COL ECTIVE AGEEEMEI T

BETWEEN: COMP SS C NADA SUPPOR SERVICES TD. /AEUREST SERVICES

(herein fter called the Employer )

- and-

ABOURERS INTEHNA ON L NI N OF NOR H AMEMCA,LOCAL 1059

(hereinafter called the “Union )

Whereas the Employer an the Union wish to e ter into a common CollectiveAgreeme t with res ect to certain employees o are enga ed i all work associated it buil ingmaintenance a d janitorial cleanin and to provide for and ens re nnifnrm inter retation anda plic tion in the adm nistration of the Collective Agreement.

It is agreed as follo s:

ARTIC E 1 - RECOGNITION

1.01 The Employer recognizes the Union as the sole collective bar ainin a ent for alle ployees of the Employer at Century Centre, 1067,1069,1071 Wellington RdL, London, save andexc t foremen, perso s above the rank of foremen, ofSce, e gineeii g, technical and sales staff.

ARTICL 2 - U ION SECURITY

2.01 All employees covered by the Collective agree ent, as a condition of em lo ent,shall become and remain members ia goo standing of the Unio duri g the life time of thisAgreement The Employer shall deduct and remit u ion dues fro each employee as denoted inwriting from the Union.

2.02 The Employer shall forward such deductions to the Secretary-Treasurer of the Uiuonnot later tha the 15th of the month following the onth in which the deductions were ma e.

2.03 The Em loyer shall, when forwarding such dues, provide a list for theSecretary-Treasurer of the Union, listing the a es a d corres onding social insurance umbers of

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the employees fiom w ose ay suc deductions were made,

2.04 The Union s all indemnify the Em loyer from any claim whic may arise jfro deductions ade pursuant to this Article.

2.05 The Em loyer agree that all work contracted to the Employer att e site or sites listedin Article 1, s all only be performed by bargaining unit employees under the terms a d conditions ofthis Agreeme t.

2.06 The Union a rees that the E ployer is e titled to contoact out work that has notreviously been performed argaining u it embers an has been historically contracted out.

Article 2.05 is not a lic ble for this work

RTIC E 3 - MANAGEME RIGH S

3.01 The Employer shall h ve the exclusive functioning o tion to co duct its business ru allrespects in accordance with its commit ents and responsibilities includin the right to:

(a) anage, locate, e tend, schedule, curtail or cease aintenance operations;

(b) determine the number of workers required for any or all operations; assess theualification of employees; assign or reassign work loads of employees; determine

and evaluate the content a d fimctions of all jobs a d classifications; revise workassign ents at any time a d aintai an efficient mobile ork force ith diverseskills

(c) determine the t pes and placement of ac ines, tools, materials and equip e t and to in roduce new or improved systems and equi ment;

(d) hire, class fy, promote, transfer and layoff employees and to discharge, de ote andsuspend e ployees for justcause.

(e) establish, revise from ti e to time and enforce reasonable rules of conduct andprocedure for its employees, maintain order, discipfine and efficiency,

- all su ject to the rovisions of this Agreement. It is agreed that these functions shall not beexercised in an unreasonable manner inconsistent ith the express pro isions and intent of thisAgreement

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RTIC E 4 - GRIEV NCE PROCEDURE

4.01 The immediate attention to complaints and grieva ces is of the utmost im oxtance.Properly constinited grievances ay be processed through the followin procedures:

STEP NO. 1

Within ten (10) workin days after the alleged grievance incident, theaggrieved may present the grieva ce to an immediate supervisor, either i writing or orally.

Sho ld no settlement satisfactory to ftie aggrieved he deter ined ithin five(5) working da s, the next step of t e grievance procedure may beimplemented within five (5) working days following.

STEP NO. 2

The aggrieved, through an authorized union representative, ay submit thegrievance to an authorized agent of the Employer, in riting and theresponsible parties shall meet ith within five (5) working days follo ing.

Should no settlement satisfectoiy to the a grieved be determined ithin five(5) wor in days follo ing this meeting, the ne t step of the rievancerocedure ma be implemente ithin five (5) orking days following.

