EXTENSION OF THE MASTER AGREEMENT OF JUNE 4TH, 1996

Between

ULTRA-TECH CLEANING SYSTEMS (1991) LTD

#201-1420 Adanac Street, Vancouver BC V5L 2C3

(Hereinafter called the "Employer")

And

SERVICE WORKERS UNION OF B.C. LOCAL 99

#9 - 552 Columbia Street, New Westminster BC V3L 1B1

(Hereinafter referred to as "The Union")

INDEX

Purpose ______________________________________________________________ 3

Article 1- RECOGNITION 3

Article 2 - UNION SECURITY 3

Article 3 - HOURS OF WORK 4

Article 4 - WAGE RATES AND PAYMENT OF WAGES 5

Article 5 - ANNUAL VACATION 6

Article 6 - GENERAL HOLIDAYS 6

Article 7 - SAFETY AS A PRIORITY 6

Article 8 - LEAVE OF ABSENCE & BEREAVEMENT LEAVE 7

Article 9 - PICKET LINES 8

Article 10 - STRIKE AND LOCK OUT 6

Article 11- GENERAL WORKING CONDITIONS AND RULES 7

Article 12 - TERMINATION OF EMPLOYMENT 7

Article 13 - NEW HIRES 8

Article 14- GRIEVANCE AND ARBITRATION PROCEDURE 8

Article 15 - DURATION & RENEWAL 11

Article 16 - ENABLING CLAUSE & CONTRACTING OUT 11

Article 17 - GENDER 12

Article 18 - DEFINITIONS 12

Article 19 - AGREEMENT COSTS SHARED 13

APPEN DIX "A" 14, 15 -------------------------------------------APPENDIX "B" _______________________________________________________ 16

Purpose

The purpose of th is Agreement is to maintain a harmonious relat ionship between the employer and

employees, to provide an amicable method of settling differences and misunderstandings which might

arise and to further to the fullest extent possible, the safety and welfa re of the Employees, economy of

operation, quality and quantity of work done, to elevate t he Industry to t he highest degree possible

Article 1 - RECOGNITION

1.01 The Employer agrees to recognize and bargain with the Union as t he sole collect ive bargaining

agency on behalf of its employees to and from #201 - 1420 Adanac Street, Vancouver BC VSL 2C3,

engaged in general cleaning, including dusting, sweeping and vacuuming, carpet cleaning, mopping,

scrubbing and refinish ing, pressure cleaning, exterior window wash ing, interior window cleaning, sealing

of outside work on buildings, including ti le, brick, cement , etc., waterp roofing, clear sealing application

and caulking.

1.02 The union recognizes the Employer's right to hire, dismiss, lay-off, transfer, promote, demote

employees, set hours of work, but any action taken may be subject to redress under the Grievance

procedures contained in this Collective Agreement.

Article 2 - UNION SECURITY

2.01 It is agreed that all present employees shall become members of the Union wit hin seven (7)

days of the signing of this Agreement and shall remain members of the Union as a condition of

continuous employment.

2.02 All new employees shall make application to join the Union within forty (40) working hours or

seven (7) shifts of employment, whichever comes fi rst, and rema in members of the Union as a condition

of continuous employment.

2.03 The Employer agrees to terminate t he employment of any employee forthwit h who fails to

comply w ith 2.01 and 2.02 above when requested by the Union. The employer shall be exempt from

legal action.

2.04 The Employer agrees to hand each new employee a Membersh ip Card which will be filled out at

that time and retu rned to t he employer, who shall t hen mail to t he Union's office.

2.05 The Employer agrees to the check-off of the members' "Fees and Dues".

2.06 The Employer agrees t hat contribut ion as per appendixes be mailed or delivered to the Service

Workers Union of BC Local 99, no later than the 10th day of the fo llowing month in w hich contributions

are due.

HIRING:

2.07 The Company reta ins the right to hire new employees through sources available, includ ing the

Union and employment agencies. The Company wil l notify the Union of any job vacancies and the Union

may refer qua lif ied members for a job interview and to make application for the vacant positions.

