COLLECTIVE AGREEMENT

August 1, 2016 Between

ALGOMA STEEL INC. -and-

THE UNITED STEELWORKERS

ON BEHALF OF ITSELF AND ITS LOCAL 2251

Sault Ste. Marie Ontario, Canada LABOUR AGREEMENT INDEX Article Page

Addendum A – Clerical 74

Addendum B – Bricklayers 109

Addendum C – Welded Beam 110

Apprentices 11 45

7.02.14 29

Arbitration 13.06 47

Assigned Maintenance Occupation 7.01.21 27

7.05.30 32

Bereavement Pay 15.14.20 67

Call Out Pay 5.09 23

Committeemen 1.05 11

Contracting Out 1.02.10 9

Cost of Living 15.04 61

Dayworkers 5.02.44 17

- Vacancies 5.02.50 17

5.02.51 18

- Shift Schedule Preference 5.02.52 18

- Change to Shift Schedule 5.02.53 18

- Change by more than 2 Hours 5.11.10 24

Deductions, Union Dues 2 12

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Duration of Agreement 20 69

Employees 1.01.10 9

Establishment 7.02 28

Foremen and Supervisors 1.01.11 9

Reversion Rights 7.12 41

Foremen Working 1.02.30 11

Funeral Pay 15.14.10 67

Grievance Procedure 13 46

Hours of Employment and Overtime 5 15

Job Posting 7.07 35

- Branch L.O.S. 7.06.12 34

Joint Workplace Restructuring and General 1 Employee Participation Process - Mission Statement General 1

- Objectives General 1

-Steering Committee General 2

- Major Technological Change General 4

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Leave of Absence 842

Learner Rates 15.09 63

Letters of Agreement 18 69

Line of Sequence 7.01.10 27

Lunch Period 5.10.11 23

Maintenance of Earnings 22 72

Management 415

Notices 12 45

Overtime 5.05 20

- Hours Defined 5.06 20

- Statutory Holidays 6.04 25

- Distribution 5.07.30 21

- Meal Allowance 5.10.10 23

- Transportation 5.10.20 23

Out of Line Differentials 15.10 65

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 Alternate Shifts 5.02.31 16

- Type (Preference) 5.02.40 17

- Posting 5.03 19

- Changes 5.04 20

Seniority 7.00 26

-Job 7.01.20 27

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YL COLLECTIVE AGREEMENT

August 1, 2016

Between

ALGOMA STEEL INC.

(hereinafter referred to as the "Company")

-and-

THE UNITED STEEL, PAPER AND FORESTRY, RUBBER, MANUFACTURING, ENERGY, ALLIED INDUSTRIAL AND SERVICE WORKERS INTERNATIONAL UNION (UNITED STEELWORKERS), ON BEHALF OF ITSELF AND ITS LOCAL UNION 2251 (hereinafter referred to as the "Union")

WITNESSETH THAT THE PARTIES HERETO HAVE AGREED AS FOLLOWS GENERAL ARTICLE

WORKPLACE REDESIGN AND EMPLOYEE PARTICIPATION PROCESS

1. MISSION STATEMENT

The parties are committed to a successful and sustainable Algoma Steel Inc., founded upon principles of tolerance and respect between a strong independent union and a strong independent management and a recognition of the value of every employee.

2. OBJECTIVES

The parties will continue the process of redesigning the workplace so that it becomes more participative, safer and more fair. They agree that the skill content of jobs and the skills of employees must be enhanced and opportunities must be created for employees to solve operating problems.

In order to manage change, the parties commit to ongoing consultation, and discussion between management and the union and among employees at all levels. As part of these consultations, management is committed to providing the Union and employees with the opportunity to participate in decisions related to change as early as possible.

The parties agree on the following objectives, and agree to implement changes in the workplace which will:

ƒ upgrade the skill content of jobs and the skills of employees on a progressive and ongoing basis, and provide employees with greater opportunity for training. In upgrading the skill level of trade jobs, an important objective will be to increase knowledge within the trade;  ƒ HOLPLQDWHKHDOWKDQGVDIHW\KD]DUGVLQFOXGLQJHUJRQRPLFKD]DUGV

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A Joint Steering Committee has been established for the following purposes:

I. to work with the Company's President and Chief Executive Officer and senior management on business matters generally and in particular with respect to the achievement of the goals of the Annual Business Plan and other general business goals and objectives of the Company.

Assist the Company to develop short-term strategies to withstand changing business conditions.

II. the parties agree that the process of redesigning the workplace must be a joint endeavour. The Company agrees not to initiate any action, program or change with respect to workplace restructuring or training without the input of the Joint Steering Committee. For the purpose of this Section workplace restructuring will be defined to include the combination, amalgamation, creation, or elimination of tasks, jobs or lines of sequence, and the establishment of operating work groups or teams or job rotation systems.

III. to jointly develop and implement workplace training programs;

IV. to administer the agreed to JSC policies;

V. to act as an ongoing forum for senior management and union officials to discuss and resolve issues related to the workforce and the Company.