STE O. 3

Should no settlement satisfactor to the aggrieved be detarmined ithin five(5) orking days follo ing, the grievance may be submitted to arbitrationwithin ten (10) working days follo ing, as provided for in Article 5 -Arbitration.

4.02 Grievances ertaining to alleged violation of hours of work, rates of pay, overti e,vacation ith ay and other monetary items, y be submitted ithin three (3) onths of suchallege rievance incident, benefits and vacation pay may he submitted ithin twelve (12) months.

4.03 Satisfactor judgement of such grievances may be retroactive from the first day ofthegrievance incident

4.04 Employees ith si t (60) days' service (prob tionar employees) y submitgrievances pertaining only to alleged violations of monetar atters.

4.05 The grievance rocedure for an em loyee who claims he has been terminated ithoutjust cause, shall be dealt ith at Ste 2, ithin fi e (5) working days after the termination.

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AR IC E 5 - lffilTRATION

5.01 ny properly constitute grievance conce ing the intei retation, application,administr tion or alleged violation of this Agreement, wMchhas been pro erly processed hron allof the steps of Article 4, but has not been satisfactorily settled may be referred to arbitration, inaccordance wit t e Ontario l bour Relations Act

5.02 I e rbitrator shall old a eari g as soo as ossible ftom the date of receiving aNotice to Arbitrate.

5.03 The Arbitrator shall, fter heari g all of the evide ce and submissions ftom all partiesconcerne , su mit a final a d indi g decision in writin .

Reasons for the decision need not be given at the time of the decision but shall bepro ided within a reasonable period of time thereafter.

5.04 The Arbitrator shall be provided with written records co taining details of thegrievance, the section or sectio s of the Agreeme t which are allege to h ve been iol ted and he

re uested remedy.

5.05 The Arbitrator hall not have the o er to alter or cha ge a y of the provisions of thisAgreement; or to substitute any new provisions for a y existing provisions; or to render a y decisioninconsistent ith t e terms a d ro isions of the Agreement

5.06 Statutory Holidays, Saturdays and Sundays shall be e cluded ftom tire ti es providedfor the various steps. Time li its may be a justed by agreement of the arties conce ed

5.07 The Union and the Employer shall e ually share any expenses of the Arbitrator.

5.08 The parties m y agree to ediation prior to referring tire grievance to arbitration.Where mediation is agreed to, the parties shall, ithin ten (10) days of the response at step 3, agree ona e iator w o will convene a meeting with t e parties as soon as possible.

R TUT.E a - LMON REPRESENTATION

6.01 Shop Stew rds may be ppomte as follows:

One (1) Shop Steward on each of the day, afte oon and ni t shifts, appomted fto employees ith a ini u of three (3) onths' seniority ith the Em loyer.

The Union shall submit to the Employer in riting the names of the Shop Stewards.

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Sho Stewards shall, i their specific job classification, be the employees retaiiiedihelo gest in their respective classificatio .

6.02 The Sho Steward shall erform the re uired duties of an em loyee of the Employer the Union busin s shall not be conducted during regular working hours wit out express p rmissionfi'om a authorized a ent of the Employer and such permission s all ot be unreasonably ithheld,

6.03 Ihe Employer a rees th t a Ste ard shall not suffer any loss of ay for ti enecessarily s ent durin workin hours while processing grievances ith manage ent a roval.

6.04 A Steward s all he present at all times wWle the Employer is formally disciplining anyemployee (i.e. ritten re rimands, suspension or termination). In the event that a Union Sho Steward is not available, another employee may be present as a itness that such disciplinary letter

as serve .

6.05 The Business Agent for the Union shall have access to all jobs during working hoursbut in no case shall his visits interfere with the progress of the work. When isiting a job he iU firstadvise the superintendent of the Em loyer.

6.06 A Steward shall be allowed to attend Union meetings or training courses scheduledduring such steward's shift Reasonable notice shall be given to the Employer and the Employer illnot be required to pay the Steward for time off ork for these purposes.

AR IC E 7 - PR PUC VITY

7.01 The Union and the Em loyer recognize the reciprocal value of improving, by allro er and reasonable means, the productivit of the individual em loyee; and undertake j ointly and

severely to promote and encourage such i proved productivity.

