TABLE OF CONTENTS ARTICLE I - PURPOSE OF AGREEMENT ...... 1 ARTICLE 2 - RECOGNITION ...... I ARTICLE 3 - UNION SECURITY ...... 2 ARTICLE 4 - MANAGEMENT RIGHTS ...... 2 ARTICLE 5- UNION STEWARDS ...... 3 ARTICLE 6 - GRIEVANCE AND ARBITRATION PROCEDURE ...... 3 ARTICLE 7-SUSPENSION & TERMINATION ...... 5 ARTICLE 8 - NO STRIKES/NO LOCK-OUTS ...... 6 ARTICLE 9- WAGES, CLASSIFICATIONS & WELFARE ...... 6 ARTICLE 10-HOURS OF WORK AND OVERTIME ...... 6 ARTICLE 11-VACATIONS WITH PAY ...... 8 ARTICLE 12- STATUTORY HOLIDAYS ...... 9 ARTICLE 13 - SENIORITY ...... 10 ARTICLE 14-LAY-OFFS, RECALL AND VACANCIES ...... 10 ARTICLE 15 - VACANCIES, JOB POSTINGS & PROMOTIONS ...... 11 ARTICLE 16- NEW JOB CLASSIFICATION ...... 13 ARTICLE 17-HEALTH & SAFETY ...... 13 ARTICLE 18 - LEAVE OF ABSENCE ...... 14 ARTICLE 19 - BULLETIN BOARDS ...... 14 ARTICLE 20-BEREAVEMENT LEAVE AND JURY DUTY ...... 15 ARTICLE 21-PAYMENT OFWAGES ...... 15 ARTICLE 22 - MAINTENANCE OF EXISTING RA TES AND BENEFITS ...... 16 ARTICLE 23 -PENSION & BENEFITS ...... 16

23.01 - Health Benefits ...... r ...... 16 23 .02 - Pension ...... 16 23.03 - RRSP & ESPP ...... 17 23.04 - Part-time and Seasonal/Temporary Employees ...... 17 ARTICLE 24- PART-TIME AND SEASONAL/TEMPORARY EMPLOYEES ...... 17 ARTICLE 25 - DURATION OF AGREEMENT ...... 18 SCHEDULE "A" ...... 19 WHEREAS the Employer and the Union are desirous of entering into a Collective Agreement;

NOW THEREFORE, it is agreed as follows:

ARTICLE 1 - PURPOSE OF AGREEMENT 1.01 The purpose of this Collective Agreement is to establish and maintain an orderly collective bargaining relationship between the Employer and the Union, to secure the efficient and reasonable disposition of grievances and to promote the efficient operation of the Employer's business. This Collective Agreement shall govern the relationship between the Employer and the Union.

1.02 The parties agree that in the exercise of each of their rights and in the administration of this Collective Agreement, they shall do so in a fair and reasonable manner.

ARTICLE 2 - RECOGNITION 2.01 JMCC Ltd. hereby recognizes LiUNA Local 183 as the sole bargaining agent for all cleaning service employees employed by JMCC Ltd. site specific to 660 Fleet Street (Fort York Armoury), 130 Queen Street East (Moss Park Armoury), 1 Yukon Lane (Denison Armoury), 5 Yukon Lane (TFR-TMFRC), 200 James Street North (JFA-John Foote Armoury), 650 Catherine Street North (STAR- HMCS Star), and 650 Catherine Street North (CRFB - CFRB Hamilton) save and except office and clerical staff, supervisors and persons above the rank of foreperson, and any exceptions further provided and agreed to by both parties including any site whereby the bargaining rights are held by another trade union and JMCC Ltd. opts to recognize those bargaining rights.

2.02 The Employer shall not contract in/out work performed by bargaining unit employees if doing so will result in a permanent reduction in hours or a layoff of bargaining unit employees.

