COLLECTIVE AGREEMENT

BETWEEN:

The Canadian Stage Corporation

(hereinafter known as the "Employer")

-and-

THE INTERNATIONAL ALLIANCE OF THEATRICAL STAGE EMPLOYEES, MOVING PICTURE TECHNICIANS, ARTISTS AND ALLIED

CRAFTS OF THE UNITED STATES, ITS TERRITORIES AND CANADA

Theatrical Wardrobe, Makeup Artists, and Hairstylists LOCAL #822, TORONTO

(hereinafter known as the "Union")

The general purpose of this agreement between the Employer and the Union is to establish and maintain:

(a) Orderly collective bargaining relations; {b) A procedure for the prompt and equitable handling of grievances; (c) Satisfactory working conditions, hours of work and wages for all Employees who are subject to the provisions of this agreement.

Effective October 24, 2018 to June 30, 2021

1

ARTICLE ONE - RECOGNITION

1.01 The Employer hereby recognizes the Union as the sole and exclusive collective bargaining agent for all Wardrobe and Wig Employees and Child Actor Guardians employed by The Canadian Stage Corporation in the City of Toronto save and except Head of Wardrobe and persons above that rank; those Employees already covered by a collective agreement; and persons, Employees, and events exempted in Article 3 Exempted Persons, Employees, and Events, herein, in respect of wages, hours of work, and all other working conditions. It is agreed that the provisions of this agreement shall not apply to persons engaged by Canadian Stage in the construction of wardrobe materials.

1.02 Child Actor Guardians, for the purpose of this agreement, are individuals employed for the principle purpose of supervising and protecting the well being of Juvenile Actors employed by the Employer or affiliates. Juvenile actors refer to actors under sixteen (16) years of age.

If a parent or legal guardian has been appointed, the Union will accept no liability for the supervision of the Child Actor. Further, it is the responsibility of the parent or guardian to ensure the well being of the Juvenile Actor. If the parent or guardian is unavailable, a Union member, who is a qualified Juvenile Actor guardian, will be appointed by mutual agreement, No other Union member will be asked to assume this role for any period of time.

The production shall not be required to engage Child Guardians to attend non production press, photo calls, or interviews, whether at or outside the theatre; nor attend events outside Toronto or on overnight excursions. However, if a Child Actor Guardian is required at such events, the terms and conditions of this agreement shall apply.

The Child Actor Guardian will not be responsible for any child other than Juvenile Child Actors employed by the production.

The Employer and Employee must follow their obligations under the Occupational Health and Safety Act and the Ministry of Labour Performance Industry, Protecting Child Performers Act.

ARTICLE TWO - UNION SECURITY

2.01 The Employer agrees not to enter into any agreement or contract with its Employees that in any way conflicts with the terms and conditions of this Agreement.

2.02 Employees covered by this Agreement shall be members of the Union in good standing as a continuous condition of employment. For purposes of this Agreement, membership in good standing means that Employees must pay regularly prescribed initiation fees, regular monthly union dues, and periodic assessments uniformly required of all members in the bargaining unit.

2.03 All Union Dues shall be deducted from the date of hire and are non-refundable. The Union shall notify the Employer when changes occur to the amount to be deducted, and of initiation fee, if applicable. The Union agrees to hold the Employer harmless against all claims, demands, and expenses should any person contend or claim that the Employer has acted wrongly or illegally in making such dues deductions, only to the extent as the deductions have been forwarded to the Union.

2.04 No work function normally carried out within the terms of the Agreement under the Union's jurisdiction, shall be contracted out of its jurisdiction.

2

2.05 It is agreed that Managers will not perform bargaining unit work, except in the following instances:

a) Instructing, training, or developing and introducing new equipment, techniques or products;

b) Preventing an accident or injury or preventing damage to property, equipment or product;

c) In cases of emergency to prevent the cancellation or delay of a live performance.

2.06 The Union agrees to supply competent personnel to perform such work as required by the Employer and further agrees to supply the same personnel for performances as for rehearsals of a production. Substitutions will only be made due to illness, accident or vacation.

2.07 In the event the Union is unable to supply qualified personnel, the Employer shall be entitled to hire such personnel. Those Employees shall be employed under and subject to all the rates, terms and conditions as set out in this Agreement.

