COLLECTIVE AGREEMENT

BETWEEN

NASCO BUILDING CLEANING INC.

AND

TEAMSTERS, LOCAL UNION 91

EFFECTIVE FROM: TO:

January 1, 2013 December 31, 2018

INDEX

ARTICLE 1 PURPOSE OF AGREEMENT PAGE 3 ARTICLE 2 RECOGNITION PAGE 3 ARTICLE 3 UNION SECURITY PAGE3 ARTICLE 4 UNION REPRESENTATION PAGE4 ARTICLE 5 RESERVATIONS TO MANAGEMENT PAGE5 ARTICLE 6 GRIEVANCE PROCEDURE PAGE5 ARTICLE 7 ARBITRATION PAGE 7 ARYICLE 8 STRIKES AND LOCKOUTS PAGE 8 ARTICLE 9 SENIORITY PAGES ARTICLE 10 LEAVE OF ABSENCE PAGE 9 ARTICLE 11 VACATIONS PAGE 10 ARTICLE 12 PAID HOLIDAYS PAGE 11 ARTICLE 13 HOURS OF WORK AND OVERTIME PAGE12 ARTICLE 14 PREMIUMS PAGE13 ARTICLE 15 HEALTH AND WELFARE PAGE13 ARTICLE 16 BEREAVEMENT LEAVE PAGE1 4 ARTICLE 17 LEAVES OF ABSENCE PAGE14 ARTICLE 18 JURY DUTY PAGE15 ARTICLE 19 UNIFORMS/BOOTS!TOOL ALLOWANCE PAGE 15 ARTICLE 20 NO DISCRIMINATION PAGE 16 ARTICLE 21 TERM OF AGREEMENT PAGE16 Schedule "A" WAGES AND CLASSIFICATIONS PAGE 17 Schedule "B" Part-time Employees PAGE 22 LETTER OF UNDERSTANDING- Work Committee PAGE 19

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ARTICLE 1 - PURPOSE OF AGREEMENT

1.01 The purpose of this agreement is to promote and improve economic and industrial relations in the industry, to establish and maintain discipline and efficiency and to establish basic agreements encompassing salary rates, work hours and employment conditions which are fair for both workplace parties.

ARTICLE 2 - RECOGNITION

2.01 The Employer recognizes Teamsters, Local Union 91 as the sole collective bargaining agent for all employees of NASCO Building Cleaning Ltd . Employed at the Chalk River and Deep River Laboratories of Atomic Energy Canada Limited ("AECL") in Chalk River and Deep River, Ontario, except supervisors and persons above the rank of supervisor.

ARTICLE 3- UNION SECURITY

3.01 The Employer agrees that all employees covered by this Agreement (except new employees during their probationary period) shall, as a condition of employment, become and remain members of the Teamsters Union in good standing.

3.02 New employees shall make application for membership in the Union on cards supplied by the Local Union concerned at the time of their hiring and shall become and remain members of the Union in good standing as a condition of employment as soon as their probationary period has been served. The Application for Membership Cards will be forwarded to the Union by the Employer with the dues payment.

3.03 The Employer agrees to deduct from each employee's pay the initiation fees, regular weekly Union dues and arrears of Union dues in the amount and manner specified by the Union's charter, by-laws or constitution, as the case may be. The Employer agrees to remit the money so deducted to the Local Union on or before the 201h day following the end of the Employer's period based accounting period in which the monies were deducted. The Employer agrees to deduct an amount equal to the regular weekly Union dues and arrears of Union dues from part time and student employees in the amount and manner specified by the Local Union's charter, by-laws or constitution, as the case may be.

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3.03.1 The Employer will, at the time of making each remittance to the Union, specify the employees whose pay such deductions were made. The Union agrees to hold the Company harmless and indemnify the Company for all claims, demands and expenses should any employee, at any time, contend or claim that the Company has acted wrongfully or illegally in making any deductions from the employee's pay for dues or remitting such dues to the Union provided the Company has acted in accordance with the Collective Agreement.

