This Agreement is entered into by and between

THISTLE PRINTING LIMITED

hereinafter referred to as the

"Employer"

and

UNIFOR, AND ITS LOCAL 591G (PREPRESS)

hereinafter referred to as the

"Union"

Effective July 01, 2014 to June 30, 2018

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Preamble ......................................................................................................................... 3 Article 1 -Duration and Termination ................................................................................ 3 Article 2 - Union Membership .......................................................................................... 3 Article 3 - Hiring ............................................................................................................... 3 Article 4 - Struck Work Clause ........................................................................................ 4 Article 5- Jurisdiction- Prepress Design and Creative Department.. .............................. 4 Article 6- Unit Chairperson ............................................................................................. 8 Article 7 - Foreperson ...................................................................................................... 8 Article 8 - No Strikes Or Lockouts ................................................................................. 1 0 Article 9 - Apprentice Regulations ................................................................................. 10 Article 10 - Grievance Procedure ................................................................................. 11 Article 11 - Paid Vacations ............................................................................................ 14 Article 12 - Plant Holidays ............................................................................................. 16 Article 13- Work Week ................................................................................................. 17 Article 14 - Minimum Full Shift ....................................................................................... 18 Article 15 - Lunch Period ............................................................................................... 18 Article 16 - Overtime Rates ........................................................................................... 19 Article 17 - Overtime Conditions .................................................................................... 19 Article 18 - Scale of Wages ........................................................................................... 19 Article 19 - Premium Rates ........................................................................................... 21 Article 20 - New Shifts - New Starting Times ................................................................ 21 Article 21 - Unifor Graphical Benefit Plan of Ontario ..................................................... 21 Article 22 - Bereavement Leave .................................................................................... 22 Article 23 - Jury Duty and Subpoenaed Crown Witness ................................................ 23 Article 24 - Union Dues-Check off ................................................................................. 23 Article 25 - Unifor Multi-Employer Pension Plan ............................................................ 23 Article 26 - Retraining and Technological Change ........................................................ 25 Article 27 - Health and Safety ...................................................................................... 25 Article 28 - Access to Plants ......................................................................................... 26 Article 29- Payment of Retroactive Wages ................................................................... 26 Article 30 - No-Discrimination/Workplace Harrassment ................................................ 26 Article 31 - Union Label ................................................................................................ 29 Article 32 - Management Rights .................................................................................... 30 Article 33 - Employee Savings Plan .............................................................................. 30 Article 34 - Paid Education Leave (PEL) ........................................................... .. 30 Article 35- Severance .................................................................................... 31 Article 36- Bulletin Board ................................................................................ 31

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It is agreed that on the effective date of this Agreement, the Agreement effective July 1, 2011 to June 30, 2014 is cancelled.

This Agreement is entered into this 30th day of June, 2014, between Thistle Printing Limited hereinafter referred to as the "Employer", and Unifor, and its Local 591G, hereinafter called the "Union".

1.01 This Agreement shall take effect on July 01, 2014 and shall remain in force until June 30, 2018 and for such reasonable time thereafter as may be required for the negotiation of a new Agreement.

1.02 Notice of termination of this Agreement or of intention to negotiate Amendments to this Agreement may be given by any of the contracting parties at least 30 days but not earlier than 120 days before June 30, 2018. Negotiations, if requested, shall commence within 15 days after the date on which notice that negotiations have been requested has been given, or as may otherwise be extended by mutual agreement.

2.01 The Employer agrees to employ only members of the Union in good standing and such apprentices as are provided for herein to perform all work within the jurisdiction of the Union. The foreperson shall be a journeyperson member of the Union in good standing, it being understood that forepersons are considered representatives of management.

3.01 If, upon making application through an officer of the Union, the Union is unable to supply sufficient journeypersons within three (3) days, then the Employer may secure from any source such number of employees as he requires to fill situations. Each employee so hired shall work on a probationary basis and may be employed for a period sufficient to test their qualifications, but in no event may such probationary period exceed one hundred and twenty (120) calendar days. While so employed each probationary employee shall enjoy the full terms and conditions of this Agreement.

3.02 All "new employees" and "probationary employees" hired shall not be subject to the provisions of Article 21 for a period of one hundred and twenty (120) calendar days, provided a regular situation holder is not deprived of their established shift or starting time. For the purpose of this Section "new employees" are understood to be Union members who have not previously worked in the particular plant. In no case shall this Section be construed to apply to apprentices.

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4.01 The Employer shall not require employees covered by this Agreement, and the Union reserves the Employees' right to refuse, to process material received from or destined for an office in which an authorized strike by, or lockout of, a local union of Unifor is in progress. The Union will give the Employer 48 hours' notice that a strike or Jock-out is in progress before the processing of material may be stopped in accordance with the foregoing provisions, provided that only work that is in progress may be further processed during this 48-hour period. The Union agrees that any refusal to execute struck work will be governed and limited by this Section.

4.02 Notwithstanding any other provisions of this Collective Agreement, the failure or refusal of any employee covered by this Agreement to cross any lawful Unifor picket line established in connection with a lawful Unifor strike, by employees at the plant being picketed, for the purpose of processing work coming under the jurisdiction of Unifor, shall not constitute a breach of this Agreement. The Employer shall not discharge, discipline or otherwise discriminate against any such employee.

5.01 (a) Includes manual, electronic and digital design and composition, imaging to output devices related to bargaining unit work, PDF file preparation for intranet transmission of work designed and or composed by Thistle, web page design and production, positional digital scanning as related to Thistle design and composition, data base management and programming as related to customer files.

(b) The jurisdictional concepts covered by the Collective Agreement expiring in 1999 shall continue to reside in the current Collective Agreement.

(c) The Employer shall make no other contract covering work as described above.

5.02 (a) The contracting parties recognize that prior to the effective date of this Agreement some paste-makeup work utilizing reproduction proofs of type set under the terms of this contract was executed in some shops by employees who are not members of the Union; also pulling of reproduction proofs, the preparation of hand-lettered and display line by photographic methods was performed by outside art studios, advertising agencies, and employees who are not members of the Union.

(b) The Union agrees that work now performed under said practices may continue to be so performed during the life of this Agreement. However, it is the sincere intention of the Employer and the Union to co-operate to the fullest and to pursue all realistic approaches in an amicable manner to effectuate the Union's full jurisdiction as set forth in this section.

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(c) Any such work now performed by other employees of the Employer which is not now covered by contract with another union may not be so covered.

