COLLECTIVE AGREEMENT

B E T W E E N

SAMUEL PLATE SALES Division of Samuel, Son & Co. Limited

and

UNITED STEEL WORKERS

Locals 8214 & 2020

Effective

February 1, 2015 To January 31, 2018

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TABLE OF CONTENTS Page

ARTICLE (1) UNION RECOGNITION............................................... 2 ARTICLE (2) NO DISCRIMINATION................................................ 3 ARTICLE (3) MANAGEMENT........................................................... 3 ARTICLE (4) UNION SECURITY...................................................... 4 ARTICLE (5) ADJUSTMENTS OF GRIEVANACES....................... 5 ARTICLE (6) ARBITRATIONS.......................................................... 8 ARTICLE (7) DISCHARGE................................................................ 8 ARTICLE (8) SENIORITY.................................................................. 9 ARTICLE 8.07 JOB POSTINGS......................................................... 12 ARTICLE 8.08 SPARE JOB POSTINGS........................................... 13 ARTICLE (9) LEAVE OF ABSENCE............................................. 16 ARTICLE (10) SAFETY AND HEALTH......................................... 18 ARTICLE (11) PAY ON DAY OF INJURY..................................... 22 ARTICLE (12) BULLETIN BOARDS/OFFICE/CATERING......... 22 ARTICLE (13) UNION REPRESENTATIVES.................................. 23 ARTICLE (14) COMMITTEE PERSONS & STEWARDS.............. 23 ARTICLE (15) HOURS OF WORK AND OVERTIME.................. 24 ARTICLE (16) REPORTING ALLOWANCE.................................. 26 ARTICLE (17) CALL IN PAY........................................................... 26 ARTICLE (18) RELIEF PERIODS................................................... 27 ARTICLE (19) LUNCH PERIODS.................................................... 27 ARTICLE (20) PLANT HOLIDAYS................................................. 27 ARTICLE (21) VACATIONS............................................................. 28 ARTICLE (22) WAGES..................................................................... 31 ARTICLE 22.08 WAGE SCALE.................................................... 33 ARTICLE (23) BENEFITS................................................................. 35 ARTICLE (24) NO STIKE OR LOCK-OUT.................................... 40 ARTICLE (25) BEREAVEMENT..................................................... 40 ARTICLE (26) JURY DUTY AND WITNESS PAY...................... 41 ARTICLE (27) MEAL ALLOWANCE........................................... 42 MEMORANDUM OF SETTLEMENT…………………………. 43 LETTER OF UNDERSTANDING A.......................................... 44 LETTER OF UNDERSTANDING C......................................... 45 LETTER OF UNDERSTANDING D......................................... 46 LETTER OF UNDERSTANDING E......................................... 47 LETTER OF UNDERSTANDING F......................................... 48 LETTER OF UNDERSTANDING G........................................ 49 LETTER OF UNDERSTANDING I.......................................... 50 LETTER OF UNDERSTANDING K........................................... 51 LETTER OF UNDERSTANDING L............................................ 52

P a g e | 2 ARTICLE 1 - UNION RECOGNITION 1.01 The Company recognizes the Union as the sole and exclusive

bargaining agent of all employees of Samuel Plate Sales, in Stoney

Creek and the Greater City of Sudbury, save and except foremen,

persons above the rank of foreman, sales and office staff.

1.02 The terms and conditions set forth in this Agreement shall have full

force and effect for all employees in the bargaining unit as described in

the preceding paragraph.

1.03 Persons whose regular jobs are not included in the bargaining unit shall

not work on any jobs which are included in the bargaining unit except:

(a) For experimental purposes;

(b) To correct faulty operations;

(c) To instruct; and

(d) In emergencies, when no qualified

employee is available.

1.04 The company recognizes that one of the most important aspects of contracting

out is the need to communicate with the Union prior to deciding whether or not

to contract out work. Therefore, the parties agree to meet to discuss jobs that

may need to be contracted out so that each party understands the necessity of it.

P a g e | 3 ARTICLE 2 - NO DISCRIMINATION

2.01 The Company and Union agree that there will be no discrimination,

intimidation, interference, restraint or coercion exercised or practised

upon employees of the Company or any third party by any of its

members or representatives. There will be no Union activity,

solicitation for membership and no meetings on site except with the

prior permission of the Company.

ARTICLE 3 - MANAGEMENT

3.01 It is expressly understood that all rights not specifically covered by this

Agreement shall remain the rights of the Company. The Company shall

not exercise its right to direct the working force in a discriminatory

manner.

3.02 In all cases the Collective Agreement supersedes anything which is

found in the C.W.S. Manual or job description. Furthermore, the

description or classification cannot be used by an employee covered in

this Agreement to refuse to perform only certain described or classified

work. Work that had been traditionally performed would continue to be

performed without it necessarily appearing in the job description.

P a g e | 4 ARTICLE 4 - UNION SECURITY

4.01 It shall be a condition of employment that all employees covered by this

Agreement shall become members of the Union and shall remain

members in good standing during the duration of this Agreement and

any succeeding Agreements between the parties.

4.02 The Company will introduce new hires (students excluded) to the

President or delegate and the Health and Safety Committee of locals

8214 or 2020 whichever is applicable.

The Company will allow one (1) hour for this orientation.

4.03 The Company shall deduct Union dues including, where applicable

initiation fees and assessments on a weekly basis from the wages of

each employee covered by this collective agreement. The amount of

dues shall be calculated in accordance with the Union’s Constitution.

4.04 All dues initiation fees and assessments shall be remitted to the union

forthwith and in any event later than 15 days following the last day of

the month in which the remittance was deducted. The remittance shall

be sent to the International Secretary Treasurer of the United

Steelworkers of America, AFL-CIO-CLC. P.O. Box 13083 Postal

Station “A” Toronto, Ontario M5W 1V7 in such form as shall be

directed by the Union to the Company along with a completed Dues

remittance Form R115. A copy of the Dues remittance Form R115 will

also be sent to the Union office designated by the Area Coordinator

4.05 The remittance and the R115 form shall be accompanied by a statement

containing the following information:

a) A list of names of all the employees from whom dues were

deducted and the amount of the deducted

b) A list of names of all the employees from whom no deductions

have been made and reasons.

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c) This information shall be sent to both Union addresses

identified in article .02 in such form as shall be directed by the

union and the company.

4.06 The Union shall indemnify and save the Company harmless against all

claims or other forms of liability that may arise out of any actions taken

by the Company in compliance with this article.

4.07 The Company, when preparing T-4 slips for the employees will enter the

amount of Union dues paid by the employee during the previous year.

4.08 In the event that the Company is found to have violated the provisions

of this article by an arbitrator appointed pursuant to this collective

agreement, all costs of the arbitrator and disbursements shall be born

exclusively by the Company. Further, if the company is found by an

arbitrator not to have remitted union dues in accordance with this

article, the Company shall pay a specific penalty in addition to such

other remedy as may be ordered by the arbitrator. The penalty shall be

a payment in an amount equivalent to the amount in dues monies that

was not paid or paid late in violation of this article as found by the

arbitrator. The penalty shall be paid to the Union’s International

Secretary.

ARTICLE 5 - ADJUSTMENT OF GRIEVANCES

5.01 The purpose of this section is to establish a procedure for discussion,

processing and settlement of grievances as defined in Clause 5.02 of

this Article.

5.02 "Grievance" shall mean a complaint or claim concerning unjust

discharge, or involving discharge, or involving any matter relating to

wages, hours or working conditions, including questions or

interpretation or application of, or compliance with, the provisions of

this Agreement.