STEWARDS:

2.08 The Employer recogn izes the Union's right to appoint Job Stewards and the Union shall notify

the Employer, in writing, of such appointments. Job Stewards shall attend to their Union duties so as

not to unreasonably interfere with the performance of their duties as an employee. A Job Steward shall

obtain the permission his/her immediate supervisor prior to leaving the work station. Such permission

sha ll not unreasonably be withhe ld. On resuming his/her normal duties the Job Steward shall notify

his/her supervisor.

2.09 The Employer and t he Union agree that no employee shall, in any manner, be discrim inated

against or coerced, restrained or influenced on account of membership in the Union or by reason of

race, religion, co lor, sex, ancestry, place of origin or marital status, in accordance with the Human Rights

Code of British Columbia (RSBC 1979 C.186) and its regulations.

Article 3 - HOURS OF WORK

3.01 An employee's work week shall be established as being five (5) consecutive work days.

3.02 For all work performed on an employee's sixth (6) consecutive day within his work week, the

employee shall be compensated at one & one-half (1)1,) times his base hourly rate of pay for all hours

worked.

3.03 For all work performed on an employee's seventh (7) consecutive day w ithin his work week, the

employee sha ll be compensated at two (2) times his base hourly rate of pay for all hours worked.

3.04 No employee covered and w ithin the scope of this Agreement shall be employed at st raight time

for more than:

(i) Eight (8) hours in anyone day. (ii) Forty (40) hours in anyone work week. (iii) Following five (5) consecutive days in anyone work week, the employees covered by

this Agreement shall be entitled to two (2) consecutive days off.

3.05 Where an employee is called out to work and no work is performed, he shall be entitled to be

paid two (2) hours:

(i) On a regular shift at straight t ime rate . (ii) On other than regular shifts - at prevailing overtime rate.

3.06 Where an employee is called out to work at any time and work is performed, he shall be paid a

min imum of four (4) hours:

(i) On a regula r sh ift at straight time rate. (ii) On other than regu lar shifts - at prevailing overtime rate.

3.07 Work beyond eight (8) hours on a regular sh ift an employee shall be paid time and one-ha lf his base rate for the ninth (9) and tenth (10) hour. Work beyond the tenth (10) hour shall be paid for at two (2) times the employee's base ra te of pay.

3.08 For all work performed on an employee's seventh (7) consecutive work day within his work week and on all statutory holidays as defined within this Agreement, two (2) times the base hourly rate sha ll be paid.

3.09 When, in the opin ion of any party to this Agreement, certain work might be secured for the Employer, signatory to this Agreement, or the work in progress can be executed more economica lly or efficiently and present cond itions of work, including hours of work conta ined in this Agreement, are not consistent or practica l, then the cond itions may be modified to govern such work on specif ied jobs. The consent of the Employer and the Union Business Representative sha ll be sufficient to modify sa id cond itions and such modificat ions shall not be deemed to be a vio lation or grievance under th is Agreement .

Article 4 - WAGE RATES AND PAYMENT OF WAGES

4.01 The fo llowing Wage Rates sha ll be pa id to the Classifications as named in Appendix "A" during

the life of this Agreement.

4.02 In the event of the Employer hiring Employee(s) who come within the unit during the life of this

Agreement, and for whom a Classification and Wage Rate is not conta ined herein, it is agreed a

Classification and Wage Rate sha ll be added to Article 4, as per Append ix "A". If the parties are unable

to agree on a wage rate, the matter may then be taken up under the Grievance and Arbitrat ion

Procedure.

4.03 The wages of all employees shall be pa id semi-monthly. Each employee shall rece ive with his

wages a separate statement showing the hours worked, the rate of pay and an itemized list of

deductions each and every pay period.

4.04 T-4 Slips: All dues, remittances and assessments sha ll be shown on all T-4 slips.

4.05 The application of the terms of this Agreement shall not have the effect of reducing any

employee's wage rate in effect at the t ime of its execution. The clause on Classification and Wage Rate

sha ll be considered a minimum and sha ll not prelude the payment of a higher wage ra te to any

employee at the discretion of the employer, subject to notifying the Union.

