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Collective Agreement

between

Dana Canada Corporation Thermal Products

Mount Forest, Ontario Plant

and

CAW Local 1524

February 24,2008- February 23, 2011

AUG 0 9 2011

COLLECTIVE BARGAINING INFORMATION SERVICES

ALE No. ~1. 5 . 0\ 41- l\

CERT.FU,

CERT.DATE

TOTALEMPS

EFF. DATE ~et>. 2..4, 'LOOi

EXP. DATE ft&. 1~, toll

COOING CONTROL DATE CODER

' ,IDENT COOED ~-~ . . , ', . :: .. ,Y

; RECEIVED· .. :·;,..., ..

~ION. t I EIAPLOVER ~ . ·oiHER. .

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A

Able To Perform ............. 51 Accident And Incident

Inspections .......... : .. :: .... 59 Accommodated Work ..... 52 Act Of God ..................... 43 Adjustment Committee. 1.03 · Apprentices ........ ::-....... : . .149 Arbitrators ....................... 18

~: .. " r-------~B ______ _,,

Banked Overtime ........... 86 Benefits ........................... 95 Bereavement Leave Of

Absence ....................... 47 Bulletin Boards ............... 50

c Company Expectations For

Employee Attitude And Conduct ........... :: ........ 110

Cooling Off Period .......... 53

D

Disclosure Of Information .. ................................... 60

Double Time ................... 39

E . g

Education )ll.nd T,r!"ir:ling .. 59

Emergency Call-Back Pay ........... : ...... : ... :: ............. 44

Employee Assistance ..... 54

F

. failure Of Power Supply 43 ··Fire ................................. 43 First Aid Attendants ........ 62

G

Grievance Procedure ..... 14

H

Health, Safety And Environment. ................ 56

Heat Breaks .................... 87 Holiday Pay Qualifications

..................................... 63 Hours Of Work:: ............... 36

.I

Injured Workers Provisions ...... ; .............................. 62

J

Job Posting ......... : ... ~ ....... 26 Job Rotation ................... 65 Joint Anti-Harassment

Policy ............... : ........... 66

..,.:., .....

Joint Health,-Safeiy And -Environment C,ommittee ............... ~ ..... :.~ .... : ........ 57

Jury/Coroner Duty." ...... ~ .. 48 ;: ..

• •.. -L .·

Labour Management ME!etirigs ..... :_ .... : ........... 88

Lay Off ................... ~ .......... 23 Leave For" Union Bilsiness

....... : ....... ~·.: .................. 47 Letter Of!.,lnderstanding

#1- Able To Perform ... 51 Letter Of U_nd~rstanding #2

Accpm111odatE!d .work 52 Letter Of Understanding #3

-Cooling· Off Period ... :53 Letter Of Um;lerstarfding #4

-Employee Assistance 54 Letter Of Understanding #5

- Health, Safety And Environment ................ 56

Letter Of Understanding #6 -Holiday Pay Qualification/ ................ 63

Letter Of UQde.rstanding #7 Job Rotation ............. 65

Letter Of l:Jnde~tanding #8 J?int Anti•l'larassment_

Pohcy .. , ......... : .............. 66 Letter Of Understanding #9

- Paid Education Leave .. (PEL) ......... :····~······ .. ····· 72

>'r' ..

Letter ~f Understanding #10- Skilled Trades .... 74

Lett.er: Of Understanding #11 - .$~illed Trades Tool Replacement... ............. 75

Letter Of Understanding #12 - Summer Students ........ ., ............................ 76

Letter. Of ~ne!erstanding #13 - Temporary Workers '.: ...... : ............................ 78

Letter Of Understanding #14- Women Advocate ..................................... 80

Letter Of Understanding '#15- No Transfer Of ;W.?fk Between Plants .. 82

Letter Of Understanding #101.- Banked Overtime ~-~,., ........ : ....................... 86

Letter Of Understanding #1 02- Heat Breaks ..... 87

Letter Of Understanding #103- Labour Management Meetings 88

Letter Of Understanding . #11:!4 -Safety Glasses -And ·safety Boots ......... 89

Letter Of Understanding #·105 -Union Work Space ........................... 91

Lockout And Machine Guarding .... : ................. 61

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Management Rights ......... 8 Memorandum.Of.

Settlement ................. 1 06

N

New Hire Graduated Benefit Program ......... 104

No Transfer Of Work Between Plants ........... 82

No Working Alone .......... 62

0

Overtime ......................... 39

p

Paid Education Leave (PEL) ........................... 72

Paid Holidays ................. 30 Pension Plan .................. 98 Personal Leave Of

Absence ....................... 45 Physicians Fees ............. 45 Plant Rules ................... 111 Plant Safety Rules ........ 107 Power Shortage ............. 43 Probationary Period ....... 21 Protective Clothing And

Equipment ................... 61 Public Office ................... 46 Purpose Of Agreement .... 6

R

Recall. ............................. 25 Recognition ....................... 7 Reinstatement After Sick

Leave ............. -.............. 44 Reporting-In Pay ............ 43 Right To Accompany

Inspectors .................... 60 Right To Accompany

National Union Health And Safety Representative ............. 61

Right To Refuse .............. 58

s Safety Glasses And Safety

Boots ............................ 89 Seniority .......................... 21 Severance Pay Plan ....... 98 Sick Leave Of Absence .. 44 Skilled Trades ................. 74 Strikes And Lockouts ...... 13 Subject: Skilled Trades

Tool Replacement.. ...... 75 Summer Students ........... 76

T

Temporary Assignments/Transfers 28

Temporary Workers ........ 78 Term Of The Collective

Agreement.. ............... 106

. • u

Union Membership And Check-Off/Union Dues 19

Union Repiesentation .... 1 0 Union Work Space ......... 91 Unpaid Leave Of Absence

..................................... 46

.•

!. .. ,. v Vacations ........................ 33

I. w Wages ............................ 92 Women Advocate ........... 80 Workplace Harassment

Policy ........................... 66

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PREAMBLE

"Collective Agreement entered into on February 24, 2008 between Dana Canada Corporation, Thermal Products Plant, Mount Forest, hereinafter referred to as "the Company; and The National Automobile, Aerospace, Transportation and General Workers Union of Canada and its Local Union 1524, hereinafter referred to as "the Union."

ARTICLE 1 PURPOSE OF AGREEMENT

1.01 It is mutually agreed that the purpose and intent of this Agreement is to promote cooperation and harmony between the Employer, the Employees and the Union and to secure for the parties the full benefits of orderly Collective Bargaining, to recognize mutual interest and to provide a channel through which information and problems may be transmitted from one to the other, and to provide an amicable method for the fair and peaceful disposition of all Grievances, to promote efficiency in the production of quality products, and set forth the conditions of employment to be observed by the Employees, the Union and the Company. The parties agree to work collectively to maintain a culture of empowerment, continuous improvement, safety and involvement using tools such as lean manufacturing techniques, flexible manufacturing and cross-functional teams in a spirit of cooperation .

1.02 In this Agreement, words using the masculine gender include the feminine and neutral; the singular includes the plural, and the plural, singular where the text so indicates .

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1.03 The company and the union agree that they will exercise their rights in the administration of this agree'!lent in a fair and reasonable manner.

ARTICLE 2 • RECOGNITION

2.01 The Company recognizes the Uriion as the exclusive Collective Bargaining agent of all regular plant employees at its plant locations in Mount Forest, Ontario, Brantford, Ontario and Oakville, Advance Road, Ontario; save and except supervisors, persons above the rank of supervisors, office and plant clerical staff, sales staff. technical staff such as work measurement and lean staff, quality control staff (excluding quality control inspectors, quality control technicia'ns), laboratory staff, engineering staff, such as professional engineers. engineering technicians, designers. -

A Lead Hand I Support Tech./ Coordinators leads a group of people in his/her department. He/she may be required to perform the regular duties of his/her normal classification and in addition, assign work to the individuals in other classifications under his/her direction . An employee may only be a Lead Hand in his/her regular department and shall have no rights over and above the other employees in their regular classification or department. He/she will report directly to the Supervisor of the department and will nofbe involved with the hiring, separation or formal disciplinary procedures of the Company

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2.02 The words "employee" or "employees" when used in this Agreement shall mean only such regular plant employees as are included in the bargaining unit as defined in Clause 2.01 .

2.03 Regular employees shall include everyone under clause 2.01 except temporary employees as provided for in this agreement.

ARTICLE 3- MANAGEMENT RIGHTS

3.01 The Union recognizes and acknowledges that the Management of the Plant and direction of the working force are fixed exclusively in the Company, without restricting the generality of the foregoing, the Union acknowledges that it is the exclusive function of the Company:

» To operate and administer its affairs, to direct the working force, to plan, direct and control operations including the scheduling of working hours, the number of employees, the right to hire and select employees .

» To promote, transfer, demote and layoff employees and suspend, discharge or otherwise discipline employees for just cause subject to the right of any employee to lodge a grievance in the manner and to the extent herein provided

The right to make, enforce, and alter, from time to time, Rules and Regulations q?Verlng the operations, a violation of which may be among the reasons for discipline or discharge, subject to the Grievance Procedure. The company may also release employees because of lack of work as per the layoff procedures contained within this agreement.

> The Union further acknowledges that the Company has the right to make and alter, from time to time, reasonable rules and regulations to be observed by employees, which rules and regulations shall not be inconsistent with the provisions of this Agreement. Any changes to these rules and regulations will be meaningfully discussed with the Bargaining Committee before publication. The company agrees to notify the union and employees prior to implementing such rules and will apply all rules and regulations in a fair and reasonable manner.

> To determine the nature and kind of business conducted by the Company, the kinds of locations of plants, equipment, product components, parts and material to be used, parts, components, products, materials, services, and equipment purchased, the control of materials and parts, the methods and techniques.of production, and the right to introduce new and improved standards.

> To foster, determine and implement systems, training and methods to support Production, Environmental, and Health and Safety Directions and Policies which includes job rotation and cell teams.

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> Nothing in this Agreement shall be deemed to restrict management in any way in the performance of all functions of management except those specifically abridged or modified by this Agreement

> To employ up to 10% of the workforce in a temporary manner, provided there are no regular employees on layoff that can perform the work .

ARTICLE 4 UNION REPRESENTATION

4.01 The Company acknowledges the right of the Union to elect plant representation as follows: Day shift, one (1) representative; Afternoon shift, one (1) representative; Night shift, one (1) representative. In addition the Company will recognize a Plant Unit Chairperson who shall be assigned to day shift and shall be provided such time as is required to deal with the Collective Agreement issues as described in the "Letter of Understanding" on Union Representation .

Regular union/management meetings will be scheduled by the company and the company will provide the union committee with one-hour preparation time .

Union Representatives will be paid their regular wages (to a maximum eight (8) hours per day} for authorized time spent attending meetings with the company, including negotiations. The company is not responsible for time spent at arbitration hearings .

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One of the duties of the Union representatives shall be to represent the Employees in the processing of grievances as outlined in the Grievance Procedure.

4.02 The Union will inform the company in writing of the names of the Committeeperson(s) including the Plant Chairperson, and any subsequent change in the names of the Committeeperson(s) and Plant Chairperson. The union has the right to designate an alternate and will so advise the company and the Company will not be required to recognize the Committeeperson(s) and Plant Chairperson until such notification from the Union has been received.

4.03 The Company will grant reasonable time off with pay during working hours for the Plant Chairperson, or Union representative to directly participate in the investigation and adjustment of grievances, or contract administration. Such person or person(s) must request permission from their immediate supervisor to leave their work stations and must report back to their supervisor when they have completed their grievance activity. Employees who request to speak to their union representative will have this arranged by their supervisor within two (2) hours of the request.

(a) The Plant Chairperson will be granted four (4) hours per day during his regular shift, paid by the company to conduct union business. This time is exclusive of time spent in Union/Management regular scheduled meetings or in regular scheduled grievance meetings. Should the Plant Chairperson be required to leave the facility during this time he will notify the Human Resource Manager or his designate prior to

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leaving the plant. Effective January 1, 2009 this position will become a full-time position and will remain as full-time providing the manpower in the plant remains over one hundred and fifty (150) people. If the manpower is reduced on a full-time basis to below one hundred and fifty (150) people the position will be granted four (4) hours per day.

4.04 When an employee is called to a meeting where the company is investigating that employee and that investigation could lead to discipline, he shall have a union representative present during any meeting or portion of meeting in which discipline is to occur.

4.05 Any union representative including the in-plant bargaining committee, the local President or the national Representative may enter the plant off-shift to conduct union business. The company must be notified prior to entering the plant.

4.06 The Company agrees to recognize a Negotiating/Bargaining Committee not to exceed four (4) Employees who will be from the Plant Committee, along with a Representative from the National Union, and/or the representative ofthe CAW Local1524.

