COLLECTIVE AGREEMENT

BETWEEN

NOV 2 7 2012

COLLECTIVE BARGAINING INFORMATION SERVICES

HYDRO ONE BRAMPTON NETWORKS INC.

AND

LOCAL UNION 636 OF THE

INTERNATIONAL BROTHERHOOD

OF ELECTRICAL WORKERS

A.F. of L., C.I.O., C.L.C.

Ministry of Labour Dispute Resolution Services Collective Baraainina Information Services

File No.: 51"2.- 01 ()'9 - \A-

Cert. File: io'l.~g I- 111"H- R

Cert. Date: .SePT. 0\Q, \C\14- A nnu 1. 2011 to MARCH 31. 2014

Total Emps.: 4-5

Effective Date: Af'IZIL 0\ I -1_()\1

Expiry Date: Mf\~C.H 1l1, 1.0 1.\.

Received From:

Union: cf Em pl.: 0 Other· 0

Proc9ssed by: j(l,a? .. ~ ~-

Date: NOv. 11 '!..01"!. I

' '

TABLE OF CONTENTS

PAGE

ARTICLE 1 PURPOSE 1

ARTICLE2 RECOGNITION 1

ARTICLE 3 RELATIONSHIP 1

ARTICLE4 CHECK-OFF UNION DUES 3

ARTICLE 5 NO STRIKES OR LOCKOUTS 3

ARTICLE 6 RESERVATION OF MANAGEMENT RIGHTS 4

ARTICLE 7 UNION REPRESENTATION 4

ARTICLES GRIEVANCE PROCEDURE 5

ARTICLE 9 ARBITRATION 7

ARTICLE 10 SENIORITY 8

ARTICLE 11 JOB POSTING AND PROMOTIONS 10

ARTICLE 12 HOURS OF WORK 11

ARTICLE 13 OVERTIME 12

ARTICLE 14 LEAVE OF ABSENCE 13

ARTICLE 15 PAID HOLIDAYS 15

ARTICLE 16 RATES OF PAY 16

ARTICLE 17 VACATIONS 16

ARTICLE 18 HEALTH INSURANCE 18

ARTICLE 19 SICK LEAVE PLAN 19

ARTICLE 20 INJURY ALLOWANCE 21

ARTICLE 21 PENSION PLAN 21

ARTICLE 22 SAFETY 21

ARTICLE23 WORKERS CLOTHING 21

ARTICLE 24 PAY DAY 21

ARTICLE 25 COMMITTEES 22

ARTICLE 26 DURATION 23 COLACLUSE 24 MERGER/AMALGAMATIONS 24

SCHEDULE A CLASSIFICATION AND SALARIES 25

LETTERS OF UNDERSTANDING 27

ii

Expiry Date: March 31, 2014

OFFICE AND CLERICAL BARGAINING UNIT

AGREEMENT MADE THIS 10TH DAY OF AUGUST 2011

BETWEEN: HYDRO ONE BRAMPTON NETWORKS INC. (hereinafter called the "Corporation") of the first part

AND: LOCAL UNION 636 OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS A.F. of L., C.I.O., C.L.C.

iii

ARTICLE 1 PURPOSE

1.01 The general purpose of this Agreement is to maintain mutually satisfactory relations between the Corporation and its employees, to provide orderly

collective bargaining relations and to secure prompt and equitable disposition of complaints with a view to maintaining mutually satisfactory hours, wages, working conditions and efficient operations of the Corporation's office under methods which will promote to the fullest possible extent, economy of

operation, quality and effort, cleanliness and protection of property, elimination of waste, safety to employees, competitiveness and service to our customers. Both parties recognize a duty to co-operate in good faith, individually and collectively, for the advancement of these purposes.

ARTICLE 2 RECOGNITION

2.01 The Corporation recognizes the Union as the sole collective bargaining agent

for all its office employees, save and except supervisors, persons above the rank of supervisor, programmer analyst, confidential administrative assistants, settlements analyst, payroll officer, human resources representative, benefits administrator, management accountant, project engineer, assistant customer

accounts supervisor and employees who regularly work less than twenty-four (24) hours per week, students, temporary employees, outside bargaining unit personnel and individuals employed on Government sponsored programs.

2.02 A temporary employee is one who is required to replace a regular employee who is absent due to illness, an approved leave of absence, long term

disability or workers' compensation, or is hired to perform a short term task. The employment of a temporary employee shall automatically terminate on the lesser of the temporary vacancy or a period not to exceed six (6) months, unless the parties mutually agree in writing to an extension. In the event an employee is absent due to pregnancy/parental leave, the temporary vacancy period shall be up to twelve (12) months. In the event that an employee is absent due to Long Term Disability, the temporary vacancy period shall be for the duration of the Long Term Disability.

2.03 An employee hired as a temporary employee shall be advised at the time of his hiring of his temporary status and the duration of his employment.

ARTICLE 3 RELATIONSHIP

3.01 Where the masculine gender is used in this Agreement, it shall be construed as if the feminine had been used where the context so requires.

3.02 Present members of the Union and all new employees including employees who remain in the employ of the Corporation in excess of thirty (30) calendar days shall be members of the Union and remain in good standing in said

Union. If new employees are retained for a period of ninety (90) days they shall be deemed permanent.

3.03 The parties agree that there will be no intimidation, discrimination, interference, restraint or coercion exercised or practiced by them, or by any of their representatives with respect to any employee because of membership in or connection with the Union.

3.04 The Union agrees that the Union or any member of the Union will not engage in Union activities during working hours or hold meetings or group discussions at any time on the premises of the Corporation without the permission of the Corporation.

3.05 All written discipline to an employee shall be copied to the Union Chairperson, clearly setting out the reason for the discipline.

3.06 When management schedules a meeting which may be anticipated to result in discipline to an I.B.E.W. bargaining unit employee, including verbal warnings, the employee will so be advised and a steward (or in their absence a committee member) shall be present at the employee's request. When a steward's (or in their absence a committee member) presence is requested, reasonable notice will be provided by the Corporation.

3.07 The Corporation will make available to the Union Chairperson the Policies and Procedures Manual and all future updates. The Corporation will inform the employees of new or amended Policies and Procedures.

3.08 The Corporation will provide a quarterly updated listing of employee addresses to the IBEW.

3.09 Workplace Harassment and Violence Policy

The Company shall maintain and post a workplace violence and harassment policy that shall comply with the applicable legislation and/or regulations. Employees participating in a workplace violence and/or harassment investigation shall be offered Union representation. Complaints/grievances alleging sexual harassment will be thoroughly investigated and handled with the utmost confidentiality.

In addressing such situations, the action taken will focus on the harasser, not the victim.

3.10 Substance abuse is a serious medical and social problem which can affect employees, their families and fellow workers. The Corporation and the Union actively promote and encourage early diagnosis and treatment which assists employees towards full rehabilitation.

Assistance will include referral of employees to appropriate counseling services and/or diagnosis, treatment and rehabilitation facilities. Employees under such referral will be covered under Article 19.

It is further agreed that, prior to any introduction of legislated requirements in Canada, the Corporation will not introduce drug or alcohol testing into the workplace.