(d) In the transfer of any of the work done under the existing practices as recognized in sub-section (a) of this section to employees covered by this Contract, or upon the institution of the phototypesetting or paste-makeup processes in shops not now using these methods, the Employer agrees that the resulting paste-makeup work and all other composing room work in said processes will be performed by journeymen and apprentices covered by and working under the terms and conditions established by this Contract.

(e) The Employer also agrees in the transfer of any paste-makeup work to journeymen and apprentices under this contract to provide said journeymen and apprentices with adequate equipment and a full opportunity to become proficient on paste­makeup and its attendant processes.

(f) The above exceptions in this section apply only to that particular practice in a particular shop on the aforementioned work done by employees other than those covered by this contract prior to the effective date of this Agreement.

(g) The Employer will supply the Union office with a list of those employers entitled to operate paste-makeup departments outside the terms of this Agreement.

If either party to this Agreement alleges that there has been a contravention of sub­sections (a) to (g), inclusive, of the Jurisdiction clause, then a meeting of the Union and the Employer may be called by either party to this Agreement within a reasonable time before invoking the grievance procedure.

5.03 When a computer is performing composing room work, the jurisdiction of the Union includes:

(a) The preparation and handling (processing) of all input and output for composing room work.

(b) Operation of the computer for composing room work and related devices for composing room work.

(c) Correction of input errors and/or operational adjustments of programs for composing room work.

(d) Programming for composing room work (except that programming which is provided by the manufacturer or lessor, as part of the standard services for the lease or purchase of the equipment).

(e) Maintenance for all of the foregoing devices and equipment utilized in the performance of composing room work (except that maintenance which is provided by the manufacturer or lessor as a part of the standard services for the lease or purchase of the equipment). Nothing shall prevent the use of factory representatives or outside technicians for installation or maintenance of computers and related devices requiring special technical skills when employees covered by this Agreement and competent to perform the work are not available.

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(f) It is understood that an employer who presently employs a programmer who is not a member of the union may continue such practice, provided the Employer makes arrangements for training a union member for programming. Should the programmer not covered by this Agreement terminate their employment for any reason, he shall be replaced by a member of the Union.

The right to concurrent or simultaneous utilization of all or any parts of an electronic data processing system by persons outside the bargaining unit for purposes other than the production of composing room work shall not be abridged by the provision of this section.

Programming begins with the creation of a detailed flow chart and continues until the programme for the computer is coded and read for preparation as programme input material. Programming does not include systems analysis. Programmes prepared by employees covered by this Agreement may be edited, modified or redrawn by experts not covered by this Agreement.

In the event of a temporary breakdown caused by a mechanical or electrical failure of a computer or of input or output devices, the Employer may acquire the use of a computer or input or output devices from an outside source and input or output may be handled by an outside source until such time as the computer or input or output devices become operable. It is agreed by the parties that such input or output will be further processed by employees covered by this Agreement.

5.04 If trained personnel are not available through the Union, employees covered by this Agreement shall be selected and trained by the Employer to meet the needs of computer operations. Training for the operation, maintenance and programming shall begin no later than three months following the signing of this Agreement where the Employer has already installed a computer. Where an Employer plans to introduce a computer for composing room work, such Employer shall notify the Union at least six months prior· to such planned installation and make arrangements for training in the operation, maintenance and programming prior to such installation.

5.05 The parties recognize that the Employer may obtain new composing room work or retain composing room work that might otherwise be lost if outside input material were not accepted; the parties agree that the following regulations, Articles 5.05 (a) to (f), describe the conditions under which outside input material may be accepted.

(a) Outside input material may not be accepted if the customer is a Company, Corporation or person whose primary business is typesetting in any form, printing, and who has a direct affiliation with the Employers who are party to this Agreement, unless such company has a Unifor Union approved contract.

(b) Outside input material may be accepted from a customer:

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1. Whose employees prepare outside input material under the terms of a Unifor Union approved contract; or

2. who generates computer printouts from their data base files, and such printouts are used as camera-ready copy from production of a printed product; or

3. who supplies outside input material for typesetting to any other composing room for production of a printed product; or

4. who supplies outside input material to a non-union composing room and acceptance by the employer will transfer such work to employees covered by this Agreement; or

5. who offers the outside input material on a competitive "bid basis" to other composing rooms (excluding customers defined in Article 5.05 (a) of this Agreement, offering input material).

(c) In order for an Employer covered by this Agreement to receive outside input material as defined by the terms listed herein, the Employer agrees to assign all composing room work required by the customer, from receipt of such outside input material until the product is ready for plate making, to employees covered by this Agreement. Such assignment shall include but not be limited to the operation and maintenance of any devices to receive such input material; operation and maintenance of all input and output devices that are necessary to process such outside input material; operation and maintenance of all typesetting equipment through which the outside input material will be processed into type; readers; converters' processing the product of the above equipment; film or paper assembly into completed pages; darkroom processes; camera work; post camera work; opaquing; colour break; stripping; Imposition and all other work necessary to prepare the product for the preparation of a printing plate.

The necessity to assign outside input to other than member of the Unifor Union will not prohibit the Employer from acceptance of such outside input. It being understood that such assignment and work is covered by a subsisting Collective Agreement.

(d) The subcontracting of any work within the jurisdiction of the Union as defined herein, resulting from the acceptance of outside input material to other than those companies with Unifor Union approved contracts, is forbidden unless the particular class of work is not done in the employer's composing room.

It is agreed that the work subcontracted under this provision will be offered to Employers signatory to this Agreement, before being offered to any other party.

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(e) The Employer shall afford employees covered by this Agreement full opportunity to be trained in the process described in Article 5.05 (c) of this Agreement. Such training programme shall be governed by Retraining Article 26.

(f) Outside Input Material -The Employer hereby confirms the renewal of all existing Supplemental Agreements regarding the acceptance of outside input material. Provided the union or an Employer shall have the right to negotiate the terms of these Supplemental Agreements provided that notice to re-negotiate is given to the other party within 90 days of the ratification of this Agreement.

A Supplemental Agreement shall remain in effect pending renegotiation and ratification of its terms by the Employer and the Union.

6.01 The Unit Chairperson and Steward shall be elected by the employees to represent the Union in the office or composing room. The Unit Chairperson and Steward, as representatives of the Union, shall not be subject to discrimination by the Employer on account of actions taken by them in accordance with their recognized duties as Unit Chairperson in the administration of this Agreement.

6.02 The Chairperson and Stewards shall have the same obligation to observe the terms and conditions of the Agreement as all other parties to the Agreement. Should the Chairperson (or Steward) desire to consult a Union Officer regarding an alleged infraction of this Agreement during working hours they may do so provided they secure the consent of the Foreperson or other management.