4.07 The Union will be allowed to post on a bulletin board, provided by the Company, notices approved by the Plant Chairperson, Officer of the Local Union, or the National Representative, regarding meetings and matters pertaining only to the Union. Before posting, all such notices must be approved by the Plant Manager or the Human Resources Manager.

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4.08 It is agreed that the Union, its members or agents shall not distribute or cause to be distributed any handbills, pamphlets, literature, or Union material during working hours unless approved by the Plant Manager or the Human Resources Manager. The company will not unreasonably withhold permission.

4.09 Union representatives shall have top seniority during the term of office for the purpose of layoff and recall subject to having the ability to perform the available work ..

ARTICLE 5- STRIKES AND LOCKOUTS

5.01 The Union agrees that during the term of this Agreement, there shall be no strikes, sit-downs, work stoppage, slowdown, or suspension of work, either complete or partial for any reason. The company agrees there shall be no lockout so long as this Agreement continues to operate.

5.02 The Union further agrees it will assist in ensuring that no work stoppage will result in our Company's plants from any dispute, which may arise between any other employer and his employees.

5.03 The words "strikes" and "lockouts" as used herein are agreed to have the meaning defined in the Labour Relations Act.

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ARTICLE 6- GRIEVANCE PROCEDURE

6 • 0 1 A grievance is defined as an alleged violation of this Agreement or a dispute as to the interpretation or application of any provision of this Agreement.

6 • o 2 Any complaint alleging violation, misinterpretation or misapplication of the terms of this Agreement relating to rates of pay, wages, hours of work or any other working condition shall first be taken up verbally by the employee with the employee's immediate supervisor .

(a) If the employee is not satisfied with the response he may request to speak to the union representative on his shift .

(b) The Committee person with the employee may hold a further discussion with the supervisor. If after this discussion has taken place, any alleged violation of the agreement which remains unsatisfied may then be reduced to writing by the committee, on the form provided by the Company and signed by the employee, and shall then constitute a grievance.

(c) All grievances must identify the Article, Clause or Clauses of this Agreement which are claimed to have been violated. No grievance will be invalidated for not meeting the requirements of this provision and will be processed on its merits once the grievance has been properly completed .

6. 03 Step I. Within two (2) days, the written grievance, as defined above, will be presented by the Committee person to the Department Manager .

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Within two (2) working days of this presentation, the Committee person shall meet with the Department Manager and discuss the grievance.

The Department Manager will render his/her decision personally, in writing, to the Committee person within (two) 2 working days of the meeting.

Any settlement of grievances at this step shall be without prejudice or precedent.

6. 0 4 Step II. If no agreement is reached at Step I, then, within two (2) working days of that decision the Plant Chairperson shall take up the grievance with the Plant Manager or his designate. Within two (2) working days of this presentation, the recipient will render his/her decision personally to the Chairperson, noting his/her conclusion in writing and countersigning the Grievance Form.

6. 0 5 Step Ill. If no agreement is reached at Step II, then within five ( 5) working days of that decision the Plant Chairperson may advance the grievance to the grievance meeting agenda by presenting it to the HR Manager.

6 . o 6 The grievance will then be discussed at a regularly scheduled grievance meeting between the Plant Committee and the Company.

6. 07 Within five (5) working days after such meeting, the HR Manager or his/her designate, shall give a written answer on the grievance to the Plant Chairperson.

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6 . o 8 At any time during this process the company and union may call on the Local Union president and/or national Representative and the Corporate Industrial Relations Manager to try to resolve these issues .

6 . o 9 Step IV. In the event that arbitration of a grievance which has been property processed through the Grievance Procedure is desired by either party, then the other party shall be notified in writing not later than thirty (30) working days after receipt of the reply given in writing on the grievance under Step Ill.

6 . 1 0 Grievances that involve suspension or discharge may be submitted directly to the Human Resource Manager to be considered to be at Step Three (3) of the process .

An employee being discharged will be given the opportunity to meet with his shift Committee Person or a representative of the Plant Committee, for a reasonable period of time, not to exceed thirty (30) minutes, paid at the applicable rate, prior to leaving the plant.

A claim by a regular employee that he has allegedly been wrongfully discharged may be recognized as a grievance, provided that a written grievance is filed, at Step Three of the Grievance Procedure within three (3) working days after the employee has been notified in writing of such discharge .

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A period of eighteen (18) months from the date of issuance, of any disciplinary action given to an employee, will result in removal of said disciplinary action from the employee's personnel record and all subsequent discipline be reduced to its relative level.

On a group complaint, the Committee person shall first discuss such complaint with the immediate Supervisor . Either party may request that one employee from the group be present during such discussion. If the complaint remains unsatisfied, the Committee person may then reduce the complaint to writing and signed by the aggrieved employees, it shall then constitute a grievance.

It is agreed and understood that all grievances must be presented, in writing, within five (5) working days from the time the alleged breach became known or should become known to the aggrieved employee or party.

Time limits may be extended at any step of the process by mutual agreement in writing.

6 . 11 Such grievance may then be referred to the appropriate impartial Arbitrator listed.

6 . 12 Grievances appealed to arbitration will be presented to the Arbitrators hereinafter. Only grievances relating to the same violation or alleged violation of this Agreement may be grouped for such arbitration hearing before the appropriate Arbitrator. Submission of grievances to the Arbitrators will be determined in this order:

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(A) By the date of the Company's reply to the grievance at Step Ill of the Grievance Procedure .

(B) By the date the grievance was filed .

(C) By the grievance number.

Grievances concerning suspension, discharge, interpretation of the Agreement including Welfare Plan, shall be processed to arbitration prior to all other types of grievances unless mutually agreed otherwise. If the arbitration date with the arbitrator cannot be set within 120 days the party who requested the arbitration has the option to choose the next arbitrator from this list.

6 . 13 The following constitutes the list of the Arbitrators:

Prof. Wesley B. Rayner Peter Barton Anne Barrett R. Levinson

6.14 The Arbitrator will set a date for the hearing, within reasonable time delays, to permit both parties to present their case and will render a decision as soon as possible after the completion of hearing all evidence .

The decision of the Arbitrator shall be binding and final upon both parties. The Arbitrator shall be restricted in his award to the provisions of this Collective Agreement, and shall not in its award add to, delete from, or otherwise alter or amend any provisions of the

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Agreement, or deal with any matter not covered by this Agreement.

Each party will equally bear the expense and fees of the Arbitrator. Any witnesses called by the parties will be at their individual expense. Any grievance resolved or withdrawn and that decision is subsequently appealed through the Appeals Procedure established by the CAW constitution or any other Appeals Procedure, and such appeal is upheld, the grievance shall be considered timely and will be processed to the next step of the Grievance Procedure .

ARTICLE 7- UNION MEMBERSHIP AND CHECK· OFF/UNION DUES

• All present employees, new hires and probationary employees, as a condition of employment, shall become and remain members of the Union, for the term of the agreement.

• Dues are defined for the purpose of this clause as the regular dues and initiation fees as prescribed by the constitution of the Union.

• The Company will deduct from the pay cheque of each employee, regular monthly Union dues, and remit same to the financial secretary of Local1524 CAW-Canada by the tenth (10th) of the month following the month in which the dues were deducted.

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• Initiation fees shall be taken off after the employee has completed the probationary period and shall be taken off on a different pay period than the dues deduction period, immediately after an employee has completed his probationary period .

• The Company will, at the time of making each remittance, supply a list of the names of each employee from whose pay deductions have been made and the amount deducted for the month including the name and status of any employee from whom the Company has made no dues deductions. This list will also indicate any employee whose employment is terminated, transferred out of the bargaining unit, or who has died .

• The Company agrees to supply the CAW National Representative with a list of all employees' names, addresses, postal codes and telephone numbers upon ratification of the agreement and semi annually thereafter . The Company further agrees to provide the financial secretary of Local 1524 with a quarterly list of any changed addresses and postal codes along with names, addresses, postal codes and telephone numbers of new employees hired .

• No deduction shall be made from the pay of any employee, in any month, where such employee has worked less than a total of forty (40) hours .

• The Company agrees to include on an employee's T -4 slip for income tax purpose, the total Union dues paid for the year excluding any initiation fees .

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• The Union agrees to indemnify and save the Company harmless against all claims or other forms of liability that might arise out of, or by reason of, deductions made or payments made in accordance with this collective agreement.

ARTICLE 9- PROBATIONARY PERIOD

9.01 During their probationary period, probationers shall be subject to release by the Company and the Company will have no responsibility for re-employment of probationers. Probationary employees shall have no rights of grievance under any terms of the Collective Agreement unless there is a violation of the Human Rights Code. The Plant Chairperson will be advised of the release of any probationary employee and the reason for such a release. The probationary period will be ninety (90) calendar days from the first day of work.

ARICLE 10- SENIORITY

10.01 The term "seniority." as used herein, shall mean accumulated time from the original date of hire in this facility, unless interrupted by circumstance detailed in any clause in this collective agreement as agreed upon by the parties.

10.02 In the case of equality in seniority ranking, seniority shall be determined by the lowest employee number. Employee numbers will be randomly selected by lottery method during the hiring process for the purposes of this clause.

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10.03 An employee will lose his seniority and his employment with the Company will be terminated for any of the following reasons:

(a) If he voluntarily quits. (b) If he is discharged and not reinstated through

the grievance procedure. (c) If he retires . (d) If the employee is absent without Company

approved leave of absence, for more than three (3) consecutive working days (excluding premium days), without satisfactory medical evidence .

(e) If an employee has been laid off and does not return to work within five (5) days of notification by phone or from delivery of the first notice of the registered letter, advising him to report for duty. A copy of the registered letter will be provided for the Plant Chairperson at the time of mailing.

(f) If an employee is laid off due to lack of work and not recalled for a period of service to a maximum of forty-eight (48) months .

1 0.04 It shall be the responsibility of the employee to notify the Company promptly of any change in their address and telephone number (listed or unlisted} in a manner determined by the Company. If any employee fails to do so, the Company will not be responsible for failure of any contact or written notice or e-mail to reach such employee. A copy will be sent to the Local Union President.

10.05 The Company agrees to post quarterly an up-to-date seniority list. A copy of the seniority list will be

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provided for the Plant Chairperson and to the Local Union President.

ARTICLE 11 -LAY OFF

In the event management determines the necessity to reduce the numbers of employees in a shift, department, or classification in the plant, the following procedure shall be followed:

Extended layoffs

11.01 Students, then Temporary Employees and then Probationary employees will be laid off first. This will not apply to employees in skilled trades classifications, if that classification is not being reduced.

11.02 The posting of the notice of layoff will serve as notice to both the employee being removed from the job classification and to all junior employees. They will have the same notice of layoff date whether they leave their job classification and do not bump, or whether they are bumped. Any employee desiring a voluntary layoff within their affected classification may apply for a voluntary layoff by notifying the HR Manager in writing within 24 hours from the time of the posting.

11.03 On the basis of their seniority, senior employees affected by the reduction in workforce will displace the most junior employee providing they are able to perform the work available.

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(a) Within their classification on their shift (b) junior bargaining wide on their shift or junior in

their classification on an alternate shift, at the choice of the member, seniority permitting

(c) and then he will displace the most junior employee in the plant

11.04 Employees may be kept out of line of seniority for a maximum of thirty (30) days during a lay off for the purpose of training of their replacement. Any extension may be mutually agreed upon by the union and management.

11.05 When an employee returns to work from a non­occupational illness or injury, occupational illness or injury, or other company approved leave of absence, they will be reinstated in their former job and/or classification and shift, seniority permitting, if such position exists. If no such position exists, they will exercise seniority per Clause 11.03 .

11.06 If no work is available because of fire, power outage, Act of God, or for any other reason beyond the control of the Company, employees may be laid off and the layoff notice provisions will not apply. All other provisions of the Collective agreement will apply .

11.07 The Company must give a minimum five (5) working days notice of layoff to the effected employees and the Plant Chairperson .

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Work Shortage Days

11.08 In cases of work shortage days, not to exceed two (2) working days in any one ( 1) week and no more than 1 0 total days in one ( 1) calendar year, an employee may be laid-off without regard to seniority, except between employees in the same classifications, on the same shift. The Company will post for volunteers to achieve the necessary temporary layoff from the affected classification and shift. Volunteers will be

. selected by seniority.

11.09 If the number of employees is insufficient to achieve the required reduction, layoff will be in accordance with 11.01 in the affected classification and on the affected shift.

11.1 0 Those employees with seniority that are not required to work in their own classification or assigned position (for the purposes of modified workers) on their own shift may volunteer to work as a cell operator on their own shift providing there are vacancies available and then able to perform the work available. All vacancies in this dause will be filled by seniority.

The Company must give a minimum one (1) working day notice of layoff to the effected employees and the Plant Chairperson.