ARTICLE 4- UNION REPRESENTATION

4.01 At each branch or other operation of the Employer covered by this Agreement the Local Union shall appoint a reasonable number of stewards who shall be recognized for the purpose of investigating and processing grievances.

4.02 (a) The Employer shall recognize a Union bargaining Committee for the purpose of negotiating this Agreement and the subsequent renewals of this Agreement, provided the employees on the committee have acquired seniority.

(b) The bargaining committee shall consist of two employees from the bargaining unit.

4.03 The Union may select additional employees as members of this committee, in which case the Employer will grant them leave of absence without pay while attending such negotiations.

4.04 When an employee who is covered by this Agreement is called into a meeting with a Management person to investigate the employee's alleged misconduct or to impose discipline upon him, a Steward will be present during the meeting or, if no Steward is available, another bargaining unit employee of his choice who is then at work will be present during the meeting.

4.05 A full-time representative of the Union shall be entitled to visit the Employer's premises to deal with matters arising out of the administration of this Agreement, provided he notifies the manager or his designate upon arrival, and he does not interfere with the Employer's business operations. The Union realizes that the Company does not own the premises in which it's employees work. Consequently, if a Union Representative needs to meet with a Steward or an employee during working hours, he will first notify the Company so a suitable place and time can be arranged for a meeting.

4.06 The Employer shall grant shop stewards an unpaid leave of absence to attend shop steward's training seminars.

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ARTICLE 5- RESERVATIONS TO MANAGEMENT

5.01 Except as modified by this Agreement, and as is permitted by law, the Company shall retain all of its rights and prerogatives. The Union recognizes the right of the Employer to direct it's working force, to hire, lay-off, discipline, discharge for just cause, promote, demote and transfer any employee and to manage it's business in all respects in accordance with it's obligations, subject to the provisions of this Agreement. The Union also recognizes the right of the Employer to make and alter from time to time, rules and regulations, which are just and fair.

ARTICLE 6 - GRIEVANCE PROCEDURE

6.01 The Employer and the Union agree that it is of the utmost importance to adjust complaints and grievances as quickly as possible. It is agreed that no employee may file a formal grievance until he has first gone to his immediate supervisor, accompanied by a Steward, in an attempt to adjust his complaint. The Supervisor shall give his decision within two (2) working days (Saturdays, Sundays and, Paid Holidays excluded).

6.02 A grievance shall be defined as any difference or dispute between the Employer and any employee relating to the interpretation, application or, administration of this agreement, including any questions as to whether the matter is arbitrable, and an allegation that this agreement has been violated.

6.03 No grievance shall be considered which has not been filed within ten (1 0) working days after the circumstances which gave rise to the grievance came to the attention of, or should have come to the attention of the employee concerned.

6.04 If an employee's grievance is not settled as per 6.1 above, it shall be reduced to writing and processed in the following manner.

STEP 1

By a conference among the employee, the Steward concerned with the grievance and the Supervisor within five (5) working days of filing the grievance. Such management person shall give his written decision to the Steward within five (5) working days of the above conference. Failing settlement then:

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STEP2

By a conference among the employee, the Steward , the Union Representative and the Employer. The Employer shall give their decision in writing to the Union within seven (7) days or a longer period if mutually agreed to by the parties. Failing settlement, the matter may be referred to arbitration within fourteen (14) days or a longer period if mutually agreed to by the parties, after the decision in Step 2 by the Employer, in accordance with the provisions of Article 7.

6.05 Any complaint, difference or dispute arising out of the interpretation of the Collective Agreement between the Employer and the Union shall be dealt with under Step 2 provided a written complaint is filed by the grieving party to the other party within fourteen (14) days of the date of the occurrence giving rise to the grievance.

6.06 A claim by the Union that an employee, who has completed their probationary period, has been unjustly discharged or suspended shall be treated as a grievance and shall be taken up under Step 2 of the grievance procedure if a written statement or such grievance, signed by the employee, is lodged with the Employer within five (5) days after the discharge or suspension is effected.