P a g e | 6 A grievance filed pursuant to this Article shall state the particulars of

the grievance and remedy sought.

5.03 It shall be optional to the Company to decline to consider any

grievance, the alleged circumstances of which originated or occurred

more than ten (10) calendar days prior to its presentation. When an

alleged grievance is of such a nature that the employee concerned

would not have been aware of its alleged occurrence at the actual date,

the grievance shall be deemed to have occurred on the first date of

which the employee could have had such awareness.

5.04 Grievance

Any employee who believes that he/she has a justifiable request or

complaint may discuss the claim or complaint with his/her supervisor,

with the Grievance Committee person present, if requested. The

supervisor shall state his/her decision within one (1) working day, or a

time mutually agreed upon.

5.05 Step No. 1

If the matter has not been settled, the complaint or grievance must be

presented in writing to the supervisor and signed by the employee(s)

and Steward concerned. This step of the procedure is to be processed

within five (5) working days and decision rendered in writing by the

supervisor within three (3) working days.

5.06 Step No. 2

Should the employee be dissatisfied with the supervisor's reply to the

grievance, he/she may, within five (5) working days, refer such matter

to the Superintendent. The Superintendent and/or the supervisor shall

meet, if necessary, with the grievor and his/her Committee person. The

Superintendent shall then answer the grievance in writing within five

(5) working days, or a time mutually agreed upon.

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5.07 Step No. 3

If no settlement is reached at Step No. 2 within five (5) working days,

the Grievance Committee, not exceeding three, in number (3), and

representatives of management will meet to discuss the grievance

within five (5) working days, or at a time mutually agreed upon. The

decision will be rendered in writing within five (5) working days. The

Union's representative may be in attendance at this meeting. If the

grievance is not settled then, at the request of either party to this

Agreement, the grievance may be referred to arbitration within thirty

(30) days of receipt of this decision.

5.08 The Union shall have the right to initiate a group grievance at Step No.

2 or a grievance of a general nature, which affects all employees, at

Step No. 3 of the Grievance Procedure.

5.09 Any written grievance or reply to a written grievance which is not

processed within the time limits shall be settled in favour of the party

that is not in default of the time limits. Any grievance awarded by this

process of time limitations shall not be considered precedent setting in

any manner and shall not be used in evidence with regard to supporting

further grievances. However, any time limits set forth in this Article

may be extended by mutual agreement between the Company and the

Union. Subsection 44(6) of the Ontario Labour Relations Act shall not

apply to these time limits.

P a g e | 8 ARTICLE 6 - ARBITRATIONS

6.01 Where a difference arises between the parties relating to the

interpretation, application or administration of this Agreement

including any questions as to whether a matter is arbitratable, or where

an allegation is made that this Agreement has been violated, either of

the parties may, after exhausting any grievance procedure established

by this Agreement, notify the other party in writing of its desire to

submit the difference of allegation to arbitration.

6.02 The matter shall then be referred to a single arbitrator, who shall be

mutually agreed upon. In the event of failure of the parties, within

thirty (30) days, to agree on an arbitrator, the appointment shall be

made by the Minister of Labour for Ontario upon the request of either

party. The expenses of the arbitrator shall be jointly borne by the

parties.

ARTICLE 7 - DISCHARGE

7.01 A claim by an employee, with seniority, that he/she has been discharged

without just cause will be treated as a grievance if a written statement of

the grievance is lodged with management within three (3) working days

after notification in writing of the discharge. A discharged employee

may interview the Steward for a reasonable period of time, if he/she so

requests, before leaving the Company's premises. The preliminary

steps of the grievance procedure shall be eliminated in such cases, and

discussion of the grievance shall commence at the grievance committee

level (Step No. 3). The Union shall be notified in writing immediately

of all cases of discharge.

7.02 Such a grievance may be resolved by confirming the Company's action

in discharging the employee, or by reinstating the employee with full

compensation for time lost, or by any other arrangement which is

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considered just and equitable in the opinion of the parties of the

Arbitrator to which the matter is referred.

7.03 The Company and the Union agree that disciplinary penalties shall not

be imposed unnecessarily or unjustly. Employees will be disciplined in

the presence of a Steward. Disciplinary notices shall be in triplicate;

one for the employee being disciplined; one copy for the Union; and

one copy for the Company. The Steward shall sign the Company's copy

only for the purpose he/she has read same. If, after a reasonable period

of time has passed (6 months for minor infractions and 12 months for

major infractions), and with no recorded offences, the employee's

record shall be considered clear.

ARTICLE 8 - SENIORITY

8.01 The parties recognize that job opportunity and security shall increase in

proportion to length of service and qualifications. It is therefore agreed

that in all cases of vacancy, promotion, transfer, lay-off and rehiring

after lay-off, senior qualified employees shall be entitled to preference.

If the vacancy or permanent newly created position is not filled as a

result of a posting, or if no suitable applicants are received, the

employer reserves the right to hire.

8.02 In recognition of the responsibility of management for the efficient

operations of the plant, it is understood and agreed that in all cases

Management shall have the right to pass over any employee if it

establishes that he/she does not have the ability to perform the work or

has not performed to standard on his/her present or last successful bid

job. If a dispute arises as to his/her ability to perform the work, he/she

shall be given a trial period as specified in Clause 8.07(c). It is

expressly understood that this does not apply in cases of bumping due

to lay-off.

P a g e | 10 8.03 Seniority of each employee covered by this Agreement shall be

established after a probationary period of sixty (60) days worked and

completed within ninety (90) working days and shall count from date of

employment. Seniority shall be accumulated and maintained within the

following divisions:

1) Sudbury Local 2020

2) Stoney Creek Local 8214

An employee may only use such seniority provisions within his own division.

8.04 Seniority shall be maintained and accumulated during:

(a) absence due to lay-off;

(b) sickness and accident; and

(c) authorized leave of absence.

8.05 An employee shall lose his/her seniority standing and his/her name shall

be removed from the seniority list for any one of the following reasons:

1) If the employee voluntarily quits;

2) If the employee is discharged for proper cause and is not reinstated in

accordance with the provisions of this Agreement;

3) If the employee is laid off and fails to return to work within five (5)

working days after he/she has been notified to do so by the Company by

registered mail to his/her last known address. A copy of such notice

shall be sent to the Union;

4) If absent for three (3) consecutive working days without notifying the

Company, unless having legitimate reasons for not doing so;

5) If an employee less than (1) year's service has been off the active

payroll of the Company for a period of six (6) months. In the case of an

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employee with one (1) year of service, this shall be extended to twelve

(12) months. In the case of an employee with two (2) years or more of

service, this will be extended to two (2) years;

6) If an employee is transferred out of the bargaining unit and returns to

the bargaining unit within a six (6) month period from the time of

his/her leaving the unit, he/she will return to his/her former job with no

loss of seniority. If the employee returns after a period of six (6)

months but less than one (1) year, the employee will return to the job of

Labourer with full seniority.

Such employee shall pay Union Dues for the first six (6) months after

he/she has left the bargaining unit.

8.05 (a) Employees on W.S.I.B. L.T.D. or Short Term Disability will retain

benefits and have seniority continue (except due to lack of work) based

on service as follows:

Less than 1 year

6 months;

One year or more, but less than 2 year

1 year;

Two years or more, but less than 5 years

2 years;

Five years or more, but less than 10 years

4 years;

Ten years or more, but less than 15 years

6 years;

Fifteen years or more, but less than 20 years

10 years;

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Twenty years or more until age 65.

Further, an employee may subsequently utilize his/her full seniority,

accumulated to time of cut-off, to return as a labourer. He/she may then

use his/her seniority to apply to postings.

