COLLECTIVE AGREEMENT

Between

GUELPH HYDRO ELECTRIC SYSTEMS INC.

(Hereinafter termed "the Company')

-and-

LOCAL UNION 636 OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS (A.F. OF L. C.I.O.- C.L.C.)

(Hereinafter termed "the Union')

(Expiry Date March 31, 2021)

Table of Contents

Articles

Article 1 -Recognition ............................................................................... 1

Article 2 - Related Rights and Obligations ................................................................ 1

Article 3 - Union Security & Check-Off ..................................................................... 2

Article 4- No Strikes- No Lockouts .......................................................................... 3

Article 5 - Hours of Work .......................................................................................... 4

Article 6 - Overtime and Premium Pay ................................................................... 13

Article 7 -Annual Vacation ..................................................................................... 17

Article 8 - Holidays .................................................................................................. 19

Article 9 - Sick Leave Insurance ............................................................................. 20

Article 10- Workplace Safety And Insurance Board (W.S.I.B.) Supplement ......... 22

Article 11 - Employee Benefits ............................................................................... 23

Article 12 - Grievance Procedure ........................................................................... 28

Article 13 - Leaves of Absence ............................................................................... 31

Article 14 - Seniority ............................................................................................... 34

Article 15- Job Posting, Staff Selection, Promotions and Transfers ...................... 38

Article 16 - Layoff and Recall. ................................................................................. 40

Article 17 - Discipline .............................................................................................. 40

Article 18 - Retrogression Procedures .................................................................... 41

Article 19 - Temporary Replacement Pay ............................................................... 42

Article 20 - Committees .......................................................................................... 43

Article 21 - Classifications and Wage Schedules ................................................... 43

Article 22 - Pay Days .............................................................................................. 44

Article 23 - Duration of Agreement ......................................................................... 45

Wage Schedules

Wage Schedule- Appendix A-1 -Effective Date April1, 2017 ................................ .48

Wage Schedule -Appendix A-2 - Effective Date April 1, 2017 ................................. 49

Wage Schedule- Appendix A-1 - Effective Date April 1, 2018 ................................. 50

Wage Schedule- Appendix A-2- Effective Date April 1, 2018 ................................. 51

Wage Schedule - Appendix A-1 - Effective Date April 1, 2019 ................................. 52

Wage Schedule- Appendix A-2- Effective Date April 1, 2019 ................................. 53

Wage Schedule- Appendix A-1 -Effective Date April 1, 2020 ................................. 54

Wage Schedule- Appendix A-2- Effective Date April 1, 2020 ................................. 55

Letters of Understanding

#1: Alternate Hours of Work - Customer Care Clerical Positions .............................. 56

#2: Alternate Hours of Work- Metering ........................................................................ 57

#3: Alternate Hours of Work- Clerical Positions In Engineering, Metering And Conservation ............................................................................................................. 59

#4: Alternate Hours of Work- Engineering Division ................................................... 60

#5: Alternate Hours of Work- Accounting ................................................................... 61

#6: Compressed Work Weeks ....................................................................................... 62

#7: Banking of Overtime ................................................................................................. 64

#8: Vacation Attraction Benefit.. ..................................................................................... 65

#9: Time Bank for Office Employees ............................................................................. 67

#1 0: Alternate Hours of Work - Stores ......................................................................... 68

#11 : Utility Restructuring ................................................................................................ 69

#12: Alternate Hours of Work - Electrical Maintenance and Vehicle and Plant Mechanics .................................................................................. 70

#13: Alternate Hours of Work- GIS .............................................................................. 71

#14: Alternate Hours of Work- Customer Care Clerical Positions ........................... 72

#15: Article 22- Pay Days ............................................................................................. 73

Letters of Agreement

Pursuit of Excellence: Efficiencies and Effectiveness ................................................. 74

Article 1 - Recognition

1.01 The Company recognizes the Union as the sole collective bargaining agent for all its employees, save and except the following:

1. Supervisors, and those above this position.

2. Energy Services Representatives.

3. Temporary employees, whose employment does not exceed the equivalent of sixty (60) normal working days in a twelve (12) consecutive month period.

4. Students-in-training (defined as students enrolled at an educational institution in a course of study that will lead to graduation).

5. Three (3) Confidential Secretaries.

6. Payroll Officer.

Article 2 - Related Rights and Obligations

2.01 Where applicable, words used in this Agreement in the masculine gender shall include the feminine gender.

2.02 The Company has and shall retain the right to manage its business and direct its working forces including, but without restricting the generality of the foregoing, the right to hire, suspend, discharge, promote, demote and discipline any employee, provided that the exercising of such rights shall not be inconsistent with the provisions of this Agreement. No employee shall be discharged or disciplined except for just and sufficient cause.

2.03 Whenever it becomes necessary for the Company to contract out work of the type regularly and customarily performed by the employees covered by this Agreement, such contracting out shall not result in the layoff of the employees covered by this Agreement who are regularly engaged in such work, providing the employees concerned are capable of performing the work. If an employee is laid off, he or she will be given the opportunity of displacing a student or temporary employee who is excluded from the Collective Agreement because of Article 1.01 (3) or Article 1.01 (4), providing that the laid off employee is capable of performing the work.

2.04 The Union agrees that it will not counsel or authorize its members to engage in Union activities, or to hold a meeting, at any time, that will in any way disrupt, disturb, or slow down the Company's undertaking and/or obligation to ensure the continuous and uninterrupted supply of electrical energy and service to the customers of the Company. The Company shall have the right to discharge or

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otherwise discipline employees who take part in or instigate any of the above­mentioned practices.

2.05 Discrimination

Both the Company and the Union recognize their respective responsibilities under the Ontario Human Rights Code and any other similar statutory requirement. As recognized under the Ontario Human Rights Code, both parties reaffirm their commitment not to discriminate in any manner relating to employment on the basis of race, sex, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sexual orientation, age, marital status, family status, or handicap.

2.06 Sexual and Workplace Harassment

The Union and the Company recognize that sexual and workplace harassment is unacceptable. Both parties are committed to the prevention and elimination of harassment. Sexual and workplace harassment is as defined in the Ontario Human Rights Code.

Article 3 - Union Security & Check-Off

3.01 Union Dues

The Company agrees to deduct, from each pay, from the wages of all member employees in the Bargaining Unit, Union dues as directed by the Union from time to time. The Company also agrees to deduct and remit an amount equivalent to the Union initiation fee from the first pay of each new member employee.

Employees covered by the Collective Agreement, who are not members of the Union, are required, as a condition of employment, to pay from the first pay period and thereafter an amount equal to the regular Union dues, as provided for in the Labour Relations Act of Ontario, for remittance to the Union on or before the last day of each month; "Regular Union Dues" shall not extend to a special assessment or to an increment in an assessment which relates to special Union benefits in which the non-member employee as such would not participate or the benefits of which he/she would not enjoy.

Temporary employees will remit union dues in accordance with this Article, save and except union initiation fees, including temporary employees who are excluded from the Bargaining Unit as defined in Article 1.01 (3).

The Union shall notify the Company, in writing, of the amount of such dues to be deducted under this section and, provide at least thirty (30) days written notice of any change in the amounts thereof that may be directed from time to time.

The Company shall forward these deductions to the Union once each month, together with an alphabetical listing of names showing:

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a) the amount deducted from each employee; b) the total amount of dues deducted to date from each individual employee; c) the paycheque wages received by each employee, shown as a total, which

was used to determine this deduction.

Such remittances will be forwarded to the Union so that they are received not later than the last day of each month.

Payroll deductions will not include any Union fines. Union dues will be included on the employee's T4 slip (for income tax purposes).

In consideration of the deduction and forwarding of Union dues by the Company, the Union agrees to indemnify and save harmless the Company against any claim, liability or penalty, arising out of, or resulting from, the collection and forwarding of personal employee information, Union dues or Union initiation fees. This in no way constitutes any acknowledgement or admission by the Union that any such information is personal employee information, or if personal employee information, information to which the Union is not lawfully or properly entitled, or for that matter, that any deduction of Union dues pursuant to this Article is not lawful or proper. Moreover, for this indemnification to be effective or valid, the Company must as soon as possible after receiving the notice, give written notice to the Union of any such claim, liability or penalty, so that the Union has a full opportunity to either assist the Company in contesting or, to the extent that the Union is permitted to do so, itself contest on its own behalf any such claim, liability or penalty. The Union and the Company will cooperate fully in the contesting of any such claim, liability or penalty, including, without limiting the generality of the foregoing, providing the Union with copies of all relevant information and documents to the extent permitted by law.

Union dues shall be deducted from any paycheque issued by the Company.

3.02 Employee Orientation

The Unit Chairperson, or designate, shall be granted thirty (30) minutes during normal hours of work, paid at straight time, to meet with new employees and acquaint them with the Union's activities. Such time will be provided at a time most convenient to the efficient operation of the Company, and normally scheduled during the employee's orientation.

Article 4- No Strikes- No Lockouts

4.01 There shall be no lockout by the Company and no interruption, work stoppage, strike, sit-down, or picketing of Company premises by any employee or employees during the lifetime of this Agreement.

The terms "strike" and "lockout" shall be interpreted in accordance with the definitions as set out in the Labour Relations Act.

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Article 5 - Hours of Work

NOTE: The normal hours of work, as set out below, shall not be construed as a guarantee of hours of work per day or week, or as a guarantee of days of work per week.

5.01 (1) Except as set out below, for employees in Appendix A-1 classifications, the working week shall be forty (40) hours per week. Eight (8) hours per day shall constitute a day's work, between the hours of 08:00 and 16:30 hours, Monday to Friday inclusive, with one-half (0.5) hour for lunch normally after four (4) to five (5) hours of work.

(2) Line Crew Staff Hours of Work and Paid Lunch Breaks: Line crew staff will take thirty (30) minutes for lunch including clean-up on the job site, paid at straight time, year-round. The workday will be from 07:30 to 15:30 hours.

(3) Except as set out in 5.01 (2); 5.01 (4) to 5.01 (5) below, for employees in Appendix A-2 classifications, the working week for regular full-time employees shall be thirty-six and a quarter (36.25) and forty (40) hours per week. Seven and a quarter (7 .25) and eight (8) hours per day shall constitute a day's work, between the hours of 08:00 and 17:00 hours, Monday to Friday inclusive, with one-half (0.5) hour for lunch normally after four (4) to five (5) hours of work.

(4) Employees in Customer Care Clerical Positions (Billing, Customer Service and Credit/Collections) on Appendix A-1 and Appendix A-2.

(a) Regular full-time employees on payroll after April 1, 2007 For all regular full-time employees, on payroll after April1, 2007, eight (8) hours per day shall constitute a day's work, between 07:45 hours and 18:15 hours, forty (40) hours per week, Monday to Friday inclusive, with one thirty (30) minute meal break, normally after four (4) to five (5) hours of work.

Weekly hours of work can be compressed into a four (4) consecutive day workweek between Monday and Friday (i.e. four 1 0-hour days per week), with one week's notice, as outlined in the internal job posting. Statutory Holidays (per Article 8): Employees working a compressed workweek will observe Statutory Holidays on the day the Statutory Holiday falls. When a Statutory Holiday falls on an employee's scheduled shift, the employee shall be paid for the Statutory Holiday, based on the daily hours worked (i.e. 10 hours). When a Statutory Holiday falls on an employee's scheduled day off, the employee is entitled to schedule another day off with pay, based on the daily hours worked (i.e. 10 hours), at a time that is convenient for the employee and does not interfere with the efficient operation of the business.

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(b) Regular full-time employees on payroll on April 1, 2007 Regular full-time employees on payroll on April 1, 2007 are grand-fathered as follows. Selection criteria relating to working before 08:00 or after 17:00 shall not prevent these grand-fathered employees from being selected to a regular full-time position posted internally, in a Customer Care Clerical Position (Billing, Customer Service and Credit/Collections) on Appendix A-1 or Appendix A-2, and if promoted or transferred into a regular full-time Customer Care Clerical Position, after April 1, 2007, eight (8) hours per day shall constitute a day's work, between the hours of 08:00 and 17:00 hours, forty (40) hours per week, Monday to Friday inclusive, with one (1) thirty (30) minute meal break, normally after four (4) to five (5) hours of work.

(5} Regular part-time employees For regular part-time employees hired into Customer Care clerical positions (Billing, Customer Service and Credit/Collections) on Appendix A-1 or Appendix A-2, the weekly hours of work will be twenty-five (25) hours, five (5) hours per day, from Monday to Friday inclusive, between 07:45 hours and 18:15 hours. The first shift will be scheduled between 07:45 hours and 14:45 hours, the second shift will be scheduled between 9:30 hours and 16:30 hours, and the third shift will be scheduled between 11:15 hours and 18:15 hours. Employees will also be expected to work additional hours when required, (e.g. peak periods during April, May, August and September, vacation and sick leave coverage, etc.), up to forty (40) hours per week, between 07:45 hours and 18:15 hours, Monday to Friday inclusive, subject to a minimum twenty-four (24) hours' notice. The internal job posting shall reflect the shift hours that the employee is making application for. Prior to management posting a part-time position, existing qualified part-time employees in the same job classification can agree to move to the vacant shift, based on seniority.

(6} It is understood and agreed that Management may schedule one employee from the stockroom and/or the Administrative Assistant­Operations to work their normal eight (8) hours per day, from 07:00 hours to 15:30 hours, Monday through Friday, with one-half (0.5) hour for lunch.

(7) Consistent with providing service to the public up to half the employees in the Billing, Customer Inquiry and Credit Departments shall take a one-hour lunch and work until 17:00 hours.

(8} It is understood and agreed that the normal hours of work for the employee in the Buyer position, on April1, 2007, can alternate between thirty-six and a quarter (36.25) hours per week, as per 5.01 (2) (Appendix A-2) and forty (40) hours per week, as per 5.01 (1) (Appendix A-1), and that, when directed by the Company, the employee in this classification, shall move from Appendix A-1 to Appendix A-2, and vice versa.

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5.02 On-Call

(1) Qualified employees, as determined by management, will be placed on­call as required, to cover the following functions: lines, customer service and emergency locates. Employees who are placed on-call will perform on-call duties from the completion of their normal workday through to the beginning of their next normal workday, Friday through Friday. If the on­call ends on a holiday, then the next on-call will begin on the last regular day before the holiday. The overtime provisions of Article 6 shall apply.

(2) System Control: System Control Operators may be scheduled to cover on-call during the times when the Control Room is not staffed, or as required by the Company, in which case the following enhanced response requirements will apply.

Enhanced Response Requirements: On-call System Control Operators will respond immediately or within 5 {five) minutes to all System Control Operations function calls which can be dealt with remotely from home and be paid the following rate. Such calls shall include, but not be limited to, calls from outside parties such as the Independent Electricity System Operator {IESO), in order to for example perform remote manual load dropping or voltage/demand reductions.

Enhanced Response On-Call Premium: System Control Operators on­call premium shall be six percent {6%) of the Journeyperson System Control Operator rate for each hour they are on-call. Payment for overtime shall be additional to the "On-Call" premium, in a manner that ensures no pyramiding of overtime pay. The following additional on-call premium shall also be paid:

• Date of ratification {June 27, 2017): $0.83 • April 1, 2018: $0.85 • April 1, 2019: $0.87 • April 1, 2020: $0.89

Minimum Call-Out: When a call related to an emergency {or pre-arranged overtime) does not involve being called out to respond to, for example the job site or workplace, each employee shall be paid a minimum call-out of fifteen {15) minutes at the overtime rate of pay, or actual time worked at the overtime rate of pay, in tenth of an hour increments, whichever is the greater amount. Successive calls received during the minimum call-out period of time {first fifteen (15) minutes) shall be considered continuous overtime and paid at the overtime rate in six {6) minute increments or the minimum call-out, which is greater.

No Minimum call-out shall apply nor be paid: • for overtime that commences within fifteen {15) minutes

immediately preceding an employee's scheduled starting time;

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overtime will be paid up to his/her scheduled starting time, • during an employee's meal break, • for work contiguous to the employee's scheduled quitting time, • for the fourth and subsequent call-outs of fifteen (15) minutes

duration or less received by each employee in the forty-eight (48)­hour period commencing at the end of the afternoon shift on Fridays.

Overtime worked during these periods shall be paid in six (6) minute increments at the overtime rates of pay.

Travel time under Article 6.02 (3) does not apply.

(3) Once the on-call schedule has been established, it shall be the scheduled employee's responsibility to be available for duty and to arrange for replacement cover-off except when on sick leave and bereavement leave or similar unplanned, approved absences.

(4) If it becomes necessary to replace a scheduled employee because of illness or other unavoidable absence, such replacement shall be on a voluntary basis, if possible, at no additional cost to the Company.

(5) Employees on the afternoon shift schedule will perform on-call duty from the completion of each day's shift until 08:00 hours, of the next regular work day, Friday through Friday. If the shift assignment ends on a holiday, the new shift will commence at 12:00 hours on the last regular working day before the holiday. The overtime provisions of Article 6 shall apply.

(6) The on-call premium shall be six percent (6%) of the Journeyman Lineperson rate for each hour they are on-call. Payment for overtime will be additional to the on-call premium, in a manner that ensures no pyramiding of overtime pay.

Effective date of ratification (June 27, 2017), Linepersons on-call for the lines and customer service functions as per Article 5.02(1), shall also be paid an additional on-call premium of eighty-three cents ($0.83) per hour.

• $0.85/hour effective April 1, 2018 • $0.87/hour effective April1, 2019 • $0.89/hour effective April 1, 2020

This does not preclude the Company from reass1gmng all Customer Service calls in accordance with the annual on-call schedule to other qualified employees. Should all calls be reassigned, the premiums listed above shall not apply.