7.02 The Union, during the ter of this Agreement, shall not cause pic eting, strikes orslowdo ns which ill interfere ith the re ular schedule of work of the employees ofthe Employer,and, the Employer, during the term of this Agreement, shall not c use a lockout of its employees.

A ICLE g - STATU ORY HOLIDAYS

8.01 The following Statutor Hobdays shaU be recognized:

New Year's DayGood FridayVictoria DayCanada DayCivic Hobd y

L bour DayThanksgi ing DayChristmas DayBoxing DayFam ly Day

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The Em lo erwill recognize an new statutoiy holida proclaimed by the gove me t

8.02 Statutory Holiday Pay for fidl time Employee s shall be the equivalent to a nor alshift at the em loyee s regular rate. All other employee s shall he paid in accordance wit theEm loyment Standards Act.

Full ti e employees ust have worked their scheduled shift prior to and after theholiday in order to be entitled to statutory holiday.

8.03 An e ployee required by a Employer to work a y of the above noted StatutoryHolidays shall be paid as follows:

Hourl Paid Employees - at the rate of one and a half (1 1/2 ) times the em loyeesregular hourly wage for e ch hour worked.

In addition to receivi g the specifically defined Holiday Pay.

RTICLE 9 - VACATION P Y

9.01 Vacation Pay shall be based on the le gth of em loyment in accordance with thefollowi g:

(a) Em loyees ith less tha five (5) year's emplo ment shall receive vac tion pay equalto four ercent (4%) of their gross ages ea ed and two eeks vacation period.

(b) Employees with five (5) years or more emplo ment shall receive vacat on ay e ualto six percent (6%) of their total gross wages ea ned and three 3) wee s vacation

eriod.

(c) Em loyees with ten (10) years or more employment with the E ployer shall receivevacation ay e ual to eight per cent (8%) of their total gross wages ea ed and four 4)wee s vac tion period.

(d) Em loyees ith twenty (20) years or more of e ployment it the Employer s allreceive vacation pay e ual to ten percent (10%) of t eir total gross wages e ed andfive (5) wee s vacation eriod.

9.02 Vacation requests shall be submitted in riting to the Em loyer by March 31® of eachyear. E ployees requesting the same vacatio period off, seniority shall gove for assignment ofvacation time off.

All vacation requests to be signed and returned to e ployees by April 30* of each

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calendar year.

9.03 Vacation, periods are limited to 2 weeks at a time e ce t under s ecial cixcmnstanceswhich must be agreed to by the Employer.

9.04 Employees requiring longer vacation periods shall request the same in writing from theEm loyer at least three (3) months in advance of the intended acation period and ermission forsame shall not be unreasonabl withheld.

9.05 Provided the em loyee requests it in writin , at least 2 eeks in a vance, em loyees vacation pay will be paid to them concurrent ith their scheduled vacatio time off. ny un aidvacation ay accrued to be paid out in a lum sum on he first pay eriod of July of each calendaryear.

9.06 Employees shall receive vacation ay o later tiha the first regular pay periodfollowing termination of e plo me t.

ARTICLE 10 - WELF RE

10.01 The Employer agrees to contribute for those employees in the employ ofthe Employeron the follo ing basis:

Employees workin thirty-seve (37) or more hours per week shall have effectiveAugust 1,2014, thirt dollars ($30.00) deducted fiom their gross ay per month,effective August 1,2015, thirt five dollars ($35.00) deducted fto their gross payper mont a d effective Au ust 1,2016, forty dollars ($40.00) de cted fro theirgross pay per month. The Employer agrees to pay effective August 1,2014, onehundred and twenty one dollars ($121.00) er month, effective Au ust 1,2015,one hun red and t enty three dollars ($123.00) per month and effective AiJ ust 1,2016, one hundred and twent five dollars ($125.00) per month an the Employershall remit both amounts as one pa ent for each em loyee, each onth, into theLIUNA Local 1059 Benefit Trust, for the urpose of purch sing life insurance,

ajor me ical and dental plan or similar benefits for the em loyees covered by thisAgreement, re resented by Labourers' latemational Union of North America, Local1059.