8.06 The Company shall maintain seniority lists for each division and shall

issue at least quarterly. Detailed seniority lists showing address, job

title, etc., shall be issued in June and December. Copies of seniority

lists shall be provided to the Union.

8.07 Job Postings

(a) Notices of all vacancies and newly created jobs shall be posted

on the Union bulletin board for a period of three (3) full

working days. Employees wishing to bid for such job shall

signify their desire by completing an application for the job

posting. The applicant shall be selected in accordance with the

provisions of Clauses 8.01 and 8.02 above.

In the event a successful applicant of a job posting declines or is

not successful in qualifying for the job and returns to his/her

previous job, the next senior applicant will be awarded that

posting.

(b) Employees performing work on jobs related to the job vacancy

may not be given consideration if they have received a written

warning because of poor workmanship on the related job in the

past six (6) months.

(c) Employees accepted by the Company on a posted job who fail

to qualify after a maximum of ten (10) working days trial

period, shall be extended an additional five (5) days at the

request of either party if there remains a doubt of the applicant's

ability to do the job, depending upon the operation, shall be

returned to his/her former job unless during such period a

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reduction in the work force has taken place which would have

affected the employee. In such case, he/she shall be moved to a

job in accordance with his/her seniority for which the

employee is qualified to perform the work.

(d) Employees shall not be allowed to bid laterally or down more

than once per year unless such posting is to or from a steady

shift. If an employee posts to a higher job and voluntarily

resigns they cannot post to the same job for a period of 6

calendar months.

Employee voluntarily resigning a job must do so in writing.

They will be reassigned when a qualified employee is available

or a candidate from a posting has been selected and trained for

said job.

8.08 Spare Job Posting

1. The purpose of the Company’s spare job system is as follows

(a) To fill vacancies for vacations, leave-of-absence, sickness,

accidents and where the incumbent employee is not available.

(b) To provide training and potential for advancement.

2. The following will apply in so far as it is practicable for the

Company to do so, consistent with the efficient operation and

production of the Plant.

(a) The senior applicant shall be awarded the position of the Spare

Job.

(b) The successful applicant will be trained consistent with Article

8.07. Upon completion of the training, such applicant will be

returned to his previous job.

(c) No employee qualified as a spare can hold more than one spare

position at anytime.

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(d) When a scratch vacancy occurs the Company will fill the job

vacancy with any qualified employee available as long as no

overtime is incurred. First preference will be given to the spare

if he is on shift and available.

(e) There will be two (2) spare positions for all jobs Group (2) and

above with up to four (4) spare positions for each job in

Warehouseman, Cranes and Burner Operator. The Company

agrees to provide the Union with an updated list of all the

incumbent employees in each job as well as the Spare for each

job as soon as possible, and thereafter every three months.

(f) An employee who is qualified as a spare and is assigned to his

spare position will return to his previously held job in his

department when his assignment is complete. Provided the

employee’s seniority allows for such displacement.

3. A qualified employee is an employee who has:

I. Worked on a job through a permanent posting.

II. Worked on the job as a spare.

III. Holds or has held or is capable to train and obtain a valid

license or certificate.

4.(a) The Parties agree if an employee resigns from a spare position,

he will not be allowed to apply for that particular job for a

period of six months from the date of resignation. The Company

shall have the option to use an employee who had resigned

under the provision of this article for the period of (30) calendar

days from the day of resignation. The Company will repost the

position within 30 calendar if the need arises

(b) The Company agrees to utilize all Spare employees in a fair and

equitable manner in the assignment of a spare job position and

agrees to utilize the senior spare first whenever possible.

P a g e | 15 8.09 Lay-off Procedure

When it becomes necessary to reduce the working force, employees will

be taken out of their job class by virtue of plant seniority, i.e. lower

employees will be displaced first.

Company will provide dental and medical coverage for 4 weeks from

the date an employee is laid off.

8.10 Employees displaced by a reduction of the work force may displace or

bump employees with less seniority in the plant provided the senior

employee can satisfactorily perform the work, the employee shall be

able to bump downwards, laterally and upward.

It is expressly understood that in cases of bumping due to lay-off, a one-

time familiarization period of five (5) working days will be given; if an

employee had held the position at any time in the past, the company

agrees as part of the familiarization they will train the employee on the

changes or modification that have occurred since they last performed

the job. Should he/she be unable to perform the job, he/she will be laid

off.

8.11 Lay-offs will be by plant seniority, i.e. lower seniority employees will

be laid off first.

Employees with seniority may accept a lay-off rather than displace

junior employees. If an employee accepts a lay-off rather than a

displacement, he/she will maintain his/her rights for his/her job in

accordance with Article 8, Clause 5. When work is available in his/her

job class, he/she will be recalled providing senior employees who can

satisfactorily perform the work are not on lay-off. An employee

accepting this option will sign a memo indicating his/her intention at

time of lay-off

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8.12 Employees displacing junior employees will maintain their right to return

to their job from which they were displaced when work resumes.

8.13 Employees displaced by a reduction of work may bid on any job that is

posted, however, if the bid is successful to a permanent job, the employee

will lose his/her rights to his/her previously held job.

8.14 The parties will meet and discuss any new jobs that become effective during

the life of this Agreement. Failing a satisfactory settlement of the rate of

pay for the new job, the rate of pay may be processed as a grievance

commencing at Step 3 of the Grievance Procedure. The Company will

endeavour to discuss such new jobs prior to them becoming effective.

8.15 It is agreed that the President, will be offered steady days if agreed by both

parties of Local 8214 and the Plant Chairperson of Local 2020 will be

credited with the highest seniority during their respective terms of office

and will be retained by the company in the event of a layoff as long as they

are qualified and willing to perform the work.

8.15 This Article will be amended as follows: “In the event of a layoff of an

employee with seniority the Company will give the employee and the

Union five (5) working days notice of layoff or pay in lieu thereof to the

employee”

ARTICLE 9 - LEAVE OF ABSENCE

9.01 Personal Reasons

An employee shall be allowed up to thirty (30) days leave of absence

without pay for personal reasons if:

(a) he/she requests it in writing from

Management; and

(b) the leave is for good reason and does not

interfere unduly with operations except

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in emergency situations when leave shall

be granted in any event.

9.02 A leave of absence may be extended for an additional thirty (30) day

period if there is a good reason and Management approves. The

employee must request the extension in writing before his/her original

thirty (30) day leave is up.

9.03 The Union will be notified of all leaves granted under this section.

9.04 Leave to Attend Union Conventions

Up to three (3) employees who have been elected or appointed by the

Union to attend Union conventions or conferences shall be granted a

leave of absence, without pay, for this purpose. The Union will inform

the Company of the names of the delegates. One employee shall be

granted leave from Local Union 2020.

9.05 Leaves of absence for the purpose of extending vacations for a period of

up to two (2) weeks will be granted to one employee on the basis of

seniority in each location between June 15th and September 15th in

each year.

Such request must be made in writing to the Company prior to February

1st of the year in which the request is made.

9.06 The Company will grant Local 8214, subject to operational needs, an

education leave of fifteen (15) days with pay in each calendar year.

Such leave shall not be unreasonably or arbitrarily withheld.

Local Union 2020 will be granted an educational leave of five (5) days

with pay in each calendar year.

9.07 Upon written application, the Company will grant subject to operational

needs, to one employee once per contract period, an unpaid leave of

absence to work in an official capacity for the International Union or

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his/her amalgamated local union. Such leave to be not less than 60

calendar days and not more than 2 years. The employee will be solely

responsible for benefit costs during his absence (including pension cost

if applicable). Such costs of benefits will be paid to the Company.

