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COLLECTIVE AGREEMENT

Between:

OAKLEY SUB ASSEMBLYWINDSOR ULC OSHAWA PLANT

(hereinafter called the “Company”)

And:

Unifor Canada and its Local 222(hereinafter called the “Union”)

December 7, 2017 to March 1, 2020

TABLE OF CONTENTS

ARTICLEI-PURPOSE 5

ARTICLE 2- RECOGNITION 5

ARTICLE 3- MANAGEMENT RIGHTS 5

ARTICLE 4- UNION SECURITY AND CHECK-OFF 6

ARTICLE 5- STRIKES OR LOCKOUTS 7

ARTICLE 6- NON DISCRIMINATION OR HARASSMENT 7

ARTICLE 7- UNION REPRESENTATION 8ARTICLE 8- GRIEVANCE PROCEDURE 9

ARTICLE 9- ARBITRATION II

ARTICLE 10- DISCIPLINE 12

ARTICLE 11 - SENIORITY 12

ARTICLE 12- BARGAINING UNIT WORK 14

ARTICLE 13 - LAYOFF AND RECALL 14

ARTiCLE 14- LEAVE OF ABSENCE 15

ARTICLE 15 - JOB POSTING 17

ARTICLE 16- HOURS OF WORK 19

ARTICLE 17- OVERTIME 19

ARTICLE 18 - EMPLOYEE CALL-IN PROCEDURE 21

ARTICLE 19- PAY DAY 21

ARTICLE2O-HOLIDAYS 21

ARTICLE 21 - VACATION WITH PAY 22

ARTICLE 22- BENEFITS 23

ARTICLE 23 - HEALTH AND SAFETY 24

ARTICLE 24- SUBSTANCE ABUSE 27

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ARTICLE 25- COPIES OF CONTRACT 27

ARTICLE 26- MAINTENANCE OF STANDARDS 27

ARTICLE 27- PLANT CLOSURE OR RELOCATiON 28

ARTICLE 28 WOMEN’S ADVOCATE 28

ARTICLE 29- CONTRACTING OUT 23

ARTICLE 30- TEMPORARY PART TIME EMPLOYEES (TPT) 28

ARTICLE 31 - TECHNOLOGICAL CHANGE 29

ARTICLE 32- NEW EMPLOYEE ORIENTATION 30

ARTICLE 33 - INJURY ALLOWANCE 30

ARTICLE 34- BULLETIN BOARDS 31

ARTICLE 35-WAGES AND CLASSIFICATIONS 31

ARTICLE 36- DURATION 31

ARTICLE 37 - SOCIAL JUSTICE FUND 32

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ARTICLE 1- PURPOSE

1.01 It is the intent and purpose of the parties to this Agreement, which has been negotiated andentered into in good faith:

(a) To provide and maintain working conditions, hours of work, wage rates andbenefits set forth herein;

(b) To recognize mutually the respective rights and functions of the parties hereto;

(c) To establish an orderly system for the promotion, demotion, transfer, layoff andrecall of employees;

(d) To establish a prompt, just and equitable procedure for the disposition ofgrievances:

(e) And generally, through the full and reasonable administration of all the terms andprovisions contained herein, to develop and achieve a relationship between theUnion, the Company, and the employees which will be conducive to their mutualwell-being.

ARTICLE 2- RECOGNITION

2.01 The Company recognizes the Union as the sole and exclusive bargaining agent for all ofits employees in the GM Supplier Park (900 Park Road South, Oshawa), save and exceptSupervisor, persons above the rank of Supervisor, maintenance employees, office, clerical,and sales staff.

ARTICLE 3 - MANA GEMENT RiGHTS

3.01 The Union recognizes the exclusive right of the Company to hire and promote consistentwith the provisions of this Collective Agreement. The Union further recognizes theexclusive right of the company to demote, transfer, suspend or otherwise discipline ordischarge any employee for just cause, subject to the right of the employee concerned tolodge a grievance in the manner and to the extent herein provided.

3.02 The Union further recognizes the exclusive right of the Company to operate and manageits business in as efficient and economical manner as it sees fit, including the right to directits workforce and to determine the location of its plants, the products to be manufactured,the schedules of production and its methods. processes, and means of manufacturing andtransportation.

3.03 The Union further recognizes the exclusive right of the Company to make and alter fromtime to time the rules and regulations to be observed by the employees. These rules andregulations shall not be inconsistent with provisions of the Agreement.

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3.04 The Company will give the Union five (5) working days’ notice of any new or changedrules and regulations prior to implementation, and upon request of the Union. will meetwith the Union to discuss same.

3.05 The Company and Union agree that in the exercise of each of their rights and in theadministration of this Agreement, they will do so in a fair and reasonable manner.

3,06 Except as, and to the extent specifically modified by this Agreement, all rights andprerogatives of management are retained by this Company and remain exclusively andwithout limitation within the rights of the Company and its management and may beexercised by management as it, its direction, sees fit.

ARTICLE 4- UNION SECURITYAND CHECK-OFF

4.01 All employees covered by this Agreement shall become and remain members in goodstanding of the Union as a condition of employment.

All current Bargaining Unit employees who have not done so and all new BargainingUnion employees will be required to complete and sign an Application for Membershipand Authorization for check off of dues and initiation fee on form A-230-86, supplied bythe Union to the Company.

The Local Union copy of this form will be forwarded to the Local Union FinancialSecretary upon completion.

4.02 All dues and initiation fees payable to the Union in accordance with Article 4.01 will bededucted monthly and forwarded to the Local Union Financial Secretary by the 15th dayof the following month. Member check-off will be in accordance with the UNIFORConstitution.

4.03 The Financial Secretary of’ the Local Union will notify the Company in writing of theamount of Union dues and/or initiation fee to be deducted in line with the constitutionalrequirements of the National Union.

4.04 The Company will maintain and post an updated seniority list on the fifteenth(151h) day ofeach month. Such list shall show ernployees job classifications. Additionally, theCompany shall submit a list of all probationary employees. Copies of such lists shall beprovided to the Plant Chairperson on the fifteenth (I 5th) day of each month.

The Company will supply the Plant Chairperson with the following information on thefifteenth (1 5th) day of each month:

(a) Employees by rate and classification.

(h) Employees transferred out of the Bargaining Unit, including date of transfer.

(c) Employees on layoff and recall.

(d) Employees who have lost seniority.

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(e) Employees who quit, retire, or are discharged.

(f) New hires with first date of work.

4.05 Upon request of the Plant Chairperson. the Company will provide names, addresses andphone numbers on file of all Bargaining Unit employees and a list of Supervisors andother non-Bargaining Unit employees with their respective titles who would be expectedto have direct contact with Union Representatives as part of their usual jobresponsibilities.

4.05 The Union agrees to indemnify and save the Company harmless against all claims orother forms of liability that might arise out of, or by reason of, deductions made orpayments made in accordance with this Article.

ARTICLE 5- STRIKES OR LOCKOUTS

5.01 The Company agrees it will not cause or sanction a lockout and the uhion agrees it will notcounsel or authorize any strike during the lifetime of this Agreement. Further, the Companyand the Union agree to abide by the Ontario Labour Relations Act with respect to strikesand lockouts.

