COLLECTIVE AGREEMENT '21\. lO/ ~

BETWEEN: COMPASS GROUP CANADA (BEAVER) l TO. (At Bruce Power)

(Hereinafter referred to as the "Company'')

AND: UNITED FOOD & COMMERCIAL WORKERS CANADA, LOCAL175

(Hereinafter referred to as the "Union")

TERM OF AGREEMENT: November 1, 2007- October 31, 2010

ALE No. ~15- O'OSO- 10

CERT. FH...E n5~ - 'q"o - R.

CERT.OATE AI.AGt. ~ \. lqCfO

TOTALEMPS

EFF. DATE NO\}. 0\ I '1..007

EXP.OATE OCT. ~~. 2010

CODING CONTROL DATE CODER

IDENT COOED # RECEIVED- NOV. 04, 2.010

UNION I I EMPLOYER r ., .,

OTt;ER '!:.

Name ........................................................ .

Address ..................................................... .

Phone ....................................................... .

Member ID ................................................ .

Work Address .......................................... ..

Work Phone ............................................. ..

Union Steward ......................................... ..

Phone ........................................• : .... ,': ....... .

United Food & Commercial Workers Locals 175 ·& 633

2200 Argentia Road Mississauga, ON L5N 2K7.

Phone: 905-821-8329 Toll Free: 1-800-565-8329

Fax: 905-821-7144

www.ufcw175.com UPDATED OCTOBER 2008

Letter from the President Local175 UFCW Canada

Sisters and Brothers:

I wish to welcome new members to Locals 175 & 633 of the United Food & Commercial Workers Union, and to thank long-standing members for their continued support and assistance over the years.

I hope you read this contract and become aware of your rights and privileges as union members. It is an important document. It identifies and guarantees your income, benefits and job security while you work for your current employer. Like an insurance policy, a warranty for a new car, or the deed to your home, if you are not aware of the agreement you entered into, you may not benefit from it.

As a union member with a contract, you have the free­dom to plan for the future. You will know what your income will be in advance. Your rights and benefits are written down and cannot be revoked, and your job security is a primary element. Non-union workers do not have this protection. Their wages and benefits may be cut at any time, as may their jobs.

Become familiar with your contract. If unsure about an item or if you think your concern is not covered,

speak to your Union Steward. He or she is a co-work­er trained by the Union to help you with concerns and grievances in the workplace. If the problem cannot be settled by the Steward, a full-time Union Representa­tive can be contacted to assist you.

In addition to the Stewards in the workplace and the Union Representatives who support them, we also have a team of professionals who provide support. We should all be proud of our Union's achievements. We have proven many times that an employer can treat workers fairly and still run its business efficiently.

In the United Food and Commercial Workers Union, we are committed to job security in an ever chang­ing social environment. Only your Union can be relied upon to protect your rights.

Your Union offers you representation before the Work­place Safety & Insurance Board (WSIB). If you are in­jured on the job, our trained staff will support you and help you in any way they can.

Non-union workers are at the mercy of their employ­er. This is one reason our Local Union continues to grow.

Our organizing team works around the clock to help bring other workers into our union. If you know some­one who works in a non-union environment, do them a favour and give our organizers a call.

We also believe in the education of our members and their children. Lack of economic resources should not be a hindrance to further education. In this regard, the

UFCW offers a number of scholarships at the local, national and international level. They are for your ben­efit as Local 175 or 633 members.

In addition, your Union works to keep you up-to-date about legislation concerning your working rights.

Your Local Union represents some 50,000 members across Ontario. As we continue to grow, we have ad­vanced to keep up with the growth in areas of servic­ing and all-round members' support. Included in this booklet is a list of Union Representatives and other staff who are here to support you, the member.

Only by all of us working together can we keep what we have gained over years of hard negotiations and obtain what is rightfully ours in the future. Our labour may be the only commodity we have to sell. Let us not sell it cheaply.

Please feel free to contact me at any time with ques­tions or concerns about the Union. You put the 'U' in your Union.

In Solidarity,

Shawn Haggerty President Local 175 UFCW Canada

OFFICERS

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Shawn Haggerty President

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Teresa Magee Secretary-Treasurer

Betty Pardy Jim Hastings Recorder Executive Assistant Executive Assistant

As the elected officers of Local 175, it is our job to ensure the smooth running and day-to-day operations of your Local Union. We represent more than 50,000 members across Ontario, of whom approximately 25,000 are retail workers. Others work in a wide vari­ety of units, including nursing homes, funeral homes, hotels, processing plants and manufacturing plants. This requires versatility, knowledge and tireless ef­fort. To accomplish this job, we are supported by your Union Stewards, Union Representatives, Benefits Representatives, Staff Lawyers and Communications Representatives. If we are not available or cannot an­swer a given question, we have the resources to find out. Remember, we are here to serve you.

UNITED FOOD & COMMERCIAL WORKERS

You are one of more than 240,000 members in Cana­da and 1.4-million members in North America.

The UFCW is the result of a merger between two of the oldest and most respected unions in North Ameri­ca; the Amalgamated Meat Cutters and Butcher Work­men of North America and the Retail Clerks Interna­tional Union. This merger took place on June 6, 1979. The UFCW represents workers in nearly all aspects of Canadian life, which is mirrored in the makeup of Locals 175 & 633.

LOCALS 175 & 633 UFCW CANADA

Your local union, with more than 50,000 members, is the largest UFCW local union, and the largest local union of any union in Canada.

This Local has the expertise, financial stability and resources to provide you, the member, with the best negotiating team, the best legal assistance, and the best all-round service of any union in the country.

LOCALS 175 & 633 EXECUTIVE BOARD

LOCAL 175 EXECUTIVE BOARD:

President Shawn Haggerty, Hamilton

Secretary-Treasurer Teresa Magee, Vaughan

Recorder Betty Pardy, London

Vice-Presidents Rick Alagierski, Mississauga Jeff Aldworth, Brighton Bryan Braithwaite, Chatham Sam Caetano, Toronto Barbara Carr, Thunder Bay Bruce Dosman, Hanover William Foley, Burlington Virginia Haggith, Oakland Jim Hough, Burlington Garry Kelly, Lindsay Tim Kelly, Stratford Carolyn Levesque, Windsor Nancy Melcore, Brampton James Montgomery, Weiland Tony Morello, Angus Pat Newell, Port Hope

Brian Ogilvie, St. Catharines Toni Pettitt, Hawkestone Marc Praill, Harrow Fitzroy Reid, Toronto Tim Ryan, Thunder Bay Scott Saunders, Woodville Don Schmidt, Walkerton Dale Simon, Thunder Bay Andy Spruyt, Fonthill Mark Stockton, Toronto June Towler, Bradford Patricia Tweedie, Niagara Falls Karen Vaughan, Picton Chris Watson, Arthur Coreena Zurkan, Kenora

LOCAL 633 EXECUTIVE BOARD:

President Dan Bondy, Amherstburg

Secretary-Treasurer Marylou Mallett, Arthur

Recorder Neil Hotchkiss, Amherstburg

Vice-Presidents Brad Kozlowski, Thunder Bay Tony Nigro, Brampton Brad Wigle, Tecumseth

What You Get For Your Union Dues

• Higher than average wages and benefits. According to government statistics, unionized workers make, on av­erage, 38% more in wages and benefits than non-union workers in the same industries. This fact alone makes your union dues an outstanding investment in your future.

• Job Security. Your Union will not let you be fired or dis­ciplined without just cause, and it is up to management to prove just cause. Every year the Union spends tens of thousands of dollars in grievance and arbitration expenses just to protect your rights. If you are unjustly discharged, your Union will spare no expense in getting you back to work. Does a non-union worker have that kind of secu­rity?

• Grievance Procedure. Even the smallest contract rights are vitally important to your Union. Did you deserve a pro­motion and not get it? Are non-bargaining unit people do­ing your work? Were your bumping rights ignored? Is your sick pay late in coming? Have you been unfairly disciplined for a very minor mistake? The Grievance Procedure allows the Union to fight for your rights. In a non-union workplace you have no rights except what management chooses to allow you.

• Problems with the Workplace Safety and Insurance Act or Employment Insurance? The Union employs experts in cutting red tape and representing you to government agen­cies. These services are free to you, should you ever need them. Non-union workers are usually "in the dark" and "out in the cold" in these matters. They can only turn to expen­sive lawyers for help.

• Pensions, Dental Insurance, Sick Pay, Disability Insur­ance, etc. Compare your benefits package with those of non-union friends and family. Should they be unable to work because of sickness or accident, would they trade their insurance protection for yours? You bet they would!

Add up what you paid in Union Dues last year (don't for­get that they are tax-deductible). Compare that amount with

what you spent on such things as hobbies, cigarettes, beer, movies, cable television or "impulse" gifts.

WHAT IS A UNION STEWARD?

A Union Steward is an elected front-line representative of the United Food and Commercial Workers. It is his or her duty to give you advice on your rights and to represent you to man­agement in the first stage of the grievance procedure.

Bring any suspected violation of this agreement to the at­tention of the Union Steward as soon as possible, because time fimits may be important in winning your grievance. A Union Steward cannot work miracles and solve your problem on the spot, but he or she will either give you an answer or find out the answer to your problem by contacting the Union Representative.

Union Stewards are all volunteers. They receive no pay for their important work and have a lot of responsibility. Treat them with consideration, as you would any friend who tries to assist you.

Never ask your Union Steward to look into a violation of your contract rights unless you are willing to file a grievance if necessary. Their time is as important as yours. Your Steward can assist you in winning your rights under this collective agreement, but only if you are willing to see it through.