Further, the seniority and pension credits of an employee who is granted

a leave under this Letter shall continue to accrue.

ARTICLE 10 - SAFETY AND HEALTH

10.01 The Company is committed to the health and safety of its employees.

Protective devices and other equipment deemed necessary to properly

protect employees from injury shall be supplied by the Company.

10.02 The Union agrees to support the use of all safety devices provided and

to co-operate with the Company in the elimination of all industrial

accidents.

10.03 The Company shall supply boots up to the value of one hundred & fifty

dollars ($150.00) per calendar year to each employee as of date of

ratification. New employees will be reimbursed for the full cost of the

first pair of safety boots up to one hundred & fifty dollars ($150.00),

however, if the new employee does not successfully complete the

probationary period, the full cost up to one hundred & fifty dollars

($150.00) will be deducted from the employee's final earnings. An

additional allowance up to one hundred and fifty dollars ($150.00) per

year will be allowed for regular outside workers, maintenance

personnel, and shunters when new winter safety boots are required.

10.04 Items supplied by the Company shall remain the property of the

Company and except with permission shall not be removed from the

Company's premises and must be returned. Items not returned will be

paid for by the employee.

P a g e | 19 10.05 The Company shall supply protective clothing against the weather for

those employees required to work in unsheltered areas as is the present

practice.

Employees who are normally inside workers and are requested to work

out of doors during the winter months, will be provided (in inclement

weather) with overshoes and/or jacket as required for that shift and

further shifts if assignment is temporary.

Each contract year, Local 2020 will be provided with one (1) heavy

winter parka and one (1) pair of galoshes or rubbers to fit over safety

boots.

10.06 The Company will supply gloves on an EXCHANGE basis up to a

maximum of one pair bi-weekly (once every two weeks) or as required.

10.07 The Company will continue to provide coveralls on an exchange basis

to maintenance employees.

The Company agrees to increase the tool allowance to $500.00 per year

provided that receipts are submitted and are for the purchase of tools

required to perform his duties. If, in the event of a break in or if

evidence of a major theft exists, the company agrees to work with the

specific employee to replace their tools within a reasonable limit.

Maintenance employees and mechanics who are required to provide

their own tools will be covered by insurance provided for by the

Company in the loss by theft on Company property for an amount up to

$1,500.00.

10.08 The Company agrees to recognize the Joint Environmental Health &

Safety committee. The Company and the Union desire and agree to

maintain high standards of safety and health in the plant, and to co-

operate in the continuing objective of eliminating safety and health

hazards in order to prevent industrial injury and illness.

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The parties agree to establish a Safety Committee composed of three (3)

members from the bargaining unit and three (3) members from

management for Stoney Creek and two (2) members from the

bargaining unit and two (2) members from management for Sudbury.

The Joint Safety Committee will hold regular monthly meetings and

take up such matters as may be brought forth by either the Union or

Company committee. The meeting may be cancelled at the agreed

discretion of the co-chairs.

Each committee shall advise the other committee before the meeting of

the items it wishes to take up. Minutes of all safety meetings will be

maintained and distributed to the Committee members.

Regular inspection of the plant or plants and property of the employer

shall be made for the purpose of observing housekeeping in the plant,

and to seek out unsafe conditions, or practices with the view to

correcting them. A written report of the findings of the Joint

Committee shall be compiled, and special attention shall be given to

repeat items. Copies of the report will be made available to the

Committee members.

Lost time accidents will be investigated promptly and covered by a

written report with suggestions that could eliminate successive lost time

accidents. The company and the Union agree to comply with the latest

version of the Occupational Health and Safety Act and Regulations.

The Joint Health and Safety Committee will be co-chaired by two

members, one of whom shall be selected by the members who represent

the bargaining unit members and the other of whom shall be selected by

the members who exercise managerial functions.

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Employment of Workers with Disabilities

The Employer agrees that a Joint "Accommodation Committee" with

equal representation of Union and Management members will be

structured to discuss the accommodation of employees with disabilities

in the workplace.

The Joint Accommodation Committee (which is made up of JH & SC

members) will meet to discuss the return to work and accommodations

required for the workers who have been absent due to occupational or

non-occupational illness or injury. The Committee will follow the

Samuel Modified Work & Rehabilitation program. This program will

be compliant to all applicable government legislation.

Safety and Health Disputes

Members of the Safety Committee will not lose pay for the time spent

during regular scheduled working hours attending scheduled meetings

with management representatives or investigations under this Article.

No employee shall be required to work under conditions which are

unsafe or unhealthy. An employee who believes that he/she is being

required to work under conditions that are unsafe or unhealthy has the

right to:(a) Contact his/her immediate supervisor and review the

matter with him/her. If the matter is not satisfactorily settled by the

supervisor, the Company Safety and Health Chairperson, or his/her

appointee, and the Union Safety and Health Chairperson, 7or his/her

appointee, shall meet forthwith to determine whether the employee is

being required to work under conditions which are unsafe or unhealthy.

If the matter is not satisfactorily resolved by (a) above, the matter shall

be referred to the Plant Manager to determine whether the employee has

been asked to work under conditions which are unsafe or harmful to

his/her health.

P a g e | 22

If no agreement is reached and an inspector is required, then the

Department of Labour Inspector will be called in to settle any

differences.

The Company and the Union agree to a policy of welcoming any

employee recommendations or suggestions regarding safety and health.

ARTICLE 11 - PAY ON DAY OF INJURY

11.01 An employee hurt in an industrial accident and who is sent home by

his/her supervisor or on outside medical advice shall be paid for the

time lost on the day he/she was injured at his/her regular hourly

earnings for the balance of his/her scheduled shift. The employer shall

also pay for any transportation required.

ARTICLE 12 - BULLETIN BOARDS/OFFICE/CATERING

12.01 The Company agrees to provide the Union with bulletin boards in the

plant for the purpose of posting Union notices and official papers.

Notices will be posted only by officers of the Union, and will be in

keeping with the spirit and intent of this Agreement. All notices must

be approved by the Plant Coordinator or his designate before being

posted.

12.02 The Union will be provided with an office that will be supplied with a

desk, filing cabinet and an active telephone.

12.03 The catering vehicle shall be continued to be allowed on Company

premises and will be parked at a position designated by the Company.

P a g e | 23

ARTICLE 13 - UNION REPRESENTATIVES

13.01 If an authorized representative of the union, who is not employed by the

Company, wants to speak to local union representatives in the plant

about a grievance or other official union business, he/she shall request

permission from the Plant Manager. If the request is reasonable, it will

normally be granted, and the Plant Manager shall then call the local

union representative to an office where they may confer privately.

These talks will be arranged so that they will not needlessly interfere

with production.

ARTICLE 14 - COMMITTEE PERSONS & STEWARDS

14.01 COMMITTEE PERSONS and Shop Stewards will be designated by the

union and such notice given in writing to Management. There shall be

one (1) steward for each foreperson or shift supervisor. For the purpose

of meeting with Management representatives, the committee will

consist of not more than four (4) members as designated by the Union

plus the International Union representative. However, one of the four

Union Stewards must be a Maintenance employee. Members of the

Grievance Committee and Negotiating Committee will not lose pay for

the time spent during regularly scheduled working hours attending

scheduled meetings with Management representatives on Company

premises. Only one (1) Crane Operator will be allowed to leave his/her

work station at a time to perform union business.

14.02 When the legitimate business of a grievance Committee person or

steward requires him/her to leave his/her job or department, he/she shall

first receive permission from his/her foreperson or department

supervisor, which permission shall not be unreasonably withheld, and

he/she shall not suffer loss of pay for time spent in the performance of

these duties during his/her regular working hours. He/she shall report

back to his/her foreperson or department supervisor when the business

has been completed.