ARTICLE 6 - NONDISCRIMINATION OR HARASSMENT

6.01 The Company and the Union are committed to providing a workplace free ofdiscrimination and harassment. Management and employees must not engage indiscrimination or harassment because of age, marital status, sex, race, creed, colour,national origin, political or religious affiliation, family status or ethnic origin, disability orperceived disability, conviction for an offense for which a pardon has been granted or inrespect of which a record suspension has been ordered, sexual orientation, nor by reasonof Union membership or position in the Union. Prohibited grounds shall he interpreted inaccordance with and subject to the provisions of the Ontario Human Rights Code.

6.02 The Company and the Union recognize that sexual, racial and violent harassment is a crueland destructive behaviour against others that can have devastating effects.

(a) Sexual harassment includes any unwanted attention of a sexual nature such asremarks about appearance or personal life, offensive written or visual actions likegraffiti or degrading pictures, physical contact of any kind, or sexual demands.

(b) Racial harassment includes any action whether verbal or physical that expresses orpromotes racial hatred in the workplace such as racial slurs. written or visuallyoffensive actions, and jokes or other unwanted comments or acts.

(c) Violent harassment includes any form of attempted, threatened, actual conduct orphysical force of a person that causes or is likely to cause injury, and includes anythreatening statement or behaviour that gives an employee reasonable cause tobelieve that the employee is at risk of injury.

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6.03 Employees who feel they have been subject to harassment or discrimination may file acomplaint with the human resource department. Human Resources and the CommitteeChairperson will investigate all complaints jointly and promptly within fifteen (15)working days from the date the complaint was filed.

In the event an employee having a harassment complaint referred to above objects to Unioninvolvement in the investigation of a complaint, the complaint will be investigated by theby Company, with a written report given to the Union of the outcome of the investigation.

6.04 Any confirmed allegations of the above harassment(s) may result in discipline up to andincluding termination.

6.05 This Article is not intended to restrict any employee’s right under the Ontario HumanRights Code.

6.06 Harassment is in no way to be construed as properly discharged supervisoryresponsibilities, including the delegation of work assignments, the assessment of disciplineor any conduct that does not undermine the dignity of the individual.

6.07 The pursuit of frivolous allegations of Human Rights violations has a detrimental effect onthe spirit and the intent for which this policy was rightfully developed, and should bediscouraged. Frivolous charges of harassment may be subject to disciplinary action.

6.08 Whenever in this agreement. the masculine gender is used: it will also include the feminine.

ARTICLE 7- UNION REPRESENTATION

7.01 The Union shall elect and the Company shall recognize a Plant Committee comprised of aPlant Chairperson, and a Comm itteeperson per shift, for the purposes of representation ofthe employees in matters arising from this Agreement, on other matters relating to theiremployment and for negotiations for renewal of the Collective Agreement.

In addition, the Union shall elect and the Company shall recognize an alternateCommitteeperson per shift. To be recognized in the absence of a regular Committeeperson.

7.02 The Union will inform the Company in writing of the names of the Union Representativesand other Union Officials, and subsequent change in the names of such representatives.The Company will not be required to recognize representatives until such notification fromthe Union has been received.

7.03 Upon request and approval from their respective Supervisor or Company designee,member(s) of the Plant Committee shall be granted the time needed, without loss ofpay orbenefits, to perform his/her function under the terms of this Collective Agreementconsidering those activities occur within his/her regularly scheduled work day. Anyactivities that continue, or commence, outside of the Plant Committee regularly scheduledwork day will be unpaid. Time needed to conduct this business will be mutually agreedupon by Union and Management.

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7.04 In the event the Company increases or decreases its number of shifts, theComm itteeperson(s) will adjusted accordingly.

7.05 In the event of layoff, the Plant Chairperson, and the Cominitteeperson shall be retainedregardless of seniority as long as any employees whom they represent are retained at workin the plant.

7.06 The Company will meet with the Plant Chairperson and his/her Committees as needed todiscuss and attempt to resolve issues that either party may raise regarding theadministration of this Agreement. Notice of agenda items for these meetings will beprovided in writing to all attendees five (5) working days before each meeting.

7.07 A Union representative and/or griever shall report to and obtain permission from his/herimmediate supervisor or his/her representative, whenever it becomes necessary to leavetheir work for the purpose of processing grievances, complaints, or other in-plant Unionbusiness as outlined in the Collective Agreement. Such time will be provided without lossof pay or benefits, considering those activities occur within his/her regularly scheduledwork day. Any activities that continue, or commence, outside of the regularly scheduledwork day will be unpaid.

Such permission will be granted immediately under normal conditions, and within areasonable period of time, not to exceed sixty (60) minutes if replacement(s) are to bearranged. The Union Representative and/or griever will return to work with sixty (60)minutes and shall notify their supervisor at the time they return to work.

7.08 The Union shall not conduct Union business or activities on Company time or premiseswithout the permission of management.

7.09 With prior notification, the President of the local Union, National Representative ordesignate shall be granted admission to the plant covered by this Agreement on theunderstanding that there will be no undue interference in production.

ARTICLE 8- GRIEVANCE PROCEDURE

8.01 The parties hereto desire that every complaint shall be dealt with as it justly deserves asquickly as possible. Each employee is encouraged to resolve grievances with his/herSupervisor prior to exercising the procedures below.

8.02 Step I

Should a grievance arise, the employee shall along with hisi’her Plant Committeerepresentative, shall reduce his/her grievance to writing, sign it with the Plant Committeerepresentative and discuss it with the Supervisor within three (3) working days after theevent giving rise to the grievance or within three (3) working days after the employeebecame aware or ought to have become aware of the event giving rise to the grievance.

The Supervisor shall render a decision in writing within three (3) working days after theday on which the grievance was presented.

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8.03 Step 2

If the reply of the Supervisor or his/her designate is not satisfactory to the Union, thegrievance may be presented by the Plant Chairperson to the Plant Manager within five (5)working days from the date of the reply of the Supervisor or his/her designate. The PlantCommittee and management or the Company’s designated representative shall meet withinfifteen (15) working days after the grievance has been so presented. Upon request by eitherparty, an officer of the Union may be in attendance. Within five (5) working days after theStep 2 meeting, management will render a decision in writing and submit it to the PlantCommittee.

8.04 Step3

If the Plant Manager’s decision is unsatisfactory to the Union, the grievance will be referredto the third step. The Plant Chairperson and Local President or National Representativewill meet with the Plant Manager and Corporate Representative on a monthly basis toaddress outstanding grievances at the Third Step. The list of grievances to he heard will beprovided by the grieving party five (5) working days prior to the hearing. Within five (5)working days after the Step 3 meeting, management will render a last decision in writingand submit it to the Plant Chairperson and National Representative.

8.05 Discharge or Suspension Grievances

A claim by an employee that he/she has been discharged or suspended for three (3) days ormore without just cause may be treated as a special grievance, which shall commence atthe Step 3 as provided in this Article.

8.06 Group GrievanceWhenever possible if two (2) or more employees simultaneously have the same allegedgrievance under the same circumstances, it will he presented as single group grievance withthe name of each griever shown. The group grievance is to be initiated at Step 1.

If, in the course of the grievance procedure dealing with a particular issue, subsequentindividual or group grievances are filed that complain about the same matter, it is agreedthat such subsequent grievances will whenever possible be consolidated with the originalgrievance and dealt with as one group grievance at the request of either the Company orthe Union.