Despite the trouble involved in the job, being a Union Stew­ard can be a rewarding and educational experience. If you're not afraid to ask that your legal contract rights be respected by management and if you also enjoy helping people, talk to your Union Representative. You might make a good Union Steward.

UNION SCHOLARSHIPS, TRAINING AND EDUCATION

There are a number of scholarships available for Locals 175 & 633 UFCW Canada members, and their children, who are pursuing a post-secondary education. For more information please contact the Locals 175 & 633 Training Centre at 905-821-8329 or 1-800-565-8329, or visit www.ufcw175.com.

Locals 175 & 633 are also aware of the need for training and education in the workplace resulting from technological change, corporate restructuring and the abandonment by governments of the training and education of the workforce.

To address that need Locals 175 & 633 offer the most ad· vanced and accessible Membership Training & Education program in Canada. Members can choose from a variety of free educational opportunities including: computer training delivered from our training centres or over the Internet; eng­lish as a second language (ESL); skills upgrading or Ontario Secondary School Diploma credits delivered in conjunction with local school boards; and courses such as CPR and First Aid. Call the Training Centre or visit our Web site for current offerings.

We are also committed to ensuring our stewards are equipped with the knowledge they need to face their employ­ers and offer an extensive list of courses, from introductory to advanced, including stewardship, collective bargaining, union organizing and health & safety.

We were the first Union in Canada to use Mobile Computer Training Labs to bring computer courses to our members in their own local communities. These labs complement our Training & Education Centres in Mississauga and Hamilton.

In addition, every year the Locals offer fully-paid stewards' and members' scholarship programs, conducted at the Lo­cals' Training & Education Centre in Mississauga. Many scholarships are awarded annually to stewards province­wide to attend a weeklong, in-depth training and education seminar. The theme of the week is "Labour's History: Past, Present and Future" to ensure that stewards are well-in­formed and educated to be representatives of our Union in their workplaces. Nine hours of hands-on computer training is included. Another group of members' scholarships are awarded for an introductory weeklong computer training course.

We are a Union that is highly committed to making education and advancement a reality for our members.

WORKPLACE SAFETY AND INSURANCE ACT (WSIA) Formerly WORKERS COMPENSATION ACT

The Workplace Safety and Insurance Act (WSIA), formerly Workers Compensation Act, is an insurance program to protect workers from health-care costs and loss of income due to job-related disabilities. Here are answers to some commonly asked questions:

1. HOW DOES THE WORKER REPORT AN ACCIDENT?

If an accident occurs at work, section 22 ( 1) of The Act re­quires a worker to file a claim as soon as possible after the accident that gives rise to the claim, but in no case shall he or she file a claim more than six months after the accident or, in the case of an occupational disease, after the worker learns that he or she suffers from the disease.

2. IS THERE AN EXTENSION OF TIME?

The Board may permit a claim to be filed after the six month period expires if, in the opinion of the Board it is just to do so.

3. WHAT FORMS MUST BE COMPLETED TO RECEIVE BENEFITS?

Section 22 (4) ... A claim must be on a form approved by the Board and must be accompanied by such information and documents as the Board may require. Use Form 6 -Employee's Report of Injury.

4. WHAT CONSENT OF DISCLOSURE IS REQUIRED?

Section 22 (5) ... When filing a claim, a worker must con­sent to the disclosure to his or her employer of information provided by a health professional under subsection 37(e) concerning the worker's functional abilities. The disclosure is for the sole purpose of facilitating the worker's return to work.

5. FAILURE TO FILE?

Section 22 (6) ... If the claimant does not file the claim with the Board in accordance with this section or does not give the consent required by sub-section (5) no benefits shall be

provided under the insurance plan unless the Board, in its opinion, decides that it is just to do so.

6. NOTICE TO EMPLOYER?

Section 22 (7) ... The claimant shall give a copy of his or her claim to the worker's employer at the time the claim is given to the board. The employer must supply a copy of the Form 7, along with any and all amendments, to the employee.

7. NOTICE OF MATERIAL CHANGE IN CIRCUMSTANCES?

Section 23 (3) ... A person receiving benefits under the in­surance plan or who may be entitled to do so shall notify the Board of a material change in circumstances in connec­tion with the entitlement within 10 days after the material change occurs.

B. WAGES FOR DAY OF ACCIDENT?

Section 24 (1) ... The employer shall pay a worker who is entitled to benefits under the insurance plan his or her wag­es and employment benefits for the day of the injury as if the accident had not occurred.

9. EMPLOYMENT BENEFITS?

Section 25 (1) ... Throughout the first year after a worker is injured, the employer shall make contributions for employ­ment benefits in respect to the worker when the worker is absent from work because of the injury. However, the con­tributions are required only if:

(a) the employer was making contributions for employment benefits in respect to the worker when the injury oc­curred; and

(b) the worker continues to pay his or her contributions if any, for the employment benefits while the worker is absent from work.

10. DUTY TO CO-OPERATE IN RETURN TO WORK?

Section 40 ( 1) ... The employer of an injured worker shall co­operate in the early and safe return to work of the worker by:

(a) contacting the worker as soon as possible after the in-

jury occurs and maintaining communication throughout the period of the worker's recovery and impairment;

(b) attempting to provide suitable employment that is avail­able and consistent with the worker's functional abilities and that, when possible, restores the worker's pre-injury earnings;

(c) giving the Board such information as the Board may re-quest concerning the worker's return to work; and

(d) doing such other things as may be prescribed.

WORKER'S DUTY?

Section 40 (2) ... The worker shall co-operate in his or her early and safe return to work by:

(a) contacting his or her employer as soon as possible after the injury occurs and maintaining communication through­out the period of the worker's recovery and impairment;

(b) assisting the employer, as may be required or request­ed, to identify suitable employment that is available and consistent with the worker's functional abilities and that, when possible, restores his or her pre-injury earnings;

(c) giving the Board such information as the Board may re-quest concerning the worker's return to work; and

(d) doing such other things as may be prescribed.

11. NOTICE OF DISPUTE?

Section 40 (6) ... The employer or the worker shall notify the Board of any difficulty or dispute concerning their co-opera­tion with each other in the worker's early and safe return to work. A Board mediator may be assigned to mediate the dispute.

12. OBLIGATION TO RE-EMPLOY?

Section 41 (1) ... The employer of a worker who has been unable to work as a result of an injury and who, on the date of the injury, had been employed continuously for at least one year by the employer shall offer to re-employ the work­er in accordance with this section.

Section 41 (4) When the worker is medically able to perform the essential duties of his or her pre-injury employment, the

employer shall: (a) offer to re-employ the worker in the position that the

worker held on the date of injury, or (b) offer to provide the worker with alternative employment

of a nature and at earnings comparable to the worker's employment on the date of injury.

TIME LIMITS A 30-day time limit on appealing a Board decision about return to work or a labour market re-entry plan made on or after January 1 , 1 g98.

2 A six-month time limit on appealing any other Board deci-sion made on or after January 1, 1998.

3 A six-month time limit on filing a claim.

The changes to the new act are significant and have re­duced or limited entitlement for injured workers. However, you should never let management talk you out of filing a claim, it Is your right. In fact, it is a violation for an employer to refuse to submit a claim. Your local union has a benefits department that will answer any questions you may have in regard to filing or appealing a WSIB claim. Contact your union office.

EMPLOYMENT INSURANCE (formerly UNEMPLOYMENT INSURANCE)

On June 30, 1996, the Employment Insurance Act came into effect. Additional changes became effective January 1, 1997 and December 31st, 2000. The new system reflects a fundamental restructuring of the old Unemployment Insur­ance system.

"Where to Apply?"

Apply at the local Human Resource Centre of Canada. Check the telephone directory under Human Resources Development Canada or Canada Employment Centre for the office nearest you.

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'

Regular Benefits: You can receive regular benefits if you lost your job and you can't find work, provided that you meet these require­ments:

• you have been without work and without pay for at least seven consecutive days;

• you have paid into the El account; • you have worked the required minimum number of hours

in the last 52 weeks; the number of hours of work needed, may range from 420-700 hours depending on the unem­ployment rate in your region.

• there are two exceptions: if this is your first job ever, or your finll job after coming back into the workforce after an absence of two years or more, you will need a minimum of 910 hours of work to qualify regardless of the local unemployment rate.

In most cases you will receive 55% of your insured earn­ings to a maximum of $413 per week. Claimants who are in a low income family (an income of less than $25,921) with children and receive the Child Tax Benefit will receive a Family Supplement based on your Child Tax Benefit Your benefit rate can be increased to a maximum of 65% but not greater than the maximum benefit rate of $413 (2001 ).

Claimants can collect benefits between 14 and 45 weeks depending on the unemployment rate in their region, and the number of hours they have worked in the last 52 weeks.

How to Calculate the Benefit Amount?

The benefit rate is based on your average insured earn­ings in the last 26 weeks of work. Your insured earnings will be averaged over a number of weeks known as a divisor, which is based on the unemployment rate in your region. The divisor is the greater of:

(a) the number of weeks of insured earnings in the last 26 week period; or

(b) the number of weeks specified in the divisor table.

If you worked for only the minimum number of weeks re­quired to qualify, or for one week longer than that, then the minimum divisor applies to you.

Intensity Rule:

Any week of regular benefits collected after June 30. 1996, could affect your benefit rate on future claims. Weeks of benefits claimed will stay on your claim history for five (5) years. Working while on a claim can help you to reduce the number of weeks on your claim history. Your claim history is maintained for five years.