P a g e | 24

14.03 The Company will make itself available to meet with the Union to

discuss issues raised at Union membership meetings at their request.

14.04 Whenever a meeting is scheduled between the Company and the

Grievance Committee, Joint Accommodation Committee or the

Negotiating Committee, the members of these committees, consisting of

a maximum of four employees will be granted half hour of preparation

time prior to the meeting paid for at their straight time earnings.

ARTICLE 15 - HOURS OF WORK AND OVERTIME

15.01 The normal hours of work for all employees will be forty (40) hours per

week made up of five (5) eight-hour days, Monday through Friday. The

starting and finishing times shall be:

(a) Day Shift - 7:00 a.m. to 3:00 p.m.;

(b) Afternoon Shift - 3:00 p.m. to 11:00 p.m.;

(c) Night Shift - 11:00 p.m. to 7:00 a.m.;

(d) Any variation in the above schedule of hours before becoming

effective must be in writing and approved by both the Company

and the Local Union;

(e) Shifts starting 11:00 p.m. on a Sunday or on a holiday shall be

considered as a regular shift and paid at straight time rates for

the one (1) hour involved.

The parties mutually agree that during the life of this Agreement they

may enter into discussions to explore the possibilities of implementing

shift schedules which alter or exceed the daily and or weekly hours of

work contained in this Agreement.15.02 (a) Overtime shall be

paid at the rate of one and one-half (1½) times the regular rate for all

P a g e | 25

hours worked in excess of the prescribed daily hours except as

restricted in 15.01(c) and for all work performed on Saturday, and for

all hours worked outside the prescribed starting and finishing times.

(b) Overtime shall be paid at the rate of two (2) times the regular rate of

pay for the following:

(I) All hours in excess of twelve (12) in any one day;

(ii) All work performed on a Sunday or holiday;

(iii) All overtime hours in excess of twelve (12) hours per week. In

the calculation of the twelve (12) hours overtime, only hours

worked at overtime rate will be used in the calculation.

15.02 Nothing in the Article shall be construed to mean a guarantee of hours

of work per day or per week.

15.03 A day shall be defined as a twenty-four (24) hour period commencing

at the beginning of the employee's normal shift.

15.04 Employees who are absent from work on Friday for any reason except

for Union business, jury duty or bereavement leave shall be considered

as not available for the allocation of overtime on Saturday, and shall not

be entitled to be called in.

Employees that can provide reasonable proof or documentation prior to

a Friday absence shall be considered for Saturday overtime allocation.

Subject to the efficient operation of the plant, the Company shall

endeavour to rotate all employees weekly on multiple shifts who have

more than six (6) months seniority at Stoney Creek and Sudbury.

P a g e | 26 15.05 An employee who agrees to work overtime on a Saturday, Sunday or

holiday and does not report for such overtime work shall be credited

with double the actual hours worked.

ARTICLE 16 - REPORTING ALLOWANCE

16.01 In the event that an employee reports for work on his regular shift

without having been previously notified not to report, he/she will be

given at least four (4) hours work at his/her regular rate of pay, or four

(4) hours pay in lieu of work. These previsions shall not apply when

there is lack of work due to a situation beyond the control of the

Company.

16.02 (a) If an employee is unable to come to work due to sickness, injury or

some other cause, or if delayed and expects to be late, such employee

must notify the Company by calling the number designated by the

company. Such employee shall make every effort to notify the

Company at least one (1) hour prior to the commencement of his shift

or as soon as reasonably possible.

(b) An employee who is absent for three (3) days or more because of

sickness or accident must advise his/her supervisor at least sixteen (16)

hours prior to his/her starting time that he/she will return to work.

Failure to do so will make the employee ineligible for the four (4) hours

as specified in 16.01.

ARTICLE 17 - CALL IN PAY

17.01 An employee who has completed his/her shift and has left the

Company's premises, and is then recalled to work extra time, shall be

paid three-quarters (¾) of an hour travelling time each way at

appropriate overtime rates and shall be guaranteed two (2) hours pay if

called in before midnight and four (4) hours pay if called in after

midnight and prior to 7:00 a.m. In the event that the employee

continues to work through his/her regular shift, he/she will be paid

P a g e | 27

travelling time one way only. Travelling time shall not apply if the

employee is given four (4) hours of clear notice prior to the time he/she

reports for work.

ARTICLE 18 - RELIEF PERIODS

18.01 For employees assigned to multiple shifts, there shall be one fifteen (15)

minute relief period during the first half of the shift and a paid lunch

break of twenty-five (25) minutes during each shift. The scheduled

times of relief period and lunch break to be mutually agreed upon.

Employees will be entitled a five (5) minute wash up period at the end

of their shift.

ARTICLE 19 - LUNCH PERIODS

19.01 On continuous and multiple shift operations, employees shall be granted

a twenty-five (25) minute lunch period paid for by the Employer.

ARTICLE 20 - PLANT HOLIDAYS

20.01 The following statutory holidays shall be paid whether worked or not,

providing they qualify under 20.03 below:

New Year's Day Thanksgiving Day

Good Friday Day before Christmas Day

Victoria Day Christmas Day

Dominion Day Boxing Day

Civic Holiday Day before New Year's Day

Labour Day Family Day

In addition to the above, the Company will grant one (1) additional day

between Christmas and New Year's Day.

P a g e | 28

The plant will close December 23rd at 11:00 p.m. and re-open on

January 1st at 11:00 p.m. In the event the company chooses to operate

during this period, all work will be on a voluntary basis.

20.02 Employees shall be entitled to pay for such holidays calculated on the

basis of their straight time hourly rate multiplied by the number of

hours which would have normally been scheduled had such a day been

a working day.

20.03 To be eligible for such holiday pay, an employee must have completed

his/her probationary period and worked the full shift immediately

preceding and the full shift immediately following the holiday, except

that if such attendance could not be complied with due to personal

illness verified by a medical doctor's certificate, or leave of absence in

writing, or lay-off, provided such circumstances occur within thirty (30)

days of the holiday, or he/she is on a regular approved annual vacation.

20.04 Should statutory holiday(s) occur at the time of a vacation booking the

employee must book another day(s) vacation at that time.

20.05 If any of the above plant holidays falls on either a Saturday or Sunday,

then the preceding Friday or the following Monday shall be declared a

holiday or as mutually agreed upon.

20.06 Should the Provincial or Federal governments proclaim another holiday

during the life of this Agreement, then said holiday shall be added to the

list of holidays mentioned above.

ARTICLE 21 - VACATIONS

21.01 Each employee shall receive an annual vacation with pay in accordance

with the employee's length of service as provided below:

Service Vacation

1 or more years 2 weeks

P a g e | 29

5 or more years 3 weeks

10 or more years 4 weeks

18 or more years 5 weeks

25 or more years 6 weeks

21.02 Employees with less than one (1) year of service but more than five (5)

months of service will be granted vacation of one (1) day per full month

of service up to a maximum of two (2) weeks vacation.

The Company will pay a vacation bonus of $110.00 for each week of

vacation taken during the months of October, November, December,

January or February.

Each week of vacation pay will be paid at the greater of 2% of the

employee's gross amount of earnings from the Company for the twelve

(12) month period prior to July 1st of the current vacation year, or one

week's pay at the employee's basic hourly rate times forty (40). Except

in the case of an employee who is laid off in excess of 13 consecutive

calendar weeks, he shall be paid on a percentage basis of earnings in

that vacation year.

When computing the employee's gross amount of earnings for the

twelve (12) month period noted above, benefits from weekly indemnity

and Workers' Compensation benefits and the previous year’s vacation

pay will be used in the calculation.