ARTICLE 12 ·RECALL

12.01 Recall of employees on layoff will be in the reverse order of layoff as outlined in the provision of Clause 11.01, provided they are able to perform the work available. Employees will be assigned to the same

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classification and shift as they were laid off from if 1) they have the seniority to maintain that position 2) that classification has an opening to which they may be assigned, otherwise the company may assign a recalled employee to classifications or position as required .

12.02 When more than one employee is involved in any step of the same layoff or recall procedure, employees will be given the choice of jobs involved by seniority .

12.03 An employee accepting voluntary layoff will only be eligible for recall based on the following:

After sixty (60) calendar days, upon advising the Company in writing, an employee shall be returned to work replacing the junior employee in the Bargaining Unit, seniority permitting, within five (5) days from the Monday following his/her intent to return .

12.04 Employees who accept the voluntary layoff will return to work at a maximum thirteen (13} weeks unless recalled by the Company within that time .

12.05 An employee must accept recall when there are no longer employees with seniority laid off and there is a need to increase the work force, except as per Letter of Intent: Able to Perform .

ARTICLE 13 -JOB POSTING

13.01 If a permanent job vacancy exists, or new job classifications are created in the plant, such openings shall be posted on the plant bulletin boards for a period of three (3} working days, during which time

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regular, qualified employees at work in the plant at the time of such job posting may make application for such job vacancy. The company will forward a copy of the Job Posting to the Union at the time of the posting. For those employees on WSIB, short term disability or Company approved leave of Absence, the affected employee will contact the chairperson and authorize him in writing to post on his behalf. The successful applicant must be able to report to the subject placement within a period of five (5) working days of their notification excluding those on an approved

· vacation leave.

13.02 Employees shall be permitted to bid for other job classifications except that the successful employee shall be entitled to only one (1) such transfer every three (3) months, as a result of obtaining such job transfer by job posting. Those successful within the process and machine setter classifications are held for a six (6) month period after which, he shall be entitled to pursue other job postings.

13.03 Employees bidding for a permanent Cell Operator vacancy shall be considered by the Company, at the time of the job positing on the basis of plant seniority .

For certain positions, employees will be required to pass a predetermined skill based test, and must be able to perform the job after the training period. These positions include that of machine setter, process, quality inspector, warehouse/shipper and apprenticeships offered within skilled trades. Where applicants have passed the mutually agreed upon threshold qualification requirements, seniority will be the deciding factor.

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~ ~ ~ t> Gij)) t) ~

13.04 Employees reclassified as a result of job bidding and are unable to perform the job to the performance standards set by management or decline the position may be removed at any time up to ten (10) working days on the job trial. Performance standards include quantity, accuracy, timeliness and quality. Such employee will be returned to his former job and/or classification and shift. The trial period may be extended by mutual agreement between the company and union. The Company will select the next eligible employee from the job posting applications, if any.

13.05 Three subsequent vacancies, if any, created by successful job bidding will be filled by job posting. The subsequent job vacancy, if any, created by successful job bidding will be filled at the discretion of the company. Full time positions within the same job classification based on plant seniority will have the first opportunity to fill a posted position.

13.06 Nothing contained in the Article shall be construed to limit the Company's right to hire new employees from outside the plant if there are no bargaining unit members on layoff, or if there are no qualified employees within the bargaining unit to fill the vacancy.

ARTICLE 14 -TEMPORARY ASSIGNMENTS/TRANSFERS

14.01 Backup positions are full time placements used to cover absences in the event of illness, customer schedules, training, and other similar short term

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supplemental needs (less than thirty (30) calendar days).

Backup positions will be filled by someone from the cell operator classification and will be selected from the same shift. Selection will be based on job posting guidelines. The successful applicant will be trained in the selected job title and upon completion of training, the employee to return to cell operator position, at their cell operator rate. Backup positions are paid in accordance with wage rate progression while performing the duties of the higher job title. A posted back up position applies only to the shift posted for .

14.02 Vacant jobs created as a result of illness, injury. or occupational accident or illness, or leave of absence greater than 30 calendar days, shall not be posted as permanent vacancies and will be filled by the posting procedure on a temporary basis all bargaining unit members will be eligible under this article. The temporary posting will be cancelled when the employee on leave returns to work and the employee filllng the position will revert back to their own job.

14.03 A transfer shall be considered temporary provided it does not exceed thirty (30) calendar days. If such transfer exceeds this period (except in the case of a modified duty assignment or as per 14.02), it will be declared as a permanent vacancy and posted for job bidding. Such lime limits may be extended by mutual agreement based on the reason for the vacancy.

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14.04 An employee may be transferred to a position outside the bargaining unit for a period of not less than thirty (30) days. The employee will continue to accumulate seniority for a period of up to six (6) months following the date of transfer. Should the employee be returned to the bargaining unit he shall be returned to his former classification and shift. Should the employee not be returned to the bargaining unit within six (6) months of the date of transfer, he shall forfeit all seniority .

ARTICLE 15- PAID HOLIDAYS

15.01 The following shall be considered as paid holidays under the terms and conditions of Article 15 of this Collective Agreement:

Year1 Year2 Year3 Friday, March Friday, April Friday, April

Good Friday 21/08 10/09 02/10 Monday, May Monday, May Monday, May

Victoria Day 19/08 18/09 24/10 Monday, June Friday, July Friday, July

Canada Day 30/08 03/09 02/10 Monday, Monday, Monday,

Civic Holiday August 04/08 August 03/09 August 02/10 Monday, Monday, Monday, September September September

Labour Day 01/08 07/09 06/10 Monday, Monday,

Monday, October October Thanksgiving October 13/08 12/09 11/10

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• Wednesday, • Christmas December EveDa 24/08 • Thursday, Friday, Monday, • Christmas December December December Da 25/08 25/09 27/10 • Friday, Monday, Tuesday,

December December December • 26/08 28/09 28/10

i Christmas Monday, Tuesday, esday, • December December ember

Holida 29/08 29/09 29/10 • Tuesday, Wednesday, Thursday, Christmas December December December • Holida 30/08 30/09 30/10

Wednesday, Thursday, Friday, • Christmas December December December Holida 31/08 31/09 31/10 • Friday, Monday, New Years Thursday, Jan January • Da Janua 01/09 01/10 03/11

15.02 Any employee who does not work the entire last • scheduled working day immediately preceding and • the entire scheduled working day immediately • following any of the Paid Holidays listed in Clause 15.01, shall not be entitled to pay for the Holiday, • unless stated in the Clause 15.07. The company will review each circumstance of any absence which • disqualifies an employee from receiving the Holiday payment and if satisfied with the detailed reasons for • the absence will authorize payment based on those circumstances. An employee who declares an • • Jl •

• • • • • • • • • • • • • • • • • • • • •

emergency day or part day and presents proof of such need shall be paid for the holiday .

15.03 An employee will also not be paid for a Paid Holiday if: (a) He has been laid off. (b) He is receiving Worker's Compensation . (c) He is on paid sick leave absence from the

company . (d) He is on any approved long-term leave of

absence from the Company except as provided for in 15.06 .

15.04 Employees eligible for payment of a Paid Holiday will be paid a normal day's pay on the basis of the applicable hourly rate of the job to which they are assigned the day prior to the Holiday, up to a maximum of eight (8) hours on their regularly scheduled shift if they work on a steady shift .

15.05 If a Paid Holiday falls within an employee's annual vacation, an employee may request to be allocated an additional day in his vacation or may schedule the day at another time .

15.06 If any of the Paid Holidays listed in Clause 15.01 falls on a Saturday or a Sunday (and has not been replaced by another day by statute or decree), such Holiday will be observed either on the previous Friday, or the following Monday .

15.07 An employee laid off or recalled within fifteen (15) days of a holiday will be paid for the Holiday as per 15.02 .

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ARTICLE 16 ·VACATIONS

16.01 The calculation for the amount earned will be based on the accrued gross earnings from July 1"1

- June 30th.

16.02 Vacation Year: July 151 to June 30th ofthe following year.

a) Employees with ten (10) days or less vacation time will be granted vacation only during this period.

b) Any employee with eleven (11) days of vacation time may request all time over and above the two weeks allotted for shutdown, six (6) months prior to the vacation year provided he makes written application with the Company forty-eight (48) hours in advance; such request will not be unreasonably denied. Employees requesting and receiving advanced vacation time off will also receive the appropriate advance vacation pay, if requested, providing there is sufficient funds in their vacation accrual.

Employees are entitled to vacation time corresponding to the relevant length of service below, attained in the vacation year noted above:

•6 months but less than 1 year •1 year but less than 2 years •2 years but less than 3 years •3 years but less than 4 years •4 years but less than 5 years •5 years but less than 6 years

JJ

5days 11 days 12 days 13 days 14 days 15 days

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• • • • • • • • • • • • • • • • • • ,. • •

16.03

·6 years but less than 7 years •7 years but less than 8 years •8 years but less than 9 years •9 years but less than 10 years •1 0 years or more

16 days 17 days 18 days 19 days 20 days

Employees will be entitled to vacation pay corresponding to the relevant length of service below, which will start to accrue from July 1;

•Less than 1 year 4.0% •1 year but less than 2 years 4.4% •2 years but less than 3 years 4.8% •3 years but less than 4 years 5.2% •4 years but less than 5 years 5.6% ·5 years but less than 6 years 6.0% •6 years but less than 7 years 6.4% •7 years but less than 8 years 6.8% •8 years but less than 9 years 7.2% •9 years but less than 10 years 7.4% •10 years or more 8.0%

Vacations are scheduled and approved by the company. The scheduling of vacations will be based on the necessity of maintaining an efficient operation. Every effort will be made to grant the employee's request. considering the needs of production. We normally close our manufacturing locations for vacation purposes for two weeks every summer and employees must take their vacation during this period . If you have vacation time over and above the shutdown period, you must schedule the additional time with your supervisor. Maximum of 6 cell operators per shift and/or 1 from each of the other job titles .

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16.04 If the company schedules a vacation shutdown period during the summer months the company will announce the schedule by May 301

h. Employees required to work during that period will be considered on a seniority basis by classification and the ability to perform the work.

Vacation pay will be paid out at the end of June. If you wish the company to retain monies in your accrual to be paid out when you use your vacation time, the attached form must be completed and submitted to Human Resources by June 15th of each year.

16.05 Vacation requests must be submitted forty-eight (48) hours prior to using the time. Vacation time must be used in four (4) or eight (8) hour increments. All vacation monies left over from previous vacation accrual year will be paid out by June 30th of the following year.

16.06 If a statutory holiday falls within an employee's vacation period, an additional day of vacation will be granted. This additional day may be taken at the beginning or end of the employee's vacation period or at another time during the vacation year with the prior approval of the employee's supervisor.

16.07 Employees who have a verified illness or injury during a period of vacation may reschedule the time if they report such illness or injury immediately.

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ARTICLE 17 • HOURS OF WORK

17.01 The normal hours of work will be eight (8) hours per day and forty (40) hours will constitute a normal work week .

The normal work week will be comprised of five (5) consecutive work days, Monday through Friday .

Normal production shifts will commence at 11:00 p.m. on Sunday .

Hours of work on a three-shift operation will typically be as follows:

Day Shift­Afternoon Shift Midnight Shift-

7:00 a.m. -3:00p.m. 3:00 p.m. - 11 :00 p.m. 11:00 p.m. 7:00 a.m.

Hours of work on a two-shift operation will be typically as follows:

Day Shift­Afternoon Shift -

7:00 a.m.- 3;30 p.m. 3:30p.m.- 12:00 a.m.

Employees are responsible to clock (swipe) in and out of the facility to document their hours of work .

17.02 For the purpose of this clause, employees are required to fill out a switch shift form which is signed by both employees and both supervisors .

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a) When two (2) employees who share the same job or are able to perform the respective jobs agree to switch shifts, for a temporary period of time, the Company will so arrange it provided the arrangement was mutually agreed upon by seniority on the opposite shift. If such agreements are subsequently canceled the employee(s) involved will revert back to their normal shift by reverse seniority. Employees will be paid their regularly scheduled hours on the job/work station they are assigned to.

b) Employees leaving early or coming in on a pre­arranged late will still get paid for their regularly scheduled hours and employees coming in early or staying on a pre-arranged late will not receive overtime. Employees who enter into these prearranged modified start/stop times will be required to notify the Company in writing prior to the shift when this arrangement is to take place .

Employees are required to be badged in and at their job/workstation, ready to work at the commencement of their shift (unless otherwise pre-arranged with their shift counterpart).

Any hours owed between employees is the sole responsibility of the employees and is not covered or guaranteed by the Company. Any make up time must be made up in the current week.

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If an employee is required to change shift, either for his/her own convenience or because of necessity, such change will be mutually agreed upon by the Company and the Union. In all other instances, shift assignments are as per Article 13 Job Postings .