5.03 Providing that the two (2) employees seeking the exchange make proper arrangements, including twenty-four (24) hours' advance notification to their

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immediate supervisor(s), two (2) employees may be allowed to exchange working hours, or on-call duty on a day to day basis, if this can be accomplished without additional cost to the Company.

5.04 Assignments of on-call duty shall include all eligible employees, except employees who furnish medical certification of unsuitability.

5.05 Afternoon Shift

(1) An afternoon shift may be established to perform line and customer service duties. Qualified employees, as determined by management, will be scheduled on the afternoon shift and will perform on-call duties from the completion of their shift until the start of the next regular day shift.

The number of employees assigned to the afternoon shift shall not exceed three (3). If three (3) are assigned, at least two (2) of them will be from line crew classifications.

Once the shift schedule is established it shall be the scheduled employee's responsibility to arrange for a replacement to cover off for his/her vacation periods.

(2) If it becomes necessary to replace a scheduled employee because of illness or other unavoidable absence, such replacement shall be on a voluntary basis, if possible, at no additional cost to the Company, except that the replacing employee shall be paid overtime for any time worked in excess of eight (8) hours on the first day of replacement. If the replacing employee requests a meal on the first day of replacement, he/she shall be provided with one by the Company.

The replacing employee shall remain on afternoon shift:

For the remainder of the absent employee's weekly shift

or until the day that the absent employee returns to work, if, before 16:00 hours of the previous day, the absent employee has notified his/her immediate supervisor of his/her intention to return

or until the completion of the shift on the day that the absent employee returns to work, whichever is the earliest.

The replacing employee shall revert to his/her regular shift on the following day. The absent employee shall return to the day shift on his/her first day back unless, before 16:00 hours of the previous day, he/she notified his/her immediate supervisor of his/her intention to return, in which case he/she shall revert to the afternoon shift. In any case, he/she shall revert to the afternoon shift on the second day back if it is a part of the same week.

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(3) The hours of work for afternoon shift employees shall be:

12:00 hours to 20:30 hours Friday through Thursday, with one-half (0.5) hour for lunch.

The shift premium shall be one dollar and fourteen cents ($1.14) per hour effective the date of ratification (June 27, 2017), in addition to the employee's hourly rate, for each scheduled hour worked during the above­mentioned hours of work for the afternoon shift.

Effective April 1, 2018: Effective April 1, 2019: Effective April 1 , 2020:

$1.16/hour $1.18/hour $1.21/hour

When a scheduled shift employee or his/her replacement works outside of scheduled shift hours, he/she shall be paid at double his/her hourly rate of pay.

(4) Assignments of afternoon shift duty shall include all eligible employees, except employees who furnish medical certification of unsuitability.

5.06 System Control Shift

(1) The normal week for System Control Operators will be established by the work schedule and will average forty (40) hours per week over the scheduled rotation. Shift hours scheduled on a statutory holiday will be included as part of this average forty (40) hours per week.

(2) The System Control Operators will normally work on a rotating shift basis, including Statutory Holidays, the hours of work being determined by the prevailing shift schedule.

***Shift A: ***Shift B: **Shift C: *Shift 0:

**Shift E: ***Shift F: **Shift G:

***Shift H: **Shift 1: *Shift J:

06:00 to 18:00 hours (12-hour shift) 11:00 to 23:00 hours (12-hour shift) 07:00 to 15:00 hours (8-hour shift) 08:00 to 16:30 hours (8-hour day-shift) 15:00 to 23:00 hours (8-hour shift) 09:00 to 21:00 hours (12-hour shift) 13:00 to 21 :00 hours (8-hour shift) 18:00 to 06:00 hours (12-hour shift) 23:00 to 07:00 hours (8-hour shift) 07:30 to 16:00 hours (8-hour shift)

(*a one-half (0.5) hour unpaid meal break will be taken) (**a 20-minute meal break, paid at straight time, will be taken) (***two 20-minute meal breaks, paid at straight time, will be taken)

For training and other similar planned events, where a minimum often (1 0) calendar days' notice is provided, the Operator's workday will be changed

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to Shift D. The Operating Supervisor will change future scheduled shifts, with a minimum of ten {1 0) calendar days' notice, to allow for scheduled training and events.

(3) Average Hours Pay Each Operator will be paid forty {40) hours per week, plus any shift premium, weekend premium or on-call premium earned in that week. It is recognized that Operators may work more or less than forty {40) hours of scheduled shift hours in any given week. The work schedule will average forty {40) hours of regular shift work per week for each Operator, over the scheduled rotation.

Any overtime hours worked in a week will be paid in that week.

(4) Statutory Holidays Operators will observe Statutory Holidays on the day the Statutory Holiday falls.

When a scheduled shift falls on a Statutory Holiday, the Operator(s) on shift will be paid overtime pay for the hours worked and the Statutory Holiday time is factored into the time balance schedule. No shift premium or weekend premium will be paid on Statutory Holidays.

When a Statutory Holiday falls on an Operator's scheduled day off, depending on the schedule, the employee will be credited with equivalent time off in the time balance calculation.

(5) Shift Premiums {a) Weekday Afternoon (Shifts 8, E, F and G) Shift Premiums: One dollar

and fourteen cents ($1.14) per hour, effective date of ratification {June 27, 2017), above the Operator's base rate for hours worked.

Effective April 1, 2018: Effective April 1, 2019: Effective April 1 , 2020:

$1.16/hour $1.18/hour $1.21/hour

{b) Weekday Night (Shifts H and I) Shift Premiums: Four dollars {$4.00) per hour, effective date of ratification {June 27, 2017), above the Operator's base rate for hours worked:

Effective April 1 , 2018: Effective April 1, 2019: Effective April 1, 2020:

$4.08/hour $4.17/hour $4.26/hour

{c) Weekend Day (Shifts A, C, D and J), Weekend Afternoon (Shifts 8, E, F and G) Shift Premiums and Weekend Night (Shifts H and I) Shift Premiums: Eight dollars ($8.00) per hour, effective date of ratification {June 27, 2017), above the Operator's base rate for the scheduled shift hours worked.

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Effective April 1, 2018: Effective April 1, 2019: Effective April 1 , 2020:

(6) Sick Time Coverage

$8.16/hour $8.33/hour $8.51/hour

Whenever the Shift A, Shift B, Shift C, Shift E, Shift F, Shift G, Shift H, Shift I, or Shift J Operator reports in sick, an Operator on scheduled days off may be contacted to cover the vacant shift hours. The Operator that covers the vacant shift hours shall be paid overtime on that first shift.

If the replacing employee requests a meal on the first day of replacement, he/she shall be provided with a fourteen ($14.00) dollar meal allowance, effective date of ratification (June 27, 2017), for each meal break normally provided during those hours worked on that shift when the replacing employee provides his or her own meals. Otherwise, a meal allowance of up to fourteen ($14.00) dollars, effective date of ratification (June 27, 2017), will be provided to order in a meal for each meal break normally provided during those hours worked on that shift.

On subsequent and consecutive sick days, the Operating Supervisor will reschedule the Operators to cover the vacant shift(s). If the Operator that covers the vacant shift hours has a positive time balance, the hours worked will be applied toward that positive time balance.

Any hours worked in a negative time balance will be paid at the overtime rate.

(7) Time Balancing (a) A positive time balance occurs when an employee "owes hours to the

Company", when comparing that employee's actual scheduled hours, over the entire schedule, with the "average forty (40) hours of regular shift work per week for each Operator", over the same period. The employee's actual scheduled hours are less than the "average forty (40) hours of regular shift work per week" over this period.

Conversely, a negative time balance occurs when the Company "owes hours to the employee". The employee's actual scheduled hours, over the entire schedule, are greater than the "average forty (40) hours of regular shift work per week", over this same period.

(b) Time balances, negative and positive, shall be revisited by the parties on a regular basis. At the end of the schedule period, each Operator's time balance should be zero (0). Outstanding time balances will be incorporated into the next schedule.

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5.07 Extended shift coverage in Vehicle Maintenance for two (2) qualified Vehicle and Plant Mechanics

(1) The following shifts will be scheduled Monday to Friday, excluding Statutory Holidays:

Shift A (Day Shift): 08:00 hours to 16:30 hours with a one-half (0.5) hour unpaid lunch break, normally between 12:00 and 12:30 hours.

Shift B (Late Day Shift): 11 :00 hours to 19:30 hours with a one-half (0.5) hour unpaid meal break, normally between 15:00 and 15:30 hours.

Mechanics to alternate each week between the two (2) shifts; or on some other alternating basis that may be proposed by the Mechanics, providing it is acceptable to the Company.

(2) Shift Premium One dollar and fourteen cents ($1.14) per hour, effective the date of ratification (June 27, 2017), above the Mechanic's base rate for hours worked on Shift B.

Effective April 1, 2018: Effective April 1, 2019: Effective April 1, 2020:

(3) Sick Time Coverage

$1.16/hour $1.18/hour $1.21/hour

Whenever the Shift A Mechanic reports in sick, if a Mechanic is required for an emergency, every effort will be made to contact the Shift B Mechanic and have him/her come in to work early. Any hours worked outside of the scheduled Shift B hours shall be paid at the overtime rate.

Sick time on consecutive days may result in Shift B being abandoned, in which case, Shift A hours will be from 08:00 to 16:30 with a one-half hour (0.5) unpaid lunch break.

(4) Vacation Coverage Up to fifty percent (50%) of the Mechanics may be on vacation at the same time provided the Company can maintain coverage during normal working hours. When a Mechanic is on vacation, the hours of work shall be 08:00 to 16:30 with a one-half (0.5) hour unpaid lunch break.

5.08 No pay shall be lost as a consequence of adverse weather conditions on any regular work day. This provision is not to be construed to alter required reporting time at headquarters.

Management retains the right to determine the work to be assigned to employees during adverse weather conditions; however, except during trouble or emergencies, line construction crews shall be assigned work suitable to the weather conditions.

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The Manager of Operations or his alternate shall be the sole judge of what constitutes adverse weather conditions, trouble or emergency.

5.09 On forty-eight (48) hours' advance notice to the employees concerned, shifts can be assigned on a weekly basis, starting on Monday and ending on Friday, in the Information Systems Department.

(1) The "A" shift will commence at 00:01 hours (midnight) and end at 08:00 hours on each day, Monday to Friday.

(2) The "B" shift will commence at 16:00 hours and end at 24:00 hours on each day, Monday to Friday.

(3) Each employee assigned to either shift will be allowed up to one-half (0.5) hour for lunch during each shift, with no loss of pay.

(4) Each employee assigned to the "A" shift shall receive a bonus of eight percent (8%) of his normal hourly rate, for work performed while so assigned.

(5) Each employee assigned to the "B" shift shall receive a bonus of six percent (6%) of his normal hourly rate, for work performed while so assigned.

Article 6 - Overtime and Premium Pay

6.01 General

All time worked outside of the schedules of hours as outlined in Article 5 of this Agreement shall be considered overtime, and, after the minimum call out provisions below, shall be paid at the applicable overtime rates of pay, in six (6) minute (0.1 hour) increments, in a manner that ensures no pyramiding of overtime pay.

6.02 Minimum Call-Out

(1) Except as noted herein, when called out to meet emergencies, or, when he/she performs overtime work on a pre-arranged basis, each employee shall be paid a minimum call-out of one and one-half (1.5) hours at the overtime rates of pay, or the time worked at the overtime rates of pay in tenth of an hour increments, whichever is the greater amount. Successive calls received during the minimum call-out period of time (first 1.5 hours) shall be considered continuous overtime and paid at the overtime rate in six (6) minute increments or the minimum call-out, whichever is greater.

(2) No minimum call-out shall apply nor be paid:

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for overtime that commences within one and one-half (1.5) hours immediately preceding an employee's scheduled starting time, overtime will be paid up to his/her scheduled starting time,

during an employee's meal break,

for work contiguous to the employee's scheduled quitting time,

for the fourth and subsequent call-outs of one and one-half (1.5) hours' duration or less received by each employee in the forty-eight (48) hour period commencing at the end of the afternoon shift on Fridays.

Overtime worked during these periods shall be paid in six (6) minute increments at the overtime rates of pay.

(3) Time will be counted for each individual employee from the time he/she arrives at the Guelph Hydro office to the time he/she leaves the Guelph Hydro office plus a total of forty-two (42) minutes added for travel time.

(4) Employees Not On-Call: Each employee who answers a work-related phone call from a Supervisor outside their normal hours of work and outside normal business hours from 8:00 to 16:30, which does not involve being called out to for example, the job site or workplace, shall be paid a minimum call-out of fifteen (15) minutes at the overtime rate of pay, or actual time worked at the overtime rate of pay, in tenth of an hour increments, whichever is the greater. Travel time under Article 6.02 (3) does not apply.

6.03 Prearranged Overtime

Prearranged overtime is work performed outside scheduled hours for which notification must be given at least thirty-six (36) hours in advance of the day on which such work is to be performed. For this duty, time shall be counted leaving from and returning to headquarters. Whenever practicable, employees having the necessary qualifications for the particular job requirement shall be scheduled in rotation on prearranged overtime work.

For those occasions where it is necessary to prearrange the starting time of emergency overtime:

When a prearranged delay of more than one (1) hour occurs between the time of the call summoning the employee to duty and the time that he/she is told to report for duty at headquarters, his/her starting time shall be fifteen (15) minutes before the time at which he/she is told to report for duty at headquarters.

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6.04 Overtime Rates of Pay

(1) Subject to the conditions contained herein, overtime shall be paid at the rate of two (2) times the employees' normal hourly rates of pay for all employees in Appendix A-1 classifications.

(2) Subject to the conditions contained herein, overtime shall be paid at the rate of two (2) times the employees' normal hourly rate of pay for all employees in Appendix A-2 classification.

6.05 Meals When Working Unplanned Overtime, effective date of ratification (June 27, 2017)

(1) The employee shall take a thirty (30) minute paid meal break, including clean up, at the appropriate rate. This meal break also includes time to pick up and eat the meal on the job site. The meal allowance shall be up to fourteen dollars ($14.00). The time selected for the meal break and the number of employees who shall take the meal break at any one particular time shall be decisions made at the sole discretion of the Crew Foreperson, Sub- Foreperson or the Supervisor in charge.

(2) Meals will be paid under the following conditions:

(a) When called out on emergency work and when the duration of the time worked is in excess of four (4) consecutive hours, one (1) meal in the first four (4) hours, and one (1) meal in each subsequent four (4) hour period.

(b) When working past the normal quitting hour of a normal work day, or when working unplanned work prior to the normal starting time of a normal work day, and the duration of the time worked is in excess of two (2) consecutive hours, one (1) meal in the first two and one-half (2.5) hours, and one (1) meal in each subsequent four (4) hour period.

(c) When called out for emergency work prior to the start of a normal work day, one (1) meal if the employee is still working within forty­five (45) minutes of the start of their shift.

(3) Should an employee be entitled to a paid meal in accordance with Clause 6.05 (2) but is unable to take a meal, the employee will be provided with a meal allowance of fourteen dollars ($14.00) and one-half (0.5) hour at the appropriate rate, in accordance with Article 6, for each meal missed.

6.06 Meals When Working Planned Overtime, effective date of ratification (June 27, 2017)

(1) Planned overtime on a day outside of normal workweek:

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Outside Guelph Hydro Offices: When working planned overtime that exceeds four (4) hours, on a day which is outside of the employee's normal workweek, the employee will take a thirty (30) minute paid break at the job site for a meal and clean-up. The meal break will be taken after four (4) hours and within five (5) hours. The employee must provide his/her own meal.

If the work continues beyond eight (8) hours, and if the time worked is in excess of two (2) consecutive hours beyond the eight (8) hour period, one (1) meal in the first two and one-half (2.5) hours, and one (1) meal in each subsequent four (4) hour period. The employee shall take a thirty (30) minute paid meal break at the appropriate rate. This meal break includes time to clean- up, pick up and eat the meal on the job site. The meal allowance shall be up to fourteen dollars ($14.00). The time selected for the meal break and the number of employees who shall take the meal break at any one particular time shall be decisions made at the sole discretion of the Crew Foreperson, Sub- Foreperson or the Supervisor in charge.

Inside Guelph Hydro Offices: An employee working planned overtime that exceeds four (4) hours on a day that is outside of the employee's normal workweek, will take a normal unpaid lunch break after four (4) hours and within five (5) hours.

(2) Planned overtime on a day within normal workweek:

Outside Guelph Hydro Offices: If the duration of the planned overtime is in excess of two (2) continuous hours and is contiguous to the start of a normal workday, the employee shall be paid an up to fourteen dollars ($14.00) meal allowance, and take a thirty (30) minute paid break, including clean-up and time to pick up and eat a meal on the job site, in the first four (4) hour period, and starting before 9:30 a.m. The time selected for the meal break and the number of employees who shall take the meal break at any one particular time shall be decisions made at the sole discretion of the Crew Foreperson, Sub­Foreperson or the Supervisor in charge.

If the duration of the planned overtime is in excess of two (2) continuous hours and contiguous to the end of a normal workday, the employee shall be paid an up to a fourteen dollar ($14.00) meal allowance and take a thirty (30) minute paid break, including clean-up and time to pick up and eat the meal on the job site, within the first two and one-half (2.5) hours, and in each subsequent four (4) hour period starting from 6:30 p.m., when the employee's normal quitting time is 4:30 p.m., or starting from 5:30 p.m. when the employee's normal quitting time is 3:30p.m. The time selected for the meal break and the number of employees who shall take the meal break at any one particular time shall be decisions made at the sole discretion of the Crew Foreperson, Sub- Foreperson or the Supervisor in charge. If a meal break is not taken, the employee shall be paid a fourteen-

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dollar ($14.00) meal allowance for the missed meal, and an additional thirty (30) minutes at the applicable overtime rate for the missed meal break.