ARTICLE 3 - UNION SECURITY 3.01 Each and every employee shall, when working in a position within the bargaining unit, be required as a condition of employment to have monthly Union dues deducted from his/her total gross earnings (a) in an amount equivalent to 1.8% of total gross earnings; The Employer agrees to make such deductions from the pay due to its employees in each calendar month, as per the

JMCC Ltd. (2017-2020) Page I Employer's pay cycle, and to remit same not later than the fifteenth (15 1h) day of the following month to the Secretary Treasure of the Union. The Employer shall when remitting such dues, name the employee from whose pay such deductions are made, together with his/her Social Insurance Number. The Employer shall notify the Union of any and all Termination of Employees (Voluntary or Otherwise).

3.02 The Union Representative or designated shall have fifteen ( 15) minutes with a new member after his/her probationary period to answer any Union related questions without any loss in his/her regular pay, within their regularly scheduled shift

ARTICLE 4 - MANAGEMENT RIGHTS 4.01 It is the exclusive function of the Employer to :

a) maintain order, productivity and efficiency;

b) hire, promote and discipline employees for just cause; and

c) determine the kinds of equipment and materials to be used, the control of materials and parts, the methods and techniques of work, the schedules of production, the number of employees required, the extension, limitation or cessation of operations or any part thereof.

4.02 The Employer shall exercise its rights in a fair and reasonable manner.

4.03 Emplover Policies Employer policies shall be communicated and available to the employees where applicable. Any revisions or amendments to the policy shall be presented or disclosed within one (1) week of the final draft.

ARTICLE 5 - UNION STEW ARDS 5.01 The Employer agrees to recognize one (I) Steward and one (1) alternative steward appointed by the Union. The steward shall be deemed to have the highest seniority for the purposes

.JMCC Lid. (2017-2020) Page 2 of this Collective Agreement. The alternative steward shall only be deemed to have the highest seniority while acting in their steward capacity.

5.02 The Union shall advise the Employer in writing of any employee(s) who is/are appointed as Steward(s).

5.03 The Union acknowledges that Stewards have their regular duties to perform for the Employer. The Employer acknowledges that Stewards will from time to time be required to attend to on-site Union business (including grievances) without loss of pay.

5.04 The Union Steward shall not be discriminated against or disciplined for the proper performance of their duties on behalf of the Union.

5.05 The Union Steward on each job will be responsible for reporting any disputes to the Employer and Union Representative, so that these can be taken up in the proper manner without any delay.

ARTICLE 6 - GRTEV ANCE & ARBITRATION PROCEDURE 6.01 The parties to this Collective Agreement are agreed that grievances should be adjusted as efficiently as possible.

6.02 Grievances may be adjusted and settled as follows :

An employee who has a complaint will attempt to bring it to the attention of his/her supervisor within five (5) days in an attempt to resolve the matter. If the employee and the supervisor are unable to resolve the complaint, the employee may file a grievance in in the following manner.

Step No. 1: Grievauc and Replv The Union may, on its own behalf and/or on behalf of one or more affected employees, deliver a written grievance to the Employer within five (5) working days of the attempt to resolve the matter pursuant to Article 6.02, and the Employer shall issue a written reply within five (5) working days thereafter.

JMCC Ltd. (2017-2020) Page 3 Step No. 2: Grievance Meeting The Union and the Employer shall meet within five (5) working days of the Employer's Step 1 reply and make every good faith effort to resolve the grievance amicably.

Step No. 3: Grievance Arb.i.tration If the grievance is not resolved within five (5) working days following the Step 2 meeting, it may be referred to arbitration as provided in Article 6.04 below.

6.03 Any grievance which has not been resolved pursuant to Article 6.02 above may be referred to Arbitration at the request of either the Union or the Employer.