17.03 In the event it becomes necessary for the Company to change the starting and stopping times of the normal shifts, or establish new shifts, the Company will provide the Union and affected employees (in writing) a minimum of two (2) weeks notice. The company may schedule departments or certain positions to begin and commence their shifts at different times after having meaningful discussions with the union. Any shift change by position will be offered by seniority .

17.04 This statement of the normal hours of work shall not be construed as a guarantee of any minimums or as a restriction of any maximum number of hours of work per week, except as otherwise provided in this Collective Agreement.

17.05 (a) In a one (1) or two (2) shift operation, there shall be two (2) paid 10-minute rest periods in each shift and a thirty (30) minute unpaid lunch period approximately midway through the shift .

(b) In a three (3) shift operation, there shall be two (2) 1 0 minutes paid rest periods in each shift, and a twenty (20) minute paid lunch period approximately midway through the shift .

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(c) If an employee is required to work more than a half hour beyond their scheduled shift, there will be another ten (10) minute paid break at the start of the overtime.

(d) Employees working part days will be entitled to breaks as outlined:

• less than 4 hours 0 breaks • between 4 and 5 hours 1- 10 minute

break • at 6 hours 1- 10 minute break and

1 - 20 minute lunch • at 7 hours 2- 10 minute breaks and

1-20 minute lunch

Assigned lunch times and break times may be adjusted to support customer schedules or productivity as required.

ARTICLE 18- OVERTIME

18.01 All hours worked in excess of eight (8) hours in a day will be paid at time and one-half. Time and one-half is defined as one-and-a-half times the regular houny wage. Double time is defined as two (2) times the regular houny wage,

18.02 All hours worked on Saturday will be paid at time and one-half providing the employee has worked forty {40) hours of regular work during the work week, Monday to Friday (excluding scheduled holidays as per this agreement, authorized vacation, bereavement leave or authorized union leave); Any work on Saturday will

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be paid at straight-time until the forty (40) hours of work at straight time has been satisfied .

All hours worked on Sunday will be paid at double time providing the employee has satisfied the forty (40) hours at straight time rule. Any work on Sunday will be paid at straight time until the forty (40) hours of work at straight time has been satisfied .

All hours worked on a Paid Holiday recognized by this agreement will be paid at double time .

(a) When reasonably possible the employee shall be given twenty-four (24) hours notice or thirty-six (36) hours in the case of weekend overtime. Such notice shall also be given to the Plant Bargaining Committee, and whenever he is available he shall be notified before the employees. Employees will be responsible for indicating their interest and availability to work overtime on the 'self-signup' sheet posted by the Company. The posted sheets are removed on the applicable Thursday shift after first break and the overtime list is posted at least 24 hours prior to the overtime shift .

(b) As far as reasonably practicable, overtime will be distributed to employees who regularly work on the job with the least amount of hours within the dassification on the shift the overtime occurs. If the Company is unable to obtain sufficient employees among those employees who regularly work on the job, the opportunity will be given to the employees with the least amount of overtime hours on the same shift, who are capable of performing the work to be done without training .

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If the Company is still unable to obtain sufficient employees among those employees on the same shift, the opportunity will then be given to employees on the previous shift who are capable of performing the worl< to be done without training.

It is agreed that in all instances above when two or more employees have an equal amount of overtime that the most senior employee will have the first opportunity to work the overtime.

(c) An employee who refuses to worl< overtime provided he has been notified as per (a) above or who has not indicated their interest and availability to worl< on the 'self-signup' sheet shall be charged with the overtime hours so scheduled and the opportunity to worl< overtime shall be passed on to the next employee.

(d) An employee who is absent from worl< for any reason when overtime is being distributed or who has not indicated their interest and availability to work on the 'self-signup' sheet and who would have been requested to worl<, shall be charged with the overtime hours so scheduled.

(e) An employee who has accepted an overtime assignment and fails to report for worl<, shall be charged an additional number of hours equal to the number of hours originally scheduled.

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(f) For the purpose of determining the least amount of overtime as defined in (b) above, an overtime hours list will be updated, sorted and posted every Tuesday which will include all overtime hours charged in the previous pay period .

(g) Employees on a modified work plan shall not be eligible for overtime unless authorized to do so by their Doctor or until they have returned to full regular duties for at least one full shift prior to the overtime being worked. They shall be charged with all hours they would have otherwise have been eligible to work .

18.03 The Company will maintain up-to-date records of the overtime worked, these records shall be presented to the bargaining unit chairperson by Wednesday. Overtime hours will be returned to zero (0), January 1 .

18.04 Any employee entering a classification shall take the highest hours of overtime in the classification on the shift for the purpose of equitable distribution

18.05 Overtime shall be voluntary, except where it is necessary to schedule production of a classiflcation(s) on the shift to meet an emergency situation due to short-term increase of customer schedules .

In such situations the Company agrees to meet with the Plant Committee to discuss such overtime assignment and the necessity to have the overtime wol1<ed. The Company will give as much advance notice as possible .

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When there are not enough volunteers the company will assign overtime to the lowest seniority employee(s) on the shift, able to perform.

18.06 An employee may decline the opportunity to work overtime, but once having accepted and signed for the overtime, he shall be expected to work as scheduled, and if he fails to report, unless he can provide a satisfactory reason for his absence, he shall be considered an absentee and shall be subject to plant rules.

18.07 An employee accepting an overtime assignment shall be paid at the rate of the job which is to be performed in overtime, regardless of his normal rate of pay during regular hours.

ARTICLE 19 ·REPORTING-IN PAY

19.01 Any employee who has not been notified in advance "not to report for work," and who reports for his regular scheduled shift, will be given at least four (4) hours work. If no work is available, he will be paid for a minimum of four (4) hours at his base hourly rate.

19.02 The obligation of the Company will not prevail:

(1) If no work is available because of:

(a) A power shortage or a failure of power supply beyond the control of the company.

(b) A fire or Act of God

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(2) If the employee has not kept the Company informed of his current address and a telephone number .

ARTICLE 20- EMERGENCY CALL-BACK PAY

20.01 An employee who has completed his full daily shift, and has left the plant property, and is called back to perform additional or emergency work, will be paid for the time actually time worked or a minimum of four (4) hours pay at the applicable rate, which ever is greater. This article is not applicable to overtime scheduled before or after a shift .

If the work for which the employee is called in to perform has been completed, the employee is allowed to leave the plant.

ARTICLE 21 -SICK LEAVE OF ABSENCE

21.01 Employees who are permitted to go home due to non­occupational illness or injury will not be paid for the remainder of their shift .

21.02 Employees who are absent must call in each day prior to their regularly scheduled shift until they provide satisfactory medical evidence of their continuing absence .

21.03 Any employee's reinstatement after sick leave is conditional on his supplying a certificate from a physician that he is able to return to work .

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21.04 When such an employee returns to wolii:, he shall be reinstated to his former classification, and shift (if possible) under the seniority provisions of the Collective Agreement. In the event of a dispute between two physicians concerning a short term disability claim the validity of a non-occupational illness or injury, the Company and Union will select a third party physician, and his opinion will be binding on the parties. The third party physician will rule if the employee can return to wolii:, return work with restrictions, or cannot return to work.

21.05 The Company will not pay for physicians fees for completion ofthe initial El or Insurance carrier medical forms. Any additional medical evidence after the first submission, being requested by the Company or the Carrier, will be paid by the Company, provided that the initial claim form has been completed as required. If the employee cannot meet the return to wolii: date as indicated on the disability form, any request for additional medical evidence will be paid by the employee.

ARTICLE 22- PERSONAL LEAVE OF ABSENCE

22.01 A personal leave of absence, without pay, for a valid reason, acceptable to the company, may be granted for a period not to exceed one (1) calendar month, and such application is made to the Plant Manager, or his representative, at least five (5) days prior or as soon as possible to the leave of absence, in writing, and written approval is obtained from the Human Resource Manager, or his representative. The

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• • • • • • • • • • • • •• • • • • • • • •

Company agrees to consider all requests under this Article, for all employees, in a fair and equitable manner. The company may extend the leave of absence. Leaves extended beyond one hundred and eighty (180) days will be mutually agreed by the company and the union .

22.02 When such an employee returns to work he shall be reinstated to his former classification under the seniority provisions of the Collective Agreement.

22.03 An employee who has seniority and is appointed or elected to Public Office will be granted unpaid leave of absence and without benefit and pension coverage, covering the term of office. The request must be in writing and submitted to the company at least two (2) weeks prior to the commencement of the term. The leave will be extended for the period covering the first re-election term. The employee will provide the Company with two (2) weeks' notice of their intent to return to work. The employee shall be returned to work consistent with his seniority .

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ARTICLE 23- LEAVE FOR UNION BUSINESS

23.01 An employee elected or nominated by the Union to attend Union Conventions or Meetings may be granted a leave of absence, without pay, for a period not to exceed up to fifteen (15) working days (unless mutually agreed to an extension), and the Human Resource Manager is given a minimum of five (5) working days' notice, in writing, of such absence, and not more than three (3) employees shall be granted such leave of absence at any one time.

ARTICLE 24 ·BEREAVEMENT LEAVE OF ABSENCE

24.01 When a death occurs in the immediate family of an employee (parents, current spouse's parents, current spouse, children, step-children, brother or sister), the employee shall be allowed up to five (5) days off with regular straight time pay at the time of bereavement.

The Company will grant to an employee who suffers a death in his/her family (step-parents, grandparents, grandchildren, step-brothers, step-sisters, half­brothers, half-sisters, son's current spouse, daughter's current spouse, current spouse's step­parents, current spouse's grandparents, great grandparents, brother-in-law, sister-in-law) a leave of absence with full pay for three (3) working days following the death.

24.02 The employee will notify his immediate supervisor or Human Resources as required in the event of a bereavement leave approval is required.

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24.03 Such paid bereavement leave as described in Clause 24.01 is only available where the employee would otherwise be at work during this period (excluding Saturdays, Sundays, vacations and holidays) surrounding the date of the funeral.

24.04 If a bereavement occurs during a vacation period the employee may extend the vacation by the number of bereavement days. If a Holiday falls during the bereavement leave, the bereavement leave will be extended .

24.05 Proof of death may be requested by the Company .

ARTICLE 25- JURY/CORONER DUTY

25.01 An employee who is called for Jury/Coroner service or is subpoenaed to court as a witness shall be excused from work for the days on which he serves and he shall receive, for each such day of jury/coroner service duty or witness duty on which he, otherwise, would have worked, the difference between eight (8) times his base hourly rate and the payment he receives for Jury/Coroner service duty or witness duty. In order to receive payment, an employee must give management prior notice that he has been summoned and present proof of service and the amount of Jury/Coroner service duty fee paid by the court or witness fee .

If an employee is on jury duty during the vacation period or recognized holiday, he/she will be entitled to re-schedule his/her vacation or recognized holiday .

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This also applies to an employee who is working afternoons or midnights who has reported to jury duty during the off shift. Such employee will be granted the day off with pay the shift prior to or shift following to the day he reports for duty to the court.

ARTICLE 26 - APPRENTICES

Apprentices in each of the trades covered shall be paid a progressively increasing schedule of wage as follows:

1st 1000 hours not less than 65% of the Joumeyperson rate 2"d 1000 hours not less than 70% of the Journeyperson rate 3rd 1000 hours not less than 75% of the Journeyperson rate 4th 1000 hours not less than 80% of the Journeyperson rate 5th 1000 hours not less than 85% of the Journeyperson rate 6th 1 000 hours not less than 90% of the Journeyperson rate ih 1 000 hours not less than 95% of the Journeyperson rate 8th 1 000 hours not less than 98% of the Journeyperson rate

An employee with seniority rights who enters the apprenticeship program will remain at his/her current hourly rate until such time as the percentage (%) of the Journeyperson rate is greater of the two and will continue to progressively increase as per the above chart. A new hire placed directly into an apprenticeship will begin at 65% of the Journeyperson rate and progress according to the apprentice wage schedule.

Employees who complete their apprenticeship will have twelve (12) months to obtain their journeyperson card by completing the Provincial or applicable test or exam. This time may be extended by mutual agreement between the company and the union.

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ARTICLE 27 - BULLETIN BOARDS

27 The Company will provide a lockable centrally located bulletin board for the convenience of the Union in posting notices of Union meetings and Union business. All such notices must be signed by the proper officer of the Union and submitted to the Plant Manager or Human Resources Manager for approval before being posted .

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LETTER OF UNDERSTANDING #1- ABLE TO PERFORM

January 22, 2008

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: ABLE TO PERFORM

During our recent negotiations the parties discussed employees performing the duties of a job. Able to perform is interpreted to mean the employee's ability to perform the duties of his/her position after proper training and trial period. Normal performance would include the employee's physical ability to meet standards of production, quality and quantity generally accepted as adequate for employees in the same or other like jobs.

