AGREEMENT

Between:

AUTONEUM CANADA LTD., London, ON

(the "Company")

AND

NATIONAL AUTOMOBILE, AEROSPACE, TRANSPORTATION AND GENERAL WORKERS UNION OF CANADA (CAW-Canada), and its

Local 27 (the "Union")

Effective January 1, 2013 Expires April 17, 2017

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PAGE

19 26 16 28 12 26 19 35 22 17 20 22 7 12 15 14 3 16 7 7 3 3 10 11 4 11 6 12 14 25 34 29 22 32 22 30 35 23 30 25 32 28 34

INDEX

ARTICLE ARTICLE #

Arbitration Procedure 12 Benefits 21 Bereavement Leave 1 O Bulletin Board 23 Call-in Pay 7 Discipline 20 Discrimination 13 Eligibility for Lump Sum 31 First Aid Attendants 14 Grievance Procedure 11 Health and Safety 14 Holidays 17 Hours of Work 5 Layoff- Short Term and Indefinite 8 Leave of Absence 10 Job Posting 9 Job Security 1 Jury Duty 10 Management Rights 4 Overtime 5 Purpose 1 Recognition 2 Relief and Lunch Periods 5 Reporting Pay 7 Representation 3 Rights of Non-Unionized Personnel to Work 6 Rights of Union Officers and Stewards 3 Seniority 8 Shift Elimination/Reduction 8 Shift Premiums 19 Signing Bonus 30 Skilled Trades 24 Strikes and Lockouts 16 Students 27 Subcontracting 15 Temporary Transfers 26 Termination 32 Vacations 18 Visitation 25 Wages 19 Weekend Worker 28 Workers' Compensation 22 Workforce Reduction 29

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This Agreement is entered into this 1ih day of February, 2013

between

AUTONEUM CANADA LTD., London, the party of the first part, (hereinafter called the "Company")

AND

NATIONAL AUTOMOBILE, AEROSPACE, TRANSPORTATION AND GENERAL WORKERS UNION OF CANADA (CAW-Canada), and its Local 27

(hereinafter called the "Union")

ARTICLE 1 - PURPOSE

1.01 The intent and purpose of this Agreement is to set forth the terms and conditions of employment agreed upon by the union and the Company; to establish a basic understanding relative to hours of work, rates of pay and conditions of employment; to maintain a prompt and equitable means of settling employee grievances and to promote a harmonious relationship between the Company and the employees.

1.02 Wherever in this agreement there is reference to the masculine pronoun or noun, it shall deem to have reference to the female pronoun as well and vice versa.

1.03 Job Security

The parties recognize that job security is possible only if the Employer and the Union and the employees devote themselves to the goal of producing the highest quality products at the most economical cost and in satisfying the legitimate requirements of the Employer's customers.

ARTICLE 2 - RECOGNITION

2.01 The Company recognizes the Union as the exclusive bargaining agent of the following bargaining unit: all employees of Autoneum Canada Ltd. in the city of London, save and except supervisors, those above the rank of supervisor, office, clerical, quality coordinators, and sales staff.

2.02 Company to provide a copy (printed at a union printer) of the Collective Agreement in pocket book form to all employees and will email an electronic copy to the Union Chairperson. The cost of printing will be split equally between the company and the union.

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ARTICLE 3- UNION SECURITY AND REPRESENTATION

3.01 a) The Company agrees to deduct the regular weekly dues from the wages of all employees in the bargaining unit (including probationary employees) as prescribed by the union. The Company shall remit this amount monthly, not later than the fifteenth (151

h) day of the month following the month for which such deductions are made to:

CAW Local 27 606 First Street London, Ontario

N5V2A2

The Company will provide with the remittance an alphabetic list of all employees from whom union dues were deducted, specifying the amount deducted for each, or the reason why no deduction was made.

b) It is the responsibility of the Union to notify the Company forthwith of any changes in Union dues.

3.02 The Company agrees to record the total dues deduction paid by each employee for the previous calendar year on his/her T4 Income Tax Form.

3.03 It shall be a continuous condition of employment with the Company that all current employees who are members and future employees who come within the scope of this Collective Agreement shall become members of the Union following successful completion of their probationary period with the Company, and thereafter shall remain members in good standing.

3.04 The Company shall provide the Union with information relating to the following matters for employees within the bargaining unit on a half­yearly basis:

a) A printed list of employees (alphabetized by last name, first name), showing their addresses, telephone numbers, classifications, seniority, and rates of pay.

b) An electronic file with the above information in an agreed upon standard file format will be e-mailed.

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3.05 The Company recognizes the right of the Union to elect or appoint one (1) Union Chairperson, two (2) Bargaining Committee members and one (1) Skilled Trades Representative for the purpose of assisting employees in the processing or presenting of grievances. The Union Chairperson and two (2) Bargaining Committee members will work a straight day shift. A request for a temporary shift transfer, for a specified period of time may be presented to the Human Resources Manager so that a committee member may upon approval work on a different shift.

3.06 In addition the Union will have employee on the afternoon Representatives.

the right to elect or appoint one and midnight shift as Union

3.07 The Union shall keep the Company notified in writing of the names of the employees who are acting in the capacity of Union Chairperson or Bargaining Committee member.

3.08 The Company agrees to allow the Bargaining Committee time off work without loss of pay for all time scheduled for such negotiations meetings with the Company for up to eight (8) hours per day at their regular straight time rate.

3.09 During an employment interview with prospective new employees, the Company shall advise a possible new employee that a Collective Agreement is in effect. On the first day of the start of a new employee's work, the Company shall introduce him/her to the Union Committee member or Union Chairperson, whoever is available. In addition, when new employees are hired the Union will have an opportunity to do union orientation with the new employees for a maximum of% hour either in a group or individually as the case may be during regular hours. This orientation will take place within the probationary period or within ten (10) days of the completion of probation.

3.10 Union representatives shall be allowed time off the job with pay to attend to union business. Such time shall be limited up to 24 hours per week in total for Bargaining Committee members and one hour per week for each of the off shift representatives. It is recognized that both parties will be flexible in allowing time off depending on circumstances and that if the limit is not required, union representatives will remain at their regular jobs.

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3.11 The Company agrees to retain the three (3) Committee members (Chairperson + 2 Bargaining Committee members) during any reduction in force, provided they are able to perform the work available.

3.12 The Company agrees to hold monthly Union/Management meetings for the purpose of discussing issues relating to the workplace, which affect the parties or any employee bound by this Agreement. Such meetings will be held within eight (8) days of a written request, but not greater than once a month. The Bargaining Committee will attend these meetings with pay.

3.13 Rights of Union Officers and Stewards

Leaves of absence shall be granted upon reasonable notice, to those employees duly elected as requested and approved by Local 27. An employee shall be returned to his or her job at once upon termination of this leave of absence, and his or her seniority shall accumulate during such leave of absence.