6.04 The Employer and the Union shall make every reasonable effort to appoint a mutually agreeable Arbitrator within ten (10) days following the Step No. 2 meeting described in Article 6.02 above. If both parties cannot agree on an arbitrator, then either party can refer the matter to arbitration pursuant to the provisions of the Labour Relations Act

6.05 The decision of the Arbitrator shall be final and binding on all parties.

6.06 Grievances shall not be denied on technical grounds.

6.07 The Arbitrator shall not have any power to alter or change any of the provisions of this Collective Agreement or to substitute any new provisions for any existing provisions, nor to give any decision inconsistent with this Collective Agreement.

6.08 Each of the parties to this Collective Agreement shall equally share the fees and expenses of the Arbitrator.

6.09 Time limits as described in Article 6 may be extended by mutual agreement between the Parties. Requests for time extensions shall not be umeasonably denied.

6.10 For the purpose of Article 6, working days are defined as Monday through Friday, excluding holidays or those days observed in lieu of.

.JMCC Ltd. (20 I 7-2020) Page4 ARTICLE 7 - SUSPENSION & TERMINATION 7.01 A claim that an employee has been disciplined without just cause may be the subject of a grievance. 7.02 (a) An employee, who is subject to disciplinary action (i.e. written reprimands, suspension or terminations) that is to be recorded within the employee's Personnel File, shall have the right to have a Steward to represent him/her at such meetings.

(b) A Union Steward, who is subject to discipline, shall have the right to the presence of a Union Representative or another officially appointed Union Steward.

(c) In either a) orb) if no Union Steward has been appointed, or Union Representative is not available the Employer shall schedule the disciplinary meeting within the next forty-eight (48) hours and it shall then become the sole responsibility of the employee concerned to arrange for a Union Representative to be in attendance in person or by phone when the meeting occurs.

7.03 Copies of all suspension and terminations notices issued to the employees shall be forwarded to the Union Representative within twenty-four (24) hours of being issued.

7.04 In general, discipline shall remain on an employee's record for a period no longer than twelve (12) months from the date the discipline was imposed provided that during such period the employee does not receive any further discipline of the same nature during that time period.

7.05 As an exception to Article 7.04, final warnings shall remain on an employee's record for a period of eighteen ( 18) months.

7.06 Discipline issued as a result of safety violations shall not be the subject of Articles 7.04 or 7.05.

ARTICLE 8 - NO STRIKES I NO LOCI -OUTS 8.01 Subject to Article 10.02 below, the Union agrees that during the lifetime of this Collective Agreement there shall be no strike, slowdown or picketing which will substantially interfere with the regular schedule of work and the Employer agrees that there shall be no lock-out. The words

JMCC Ltd. (2017-2020) Page 5 "strike" and "lock-out" shall bear the same meaning as in the Labour Relations Act, 1995 (the "Act").

ARTICLE 9-WAGES, CLASSIFICATIONS.& WELFARE 9.01 Schedules "A", entitled "WAGES AND CLASSIFICATIONS" and attached hereto, are incorporated into and form part of this Collective Agreement.

ARTICLE 10 - HOURS-OF-WORK AND OVERTIME 10.01 (a) The regular weekly work schedule shall consist of forty (40) hours of work per week. There shall be a thirty (30) minute unpaid lunch period each day approximately halfway through the shift.

(b) During each shift two (2) paid rest periods of fifteen (15) minutes each shall be provided, one during the first half (Yi) of each regularly scheduled shift and one during the second half (Yi) of each regular shift.

(c) Mid-night shift premiums shall consist of fifty cents ($0.50) per hour over and above the employee's regular straight-time hourly rate;

10.02 An employee who is regularly scheduled for work and whom does not receive advance notice not to report to work, or who is notified to report to work and does report for work, shall be provided with a minimum of four (4) hours' work at his/her regular hourly rate, or the monetary equivalent thereof if no work is available.

10.03 Overtime: (a) Any work performed by an employee in excess of eight (8) hours per day or 40 hours per week shall be paid at the rate of time and one-half ( 1Yi) the employee's regular straight-time hourly rate.

