s

COLLECTIVE AGREEMENT

BETWEEN:

LONIX HATS INC. (({the Employer'')

AND:

WORKERS UNITED CANADA COUNCIL on its own behalf and on behalf of

its Local 47H ("the Union'')

OCTOBER 1, 2012

to

SEPTEMBER 30, 2015

Workers United Canada Council

317 Adelaide Street West, Suite 1005

Toronto, Ontario M5V 1P9

Tel: (416) 510-0887 Fax: (416) 510-0891

Toll Free: 1-800-268-4064

www. workersunitedunion.ca info@workersuniteunion.ca

TABLE OF CONTENTS

Preamble .............................................................................................................................. I

1: Union Shop ................................................................................................................ 1

2: Union Members ......................................................................................................... 1

3: Work by Foremen, Foreladies, Employer and Partner of the Firm .......................... 2

4: Working Practices ..................................................................................................... 3

5: Equal Division of Work and Seniority ...................................................................... 3

6: Payment ofWages ..................................................................................................... 4

7: Work By Contractors and Sub-Contractors .............................................................. 4

8: Check-Off .................................................................................................................. 4

9: Working Hours and Overtime ................................................................................... 5 10: Vacation WithPay ..................................................................................................... 6

11: Discharge of Employees ............................................................................................ 7

12: Shop Committee and Shop Chairman ....................................................................... 8

13: Access to Factory ...................................................................................................... 8

14: Extent of Employer Obligation ................................................................................. 9

15: Sanitary Conditions ................................................................................................... 9

16: Strikes and Lockouts Arbitration of Disputes ........................................................... 9

17: Legal Holidays ......................................................................................................... I 0

18: Increase in Wages .................................................................................................... 11

19: Rates For Beginners ................................................................................................ 11

20: Classification and Rates .......................................................................................... 11

21: Pensions ................................................................................................................... l2

22: Health and Welfare Plan .......................................................................................... 14

23: Union Label ............................................................................................................. 15

24: General. .................................................................................................................... 15

25: Job Descriptions ...................................................................................................... 16

26: Uniformity of Contract ............................................................................................ 17

27: Union Education Fund ............................................................................................. 17

28: Term of Agreement ................................................................................................. 17

PREAMBLE

WHEREAS both said parties to this Agreement, namely of the First and Second Part, are desirous of promoting the principles of collective bargaining, the avoidance of industrial conflict, and the regulation of relations between employer and employee in the said industry, of securing to the workers therein a reasonable living wage, of promoting equalization of standards of labour in the Industry and of securing uninterrupted operation and general stabilization herein, as far as possible;

NOW THEREFORE the Parties hereto agree as follows:

ARTICLE 1 - UNION SHOP

1.1 The Employer shall maintain a Union Shop during the existence of this Agreement.

1.2 For the purpose of this Agreement, a Union shop shall mean and include a shop that complies with all the Union standards and conditions as prescribed by this Agreement, employs none but members in good standing, of the above­mentioned Union as Cutters, Blockers, Operators, Finishers, Seamers, and Bushellers required by the Employer in the manufacturing of all Headwear such as Hats, Caps, and/or Children's Headwear, save and except Packers, Foremen, Office and Sales Staff.

1.3 There shall be no diminishment of rates for present employees m the classification of Seamers (formerly Utility Workers). All provisions of the Collective Agreement shall apply to these employees.

ARTICLE 2- UNION MEMBERS

2.1 The Union agrees to supply to the undersigned Employer any additional workers in the aforesaid classifications, upon request, subject to the terms and conditions contained in this Agreement. Should the Union, however, be unable to furnish the said Employer with such help within one (1) week after being required to do so, the said Employer may obtain such workers on the open market whether or not they are members of the said Union. The Employer, however, in such cases shall endeavour as far as possible to employ help connected with the Industry.

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2.2 There shall be a working trial period of thirty (30) days for all new skilled workers in the Cap Industry after which time the said worker should be deemed to be on the regular staff of the Employer. The employee must become a member of the Union and placed on the Dues Check-off System on the first day of employment.