Inside Guelph Hydro Offices: Meal allowances and paid meal breaks referenced in this article shall apply for planned overtime performed in circumstances where the planned overtime is in excess of two (2) continuous hours and the Supervisor directs, in his/her sole discretion, that the planned overtime must be worked contiguous to the start or the end of the workday.

The time selected for the meal break, and the number of employees who shall take the meal break at any one particular time, shall be at the sole discretion of the Supervisor or employee in charge of the job site.

Article 7- Annual Vacation

7.01 (1) Probationary employees shall not be entitled to vacations with pay until they have been accepted as regular employees; however, the last probationary period from his/her most recent date of hire that has been served by a regular employee shall be included in the calculation of his/her period of continuous service.

(2) Vacation with pay entitlement accrued in one contract year must be taken in the following contract year, and shall not be accumulative from year to year.

Carry Over: Between December 1 and December 31 of any contract year, an employee can submit a written request for Management review to have up to five (5) vacation days based on their regular hours of work to a maximum of forty (40) vacation hours, carried over into the following contract year, providing it does not interfere with the efficient operation of the Company. Such carried over vacation days shall not be accumulated from year to year. Requests shall be reviewed by Management on a first come first served basis. Carry over shall not apply to System Control Operators.

(3) Each employee's vacation with pay entitlement will be determined by reference to the following table:

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CONTINUOUS SERVICE VACATION WITH PAY COMPLETED DURING THE ENTITLEMENT IN EACH IMMEDIATELY PRECEDING CONTRACT YEAR CONTRACT YEAR

Less than 1 full month Nil

1 month to 1 year 1 day for each full month to a maximum of 1 0 days

1 year to 3 years 2 weeks

4 years to 9 years 3 weeks

1 0 years to 16 years 4 weeks

17 years to 25 years 5 weeks

26 years and over 6 weeks

7.02 An employee's vacation with pay entitlement in each contract year is based on the continuous years of service completed by March 31 of the immediately preceding contract year.

Where a regular Company employee from outside the bargaining unit is the successful applicant to a bargaining unit position, then vacation shall be based on that employee's continuous service as a regular employee with the Company, from the most recent date the employee entered the employ of the Company, and vacation in the first contract year in the bargaining unit shall be pro-rated based on time in the bargaining unit in the contract year of the job transfer.

Transition Year Exception: An employee who completes the continuous years of service required to transition from two (2) weeks to three (3) weeks, from three (3) weeks to four (4) weeks, from four (4) weeks to five (5) weeks, or from five (5) weeks to six (6) weeks on and after April 1 and before October 1 of the contract year will be informed of this before October 1. The employee will be able to request vacation resulting from this transition after October 1. Such transition year vacation must be taken after October 1 and before the end of the contract year, and it shall not accumulate from year to year.

7.03 Vacations will, as far as it is practicable, be granted at times most desired by employees. An employee, to ensure consideration of this desire must notify Management of his/her preferred vacation period by April 1st in any given year. However, Management shall retain the authority to designate vacation periods for all employees in a manner consistent with the efficient operation of the work

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schedule. When the requests of two or more employees in a department conflict with Management's requirements, and all other attempts to resolve this difficulty have failed, Management will allocate vacations, giving preference to the employee having the most Seniority. Management will communicate the division's or department's approved employee vacation schedule by May 1, and any vacation requests submitted after April 1, will be based on a first come first serve basis, providing it does not interfere with the efficient operation of the Company.

Exception: An employee who schedules transition year vacation after October 1, as per 7.02, will not be given preference over a Jess senior employee whose approved vacation schedule arose from service completed by March 31 of the previous contract year.

7.04 If a paid holiday, as specified in Article 8, falls within an employee's preferred vacation period, the employee shall be entitled to equivalent time off with full pay at a time most desired by the employee, provided the time off does not interfere with the efficient operation of the Company.

7.05 Vacation Entitlements Upon Termination of Employment

(1) A probationary employee or a regular employee, whose employment terminates prior to the completion of one (1) year of service shall receive vacation with pay entitlement in compliance with the provisions of current legislation.

(2) An employee who has completed one (1) year or more of continuous employment prior to the termination of his/her employment for any cause shall receive vacation with pay entitlement earned prior to the end of the previous contract year less any vacation with pay entitlement taken by him/her during the contract year in which his/her termination occurs.

(3) In addition to his/her entitlement provided in (2) above, a terminating employee covered thereby shall receive a cash settlement in lieu of his/her vacation with pay entitlement derived from the table in Article 7.01, prorated to the number of full months of his/her continuous employment in that contract year, except that, in addition to his/her vacation with pay entitlement provided in (2) above, when an employee is discharged for reasons of theft, or for intoxication while on duty, his/her cash settlement in lieu shall be limited to the provisions of current legislation.

Article 8 - Holidays

8.01 (1) In each contract year, the following holidays are recognized and paid for at straight time:

Family Day Good Friday

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Easter Monday Victoria Day Canada Day Civic Holiday Labour Day Thanksgiving Day Half Day Before Christmas Christmas Day Boxing Day Half Day Before New Year's Day New Year's Day

If a holiday as specified above falls on a Saturday, it shall be observed on the adjacent Friday, and, if it falls on a Sunday, it shall be observed on the adjacent Monday. A list of recognized holidays for the calendar year shall be posted prior to the holiday schedule in January of each year.

8.02 In addition to the above holidays, Management will grant one "floater" holiday which must be taken during the corresponding contract year. Floater holidays shall not be accumulative from year to year.

Each employee will be given the opportunity to indicate his/her preference for the floater holiday. Assignments will be made accordingly, providing always that a minimum disruption to the conduct of the Company's normal routine will occur.

If the preferences of two (2) or more employees conflict with Management's requirements, and all other efforts have failed to effect a solution, the available dates shall be assigned to employees, using the amount of Seniority in decreasing order.

8.03 On holidays, all regular and probationary employees shall be paid at their normal rate of pay for their normal hours of work, for which no work shall be required. Should a regular or probationary employee be required to work, he/she shall receive holiday pay plus overtime pay for the hours worked.

8.04 In order to receive pay for a holiday, an employee must have worked his/her full shift on the working day immediately preceding the said holiday and his/her full shift on the working day immediately following the said holiday, except where bona fide sickness or annual vacation interferes or except when Management is satisfied that circumstances beyond an employee's control prohibit him/her from working his/her full shift before or after a holiday, providing always that the employee has made every reasonable effort to inform Management of said circumstances.

Article 9 -Sick Leave Insurance

9.01 (1) Regular employees shall be allowed the equivalent of one and one-half (1.5) days per month sick time credit to be applied in case of illnesses or

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accidents not covered by Workers' Compensation. A maximum of eighteen (18) days' sick time credit will accrue to each employee's credit during a contract year, and this maximum will be reduced by the amount of sick time charged thereto during the contract year.

When a regular Company employee from outside the bargaining unit is the successful applicant to a bargaining unit position, then the employee's remaining sick time credit prior to the transfer date, shall be added to the employee's sick leave credit accumulation and Article 9.01 (3) shall apply.

(2) Sick Time Credit may be applied to the time required to attend medical appointments, such as dental or similar appointments during normal working hours when Management is satisfied that such appointments cannot be arranged outside of normal working hours, and when prior permission has been obtained from Management.

In addition, with the supervisor's approval, employees may use up to two (2) days, based on the employee's normal hours of work, from their sick leave bank per contract year to attend to their spouse's, son's, daughter's or parent's medical appointments, which cannot be scheduled outside normal hours of work, or for personal family emergencies outlined under the provisions of the Personal Emergency Leave of the Employment Standards Act of Ontario, providing such emergencies are not already covered in the Collective Agreement. Time taken will be deducted from the sick leave bank based on time off rounded up to the nearest half hour.

When requested, an employee who requests leave under this section will be required to provide evidence satisfactory under the circumstances that the employee is entitled to the leave. If requested, the Company agrees to pay the cost of the medical certificate.

(3) At the end of each contract year, the remaining credit, if any, will be added to each employee's sick time credit accumulation, up to a total of 200 days. Any employee on payroll on May 6, 2013, shall not lose any sick leave which exceeds this 200 day cap and their sick leave shall be capped individually at the level of the sick leave accumulation accrued as of April 1, 2015.

(4) When sickness or accidents not covered by Workers' Compensation require withdrawals to be made against sick time credit, in excess of the current year's accrued credit, the excess will be charged against the employee's sick time credit accumulation.

(5) Each employee shall be notified in writing, as soon as practicable in each new contract year, of the total number of hours standing to his/her credit at the end of the preceding contract year. The notification process is not grievable.

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(6) Should the normal hours of work in a working day be reduced (or increased) from those in effect at the time of accumulation, the accumulation (in hours) will be reduced (or increased) proportionately.

9.02 Any employee requesting sick time pay may be required to provide a doctor's certificate for each occurrence. If requested, the Company agrees to pay the cost of the medical certificate.

9.03 (1) In case of absence due to illness or accident whereby payments are made as per Clause 9.01, both the Company and the absent employee shall continue to pay their shares of the costs of benefits normally paid on behalf of that employee on the same basis that is in effect when the employee concerned is working in a normal manner.

(2) Holidays included in a period of such absence will be paid for, but no deduction will be made against sick time credit, for the holiday.

(3) Seniority and Sick Time Credit will accumulate in a normal way during such absence.

9.04 (1) An employee with ten (1 0) years or more of Seniority whose Sick Time Credit is reduced to zero (0), may draw against the future accumulation of such credits, up to a maximum of eighteen (18) working days, providing the employee makes written arrangements to repay such advance, except that when vacation entitlement remains, it shall be used before this provision is applied.

(2) An employee with more than twenty (20) years' Seniority shall not be removed from the payroll of the Company within six (6) months of his/her sick time credit being reduced to zero (0). The Company and the employee concerned shall continue to pay their shares of the costs of benefits normally paid on behalf of that employee on the same basis that is in effect when the employee concerned is working in a normal manner. Holidays included in a period of such absence will be paid for, but no deduction will be made against sick time credits.

(3) Seniority and Sick Time Credit will accumulate in a normal way during such absence. Should his/her absence continue beyond six (6) months past the time at which his/her sick time credit is reduced to zero (0) in the first instance, tile disposition of this employee shall be at the discretion of Management.

Article 10- Workplace Safety and Insurance Board (W.S.I.B.) Supplement

10.01 The Company will pay an employee his/her normal net take home pay while the employee is off work due to a compensable injury. It is agreed that this undertaking by the Company is conditional upon the employee's assignment to

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the Company of all payments made to the employee by the Workplace Safety and Insurance Board for the period of the Company's obligation.

10.02 The Company agrees to pay the benefits as per Article 11 of an employee for two (2) years from the date of injury, when the employee is absent from work because of an injury.

10.03 The Company will maintain pre-injury pension contributions as allowed by the OMERS Policy and Procedure manual.

10.04 The Company and the Union are committed to the safe integration of injured or ill employees into the workplace at the earliest opportunity. The Company will maintain an Early and Safe Return to Work Policy to facilitate this commitment.

The Company will keep the Union informed of those employees receiving W.S.I.B. supplement and those employees subject to transitional work.

Article 11 - Employee Benefits

11.01 The Company shall pay the full cost of each employee's premiums for health insurance coverage to supplement coverage provided by the Provincial Medicare Plan as indicated below:

(a) An Extended Health Care Plan to include a vision care eye glass, including Laser Eye Surgery, benefit up to four hundred dollars ($400.00) effective as soon as possible after the date of ratification (June 27, 2017), per family member in each twenty-four (24) month period, effective April1, 2019, four hundred and twenty- five dollars ($425.00) per family member in each twenty-four (24) month period; eye examinations once every two (2) years up to a maximum of one hundred dollars ($100.00), effective as soon as possible after the date of ratification (June 27, 2017); a pharmacy pay­direct drug plan, which covers drugs scheduled by the Province as "Prescription by Law" (known as Schedule 1) and "Limited Access" (known as Schedule 2) medications, based on a generic formulary and prescribed "Over the Counter Drugs" (known as Schedule 3) are excluded, with a seven dollar ($7.00) cap on dispensing fees. Paramedical services and out of country coverage limited to a sixty (60) consecutive day stay with a thirty (30) consecutive day re-qualification period, are included.

(b) A dental insurance plan to include the following coverages:

Diagnostic services, Preventative services, Basic restorative services, including space maintainers, Adjunctive services, Oral surgery, Endodontic services, Periodontal services at 100% reimbursement. Repairs, relining and rebasing of dentures 100% reimbursement once every three (3) years. Removable prosthetics full or partial dentures, once every three (3) years at fifty percent (50%) reimbursement. Recall oral examinations and preventative services will be covered once every nine

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(9) months.

2017 Ontario Dental Association's fee schedule effective October 1, 2017 2018 Ontario Dental Association's fee schedule effective October 1, 2018 2019 Ontario Dental Association's fee schedule effective October 1, 2019 2020 Ontario Dental Association's fee schedule effective October 1, 2020

Effective June 1, 1998 Major restorative, based on fifty percent (50%) co­pay on costs, to a maximum cost of one thousand dollars ($1 ,000) per person in any year.

Effective June 1, 1998 an Orthodontic Rider, based on a fifty percent (50%) co-pay basis, to a maximum of one thousand and five hundred dollars ($1 ,500) lifetime, for dependants up to age nineteen (19).

(c) Ward coverage.

(d) A Long-Term Disability (LTD) plan having benefits as follows:

Seventy-five percent (75%) of earnings to a maximum of five thousand eight hundred and eighty-three dollars and eighty cents ($5,883.80) per month effective as soon as possible after the date of ratification (June 27, 2017). Six thousand and two dollars and ten cents ($6,002.10) per month effective April1, 2018, six thousand one hundred and twenty-eight dollars and twenty cents ($6, 128.20) per month effective April 1, 2019 and six thousand two hundred and sixty-three dollars and forty cents ($6,263.40) per month effective April1, 2020.

A six (6) month waiting period.

While the employee is receiving LTD benefits, the Company's obligation for payment of premiums associated with the health insurance coverage listed above shall be limited to a maximum of twenty-four (24) months commencing with the start of the six (6) month waiting period or if the employee on LTD had sick leave remaining when commencing LTD, then the employee shall receive health insurance coverage for twenty-four (24) months plus a period of time equivalent to any sick leave credits remaining.

(e) The Company agrees to pay the Employer's Health Tax.

11.02 Employees Hired On or Before October 22"d, 2001

The Company shall pay the full cost of premiums associated with the following benefits for each employee who retires on pension with Seniority in excess of twenty (20) years:

(a) An Extended Health Care Plan to include a vision care eye glass, including Laser Eye Surgery, benefit up to three hundred and seventy five dollars

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($375.00) effective as soon as possible after the date of ratification (June 27, 2017), four hundred dollars ($400.00) effective April1, 2019 per family member in each twenty-four (24) month period; eye examinations once every two (2) years up to a maximum of one-hundred dollars ($100.00), effective as soon as possible after the date of ratification (June 27, 2017); a pharmacy pay-direct drug plan, which covers drugs scheduled by the Province as "Prescription by Law" (known as Schedule 1) and "Limited Access" (known as Schedule 2) medications, based on a generic formulary and prescribed "Over the Counter Drugs" (known as Schedule 3) are excluded, with a seven dollar ($7.00) cap on dispensing fees. Paramedical services and out of country coverage limited to a sixty (60) consecutive day stay with a thirty (30) consecutive day re-qualification period, are included.

(b) The Company will provide the following Dental Insurance Plan for early retirees, from age 55 up to age 65, who retire after September 1, 1989 with twenty (20) or more years of Seniority and are receiving the OMERS pension:

Diagnostic services, Preventative services, Basic restorative services, including space maintainers, Adjunctive services, Oral surgery, Endodontic services, Periodontal services at one hundred percent (100%) reimbursement. Repairs, relining and rebasing of dentures one hundred percent (100%) reimbursement once every three (3) years. Removable prosthetics full or partial dentures, once every three (3) years at fifty percent (50%) reimbursement. Recall oral examinations and preventative services will be covered once every nine (9) months.

2016 Ontario Dental Association's fee schedule effective January 1,2018 2017 Ontario Dental Association's fee schedule effective January 1,2019 2018 Ontario Dental Association's fee schedule effective January 1 ,2020 2019 Ontario Dental Association's fee schedule effective January 1,2021

Employees Hired After October 22"d, 2001

The Company shall pay the full cost of premiums associated with the following benefits for each employee who retires on pension with Seniority in excess of twenty (20) years, from age 55 up to age 65:

(a) An Extended Health Care Plan to include a vision care eye glass, including Laser Eye Surgery, benefit up to three hundred and seventy five dollars ($375.00) effective as soon as possible after the date of ratification (June 27, 2017), four hundred dollars ($400.00) effective April1, 2019 per family member in each twenty-four (24) month period; eye examinations once every two (2) years up to a maximum of one hundred dollars ($100.00) effective as soon as possible after the date of ratification (June 27, 2017); a pharmacy pay-direct drug plan, which covers drugs scheduled by the Province as "Prescription by Law" (known as Schedule 1) and "Limited Access" (known as Schedule 2) medications, based on a generic

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formulary and prescribed "Over the Counter Drugs" (known as Schedule 3) are excluded, effective date of ratification (June 27, 2017), with a seven dollar ($7.00) cap on dispensing fees. Paramedical services and out of country coverage limited to a sixty (60) consecutive day stay with a thirty (30) consecutive day re-qualification period, are included.