10.04 Shift Distribution: The Scheduling of shift Distribution shall be in accordance with the following:

a) Shift Distribution in the bargaining unit shall be offered to full-time employees first, based on the Employees ability, seniority and availability. If no Full-Time employee is available JMCC Ltd. (2017-2020) Page 6 or declines to work, part-time employees are to be called in based on their ability, seniority and availability.

b) For the purpose of calling in employees to fill-in shifts, if the Employer is unable to communicate directly with the employee, the Employer shall have the right to proceed to the next name on the seniority list.

c) Should an Employee decline the overtime opportunity, or should the Employee not be available at the time of a call, or should the Employee work the overtime opportunity, the Employee's name shall be moved to the bottom of the list. The next overtime opportunity will be offered to the Employee whose name is now at the top of the list.

d) The Employer will keep a list(s) in the bargaining unit, which shall include the names of Full-time Employees, Part-time Employees who are qualified to perform the work of each classification and log sheet that a telephone call has been placed with the time. It is understood such list shall be readily available for all Employee to see.

e) After exhausting the call-in list, the Employer shall offer the work to any employee who is available.

ARTICLE 11 - VACATIONS WITH PAY 11.01 For the purpose of calculating vacation entitlements, the vacation year shall be from January 1st to December 31st.

11.02 Vacation entitlements shall be calculated as follows:

Years of Continuous Service Vacation Davs Paid Per Year From date of hire 15 After completing 8 years of continuous employment 20 After completing 16 years of continuous employment 25 After completing 25 years of continuous employment 30

JMCC Ltd. (2017-2020) Page 7 11.03 a) Employees are required to submit vacation request in writing to the Employer. Vacation request of one (1) week or more shall be submitted to the Employer at least two (2) months in advanced. Once submitted all vacations request will be responded to in writing within five (5) days of the requested time off. In cases of emergencies, the employee will give as much notice as possible and the vacation will not be unreasonably withheld

b) Employees requiring longer vacation periods of one (1) month or greater shall submit vacation request in writing to the Employer at least two (2) months in advanced of the intended vacation period. Once submitted all vacations request will be responded to in writing within five (5) days of the requested time of and shall not be unreasonably withheld

11.04 Part time employees are entitled to annual vacation with regular pay. Part time entitlement is calculated on a prorated basis with entitlements commensurate with hours scheduled. Part time employees working hours in excess of their regular work schedule will receive vacation pay for the excess hours.

11.05 Vacation must be taken in the calendar year in which it is earned. Vacation carryover is not permitted.

11.06 Employees shall receive their appropriate vacation pay, on each cheque off each pay period as per past practice.

ARTICLE 12 - STATUTORY HOLIDAYS 12.01 The following holidays shall be observed as paid holidays: New Year's Day Good Friday Easter Monday Victoria Day Canada Day Civic Holiday Thanksgiving Day Labour Day Christmas Day Remembrance Day Day in Lieu of Family Day Boxing Day

.JMCC Lid. (2017-2020) Page8 12.02 Employees shall receive holiday pay for each paid holiday listed above, which shall be calculated as in subsection 24(1) (a) of the Employment Standards Act.

12.03 If any of the above paid holidays fall or are observed during an employee's vacation, he/she shall receive an extra day's vacation with pay at the beginning or end of his/her scheduled vacation period.

12.04 An employee who performs work on any of the above paid holidays shall be paid at the rate of one and one-half times (1.5x) times his/her regular straight-time rate of pay for all work performed on such holiday(s), in addition to his/her holiday pay.

12.05 In accordance with subsection 27(1) and 27(2) of the Employment Standards Act, employees shall be entitled to substitute another day in lieu of Family Day. Such substitution shall occur within three (3) months of Family Day. Each employee shall work with their supervisor or manager to arrange a suitable substitute day. The Parties recognize that Family Day shall be a regularly scheduled work day.