6.03 An employee shall have the right to require the presence of the Unit Chairperson or Steward if summoned before a representative of the Company for the purpose of receiving an official warning. In the event the Unit Chairperson is the employee who is to receive the official warning, the Unit Chairperson shall have the right to require the presence of another bargaining unit employee.

6.04 An employee shall also have the right to require the presence of the Unit Chairperson or Steward to resolve disputes pertaining to alleged misapplication of Article 11 - Paid Vacations.

6.05 The Employer agrees to provide a bulletin board in a mutually satisfactory place for official Union notices which shall not be contrary to good order or discipline.

7.01 Foreperson or Acting Foreperson shall have full control of operators, machine tenders, and all other employees, subject to the following provisions:

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Foreperson has the right to employ help and may discharge (1) for in competency; (2) for neglect of duty; (3) for violation of office rules which shall be kept conspicuously posted, and which in no way shall abridge the civil rights of the employees, or their rights under accepted Unifor General Laws; and (4) to decrease the force.

When it becomes necessary to reduce the work force, the Employer shall determine in which class of work the reduction is required. The journeyperson with the lowest seniority standing with the Employer engaged in the class of work so affected shall be laid off first. Provided that in the event of a layoff apprentices shall be laid off in accordance with the ratios set out in Article 9.01 (i.e. after 4 journeypersons are laid off 1 apprentice must be laid off before another journeyperson may be laid off).

The Classes of work for the purpose of this Article shall be:

Programming (for composing room work) Markup Keyboard Operator Paste-makeup/ Assembly Camera Proof Reading Stripping and Imposition Computer Output Operating/Monitor Maintenance/Computers/Composing Room Equipment

Provided, the journeyperson who is to be laid-off shall have the right to displace another journeyperson with the lowest seniority standing, whose work they are competent to perform and further provided, that any journeyperson claiming other work to avoid layoff, in reducing the work force, shall not be exempted from termination for incompetence.

Should there be an increase in the force, the persons displaced through such cause shall be reinstated in reverse order to that in which they were discharged before other help may be employed. Upon demand, the Foreperson shall give the reason for discharge in writing. This section shall apply to incoming as well as outgoing Forepersons.

7.02 The Foreperson and acting Foreperson are representatives of the Employer, and they are not subject to fines or disabilities by the Union on account of any action taken by them in accordance with the instructions of the Employer when such actions and instructions do not violate the terms of this Agreement.

7.03 Permanent or temporary layoffs shall only take effect on the last regularly scheduled day of the calendar week.

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7.04 A journeyperson will lose seniority for the following reasons:

(a) the journeyperson has been laid-off for a period of 9 months

(b) the journeyperson is discharged for cause and such discharge is not reversed through the grievance and arbitration procedure;

(c) the journeyperson is recalled to work and fails to report for work within three (3) working days of such recall.

8.01 The parties hereto agree there will be no strikes or lockouts during the life of this Agreement.

9.01 Apprentices may be employed in the following ratio: for the first three (3) journeypersons regularly employed, one (1) apprentice; for each additional four (4) journeypersons regularly employed, one (1) apprentice. For workplaces with less than three (3) journeypersons regularly employed, one (1) apprentice will be allowed. The above ratios shall also apply in the case of layoff or recall.

9.02 A Joint Apprenticeship Committee composed of an equal number of representatives of the Union and the Employer shall be selected by the parties to this Agreement. All provisions of the Agreement affecting apprentices shall be under the jurisdiction of this Committee which shall have control of and be vested with full power and authority to enforce all conditions outlined herein. The Employer shall be free to engage their own apprentices subject to the approval of the Joint Apprenticeship Committee. Should the Committee fail to agree on any question, the matter shall be processed under the Grievance Procedure.

9.03 Apprentices shall be registered by the Union and they shall serve an apprenticeship period of four years before being admitted to journeyperson membership in the Union. The advancement in training and wage rates of any apprentice may be accelerated by the Joint Apprenticeship Committee according to the progress made by the Apprentice, and the term of their apprenticeship may be shortened to the extent of such accelerated advancement.

9.04 Each apprentice hired shall work on a probationary basis for a period not to exceed 120 calendar days. At the completion of this period, the Foreperson and the Unit Chairperson must recommend to the Joint Apprenticeship Committee that they be admitted as an apprentice member of the Union or terminate their employment. If the Joint Apprenticeship Committee recommends the apprentice they shall forthwith be admitted into the Union as an apprentice member.

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10.01 The parties agree to establish the following grievance procedure for the purpose of settling any question or dispute which may arise concerning the interpretation or violation of this Agreement.

10.02 Step No.1

When any employee or employees have a grievance they shall in the first instance submit the difference in writing through the Unit Chairperson to the Foreperson in charge of the group concerned and a decision will be rendered in writing within three (3) working days. No grievance shall be considered where the circumstances giving rise to such grievance occurred more than fifteen (15) working days before the filing or lodging of the grievance.

10.03 Step No. 2

If this matter cannot be adjusted within three (3) days by amicable discussion with the Foreperson and the Unit Chairperson, then it may be referred by the Unit Chairperson in writing to the other supervisory officers of the Company in order.

10.04 (a) Step No.3

If, within a further five (5) working days any grievance is not amicably adjusted by the discussion within the establishment of the particular Employer indicated above, the dispute may be referred by the Employer or the Union, in writing to a Joint Grievance Committee for settlement.

The Employer and Union representatives will meet within a further five (5) working days in an attempt to settle the grievance.

(b) If the grievance is not resolved at 10.04 a), the Union and Company will consider utilizing a Grievance Mediation process in an attempt to resolve the matter. There must be mutual agreement in writing from both parties in order to proceed with the Grievance Mediation process. The Union and the Company will share the cost of retaining a Grievance Mediator. The Grievance Mediator shall be selected by mutual agreement of both parties within seven (7) working days following the Step 2 meeting.

1 0.05 Step No. 4

If there is no mutual agreement to utilize the mediation process, or if there is no mutual agreement on the choice of a Grievance Mediator, or if there is a failure to resolve the grievance by the Grievance Mediation process, the grievance may be submitted to arbitration within fourteen (14) working days following the Step 3 meeting.

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1 0.06 All disputes, except Employer and Union or discharge grievance, shall be subject to the above procedure and must be presented in the manner set forth within fifteen (15) days of their occurrence. Employer and Union Grievances shall commence at Step 3.

10.07 Meetings for the processing of grievances shall be scheduled by agreement of proper representatives of the Employer and the Union.

10.08 In the event an employee claims that they have been unjustly discharged, they may present a grievance, which shall be in writing, through the Union, within three (3) working days of such discharge. The processing of such grievance shall commence at Step 3.