6.07 Such special grievance may be settled under the grievance procedure or arbitration by:

a) Confirming the Employer's action in suspending or discharging the employee; or

b) Re-instating the employee with full compensation for time lost; or

c) Any other arrangement that may be agreed to by the parties.

6.08 The Employer will provide to each employee written reasons for a discharge, suspension or disciplinary action . A copy of such notice shall be given to the Steward and a copy forwarded to the Union.

6.09 The Employer shall take disciplinary action against an employee within ten (1 0) days (Saturday, Sunday and Paid Holidays excluded) of the date of the incident or within ten (1 0) days (Saturday, Sunday and Paid Holidays excluded) of the date the Employer ought to have become aware of the incident.

6.1 0 Where an employee receives a written disciplinary warning and the employee has been discipline free for eighteen (18) months from the date of the warning, such warning shall be removed from the employee's record.

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6.11 For the pu rpose of investigating and processing an employee's grievance, the Union shall be provided with the necessary documentation from the Employer, which has relevance to that grievance.

6.12 When an employee who is covered by th is Agreement is disciplined, the employee will be accompanied by a Union Steward. If no Steward is available then the employee may be accompanied by another employee of his choice.

ARTICLE 7 - ARBITRATION

7.01 When either party to this Agreement decides to submit a grievance to arbitration , they shall make such request in writing, copying the other party, within fourteen

. (14) days of the decision in Step 2 being communicated .

7.02 If the grieving party so wishes, grievances shall be heard by a single Arbitrator. If a single Arbitrator is requested, the party shall, in its notice to proceed to arbitration, suggest a person or persons to serve as Arbitrator. The other party shall respond within seven days, either agreeing to the proposed single Arbitrator or suggesting alternative Arbitrators. If the parties cannot agree on an Arbitrator within seven days, either party may request the Minister of Labour to appoint a single Arbitrator.

7.03 Each party shall bear the expenses of presenting its own case. The parties shall jointly and equally bear the expenses of the Arbitrator.

7.04 No person may be appointed as an Arbitrator who has been involved in an attempt to negotiate or settle the grievance.

7.05 The Union and the Employer may, by mutual agreement, extend the deadlines stipulated in this Agreement. Such agreement should be confirmed in writing.

7.06 The decision of the single Arbitrator shall final and binding on both parties to this Agreement.

7.07 The Arbitrator shall not make any decision inconsistent with the terms of this Agreement, nor alter, modify or amend any part of this Agreement but shall only consider the questions in dispute.

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ARTICLE 8 - STRIKES AND LOCKOUTS

8.01 During the term of this Agreement, the Union agrees that there will be no strikes, picketing, slowdown or stoppage of work, either complete or partial and the Employer agrees that there will be no lockouts.

8.02 The definitions of the terms "lockout" and "strike" shall be as defined in the Ontario Labour Relations Act.

ARTICLE 9 - SENIORITY

9.01 Seniority is the length of continuous service of a regular employee from the date of his hiring by the Employer. Employees who were hired by the previous Employer shall have their seniority back dated to their initial hiring date.

9.02 Seniority, skill and ability shall be the determining factors in lay-offs, promotions, transfers to other jobs or areas and recalls from lay-offs. For the purpose of recalls from lay-offs, employees will be recalled in order of seniority.

9.03 Seniority will continue to accumulate during absences caused by illness, injury, approved leave of absence or, lay-off of more than twelve (12) months.

9.04 An employee shall lose his seniority and his employment shall be terminated for all purposes in the following circumstances:

a) If he is discharged for just cause and is not reinstated;

b) If he resigns voluntarily;

c) If he is laid off for a period in excess of twelve (12) consecutive months;

d) If following lay offs, he fails to return to work within five (5) calendar days after receiving written notice to do so. The employee shall keep the Company informed of his current address;

e) If, an employee exceeds, without authorization, a granted leave of absence without reasonable explanation; or

f) If he is absent from work without authorization for three (3) consecutive work days without reasonable explanation.