3.14 The Employer shall furnish the Union with space in its facility in which Union officials shall be allowed to confer and store a mutually agreeable number of records. It is understood that the furnishing of this space shall not expand the right or privilege of the Union to confer on paid time. The union shall have access to this space. The company shall have the right to change the location at its discretion. With respect to utilities, the Company shall supply light and heat only. The Company will also supply two (2) computers and telephone.

3.15 Union officers and committeepersons only, in their respective areas, may be permitted to leave their work for a reasonable period of time, without loss of pay with advance supervisory approval, to investigate grievances, provided that suitable relief is available. Supervisors shall exercise reasonable efforts to provide relief operators as soon as practicable

3.16 A bargaining unit employee elected or appointed to a union position outside the company, will be granted a temporary unpaid leave of absence, without loss of seniority or benefits, to work for the union for a period of one year or less. Such leave will be extended if applied for prior to the expiry date. The company will bill the union for all benefit costs associated with a leave under this article.

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ARTICLE 4 - MANAGEMENT RIGHTS

4.01 a) All the functions, rights, power and authority which the Company has exercised heretofore are expressly retained by the Company, unless said functions, rights, powers, and authority are specifically abridged, delegated or modified by the express terms of this Agreement.

b) The right to hire, promote, discharge or discipline seniority employees for cause and to maintain discipline and efficiency of employees is the sole responsibility of the Company, and take appropriate action in connection therewith.

c) In addition, it is solely and exclusively the Company's responsibility to determine the products to be manufactured; the schedule of production; the method, the location of production and or equipment, appropriate staffing levels, processes and means of manufacturing including the development and application of plans to improve production efficiency, to make reasonable rules and regulations, to transfer, layoff, assign and otherwise direct the working force.

ARTICLE 5 - HOURS OF WORK AND OVERTIME

5.01 a) The regular work week shall consist of forty (40) hours of work. The regular work day shall consist of eight (8) hours of work. The regular work week shall be Monday, Tuesday, Wednesday, Thursday and Friday. The Company can introduce a forty (40) hour week on ten (10) hour shifts.

b) However, it is specifically understood by the parties hereto that by establishing a regular workday of eight (8) hours and a regular work week of forty (40) hours, that the Company is not guaranteeing a workday of eight (8) hours and a regular work week of forty (40) hours employment.

c) It is recognized, however, that variations in work hours may be caused by material shortages, machine breakdowns, power failure or an Act of God.

d) It is recognized that employees are required to be at their work station at the starting times of their shift.

5.02 Overtime shall be paid at the rate of time and one-half for hours worked in excess of eight (8) hours in a day and forty (40) hours in a week and at the rate of double time (2x) for all hours worked on Sundays and Statutory Holidays. Hours worked on Saturday will be paid at time and one-half when the employee has not worked forty (40) hours if the time missed was due to a voluntary and/or involuntary short term layoff.

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5.03 For eight (8) hour shift operations, the workday for each of the shifts shall be defined as:

a) For a three shift operations:

Day shift

Afternoon shift

Night shift

For a two shift operations:

Day shift

Afternoon shift

Weekend shift

7:00 a.m.

3:00 p.m.

11:00 p.m.

7:00 a.m.

3:30 p.m.

3:00 p.m.

11:00 p.m.

7:00 a.m.

3:30 p.m.

12:00 a.m.

151 Shift- 11p.m. Friday to 11a.m. Saturday 11p.m. Saturday to 11a.m. Sunday

2nd Shift - 11 a.m. Saturday to 11 p.m. Saturday 11 a.m. Sunday to 11 p.m. Sunday

b) All employees will work on a straight shift and will move onto a different shift by the job posting provisions.

· c) It is recognized that certain employees/departments in the plant may run on a three (3) shift basis while other employees/departments are on a one (1) or two (2) shift operation.

5.04 For the purpose of computing weekly overtime pay, for an employee on the night shift, who begins work on Sunday at 11 :00 pm, Sunday shall constitute his or her first day of work in the workweek.

The Company will give as much notice as possible, but no less than seven (7) days of any change from a three shift to a two shift operation or vice versa, if the change is anticipated to last more than one (1) week.

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5.05 Overtime Provisions

a) Weekday Overtime

Subject to the need for assigning work with a minimum delay, the Employer agrees to equalize overtime work opportunities on a continuing, ongoing basis among all employees on the shift.

The procedure to be followed in equalizing overtime work opportunities will be as follows: sheets will go up each Monday outlining where overtime opportunities may be available by date and time and employees may sign when they are available. Each day the Supervisor will assign the opportunities for that day by starting from where the list left off the previous occasion that overtime was offered. An opportunity is defined as the chance to come in early or stay late on each shift. Where employees are working weekday overtime on another shift, it is understood that their seniority and/or classification will not be a factor in assigning work.

For Shipping and Receiving and Maintenance, overtime opportunities will be restricted to those within the classification. If no one volunteers and there are qualified employees on the shift they will be afforded the opportunity to work.

b) Weekend Overtime

On Monday, a sign-up sheet for anticipated overtime will be posted and by 7:00 am, when possible, on Thursday, a schedule will be posted showing the scheduled workers. If there are more volunteers than required, the most senior employee volunteers within classification will be scheduled to work. Volunteers will be assigned positions first based on seniority within their classification and then by plant seniority provided they are qualified to perform the work. Employees must work on their regular shift if it is working on the weekend.

(c) General

In the event there are not an adequate number of qualified volunteer employees to do the overtime work required in either (a) or (b) above, then the least senior employees by classification shall be required to do the overtime. However, no employee will be required to work beyond forty-eight (48) hours in a week or eight (8) hours in a day. It is understood that voluntary overtime is hours worked over and above the forty­eight (48) hour per week and eight (8) hour per day limit. Subject to the forty-eight (48) hour and eight (8) hour limitation, the Union

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will support the Company's application for an excess hours permit.

Notwithstanding the above, it is specifically understood and agreed between the parties that under normal circumstances no employee in a classification will be mandated to work on more than three consecutive weekends. Nothing in this agreement or article limits the ability of the employer to mandate other employees as a result of the application of this article.

d) It is specifically understood and agreed between the parties that if and in the event there is not an adequate number of volunteer employees in a classification to do the overtime work required, then the least senior employee in the classification by shift shall be expected to do the overtime required.

e) Except for an emergency, Act of God, unforeseen, urgent customer needs or circumstances beyond the Employer's control, no employee shall be required to work overtime without a twenty-four (24) hour notice scheduling said employee for overtime work during the week or on the weekend.

5.06. Employees, who, in the absence of advance notice and by request of the Company, work four (4) or more hours overtime beyond their regular shift, shall receive a fifteen (15) minute break period before starting the overtime hours. Employees will also be entitled to a ten (10) minute break at the next scheduled break for that shift.