10.09 Time limits established in the foregoing Article may be changed by mutual consent of the parties.

10.10 Arbitration

Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any question as to whether a matter is arbitrable, or where an allegation is made exhausting any grievance procedure established by this Agreement, notify the other party in writing of its desire to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee. The recipient of the notice shall within five (5) days inform the other party of the name of its appointee.

If the parties fail to agree upon an arbitrator within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. The arbitrator shall hear and determine the difference or allegation and shall issue a decision, and the decision shall be final and binding upon the parties and upon any employee affected by it, provided that local union laws not affecting wages, hours or working conditions, and the General Laws of the Unifor shall not be subject to arbitration.

10.11 The arbitrator shall have no authority in any way to alter, modify or extend this Agreement or to make any decision inconsistent with its terms and provisions.

10.12 The expense and compensation of the arbitrator shall be shared equally between the parties.

10.13 Time limits established in this Article may be changed by mutual consent of the parties.

1 0.14(a) Notwithstanding anything contained in Sections 10.01 to 10.13 above, the failure of the Employer to carry our obligations, including making the required contributions under Article 9, Apprentice Regulations; Article 21, Unifor Graphical Benefit plan of

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Ontario; Article 24, Union Dues - Checkoff; Article 25, Unifor Multi-Employer Pension Plan, and Article 33, Employee Saving Plan of this collective agreement may, as an alternative to Sections 10.01 to 10.13, be referred to arbitration by the Union or Trustees of the said plans, using the procedures set out in this section.

(b) There shall be no time limit within which a grievance must be filed, or a matter may be referred to arbitration. Any breach by an Employer of the obligations to the plans referred to in this Section, under a prior collective agreement between the parties, shall be deemed to be a breach of this collective agreement, and the procedures set out in this Section may be used in grieving and arbitration of such breach.

(c) The Union, and Trustees, or their agents, may submit a written notice of default to the Employer, by registered mail, with a demand for payment of contributions and compliance with any other provisions of the plan. Such notice shall be considered to be the filing of a grievance under this Section.

The notice shall be deemed to have been received by the Employer on the third day after the day on which it was mailed.

(d) If the Employer fails to make the required contributions, or otherwise fails to comply with the plan, within ten (10) days after the date of the notice, the grievance procedure shall thereupon be exhausted, and the grievance may be referred at any time thereafter by the Union, or Trustees, or their agents, to final and binding arbitration.

(e) i) The Union, or Trustees shall give reasonable written notice to the Employer of their desire to arbitrate pursuant to this Section, and shall state the date, time and place fixed for such arbitration;

ii) The Trustees, or such committee or sub-committee, as the Trustees may appoint, shall appoint an arbitrator or arbitrators to conduct the arbitration. Such arbitrator or arbitrators may include, but are not limited to, an Employer Trustee, Union Trustee, former Trustee, former official, officer, or employee of the Union, or an Employer who is a party to the Trust Agreement, which is being arbitrated, or otherwise bound thereto. An arbitrator(s) appointed pursuant to this Section may hear arbitrations relating to one or more plans, and one or more Employers concurrently, or as the arbitrator(s) may determine. A Trustee appointed as arbitrator may hear arbitrations involving any or all the plans to which the Employer is required to contribute.

iii) The arbitrator(s) shall have full authority to hear any matter referred to them by the Union, or Trustees. The decision of the arbitrator(s) shall be final and binding on the Union, Trustees, and Employer.

iv) The arbitrator(s) shall have the authority to order an Employer to perform all obligations pursuant to this collective agreement and may, in addition to

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ordering an Employer to make all contributions owing, order an Employer to pay interest on overdue contributions at such rate as the trustees have determined, pay reasonable counsel fees incurred, or to be incurred by the Trustees in the collection of such delinquent amounts, including the counsel fee for the arbitration, pay the fees to the arbitrator(s), pay other reasonable costs incurred in the collection of the delinquencies, pay liquidated damages in an amount equal to twenty percent (20%) of the total of all amounts found to be delinquent as determined by the arbitrator(s) to be due and owing. The Employer acknowledges and agrees that the liquidated damages will be used to defer administrative costs arising out of the delinquency of the Employer, and acknowledges the costs to be actual, and substantial, though difficult to ascertain, however, the Employer acknowledges that these costs are a minimum of twenty percent (20%) the amounts found to be delinquent, and waives the necessity of any additional proof thereof.

Without limiting the generality of the foregoing the said sum is on account of damages resulting from:

1. inconvenience and burden imposed on the Trustees;

2. loss of any benefits, monetary or otherwise, to any employees; and

3. loss of benefits, and the use of any funds, in connection with an Employer's failure to comply with the terms and conditions of the relevant Trust Agreement and collective agreement.

For the purpose of Sub-Section (iv), "reasonable counsel fee" shall mean all reasonable counsel fees in the amounts for which the Trustees become legally obligated, including fees for recovery of liquidated damages, audit costs, filing fees, and any other expenses incurred by the Trustees.

v) Any arbitration order or award determined under this Section may be filed by the Union, or Trustees pursuant to Section 44(11) of the Ontario Labour Relations Act, and under any comparable provision in the Quebec Labour Code, and may be enforced thereunder.

(f) The Union, or Trustees may take any other action they deem advisable to enforce the obligations of any Employer, as set out in this Section, notwithstanding any other provision of this collective agreement.

11.01 All employees covered by this Agreement shall receive vacations as follows:

Service 1 Year 5 Years 15 Years

Paid Vacations 15 days 20 days 25 days

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11 .02 All employees covered by the terms of this Agreement with one year's service with the Company as of July 1 of the current year shall receive three weeks vacation with full pay.

All employees with five (5) years of continuous service with the company as of July 1 of the current year shall receive four ( 4) weeks vacation with full pay.

All employees with fifteen (15) years of continuous service with the Company as of July 1 of the current year shall receive five (5) weeks vacation with full pay.

All employees with less than one year's service with the Company as of July 1 of the current year shall receive 4% of their total earnings.

11.03 In the event that the employee leaves the service of the Company before the vacation period becomes operative, such accumulated sum to which the length of service entitles- (4%, 6%, 8%, or 10%) shall be paid to the employee in lieu of vacation not taken.

11 .04 Two weeks of vacation shall be arranged as far as possible between April 1, and October 15 according to seniority standing. So far as possible the employer will schedule the 3rd, 4th and 5th weeks of vacation at a time suitable to the employee on a seniority basis between the employee and Employer.