Article 5 - ANNUAL VACATION

5.01 The Employer sha ll give to each employee, after the completion of each year of employment, an

annua l vacation of at least :

(i) Two (2) weeks at 4% of total wages fo r t hat year. (ii) After the employee has completed five (5) years of continuous employment with the

Employer, he shal l receive three (3) weeks at 6% of total wages for that year.

5.02 Annual vacation is exclusive of General Holidays to wh ich the employee is entitled to .

Article 6 - GENERAL HOLIDAYS

6.01 The following days shal l be recognized b the Employer as General Holidays:

NEW YEAR'S DAY GOOD FRIDAY VICTORIA DAY CANADA DAY BCDAY

LABOUR DAY THANKSGIVING DAY REMEMBRANCE DAY CHRISTMAS DAY BOXING DAY

In the event of any of the forego ing Genera l Holidays fa ll ing on a Sunday, the Monday following sha ll be recognized as the General Holiday.

6.02 Any employee who is requ ired to work on any of the aforementioned Genera l Hol idays, shall be

paid at the rate of one & one-half (1)1,) times the regu la r rate for the hours worked with a min imum of

four (4) hours work.

6.03 Employment Standards Act provisions apply.

Article 7 - SAFETY AS A PRIORITY

7.01 It shall be the ob jective of t he Company. employees. and t he Union to eliminate accidents and

healt h hazards. It is agreed t he all Ru les and Regulations of the Workers' Compensation Board shall be

complied with by all concerned.

7.02 No employee shall be asked, and no employee shall make a verba l or written agreement with

the Employer inconsistent with this Agreement.

7.03 It is the desire of bot h parties to this Agreement to mainta in the highest standard of safety. No

employee sha ll be requi red to and no employee shall perform any work in a hazardous manner. All

unsafe working cond itions and/or equ ipment sha ll be reported to the Employer immediate ly.

Article 8 - LEAVE OF ABSENCE & BEREAVEMENT LEAVE

LEAVE OF ABSENCE

8.01 Time off with pay sha ll be granted to recognized Employee Representatives when meeting w ith

Officials of the Company on behalf of the Union on business matters affecting both parties only.

8.02 Time off without pay sha ll be granted by t he Employer to official representatives of the Union to

at tend meeting, conventions, workshops pertain ing to Labour matters direct ly affecting the Union

provided t hat:

(i) An employee who is elected or appo int ed to a full time position w ith the Union or any Tra de Union body with wh ich the Union is affiliated with or approves of, or who is elected to Public Office sha ll, if he so requests in writing, be granted leave of Absence with pay.

(ii ) Reasonable notice is given of the date and duration of such t ime off.

8.03 Extended leave of absence to go and visit worker's origin country will be granted every three (3)

years, not exceeding five (5) weeks without loss of seniority.

8.04 Any employee taking extended leave of absence without prior authorization or exceeding the

term on Art icle 8.04 w ill be deemed "Quit" and lose his/her seniority.

BEREAVEMENT LEAVE

8.05 In the event of the death of the "immed iate family" of a full-time employee, the employee on

proper request will be ent it led to one (1) working day leave of absence, with pay to make arrangement

of or to attend the funeral.

8.06 " Immed iate fami ly" shall mean: spouse, parent, child, brother, sister, common-law spouse, and

grandparent.

8.07 The employer may grant an additiona l three (3) days of unpaid leave where t raveling is such that

t he one (1) day provided above is inadequate.

8.08 The employer may request evidence to substantiate a request for bereavement leave.

Article 9 - PICKET LINES

It shall not be a vio lation of this Agreement or cause for discharge or other disciplinary action, if

an employee refuses to cross a legally established picket line.

Article 10 - STRIKE AND LOCK OUT

There shall be no lock-outs by the Company and no strikes, stoppage of work, or slow-down,

either in part of general, by the employees of the Union as long as this Agreement remains in effect.

Article 11- GENERAL WORKING CONDITIONS AND RULES

11.01 The Company shall not require any employee covered by this Agreement to work from his

regular starting time more than five (S) consecutive hours without a break of at least thirty (30) minutes,

without pay.