5.07 Where employees are working overtime on another shift it is understood that their seniority will not be a factor in assigning work. A senior employee on overtime will not be able to "bump" based on seniority.

Relief and Lunch Periods

5.08 For a one or two shift operation all employees shall be granted a ten (10) minute relief period in the morning and ten (10) minute relief in the afternoon. Employees are also allowed a thirty (30) minute unpaid lunch break. All relief and lunch breaks shall be scheduled at the discretion of the Company. For a 3 shift operation, the employees shall be granted a ten (10) minute relief period in the morning and a ten (10) minute relief in the afternoon. Employees are also allowed a twenty (20) minute paid break for lunch.

5.09 There will be a five minute paid clean-up period at the end of each shift.

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ARTICLE 6 - RIGHT OF NON-UNIONIZED PERSONNEL TO WORK

6.01 Non-unionized personnel will not perform work which would normally be done by members of the bargaining unit, except in the following situations:

a) To instruct employees;

b) To test equipment in order to insure set up and operating efficiency; and

c) To perform experimental, prototype, changeovers, development, maintenance and/or research work.

d) In emergency situations which are beyond the control of the Company and in consultation with the Union Chairperson.

It is the understanding of the parties that under normal conditions, no work normally performed by bargaining unit employees will be done by non-unionized personnel which will deprive employees of hours of work or earnings.

6.02 Nothing in this collective agreement shall prevent persons supervising the maintenance technicians from performing work normally performed by maintenance technicians.

ARTICLE 7 - REPORTING PAY

7.01 All seniority employees who report at their departments and find no work available in their regular classification, shall be paid not less than four (4) hours straight-time pay at their regular rate for that day, except in cases of emergency brought about by causes or factors beyond the control of the Employer such as, but without limitation: fires, floods, lightning, power, steam or water failure. Such employee reporting to work and guaranteed four (4) hours pay, shall do other reasonable work assigned to the employee by the Employer. If an employee elects not to perform the work assigned, then said employee may go home with perm1ss1on. The employee shall then be paid only for the hours worked. This provision does not apply if the employee has been contacted by the Employer two (2) hours prior to shift time or if the employee has not provided the Company a current telephone number or was not available to be contacted.

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7.02 Call-in Pay

An employee who is recalled by the Company to work on the same day after having worked a full shift and having gone home shall be paid time and one-half his or her regular straight-time hourly rate for all hours worked on such recall, or four (4) hours straight time whichever is greater.

ARTICLE 8 - SENIORITY

8.01 Seniority is defined as length of continuous service with the Employer. In all cases of layoffs and recalls, plant-wide seniority shall prevail. That is the first person hired shall be the last to be laid off and the last to be hired shall be the first to be laid off. Recalls shall be by reverse order.

8.02 A new employee shall not be considered a seniority employee but shall be considered as a probationary employee until such time as he or she has completed sixty (60) worked days. Such probationary employee may be disciplined, discharged or laid off at any time for any reason in the sole discretion of the Company, provided it is not discriminatory or in bad faith. Such action(s) shall not be subject to the grievance or arbitration procedure. The seniority of probationary employees retained beyond the sixty (60) worked days of employment shall begin from the date of their employment. The parties agree that probationary employees will have a performance review prior to their 30th shift worked and that the sixty (60) worked days may be extended by mutual agreement. Union representation will be present whenever a probationary employee is disciplined, discharged or has their probation extended.

8.03 Short Term Layoff

The Company may temporarily layoff employees due to:

a) Breakdowns in equipment,

b) Material shortages,

c) Temporary changes in schedules,

d) Reasons beyond the control of the Company.

If such layoffs become necessary, junior employees within the shift affected will be laid off. The Company will not use the Short Term layoff to circumvent indefinite layoffs.

The Company will allow employees to volunteer by classification, for the layoff. A short term layoff will not exceed three (3) working days.

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8.04 Indefinite Layoff

When the Company determines a reduction in the workforce or a portion of the workforce is required, employees will be removed from their classifications on their shift based on plant seniority and ability. Where all things are relatively equal, the senior employee will be retained. If the affected employee does not have the seniority necessary to maintain his position in the classification on his shift, he shall bump the junior employee on his shift. All employees displaced from their shift will fill the vacancies created on other shifts with the most senior employees having preference of shift, subject to availability.

8.05 In the event of a layoff, a senior employee may volunteer to take a leave of absence with the understanding that it is for the duration of the layoff period. Such employees must return to their employment within the recall right period specified in this collective agreement.

8.06 The Company shall provide notice of a layoff as required as defined by the Employment Standards Act. When possible, the Company will provide two (2) working days notice for temporary layoffs in excess of two (2) weeks. The Company shall provide as much notice as possible for any layoff.

8.07 The Employer agrees to post a seniority list of employees by name and department within thirty (30) days following the date of this Agreement, and a new revised list at the end of every 6 month period thereafter, or upon request. The Company shall provide a copy to the national representative.

8.08 An employee shall lose his or her seniority and employment for the following reasons:

a) Who quit his or her employment;

b) Who is discharged for just cause;

c) Who fails to return to work after layoff within seven (7) calendar days after being notified by certified mail or courier service to return to work ( a copy of such certified mail or courier notice shall be provided to the Union at the same time it is sent to the employee);

d) Who has not performed any work for a twenty-four month (24) period from the date of the last day worked, or a period equal to their length of service, whichever is less;

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e) Is absent for three (3) consecutive working days either without notification or without a satisfactory reason;

f) Failure to return to work after the expiration of a leave of absence without good cause;

g) Taking another job while on leave of absence including disability leave of absence.

8.09 A bargaining unit employee electing to accept a management position shall have the right to return to the bargaining unit without the loss of seniority for a period of thirty (30) days from the time that the employee commences employment as a management employee, unless the employee is severed during this thirty (30) day period by the Company.

8.10 Shift Elimination/Reduction

Should the need arise to cease production on a shift, the employees from that shift will fill the vacancies on the other shifts with the most senior having preference of shift if there is a vacancy to fill.

ARTICLE 9 - JOB POSTING

9.01 All permanent vacancies and newly-created jobs shall be posted for a period of five (5) working days on the company's bulletin board to give employees an opportunity to make an application for such jobs. A copy of such notice shall be given to the union chairperson. Employees may apply in writing on the forms provided. Skills and abilities being satisfactory, the most senior employee bidding will be awarded the

. position. If an employee is successful in obtaining a job posting, that employee will be ineligible to apply for another job posting for three (3) months after starting the new job unless the posting would result in them moving to a different shift or a higher rate of pay. Postings not filled within twenty (20) working days after the deadline for application will be reposted.

It is understood and agreed between the parties that the job posting procedure may be suspended in order to accommodate a disabled employee.

9.02 Any job that becomes vacant within the fifteen (15) calendar day period from the time the first employee is physically on the job, does not have to be reposted. The employer will select the next most senior employee who had previously applied and who is qualified to do the job.