However, upon application to the Union and by agreement with the Union, the sixty (60) days provision may be extended to ninety (90) days in specific instances.

2.3 There shall be a working trial period of sixty (60) days for all new unskilled workers in the Cap Industry after which time the said worker should be deemed to be on the regular staff of the Employer. At the end of such period, the employee must become a member of the Union and placed on the Dues Check­offSystem.

However, upon application to the Union and by Agreement with the Union, the sixty (60) day provision may be extended to ninety (90) days in specific instances.

2.4 The Company will automatically remit to the Union, every six (6) month period, the names, addresses and telephone numbers of all bargaining unit employees.

ARTICLE 3 - WORK BY FOREMEN, FORELADIES, EMPLOYER, AND PARTNERS OF THE FIRM

3.1 Except as provided by the terms of this Agreement, all cutters, blockers, operators, lining makers/finishers, Seamers, and Bushellers as are required by the Employer shall be members of the Union. Foremen and foreladies who are members of the Union shall be permitted to do work in all classifications provided it is not on a full-time basis.

3.2 In the event of the Employer violating the provisions in 3.1 above hereof, the matter shall be referred to a Board of Adjustment and if a penalty is imposed by such Board, it shall be paid to the Union for distribution amongst the employees affected.

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ARTICLE 4 - WORKING PRACTICES

4.1 Changes from one operation to another, reduction in number of employees, and any other matters affecting the wages, wage rates, hours, working conditions and conditions of employment shall be made only through collective bargaining between the representatives of the parties hereto.

4.2 If an employee is temporarily transferred from one job or operation to another at the request of the Employer, he shall while working on the job or operation to which he has been transferred, be paid his hourly rate prevailing at the time of the transfer. The conditions to apply upon permanent transfer shall be mutually agreed upon by the Employer and the Union.

a) Employees shall have the option of accepting or rejecting the transfer.

b) This does not pertain to the four ( 4) hour call-in pay referred to in clause 4.3.

4.3 A minimum of four (4) hours work or a half day's work, whichever is less, is to be the minimum pay to which an employee is entitled when called in for work by the Employer.

ARTICLE 5 - EQUAL DIVISION OF WORK AND SENIORITY

5.1 It is agreed that equal division of work in each section, operation and/or department shall be observed as far as possible.

5.2 During any slack season or whenever there is insufficient work, the available work shall be divided, insofar as is practicable, equally among all regular employees of the Employer in order that continuity of employment may be maintained, unless the Employer and the Union shall mutually agree upon a lay­off and the conditions applicable thereto.

5.3 If it shall become necessary for the Employer to reduce its forces, Plant Seniority shall apply in all cases of lay-offs, recalls or staff reduction, provided the senior employee(s) is/are capable of performing the work available.

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ARTICLE 6- PAYMENT OF WAGES

6.1 The Employer shall establish and specify a regular pay day each week and wages shall be paid on that day.

ARTICLE 7- WORK BY CONTRACTORS AND SUB-CONTRACTORS

7.1 The Employer shall not send any material from its factory to have operations performed unless the Employer is unable to do such work at his factory. Wherever possible, such sub-contracting work shall be performed by Union factories.

- 7.2 The Employer shall not distribute work to be performed by contractors or sub­contractors, and shall not purchase any such work from contractors or sub­contractors where Unions are in dispute. It is the intent of the parties hereto that the Employer shall have its work done on its own premises and have Union employees fully employed, but not to prevent the Employer from purchasing finished goods from other factories which it cannot economically produce itself.

ARTICLE 8 - CHECK-OFF

8.1 The Employer agrees to an irrevocable check-off of Union dues, application fees, and assessments from the wages of all its employees governed by this Agreement and to remit the sum so collected to the Union at the end of each month.

8.2 The Company agrees to deduct from the wages of all employees in the bargaining unit (including probationary employees) an amount equal to the weekly dues as prescribed by the union. The Company shall remit this amount to the union office monthly, not later than the fifteenth (151h) day of the month following the month for which such deductions are made. The Company will provide with the remittance an alphabetical list of all employees from whom union dues were deducted for each, specifying the amount deducted for each, or the reason why no deduction was made. The Union shall indemnify and save the Company harmless from any claims, suits, judgments, attachments, and from any

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form of liability as a result of making any deduction in accordance with the foregoing authorization and assignment.