8.07 Policy GrievanceThe Plant Chairperson may file a policy grievance with management. A policy grievanceis defined and limited to one which alleges misinterpretation or violation of the provisionsof this Agreement and which could not otherwise be resolved at a lower step of thegrievance procedure because of the nature and scope of the subject matter of the grievance.

A policy grievance will be referred to Step 3 of the grievance procedure.

If a determination is made that a grievance filed as a policy grievance should have beenfiled as an individual or group grievance pursuant to the terms of this CollectiveAgreement, the parties agree that such improper filing will not be grounds for dismissal ofthe grievance. Rather, should such a determination he made, the parties agree that the

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grievance will be deemed to have been filed as an individual or group grievance, asapplicable.

8.08 The time limits set forth in the grievance and arbitration provisions herein may be extendedon the mutual written agreement of the Union and the Company.

However, if the Company or Union fail to meet the time limits set out in this article, thegrievance shall be deemed ruled in favour of the other party. Such deemed ruling shall benonprecedent setting.

8.09 The term “working days” when used in this Agreement for grievance procedure shallexclude Saturdays, Sundays, holidays as defined herein and plant shutdown periods.

8.10 The Company shall not be required to pay back wages, benefits or compensation of anykind prior to the period beginning thirty (30) days prior to the date of a written grievanceis filed with the Company. All awards or settlements for back pay shall be further limitedto the amount of pay the employee would otherwise have earned from his/her employmentless unemployment compensation received, if any. less income received from a new jobthe employee might have taken during this period of termination.

8.11 The Union hereby agrees that the Company has the right to file a grievance against theUnion. Such a grievance is commenced at Step 2.

ARTICLE 9-ARBITRATION

9.01 Any grievance not satisfactorily settled through the grievance procedure may be appealedto an arbitrator, provided written notice of the party’s intention to refer the dispute to anarbitrator is given to the other party within fifteen (15) working days after the receipt ofmanagement’s last decision.

Within ten (10) working days of the giving of written notice, both parties will exchangelists of three (3) proposed arbitrators. In the event that the parties cannot agree to anarbitrator, either party may, within ten (10) working days after the lists have beenexchanged, request the Minister of Labour to appoint an arbitrator and shall provide theother party with a copy of such request.

The party delivering notice will confirm a number a dates with the other party and providethese to the appropriate government entity ftr the assignment of an Arbitrator.

9.02 The sole arbitrator shall not havejurisdiction to alter or change any of the provisions of thisAgreement. or to substitute any new provisions in lieu thereoL nor to give any decisioninconsistent with the terms and provisions of this Agreement.

9.03 The sole arbitrator’s decision shall be binding on the parties. The cost of the sole arbitratorshall be shared equally by both parties. Any witnesses called by the parties will be at theirindividual expense.

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ARTICLE 10-DISCIPLINE

10.01 The Company will handle progressive disciplinary matters into two separate categories, (1)Attendance Violations, & (2) All Other Violations.

10.02 A Union representative will be present during all disciplinary actions unless the employeedeclines, in writing, stating that he/she does not wish to have a Union representativepresent.

When an employee is called to an interview by a member of supervision and the subject ofthe interview is discipline, the employee will be so informed before the interview and willbe advised to have a Union representative present. The interview will not proceed until aUnion representative is present unless the employee declines, in writing, stating that he/shedoes not wish to have a Union representative present.

10.03 A copy of all written disciplinary actions must be given to the employee concerned and tothe Plant Chairperson.

10.04 In the case of a suspension, the Company may consider whether or not it is advisable toallow the employee to continue to work through any step of the grievance and arbitrationprocedures in order to allow the Union time to investigate the matter giving rise to theproposed suspension. The Company may in its sole discretion issue a notice of suspensionwithout requiring the employee to serve all or part of the suspension.

10.05 With the exception of a major rule violation, the Company agrees to provide an opportunityto the Union Representative to have a meeting of reasonable duration with the employeebefore discipline is issued.

10.06 When an employee is suspended pending an investigation the disciplinary hearing will beheld within five (5) working days. An extension can be negotiated between the Union andthe Company.

10.07 A record of discipline, other than those listed below, which occurred more than twelve (12)months previously, will not he considered in imposing discipline on a current infraction.

A record of discipline for sexual harassment, workplace violence and hostile workplacebehaviour, which occurred more than twenty-four (24) months previously, will not beconsidered in imposing discipline on a current infraction.

ARTICLE 11- SENIORITY

11 .01 Seniority(a) The parties recognize that seniority will increase in proportion to length of service

in the Bargaining Unit. It is agreed that the term “seniority’tas used herein shallhave reference to an employee’s length of service within the Bargaining Unitmeasured from the employe&s first day of work unless such employee’s seniorityis hereafter broken under the terms of this Agreement and subject to the otherprovisions of this Agreement.

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(b) All promotions, demotions, filling of vacancies, layoffs, and recalls after layoffshall be strictly in accordance with the principle set forth in this Article.

11 .02 A seniority employee shall continue to accrue seniority except as otherwise provided inthis agreement.

11.03 Probationary Employees(a) Seniority of each employee covered by this Agreement shall be established after a

probationary period of ninety (90) calendar days within any twelve (12) monthperiod and shall count from the employee’s first day of work.

(b) In addition, following successful completion of the probationary period anemployee will be paid for any plant holidays as defined in in this Agreement thatfall during the employee’s probationary period, as required by the EmploymentStandards Act.

(c) During the probationary period, employees can he assigned. reassigned, retained orterminated at the Companys discretion and not subject to the grievance procedure,providing that such discretion shall not be exercised in a manner that is contrary tothe Ontario Human Rights Code.

(d) During the probationary period, employees will not be negatively affected byattendance points if they experience jury duty or bereavement leave as described inthis Agreement. However, one must have passed their probationary period toreceive compensation for such leaves.

11 .04 Seniority will be lost and employment will be terminated if/when an employee:

(a) Quits, resigns or retires;

(h) Fails to report for work or fails to notify the Company for three (3) consecutiveworking days without supplying a reason satisfactory for such failure: he/she willbe assumed to have forfeited his/her seniority rights under this Agreement.

(c) With less than one (1) year of seniority is laid oti and not recalled or doesnt returnfrom a sick leave of absence for a period of twelve (12) months or in the case ofemployee with one (1) or more years of seniority twenty-four (24) months

(d) Fails to report for work in accordance with a notice of recall, or within five (5)working days of registered mailing date of such notice, whichever is later, unless alegitimate, reason is given;

(e) Is discharged and not reinstated pursuant to the provisions of the grievance and/orarbitration procedures contained herein;

(fi Overstays a leave of absence granted by the Company.

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(g) Engages in gainful employment while on an authorized leave or sick leave ofabsence from the Company.

11.05 If two or more employees are hired on the same day, and they subsequently acquireseniority as herein provided, their names shall appear on the seniority list in an order thatwill be subject to a lottery system to be detennined by the Union. Said lottery shall becompleted on the day that the Company requests.

11 .06 The Company will maintain and post an updated plant-wide seniority list. Such lists shallshow employees job classifications. Copies of such lists shall be provided to the PlantChairperson.