Work Credits:

Claimants who work white they receive regular benefits and earn enough to reduce their El cheques will be able to earn credits to be applied against the intensity rule. The total amount they save the El system by working while on a claim will be converted into weeks of unpaid benefits. Those weeks will then be credited against the application of the intensity rule for the next· claim in the next five years.

Sick Benefits:

Sick benefits are paid for up to 15 weeks, if you have 600 hours of insurable employment in the last 52 weeks or since the start of your last claim. If you get sick after your employ­ment was interrupted for another reason, such as tempo­rary layoff, you may be eligible with less than 600 hours. Medical reports are necessary.

Maternity Benefits:

If your child is born or adopted after December 31st. 2001 : You must have worked and paid El premiums for at least 600 hours in the last 52 weeks, or since the beginning of your last El claim. You can start collecting maternity ben­efits up to 8 weeks before you are scheduled to give birth. However, benefits cannot be received tater than 17 weeks after the baby is due or born. unless the infant is confined to a hospital.

Parental Benefits:

Parental benefits can be collected for up to 35 weeks by natural and adoptive parents while they are caring for a newborn or adopted child. Under the new rules a combi­nation of maternity (biological mothers only), parental and sickness benefits can be received up to a combined maxi­mum of 50 weeks in a 52 week period.

Benefits are paid at 55% of your average insured earnings up to a maximum of $413 per week.

Employment Insurance Compassionate Leave:

As of January 4, 2004, compassionate care benefits may be paid up to a maximum of 6 weeks to a person who has to be absent from work to provide care or support to a gravely ill family member who is at risk of dying within 26 weeks. Unemployed persons on El can also ask for this type of benefit.

To be eligible for compassionate care benefits you must ap­ply and show that:

• your regular weekly earnings from work have decreased by more than 40%; and

• you have accumulated 600 insured hours in the last 52 weeks or since the start of your last claim. This period is called the qualifying period.

You can receive compassionate care benefits to care· for one of the following family members:

• your child or the child of your spouse or common-law part-ner;

• your wife/husband or common-law partner; • your father/mother; • your father's wife/mother's husband; • the common-law partner of your father/mother.

Common-law partner means a person who has been liv­ing in a conjugal relationship with that person for at least a year.

When requesting compassionate care benefits you must provide a medical certificate as proof that the ill. family member needs care or support and is at risk of dying within 26 weeks.

Discharge or Quit:

No regular benefits are paid to those workers who quit a job without just cause or who are fired for misconduct. You may appeal a disqualification. Contact your Union if you need assistance with your appeal.

For more information contact

HUMAN RESOURCES DEVELOPMENT CANADA or

CANADA EMPLOYMENT CENTRE

Should you have a problem, contact your Union Representative for help!

THE OCCUPATIONAL HEALTH & SAFETY ACT

Most work-related disabilities can be avoided if both man­agement & workers live up to their responsibilities under Ontario's Occupational Health & Safety Act. Here is a quick guide to the Act. For details, refer to the Act itself, which is found in the small green book, which must be posted in every workplace.

Employer's Duties: Among other things, the employer must:

• Provide information, instruction and training to a worker to protect the health & safety of the worker.

• Acquaint the worker with any workplace hazard. • Appoint a competent person as supervisor. • Co-operate with and assist the health & safety committee

and representative. • Take every precaution reasonable for the protection of the

worker.

l •

Supervisor's Duties: In stores, the Supervisor is normally the Store Manager. He/she must:

• Ensure that the worker works in a safe manner and uses all the equipment, protective devices or clothing that is required.

• Advise a worker of any potential or actual danger to health & safety.

• Provide written safety instructions, where required. • Be familiar with the Act and regulations.

Worker's Obligations

• Use all safety equipment and wear all protective clothing required by the employer.

• Report any potentially unsafe condition or defect in safety equipment to your Supervisor.

• Obey the Health and Safety law and all regulations and report any violations of the law or regulations to your Su­pervisor.

Workers may not:

• Remove or turn off any safety device. • Use any equipment or work in a manner which may en-

danger yourself or another worker. • Engage in horseplay of any kind.

The Right to Refuse Unsafe Work

If you encounter an unsafe condition at work, your first ob­ligation is to report it to your Supervisor. Once you have done that. you may refuse to work at a job or task where you have reason to believe that:

• Any machine or equipment you are supposed to use is likely to endanger yourself or another worker, or

• The condition of the workplace itself is hazardous.

You must promptly notify your Supervisor of your refusal, who must then investigate the matter in your presence and that of a health and safety representative of the workers (normally the Steward or a member of the Health & Safety Committee). If the Supervisor orders you back to work and

you are still not satisfied that the job is safe, you may con­tinue to refuse to work, provided you believe the condition still constitutes a hazard.

At this point, the Inspector from the Ministry of Labour must be called in. While you are waiting for the Inspector, the Supervisor can request that someone else perform the job provided that he or she is informed in the presence of the Health & Safety Committee member, that the job was re­fused and the reasons for the refusal. This second worker also has the same right to refuse. The refusing worker may be assigned reasonable alternative work, subject to the Collective Agreement.

The decision of the Inspector is final. Although this order may be appealed, you must return to the job if the Inspector so orders, pending the outcome of such appeal.

Certified Member

Section 48(1) states that a certified member who receives a complaint that dangerous circumstances exist is entitled to investigate the complaint.

/fin Doubt

If in doubt about the Right to Refuse, members should con­sult their Certified Worker Member, Health & Safety Com­mittee Member, Union Steward or Local 175 Union Repre­sentative or call the Ministry of Labour.

The Entitlement to be Paid

Section 43(13) requires the employer to pay Health & Safe­ly Committee members at "regular or premium rate, as may be proper."

2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31

INDEX

Purpose Scope and Recognition . Membership In the Union . No Strikes or lockouts .. . Management Rights ...... . Stewards.. .. ...................... . Negotiating Committee .. . Grievance Procedure Arbitration ......................... ..

Layoff. and Job Bidding Leave of Absence .............. ., .................... . No Discliminalion .............. . Employment... Jury Duty ................. . Meetings Between the Company and the Union .. Medicaltnformation of Employees ... Bereavement Leave ............ .. Union Representative Visits lo Unit Uniforms: ................................. .. Safety and Health ........................... ..

Paid Holidays .... Hours of Work, Overtime ... Shift Premiums ............ .. Premium Pay ............... , ............. . Health and Welfare ......... . Bulletin Board

32 Letters of Understanding/Agreement . Appendix "A" Appendix "B" • Appendix "C" • Leave of Absence Appendix "D" • Security Clearance. Appendix "E"- Time Limits ............ .

PAGE

............... 1 .1

.... 1 ' ..... 3 .. ..... 3

" ''' ' .......... 3' ....... 3

.. .4 .. 5

.7 ..... 8 . .... 8

" ..... 9 . ....... 9

.9 ' ' .. '" ..... 9

.. .... 10 " '" 11

.. .. 11 12 12 12

"" 14

24 25 26

... 27 .. ...... 28 ' ..... 29

Appendix "F" • Letter of Understanding Appendix "G" • Letter of Understanding Appendix "H" • Letter of Understanding

Re: Labour/Management Committee .......... 30 Re: Route Vending . .. ................ . ........... 31 Re: Pay Equity ...... .. ... 32

COLLECTIVE AGREEMENT

BElWEEN: COMPASS GROUP CANADA(BEAVER) LTD. (At Bruce Power)

{Hereinafter referred to as the "Company")

AND: UNITED FOOD & COMMERCIAL WORKERS CANADA, LOCAL 175 (Hereinafter referred to as the "Union")

ARTICLE 1 - PURPOSE

1.01 The general purpose of the Agreement is to establish mutuaily satisfactory relations between the Company and its employees and to provide machinery for the prompt and equitable disposition of grievances, to establish and maintain satisfactory working conditions. hours and wages lor all employees who are subject to the provisions of this Agreement. and to provide efficient operation of the Company's business.

ARTICLE 2 • SCOPE ANP RECOGNITION

2.01 The Compony to recognize the United Food & Commercial Workers Canada, Local as the sole bargaining agent of all employees of Compass Group Canada (Beaver) Ltd. at Bruce Power, save and except Supervisors, persons above the ranks of Supervisors and office staff.

2.02 The employees of the Employer not covered by this Agreement shall not perform wort< normally performed by bargaining unit employees, except to provide instructions to employees. or in cases or emergency such as staff shortages where no employees are available lor work, or during unforseen daily nuctuations in customer volumes.

ARTICLE 3- MEMBERSHIP IN THE UNION

3.01 The Company agrees that with reference to such of its employees who are covered by this Agreement, it will retain in its employ only members in good standing of the Union or those who become members in good standing of the Union within thirty (30) calendor days of such employment. The Union agrees that it will not unreasonably deny application for admission to the Union. The Company agrees to notify the Union at least once a month. the name, dale hired. classification and employment locale of all new employees. Termination of employees will be

reported on the same list. The Union agrees to notify the Company, in writing. of the name of any employee who is not in good standing with the Union.

3.02 The Company agrees to deduct the regular Union dues as specified in the Bylaws and Constitution of the Local Union from the pay of all employees and further agrees to deduct the initiation fee as specified in the Bylaws and Constitution or the local Union from the first pay after compte lion of the probationary period and remit the monies so deducted to the Union on or before the 25th of the following month. The regurar Union dues will be deducted on a bi-weekly basis, commencing with the employee's first pay cheque. The Company will have the Application for Membership card completed when the employee is hired and forward the application to the Union at the time of making each Unton dues remittance.