9.03 An employee successfully awarded a posting will have ten (10) workdays to return to his/her former job if so desired.

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9.04 The employer will have the right to return an employee under the above clause to his or her previous job within a thirty (30) day period if the employee is not qualified to do the job.

9.05 An employee who returns to their former position or is disqualified from a position, will be ineligible to apply for the same position within six (6) months.

9.06 Prior to recall, employees previously displaced from their posted job, will have the opportunity to return to posted job held prior to layoff, for a period of twelve (12) months from the date of displacement.

9.07 Temporary positions that will last in excess of forty-five (45) days must be posted. Temporary positions that are expected to last more than forty five (45) days will be posted. A temporary position will not normally exceed six (6) months. Temporary positions used to cover periods of leave due to accommodation, medical leaves or maternity/parental will be for the full length of the leave.

ARTICLE 10- LEAVE OF ABSENCE

10.01 A seniority employee may, upon request, obtain an unpaid leave of absence for good and sufficient reasons by making application in writing to the Human Resources Manager. Except in exceptional circumstances or an emergency situation outstanding vacation entitlement must be used before requests for leaves of absences will be considered. Leave of absence requests must be made at least seven (7) calendar days in advance, unless it is an emergency situation. The initial leave of absence shall be for a period not in excess of thirty (30) calendar days, and;

a) During the said thirty (30) day period the employee will retain and accumulate all of his or her seniority rights. Said employee shall retain his or her benefits coverage for a period of thirty (30) days.

b) If the necessity for a leave of absence over and above the initial thirty (30) day period is deemed necessary by the employee, then the said employee must make written application for the same to the Human Resources Manager and the employee shall set forth his or her reasons in writing for requesting the additional time. If such request is approved by the Human Resources Manager, the employee shall still retain his or her seniority and accumulate the same.

10.02 It is understood and agreed by and between the Employer and the Union that leaves of absence for reasons of sickness or disability shall

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be granted without application for the duration of such sickness or disability. It is further understood that such leave of absence shall in no case affect the seniority of the individual involved. The employee may be requested to supply a medical certificate after an absence of 3 or more consecutive days of illness, or for shorter durations where an employee is involved in attendance management issues.

10.03 Records shall be kept on all leaves of absence granted by the Employer and shall, upon request, be forwarded to the Union.

10.04 It is understood and agreed that an employee shall retain and accumulate seniority during all leaves of absence. The Company will respond to requests for leaves of absence within ten (10) working days.

10.05 Pregnancy and parental leave shall be as set out in the Employment Standards Act. Insured benefits will remain in force for the duration of a leave taken under this article.

10.06 Bereavement Leave

a) In case of death in a seniority employee's immediate family, the employee shall be permitted to be absent with pay for a period of five (5) workdays immediately following the death. The immediate family shall be defined as spouse, mother, father, child, brother, sister, step-child, step-mother, step-father and grandchild. This definition also includes common-law relationships and same sex relationships.

b) In case of death of a seniority employees' mother-in-law or father­in-law, the employee shall be permitted to be absent with pay for a period of three (3) workdays immediately following the death.

c) One (1) day paid will be granted to attend the funeral of grandparents and grandparents-in-law.

The Company may require satisfactory proof of death and the date of the funeral. If bereavement leave falls during an employee's vacation they will be allowed to cancel the vacation time and reschedule it.

10.07 Jury Duty

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a) A seniority employee shall be paid for days on which the employee would have been regularly scheduled to work, upon proof of payment for jury duty; the difference between his or her average hourly rate and juror's fee. The Company shall also follow the same policy for employees called as a witness by the Crown at a court hearing.

b) An employee who is called for jury duty and who is temporarily excused by the court, must report for work on the days on which he or she is excused from jury service if such days are his or her regularly-scheduled working days. Failure to report shall constitute a waiver of the Company's obligation to pay for jury service under this Article.

c) If the company has special need for an employee's services during the period of which he or she has been called, it may prepare a written request asking the court to excuse the employee from jury service at such time.

10.08 Both parties to the Agreement recognize that excessive employee absenteeism is detrimental to the operation and can negatively impact other employees. As a result, leaves of absence of any kind excluding bereavement leave, time missed due to personal illness or injury or any other absence which would qualify as emergency leave under the provisions of the Employment Standards Act will all be offset from the annual emergency leave allowance provided to each employee, under the Employment Standards Act.

ARTICLE 11 - GRIEVANCE PROCEDURE

11.01 In the event that differences arise between the Company and the Union as to the meaning and applications of the provisions of this Agreement, there shall be no suspension of work on account of such differences. An earnest effort shall be made to settle such differences in accordance with the following procedure. The parties agree that no action or matter shall be considered the subject of a grievance unless the complaint is submitted by the person or party claiming to have a grievance within ten (10) working days from the date of occurrence which forms the basis of the grievance. Any grievance settlements are without prejudice or precedent unless the parties agree to resolve a grievance with prejudice or precedent. The written grievance form shall identify the article(s) that has been grieved, where applicable.

Step 1

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A meeting between the griever, the union representative and the supervisor, in order for the supervisor to understand the exact nature of the issue and to allow the supervisor an opportunity to resolve it. An answer to the grievance shall be given within two (2) working days. No grievance may be processed further unless there has been a Step 1 meeting.

Step 2

If the grievance is not satisfactorily settled in Step 1 above, the griever shall have five (5) workdays to submit the grievance in writing to the Human Resources Manager. Within five (5) workdays of said submission, it shall be taken up by the Union Representative, the griever, and the Union chairperson and the Human Resources Manager. A written answer to the grievance shall be given within ten (10) working days, or more by mutual agreement.

Step 3

In the event the grievance is not satisfactorily settled in Step 2, then either party may request one further meeting in an effort to settle the grievance. The Union grievance committee, at this step shall be the Union chairperson, the union bargaining committee and the CAW National Representative, and the Company Grievance Committee shall be duly designated Company representatives. A written answer to the grievance shall be given within ten (10) working days, or more by mutual agreement.

11.02 Any agreement reached by the parties in any of the previous steps shall be final and binding upon the Company and the Union. In the event that no settlement has been reached under Step 1, 2, or 3, the parties agree that the dispute may be made the subject of an arbitration proceeding.

11.03 A policy grievance is properly filed by either party where the subject matter of the grievance concerns the bargaining unit as a whole or raises an issue of collective agreement interpretation which is of general application at the time of the filing of the grievance.

Policy grievances, which are filed commencing at Step 2, shall not be used to bypass the individual employee grievance process where the individual employee himself or herself could file such grievance but

18

chooses not to. Once filed, all of the applicable time limits commencing with Step 2 shall apply to the processing of the grievance.

11.04 A grievance not filed or moved forward within the time limits specified above shall be deemed settled on the basis of the last answer by either party. The parties may mutually agree to extend any of the time limits.