2

3.11 All verbal warnings shall be confirmed in writing to the employee, copied to the Unit Chairperson, clearly setting out the reason for the warning and will be kept on file for six (6) months from the date of the warning. This warning will be removed from the file after six (6) months providing no further violation has

occurred in the interim. All other discipline including written warnings, shall also be in writing to the employee, copied to the Unit Chairperson and shall clearly set out the reason for the discipline. These letters will be removed from

the file after three (3) years for safety-related issues and two (2) years for non­safety related issues.

3.12 Within sixty (60) calendar days of ratifying a new agreement, the Corporation and the Union will agree to a final draft of the Collective Agreement. Such time frame may be mutually extended under extenuating circumstances.

ARTICLE 4 CHECK-OFF UNION DUES

4.01 a)

4.01 b)

The Employer hereby agrees that, as a condition of employment, for all its employees covered by the Bargaining Unit, to deduct Union dues of the equivalent thereof commencing with the employee's first pay period and to remit such sums of money to the Financial Secretary of the Local not later than the tenth (1Oth) day of the following month. When submitting the monthly Union dues the Employer shall also submit an alphabetical listing of the names of each employee on behalf of whom the deductions were made, the amount deducted on behalf of each employee and information upon which such deductions were made. The Employer also agrees to deduct the Union initiation fee from the employee's first pay period.

The Union agrees to indemnify and save the Corporation harmless from any claims arising out of deductions made in accordance with clause 4.01 (a) above.

ARTICLE 5 NO STRIKES OR LOCKOUTS

5.01 The Corporation agrees that it will not cause or direct any lockout of its employees during the term of this Agreement.

5.02 The Union agrees that there will be no strike, slowdown or stoppage of work, either complete or partial, during the term of this Agreement.

3

ARTICLE 6 RESERVATION OF MANAGEMENT RIGHTS

6.01 The Corporation has and shall retain the exclusive right and power, except as specifically modified by the terms of this Agreement, to manage its business and direct its working force including, but without restricting the generality of the foregoing; the right to hire, suspend, discharge, transfer, promote, demote and discipline employees, provided that a claim of discriminatory promotion, demotion, or transfer, or a claim that an employee who has completed his probationary period has been suspended, discharged or disciplined without reasonable cause, may be the subject of a grievance and dealt with as hereinafter provided.

ARTICLE 7 UNION REPRESENTATION

7.01 The Corporation acknowledges the right of the Union to appoint or elect up two (2) stewards and three (3) committee members, one of who will be the Chairperson. The number of stewards and/or committee members may be altered by agreement between the parties.

7.02 It shall be the steward's (or in their absence a committee member) duty to represent eligible employees in presenting grievances under Article 8 -Grievance Procedure

7.03 a)

b)

The Union acknowledges that the stewards and committee representatives have regular work duties to perform on behalf of the Corporation, therefore the steward or committee representatives shall conduct Union activities outside regular working hours except for those provided for under clauses 7.08, and 25.01.

In a situation which requires a steward's attention (or in their absence a committee member) during working hours, he shall not leave his regular duties without first obtaining permission to do so from his immediate supervisor or the supervisor's designate. It is understood that the taking of such time away from regular duties shall be kept to a minimum and that permission will not therefore be unreasonably withheld. Stewards (or in their absence a committee member) shall return to their regular duties as expeditiously as possible. The employer reserves the right to limit such time if the time requested is unreasonable.

7.04 The Corporation will recognize a Negotiating Committee of not more than three (3) employees and the Corporation will deal with the said Committee in all matters which are properly the subject of negotiation during the term of this Agreement. The said Committee will co-operate with the Corporation in the administration of this Agreement.

7.05 The Corporation agrees that the Negotiating Committee may have the assistance of a representative from the International Office of the IBEW or the Local Union Business Manager or his designate in negotiations with the Corporation.

4

7.06 The Union shall notify the Corporation in writing of the names of the stewards, committee members and members of the Negotiating Committee, and any changes made therein.

The Corporation shall not be required to recognize any steward, committee member or Negotiating Committee member until such notification from the Union has been received.

7.07 Stewards, committee members and Negotiating Committee members shall receive their regular straight time rate of pay for all time spent during the employee's regularly scheduled hours of work in grievance and negotiating meetings.

7.08 As far as possible, grievance and negotiating meetings shall take place during working hours.

7.09 The Corporation will provide an enclosed locked office equipped with a desk, telephone and two (2) filing cabinets for the use of the Union Committee. The Corporation will provide bulletin boards for posting of Union notices in convenient locations on Corporation property.

7:10 The Corporation shall notify the Union in writing of the names of the Negotiating Committee members and any changes made therein.

ARTICLE 8 GRIEVANCE PROCEDURE

8.01 A grievance shall be defined as a complaint regarding the interpretation, application or alleged violation of the terms and provisions of this Agreement, or in the case of an employee who has acquired seniority under this Agreement, a complaint that he has been discharged or disciplined without just cause.

8.02 No grievance shall be considered where the circumstances giving rise to it occurred or originated more than ten (1 0) full working days before the filing of the grievance with the exception that employees who are legitimately absent from work may file a grievance within five (5) days of their return to work, where the circumstances occurred during their absence.

8.03 Grievances arising under this Agreement shall be adjusted and settled as follows:

Step 1: The aggrieved employee shall present the grievance in writing to his immediate supervisor, accompanied by a steward (or in their absence a committee member). The nature of the grievance, the Article of the Agreement that has been violated, misapplied or misinterpreted, and the relief or remedy sought shall be clearly set out in the grievance. If a settlement, satisfactory to the Union, is not reached within two (2) working days after the grievance has been presented to the immediate supervisor, the Union may then present the grievance as follows at any time within two (2) working days thereafter.

5

Step 2:

Step 3:

The aggrieved employee together with a steward (or in their absence a committee member) will present the grievance to his immediate Manager. The Manager shall reply in writing within five (5) working days and in the event of satisfactory settlement not being reached, the next step in the grievance procedure may be taken any time within two (2) working days thereafter.

The aggrieved employee together with a steward (or in their absence a committee member) may submit the grievance in writing to his Vice-President, or his designate. The Vice­President will hold a meeting to consider the matter within ten (1 0) working days following the date of such submission. At this meeting the aggrieved employee shall be accompanied by a steward (or in their absence a committee member).

It is understood that a Representative of the Union may be present at this meeting, should his presence be requested by either party.

The Vice-President shall give his decision in writing to the Union within ten (1 0) working days from the date of the presentation of the grievance.

8.04 If final settlement of the grievance is not reached at Step 3 then the grievance may be referred in writing by either party to Arbitration as provided in Article 9 -Arbitration, at any time within thirty (30) calendar days after the final decision is given in Step 3. If no such written request for arbitration is received by registered mail within the thirty (30) calendar day's time limit then the grievance shall be deemed to have been abandoned.

8.05 Either party to this Agreement may file a policy grievance within thirty (30) days of the occurrence of the event on which the grievance is based. A policy grievance by one of the parties to this Agreement is a grievance arising out of the interpretation, administration or alleged violation of any of the terms of this Agreement but excluding subject matter, which can be presented by an employee as an individual grievance.

A Union policy grievance shall be filed at Step 2 of the Grievance Procedure. A Corporation policy grievance shall be filed with the business manager of the Local. In the case of a Corporation policy grievance the parties shall meet within five (5) working days and the Union shall reply within a further five (5) working days. Failing settlement, the Corporation may submit the grievance to arbitration within twenty-five (25) working days of the filing of the grievance.