It is understood that all vacations shall be completed within the calendar year and no employee will be allowed to forego vacation in any one year for the purpose of adding to the length of vacation in any succeeding year, except by mutual consent of the Foreperson and the employee. Vacation lists shall be posted not later than March 31.

11.05 Regular situation holders and apprentices shall receive vacation pay in advance at the end of the financial week immediately prior to their vacation period.

11.06 Nothing in the above is to be interpreted as preventing any Employer from paying for additional vacation time when it has been the custom.

11.07 An employee covered by this Agreement, who is laid off due to lack of work, for a period not exceeding nine (9) months, and who retains seniority with the Employer, and who returns to work within three (3) working days of recall (except in cases of illness), shall be considered to have continuous service for the purpose of establishing vacation credits.

11 .08 The foregoing provisions are subject to the m1mmum requirements of The Employment Standards Act (Ontario) current during the life of this Agreement.

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11.09 The Employer shall hold vacation pay on behalf of any employee laid-off, if so requested by the employee.

12.01 (a) The following plant holidays shall be paid for at the regular rate when not worked and provided the employee is at work the working day before and the working day following that on which the plant holiday is observed, excepting in those cases of bona fide sickness or where other arrangements have been mutually agreed upon between the Employer and the employee;

New Year's Day Good Friday Victoria Day Canada Day Civic Holiday

Labour Day Thanksgiving Day Christmas Day Boxing Day Two Floating Paid Holidays

(b) When Christmas Day falls on a Friday, Saturday or Sunday, Boxing Day may be observed on the regularly scheduled work day before or after the day on which Christmas Day is observed, at the discretion of Management.

(c) The Employer agrees to provide for two (2) floating paid holidays in each calendar year to be arranged by mutual agreement between the Employer and the employee( s ).

12.02 When any of the above holidays fall on a Sunday the holiday shall be observed on the following Monday. When any of the above holidays falls on a Saturday the holiday shall be observed on any one of the following: the preceding Friday, or the following Monday. When any of the above-named holidays fall on a Saturday, the Employer shall give twenty-one (21) days notice of the day on which the holiday will be observed.

12.03 July 1st, Canada Day, falling on a Tuesday, a Wednesday or a Thursday, may be observed by the employer on the Monday or Friday of the week in which the holiday occurs. The Employer shall give at least twenty-one (21) days notice of the day on which the holiday will be observed.

1204 Employees who work on such holidays shall be given a day off with pay on a date mutually satisfactory to the employee and the Employer or one day's pay in lieu thereof.

12.05 Plant holiday pay will be based on the rate of the shift being worked.

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12.06 Should a plant holiday fall during a member's vacation period an additional day off shall be granted at a time mutually agreed upon between the employer and the employee, or the equivalent in pay in lieu thereof.

12.07 A plant holiday shall constitute one-fifth of the regular weekly hours and be paid for at the employee's regular hourly rate. For plants operating on a short Friday schedule, the hours of work on the day on which the short Friday is observed shall be increased by one-half hour for each holiday occurring in that week.

12.08 For employees working a three (3) day work week, holiday pay of eleven and two­thirds (11.667) hours will be as follows:

(a) When a holiday is on a scheduled work day, the employee will have the day off with pay.

(b) When a holiday is not on a scheduled work day, the employee will either receive a day off with pay during the same week, or will receive the additional day's pay.

(c) When a holiday is on a Sunday or Monday, the A and B shifts (Article 13.05) will receive their first shift off. Shifts C and D follow (b) above.

(d) Floating holidays will be paid as above.

13.01 Day Shift: The basic work week shall not exceed thirty-five (35) hours composed of five days of seven (7) hours or four days of seven and one-half (7-1/2) hours and one day of five (5) hours.

13.02 Scheduled work hours of individual employees must be posted and cannot be changed during the financial week. The hours of the day work shall be completed between 6:00 a.m. and 7:00 p.m. with a basic week of five (5) days in effect.

13.03 Night Shift: The work week for night workers shall consist of thirty-five (35) hours composed of five nights of seven (7) hours or four nights of seven and one-half (7- · 1/2) hours and one night of five (5) hours.

On agreement between the Company and the affected employee(s), the hours of work may be four (4) consecutive shifts of eight and three-quarters (8-3/4) hours which may be worked Monday through Thursday or Tuesday through Friday. The regular hours of work for the day shift on a four day work week schedule shall be completed between the hours of 6:00 a.m. and 7:00 p.m.

13.04 In the event of a plant working three (3) shifts, two (2) of the shifts shall be night shifts. Nothing in the foregoing shall be construed as allowing night workers commencing before the day shift finishes to be paid less than the night rate.

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13.05 Three day work week and Six Day Coverage: Prepress Design and Creative Department.

(a) Three day work week and six day coverage assignments will be filled by volunteers acceptable to the Company or by new employees hired to cover the additional shifts.

(b) The shifts will be as follows:

1. Sunday, Monday, Tuesday (Nights) 2. Monday, Tuesday, Wednesday (Days) 3. Wednesday, Thursday, Friday (Nights) 4. Thursday, Friday, Saturday (Days)

6:15pm- 6:30am 6.15am - 6:30pm 6.15pm - 6:30am 6.15am - 6:30pm

(c) Three day work weeks will be paid thirty-five (35) hours per week.

(d) There will be two (2) one-half (1/2) hour uninterrupted lunch periods per day. The first is between the fourth and sixth hour; and the second is between the eighth and tenth hour of each shift.

(e) Thirty-Five (35) hours are guaranteed when working a five (5) day week in the six (6) day coverage schedule (Monday to Friday/Tuesday to Saturday).

14.01 No employee shall be employed for less than a full shift except when discharged for cause, or is excused at his own request, except in the case of emergency due to uncontrollable conditions such as breakdown, fire, accidents, etc.

15.01 A lunch period of at least 30 minutes and not more than one hour, without pay, shall be allowed for each shift, such time not to be included in the number of hours specified for a day's or night's work.

No present lunch period shall be reduced or extended except by consent of a majority of the employees, and the Employer in the Unit concerned.

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16.01 Overtime to be paid at time and one-half of the employee's regular rate for the shift being worked. Overtime to be computed on each day's or night's work. All hours worked before or after the regular hours of work to be paid at overtime rates.

16.02 If an Employee works after completing their regular work week at the end of the Friday shift from 6:15 p.m. (if not on shift) until Monday at 6:30 a.m. and Statutory Holidays, they will be paid at double (2x) their regular rate. The night of a public holiday shall be understood to be the holiday for night workers.

17.01 The Employer shall give reasonable notice when employees are required to work overtime (but overtime is work that shall not be compulsory except in cases of emergency). If overtime is continued for more than one hour, thirty (30) minutes shall be allowed for lunch. All overtime shall be voluntary.