ARTICLE 12-ARBITRATION PROCEDURE

12.01 a) If either party to the contract shall desire to submit the issue to arbitration, the party desiring arbitration shall furnish the other party with a letter confirming this decision within fourteen (14) calendar days following the date of the final response from the Step 3 meeting.

b) The party desiring to submit the matter to arbitration shall supply the other with a list of three (3) proposed arbitrators to select from. If none of the proposed arbitrators are acceptable, the parties shall attempt to agree on the selection of an arbitrator. If no agreement is reached within thirty (30) days, the Minister of Labour for Ontario will be requested to make the selection.

c) The arbitrator shall not have the power to amend, add to, alter, ignore, change or modify any of the terms and conditions of this Agreement.

d) This decision shall not be beyond what is necessary for the application of the expressed provisions of this Agreement.

12.02 All matters to be submitted to the arbitrator shall be promptly submitted and the arbitrator shall make every effort to render his or her decision within a reasonable time.

12.03 Such expenses as may be incurred by the arbitrator shall be equally borne by the Company and the Union.

12.04 The Company will not pay for employee participation in any form, in an arbitration proceeding unless the company shall have occasion to call an employee, or employees as witnesses on its behalf.

12.05 The decision of the arbitrator shall be final and binding upon both the Company and the Union.

ARTICLE 13- DISCRIMINATION

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13.01 Every employee has the right to be free from discrimination, interference, restriction, coercion, bullying/intimidation or harassment by reason of race, religion, colour, national or ethnic origin, political or religious affiliation, health, gender, sexual orientation or preference, record of offences, age, marital status, family relationship, disability (mental and physical) as those terms are defined by the Human Rights Code, or by reason of union membership or activity in the union.

13.02 It is recognized that it is the responsibility of all to maintain a harassment-free workplace for all employees. The company agrees to provide four (4) hours of training related to harassment/discrimination over the life of this agreement.

13.03 Grievances filed under this Article shall begin at Step 2. Grievances under this clause shall be handled with all possible confidentiality and dispatch.

13.04 The Union shall have the right to designate one of their members to serve as a Woman's Advocate. Such Advocate will be allowed reasonable time to attend to women's issues which may arise.

13.05 The Company agrees to make every reasonable effort to provide suitable modified or alternate employment to employees who are temporarily or permanently unable to return to their regular duties, as defined in the Ontario Human Rights Code.

Cases of this nature will be reviewed on an individual basis by the Company and the Union, taking into consideration the needs of the business and the necessity to provide work assignments which will make a productive contribution to the Company's operation.

ARTICLE 14- HEAL TH AND SAFETY

14.01 The Employer shall make all reasonable provisions for the safety and health of all employees during the hours of their employment as required by law and it will give full consideration to any suggestions from the Union to that end.

14.02 When an obvious safety hazard is brought to the attention of the Company, corrective action will be taken to eliminate or to reduce such hazard as soon as possible, taking into consideration the nature of the hazard. Employees and Employers have obligations to work safely, promptly report hazards, any unsafe work practices, accidents or near misses.

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14.03 The Company shall ensure that all employees are properly trained for WHMIS before beginning their work and shall comply with all relevant health and safety legislation as it affects them.

14.04 Safety footwear is required to protect all employees from different types of foot injury. The Company will pay $115.00 per calendar year towards the cost of approved safety footwear, upon proof of purchase by the employee. Original receipts must be provided.

Safety glasses must be worn. The Company will provide a pair of safety glasses (non-prescription) and will replace due to normal wear and tear. The employee will bear the cost of replacement otherwise. The Company will provide prescription safety glasses every two (2) years to seniority employees through a provider, selected and instructed by the Company. If medical documentation is provided an employee is eligible for up to $150.00 reimbursement for molded hearing protection over the life of the contract.

14.05 The company shall provide all seniority employees with five (5) t-shirts when they start employment and two (2) every six (6) months thereafter.

14.06 Only authorized licensed employees may drive forklift trucks.

14.07 The Company shall recognize a Joint Health and Safety Committee comprised of equal representation of the Union and the Company. The Union shall elect/appoint its members to the Committee. The parties agree that at no time shall there be less than one (1) member from each side. The size of the Committee can be expanded as the workforce grows. Time spent by Union representatives on the Joint committee in meetings or investigations shall be considered as time worked and shall be paid for in accordance with the terms of this Agreement.

14.08 The Joint Committee will be co-chaired, with the chairing of meetings alternating between the Union and the Company. Minutes of the meetings will be kept and copies distributed to all committee members, the Union and the Company. Both chairpersons will sign the minutes unless there is a dispute over their contents, in which case the dissenting co-chairperson will indicate in writing the source of disagreement.

14.09 The Joint Committee shall meet monthly.

14.10 The Joint Committee shall participate in the identification and control of existing or potential hazards in the workplace. Committee representatives will review complaints and accidents relating to the

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safety and health of the employees represented and will participate in any inquiries and any significant investigations. The Joint Committee will make recommendations for improvements and solutions to health and safety problems to the Company.

14.11 The Company recognizes its commitment to ensure that all Joint Health and Safety Committee members are properly trained in order to properly carry out their duties as a member of this Committee.

14.12 The Company will discuss with the Union health and safety training options.

14.13 The Union Health and Safety Co-Chair will be allowed four (4) hours per week with pay to deal with Health and Safety issues, if needed. The Health and Safety Co-Chair will work a straight day shift.

14.14 First Aid Attendants

(a) When reasonable and practical, there shall be first aid attendants present on all shifts who shall be members of the bargaining unit.

(b) The Company shall pay for the fees, text books, and lost time of all first aid attendants.

ARTICLE 15- SUBCONTRACTING

15.01 The Company will not, under normal circumstances, subcontract work usually assigned to its production employees, unless skills or

. equipment are unavailable in the plant, or the time of delivery cannot be met with available skills or equipment, or the employees are unable to produce the required materials needed.

ARTICLE 16 - STRIKES AND LOCKOUTS

16.01 There shall be no unlawful strike or unlawful lockout (complete or partial) during the term of this Agreement or any extension thereof, as those terms are defined by the Labour Relations Act.

ARTICLE 17-HOLIDAYS

17.01 The following shall be recognized as paid holidays:

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New Year's Day Good Friday Victoria Day Canada Day Friday before Labour Day

Labour Day Thanksgiving Day Christmas Day Boxing Day

2013- Dec. 24, 27, 30 and 31. 2014 - Dec. 29, 30, 31 and Jan. 2. 2015- Dec. 28, 29, 30 and 31. 2016- Dec. 27, 28, 29, and 30.

17.02 Payment for paid holidays will be based on the employee's regular rate of pay for his/her normal work day. If an employee is scheduled to work on a holiday, he/she shall be paid at the applicable overtime rate. Probationary employees will be paid for holidays that occur after thirty (30) days from their start date.