11.07 The Company will provide upon request, names, addresses, birth dates and phone numberson file of all employees.

ARTICLE 12- BARGAiNING UNIT WORK

12.01 Supervisors and other employees who are not subject to the provisions of this Agreementshall not perform any work which is normally performed by employees who are subject tothe provision of this Agreement, except:

(a) To protect customer service and/or product of equipment from sudden breakdownor when operational emergencies are encountered.

(b) In the instruction or training of employees including demonstrating the propermethod of accomplishing a task.

(c) In the development and implementation of a new product or new method ortechnique of production.

(d) For the purpose of verifying quality of workmanship and quality of service.

ARTICLE 13- LAYOFFAND RECALL

13.01 In the event of a reduction in force, the Company will provide twenty-four (24) hoursadvance notice.

13.02 For all reduction in force the following procedure will apply:

(a) All probationary employees will be laid off first.

(b) Thereafter, employees will be laid off in inverse order of seniority, provided thereare available employees who have the ability to do the work of the employee to belaid off per the Company maintained training matrix.

13.03 Employees will be recalled to available work in order of seniority, provided they have thenecessary skill and ability to perform the required work per the Company maintainedtraining matrix.

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13.04 The Company shall recall employees by telephone. Those employees not reached by’telephone will be sent a notice by verifiable mail to the employee’s last known address.

13.05 It is the employee’s responsibility to inform the Company, in writing, immediately of anychange of address or telephone number.

13.06 The employee shall report with five (5) working days of receiving notification of recall.

13.07 For reductions in force for less than fourteen (14) calendar days, employees will return totheir former classification.

ARTICLE 14-LEAVE OFABSENC’E

14.01 The Company may grant a personal leave ofabsence without pay to any seniority employeefor legitimate personal reasons. An employee shall continue to accumulate seniority whileon leave of absence. A leave of absence shall not exceed thirty (30) working days in atwelve (12) month period. Such leave will not be unreasonably denied.

if an employee does not return to work upon the expiration of his/her personal leave ofabsence their employment shall be tenninated.

A seniority employee requesting a personal leave of absence shall do so in writing at leastfive (5) weeks prior to the commencement of the requested leave. The company willrespond to such a request in writing within two (2) days.

Personal leave of absences will be granted whenever possible, consistent with businessdemands. Such leave will be granted only after other avenues have been exhausted andwhere vacation leave has been utilized. Such leave will be applied to emergency leavewhen applicable.

14.02 Bereavement

The employer will pay for time lost, exclusive of Saturday, Sunday and paid holidays, offour (4) consecutive working day& pay at his/her straight time, hourly rate, to a seniorityemployee who has been absent from work due to a death of their Current spouse, Child/StepChild. Parent/Step Parent, Brother/Step Brother, Sister/Step Sister, provided such day fallswithin ten (10) working days of the death.

The employer will pay time lost, exclusive of Saturday, Sunday and paid holidays of three(3) working day’s pay at his/her straight time rate hourly rate, to a seniority employee whohas been absent from work due to a death of their Grandparents, Grandchildren, CurrentMotheriFather-in-law, Current Son/Daughter-in-law, provided such day falls within ten(10) working days of the death.

The employer will pay time lost, exclusive of Saturday, Sunday and paid holidays of one(1) working days pay at his/her straight time hourly rate. to a seniority employee who hasbeen absent from work due to a death in the family of the employee’s sister-in-law, brother

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in-law, great-grandparents or grandparent of a current spouse, provided such day fallswithin ten (10) working days of the death.

The Company reserves the right to request the name and relationship of the deceased, anda copy of the proof of death certificate, prayer card, and death notice appearing in thenewspaper.

The bereavement days granted must surround the day of the actual funeral or service.

An employee who is on vacation when a death of a relative as defined above will beallowed days as bereavement leave following the vacation or holiday.

14.03 Unpaid Educational Leave

Upon written application to the Company, an employee with one (1) or more years ofseniority, wishing to further their education by full-time attendance at a recognizedcollege, university, trade or technical school, may be granted a leave of absence for up toone (I) year under the following conditions.

Before receiving the leave, the employee shall provide the Company with satisfactoryevidence that they have been accepted as a student by the recognized institution above.

On expiry of each term or semester, the employee shall provide the Company with proofof attendance and completion.

The student’s course of instruction must be related to their employment opportunitieswith the Company and seniority shall accumulate during the leave.

Health care benefits may continue if the employee elected to pay for benefits as providedin the plan. Payment must be received on or before the first day of each month for thatmonth. For example, payment for benefits coverage including March must be received bythe Company on or before March l. Benefits will be cancelled if payment is not timelyas described above.

Employees returning from such leave shall supply the Company with two (2) weeks’notice of their availability and desire to return to work, with seniority only applying in theBargaining Unit. Such employee shall return and he/she will displace the lowest seniorityemployee in the Bargaining Unit.

No more than two (2) seniority employees will be granted educational leave of absence atany one (I) time. If two (2) requests are made at the same time, seniority will be decidingfactor.

14.04 Union Leave of AbsenceAny employee with seniority elected or appointed to Union office or selected for otherUnion activities by the National Union, the Ontario Federation of Labour, Canadian LabourCongress and/or Local Union, shall be granted a leave of absence for a period of three (3)years without pay, benefits or loss of seniority. Such employee shall renew their leave ofabsence on the three year anniversary date and extension privileges shall be provided.

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14.05 Prenancy\Parental\Adoption Leaves

An employee will be granted a pregnancy/parental/adoption leave pursuant to theEmployment Standards Act.

14.06 Public Office Leave of Absence

Any employee with seniority elected or appointed to any public office of the municipality,provincial or federal government, shall be granted a leave of absence for a period of three(3) years without pay, benefits, or loss of seniority. Such employees shall renew their leaveof absence on the three year anniversary date and extension privileges shall be provided.

14.07 Jun Duty and Subpoenaed Witness

Where an employee with seniority is called to and reports for jury duty, or is called totestify as a subpoenaed witness, he shall be paid the difference between the pay he receivesfor such duty or testimony and the pay he would have received for an eight (8) hour day athis regular hourly rate for a maximum of five (5) days per calendar year.

The employee will provide the Company with written proof of being called to jury andshall provide proof of the amounts paid to the employee by the Court,

14.08 Paid Educational LeaveThe Company agrees to contribute $2,600.00 (two thousand and six hundred dollars) eachyear of the Collective Agreement beginning February 1, 2018 and payable on eachanniversary date.

Such monies to be paid by cheque made payable to: Unifor Leadership Training Fund, intoa trust fund established by the National Union, Unifor. and sent by the Company to thefollowing address:

Unifor Family Education Centre, PEL Training Fund205 Placer CourtWillowdale, ON M2H 3119

14.09 Domestic and Sexual Violence ProtectionThe Company will provide up to ten (10) days leave and up to fifteen (15) weeks of unpaidleave to an employee who has experienced or been threatened with domestic and sexualviolence. This leave will be provided in accordance with the provisions of Bill 157.

ARTICLE 15-JOB POSTiNG

15.0! In the event that new jobs are created or vacancies occur within the Bargaining Unit, theCompany shall post a notice of such new job or vacancy for a period of three (3) workingdays before new employees are hired, in order to allow employees with seniority to apply.The posting period must include working days in two consecutive weeks.