Sincerely

Paul Teeple Manager Industrial Relations Europe and Canada Dana Canada Corporation

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LETIER OF UNDERSTANDING #2- ACCOMMODATED WORK

February 26, 2008

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: ACCOMMODATED WORK

From our recent negotiations, this letter confirms our agreement that the Company will continue to develop our return to work and modified work programs in conjunction with our Local Union Committee .

Sincerely

Paul Teeple Manager Industrial Relations Europe and Canada Dana Canada Corporation

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LETTER OF UNDERSTANDING #3- COOLING OFF PERIOD

February 18, 2008

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: COOLING OFF PERIOD

During our 2008 negotiations the union expressed concern regarding an employee who may quit in a hasty manner and later regret the decision.

The company agreed that in the event that an employee quits in haste or under duress, without a letter of resignation, there shall be a forty-eight (48) hour cooling off period before the release will be processed. This does not preclude the company from enacting disciplinary procedures. Should the employee rescind the quit, a meeting must be held with the Human Resource Manager. a committeeperson and the employee before the return to work.

The cooling off period will not be allowed more than once for any employee.

Sincerely

Paul Teeple Manager Industrial Relations Europe and Canada Dana Canada Corporation

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LETTER OF UNDERSTANDING #4- EMPLOYEE ASSISTANCE

January 21, 2008

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: EMPLOYEE ASSISTANCE

During our 2008 negotiations the company and union discussed at length the issues of potential substance abuse in our facility and the resulting effect on our people, their families, their fellow employees, the productivity of our plant and the resulting negative impact.

The Company recognizes the importance of a continuous co-operative effort between management, Union representatives and our employees in this regard .

The company agreed to work with the CAW to recognize an Employees Assistance Representative, appointed by the union. This individual would have specific knowledge and training in dealing with people who suffer from substance abuse .

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The parties understand that information obtained by this representative must be treated in a confidential manner and can only be shared with the Human Resources Manager.

The company understands that the representative may from time to time, require with pay time off the job and/or away from work in order to assist employees. Should this occur the employee would be paid the balance of a shift (maximum eight (8) hours).

The parties agree that these efforts will help provide our people with an easy and convenient opportunity to access the assistance they may require, which is a critical step in any recovery process. Employees who are under physician prescribed care may be eligible for STD or LTD during the treatment period.

Sincerely

Paul Teeple Manager Industrial Relations Europe and Canada Dana Canada Corporation

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LETTER OF UNDERSTANDING #5- HEALTH, SAFETY AND ENVIRONMENT

February 19, 2008

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: HEALTH, SAFETY AND ENVIRONMENT

During our recent negotiations the parties discussed the issues of Health and Safety process in the facility. The following processes will be followed .

Company Duties

The company shall institute and maintain precautions to provide every worker a safe and healthy workplace. The Company will make every effort to comply in a timely manner with all applicable legislation pertaining to Occupational Health and Safety. All standards established under these laws must constitute the minimum acceptable practice, which the parties will strive to improve upon by agreement of the members of the Joint Health, Safety and Environment Committee .

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Joint Health, Safety and Environment Committee

A Joint Health, Safety and Environment Committee shall be established which is composed of a minimum of six (6) union members chosen by the union and an equal number of company members.

Two co-chairpersons shall be members of the committee. One co-chair shall be a union member selected by the union the other shall be a company member.

Without limiting the generality of the foregoing, the committee shall:

Determine that inspections have been carried out at least once a month by the co-chairs, accompanied by the appropriate members of the Joint health and Safety Committee. These inspections shall be made of all places of employment, including buildings, structures, grounds, excavations, tools, equipment, machinery and work methods and practices including ergonomic assessments.

Recommend measures required to attain compliance with appropriate government regulations and the correction of hazardous conditions.

Consider recommendations from the workforce with respect to health and safety matters and recommend implementation where warranted in conjunction with OHSAS 18001 regulations.

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Hold JHSC meetings at least once a month and include the review of reports of current accidents, occupational diseases and sprain and strain injuries, their causes and means of prevention; remedial action taken or required by the reports of investigations or inspections, and any other matters pertaining to health and safety .

Record the minutes of the meetings, which shall be signed by the co-chairs, distributed to the committee members, posted on the bulletin boards and sent to the plant manager, local union and national union representative .

Have access to and promptly receive copies of all reports, records and documents in the company's possession or obtainable by the company pertaining to health or safety .

All new equipment must be inspected by a union certified member designated by the union along with the company certified member and this equipment must be signed off by a certified member before production is started .

Time spent by members of the committee in the course of their duties shall be considered as time worked and shall be paid in accordance with the terms of this agreement.

Right to Refuse

The company shall ensure that all employees are informed that they have the right to refuse hazardous work which may harm them or any person and that signs are posted in the workplace advising them of this right.

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When a worker exercises his or her right to refuse, he or she shall notify the supervisor Who shall promptly notify the union co-chair or designate and the company designated member who shall participate in all stages of the investigation. The worker shall stand by at a safe place and participate fully in the investigation of the hazard as required and then may be reassigned.

The company shall ensure that no other worker is asked or permitted to perform the work of the worker who refused unless the second worker is advised of the reasons for the work refusal in presence of the co-chair and refusing worker.

If the union co-chair and the supervisor cannot agree on a remedy to the work refusal, the government inspector shall be called in.

Accident and Incident Inspections

Every injury or near-miss which involved or would have involved a worker going to a doctor or hospital must be investigated. The co-chairs or designate shall investigate the accident or incident.

Education and Training

No employee shall be required or allowed to work on any job or operate any piece of equipment until he/she has received proper education, training and instruction.

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All members of the Joint Health Safety and Environment Committee will be trained as Certified Members although only one may function at any given time. The Union will determine who will be recognized as the union Certified Member .

Ongoing training of employees in safety and ergonomics issues will be discussed by the parties and the company will consider using the resources of the National Union and internal trainers to update the knowledge of the employees .

Disclosure of Information

The Company will continue to disclose the identity of all known physical agents, toxic materials or other hazardous substances to which workers are exposed prior to the material entering the plant.

Any pertinent information such as symptoms, medical remedies, antidotes, required protective equipment, storage hazards etc., will be made available to the Committee .

WHMIS training will continue to be done annually .

Right to Accompany Inspectors

The union co-chairperson or designate shall be allowed to accompany a government inspector on an inspection tour and to speak with the inspector out of earshot of any other person .

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Right to Accompany National Union Health and Safety Representative

The union co-chairperson will accompany the National Union Health and Safety Representative(s), who, with prior advance notice, will have access to the plant and locations where members of the union are employed, for the purposes of making safety and health inspections. The Company Safety Director or his/her designate will also accompany them while on Company premises.

Protective Clothing and Equipment

The company shall provide all employees whose work requires them to wear protective devices with the necessary tools, equipment and protective clothing recommended by the committee, including safety footwear (for replacement costs of this item see other section of the agreement) and safety glasses (prescription, if necessary initially supplied by the Company and up dated for prescription changes). These shall be maintained and replaced as necessary. The conditions necessitating their use shall be subjected to further corrective measures through engineering changes or the elimination of the hazard.

Lockout and Machine Guarding

The company shall ensure that all equipment is locked out and guarded. The JHSC shall develop lockout and test procedure and machinery guarding program. All employees who may be at risk will receive training specific to their job .

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First Aid Attendants

There shall be first aid attendants present on all shifts .

Injured Workers Provisions

An employee who is injured during working hours and who is required to leave for treatment or is sent home as a result of such injury shall receive payment for the rest of the shift at his/her regular rate of pay. Such employee shall be provided with transportation for medical treatment and then to his/her home .

No Working Alone

No employee shall be required or permitted to work alone in the building .

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LETTER OF UNDERSTANDING #6- HOLIDAY PAY QUALIFICATION

December 14, 2007

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: HOLIDAY PAY QUALIFICATIONS

During our 2007 negotiations, we discussed the intent of Clause 15.02. It was agreed that there may be circumstances which prevent an employee from being at work the day immediately preceding and immediately following a holiday in order to qualify for holiday pay. When such circumstances occur, consideration will be given to qualify the employee for holiday pay providing the reason for his/her absence is presented to the Human Resources Manager. The Company will be reasonable in consideration where employees may be late on these days as a result of traffic, weather or vehicle problems where the employee reports to work as soon as is reasonably expected caused by these potential delays. Certainly anyone who has an emergency leave will qualify for the Holiday providing proof for the emergency is provided as per the Act.

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The Company and the Union agree that the intent of this procedure is to recognize an employee who has a bona fide absence or is excused immediately preceding or following a holiday .

Yours truly

Paul Teeple Manager Industrial Relations Europe and Canada Dana Canada Corporation

LETTER OF UNDERSTANDING #7 -JOB ROTATION

December 14, 2007

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: JOB ROTATION

During the negotiations the Company and Union discussed and agreed on the practice of job rotation. The Company has committed to the ongoing practice of job rotation to maintain flexibility, to reduce the repetitive nature of some jobs and to broaden the job content of assignments.

Job rotation will be continued within each department of the Plant in a manner that will ensure maximum safety, quality, productivity and job enrichment. The rotation sequence and timing may vary by and within departments to accommodate mutually acceptable requests of employees and management. Job rotation will occur in every production area unless an unusual circumstance prevents the rotation. If there is a requirement to limit the rotation, the circumstances will be discussed with the Committee.

Sincerely

Paul Teeple Manager Industrial Relations Europe and Canada Dana Canada Corporation

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LETTER OF UNDERSTANDING #8- JOINT ANTI­HARASSMENT POLICY

February 18, 2008

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: JOINT ANTI-HARASSMENT POLICY

During the current negotiations the parties discussed Human Rights issues in the workplace. The parties have committed to implementing the procedure for the benefit of Dana employees. In addition, the parties agreed to outline the procedure within the context of this Appendix .

Dana Canada Corporation and the CAW are committed to providing a harassment free workplace. Providing fair and equitable treatment for all employees is best achieved in an environment where all individuals interact with mutual respect for each other's rights .

Workplace Harassment Policy

Every employee has the right to work in an environment free of harassment. The right includes the responsibility to eliminate harassment in our workplace, either as a participant or as an observer •

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The policy and procedure outlines the commitment of Dana and the CAW to ensure a harassment free workplace as required under applicable Human Rights Legislation and will act as a guide to employees in adhering to legal and social guidelines regarding the recognition and prevention of harassment.

This policy exists to underline the seriousness of workplace harassment at Dana. Employees who feel that they are being harassed are encouraged to seek protection under this policy.

Harassment is defined as a "course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome" that denies individual dignity and respect on the basis of the grounds prohibited by applicable human rights laws. At Dana all employees are expected to treat others with courtesy and consideration and to discourage harassment on company premises.

Workplace harassment includes but is not limited to the following examples:

• Unwelcome remarks, jokes, innuendoes or taunting about another's body, attire, gender, disability, racial or ethnic background, sexual orientation which cause awkwardness or embarrassment.

• Displaying visuals of a sexual, racial or otherwise offensive nature such as pornographic pictures, posters, cartoons, graffiti, or simulations of body parts.

• Leering (suggestive staring) or other gestures. • Unnecessary physical contact such as touching, patting

or pinching.

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• Unwanted sexual solicitation, physical contact or advances, particularly made with implied reprisals, if rejected.

• Refusing to work or share facility with another employee because ofthe other's gender, disability. sexual orientation, racial, religious or ethnic background.

• Backlash or retaliation for the lodging of a complaint or participation in an investigation .

Obligation of Employees

Employees are obligated to bring any complaint of harassment to the attention of the Human Resources Manager for the Company or Committeeperson for the Union as soon as possible. If the Company/Union is not made aware of any issues of harassment, they may be unable to address such issues .

What Harassment is not

Properly discharged supervisory responsibility including disciplinary action or conduct that does not interfere with a climate of understanding and respect for dignity and worth of Dana employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with normal social relations that are a part of life in Dana .

Filing a Complaint

If an employee believes that he/she has been harassed on the basis of any of the grounds stated above, that employees should:

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• Tell the alleged harasser to stop. • Document the event(s) complete with the time, date,

location, names of the witnesses and details of each event, if possible.

• If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if after being told to stop the alleged harasser continues the harassed employee should lodge a complaint either directly or through a person on his/her behalf with any company or union representative.

Investigation

In minor cases, the company and the union agree that the union and the company may try to resolve a harassment complaint infonnally using the Internal Procedure without a full investigation when so requested by the complainant. All cases of harassment will be handled by the Human Resource Manager for the Company or Committeeperson for the union. The outcome of this attempted resolution will be communicated to both the union and the company. If the complainant disagrees with the attempted resolution or if the complaint involves more than minor issues there will be a joint investigation of the complaint according to established methods. Once informed of a complaint requiring joint investigation, the appropriate representative will immediately inform his/her counterpart and together these two (2) will conduct a thorough investigation according to the established methods. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation team will include at least one {1) woman.