ARTICLE 13 - SENIORITY 13.01 Seniority shall mean length of continuous service since date of hire in the employ of the Employer. The employee will maintain a separate seniority list for each municipality in which it operates.

13.02 An employee may be considered probationary for up to ninety (90) calendar days from the date of hire for the purpose of giving the Employer an opportunity to assess the employee's qualifications for work assignments, and to this end the employee shall be afforded a full and fair opportunity. After an employee, has completed his/her probationary period he/she shall acquire seniority dating back to his/her original date of hire.

13.03 An employee shall accumulate seniority in the regular course of employment and during any period when he/she is prevented from working by reason of illness, injury or disability.

13.04 The Employer shall update, and provide to the Union, a seniority list whenever there is a change in the relative seniority of bargaining unit employees, but in any event at least once every four (4) months . .JMCC Ltd. (2017-2020) Page9 13.05 Any employee who transfers from one seniority list to another shall maintain his/her seniority but shall be at the bottom of the list with respect to all provisions that affect the employees on that list such as shift distribution, overtime, layoff and recall.

ARTICLE 14 - LAY-OFFS, RECALL AND VACANCIES 14.01 Lay-offs and recalls shall be determined according to the following factors:

a) seniority; and

b) qualifications

Where qualifications are relatively equal then seniority shall govern.

In case of a layoff the effected employee shall have the right to displace the least senior employee in their classification provided he/she has the skill and ability to do such job. In such a case, the least senior employee who has been displaced shall be laid off instead. It is understood that the right to displace is restricted to the Employees within a group of AOR locations. In the case that there is only 1 (one) Employee within an AOR the right to displace shall not apply.

14.02 The Employer shall give at least five (5) working days' prior notice to affected employees and to the Union of any contemplated lay-off.

14.03 The filling of vacancies and promotions to higher rated positions other than supervisory positions shall be determined according to the following factors:

a) performance; and b) qualifications

Where qualifications and performance are relatively equal, then seniority shall govern .

.IMCC Ltd. (2017-2020) Page JO 14.04 Any employee who has been laid off for a continuous period of twelve (12) months, or more, shall lose all previously established seniority rights; and if subsequently rehired, shall be considered as a new employee.

14.05 It is understood an employee shall maintain his/her seniority during an absence for an approved leave.

ARTICLE 15 - VACANCIES, JOB POSTINGS & PROMOTIONS 15.01 When a new job classification is created or when additional employees are required in an existing job classification, the Employer shall post a notice. In addition, an e-mail shall be mailed out to all employees in the bargaining unit advising them of such vacancy. The job posting shall be posted/emailed for a period of five (5) working days. Any employee in the bargaining unit may apply for such vacancy.

a) The Employer agree that upon filing a vacant position, the Employer will provide the Union with the following documentation: details of the job posting, list of bargaining unit candidates that applied, and name of candidates awarded the position together with a brief outline of what decision was based on.

15.02 As between employees, the selection to fill the vacancy shall be governed by Article 14.03 provided that nothing herein shall prevent the Employer from hiring persons from outside the bargaining unit when no suitable employee applies, it being understood that such outside hires shall commence their employment as probationary employees and shall thereafter becoming full bargaining unit employees in accordance with this Collective Agreement.

15.03 Any permanent vacancy may be filled at the discretion of the Employer on a temporary basis until a successful applicant has been selected pursuant to the posting procedure, "temporary basis" meaning no more than fifteen (15) working days in any sixty (60) calendar day period. The Employer may request, and the Union shall not unreasonable deny, that the temporary period in this Article be extended in cases where a position has proven to be difficult to recruit.

JMCC Ltd. (2017-2020) Page 11 15.04 Only the original vacancy and the next resulting vacancy, if any, shall be posted and all vacancies which may occur as a result of having filled said vacancies shall be filled at the discretion of the Employer, in accordance with Article 14.03 .