8.3 The Union shall notify the Company by letter of any change in the amount of union dues and such notification shall be the Company's conclusive authority to make the deductions specified.

8.4 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.

8.5 The Company shall notify the Union of any new hires within thirty (30) days of their date of employment. The Company shall also notify the Union of all employees who terminate their employment during any given week. Such notice shall be sent within seven (7) days of their termination.

ARTICLE 9- WORKING HOURS AND OVERTIME

9.1 The week's work shall consist of thirty-seven and one-half (37Yz) hours divided into periods of seven and one-half (7Yz) hours per day, for each of the first five (5) working days, namely: Monday, Tuesday, Wednesday, Thursday, and Friday of each week. Work shall begin at eight o'clock am and continue until four-thirty o'clock pm with an interval of one (1) hour for lunch. However, this provision is subject to change by agreement of the Parties.

9.2 (i) Time and one-half (1 Yz) for overtime work shall be paid after the regular work day period which is seven and one-half (7Yz) hours.

(ii) In the event that an employee is laid off for part of a day such employee shall be entitled to overtime pay for any hours worked after the regularly scheduled hours of work.

(iii) In the event that an employee absents himself or herself from work during the course of the day, such absence being due to illness on the part of such employee or for any other emergency or valid reason is satisfactorily proven, and during the course of such week an employee is required to work in excess of seven and one-half (7Yz) hours in any one (1) day, then overtime shall be paid for any hours worked in excess of seven and one-half (7Yz) hours as aforesaid.

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9.3 When the Union has unemployed members among its ranks in any one of the crafts referred to in Article 3, the Employer shall endeavour, whenever it is feasible and possible, to give employment to such unemployed Union members before working overtime.

9.4 All employees shall have one (1) ten (10) minute rest period per day, in the forenoon. If overtime is scheduled, employees required to work overtime shall have an additional rest period of ten ( 1 0) minutes in the afternoon.

ARTICLE 10- VACATION WITH PAY

10.1 All employees shall be entitled to receive two (2) weeks summer vacation with pay after one (1) year or more service with the Employer. The said vacation pay shall be based on the employee's individual weekly rate and on the basis of a thirty-seven and one-half (37Yz) hour work week.

However, employees with less than one (1) year's service with the Employer and employees who have worked less than forty-four (44) weeks in the preceding year shall receive four (4%) percent of their earnings, for the two (2) weeks' summer vacation.

10.2 All employees with eight (8) years or more service with the Employer but less than twenty (20) years of service with the Employer and a member of the Union in good standing shall be granted a third (3rct) week's summer vacation with pay.

10.3 All employees with fifteen (15) years or more service with the Employer and a member of the Union in good standing shall be granted a fourth (4th) week's summer vacation with pay.

10.4 Employees who have worked less than forty-four (44) weeks in the preceding year shall receive two (2%) percent of their earnings as vacation pay, for the third (3rd) and fourth (4th) week's summer vacation.

10.5 The third (3rct) and fourth (4th) weeks' summer vacation shall be taken at a mutually agreed upon time.

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10.6 Part-time workers shall receive four (4%) percent of their earnings as summer vacation pay.

10.7 It is further agreed that no employee who has been granted a summer vacation with pay by the Employer shall be permitted to work in any other factory during the said holiday period. The Employer shall have the right to refuse payment to any employee who has contravened the foregoing stipulation.

10.8 The vacation period shall be two (2) consecutive weeks during the months of July and/or August in each year. However, this provision may be waived, by mutual consent, for employees who have been granted extensive leave of absence in months other than the months of July or August in that year.

10.9 Christmas Week Holiday:

(I) Employees with four (4) years or more service with the Employer and a member of the Union in good standing shall be granted a year-end vacation with pay which shall be defined as the Christmas Week Holiday and shall include Christmas Day, Boxing Day, New Year's Day and four (4) working days.