Employees will be issued their vacation pay immediately prior to taking

their vacation. All outstanding vacation pay will be paid no later than

the first pay in December.

Previous year’s vacation pay will be included in total earnings.

21.03 Each week of vacation shall be taken on consecutive days unless the

Company permits a different division of the vacation times.

21.04 Vacations shall be taken during the calendar year in which they are

earned, and may not be accumulated from year to year.

P a g e | 30

21.05 The Company will, as far as practical, show the accumulated gross

earnings for vacation pay on the weekly pay cheques and clarify the

C.O.L.A. and hours worked.

21.06 Employees who schedule and take vacations prior to July 1st will be

paid forty (40) times the hourly rate for each week. The final

calculation - greater of which will be made on the later of July 1st or the

last week of vacation.

21.07 The Company shall schedule vacations giving due consideration to the

wishes of the employees and their seniority and to the efficient

operation of the plant.

21.08 An employee with less than one year of service as of June 30th, or who

is discharged, or who voluntarily leaves his employment with the

Company, shall be entitled to payment in lieu of vacation in accordance

with the Employment Standards Act of the Province of Ontario,

regardless of length of service.

21.09 On or before December 15th of each year, employees shall apply for

their first two weeks of vacation only, according to plant-wide

seniority in their job class. On or before February 1 of each year

employees shall book the remainder of their holidays where weeks

are available according to plant wide seniority in their job class. If

vacation requests are not submitted before or on the above dates the

Employer may assign vacation not scheduled, by seniority, and will

not assign any vacation to a senior person if there is a junior

employee within the same job class who still has scheduled vacation

time.

21.10

Employees will be allowed to request pay in lieu of taking vacation

for any entitlement in excess of two (2) weeks. The employee may

request pay in weekly increments only. Upon written request, the

employer will pay the employee his vacation pay.

Company will confirm or deny holiday request within 10 working

P a g e | 31

days of the cut-off-date. Company may assign un-booked vacations

after October 1 of any year. Vacation bonus would not be applicable

if the vacation is assigned by the company (i.e.) not booked by the

deadline.

ARTICLE 22 - WAGES

22.01 The Company agrees to pay and the Union agrees to accept, for the

term of this Agreement, the wages set out in the Wage Schedules

attached hereto and forming part of this Agreement.

22.02 (a) A Cost of Living Allowance will be made to each hourly wage rate on

the basis of one cent ($0.01) for each .3 movement in any month in

which the published Consumer Price Index (CPI) exceeds 285 (1981 =

100). This amount will be paid monthly and will be cumulative but will

not be rolled into the base rate.

(b) Continuance of the Cost of Living Allowance shall be contingent upon

availability of the Consumer Price Index in its present form unless

otherwise agreed upon by the parties.

No adjustment retroactive or otherwise shall be made due to any

revision which may later be made in a published Index.

22.03 There will be a shift premium of fifty five (55¢) per hour during the

afternoon shift and a shift premium of eighty cents (.80¢) per hour

worked during the night shift.

22.04 Employees temporarily transferred for the Company's convenience shall

receive their regular rate of the rate for the job which they are

temporarily transferred, whichever is the greater, during such transfer

provided he/she has worked one (1) hour in the higher rated job in any

given day.

In the event that a machine is shutdown or a mechanical break down

causes a particular job to be shut down, the Company may temporarily

transfer the employee where there is a need if the transfer is expected to

P a g e | 32

last longer than 2 days the affected employee will be allowed to

exercise to bump where he/she is qualified.

22.05 If a job is permanently eliminated or if a job is substantially changed,

the member will be permitted to bump into a job in accordance with

Clause 8.12 - Seniority, and will have his/her rate protected for a period

of two (2) calendar months from the date of the change or elimination,

if the bump results in a lower rated job.

If the job is upgraded, the Company will provide training to the member

involved if the member elects to maintain the job.

Following the change or elimination, the member's rate will be

protected for the two (2) month period unless such member successfully

bids on another job in which case the member will be paid the rate of

the job to which he/she successfully bids.

22.06 The job description of a job shall be only in sufficient detail to serve as

the basis from which to classify the job and the job classification of a

job shall serve only to assign the job into a proper job class for

application of the standard hourly wage scale

22.07 Establish an introductory rate of $15.00 per hour for all new hires until

they post to an incumbent position higher than Job Class three (3).

Employees in Job Classification one (1) after one (1) year of service

will move to Job Classification two (2)

P a g e | 33 22.08 Standard Hourly Wage Scale (Effective February 1, 2015)

JOB CLASSIFICATION and RATE OF PAY    

Group  Classification  2/1/2015 Increase 2% 

2/1/2016      Increase 2 % 

2/1/2017       Increase 2 % 

1  Labour 1                                 Introductory Rate 

$15.00  $15.00  $15.00 

2  Labour 2 Hired after Feb 1, 2012 

$17.00  $17.34  $17.68 

2A  Labour 2 Hired prior Feb 1, 2012  

$23.27  $23.73  $24.20 

3  Labour  Welder  $24.00  $24.48  $24.97 

  Shunter       

4  Crane Driver  $24.,16  $24.64  $25.13 

  Forklift Operator       

5  Maintenance 1  $24.35  $24.83  $25.32 

6  Warehouseman  $24.54  $25.03  $25.53 

7  Warehouseman Remote Saw Operator 

$24.70  $25.19  $25.69 

8  Burner  1 (Beveller)  $24.89  $25.38  $25.88 

9  Burner 2  $25.28  $25.78  $26.29 

10  Maintenance 2               Skilled Trades 

$28.05  $28.61  $29.18 

Sudbury Lead Hand rate $1.50/hr. premium

The Company agrees that the current employees in the labour

classification will be grandfathered in the position of Labour 2 as a

result of their experience in operating with the AS400 computer system

and periodic use of the forklift (as applicable). Any employees hired

P a g e | 34

after ratification of this agreement will be placed into Labour 1

classification until such time as they post to a higher rated job

classification. It is further agreed that any employee is removed from a

job classification above group 2 for disciplinary reasons, will be placed

into job class 2 provided they have held the job previously.

22.09 Each standard hourly rate established under Clause 22.08 shall be:

a) The established rate of pay for all hours paid for on a non-

incentive job; and

b) The established hourly base rate and minimum guaranteed rate

of pay under any incentive applied to the job in accordance with

the provisions of this Article.

c) a "student rate" equal to $12.50 per hour will be paid to

students who are employed only from May 1 to September 30,

provided they are enrolled in school.. Company agrees that

students should not be allowed to operate any equipment other

than that to perform a labourer’s job.

22.10 An employee who is temporarily transferred from his/her regular job

shall be paid the standard hourly rate of the job to which he/she has

been transferred, provided such rate is not less than that of his/her

regular job. If the rate of the job to which he/she is temporarily

transferred, but not as a result of layoff, is less than the rate of his/her

regular job, he/she shall be paid the rate of his/her regular job during

the period of such temporary transfer.

22.11 Incentives

The Company at its discretion may establish incentive plans for any job.

In the event that an incentive plan is established, the base rate for such

plan shall be the Standard Hourly Rate and the Company will thereupon

negotiate with the Union provisions covering the installation and

P a g e | 35

administration of such incentive plans to provide "fair, just and

reasonable incentive compensation".

22.12 The term "fair, just and reasonable incentive compensation" shall mean

compensation in addition to the Standard Hourly Rate for the job

having due regard to all the requirements of the work to be performed.

22.13 General

Any mathematical or clerical errors made in preparation, establishment

or application of job descriptions, classifications or standard hourly rate

shall be corrected to conform to the provisions of this Agreement.