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The joint investigation will include an interview of the complainant and may include interviewing the alleged harasser, witnesses and other persons named in the complaint. It is the intention of the union and the company that, in most cases, the investigation will take place within five (5) days and shall be concluded within fifteen (15) days of the lodging of the complaint. An extension to the time limits may be granted by mutual agreement.

The interviewing time and location wilt recognize the need to maintain confidentiality. The identity of the complainant, the alleged harasser(s) and the nature of the complaint will be kept confidential and only the persons with a need to know will be informed of the complaint. Records of the investigation, including interviews, evidence and recommendations will be securely maintained in the offices of the respective representatives .

Resolution

Upon completion of their joint investigation, the investigators will present their report to the Manager, Industrial Relations and the CAW National Representative. The company agrees that ten (10) days after receiving the joint investigation report the harassment complaint will be resolved .

The purpose of this Policy and Procedure is to allow the CAW and Dana Canada Corporation the opportunity to address and resolve internal problems related to the objective of achieving a harassment free workplace. This Policy in no way precludes the complainant's right to seek action under the applicable Human Rights Legislation .

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The parties also agree to communicate this Policy to all Dana employees at the location, through a jointly developed and delivered training program within one (1) year following ratification of this agreement.

• Such training will be mandatory for all employees working at the location.

• The duration of the training will be three (3) hours. • The training will be conducted during normal working

hours.

Sincerely

Paul Teeple Manager Industrial Relations Europe and Canada Dana Canada Corporation

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LETTER OF UNDERSTANDING #9- PAID EDUCATION LEAVE (PEL)

February 25, 2008

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: PAID EDUCATION LEAVE (PEL)

The Company agrees to pay into a special fund three (3) cents per hour per employee for all compensated hours, for the purpose of providing paid education leave. Said paid education leave will be for the purpose of upgrading the employee's skills in all aspects of the Trade Union functions . Such monies will be paid on a quarterly basis into a trust fund established by the National Union, CAW and sent by the Company to the CAW Leadership Training Fund, 205 Placer Court, North York, Ontario, M2H 3H9 .

The Company further agrees that the members of the Bargaining Unit, selected by the union to attend such courses, will be granted a leave of absence without pay for twenty (20) days' class time, plus travel time where necessary. Said leave of absence is to be intermittent over a twelve (12) month period from the first day of the leave .

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The Company further agrees to supply the Union with the following information when each contribution is sent to the Paid Education Leave Program, the Local Union number, the Bargaining Unit covered, the number of employees, the number of hours used in the calculation and the period of time covered.

Seniority shall accumulate during the period of an approved leave of absence and a copy of the written leave will be furnished to the employee and the Plant Committee Chairperson.

After the leave of absence an employee will be placed in his/her former job if it still exists or his/her former classification, seniority permitting.

Sincerely

Paul Teeple Manager Industrial Relations Europe and Canada Dana Canada Corporation

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LETTER OF UNDERSTANDING #10- SKILLED TRADES

February 26, 2008

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: SKILLED TRADES

During the recent negotiations the parties discussed the differences between Skilled Trades and Production Job Classifications .

As a result the parties agreed to continue discussion in greater detail during the term of the Collective Agreement Such discussions will focus on but not be limited to the CAW Skilled Trades Program and Apprenticeship Training .

In addition the Company agreed to deduct CAW Skilled Trades dues upon request.

Sincerely

Paul Teeple Manager Industrial Relations Europe and Canada Dana Canada Corporation

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LETTER OF UNDERSTANDING #11- SKILLED TRADES TOOL REPLACEMENT

February 26, 2008

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: SKILLED TRADES TOOL REPLACEMENT

During our recent negotiations discussions the Company agreed to continue the practice of the replacement of tools for skilled trades that become broken while in the course of employment so long as the said tool can be presented to the Company.

Sincerely

Paul Teeple Manager Industrial Relations Europe and Canada Dana Canada Corporation

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LETTER OF UNDERSTANDING #12- SUMMER STUDENTS

January 7, 2008

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: SUMMER STUDENTS

During our recent negotiations the parties discussed the use and hiring of summer students to fill in and augment the workforce during the summer vacation period. The parties therefore agree to the following terms and conditions respecting the hiring of students .

• The use and hiring of summer students is restricted to the period of April15 through to September 15 each year .

• The use or hiring of students will not be permitted while regular bargaining unit employees are on layoff

• Children of Dana employees will be considered first for any of the student positions

• Students will not be entitled to employee benefits

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o Students will not be offered overtime until all regular employees have been offered the hours available

o Students will not be placed in open positions on preferred shifts until such positions are offered to regular employees on the off shifts, except for training purposes

o Students hired on Dana payroll will be paid at the applicable starting rate at the plant.

Sincerely

Paul Teeple Manager Industrial Relations Europe and Canada Dana Canada Corporation

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LETTER OF UNDERSTANDING #13- TEMPORARY WORKERS

February 25, 2008

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: TEMPORARY WORKERS

During our 2008 negotiations the parties discussed the use of temporary workers (excluding students) in the Oakville XL Plant, Brantford Plant and Mount Forest Plant. The parties agreed that temporary workers in the facility are excluded from the Bargaining Unit and their pay and working conditions are determined solely by the company .

The parties recognize that a limited number of temporaries working in traditional Bargaining Unit jobs may be required to meet short-term customer demands and peaks in schedules .

The parties have agreed that the following rules will apply to the use of temporary workers:

• There shall be a maximum of ten (10) percent temporary workers (excluding students). This can be increase by mutual agreement of the parties .

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• Temporary employees may work for a maximum period of ninety (90) days and must then either be hired or terminated unless extended by mutual agreement.

o There shall be no use of temporary workers while there are employees laid off from that classification.

o Temporary workers shall not be eligible for overtime until all full-time employees have been asked and exhausted.

• Temporary workers shall not be assigned to the day shift except for training purposes.

The company will inform the Union prior to the use of temporary workers and provide the details and reason for the use of these workers.

Sincerely

Paul Teeple Manager Industrial Relations Europe and Canada Dana Canada Corporation

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LETTER OF UNDERSTANDING #14- WOMEN ADVOCATE

January 21, 2008

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: WOMEN ADVOCATE

During the 2008 negotiations, the parties discussed some of the special issues that face women in the workplace. As well the parties recognize and share the concern that women uniquely face situations of violence or abuse in their personal lives that may affect their attendance or performance at work. The parties agree that when there is adequate verification from a recognized professional (i.e . doctor, lawyer, professional counselor) a woman who is in an abusive or violent personal or domestic relationship will not be subjected to discipline without giving full consideration to the facts in the case of each individual and the circumstances surrounding the incident otherwise supportive of discipline. This statement of intent is subject to a standard of good faith on the part of the Company, the Union, and the effected employees to subvert the application of otherwise appropriate disciplinary measures .

The Company agrees to recognize a women's advocate appointed by the union .

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The role of the advocate is to:

• Take part in the investigation along with management in harassment issues involving women in the workplace .

• Take part in an investigation in support of women employees regarding harassment issues outside the workplace.

• To be knowledgeable and helpful in locating community resources such as counselors or shelters to assist those in need.

• To identify and make recommendations to the employer in regard to barriers which may have an adverse affect on female employees.

The women's advocate will participate in the annual five (5) day training program sponsored by the CAW-Canada at no cost to the company.

Sincerely

Paul Teeple Manager Industrial Relations Europe and Canada Dana Canada Corporation

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LETTER OF UNDERSTANDING #15- NO TRANSFER OF WORK BETWEEN PLANTS

March 18, 2008

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: NO TRANSFER OF WORK BETWEEN PLANTS

During our 2008 negotiations Dana Canada Corporation and the CAW held lengthy discussions regarding the future of the facilities (Brantford, Mount Forest, Oakville XL) represented by the CAW .

As Dana Corporation emerges from Chapter 11 protection, the company will continue to evolve and will be focused directly on profitability, productivity, customer service and new and innovative products and processes .

Over the past couple of years Dana has spent considerable time and effort in maximizing and optimizing the manufacturing footprint in North America which resulted in numerous announced plant dosings, product rationalization and business realignment.

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Specifically, we discussed the performance and future of Brantford, Oakville XL and Mount Forest. Certainly the people in these plants have performed very well. The plants have had good productivity and customer service. All have shown a keen effort in maintaining good quality records and participating in continuous improvement efforts. While Brantford has lost some of the Heavy Duty business as a result of the product rationalization efforts, this should not be taken as a reflection on the efforts of the Brantford people.

It is Dana Canada's plan to continue to develop these plants, the people and the technology in these plants that will aid in securing their future competitiveness in the market place. We all agree that this is key to securing the future of the plant and thus the people that work there.

The company commits that there are no current plans to transfer the business in any of these plants to another Dana Plant. It is the desire of the company to grow these operations when opportunity presents it self.

To that end the Company will not transfer existing work out of the Brantford, Mount Forest or Oakville XL plant where the CAW represents employees into a Dana plant where they do not, save and except the previously announced moving of "heavy duty" work to Lima from Brantford, unless it is specifically directed by a customer. This agreement is in force until February 1, 2011. For greater clarity, should a customer make a sourcing decision under an existing contract, end a sourcing contract, or does not renew a sourcing contract the Company will not be required to comply with the terms as set out in this paragraph.

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Where a transfer to another facility of a particular part of a business may be reasonably required for the support of a customer program or to support a customer program the parties will meet to discuss the situation and potential affect on the plant.

The company commits to have quarterly business updates of the business plans with the Local Union and the National Union. These updates will focus on the short and long term prospects for the facility, the status of the present business . potential business changes that may effect the employment and any new business opportunities that may be available .

The company commits to having meaningful discussions with the Union in the event that present business is threatened, whether that is through uncontrollable customer decisions and direction, pricing pressures, productivity issues, quality issues or internal Dana concerns. Should the potential for a negative impact on the facility be for seen, the discussions will include opportunities for both parties to freely participate in finding solutions to any issue with the goal of maintaining the business and employment in the facility. The company commits to providing ample time for these discussions, with a minimum of ninety (90) days prior to any major effect on the facility, if it is under the company's control.

The union has committed to full participation and a willingness to discuss any and all potential solutions to the business matters .

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Should a new business opportunity present itself the company commits to holding timely discussions with the union (which may be confidential} with regards to obtaining that new or replacement business for the facility. The union agreed to support these efforts by considering opportunities for better asset utilization and productivity. The company commits to make reasonable and necessary capital expenditures designed to maintain and expand the work performed.

Should there be a potential business loss the company is committed to the same discussions.

In the event of a major permanent reduction in the workforce is required the company agrees that prior to implementing planned layoffs it shall review and discuss with the local union committee the details of situation. The company will provide:

• Any relevant information that clearly relates to the business need for a permanent reduction,

• The anticipated impact on the facility and people.

The company and union will discuss appropriate adjustments to minimize the effect on the people, which may include the reduction in the use of outside contractors, reduction in overtime and voluntary layoffs.

Sincerely

Paul Teeple Manager, Industrial Relations Europe and Canada

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LETTER OF UNDERSTANDING #101 ·BANKED OVERTIME

February 19, 2008

SUBJECT: BANKED OVERTIME

During bargaining, the parties discussed the continuation of banking of overtime. Employees can accumulate up to forty (40) hours per year of paid time off. We agreed that in the event that employees choose to accumulate up to forty (40) hours of overtime worked, such employees would do so on the understanding that the time off would be subject to the Company's approval and will not be unreasonably withheld.

An employee who intends to bank an overtime shirt worked, s/he must advise the supervisor by completing this form prior to working the shift in question. The employee will be paid eight (8) hours at straight time and bank the premium time . For example, an eight (8) hour overtime shift paid at 1.5 x (time and one-half) will be paid at eight (8) hours and recorded as four (4) straight time hours in the employee's bank .

The request for this time off must be placed on a vacation request form and submitted to the shift supervisor . Requests must be submitted forty-eight (48) hours prior to using the time. Banked time must be used in four (4) or eight (8) hour increments .

Gord Cavdek, Plant Manager Ruth Penwarden, Human Resources Manager Dana Canada Corporation Mount Forest Plant

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LETTER OF UNDERSTANDING #102- HEAT BREAKS

February 19, 2008

SUBJECT: HEAT BREAKS

In order to protect our employees from developing heat induced illness the Company in consultation with the Joint Health & Safety Committee has established the following plan.

At the back in XL2 there is a chart control that reads the relative humidity and the temperature.

When this reaches either 90 Degrees temperature or 40 percent on the humidity, breaks will be given as follows:

1) An extra 5 minutes onto the first breaks or 2) An extra 10 minute break between the start time of

your shift and lunch time depending on the temperature and at supervisor's discretion

3) Second break will be extended to a 15 minute break between lunch and quitting time

Your supervisors and/or health & safety will monitor this chart and notify you if your breaks are to be extended.