1 5.02 The Employer, in filling such new job or vacancy shall give preference to the employeehaving the greatest seniority, within their classification to perform the job. The successfulcandidate for ajob posting will be given a five (5) working days training period. If. during

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this five (5) working day period, the Company determines that the employee is not capableof performing the work adequately, or if the employee decides he does not want the job,he will he returned to his previous classification without loss of seniority.

15.03 Copies of all job postings and bargaining unit job applicants with the successful bidder willbe given to the Plant Chairperson.

15.04 Successful applicants will be notified within five (5) days of the job posting being awardedby the company.

15.05 Probationary employees do not have the right to bid on job postings.

15.06 In the event no seniority employee applies for a job posting, the company can fill theimmediate vacancy by offering it to the probationary employee in accordance with hiringdates. In the event there are no probationary employees to fill the vacancy then theCompany can hire at their discretion.

15.07 An employee must be available and eligible at the time and date the job is posted andavailable to report with seven (7) calendar says. Should an employee apply for such postingand be absent due to jury duty, bereavement or vacation/company approved LOA, theUnion shall contact the employee and inquire if they wish to accept the position. They mustbe able to report with seven (7) calendar days to he awarded the position.

1508 Should the employer create any new job classifications during the life of this agreement.the wages for such classifications will be bargained between the parties.

15.09 Any employee projected to be off thirty (30) days or more, the Company will post theirjob in a temporary basis and filled by the current senior person who will retain their jobownership on their current job. The Company will not backfill the successful bidder withagency workers.

15.10 When an employee has been transferred pursuant to applying via job posting suchemployee shall not again become eligible to be transferred until a period of twelve (12)months has elapsed unless to a different shift or newly created job classification.

Employees who bid for and decline an offer of transfer shall not again be eligible totransfer until a period of six (6) months.

15.11 The Company has the right to temporarily transfer, based upon seniority, employees onthe same shift from one classification to another, or within a classification, from one jobto another for the following reasons:

(a) Employee absences;

(h) To meet production requirements due to emergency changes in customerschedules;

(c) Tool or equipment breakdowns;

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(d) Shortage of materials;

(e) Employee training;

(0 Temporary accommodation due to a workplace injury.

15.12 When employees are being temporarily transferred to another classification, the rate of payfor the job to which he/she is transferred is less than the employee’s regular pay, he/sheshall receive his’1er own higher rate of pay. If the rate of pay for the job to which he/sheis transferred is higher than the employee’s regular pay, he/she shall receive the higher rateof pay for the job to which he/she is temporarily transferred providing he/she works aminimum of two (2) hours within the classification on the day.

ARTICLE 16- HOURS OF WORK

16.01 The normal hours of work for all employees shall be eight (8) hours per day, the normalwork week shall be forty (40) hours, Monday to Friday, inclusive.

Nothing in this Agreement shall be construed as a guarantee of any daily or weekly hours.

16.02 Employees will receive one (1) twenty (20) minute unpaid eating period and two (2) ten(10) minutes paid eating periods each shift. Such periods will be determined by theCompany and employees must remain at the workplace.

16.03 The hours of production work on each shift operation shall reflect our customer’s shifts.

16.04 Under exceptional circumstances and with two (2) hours’ notice, the Company maymandate up to thirty (30) additional minutes at the beginning and/or at the end of any shift.However, the Company will try to accommodate employees who present reasonablereasons for a lack of availability.

16.05 Where an employee is scheduled for work and reports for work on his/her regularlyscheduled shift without being notified in advance thereof that he/she would not be neededhe/she shall receive a minimum of four (4) hours pay at his/her straight time hourly rate.

ARTICLE 17-OVERTIME

17.01 An employee shall receive payment at the rate of time and a half(1.5x) his/her hourly ratefor all hours worked outside of their regular eight (8) hour shift and over forty (40) in awork week.

All hours worked on Saturday shall be paid at time and a half (1 .5x), unless the hours arepart of an employee’s regular shift, leading into or out of Saturday.

All hours worked on Sunday shall be paid at double (2x) time, unless the hours are part ofan employee’s regular shift, leading into or out of Sunday.

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All hours worked on a holiday listed in this Agreement will be paid the rate of time and ahalf (1 .5x) plus holiday pay.

17.02 As far as reasonably practical, voluntary overtime opportunities will be distributed amongstemployees who normally perform work in the same classification, department and shift, bycanvassing for volunteers on a rotating seniority basis utilizing the following separate listsfor rotation.

(a) One separate list will be used for all regular weekly overtime (Monday — Friday),either in early four hours or stay late four hours). All early in, or stay lateopportunities will be for a minimum of four hours. If not needed for the full fourhours, employees may elect to leave, however will be permitted the full four if theychoose.

(b) One separate list will be used for all Saturday voluntary overtime.

(c) One separate list will be used for all Sunday and holiday overtime.

1 7.03 The supervisor, together with a union representative, will canvas employees by rotatingseniority in the classification, department and shift where the overtime is required.Employees will be required to sign the canvassing sheet as either accepting or decliningthe opportunity.

Employees in the job classification, department and shift who normally perform the work,and who are next in rotation, will be given first opportunity, followed by employees fromother departments or classification, provided they have the ability to perform the requiredwork and are next to be asked.

In the event that no employees volunteer for overtime, the junior employee will be requiredto work.

17.04 An employees who is absent from work for any reason when overtime is being canvassed,or has been canvassed and has declined, will be marked off the list as being asked inrotation.

In the event that the Company is attempting to canvass employees by telephone with aunion representative present, a failure to connect with the employee will be considered asasked for the purpose of the rotation.

Rotating seniority lists are for the purpose of canvassing for voluntary overtime only.Mandatory overtime will be subject to the provisions of the Collective Agreement.

17.05 An employee temporarily transferred to a flCW rotational group for five (5) days or less willmaintain their seniority rotation in their previous (home) rotation for the purpose ofcanvassing,

Employees permanently moving to a new rotation group will have their seniority appliedin the new group.

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Employees expected to be on vacation, may volunteer for weekend overtime followingvacation by signing the list.

Employees cannot be mandated for overtime during the weekend prior to and followingtheir approved vacation.

Employees can be mandated for production only. No miscellaneous or cleaning jobs willbe mandated.

17.06 The Company shall give twenty-four (24) hours advance notice to the employees ofscheduled overtime, where possible.

17.07 Employees who return to work on modified light duty will be given an opportunity to workovertime only ifqualified and if their medical restrictions permit the employee to performall of the required duties for the full period of the overtime assignment.

17.08 There will be no pyrarniding of any overtime pay.

1 7.09 If an employee is requested to work more than me (1) hour overtime, there shall be a ten(10) minute rest period at the end of his/her regular shifi.

ARTiCLE 18-EMPLOYEE CALL-IN PROCEDURE

18.01 The Company will provide a telephone number with voice mail service for all employeesto report their absence to the Plant, as soon as possible. Employees are required to call one(1) hour before their scheduled start time.

ARTICLE 19-PAYDAY

19.01 Employees shall be paid weekly by direct deposit. All employees will have access to paystatements each week.

If the employee’s pay is incorrect due to a company error. the company shall pay him/herthe same day as it is reported to the company by the employee out of petty cash during theemployee’s shift (Errors must be in excess of $50.00) The employee must reimburse thecompany when they are paid the error on their regular pay cheque. Any errors that are theemployees fault or less than $50.00 shall be paid on the next regular cheque.