17.03 Where a holiday falls upon an employee's scheduled day off or during an employee's vacation period, the employee will receive another day off with pay at their regular rate.

17.04 There shall be no duplication of overtime pay as set forth in this Article.

17.05 Subject to any Employment Standards Act requirements, to be entitled to holiday pay, an employee must work the full shifts before and after the holiday. An employee on layoff or sick leave is entitled to holiday pay if the employee worked during the week of the recognized holiday, or the week before or after the week of the holiday unless they are in receipt of short term disability benefits.

17.06 If a holiday falls on a Saturday, the preceding Friday shall be observed. If a holiday falls on a Sunday, it shall be observed on a Monday, unless otherwise agreed.

ARTICLE 18 - VACATIONS

18.01 Vacation pay is the stated percentage of the employees' total earnings from the Company in the previous vacation year. Total earnings shall

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include all pay received for work performed with the exception of vacation pay previously paid. The vacation year will run July 1st through June 30th. The vacation entitlements are based on the employee's seniority in each vacation year when he/she takes vacation.

Employees will be paid their corresponding vacation entitlement as they actually take their vacation.

18.02 Employees shall be entitled to a vacation with pay as follows:

Length of Continuous Service as of July 1st

Less than 1 year

1 year but less than 5 years

5 years but less than 10 years

10 years or more

Vacation Pay

4%

4%

6%

8%

Vacation Length

2 weeks

3weeks

4 weeks

18.03 a) A notice of customer plant shutdowns will be posted by March 31st of each year provided the company has the information.

b) All vacation requests for the upcomin~ vacation year submitted to Human Resources by April 15t of each year will be considered on the basis of seniority within classification. The employer will respond by April 30th. All subsequent vacation requests received after April 15th will be considered on a first come first served basis.

c) If not enough volunteers come forward with vacation requests during the timelines outlined in 18.03 b) to cover customer plant shutdowns then the employer will have the right to schedule vacations in inverse seniority order.

d) Employees with two (2) weeks entitlement may request up to five (5) single days of vacation during the course of each vacation year. Employees with three (3) weeks entitlement may request up to ten (10) single days of vacation during the course of each vacation year. Employees with four (4) weeks entitlement may request up to ten (10) single days of vacation during the course of each vacation year. All other vacation must be requested in full weeks. Requests for full weeks of

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e)

f)

g)

h)

vacation will take priority over single days regardless of seniority.

All vacation requests must be submitted at least two (2) weeks in advance of desired time off.

The Company shall be entitled to set a 5% quota on the maximum number of employees off on vacation or leave of absence at any time other than the months of June, July, and August. The Company shall be entitled to set a 10% quota on the maximum number of employees off on vacation or leave of absence during the months of June, July, and August.

Unused vacation accrual from the prior vacation year shall be paid to the employee no later than the third (3'd) pay period in July. (Starting July 2014)

All vacation requests (other than the April vacation selection period) will be processed within ten (10) working days of the request form being received by Human Resources.

ARTICLE 19-WAGES

19.01 All employees shall be paid weekly by direct deposit. In the event of a payroll error caused be the employer that is greater than fifty (50) dollars a correction will be made as soon as possible. The employee must present discovery of this error to the Human Resources department by 3:30 p.m. on the Thursday prior to the pay date in question. All other errors will be fixed on the next pay day.

19.02 Accompanying each payment of wages shall be a separate statement identifying the employee, regular hours worked, overtime hours worked, the total earnings, pay period and the amount of each deduction and net earnings, as well as the union dues deduction.

19.03 The schedule of wages as set forth in Appendix A hereto shall form part of this Collective Agreement.

19.04 Shift Premium (In year 2 - Jan 2014)

All hours worked on the afternoon shift will receive forty-five cents (45¢) shift premium.

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All hours worked on the night shift will receive a fifty-five cents ($0.55) shift premium.

ARTICLE 20 - DISCIPLINE

20.01 (a) When an employee is summoned to a disciplinary meeting or a meeting which could lead to discipline, he/she will have Union representation if discipline is to be imposed or if requested by the employee.

(b) Any disciplinary action must be issued within four (4) working days of the date the offence becomes known to the Company or within two (2) working days after the completion of the investigation into the circumstances giving rise to the discipline. Investigations will be concluded within ten (10) working days. The Company may request an extension of the time limits through the Chairperson or designate.

(c) Any disciplinary action taken and noted in an employee's record will be removed from the employee's record eighteen (18) months from the date of the disciplinary notation.

20.02 (a) In the event a seniority employee is suspended or discharged, a grievance alleging improper discharge or suspension may be lodged in writing through the Chairperson of the Committee at Step 2, within three (3) working days after the suspension or discharge occurred. If the decision of the Company is not satisfactory to the Union, the matter may then proceed to Step 3 and then arbitration as provided for in this Agreement.

(b) An employee who is discharged or suspended shall be given a reasonable opportunity to consult with a union representative prior to leaving the workplace.

ARTICLE 21 - BENEFITS

21.01 The Company shall provide to all seniority employees a copy of the information booklets containing descriptions of the various plans, including the Benefit Plans and the Group RRSP Plan. The Company

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shall also provide to the union a copy of the master contracts with the carriers, administrative procedures and an information booklet. The Company reserves the right to select the insurance carriers with the understanding that there shall be no reduction in the benefits provided herein.

21.02 The parties agree employees in same-sex relationships shall be deemed to have the same marital and family status as employees who are married or in common-law relationships with respect to all matters covered by this Agreement.

21.03 Upon completion of the probationary period, the Employer shall pay one hundred percent (100%) of the premium costs of the following benefits as detailed in the Employer's Benefit Booklet:

21.04

a) Life Insurance of $51,000, in Year 2 to $51,500 and in year 3 to $52,000, and in year 4 to $53,000. Optional Life Insurance Plan currently in existence will be made available to Employees

b) Supplementary Health Care Plan which includes chiropractic ($500.00 per year), massage therapy ($500.00 per year), major medical and hospital expense coverage;

c) Prescription Drugs (90/10, $10.00 prescription fee cap, $100,000.00 annual cap per person on prescription drugs, unless a plan member provides medical evidence that a prescribed drug cannot be substituted; benefits will be based on the cost of the lowest priced interchangeable drug that has the same medicinal ingredients)

d) Basic Dental Plan - (100%, $1,500.00 annual cap) Nine month recall. (Major Restorative - 50% to lifetime maximum of $1,500)

e) Short Term Disability - (1-1-8-26, 66 2/3% of base weekly wages to the E.I. maximum for up to 26 weeks)

f) LTD - 180 day wait period - 60% monthly earnings

g) Vision care to provide $250 every twenty-four (24) months for glasses or contact lenses plus $90.00 for eye exams every twenty-four (24) months.

h) The Company will pay up to $750.00 every five (5) years for doctor prescribed hearing aids.