3.03 The remittance statement shall be documented by location containing a dues and initiation report which will be provided in the form of e~mail (remit@ufcw175 com) or on a computer diskette as well as a hard copy of the dues repor1 being attached to lhe remittance cheque. The information provlded shall be on a standard spreadsheet in Excel, Quattro Pro, Lotus or other software program acceptable and adaptable to the Union. The spreadsheet will be in a format provided by the Union and the Company will provide the following information: as known to the Company.

a) S.I.N b) Employee number if applicable c) Full name (LasVFirsVInitiats) d) Full address, including city' and Postal Code e) Telephone number (including area code) I) Date of hire g) Rate of pay h) Classification i) Full-time or part-time designation j) Union dues deducted (or the reason a deduction was not made).

dues are deducted weekly, report requires five (5) columns for reporting

k) Total dues deducted I) Back dues owing m) Vacation pay breakdown of dues owing n) Initiation fee deducted o) Total Initiation Fees deducted

3.04 The Union shall indemmfy and save the ·company harmless from any claims, suits, judgements, attachments and from any form of liability as a result of such deductions remitted to the Union.

ARTICLE 4 • NO STRIKES OR LOCKOUTS

4.01 The Company agrees that during the life of the Agreement. it will not cause or direct any lockout of its employees. The Union agrees that during the life of the Agreement, there will be no strikes and that if any strike should occur, it will instruct its members to carry out the provisions of the Agreement and to return to work.

ARTICLE 5 ·MANAGEMENTS RIGHTS

5.01 Subject to this Agreement, it is the exclusive right of the Company:

a) to operate and manage its business in all respects in accordance with its obligations;

b) to direct the working force. to maintain order, discipline and efficiency, and to establish and enforce reasonable rules and regulations to be observed by the employees;

c) to hire, retire, promote, demote, transfer, classify and layoff employees and to suspend, discipline and discharge employees for just and sufficient cause. Any exercise of these rights in conflict with the provisions of this Agreement may be dealt with through the grievance and arbitration procedure.

ARTICLE 6 ·STEWARDS

6.01 The Company agrees Ia recognize two (2) Stewards elected or otherwise appointed within the unit for the purpose of handling grievances and attending meetings with Management in the administration of this Agreement and the attached local wage agreement on behalf of the employees covered hereunder.

6.02 The Company agrees to compensate the Stewards at regular rate of pay for time spent attending meetings with Management in r8spect to grievances.

ARTICLE 7 ·NEGOTIATING COMMIITEE

7.01 The Company acknowledges the right of the Union to appoint or otherwise select a Negotiating Committee of not more than two (2) employees, and will deal with said Committee concerning such matters as are properly the subject of negotiations including the proposals for the renewal or modification of this Agreement, as per termination and renewal clause.

7.02 The Company will c,ompensate such employee for all time spent in negotiating with the Company at their regular rate of pay to a maximum of eight (8) hours per day

7,03 The Employer and the Union will share equally in cost of meeting rooms for all negotiations, including conciliation, mediation and lnterest Arbitration.

7,04 The Employer and the Union will share the cost of the printing of the Collective Agreements,

ARTICLE 8- GRIEVANCE f>ROCEDURE

8.01 Any complaint, disagreement or difference of opinion between the Company and the Union or the employees covere-d by this Agreement. which concerns the interpretation, application. operation or alleged vtorationofthe terms and provisions of 1his Agreement. shafl be considered as a grievance.

8.02 Any employee, the Union or Company may present a grievance. Any grievance which is not presented within seven {7) worl<ing days immediately following the event giving rise to such grievance shall be forfeited and waived by the aggrieved party. Dismissal grievances will be presented at Step 3.

8,03 All grievances except those submitted by the employee to her immediate Supervisor. shall be submitted in writing and shall clearly set forth the issues and contentions of the aggrieved party. It is agreed that under unusual circumstances an employee may take her alleged grievance directly to the Union.

8,04 The procedure for adjustment of grievances and disputes by an employee shall be as follows:

By a discussion between the employee and her Production Manager, The employee will be accompanied by a Steward if she so desires. If a satisfactory settlement cannot be reached within three (3) working days, then;

By a discussion between the employee with her Steward and Director of Food Services. Grievances referred to in this step shall be in writing and the grievor must be present. If a satisfactory settlement cannot be reached within seven (7) days, then;

By a meeting with the Steward. the employee (at her option), the official Local Union Represen1allve, the Operations Supervisor. as appropriate. tr a satisfactory settlement cannot be reached, the matter may be referred to arbitration. Grievances referred to in this Step wilt be in wrlting.

8.05 When an employee's work performance is such that she is to be disciplined or discharged, the Union Steward shall be present at the meeting. If requested by the employee, the Union Steward will leave the meeting. All conclusions will be null and void if any meet;ng is held without a Union Steward present, unless the Union Steward is requested to leave by the employee. If a Union Steward is not readily available, another member from the bargaining unit shall serve in place of the Union Steward.

8.06 Time limits, as set forth above, may be extended by mutual agreement. in writing.

ARTICLE 9- ARBITRATION

9.01 If the Union and the Company Representatives cannot reach an adjustment of a grievance within twenty-one (21) days from the date of the decision at Step 3 or Step 4 as the case may be. then, upon request of either party, the grievance shall be submitted to arbitration.

9.02 When either party requests that a grievance be submitted to arbitration, they shall make such request in writing, addressed to the other party to this Agreement and allhe same time, provide the names of three (3) single arbitrators. Within five (5) days thereafter, the other party shall either accept one of the arbitrators submitted or provide the names of three (3) alternate arbitrators. If they are unable to agree on a single arbitrator from the names submitted within a further five (5) days, they may then request the Ontario Ministry of Labour to assist them in selecting an impartial single arbitrator.

9.03 The arbitrator shall not be vested with the power to change, modify or alter any of the terms of this Agreement. All grievances submitted shall present an arbitrable issue under this Agreement and shall nat depend on or involve an issue or contention by either party which is contrary to any provisions of this Agreement, or which involves the determination of a subject matter not covered by or arising during the term of this Agreement.

9.04 The findings and decision of the arbitrator on all arbitrable questions shall be binding and enforceable on all parties.

9.05 It is the intention of the parties that this Article shall provide a peaceful method of adtusting grievances so that there shall be no suspension or interruption of normal operations as a result of any grievance. The parties shall act in good faith in proceeding to adjust grievances in accordance with the provisions of this Article.

9.06 The expense of the arbitraiOr shall be borne equally by the parties to the arbitration.

ARTICLE 10 ·SENIORITY

10.01 a) An employee shall be on probalion during her first ninety (90) shifts worked. to be applied to all employees hired after date of ratification without seniority rights dunng that period. Upon completion of her probalionary period, her name shall be applied to the seniority list and her bargaining unit seniority shall be computed from the day she last commenced to work for the Company. No grievances may be submitted concerning the termination of employment of a probationary employee. If more than one (1) employee is hired on the same day, their seniority order will be detenmined alphabetically.

It is understood that there Is a requirement for all employees to attend an Orange Badge training program as prescribed by Bruce Power. All employees must undergo a security clearance by Bruce Power.

b) Seniority shall be defined as length of continuous employment with the Company in the bargaining unit.

Service shall be defined as length of continuous employment with the Company.

c) The Company agrees to post each January 1 sl and July 1. st of each year a seniority list indicating the employees' full name. status and seniority date. The Stewards will receive a copy of such seniority Ust

10.02 The seniority rights of an employee shall cease and her name shall be stricken from the seniority list for any of the following reasons:

a} if the employee voluntarily quits.or resigns;

b) if the employee is discharged for just cause and the discharge is not reversed through the grievance proce?ure;

c) if the employee fails to return to work in accordance with the provisions of the following Article on Layoff and Recall. unless such failure to return to work is due to circumstances beyond the control of the employee;

d) if the employee fails to return to work in compliance with the terms of a leave of absence granted to her, unless such failure to return to work is due to circumstances beyond the control of the employee;

e) if the employee retires;

f) if the employee Is laid off for a period in excess of eighteen (18) months;

g) effective date of ratification, if an employee is ill or injured for a period in excess of twenty-four (24) months, but excluding any period of time for which Workers' Compensation has been paid and/or an appeal is pending. The parties agree that the application of this article will be consistent with the Ontario Human Rights Code and any other applicable employment statute or law_

ARTICLE 11 -LAYOFF, RECALL AND JOB BIDDING

11 .01 In dealing with layoffs, seniority within the bargaining unit shall be the governing factor provided that the employee has the necessary skill, ability, and physical capability of performing the normal requirements of the job

11.02 Recall from layoff

When an employee IS laid off because of lack of work, she shall have the right to be recalled in accordance with her seniority for up to eighteen (11.1) consecutive months following her layoff provided she has the ability to perform the work. An employee on layoff shall have up to seven (7) calendar days to return to work after the date or mailing (registered letter) by the Company of notice of recall to the employee's last known address.

11.03 Job Vacancies:

All permanent job vacancies shall be posted for five (5) working days. All temporary vacancies greater than thirty(30) shifts shall be posted. All interested employees should apply regardless of their seniority. The job shall be awarded on the basis of seniority and ability to do the work required. Once the posting goes up on the bulletin board, the Employer will not alter any condition or requirement on the posting_ The posting notice shall set out a description of the job, the qualifications required of the applicants for the job, the hours of work (shift) and the wage rate for the job. If within twenty-five (25) shifts it is determined the employee Is unable to do the job in a satisfactory manner, or if the employee chooses to, the employee shall be returned to their previous position. It is understood that if the .employee is returned to his previous position, the Employer will not re·post the vacancy, but rather move to the next applicant who applied to the original posting.