A meal period not exceeding th irty (30) minutes, w ithout pay, sha ll be granted as near to mid­

sh ift as possible.

11.02 A coffee break not to exceed ten (10) minutes shall be allowed each employee of the Employer

as close to midway in the first half of the sh ift and as close to midway in the second half of the sh ift as

possible.

11.03 Employer's Responsibilities

(i) The Employer shall supply coveralls or similar uniforms for each employee at no cost to the employee.

(ii) The Employer sha ll provide all equipment and supplies required at the job site other than the employee's personal tools.

(iii) The Employer shall supply all signage used at the job site.

Employee's Responsibilities

(i) Maintain uniforms in a we ll laundered state. (ii) Wearing appropriate Safety Foot Gear. (iii) To provide gloves. (iv) To familiarize themselves and fo llow the Employer's "Ru les and Conditions of

Employment".

Article 12 - TERMINATION OF EMPLOYMENT

Nothing in this Agreement shall prelude the Employer from terminating any employee's

employment for just cause. The union may request, and the Employer agrees to supply forthwith, upon

request, the reason of "Termination of Employment" of any employee.

Article 13 - NEW HIRES

All newly hired employees shall be considered as probationary employees for the first one

thousand (1000) hours of employment. There sha ll be no responsibility on the part of the Employer

respecting employment of probationary employees, should they be laid off for lack of work or

discharged during the probationary period. Upon completion of one thousand (1000) hours of

probationary employment, such employees shall be entitled to all rights and privileges of this

Agreement. The Employer and the Union by mutual agreement may extend the probationary period.

Union due and initiation fee shall be remitted after 120 hours

After one thousand (1000) hours, the Employer remits immediately 400 hours to MSP re instant

qual if ication for member if the employee is working over 30 hours weekly. If not, please refer to

Appendix "B".

Article 14 - GRIEVANCE AND ARBITRATION PROCEDURE

14.01 It is agreed that grievances and disputes that may arise during the life of this Agreement shall be

promptly discussed and the parties hereto will diligently cooperate in an effect to adjust such grievances

at the earliest possible time.

14.02 The agreed procedure for the adjusting and resolving of all grievances and disputes, shall be as

follows:

(i) Bya discussion between the employee(s) and the Employer (ii) In the event of failing to reach agreement under (i) above, then by a discussion between

the employee(s) concerned, and Officer of the Union, and the Employer. 14.03 Any grievance and/or dispute between the Union and the Employer invo lving the interpretation,

app lication, or any alleged violation of this Agreement may be referred to by either Party to:

(i) The Labour Re lations Board (ii) Arbitration (iii) Expedited Arbitration

14.04 Where a difference arises between the Parties relating to the dismissal, discipline or suspension

of an Employee, or to the interpretation, application, operation or alleged violation of this Agreement,

including any question as to whether a matter is arbitrable, during the term of this Collective Agreement

(The Labour Relations Board) or a substitute agreed to by the parties, sha ll at the request of either Party:

(i) Expedited Arbitration a) Notwithstanding the forego ing, the parties may agree t o utilize the provisions of

Section 104 of the Code as an alte rnative dispute resolving mechanism, (ie) if a difference arises between the parties relat ing to the dismissal, discipline or suspension of an employee, or to t he interpretat ion, application, operation or alleged violat ion of this agreement, including any question as to whether a matter is arbitrable, during the term of the collective agreement, Arbitrator will be agreed by the part ies, sha ll at the request of either party 1) Investigate the difference 2) Define the issue in t he difference; and 3) Make written recom mendation to resolve the difference with in thirty (30) days

of the date of receipt of t he request and, for t hose th irty (30) days from the date, t ime does not run in respect of the grievance procedure.

b) The parties may agree to be bound by the recommendations noted above. Such agreement shall be in writing.

Expedited Schedule Those grievances agreed to be suitable for expedited arbitration shall be scheduled to be heard on the next available expedited arbitrat ion date. Expedited arbitrat ion dates shall be agreed to by the parties and sha ll be scheduled monthly or as ot herwise mutual ly agreed to by the parties.