The benefits provided under this Agreement as set out herein are provided by the Employer through an Insurance Company. Any dispute regarding benefit entitlement is between the employee and the

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21.05

21.06

Insurance Company. The employer will cooperate with an employee who is seeking a resolution of said dispute with the Insurance Company.

Employees who are absent on layoff or other extended absences shall receive benefit coverage for the month following the month in which the absence commences, subject to Article 10.

Employees with more than twelve (12) month's service shall be entitled to participate in a Group RRSP. The Company will match fifty percent (50%) of the employee's contribution to a maximum of five percent (5%) of annual gross earnings.

ARTICLE 22 -WORKERS' COMPENSATION

22.01 The Company shall provide the Union and the Plant Chairperson, who will respect the employee's confidentiality, with a copy of the Company's report of injury or disease when submitting same to the Workplace Safety and Insurance Board (WSIB) in order to give the union an opportunity to discuss with the Company any errors or omissions which may exist. The Company agrees to provide any return to work plans or any other prescribed information and/or correspondence between the Company and the WSIB regarding an employee's WSIB claim to both the Union, the Plant Chairperson and the injured employee, so as to assist in mutually determining an early and safe return to work plan ..

22.02 If an employee is injured after he/she has commenced work and thereby incapacitated from carrying out his/her duties, management shall arrange and pay for the cost of transporting the employee to and from hospital or to and from his/her doctor. The Company will pay the employee for any hours he/she missed from his/her regularly scheduled shift because of the injury if the employee is unable to complete his/her total shift.

22.03 An employee who has sustained a lost time accident or injury and if off for 2 weeks or more, may apply for STD benefits until they receive Workers' Compensation benefits, in which case the employee must sign the applicable waiver.

ARTICLE 23 - BULLETIN BOARD

23.01 The Employer will provide a place for a bulletin board whereon the shop stewards and union chairperson may post notices of Union meetings

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and Union activities, which have been signed by an officer of the Union. A copy of all notices to be posted will be delivered to the Human Resources department by the Union.

ARTICLE 24 - SKILLED TRADES

24.01 Skilled Trades department for the purpose of this agreement shall mean

24.02

the Maintenance Department. ·

Classifications in the Maintenance Department will be non­interchangeable. Seniority will be by classification.

24.03 Seniority in the Maintenance Department will be by date of entry into the classification.

24.04 Production workers will not carry seniority into any Maintenance Classification. Maintenance workers will not carry seniority into any Production Classification.

24.05 The term Journeyman/woman as used in this agreement shall mean any person:

a) who is presently in the Maintenance Journeyperson classification.

b) who has served a bona fide apprenticeship and has a certificate which substantiates his/her claim of such service or is a graduate from a three year technologist program at a community college of applied arts and technology and has at least three (3) years of relevant experience.

c) Notwithstanding the above, a technologist with less than three (3) years experience will be paid on the graduated wage scale outlined in this Agreement.

24.06 In the case of a layoff in the Maintenance Journeyperson Classification, the first to go will be the least senior employee in the classification.

24.07. The Company agrees to deduct Canadian Skilled Trades Council dues as may be adopted by the Canadian Skilled Trades Council.

The first such dues deduction will be made from employees' first pay following completion of their probationary period. Thereafter, dues

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deduction will be made in January of each succeeding year or upon completion of one months work in the calendar year.

For this agreement deductions shall be made following ratification.

24.08 The Company will ensure that Skilled Trades employees are trained on new equipment that may come into the facility with no loss of pay to the employee.

24.09 In contracting out work which is normally performed by the Skilled Trades employees, the Company will consider such factors as economics, available equipment, available manpower and· time constraints. The Company will not contract out regular skilled trades work if skilled trades employees are not working, unless they elect not to be working (including weekends).

24.10 In the event the Company decides to implement an Apprenticeship Program, it will be established in conjunction with the Union and the appropriate Ministry.

24.11 The Company agrees to an annual tool allowance to a maximum of $200.00 per employee, verified by receipt.

24.12 The Company supplies shirts and pants that are required to be worn.

ARTICLE 25-VISITATION

The Company agrees that a CAW National Representative will have access to the plant to attend to workplace issues and grievances.

The CAW National Representative will provide notice of their attendance at the plant to the Human Resources Manager in a reasonable period of time before their attendance.

ARTICLE 26 - TEMPORARY TRANSFERS

Employees may be temporarily assigned to classifications other than their own due to changes in customer schedules, absenteeism, vacations, leave of absences or for other business needs.

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Employees at classification rate temporarily assigned to another classification will be paid their regular rate of pay or the rate of the new classification, whichever is higher.

Employees progressing through the grow-in-rate assigned to a position with a premium classification rate will be paid a premium of $1.00 per hour for each hour worked at the higher classification.

Temporary assignments will be made on the basis of seniority on the shift if the employee is qualified, provided there is no one on the shift with recall rights to the classification who would be the first to be reassigned.

ARTICLE 27 - GENERAL

27.01 National Day of Mourning

Each year on April 281h at 11 :00 a.m., work will stop and one minute of

silence will be observed in memory of workers killed or injured on the job.

27.02 Substance Abuse

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

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

The Company will provide all normal group insurance benefits while the employee is under a medically prescribed course of treatment.

A committee will be set up consisting of representation from the Company and the Union. Substance abuse representatives will be provided such time as necessary for the administration of the program.

27.03 Social Justice Fund

In each year of this Agreement, the Company agrees to pay $1000 into the C.A.W. Social Justice Fund.

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27.04 Paid Education Leave

The Employer agrees to pay into a special fund, two cents ($0.02) per hour per employee for all compensated hours for the purpose of providing paid education leave. Such leave will be for upgrading the employees' skills in all aspects of trade union functions. Such monies to be paid on a quarterly basis into a trust fund established by the national Union, CAW effective from date of ratification, and sent by the company to the following address:

CAW Paid Education Leave Program CAW Family Education Centre R. R. #1, CAW Road 25 Port Elgin ON NOH 2C3

The Employer further agrees that 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. Employees on such leave of absence will continue to accrue seniority and benefits during such leave.

27.05 Students

Production students shall be considered probationary employees of the Bargaining Unit and as such shall receive the probationary wage; however they shall not achieve seniority status while still classified as a Student.

All Summer Students must be enrolled in a full-time College or University program for the next academic year.

Students will only be eligible to work from April 15th until September 30th.

Students must be 18 years of age prior to beginning work for the Company.

Students shall only be offered overtime work if no seniority employees elect to work the overtime.

Family members of all Company employees shall receive first consideration for employment.

Students returning from previous year(s) shall receive first consideration.