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If all candidates of the original posting are unsuccessful in obtaining the posted position, the Employer shall, prior to going outside the bargaining unit, re-post the position for three (3) working days. It is understood and agreed that only former probationary emptoyees or new hires previously not employed with the Employer, providing that both have successfully completed their probationary period, shall be provided with the opportunity to apply for such posting.

U is agreed that a successful candidate will not be entitled to bid on any other vacant position(s) for a period of six (6) months from having been successfully awarded the job and completing their trial period.

11.04 Temporary positions of more than five (5) days will be posted for three (3) days. Seniority will be the governing factor in filling the posting. providing the person has the required skill and ability to do the job.

The person filling the temporary positfon will re1um to the person's former position upon the return of the incumbent

ARTICLE 12 ·LEAVE OF ABSENCE

12.01 An employee who has completed the employee's probationary period may apply for a leave of absence. without pay, for personal reasons giving the Company at least twenty-one (21) days' notice. The Company shall not deny any reasonable request for such leave of absence for personal reasons. The maximum term allowed for said leave of absence will not exceed sixty (60) days.

12.02 All applications by employees or the Union for leave of absence and replies by the Company shall be in writing. except for one ( 1) day 0r less may be given verbally by the Unit Manager.

12.03 Subject to 10.02 d), an employee's seniority dale shall not be affected by leave of absence.

ARTICLE 13 ·NO DISCRIMINATION

13.01 a) There shall be no discrimination against or intimidation or any employee by the Company or by the Union because of the marital status, age, race, creed, naliona,ity, ancestry, place of orientation.

b) Disciplinary Warnings:

Where an employee receives a written disciplinary warning and receives no further written discipline for the a similar offense lor a period of twelve (12) months from the date of the warning, or the warning is withdrawn by the grievance and arbitration procedure, such warning shalt be removed from the employee's record and shall not be used in any subsequent disciplinary action or arbitration proceedings. '·

ARTICLE 14 ·EMPLOYMENT

14.01 The Company will not employ two (2) or more part-time employees for work that could be pertormed by one (1) full-time employee.

15.01 If an employee is required to pertorm Jury Duty or appear as a Crown Witness, the Company shall pay her the difference between the Jury Duty payor Crown Witness pay received and the wages she would have otherwise earned. The Company will pay the employees their monies owing no later than the following pay period after receiving official proof from the Court of the employees' attendance for Jury Duty or as a Crown Wilness.

ARTICLE 16 ·MEETINGS BETWEEN THE COMPANY AND THE UNION

16.01 Meetings may be requested by the Company or the Union to discuss matters of mutual concern.

ARTICLE 17 ·MEDICAL INFORMATION OF I;MPLOYEES

17.01 Employees are expected to attend work as scheduled.

(i) Any employee who is scheduled to report to work by 4:00a.m. and who will be ill and unable to report to work, shall call the designated Manager at least one (1) hour prior to the start of his scheduled shift.

(II) All other employees, except those scheduled to work the Night Shift, who will be ill and unable to report to work, shall call the designated Manager at least two (2) hours prior to the start of their scheduled shift.

(Iii} All employees scheduled to work the night Shift, who will be ill and unable to report to work. shall call the designated Manager at least three (3) hours prior to the start of their scheduled shift.

The employee will provide the designated Manager ·with the reason for the absence and the expected date of return.

If the Company requests that an employee submlt to a medical examination, the employee shall comply promptly with the Company's request on the understanding that the Company is responsible for the cost of the examination. It is understood that the employee(s) who are requested to submit to such medical examination shall be given the appropriate amount of time off without loss of regular wages, up to a maximum of one (1) full shift, The employee must make a reasonable effort to return to work following said appointment, notifying the Company of such and reasons if they cannot return. The Company may select its own physician; however, if the Union feels that any medical opinion given by the physician selected by the Company Is in.correct and would result in an injustice to the employee, the Union may require that the employee be re-examined by the physician appointed by itself and at its own expense. The employee concerned, the Union, and !he Company shall each be entitled to a copy of the report of any such medical examination.

17.02 If Bruce Power requests that the Company's employee be subject to medical inspection by the Medical Services Division of Bruce Power, the employee shall comply promplty with this request on the understanding that the Company is responsible for the cost of the examination as per arrangements as Article 17 .01.

17.03 If Bruce Power requests that the Companys employee be made available for orientation training and QOrange Badge .. training, the employee will comply promptly with this request on the understanding that the Company is responsible for paying the time spent for the purpose of this training, and such training times and dales shall be determined by Bruce Power.

ARTICLE 18- E\EREAVEMENT LEAVE

18.01 In the event of a death in the immediate family of an employee, the Company will grant four (4) full conseculive days time off to be .taken within seven (7) days immediately following the death without loss of pay for which the employee would

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have otherwise worked, Payment for lost wages wlll be made to employees only for the days they were scheduled to work. Immediate family is comprised of spouse, child, parent or step~parent, brother, sister, mother·ln·law, father~in~law, son-in·law, daughter-in~law, brother~in·law, sister·in·law, grandparents or grandchildren.

In the event of a death' of an employee's aunt or uncle, the Company will grant one (1) full days time off to be taken within seven (7) days immediately following the death without los of pay for which the employee would have otherwise worked.

18.02 The Unit Manager may grant the employee additional time off without pay if reasonably required.

ARTICLE 19- UNION REPRESENTATIVE VISITS TO UNIT

19.01 The Company agrees that a full-time representative of the Union, after contacting the Unit Manager, may enter the premises al the location during hours of employment to interview employees and deal with the administration of this Collective Agreement provided the Company can obtain permission for such a visit from the customer at the location. H ls agreed thal such visits will be timed to cause as little disruption as possible to the normal conduct of the Company's business and will not result in any disruption of the customer's business.

ARTICLE 20 - UNIFORMS

20.01 a) The Company will issue three (3) uniforms for all employees, upon hire. The uniform requirement will be reviewed on an ongoing bas~s with each new employee and a new uniform or part thereof will be ordered, it required. Suitable pants are to be agreed upon by the Company and Union Stewards. All uniforms will be returned to the Company upon termination of employment or the cost will be deducted from the employee's pay. Unlfonms will be replaced by the Company upon demonstrated need. The employee shall maintain the upkeep and laundering of these items.

b) All employees will receive an immediate reimbursement of up to one hundred and twenty-five dollars ($125.00) no later than November 30" ol each calendar year to purchase Company authorized non-slip shoes, To claim the reimbursement, employees must satisfy Management that appropriate footwear has been purchased and must wear appropriate footwear at all times.

20,02 Where required, the Company shall supply hair nets at no cost to the employees.

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ARTICLE 21 ·SAFETY AND HEALTH

21 01 The Umon and the Company shall cooperate in contrnuing and perfecting regulations which will afford adequate protection to employees engaged in hazardous wori<..

21.02 The Safety and Health Committee shall be established and comprised of one (1) representative appointed by the Company and one (1) representative of the Union. The Committee shall nieet at least every two (2) months.

21.03 The Umon and the Company shall be notified of each accident or injury.

21.04 An employee who is injured during working hours and is required to leave for treatment of such injury, shall receive payment for the remainder of the shift at her regular rate of pay. unless a doctor states thallhe employee is fit for further work on that shift. If an employee is on Workers' Compensation, the employee shall be returned to her classification, in accordance with her seniority. The Company shall provide transportation to the doctor or to the hospital.

ARTICLE 22 • INTERPRETATION

22.01 Where the female pronoun appears in this Agreement it shall be construed as including the male.

ARTICLE 23 ·VACATIONS

23.01 Vacations will be granted by the Employer in accordance with the following:

Send.£~ Va~.ation Vacation Pay

Less than three Four (4) percent (3) months

Three ( 3) Months One (1) week' Four ( 4) percent or more

One (1)year Two (2) weeks Four ( 4) percent or more

Five (5) years Three (3) weeks Six (6) percent or more

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Ten (10) years or more

Seventeen (17) years or more

Four ( 4) weeks

Five (5) weeks

Eight (8) percent

Ten (10) percent

This one {1) week can be taken any time during the first year of service.

23.02 a) For the purposes of calculating vacation under this clause. the employee's anniversary date of employment wm be used as the qualifying date.

b) For the purpose of the Agreement, the vacation year will be from January 1st to December 31st.

c) The Company agrees to accumulate vacation entitlement and to issue a separate vacation cheque, provided that the employee notiftes the Company in writing at least fifteen (15) days prior to her scheduled vacation date. This will apply to all employees.

d) Any vacation pay still owing to an employee will be paid by January 15th of the following year.

Those employees who are being paid the percentage payment as stipulated above shall receive such payment by separate cheque.

An employee shall not be permitted to accumulate her vacation from one year to anolher.

23.04 A Vacation'Pianner will be posted on or about January 1" of each year. Employees shall sign the Planner and submit a vacation request in writing to their Supervisor before March 1" of each year. If there is a dispute between the written Planner and the submitted vacation request, the submitted request shall always prevail; the Planner is for information purposes only.

Employees who have submitted their vacation before March 1'1 of each year shall have their vacation scheduled in accordance with seniority provided it is operationally feasible.

Employees not completing their enUre request by March 1" shall not be able to exercise seniority in the selection of their remaining vacation. In other words, vacation will be scheduled on a first come, first serve basis following March 1"1

• All employees who have not submitted their vacation requests

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prior to March 1" of each year will be subject to having at least two (2) weeks of their vacation assigned by management, beginning April1 51 of each year.