Locat ion of Hearing The location of the hearing is to be agreed to by the parties but wil l be at a location central to the geographic area in w hich the dispute arose.

Process As t he process is intended to be non-legal, outside lawyers will not be retained to represent either party.

Agreed to Statement of Facts The parties w ill endeavou r to reach an agreed to statement of facts prior to t he hearing.

Procedures All presentations are to be short and concise and are to include 17 a comprehensive opening statement. The parties agree to ma ke limited use of authorities during their presentations.

Mediation Assistance Prior to rendering a decision, the arbitrator may assist the parties in mediating a resolution to the grievances. Where mediation fails, or is not appropriate, a decision shall be rendered as contemp lated herein.

Issuance of Report The decision of the arbitrator is to be completed on the agreed to form and mailed to the parties within three (3) working days of the hearing.

Status of Report All decisions of the arbitrators are to be limited in application to that particular dispute and are without prejudice. These decisions shall have no precedential value and shall not be referred to by either party in any subsequent proceeding. All settlements of proposed expedited arbitration cases made prior to hearing shall be without prejudice.

Fees The parties shall equally share the costs of the fees and expenses of the arbit rator.

Authority of Arbitrator The expedited arbitrator shall have the same powers and authority as an arbitration board established under the provisions of Article 14. It is understood that it is not the intention of either party to appeal a decision of an expedited arb itration proceeding. Any suspension for alleged cause t hat is not dealt w ith under this Section shall be referred immediately to Article 14 for resolution.

SINGLE ARBITRATOR

14.05 i)

ii)

ii i)

By mutual agreement the Union and t he Employer may select a Single Arbitrator to resolve the dispute in accordance with the Grievance Procedure and Arbitration Article of t he Collective Agreement. Failing to agree on a Single Arbitrator, t he provisions of three (3) man Board will apply.

Any grievance or any other dispute between the Employer and the Union involving t he interpretation, application, operation or any alleged violat ion ofthis Agreement may be referred by either Party to Arbitration.

If the grievance is not so lved by negotiations between the Employer and the Union within ten (10) working days after negotiations have begun, either party may request in writing that the grievance be submitted to Arbitration. If such request is made, the Arbitration Board, consisting of one (1) Representative selected by the Union and one (1) Representative selected by the Employer, sha ll be appointed w ithin five (5) days after writ ten request has been received. If either party fai ls to appoint or select its' Representative within the time herein specified, the other party may appeal to the Labour Relat ions Board to make the appointment. The two (2) Arbitrators selected shall meet immediately after t he appointment and shall select a Chairman of the Arbitration Board. If they are unable to agree upon the se lection of a Chai rman within twenty-four (24) hours, they shall then request the Labour Relations Board to appoint a Chairman.

iv) The Arb it rat ion Board, sha ll sit, settle the question to be arbitrated, hear the part ies, and make its award as soon as possible following the appointment of the Chairman. If the Arbit ration Board deems proper, an Employee who has been wrongfully discharged or otherwise disciplined, it may order the Employee re-instated wit hout loss of pay and without loss of benefits, rights and/or privileges, he may have lost under this Agreement.

A majority decision of the Board shall constitute t he award of the Board.

The Arbitration Board shall not have power to change, modify, extend, or amend this agreement, or to award costs or damages against either party.

v) Each party shall pay its own Costs, Fees and Expenses of its Representatives and Wit nesses. The Fees and Expenses of the Chairman shall be shared equally between the parties.

vi) In the event of an Arbitrat ion Board be ing appointed, it is agreed by both t he Union and Employer, that such Board shall be requested to hand down its decision within ten (10) days, or as soon thereafter as conveniently may be arranged.

Article 15 - DURATION & RENEWAL

15.01 This Agreement shall become effective as of the 1st day of August 2009 and shall remain in fu ll

force and effect until midnight, the 30th day of August 2015.

Article 16 - ENABLING CLAUSE & CONTRACTING OUT

16.01 When, in the opinion of both parties, it is deemed beneficia l to the Company and Union

members, the terms and conditions of the Collective Agreement may be modified . Such mutually

agreed modifications to the Collective Agreement shall be by "Letter of Understanding" and may be for

one project, for a type of work, for a specific area, orfor a specific period of time.