2.08 When the Employer produces a travelling road show, and the Employer, at its sole discretion, elects to travel with a crew, it will give first consideration to Wardrobe and Wig Employees supplied by the Union.

2.09 The Employer shall allow the Business Agent or Representative of the Union reasonable access to the place of work. The Union agrees that such access shall not interfere with the Employer or with the Employee's abiljty to perform his/her duties. Except at the request of management, Union business and meetings will not be conducted during working hours on the Employer's premises.

2.10 No Employee will be dismissed without just cause. It is agreed that the Business Agent of the Union will be contacted prior to any decision to dismiss to ensure that the member has representation.

2.11 The Employer agrees to provide a bulletin board to the Union in places of employment where the membership of the Union shall have open, easy and equal access for the posting of notices and other materials of interest to its members.

2.12 Subject to the approval provisions of Article 4.02 (Selection), and termination provisions of this Agreement, the incumbent Department Heads shall have the right of first refusal to return to the position in which they were last engaged by the Employer.

2.13 The Employer agrees to grant unpaid leave when requested when the reason for such leave is reasonable. For all leave requests other than those set forth in Article 7.03 (Bereavement) , a written request for leave shall be submitted by the Employee to the Employer, and permission for such leave, if granted by the Employer at its sole discretion, shall be given to the Employee in writing. It is the responsibility of the Employee to assume all costs incurred by Employer arising directly from any leave other than for the reasons set forth in Article 7.03.

2.14 Employees agree to help Employees in other departments so long as their duties are not compromised and their competency is not questioned. The request for help shall not be in replacement of another Employee.

3

ARTICLE THREE· EXEMPTED PERSONS, EMPLOYEES, AND EVENTS

3.01 For productions at the Berkeley Street Theatre, Assistant and Apprentice Stage Managers may perform laundry and limited dressing duties where past practice would have those duties performed by such personnel. For productions at the High Park Amphitheatre, stage management personnel may assist the Head of Wardrobe with laundry and limited dressing duties where past practice would have those duties performed by such personnel.

3.02 Any tenants at the Company's facilities, or any activities connected in any way to The Canadian Stage Corporation where Wardrobe and Wig Attendants are engaged by companies other than The Canadian Stage Corporation, shall not be required to operate under this agreement. When the tenant requires the employing of a Wardrobe and/or Wig Attendant above the house crew, and the tenant advises the Employer of such intention to hire, then the Canadian Stage Corporation shall immediately refer the tenant to the Union's Business Agent.

3.03 The Employer may engage the services of a Wig and/or Makeup Designer, and a Wig and/or Makeup Supervisor, who are not members of the bargaining unit. The Wig and/or Makeup Designer shall design a character's wig and makeup, and shall be limited to hands on instruction. The Wig and/or Makeup Supervisor shall manage the artistic and production development of the wigs, and shall have the right to build wigs. The Wig and/or Makeup Supervisor shall engage the services of members of the bargaining unit for all other construction of wigs when there is sufficient call for such work. The Wig and/or Makeup Designer and the Wig and/or Makeup Supervisor, when not members of the bargaining unit, will not run assigned show-tracks and will not perform any maintenance during the performances of the production. •

3.04 The Employer may engage the services of a hairstylist who is not a member of the bargaining unit for the design of a character's hairstyle. This exemption shall apply only to the creation of the hairstyle. Such hairstylist will not perform the maintenance of the hairstyle through the performances of the production. In the event that a particular actor's contract contains a hairstylist approval clause, that hairstylist, whether or not he or she is a member of the bargaining unit, shall perform that particular actor's hairstyling before and during the run of performances. When an actor's contract contains the above approval clause, it is agreed that the Employer will supply the Union with a copy of the written request and will also supply a list of qualified union members to the performer.

3.05 Hairstyles which are for the Artist's personal grooming, or are not designed production elements, are not subject to the provisions of this Agreement.