15.05 In the event the successful applicant for a permanent vacancy elects to revert to his/her former job classification or in the event the Employer finds the successful applicant for such permanent vacancy unsatisfactory for the new job, then within ten ( 10) working days after the date of assignment to the permanent vacancy, the Employer shall return the employee to his/her former job classification and wage rate without loss of seniority and any employee(s) promoted or transferred because of the rearrangement of positions shall at the same time be returned to his/her former position and former wage rate without loss of seniority.

15.06 All assignments and vacancies lasting longer than fifteen (15) working days in any sixty (60) calendar day period (unless extended by mutual agreement of the Union and the Employer) shall be posted.

15.07 a) A temporary employee may be hired to replace a permanent employee, if said employee is absent due to illness, injury, disability, maternity or other approved leave of absence, any of which is expected to last longer than fifteen (15) working days.

b) When the permanent employee returns to work he/she shall be returned to his/her former position. If the absence was filled by a permanent employee he/she shall be returned to his/her former position. If the absence was filled by a temporary employee, he/she shall be laid off.

ARTICLE 16 - NEW JOB CLASSIFICATION 16.01 When a new job classification covered by the terms of this Collective Agreement is established by the Employer or when an existing job classification is substantially altered so that it is tantamount to a new job classification, the parties shall meet for the purpose of determining mutually agreeable terms and conditions of employment (including rate of pay) for the new classification.

JMCC Lid. (2017-2020) Page 12 16.02 If the parties are unable to agree on such terms and conditions, the dispute may constitute a grievance and be submitted to arbitration as provided in this Collective Agreement, in which case an Arbitrator shall determine the issue, such determination being based on the comparison of the new job classification with the existing job classifications within the bargaining unit and having regard to comparative requirements and duties.

ARTICLE 17 - HEALTH AND SAFETY 17.01 The parties agree to co-operate in the promotion and maintenance of the health and safety of employees.

17.02 The parties agree that one (1) Union Health and Safety Representative and one (1) Employer Health and Safety Representative shall form a sub-committee of the existing joint health and safety committee. Such sub-committee shall be responsible to address health and safety issues related to the job sites covered by this collective agreement. In the event that the existing joint health and safety committee ceases to exist for any reason, the parties agree to discuss the matter, with specific regard for the Occupational Health and Safety Act, 1990.

17.03 An employee who is injured at work and is unable to complete the rest of his/her shift shall be paid for the entire shift. The Employer shall be responsible for transporting the injured employee to a hospital or doctor where necessary or appropriate.

17.04 The Employer agrees to accommodate injured or ill workers m accordance with all applicable legislation.

17.05 PROTECTIVE CLOTHING I UNIFORMS The Employer agrees to provide each employee one hundred and fifty-three ($153 .00) dollars after one ( 1) year of continuous employment and every year thereafter for safety footwear. Employees are expected to provide their own safety footwear during the first year of continuous employment. The Employer agrees to provide all other protective clothing and apparel for use by its employees where necessary or appropriate.

JMCC Ltd. (2017-2020) Page 13 a) Where the Employer requires the employee to wear distinctive or identifying clothing as specified by JMCC management shall provide sufficient clothing at no cost to the employee. The Employer shall provide a minimum at the inception of employment.

Uniforms: Three (3) tops/shirts per year

b) The Employer will provide winter coats and gloves, and any other Personal Protective Equipment (PPE) when necessary.

ARTICLE 18 - LEAVE OF ABSENCE 18.01 The Employer may grant a leave of absence without pay where an employee submits a written request, which shall not be unreasonably denied.

18.02 Employees that require leaves of absence to be taken in conjunction with their vacation entitlement shall request it in writing at the same time as their vacation request.

18.03 All employees shall receive one (1) day off, with pay, per calendar year for training, development or other Local 183 activities. Such days shall be scheduled in advance between the employee and the supervisor. No proof of attendance at a course shall be required.