8.06 An employee, other than a probationary employee, claiming that he has been discharged from employment without just cause shall file a signed, dated, written statement of such grievance setting out the nature of the grievance and the specific remedy sought at Step No. 2 of the Grievance Procedure provided such grievance is lodged with the second level supervisor or designate within five (5) working days of the discharge.

8.07 Any step of the Grievance Procedure may be waived by mutual agreement in writing between the Corporation and the Union.

6

8.08 Any complaint or grievance which is not commenced or processed through the next stage of the Grievance Procedure including reference to arbitration within the time specified shall be deemed to have been dropped or considered to have been settled on the basis of the Corporation's reply to the grievance. However, time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Corporation and the Union. If no written answer has been given to the grievance within the time limits specified, the employee should be entitled to submit the grievance to the next stage including arbitration.

8.09 Decisions arrived at between the Corporation and the Union on the disposition of any specific employee, Union or Corporation grievance shall be final and binding upon the parties.

8.10 The Parties agree that in the event a grievance is not settled at Step 3 of the grievance procedure, the Parties may mutually agree to refer the matter to a Grievance Mediation process, before taking the matter to Arbitration. The Parties will share the cost of the Grievance Mediator on an equal basis. The Union may have the employee, together with a steward and/or the Unit Chairperson at the meeting. The Union Business Representative or designate may also be present at this meeting.

8.11 Should a grievance arise between the Corporation and a group of employees, the grievance may be submitted on one form by the Union on behalf of all employees concerned, who must be named thereon, and such grievances may be filed at Step 1 of the grievance procedure.

ARTICLE 9 ARBITRATION

9.01 Both parties to this Agreement agree that no grievance shall be submitted to arbitration unless:

a) it is a proper subject matter of a grievance as defined in Article 8, paragraph 8.01;

b) it has been properly carried through all the requisite steps of the grievance procedure; and

c) it has not been settled or abandoned.

9.02 A properly constituted grievance conforming with paragraph 9.01 may be referred to a single Arbitrator.

9.03 A written request made by either facsimile, email or registered mail within the thirty (30) calendar days time limit set out in Article 8, paragraph 8.04 but not thereafter, may be made by either party. The written request shall contain the name of three (3) arbitrators. The recipient of the notice shall within ten (10) working days inform the other party of their acceptance of one of the three (3) arbitrators or alternatively, submit a list of three (3) arbitrators.

7

9.04 Should the parties fail to agree on a single arbitrator within an additional ten (1 0) working days the Ministry of Labour of the Province of Ontario shall be requested to appoint a single arbitrator in accordance with the provisions of the Ontario Labour Relations Act.

9.05 Where both parties agree, a Board of Arbitration, who shall have the same limitations and power as a Single Arbitrator, may be substituted for a Single Arbitrator.

9.06 Time limits fixed in this Article may be extended by mutual agreement confirmed in writing between the Corporation and the Union.

9.07 The Arbitrator shall not be authorized to alter, modify or amend any part of this Agreement, to make any decision inconsistent therewith, nor to deal with any matter not covered by this Agreement.

9.08 The decision of the Arbitrator will be final and binding upon the parties but, should the parties be utilizing a Board of Arbitration, and a majority decision not be possible, then the decision of the chairman will be final and binding.

9.09 In cases of grievance for discharge, suspension, or other actions of discipline, such grievance may be settled by the Arbitrator by confirming the Corporation's decision in discharging, suspending or disciplining the employee, or by reinstating the employee with full or partial compensation for time lost, or by any other arrangement which is just and equitable.

9.10 Each party shall pay one-half (1/2) of the remuneration and expenses of the Single Arbitrator. In the event that a Board of Arbitration is utilized each party will bear the expense of the Arbitrator appointed by it and will jointly bear the expense, if any, of the Chairman of the Arbitration Board.

ARTICLE 10 SENIORITY

10.01 The purpose of this article is to provide employees with as large a measure of security as possible, based on their continuous employment with the Corporation.

10.02 Seniority is based upon the length of continuous employment with the Corporation since the last date of hire. A seniority list shall be posted on the notice board by the Corporation by April 1. A copy shall be sent to the Union.

10.03 An employee shall be considered a probationary employee during the first three (3) months since his last date of hire and shall have no seniority rights during this period. However, Management may periodically review the probationary employees and shall ha'Je tl:le rigl:lt to redbiGS tl:lis period of probationary service.

A probationary employee may be discharged where, in the exclusive and unlimited judgment of the employer, the employee's performance, ability, conduct, attitude, suitability or attendance appears unsatisfactory provided that in making such decision, the employer shall do so in good faith.

8

10.04 On successful completion of the probationary period, an employee shall be placed on regular staff, his name shall be placed on the seniority list and his seniority shall date back to his last date of hire. Employees acquiring seniority on the same date shall be added to the seniority list in alphabetical order and for the purpose of establishing seniority, the employee's last name at the time of being placed on the list will be used.

10.05 An employee shall lose seniority and status as an employee for the following:

a) Voluntary resignation;

b) Discharge for just cause;

c) Failure to signify intention to return to work after a lay-off within five (5) working days and actually returns to work within ten (10) working days after proper notification by registered letter at the last address provided by the employee to the Corporation;

d) Lay-off in excess of twenty four (24) months;

e) Absence from work without leave of absence being granted by or explanation being given satisfactory to the Corporation for continuous absence of one (1) working week or over;

f) If absent from work for a period in excess of twelve (12) months caused by an occupational injury while working for another employer while in the employ of the Corporation. This provision would not apply to an employee who sustained an occupational injury while working for the Corporation;

g) Retirement;

10.06 The seniority standing of an employee who may hereafter enlist in Her Majesty's Armed Forces, following a declaration of war by the Government of Canada shall accumulate as from the date of enlistment in the same manner as if they had not enlisted. There will be no loss of accumulated sick time pay up to date of enlistment.

10.07 It is understood and agreed that the skill, ability, aptitude and efficiency of the employees concerned shall be the guiding factor in determining whether an employee is qualified to perform the work available, but where these things are relatively equal, seniority will be the determining factor. Lay-off shall be by inverse seniority, provided the Corporation is able to maintain a qualified work force.

10.08.1 The Corporation will not lay-off employees as a result of the contracting out of work currently performed by the members of the Bargaining Unit.

9

10.08.2 An employee who has elected to leave the bargaining unit for more than one (1) year and who subsequently returns to the bargaining unit shall not have accumulated seniority while out of the Unit for the purpose of job posting under Article 11.

ARTICLE 11 JOB POSTINGS AND PROMOTIONS

11.01 It is recognized that it is the policy of the Corporation to promote qualified regular employees from within the Corporation whenever possible.

11.02 a)

b)

c)

The term "permanent vacancy" as used in this Agreement shall be defined as any permanent job opening of more than forty (40) consecutive working days' duration. A "temporary vacancy" shall be defined as any job opening of less than forty (40) consecutive working days' duration or longer with the approval of the Union. However, vacancies of more than forty (40) working days caused by employees being on vacation, off sick, on workers' compensation, or on an approved leave of absence or for a short term task of less than six (6) months shall also be considered temporary. In the event an employee is absent due to pregnancy/parental leave, the temporary vacancy period shall be up to twelve (12) months.