(b) A Dental Insurance Plan including Diagnostic services, Preventative services, Basic restorative services, including space maintainers, Adjunctive services, Oral surgery, Endodontic services, Periodontal services at one hundred percent (100%) reimbursement. Repairs, relining and rebasing of dentures one hundred percent (100%) reimbursement once every three (3) years. Removable prosthetics full or partial dentures, once every three (3) years at fifty percent (50%) reimbursement. Recall oral examinations and preventative services will be covered once every nine months.

2016 Ontario Dental Association's fee schedule effective January 1,2018 2017 Ontario Dental Association's fee schedule effective January 1,2019 2018 Ontario Dental Association's fee schedule effective January 1 ,2020 2019 Ontario Dental Association's fee schedule effective January 1 ,2021

11.03 In the event that legislation affecting the above welfare coverages is enacted and made compulsory during the term of this Agreement, the Company agrees to provide equivalent benefits within the limits of available plans and within the limits of Provincial and/or Federal legislation, and to continue to pay the resultant premium costs. As per the arbitration award dated February 15th 2006, Article 11.03 refers to the listing of benefits by the provincial government, and not the de-listing of benefits.

11.04 Life Insurance

The Company shall pay the full cost of the premiums for the basic life insurance provided by the Life Insurance Plan. Optional life insurance is available at the expense of the employee. Optional life insurance for spouse is available at the expense of the employee.

All employees, regular and probationary, covered by this Agreement, shall be enrolled in the above group insurance plan, regardless of their age.

11.05 Pension

All regular and probationary employees of the Company covered by this Agreement shall be enrolled as members of the Ontario Municipal Employees Retirement System.

The Company and the participating employees will share the cost of the Ontario Municipal Employees Retirement System integrated with the Canada Pension Plan on the same basis that prevailed during the year 1966, subject to changes in Federal and/or Provincial Regulations.

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11.06 The Company will recognize a common-law spouse who is residing with an employee in a common-law relationship six, (6) months following notification to the Company by the employee.

11.07 Reimbursement for Footwear Purchases

The Company will provide an allowance, upon presentation of a receipt, toward the purchase of Canadian Standards Association (C.S.A.) approved footwear up to the limits denoted below:

(a) Employees in the following classifications shall be reimbursed up to two hundred and thirty dollars ($230.00), (includes all taxes) effective the date of ratification (June 27, 2017).

• Up to $235.00 including all taxes, per year effective January 1, 2018 • Up to $240.00 including all taxes, per year effective January 1, 2019 • Up to $245.00 including all taxes, per year effective January 1, 2020

Ground person Inspector Line Truck Driver Lineperson Subforeperson - Lines Crew Foreperson - Lines Vehicle and Plant Mechanic Customer Serviceperson Electrical Maintainer Metertech Subforeperson - Electrical Maintenance Subforeperson - Meters

b) Employees in the following classifications shall be reimbursed up to two hundred and fifteen dollars ($215.00) per year, (includes all taxes) effective the date of ratification (June 27, 2017).

Handyperson Storeperson Stockkeeper Technician Technologist

c) Employees in other classifications that may require safety footwear at work, shall be reimbursed up to one hundred and thirty dollars ($130.00) (includes all taxes) effective the date of ratification (June 27, 2017) for replacing safety footwear that is used for their duties. The time between replacement shall be at least three (3) years.

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11.08 OACETT Annual Fees

The Company shall pay 75% of the previous year's OACETT annual fee for employees required to maintain such designation for their job classification, up to a maximum of $225 per year, upon approval of receipts.

11.09 Ontario College of Trades Annual Fees

The Company shall pay 75% of the previous year's Ontario College of Trades Membership annual fee for employees required to maintain such designation for their job classification in a compulsory trade, up to a maximum of $175 per year, upon approval of receipts.

Article 12 - Grievance Procedure

12.01 Requests and Complaints

In an effort to resolve any complaints or differences of opinion regarding the interpretation, application, administration or alleged violation of this Agreement, or an allegation that an employee has been unfairly dealt with, before they become written grievances, the following procedures may be used:

(a) An employee who feels that he or she has been subjected to unfair treatment shall first of all discuss the matter with his/her immediate supervisor, and, if he/she so desires, a steward or Union representative may accompany him/her to this meeting.

(b) Within two (2) working days of the discussion, his/her immediate supervisor will inform the employee of his/her decision and advice regarding the employee's request or complaint.

(c) The Union Chair or Vice-Chair or his/her designate is entitled to meet with the Company President/C.E.O. or his/her alternate, such as the Vice­President, Human Resources, at a mutually agreeable time, to discuss any matter involving the interpretation, application, administration or alleged violation of this Collective Agreement.

12.02 Grievance Definition

For the purposes of this Agreement, any dispute, claim or complaint which involves the interpretation, application, administration or alleged violation of the Agreement shall be considered to be a fit matter for the Grievance Procedure, and shall be dealt with promptly and as specified below.

It is agreed that a grievance must be specific and that general words such as "interpretation, application, administration or alleged violation", or similar wording do not constitute the specific description of a grievance or the part of the Agreement that is involved, or the redress sought.

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12.03 Grievance Procedure

(a) All written notices referred to in this procedure shall include a statement of the following:

1) The grievance. 2) The part of the Agreement that is involved. 3) The redress sought.

(b) All grievances must be presented in writing on approved forms. A grievance which was not brought to the immediate supervisor's attention as per Article 12.01 (b) shall not be considered when the circumstances giving rise to it occurred or originated more than eight (8) working days before the filing of the grievance. Where a grievance was brought to the immediate supervisor's attention as per Article 12.01 (b), then a grievance shall not be considered when the circumstances giving rise to it occurred or originated more than fifteen (15) working days before the filing of the grievance.

(c) All notices regarding the processing of grievances and replies shall be provided in writing.

(d) The time limits specified in the grievance and arbitration procedure may be extended by mutual agreement confirmed in writing between the Union and the Company.

(e) Should a grievance arise between the Company and a group of employees, the grievance may be submitted on one form by the Union on behalf of all employees concerned, who must be named thereon, and such grievances may be filed at Step 2 of the Grievance Procedure.

(f) An employee who has been disciplined with resultant loss of pay or benefits may file a grievance at Step 2 of the Grievance Procedure as outlined in Clause 12.04, provided the grievance is submitted within four working days of written notification from Management confirming the disciplining action.

12.04 Grievances shall be presented and settled as follows:

Step 1: An employee having a grievance shall submit a signed, dated written statement of the grievance to his/her immediate supervisor. The supervisor shall arrange a meeting to discuss the grievance; the employee may be accompanied by a steward or Union representative. The Supervisor shall reply in writing within six (6) working days of receipt of the original submission. In the event of a satisfactory settlement not being reached, the next step in the Grievance Procedure may be taken any time within five (5) working days of receipt of response from the Supervisor.

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Step 2:

Step 3:

Failing settlement at Step 1, the employee together with a steward or Union Representative, shall present his/her grievance in writing to the Vice-President or his/her designate of the appropriate Division. The Vice-President, or his/her designate, shall reply in writing within eight (8) working days. In the event of a satisfactory settlement not being reached, the next step in the Grievance Procedure may be taken any time within five (5) working days of receipt of response from the Vice-President.

Failing settlement at Step 2, the employee together with a steward or Unit Chairperson, or Union Representative, shall present his grievance in writing to the Company PresidenUC.E.O. or his/her designate, such as the Vice-President of Human Resources. A meeting to discuss the grievance shall be held within five (5) working days of the submission of the grievance. A representative of the I.B.E.W. may also be present at the request of either party. The Company PresidenUC.E.O., or his/her designate, such as the Vice-President of Human Resources, shall give his/her decision in writing within ten (10) working days of this meeting.

12.05 An employee claiming that he has been discharged from employment without just cause may file a signed, dated, written statement of the grievance at Step 2 of the Grievance Procedure provided such grievance is lodged with the appropriate Vice-President within five (5) working days of the discharge.

12.06 A probationary employee may be discharged during the probationary period in accordance with the Ontario Labour Relations Act.

12.07 (1) If final settlement of the grievance is not reached at Step 3, then the grievance may be referred by either party to Arbitration. Either of the parties shall notify the other party, in writing, of its desire to proceed to Arbitration within ten (1 0) working days after the final decision is given in Step 3. The notification shall also name the party's list of a maximum of three (3) sole Arbitrators.

(2) The party receiving the notice shall, within ten (1 0) working days, advise the other party in writing of its acceptance of one (1) of the three (3) Arbitrators or alternatively, supply a list of three (3) additional sole Arbitrators.

(3) At this time, both parties will attempt to come to an agreement on selecting a sole Arbitrator.

(4) In the event the parties are unable to agree on a sole Arbitrator within fifteen (15) working days, either party may apply to the Minister of Labour of Ontario to have a single arbitrator appointed.

(5) The sole Arbitrator shall not have the power to alter or change any of the provisions of this Agreement or to substitute any new provisions for any

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existing provision, or to provide a decision which is inconsistent with any term or provision of this Agreement or to deal with any matter not covered by this Agreement.

(6) The decision of the sole Arbitrator shall be final and binding upon the parties, and upon any employee affected by it.

(7) Each party to this Agreement will equally bear the expenses and fee of the sole Arbitrator. The Union may have the employee, together with a steward and/or the Unit Chairperson at the meeting. Representatives of I.B.E.W. may also be present. The parties agree to pay the expenses and wages of those present on their behalf.

(8) As an alternative to a sole Arbitrator, an Arbitration Board may be used if mutually agreeable. Procedure for selection of the Board will be in accordance with the provisions as contained in the Ontario Labour Relations Act. Each party will bear the expenses and fee of its nominee and the parties will share equally the expenses and fee of the Chairperson. The Union may have the employee, together with the steward and/or the Unit Chairperson at the meeting. Representatives of I.B.E.W. may also be present. The parties agree to pay the expenses and wages of those present on their behalf.

(9) No person may be appointed as an Arbitrator who has been party to an attempt to negotiate or settle the grievance.

12.08 The parties agree that in the event a grievance is not settled at Step 3 of this grievance procedure, the parties may mutually agree to refer the matter to a Grievance Mediation process, before taking the matter to Arbitration. The parties will share the cost of the Grievance Mediator on an equal basis. The Union may have the employee, together with a steward and/or the Unit Chairperson at the meeting. A representative of I.B.E.W. may also be present. The parties agree to pay the expenses and wages of those present on their behalf.

Article 13 - Leaves of Absence

NOTE: Leaves of absences are necessary only if an employee would otherwise be at work.

13.01 Providing the efficient operation of the Company's business is not severely affected, leaves of absence without pay, up to a maximum of twenty (20) working days per contract year, shall be granted to employees who are Local Union 636 Officers, Committee members or authorized delegates, to attend to Local Union business, to perform Union duties, or to attend Union functions. The allotment of the twenty (20) working days shall be at the discretion of the Local Union. The leaves of absence outlined in Article 13.02 (below) shall be additional to the twenty (20) working days provided herein.

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13.02 Except as provided in (b) below, leaves of absence with pay shall be granted to members of the Union's Negotiating Committee (see Articles 20.02) as the case may be:

(a) To attend meetings convened by Management as a part of the Grievance Procedure. All such meetings shall be held during normal working hours.

(b) To attend meetings held during normal hours of work for negotiations prior to revisions to the Collective Agreement. It is agreed that the Company shall pay for one-half (0.5) of the number of hours spent per employee per meeting for each of the four (4) members of the Union's Negotiating Committee who attend meetings held during the normal hours of work to amend or revise or renew this, or subsequent Agreements.

13.03 Where the authorized time off from normal hours of work, under 13.01 and 13.02, is without pay, then the Company agrees to pay the employee directly, conditional on the Union fully reimbursing the Company for all that employee's payroll costs, upon receipt of the invoice. Payroll costs include the employee's hourly rate for normal hours of work, the employer's share of OMERS and the employer's share of all statutory contributions such as Canada Pension Plan (CPP), Employment Insurance (EI), Employer's Health Tax (EHT), and Workplace Safety & Insurance Board (WSIB). The Union agrees to indemnify and save the Company harmless from any claims arising out of 13.03.

13.04 Bereavement Leave

Bereavement leave with pay shall be granted to an employee, if it affects a regular workday, to grieve, make funeral arrangements, or attend the funeral, as follows:

(1) up to five (5) working days for the death of mother, father, spouse, son or daughter;

(2) up to three (3) working days for the death of son-in-law, daughter-in-law, sister, sister-in-law, brother, brother-in-law, mother-in-law, father-in-law, grandmother, grandfather and grandchildren; and

(3) up to one (1) working day leave of absence with pay for that employee's grandfather-in-law or grandmother-in-law, for the purpose of attending the funeral.

"Step" relatives in the above classification are recognized.

At the discretion of Management, up to four (4) hours with pay may be granted to an employee to attend the funeral of an employee of this Company.

Similarly, at the discretion of Management, up to a maximum of one (1) day's leave of absence with pay may be granted to an employee while serving as a pallbearer at a funeral.

In the event the death occurs during the employee's vacation, or on a paid holiday listed under Article 8, then the employee will be entitled to reschedule the lost

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vacation or lost paid holiday, equal to the time the employee would have been granted had the employee not been on vacation or on a paid holiday.

13.05 Jury Duty

While an employee is performing compulsory Jury Duty, including compulsory jury selection, he/she shall suffer no loss in his normal net wages, providing each period of Jury Duty or Jury Selection is authenticated by a responsible Court Official, on forms satisfactory to Management, and providing that Management is satisfied that no more time is involved than appears reasonable, giving due regard to the requirements for travelling, clean-up, and change of clothing, when necessary. In no event will the total Jury Duty pay and payments made under this article exceed normal net wages. The basis of calculation and the employee's responsibility for deductions will be unaffected otherwise.

13.06 When an employee is subpoenaed to testify as a witness to an incident involving Company property or interests, he/she shall suffer no loss in his/her normal net wages during necessary absences from work for Court appearances or consultations.

13.07 When an employee is subpoenaed to testify as a witness to an incident which occurred during his/her working hours, not involving Company property or interests, Management will give consideration to the application of the principle outlined in Article 13.05, and, wherever warranted, in Management's opinion, the employee concerned shall suffer no loss in his/her normal net wages during necessary absences from work for Court appearances.

NOTE: In no event will the total of payments made under Articles 13.05 or 13.06 and any payment received for appearance as a witness, exceed normal net wages. The basis of calculation and the employee's responsibility for deductions will be unaffected otherwise.

13.08 Maternity and parental leave will be granted in accordance with the Ontario Employment Standards Act.

13.09 The Company may grant leave of absence without pay to any employee for legitimate personal reasons. Such requests may be submitted in writing at least one (1) week in advance for consideration. Leave of absence is subject to the following conditions:

(a) The Company shall pay its normal share of Health and Dental, Long Term Disability and Life Insurance benefits for an employee for periods of granted leave of absence for ten (1 0) days only in any calendar year

(b) The employee shall pay for the total applicable cost of Health and Dental, Long Term Disability and Life Insurance benefits for periods of granted leave of absence in excess of ten (10) days in any calendar year.

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(c) Vacation entitlement in the next vacation period is prorated on the basis of the unpaid time taken and sick time credits do not accumulate during the leave of absence. Seniority will accrue during the approved leave of absence.

(d) Benefits shall not be continued for a leave of absence which extends beyond six (6) weeks; exceptional circumstances may be considered by Management, to the extent permitted by the Company's insurers.

Article 14- Seniority

14.01 Seniority is defined as the length of continuous service a regular employee has established within the bargaining unit with the Company from the most recent date the employee entered the employ of the Company. It is understood that Seniority shall include any Seniority an employee had on his/her transfer date from The Board of Light & Heat Commissioners of the City of Guelph to Guelph Hydro Electric Systems Inc.

14.02 Probationary employees shall not be considered to have accrued Seniority except that a regular employee shall be granted Seniority for the period served as a probationary employee.

14.03 An up-to-date listing of Seniority accrued by employees, as above, will be made available to the Union's Unit Recorder within ten (1 0) working days following his/her written request.

14.04 When an employee is removed from the payroll, all employee benefits shall cease and a break in service shall be deemed to have occurred.

A break in service will not be deemed to have occurred whenever an employee is on leave of absence, properly obtained (Article 13), or when he/she is absent on sick time credit allowance, or during any other absences provided for in this Agreement, providing the necessary permissions have been obtained. Lay-offs shall constitute a break in service; however, Seniority shall be maintained by employees having two (2) years' Seniority during lay-offs of less than twelve (12) months.

No Seniority shall accrue to an employee during the period of a break in service, and thus, the date when the employee last entered the employ of the Company shall be advanced by a period of lay-off.

14.05 Seniority and status as an employee shall be lost by an employee for any one of the following reasons if the employee:

(a) voluntarily terminates his/her employment.

(b) is discharged for just cause, and the discharge is upheld.

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(c) is laid off for a period of more than twelve (12) consecutive months.

(d) fails to communicate his/her intentions to Management within five (5) working days of recall from a lay-off.

(e) is absent for three (3) or more working days, unless an employee provides evidence of reasons for his/her absence that are satisfactory to Management.

(f) retires on pension.

(g) is absent due to a certified non-compensable illness or injury for a period of twenty-four (24) consecutive months, or if the employee on Long Term Disability (L TO) had sick leave remaining when commencing L TO as per Article 11.01 (d), for a period of twenty-four (24) consecutive months plus a period of time equivalent to any sick leave credits remaining, whichever is greater, providing that this severance in employment does not result in the termination of L TO Plan benefits, under an L TO Plan provided under 11.01 (d).

14.06 Regular Employee

The term "Regular Employee" includes all employees falling within the scope of this Agreement, who are employed in a full-time position of a continuing nature and who have successfully completed their probationary periods. Unless otherwise qualified the word "employee" shall mean "a regular employee - full­time".