VI. direct all other joint committees which are established by the Joint Steering Committee or the Collective Agreement;

VII. to ensure that monthly department UMC meetings are occurring and that agreed agenda items are being discussed.

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The Joint Steering Committee will consist of the following:

ƒ a co-chair as appointed from time to time by the Company President and CEO.

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ƒ periodically review and monitor progress toward meeting performance, sales, employment, and other targets set out in the Annual Business Plan;

ƒ monitor capital expenditure programs;

ƒ review proposed major sale, lease or rental of assets, and review major purchases for materials and supplies, and the tender selection process;

ƒ establish corporate travel policy for bargaining unit members;

ƒ direct and set policy for Union Management Committees;

ƒ review annual plans of the Departments within each area of accountability of the Union Management Committee.

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The Joint Steering Committee shall exercise its responsibilities regarding training through the Joint Training Team.

The Joint Training Team shall review the training needs of all employees, and develop and recommend a comprehensive training plan and budget for Algoma Steel Inc. to the Joint Steering Committee. The training plan will include both shorter term and longer term components, a timetable, and be designed to ensure that the objectives set out in Section 2 are achieved. The Joint Training Team will determine the need for apprentices in the skilled trades and crafts in conjunction with the Joint Apprenticeship Committee.

The Company agrees not to implement a training plan without considering the recommendations of the Joint Training Team.

 The Joint Training Team shall consist of four members appointed by the Union and four members appointed by the Management. A Union Coordinator will be assigned by the Staff Representative as the Union Co-chair of the team, as one of the Union members.

The Joint Training Team will review and recommend training policy, govern overall training, ensure the training plan is implemented, and give priority of training required.

The parties agree to establish a corporate wide system to track training costs for those purposes established by the Joint Steering Committee.

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No major technological change shall be introduced prior to review by the Joint Steering Committee. Technological change is defined as technological changes in method of operations, materials and process, including the introduction of new or modified equipment which substantially alters the manner in which work is performed.

The Joint Steering Committee will evaluate technological changes based on their contribution to achieving the objectives set out in Section 2 and set policies and procedures to be followed in respect of major technological change.

Employees who will be affected by a proposed technological change must be involved in the process of designing and implementing that change.

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The Company will pay lost time wages and expenses for union members of the Committee for their Committee activities, including time union members spend preparing for such meetings.

The Steering Committee will select consultants, advisors and instructors retained by the Company to facilitate and support any process and programs related to training, and will determine assignments and duties of such consultants, advisors and instructors.

The Joint Steering Committee may from time to time define and amend as appropriate the roles and responsibilities inherent in structures and jobs involved in workplace restructuring and redesign.

The Joint Steering Committee will not;

ƒ determine individual benefit entitlement;

ƒ deal with any discipline matter;

ƒ have access to confidential personnel files (unless approved by the individual on authorized form);

ƒ assume any of the functions of the employer under any legislation of Canada or Ontario.

4 4. UNION MANAGEMENT COMMITTEES

a) Mandate and Purpose

The parties will establish Union Management Committees in various areas of the Company (see list of areas in Appendix A). Each of these Committees shall report to and be subject to the direction of the Joint Steering Committee. The purpose of the Union Management Committee shall be to:

ƒ Assist in the implementation of change in the workplace which will achieve the jointly agreed to objectives set out in Section 2;

ƒ Assist in the achievement of the department's goals and objectives as set out in the annual business plan of each area, in particular as they relate to facilities.

i) The HR department will ensure that UMC meetings are scheduled as a priority and a common agenda used. UMC meetings are to be scheduled at mutually beneficial times in order to maximize attendance and participation.

b) Composition

Each Union Management Committee shall have the following members:

ƒ A General Manager assigned by the Company who shall be a Co-chair;

ƒ A Union Executive assigned by the President of the Local shall be the Union Co-chair;

ƒ union stewards and union health and safety representatives selected by the Union;

ƒ other employees within the department as selected from time to time by the co-chairs.

ƒ Human Resources’ representatives assigned to area; and,

ƒ A Union Coordinator will be assigned as a resource.

c) Duties and Responsibilities

ƒ Administer policies and procedures agreed at the JSC;

ƒ development, implementation and monitoring of training plans and plans for improving quality of worklife, including plans for the achievement of objectives set out in Section 2;

ƒ implement workplace restructuring and redesign within the departments of each area;

ƒ changes considered in workplace restructuring and redesign must be reviewed by the department joint health and safety representatives for their potential impacts on employee health;

ƒ monitors contracting out and overtime hours (excluding replacement hours) in excess of 10% of all hours worked in a 12 month period in any specific functions or jobs in the departments of each area and  LQLWLDWHVDQ\DFWLRQUHTXLUHGLQDFFRUGDQFHZLWKWKHSROLFLHVDQGDGPLQLVWUDWLYHSURFHVVHVHVWDEOLVKHGE\ WKH-RLQW6WHHULQJ&RPPLWWHH

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5. RESTRUCTURING SUPPORT AND PROCESSES

Management and the Union are committed to providing appropriate training and support.