This policy will be in effect from May 151 to September 30th .

Gord Cavdek, Plant Manager Ruth Pemwarden, Human Resources Manager Dana Canada Corporation Mount Forest Plant

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LEITER OF UNDERSTANDING #103 -LABOUR MANAGEMENT MEETINGS

February 18, 2008

SUBJECT: LABOUR MANAGEMENT MEETINGS

From our recent negotiations, this letter confirms our agreement that the CAW Local Committee and the Company will meet in a Labour Management meeting once a month .

This meeting will take place in the plant at a mutually convenient time during Committee members' regular work hours and will last a maximum of two (2) hours .

A Committee representative may draft and circulate an agenda at least five (5) days in advance of the meeting .

Matters that are filed under the Grievance Procedure will not form a part of the agenda .

Gord Cavdek, Plant Manager Ruth Penwarden, Human Resources Manager Dana Canada Corporation Mount Forest Plant

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LETTER OF UNDERSTANDING #104- SAFETY GLASSES AND SAFETY BOOTS

February 26, 2008

Steve Farkas Area Director CAW

Dear Steve

SUBJECT: SAFETY GLASSES AND SAFETY BOOTS

PLANT SAFETY GLASSES

The Company will provide plant safety glasses at no cost to an employee on his/her first day of employment and replacement safety glasses at no cost to an employee, due to job related damage and use.

PRESCRIPTION SAFETY GLASSES

All employees working in the Company will be required to wear safety glasses provided by the Company as a condition of employment.

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Prescription safety glasses will be provided to an employee following the completion of his/her probationary period. The cost for prescription safety glasses will be covered at 100% once every twenty-four (24) months, and such eye protection shall be CSA approved. During his/her probationary period the company will not provide prescription glasses but will provide "cover-ups." The Company will replace or repair prescription safety glasses due to job related damage. No coverage will be provided for progressive lenses or tints. Safety glasses must be clear with zero tints .

SAFETY SHOES

AU employees will be required to wear Company approved safety shoes or boots as a condition of employment and such foot protection shall be CSA approved. The Company will provide a safety boot allowance of $100 to each employee who purchases certified safety shoes or boots for wear at work. The allowance will only be paid once during each calendar year. The employee must provide a bonafide receipt when requesting the safety shoe allowance .

Mount Forest plant only - Process Operators will receive reimbursement twice per calendar year .

Sincerely

Paul Teeple Manager Industrial Relations Europe and Canada Dana Canada Corporation

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LETTER OF UNDERSTANDING #105 -UNION WORK SPACE

February 19, 2008

SUBJECT: UNION WORK SPACE

From our recent negotiations, this letter confirms our agreement that the Company will provide the Union with the following:

• Office space, the purpose of which being a location for day-to-day activities.

• Locking file cabinet, desk, chairs and printer. • Telephone and a personal computer with Internet

access for the use of the CAW Local Committee.

Gord Cavdek, Plant Manager Ruth Penwarden, Human Resources Manager Dana Canada Corporation Mount Forest Plant

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JOB TITLE PAY START 120 6 MOUTH TOP

LEvELS RATE DAYS RATE 1 YEAf

lrELLOPERATOR. 1 $16.51 MATERI)!L RMIDL.::ER ;2 $f5.09· '$15;59 '"li 'Gli.:i:.!iJ::iT·Y,.COiiiTROl :.2 $15\09' $15:59: :$1659 "' WAAEHOUSE: " 3 $15:77,, $16:27 $17:·:27 18

. SHIPPER '3 $15.7.7 .$1'6.27' '$f7. PROCESS OPERATOR 4 $16:37 $t6.87 . $17.87

• MACHINE SETTER 4 $16:37 •$16:87 ;.$17:87' $18.88 TOOL & DIE' 5 $22.11 $22.61 $23.61 $24.32 MAINTENMICE 5 $22.11 $22.61 $23.61 $24.32

IGrowln.\liiage Start: $13'.85 vea'r'1 $1'4\74' Year2 s Year3

Effective March 23 2008- 25 cents increase/35 cents for skilled trades

~ -a m z c x

~ m (/1

JOB.TITLE .. PAY START '120 G,MONTH TOP

tE"""LS' RATE DAYS RATE 1YEAR s~ CELLOPER.ATOR 1 ${£5.80

, MATERIAL HANDLER ''2 $15.'38 $15:88 $16.88' $.f7:82 · . Ot.:JALITY CONTROL c2 $15.38 $15.'88·' $16.88 $17.82 WAREHOUSE >3' $16:o·6 $16.56: $.1(56' $18~50

SHIPPER i3 $16:o6 :$1 6:"56: . $17:56' $18:50 P RO'CE 88 0 PERATOFf :4 '$16:66 $17.16 $18:16 '$19.17 MACHINE .SETTER. t4 $'16.66 $17:'16 $18:16 $19.17 TOOL& DIE ;5 $22.50 $23:'00' $24:00. $24.71

.. MAINTENANCE :5 $22:50 $23.00'' $2400 $24.71

·· Growlri.Wage start $14:1'4 I $14.24 vear:1 $'15,03 $'15.13 Year 2 . $15:·91: $16:01 Year3 .. :~>16:8·o $16 90

Effective March.23 2009'=29. cerits ihci'ea9ei391: ents'{or· skilied trades Effective September 1 2009-.1 o: cents:h1trease~ror :cell operators I

•••••••••••••••••••••

JOB TITlE 120 6MONTH TOP

17.32

., Ill '<

i (II

N 0 .... 0

APPENDIX 2

BENEFITS

The following is a summary of the Insured Benefits Plans only. The language of the applicable group insurance policies will govern.

Eligibility

Active employees hired before February 24, 2008 and new employees hired after February 24, 2008, who have completed the applicable grow in provisions are eligible for the following benefits.

Active employees will continue to be covered by these benefits until retirement or tenmination. In the event of layoff, these benefit coverages will continue, at Company expense for one ( 1) month following the calendar month in which the layoff occurs.

Where co ordination of benefits is available for employees, the employee must co ordinate the applicable benefit with that of their spouse or common law spouse.

1 ) Dental Plan

a. (i) Diagnostic and Preventative --100% reimbursement.

(ii) Restorative, periodontic and endodontic-- 80% reimbursement.

Reimbursement for items a (i) and a (ii) above is to a combined maximum of $1 ,000 per calendar year for the employee and for each insured dependant. Effective in the third year of the contract, the combined maximum reimbursement per calendar year for these items will increase to $1,100.

95

• • • • • • • • • • • • • • • • • • • • •

• • • • • • • • • • • • • • • • • • • • •

b. Dentures, bridges, crowns - 50% reimbursement to a combined maximum of $1,000 per calendar year for the employee and for each insured dependant.

c. Orthodontic-50% reimbursement to a maximum reimbursement of $1,500 life-time per eligible member and dependant under eighteen (18) years of age .

2) Extended Health Plan .

a. Prescription Drug Plan with a 10% co-pay per prescription (excluding over the counter drugs) for employees and dependants covered by the plan .

b. Hospital Coverage for semi-private hospital room to a maximum reimbursement of $185 per day .

c. Vision Care plan provides up to $200 every twenty-four (24) months for employee and insured spouse and dependants or every twelve (12) months for dependant child if a prescription change occurs. Eye examinations, limited to one (1) every twenty-four (24) months (every twelve (12) months for dependants under age eighteen (18)) .

d. Physiotherapist- 80% reimbursement for $85 for first visit, $55 for each subsequent visit to an annual maximum $1 ,200 per employee and for insured dependant.

e. Hearing Aids- 80% reimbursements to a maximum of $750 every five (5) years .

f. 80% reimbursement to a maximum of $300 annual reimbursement for each of psychologist, osteopath, podiatrist, chiropractor, naturopath, chiropodist.

96

g. 80% reimbursement to a maximum of $250 annually for registered massage therapist

h. 80% reimbursement for licensed ground and emergency air ambulance.

i. 80% reimbursement for orthopedic shoes, orthopedic modifications to shoes to maximum reimbursement of $300 per year.

j. 80% reimbursement for blood glucose monitors for insulin dependant diabetes to a maximum reimbursement of $150 every five (5) years.

k. 80% reimbursement for rental or purchase of durable medical equipment, including but not limited to wheelchairs, walkers, hospital beds, wheelchair repairs (limited to $250 lifetime).

3) Life Insurance. Effective February 24, 2008 $35,000

4) Accidental Death and Dismemberment. Effective February 24, 2008---$35,000

5) Short-term Disability

a. 66 2/3 of weekly earnings b. duration of fifteen ( 15) weeks c. coverage from

i.. first day of hospitalization ii. first day of accidental injury iii. after the fourth day of illness

6) Health Care Coverage While On Layoff

For employees who are laid off, coverage for items 1. 2, 3 and 4 of this section will be paid for by the Company for one ( 1) month following the calendar month in which the layoff occurs

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• • • • • • • • • • • • • • • • • • • • •

APPENDIX 3

PENSION PLAN

The "Agreement Covering Pension Plan" which was in effect as of February 24, 2008 is hereby made part of the Memorandum of Settlement.

APPENDIX4

SEVERANCE PAY PLAN Effective March 1, 2008

1. Severance will be offered to any active employee permanently laid off from Dana Canada Corporation, Mount Forest, Ontario as a result of the discontinuance of a product line in whole or in part, and/or full or partial closure of the Plant as a result of a decision to remove or transfer work from the facility to another Dana facility and there is no other work available within the plant.

2. Employee must be in receipt of statutory notice of permanent layoff. Employees eligible for notice based on seniority and not active at work to receive notice of layoff as a result of being on Leave of Absence for WSIB, LTD, A&S, LMR, Maternity/Parental or Compassionate Leave are not automatically eligible for this enhanced severance unless they return to work and receive statutory notice of layoff. Upon full closure all employees on Leave of Absence for WSIB, L TO, A&S, LMR, Maternity/Parental or Compassionate Leave will become eligible following notice of layoff .

98

3. Employees who are in receipt of notice of layoff and subsequently are approved for a Leave of Absence for WSIB or A&S, Maternity/Parental or Compassionate Leave will continue to be eligible for this Severance Plan .

4. Any employee electing the severance package will cease to be eligible for any other payments beyond the election date and will be deemed to have resigned their employment with Dana and forfeited their seniority rights .

5. Eligible employees will have their layoff benefits (excluding LTD and A&S) paid for by the Company for three (3) months from the end of the statutory notice period, while on layoff if elected within the period specified in #6.

6. Election to accept this Enhanced Severance Package must be made within sixty (60) days of. the employee's last day of employment following the conclusion of the statutory notice period, or the package is considered void (excluding statutory requirements).

7. Payments will be made within fourteen (14) days of acceptance by the employee.

8. An employee may complete a direction under the Income Tax Act regarding termination pay and severance pay to have the entitlement paid directly into an RRSP or retirement vehicle chosen by the employee.

9. Employees, including those who retire during the closure or partial closure (within sixty (60) days of layoff) as determined in paragraph #1, and have been permanently laid off under this plan, will receive severance pay in accordance with Schedule 1 (Severance Payable).

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• • • •• • • • • • • • • • • • • • • • • •

10. Vacation pay owing will be paid at the time of enhanced severance payout.

11. Employees, that have received their statutory notice, and are then recalled for work will not be re-eligible for this closure/severance package unless they work for more than thirty (30) calendar days without being laid off .

Notice to the Union

The Company agrees to provide up to one hundred and twenty (120) calendar days' notice to the Union if possible. The information supplied to the Union will include the number of employees potentially impacted and the rationale for the decision. It is understood that the information will be used for discussions between the parties and the workforce and will be considered confidential. The Union will have the opportunity to make proposals, which could alter or modify the decision. If job losses become unavoidable and the Employer decides to cease or reduce all or part of its operations, the following provisions shall take effect for those active employees who lose their employment.

Payments inclusive to Employment Standards Act will be as outlined on Schedule 1, Severance Payable, attached. All payments will be based on full and partial years (Ex. 12 years and 6 months= 12.5 years) .

An Adjustment Committee will be established as outlined in Schedule 2, attached .

100

Employee Records

The Employer will retain all employee records, including disability and Workers' Compensation records, for a period equal to the employee's seniority but not less than seven (7) years from the date of closure. Reasonable access and/or copies of such employee records shall be provided to the Union. In no event will the Employer deny the Union access to or copies of such records where the employee gives permission to release such records.