14.07 Regular Employee- Part-Time

The term "Part-Time Employee" includes all employees who are employed in a part-time position of a continuing nature in the Customer Care clerical positions (Billing, Customer Service and Credit/Collections) on Appendix A-1 or Appendix A-2, and who have successfully completed their probationary periods. Unless otherwise qualified the word "employee" shall mean a "regular employee - part­time". At no time, shall there be more than a total of four (4) employees working in a part-time capacity in the above noted classifications unless mutually agreed between the parties.

All Collective Agreement articles, sections and provisions relating to probationary periods, vacation, progressions, promotions, transfers, filling of new positions, lay-offs and recall, holidays and floaters, sick time, Workplace Safety and Insurance Board (W.S.I.B.), OMERS, bereavement and other paid leaves of absence, Seniority, overtime and benefits shall apply, with the following qualifiers under each corresponding article.

Overtime in Article 6: Hours worked in excess of eight (8) hours per day or forty (40) hours per week shall be paid at overtime rates.

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Seniority in Article 14: Seniority shall be prorated, for the purposes of promotions, progressions, transfers, lay-offs and recalls and retiree benefits. Prorated service shall be based on the normal twenty-five (25) hours per week plus additional hours worked at straight time, up to a total of forty (40) hours per week.

Vacation in Article 7: Seniority shall not be pro-rated to determine vacation. Vacation benefits shall be as follows:

Continuous Service Vacation time off earned in Vacation pay for each day completed during the each contract year taken immediately preceding contract year

Less than 1 month Nil Nil

1 month to 1 year 1 day off for each 2 full months Pay based on average hours to a maximum of 5 days. worked per day, in preceding

contract year. 1 year to 3 years 10 days Pay based on average hours

worked per day, in preceding contract year.

4 years to 9 years 15 days Pay based on average hours worked per day, in preceding contract year.

1 0 years to 17 years 20 days Pay based on average hours worked per day, in preceding contract year.

18 years to 25 years 25 days Pay based on average hours worked per day, in preceding contract year.

26 years and over 30 days Pay based on average hours worked per day, in preceding contract year.

Paid Holidays and Floaters in Article 8: Paid holidays and floaters shall be paid based on the previous four (4) week's base pay divided by twenty (20), but not less than what the employee would be entitled to under the Employment Standards Act.

Bereavement and other Approved Paid Leaves in Article 13: Such leaves shall be paid based on the previous four (4) week's base pay divided by twenty (20), but not less than what the employee would be entitled to under the Employment Standards Act.

Sick Time Credits in Article 9: Seven and one-half (7 .50) hours per month sick time credits to be applied in case of illness or accidents not covered by Workers' Compensation. A maximum of ninety (90) hours sick time credit will accrue to

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each employee's credit during a contract year, and this maximum will be reduced by the amount of sick time hours charged thereto during the contract year. Reductions in sick time hours shall be based on scheduled hours for the first day, and on five (5) hours per day for each subsequent day off on sick leave.

Ontario Municipal Employees Retirement System (OMERS) in Article 11: Employees shall not be enrolled in OMERS as a condition of employment. Employees may be eligible for membership in OMERS, however, on a voluntary basis, in accordance with OMERS eligibility requirements. It is understood that the calculation of credited service will be in accordance to OMERS policies and procedures.

Workplace Safety and Insurance Board (W.S.I.B.) in Article 10: The employee's normal net take home pay paid by the Company shall be calculated using W.S.I.B.'s policies and procedures for calculating average earnings.

Benefits outlined in Articles 11.01 and 11.04: Benefits outlined in Articles 11.01 and 11.04 shall be provided to regular part-time employees, subject to pro-rated sharing of premium costs, based on actual hours paid at straight time in each pay period, and rounded to the nearest half (0.5) hour. The employee shall pay their share of premium costs through mandatory payroll deductions in each pay period, and cooperate fully in providing the Company with their authorization to withdraw their share of premium costs in each pay period.

Retiree Benefits in Article 11: A regular part-time employee who retires on pension, will be eligible for Article 11.02 early retiree (from age 55 to 65), and normal retiree benefits, providing they meet the eligibility requirements of Article 11.02. Seniority shall be pro-rated for the purpose of calculating eligibility for the benefits under Article 11.02. Prorated service shall be based on twenty-five (25) hours per week plus additional hours worked at straight time, up to a total of forty (40) hours per week. Any combination of full-time and pro-rated part-time Seniority shall be used to determine the twenty (20) year eligibility requirement.

14.08 Probationary Employees

A "Probationary Employee" is a person hired in one of the bargaining unit classifications with the intention of becoming a regular employee. The probationary period shall be one thousand and forty (1040) hours worked, including overtime, but excluding hours paid or unpaid but not worked. However, Management may periodically review the performance of the probationary employee and shall have the right to reduce this period of probationary service. A probationary employee may be discharged without recourse to the redress or grievance procedure.

Following completion of three (3) months of service, a probationary employee shall qualify for employee benefits as outlined in Articles 9 and 11.

Probationary employees shall not be credited with Seniority, but when reclassified to regular employee status, an employee shall be granted Seniority

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for the period served as a probationary employee.

If a probationary employee applies to a vacancy posted during their probationary period, that employee shall be considered as an external applicant, and if successful, the employee shall restart their probationary period in the new position. It is understood that this will not affect the probationary employee's initial eligibility date for benefits as outlined in Articles 9 and 11.

14.09 Temporary Employees

(1) In the absence of a regular employee, a temporary employee may be hired. A temporary employee hired under this clause will normally be hired for the period of the absence of the employee. The period may be extended by mutual agreement until the regular employee returns to normal duties. Management will keep the Union informed when a regular employee is absent and a temporary employee is hired in accordance with this clause.

(2) In all other cases, a temporary employee is a person who is hired for a short period of time, normally not expected to exceed a period of six (6) consecutive months, to perform work that is not expected to be ongoing in nature. This six (6) month period may be extended by mutual agreement. Management will keep the Union informed regarding the number of hours worked per week by a temporary employee, on a weekly basis.

(3) A temporary employee hired under Clause 14.09(2), whose employment extends beyond six (6) consecutive months, without mutual agreement, shall become a probationary employee as outlined in Article 14.08, but in any event, his/her probationary period shall not be extended beyond three months after this transfer to probationary status.

(4) A temporary employee will not be entitled to receive benefits resulting solely from the provisions of this Collective Agreement, except as outlined above, and without limiting the foregoing, a temporary employee who applies to a position posted during their temporary term, the temporary employee shall be considered as an external applicant.

Article 15 - Job Posting, Staff Selection, Promotions and Transfers

15.01 Vacancies occurring in positions within the Bargaining Unit and all newly created positions falling within the Bargaining Unit will be advertised to all employees, except as noted below, as follows:

A notice containing the particulars of the job, the deadline for applications and the name of the person receiving applications shall be posted on the bulletin boards and a copy sent to the Union's Unit Recorder not less than five (5) working days before the deadline for applications.

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Exception: The following employees shall not be considered as applicants to the job posting, except if agreed to in writing by the Company:

• an employee in a MEARIE apprenticeship or equivalent program paid by the Company and leading to a Journeyperson certificate in the Lineperson, System Control Operator, Metertech, Vehicle and Plant Mechanic, or Electrical Maintenance positions; or

• a Journeyperson in the Lineperson, System Control Operator, Metertech, Vehicle or Plant Mechanic or Electrical Maintenance position, if hired as an apprentice in that positon and if the vacancy was posted within twelve (12) months of the date of the employee's Journeyperson Certificate; or

• an employee in any other position applying for a lateral or lower paying classification, if the vacancy was posted within six (6) months of starting in their existing position.

15.02 In promotions, transfers and the filling of new positions, the following factors shall be of major importance:

(a) Seniority accrued. (b) Knowledge, efficiency and ability to do the work normally required in the

day to day execution of the job concerned. (c) Physical fitness.

Where factors (b) and (c) of the applicants are relatively equal in the judgement of Management, which judgement shall not be exercised in an arbitrary or discriminatory manner, factor (a) shall govern. An allegation that Management has made an assignment that is not in accordance with the foregoing may be the subject of a grievance.

Where deemed advisable by Management, a trial period may be arranged.

15.03 When the successful applicant has been selected, the name of the successful applicant will be posted on the bulletin boards, and a copy of this notice, together with a list of employees who applied for the job, shall be forwarded to the Union's Unit Recorder.

15.04 In no case shall an employee who has been transferred to a higher-paying classification receive an increase in pay until a trial period of three (3) months has been completed in the new classification to the satisfaction of Management. If satisfactory, the increase in pay shall be applied retroactively to the date of change to the higher-paying classification. If not satisfactory, the employee shall revert to his/her former classification and rate of pay.

15.05 The Company reserves the right to give written or oral tests to employees at any time which may be used to determine ability for promotion or transfer purposes. No question shall be asked of the employee that he/she would not normally be expected to know in the job for which he/she is attempting to establish his/her ability for promotion or transfer.

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Management will provide the Union the opportunity to review a written test after an employee has completed same, and, with the employee's written permission, will provide the Union with the marks obtained thereon.

Article 16 - Layoff and Recall

16.01 (a) If business conditions necessitate a reduction of staff through layoff, then the Company will notify the Union prior to the effective date of layoff of designated employees.

(b) Management agrees that employees shall be laid off in the reverse order of their Seniority, provided Management can retain a workforce qualified to perform the work remaining. An employee laid off will be given the opportunity of displacing an employee with less seniority, provided the senior employee has the ability and qualifications to perform the job. A familiarization period of twenty-five (25) working days shall be provided to employees affected by layoff. Employees shall be recalled in the order of their seniority provided they are qualified, capable and have the ability to do the work available.

16.02 Any employee on layoff shall have the same privilege of applying for new job postings as any other employee, up to twelve (12) months from the date of layoff. It will be the employee's responsibility to keep informed of such openings.

16.03 The procedure to be followed when employees are to be recalled to work within twelve (12) consecutive calendar months following layoff shall be as follows:

The Company shall advise the employee concerned by registered mail sent to the last known address of the employee. A copy of the recall notice shall be sent to the Union's Recording Secretary.

Failure of the employee to communicate his intentions to Management within five (5) working days following the mailing of the recall notice will terminate the Company's obligation to him/her, and the employee may be considered as having terminated his/her employment voluntarily.

During layoff, it shall be the responsibility of the employee concerned to keep the Company informed of the address to which correspondence should be sent, and any changes should be communicated by registered mail.

Article 17 - Discipline

17.01 When a meeting has been arranged with an employee which may be anticipated to result in discipline to that employee, a steward or Union Representative will be present.

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17.02 A copy of each memorandum or letter to an employee regarding discipline will be sent to the Union Unit Chairperson or the alternate. Before the report is entered into his/her employment record, the employee shall, while accompanied by a Steward or Union Representative meet with the Management representative who originated the report.

17.03 If Management is considering discipline that involves loss of pay or benefits to an employee, Management agrees that discipline that occurred more than thirty-six (36) months prior to the current incident shall not be considered.

Article 18 - Retrogression Procedures

18.01 An employee having more than twenty (20) years' Seniority who, for reasons of illness, injury or the introduction of labour saving devices or automation, as per 18.03 below, or because he/she can no longer perform all of the duties of his/her classification, is transferred to a lower level in his/her classification or to another classification, shall suffer no reduction in wages for the first three months following such transfer.

His/her continued employment beyond this three (3) month period shall be subject to satisfactory performance in the lower paid classification. At the completion of the first three (3) months in the lower paid classification, and at subsequent three (3) month intervals, his/her hourly rate shall be reduced by three percent (3%) on each occasion, until the resulting wage rate is no lower than the wage rate established for the classification to which he/she has been transferred. Upon reaching the rate of the lower paying classification, the employee concerned shall be granted all negotiated increases in the rate of this classification.

18.02 The above procedure shall not apply to employees who have reached age 55, and who have more than twenty-five (25) years' Seniority. An employee in this category who is transferred to a lower level in his/her classification or to another classification for reason of illness, injury, or because of the introduction of labour saving devices or automation as per 18.03 below, or because he/she can no longer perform all of the duties of this classification, shall have his/her hourly rate of pay maintained until such time as the hourly rate of pay for the level or classification to which he/she is transferred equals or exceeds this rate, or until he/she retires on pension, whichever first occurs.

In the event that the rate for classification to which he/she is transferred exceeds the rate of pay maintained at the time of transfer, the higher rate and all negotiated increases in that rate shall be granted to the employee subject always to satisfactory performance in that classification, and subject to a satisfactory medical report. If the medical report indicates that the employee is incapable of performing the available work, the employee concerned will be retired on pension.

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18.03 The Company assures the Union that all reasonable efforts will be made to make work available within the employ of the Company for employees displaced by labour saving devices or automated procedures. This provision will be subject always to the employee affected being willing and able to perform the job to which he/she is transferred to the satisfaction of Management following a minimum period of training.

Article 19 - Temporary Replacement Pay

19.01 An employee temporarily assigned to a position with a higher hourly wage for a continuous period, the equivalent of half a working day or more, will be paid the first wage rate in the higher hourly wage classification which is greater than the employee's current wage, for the entire period. After thirty (30) continuous working days on temporary assignment, the employee may request temporary reclassification. The rate paid during the temporary classification period will be the first wage rate in the higher hourly wage classification which is greater than the employee's current wage plus four percent (4%) more than his/her regular hourly rate or seventy (70) cents more than his/her regular hourly rate, whichever is greater.

Where the employee is performing all aspects of a position on Appendix A-1 or A-2 (including working the increased hours of work, if applicable), and where that employee has been temporarily reclassified for three (3) months to a position on Appendix A-1 or A-2, then a review will take place to determine if the performance is to the satisfaction of Management. If satisfactory, then the employee will be progressed, as if he/she had been transferred to the position, as per Article 21.02 and 21.03. When the temporary reclassification is over, the employee shall return to his/her regular position and rate of pay.

Where the normal weekly hours of work of the position temporarily assigned to are less than those of the employee's regular position, then the temporary higher rate of pay will only apply to those hours worked at the higher classification.

Under no circumstances will replacement pay exceed the maximum rate of the position being assigned to.

19.02 Article 19.01 is not applicable to positions where normal duties include the assumption of the duties of the next higher position, from time to time, nor is it applicable to periods of training, where the employee concerned has been specifically advised that he/she is being temporarily assigned for training purposes.

19.03 In calculating replacement pay, holidays will not constitute a break in consecutive working days, but will not be counted as a working day in the calculation.

The relieving employee's regular hourly rate will apply for a holiday not worked, instead of replacement pay, if the employee qualifies for payment of such holiday.

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Article 20 - Committees

20.01 Joint Labour Management Committee

A Joint Labour Management Committee shall consist of four (4) representatives from Management and four (4) representatives from the Union. Union representatives may consist of three (3) staff from the Bargaining Unit and one (1) Local Union Business Representative. Management representatives may consist of four (4) Senior Level employees, at the President, Vice-President or Director Level, or his/her designate.

Regular scheduled meetings of the Joint Labour Management Committee will be held bi-monthly, if required, at a time mutually agreeable to the Union and Company representatives. An agenda outlining the matters for discussion will be submitted by each party to the other not less than two (2) working days prior to the scheduled meeting, except in cases of emergency.

Items that could be discussed would include the interpretation, application and administration of the Collective Agreement, and performance of peak and/or intermittent work of the type regularly and customarily performed by employees covered by the Collective Agreement. Items being dealt with under the Grievance Procedure should not form part of the agenda.

The Company agrees that the Bargaining Unit employees shall not suffer any loss of regular pay by reason of their attendance at such meetings. If required, up to one (1) hour preparation time immediately prior to the meeting can be requested.

20.02 Union Negotiating Committee

The Union's Negotiating Committee shall consist of any four (4) members of the Union, to be named from time to time, who shall be employees of the Company, and the Local Union Business Representative. An International Representative from the International Brotherhood of Electrical Workers may be present only to assist the Local Union.

20.03 Management shall be kept informed, by written notice, of the composition of the Committees described in Article 20.01, and of changes thereto, as they occur.

Article 21 - Classifications and Wage Schedules

21.01 Wage schedules and ranges of wage rates are attached as Appendices A-1 and A-2 which form a part of this Agreement.

21.02 Employees on progression shall have their work record and wage rate reviewed by Management in accordance with the progression intervals as set out in the appropriate Appendix. An employee on progression may be required to pass a

43

test or exam as per Clause 15.05, if deemed necessary before progression to the next step of the progression schedule.

21.03 When an employee's performance is satisfactory to Management, his/her progression shall be accomplished as indicated in the appropriate Appendix.

21.04

However, should an employee prove unsatisfactory for progression at any time, his/her rate of pay shall not be changed for a period not to exceed six (6) months beyond his/her normal progression period. When progression is thus withheld, the employee and the Union shall be notified in writing by Management, and the notice shall contain the reasons for withholding normal progression. Within six (6) months of the date of withholding an employee's progression, his/her progress and general performance shall be reviewed again. If these are found to be satisfactory, he/she shall be granted progression, retroactively, up to a maximum of thirty (30) days' retroactivity.

If he/she is found unsuitable for progression, Management shall, subject to grievance procedure, decide upon the disposition of the employee concerned.

An employee who is on progression and who shows marked abilities or aptitude may be progressed at an accelerated rate of progression. The Union shall be kept informed of all cases of accelerated progression.

When Management establishes a new classification, notice shall be given to the Union. Such notice will indicate Management's opinion as to whether or not the classification concerned is or is not in the bargaining unit. If there is disagreement between Management and the Union concerning the exclusion of a new classification from the bargaining unit, either party shall have the right to apply to the Labour Relations Board for the Labour Relation Board's opinion in the matter, and the decision of the Labour Relations Board, as it applies to that classification at the time of the decision shall be acceptable to both parties.