The Corporation may fill, at its discretion, a temporary vacancy.

When a permanent vacancy occurs or a new position is created, which comes within the scope of the Agreement and which the Corporation wishes to fill, the available position shall be posted on the bulletin board for a period of five (5) working days in order that any interested employee may apply in writing. In order to be eligible for the posted vacancy, an employee must apply in writing to the Vice-President or designate on the posting within the five (5) working day period.

In the event an employee expects to be absent during the period when a position will be posted they may file an advance application with the Human Resources Department indicating their desire to fill the position. If the position is posted during the employee's absence, this advance application will be considered in the same manner as any other application, which may be received.

d) In selecting a candidate to fill a permanent vacancy or new position within the bargaining unit, the Corporation shall consider skill, ability, qualification, aptitude and efficiency. When these factors are relatively equal, the employee with the greatest seniority will be given preference.

e) The Corporation shall post the name of the successful applicant. The Union shall be mailed a duplicate of this posting.

f) An employee, prior to transferring to a classification that is more physically demanding than his present classification, may be required to undergo a medical examination by a physician of the employee's

10

choice. Medical determination of suitability for the new classification will be by the Company Doctor.

11.03 The Corporation shall advise the Union of the job title and the rate of pay for any new classification under Schedule I. If the Union does not agree with the rate of pay assigned to the new job, a grievance may be processed commencing with Step 2 of the grievance procedure under Article 7 of this Agreement within five (5) days of such notification.

In any arbitration of a dispute under this clause, the Arbitrator shall be limited to determining the new rate by comparison with existing rates already under Schedule I.

11.04 Any employee who has successfully bid under this Article shall not be eligible to bid on a posted job for six (6) months from the date of his successful bid except at the discretion of the Corporation.

11.05 a)

b)

c)

An employee who is temporarily transferred to a higher paid classification for one (1) full half shift or more, in any pay period shall be paid an additional one dollar seventy-five cents ($1.75) per hour above his/her regular straight time hourly rate.

An employee who is temporarily transferred to a lower paid classification shall retain the rate of pay of his existing classification.

The duration of temporary transfer shall be defined as the same duration of a "temporary vacancy" under Article 11.02 (a).

11.06 When an employee is permanently selected or assigned to a lower paid classification, he will be paid the rate for that classification, subject to Article 20.03.

11.07 Employees who transfer to another classification through the job posting process, will be given the right to revert back to their previous classification if their previous position is still unfilled by giving written notice to the Corporation within five (5) working days of starting the new position. Should this occur, the Corporation may fill the vacant position using the original list of applicants or re-post at their discretion.

ARTICLE 12 HOURS OF WORK

12.01 No Guarantee

The Corporation does not guarantee to provide work to any employee for regularly assigned hours, or for any other hours.

12.02 Days And Hours Of Work

The working week shall be thirty-five (35) hours per week. Seven (7) hours per day shall constitute a day's work, between the hours of 8:00 a.m. and 5:00 p.m. for the first five (5) days of the week, Monday to Friday inclusive, with

11

one (1) hour for lunch period, consistent with reasonable service to the public between the hours of 11:30 a.m. and 2:00 p.m. Volunteers will be sought for the 11:30 lunch period start time after which employees shall be assigned the 11:30 lunch period on a rotation basis. Employees may request that their starting/stopping times and/or lunch hours be altered by thirty (30) minutes based on mutual agreement with the Supervisor. Any such requests must be submitted in writing to the Supervisor two (2) working days in advance and the Supervisor will respond in writing.

For employees in the Energy Service Advisor classification, the working week shall be forty (40) hours per week. Eight (B) hours per day shall constitute a day's work, between the hours of 7:00 a.m. and 5:00 p.m. for the first five (5) days of the week, Monday to Friday inclusive, with a one (1) hour lunch period. The lunch period may be reduced to thirty (30) minutes based on mutual agreement with the Supervisor.

When Management alters an employee's start/stopping time within the hours outlined above, Management will provide a minimum of two (2) days written notice of the change.

12.03 Rest Periods

Employees shall be entitled to two (2) rest periods, each of a total of fifteen (15) minutes duration, one in the first half and one in the second half of each scheduled work day, at times and places designated by Management.

12.04 Meal Allowance

The Corporation shall not require an employee to carry or provide more than one (1) meal on the day work is performed.

A meal allowance to a maximum of ten dollars ($1 0.00) shall be provided to all employees required to continue work two (2) hours past their regular quitting time and each four (4) hour interval thereafter until release from duty.

An employee who is called out to work after having completed his regular shift will be permitted to have a meal after each four (4) hours of work. Such meal shall not exceed ten dollars ($1 0.00) and will be paid time except where the meal is taken after completion of the work for which the employee is called out.

Employees will be required to submit receipts for meals.

ARTICLE 13 OVERTIME

13.01 The Corporation may require employees to perform overtime work in excess of their regularly assigned hours. The Corporation will continue to apply its established policy which provides that wherever possible, overtime work is divided as equally as practicable among employees regularly performing the work to be done.

12

13.02 Overtime will be considered to be all hours worked in excess of the regular (7)

hours per day and/or thirty-five (35) hours per week for employees working a

thirty-five (35) hour work week and eight (8) hours per day and/or forty (40)

hours per week for employees working a forty (40) hour work week.

13.03 All planned and unplanned overtime shall be paid at double the employee's

regular hourly rate or may at the request of the employee be taken as time off

with the employee receiving two (2) hours off for each hour of overtime subject

to the following:

(a) Hours may be accumulated in a bank to a maximum of seventy (70) hours

(thirty-five (35) overtime hours) for employees working a thirty-five (35)

hour work week and eighty (80) hours per day (forty (40) overtime hours)

for employees working a forty (40) hour work week.

(b) The maximum number of hours that may be taken off under this option is

seventy (70) hours per calendar year (thirty-five (35) overtime hours) for

employees working a thirty-five (35) hour work week and eighty (80) hours

(forty (40) overtime hours) for employees working a forty (40) hour work

week. These hours may be taken off only after the approval of the

supervisor and will be subject to the 50% rule that is applied to holidays.

Additionally, such time taken off shall not create any overtime for other

employees.

(c) Banked hours may be cashed in at any time at the employee's request.

Any unused banked hours will be paid out at March 31st each year.

13.04 An employee recalled to perform overtime work will be paid a minimum of one

and one half hours (1 1/2) at double time.

13.05 In no event shall overtime or premium compensation be duplicated,

compounded or pyramided.