Employees orking thirty (30) to thirty-six (36) hours er week shall have the optionof partici ating and being covered by the Benefit Plan. The employee shall haveeffective August 1,2014, thirty dollars ($30.00) de ucted fiom their gross pay permonth, effective August 1,2015, thirty five dollars ($35.00) deducted fio their grosspay per month and effective August 1, 2016, forty dollars ($40.00) deducted fiomtheir gross pay per month and the E ployer agrees to pay as described above.

10.02 The Em loyer shall remit the contributions referred to i Article 10.01 not later thanthe fifteen day of the mo fi follo ing the month for hich the contributions were made.

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10.03 The Union witii thirty (30) days written otice m y desig ate a different Trust Fundthan the one set o t i Article 10.01.

ARTICLE 11- EAVE

11.01 Employees are entitled to reasonable leave without a for periods of sickness,disabilities, medical and dental exa inations, maternity leave, bereavement, and personal/familyleave for sickness of de endent children.

11.02 Employees shall notify Em loyer in adva ce if at aU reasonably possible rior toabse ces from wor Reasonable requests for absences wxU not e denied and feilure to obtain leaveof absence ay result in disci li ary action eiog take by the Em loyer.

11.03 BereavementFor the pur ose of this clause, i mediate family is defined as father, mother, brother, sister,

s ouse, common-law spouse, child, father-in-law, other-in-law, grand arents, grandchildren andsame-se -p rtner.

(a) here a member of his or her immediate family ies, an emplo ee shall be entitled toa ax um of three (3) days special leave ith ay. For the purpose of this section,days means consecutive calendar days and is only applicable to scheduled days lost forsuch reasons.

(b) here a ember s step- arents die an e loyee shall be entitled to a one (1) daybereavement leave ith ay.

11.04 (a) Personal LeaveThe Em loyer ay, in its sole discretion, authorize a leave of absence of u totwo (2) weeks ithout pay or benefits for personal reasons. Such request ill be h

riting, ith the reason(s) clearly stated, and must he submitted as far in a vance ebossible to the anager.

ARTICLE 12 - PAYMENT OF WAGES

12.01 Wages shall be paid by cheque, or direct bank deposit, to each em loyee at the j obsitewhere employed.

he Employer sball provide ith the a e cheque a statement hich defines hoursworked, overti e hours, hourly rate ( here p licable), deductions for Income Ta , UnemploymentInsurance, Canada Pension Plan, Union Dues, etc.

Employees shall be paid bi- eekly.

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hen a error occ rs that is equal to fifi dollars ($50.00), monies owed to t eemployees are to be aid out within four (4) working days by direct de osit or by cheque.

12.02 hr the event of an intended layoff, the affected employee shall receive notice inaccordance ith Provincial Go ernment Regulations.

12.03 The Employer shall, ithin sevent -two (72) hours fter discharging a em loyee,send b registered mail, to the said e ployee's last k o n address on file, all outstandingdocumentation, including; Unemployment Separation Certificate and all benefits including; VacationPay, Statutory Holiday remunerations and accumulated ay.

12.04 The Em loyer shall, no later than the next regular pay following an employee'svoluntarily terminated em lo ment, send by mail, to the e ployee's last known address on file, thesaid employee's pay cheque.

ARTIC E 13 - JURY SERVICE

13.01 Em loyees ho are called to serve as jurors/jury service shall be granted leaves ofabsence with pay for such u pose.

13.02 E ch employee serving such ju y duty shall be required to provi e to the Employersatisfactory proof of such duty beiag ser ed.

ARTICLE 14 - PROTECTIVE CLOTHING

14.01 The Em loyer ill su ply uniforms and necessary personal protection equipment,at no cost to the employees. The Employer wiU rei burse the employees up to eighty five dollars($85.00) per contract year for certified green shield foot we r, where it is required to be o .

A TICLE 15 - LUNCH ANB EST PERIODS

15.01 There shall be one (1) pai fifteen (15) ininute rest period for each half shift wor edfive (5) hours, no later than two and one half (21/2) hours firom the commencement of each half shift.

15.02 There shall be one half (1/2) hour unpai lunch period permitted daily no later thanfive (5) hours ftom the commencement of work.