Except as otherwise provided, no basis shall exist for the Employer

covered by this Agreement to allege that a wage rate inequity exists.

ARTICLE 23 – BENEFITS

23.00 The Company agrees to supply existing benefit coverage to current

employees. Any new hires after Feb 1, 2013 will be subject to the

following:

The Company agrees to pay 80% of the cost coverage for the following:

A $500 single / $2000 family limit will put a ceiling on the medical

expenses that an employee could be required to pay. The single amount

is applied individual family members (e.g. once an individual family

member passes the limit amount their entitlement changes to 100% co-

insurance).

Note that employee paid amounts for any of the following do not count

towards the “out-of-pocket” limit.

Para-professional expenses that are over-and above the amount

that is reimbursed.

Prescription dispensing fees in excess of the dispensing fee

limit.

P a g e | 36

Eye examination, eyeglass, contact lenses or hearing aid

expenses that are in excess of the plan maximums.

All other caps and maximums remain as per current benefit

program.

23.01 The Company agrees to pay the full premium cost of the following

Insurance Policy No. 51890 Division No. 110 & 115

(1) Life Insurance

Effective February 1, 2009 - $65,000.00

A.D.&D.

Effective February 1, 2009 - $65,000.00

(2) Weekly Indemnity –

Coverage is at $550.00 (new claims only) per week

commencing with the first (1st) day for non-compensable

accidents, or first (1st) day of hospitalization, and fourth (4th)

day for sickness, and payable for twenty-six (26) weeks for each

disability:

(3) Long Term Disability

$1,250.00 per month – new claims only

Benefits begin after 26 weeks under W.I. and continue until the

employee recovers, reaches 65 years of age or retires.

The Company agrees to provide a Widow and Children’s

Survivor benefit in the amount of $350.00 per month for the

widow until she remarries or is deceased. Should the deceased

employee have surviving children under the age of twenty-one

(21), a total sum of $125.00 per month shall be paid to the

widow for the benefit of such children. The payment shall

cease upon the date that the youngest child reaches the age of

twenty-one (21) .

P a g e | 37 (4) Dental Benefits

(Preventative Care Plan)

Company agrees to pay the full premium cost. The Company

agrees to keep the Ontario Dental Association (O.D.A.) Fee

Schedule and will provide periodontal and endodontic coverage

to a maximum of $1,500.00 per family member. Orthodontic @

50% co-pay to $800.00 lifetime maximum per family member.

Effective upon ratification the Dental Plan will be based on the

Ontario Dental Association Fee Rate Schedule with a 1 year lag.

(5) It is agreed between the Company and the Union that any U.I.C.

rebate resulting from the registration of the W.I. plan becomes

solely the property of the Company to assist in offsetting the

cost of increased benefits.

(6) Major Medical Benefit

The plan will pay 100% of the costs after a yearly deduction of

$25.00 (family) and $10.00 (single). The plan will provide

coverage for artificial limbs, the rental of hospital bed, crutches,

etc., and for semi-private coverage. In addition, the Company

will provide a rider for Global Medical Assistance.)

Major medical expense benefit to $60,000.00 lifetime

maximum.

(8) Company agrees to a prescription drug card to cover the cost of

generic drugs and, in the event a physician prescribes a drug

with no generic equivalent or insists on a brand name, the plan

will pay for the brand name. The employee will pay a fee of

$0.35 per prescription.

(9) The company agrees to pay 100% of group benefit costs

(dental and drugs only) for those who retire between age 60

P a g e | 38

and age 65. The coverage stops at age 65. This provision is

effective for those employees who retire after February 1,

2003.

This benefit would be paid at 80% to all employees hired on or

after Feb 1, 2012

(10) Vision Care Plan

The Company will provide a family vision care plan for all

family members. The plan allows $350.00 with eye exam at

$75.00 maximum per family member, including the employee,

once every two (2) years.

The employee only may also replace prescription safety glasses

to a limit of $300 per calendar year if the prescription changes

(11) Orthotic appliances will only be accepted as a submitted

expense. Each plan member will be limited to two (2) per year

not to exceed $800.00/yr.

23.02 During the life of this Agreement, the benefits of the welfare plan shall

not be changed except by mutual consent.

23.03 The Company shall provide employees who retire with a paid-up Life

Insurance Policy of $3,500.00.

23.04 (a) Regular Pension Plan

The pension plan is part of the Collective Agreement.

Prior to Feb. 1 2012 - $46 per month per year of service

Increase basic pension

Feb. 1 2012 - $48 per month per year of service (future service only)

Feb. 1 2013 - $50 per month per year of service (future service only)

Feb. 1 2014 - $52 per month per year of service (future service only)

P a g e | 39 Feb. 1 2016 - $53 per month per year of service (future service only)

Feb. 1 2017 - $54 per month per year of service (future service only)

(Effective February 1, 2006, a monthly benefit of $46.00 will be used for each year of

credited service, both past and future service, from the date of hire for employees who

retire on or after "the date of ratification".)

23.04 (b) Supplementary Pension Plan

Effective February 1, 2006 the pension supplement will be $14.00 per

month for each year of credited service, both past and future service

from date of hire for employees who are between the ages of 60 to 65

and take early retirement on or after the date of ratification.

Pension credits will be given for time spent away from scheduled work

while on Union business and on Worker's Compensation.

(c) The Company will provide a retirement allowance of $15,000.00 to any

employee who retires prior to age 65 (defined as 365 days or greater to

their 65th birthday) or $20,000.00 to any employee who retires prior to

the age 64 (defined as 365 days or greater to their 64th birthday) during

the term of this collective agreement

(d) Effective March 18, 2014 all new hires will be enrolled into a Defined

Contribution plan. Contributions are as follows:

Years

1-5 (3%)

5-10 (3.5%)

10-15 (4%)

15-20 (4.5%)

20 plus years (5%)

All employees hired prior to the above date will remain on the Defined

Benefit plan.

P a g e | 40 ARTICLE 24 - NO STRIKE OR LOCK-OUT

24.01 In view of the orderly procedure set out herein for dealing with

employees' grievances, the Union undertakes that there will be no

strike, refusal to work, work stoppage, sit down, slow down or any

other activity which will restrict or limit production by any of the

employees during the term of this Agreement and the Company agrees

that there will be no lock-out of employees.

ARTICLE 25 - BEREAVEMENT LEAVE

25.01 When death occurs in the family of an employee and the employee

attends the funeral, such employee shall be granted reasonable absence,

not to exceed three (3) working days, without loss of pay. When a death

occurs in the immediate family, such employee will be granted

reasonable absence not to exceed five (5) working days. In determining

reasonable absence, consideration shall be given to the relationship of

an employee to the deceased and the responsibility of the employee for

making funeral arrangements. An employee's immediate family shall

be considered as: spouse, a common law partner, son and daughter.

Family shall be considered as: mother; father; brother; sister; mother-in-

law; onfather-in-law and grandchildren.

In the event that the employee is unable to attend the funeral, he/she

will be granted (upon production of such proof as the Company may

reasonably require), up to three (3) days leave of absence with pay to

attend memorial services providing such days would otherwise have

been normal working days.

The Company will grant (1) day leave of absence with pay on the

occasion of the death of a sister-in-law, brother-in-law or grandparents,

niece, nephew, uncle, aunt, and spouse’s grandparents providing the

employee attends the funeral or a memorial service for the deceased.