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9.05 A copy of the seniority list shall be sent to the Union and a copy posted in a conspicuous location for the employees' inspection. The Employer agrees to supply to the Union an updated copy of the seniority list on July 1st. and January 1st of each year. The seniority list shall contain the employee's name, classification, start date, social insurance number, phone number, address and rate of pay. The Employer shall ensure that the posted seniority list only includes the employee's name, start date and classification.

9.06 Employees shall be given five (5) working days' notice (Saturdays, Sundays and paid holidays excluded) prior to any lay-off or five (5) day's pay in lieu of notice.

9.07 Employees who are laid off may decline to receive all accrued vacation leave, at the time of the lay-off, if permitted by law. It shall be the duty of the employees to inform the Employer, in writing, of any change of address or phone number.

ARTICLE 10 - LEAVE OF ABSENCE

10.01 Employees shall be granted an indefinite unpaid leave of absence when authorized to serve in any capacity on official Union Business.

10.02 Unpaid leave of absences will be considered on an individual basis and will be granted at the discretion of the Employer taking into consideration the expected duration of the leave, the effect of the leave upon the workload of current employees and the business needs of the Employer. The Employer's permission for a leave of absence shall not be unreasonably withheld.

10.03 Any such leave of absence shall be without pay and without any other benefits in this Agreement but, the employee's seniority shall continue to accumulate during such leave of absence.

10.04 Employees shall not request a leave of absence for the purpose of employment with another Employer or becoming self-employed.

10.05 Maternity/Paternity Leave shall be granted in accordance with the Employment Standards Act.

10.06 Employees returning from a leave of absence shall be reinstated to their former position if it exists or to a comparable position in the event it no longer exists. An employee shall notify the Employer with five (5) days notice if returning to work prior to the expected expiration date of the requested leave.

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ARTICLE 11 - VACATIONS

11.01 The Employer will grant each employee shall be entitled to vacation in accordance with the Employment Standards Act of Ontario. For employees with five (5) or more years of continuous service with NASCO, the Employer shall provide six percent (6%) vacation pay in lieu of the provisions of the Employment Standards Act. Employees with five (5) years of service shall be entitled to three (3) weeks vacation.

11.02 On or about February 1st. of each year the Employer shall have each employee come into the office by seniority to book their vacation. Employees shall be entitled to book two (2) weeks of vacation time during prime time. Prime time is defined as the time between mid - June to mid - September. If an employee has more than two (2) weeks vacation they may book them at this time but only if their choice of weeks is outside of prime time.

11.03 Vacation schedules shall be posted by March 1st in each year. There shall be a period of one (1) month after the posting of vacation schedules for any necessary readjustment of the schedules but after this period of one (1) month elapsed, there shall be no changes in the vacation schedule except by mutual agreement between the Employer and the Union. It is understood that any readjustment cannot affect any weeks already booked.

11.04 Employees may, at their option choose to leave vacation pending. All vacation weeks pending shall be on a first come, first served basis. However, weeks that become open due to illness, etc. will be posted and awarded by seniority to those employees with weeks pending.

11.05 Subject to operational requirements, the Employer agrees to allow a minimum of three (3) employees off on vacation at any one time. One of these employees may be an employee who has scheduled only one day of vacation.

11 .06 Vacation pay shall be calculated as follows;

(a) The percentage payment referred to throughout this article shall apply to the total earnings of the employee during the previous calendar year as shown on the employee's T 4.

11 .07 Vacations shall be taken between January 1st and December 31st in each year. Choice of vacation periods shall be based on seniority.

11.08 An employee may choose to take a maximum of one week's vacation in single days however; this choice shall not deprive another employee, even if that employee has less seniority, from taking a whole week's vacation.

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11.09 If a Paid Holiday falls within an employee's vacation period, he will be granted another day in lieu thereof. Employees shall be given a choice of payment in lieu of the day or an alternate day.