ARTICLE 1 - CALL-IN PAY16.02 An employee who is called in to work outside his regularly sched led hours shall,whenever there is a brea between the employee's regularly scheduled hours and the work the

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em loyee is called in to do, ill e aid four (4) hours' pay at the em loyee's regular hourly wa e forll hours of call-in work performed.

16.03 Reporting Pay - Unless employees are otified not to report to scheduled work,employees who report for work at their regular starting ti e and for whom no ork is available shallreceive no less than four (4) hours of any ork that is available at the straight time hourly rate, or ifno work at this ti e is available, shall recei e four (4) hours' pay at the straight time hourly rate,

16.04 The provisions of this ara ra h shaU, not ap ly in e ent of stri es, po er ifeilures orother conditions beyond the control of Ihe E ployer which revent the Em loyer fixjm providingwork or where the Employer is unable to advise the em loyee not to report for work bec use theemployee h s change his a ress a d not advised the Employer.

16.05 all-Ins for trainin urposes ay be done by the em loyer firo time to time nn the employees shall be paid in accor ance to the actual time spent in tr inin .

ARTICLE 17 - PROB TION Y PERIOD

17.01 All employees employed during tire ter ofthe Agreement shall be on a probationaryeriod for a ax mu of sixty 60) calendar days from their first date of emplo ment for the pur ose

of giving the E ployer an opportunit to assess their ualifications for work assign ents and Mhave no recourse to the grievance procedure for layoff during that si ty (60) day robationary period.

17.02 (a) Casual or on-call-basis employees shall have one hundred and twent (120) calendarda s as robationary period, unless they acquire a fiill time osition then Article 17.01 above shallap ly.

AR IC E 18 - JOB POSTING

18.01 herever a vacancy occurs within the bargain n unit, the Employer shall ost on abuUetm board accessible to all members of the bargaining unit ithin five (5) orking days, a notice

ith etails of such vacancy. Such notice shall remain posted for five (5) da5 .

18.02 In jEUing job vacancies, ncluding promotions, transfers and ne positions, the jobshall be a arded ithin fifteen (15) working days of posting to the senior applicant provided he orshe is able to p cform the job.

18.03 Present e ployees in the bargaining unit sha have the first opportunit to fill anyvacancies, when they arise.18.04 Employees who post into a ne position iU be considered on a two (2) calendar

onth probation in such position. If upon their perforaiance review they are not erforming then-or satisfactorily, (or if the employees ithin the first thirty (30) days elects to retu to his or her

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previous osition, if such work continues to be performed) they will retu to their re iously heldposition.

ARTICLE 19 SEMORITY

19.01 Seniority as referred to in his Agreemrart shall mean length of service in t ebargaining unit, dating back to original date of hire, and .shall be applied on a bargaining unit-wide

asis.

19.02 An e ployee shall lose his or er seniorify in the follo ing circumstances:

(a) if he or she voluntarily quits his employment with the Employer;

( ) that he or she is discharged and is not reinstated through the grievance orarbitration rocedures;

(c) that he or she is off ork beca se of layoff, accident or ill ess for twelve (12)mo ths or the length of tiie em lo ee's seniorify, whichever is shorter

(d) Mis to notify the Em loyer ithin two (2) working days that he or she ill reportto work after being notified by the Employer to re or for ork or subseque tly Mis toreport for wor ithin five (5) worki days after being notified b the Employer byregistered mail to re ort for wor follo ing layoff unless a reason satisfectory to theEmployer is g ven;

(e) that he or she voluntarily transfers to another location.

19.03 A e loyee shall accumul te seniority under any of the follo ing co ditions:

(a) whe actually at work for the Em loyer;

(b) when absent on vacatio "with pay, on plant holidays, approved leave of absencein accordance ith Article 11 (up to three (3) months of abse ce);

(c) during any period hen he or she is prevented fio erforming his or her ork forthe m loyer by reason of ill ess, acci ent and or injmy arising out of and in thecourse of his or her emplo ent for the Employer a d for which he or she isreceiving com ensatio tmder the provis ons of the Workers' Com ensatio BoardAct for a period of up to twelve (12) months.