3.06 Makeup applied by the actor will not be subject to the provisions of this Agreement.

ARTICLE FOUR· MANAGEMENT RIGHTS

4.01 Except as, and to the extent specifically modified by this Collective Agreement, all rights and prerogatives of management are retained by the Employer. The management of the Employer directs the control of its facilities and operations including, but not limited to, the right:

a) To make reasonable rules, regulations and policies, and to introduce practices governing the conduct and performance of Employees and working conditions in accordance with this Collective Agreement. All Employees shall obey all rules in respect of the workplace of any authorized Employer representative. Such reasonable rules, regulations, and policies shall be given, in writing, to each Employee prior to

4

implementation. It is understood that these rules, regulations, and policies will be in keeping with health and safety and workplace legislation. Once presented in written form to the member, the Union representative (Business Agent) should also receive a copy.

b) To determine the location and extent of its operations and their commencement, expansion, curtailment or discontinuance, in accordance with this Collective Agreement.

c) To select and direct the workforce in regard to hours of work (including whether there shall be overtime work); number of Employees; methods and standards of work; use of improved or changed methods/materials, machinery and equipment; description of work to be performed and assignment of work.

4.02 The Employer has the right to select Department Heads, providing that those selected are members in good standing of the Union.

4.03 The Employer may request that persons employed under this Agreement work in areas where the Union has no jurisdiction, but the exercise of this request by the Employer will not extend the Union's jurisdiction to those areas.

ARTICLE FIVE - DAY OFF

5.01 Monday shall be the day off for the purposes of this Agreement.

5.02 The Employer may designate Sunday in lieu of Monday as the Day Off for all purposes of this Agreement upon giving to the Union flot fewer than twenty one (21) days notice in writing of the new day off.

5.03 There shall not be more than one (1) change per four (4) consecutive week period during any production.

5.04 When unusual circumstances arise with regard to the day off, the parties agree that they will meet and will take reasonable measure to accommodate the situation.

ARTICLE SIX- STATUTORY HOLIDAYS

6.01 The following holidays shall be designated as Statutory Holidays for the purpose of this agreement:

New Year's Day Family Day Good Friday Victoria Day

Canada Day Civic Holiday Labour Day

Thanksgiving Day Christmas Day Boxing Day

6.02 If the Employee is required to work on a Statutory Holiday, and that day is not the designated day off, the Employee will receive Public Holiday Pay as defined by the Employment Standards Act of Ontario, and the Employee will be paid at one and one half (1.5) times the regular rate for all hours worked on that day.

6.03 If the Employee is required to work on a Statutory Holiday, and that day is also the designated day off, the Employee will receive Public Holiday Pay as defined by the Employment Standards Act of Ontario and the Employee will be paid at one and one half (1.5} times the regular rate for all hours worked on that day. The Employee shall also receive a day off in lieu

5

of the Statutory Holiday, such day to take place within the work week in which the Statutory Holiday takes place.

The Employer may, at its discretion, substitute for the day off in lieu referred to above, a premium payment of one and one half (1.5) times the regular rate for all hours worked on the day following the Statutory Holiday.

6.04 If the Statutory Holiday falls on the designated day off, and the Employee is not required to work on that day, the Employee will receive Public Holiday Pay as defined by the Employment Standards Act of Ontario, to be paid during the week in which the Statutory Holiday takes place.

The Employee shall also receive, under the circumstances set forth in 6.03 above, at the sole discretion of Employer, one of the following premiums: a day off in lieu of the Statutory Holiday, such day to take place within the work week in which the Statutory Holiday takes place, or a premium payment of one and one half (1.5) times the regular rate for all hours worked on the day following the Statutory Holiday.

6.05 If the Statutory Holiday does not fall on the designated day off, and the Employee is not required to work on that day, the Employee will receive Public Holiday Pay as defined by the Employment Standards Act of Ontario, to be paid during the week in which the Statutory Holiday takes place.

ARTICLE SEVEN • TERMS

7.01 The parties hereto agree that Employees shall be paid for services performed at salaries and/or rates in no event less than the amounts set out in Schedule A attached, and these monies shall be paid to the Employees Thursday, if by cheque, or Friday, if in cash or by direct deposit, of the following week.

7.02 The position of Wardrobe Head shall be entitled to twenty four (24) guaranteed forty (40) hour work weeks per Theatre Season (July 1 to June 30). Four (4) days or more shall constitute one week. Anything less than four (4) days shall be paid at the applicable hourly rate. The Employer will use every effort not to schedule less than four (4) days.