11 .10 It is agreed that where an employee has been absent because of illness, injury or, approved leave of absence and has not earned sufficient earnings as a result of such absence, the requirement to take vacation between January 1st and December 31 st can be waived in whole or in part, provided the Employer and the Union are in agreement.

ARTICLE 12- PAID HOLIDAYS

12.01 (a)

12.01 (b)

The following Paid Holidays will be granted to all employees with pay;

New Year's Day Victoria Day

Labour Day Good Friday

Thanksgiving Christmas Day

Canada Day Boxing Day

Family Day

The Employer agrees to pay employees for all working days during the Christmas shutdown as declared by AECL, provided they work the day before Christmas and the day after New Year's Day. Additionally, the Employer agrees to recognize Family Day as a statutory holiday but employees who qualify as per the ESA provisions for the statutory holiday will only be paid straight time for that day which they must work. However, in lieu of time and one half for working Family Day, the Employer shall grant those employees who have qualified and have worked Family Day, a paid floating holiday at straight time to be scheduled at a mutually convenient time.

12.02 A schedule will be developed for Paid Holiday observance by mutual agreement between the Company and the Union. If the Parties are unable to agree, then the Employment Standards Act of Ontario will prevail.

12.03 The basis of payment for each of the above holidays shall be one (1) day's pay.

12.04 Employees who have five (5) years or more of continuous service by December 31st of any year shall be granted three (3) weeks of vacation to be taken in the following year.

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ARTICLE 13 - HOURS OF WORK AND OVERTIME

13.01 The regular work week for employees shall normally consist of forty (40) hours consisting of five (5) days of eight (8) hours from Monday to Friday. It is understood that nothing herein shall constitute a guarantee of work hours per day or per week, or a guarantee of work, unless otherwise provided in this agreement.

13.02 An employee who is required to report for work on his normal day off will be guaranteed a minimum of four (4) hours work or pay in lieu of work at one and one-half (1 and %) times his regular hourly rate, whether he is required to remain at work or not.

13.03 An employee who is required to report for work on a paid holiday will be guaranteed a minimum of four (4) hours work or pay in lieu of work at one and one-half times his regular hourly rate, whether he is required to remain at work or not. Such overtime pay shall be in addition to the holiday pay.

13.04 Overtime at the rate of one and one-half ( 1 and %) times the employee's regular hourly rate shall be paid in accordance with the Employment Standards Act, 2000.

13.05 If an employee has completed his day's work and has left the Employer's premises and is subsequently called back to work by the Employer, he shall be paid a minimum of three (3) hours pay at one and one-half (1 and %) times his regular hourly rate of pay regardless of how little time he is required to work.

13.06 An employee who is temporarily transferred to another job will receive his own rate or the other job rate, whichever is higher and has the right, when the temporary transfer has ended to return to his regular job.

13.07 Overtime shall be offered by seniority and is voluntary.

13.08 When an employee accepts an overtime assignment he is required to work the period he has accepted unless excused by management.

13.09 When an employee is asked to work overtime, he will be informed of the time his services will be required.

13.10 The Company agrees to maintain it's current practice for breaks and lunch periods.

13.11 When an employee works two consecutive hours of overtime before the start of his regular scheduled shift he will be granted a paid fifteen (15) minute break before he commences his regular shift.

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13.12 When an employee works more than two (2) hours of overtime after his regular scheduled shift he will be granted a paid fifteen (15) minute break at the completion of the fi rst two (2) hours and thereafter shall be entitled to a fifteen (15) minute rest period every two (2) hours.

13.13 Employees shall be entitled to sign a sheet indicating that they do not want to be called for overtime. Once signed, the onus is on the employee to ensure that his name is removed from such sheet if he chooses to change his status.