ARTICLE 19 - BULLETIN BOARDS 19.01 The Employer shall provide a bulletin board at three at all locations covered in this Collective Bargaining Agreement which may be used by the Union for posting notices of Union meeting, Union appointments, and the results of Union elections and similar matters of interest to Union members. The supply room has been agreed to be adequate for such use.

ARTICLE 20 - BEREAVEM ENT LEAVE & JURY DUTY 20.01 a) In the event of death of an immediate family member, three (3) working-days leave of absence with pay shall be provided for the purpose of attending the funeral and attending to family affairs. With the prior approval of a supervisor, a maximum of two (2) additional days with pay may be granted when individual circumstances require

.!MCC Ltd. (2017-2020) Page 14 extended travel. It is understood that these days do not have to be consecutive, but must be used within a thirty (30) day period.

b) For the purpose of Article 20.01 (a), "immediate family" includes: spouse (including common law spouse), child, parent, sibling, grandparent, grandchild and parent-in-law.

c) Step-relatives of the same relations listed above are included in the definition as are any dependent relatives living in the employee's household and the other parent of an employee's child (not residing in the same household).

20.02 The Employer shall pay an employee who is required to serve as a juror or Crown Witness the difference between his/her normal earnings and the payments he/she receives for jury service or Crown Witness provided that the employee:

i) notifies the Employer, as soon as reasonably possible, of the requirement to attend court;

ii) presents proof of service requiring the employee's attendance; and

iii) presents proof of the amount of pay received for such services.

ARTICLE 21 - PAYMENT OF WAGES 21.01 All earnings shall be paid semi-monthly, by direct deposit for the preceding pav p •riod of work. Each payment of wages shall be accompanied by an itemized statement setting out the employee's name, number of regular hours worked, number of overtime hours worked, hourly rate, shift premium if any and an itemized statement of all deductions. In addition, such statements shall be given to the worker on or before the pay day as per the Employment Standards Act. Emplovee pav stubs can be emailed direct Iv to them i(thev provide email address.

ARTICLE 22 -MAINTENANCE OF EXISTING RATES AND BENEFITS 22.01 No employee covered by this Collective Agreement shall receive a reduction in his/her wages, benefits or other entitlements by operation of this Collective Agreement.

JMCC Ltd. (2017-2020) Page 15 ARTICLE 23 -BENEFITS & PENSION 23.01 The Employer agrees to contribute for those employees who are covered by this Agreement, upon completion of their probationary period, to the Local 183 Industrial Benefit Fund, plus applicable taxes, for the purpose of purchasing life insurance, major medical, weekly indemnity, prepaid legal, dental coverage and other similar benefits, as follows:

April 1, 2017 April 1, 2018 April 1, 2019 Employer $212.25 $222.25 $232.25 MonthlyH & S $42.75 $42.75 $42.75 Premiums Total $255.00 $265.00 $275.00

April 1, 2017 - $255.00 per month, per employee April 1, 2018 - $265.00 per month, per employee April 1, 2019 - $275.00 per month, per employee

It is understood that the Employer shall not be constructed to be an insurer nor shall it have any liability other than making the payment as aforesaid to the Trust Fund and that the Union agrees to indemnify and save harmless the Employer against any or all claims which may be made against it in respect of any claims by an employee for the insurance coverage provided herein. Remittances are to be forwarded electronically to the Trust Fund by the fifteenth (15 1h) of each month. (Example: June 15 remittance [which represents the May work month] provides July 1 benefit coverage. Remittances that are not submitted on time will be subject to a 2% charge.