7.03 The Employer agrees to provide Employees with three (3) days paid bereavement leave in the event of the death of an immediate family member, spouse/partner, (step) children, (step) parents, siblings, grandparents, and parental in-laws. The Employee shall be paid for all of her/his scheduled calls missed during the bereavement leave.

7.04 The Wardrobe Head's weekly guarantee shall be calculated using a combination of regular hours and premium hours totalling to forty (40) hours before overtime is calculated.

7.05 All wig construction, alteration, and repair shall be performed by members of the Union, except as exempted in Article 3 Exempted Persons, Employees, and Events. The rate of pay for the performance of such wig construction and hairstyling services shall be negotiated between the Employer and the Employee and provided to the Business Agent. Wig pieces for example, but without limitation, also include all hairpieces, baldpates, prosthetics etc. All hairdressing services, except those specifically set forth in Article 3 above, including but not limited to cutting, perming, and colouring shall be performed by members of the Union possessing a valid and current Certificate of Qualification as a Hairstylist issued by the Ministry of Training, Colleges and Universities. The Union further agrees not to limit the Employer the ability to rent

6

Wigs or other hair pieces already constructed.

7.06 All makeup application shall be performed by members of the Union, except as exempted in Article 3 above.

ARTICLE EIGHT • HOURS OF WORK

8.01 A performance call shall be a working period of up to four (4) hours, and shall commence one hour prior to the curtain and continue until the final curtain.

All time worked over and above this period shall be paid at the applicable hourly rate as herein set forth. When a performance is completed prior to the maximum duration of the call, a period of fifteen (15) minutes shall be allowed without charge.

8.02 Minimum time for calls other than performances shall be four ( 4) hours. However, a minimum one (1) hour call may be attached to the beginning and/or end of a Show Call for those Employees already working the performance, and shall be paid at the applicable rate.

8.03 All other work shall be paid by the applicable hourly rate.

8.04 Pack-out: All members working a performance must do the pack-out if it takes place on closing night. The pack-out rate allows for packing to be done from time of call to one half (Yz) hour after the final curtain. The pack-out rate is an additional, one-time payment not subject to overtime or premiums. Any hours in ~ddition to this will be subject to the applicable rate.

8.05 Time shall be computed to the next half (Yz) hour for pay purposes under circumstances other than those set forth in Article 8.02.

ARTICLE NINE · BREAKS

9.01 A break of ten (10) minutes is allowed after each two (2) hours of work; work permitting. It is recognized that a performance call may not include such breaks.

9.02 An unpaid break of one (1) hour shall be given after five (5) hours of work.

9.03 For meal breaks of less than one (1) hour, Employees shall receive a minimum of one half (Yz) of one hour for the purpose of a meal and shall be paid through the break, and the Employer shall provide suitable food and beverage. In lieu of food and beverage, a payment of $15 will be deemed an acceptable alternate.

9.04 Where a break of more than two (2) hours occurs, the next call constitutes a new four (4) hour minimum call.

ARTICLE TEN · OVERTIME RATES

10.01 Overtime hours will be paid at one and one-half (1 Yz) times the regular rate in these circumstances:

• After eight (8) hours in one day • After forty (40) regular rate hours in one week

Daily hours paid at the overtime rate may not be used toward the weekly overtime calculation.

7

10.02 Time worked between midnight and 8:00 am shall be paid at two (2) times the regular rate.

10.03 Time worked on the Day Off shall be paid at two (2) times the regular rate. The Employer shall endeavour not to require the Employee to work more than twelve (12) days straight.

10.04 Any performances in excess of two (2) in one day shall be paid two (2) times the regular rate.

ARTICLE ELEVEN - BENEFITS

11.01 The Employer agrees to participate in the benefits plan on behalf of the Wardrobe and Wig Employees, known as the "Benefit Trust Fund of I.A.T.S.E. Local 822" for the duration of this Agreement.

11.02 The Employer shall contribute to the Retirement Savings Plan (RSP), the percentages of each Employee's wages as set forth in Schedule A of this Agreement.

11.03 The Employer shall deduct from those individuals participating in the RSP an amount equal to the contribution made by Employer on Employee's behalf as set forth in Article 11.02 above.

11.04 The Employer shall contribute on behalf of all Employees in the bargaining unit the percentages of each Employee's wages as set forth in Schedule A of this Agreement for the purpose of Health and Welfare.