An approved vacation schedule will be posted by April 1" of each year. Requests for vacation made after April1'1 of each year must be made at least 30 days in advance of the vacation period.

Vacations shall be taken in one (1) week blocks.

Vacation schedules may be changed upon mutual agreement of the two (2) employees affected with the consent of the Company.

Vacations are not cumulative. nor can they be carried over from year to year.

23.05 Employees shall not be compelled to worl< their vacation period.

23.06 Where an employee has been unable to accrue a full year's vacation entitlement for any reason in a given year, that emplo:;ee shaH only be required to take the actual number of vacation days that have been accrued.

ARTICLE 24 ·PAID HOLIDAYS

24.01 Namely; New Year's Day Canada Day Christmas Day Family Day

Good Friday Labour Day Boxing Day

Victoria Day Thanksgiving Day Civic Day

Each employee who completes her scheduled working shifts immediately prior to and following the day of celebration of each of the holidays listed hereunder, or who may be on vacation, or if lhe employee is excused because of illness or accident or conditions beyond her control, shall be paid a Sum equivalent to her current hourly rate lor the number she would have worked on such day had It not been a holiday. An employee on layoff in excess of seven (7) calendar days prior to the paid holiday shall not be eligible for holiday benefits.

Every employee shalt be entitled to one (1) floating paid day off annually on a day mutually agreeable to both the employee and the Company. The value of this paid shift shall be equal to the amount of that employee's average regular shift.

24.02 Employees who work on a Statutory Holiday shall be paid time and one-half (1 Yz) their normal hourly rate of pay for all hours worked in addition to their regular day's pay forthe holiday.

24.03 a) Part-time employees shall be paid for Statutory Holidays provided they meet the following conditions:

1. They have completed three (3) months of employment;

2. They complete their scheduled work shift immediately prior to and following the holiday:

3. They shall be paid fn accordance with the provisions of the Employment Standards Act.

25.01 The hours of work will consist of five (5) eight (8) hour shifts. to a maximum of forty (40) hours per week. It is hereby expressly understood that the provisions of this section are intended only to provide the basis of calculating time worked and shall not be, nor construed to be, as a guarantee of the hours of work per day nor as to the days or work per week.

In accordance with current practice, the work week wlll be Monday to Friday for the senior employees and any Monday to Friday posted positions in the bargaining unit under normal operating circumstances. However, in circumstances such as outages and situations beyond the Company's control, these senior employees may be required to work, work weeks that include Saturday and Sunday in reverse order of seniority. The remaining full time employees will have a work week that will be scheduled in five (5) consecutive days, If Saturday and Sunday are part of the five (5) days as above, you will be scheduled two (2) consecutive days off each week;unless agreed to between the Employee and the Employer. ·

Full time employees will be given preference of shifts and not start times in accordance of their seniority and ability to perform the worlc

Part time employees will be scheduled hours of work by seniority, provided the employees have the skill and ability to perform the work.

In the event of a layoff or a reduction of hours, full time employees may select to work reduced hours from Monday to Friday and may also select to work hours on Saturday and Sunday at their regular hourly rate of pay, in accordance with their seniority. No part time employee will be promoted to full time until all full time employees have been recalled back to full time.

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Work Schedules

Hours of work will be scheduled between the following start times.

Day Shift (1")- 4:00a.m. to 7:00a.m. Afternoon shift (2"')- 8:00a.m. to 1:00 p.m. Night Shift (J'')- J:JO p.m. to 5:30 p.m.

The parties agree that. if due to changes beyond the control of the Company,these hours need to be altered, a meeting for discussions between the Company and the Union will be arranged.

Split shifts will not be scheduled, unless mutually agreed upon by the employee and management.

25.02 The Company agrees that hours will be scheduled as follows:

a) First to full-time employees by seniority provided they have the ability, qualifications and skill to perform the work required them.

b) Second to part-time employees by seniority provided they have the ability, qualifications and skills to perform the work required.

c) The Employer can schedule employees in reverse order of seniority, provided they have the necessary skill and ability to perform the work.

A work schedule shall be posted at Bruce "A" and the Support Centre by Tuesday at 3:00p.m. showing the scheduled working hours for each employee covered by this Agreement. Schedules for Bruce "8" will be posted Wednesday morning. The schedule shall be for the succeeding week and no changes will be made except in circumstances beyond the control of the Company. The Food Service Director shall give the Stewards a copy of schedules as soon as they become available each Tuesday. Any discrepancies or conflicts with the Collective Agreement will be brought to the Manager's attention by 3:00 p.m. Wednesday.

All shifts which become available will be filled immediately and on a daily basis as is practical. Shifts will be filled by seniority and availability.

d) 1. Availability Forms: All employees who wish to work extra hours must complete availability forms which will. be provided by the Company. · These completed forms must be submitted to Management no later than the 20th of each month for work which will become available for the following month. If no new form is submitted, the most current

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form on file will be used All shifts will be offered to available employees by seniority and the ability to perform the work. Employees who have their hours reduced will have the opportunity to submit a new availability form tor the current month.

The Company and the Union agree to meet ninety (90) days after ratification, if necessary, to discuss the implementation of this Article.

2. Time Off For Appointments: Time off may be granted for appointments which staff must attend to during their normal shift. The Employer will attempt to accommodate these appointments, when possible,

3. Training: The amount and extent of training for all staff is to be determined by Management. Any training period must be a reasonable length of time.

4. Medical Certificate: Upon returning to worl< from short term medical leave, the emplOyee will provide a medical certificate stating clea~y any physical limitations which will affect the employee's position. If the employee is not able to complete all required !asks of the employee's previous position, a meeting between the Company and the Union will be arranged to discuss attematlve duties, The cost of obtaining such medical certificate will be paid by the Company.

Doctor's Note; The Employer may demand a note if employee is absent more than three (3) consecutive days or if the Manager, at his/her own discretion, suspects abuse: the Company will reimburse the employee for the cost of the note.

25.03 The regular work shift shall be eight (8) hours per day.

25.04 Employees are entitled to the following uninterrupted break and lunch periods:

a) If scheduled to work more than three and one-half (3 \>)hours, one (1) paid fifteen (15) minute break.

b) If scheduled to work more than six (6) hours, one-half(\>) hour unpaid meal period plus one (1) paid fifteen (15) minute break period

c) If scheduled to work seven (7) hour-s or more. one-half (Y,) hour unpaid meal period plus two (2) paid fifteen (15) minute rest periods.

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d) The Employer agrees that the meal period shall not be combined with the rest period

e) Any employee scheduled to work on any day shall have one dollar and fifty cents ($1.50) deducted by the Employer for meal allowances once per day only. Effective September 1, 2008, the deduction shall increase to one dollar and seventy five cents ($1.75). Effective September, 2009, the deduction shall increase to .two dollars ($2.00).

25.05 An employee required to work overtime in excess of eight (8) hours per day and/or tony (40) hours shall be paid time and one-half (1/112) the employee's regular hourly for all hours so worked.

25.06 Full-time employees shall receive a minimum offour(4) hours' pay when instructed to report for work and no work is available, provided that such lack of work is not due to fire, flood, or other cause beyond the conlrol of the Company.

25.07 Part-time employees shall receive a minimum of four (4) hours' pay when instructed lo report for work and no work is available, provided that such lack of work is not due to fire, flood, or other cause beyond the control of the Company.

25.08 If work is not available as provided in Article 25.06 and 25.07 above, the employee(s) will have the option to use a sick day as provided in Article 28.01 (k) to a maximum of eight (8) hours in one day, provided the employee has a sick day available.

25.09 For the purpose of this Agreement, a ~ull-time' employee shall be who has worked over twenty (20) hours per week or more in twelve (12) of the eighteen (18) consecutive weeks. All other employees shall be classified as part-ttme.

Effective June 13, 2008, a full time employee hired after the date of ratification shall be one who has worked over twenty four (24) hours per week or more in twelve (12) of the last eighteen (18) consecutive weeks. All other employees shall be classified as part time. for clarification, all employees hired prior to the date of ratification (June 13, 2008) will be grandfathered as per paragraph one (1) of Article 25.09.

25.1 0 Two (2) weeks of scheduling for all employees will be posted in inl< and will include the employee's last name and initiaL The schedule will not be after 3:00p.m on Tuesday of each week, except in the event of an um;cnemHea absence of employees or except in the event of a return to work of employees or in the event of a change in the operation of the Company's account

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Employees affected shall be notifled In advance of such change. The Company will make a reasonable effort to contact employees so affected, by telephone.

25.11 The Company agrees that employees who ate laid off shall receive their record of employment no later than the next scheduled pay date.

25.12 In the event of the closure of a cafeteria due 10 inclement weather, the Company will provide written confirmation to the Stewards within five (5) days.

25.13 Employees wUI not be required to use personal vehicles for work.

25.14 Overtime (25.01 - 25.13): The Company will change availability sheets-will change "Saturday/Sunday· to Saturday Q! Sunday. Full-time employees are t1Q! expected to work ll2l!J Saturday and Sunday, Eight (8) hour shifts will be given to full-time employees in order of seniority, not limited to one site per day (i.e .. employees may be asked to split a shift between two (2) sites).

ARTICLE 26. SHIFT PREMIUMS

26.01 Effective upon the date of ratification (June 13~, 2008), any employee who works on any day of the week shall be paid a shift premium of two dollars ($2.00) for every hour worked after 6:00p.m. and before 6:00 a.m.