(II) Employees who have worked less than forty-four (44) weeks in the preceding year shall receive two (2%) per cent of their earnings as vacation pay, for the Christmas Week Holiday.

(III) Employees eligible for the paid Christmas Week Holiday who terminate their service, prior to Christmas, shall receive; in lieu of same, two (2%) per cent of their gross earnings from January 1st of that year.

10.10 All probationary workers shall receive vacation pay and Legal Holiday pay as per the Employment Standards Act.

ARTICLE 11 - DISCHARGE OF EMPLOYEES

11.1 No worker shall be discharged without sufficient cause or reason. In the event of any dispute regarding the justification for a discharge, the matter shall be taken up in the first instance by the Shop Committee and the Shop Chairman as hereinafter provided for. If no mutually satisfactory understanding is reached,

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then the matter shall be treated as a dispute to be processed in accordance with the procedure hereinafter outlined for all other disputes.

11.2 No employee regularly on the staff of the Employer shall leave the Employer to take employment elsewhere in the Industry without giving the Employer one (1) week's notice of his or her intention to leave. It is agreed that within this notice period, if the Employer deems the action of the said employee as unwarranted and unjust, it may submit a complaint to the Union.

If no just cause for the action of the said employee is established, the Union undertakes to endeavour to persuade the said employee to remain at his or her position, and if unsuccessful, to supply another equally skilled worker, if available, to replace such employee.

ARTICLE 12- SHOP COMMITTEE AND SHOP CHAIRMAN

12.1 If the employees' choose to do so, a Shop Committee shall be elected by the employees covered by this Agreement, which Committee shall have a Chairman also elected by the employees of the shop. The functions of the Chairman and or the Shop Committee in matters of complaint arising under this Agreement between the Employer and the employees, shall be taken up with the Employer or his representative.

12.2 In case of a grievance which cannot be adjusted between the Shop Committee and the Employer, such grievance shall be referred for adjustment to a representative of the Union and a representative of the Employer, and if not resolved satisfactorily by them, it shall be referred to arbitration as hereinafter provided.

ARTICLE 13- ACCESS TO FACTORY

13.1 A duly authorized officer or representative of the Union shall, at all reasonable times, have access to the factory of the Employer for the purpose of dealing with specific complaints, conditions, or other matters arising out of or pertinent to this Agreement, its operation or relation of the parties hereto. All business pertaining to any problem in the shop shall be transacted in the office of the Employer and

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shall take place only at such times mutually agreed to by the Employer and the Union.

ARTICLE 14- EXTENT OF EMPLOYER OBLIGATION

14.1 This Agreement shall be binding upon the Employer as well as its successors, transferees, and assignees, and shall apply to any branch or subsidiary plant of the Employer. In the event that the Employer's firm name shall be changed, or the Employer's business re-organized or removed to other premises, such change or re-organization shall not alter the binding obligation of this Agreement or the performance and observance of its terms by the Employer.

ARTICLE 15- SANITARY CONDITIONS

15.1 The Employer shall maintain sanitary conditions in its shops according to the law.

ARTICLE 16- STRIKES AND LOCKOUTS ARBITRATION OF DISPUTES

16.1 The parties hereto agree that there shall be no general or individual strike, stoppage of work, or lockout during the term of this Agreement for any reason whatsoever or because of any matter in the controversy or in dispute between the Employers and the Union.

16.2 All matters in controversy or dispute shall be taken up in accordance with the procedure hereinafter provided. In the event that the matters in dispute are not resolved, the same shall be immediately referred for arbitration to a Board of Adjustment consisting of three members, one representing the Employer, one representing the Union, and a third, to be known as the Impartial Chairman, who shall be selected by the aforesaid representatives of the Employer and the Union. The decision of the Board of Adjustment shall be final and binding on the parties.

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ARTICLE 17- LEGAL HOLIDAYS

17.1 All employees shall be paid for ten ( 1 0) legal holidays, namely:

New Year's Day Family Day Good Friday Easter Monday Victoria Day Dominion Day

Civic Holiday Labour Day Thanksgiving Day Christmas Day Boxing Day

Provided that if a Statutory holiday occurs during the employees' vacation period the employee shall receive an extra day's pay for such Statutory holiday.

17.2 In the event of any of the foregoing Statutory holidays falling on a Saturday or Sunday, the following Monday shall be considered as the holiday.

17.3 It is furthermore agreed that the Employer and the Union, by mutual agreement, may alternate such Statutory holidays with pay for the factory.

17.4 In order to qualify for the aforementioned Statutory holidays, employees must have one (1) month's service with the Company.

17.5 Should any work be done on any of the Statutory holidays the employee shall be entitled to receive the Statutory holiday payment in addition to payment for work done on such holidays and at the rate of time and one-half.

17.6 Should a legal holiday, as specified in this Agreement, occur within a period of three (3) weeks after the reduction of staff, by mutual consent, then such workers affected by the reduction of staff shall be entitled to the said holiday but shall not be entitled to any legal holiday beyond the said period.

17.7 Workers must be working one (1) day before and one (1) day after the holiday to be entitled to any pay therefore, save in cases of illness, lay-off, emergency situations or special arrangement. However, such emergencies shall be subject to presentation of suitable proof.

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ARTICLE 18 -INCREASES IN WAGES

18.1 Effective October 1, 2012, all hourly rates will be increased by twenty-five (25¢) cents.

Effective October 1, 2013, all hourly rates will be increased by twenty-five (25¢) cents.

Effective October 1, 2014, all hourly rates will be increased by twenty-five (25¢) cents.

If the increase in the Benefit Plan is more than fifteen (15%) per cent in the third (3rct) year, the Union and the Employer will reopen the contract to discuss this matter.

ARTICLE 19- RATES FOR BEGINNERS

19.1 From and after this date of this Agreement, the Starting Rate for Apprentice employees shall be no less than the Provincial Minimum. However, the Minimum Rate of a respective job in a classification of work shall be attained within and not more than twelve (12) months through automatic increases every three (3) months commencing after the completion of the probationary period. These automatic increases shall be uniform in payment.

ARTICLE 20- CLASSIFICATIONS AND RATES

Hourly Rates Hourly Rates Hourly Rates CLASSIFICATION 10/01/12 10/01/13 10/01114

OPERATORS 12.23 12.48 12.73

FINISHERS 12.17 12.42 12.67

SEAMERS 11.16 11.41 11.66

BUSHELLERS 10.85 11.10 11.35

CUTTERS 11.61 11.86 12.11

BLOCKERS 11.51 11.76 12.01

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ARTICLE 21 - PENSIONS

21.1 The Company shall contribute the following for each employee into the WORKERS UNITED Canada Retirement Fund (Workers United Canada Pension Plan) for all the employees, as Follows:

Effective October 1, 2013: Sixty (60C) cents per hour worked.

21.4 The following provisions apply to all Employers, including this "Employer", who participate in the Workers United Benefits Trust Fund. Each of those Employers has executed and is bound to (i) an Agreement to Participate which forms part of this collective bargaining agreement, and (ii) collective agreement language which is known as "Part B" to the Agreement to Participate, and which is set out below in its entirety.

21.5 1. The provisions of this Part B shall be deemed to form part of every collective agreement between the Employer and Workers United Canada Council ("Workers United) ("the Collective Agreement(s )") covering eligible employees as described in section 2 of the Agreement to Participate ("the Agreement to Participate") in the Workers United Benefits Trust Fund ("the Fund"). If there is any conflict between any provision of this Part B and any term of the Collective Agreement, this Part B shall govern.

2. In addition, Schedule "A" to the Agreement to Participate, as contemplated by section 7 of the Agreement to Participate, shall also be deemed to be part of the Collective Agreement(s) between the Employer and Workers United. The provisions of this Part B and Schedule "A" are enforceable pursuant to the grievance and arbitration procedures set out in the Collective Agreement(s), however, any disputes regarding entitlement to benefits shall be processed in accordance with the Dispute Resolution Procedure in the Financial Agreement between the Trustees of the Fund ("the Trustees") and Maritime Life.