ARTICLE 14 LEAVE OF ABSENCE

14.01 Personal Leave

The Corporation may grant a leave of absence without pay to any employee

for legitimate personal reasons. Although an employee's seniority shall

continue to accumulate during an approved leave of absence, the employee

shall be solely responsible, on a pro-rated basis, for the premium cost of any

benefits if the approved leave goes beyond twenty working days in a calendar

year. Employer contributions for pension for Emergency Leave will be

maintained up to 10 days. All requests and approvals for leaves of absence

under this Article shall be in writing.

a) Emergency Leave

Employees are entitled to utilize ten (1 0) unpaid days/occurrences per

calendar year to address such issues as those outlined under the applicable

sections of the Employment Standards Act of Ontario, including attending

13

medical appointments, either emergency or prearranged, with their dependents without first being required to utilize where applicable floating holidays, vacation time, bereavement leave or paid sick leave. However, this

does not prevent employees from using applicable paid time under such circumstances. For the purpose of this clause an occurrence shall be defined

as no greater than one day.

b) Personal Leave

The Corporation may grant a leave of absence without pay to any employee for legitimate personal reasons. However, the corporation may request that an employee access applicable paid time before granting approval. All requests and approvals for leaves of absence under this article shall be in writing.

Although an employee's seniority shall accumulate during an approved leave of absence under 14.01 (a) and (b), the employee shall be solely responsible, on a pro-rated basis, for the premium cost of any benefits if the approved leave

goes beyond twenty days in a calendar year.

14.02 Bereavement Leave

a) Employees will be allowed a leave of absence with full pay of five (5) . working days in the event of death of his/her spouse/partner or child.

b) Employees will be allowed a leave of absence with full pay of up to four (4) working days for the purpose of arranging and attending the funeral of a parent, step-parent, parent-in-law, brother, sister or relative in the employee's residence.

c) Employees will be allowed a leave of absence with full pay of one (1) working day for the purpose of arranging and attending the funeral of a brother-in-law, sister-in-law, grandparent, grandchild, aunt or uncle.

d) The Corporation agrees to grant such additional time off without pay as it deems appropriate in extraordinary circumstances involving a member of the employee's immediate family described in clause (a) or (b) above.

14.03 Court Duty Leave

The Corporation agrees to pay the difference between an employee's regular straight time pay (excluding payment for expenses) and the amount an

employee receives for:

a) The time the employee is required to absent himself from work in order to serve on a jury, or

b) The time spent in court because he was subpoenaed as a witness except where the employee is a party to the proceeding or is being charged.

14

14.04 Pregnancy, Parental & Adoptive Leave

Pregnancy, Parental and Adoptive Leave shall be applied in accordance with the Ontario Employment Standards Act. The Corporation shall continue to pay employee's benefits during such leave.

14.05 Time Off for Union Employees

Provided the Employer receives at least five (5) days advance written notice (a condition that may be waived by Management in extenuating circumstances), leaves of absence with pay and without a loss of any seniority or benefits shall be granted upon request to any employee(s) required to represent the Union at Union meetings; conferences; conventions; seminars; workshops; or attend to Union business outside of the workplace. The Union agrees to reimburse the Employer for the regular hourly wages that are paid to such employees, the employer share of CPP, El, WSIB, EHT and OMERS that are paid to such employees-but no burden or levy will be assessed. Such leaves inclusively shall not exceed an accumulated total of twenty (20) days per calendar year and will not be for more than three (3) employees at any one time.

ARTICLE 15 PAID HOLIDAYS

15.01 a)Provided the employee is at work on the required day immediately prior to and subsequent to the holiday concerned, he shall receive payment based on his regular hourly rate of pay multiplied by seven (7) for employees working a thirty-five (35) hour work week and multiplied by eight (8) for employees working a forty (40) hour work week for the following holidays:

New Year's Day Good Friday Easter Monday Victoria Day Canada Day Civic Holiday Labour Day

Thanksgiving Day Remembrance Day or Floating Holiday % day before Christmas Day Christmas Day Boxing Day %day before New Year's Day Family Day Floating Holiday

Plus holidays declared by the Corporation

b)Employees absent on a bona fide absence (except for Long Term Disability, Pregnancy and Parental Leave or Long Term Leave of Absence (in excess of 20 days) on the required shifts will receive holiday pay. In addition, exceptions to the above requirement that an employee must be at work on the day prior to and subsequent to the holiday may be made in special circumstances at the discretion of Management.

c)The floating holidays are to be taken at a time mutually agreeable on the following basis.

1. Floaters must be taken before the end of the current calendar year. 2. If floaters are not booked by November 30th of the year Management

will designate the day.

15

3. When requests are received for the floating holidays, or Remembrance

Day, the Corporation will require a minimum of 50% of the workforce to work. Those employees with the greatest amount of Corporation

seniority shall have first opportunity to schedule Remembrance Day as

a recognized holiday. 4. In the first calendar year of employment, an employee will be entitled to

two floating holidays on a pro-rated basis, or one Floating Holiday and

Remembrance Day if approved. The calculation will be based on the

number of complete months divided by twelve (12) times two (2) days fourteen (14) hours, or one day (7) seven hours for employees working

a thirty-five (35) hour work week and two (2) days sixteen (16) hours, or

one day (8) hours for employees working a forty (40) hour work week.

ARTICLE 16 RATES OF PAY

16.01 The parties agree that the rates as set forth in Schedule "A" attached hereto

shall be paid to the employees covered by this Agreement.

ARTICLE 17 VACATIONS

17.01 The Corporation recognizes the need for rest and recreation on the part of its

employees and has, therefore, provided the vacation plan outlined in the

following paragraphs. Vacations are allowed as a period of change and rest

for the good of the employee and the Corporation alike. Therefore, continuous

service without vacation, but with extra compensation, is not regarded as good

policy, and no employee may make such election.

17.02 For purposes of the administration of this Schedule, the "Vacation Year" shall

be June 30th of any given year to June 29th of the following year, both dates

inclusive.

17.03 Length of continuous service on June 30th in the vacation year will be the

essence of qualification for paid vacation.

17.04 Employees shall be granted vacations and paid vacation pay at the time of

starting their vacation as follows:

a) Employees with less than one (1) year of continuous service as of June

301h of any year shall receive vacation allowance according to the

Employment Standards Act of the Province of Ontario.

b) Employees with one (1) but less than two (2) years of continuous

service as of June 30th in any year shall receive two (2) weeks

vacation with full pay.

c) Employees with two (2) but less than eight (8) years of continuous

service as of June 30th in any year shall receive a vacation of three (3)

weeks with full pay.

16

d)

e)

f)

17.05 a)

b)

Employees with eight (8) but less than fifteen (15) years of continuous

service as of June 30th in any year shall receive a vacation of four (4) weeks with full pay.

Employees with fifteen (15) but less than twenty-three (23) years of

continuous service as of June 30th in any year shall receive a vacation offive (5) weeks with full pay.

Employees with twenty-three (23) years or more of continuous

service as of June 30th in any year shall receive a vacation of six (6)

weeks with full pay.

Full pay shall be defined as one (1) week's pay at the employee's

regular straight time rate for each week of vacation entitlement unless

the employee has been absent for more than (2) weeks (excluding

absences paid under the sick leave plan) (short term coverage only), maternity leave, WSIB, jury duty or vacation) during the vacation year.

In the event an employee has been absent for more than two (2) weeks (excluding absences paid under the sick leave plan, (short term

coverage only), maternity leave, WSIB, jury duty or vacation, his

vacation pay shall be calculated at the rate of two percent (2%) of the employee's earnings in the previous twelve (12) month period for each

week of vacation entitlement.

17.06 In the event a Paid Holiday falls within an employee's vacation period, he shall

be entitled to another day off with full pay.