The Incumbent Wardrobe Head, at the time of the signing of this Agreement, shall receive the existing health and medical benefits P.rogram currently received by such Incumbent Wardrobe Head. At such time as the position ot'Wardrobe Head is taken by another Employee, the incoming Wardrobe Head shall receive the prevailing Health and Welfare benefits received by the Wigs Head at the Bluma Appel Theatre at the time of such replacement.

11.05 Contributions and deductions for the purposes of the Retirement Savings Plan of Local 822, IATSE need only be made on behalf of those Employees identified by the Union as being participants. These deductions accompanied with a statement showing the names of all the individuals for whom contributions have been made, and the respective amounts in each case, shall be remitted monthly by cheque payable to the "Benefits Trust Fund of IATSE Local 822", and sent to the Trustee of the fund as designated by the Union no later than the 15th day of the following month on which the contributions are based.

11.06 The Employer shall contribute on behalf of all Employees in the bargaining unit the percentages of each Employee's wages as set forth in Schedule A of this Agreement to the "IATSE Local 822 Education and Industry Promotion Fund", and send this contribution to the Trustee of the fund as designated by the Union no later than the 15thday of the following month on which the contributions are based.

ARTICLE TWELVE-VACATION

12.01 Employees shall receive Vacation Pay as set forth in Schedule A of this Agreement.

12.02 At such time as the Incumbent Wardrobe Head, at the time of the signing of this Agreement, is replaced by another Employee, the incoming Wardrobe Head shall receive the prevailing rate of Vacation Pay received by the Wigs Head at the Bluma Appel Theatre at the time of such replacement.

8

ARTICLE THIRTEEN - KIT FEE

13.01 On productions requiring large (extensive) sewing kits or hair and makeup supplies, the Employer will furnish the same. If a member is requested, and authorized by the Employer, to provide any such equipment, a daily rental fee will be charged.

The daily rental fee once established cannot be altered by either party and the fee shall be paid to the member for the run of the show.

13.02 The fee must be received within thirty (30) days of submitting and invoice.

13.03 Employees may receive a T2200 form for any requirements once a legitimate receipt is submitted.

A basic sewing kit will be comprised of the following : • Black thread • White thread

• Needles

• Seam ripper

• Thimble • Flash light • Apron

A basic make up/hair kit: • Haircomb • Hair brush • Bite light • Apron

Extensive kits have additional items and must be requested by the Employer.

ARTICLE FOURTEEN - TV AND FILM

14.01 The Employer may arrange for the production to be televised, videotaped or filmed for news or publicity purposes and there shall be no additional payments to the Employees, provided that not more than five (5) minutes of the production is presented for viewing.

14.02 The Employer may film or video tape the production for archival purposes and there shall be no additional payments to the Employees.

14.03 Whenever the auditorium of the Berkeley Street Theatre is used for recording television, videotape or motion pictures, other than the recording of Employer's production of a play, the Employer, the engaging Producer, and the Union shall negotiate in good faith the number and responsibilities of Employees required by the engaging Producer. In no event shall the number of Employees engaged by the engaging Producer be fewer than one (1 ). All Employees provided by the Union for such engagements shall be paid at the rate of one and one-half (1.5) times the regular rate.

14.04 In the event that Employer's production of a play is filmed or videotaped for the purpose of televising or exhibiting in whole or in part, and other than as provided for under this Article, the Employer, the engaging Producer, and the Union shall negotiate in good faith the number and responsibilities of Employees required by the engaging Producer. In no event shall the number of Employees engaged by the engaging Producer be fewer than the running crew of

9

Producer's production of the play. Employees shall be remunerated in accordance with this Agreement and shall receive in addition, a premium equal to fifty percent (50%) of the monies earned for that show call. All calls other than show calls shall be paid at the applicable rate under this Agreement.

ARTICLE FIFTEEN - HEAL TH AND SAFETY

15.01 The Employer agrees to place all Employees supplied by the Union under the protection of the Workplace Safety and Insurance Act and Regulations, 1997 or some similar Insurance coverage with benefits at least equal to those provided by said Act.

15.02 The Employer and Union agree that the health and safety of all the Theatre's Employees is a concern of the highest priority and realizing the benefits to be derived from a safe and healthy workplace, agree that they together with all Employees, stewards, and managers at all levels and departments will co-operate to promote safe work practices, healthy conditions, and the enforcement of safety rules.

