchharassmentwhileatwork.ComplaintAny employee who believes they are the victim of harassment is encouraged toreportthematter.All information concerning a complaint will be kept (as) confidential (as possible),andallreasonablestepswillbetakenbytheCompanyandtheUniontoensurethishappens,subjecttolegalrequirements.An employeewho believes they have a potential complaint of harassment shouldmaketheirobjectionknowntotheallegedharasserandisencouragedtoresolvethematterwhereverpossibleonaninformalbasis.Theemployeemaychoosetoaskforthehelpof theirmanagerorUnion representative to facilitateameetingbetweenthe parties. In an environment of confidentiality, the manager and/or Unionrepresentative will outline the complaint procedure, the definition of harassmentanddiscussvariouspossiblecoursesofactionwiththepartiesinordertoresolvethematterquicklyandappropriately.Whencomplaintsareresolvedinthismanner,theCompanyandtheUnionwillkeepabrief summaryof the conflict and its resolution. If theCompanywasnot initiallyinvolved,theUnionwillsharetheinformationitgatheredwiththeCompany.IftheUnionwasnotinitiallyinvolved,theCompanywillsharetheinformationitgatheredwiththeUnion,unlessthecomplainantspecificallyrequestsotherwise.Despite any resolution at this stage, the Company retains the right to imposedisciplinary or discharge action in accordance with Article 16 of the collectiveagreementifdeemedappropriate.Ifthematterremainsunresolvedorifthecomplainantchoosestodoso,acomplaintcontaining sufficient details regarding the situation can bemade in writing to theCompany.TheCompanyandtheUnionwilleachselectanindividualwhowillactasaninvestigatorandwillinformeachother.Theywillthenarrangetoconductajointinvestigation. At the beginning of the investigation the complainant’s identity andthe general natureof the complaintwill be communicated to the allegedharasser(respondent). The respondentwill be given an appropriate amount of informationregardingthecomplaintinordertomakeadetailedresponse.

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If the matter remains unresolved at the completion of the investigation, a jointreportwillbepreparedbytheinvestigators.Wherethepreparationofajointreportisnotpossible,theinvestigatorsmaysubmitseparatereportsinwhichcaseeachwillreceiveacopyoftheother’sreport.ArecommendationtoresolvethecomplaintwillbemadebytheCompanyinvestigator.TheUnioninvestigatormaychoosewhetheror not to submit a recommendation. The report(s) will be submitted within 14calendardaysofthefilingofthecomplainttotheVicePresident–MemberServicesandthePresidentoftheLocal.Within14calendardaysofreceivingthe investigationreport(s),theVicePresident-Member Services shall make any decision as may be necessary to resolve thecomplaint, which may include disciplinary or discharge action in accordance withArticle16ofthecollectiveagreement.Thedecisionwillbecommunicatedinwritingtothecomplainant,therespondentandthePresidentoftheLocal.Retaliation in any form against a complainant or a witness in a harassmentinvestigationisunacceptableandmaybesubjecttodisciplinaryordischargeactioninaccordancewithArticle16ofthecollectiveagreement.AppealWhere any party to the investigation is not satisfiedwith the decision of the VicePresident–MemberServices,aletterrequestingareviewofthedecisioncanbesentto theVicePresident–People&Culturewithin14 calendardaysof receiptof thedecision.TheVicePresident–People&Culturewillreviewthematterasdeemedappropriateanddeterminewhetherthedecisionmadewillstandornot.Inthatprocess,theVicePresident – People & Culture will discuss the matter with the Unifor NationalRepresentative.ShouldanypartybedissatisfiedwiththeVicePresident–People&Culture’sdecision,theywillbefreetopursueanyavailablerecourse.TimelinesAll timelines described herein may be extended by mutual agreement of theCompanydesignatedrepresentativeandthePresidentoftheLocal,suchagreementnottobeunreasonablywithheld.

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LetterofIntent:SCHEDULINGFollowingtheratificationofthecollectiveagreement,thepartieshaveagreedtoformacommitteetoevaluatethefeasibilityandpracticalityofanewschedulingandbiddingprocess.ThepresentationonschedulinggivenbytheCompanyduringbargainingwillserveasthestartingpointfordiscussions.Ifanagreementisreached,itisunderstoodthatarticlesinthecollectiveagreementrelatingtoschedulecreationandbiddingwillneedtobeupdatedaccordingly.

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LetterofIntent:PENSIONFollowingtheratificationofthecollectiveagreement,thepartieshaveagreedtoestablishaspecialpensioncommitteetoexplorethedevelopmentofanewpensionplanfornewemployeesduringthetermofthisagreement.Eitherpartymayrequesttheassistanceofexpertsoramediator.However,thisprocesswillnotbebindingoneitherparty.

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AppendixAForemployeeshiredpriortoApril15,2016,thefollowingwageswillapply: