united food & commercial workers canada locals 175 … · united food & commercial workers...

UNITED FOOD & COMMERCIAL WORKERS CANADA LOCALS 175 & 633

May 1, 2013

Collective Bargaining Information Services Dispute Resolution Services Ministry of Labour 400 University Ave, 81

h Floor Toronto, ON M7 A 1 T7

Dear Sir/Madam:

SHAWN HAGGERTY President

TERESA MAGEE Secretary-Treasurer

Please find enclosed for your library, one copy of the currently signed collective agreement between UFCW Local 175 and National Car Rental/Alamo Rent-A-Car (Pearson Airport- Counter).

LOCATION:

NUMBER OF EMPLOYEES:

EFFECTIVE DATE:

EXPIRY DATE:

SETTLEMENT PROCEDURE:

DATES OF NEGOTIATIONS:

DATES OF CONCILIATION:

DATES OF MEDIATION:

DATE OF RATIFICATION:

Yours truly,

y~n, Ef~al7, Jim Mclean Director, Region 5

JM/cl

Enclosure

Pearson Airport Counter

55

December 1, 2012

November 30, 2015

March 14 &15, 2013

April 18, 2013

CAMBRIDGE OFFICE- 6628 ELLIS ROAD, CAMBRIDGE, ONTARIO N3C 2V4 PHONE 519-658-0252 ·TOLL-FREE 1-800-267-1977 ·FAX 519-658-0255 • WWW.UFCW175.COM

UNITED FOOD & COMMERCIAL WORKERS ONTARIO LOCALS 175 & 633 OFFICES

MISSISSAUGA • OTTAWA • CAMBRIDGE • HAMILTON • THUNDER BAY • TRAINING & EDUCATION CENTRE

BETTY PARDY Recorder

..

<f.,.

COLLECTIVE AGREEMENT

between

NATIONAL CAR RENTAL/ ALAMO RENT -A-CAR

(Owned and Operated by Enterprise Rent-A-Car Canada Company)

(PEARSON AIRPORT - COUN~ER)

and

UNITED FOOD AND COMMERCIAL WORKERS UNION, LOCAL 175

Effective: December 1, 2012

Terminates: November 30, 2015

TABLE OF CONTENTS

Page

ARTICLE 1 -- BARGAINNG AGENCY ..................................................................................... 1

ARTICLE 2 --MANAGEMENT RIGHTS ................................................................................... 2

ARTICLE 3 --UNION COMMITTEE ......................................................................................... 2

ARTICLE 4 --GRIEVANCE PROCEDURE ............................................................................... 4

ARTICLE 5 --ARBITRATION .................................................................................................. ,.. 5

ARTICLE 6 --DISCHARGE PROCECURE ................................................................................ 6

ARTICLE 7 --POLICY GRIEVANCES ...................................................................................... 7

ARTICLE 8 --NO STRIKES- NO LOCKOUTS ........................................................................ 8

ARTICLE 9 --HOURS OF WORK AND OVERTIME ............................................................... 8

ARTICLE 10-- VACATIONS WITH PAY ............................................................................... 10

ARTICLE 11 --STATUTORY HOLIDAYS .............................................................................. 12

ARTICLE 12 --DISCRIMINATION .......................................................................................... 13

ARTICLE 13 -- WAGES ............................................................................................................. 13

ARTICLE 14-- LEAVE OF ABSENCE ..................................................................................... 14

ARTICLE 15-- UNION SECURITY .......................................................................................... 15

ARTICLE 16-- PREGNANCY AND PARENTAL LEAVE ..................................................... 16

ARTICLE 17 -- SENIORITY ...................................................................................................... 17

ARTICLE 18-- GENERAL ........................................................................................................ 19

ARTICLE 19 -- HEALTH AND SAFETY ................................................................................. 22

ARTICLE 20 --HEALTH AND WELFARE ............................................................................. 22

ARTICLE 21 --TERMINATION ............................................................................................... 23

SCHEDULE A -- WAGES ......................................................................................................... 25

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TABLE OF CONTENTS (continued)

Page

LETTER OF UNDERSTANDING NO. 1 --BUMPING PROCESS .................................... 27

LETTER OF UNDERSTANDING NO.2-- AVERAGING OVERTIME WHEN EMPLOYEES SWITCH SHIFT AND EXCESS HOURS ........................................ 28

LETTER OF UNDERSTANDING NO.3-- VACATIONTRANSITION ........................... 29

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THIS COLLECTIVE AGREEMENT made and entered into this 1st day of December, 2012.

BETWEEN:

NATIONAL CAR RENTAL/ALAMO RENT-A-CAR

(Owned and Operated by Enterprise Rent-A-Car Canada Company)

(PEARSON AIRPORT- COUNTER)

(hereinafter referred to as the "Company")

and

UNITED FOOD & COMMERCIAL WORKERS UNION, LOCAL 175

(hereinafter referred to as the "Union")

PURPOSE

The Company and the Union desire to co-operate in establishing and maintaining conditions which will promote a harmonious relationship between the Company and the employees covered by this Agreement, and in providing methods for a fair and amicable adjustment of disputes which may arise between them, and to promote efficient operations.

ARTICLE 1 BARGAINING AGENCY

1.1 The Company recognizes the Union as the sole collective bargaining agency for all employees of National Car Rental and Alamo Rent-A-Car (owned and operated by Enterprise Rent-A-Car Canada Company) employed as Rental Agents, Return Agents and Greeters at Pearson International Airport in the City of Mississauga, save and except supervisors and persons above the rank of supervisor.

The Company will not use management employees to perform work usually performed by members of the bargaining unit, except in cases of instruction, training and emergency situations. Emergency situations include, without limitation, a back up caused by bad weather, unforeseen immediate customer demand for cars or a bottleneck of cars at the Airport and customer service requirements such as customers waiting and/or being inconvenienced.

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

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2.1 (a)

ARTICLE2 MANAGEMENT RIGHTS

Except as, and to the extent specifically modified by this Agreement, all rights and prerogatives which the Company had prior to the execution of this Agreement are retained by the Company and remain exclusively within the rights of the Company and its Management. Without limiting the generality of the foregoing, the Company's rights shall include:

(i) the right to maintain order, discipline and efficiency; to make, alter and enforce, from time to time, reasonable rules and regulations, policies and practices, to be observed by its employees; to discipline and discharge employees for just cause;

(ii) the right to select, hire and control the working force and employees; to transfer, assign, promote, demote, classify, layoff, recall, suspend, and retire employees; to plan, direct and control plant operations; to select and retain employees for positions excluded from the bargaining unit and to transfer employees into the bargaining unit;

(iii) the right to determine the location and extent of its operations and their commencement, expansion, curtailment, or discontinuance; the direction of working forces; the standards of production; the implementation, modification or termination of incentive pay plans,_the schedules of work and of production; the number of shifts; the methods, processes and means of performing work, job content and requirements; quality and quantity standards; the qualifications of employees, the use of improved methods, machinery and equipment; whether there shall be overtime work; the number of employees needed by the Company at any time and how many shall operate or work on any job, operation, machine or production line; the number of hours to be worked; and starting and quitting time; and

(iv) generally, the right to manage the enterprise and its business without interference are solely and exclusively the right of the Company.

(b) The aforementioned Management's rights shall not be administered in an arbitrary or discriminatory manner and in that respect shall be subject to the grievance procedure.

ARTICLE3 UNION COMMITTEE

3.1 The Company agrees to recognize three (3) Shop Stewards appointed or elected by the Union. One Steward will be known as Chief Steward and the second and third Stewards will be known as the alternates, to act on behalf of the Chief Steward during his absence. All Stewards shall have at least sixty (60) worked days of seniority with the Company. The Union will supply a list of Stewards to the Company from time to time. The

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Company shall not be required to recognize any Steward(s) until it has been so notified by the Union in writing.

The Parties agree that at any one point in time, such as attendance at grievance meetings, not more than two (2) Stewards will be absent from work.

3.2 The Company undertakes to instruct all members of its supervisory staff to co-operate with the Stewards in the carrying out of the terms and requirements of this Agreement.

3.3 The Union undertakes to secure from its Union Representatives, Stewards and members their co-operation with the Company and with all persons representing the Company in a supervisory capacity in the carrying out of the terms and provisions of this Agreement. The Union further agrees that its Stewards and Representatives shall take all possible measures to ensure that all terms and provisions of this Agreement are fully carried out during the life of this Agreement.

3.4 The privileges of Stewards to leave their work without loss of basic pay to attend to Union business is granted on the following conditions:

(a) Such business must be between the Union and the Management. Employees having grievances cannot discuss these with Stewards in working hours, except in the case of a discharged employee.

(b) The time shall be devoted to the prompt handling of necessary Union business.

(c) The Steward concerned shall obtain the permission of the supervisor concerned before leaving his work. Such permission shall not be unreasonably withheld.

(d) The time away from productive work shall be reported in accordance with the time-keeping methods of the department in which the Steward is employed.

(e) The Company reserves the right to limit such time if it deems the time so taken to be excessive.

3.5 It is agreed that the Negotiating Committee for this unit shall be composed of two (2) members.

(a) The Company agrees to pay the two (2) members of the Negotiating Committee up to forty hours ( 40) pay each for time spent in negotiations.

3.6 The employee agrees to uphold the rules and regulations of the Company in regard to punctual and steady attendance. Conduct on the job, and all other reasonable rules and regulations established by the Company, shall·continue to be up-held by the employees.

3. 7 The employees agree to co-operate with the Company in maintaining and improving safe working conditions and good housekeeping of the working area and caring for equipment and machinery.

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3.8 The Union agrees to co-operate when requested by the Company m correcting inefficiencies of its members which might lead to discharge.

3.9 Union Representatives

(i) The Union representatives will be permitted to talk with any employee regarding Union matters during regular working hours. It is understood that before so doing the Union representatives shall obtain permission from the Management. Such permission shall not be unreasonably withheld.

(ii) The Company agrees a Union Steward shall be present when an employee is disciplined, discharged or suspended unless the employee requests that the Union Steward not be present. If the Union Steward is not available, then a bargaining unit employee on shift at the time, chosen by the employee, will be present as a witness unless the employee requests an employee not be present.

(iii) The Company will endeavour to discipline employees within ten (1 0) working days of the matter coming to the Company's attention recognizing that circumstances such as the requirement to fully investigate the matter may result in a longer period.

ARTICLE4 GRIEVANCE PROCEDURE

4.1 The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances concerning the interpretation or alleged violation of the Agreement as quickly as possible.

4.2 No grievance or complaint shall be considered where the circumstances giving rise to it occurred or originated more than ten (1 0) full working days before the filing of the gnevance.

4.3 Grievances properly ansmg under this Agreement shall be adjusted and settled as follows:

Preliminary Step

Prior to filing a grievance, an employee with a complaint shall discuss the complaint verbally with his supervisor. The employee may have the assistance ofhis Steward, if he so desires.

Step No.1

Within six (6) working days after the meeting with the supervisor, the aggrieved employee may, with or without his Steward, present the grievance (which shall be reduced to writing and which shall include the article or articles allegedly violated) to the Branch Manager, who shall consider it in the presence of the person or persons presenting same and the supervisor, and render his decision in writing within six (6)

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working days following the presentation of the grievance to him. If a settlement satisfactory to the employee concerned is not reach, then the grievance may be presented as follows:

Step No.2

Within six (6) working days after the decision is given under Step No. 1, the grievance may be submitted to the Area Manager and the griever accompanied by his Steward, shall meet as promptly as possible with such persons as Management may desire, to consider the grievance and at this stage a full-time representative of the Union shall attend. The Area Manager will render his decision in writing to the Union within six (6) working days following such meeting.

4.4 If final settlement of the grievance is not reached at Step No. 2, and if the grievance is one which concerns the interpretation or alleged violation of the Agreement, then the grievance may be referred in writing by either party to arbitration as hereinafter provided at any time within ten (1 0) working days (or such extended time as may be specifically agreed to between the parties) after the decision is given under Step No.2 and if no such written request for arbitration is received within the time limited, then it shall be deemed to have been abandoned.

4.5 Discipline will be removed from an employee's record if the employee has a clear record for twelve (12) months (twenty-four (24) months in the case of a suspension), except for discipline where there is potential Company liability (e.g. sexual harassment, violence in the workplace, discrimination, unsafe acts, dishonesty) which will remain on the employee's record. An employee may request to see their personnel file and such request will not be unreasonably denied.

ARTICLES ARBITRATION

5.1 Both parties to this Agreement agree that any grievance concerning the interpretation or alleged violation of this Agreement which has been properly carried through all the steps of the Grievance Procedure outlined in the preceding Article, and which has not been settled, will be referred to arbitration at the written request of either of the parties hereto.

5.2 Within ten (10) calendar days of the request by either party for arbitration, the parties will exchange lists of three (3) proposed Arbitrators and seek to reach agreement on a mutually acceptable Arbitrator for the purposes of section 48 of the Labour Relations Act, 1995.

5.3 The decision of the Arbitrator shall be binding on the parties.

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5.4 The Arbitrator_shall not have any power to alter or change any of the provisions of this Agreement or to substitute any new provisions for any existing provisions, nor to give any decision inconsistent with the terms and provisions of this Agreement.

5.5 The fees and costs of the Arbitrator (including cancellation fees) shall be divided equally between the Company and the Union.

5.6 Neither party shall raise or proceed with a timeliness issue argument regarding "filing for arbitration" without first giving the other party written notice of its intent to do so. Should either party provide such notice to the other party, the parties further agree that the final time frame in Article 4.4 respecting "filing for arbitration" shall then be triggered. The parties further agree that an arbitrator appointed by the parties shall have full jurisdiction to adjudicate the matter respecting timelines in light of this agreement and shall not be restricted by the Ontario Labour Relations Act, 1995 in so doing.

5.7 Notwithstanding any provisions above, the parties may utilize section 49 of the Ontario Labour Relations Act, 1995

ARTICLE6 DISCHARGE PROCEDURE

6.1 A claim by an employee that he has been discharged without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the Branch Manager at Step No. 1 of the Grievance Procedure within six (6) working days after the employee ceases working for the Company. Such special grievances may be settled by:

(a) confirming the Company's action in dismissing the employee, or

(b) reinstating the employee with full or partial compensation for time lost, or

(c) any other arrangement which is just and equitable in the opinion of the conferring parties or the Board of Arbitration.

Probationary employees are not permitted to grieve their discharge.

6.2 It is agreed that reference to discharge or termination for just cause includes termination of employment for continuing unavailability for work.

6.3 The Company agrees to abide by the Employment Standards Act with respect to notice required or pay in lieu of notice in cases of dismissal.

6.4 The parties agree that the penalty of discharge will apply for the purpose of Section 9(17) of the Ontario Labour Relations Act (or any amended version thereof) for the following types of misconduct:

(a) unauthorized use of a company vehicle (the use of the vehicle shall not be deemed unauthorized if permission for such use has been granted by a supervisor or

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manager, or where the movement of the vehicle is for a legitimate business purpose);

(b) theft of company, customer or other employee property;

(c) possession of alcohol or drugs prohibited under the Narcotics Control Act on company premises;

(d) possession of firearms on company premises; and,

(e) fighting (other than self-defence) during working hours.

(f) proven dishonesty;

(g) failure to immediately report any accident which has resulted in personal injury or property damage.

The employee may challenge whether the misconduct occurred through grievance and arbitration but not the penalty.

ARTICLE7 POLICY GRIEVANCES

7.1 A Union policy grievance or a Company grievance may be submitted to the Company or the Union, as the case may be, in writing within ten (1 0) days from the time the circumstances upon which the grievance is based were known or reasonably could have been known by the grieving party. A meeting between the Company and the Union shall be held within five (5) days of the presentation of the written grievance and shall take place within the framework of Step 2 of Article 4 hereof. The Company or the Union, as the case may be, shall give its written decision within five (5) days after such meeting has been held.

If the decision is unsatisfactory to the grieving party, the grievance may be submitted to arbitration within fifteen (15) days of the delivery of such written decision and the arbitration sections of this Agreement shall be followed.

The provisions of this Article 7 shall only be used by the Union to institute a grievance on a matter arising directly between the Union and the Company. Policy grievances shall not be used to avoid the proper processing of individual employee grievances in accordance with all steps provided for in Article 4 of this Agreement.

7.2 The parties agree that the only grievances recognized pursuant to this Agreement between them are:

(a) grievances by an aggrieved employee (Article 4.3)

(b) discharge grievance (Article 6)

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(c) management grievances (Article 7.1)

(d) Union policy grievances (Article 7.1)

(e) Group grievances

ARTICLES NO STRIKES- NO LOCKOUTS

8.1 The Union undertakes and agrees that while this Agreement is in operation neither the Union nor any employee shall take part in or call or encourage any strike, picketing, slowdown, or any suspension of or stoppage of or interference with work or production which shall in any way affect the operations of the Company, nor shall there be any sympathy strikes and the Company agrees that it will not engage in any lockout during the term of this Agreement.

8.2 The Company shall have the right to discharge or otherwise discipline employees who take part in or instigate any unlawful strike, picketing, stoppage or slowdown, but a claim of unjust discharge or discipline may be the subject of a grievance and dealt with as provided in Article 4 above.

ARTICLE9 HOURS OF WORK AND OVERTIME

9.1 The following paragraphs and sections are intended to define the normal hours of work and shall not be construed as a guarantee of hours of work per day or per week, or of days of work per week.

9.2 The normal work week shall consist of forty (40) hours per week comprised of five (5) consecutive days of eight (8) hours or four ( 4) consecutive days of ten (1 0) hours.

9.3 Overtime at the rate of time and one-half (1 112) the employees' regular hourly rate shall be paid for all work performed in excess of eight (8) hours per day (or ten (10) hours per day, if such is the normal work week) or over forty (40) hours per week.

9.4 Overtime and other premiums shall not be paid more than once for any hours worked and it is agreed that there shall be no pyramiding of overtime or any premiums provided for in this Agreement.

9.5 There shall be one (1) fifteen (15) minute rest period in the first half of each shift and one (1) fifteen (15) minute rest period in the second half of each shift to be at the midpoint of every half shift.

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9.6 (a) When overtime work is required, the Company shall give as much notice as possible, and assign the available overtime hours according to job classification seniority. Should no employee qualified to perform the available work volunteer to do same, then the available overtime work shall be assigned on a compulsory basis, by the Company, to employees, by reverse job classification seniority. Where the overtime is for four (4) hours or less it may be offered in accordance with this clause to the employees currently at work and/or employees about to report to work.

(b) When the Company needs an employee to work unplanned overtime within the next six hours, the Company shall call employees at the phone number( s) they have provided to the Company starting with the most senior by job classification seniority. Should an employee decline the overtime opportunity or not answer their phone, the Company, after leaving a message if possible, shall move on to the next employee on the job classification seniority list. If an employee who has not answered their phone later contacts the Company before the overtime opportunity has been filled, the employee shall be given the opportunity.

9.7 The Company agrees to maintain a lunch and rest facility for the use of the employees. Prior to any change in such facilities during the term of this Agreement there will be a discussion between the Company and the Union.

9.8 The Company shall provide each location with time sheets or time clocks, or a computer based time clock in order to enable employees to record their time for payroll purposes.

9.9 Employees shall be permitted to take an unpaid lunch break of thirty (30) minutes more or less at the midpoint of each full shift providing this does not interfere with the efficient operation of the Company's busines~. No employee shall work more than five (5) hours without getting a meal period of thirty (30) minutes.

9.10 In the event an employee is unable to obtain their lunch or break period, they shall be paid for such time at one and one-half (1-112) their hourly rate.

9.11 Shift Scheduling

The Company will post shifts for bids (on a job classification seniority basis) setting out the normally scheduled shifts at least twice a year. Such schedules, once set, shall remain in effect until the next bidding occurs unless otherwise agreed to between the Company and the employee( s) concerned. The shift bid shall remain in effect for a minimum six ( 6) month period unless a new shift bid is needed for bona fide business reasons.

9.12 Where it will not result in an employee working more than forty (40) hours in a week, (after being averaged over a two (2) week pay period in accordance with Letter of Understanding# 2) or additional costs to the Company (i.e. overtime), employees will be able to switch shifts under the following terms and conditions:

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(a) The employee must receive written approval from their supervisor at least fortyeight ( 48) hours in advance of the switch or such shorter period as the Company agrees.

(b) The employees must be in the same classification and carrying out the same duties.

(c) The switched shifts must be within the same two week pay period and will be only for one shift.

Employees will be paid based upon hours actually worked and not their original schedule. If an employee fails to report for work on an approved switched shift without bona fide reasons acceptable to the Company, then they will be precluded from switching any shifts for a period of two (2) months.

ARTICLE 10 VACATIONS WITH PAY

10.1 All full time employees shall receive two (2) weeks' vacation after completing one (1) year of service and shall receive as vacation pay four percent (4%) of such full time employees' earnings for time actually worked for the Company during their first twelve (12) months, or two (2) weeks regular earnings, whichever is greater.

10.2 (a) All full time employees who have acquired five (5) years' seniority with the Company shall receive three (3) weeks' vacation and shall receive as vacation pay six percent (6%) of such full time employees' earnings for time actually worked for the Company during the previous calendar year or three (3) weeks regular earnings, whichever is greater.

(b) All full time employees who have acquired ten (1 0) years' seniority with the Company shall receive four (4) weeks' vacation and shall receive as vacation pay eight percent (8%) of such full time employees' earnings for time actually worked for the Company during the previous calendar year or four ( 4) weeks regular earnings, whichever is greater.

(c) All full time employees who have acquired eighteen (18) years' seniority with the Company shall receive five (5) weeks' vacation and shall receive as vacation pay ten percent ( 1 0%) of such full time employees' earnings for time actually worked for the Company during the previous calendar year or five (5) weeks regular earnings, whichever is greater.

(d) Employees will receive their regular wages during their vacation. Where the percentage of earnings is greater than the regular earnings paid during the vacation the Company will pay the difference to employees in the first pay period in April of the following year as a separate deposit.

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10.3 An employee who has ceased to be employed by the Company before receiving his vacation pursuant to the provisions of this Article shall be entitled to receive vacation pay in accordance with the Employment Standards Act.

10.4 (a) A vacation request form will be posted at the beginning of March for the vacation period April 1 to September 30 and at the beginning of September for the vacation period October 1 to March 31. The forms will remain posted for a period of_one (1) month and all full time employees who are entitled to request vacations shall indicate on the form the dates when they wish to have vacations. Full time employees' vacations shall be scheduled in accordance with full time job classification seniority provided the employee has submitted the vacation request within the time required and in accordance with existing requirements.

(b) The Company will endeavour, if reasonably possible, to permit at least three (3) full time rental agents, and one ( 1) hand held agent and one ( 1) greeter working at the airport to take their vacation at any point in time.

(c) Employees will not be permitted to take more than two (2) weeks' vacation during the summer vacation period. The summer vacation period begins the third week in June and ends following the second week in September.

(d) Any vacation requests made outside the posting period referred to in Article 10.4(a) above will be considered by the Company on a first come, first serve basis.

(e) The parties agree that, effective April 30, 2006, vacation entitlement shall be based on an employee's anniversary date (hire date).

(f) When an employee has requested it in writing, a vacation statement shall be provided to each employee within seven (7) days of at the end of the last pay period in the vacation entitlement year. It shall include:

(i)

(ii)

(iii)

(iv)

(g) (i)

(ii)

gross earnings subject to vacation pay for the year;

vacation time earned;

vacation pay earned;

vacation time and vacation pay remaining.

Employees shall be entitled to take vacation in individual days.

An employee who terminates employment for any reason, shall be paid his/her vacation allowance as provided herein.

10.5 Part time employees are entitled to vacation time off and pay as specified by this Agreement for years of service.

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ARTICLE 11 STATUTORY HOLIDAYS

11.1 The following statutory holidays, regardless of when they fall, will be granted with pay to all employees:

Christmas Day Boxing Day New Year's Day Good Friday Victoria Day

Canada Day (Dominion Day) Labour Day Thanksgiving Day Civic Holiday (First Monday in August) Family Day

Payment for such holidays shall be based on the employee's regular hourly rate of pay multiplied by the number of hours he would normally have worked on such day. When any of the said holidays fall on other than a regular working day, then the Company may either designate some other day as the day upon which the said holiday will be celebrated, or pay the employees who qualify for payment for the said holiday as though it had fallen on a regular working day, whichever is mutually agreed to between the employee concerned and the Company.

11.2 In order to be entitled to payment for a statutory holiday an employee must have worked the full scheduled working day immediately preceding the holiday and the full scheduled working day immediately following the holiday. Employees who are off work by reason of WSIB or STD shall receive statutory holiday pay provided they have worked within the fifteen (15) days preceding the holiday.

11.3 If an employee works on a Statutory Holiday listed in Article 11 the employee will be paid time and one half (1 Yz) for the hours actually worked and in addition will receive his holiday pay, unless the Company and the employee mutually agree to substitute a day off with pay for the Statutory Holiday. The day off with pay must be mutually agreed to by the Company and the employee within thirty days of the holiday. If a date is not agreed to within 30 days of the holiday, the Statutory Holiday will be paid.

11.4 Where one of the above-named statutory holidays falls during an employee's approved vacation period, he shall be allowed an extra day's vacation with pay or an extra day's pay by mutual agreement between the employee concerned and the Company.

11.5 In addition to the above-mentioned holidays, the Company agrees to grant any other day proclaimed by the Federal, Provincial, or Municipal Governments as paid holidays for the purpose of this Agreement, providing same is generally observed in the area as a holiday.

11.6 The floating holiday is to be taken at a time convenient to the Company and the employee concerned.

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11.7 Employees will be canvassed by posted notices or otherwise to determine if they wish to work on a holiday. First preference will be given to employees who are regularly scheduled (same shift am/pm) to work the day of the holiday, in order of job classification seniority. If there are not sufficient volunteers, the Company will require the least senior scheduled employee to work the holiday.

11.8 Part time employees shall receive Statutory Holidays with pay in accordance with the Employment Standards Act.

11.9 All employees will be entitled to two (2) floating holidays each calendar year, granted on January 1. New employees hired from January 2 to September 30 will be entitled to one (1) floating holiday for the calendar year in which they are hired. Employees must request to use a floating holiday in writing at least two (2) days in advance of the absence and must receive approval from their supervisor. Unused floating holidays may not be carried forward to the next year and are not paid out on termination of employment.

Employees may use these floating holidays in observance of religious holidays other than those already covered by the Ontario Employment Standards Act, 2000, or for reasons other than religious observance. The parties agree that this article satisfies all obligations to provide time off for religious holidays which may arise pursuant to the Ontario Human Rights Code.

ARTICLE 12 DISCRIMINATION

12.1 The Company and the Union agree that there will be no discrimination on account of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, same sex partnership status, family status, handicap, or membership or non-membership in the Union.

(a) The parties agree to adhere to the governing legislation on human rights m Ontario (Ontario Human Rights Code).

(b) The Company and the Union agree that the retail locations covered by this Collective Agreement shall be free of sexual harassment and the Company and Union agree to co-operate with each other in preventing and eliminating sexual harassment if same should occur in the workplace covered by this Collective Agreement.

ARTICLE 13 WAGES

13.1 The minimum hourly rate of wages for all employees coming under this Agreement shall be as per Schedule "A" of this Agreement, provided that where an individual employee's

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hourly wage is higher, such hourly rate of wages shall not be reduced by reason of this Agreement.

13.2 Employees shall be compensated for actual expense of public transportation or the actual cost of taxi fare, if such transportation is required by the Company.

13.3 The Company may create lead person positions in its sole discretion, which shall not be exercised in an arbitrary or discriminatory manner. A Lead Person shall receive one dollar ($1.00) per hour, in addition to his/her hourly rate.

13.4 Employees who are scheduled to work on afternoon shift will be paid a shift premium of twenty-five cents (.25) per hour. Afternoon shifts will be defined as shifts starting at 3:30 p.m. and later to 3 a.m. A twenty-five cent (.25) shift premium will be paid to employees who are scheduled to work on an overnight shift. An overnight shift will be defined as all shifts starting at 11 p.m. and later to 3 :00 a.m.

13.5 An employee who posts into the bargaining unit from another Local 175 bargaining unit in the Company will be placed in the same place on the grid if the employee is in the same classification and to the next highest position on the grid if the employee is coming from a different classification.

13.6 A part-time employee who posts to full-time will receive the full-time rate which is the next highest on the grid from his/her existing part-time rate and will move on the grid at the appropriate intervals from that point.

13.7 A full-time employee who posts or is laid off to part-time will receive the applicable parttime wage rate.

ARTICLE 14 LEAVE OF ABSENCE

14.1 The Company may grant an unpaid personal leave of absence for up to ninety (90) calendar days if an employee requests it in writing and if the leave is for good reason and does not unreasonably interfere with the efficient operation of the Company's affairs.

14.2 When requesting a leave of absence the employee will indicate the proposed start and end dates, the reason for the leave, and shift preference if a shift bid or bids occurs during the leave (a.m., p.m., days off) or a designate to pick a shift for the employee, and a telephone number and/or email address where they can be reached during the leave. Where possible, employees must also provide supporting documentation confirming the reasons for the leave when requested by the Company. The Company will respond as soon as possible confirming whether the leave is granted or denied. If granted, the Company will indicate the date the leave will begin, and the date and, if known, the shift time the employee will report to work following the leave of absence.

14.3 Benefits will cease after thirty (30) days of the personal leave of absence.

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14.4 The Company will grant a leave of absence without pay to not more than two (2) employees to attend Union conventions and conferences for a period or periods not exceeding ten (10) working days in total for such said two (2) employees in any one calendar year provided that it shall not interfere with the efficient operation of the Company's affairs.

14.5 The granting of such leave of absence shall not be unreasonably withheld.

15.1 (a)

ARTICLE 15 UNION SECURITY

(i) The Company shall during the term of this Agreement, as a condition of employment deduct from members of the bargaining unit, the regular weekly union dues and such dues shall be remitted to the Union, in the format outlined in article 15.01(b) below, prior to the fifteenth (15th) of the month following the month in which such deduction is made.

(ii) The Company shall deduct membership initiation fees as may be established by the Union and forward any application forms and such fees to the Union in the format outlined in Article 15.l(b) below, with the regular monthly dues remittance.

(b) The remittance statement shall be documented by location containing a dues and initiation report which will be provided in the form of e-mail ([email protected]) or on a computer diskette as well as a hard copy of the dues report being attached to the remittance cheque. The information provided 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 table format provided by the Union and, subject to privacy legislation, the Company will provide the following current information if it is on the spreadsheet provided by the Union:

(i) S.I.N.

(ii) Employee number if applicable;

(iii) Full name (Last/First/Initials);

(iv) Full address, including City and Postal Code;

(v) Telephone number (including area code);

(vi) Date ofhire;

(vii) Rate of pay;

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(viii) Classification;

(ix) Full-time or part-time designation;

(x) Union dues deducted (or the reason a deduction was not made). If dues are deducted weekly, report requires five (5) columns for reporting;

(xi) Total dues deducted;

(xii) Back dues owing;

(xiii) Vacation pay breakdown of dues owing;

(xiv) Initiation fees deducted;

(xv) Total Initiation fees deducted.

15.2 The Company will remit to the Union, within thirty (30) calendar days following completion of the probationary period, the Local 175 membership application form signed by the new employee.

15.3 The regular union dues shall be deducted bi-weekly and submitted to the Union within fifteen (15) days following the completion of the Company's four week accounting period. The Company agrees that on T4 slips of employees, the amount of union dues paid each year will be noted.

15.4 The Company shall provide to the Union location addresses of all Company locations covered by the Agreement, when applicable.

15.5 Subject to applicable privacy legislation and obtaining any required employee consents, the Company will provide to the Union on a quarterly basis a complete update of the employees' addresses and phone numbers. This will be forwarded to the Union representative's attention at the Union office.

Employees are responsible for notifying the Company of any change in address or phone number within ten (10) working days of the change.

ARTICLE 16 PREGNANCYANDPARENTALLEAVE

16.1 Pregnancy and parental leave shall be granted in accordance with the Ontario Employment Standards Act 2000 as amended.

16.2 Emergency leave and family medical leave shall be as per the Ontario Employment Standards Act, 2000.

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ARTICLE 17 SENIORITY

17.1 All new employees shall be regarded as probationary for sixty 60) worked days for full time employees (forty-eight ( 48) worked days if on ten (1 0) hour shift, pro-rated if shift changed) and forty ( 40) worked days for part-time employees. Such employee may be terminated with or without cause during his probationary period. Such an employee if continued in the employ of the Company after the expiration of the probationary period shall have their Company seniority computed from their most recent date of hire. Probationary employees are not permitted to grieve their discharge. The probationary period may be extended by mutual agreement of the parties.

Job classification seniority shall govern for purposes of vacation scheduling, shift bids, work on holidays, overtime, and layoffs.

"Job classification seniority" is the employee's Company seniority exercised within the employee's specific job classification.

17.2 Layoffs and recall after such layoffs shall be by job classification. Layoffs which are anticipated to exceed five (5) working days, recalls after such layoffs, and the filling of job vacancies, shall be based upon the following factors:

(a) seniority;

(b) skill, ability, reliability and efficiency, and

(c) capability of being bonded or insured at reasonable and competitive rates.

Where, in the judgement of the Company which shall not be exercised in an arbitrary or discriminatory manner, the qualifications in factors (b) and (c) are relatively equal, seniority [factor (a)] shall govern.

17.3 (a) A list of the employees in order of their seniority shall be posted in a conspicuous place of employment. Controversies regarding seniority shall be settled by the Company and the Union. Failing settlement by these parties, the matter shall be processed under the grievance procedure of this Agreement. The Company will supply the Union with two seniority lists per year in the months of February and August.

(b) There will be a separate seniority list for part-time employees. Part-time employees who transfer to full time status as a result of successfully obtaining a job vacancy will carry their part-time seniority.

17.4 An employee's seniority rights shall cease and his employment shall terminate if:

(a) he quits voluntarily,

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(b) he is discharged for just cause,

(c) he is absent for three (3) consecutive working days without authorization and/or without notifying the Company, unless a bona fide and satisfactory reason is given to the Company. Such reason shall include a satisfactory explanation of why there has been no notification for three (3) days,

(d) he does not return to work within five ( 5) working days after being recalled by the Company by a letter sent by registered mail addressed to him at the last address he has given the Company,

(e) he exceeds an approved leave of absence, subject to Article 17 .4( c).

(f) he is laid off in excess oftwelve (12) consecutive months,

(g) he accepts other employment while on leave of absence unless this is approved by the Company.

17.5 It shall be the duty of the employee to notify the Company within ten (10) days of any change in address or phone number. If an employee fails to do this, the Company will not be responsible for failure of a notice to reach such employee.

17.6 Any employee, when requested by the Company, prior to return to work, will provide a medical certificate indicating that he is recovered from the sickness which caused his absence, but only after the second day of absence. However, in instances when there is a pattern of questionable one-day absences, the Company may request such certificate at any time; but only after an employee has been previously advised about his/her lack of availability for work.

17.7 An employee who posts into the bargaining unit will bring his/her length of service with the Company for purposes of length of vacation entitlement. Prior service will not count towards seniority within the bargaining unit. The employee will be placed at the bottom of the seniority list and will serve a probationary period.

17.8 In the event the employee who posts into this bargaining unit fails his/her probation, the employee will be sent back to his/her former position without the loss of seniority, wages and benefits prior to leaving. The Company agrees to provide such employees with a leave of absence from their current bargaining unit for the duration of the probationary period.

17.9 A part-time employee who posts to full-time will continue to have his/her seniority recognized.

17.10 A full-time employee who posts or is laid off to part-time will continue to have his/her seniority recognized.

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17.11 Full-time and part-time employees will be treated as separate seniority groups for purposes of vacation scheduling, shift bids, work on holidays, overtime and layoff, but not for purposes of applying for job vacancies under Article 17.2.

18.1 Bulletin Boards

ARTICLE 18 GENERAL

The Company agrees that during the term of this Agreement it will make reasonable space available to the Union on the existing bulletin board at each of its locations for the purpose of posting notices directly relating to the employees of the locations, provided prior approval of Management is secured.

18.2 Reporting-in Pay

Employees, when required to report for work and not sufficient work is available, shall be guaranteed four (4) hours pay in lieu thereof, at their regular hourly rates of pay. This Article does not apply where the Company is unable to provide work for any employee because of fire, lightning, power failure, storms or similar causes beyond the control of the Company resulting in the stoppage of work or where the Company has attempted to contact the employee before the scheduled start of the employee's shift.

18.3 Job Postings

The Company will post permanent vacancies in new classifications and in existing classifications within the bargaining unit for a period of six (6) working days.

Before posting a job vacancy the Company shall offer the first open shift to the other employees in the same job classification in order of seniority. The Company shall then post and fill the job vacancy in accordance with Article 17.2.

Employees cannot apply to a vacancy in their own classification. However, part time employees can apply to a posted vacancy for a full time position in the same classification.

An employee who is selected to fill a vacancy shall have a trial period of thirty (30) worked days. If the employee does not successfully complete the trial period, as determined by the Company, he or she will revert to their former classification and previous rate of pay.

18.4 Part-time Employees

It is agreed that part-time employees will not be used to such an extent so as to displace full-time employees, or the creation of a full time job.

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1. Definition of "Full time employee"

Full-time employee means an employee who is regularly scheduled to work forty ( 40) hours per week.

2. Definition of "Part time employee"

Part-time employee means an employee who is regularly scheduled to work not more than twenty-four (24) hours per week. Part-time employees may be scheduled up to thirty-two (32) hours to cover one day absences by full-time employees. Part-time employees may be scheduled for up to forty ( 40) hours to fill in for full-time employees who are absent for reasons such as vacation, pregnancy and parental leave, and illness or injury of two days or more, without losing their part-time status, any replacement shall be made known to the Union or the Union Steward on duty in writing prior to starting.

18.5 Wearing Apparel

(a) Employees will be reimbursed for dry cleaning of Company supplied uniforms which require dry cleaning upon presentation of receipts to a maximum of fortyfive dollars ($45.00) per month for full-time employees and thirty-five dollars ($35.00) per month for part-time employees. Receipts shall be submitted monthly by the 5th day of the following month.

(b) The Company agrees to reimburse full-time employees up to eighty dollars ($80.00) per year towards the purchase of shoes in accordance with the Company's dress policy and safety requirements. The reimbursement will be paid on the employee's anniversary date. An employee must have at least one year's full-time service. The employee must provide a receipt. Part-time employees will be reimbursed up to forty dollars ($40.00) on the same basis.

18.6 Bereavement Leave

Employees shall be granted time off from work with pay up to a maximum of five (5) consecutive days in the event of a death in the immediate family. The term "immediate family" shall mean spouse, parent, child, brother, sister or grandparent. Employees shall be granted three (3) days off from work with pay in the event of a death of a mother-inlaw or a father-in-law. Employees will be granted one (1) day off from work with pay in the event of a death of a brother-in-law or a sister-in-law. Where due to considerations of travel, the employee desires an extended leave, the Company may grant an unpaid leave of absence, in accordance with Article 14.1.

18.7 Jurv Duty

(a) Employees who are required to serve on jury duty shall have their wages maintained by the Company. Said employees shall be required to reimburse the Company any monies paid to them by the court as a result of said jury duty.

NCR Pearson (12-01-12 to 11-30-15) -20-

(b) The employee shall notify the Company of his/her court commitment prior to the preparation of the schedule for the week involved.

18.8 Sick/Personal Days - Full time employees

The Company will provide each full time employee with ten (10) paid personal days per calendar year to be credited on January 1 of each year. New full time employees will earn one (1) day per month following completion of probation period during their first year of employment up to a maximum of ten (1 0) days. Employees must be actively at work, or on vacation, or WSIB leave to accrue personal days. For absences of two (2) consecutive days or more the employee may be required to provide a Doctor's note (certificate) to receive pay. The Company will reimburse the employee up to ten dollars ($10.00) to cover the cost of any and all Doctor's notes or certificates requested by the Company.

An employee may elect to carry over up to five (5) personal days per year provided they have made their request in writing.

The Company will pay the employees for any unused personal days they choose not to carry over at one hundred and fifty percent (150%) the second pay period in December.

Unused personal days will not be paid out upon termination of employment for any reason. Employees who have been laid off and are not recalled before their recall rights expire will receive a payout at one hundred percent (100%) for any unused sick/personal days that were unused at the time of lay off.

When requesting personal days for absences other than due to illness, Employees must provide at least one (1) weeks' notice. Such requests will not be unreasonably denied by the Company.

18.9 Labour/Management Committee

A Labour Management Committee will be established which will consist of two (2) Union Stewards and two (2) representatives of the Company. The purpose of this committee is to promote effective and meaningful communication of information and ideas that is of mutual concern and interest. The Committee shall meet at mutually satisfactory times. A request for a meeting pursuant to this clause shall be made in writing in advance of the date proposed for the meeting and such request shall also contain an agenda of the matters proposed to be discussed.

18.10 UFCW Local175 Training and Education Fund

The Company agrees to contribute seven hundred and fifty dollars ($750.00) each year of the Collective Agreement, to the UFCW Local 175 Training and Education Fund to be forwarded to the Union office on December 1 of each contract year.

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18.11 Printing of the Collective Agreement

The Company shall pay fifty percent (50%) of the cost of printing booklet copies of the collective agreement. The Union will pay fifty percent (50%).

19.1 (a)

ARTICLE 19 HEALTH AND SAFETY

There shall be a Joint Health and Safety Committee for all airport garage employees, airport terminal employees and all off-airport employees. The Committee shall be composed of two (2) representatives from this bargaining unit appointed/elected by the Union and representatives appointed by the Company. The Committee shall meet at least once every three (3) months during regular working hours. The Committee shall have the responsibilities set out in, and conduct itself in accordance with, the Occupational Health and Safety Act.

Minutes of the meetings shall be kept and shall be posted in all locations along with the names of the members of the Committee. Anyone who has a health and safety concern shall contact his supervisor and a member of the Joint Health and Safety Committee. If the Committee considers it necessary to call a meeting to discuss the employee's concern, such meeting will be held during regular working hours.

(b) Where an employee is injured at work during the performance of their duties as a result of which they cannot complete the balance of their shift and has reported such injury to their supervisor, they shall be paid for the balance of their shift as their regular hourly rate.

19.2 The Company shall:

(a) comply with the Occupational Health and Safety Act;

(b) provide WHMIS training to all employees; and

(c) make certification training available to Health and Safety Committee members once a year.

ARTICLE20 HEALTH AND WELFARE

Health and Welfare - Full time employees

20.1 All full-time employees will be eligible to participate in the following current and successor employee benefit plans and programs:

• Enterprise Holdings, Inc. Extended Health (providing medical, dental and prescription drug coverages)

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• Enterprise Holdings, Inc. Employee Assistance Program

• Enterprise Holdings, Inc. Life, Accidental Death & Dismemberment, Long-Term Disability Plan,

subject to the eligibility provisions set forth in the applicable Summary Plan Description. The employee's portion of any premium shall be that rate established and as announced by the Enterprise Corporate Vice President, Employee Benefits throughout the term of the Agreement and deducted as a per pay period cost.

20.2 All permanent full and part-time employees are eligible to participate, in the Enterprise Holdings Retirement Savings Program (RRSP/DPSP plans), as amended by the Plan sponsor from time to time. The employee's participation in the Enterprise Holdings Retirement Savings Program shall be voluntary. If the employee does choose to participate, after one year of employment, the Employer will match the employee contributions, dollar for dollar, up to three percent (3) of wages, to a maximum annual contribution of six thousand dollars ($6,000.00). Other provisions, including but not limited to eligibility, vesting and benefits shall be dictated by the terms and conditions of the Plan Documents.

20.3 The Employer reserves the right to terminate, revise, amend, implement and make effective any and all Plans, including but not limited to those identified in Articles 20.1 and 20.2, above, without first bargaining with the Union, throughout the term of the Agreement and thereafter.

20.4 Notwithstanding any other Article or language contained in this Agreement, part-time employees shall not be eligible to participate in the Benefit Plans identified in Article 20.1, above, unless the specific terms of the Plan provide otherwise.

20.5 No matter respecting the Plans referenced in Articles 20.1 and 20.2, above, their interpretation, implementation, modification, termination or effectiveness shall be subject to the grievance or arbitration procedure of the Agreement and no Arbitrator shall have any authority or power to hear or consider any such issue.

ARTICLE21 TERMINATION

21.1 This Agreement shall remain in force until November 30, 2015 from the date hereof and shall continue in force from year to year thereafter unless in any year not more than ninety (90) days and not less than sixty (60) days before the date of its termination, either party shall furnish the other with notice of termination of, or proposed revision of this Agreement. If notice of proposed revision of this Agreement is forwarded pursuant to the terms of this Article, then within twenty (20) working days of such notice, the said proposed revisions will be forwarded by one party to the other. If no such proposed revisions are forwarded, then this Agreement shall remain unaltered unless the consent in writing by one party or the other, as the case may be, is granted.

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Dated at Mississauga, this \ 0/ f f\0( '.l 2013 0 -----~r----------' .

FOR THE UNION

Steven J. Tudela Vice President & General Manager

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SCHEDULE A- WAGES

Dec 1, 2012 Dec 1,2013 Dec 1, 2014

Start 12.00 Start 12.00 Start 12.00

1 Year 12.75 1 Year 12.75 1 Year 12.75

2 Years 13.75 2 Years 13.75 2 Years 13.75



Other Components

1. All employees move into the wage grid based on their current service, except red-circled employees currently paid above the wage grid. Within thirty (30) days of ratification, employees will receive a one time lump sum payment for any wage increase retroactive to December 1, 2012.

2. FT and PT employees move on the grid based on their service.

3. Red-circled employees currently paid above the grid will receive the following:

Employees earning $17 .95/hour will receive the following increases: December 1, 2012 -$0.35/hour; December 1, 2013- $0.35/hour; and December 1, 2014- $0.35/hour

Employees earning $18.60/hour will receive the following: on ratification- lump sum of $550; on December 1, 2013 -lump sum of $550; and on December 1, 2014- increase of $0.40/hour subject to the following:

(i) The lump sum payments will be made on the next payroll period following the date ofratification, and following December 1, 2013.

(ii) Full time employees will only be eligible to receive $550 if they have actively worked at least 1600 hours in the preceding twelve months. Time spent on WSIB leave, pregnancy and parental leave and vacation will be included in calculating the hours worked for the purposes of determining entitlement to the lump sum. Full time employees who have worked less than 1600 hours will receive a prorated lump sum payment based on the following formula:

- 0 to 399 hours- $0

-400 to 799 hours - 25%

-800 to 1199 hours - 50%

-1200 to 1599 hours -75%

-1600+- 100%

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(iii) Part time employees will be eligible to receive a lump sum payment of up to $275 paid based on the following formula:

- 0 to 199 hours- $0

-200 to 599 hours- 50%

-600+- 100%

(iv) The payments shall be subject to required deductions.

(v) For employees entitled to a wage increase effective December 1, 2012, they will receive a one time lump sum payment for any retroactive entitlement within 30 days ofthe date of ratification.

5. For clarity, Greeters are not considered lead hands and an employee currently working as a Greeter will not receive any additional premium unless they are designated as a lead hand by the Company under Article 13.3. The premium will cease effective the next pay period following ratification. Employees in the Greeter position who were previously in another job classification will have a one time opportunity under the next shift bid to bid by seniority into their previously held job classification if they wish to do so.

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LETTER OF UNDERSTANDING #1

BETWEEN:

NATIONAL CAR RENTAL (CANADA) INC.

-and-

UNITED FOOD & COMMERCIAL WORKERS CANADA, LOCAL 175

Re: Bumping Process

Once an employee has been identified for lay off under Article 17 .2, the following process will apply:

Employees who have been identified for layoff may have the ability to bump an employee with less seniority in another position, subject to the following:

i) Employees cannot bump into a Rental Sales Agent position unless they previously held the position and had not been removed;

ii) A part-time employee cannot bump a full-time employee; iii) Employees must have the skill and ability to perform the position that they

are bumping into.

Employees who bump into another classification as a result of a lay off from their classification shall be recalled into their former position if the Company determines there is a vacancy.

DATED at Mississauga, this 1·1 day of ff?r'· l , 2013.

FOR THE UNION


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BETWEEN:


-and-


Re: Averaging Overtime When Employees Switch Shift and Excess Hours

The Union agrees that employees may work up to sixty (60) hours per week, or such hours as may be approved in the Excess Hours of Work permit.

The Company and the Union agree that when employees switch shifts under Article 9.12 their hours of work over the two week pay period will be averaged for the purposes of calculating overtime pay.

This Agreement exclusively and solely applies in circumstances where employees have switched shifts under Article 9.12 and does not apply to any other articles in the collective agreement.

This Agreement shall continue until November 30, 2015.

Dated at Mississauga, this \ '1-- day of_·fto--"'.--· _,. <._\,____ ____ , 2013.

.! vv "'=7 Steven J. Tudela Vice President & General Manager

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BETWEEN:


-and-


Re: Vacation Transition

The parties agree to transition to an anniversary grant for vacation days in 2013. Currently, employees receive their vacation entitlement on May 1. The attached chart identifies the formula for determining the true up of vacation.

During the transition in 2013, employees will be allowed to use vacation days before they have been earned up to the total number of days that would have been advanced on May 1.

In future years, employees will receive their vacation entitlement on their anniversary date and any increase to the next level of vacation will apply on the relevant anniversary date. For example, an employee who acquires ten (10) years' of seniority on their anniversary date will move to four (4) weeks' vacation on their anniversary date.

The Parties agree to meet if necessary to discuss any issues that arise during the transition.

Vacation True-Up Granted On May 1st

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*Employees with less than 1 year of service are not eligible for a manual Time Off adjustment; normal rules apply

Grant on Anniversary Date

tE~Yi~<~:: /.::~;:.;:~:.;·1: : '-·'r .z;.

:.veitrs M)s~ Hire- 1st Anniversary 1st- 4th Anniversary 10 5th - 9th Anniversary 15 1Oth - 17th Anniversary 20 18th Anniversary + 25

Dated at Mississauga, this t 2-- dayof tfb/. l '2013.


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