26.02 There will be a two dollar ($2.00) per hour premium for all hours worked on the weekend. The weekend premium shall apply for any shift that starts 12:01 a.m. Saturday or later until any shift that ends Monday at 4:00a.m. The weekend premium will be In addition to all other premiums referred to in the collective agreement, except the weekend premium of two dollars ($2.00) per hour will not apply to overtime hours (over forty (40) hours per week or over eight (8) hours per day), ·

26.03 When an employee is assigned to relieve in a higher paying classification, she shall receive the higher rate of pay for all hours spent relieving in the higher classification. In such event. the relieving rate shall be retro-active to the start of such shift, in accorda nee with her length of service.

26.04 An employee assigned to relieve an employee excluded from the Agreement shall be paid a premium of seventy-five cents (75t) per hour for all hours worked in the excluded position,

ARTICLE 27 ·PREMIUM PAY

27.01 The employees agree to participate in a direct·deposit program for all salaries and monies owed them by the Company, and further agree to furnish to the Company

19

full banking information necessary to achieve this within five (5) working days of any request for same. Employees will rece1ve !heir bi-weekly wages by way of direct deposit no later than each second Friday {the "payday"} at noon. The Company shall not be held responsible for errors caused by or issues arising from a bank error. In the event that any payday falls on a Statutory Holiday, the Company agrees to pay the employees by noon on the day immediately preceding the payday. Any employees failing to receive their earnings in accordance with the above deadlines may receive upon written request and upon execution of an approved form agreeing to repay said funds withm one (1) working day of payment of the said wages, a cash advance from the Company of up to fifty percent (50%) of their anticipated bi-weekly net wages for said pay period,

All employees will receive an itemized pay stub clearly showing all deductions and amounts paid and one to be posted with a legend.

ARTICLE 29 ·HEALTH AND WELFARE

28.01 Effective November 1st, 1993, the Company agrees to implement the following Group Insurance Plan for all employees who have completed their probationary period and wish to participate in I he Group Insurance Plan:

a) Life Insurance: $25,000.00

b) Accidental Death & Dismemberment: $25,000.00

c) The Company shall introduce an El Carve-out into the STDIL TD plan. The employee shall be entitled to up to twenty-six (26) weeks of STD followed by the approved number of week's benefits for El and then up to twenty- six (26) weeks of LTD benefits.

d) Health Insurance {For employees who have worked twenty (20) hours per week or more in twelve (12).of the last eighteen (18) consecutive weeks)

Comprehensive Healthcare

100% or eligible expenses (semi-private hospital, out of Canada coverage),

Credit Card Drug Plan with a maximum of $0.35) deductible per prescription and 100%. reimbursement

20

All group insurance coverage is subject to the Master Agreement held by the Insurance Carrier,

Any employee whom a claim has been approved and who is experiencing a delay of greater than four (4) weeks in receiving benefits will receive an advance from the Company, The advance will be repaid in full by the employee upon receipt of funds from insurance carrier.

Effective June 13, 2008, this provision shall apply to employees hired after the date of ratification who have worked twenty four (24) hours per week or more in twelve (12) of the last eighteen (18) consecutive weeks. For clarification, all employees hired prior to the date of rallfli::atlon (June13, 2008) will be grandfathered as per paragraph one (1) of Article 28.01 (d).

e) Optical Plan: The Company agrees to supply an Optical Plan to a maximum of $200.00 per employee or family member where applicable every two (2) consecul1ve calendar years far eye glasses or contacts, Eye exams will be covered to a maximum of thirty-five dollars ($35.00) per family member once every two (2) years.

f) The Company shall pay the full premium charges for the above benefits of employees who work twenty (20) hours or more each week. For employees who work less than twenty (20) hours each week or laid off, they have the option to be in this Group Benefit Program on a self payment plan.

Effective June 13,2 008, the Company shall pay the full premium charges for the above benefits of employees hired after the date of ratification who work twenty four (24) hours or more each week. For employees who work less than twenty four (24) hours each week or laid off, they have the option to be in this Group Benefit Program on a self payment plan. For clarification, all employees hired prior to the date of ratification (June 13, 2008) will be grandfathered as per paragraph one (1) of Article 28.01 {f).

g) Preanancy/Per~: Parental and pregnancy Leave shall be given in accordance with the provisions of the Employment Standards Act.

h) Premium Rebate .. Issuance The parties agree that the Wage and Benefit Agreements are accepted as lull satisfaction of the Employer's share of employment insurance any premium rebates that may be forthcoming or any reduction in costs shall be absorbed and reside with the Company.

i) Education Fund fU.F.C.W) Effective October 12, 1991, the Company shall contribute lour (4) cents perhourwcrked [Effective May 1, 1995, six (6) cents]

21

ror each employee covered under the terms of the Collective Agreement to the U.F.C.W. (Local175) Education Fund on a monthly basis.

j) The Employer shall make available and administer a competitive and cost­effective Long Term Disability Insurance plan for employees. Those employees who choose to participate shall be responsible for the payment of their own premiums,

k) Each employee shall be entitled to take up to three (3) paid sick days per calendar year. Employees shall be paid a cash payout at I he end of the year for any unused sick days.

I) United Food & Commercial Workers Trusteed Dental Plan- Ontario Effective May 1, 2006- thirty-two cents (321l) per hour for all hours paid and worked to the United Food & Commercial Workers Trusteed Denial Plan (Dental Plan). HourS paid and worked is as set out in the Hours of Work provision of the Collective Agreement. The Company agrees to sign a Participation Agreement and supply any other documents, forms, reports or infonnation required by the Trustees of the Dental Plan. Effective May 1, 2007 - increase to thirty three cents (33¢) per hour for all hours paid and worked; Effective May 1, 2008- increase to thirty four cents (34¢) per hour for all hours paid and worked; Effective May 1, 2009- increase to thirty five cents (35¢) per hour for all hours paid and worked.

The Company shall forward all contributions together with a list of all full-time and part-time employees and the number of hours paid and worked for each employee in each reporting period within fifteen (15) days following the end of each of the Company's accounting periods.

tn the evem that the Trustees of the Dental Plan determine, on the basis of an actuarial evaluation, ttiallessercontributions are required from the participating members of the Dental Plan, it is understood and agreed that the Company shall conlribute such lesser amounts as are actuarily determined.

m) The Employer shall deduct from the weekly earnings of each employee, upon wrillen authorization from each employee, twenty-five cents (25¢) per week and shall, together with a detailed list of the names, Social Insurance Numbers and amount deducted, remit same by cheque payable to the UFCW Charity Fund before the fifteen (15") day of the following month, Receipt for the total amount deducted per employee in the calendar year will be provided by the Union on or before February 2810 of each year. or noted by the Employer on employee's T 4 slip

22

28.02 a) Benefit coverage for laid oft employees or employees on leave of absence in excess of thirty (30) calendar days, which commences from the first (1st) day to the fifteenth (15th) day of a month shall be continued until the end of that month. When a layoff or leave of absence commences after the 15th day of a month, benefit coverage shall be continued until the end of the following month.

b) Benefit coverage shall be reinstated from the first of the month following recall or return from leave of absence.

c) Employees on layoff or leave of absence of thirty (30) calendar days' duration or less shall have their benefit coverage continued.

d) Benefits wilt continue for an approved Maternity Sick Leave (STD) or Compassionate leave of absence.

ARTICLE 29 • BULLETIN BOARD

29.01 A bulletin board shall be available to the Union for the posting of Union notices. Bulletin board notices shall be submitted to the Unit Manager for approval before being posted.

ARTICLE 30 ·WAGES

30.01 AUached hereto and forming part of this Agreement is Appendix· A" which sets out the wages and classifications within each establishment covered by this Agreement

30.02 In addition, there shall be a Long Term Service Premium of eighty-five cents (85¢) per hour for every hour worked for all employees who have at least fifteen (15) consecutive years and one dollar ($1.00) for twenty (20) consecutive years effective date of ratification. ·

ARTICLE 31 ·DURATION

31.01 This Collective Agreement shall be in effect from the November 1, 2007 to October 31, 2010, at which time it shall automatically renew. unless either party gives notice to the other, not more lhan ninety (90) days prior to the expiry date of its desire to enter into negotiations for the revision or renewal of all or any part of this Agreement. and both parties shall thereupon enter into negotiations in good faith and make every reasonable effort to secure a renewal of said Collective

23

Aareemtm<. In the event that negotiations for the renewal continue past the expiry the provisions of this Collective Agreement shall continue in full force and

effect beyond the expiry date until the earlier of a ratified renewal or a legal strike or lockout.

ARTICLE 32 ·LETTERS OF UNDERSTANDING AND AGREEMENT

32.01 The Leners of UnderstaQding and Agreements of the parties hereinafter set out shalt form part of this Collective Agreement

This Agreement signed the~ day of {J;::(.<'I;:.o, 20<'~ .

on behalf of the Union:

24

APPENDIX 'A'

General Help Start 6 mos !_____? !!!2§.

Effective November 1, 2007 $9.85 $10.20 $12.50 Effective November 1, 2008 $ 10.20 $ 10.55 $12.85 Effective November 1, 2009 s 10.55 $ 10.90 $13.20

Cook Start 6mos 12mos

Effective November 1, 2007 $11.90 $12.37 $14.40 Effective November 1, 2008 $12.25 $12.72 $14.75 Effective November 1, 2009 $12.60 $13.07 $15.10

Increases are retroactive to November 1•t. 2007.