17.02 Whenever possible overtime shall be given out to the end that it shall be distributed among employees evenly, except and only where an employee has charge of a particular work.

18.01 The Employer agrees to operate his Design and Creative Department according to the following schedule of wages: Apprentices to be paid in proportion, based on schedule in effect under the expired Agreement.

July 1, 2014 $33.43 $ 1170.05 per week July 1, 2015 $33.43 $ 1170.05 per week July 1, 2016 $ 33.43 $ 1170.05 per week July 1, 2017 $33.76 $1181.60 perweek

18.02 Night Shift Differential $2.50 over the basic hourly day rate for shifts commencing before 11 :30 p.m. For shifts commencing on or after 11 :30 p.m. the night differential shall be $2.75 over the basic hourly day rate.

18.03 Schedule of Apprentice Rates

July 1, 2014 $1170.05/week $33.43 per hour July 1, 2015 $1170.05/week $33.43 per hour July 1, 2016 $ 1170.05/week $33.43 per hour

1st 6 months 2nd 6 months 3rd 6 months 4th 6 months 5th 6 months 6th 6 months 7th 6 months

50% 55% 60% 65% 70% 80% 90%

July1,2017 $1181.60/week $33.76perhour

1st 6 months 2nd 6 months 3rd 6 months 4th 6 months 5th 6 months 6th 6 months 7th 6 months

50% 55% 60% 65% 70% 80% 90%

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18.04 Keypunch Operator rate shall be 60% of scale plus any shift premiums. A Keypunch Operator shall input keystrokes only. A Keypunch Operator may be trained to do full desktop publishing capabilities at the employer's discretion and when fully capable will be updated to full journeypersons rate. The Keypunch Operator shall be paid at the rate of 70% of scale plus any shift premiums while training to do desktop publishing.

18.05 When new equipment is being introduced a committee comprised of two (2) persons appointed by each party shall negotiate a wage rate appropriate to that equipment.

18.06 Each employee covered under this Collective Agreement will receive a one-time payment of $500.00 upon ratification.

18.07

19.01

20.01

21.01

21.02

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Each employee covered under this Collective Agreement will receive a one-time payment of $500.00 to be paid on July 1, 2016.

Both parties agree that the highest rates of wages and the best working conditions consistent with security of the industry should be established and that extra or premium rates above the standards provided herein may be paid to individual employees.

Seniority journeyperson shall have the choice of new shifts and new starting times. If a seniority journeyperson foregoes their privilege at any time it shall not prevent the journeyperson from exercising their right on the next occasion. The Employer agrees to provide as much advance notice as is practical but in all cases not less than 48 hours when posting for new permanent shifts.

Effective July 1, 2014, the Company shall pay $545.85 per month (including taxes), on behalf of each employee covered by this Collective Agreement, to the Unifor Graphical Benefit Plan of Ontario Trust Fund, hereinafter referred to as the Benefit Fund, established under an Agreement and Declaration of Trust, administered by a Board of Trustees, composed of Union representatives for the purpose of providing life, temporary disability income, health and/or associated benefits for employees or their beneficiaries on whose behalf payments are made by the Company, and for financing the expenses and operation and administration of the Benefit Fund. The Company shall make payments for as long as the employee's name is maintained on their Company's payroll, but excluding payment for any periods of labour dispute while the employees are not working. The parties agree that participation in and coverage by the Benefit Fund may be extended to the employees of any other company under contract with Unifor and any of its Local Unions, and to the full-time employees and officers of any Union entity or Company - Union entity, provided that payments are made on behalf of such employees or officers and to all others covered under the terms of the Agreement and Declaration of Trust. (Difference versus actual benefit costs to be paid to ESP).

All payments to the Benefit Fund shall be left on deposit with a Canadian Trust Company, or Banking Institution, appointed by the Trustees and shall be payable by cheque or other order of money to the Administrator appointed by the Trustees for deposit with the aforesaid Trust Company or Banking Institution in Canada. Concurrent with the payment by the Company, the Company shall submit such

21.03

22.01

22.02

22.03

22.04

22.05

22.06

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reports as the Trustees deem necessary for the purpose of properly administrating the Trust and payments of benefits. All payments by the Company required herein shall be due and payable within twenty (20) days of the first day of the month on behalf of all employees on the Company's payroll as of the first day of the month.

The Union agrees that all rebates resulting from registration of the loss-of-income benefits with the Employment Insurance Commission shall be retained by the Company.

A regular employee shall be entitled to leave of absence with pay for a period not exceeding five (5) days, between Monday and Friday inclusive, in the event of the death of his or her spouse or children and for the purpose of attending at the funeral.

A regular employee shall be entitled to leave of absence with pay for a period not exceeding three (3) days, between Monday and Friday inclusive, in the event of the death of a member of his or her immediate family and for the purpose of attending at the funeral. Members of the immediate family shall include father, mother, sister, brother.

Such leave of absence shall begin on the day of death of a member of the family and end on the day of the funeral.

A regular employee shall be entitled to leave of absence with pay for a period not exceeding two (2) days, between Monday and Friday inclusive, in the event of the death of mother-in-law, father-in-law, grandparents or grandchildren for the purpose of attending at the funeral.

The employee shall not receive any additional pay because the death and/or funeral occurred on a plant holiday, during his or her vacation or during any leave of absence without pay.

In order to qualify for bereavement pay an employee must have completed at least thirty (30) working days of continuous service with the Company immediately prior to the date of bereavement.

An unpaid leave of absence shall not be unreasonably denied when there is a death in the family.

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23.01 The Employer will pay an employee who is required for jury service or subpoenaed as a Crown witness for each day of service, the difference between his regular shift straight time hourly rate for the number of hours he normally works on his regular shift, and payment he received for jury or Crown witness service. The employee will present proof of jury service and the amount of pay received.

23.02 When an employee is excused from jury or Crown witness duty for one-half (1/2) day or more, he must return to the plant and complete his regular shift.

24.01 As a condition of employment the Company shall deduct weekly from the wages of each employee covered by this Agreement, a stated amount to be determined by the Union.

24.02 Such amount will be determined by the Union resolution and communicated to each Employer in writing.

24.03 The Company will remit monthly to the Local the amounts so deducted, within ten ( 1 0) days of the month following the one for which such deductions were made.

24.04 Payroll deductions for any Union authorized assessments shall be made provided the Company receives prior written authorization from the Union.

24.05 If the Employer is in default in making payment required under this Article, it shall be liable for, and agrees to pay, such legal, court, and/or other costs incurred in the collection proceedings, and the Union may take whatever action it deems advisable, notwithstanding any provisions of the collective agreement pursuant to Article 1 0.04.