ARTICLE 20- HOLIDA YS

20.01 The Company agrees to pay eight (8) hours pay at an employee’s regular straight timehourly rate for all seniority employees for the following holidays:

Statutory Paid Holidays Non-Statutory Paid HolidaysNew Year’s Day Easter MondayGood Friday Friday preceding Victoria DayVictoria Day Friday preceding Labour Day

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Canada Day Friday preceding Thanksgiving DayLabour DayThanksgiving Day Additional days corresponding toChristmas Day GM production schedules duringBoxing Day the Christmas holiday period.

If an employee works on the Civic Holiday they will be paid at the rate of time and a half(l.5x) for all hours worked on such day. No compensation will be paid if an employee doesnot work on the Civic Holiday.

20.02 In order to be eligible for holiday pay, seniority employees must have worked the fullregular scheduled day immediately preceding and following the paid holiday. An employeewho is absent from work on the regular scheduled work day preceding or following thepaid holiday will be paid for the holiday provided he/she furnishes satisfactory proof thatsuch absence was for reasonable cause, or he/she is excused by the Company.

20.03 Probationary employees will be eligible for pay on statutory holidays only per theEmployment Securities Act.

20.04 For the paid holidays during the Christmas and New Years’ period, an employee who isotherwise eligible for holiday pay who misses either one of the qualifying days will loseone (1) days’ pay. If such employee misses both qualifying days, he/she will lose on two(2) days pay.

ARTICLE 21- VA CATION WITH PA Y

21.01 Each employee will be granted an annual vacation with pay in accordance with thefollowing provisions:

Less than 1 year 0 hours; 4°/a of employee’s year’s earnings prorated

1 but less than 5 years 80 hours: 4% of employee’s year’s earnings

5 but less than 10 years 120 hours; 6% of employees year’s earnings

Over 10 years 160 hours; 8% of employee’s year’s earnings

The Vacation entitlement year will run from July 1 s through June 30th

21.02 The above entitlements are based on the employee’s seniority each vacation year whenvacation is taken. Employees will be paid their corresponding vacation entitlement as theyactually take their vacation.

21.03 Vacation shall not he accumulated from year to year.

21.04 In the event the employer decides to have a complete or partial vacation shutdown, alleligible employees will take their vacation at that time. The employer will post notice ofshutdown by May 1St of each year.

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21.05 An employee cannot be forced to use more than two (2) weeks’ of vacation duringvacation shutdown.

21.06 Employees whose vacation entitlement is not exhausted during the shutdown period willbe eligible to take vacation at times mutually scheduled between the employee andemployer. Where two (2) or more employees apply for the same vacation period and inthe judgement of the employer, they cannot be allowed on vacation at the same time, theemployee with the higher seniority will be given preference.

21.07 Employees must submit vacation requests prior to April 15th of each year. If therequest(s) are in by April 1 5th vacation will be granted based on seniority within theclassification.

21.08 The Company will post the approved vacation schedule by May l of each year.

21.09 Any vacation requests after April 15th will be on a first come, first serve basis.

21.10 The Company will reasonably and without prejudice consider all requests and they will hegranted if vacation requests do not impair the Company’s ability to operate anydepartments within the plants in an efficient manner.

21.11 An employee who has not earned enough vacation time to cover the customer shutdownperiod will he considered laid-off for the remaining days.

21.12 Vacations must he taken in either four (4) or eight (8) hour increments.

21 .13 If one of the paid holidays specified in this agreement is observed by the company on anormal working day (Monday through Friday) during an employee’s vacation, he/she shallnot be forced to exhaust vacation entitlement in lieu of holiday pay.

21.14 In the event of normally scheduled shutdown this day will be assigned at the beginning orend of the vacation period.

ARTICLE 22- BENEFITS

22.01 As per the negotiated agreement benefit entitlement for seniority employees shall be asfollows:

Prescription Drug A 10% employee copay agreement. Maximum covereddispensing fee limited to $10.00.

If generic equivalent drug available, reimbursement is limitedto the cost of lowest priced generic less the employee copayand any amount in excess of$ 10.00.

Maximum annual coverage limited to $1500 per familyI member.

Vision Eye Exams Maximum $85 allowance per 24 consecutivemonths based on date of I paid claim.

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Frames & Lenses Maximum allowance $300 per 24

consecutive months based on date of Eclaim.

Basic Life Insurance (Employee Only) $25,000 Coverage

Additional Accident (Employee Only) Equal to 50% ofbasic life ($12,500)

Dental Care Claims/calendar year

$2J)0() cap per employee dependent with 20% employee copay

Dental Recall Every 9tnonths

Basic Coverage Diagnostic and Preventative Services — oral exams, x-rays,cleaning

Basic and Major Restorative Fillings, basic and comprehensive oral surgery (extractions andanaesthesia), denture repair and adjustments (not the actualdentures). endodontic treatment (root canals) and periodontaltreatment of bone and gums (scaling and root planning).

Include all major restorative services. bridges, crowns,dentures and caps at 50% coverage with 20% employee copay.

Excludes orthodontic coverage.

Professional Services Consisting of Physiotherapy. Chiropractic and MassageTherapy for a total of $500 per calendar year per

employee/dependent all requiring prescri ph on andcorresponding receipts.

22.2 Benefits as detailed above cease for employees when they turn sixty-five (65) years of age.

22.3 All health care benefits covered under this agreement will continue in full with theCompany paying the premiums through the end of the month following the date of leaveof absence or termination. In the case of layoff health care benefits will continue throughthe end of the subsequent month following the date of layoff.

22.4 RPP-Registered Pension PlanEmployee contributions will he weekly to the RPP as outlined in the RPP Plan Booklet.The employees must contribute two (2) percent of all compensated hours, and the Companywill contribute two (2) percent. Per the plan booklet, Company contributions cannot bewithdrawn while the employee is actively employed with the Company. Employeeenrollments will be quarterly. Applications for enrollment in the RPP need to besubmitted by the last week of March, June. September and December in each calendar year.The remittances will be monthly.

22.5 Personal Protective Equipment

The Company agrees to provide employees a lump sum payment of $150 to be used for thepurchase of personal protective equipment per year. Employees will receive the lump sumpayment by direct deposit on anniversary date of this Agreement.

ARTICLE 23 -HEALTHAND SAFETY

23.1 The Company will make adequate provision for the safety and health of all employeesduring the hours of employment.

23.2 The Company will comply with all applicable legislation pertaining to occupation healthand safety.

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23.03 The Company and the Union jointly agree to promote measures to assure the health andsafety of all employees.

23.04 The parties agree to set up a Health and Safety Committee comprised as follows:

There will he two (2) members representing workers selected by the Union and two (2)members representing management selected by the Company.

The Health and Safety Committee will have co-chairpersons, one (I) co-chairpersonelected or appointed by the members representing workers, and another elected orappointed by the members representing management. The co-chairperson representingworkers will be granted reasonable necessary time to attend to his/her health and safetyduties and responsibilities.

During any absences of the Union co-chairperson, the Company will recognize thealternate Union co-chairperson, who will be selected by the Union. The alternate must bea member of the Joint Health and Safety Committee.