13.14 An employee, at his option, may elect to take the equivalent in time off in lieu of the overtime premium.

ARTICLE 14 - PREMIUMS

14.01 Employees working on weekends, Saturday and/or Sunday will be paid time and one­half for all hours worked.

14.02 Employer to provide manual cheque no later than end of day on Thursday of pay week to those employees dealing with credit unions for direct pay purposes.

14.03 The Employer will issue separate cheques for Vacation Pay but only to a maximum of twice (2) a year. For clarity, a separate cheque for vacation will only be made for full weeks of vacation and not single days. Compensation for Safety Equipment will be paid with regular wages.

ARTICLE 15- HEALTH AND WELFARE

15.01 The parties agree to maintain the Joint Health and Safety Committee as per the Occupational Health and Safety Act of Ontario. A safety committee of one bargaining unit employee per shift shall be established to meet with management on a pre­arranged schedule and shall create "Terms of Reference" by which the Committee shall operate.

15.02 The Employer agrees to provide first-aid supplies as required by the Workplace Safety and Insurance Act in areas readily accessible to employees.

15.03 Any medical examination requested by the Employer shall be complied with by the employee provided however, that the Employer shall pay for all such examinations. Any such examinations shall be scheduled during regular working hours and the employee shall be paid for any time lost as a result of such examinations.

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ARTICLE 16 - BEREAVEMENT LEAVE

16.01 Upon notification to the Company, an employee who has completed the 60 day probation period with the Company will be permitted a leave of absence, as specified below, without loss of regular pay. Such leave with pay shall be granted only to the extent of regular time lost while making arrangements for, and/or attending the funeral , i.e. regular work days which the employee would otherwise have been scheduled for work.

16.02 An employee shall be granted bereavement leave of five (5) paid days in the event of the death of a spouse, married or common law, or a child .

16.03 An employee shall be granted bereavement leave of three (3) paid days in the event of the death of a parent, sibling, mother/father -in - law, son/daughter- in -law, grand parent, grand child, brother/sister- in- law, or grandparent of spouse.

16.04 An employee shall be granted bereavement leave of one (1) paid day in the event of the death of an aunt or uncle, niece or nephew.

16.05 An employee may be granted up to seven (7) additional days, without pay, for the purpose of making arrangements and travel to and from the funeral of any of the above mentioned relatives.

ARTICLE 17 - LEAVES OF ABSENCE

17.01 Unpaid leave of absences will be considered on an individual basis and will be granted at the discretion of the Employer taking into consideration the expected duration of the leave, the effect of the leave upon the workload of current employees and the business needs of the Employer. The Employer's permission for a leave of absence shall not be unreasonably withheld.

17.02 Any such leave of absence shall be without pay and without any other benefits in this Agreement but, the employee's seniority shall continue to accumulate during such leave of absence.

17.03 Employees shall not request a leave of absence for the purpose of employment with another Employer or becoming self-employed.

17.04 Maternity/Paternity Leave shall be granted in accordance with the Employment Standards Act.

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ARTICLE 18- JURY DUTY

18.01 An employee who is required and reports for jury duty or who is subpoenaed as and reports as a Crown Witness shall be paid the difference between his regular rate of pay and the payment he receives for jury service.

18.02 Should such jury duty fall within the employees scheduled vacation period, the employee shall have the option of re-scheduling their vacation at an alternate time which is mutually agreeable to both parties.

18.03 It is the employee's responsibility to come to work at any time during the week that he is not actually required for Jury Duty or to be present in said legal proceeding if th.ere are four (4) or more hours left of his/her daily shift.

ARTICLE 19- UNIFORMS/BOOTS/TOOL ALLOWANCE

19.01 If the wearing of safety shoes or boots is required by the Employer, the Employer agrees to pay up to a maximum of $ 75.00 upon proof of purchase each year. If an employee chooses to only purchase safety footwear every two years he will be reimbursed up to $100.00 upon proof of purchase. Reimbursement will be paid on regular pay deposits.

19.02 The Employer agrees to continue to provide each employee with the same amount of work clothes that are currently provided.