19.04 An employee who does not qualify to acc mulate seniorit under Article 19.03 shallmaintain his or her existing seniorit , unless and until he or she loses same pursuant to Article 19.02.

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19.05 Em loyees shall be req ired to notify the Em loyer of any change of address ortelephone nu ber. The Employer shall be entitled to rely u on the last ad ress and telephone numberfurnishe to it by an employee for all p oses.

19.06 Seniority lists shall be revised and posted in the wor place every t relve (12) monthsand a co y sent to the Union.

19.07 (a) In the event of lay offe, and for the pur ose of recalling those to work who havebeen laid ofl seniorit shall gove as long as the em loyee is able to erfor theavailable work ith a reasonable period of instructio .

(b) All employees, hom sti reta n seniority, skill and ability in accordance with theCollective Agreement, shall he given the first opportunit to retu to work.

(c) Any employee of the Employer, ualified in accordance ith this Article, ho retai s seniori y and is laid off under the terms nd conditions of any of the otherEmployer's Collective Agreements ith the Union, shall be given the opportunityto work under this Collective Agreement when regularly scheduled staff are neede at this bargainin unit as described in Article 1.01.

(d) Such other employee's seniority shall be amended to commence as of the date theemployee starts to ork in his bargaining unit

(e) Any employee covered by such other Collective Agreements shall not bediscri inated against for refusing to work under this Collective Agreement and illcontinue to he covered under the seniority and rehire ri ts of such other CollectiveAgreement

An employee is not permitted to refuse a job with comparable orking conditions,such as hours and benefits that is offered by the Employer.

(f) Where the Employer loses a service contr ct, employees based at such location/s hoare transferred or re-em loyed at another location of the Employer, will be considered

new em loyees.

19.08 Employees returning finm leave s spelled out in Article 11 or Article 19.03 (b) willbe returned to their for er shift and former duties ithin two (2) a s of retu ing to work or ithinone (1) week if absent or leave as ore than five (5) orking days.

19.09 In the event that an e ployee covered by this A reement should be promoted to asupervisory or confidential osition beyond the scope of the Agreement, as defined in Article 1 -Recognition, he or she shall retain his or her accumul ted senio it for aone (1) year eriod form thedate of ap ointment or length of seniority, whichever is shorter. Follo ing the expiry of the

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receding limits the employee's name shall be consider d deleted fiomthe seniority list, except for theurposes of vacatio ay percentages.

ARTIC E 20 - DISCIP INE

20.01 A y disci line given to a em loyee will not be relied upon by the E ployer infurtherprogressive disci line where the e loyee's disciplinary record has been fi ee of further discipline fora eriod of twelve (12) mo ths.

20.02 The Lead Han s all deliver t e first verbal warning only if anage ent is notavaila le.

R ICLE 21 - NON-DISCRIMINATION

21.01 The Employer and the Union a ree t at there shall be no discri iaatio or intimidatio hy the Em loyer or any of its agents a ainst a y employee or roup of employees bec use of

embershi or non- embership in the Unio or for having in good faith processed grievance.

21.02 There shall be o discri ination against any employee, male or female, because ofrace, religious creed, colo r, national origin or age.

21.03 In this Collective Agreement words using the asculi e ge der include the femimne.

21.04 he Employer and the Union agree to abide by the Ontario Human Rights Code.

AR ICLE 22 - MISCELL NEOUS

22.01 Em loyees of the Em loyer em loyed at this bargaining unit, shall not as a result ofthis Agreement, receive, suffer or incur any loss or reduction in wages or any other benefits or

conditions of emplo ment.

22.02 The E ployer bound by this Collective Agree ent, shall not be required to contin e torovide benefits which duplicate any of those benefits pro ide for and require to he given by this

Collective Agreement.

22.03 he Em loyer a rees to provide co ies of all job postin s, awards of job ostings,WSBB claims, and accident reports to the Union.

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AR IC E 23 - PMON-MAWAGEMENT MEETINGS

23.01 The Em loyer agrees to meet ith represe tatives of the em loyees hen arequestforsuc a meeting is ma e by a full time union representative. Such meetings are to occur as soon aspracticable of the request being made but, in any event, ot ore ofte than o e ti e er cale darmonth.