ARTICLE 28 - WEEKEND SHIFT

28.01 Hours of Work

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The regular work week for employees posted to the weekend category consists of twelve (12) hours per day, two (2) days per week on Saturday and Sunday of each week. Each employee will be allowed four (4) paid rest periods of ten (10) minutes each and a paid lunch break of twenty (20) minutes in each shift. Employees shall not leave the premises during the twelve (12) hour paid workday without the permission of Management. The scheduling of breaks will be at such time so as to least interfere with production. The scheduling of shifts shall be determined by the Employer to meet varying Customer demands. Shifts will start at 11 :00 p.m. and 11 :00 am. There shall be no pyramiding of overtime or premium pay.

28.02 Pay

An employee posted to the Weekend Shift shall be paid 20 hours for each 12 hour shift worked on a Saturday or Sunday. Pay for shifts that are less than 12 hours in duration for whatever reason will be paid on a pro-rated basis depending on the hours worked. An employee posted to the Weekend Shift who is required to work an overtime shift that does not occur on a weekend shift shall be paid at the regular weekday classification rate, at time and one half. Afternoon shift premium will apply to the 11 :00 am to 11 :00 pm shift and night shift premium will apply to the 11 :00 pm to 11 :00 am shift.

28.03 Weekend Vacancies

Will be posted in accordance with Article 9.01

28.04 Vacation

One weekend (24 hours worked) is equal to one (1) full week of vacation. All other provisions of Article 18 apply.

28.05 Bereavement Leave

If the period specified in Article 10.06 (a) were to include all or part of the employee's weekend shift or shifts, they will be paid the specified amount for any missed shift. Employees who must miss work to attend the funeral of a mother-in-law, father-in-law, grandparent or grandparent-in-law will be made whole for any missed time.

28.06 Overtime

Weekday overtime will only be offered to employees posted to the Weekend Shift when the Company is unable to fulfill the requirements through the regular overtime distribution procedures.

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28.07 Layoff

a) Short Term Layoff The period defined for a short term layoff in Article 8.03 shall be amended to one (1) shift for Weekend workers.

b) Indefinite Layoff Provisions of Article 8.04 apply

28.08 Stat Holidays

Employees working on the weekend shift will be entitled to 8 hours statutory holiday pay for a holiday that falls within their work week, subject to the provisions of Article 17.

28.09 Union Representation

The Union shall elect or appoint and the Company shall recognize one (1) union representative from each weekend shift to carry out responsibilities set out in the Collective Agreement.

28.1 O Seniority

Article 8.08 (e) will be changed to reflect two (2) consecutive working days for weekend workers.

28.11 PEL

For weekend workers, one weekend of two, 12 hour shifts will equate to 40 hours of regular contributions to the PEL Fund.

Except as modified herein, all other terms and conditions of the Collective Bargaining Agreement shall apply to weekend category workers.

ARTICLE 29 - WORKFORCE REDUCTION

29.01 Should the need arise to substantially reduce the workforce or close the plant, the company agrees to discuss the impact of that situation and negotiate the terms of settlement with the union. The company agrees to notify the union as soon as they are aware of the situation.

ARTICLE 30 - SIGNING BONUS

30.01 $500.00 - December 14, 2012 $250.00- December 13, 2013

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Eligibility

Only employees on the date of ratification of this collective agreement are eligible to receive these payments. Furthermore, only active employees shall receive these payments on the dates outlined above. Those employees on disability/parental leave shall receive this payment when they return to active employment status.

ARTICLE 31 - WAGES

31.01 Year1 $0.40/hour January 1, 2013

Year2 $0.25/hour January 1, 2014

Year3 $750.00 Lump Sum January 2015 (First Pay Period)

Year4 $750.00 Lump Sum January 2016 (First Pay Period)

Eligibility for Lump Sums

Active employees shall receive these payments on the dates outlined above. Employees on disability/parental leave shall receive this payment when they return to active employment status. Payments for new hires will be prorated on the basis of service in the year prior to the payout - in 1/1ih increments.

ARTICLE 32 - TERMINATION

32.01 This agreement shall remain in force until midnight on April 17, 2017 and will continue automatically thereafter for a further period of one (1) year, unless either party notifies the other in writing during the period of not more than ninety (90) days and not less than thirty (30) days prior to the expiration date that it desires to amend or terminate the agreement.

In witness whereof, each of the parties hereto have caused this agreement to be signed by its duly authorized representatives as of this 1ih day of February, 2013 in London, Ontario.

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For the Company:

o e ::J;l Maoage<

Plant Manager

Nfd Deb Ruwart Director, Human Resources

Production Manager

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For the Union:

ci?u]s Dominguez CAW National Representative

~/(o Ji eid Vi:fJ:ident, C W Local 27

Tony Baldinelli Plant Chairperson

Committee Member

I Classification Production Dept. New Hire Start Rate Production Team Member Repair Team Member Utility Team Member Fork Lift Truck Driver Custodian Team Leader Shipping/Receiving Dept. Shipper/Receiver Maintenance Dept. Maintenance Start Maintenance 1 Yr Experience Maintenance 2 Yr Experience Maintenance Journeyman

I

APPENDIX "A"

Jan. 1, 2013

$ 15.35

$ 20.40 $ 20.40 $ 20.40 $ 20.40 $ 20.40 $ 21.94

$ 21.28

$ 23.20

$ 25.70

$ 28.20

$ 30.70

I Jan. 1,

I Jan. 1,

2014 2015

$ 15.35 $ 15.35

$ 20.65 $ 20.65 $ 20.65 $ 20.65 $ 20.65 $ 20.65 $ 20.65 $ 20.65 $ 20.65 $ 20.65 $ 22.19 $ 22.19

$ 21.53 $ 21.53

$ 23.45 $ 23.45

$ 25.95 $ 25.95

$ 28.45 $ 28.45

$ 30.95 $ 30.95

Jan. 1, 2016

$ 15.35

$ 20.65 $ 20.65 $ 20.65 $ 20.65 $ 20.65 $22.19

$ 21.53

$ 23.45

$ 25.95

$ 28.45

$ 30.95

1) Effective Jan. 1, 2013 -Those seniority employees active on the date of ratification of this collective agreement making $15.35 will move to $15.75. Those making $16.35 will move to $16.75. Those making $17.35 will move to $17.75. Those making $18.35 will move to $18.75.

2) Effective January 1, 2013- on the employee's first anniversary date, they will move to $16.75, on the second anniversary $17.75, on the third anniversary $18.75 and the classification rate on the 4th anniversary.

3) Effective Jan 1, 2014 - Those seniority employees active on the date of ratification of this collective agreement making $15.75 will move to $16.00. Those making $16.75 will move to $17.00. Those making $17.75 will move to $18.00. Those making $18.75 will move to $19.00.

4) Effective Jan 1, 2014 - on the employee's first anniversary date, they will move to $17.00, on the second anniversary $18.00, on the third anniversary $19.00 and the classification rate on the 4th anniversary.

5) Employees progressing through the grow-in-rate that post to a position with a premium classification rate will be paid a premium of $1.00 per hour for each hour worked at the higher classification. Such employees will move to classification rate on the 4th anniversary.

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