The Assistant Cook/Baker position will be eliminated. This person's work will be done by the most senior qualified person on site. The current holder of this position will be red· circled . If a general help person is doing these duties, this person will receive thirty-five cents (35¢) per hour for time spenl doing that job.

Employees with a Red Seal accreditation shall receive a premium of two ($2.00) dollars per hour above the posted Cook rate.

25

APPENDIX 'B'

The parties hereby agree that no employee shall wear open·loed shoes or sandals while al work.

Dated this j_(!__day

Signed on behalf of the Union:

Lz}a 0 ''j Q · , , b . \

~mAc cP,.A.c-t;ls/)

26

APPENDIX 'C'

The Company hereby agrees to grant leave of absence without pay or loss of seniority to two employees at any one time io attend Union Conventions or Educational Sessio~s.

Such leave must be applied for at least three (3) weeks in advance. All leaves for all employees shall not exceed a total of (20) working days per year; and will not exceed four (4) consecutive working days per employee at any one time.

Dated this __ ,_,! C..:)c.___

Signed on behalf of the Union:

;; '-/2; ., ,.. I , . . ", lu

d,..av:L ,8A.o:tl0

27

APPENDIX '0'

All new employees must undergo security clearance check provided by Bruce Power before acceptance of employment by the Company. All employees of the Company musl follow all reasonable rules and regulations as set by the Company. All employees of the Company must follow all rules and regulations as selby Bruce Power al the Bruce Nuclear Generating Station or Heavy Plant Operations as per safety and welfare.

,2oOI':'·

Signed on behalf of the.Union:

28

APPENDIX 'E'

Letter of Understanding

Re: Time Limits

The parties agree that for all matters under this Agreement arising after May 1, 2002, the following paragraphs shall apply:

Neither party shall raise or proceed with a timeliness issue argument regarding "filing for arbitration" without having notified the other party of its final position on any ·given grievance in writing.

Should either party serve such nolice on lhe olher party, the parties further agree that the final time frame in the Collective Agreement respecting "filing for arbitration" shall then be triggered.

The parties further agree thai any Board of Arbitration or single arbitrator shall have full jurisdiction to adjudicate the matter respecting timeliness in light of this agreement and shall not be restricted by the Ontario Labour Relations Act in so. doing.

Signed on behalf of the _Union:

L/kn ':/> 2~-L

29

APPENDIX 'F'

Letter of Understanding Forming Part of the Collective Agreement

· Labour I Management Committee

The parties agree to establish within thirty (30) days after ratification, a Labour/Management Committee. The Committee shall be comprised of two· (2) members from the Union and two (2) members from Management.

The Labour/Management Committee is to meet on or before September 14, 2005.

Dated this __ _,_\ (,_• ___ day of _ _,_(\__.c_·t ....... c'-'1"';,=-'-'-) ____ ,, 20~

Signed on behalf of the Union: ) '

L;=n I? '~ L.t &<~·'"' I<

30

APPENDIX 'G'

Letter of Understanding Forming Part of the Collective Agreement

• Route Vending

Bonnie Tyrell will continue to do the job function that she is doing now. Should she leave the job/position for any reason, the job/position will be posted and filled with a bargaining unit employee.

Should the Route vending grow/increase to need additional part time or full time employees, it will be bargaining unilempioyees who fill these positions.

The Route vending position would Include, but not be limited to, filling, cleaning of machines and ordering the product.

The Company will provide the Union with a description of the duties that Bonnie Is dotng at the present time (number of locations, number of machines, number of hours worked per week), so that the parties can calculate and assess future growth of the Route vending.

This information will be provided in writing within thirty (30) days from ratification.

Dated this __ ;.;1 0:.• ___ day of

Signed on behalf of the Union: ;) .

L../)q" Y> ,I"" . ,)<.....

.:tA,Ac, ~

31

APPENDIX 'H'

Letter of Understanding Forming Part of the Collective Agreement

·Pay Equity

The parties have discussed their obligations under the Pay Equity Act and agree to maintain the Pay Equity Plan in accordance with thelr legislative requirement.

Dated this __ _,1,.('-J __ day of Oc.·tol:x''

Signed on behalf of the Union:

'-f)c 0 7'> R.. L

32

BENEFITS DEPARTMENT

! i I. .

! ~

Orsola Augurusa Benefits Intake Representative

Sherree Backus Benefits Representative

• A .. ' ' ' ' .

. . .

Joanne Ford Benefits

Representative

Victoria Shen Benefits

Representative

COMMUNICATIONS DEPARTMENT

n fl_.· ftr,:;; , C:.' . .--~- i

·-· J ,._ ,

. Lien Huynh

Servicing Representative

Cheryl Mumford Communications Representative

Jennifer Tunney Communications Representative

BENEFIT & COMMUNICATION DEPARTMENTS 2200 Argentia Road - Mississauga, ON - L5N 2K7

Phone: 905-821-8329 Toll Free: 1-800-565-8329 Fax: 905-821-7144

www.ufcw175.com

LEGAL DEPARTMENT

Marcia Barry Legal Counsel

Natalie Wiley Legal Counsel

~~~·r-:-..... ·· .. ~!. l-t

.~:~ Michael Hancock

Legal Counsel

Rebecca Woodrow Legal Counsel

Fernando Reis Union Representative

LEGAL DEPARTMENT 2200 Argentia Road - Mississauga, ON - L5N 2K7

Phone: 905-821-8329 Toll Free: 1-800-565-8329 Fax: 905-821-7144

www.ufcw17S.com

ORGANIZING DEPARTMENT

Rick Hogue Union Representative

~

•••

Steve Robinson Union Representative

I

~

Roy Etling Organizing Representative

HEALTH & SAFETY DEPARTMENT

Janice Klenot Health & Safety Representative

REGIONAL OFFICE 2200 Argentia Road - Mississauga, ON - L5N 2K7

Phone: 905-821-8329 Toll Free: 1-800-565-8329 Fax: 905-821-7144

www.ufcw17S.com

TRAINING & EDUCATION CENTRE

Kelly Nicholas Co-ordinator

Training & Education

Georgina Broeckel Education Staff

Derek Jokhu Education Staff

n .

. --Laurie Duncan Education Staff

Ashleigh Vink Education Staff

TRAINING 8t EDUCATION CENTRE 2200 Argentia Road Mississauga, ON - L5N 2K7

Phone: 905·821-8329 Toll Free: 1-800-565-8329 Fax: 905-821-7144

www.ufcw175.com

CENTRAL EAST REGION

•. i' . '

' ' ' .... . • ••

Luc Lacelle Jehan Ahamed Mona Bailey John DiFalco Director Union Union Union

Central East Representative Representative Representative

< • • ·, .~ - - ' . . ~ i

~---·-··'.

0:

' .

.ft. Anthony DiMaio

Union Representative

n )

'

Angela Mattioli Union

Representative

John DiNardo union

Representative

Rob Nicholas Union

Representative

REGIONAL OFFICE

.

Emmanuelle Lopez Union

Representative

.•. Dave White

Union Representative

2200 Argentia Road Mississauga, ON L5N 2K7 Phone: 905-821-8329 Toll Free: 1-800-565-8329

Fax: 905-821-7144

www.ufcw175.com

CENTRAL WEST REGION

Paullokhu Director

Central West

Sam Caetano Servicing

Representative

Matt Davenport Union

Representative

Linval Dixon Union

Representative

Tim Deelstra Union

Representative

Dan Serbin Union

Representative

REGIONAL OFFICE

& ~

Joe DeMelo Union

Representative

Kelly Tosato Union

Representative

412 Rennie Street - Hamilton, ON - L8H 3P5 Phone: 905-545-8354 Toll Free: 1-800-567-2125

Fax: 905-545-8355

www.ufcw175.com

EASTERN REGION

Simon Baker Union

Representative

Marilyn Lang Union

Representative

Dan Lacroix Director

Eastern Region

Chris Fuller Union

Representative

Daniel Mercier Union

Representative

Union Representative

Jacques Niquet Servicing

Representative

REGIONAL OFFICE 20 Hamilton Ave. North- Ottawa, ON KlY 186

Phone: 613-725-2154 Toll Free: 1-800-267-5295 Fax: 613-725-2328

www.ufcw175.com

NORTH WEST REGION

Harry Sutton Executive Assistant

Colby Flank Union

Representative

Dean Mclaren Union

Representative

REGIONAL OFFICE RM 21 - Lakehead Labour Centre

929 Fort William Rd Thunder Bay, ON P78 3A6 Phone: 807-346-4227 Toll Free: 1-800-465-6932

Fax: 807-346·4055

www.ufcw175.com

SOUTH CENTRAL REGION

Sylvia Groom Director

South Central

Union Representative

Mark Stockton Servicing

Representative

.~ ~~~

Brenda Simmons Servicing

Representative

· .. Mario Tardelli

Servicing Representative

REGIONAL OFFICE 2200 Argentia Road - Mississauga, ON LSN 2K7

Phone: 905-821-8329 Toll Free: 1-800-565-8329 Fax: 905-821-7144

www.ufcw175.com

SOUTH WEST REGION

'.·

Director South West

Wendy Absolom Union

Representative

Union Representative

Angus Locke Union

Representative

Mike Duden union

Representative

Roy Reed Union

Representative

Julie Johnston Union

Representative

. ' 'I I

Rick Wauhkonen Union

Representative

REGIONAL OFFICE 124 Sydney Street South - Kitchener, ON N2G 3V2 Phone: 519-744-5231 Toll Free: 1-800-265-6345

Fax: 519-744-8357

www.ufcw175.com

NOTES

NOTES