The parties will establish workable procedures for the drafting of such a "Letter of

Understanding".

16.02 No layoff of employees. The Employer agrees not to contract out any of t he employer's work

presently performed by employees covered by this Agreement which would result in the laying off of

such employees.

Exceptions: The Employer has t he right to contract for services when: i) The Employer does not have the equ ipment or facilities necessary to provide the

required service or

ii) The Employer does not have the employees who performed such work or are qualified in such work or

iii) An emergency occurs The Employer shall pay $20.00 Permit Fee per person for sub-contract work lasting over a week,

subject to reasonable app licat ion.

Article 17 - GENDER

17.01 Whenever the use of either gender is contained herein, it shall also apply to the other gender

wherever applicable.

Article 18 - DEFINITIONS

18.01 BEGINNER WINDOW CLEANER

An employee who has had less than six (6) months experience in the industry. For the first three

(3) months employment, the "Beginner" sha ll not work on any job involving stage work, monorai l,

buckets, bosun's cha irs or similar contrivances. In the second th ree (3) months, the "Beginner" may

perform such work if approved by the Union, the Management and the "Journeyman".

18.02 IMPROVER WINDOW CLEANER

An employee who has worked six (6) months experience as a beginner, and has worked less

than one (1) year in the window cleaning industry. Following completion of six (6) months employment

as an " Improver", and " Improver" shall automatically become a Journeyman Window Cleaner. Unless

the Employer notifies the Union, in writing, prior to the beginning of the sixth (6th) month of his

employment as in "Improver", that said Employee does not have the capabilities of becoming a

Journeyman Window Cleaner, the Employer may request the Union to agree to :

i) An extended period of employment as an Improver,

ii) Terminat ion of t he Employee's employment.

If the parties cannot agree, either party may invoke the Grievance Procedure.

18.03 JOURNEYMAN WINDOW CLEANER

An employee who has worked for one (1) years in the window cleaning industry and who is able

to perform all phases of window cleaning, including swing stage and bosun chair work (including the

erection and dismantling of same); ladder work and tucker pole work; who has a knowledge of all safety

regulations and who works in accordance with same; who is will ing to teach "Beginners" and

" Improvers" in a responsible manner. It is agreed that all present Journeyman Window Cleaners will

reta in Journey Window Cleaner's status and continue to be pa id t he Journeyman Window Cleaner's

wage rate.

18.04 BEGINNER CARPET CLEAN ER

An employee who has had less t han six (6) months experience in the indust ry.

18.05 IMPROVER CARPET CLEANER

An employee w ho has had more t han six (6) months in t he industry.

18.06 JOURNEYMAN CARPET CLEANER

An employee who has worked fo r one (1) year in the carpet cleaning industry and who is able to

perform all phases of carpet clea ning, including cleaning of upholst ered furn iture, dying of carpets and a

f ull understanding of all carpet types and appropriate methods of clean ing.

18.07 WATCHMAN

An employee whose duties include t he tend ing of entrance doors or gates, patro ll ing the

build ing(s), and who reports by telephone to a centra l office at a given t ime once each hour.

18.08 LIGHT DUTY CLEANER

An employee w ho performs light duties, including f loor sweeping, dust mopping, vacuum ing

carpets, emptying of waste baskets and ashtrays, washing of ashtrays and desk tops, cleaning and

servicing bathrooms, spot washing (da ily removal) of hand prints of day to day t raffic and scuff marks on

wa lls, door frames, glass door and similar items considered light duties.

18.09 HEAVY DUTY CLEANER

An employee w ho performs regular dut ies as outlined under LIG HT DUTY CLEAN ER plus, and to

include scrubbing, mopping, heavy sweeping, cleaning of light fixtures and replacing, spray buffing and

waxing.

Article 19 - AGREEMENT COSTS SHARED

19.01 The Employer and the Union agree to share t he Costs equa lly of the print ing and typing of such

Collective Agreement .