The Company will, within a reasonable time, arrange for the necessary training for the Cochairpersons to receive training at the Worker’s Health and Safety Center.

23.05 In addition to the duties given to the Health and Safety Committee under applicableOccupational Health and Safety legislation, the committee will:

(a) Promote compliance with pertinent legislation.

(b) Meet at least once each month, or more regularly as mutually agreed, to reviewhealth and safety matters, local health and safety education, information progiams,employee job related safety training including lift truck training, compensable losttime accidents, workplace health and safety reports on such accidents, and toanalyse medical aid and first aid injuries and make any necessaryrecommendations.

(a) Designate one (I) member of the Committee who represents workers and one (1)member of the Committee who represents management to tour the Plant to inspectthe physical condition of the workplace once per month as scheduled by the Healthand Safety Committee.

(d) In accordance with the Act, to designate the co-chairpersons of the committee toinvestigate any accident where a worker is killed or critically injured at work.Should such an accident occur when the Union co-chairperson is not available, adesignated alternate will participate in the investigation, and the Union cochairperson will be provided with a copy of the investigation report and willparticipate in further investigation of the accident. in the case of any other accidentinvolving personal injury resulting in lost time or any other major accident whichdoes not result in lost time but indicates a high potential for such, or industrialdisease claims, the Union co-chairperson shall he entitled to participate in any

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investigation. The Union shall receive a copy of all accident and WCB form 7reports.

(e) Designate the co-chairpersons, or designates at times when the co-chairpersons arenot available, to accompany Ministry of Labour or applicable governmentinspectors and Union Health and Safety professionals on plant inspection tours.

(f) The Company will provide the Health and Safety Committee with all data, testresults, safety and accident information, which is necessary to perform their duties.In addition, accurate minutes will be taken of the meeting and distributed to eachcommittee member and posted on the plant bulletin board.

(g) To develop and periodically review plant health and safety policies, procedures andpractices and make recommendations in a spirit of continuous improvement,consistent with the Health and Safety Principals.

23.06 When measures or samples of the Occupational Environment are being taken, the Healthand Safety Committee Union co-chairperson shall have the right to participate in andobserve the measurements or samplings.

23.07 Protective devices and other equipment deemed necessary to protect employees fromdisease and injury will be supplied by the company at no cost to the employee, with theexception of prescription safety glasses and safety shoes.

Employees will be furnished with foam ear plugs.

23.08 If the Company undertakes any medical testing with respect to any employee, the Companyagrees to provide to such employee and his/her physician, the complete results of any suchtests or examinations.

23.09 No employee will be disciplined because the employee has acted in compliance with theOccupational Health and Safety Act as it is now written or hereafter amended.

23.10 National Union Health and Safety staff shall have access to the workplace providedreasonable advance notice is given to management.

23.11 The Company will provide required training course to the Co-Chairman and new membersof the Joint Health and Safety Committee, as required by OHSA.

The training shall be provided at the Worker’s Health and Safety Center, the cost of saidtraining is comparable to other training agencies.

23.12 Safety Talk Program

(a) The plant will establish a safety talk program.

(b) The Joint Health and Safety Committee members will participate in thedevelopment of the departmental safety talk program.

23.13 Safety Measures for New or Relocated EquipmentPage 26 o/33

Priority will be given by Management to install in a timely fashion safety measuresrequired for new or relocated equipment. In addition, Management representatives willreview with the Co-Chairperson of the Joint Health and Safety Committee, plans for majorprocess, equipment and layout changes.

During this review process, management representatives will give consideration tocomments from the Co-Chairperson of the Joint Health and Safety Committee when thehealth and safety of employees may be affected.

2314 Minute of Mourning

Each year on April 28th at 11:00 a.m, employees vill be allowed to cease work for oneminute to remember those persons who have been injured or died in industrial accidents.

23.1 5 The Company recognizes that health and safety risks may be posed by heat stress. The jointHealth and Safety Committee will develop a procedure for dealing with heat stress. Extrabreaks, water, etc. All things will be considered.

23.16 The Company agrees that audiometric tests as required by law. Permanent records ofaudiometric tests will be maintained in each workplace.

23.17 The Company agrees to pay all costs for CPR and First Aid training courses including losttime. Such training shall comply with regulation requiring such training. Employees shallbe trained on a voluntary basis.

23.18 The Health and Safety committee shall develop and recommend to the Company,guidelines for employee training and education.

23.19 Sanitation and cleaning of lunch room facilities. Change rooms and washrooms must becleaned once per shift by bargaining members.

ARTICLE 24- SUBSTANCE ABUSE

24.01 Substance abuse is recognized to be a serious medical and social problem that can affectemployees. The Company and the Union have a strong interest in encouraging earlytreatment and assisting employees towards full rehabilitation.

The Company will continue to provide a comprehensive approach towards dealing withsubstance abuse and its related problems. Company assistance will include referral of suchemployees to appropriate counselling services or treatment and rehabilitation facilities.

The Company will provide a leave of absence and all nonnal group insurance benefitswhile under a medically prescribed course of treatment.

ARTiCLE 25- COPIES OF THE CONTRACT

25.01 The Company agrees to provide the Union with an electronic copy of the CollectiveAgreement within ninety (90) days from ratification,

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ARTICLE 26- MAINTENANCE OF STANDARDS

26.01 All existing terms and conditions of employment, except those specifically changed by thisCollective Agreement, shall be continued during the term of this Collective Agreement.

ARTICLE 27- PLANT CLOSURE OR RELOCATION

27.01 In the event the Company shall cease operations at its Oshawa location during the term ofthis Collective Agreement, the Company will bargain in good faith with the Union overthe effects of such closure.

(a) The parties agree that each event is a unique event, based on the particularcircumstances at the location at the time.

(b) For volume reductions, where the parties determine that the situation appears to bepermanent, the parties will meet to discuss alternatives to mitigate the impact ofany layoffs. The resolution for these situations may include incentives such as lumpsum payments, retirement enhancements or other enhanced benefits.

(c) Each situation will be mutually discussed by the parties at the time of the event.

(d) In the event of a full or a partial closure, all affected employees will be terminatedwith severance or maintain recall rights as per Article 13, Layoff and Recall. If anemployee on layoff wishes to be terminated with severance, he/she may request tohe severed. Such request must he approved by the Company, unless their recallrights have expired under Article 13. Layoff and Recall.

27.02 In the event the Company relocates within a 50 km radius of the current facility, thisCollective Agreement will be applicable and all employees subject to this CollectiveAgreement will continue in employment and shall have the right to move to the newlocation and retain the seniority each has acquired. When UNIFOR has succeeded to therights of the current Union, the word ‘Union” as used in this Agreement shall meanUNIFOR.

ARTICLE 28- WOMEN’S ADVOCATE

28.01 The Company and Union agree that female employees may sometimes need to discuss withanother woman matters such as violence or abuse at home or workplace harassment.They may also need to find out about special resources in the community such ascounsellors or women’s shelters to assist them in dealing with these or other issues.

The parties agree to recognize a UNIFOR female member who will serve in the role of theWornen’s Advocate. The female advocate will meet with female members as required todiscuss problems with them in a private area provided for confidentiality.

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The Women’s Advocate will develop appropriate communication to inform femaleemployees about the advocacy role.