23.02 T e erson or ersons re resenting the E ployer at suc eetings are to bemanagement personnel a ove the level of those m nage ent ersonnel nonnally su ervising t e workof the employees. This clause is understood to be separate a d apart form the grieva ce provisions.The urpose of this clause is to facilitate n exchange of views on problems or suggestions to rovidefor the better functioning of em loyees in the work lace.

ARTICLE 24 - PPENDICES

24.01 All appendices attached to this Agreement form art of this Collective Agree ent

RTIC E 25 - H ALTH ANP SAFETY

25.01 (a) Employees are to re ort all orkplace related accident/injuries to their immediatesupervisor in accordance ith the Work lace Safety and Insurance Act

b) Employees returning fro leaves of absence for sickness will rovide the Em loyerit the necessary medical information rior to retum g to work.

(c) Employees requiring ccommo ations w en return ng fro sick leave must pro ide aduly com leted E loyer Treatment Memorandum by a hysician to ensure they areable to perfor their duties and ainta n their safel at work. The Employer ill payu to forty dollars ($40.00) for the Em loyer re uested medical information.

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RTIC E 26 - DURA ION OF GREEMENT

26.01 This Agreeme t shall continue in full force and effect from Au ust 1,2014 untilJuly 31,2 17, and thereafter shall be automatically renewed and remain in force from year to yearfro its expiration date, unless, within the period ofninety (90) days before the Agreement ceases too erate, either art gives notice in writing to the other part of its desire to bargain ith a view to therenewal ith or ithout modifications of the Agreement.

26.02 On receipt of such notice, the parties to the Agreement shall convene a meeting ithinfifteen (15) days nd bargain in good faith to endeavour to reac an agreement.

DATED at London, Ontario, this 6* day of Au ust, 2014.

EOR THE EMP OYER: FOR THE UNION:

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R IC E 1 - WAGES AMt C ASSMCATfC S

LOl he follo i g wages shall a ply to the following classifications duri g the life of thisA ree ent;

Classificatio s

Light Dut

EffectiveAnz. 1.2014$12 0

EffectiveA e. 1.2015$12.50

EffectiveAue. 1.201 $12.75

Heavy Duty $13.45 $13.65 $13.90

Handy Person $21.00 $21.00 $21.25 Amended Feb. 25/16

Premiums (f&flk Night Shift $0.50

V LLea Hands $0.50 abo e the a propriate wa e rate

New hires shall be paid fi cents ($0.50) less er ho r during their probationary eriod. Thereafter,the shall be paid in accordance with Article LOl a ove.

ARTICLE 2 - HOURS OF WORK

2.01 (a) Additio al work re uired y the Employer over and above the nomally scheduledshifts shall be assigned on a reverse seniority basis (longest em loyed) to em loyeesqualified to perform the work. Such ho rs of or shall be on a voluntary basisby the em loyee.

(b) The Employer ay transfer em loyees to perfor work at the locatio describedin Article 1.01 whe t e em loyees in (a) above have eit er bee offered the e tra

o rs and or ill reach their regularly sc eduled ork week (fort -four (44) hoursin a calen ar week).

T e Employer agrees to give reference to members of the Union at other locationswhe this occurs.

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RTIC E 3 - OVER IME

3.01 Overtime sliall be paid for all hours worked over forty-four (44) ho rs er calendarwee or more th n ni e (9) hours of work on a shift.3.02 Overti e shall be paid t time and one half the em loyee's regular a propriate wa e

rate.

3.03 All overtime shall be on a voluntary basis by the employee.

3.04 When overtime is assigned by t e Employer, it shall be on a rotating seniorit basis(least emplo ed to longest employed) to employees qualified to perfor the work.

3.05 The Em loyer s all first offer construction cleanu or other additional wor requiredby the Em loyer to employees qualified to perfor such ork u to 44 hours per week unless theEm loyer cannot reasonabl schedule such hours.

ARTICLE 4 - ASSIGNMENT OF WORK

4.01 Em loyees who re required to erfor a hi er classification of work shall be paidthe appropriate age rate for such ti e erforming the work.