3. The Employer shall provide the benefits described at Schedule "A" through the Fund to the employees of The Employer in the bargaining unit(s) represented by Workers United and to such other employees as are described in section 2 of the Agreement to Participate. The Employer and Workers United agree that Schedule "A" is subject to the standard

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definition and administrative terms set out in the Insurance Policy held by the Trustees.

4. The Employer shall pay or deduct and remit premiums in the amounts and manner required by the Trustees pursuant to the Agreement to Participate.

5. In the event that an Employer does not make premium payments or remittances as and when required by the Trustees, the Employer shall be liable for interest on late or outstanding payments at 10% or such other rate as may be prescribed by the Trustees. The Trust Agreement creates obligations for Employers, which the Employer and Workers United hereby agree are enforceable under the Collective Agreement(s). These obligations include the obligations to:

(a) pay late payment charges for interest, liquidated damages and reasonable legal and collection costs; and

(b) post deposits, advance payments or surety bonds with the Fund.

6. Moreover, the Fund may also suspend or terminate coverage for the Employer's eligible employees in the event that the Employer fails to make premium payments or remittances as and when required by the Trustees, in which case the Employer will be directly responsible to its employees for the provision of benefits.

7. Notwithstanding that the benefit plan sponsored by the Fund may be a multi-employer benefit plan for the purposes of the Workplace Safety and Insurance Act, 1997, S.O. 1997, c. 16, the Employer and Workers United agree that the Employer shall, pursuant to the Collective Agreement(s), pay premiums for eligible employees and their dependants throughout the first year after an injury to an eligible employee. For purposes of this section, the term "injury" has the same definition as in the Workplace Safety and Insurance Act, 1997, supra.

8. The Employer shall permit the Trustees or their designate to attend at the Employer's premises to conduct an audit of the Employer's employment records for the purpose of verifying the calculation and determination of premium payments to the Fund.

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ARTICLE 22- HEALTH AND WELFARE PLAN

22.01 Contribution Rate

The Employer will contribute to the Worker United Health & Welfare Plan the following amount on behalf of each bargaining unit employee who has completed his/her probationary period.

Current: Feburary 1, 2013: Feburary 1, 2014:

$162.75 $170.89 $179.44

For greater certainty, the Employer is responsible for any provincial or federal tax imposed on these contribution, and any such taxes are in addition to the above contribution rate.

The Employer will continue to make contributions on behalf of employee for vacations, maternity and parental leave, jury duty, bereavement leave, disability and sickness (non work related) for the first month of an authorized leave of absence.

The Employer does not have to make contribution for disabled employees who are absent from work and receiving benefits form the Workplace Safety Insurance Board. The Employee will inform the plan Administrator, if he/she is rece!Vlng benefits iiom the Workplace Safety Insurance Board.

22.2 PAYMENT OF CONTRIBUTIONS

All Health and Welfare payments shall be remitted and received by the Trist with in seven (7) days prior to the 1st day of each month.

The Employer will be responsible for loss of benefits to any employee because of any Employer's default action in payments.

22.3 Interest on Delinquent Contributions

The Trustee of this Health and Welfare may charge interest on contribution to the Health and Welfare Trust are overdue by more than twenty-five (25) days at the

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rate of the Bank of Canada prime rate on the first day of the month in question plus 2%, compounded monthly.

ARTICLE 23 - UNION LABEL

23.1 The Employer agrees to attach a Union Label acceptable to the Union and the Employer, save and except unlabelled or private brands. These labels shall include size designation, Union designation, and "Made in Canada" designation and shall be made locally by a Union printer.

23.2 Upon termination of this agreement or upon breach thereof, or if the Employer's business is assigned for the benefit of creditors or is in bankruptcy or re­organization or arrangement proceedings, or is liquidated, or is otherwise terminated, the Union shall have the right to withdraw the use of the Union label.

23.3 Upon withdrawal, any member affected by any of the aforementioned assignments, bankruptcy, re-organization, arrangements proceedings, liquidations, or otherwise terminated, that member agrees to cease and desist of the use of the Union label, all reproductions of the label in the possession or under the control of the Employer.