17.07 While the Corporation will use its best efforts to provide vacations consistent

with the wishes of individual employees, employees will not necessarily be

allowed to take such vacation in one (1) block of more than three (3)

consecutive weeks.

17.08 In scheduling the vacations of employees, preference in the choice of dates of

vacations will be given to employees having regard for their respective length

of continuous service with the employer provided such selection is made by

March 31 ••, and also provided that, in the opinion of the employer, it does not

interfere with proper and efficient service and operations. These vacation

requests will be a minimum of one [ (1) full week five (5) consecutive working

days, Monday through Friday] notwithstanding statutory holidays. In the event

that an employee is granted access to their following years vacation it shall not

take precedent over the assignment of the current year's vacation to other

employees.

17.09 Employees leaving the employ of the Corporation during the vacation year will

be entitled to receive vacation credit, calculated in accordance with this plan

for the period from June 30th to the date of leaving.

17.10 All deductions normally made from an employee's regular pay shall be

deducted from the vacation pay.

17

17.11 Where an employee has established to the satisfaction of the Corporation that he suffered a serious illness during his vacation that caused him to be hospitalized for a minimum of two (2) days, he shall be allowed to substitute

sick leave for such days of hospitalization.

17.12 Employees may carry over up to one (1) full week of their vacation from one vacation year to another at Management's discretion, provided such request

does not interfere with the vacation rights of other employees in that vacation year.

17.13 In the event that the employee is on scheduled vacation and is required to fulfill obligations outlined under Article 14.02, they shall be entitled to re­schedule the amount of vacation time that was lost due to their bereavement leave commitments. The amount of re-scheduled vacation shall not exceed their entitlement(s) under Article 14.02.

ARTICLE 18 HEALTH INSURANCE

18.01 The Corporation shall pay the full cost of the premiums of the following Insurance Plans, which shall be subject to the terms, conditions and

regulations of such plans, for all qualified full time regular employees who have completed their probationary period:

a)

b)

c)

d)

e)

f)

Employers Health Tax

The Manu life Financial Health Plan, or equivalent with a eight hundred dollar ($800.00) maximum per covered person in a calendar year for each Practitioner Service outlined in the Manulife Financial Health Plan employee handbook.

Long Term Disability Plan, paying 75% of regular earnings to a maximum of $4,700 per month.

The Manu life Financial Dental Plan, or equivalent with payment based on the 2011 O.D.A fee schedule effective January 18

\ 2011. Effective January 1, 2012, this will change to the 2012 O.D.A fee schedule. Effective January 1, 2013, this will change to the 2013 O.D.A. fee schedule. Effective January 1, 2014, this will change to the 2014 O.D.A. fee schedule. Plus: (d)(1) Major restorative (caps and crowns) to a maximum of $2,500/calendar year for employee and for each dependent. (D)(2) Orthodontic coverage up to $2,750 maximum per lifetime for employee and for each dependent. For (d)(1) and (d)(2), the employee pays 50% of the cost and the insurer pays 50%. Dental check-ups (recall) covered every nine (9) months.

Group Life Insurance.

Vision care which shall provide coverage of up to a maximum of three hundred and seventy-five dollars ($375.00) effective April 1, 2011 and four hundred dollars ($400.00) effective April 1, 2013 towards the purchase of glasses for each eligible employee and insured family

18

member over a two (2) year period. Once per lifetime, an employee

and/or insured family members are eligible to use the balance of their

current two-year allotment, combined with the following two-year

allotment for the purpose of laser eye surgery (maximum $750.00

effective April 1, 2011 and $800.00 effective April 1, 2013.) The

aforementioned second two-year allotment is no longer available to be spent.

The period for dependent children age 18 and under will be one (1)

year for change in prescription.

g) Effective the date of ratification, only generic drugs are covered except when a brand name drug is specifically prescribed by the doctor.

h) Effective the date of ratification, implement a dispensing fee cap of

$7.00.

i) Effective date of ratification, eye examinations will be capped at

$100.00 per exam.

j) Effective date of ratification, orthotic coverage will be $500.00 per year

for either custom-made or off the shelf orthotics, but not both.

k) Benefits booklets, detailing the benefit coverage negotiated on behalf of

the bargaining unit employees, will be made available within sixty (60) days of the signing of the Collective Agreement. In the event that unforeseen circumstances prevent the booklet being available within

(60) days, the Union will be advised.

18.02 The Corporation's contribution to Health Insurance shall cease if an employee

is laid off in excess of four (4) weeks' duration.

18.03 An employee who is covered by another employers' insurance must disclose

such information to ensure coordination of benefits.

18.04 Extended Health, Dental and Vision Care plans are to be offered to employees

(but not the surviving spouse) who retire prior to age 65, up to age 65 or death.

Plan premiums to be paid 50% by the Corporation, 50% by the early retiree.

ARTICLE 19 SICK LEAVE PLAN

19.01 Regular full time employees who have completed their probationary period

shall be eligible for the following coverage during periods of sickness or non­

compensable injury provided the employee has not sustained an

occupational injury while working for another employer while in the employ of

the Corporation.

a) Short Term Coverage

Short term coverage covers periods of sickness or non-compensable injury of

up to seventy-five (75) consecutive working days.

19

b) Long Term Coverage

Long term coverage covers periods of sickness or non-compensable injury for a period in excess of seventy-five (75) consecutive working days.

19.02 Short Term Coverage

The Corporation shall provide the following coverage in each calendar year:

a) Employees with less than one (1) years' service as of January 1st shall be entitled to a total of fifteen (15) working days at regular straight time pay and the balance at seventy-five percent (75%) of regular straight time pay.

b) Employees with one (1) to two (2) years' service as of January 1st shall be entitled to a total of thirty (30) working days at regular straight time pay and the balance at seventy-five percent (75%) of regular straight time pay.

c) Employees with two (2) to three (3) years' service as of January 1st shall be entitled to a total of forty-five (45) working days at regular straight time pay and the balance at seventy-five percent (75%) of regular straight time pay

d) Employees with three (3) to four (4) years' service as of January 1st shall be entitled to a total of sixty (60) working days at regular straight time pay and the balance at seventy-five percent (75%) of regular straight time pay.

e) Employees with more than four (4) years' service as of January 1st shall be entitled to a total of seventy-five (75) working days at regular straight time pay and the balance at seventy-five percent (75%) of regular straight time pay.

19.03 If January 1st falls within a period of sickness or non-compensable injury, the employee shall not be entitled to any additional sick leave at full pay for the duration of that sickness or non-compensable injury.

19.04 Long Term Coverage

The Corporation shall provide the long-term disability plan in Article 19 of this Agreement commencing after the seventy-fifth (75th) consecutive working day.

19.05 As far as practicable, the Corporation will endeavor to find a position for employees whose physical condition has been impaired by age, sickness or accident, and at a rate which is justified by the job being performed and the circumstances surrounding each individual case.

19.06 Any abuse or violation of sick leave will be subject to review.

20

19.07 The Corporation will reimburse employees for the cost of any medical report requested by the Corporation.

ARTICLE 20 INJURY ALLOWANCE

20.01 a)

b)

Except as provided in 20.01 (b), in cases covered by the Workplace Safety and Insurance Board and where compensation is allowed, the Corporation will pay the employee the difference between his normal net earnings and Workplace Safety and Insurance Board payment prior to his absence except in cases where disability pension is being paid by the Workplace Safety and Insurance Board.