ARTICLE 29- CONTRA CTING OUT

29.01 The Company will not subcontract work if such work can be performed by bargaining unitemployees presently at work or by employees who might be on layoff at the time suchwork is necessary.

Any work that is contracted out will be contracted to IJNIFOR shops where possible.

ARTICLE 30- TEMPORARY PART TIME EMPLOYEES (TPT)

30.01 The parties agreed to utilize a temporary workforce for legitimate business reasons suchas, to backfill absences planned (vacations/leaves, etc.) or unplanned (unscheduled calloffs), and/or customer demand,

30.02 The Company may utilize temporary part time TPT employees to supplement theworkforce for straight time, overtime, or weekend work.

30.03 Temporary employees shall be paid the new hire rate and shall not be eligible for benefits.

30.04 TPT employees will only be eligible for time and one half their hourly rate of pay for Hoursworked in excess of 40 hours or work on holidays.

30.05 TPT employees are subject to Union membership, dues and an initiation fee.

30.06 A TPT employee shall not accumulate time toward fulfillment of the probationary periodwhile employed as a TPT. A TPT employee hired as a regular full time employee will beconsidered a new employee and subject to all terms and conditions of the CollectiveBargaining Agreement. TPT employees have no priority for any full time positions.

30.07 The terms and conditions of the Collective Bargaining Agreement do not apply to the TPTemployees unless specifically noted otherwise. The Company may terminate a TPTemployee with cause provided, however the Union may protest in the grievance procedurethe termination of a TPT in cases of alleged discrimination on account of any prohibitedgrounds under the Ontario Human Rights code. A TPT employee shall be entitled to Unionrepresentation including the grievance procedure in cases of alleged violation of thisArticle.

30.08 Any TPT scheduled to work who does not show up and does not call in to notify the plantthe reason for such absence will be considered a voluntary resignation. TPT will he notifiedof such call-in procedure. The Company may cancel scheduled hours for a TPT employeewithout penalty should customer/plant requirements change. The Company will notify theTPT of any cancellation of scheduled time as soon as possible.

30.09 TPT employees must be at least 18 years of age and may be enrolled in high school, college,or university on a full time basis.

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30.10 In the event of a layoff, a laid-offOakley full time employee may displace a TPT employee.provided the Oakley employee has notified the HR department of such request. An Oakleyemployee elects to displace a TPT employee will be compensated at their regular rate ofpay. If an Oakley employee does not exercise this right by reporting to work they will nolonger be allowed to exercise such right for the length of the layoff.

30.11 The Company may hire temporary part time, TPT, employees to supplement the workforcefor straight time. overtime or weekend work. TPT employees shall normally be scheduledto work on Monday and Fridays in addition to premium days. Any exception must havethe prior approval of the Plant Manager or designate and the Plant Chairperson ordesignate. Children of current employees will be given preference in hiring of TPTemployees. TPT employees will be hired, trained and perform on assembler classificationassignments.

30.12 TPT employees will not be allowed to work overtime on scheduled working days withoutthe Company first exhausting all full time active employees on the shift. On non-scheduledworking days, TPT employees will not work overtime without the Company first offeringthe opportunity to all full time active employees.

ARTICLE 31- TECHNOLOGICAL CHANGE

31.01 Definition

“Technological change” is defined as changes in technology to the process, equipment ormethods of production that differs significantly from that previously utilized by theCompany.

31.02 Advance Notice

In the event of a technological change as defined above, the Company will give the Unionas much notice as possible.

31.03 Consultation

In the event of a technological change as defined above, the Company will meet with theUnion committee within five (5) working days of the advance notice to advise and discussthe nature of the technological change, the approximate date the company proposes toeffect the change, the approximate number of employees likely to be affected by thetechnological change and the effect the technological change may have on the workingconditions and conditions of employment.

31.04 New Positions

A new position created as a result of a technological change will be posted in accordancewith this Article of the Collective Agreement.

31.05 Training

Where new or greater skills are required, such employees shall, at the expense of theCompany, be provided with training to enable the affected employee to perform his/her

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previous job functions as affected by the technological change. The parties agree to discussappropriate training for the specific changes identified.

31.06 Protection of Bargaining Unit Jobs

No job currently performed by a bargaining unit member will be reclassified as a non-bargaining unit job as a direct or indirect result of technological change.

ARTICLE 32- NEWEMPLOYEE ORIENTATION

32.01 The Union will be given thirty (30) minutes for Collective Agreement/Health and Safetyreview for all new hires.

ARTICLE 33- INJURYALLOWANCE

33.01 An employee injured on the job shall be paid for the balance of his/her shift on which theinjury occurred if, as a result of such injury, the employee is sent home by the Company oris sent to an outside hospital and a doctor at such hospital or the employee’s own doctorcertifies that the employee should not return to work.

The Company will provide transportation, for such injured employee.

ARTICLE 34 - BULLETIN BOARDS

34.01 The Committee will have the use of bulletin boards in the plant for the posting of Unionnotices.

Such bulletin boards will be supplied by the Company. Bulletin boards will be provided inthe area of the time clock.

The company will maintain the current Union Board in good working condition.

ARTICLE 35— WA GES AND CLASSIFICATiONS

35.01 Job Classifications and Full Pay Rates

ClassificationsI Assembler

Material HandierQuality Control

New Hire Base Wage Year 2 Base Wage$17.00 $18.00

j7:5o:5o

Year 3 Base Wagej $19.00

$19.50$2000

Note: One Floater/Utility position in the Assembler classification will be assigned to each shift.

35.02 Wage progression shall be annually on the hire date.

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ARTICLE 36 -DURATION

36.01 This Agreement shall be effective from the Xt’.’ day of Month, 201X to and including the1St day of March, 2020. Either party shall be entitled to give notice in writing to the otherparty as provided in the Labour Relations Act of its desire to bargain with a view to therenewal of the expiring Collective Agreement at any time within a period of ninety (90)days before the expiry date of the Agreement.

It is agreed that during the course of bargaining, it shall be open to the parties to agree inwriting to extend this Agreement beyond the expiry date of the 1St day of March, 2020 forany stated period acceptable to the parties and in accordance with the Labour RelationsAct. It is understood that, during any negotiations following upon notice of termination ornotice or amendment, either party may bring forward counter proposals arising out of orrelated to the original proposals.

The parties reserve the right to add to or modify their proposals during negotiations.

Provided that for purposes ofall notices under this article, notice in writing shall be deemedto have been received by the party to whom it is sent upon the mailing of such notice byregistered mail addressed to the current address of the other party.

ARTICLE 37- SOCIAL JUSTICE FUND

The employer agrees to pay the Social Justice fund $500.00 paid annually.

Such monies are to be paid on an annual basis into the Unifor Social Justice Fund (SJF), which isa registered charity established by Unifor. The employer is to forward the quarterly payment tothe following address:

Unifor Social Justice Fund205 Placer CourtToronto, ON M2H 3H9

The employer will be issued a charitable receipt for each payment.

IN WITNESS WHEREOF, the parties have hereunto set their hands and seal this 4/ day of

_______________,2017.

COMPANY: UNION:OAKLEY SUB ASSEMBLY UNIFOR LOCAL 222

Human Resources Business Partner National Re rese e

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CD