Within thirty (30) days of a new classification being deemed to be within the Bargaining Unit, the applicable wage rate for that classification shall be negotiated with the Union.

21.05 Additional compensation granted in settlement of this Agreement satisfies the requirements of the refund provisions of the Rebate Sections of the Unemployment Insurance Regulations.

Article 22 - Pay Days

22.01 Employees covered by this Agreement shall have their monies directly deposited on Thursday and have their stub provided in a sealed envelope on Thursday of each week, whenever possible.

The Company will provide a minimum of one (1) months' notice in writing to the Union and employees, of the date the Company intends to implement electronic

44

mailing of paystubs.

Article 23- Duration of Agreement

23.01 Contract Year

"Contract Year" as used in this Agreement shall mean the twelve (12) months' period commencing on April 1 and ending on the following March 31.

23.02 Unless otherwise provided for, the provisions of this Agreement shall be effective April 1, 2017 and remain in effect until March 31, 2021 and from year to year thereafter unless either party gives notice in writing of their desire to amend same within a period of not more than ninety (90) days and not less than sixty (60) days previous to the expiry date.

45

FOR THE COMPANY

P. Drone ·

M. Weni~~· lh '

~~MIUtDA N. Mailloux- Vice-President of Human Resources

46

FOR THE UNION

D.Bertens

~·c:azy J) K~ ~&

S. LeBeau

C. Pearse

/) /1 . '"" 6 tl} / /\.=f.. J/l c t

B. Brown - Business Manager I Financial Secretary Local 636- I.B.E.W.

47

Wage Schedules

Wage Schedule -Appendix A-1 - Effective Date April 1, 2017

After After After After After After After After Starting 6 12 18 24 30 36 42 48

Rate Months Months Months Months Months Months Months Months Level1 Level2 Level3 Level4 LevelS LevelS Level7 LevelS Level9

SWITCHBOARD OPERATOR 20.72 22.93 25.15 27.34 HANDYPERSON 20.72 22.93 25.15 27.34 GROUNDPERSON 19.34 22.10 23.49 26.25 27.63 OFFICE REPRESENTATIVE- GENERAL 21.45 24.03 26.63 29.20 OFFICE REPRESENTATIVE- METERING 21.45 24.03 26.63 29.20 ACCOUNTING REPRESENTATIVE 23.06 24.60 26.14 27.68 29.21 30.75 ENGINEERING REPRESENTATIVE 23.06 24.60 26.14 27.68 29.21 30.75 METERING REPRESENTATIVE 23.06 24.60 26.14 27.68 29.21 30.75 STOREPERSON 23.06 24.60 26.14 27.68 29.21 30.75 BILLING REPRESENTATIVE 23.06 24.60 26.14 27.68 29.21 30.75 LEAD BILLING REPRESENTATIVE 23.69 25.38 27.07 28.76 30.46 32.15 33.84 ADMINISTRATIVE ASSISTANT- ENGINEERING 23.69 25.38 27.07 28.76 30.46 32.15 33.84 ADMINISTRATIVE ASSISTANT- METERING & CONSERVATION 23.69 25.38 27.07 28.76 30.46 32.15 33.84 ADMINISTRATIVE ASSISTANT- OPERATIONS 23.69 25.38 27.07 28.76 30.46 32.15 33.84 CREDIT AND COLLECTIONS REPRESENTATIVE 23.69 25.38 27.07 28.76 30.46 32.15 33.84 CUSTOMER SERVICE REPRESENTATIVE 23.69 25.38 27.07 28.76 30.46 32.15 33.84 BUYER 22.00 23.35 24.70 25.72 27.07 28.76 30.46 32.15 33.84 GIS/CAD OPERATOR 22.00 23.35 24.70 25.72 27.07 28.76 30.46 32.15 33.84 LINE TRUCK DRIVER 26.21 29.70 31.45 33.19 34.94 BILLING AND EBT PROCESSES COORDINATOR 23.07 23.76 24.46 26.21 27.95 29.70 31.45 33.19 34.94 BILLING QUALITY ASSURANCE COORDINATOR 23.07 23.76 24.46 26.21 27.95 29.70 31.45 33.19 34.94 CREDIT AND COLLECTIONS COORDINATOR 23.07 23.76 24.46 26.21 27.95 29.70 31.45 33.19 34.94 CUSTOMER SERVICE COORDINATOR 23.07 23.76 24.46 26.21 27.95 29.70 31.45 33.19 34.94 CUSTOMER SERVICEPERSON 23.06 24.39 26.26 28.14 30.02 31.89 33.77 35.64 37.52 INSPECTOR 23.06 24.39 26.26 28.14 30.02 31.89 33.77 35.64 37.52 VEHICLE AND PLANT MECHANIC 26.00 27.60 29.20 30.40 32.00 34.00 36.00 38.00 40.00 TECHNICIAN- ENGINEERING 26.00 27.60 29.20 30.40 32.00 34.00 36.00 38.00 40.00 GIS TECHNICIAN 26.00 27.60 29.20 30.40 32.00 34.00 36.00 38.00 40.00

48

Wage Schedule- Appendix A-1 -Effective Date April1, 2017 (continued)

After After After After After After After After Starting s 12 1S 24 30 3S 42 4S

Rate Months Months Months Months Months Months Months Months Level1 Level2 Level3 Level4 LevelS LevelS Level7 LevelS Level9

ELECTRICAL MAINTAINER 24.00 26.00 28.00 30.00 32.00 34.00 36.00 38.00 40.00

METERTECH 24.00 26.00 28.00 30.00 32.00 34.00 36.00 38.00 40.00 TECHNOLOGIST- ENGINEERING 26.99 28.66 30.32 31.56 33.22 35.30 37.38 39.45 41.53 TECHNOLOGIST- SCADA 26.99 28.66 30.32 31.56 33.22 35.30 37.38 39.45 41.53 SYSTEM CONTROL OPERATOR 24.92 26.99 29.07 31.15 33.22 35.30 37.38 39.45 41.53 LINEPERSON 24.92 26.99 29.07 31.15 33.22 35.30 37.38 39.45 41.53

JOB RATE

STOCKKEEPER 33.84 SUB-FOREPERSON- ELECTRICAL MAINTENANCE 41.53 SUB-FOREPERSON - METERS 41.53 SUB-FOREPERSON -LINES 44.01 CREW FOREPERSON - LINES 45.26

Wage Schedule - Appendix A-2 - Effective Date April 1, 2017

After After After After After After After After Starting s 12 1S 24 30 3S 42 4S

Rate Months Months Months Months Months Months Months Months Level1 Level2 Level3 Level4 LevelS LevelS Level7 LevelS Level9

OFFICE REPRESENTATIVE- GENERAL 21.45 24.03 26.63 29.20 ACCOUNTING REPRESENTATIVE 23.06 24.60 26.14 27.68 29.21 30.75 ENGINEERING REPRESENTATIVE 23.06 24.60 26.14 27.68 29.21 30.75 ADMINISTRATIVE ASSISTANT- ENGINEERING 23.69 25.38 27.07 28.76 30.46 32.15 33.84 CREDIT AND COLLECTIONS REPRESENTATIVE 23.69 25.38 27.07 28.76 30.46 32.15 33.84 CUSTOMER SERVICE REPRESENTATIVE 23.69 25.38 27.07 28.76 30.46 32.15 33.84 BUYER 22.00 23.35 24.70 25.72 27.07 28.76 30.46 32.15 33.84

49

Wage Schedule -Appendix A-1 - Effective Date April 1, 2018

After After After After After After After After Starting 6 12 18 24 30 36 42 48

Rate Months Months Months Months Months Months Months Months Level1 Level2 Level3 Level4 LevelS LevelS Level7 LevelS Level9

SWITCHBOARD OPERATOR 21.13 23.39 25.66 27.89 HANDYPERSON 21.13 23.39 25.66 27.89 GROUNDPERSON 19.73 22.54 23.95 26.77 28.18 OFFICE REPRESENTATIVE- GENERAL 21.87 24.51 27.16 29.78 OFFICE REPRESENTATIVE- METERING 21.87 24.51 27.16 29.78 ACCOUNTING REPRESENTATIVE 23.53 25.10 26.66 28.23 29.80 31.37 ENGINEERING REPRESENTATIVE 23.53 25.10 26.66 28.23 29.80 31.37 METERING REPRESENTATIVE 23.53 25.10 26.66 28.23 29.80 31.37 STOREPERSON 23.53 25.10 26.66 28.23 29.80 31.37 BILLING REPRESENTATIVE 23.53 25.10 26.66 28.23 29.80 31.37 LEAD BILLING REPRESENTATIVE 24.16 25.89 27.62 29.34 31.07 32.79 34.52 ADMINISTRATIVE ASSISTANT- ENGINEERING 24.16 25.89 27.62 29.34 31.07 32.79 34.52 ADMINISTRATIVE ASSISTANT- METERING & CONSERVATION 24.16 25.89 27.62 29.34 31.07 32.79 34.52 ADMINISTRATIVE ASSISTANT- OPERATIONS 24.16 25.89 27.62 29.34 31.07 32.79 34.52 CREDIT AND COLLECTIONS REPRESENTATIVE 24.16 25.89 27.62 29.34 31.07 32.79 34.52 CUSTOMER SERVICE REPRESENTATIVE 24.16 25.89 27.62 29.34 31.07 32.79 34.52

BUYER 22.44 23.82 25.20 26.24 27.62 29.34 31.07 32.79 34.52

GIS/CAD OPERATOR 22.44 23.82 25.20 26.24 27.62 29.34 31.07 32.79 34.52 LINE TRUCK DRIVER 26.73 30.29 32.08 33.86 35.64 BILLING AND EBT PROCESSES COORDINATOR 23.53 24.24 24.95 26.73 28.51 30.29 32.08 33.86 35.64 BILLING QUALITY ASSURANCE COORDINATOR 23.53 24.24 24.95 26.73 28.51 30.29 32.08 33.86 35.64 CREDIT AND COLLECTIONS COORDINATOR 23.53 24.24 24.95 26.73 28.51 30.29 32.08 33.86 35.64 CUSTOMER SERVICE COORDINATOR 23.53 24.24 24.95 26.73 28.51 30.29 32.08 33.86 35.64 CUSTOMER SERVICEPERSON 23.54 24.88 26.79 28.70 30.62 32.53 34.44 36.36 38.27 INSPECTOR 23.54 24.88 26.79 28.70 30.62 32.53 34.44 36.36 38.27 VEHICLE AND PLANT MECHANIC 26.52 28.15 29.78 31.01 32.64 34.68 36.72 38.76 40.80 TECHNICIAN - ENGINEERING 26.52 28.15 29.78 31.01 32.64 34.68 36.72 38.76 40.80

GIS TECHNICIAN 26.52 28.15 29.78 31.01 32.64 34.68 36.72 38.76 40.80

50

Wage Schedule- Appendix A-1 -Effective Date April1, 2018 (continued)

After After After After After After After After Starting s 12 1S 24 30 3S 42 4S

Rate Months Months Months Months Months Months Months Months Level1 Level2 Level3 Level4 LevelS LevelS Level7 LevelS Level9

ELECTRICAL MAINTAINER 24.48 26.52 28.56 30.60 32.64 34.68 36.72 38.76 40.80 METERTECH 24.48 26.52 28.56 30.60 32.64 34.68 36.72 38.76 40.80 TECHNOLOGIST- ENGINEERING 27.53 29.23 30.92 32.19 33.89 36.01 38.12 40.24 42.36 TECHNOLOGIST- SCADA 27.53 29.23 30.92 32.19 33.89 36.01 38.12 40.24 42.36 SYSTEM CONTROL OPERATOR 25.42 27.53 29.65 31.77 33.89 36.01 38.12 40.24 42.36 LINEPERSON 25.42 27.53 29.65 31.77 33.89 36.01 38.12 40.24 42.36

JOB RATE

STOCKKEEPER 34.52 SUB-FOREPERSON - ELECTRICAL MAINTENANCE 42.36 SU~FOREPERSON-METERS 42.36 SUB-FOREPERSON -LINES 44.89 CREW FOREPERSON- LINES 46.17

Wage Schedule- Appendix A-2- Effective Date April1, 2018

After After After After After After After After Starting s 12 1S 24 30 3S 42 4S

Rate Months Months Months Months Months Months Months Months Level1 Level2 Level3 Level4 LevelS LevelS Level7 LevelS Level9

OFFICE REPRESENTATIVE- GENERAL 21.87 24.51 27.16 29.78 ACCOUNTING REPRESENTATIVE 23.53 25.10 26.66 28.23 29.80 31.37 ENGINEERING REPRESENTATIVE 23.53 25.10 26.66 28.23 29.80 31.37 ADMINISTRATIVE ASSISTANT- ENGINEERING 24.16 25.89 27.62 29.34 31.07 32.79 34.52 CREDIT AND COLLECTIONS REPRESENTATIVE 24.16 25.89 27.62 29.34 31.07 32.79 34.52 CUSTOMER SERVICE REPRESENTATIVE 24.16 25.89 27.62 29.34 31.07 32.79 34.52 BUYER 22.44 23.82 25.20 26.24 27.62 29.34 31.07 32.79 34.52

51

Wage Schedule- Appendix A-1- Effective Date April1, 2019

After After After After After After After After Starting 6 12 18 24 30 36 42 48

Rate Months Months Months Months Months Months Months Months Level1 Level2 Level3 Level4 LevelS LevelS Level7 LevelS Level9

SWITCHBOARD OPERATOR 21.58 23.89 26.20 28.48 HANDYPERSON 21.58 23.89 26.20 28.48 GROUNDPERSON 20.14 23.02 24.45 27.33 28.77 OFFICE REPRESENTATIVE- GENERAL 22.34 25.03 27.73 30.41 OFFICE REPRESENTATIVE- METERING 22.34 25.03 27.73 30.41 ACCOUNTING REPRESENTATIVE 24.02 25.62 27.23 28.83 30.43 32.03 ENGINEERING REPRESENTATIVE 24.02 25.62 27.23 28.83 30.43 32.03 METERING REPRESENTATIVE 24.02 25.62 27.23 28.83 30.43 32.03 STOREPERSON 24.02 25.62 27.23 28.83 30.43 32.03 BILLING REPRESENTATIVE 24.02 25.62 27.23 28.83 30.43 32.03 LEAD BILLING REPRESENTATIVE 24.67 26.43 28.19 29.95 31.72 33.48 35.24 ADMINISTRATIVE ASSISTANT- ENGINEERING 24.67 26.43 28.19 29.95 31.72 33.48 35.24 ADMINISTRATIVE ASSISTANT- METERING & CONSERVATION 24.67 26.43 28.19 29.95 31.72 33.48 35.24 ADMINISTRATIVE ASSISTANT- OPERATIONS 24.67 26.43 28.19 29.95 31.72 33.48 35.24 CREDIT AND COLLECTIONS REPRESENTATIVE 24.67 26.43 28.19 29.95 31.72 33.48 35.24 CUSTOMER SERVICE REPRESENTATIVE 24.67 26.43 28.19 29.95 31.72 33.48 35.24

BUYER 22.91 24.32 25.73 26.78 28.19 29.95 31.72 33.48 35.24 GIS/CAD OPERATOR 22.91 24.32 25.73 26.78 28.19 29.95 31.72 33.48 35.24 LINE TRUCK DRIVER 27.29 30.93 32.75 34.57 36.39 BILLING AND EBT PROCESSES COORDINATOR 24.02 24.75 25.47 27.29 29.11 30.93 32.75 34.57 36.39 BILLING QUALITY ASSURANCE COORDINATOR 24.02 24.75 25.47 27.29 29.11 30.93 32.75 34.57 36.39 CREDIT AND COLLECTIONS COORDINATOR 24.02 24.75 25.47 27.29 29.11 30.93 32.75 34.57 36.39 CUSTOMER SERVICE COORDINATOR 24.02 24.75 25.47 27.29 29.11 30.93 32.75 34.57 36.39 CUSTOMER SERVICEPERSON 24.03 25.40 27.35 29.30 31.26 33.21 35.16 37.12 39.07 INSPECTOR 24.03 25.40 27.35 29.30 31.26 33.21 35.16 37.12 39.07 VEHICLE AND PLANT MECHANIC 27.08 28.75 30.41 31.66 33.33 35.41 37.49 39.58 41.66 TECHNICIAN- ENGINEERING 27.08 28.75 30.41 31.66 33.33 35.41 37.49 39.58 41.66 GIS TECHNICIAN 27.08 28.75 30.41 31.66 33.33 35.41 37.49 39.58 41.66

52

Wage Schedule- Appendix A-1 -Effective Date April1, 2019 (continued)

After After After After After After After After Starting 6 12 1S 24 30 36 42 4S

Rate Months Months Months Months Months Months Months Months Level1 Level2 Level3 Level4 LevelS Level6 Level7 LevelS Level9

ELECTRICAL MAINTAINER 25.00 27.08 29.16 31.25 33.33 35.41 37.49 39.58 41.66

METERTECH 25.00 27.08 29.16 31.25 33.33 35.41 37.49 39.58 41.66

TECHNOLOGIST- ENGINEERING 28.11 29.84 31.57 32.87 34.60 36.76 38.93 41.09 43.25

TECHNOLOGIST- SCADA 28.11 29.84 31.57 32.87 34.60 36.76 38.93 41.09 43.25

SYSTEM CONTROL OPERATOR 25.95 28.11 30.28 32.44 34.60 36.76 38.93 41.09 43.25

LINEPERSON 25.95 28.11 30.28 32.44 34.60 36.76 38.93 41.09 43.25

JOB RATE

STOCKKEEPER 35.24

SUB-FOREPERSON - ELECTRICAL MAINTENANCE 43.25

SU~FOREPERSON-METERS 43.25

SU~FOREPERSON-LINES 45.83

CREW FOREPERSON- LINES 47.14

Wage Schedule- Appendix A-2- Effective Date April1, 2019

After After After After After After After After Starting 6 12 1S 24 30 36 42 4S

Rate Months Months Months Months Months Months Months Months Level1 Level2 Level3 Level4 LevelS Level6 Level7 LevelS Level9