P a g e | 41 ARTICLE 26 - JURY DUTY AND WITNESS PAY

26.01 The Company shall pay an employee who is required for Jury Service

or he/she is subpoenaed to serve as a witness for each day of the

service, the difference between his/her average straight-time hourly rate

for the number of hours he/she normally works on his/her regular shift,

and the payment he/she received for jury/witness service. The

employee will present proof of service and the amount of pay received.

The following conditions shall apply to persons scheduled for jury

duty:

(a) All employees scheduled for jury/witness service shall be placed on the day

shift until their service is concluded:

(b) If an employee who is scheduled for jury/witness service is

released from such service early in the day, he/she shall return

to work if, after a reasonable travel allowance, there remains a

work opportunity period of two (2) hours or more. If the work

opportunity period, after a reasonable travel allowance, is less

than two (2) hours, he/she shall be excused from his/her

obligation. However, if the employee does not fulfil the

obligation to return to work for the two (2) hour or more period,

he/she shall not be paid for the hours he/she could have worked

had he/she returned.

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ARTICLE 27 - MEAL ALLOWANCE

27.01 When an employee is requested to extend his shift by more than three

(3) hours of unscheduled overtime, he shall:

(i) He will be provided with a ten (10) minute rest period (inclusive of a

five (5) minute wash up period) at the end of their regular shift, and be

provided with a fifteen (15) minute rest break, to be taken in

conjunction with regularly scheduled break taken by fellow employees

in the first half (approximate) of the shift that he is (now) working on.

(ii) Be provided with an adequate meal or allowance of ten dollars ($10.00)

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Be t ween:

Memorandum of SeUlernent

SAMUU. PLAn; SAL~:S D;"' .. io" urS.ttlud, Su .. &. Comp.ny LId.

(the "Employa)

L n.. Pani.,. her. in agree ' 0 the Ie"", oftlti, ""'''''''''''''''''' as conSiituting full ""UllOm.,!! of all matlen in dispute

2. n.. UIldersigned representati".s of.he Union do hereby agree 10 present all .he terms of thi s m"""""ndum 10 .heir resp«:t;ve pri ""ipal.,

3. n.e pan; •• herein agree tha, the lerm of 'ho ""lIectivo ap-eernrn. shall be from February 1 , WI S on<! will contin"" till (JaR u.", 31" , 2018).

4. The pani •• ...,rein agree tha ......... id ""11""ti",, agrtem<:nl shall include the tenn. of the previous ",,11""tive agreemen., .. -t.ich expi.e. on (J anu".,. 31" , 201 5), subj~ to the follo"'lng amendment. outlined ill (Appendi' "A~) which Of<' to be inc(>rp<Jnll«i in the new ""11,,,,1i,-0 agreement as _II as OIly previously agreed '" cl\angcs.

Daled lhil 12" day of Morc ... 20 14. in the Cily of Hamilton. Orllano.

For the Employ.,. FOI the Un:oD

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Letter of Understanding “A”

United Steelworker’s of America 1031 Barton Street East Hamilton, Ontario L8L 3E3 Gentlemen:

RE: Locals 8214 and 2020 “The Company agrees to allow an employee to receive Weekly Indemnity payments while waiting for Workers’ Compensation Benefits (or whatever the new benefit will be called under the proposed Provincial Government legislation) or appealing a decision to deny benefits under the aforementioned.

P a g e | 45 January 14, 1997

Letter of Understanding “C”

United Steelworker’s of America 1031 Barton Street East Hamilton, Ontario L8L 3E3 Gentlemen:

RE: Local 8214 “While maintaining its right to make management decisions, the Company agrees that in the event that any decision is made to move any plant equipment to another Samuel, Son & Co. Limited plant it will not result in the layoff of any employee in Stoney Creek.”

P a g e | 46 January 14, 1997

Letter of Understanding “D”

United Steelworker’s of America 1031 Barton Street East Hamilton, Ontario L8L 3E3 Gentlemen:

RE: Locals 8214 and 2020 The Company agrees to deduct on a weekly basis the amount of not less than one cent per hour from the wages of all employees in the Bargaining Unit for all hours worked and, prior to the 15th day of the month following, to pay the amount so deducted to the HUMANITY FUND and to forward such payment to: United Steelworkers of America (National Office), 234 Eglington Avenue East, Toronto, Ontario, M4P 1K7 and to advise in writing both the Humanity Fund at the aforementioned address and the Local Union that such payment has been made, the amount of such payment and the names of all employees in the Bargaining Unit on whose behalf such payment has been made. All employee deductions are voluntary and may be cancelled upon request.

P a g e | 47 March 13, 1997

Letter of Understanding "E”

United Steelworker’s of America 1031 Barton Street East Hamilton, Ontario L8L 3E3 Gentlemen:

RE: Local 2020 The Company agrees to return saw cutting, if business is available, to the Sudbury Branch prior to initiating plant layoffs.

P a g e | 48 February 1, 2000

Letter of Understanding "F"

United Steelworker’s of America 1031 Barton Street East Hamilton, Ontario L8L 3E3 Gentlemen: Re: Local 8214 The Company will make every effort to post weekly work schedules by 2:00 p.m. on Wednesday.

P a g e | 49

Letter of Understanding "G"

March 12, 2014 United Steelworker’s of America 1031 Barton Street East Hamilton, Ontario L8L 3E3 Gentlemen: Re: Local 8214 The company will allow the following number of people to be on vacation per week; Labourers - 2 Oxygen Burners - 1 Shunter - 1 Maintenance - 1 Crane Operator - 2 Janitor - 1 Warehouse - 2 Warehouse Remote - 1 Plasma Burner - 1 Should the workforce increase or decrease significantly, then the parties will meet to re-evaluate this letter. The Company will allow one (1) employee in Sudbury per week to take vacation. The Company also agrees that when business conditions allow, more than one (1) employee per week may be granted vacation. The company may have a partial shutdown during the last week of July and the first week of August. The company will post this notice on or before May 15th prior to pending shutdown. At this time the company will allow an additional 13 employees in each of the two weeks to book one of the two available weeks. The protocol for booking one of these two weeks will be as follows: a) Any employee who had booked but was not granted vacation in whole or

In part during July or August will be allowed to book. This will be done by seniority. b) The balance if any would be granted to remaining employees also by seniority. c) All bookings must occur within five (5) days of Company notice being posted.

P a g e | 50

Letter of Understanding

"I"

United Steelworker’s of America 1031 Barton Street East Hamilton, Ontario L8L 3E3 Gentlemen: Re: Local 8214 and 2020 Samuel Plate sales and the United Steelworkers of America Locals 8214 and 2020 are jointly committed to rehabilitating disabled employees to meaningful employment. Our primary goal is to progressively return employees to their regular duties through a modified work program developed by Samuel Plate Sales “Joint Accommodation committee”.

Letter of Understanding

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“K”

January 31, 2006 The Company and Union agree that if an hourly employee transfers from another Samuel division, this employee will carry their seniority for vacation purposes only.

Letter of Understanding 02/01/09

P a g e | 52

“L” Overtime Allocation

The following will be the protocol when allocating overtime.

Weekend Work

1st Option The person who normally performs the work on the shift that overtime is required. (Example, Saturday Days required. Day shift of that week will be asked. Friday night shift required. Night shift of that week will be asked etc.) 2nd Option The most senior incumbent on the shift that is required on the weekend (Note the above example will apply) 3rd Option The most senior incumbent on the off shifts 4th Option The most senior qualified employee on the off shifts

Weekday Overtime When a need arises for weekday overtime or to extend ones shift the following criteria will apply. 1st Option The person who performed the work on the shift prior to the need for overtime 2nd Option The most senior incumbent that is on the shift prior to the need for overtime. 3rd Option The most senior incumbent on the off shift 4th Option The most senior qualified person.