ARTICLE 24 - GENERAL

24.1 Maternity Leave will be consistent with the Ontario Employment Standards Act.

24.2 Employees shall have the right to abstain from work on any Statutory or Legal Holiday and any Religious Holiday of their faith and by so doing the employees shall not be deprived of their rights under this Agreement.

24.3 There shall be no discrimination in the areas of wages, benefits, and unfair practices because of sex, colour, language, creed or national origin.

24.4 The Parties agree, through a Committee representing equally both the Employer and the Union, to investigate and study the improvements in the efficient operation of the Industry for the purpose of establishing by mutual consent, proper and adequate changes wherever possible.

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24.5 Notwithstanding the Minimum Rates hereinbefore provided, the Parties hereto agree that any Employer shall have the right to apply to the Union to fix a special rate for persons in his employ who do not produce according to a reasonable comparative in his shop. In the event that the Parties are unable to agree on any such special rate, then such matter may be submitted to arbitration as is herein provided.

24.6 In the event of the death of an employee's spouse, mother, father, child, brother and sister, an employee shall be entitled to three (3) days leave of absence with pay.

24.7 In the event of death of an employee's grandparents and grandchildren, the employee shall be entitled to one (1) day's leave of absence with pay.

24.8 Mother-in-law, father-in-law, brother-in-law and sister-in-law, and employee shall be entitled to one ( 1) day's leave of absence with pay.

ARTICLE 25 -JOB DESCRIPTIONS

25.1 OPERATOR The term "Operator" means any employee engaged in the sewing of headwear, with the exception of those who are classified as a seamer, binder, or tacker.

25.2 BLOCKER The term "Blocker" means any employee engaged in placing all kinds of hats, caps, or headwear on wooden or metal blocks and putting the same in the steamboiler or by any other steam process, to give them style, shape or form and removing them from the said wooden or metal blocks; as well as blocking or stamping hats, caps, or headwear by means of the hydraulic and/or stamper hat pressing machine.

25.3 CUTTER The term "Cutter" means any employee capable of performing and actually engaged in the following operations; placing hat or cap patterns on fabric goods, on leather material or on hat or cap linings by hand, with a short or long knife, or scissors or clicking machine in accordance with patterns.

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25.4 FINISHER The term "Finisher" means any employee who sews or tacks buttons, hooks, linings, and sweat-bands on or in hats, caps, or headwear.

25.5 SEAMER The term "Seamer" means any employee who is engaged in the sewing together (seaming) of material as a procedure in manufacturing headwear.

25.6 BINDER The term "Binder" means any employee who is engaged in attaching binding, tape and/or related items.

25.7 TACKER The term "Tacker" means any employee who is engaged in the sewing by machine of straps, tabs, closures, crests, and/or related items to headwear.

25.8 BUSHELLER The term "Bushellers" means any employee who is a non-sewer who engages in a clip and clean operation.

ARTICLE 26 - UNIFORMITY OF CONTRACT

26.1 The Union shall exercise its influence and policy to incorporate the same terms and conditions with Quebec, Manitoba, or any other Provinces where Union shops exist, as provided for in this Agreement. The Union shall endeavour to establish a common period for negotiations with all cap areas simultaneously.

ARTICLE 27- UNION EDUCATION FUND

27.1 Effective October 1 s\ 2012, the Employer shall contribute two hundred ($200.00) dollars into the Workers United Canada Council Education Fund.

ARTICLE 28- TERM OF AGREEMENT

28.1 This Agreement shall continue in full force and effect until October 1 s\ 2015. The Agreement shall be automatically renewed for a period of one (1) year unless

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sixty ( 60) days prior to the date of termination either Party shall have notified the other of its intention to negotiate changes in the terms hereof.

28.2 It is understood and agreed that this document is a consolidation of all Agreements. It is the intent of the Parties that it shall contain all provisions and changes in all Agreements signed by the Parties, and if inadvertent errors or omissions can be proved, they will be considered part of this Agreement.

IN WITNESS WHEREOF the Parties hereunto set their hands and seals on this OC<\-1122& day of , 2012.

LONIX HATS INC.

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WORKERS UNITED CANADA COUNCIL on its own behalf and on behalf of its Local 47H