OFFICE REPRESENTATIVE- GENERAL 22.34 25.03 27.73 30.41 ACCOUNTING REPRESENTATIVE 24.02 25.62 27.23 28.83 30.43 32.03 ENGINEERING REPRESENTATIVE 24.02 25.62 27.23 28.83 30.43 32.03 ADMINISTRATIVE ASSISTANT- ENGINEERING 24.67 26.43 28.19 29.95 31.72 33.48 35.24 CREDIT AND COLLECTIONS REPRESENTATIVE 24.67 26.43 28.19 29.95 31.72 33.48 35.24 CUSTOMER SERVICE REPRESENTATIVE 24.67 26.43 28.19 29.95 31.72 33.48 35.24 BUYER 22.91 24.32 25.73 26.78 28.19 29.95 31.72 33.48 35.24

53

Wage Schedule- Appendix A-1 - Effective Date April 1, 2020

After After After After After After After After Starting 6 12 18 24 30 36 42 48

Rate Months Months Months Months Months Months Months Months Level1 Level2 Level3 Level4 LevelS LevelS Level7 LevelS Level9

SWITCHBOARD OPERATOR 22.06 24.41 26.78 29.11 HANDYPERSON 22.06 24.41 26.78 29.11 GROUNDPERSON 20.58 23.52 24.99 27.93 29.40 OFFICE REPRESENTATIVE- GENERAL 22.83 25.58 28.34 31.08 OFFICE REPRESENTATIVE- METERING 22.83 25.58 28.34 31.08 ACCOUNTING REPRESENTATIVE 24.55 26.18 27.82 29.46 31.09 32.73 ENGINEERING REPRESENTATIVE 24.55 26.18 27.82 29.46 31.09 32.73 METERING REPRESENTATIVE 24.55 26.18 27.82 29.46 31.09 32.73 STOREPERSON 24.55 26.18 27.82 29.46 31.09 32.73 BILLING REPRESENTATIVE 24.55 26.18 27.82 29.46 31.09 32.73 LEAD BILLING REPRESENTATIVE 25.21 27.02 28.82 30.62 32.42 34.22 36.02 ADMINISTRATIVE ASSISTANT- ENGINEERING 25.21 27.02 28.82 30.62 32.42 34.22 36.02 ADMINISTRATIVE ASSISTANT- METERING & CONSERVATION 25.21 27.02 28.82 30.62 32.42 34.22 36.02 ADMINISTRATIVE ASSISTANT- OPERATIONS 25.21 27.02 28.82 30.62 32.42 34.22 36.02 CREDIT AND COLLECTIONS REPRESENTATIVE 25.21 27.02 28.82 30.62 32.42 34.22 36.02 CUSTOMER SERVICE REPRESENTATIVE 25.21 27.02 28.82 30.62 32.42 34.22 36.02 BUYER 23.41 24.85 26.29 27.38 28.82 30.62 32.42 34.22 36.02 GIS/CAD OPERATOR 23.41 24.85 26.29 27.38 28.82 30.62 32.42 34.22 36.02 LINE TRUCK DRIVER 27.89 31.61 33.47 35.33 37.19 BILLING AND EBT PROCESSES COORDINATOR 24.55 25.29 26.03 27.89 29.75 31.61 33.47 35.33 37.19 BILLING QUALITY ASSURANCE COORDINATOR 24.55 25.29 26.03 27.89 29.75 31.61 33.47 35.33 37.19 CREDIT AND COLLECTIONS COORDINATOR 24.55 25.29 26.03 27.89 29.75 31.61 33.47 35.33 37.19 CUSTOMER SERVICE COORDINATOR 24.55 25.29 26.03 27.89 29.75 31.61 33.47 35.33 37.19 CUSTOMER SERVICEPERSON 24.56 25.95 27.95 29.95 31.94 33.94 35.94 37.93 39.93 INSPECTOR 24.56 25.95 27.95 29.95 31.94 33.94 35.94 37.93 39.93 VEHICLE AND PLANT MECHANIC 27.68 29.38 31.08 32.36 34.06 36.19 38.32 40.45 42.58 TECHNICIAN - ENGINEERING 27.68 29.38 31.08 32.36 34.06 36.19 38.32 40.45 42.58 GIS TECHNICIAN 27.68 29.38 31.08 32.36 34.06 36.19 38.32 40.45 42.58

54

Wage Schedule - Appendix A-1 - Effective Date April 1, 2020 (continued)

After After After After After After After After Starting s 12 1S 24 30 3S 42 4S

Rate Months Months Months Months Months Months Months Months Level1 Level2 Level3 Level4 LevelS LevelS Level7 LevelS Level9

ELECTRICAL MAINTAINER 25.55 27.68 29.81 31.94 34.06 36.19 38.32 40.45 42.58

METERTECH 25.55 27.68 29.81 31.94 34.06 36.19 38.32 40.45 42.58

TECHNOLOGIST- ENGINEERING 28.73 30.50 32.27 33.59 35.36 37.57 39.78 41.99 44.20 TECHNOLOGIST- SCADA 28.73 30.50 32.27 33.59 35.36 37.57 39.78 41.99 44.20 SYSTEM CONTROL OPERATOR 26.52 28.73 30.94 33.15 35.36 37.57 39.78 41.99 44.20 LINEPERSON 26.52 28.73 30.94 33.15 35.36 37.57 39.78 41.99 44.20

JOB RATE

STOCKKEEPER 36.02 SUB-FOREPERSON - ELECTRICAL MAINTENANCE 44.20 SUB-FOREPERSON - METERS 44.20 SUB-FOREPERSON - LINES 46.84 CREW FOREPERSON- LINES 48.18

Wage Schedule - Appendix A-2 - Effective Date April 1, 2020

After After After After After After After After Starting s 12 1S 24 30 3S 42 4S

Rate Months Months Months Months Months Months Months Months Level1 Level2 Level3 Level4 LevelS LevelS Level7 LevelS Level9

OFFICE REPRESENTATIVE- GENERAL 22.83 25.58 28.34 31.08 ACCOUNTING REPRESENTATIVE 24.55 26.18 27.82 29.46 31.09 32.73 ENGINEERING REPRESENTATIVE 24.55 26.18 27.82 29.46 31.09 32.73 ADMINISTRATIVE ASSISTANT- ENGINEERING 25.21 27.02 28.82 30.62 32.42 34.22 36.02 CREDIT AND COLLECTIONS REPRESENTATIVE 25.21 27.02 28.82 30.62 32.42 34.22 36.02 CUSTOMER SERVICE REPRESENTATIVE 25.21 27.02 28.82 30.62 32.42 34.22 36.02 BUYER 23.41 24.85 26.29 27.38 28.82 30.62 32.42 34.22 36.02

55

LETTER OF UNDERSTANDING #1: Alternate Hours of Work - Customer Care Clerical Positions

(Billing, Customer Service and Credit/Collections)

This Letter of Understanding between Guelph Hydro Electric Systems Inc. and the I.B.E.W., Local 636, outlines the terms and conditions for alternate hours of work for regular full-time employees on payroll on April 1, 2007, in Schedule A-1 and Schedule A-2 Customer Care clerical positions not covered by Letter of Understanding #14. The success and continuation of this initiative will be largely dependent on the co-operative efforts of all participating employees.

1.0 Main Principles: • Alternate hours must be simple to administer and operationally feasible. • Customer service for internal and external customers must be maintained or

enhanced. • There must be no impact on costs.

2.0 Hours of Work: • Regular number of working hours per week remains unchanged; seven and a quarter

(7.25) and eight (8) hours per workday between 08:00 and 16:30 hours with core hours between 08:45 and 15:45 hours. Core hours are those hours when all employees must be at work.

• Coverage will be required from 08:00 to 16:30 hours under this arrangement. • Employees are required to schedule their start or end time to cover workload

. demands during non-core hours (i.e. between 08:00-08:45 hours or 15:45-16:30 hours), schedule their hours to provide backup during sickness, vacation, etc., and stagger their breaks to provide cover-off, as approved by the Supervisor.

• Unpaid lunch may be from thirty (30) to seventy-five (75) minutes in duration.

3.0 Term: This agreement shall be for the term of the Collective Agreement. Any amendments during its term shall be by mutual agreement.

4.0 Cancellation during Term: Subject to discussion between the parties, either party, by way of written correspondence from the Vice-President of Human Resources or the Union Business Representative, may bring this agreement to an end upon providing ten (10) working days' notice.

FOR THE UNION FOR THE COMPANY

~~ N. Mailloux

56

LETTER OF UNDERSTANDING #2: Alternate Hours of Work - Metering

This Letter of Understanding between Guelph Hydro Electric Systems Inc. and the I.B.E.W., Local 636, outlines the terms and conditions for alternate hours of work for positions in Metering, in the Operations and Construction Division. This workgroup also provides field Customer Service function, which has business needs different than the Metering function. The success and continuation of this initiative will be largely dependent on the co-operative efforts of all participating employees.

1.0 Main Principles: • Alternate hours must be simple to administer and operationally feasible. • Customer service for internal and external customers must be maintained or

enhanced. • There must be no impact on costs.

2.0 Hours of Work for Metering employees when providing the Metering function: • The alternate hours of work will be between 07:30 and 16:30 hours. • Coverage hours1 of work shall be between 08:00 and 15:30 hours. • Core hours2 of work shall be between 08:00 and 15:30 hours. • Employees are to stagger breaks to provide coverage, as approved by the

Supervisor. • Unpaid lunch may be from thirty (30) to sixty (60) minutes in duration. • In order to eliminate breakdown of the job and travel between company facilities and

the job site during the work day, where it is possible to pre-plan the workday away from company facilities and when directed by the Supervisor for specific jobs, the alternate hours of work will be between 07:30 and 15:30 hours. These employees will take thirty (30) minutes for lunch including clean-up at the job site and this time shall be paid at straight time.

• Employees who are on-call while working alternate hours will commence their standby at the end of their alternate hours of work.

• Regular number of working hours per day remains unchanged.

3.0 Hours of Work for Metering employees when providing the Customer Service function: • The alternate hours of work shall be between 07:30 and 16:30 hours. • Coverage hours 1 of work shall be between 08:00 and 16:00 hours. • Core hours2 of work shall be between 8:00 and 16:00 hours. • Employees are to stagger breaks to provide coverage, as approved by the

Supervisor. • Unpaid lunch may be from thirty (30) to sixty (60) minutes in duration. • Paid lunch on the job-site is not available. • Employees who are on-call while working alternate hours will commence their

standby at the end of their alternate hours of work. • Regular number of working hours per day remains unchanged.

57

LETTER OF UNDERSTANDING #2: Alternate Hours of Work- Metering (continued)

4.0 Term: This agreement will be for the term of the Collective Agreement. Any amendments during its term shall be by mutual agreement.

5.0 Cancellation during Term: Subject to discussion between the parties, either party, by way of written correspondence from the Vice-President of Human Resources or the Union Business Representative, may bring this agreement to an end during its term, upon providing ten (10) working days' notice.

1 Coverage hours -minimum 50% of employees are required to be available. 2 Core hours - all employees must be available.

FOR THE UNION FOR THE COMPANY

~~~ N. Mailloux

DATE: ~ r 'd=9\ , }i) \ :\:

58

LETTER OF UNDERSTANDING #3: Alternate Hours of Work - Clerical Positions in Engineering, Metering and

Conservation

This Letter of Understanding between Guelph Hydro Electric Systems Inc. and the I.B.E.W., Local 636, outlines the terms and conditions for alternate hours of work for Schedule A-2 and Schedule A-1 clerical positions in Engineering, Metering and Conservation. The success and continuation of this initiative will be largely dependent on the co-operative efforts of all participating employees.

1.0 Main Principles: • Alternate hours must be simple to administer and operationally feasible. • Customer service for internal and external customers must be maintained or

enhanced. • There must be no impact on costs.

2.0 Hours of Work: • The alternate hours of work for Schedule A-1 employees will be between 07:30 and

16:30, with core hours between 08:00 and 16:00 hours. The alternate hours of work for Schedule A-2 employees will be between 07:30 and 16:30 with core hours between 08:45 and 15:45. Core hours are those hours when all employees must be at work.

• Coverage will normally be required from 08:00 to 16:00 hours. • Employees are required to schedule their start or end time to cover workload

demands during non-core hours, schedule their hours to provide back-up during sickness, vacation, etc. and stagger their breaks to provide cover-off, as approved by the Supervisor.

• Regular number of working hours per day remains unchanged. • Unpaid lunch may be from thirty (30) to ninety (90) minutes in duration.

3.0 Term: This agreement shall be for the term of the Collective Agreement. Any amendments during its term shall be by mutual agreement.

4.0 Cancellation during Term: Subject to discussion between the parties, either party, by way of written correspondence from the Vice-President of Human Resources or the Union Business Representative, may bring this agreement to an end upon providing ten (10) working days' notice.

FOR THE UNION FOR THE COMPANY

~~ N. Mailloux

DATE: ~y d§, }o ('±

59

LETTER OF UNDERSTANDING #4: Alternate Hours of Work - Engineering Division

This Letter of Understanding between Guelph Hydro Electric Systems Inc. and the I.B.E.W., Local 636, outlines the terms and conditions for alternate hours of work for positions in the Engineering Division. The success and continuation of this initiative will be largely dependent on co-operative efforts of all participating employees.

1.0 Main Principles: • Alternate hours must be simple to administer and operationally feasible. • Customer service for internal and external customers must be maintained or enhanced. • There must be no impact on costs.

2.0 Hours of Work: • The alternate hours of work shall be between 07:30 to 16:30 hours. • Coverage hours 1 of work shall be between 08:00 and 16:00 hours. • Core hours2 of work shall be between 08:00 and 16:00 hours. • Employees are to stagger breaks to provide coverage, as approved by the Supervisor. • Unpaid lunch may be from thirty (30) to sixty (60) minutes in duration. • For Engineering employees providing the Inspector function: In order to eliminate

breakdown of the job and travel between company facilities and the job site during the work day, where it is possible to pre-plan the workday away from the company facilities and when approved by the Supervisor when it is practical and efficient to do so, the alternate hours of work will be between 07:30 and 15:30 hours. These employees will take thirty (30) minutes paid lunch, including clean-up at the job site, and this time shall be paid at straight time.

• For Engineering employees providing the Engineering Technician and Engineering Technologist function: Coverage of core hours is required. Paid lunch on the job site is not available.

• Employees who are on-call while working alternate hours will commence their standby at the end of their alternate hours of work.

• Regular number of working hours per day remains unchanged.

3.0 Term: This agreement shall be for the term of the Collective Agreement. Any amendments during its term shall be by mutual agreement.

4.0 Cancellation during Term: Subject to discussion between the parties, either party, by way of written correspondence from the Vice-President of Human Resources or the Union Business Representative, may bring this agreement to an end upon providing ten (10) working days' notice.

1 Coverage hours - minimum 1 employee is required to be available. 2 Core hours- all employees must be available.

FOR THE UNION FOR THE COMPANY

D. Bertens N. Mailloux

60

LETTER OF UNDERSTANDING #5: Alternate Hours of Work- Accounting

This Letter of Understanding between Guelph Hydro Electric Systems Inc. and the I.B.E.W., Local 636, outlines the terms and conditions for alternate hours of work for regular full-time employees in Schedule A-2 clerical Accounting positions or Schedule A-1 clerical Accounting positions. The success and continuation of this initiative will be largely dependent on the co­operative efforts of all participating employees.

1.0 Main Principles: • Alternate hours must be simple to administer and operationally feasible. • Customer service for internal and external customers must be maintained or

enhanced. • There must be no impact on costs.

2.0 Hours of Work: • Alternate hours of work shall be between 07:30 and 17:00. • Coverage1 will normally be required between 08:00 and 16:30. • Core hours2 shall be between 09:15 and 16:00. • Employees are to stagger breaks to provide coverage, as approved by the

Supervisor. • Employees are required to schedule their start or end time to cover workload

demands during non-core hours (i.e. between 08:00-09:15 hours or 16:00-16:30 hours), schedule their hours to provide backup during sickness, vacation, etc.

• Unpaid lunch is normally thirty (30) to seventy-five (75) minutes in duration. • Regular number of working hours per day remains unchanged.

3.0 Term: This agreement will be for the term of the Collective Agreement. Any amendments during its term shall be by mutual agreement

4.0 Cancellation during Term: Subject to discussion between the parties, either party, by way of written correspondence from the Vice-President of Human Resources or the Union Business Representative, may bring this agreement to an end during its term, upon providing ten (1 0) working days' notice.

1 Coverage - minimum 1 employee is required to be available. 2 Core hours - all employees must be available.

FOR THE UNION FOR THE COMPANY

~~ D. Bertens N. Mailloux

DATE: Q.Ayt.A/Jr k-9. ~ I'"T

61

LETTER OF UNDERSTANDING #6: Compressed Work Weeks

Customer Care Clerical Positions (Billing, Customer Service and Credit/Collections).

An employee in a Customer Care Clerical position, who was hired prior to April 1, 2007, can approach Management to discuss moving to a compressed workweek (i.e. four 1 0-hour days per week), as per Article 5.01 (4). The attached form can be used for that purpose. Management's decision shall be provided in a timely manner.

An employee who agrees to move to a forty (40) hour compressed workweek, also agrees to all related Collective Agreement terms and conditions for regular full-time employees in a forty (40) hour compressed workweek.

FOR THE UNION FOR THE COMPANY

"'~~ N. Mailloux

62

Voluntary Employee Transfer to Different Hours of Work In accordance with Letter of Understanding #6

I, (print employee name in full) am requesting for approval to transfer to a forty (40) hour compressed workweek. I have selected one of the following two options.

I have reviewed and fully understand all the terms and conditions in this Letter of Understanding, and the Collective Agreement and I have had the opportunity to discuss these with you and my Union Representative.

Option 1, Temporary Transfer:

I am requesting for approval to transfer to a compressed workweek starting on _______ and ending on . After the completion of the term, I shall revert to the hours in the Collective Agreement or applicable Letter of Understanding relating to alternate hours of work. This term can be shortened by Management, with one weeks' notice, in which case, I shall revert to the hours in the Collective Agreement or applicable Letter of Understanding relating to alternate hours of work.

Option 2, Regular Transfer:

I am requesting for approval to transfer to a compressed workweek starting on _______ . I agree that this agreement can be cancelled, by either party, by mutual agreement. If this agreement is cancelled, I shall revert to the hours in the Collective Agreement or applicable Letter of Understanding relating to alternate hours of work.

Employee Signature Date

I, (Manager's or if there is no Manager, Supervisor's printed name) am recommending the transfer and the proposed transfer date.

Manager's or Supervisor's signature

Approved by:

Applicable Vice-President's printed name Vice-President, Human Resources printed name

Applicable Vice-President's signature Vice-President, Human Resources signature

Approval Date

Cc. Unit Chairperson of the IBEW.

63

LETTER OF UNDERSTANDING #7: Banking of Overtime

The parties agree that banked time shall be as follows:

Principles for Banking of Overtime:

• Banking of overtime must be simple to administer and operationally feasible. • Customer service for internal and external customers must be maintained or enhanced. • There must be no impact on costs.

Banking of Overtime Worked:

Effective April 1, 2010, employees may bank up to four (4) days based on overtime worked.

Application Notes:

1. Employees may bank time based on two (2) hours of time off for each hour of overtime worked and zero (0) hours paid or one (1) hour paid and one (1) hour of banked time for each hour of overtime worked.

2. Any unused banked time shall be paid out as of March 31st of each year.

3. Employees are required to give as much notice as possible when requiring the use of bank time. To ensure this time off is consistent with the efficient operation of the work schedule, the scheduling of this time off requires the approval of Management.

4. Banking of overtime does not apply to System Control Operators.

FOR THE UNION FOR THE COMPANY

~h~~ D. Bertens N. Mailloux

64

LETTER OF UNDERSTANDING #8: Vacation Attraction Benefit

In order to help attract new regular full-time employees, the parties agree to the following vacation benefit for new employees hired after January 1, 2007.

CONTINUOUS SERVICE VACATIONS WITH PAY BENEFIT COMPLETED DURING THE IN CONTRACT YEAR CONTRACT YEAR

Contract year of engagement 2 days for each full month to a Maximum of 10 days

1 year to 3 years 2 weeks

4 years to 9 years 3 weeks

1 0 years to 16 years 4 weeks

17 years to 25 years 5 weeks

26 years and over 6 weeks

Note: All Articles under Article 7 shall apply, except Article 7.02, "Transition Year Exception" and as specified in this Letter of Understanding. In the event the regular employee is unable to take all of his or her earned vacation in the year of engagement, because of being on probation, then the earned vacation balance can be carried over into the next contract year. In all other cases, it is understood that vacation accrued in the contract year must be taken in the same contract year, and shall not be accumulative from year to year.

Where a regular Company employee from outside the bargaining unit is the successful applicant to a bargaining unit position, then vacation shall be based on that employee's continuous service as a regular employee with the Company, from the most recent date the employee entered the employ of the Company, and vacation in the first contract year in the bargaining unit shall be pro-rated based on time in the bargaining unit in the contract year of the job transfer.

In the contract year that an employee's employment terminates for any cause, his/her vacation entitlement in that contract year shall be based on the above table, pro-rated to the number of full months of his/her continuous service in that contract year. If the terminating employee has not taken all such earned pro-rated vacation by his/her termination date, then the employee shall receive a cash settlement in lieu of his/her pro-rated vacation earned but not taken, in their final paycheque. If the terminating employee has taken more vacation than earned, based on pro-ration, then the employee must provide sufficient notice of their termination date, to cover in any remaining paycheques, any vacation taken but not earned by the termination date. Any vacation taken which has not been earned by the employee's termination date shall be

65

LETTER OF UNDERSTANDING #8: Vacation Attraction Benefit (continued)

owed to the Company, and deducted as required, from the employee's remamrng paycheque(s). Should the employee still owe monies to the Company, after such notification and deductions, then the employee shall immediately provide the Company with a certified cheque for any further outstanding balance owed to the Company.

Carry Over: Between December 1 and December 31 of any contract year, an employee can submit a written request for Management review to have up to five (5) vacation days based on their regular hours of work to a maximum of forty (40) vacation hours, carried over into the following contract year, providing it does not interfere with the efficient operation of the Company. Such carried over vacation days shall not be accumulated from year to year. Requests shall be reviewed by Management on a first come first served basis. Carry over shall not apply to System Control Operators.

FOR THE UNION FOR THE COMPANY