Recall Rights

In the case of partial closure, terminated or laid off employees will maintain their recall rights for a period of:

1. Their length of seniority to a maximum of forty-eight (48) months, or

2. Until severance is accepted.

In the case of total closure, terminated employees will maintain their recall rights for a period of:

1. Their length of seniority at the date of termination to a maximum of three (3) years, or

2. Until severance is accepted.

Schedule 1 - Severance Payable

Schedule 1 is inclusive of any amounts of severance pay required under Federal or Provincial legislation. Each employee laid off permanently, as defined in items 1 to 11 above, will be entitled to a severance payment of:

101

• • • • • • • • • • • • • • • • • • • • •

• • • • • • • • • • • • • • • • • • • • •

• Employees with more than five (5) years of service, one week per year of service to a maximum of twenty-six (26) years of service .

• In addition, employees will be eligible for the following enhancement to their severance (example: employee with ten (10) years would received ten (10) weeks pay plus $1,500):

Years of Total Years of Total Service Additional Service Additional

Severance Severance $

!02

Schedule 2

Adjustment Committee

As part of the Security Program, the Company will follow these directives in cases of a complete closure of this Dana Canada Corporation facility.

1. The Company will participate in a Labour­Management Adjustment Committee and will seek financial assistance from the Federal Government and the Ontario Provincial Government.

2. Every Worker who is to be terminated will receive an in-depth (one hour) individual needs assessment conducted on Company time and provided at Company expense.

3. The Adjustment Committee of a maximum of six (6) people (three (3) Union members and three (3) Company members) will be provided two (2) days of training on adjustment issues and processes unless the action center is still in existence from the closure of the Plant. The training will be conducted on Company time and at Company expense.

4. The Company will provide adequate release time to members of the Adjustment Committee to effectively do their jobs.

5. Office space for an Action Centre and necessary equipment will be provided by the Company, for a period of six (6) months past the layoff.

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• • • • • • • • • • • • • • • • • • • • •

6. The Employer will fund a Training Trust Fund to provide education outlined in Item #5 above, to be administered by the Adjustment Committee. The Employer's contribution shall be based on $150 per employee. Any unused employer's contributions will revert to the Employer twelve (12) months after the final layoff, or earlier, with the agreement of the Union .

APPENDIX 5

NEW HIRE GRADUATED BENEFIT PROGRAM

Graduated Benefit Summary

Premium Share No change, no premium share

3 MONTHS • Life Insurance . • AD&D • Pension • Prescription Safety Glasses

6MONTHS • Health • Vision

1 YEAR • Dental

2YEARS • Short Term Disability

!04

3 YEARS e Graduated Benefits migrate to Standard benefit

package arend of wage progression.

Benefit Continuance 1 month following the calendar month in which the layoff occurs at company's expense. The benefits provided will be in accordance with the schedule above, but excluding pension contributions, while on layoff and STD.

Graduated Benefits migrate to Standard benefit package at end of wage progression.

Grow In Wage

Plant Start 1 year 2 years 3 years Mount 2008 $13.85 $14.74 $15.62 $16.51 Forest Mount 2009 $14.14 $15.03 $15.91 $16.80 Forest Mount 2010 $14.46 $15.35 $16.23 $17.12 Forest

Note: Additional 10 cents increase for Mount Forest not included in the above amounts. The $0.10 will be added to the monetary proposal.

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• • • • • • • • • • • • • • • • • • • • •

MEMORANDUM OF SETTLEMENT

The parties herein agree to the terms of this memorandum as constituting full settlement of all matters in dispute .

The undersigned representatives of the parties do hereby agree to recommend complete acceptance of all terms of this memorandum to their respective principles .

The parties herein agree that the term of the collective agreement shall be from February 24, 2008 through February 23, 2011 .

Dated the 201h day of March 2008 at Cambridge, Ontario .

For the Company

Paul Teeple Rich Whiting Gord Cavdek Ruth Penwarden

106

For the Union

Jerry Dias Steve Farkas Tim Mitchell

These rules do not form part of the Collective Agreement • and may be adjusted at the discretion of the company, • subject to the provisions of the Collective Agreement. • PLANT SAFETY RULES

1. Follow instructions. Comply with all safety rules and • signs. DON'T TAKE CHANCES. If you don't know ask . • 2. Get help promptly for injuries by immediately reporting • all accidents and injuries to your supervisor.

3. Do not wander. Enter only those areas for which you • have authorization. Use proper aisles. Do not take • shortcuts. Watch for moving vehicles. • 4. All Hoors must remain clean, free of oils, liquids, parts and debris. • 5. All material must be stored in a safe manner. • 6. Hearing protection must be worn on the plant Hoor. • 7. Long hair shall be suitably confined to prevent • entanglement with any rotating shaft, spindle, gear, belt • or other source of entanglement. {Shoulder length and longer.) For safety reasons, pony-tails should be • confined above shoulder length.

8. Clothing that is loose or dangling shall not be worn near • any rotating shaft, spindle, gear, belt or other source of • entanglement. Jewelry with the exception of small stud earrings and medic alert bracelets shall not be worn • {ex. Chains, rings, watches). Articles of clothing such as a sweatshirt must not be tied around the waist. •

107 • •

• • 9. Belly button jewelry must be covered by a long shirt or sweater, no bare midriffs. Ex. Tucked in shirt. Band-• aids are not acceptable .

• 10. Compressed air should be used as specified and should never be.directed at clothing or any part of the • body .

• 11. Do not watch welding arc. The welder is to ensure that

• there is a proper screen around the working area .

12 . Keep all tools, equipment and work areas in a clean • and orderly condition. Report any noticeable loose,

• worn. broken or damaged parts .

• 13 . Be extremely cautious and alert when operating all machinery, and report unsafe conditions and improper

• operations to your supervisor .

• 14 . Inspect equipment for proper feeding and ejection mechanisms (if used) before cycling equipment. Ensure

• proper sequence of cycling. Also ensure that everything is in proper place before operating

• equipment.

• 15 No employee shall remove, alter, displace or interfere with any safety/ergonomic device provided for his/her • protection or the protection of others; or interfere with a method or practice that has been developed to avoid an • accident or injury. Machine guards and safety devices must be in use at all times when equipment is • operating .

• • • 108

• 16. Report any questionable operation or unusual sounds, • conditions, or actions of the equipment to the supervisor. • 17. Where possible tum off equipment not in use. • 18. Do not defeat/bypass any safety features on any • equipment. • 19. All oils, solvents and other such liquids are to be kept in containers with WHMIS labels on them to identify their • contents. If contents are flammable, store in a • prescribed container away from heat.

20. Do not block fire fighting equipment. fire exits and • sprinkler valve controls. Know the location of fire • extinguishers and fire exits. Do not tamper with or misuse fire-fighting equipment. • 21. Riding as a passenger on fork lifts/reach trucks, etc is • dangerous and forbidden. Obey warning signals. Fork lift/Reach truck horns are for your protection and must • be obeyed.

22. Material Handlers must always honk the horn whenever • approaching an intersection, or an area where • pedestrians might not be able to see them approaching. Do not drive fork lifts/reach trucks at excessive speeds . • 23. In the event that a power outage has occurred you must • remain calm, evacuate to cafeteria and await further instructions from supervisor. • • • 109 •

• • • • • • • • • • • • • • • • • • • • •

24. Dana Corporation, Mount Forest facility uses an E.R.P, which is Emergency Response Procedure .

*Refer to your Health and Safety manual for further health & safety information .

COMPANY EXPECTATIONS FOR EMPLOYEE ATTITUDE AND CONDUCT

All employees of Dana Corporation, Mount Forest facility are expected to conduct themselves in a friendly, courteous and professional manner .

Listed below are examples of behavior we expect from our employees:

I> Help your team meet its goals and participate in team activities .

I> Support and abide by Dana Corporations policies, guideline and procedures .

I> Achieve quality goals and improve quality standards. Immediately correct all improper workmanship you discover.

I> Assist DANA in achieving production goals and schedules.

1> Treat every DANA employee with dignity and respect. I> Be honest in your dealings with DANA and your fellow

employees . 1> Use lockers for the storage of personal possessions. 1> Perform all your job responsibility . I> Be responsible for properly representing the products,

property, reputation, and good will of DANA during non­working hours .

110

Basically, all of these performance guidelines can be combined in one simple statement:

"Be a good DANA citizen"

PLANT RULES

The Plant Rules that follow are not inclusive of all possible offences and may be revised at some future date. The rules are listed simply to indicate some unacceptable forms of behavior for the guidance of employees. Failure to conform to these rules or normal standards of behavior will result in disciplinary action up to and including discharge.

1. All employees must comply with the Plant Safety Rules.

2. No employee shall willfully abuse, destroy, mutilate or deface any property of the company or of an employee or a customer.

3. No employee shall willfully falsify company records .

4. In the event an employee must be absent, the employee must provide notification to their supervisor one half hour prior to start of shift. You must make a genuine effort to speak to your supervisor or a supervisor if your own is not available. You must make yourself available to be contacted by phone for the first hour of your scheduled shift and should ensure that the Company has a phone number where you can be reached during this time. In accordance with Article 21.02 "Employees who are absent must call in each day prior to their regularly scheduled shift until they provide satisfactory medical evidence of their continuing absence."

Ill

• • ., • • • • • • • • • • • • • • • • • •

• • 5. Employees must maintain regular attendance, report to work stations five (5) minutes prior to the start of • their shift and remain at your workstation until buzzer sounds at end of shift . • 6 . Employees must swipe the time clock at the start and • end of their shift and if you leave Company premises during normal working hours. No employee shall • swipe another employee's time card or have made arrangements for another employee to swipe your • time card under any circumstances .

• 7. Insubordination or refusing to follow supervisory

• instructions or directions (If the employee feels his personal safety is endangered, he/she would follow

• the work refusal procedures) .

8 . An employee must notify the supervisor when leaving • his/her work area, for a period of time that would

• hinder production .

• 9 . No employee shall remove or attempt to remove company property, any item belonging to the

• company without prior written authorization .

• 10 . No employee shall abuse the time allowances made for personal needs .

• 11 . No employee shall waste company time.

• • • • • 112

• 12. No employee shall use other than designated • entrances and exits. If utilizing any other door than the employee entrance all safety equipment must be • worn. This includes safety glasses, hearing protection and safety shoes. • 13. No employee shall bring unauthorized persons, • including children, into the Facility at any time, without prior consent. • 14. No employee shall smoke or eat in prohibited areas. • Smoking is only allowed in the designated area. • Eating is only allowed in the cafeteria and the patio area. Smoking and eating is only allowed during • scheduled breaks and lunches. While we promote fluid replenishment, on the shop floor, only water in • plastic bottles with lid is permitted

15. The possession or consumption of alcohol and illicit • drugs while on Company property is strictly • prohibited. It is also a serious offence to be on plant property while under the influence of alcohol or drugs • which affect your ability to function with the normal degree of alertness and attention expected of all • employees. If an employee is taking prescription medication with any side-effects which may impact • work performance or safety, the employee should discuss the medication and possible accommodation • with his/her supervisor.

16. No employee shall fail to report to the supervisor • when sick or injured at work, nor leave company • premises due to sickness or injury without reporting to supervisor. • • 113 •

• • 17 . No employee shall post notices, distribute any written, reproduced or printed matter on company • premises without prior management authorization .

• 18. No employee shall initiate or participate in horseplay, scuffling or lighting. Examples of this are throwing • paint caps, water, rivets, etc. Engaging in criminal or acts of violence, making threats of violence toward • anyone on company premises or when representing the organization; lighting, horseplay or provoking a • light on company premises, are grounds for termination. You can be personally charged with • assault by the victim in addition to your termination .

• 19. No employee shall engage in malicious gossip and/or

• spreading rumours. No employee shall threaten, intimidate or coerce a co-worker. Engaging in

• behaviour designed to create discord and lack of harmony, interfering with another employee on the

• job is grounds for termination. You can be personally charged by the victim in addition to your termination .

• 20. No employee shall operate, stop or tamper with

• machines, tools or equipment to which he/she has not been specifically assigned by a supervisor .

• 21. All employees are to remain at their respective

• workstations until break (s) commence .

• 22 . No cell phones of any kind, or personal listening devices on production floor .

• • • • !14

• 23. Locks are suggested and are responsibility of each • employee for lockers. Company is not responsible for lost or stolen articles. • 24. All employees shall endeavor to attain all quality and • production standards set by the customer and the Company. • 25. Employees to request authorization for use of • company phones. • 26. Use of cameras are prohibited within the facility unless prior approval by your supervisor. • 27. Lunches are to be either in the fridge or stored in the • designated cupboard, nothing should remain on the • tables.

28. Employees are required to keep the Company • informed of any changes to personal information with • respect to address, phone number, etc.

29. Employees must, on request, make available their • lunch pails, lockers, tool boxes, etc for inspection by • the Company or its representatives.

30. Employees must take their breaks and lunches at the • assigned times unless pre -approved by the • supervisor.

31. Employees must adhere to the dress code. • • • • 115 •

• • • • • • • • • • • • • • • • • • • • •

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