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HEAVY DUTY CLEANER

GENER L DESCRIPTION:

A heavy duty cleaner is generally responsible for heavy clea ing work including the cleaning of allhard floor surfaces, the cleaning of all surfaces that must be reached by ladder or scaffolding and thecollection and removal of garbage firom rop points to a arbage bin or com ctor.

SPECmC RESPONSIBI ITIES:

- Dr mo s, et mops ( ash/scru and polish ar surface floors. The as ing scrubbin of floors isdone ith ma ual or po er scrubbing equipme t a d the olishing is done ith hand eld or walkbehind buflSn ch nes. In large open applications uto a ic equi ent may be used to erformthese fimctions.

-Strips and finishes hard surface floors manually or ith ower equipment hen require .

-Transports garbage firom rop oints to gar age bins or comp ctor. The heavy dut cleaner illoperate he compactor and ill be reqjonsi le for cleanin the com actor at regular intervals.

-Transports maintena ce machinery, here necessary, between floors and job sites,

-Clea s glass areas reqi iing ladders, scaffold g or other e tension equipment to reach.

-Cleans washroom floors including ashin , stripping a d fi ishin .

-Cle ns stairwells an elevator cabs where ladders are required.

-Maintains and carries out reventative maintenance procedures on floor machines, vacuums,automatic scrubbers and buffers and larger self pro elle machines.

PDI QNAL POSSIB E RESFO SIBI ITIEg;

-Washes walls, ceilings and dusts cefling light fixtures and ceiling fens at established inter als.

-Uses pile lifting equipment to restore certain t pes of carpet.

-Erects and dismantles scaffolding as required.

-Sham oos broadloo and uses extracting equipment or clean broadloom.

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Operates machineiy such as ress re was ers and rid on sweepers an scrubbers in articularly largeopen areas.

-Cleans a d chan es fluorescent and inca desce t lights.

-Restocks all centca y-dispenses soa systems.

OOLS MP EOPIPMEW ;

A heav duty cleaner uses and is responsible for the operation and cleanliness of the following toolsand e ui ment:

- Swee ing, tools, various weights and dry ops up to 32 oimces, buffing pads and buc ets and

ringers.

- La ers and scaffoldi g.

- Electric or battery o erated buffi g macMnes.

-Walk ehind and ride on scrubbers a d sweepers Battery nd electric owered).

-Pressure ashers.

-Pile lifters and car et extractors.

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IGH BP Y CLE NER

G1 .NF.R T PESCMPTfON:

A I g it d ly cleaner is generally responsi le for the cleaning of all areas of an office includingdustings ust mop ing, cleaning washroom fixtures, s ot cleaning, em t ing and cleaning ashtraysnd emptying and cleaning waste rece tacles a d vacuumi of carpets.

SPECIFIC RESPONSmi mES;

-Dusts all office furniture.

-E pties and cleans all aditrays.

-Empties and clea s waste pa er baskets.

-Collects coffee cups and leaves them in a designated area.

-Spot cleans walls, partitions, light s itches and doors, indow siEs.

-Cleans and polishes chro e and other polished etal surfaces.

-Cleans partition glass that is within arms reac .

-Cleans and disinfects washroom fi tures using mfid ch micals.

-Dusts baseboards and low air vents.

-Vacuums cloth furniture at established frequencies.

-Dust mops all office hard floor surfeces and/or vacuums aU carpeted areas at established firequencies.

-Removes fiill garbage bags from cleaner s cart and places them in designated area for trans ort to

arbage bin or com actor.

-Damp mo s small area hard surface floors.

-Restock single unit dispensers containing soap, towels, toilet tissue and sanitary napkins.

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ADDITIONAL POSSIB E RESPONSIBimiES;

- Polishes oode furniture at established fre uencies or on a as requested basis.

- Dusts and damp wi es office e uipme t on an as requested basis.

- Washes metal and painted surfaces of filing cabinets at established ficquencies or on an as re uestedbasis.

- Disinfects telephones at established fi equencies or o an as requested basis.

TOOLS ND EQUIPMENT:

A light duty cleaner, where applicable, would be expected to leam ho to make the inoradjustments necessary to keep the equi ment operating effectively. All of the abo e tools andequi ment would e supplied by the em loyer.

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