ARTICLE SIXTEEN - NON DISCRIMINATION

16.01 The Employer recognizes the need to provide an environment free from discrimination including, but not limited to, bullying.

The Employer agrees that there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any person in regard to salaries, rank, appointment, promotion, tenure, reappointment, dismissal, leaves, fringe benefits, or any other matter arising from this Agreement, by reason of age (except for retirement by legislation), race, language, creed, colour, ancestry, ethnic or cultural background, national origin, political or religious affiliation or belief, sex, sexual orientation, marital status, family relationship, personal or social life style or behaviour, record of offenses, by reason of the person's membership in the Union, nor by reason of his/her activity in the Union, clerical or lay status, handicap or disability including physical handicap (except for such distinction, exclusion, limitation or protection as may meet the criteria of a bona fide occupational requirement).

ARTICLE SEVENTEEN - VIOLENCE IN THE WORKPLACE

17.01 The Employer and the Union recognize that every Employee has a right to freedom from violence in the workplace. Violence refers to any conduction directed towards a member that hurts or causes harm through verbal, physical, sexual or psychological means. Workplace violence involves any incidents where an Employee is abused, threatened, or assaulted during the course of his/her employment. This includes the application of force, threat with or without a weapon and severe verbal abuse.

ARTICLE EIGHTEEN - NO STRIKE OR LOCKOUT

18.01 The Union agrees that it shall not call, authorize or engage in any unlawful strike for the duration of this Agreement. The Employer agrees that it will not engage in any lockout for the duration of this Agreement.

18.02 The word "strike" and the word "lockout" as used in this Article shall have the same meaning given to those words in the Ontario Labour Relations Act, 1995.

ARTICLE NINETEEN -GRIEVANCE AND ARBITRATION

19.01 An Employeeshall have the right to have the Steward (or Union Representative) at any meeting where discipline will be given. The Employer will notify the Employee and the Steward

10

when such meeting is to occur.

19.02 The Union and the Employer recognize that the grievance procedure is among the most important matters in the successful administration of this Collective Agreement. It is agreed that all possible means will be used to settle disputes arising between an Employee and the Employer with respect to the application, interpretation or alleged violation of this Agreement. It is also further agreed that time limits fixed in the grievance and arbitration may be extended by written consent of the parties to this Agreement.

19.03 Grievance: For the purpose of this section, business days shall mean Monday to Friday. Any dispute or difference arising between the Employer and Employee or official of the Union, shall first be referred in writing to the Employer and the Representative of the Union within five (5) business days from the time the circumstances upon which the complaint is based were known. The Steward or Union rep will then submit it to the immediate supervisor. The Employee, Steward, Union rep and supervisor shall discuss the complaint within five (5) business days and the supervisor shall provide their decision, in writing, within five (5) business days following the discussion.

Should the decision be unsatisfactory to the griever they shall bring the concern, in writing, to the attention of the Director of Production or designate. The Director or designate shall convene a meeting within five (5) business days, which shall include the Employee and Steward to discuss the matter. The Director shall provide their decision, in writing, within five (5) business days of such meeting.

Failing any amicable settlement either party to this agreement shall bring the concern, in writing, to the attention of the Business Agent, President or designate of the Union and to the attention of the Managing Director or designate of the Employer, whichever the case may be, within five (5) business days of the decision of the Director, or from the time of a suspension or dismissal. The parties shall communicate within a reasonable period of time, which will not exceed fifteen (15) calendar days, to resolve the grievance. Should there be no settlement satisfactory to either party the matter shall be referred to arbitration.

19.04 No grievance shall be referred to arbitration unless it was submitted in writing to the appropriate Union representative within ten (10) days of the circumstances giving rise to the difference, as set forth in this Article.

19.05 Arbitration: For the purpose of this section, periods of time referred to in days shall be deemed to mean such periods of time calculated on consecutive days exclusive of Saturdays, Sundays and Statutory Holidays. The parties to this Agreement shall make every effort to meet to further discuss the grievance in order to determine if an amicable settlement can be reached prior to the hearing of the arbitrator.