23.02 Pension The Employer shall contribute to the Labourers Pension Fund for Central and Eastern Canada based on a maximum of one hundred and fifty (150) hours per month, the following amounts. April 1, 2017 - $. 80 per hour per employee April 1, 2018 - $.95 per hour per employee April 1, 2019 - $1.05 per hour per employee

The employer shall remit contributions to the Labourer's Local 183, Member's benefit Fund monthly, together with a duly completed Employer's Report Form, by the fifteenth ( 15) of the month following the month for which the payment is due. Each monthly contribution shall include

JMCC Ltd. (2017-2020) Page 16 all obligations arising from hours worked up to the close of the Employers' payroll ending nearest to the last day of the preceding month.

23 .03 Retirement Fund The Employer agrees to pay from each employee covered by this Agreement and remit on their behalf into the Labours' Local 183, Retiree Benefit Fund, the flowing sums:

January 1, 2017 - $5.50 per month January 1, 2018 - $6.00 per month January 1, 2019 - $6. 50 per month

The employer shall remit contributions to the Labourer's Local 183, Retiree Benefit Trust Fund monthly, together with a duly completed Employer's Report Form, by the fifteenth (15) of the month following the month for which the payment is due. Each monthly contribution shall include all obligations arising from hours worked up to the close of the Employers' payroll ending nearest to the last day of the preceding month.

23 .04 Health & Safetv Premium All employees who were previously eligible for Short Term disability coverage shall receive Monthly Health and Safety Premiums.

ARTICLE 24-PART-TIME AND SEASONAL/TEMPORARY EMPLOYEES 24.01 Part-time employees are defined as employees whose regularly scheduled hours are twenty-five (25) hours per week.

24.02 The Employer agrees that Part-time employees shall be eligible for Benefits under Local 183 Industrial Benefit Fund.

24.03 Seasonal I Temporary positions less than 90 day's duration are not eligible for the benefits. After 90 days has elapsed, the position will become eligible for benefits provided they are regularly scheduled for 25 hours per week.

JMCC Ltd. (2017-2020) Page 17 ARTICLE 25 - MISCELLANEOUS 25.01 No employee covered by this Collective Agreement, shall as a result of the same, receive, suffer or incur any loss or reduction in wages or any other benefits or conditions of employment monetary or otherwise.

25.02 The Employer bound by this Collective Agreement, shall not be required to continue to provide benefits which duplicate any of those benefits provided for and required to be given by this Collective Agreement.

ARTICLE 26 - DURATION OF THE AGREEMENT 26.01 This Collective Agreement shall be effective as of the date of ratification and shall remain in full force and effect until the 31 51 day of March 2020, and from year-to-year thereafter unless written notice of intention to terminate or amend this Collective Agreement is given by either party to the other not more than ninety (90) and no less than thirty (30) days before the date of its termination. Marc"' -~\-=~__ _ DAY OF Feb 1uary 2018.

For the Union:

JMCC Ltd. (2017-2020) Page 18 SCHEDULE "A"

WAGES AND CLASSIFICATON

1. Building Maintenance Technician II (BMT II)

CLASSIFICATON/ CURRENT Apr 1 Jan 1 Apr 1 Oct 1 Apr 1 Oct 1 JOB TITLE RATE 2017 2018 2018 2018 2019 2019 (2016)

BMTII $12.64 $12.89 $14.30 $14.80 $15.05 $15.55 $16.05 (Unrestricted Areas) BMTII $15.09 $15.39 $16.75 $17.25 $17.50 $18.00 $18.50 (Restricted Areas)

2. Temporary Transfer Employees temporarily transferred or directed to perform duties by management of another classification for a period of more than one ( 1) hour per shift, which may be a lower or higher rate­ of-pay than their classification, shall be paid the higher rate-of-pay for all hours worked. (Classification to be determined by present job descriptions and job routines.)

3. Lead hand Classification The Lead hand will be compensated at a rate of one dollar ($1.00) additional per hour for the highest classification he/she supervises.

4. Should the minimum wage increase, the Employer agrees to maintain a minimum of 0.30cent increase above the minimum wage amount in the collective bargaining agreement.

Jlv!CC Ltd. (2017-2020) Page 19