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ARTICLE 20 - NO DISCRIMINATION

20.01 The Employer and the Union agree there shall be no discrimination against any employee contrary to the Human Rights Code.

ARTICLE 21 - TERM OF AGREEMENT

21 .01 Unless changed by mutual consent, this Agreement shall continue in full force and effect from January 1, 2013, until December 31 st. 2018.

Signed at Ottawa, Ontario, this sth day of February 2013.

For the Union

Robert Osmar

l)y;)L~ Mike Valentine

Schedule "A"

Wages and Classifications

Classification 01/01013 01/01/14 01/01/15 01/01/16 01/01/17 01/01/18 Janitor 12.00 12.25 12.50 12.75 13.00 13.25

Lead Hand 14.50 14.75 15.00 15.25 15.50 15.75 Dayshift Lead Hand 13.10 13.35 13.60 13.85 14.10 14.35 Nightshift

Night shift Premium: Employees required to work on the off shifts, tt~ose shifts not considered to be dayshift, will receive a premium of twenty-five cents ($0.25) per hour above their normal hourly rate.

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Health and Welfare

Letter of Understanding (1)

The Union and the Employer agree that the money paid into the Health care Accounts will be converted to sick days that employees may use when needed. Any unused hours will be paid out to employees by November 151h of each year. Employees using sick days will not be required to provide medical notes unless they are off sick for three days or more.

Each employee will accumulate each month one-twelfth (1/12) of their respective total of hours. The conversation of the Health Care Accounts into hours is as follows:

Regular Staff- 41.6 hours Lead Hand Days- 34.4 hours Lead Hand Nights- 38.4 hours.

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Letter of Understanding (2)

The Employer and the Union agree that a committee, comprised of two (2) bargaining unit members, as selected by the members of the bargaining unit, and two (2) Employer Representatives shall meet as needed, to discuss issues, if any, relating to the assignment of work within the bargaining unit. This Committee may make non-binding recommendations to the Employer who shall take such recommendations under advisement.

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Letter of Understanding (3)

This letter has been amended to address the issues of part time employees and will be included as Schedule "C"

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Letter of Understanding (4)

The parties hereto agree that Employees working in the active areas of the plant shall have a full body count test performed by AECL when they are hired and again at yearly intervals on or around their anniversary date.

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SCHEDULE "8" - Part Time Employees

C.01 The Union and the Employer agree that part time employees are not entitled to any of the rights or benefits of this Agreement or, any Schedule to this Agreement, unless specifically provided for.

C. 02 The following are the terms and conditions relating to the employment of part-time employees. In the event of a conflict between the terms of this Schedule and the main body of this Agreement or any Schedule thereof, the terms of this Schedule shall prevail.

C.03 It is expressly agreed that the Employer shall not hire part-time employees so as to replace regular, full time employees or to prevent the hiring of full-time employees.

C.04 Part-time employees shall be entitled to vacation pay as provided for in the Employment Standards Act of Ontario R.S.O. 1990.

C.05 Part-time employees shall be entitled to Statutory Holiday pay as provided for in the Employment Standards Act of Ontario R.S.O. 1990.

C.06 Part-time employees shall be entitled to the following Articles of this Agreement:

Article 6 in its entirety. Article 12.01 (a) Article 13.03 Article 20.01

C.07 A part-time employee is a person who regularly works not more than twenty-eight (28) hours per week. The status of a part-time employee shall not be changed because he works in excess of those hours if he is replacing an absent employee.

C.08 Part-time employees who request full-time status shall begin their probationary period once they become full-time. Such request to be in writing and shall be dated with the manager's signature.

C.09 A part-time employee shall pay Union Dues once he has worked more than eight (8) hours in a month but shall not pay Initiation Fees until he becomes full time at which time he shall pay Initiation Fees.

C.1 0 Part-time employees shall be entitled to overtime pay for all hours worked in excess of eight hours in a day and in excess of forty hours in a week.

C.11 Part-time employees shall not accrue seniority.

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