The party desiring to submit to arbitration shall deliver to the other party notice in writing of its intention within five (5) days after the completion of the grievance procedure. This notice shall include the Article(s) and Clause(s) of the agreement that have been allegedly violated or misinterpreted and will stipulate the nature of the relief or remedy sought. The notice will also include a list of suggested Arbitrators to hear the issue.

In the event that the parties are unable to agree on a single arbitrator within five (5) days, either party may request the Minister of Labour to appoint an Arbitrator.

The Arbitrator shall schedule a hearing as soon as possible, wherever possible within sixty

11

(60) days of appointment.

19.06 The arbitrator shall have no authority to alter, add to or amend the terms in this Agreement, but shall be limited to fact finding, without the addition of meaning or intent, and apply them to the terms which have been negotiated.

19.07 The cost of the arbitrator shall be borne equally on the parties.

ARTICLE TWENTY- COMMUNICATION

20.01 The Union and Management agree that communication is a critical component of the day to day operations of the organization and relationship. Both parties agree to meet on a quarterly basis or more frequently, if needed, to discuss topics at hand and concerns to avoid conflict. The meetings can be requested by either party and will be documented by the parties attending.

ARTICLE TWENTY ONE - LEGISLATIVE CHANGES

21.01 If any parts of the conditions of employment as outlined in the Agreement are determined to be illegal by a judicial or legislative action, the remaining articles shall continue to be operative.

21.02 if it is deemed necessary to renegotiate any Article for the purpose of legislative or judicial conformity, such negotiation shall be subject to the following:

a) All changes must be by mutual consent; and

b} All changes will become a part of.this Agreement.

12

ARTICLE TWENTY TWO • CONTRACT TERMS

22.01 All provisions of this Agreement shall come into force on the date of signing and shall remain in force until June 30, 2021.

22.02 In the event that prior to the expiration date of this Agreement either party desires to negotiate a new Agreement, notice in writing shall be given to the other party not more than ninety (90) days prior to the expiration of this Agreement. If such notice is give by either party and no new Agreement is reached, all the provisions of this Agreement shall continue to be observed by both parties.

22.03 Upon receipt of notice from either party of a desire to negotiate a new Agreement, as provided for above, a meeting shall be held within fifteen(15) days, or later if mutually agreed upon by both parties, for the purpose of negotiations, and further meetings shall be held as frequently as possible until settlement is reached, or until either party makes application for conciliation.

22.04 If neither party gives notice of a desire to negotiate a new Agreement, this Agreement shall be automatically renewed for a further period of one (1) year, and from year to year thereafter.

DATED at TORONTO this __ 2_lf~#i.--- day of _~0,~~~~~~~--· 2018

THE CANADIAN STAGE CORPORATION

On behalf of the Employer:

~ ~ Executive Producer Controller

LOCAL# 822 OF THE INTERNATIONAL ALLIANCE OF THEATRICAL STAGE EMPLOYEES AND MOVING PICTURE TECHNICIANS, ARTISTS AND ALLIED CRAFTS OF THE UNITED STATES, ITS TERRITORIES AND CANADA

(Theatrical Wardrobe, Makeup Artists and Hairstylists)

On behalf of the Union:

~~;¥ President

~~~~ / Michelle Di Cesare

Business Agent

13

Wardrobe Head Hourly Packout

Film/Television

Bluma Wig Head Hourly Packout

Bluma Attendant Hourly Packout

Berkeley /High Park

Hourly Packout Film/Television

Child Actor Guardian Hourly

Benefits Vacation Health & Welfare RSP Contribution

Education

October 24, 2018- June 30,

2019

26.37 34.28

39.55

26.37 I 34.28 I

24.12 I 31.82 I

21.00 27.30

31.50

16.00

Schedule A Rates and Benefits

July 1, 2019-June 30, 2020

26.77

34.79

40.15

26.77 I 34.79 I

24.48 I 31.82 I

21.32 27.71

31.97

16.24

Incumbent Wardrobe Head* 8% 0%

3% 1%

July 1, 2020-June 30, 2021

27.17

35.32

40.75

27.17 I 35.32 l

24.85 I 32.30 l

21.63

28.13 32.45

16.48

All Others 5%

2%

3% 1%

*Wardrobe Head Vacation Pay and H&W rates to the Incumbent only; see Articles 11.04 and 12.02 of Agreement.

14