25.01 The Employer agrees to contribute to the Unifor Multi-Employer Pension Plan (hereinafter sometimes referred to as the Plan) the dollar amounts hereinafter specified for each employee covered by this Agreement for the purpose of providing pensions on retirement, death benefits, and other related benefits for covered employees of the Employer and other contributing Employers. Contributions shall be made for any regular shift, worked or paid for, Monday through Friday, for which an

24

employee receives compensation (e.g.: sick leave, vacations, holidays, disability insurance, bereavement leave, jury duty). The Plan is administered jointly by Union and Employer Trustees.

Effective July 1, 2015, the contribution shall be $ 96.80 per week.

With the unanimous approval of all of the members of the above plan and providing the Company is able to set up a self-directed RRSP with Sun Life at no additional expense to the Company, the Company agrees to pay $96.80 per week per employee COVERED UNDER THIS COLLECTIVE AGREEMENT into the Thistle Group RRSP upon ratification of this agreement. Both the employees with unanimous approval and/or the company have two months from the date of ratification to advise the other parties of acceptance. If the final outcome is to opt out of the current plan, all language relating to Article 25 will be null and void.

25.02 Contributions shall be made by cheque, money order or similarly recognized medium of exchange, shall be made payable to the Unifor Multi-Employer Pension Plan and mailed to Aon Consulting Inc., 145 Wellington Street West, Suite 500, Toronto, Ontario M5J 1 H8 (or to such other corporate trustee as may be designated by the Trustees of the plan) no later than the 20th of the following calendar month for which contributions are due.

25.03 Title to all monies paid into the Plan shall be vested, and shall be held exclusively by the Trustees in trust for use in providing the benefits under the Plan and paying its expenses.

25.04 The Employer recognizes that in addition to the Union's right to enforce this Section, the Union shall have the right in its discretion to take any legal action necessary to collect any contributions or monies due and owing to the Plan and to secure delinquent reports. The Employer further agrees that the Union shall have the right to collect reasonable attorney's fees and expenses incurred in connection therewith. The Employer shall supply to the Unit Chairperson a copy of Receipted Remittance Forms received from the Unifor Multi-Employer Pension Plan within five days of receipt of such forms.

25.05 Unless otherwise explicitly agreed in writing, benefits provided by contributions to the Unifor Multi-Employer Pension Plan pursuant to this Section shall be in addition to all other benefits heretofore provided by the Employer and/or by any Plan or Trust to which the Employer has made contributions.

25.06 Employers presently making contributions to a pension plan on behalf of employees need not continue to do so.

25.07

25.08

26.01

26.02

26.03

26.04

26.05

26.06

27.01

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Should there be an increase in the contributions to the Canada Pension Plan, then the Unifor Multi-Employer Plan covered under this Collective Agreement will be subject to review.

If the Ontario Government introduces an Ontario Retirement Plan or a variation of the above which requires the Company to contribute monies, the Company will reduce the current contribution by the Company to the Unifor Multi-Employer Pension Plan by the equivalent amount.

Technological change means the introduction, by the Employer, of equipment or software different in nature or type from that previously utilized; a change in the manner in which the Employer carries out the work and any change in work methods and operation affecting one or more employees.

On the introduction of new processes into the design and creative department, or at the earliest possible occasion thereafter, the Employer will afford each affected journeyperson member of the Union in his employ the opportunity to retrain and to become proficient in the new or additional equipment, software, or processes.

A Joint Retraining Committee comprised of an equal number of representatives from the Union and the Employer will be formed. The Committee shall meet within 15 days at the request of either party.

When aptitudes are equivalent it is understood that seniority will be the determining factor in the assignment to retraining.

Disputes arising from the selection of personnel for retraining shall be referred to the Joint Retraining Committee for resolution before either party may invoke the grievance procedure.

The Employer may have the assistance of the Joint Apprenticeship Committee in the establishment of a suitable retraining programme.

There will be a Joint Health and Safety Committee established. The Committee shall be composed of up to three (3) representatives appointed by the Employer and up to three (3) representatives appointed by the Union. The Committee will meet at the request of the President of the Union. A call for a meeting shall be in writing and shall be accompanied by an agenda of the matters to be discussed.

27.02

27.03

27.04

28.01

29.01

30.01

30.02

30.03

30.04

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On mutual agreement of the Health and Safety Committee it may request the attendance of an outside resource person to attend a safety committee meeting as an observer.

Probationary Employees with the Company shall pay the full cost of their required CSA approved Safety Footwear.

Where required, the Company will reimburse each Employee up to a maximum of $100.00 per year, which may be accumulated over a three (3) year period for the purchase of required CSA approved Safety Footwear on the presentation by the Employee of Proof of Purchase.

The accredited representatives of the Union shall have access to an Employer's Plant with the permission of the Employer. Such permission shall not be unreasonably denied.

Payment of all retroactive wages shall be made within 30 days following the ratification of this Agreement by both parties.

The parties hereto agree and accept the principle that no employee is to be discriminated against in any way for being a member of the Union.

Preference in employment to those who have previous experience or training, according to the standards generally recognised in the printing industry will be encouraged.

The parties to this collective agreement agree to continue their policy of no discrimination against any employee because of race, creed, religion, colour, age, sex, or national origin, in regards to employment advancement, working conditions, rates of pay, acceptance into Union membership, or selection for apprenticeship openings.

The Company and the Union recognise the right of the employees to work in an environment free from harassment and are committed to providing a workplace free of harassment or discrimination based on race, creed, colour, national origin, political or religious affiliation, sex, sex orientation, age, marital status, family relationship, disability or any other prohibited grounds.

30.05

30.06

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Harassment is defined as a "vexatious (annoying) comment or conduct that is known or ought reasonably to be known, to be unwelcome".

An employee who believes they have been the victim of harassment and/or discrimination may file a complaint under the grievance procedure or under the provisions of the Workplace Harassment Policy appended to this agreement.

Workplace Harassment Policy

Thistle Printing Ltd. and Unifor Local 591 G are committed to providing a work environment free from harassment and discrimination based on race, creed, colour, national origin, political or religious affiliation, sex, sexual orientation, age, marital status, family relationship, disability or any other grounds prohibited by Federal or Provincial Human Rights legislation.

Definition of Workplace Harassment

Harassment is a form of unlawful discrimination and is defined as being a "vexatious (annoying) comment or conduct that is known or ought to be reasonably known, as unwelcome".