APPENDIX "Au

WAGE SCHEDULE

CLASSIFICATION

Light Duty Clea ner

Heavy Duty Cleaner

Watchman

Beginner Window Cleaner (Ground level)

Improver Window Cleaner (Ground level)

Journeyman Window Cleaner (Ground leve l)

Beginner Carpet Cleaner

Improver Carpet Cleaner

Carpet Cleaner (12 months experience)

Heavy Duty Maintenance

Window Cleaners - Above 20 feet or over ground level

Leadhand Experienced (2 years) Journeyman (1 year) Trainee (0 - 12 months)

$ $ $ $

$ $ $ $ $ $ $ $ $ $

08[01[09

9.00

10.00

9.00

11.00

12.00

15.00

11.00

11.50

12.50

12.00

23.00 per hour 20.00 per hour 17.00 per hour 15.00 per hour

Add it ional pay increase of 50 cents will be applied for Ultra -Tech approved cert ificat ion in the following areas:

a) Fal l Arrest Tra ining Certification b) Leve l l First Aid c) Lift and Boom Training Certificate d) Swing Stage Training Certif icate e) Advanced Knot Knowledge Tra ining Certif icate

HOSPITAL LABOUR RATE

HD Cleaner

LD Cleaner

Carpet Cleaner

OR Room/Sterile Area Cleaners

Clinical Area/Laboratories

Patient Room

APPENDIX "A"

WAGE SCHEDULE (CONTINUED)

8[1[2009

$ 12.50

$ 11.50

$ 12.86

$ 15.00

$ 13.40

$ 12.32

TELUS LABOUR RATE Vancouver Vancouver

Island

Kamloops/

Kelowna

East Kootenay /

Central Interior

Collection

Clea ning

Repair

$

$

$

3.00 $ 3.00 $ 3.00 $

3.50 $ 3.50 $ 7.50 $

3.50

3.50

7.50

$ $ $

As of July 1, 2011 all present employees over 1500 hours their wage rate will be increased by 25 cents per hour from present rate of $9.00 (Light Duty) and $10.00 (Heavy Duty) to $9.25 and $10.25 respectively.

As of July 1, 2011 all present employees over five years their wage rates will be increased by an additiona l 20 cents per hour from present rate.

Employee sha ll not receive negotiated salary increases until the salary of the employee's new classification equals or exceeds the salary which the employee is receiving.

All wages are va lid until May 2, 2013.

Charge hand to receive $0.50 cents above highest paid employee being supervised.

Senior charge hand to receive $1.00 over highest Journeyman being supervised.

3.50

2.85

8.75

APPENDIX "8"

HEALTH & WELFARE

HEALTH & WELFARE

Commencing September 1, 2009, the employer agrees to pay the sum of eighty (80) cents for every hour worked to Service Workers Union, Local 99, Health and Welfare Plan, for the purpose of purchasing for the employees covered by th is agreement. In the event of MSP Premiums increase, the Company agrees to negotiate any new increase implemented by the Revenue Services Plan of BC (MSP) at the time of any such increase.

Revenue Services of BC (MSP) coverage after probationa l period

Permanent part time employees under 30 hours per week - company and employee to remit 50% each

re 140 hours needed for MSP

Permanent fu ll t ime employees over 30 hours per week to rece ive a shortage notice if less than 140

hours per month re self-payment portion monthly, if needed.

Commencing September 1, 2009, the employer agrees to remit ten (10) cents per hour worked, for all employees covered under this agreement, to the Union Local's Safety and Education Fund.

Signed in the Province of Brit ish Columbia th is No '1/. " day of Q. 0 c) '3

For theCompany &@ ULTRA-TECH CLEANING SYSTEM (1991) LTD

For t he Union

SERVICE WORKERS UNION OF BC, LOCAL 99

Per: c4; 1 )3~ .. Gil Perron, Business Manager eLObsinger, Shop S~ard'

SAFETY FIR S T

Local 99, service Workers Union of BC

And

Ultra-Tech Cleaning Systems (1991) Ltd.

Take the Position

That SAFETY in the Workplace

is "Paramount"

BE CAREFUL; BE SAFE

Local 99 - 604-521-5990

"SAFETY FIRST"