~~~ D. Bertens N. Mailloux

66

LETTER OF UNDERSTANDING #9: Time Bank for Office Employees

This Letter of Understanding addresses all issues with respect to a time bank for Switchboard Operator, Office Representative-General, Office Representative-Metering, Accounting Representative, Engineering Representative, Metering Representative, Administrative Assistant­Engineering, Administrative Assistant-Metering and Conservation, Administrative Assistant­Operations, Billing Representative, Lead Billing Representative, Buyer, Customer Service Coordinator, Customer Service Representative, Credit and Collections Coordinator, Credit and Collections Representative, Billing Quality Assurance Coordinator and Billing and EBT Processes Coordinator.

Main Principles: • It must be simple to administer and operationally feasible. • Customer service for internal and external customers must be maintained or enhanced. • There must be no impact on costs. • The intent is to provide employees with more flexibility to deal with personal matters which

cannot be managed outside of normal work hours (e.g. family matters, etc.).

Any banked overtime accumulated under Letter of Understanding# 7 must be used up first before the time bank is employed.

Employees are required to give as much notice as possible when requiring time away from work under this Agreement and the Supervisor must approve how the time will be made up, when approving the request. Such time shall be worked outside the employee's normal hours, including where feasible, lunch hours, and be paid at straight time. Time off under the Agreement requires the approval of the Supervisor, and any additional time worked by employees towards the time bank requires the approval of the Supervisor, and is banked at straight time.

Employees may accumulate a time bank ranging from negative thirty-two (32) hours to positive thirty-two (32) hours.

Management may review the status of each employee's negative time bank on a quarterly basis each contract year. If an employee has a negative balance at that time, they may be required to arrange to work off the negative balance in the following quarter, at straight time. When an employee has more than eight (8) hours of negative balance as of December 31st, he/she will be required to work off the negative balance in the following quarter, at straight time, or may be required to substitute a vacation day or a floater to clear the balance. At any point in time, an employee shall not accumulate more negative hours than outstanding vacation or floater day in a contract year.

Should an employee's employment end for any reason, then any negative time owed to the Company shall be deducted directly from the employee's wages at straight time, and any time owed to the employee shall be paid at straight time.

FOR THE COMPANY

~~ N. Mailloux

DATE: ~ r- ;).F1 1 Jo \ :t

67

LETTER OF UNDERSTANDING #10: Alternate Hours of Work- Stores

This Letter of Understanding between Guelph Hydro Electric Systems Inc. and the I.B.E.W., Local 636, outlines the terms and conditions for alternate hours of work for positions in Stores. The success and continuation of this initiative will be largely dependent on the co-operative efforts of all participating employees.

1.0 Main Principles: • Alternate hours must be simple to administer and operationally feasible. • Customer service for internal and external customers must be maintained or

enhanced. • There must be no impact on costs.

2.0 Hours of Work: • Alternate hours of work shall be between 07:00 and 16:00. • Coverage1 will normally be required between 07:00 and 16:00. • Core hours2 shall be between 07:30 and 15:30. • Employees are to stagger breaks to provide coverage, as approved by the

Supervisor. • Unpaid lunch is normally 30 minutes in duration. • Regular number of working hours per day remains unchanged.

3.0 Term: This agreement will be for the term of the Collective Agreement. Any amendments during its term shall be by mutual agreement.

4.0 Cancellation during Term: Subject to discussion between the parties, either party, by way of written correspondence from the Vice-President of Human Resources or the Union Business Representative, may bring this agreement to an end during its term, upon providing ten (10) working days' notice.

1 Coverage- minimum 50% of employees are required to be available. 2 Core hours - all employees must be available.

FOR THE UNION FOR THE COMPANY

~~ N. Mailloux

68

LETTER OF UNDERSTANDING #11: Utility Restructuring

In the event of a merger with another employer, Company or Companies, the representation rights and Collective Agreement respecting the employees represented by I.B.E.W., Local636 at the Company, shall remain in force pending agreement of all affected parties or a determination of the Ontario Labour Relations Board, as the case may be, of any and all issues respecting the representation of employees and the appropriate Collective Agreement.

Should the employer decide to merge or otherwise combine any of its operations with another employer, Company or Companies, the employer will give the Union reasonable notice in writing advising the Union of any such binding agreement.

FOR THE UNION FOR THE COMPANY

D. Bertens ~~

N. Mailloux

69

LETTER OF UNDERSTANDING #12: Alternate Hours of Work - Electrical Maintenance and Vehicle and Plant Mechanics

This Letter of Understanding between Guelph Hydro Electric Systems Inc. and the I.B.E.W., Local 636, outlines the terms and conditions for alternate hours of work for Electrical Maintainers and Vehicle and Plant Mechanics in the Operations and Construction Division. The success and continuation of this initiative will be largely dependent on the co-operative efforts of all participating employees.

1.0 Main Principles: • Alternate hours must be simple to administer and operationally feasible. • Customer service for internal and external customers must be maintained or enhanced. • There must be no impact on costs.

2.0 Hours of Work: • Alternate hours of work shall be between 07:30 and 16:00. • Coverage1 will normally be required between 07:30 and 16:00. • Core hours2 shall be between 08:00 and 15:30. • Unpaid lunch is normally thirty (30) minutes in duration. • Employees are to stagger breaks to provide coverage, as approved by the Supervisor. • Alternatively, in order to eliminate breakdown of the job and travel between Company

facilities and the job site during the work day, where it is possible to pre-plan the workday away from Company facilities and when approved by the Supervisor for specific jobs, the alternate hours of work will be between 07:30 and 15:30, in which case, employees will take thirty (30) minutes for lunch including clean-up at the job site and this time shall be paid at straight time.

• Employees who are on-call while working alternate hours will commence their standby at the end of their alternate hours of work.

• Regular number of working hours per day remains unchanged.

3.0 Term: This agreement will be for the term of the Collective Agreement. Any amendments during its term shall be by mutual agreement

4.0 Cancellation during Term: Subject to discussion between the parties, either party, by way of written correspondence from the Vice-President of Human Resources or the Union Business Representative, may bring this agreement to an end during its term, upon providing ten (10) working days' notice.

1 Coverage - minimum 50% of employees are required to be available. 2 Core hours - all employees must be available.

FOR THE UNION FOR THE COMPANY

L--~ D. Bertens N. Mailloux

DATE: ~r).-'\ 1 }:a\?\

70

LETTER OF UNDERSTANDING #13: Alternate Hours of Work- GIS

This Letter of Understanding between Guelph Hydro Electric Systems Inc. and the I.B.E.W., Local 636, outlines the terms and conditions for alternate hours of work for positions in GIS. The success and continuation of this initiative will be largely dependent on co-operative efforts of all participating employees.

1.0 Main Principles: • Alternate hours must be simple to administer and operationally feasible. • Customer service for internal and external customers must be maintained or

enhanced. • There must be no impact on costs.

2.0 Hours of Work: • The alternate hours of work shall be between 07:00 to 16:30 hours. • Coverage hours1 of work shall be between 08:00 and 16:00 hours. • Core hours2 shall be between 08:00 and 15:30 hours. • Employees are to stagger breaks to provide coverage, as approved by the

Supervisor. • Unpaid lunch may be from thirty (30) to sixty (60) minutes in duration. • Regular number of working hours per day remains unchanged.

3.0 Term: This agreement shall be for the term of the Collective Agreement. Any amendments during its term shall be by mutual agreement.

4.0 Cancellation during Term: Subject to discussion between the parties, either party, by way of written correspondence from the Vice-President of Human Resources or the Union Business Representative, may bring this agreement to an end upon providing ten (1 0) working days' notice.

1 Coverage hours - minimum 1 employee is required to be available. 2 Core hours - all employees must be available.

FOR THE UNION FOR THE COMPANY

D. Bertens \A~

N. Mailloux

DATE: ~r lP] ~ ).o 17

71

LETTER OF UNDERSTANDING #14: Alternate Hours of Work- Customer Care Clerical Positions

(Billing, Customer Service and Credit/Collections}

This Letter of Understanding between Guelph Hydro Electric Systems Inc. and the I.B.E.W., Local 636, outlines the terms and conditions for alternate hours of work for regular full-time employees in Schedule A-1 and Schedule A-2 in Customer Care in the following job classifications: Billing Representative, Lead Billing Representative, Billing Quality Assurance Coordinator, Billing and EBT Processes Coordinator, Customer Service Coordinator and Credit and Collections Representative. The success and continuation of this initiative will be largely dependent on the co-operative efforts of all participating employees.

1.0 Main Principles: • Alternate hours must be simple to administer and operationally feasible. • Customer service for internal and external customers must be maintained or enhanced. • There must be no impact on costs.

2.0 Hours of Work: • The alternate hours of work for employees shall be between 7:00 hours and 18:15

hours, except that alternate hours shall be between 8:00 hours and 18:15 hours in Credit/Collections

• Coverage hours 1 of work shall be between 08:00 and 18:15 hours. • Core hours2 of work shall be between 10:00 hours and 15:30 hours in all departments

(Billing, Customer Service and Credit/Collections). • Regular number of working hours per day (5 eight hour days) remains unchanged. • Employees are required to schedule their start or end time to cover workload demands

during non-core hours (i.e. between 07:00-10:00 hours or 15:30-18:15 hours), schedule their hours to provide backup during sickness, vacation, etc., and stagger their breaks to provide cover-off, as approved by the Supervisor.

• Unpaid lunch may be from thirty (30) to seventy-five (75) minutes duration.

3.0 Term: This agreement shall be for the term of the Collective Agreement. Any amendments during its term shall be by mutual agreement.

4.0 Cancellation during Term: Subject to discussion between the parties, either party, by way of written correspondence from the Vice-President of Human Resources or the Union Business Representative, may bring this agreement to an end upon providing ten (1 0) working days' notice.

1 Coverage hours - minimum 1 employee is required to be available in each Customer Care department (Billing, Customer Service and Credit/Collections). 2 Core hours - all employees must be available.

FOR THE UNION FOR THE COMPANY

~~ D. Bertens N. Mailloux

72

LETTER OF UNDERSTANDING #15: Article 22 - Pay Days

If the Company decides to implement bi-weekly payroll, the parties agree to meet within one month of the Union being notified of this decision, to discuss biweekly payroll and the implementation process, and if mutually agreeable, to implement biweekly payroll, during the term of this Collective Agreement.

FOR THE UNION FOR THE COMPANY

\~J¥;~ N.=Mailloux D. Bertens

73

LETTER OF AGREEMENT PURSUIT OF EXCELLENCE: EFFICIENCIES AND EFFECTIVENESS

BETWEEN GUELPH HYDRO ELECTRIC SYSTEMS INC. (Hereinafter referred to as the Company)

AND

LOCAL 636 OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS

(Hereinafter referred to as the Union)

All employees of Guelph Hydro Electric Systems Inc. are committed to the pursuit of excellence in the delivery of electricity to our customers and our community.

By striving to work effectively and efficiently, we will ensure the business enhances its competitive position.

This commitment will be reflected in our daily operations, in our long-term planning, in the Company's relationship with its employees, the International Brotherhood of Electrical Workers, business partners, stakeholders and our customers.

By signing this letter, the Company and the International Brotherhood of Electrical Workers are demonstrating their mutual agreement to work together in the pursuit of excellence.

FOR THE UNION FOR THE COMPANY

DATE: ~r J-') t }0 l~

74

LETTER OF AGREEMENT

BETWEEN GUELPH HYDRO ELECTRIC SYSTEMS INC. (Hereinafter referred to as the Company)

AND LOCAL 636 OF THE INTERNATIONAL BROTHERHOOD OF

ELECTRICAL WORKERS (Hereafter referred to as the Union)

The following is added to Articles 6.05 and 6.06 for employees Outside Guelph Hydro Offices:

If entitled to a meal, it may be taken in a restaurant upon completion of the overtime shift. The location of the restaurant at which a meal is provided shall be decisions made at the sole discretion of the Crew Foreperson or of the Supervisor in charge. The Company will provide a meal allowance of up to fourteen dollars ($14.00) and thirty (30) minutes paid at the appropriate rate.

This letter is effective July 13th, 2017 and expires on March 31, 2021, unless otherwise agreed to by the Company and the Union.

FOR THE UNION FOR THE COMPANY

D. Bertens N. Mailloux

DATE: @=Jy 13 1 :MJ\']--