In cases where an employee is off work and is receiving disability pension from the Workplace Safety and Insurance Board he shall not be eligible for the make-up allowance outlined in paragraph (a) above.

20.02 In cases where an employee has been injured and returns to work, a reasonable and suitable period of light duty may be arranged. If the period of light duty extends beyond three (3) months, considerations shall be given to the rate of pay,

20.03 In the event an employee is permanently transferred to a lower paid classification as a result of an on-the-job disability he shall continue to receive that hourly rate which he earned immediately prior to the permanent transfer until the rate of pay for his new classification exceeds this amount.

ARTICLE 21 PENSION PLAN

21.01 a) The Corporation agrees to continue in operation the Ontario Municipal Employees Retirement System as outlined in the plan and will pay fifty percent (50%) of the cost of the Canada Pension Plan.

ARTICLE 22 SAFETY

22.01 Union and Management will co-operate in the strict observance of all safety measures and the provisions of the Workplace Safety and Insurance Act.

ARTICLE 23 WORKERS' CLOTHING

23.01 The Clerk I - Mailroom shall be supplied one (1) jacket as required in the performance of his/her duties.

ARTICLE 24 PAY DAY

24.01 The Corporation agrees to the payment of wages by direct bank deposit, on Thursday a.m. of each week. The pay period shall consist of the period ending at midnight Friday of the previous week. A statement of deposit will be made available to each employee on Thursday, no later than 4:30p.m.

21

ARTICLE 25 COMMITTEES

25.01 Labour Management Committee

The parties agree to the establishment of a labour-management committee

comprised of three (3) members of the Union and representatives of the

Corporation. Such committee shall meet, not more than monthly, to discuss

items of mutual interest excepting grievances. Either party to this Agreement

can call a meeting of the labour management committee by submitting an

agenda to the other party seven (7) days in advance of a proposed meeting

date.

25.02 One Occupational Joint Health & Safety Committee for the entire Corporation

shall be formed and shall comply with all applicable legislation. The

Committee will be comprised of representatives of the IBEW, CAW and

Management. The IBEW shall have two (2) employees on the Committee and

shall appoint their own committee members. This committee will meet at regular intervals but in any event, except in an

emergency situation, not less frequently than four (4) times per year and not

more frequently than once (1) per month. The committee shall determine its

own rules and procedures consistent with the applicable legislation. Committee members shall receive their regular straight time rate of pay for all

time spent during the employee's regularly scheduled hours of work in Labour

Management and Occupational Health and Safety Committee meetings.

22

ARTICLE 26 DURATION

26.01 This Agreement shall take effect on the 1st day of April, 2011 and remain in full force and effect until the 31st day of March 2014 and thereafter from year to year unless terminated or amended by notice in writing, from either party within

ninety (90) days but no later than thirty (30) days prior to termination date in any year.

26.02 The parties hereto agree to meet for the purpose of negotiations within thirty (30) days prior to the termination date, or at a time to be mutually agreed upon.

26.03 It is understood that during any negotiations following upon notice of

termination or notice of amendment, either party may bring forward counter­proposals arising out of or related to the original proposals.

I DULY EXECUTED BY THE PARTIES HERETO THIS 10TH DAY OF AUGUST 2011 A.D.