Harassment can include but is not limited to, the following examples:

Racial or ethnic slurs. Demeaning statements, profanity. Written or verbal abuse or threats. Unwelcomed sexual remarks, invitations or requests. Unwelcomed remarks, jokes, taunts, sarcasm, suggestions about a person's body, attire, age, marital status, ethnic or racial origin, religion, sexual orientation, socioeconomic background etc. Displays of pornographic, sexist, racist or other offensive or derogatory material (ie. Graffiti or pictures). Practical jokes which result in embarrassment or insult. Leering (suggestive staring) or other offensive gestures. Unnecessary physical contact. Vandalism or personal property or work. Patronizing or condescending behavior. Abuse of authority which undermines performance or threatens career or job security. Physical or sexual assault. Harassment may result from one incident or a series of incidents. It may be directed at specific individuals or groups but may also include any comments or conduct which create an environment that is hostile, intimidating or offensive.

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Filing a Complaint

If an employee believes they have been harassed and/or discriminated against on the basis of any of the prohibited grounds there are specific actions that may be taken.

FIRST, inform the harasser that the behavior is unwanted and unwelcome. Tell them to stop. Inform them their behaviour will be reported if it does not cease. It is advisable to document the incident in writing including the time, date, location, witnesses and details.

SECOND, If you are reluctant to confront the harasser or fear reprisals, report the incident to your supervisor or Union Shop Steward. If an employee wishes to file a complaint they may:

1. Use the grievance process as outlined in the collective agreement. Or

2. File a written complaint with their Supervisor or Shop Steward. This complaint should clearly state that the employee wishes to initiate an investigation under the Workplace Harassment Policy. An investigation initiated under the Workplace Harassment Policy will involve.

3. The interviews will be conducted by Management and a Union Shop Steward or representative will be present at all interviews. The complainant and the alleged harasser may also request the present of a supporting person* at their interviews.

4. *A supporting person may be any other employee or staff member.

Settlement of a Complaint

A complaint may be settled by:

A resolution agreed to by both parties.

Disciplinary action up to and including dismissal.

All proceedings of the investigation will be held in the strictest confidence. The investigation will begin within five days of the complaint being filed and a resolution will be reached as quickly as possible. Disciplinary action imposed may be grieved under the provisions of the Collective Agreement. It is agreed that this procedure is an alternative to the grievance procedure and that complaints should not be pursued through both the grievance procedure and the Workplace Harassment Policy procedure.

31.01

31.02

31.03

29

Nothing in this procedure precludes an employee's right to seek action under the Human Rights Code. However, both the Union and the Company encourage employees to use the internal mechanisms as outlined above before seeking alternative recourse.

The pursuit of frivolous allegations has detrimental effect on the spirit and intent of this policy and should be discouraged. Where it can be shown that a complaint was initiated for vindictive or vexatious reasons, disciplinary action may result.

Monitoring the Policy

This policy will be appended to the Collective Agreement and may be subject to review and renegotiations as part of the normal collective bargaining process.

The policy will be posted throughout the plant and the Company and the Union agree to jointly undertake an educational process to inform both management and employees of the importance of this policy and the provisions contained herein.

The Unifor Union Label is the exclusive property of Unifor (the National Union) and its use is authorized only by the express direction and consent of the National Union upon execution of, and compliance with, the National Union Label License Agreement. A copy of that agreement is attached to this collective agreement and must be recommended by the Local Union, executed by the Company and approved and signed by the National Union to be effective.

The Company may affix the Union label on all work produced hereunder provided that the Union Label License Agreement has been complied with, is in full force and effect and has not been revoked or cancelled in accordance with the term thereof.

Upon request by the Shop Steward, Local Union or National Union, the Company shall reveal the source of any work brought into the plant from the outside. Where some work is done outside the plant, the Company shall advise the Shop Steward and Local Union (prior to affixing the Union Label on any such work) of the name of the plant whre the work is to be sent for completion, and if the result of such inquiry is that the terms of the Union Label License Agreement are not complied with, the Label shall not be affixed.

32.01

32.02

30

The company and the employees mutually agree that all the ordinary functions of management are hereby preserved and retained by the company, and without limiting the generality of the foregoing, that all the provisions of this agreement are intended only to enunciate and clarify the rights, duties, privileges, and prerogatives of each of the parties to this agreement, and to fix and determine their respective responsibilities.

The employees acknowledge that it is the exclusive function of management in each plant to:

(a) maintain order, discipline and efficiency.

(b) hire, discharge, classify, promote, demote or discipline employees, provided that a claim of discriminatory promotion or demotion or a claim that an employee has been discharged or disciplined without reasonable cause may be the subject of a grievance and dealt with as provided herein.

(c) generally to manage the industrial enterprise in which the company is engaged, and without restricting the generality of the foregoing, to determine the number and location of plants, the products to be manufactured, methods of manufacturing, schedules of production, kinds and locations of machines and tools to be used, processes of manufacturing and assembling, the engineering and designing of its products, and the control of materials and parts to be incorporated in the products produced.

33.01 a) Effective May 1, 2007, the Employer and each employee, shall contribute $15.00 per week to the Employees Savings Plan. Each employee shall contribute a like amount to the above mentioned Plan by payroll deduction.

34.01 The Company agrees to pay into a special fund an amount of fifty-six ($56.00) per year per employee to provide for a Unifor Paid Education Leave (PEL) program. Such payment will be remitted on a quarterly basis into a trust fund established by Unifor National Union effective from the date of ratification for Thistle members only.

Payments will be sent by the Company to the following address: Unifor Paid Education Leave Program 205 Placer Court

Toronto, ON M2H 3H9

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The Company shall approve, conditional upon production requirements, an Education Leave for the members of the bargaining unit at the request of the Union. It is understood that if production is required during the Education Leave, it is the responsibility of the Employee to arrange for a competent replacement worker or workers as required who will perform his/her duties at non overtime rates. The Company will have the full authority to determine if the replacement worker is competent or if a replacement worker is required.

Candidates for PEL shall be selected by the Union to attend. The Union will provide written confirmation to the Company of such selection at least four ( 4) weeks in advance of the leave period. Employees on PEL leave of absence will continue to accrue seniority and service, and the employees lost wages will paid by the PEL program.

As per the Employment Standards Act. (ESA).

36.01 The Employer shall provide a bulletin board, in a mutually satisfactory place, for official Union notices which will, in any event, not be contrary to good order or discipline.

IN WITNESS WHEREOF the parties have executed this Agreement under the hands and seals of their appropriate officers and representatives.

Signed at Toronto on the / 11:L day of ---L./(....:....V:...._G_o;......:5=--=--{ _____ , 2016.

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