Doug n Customer Service and Information Technology Manager

23

FOR THE UNION

~~~~~~ Sue Saw on JBEW Vice Chairperson

J. k Wacheski Business Manager and Financial Secretary

APPROVED INT~fiiiATI011Al OfFICH. 3. E. W.

JUN 1 4 2012

F.dwln D. Hill. President This approval doos not make the

lntemauonal a parly to tills agreement

COLA CLAUSE

As of April 1, 2012 a COLA clause comes into effect and is based on the "All Ontario" C.P.I. index. If the C.P.I. index rises by 4.0% above the April1, 2012, C.P.I. index a general wage increase of 1% will become effective on the first payroll period in the month following the month, which triggered the increase. Thereafter, increase(s) will occur for each additional 1 full percent rise in the index above 4.0%. The COLA clause will cease to operate as of March 31, 2013.

As of April 1, 2013 a COLA clause comes into effect and is based on the "All Ontario" C.P.I. index. If the C.P.I. index rises by 4.0% above the April1, 2013 C.P.I. index a general wage increase of 1% will become effective on the first payroll period in the month following the month, which triggered the increase. Thereafter, increase(s) will occur for each additional 1 full percent rise in the index above 4.0%. The COLA clause will cease to operate as of March 31, 2014.

MERGER/AMALGAMATIONS

Should the Corporation merge, amalgamate, or combine any of its operations or functions with another Corporation, Company or Companies, the Employer agrees to give the Union as much notice as practically possible prior to any intent by the Employer to implement the above.

In the event that there is a merger with another Corporation, Company or Companies, in which the covered Employees therein are represented by another Union, the representation rights and the Collective Agreement and the status quo of Local 636 IBEW members shall be maintained in respect of those members until a final determination is made under the Labour Relations Act of Ontario or any successor organization as to the proper representation of the combined group.

24

SCHEDULE A- CLASSIFICATIONS AND SALARIES Regular hourly salaries are indicated nere\Jnller

AFTER-3 AFTER9 AFT'ER t5 AFTER 2:1 MT£-R30

MlliS MlliS MTHS MTHS MTHS WORK WORK WORK WORK WORK

EXP.OR EXP. OR EXP.OR EXP. OR eXP.OR

i\tiNJII.!llM EQUIV. EQUIV. EQUIV. EQUIV. EQUIV.

CLASSIFICATION

LEVELl

Accounting Clerk I 01·Apr·11 20.96 22.04 23.14 24.28 25.95

Clerk 1- Customer Accounts 01-Apr-12 21.59 22.70 23.83 25.01 26.73

Clerk I -Drafting 01·Apr·13 22.24 23.38 24.54 25.76 27.53

Clerk 1-Engineering

Clerk I - Mailroom

Clerk I -Purchasing

Clerk I-Switchboard/Reception

P&C Clerk Typist

Switchboard Operator

LEVEL II

Cashier 01·Apr-11 23.10 24.30 25.51 26.76 28.17

Clerk 11 • Accounting 01·Apr·12 23.79 25.03 26.28 27.56 29.0.2

Clerk II • Customer Accounts 01-Apr-13 24.50 25.78 27.07 28.39 29.89

Clerk II· Facility Maintenance

Clerk 11 • Fleet

Clerk II • Health, Safety & Environment

Clerk II • Lines

Clerk l! · Metering

Customer Service Field Representative"

'credit Representative

25

SCHEDULE A- CLASSIFICATIONS AND SALARIES

AFTER.l AFTER9 AFTEfl: f5 AFTER2:1 Af'TERJQ

MTHS MTHS MTHS MTHS MTHS

WORK WORK WORK WORK WORK

EXP. OR EXP. OR EXP.OR E<P.OR E<P.OR

MINJP!UM EQUIV. EQUIV. EQUIV. EQUlV. EQUIV.

LEVEL Ill

A<><>ounts Payable Analyst 01-Apr-11 24.40 25.65 25.93 28.31 29.59 31.21

A<>counts Receivable Analyst 01-Apr-12 25.13 26.42 27.74 29.16 30.58 32.15

Clerk Ill • Regulatory Affairs 01-Apr-13 25.88 27.21 28.57 30.03 31.50 33.11

Clerk Ill • Smart Meter

Computer Operator

Customer Accounts Representative

Jr. Programmer Operator

LEVEL tv

Communications 01-Apr-11 27.56 29.04 30.48 32.38 33.62 35.30 !Representative

Ne-twork Technician*._ 01-Apr-12 28.39 29.91 31.39 33.35 34.63 36.36

Programmer 01-Apr-13 29.24 30.81 32.33 34.35 35.67 37.45

Retailer Support Representative

Senior Credit Representative

Senior Customer Accounts Rep.

LEVELV

Accountant 01-Apr-11 28.88 30.41 31.95 33.53 35.21 36.93

Energy Services Advisor 01-Apr-12 29.75 31.32 32.91 34.54 36.27 38.04

01-Apr-13 30.64 32.26 33.90 35.58 37.36 39.18

#Denotes Pharrtom Comparator for 111e purposes of Pay Equily

26

BETWEEN:

AND:

LETTER OF UNDERSTANDING

4/1/01 - Re-Issued 4/1/02 -Re-Issued 4/01/05- Re-Issued 4/01/08- Re-Issued 4/01/11- Re-Issued

HYDRO ONE BRAMPTON NETWORKS INC.

LOCAL UNION No. 636, INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, AFL:CIO:CLC (Office and Clerical)

This letter will serve to confirm our understanding reached during negotiations that the

Corporation and Union mutually recommend that all employees have a medical

examination at the proper intervals as prescribed by a doctor, on a voluntary basis.

This medical service may be provided through the Corporation's Doctor or by an

employee's own doctor.

ACKNOWLEDGED BY THE PARTIES AND DATED THIS 10TH DAY OF AUGUST 2011.

FOR THE CORPORATION

Aida Mastrofrancesco, P .Eng. Vice President of Engineering and Operations

27

FOR THE UNION

Eliz/!l~ IBEW Unit Chairperson

BETWEEN:

AND:

LETTER OF UNDERSTANDING

4/1/01 - Re-Issued 4/1/02 - Re-Issued 4/1/05 - Re-Issued 4/01/08- Re-Issued 4/01/11- Re-Issued

HYDRO ONE BRAMPTON NETWORKS INC.

LOCAL UNION No. 636, INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, AFL:CIO:CLC (Office and Clerical)

This letter of understanding shall serve as confirmation of the understanding resolved between the parties during negotiations dated October 21, 1985 with respect to the following:

Article 2 of the contract deals with the recognition clause and the exclusion of personnel of Government sponsored programs. It is understood that should the Corporation be involved with this type of program it would not displace or replace any union personnel.

ACKNOWLEDGED BY THE PARTIES AND DATED THIS 10TH DAY OF AUGUST 2011.

FOR THE CORPORATION

Aldo Mastrofrancesco, P .Eng. Vice President of Engineering and Operations

28

Elizabeth Pimentel IBEW Unit Chairperson

BETWEEN:

AND:

LETTER OF UNDERSTANDING

8/17/87 - Issued 4/1/01 - Re-Issued 4/1/02 - Re-Issued 4/1/05 - Re-Issued 4/1/08- Re-Issued 4/01/11- Re-Issued

HYDRO ONE BRAMPTON NETWORKS INC.

LOCAL UNION No. 636, INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, AFL:CIO:CLC {Office and Clerical)

This letter of understanding shall serve as confirmation of the understanding resolved

between the parties during the negotiations dated August 17, 1987 with respect to the

following:

Article 19:04: The Corporation will advance, if required, to an employee monies on

a weekly basis to a maximum of four (4) weeks' regular pay exclusive of overtime or premiums, until the long term disability plan first cheque is received. When the first

cheque from the L.T.D. plan is received, the monies advanced will be repaid to the

Corporation. It is understood that the Corporation will endeavor to help the employee to receive his funds from the L.T.D. plan as quickly as possible.

Article 20:01: The Corporation will, if required, advance funds to an employee on a

weekly basis to a maximum of four (4) weeks' regular pay exclusive of overtime or

premiums until the first Workplace Safety and Insurance Board cheque is received.

When the Workplace Safety and Insurance Board cheque is received the monies

advanced will be repaid to the Corporation. It is understood that the Corporation

will endeavor to help the employee to receive his funds from Workplace Safety and Insurance Board as quickly as possible.

ACKNOWLEDGED BY THE PARTIES AND DATED THIS 10TH DAY OF AUGUST 2011.

FOR THE CORPORATION

Aide Mastrofrancesco, P .Eng. Vice President of Engineering and Operations

29

BETWEEN:

AND:

LETTER OF UNDERSTANDING

8/8/90 - Issued 4/1/02 - Re-Issued 4/1/05 - Re-Issued 4/1/08- Re-Issued 4/01/11- Re-Issued

HYDRO ONE BRAMPTON NETWORKS INC.

LOCAL UNION NO. 636, INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, AFL:CIO:CLC (Office and Clerical)

This letter will serve to confirm our understanding reached during negotiations that

the Corporation will be introducing extended hours in the Customer Accounts

Department and the Credit and Collection Department in order that the Corporation

may extend its availability to its customers.

Implementation of such altered working hours shall be on a voluntary basis. Should

there be insufficient volunteers, the extended hours will be staffed by part-time

employees.

ACKNOWLEDGED BY THE PARTIES AND DATED THIS 10TH DAY OF AUGUST 2011.

FOR THE CORPORATION

Aldo Mastrofrancesco, P.Eng. Vice President of Engineering and Operations

FOR THE UNION

IBEW Unit Chairperson

30

4/1/08- Issued 4/01/11- Re-Issued

LETTER OF UNDERSTANDING

BETWEEN: HYDRO ONE BRAMPTON NETWORKS INC.

AND: LOCAL UNION NO. 636, INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, AFL:CIO:CLC (Office and Clerical)

This letter shall serve to confirm our understanding reached during negotiation regarding casual time.

Unless renewed by the parties, this letter of understanding expires on March 31, 2011.

Booking Casual Time:

Employees on a 35-hour work week will be able to bank up to thirty-five (35) casual time hours. There will be a minimum of a half-hour for each booking.

Employees on a 40-hour work week will be able to bank up to forty (40) casual time hours. There will be a minimum of a half-hour for each booking.

All banked casual time will be offered at straight time only.

Supervisory Approval:

All requests to bank and use casual time will be subject to the immediate Supervisor's approval. All requests to bank "on" and "off' time must be in writing to the immediate Supervisor. Supervisors will base their approval on the employees work schedules to ensure ample employee coverage in their department.

Any casual hours carried over to the next year will reduce the employees' bank by an equal amount.

Casual Time vs. Vacation:

Vacation will take precedence over casual time when there is a conflict in booking. Casual time can only be cashed out at Management's discretion.

ACKNOWLEDGED BY THE PARTIES AND DATED THIS 10TH DAY OF AUGUST 2011.

FOR THE CORPORATION

Aldo Mastrofrancesco, P.Eng. Vice President of Engineering and Operations

FOR THE UNION

Eliz&!~ IBEW Unit Chairperson

31