Management and the Union agree to create a team of internal personnel dedicated to supporting the Joint Steering Committee, the Joint Training Team and the Union Management Committees in achieving the objectives as set out in Section 2. The Union shall select two employees to act as Union Co-ordinators. Management shall appoint counterparts to work jointly with the Union appointees. The Union Co-ordinator shall work under the direction of, and report to, the Union Co-chair of the Joint Steering Committee.

A Union Co-ordinator may attend meetings of the Joint Steering Committee and sub-committees or task forces, at the invitation of the Union Co-chair of the Joint Steering Committee. In a corresponding fashion Management may have its Co-ordinator attend meetings of the Joint Steering Committee. The Union Co- ordinator will be responsible for making regular reports to the Union Co-chair and the other union members of the Joint Steering Committee on the progress of the workplace participation process and any other matters they require. At the joint request of the Union and Management Co-chairs the Union Co-ordinator shall make reports to the Joint Steering Committee.

The wages and benefits of the Union Co-ordinators will be paid by the Company, and they will continue to be covered by the provisions of their respective collective agreements. The Company will provide the Co- ordinators with an office, equipment and access to clerical support.

The Company shall provide the Union Co-ordinator with a resources budget of $50,000 on the first day of each quarter to be used to support the activities of the Co-ordinator, including, but not limited to, assistance, travel and expenses, training, workshops, external consultation and educational material. The resources budget shall be approved by the Union Co-chair. If at the end of each quarter the resources budget has not been allocated, the resources budget for the next quarter shall be reduced by the unused amount. The resources budget will be held in a separate bank account.

The Company shall provide up to two additional people, selected by the Director of District 6, to assist the Union Co-chair of the Joint Steering Committee in carrying out their functions related to the Joint Steering Committee. Wages and benefits will be on the same basis as the Union Co-ordinator.

The Union Co-Chairs of the Union Management Committees shall be provided with office space and office equipment.

 6. OVERTIME, CONTRACTING OUT, AND EMPLOYMENT LEVELS

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7. UNION INVOLVEMENT

In the event the Company decides to sell, lease or otherwise transfer operating assets the existing hourly employees in these facilities will be given first option to fill the positions required to operate the facility.

Such employees will receive the same wages and benefits that were in place when these jobs were performed at Algoma Steel Inc. prior to the change in operators. These conditions will be incorporated into a collective agreement between the new employer and the United Steelworkers (USW) prior to the closing of any agreement.

Employees who remain employed in either of these facilities will maintain the amount of corporate seniority that they had in their former local union on the date of transfer of the asset and will be entitled to exercise their seniority and revert to Algoma Steel Inc. in the event they are no longer required in the operation.

Any joint venture or partnership in which the Company will assume an equity interest in a facility in Sault Ste. Marie, Ontario will only be entered into on the condition that the employer agrees to recognize the USW as sole bargaining agent at its facilities in Sault Ste. Marie.

The sale or lease of any non-operating assets or facilities in Sault Ste. Marie, Ontario, where the lessee or purchaser will operate a steel-related business will, unless the United Steelworkers District 6 Director agrees otherwise, proceed only on the condition that the employer agrees to recognize the USW as the sole bargaining agent and enters into a collective agreement prior to the closing date of any agreement.

Other

The Company agrees not to sell or exit any business without the input of the Union in a review of the future viability of such business, including an analysis of how such business advances the Company’s objectives.

On a confidential basis the Company will continue to provide the Union with the necessary information to carry out their functions under the Collective Bargaining Agreement.

Specifically, the parties will discuss ways to ensure the involvement of the Union in a consultative manner on issues related to the future growth and capital investment at the site.

 APPENDIX A - LIST OF DEPARTMENTS

For the purposes of this Agreement, the company shall be deemed to be divided into the following departments:

Ironmaking and Cokemaking Cokemaking and By-Products – Operation and Maintenance Ironmaking – Operation and Maintenance Ironmaking – Technology Steelmaking & Caster Steelmaking Slabcaster Steelmaking & Slabcaster – Maintenance

Hot Mill and Finishing Plate and Strip – Hot Mills Plate and Strip – Finishing Plate and Strip - Maintenance

DSPC and Cold Mill Direct Strip Production Complex – Operation and Maintenance Cold Mill – Operation and Maintenance

Maintenance & Services Central Maintenance Maintenance Technology Shops Utilities Maintenance Improvement Initiative

Central Mill Services and Construction Transportation Masonry and Material Movement Material Re-processing Raw Materials Automotive Repairs Major Projects and Construction

Support Services Accounting Human Resources Purchasing and Stores and Logistics Safety Health & Environmental Quality Engineering Technical Services Information Technology Production Control Shipping Services  ARTICLE 1

UNION RECOGNITION

For Clerical, also refer to Addendum A

1.01.10 The Company recognizes the Union as the sole bargaining agent for all the employees of the Company (within the meaning of the term employee as defined in the Labour Relations Act, R.S.O., 1960) in Sault Ste. Marie, Ontario, with the following exceptions: 1) Persons practising professional engineering or engaged in training for professional engineering as defined in the Professional Engineers Act of Ontario. 2) Employees in reasonable numbers with special qualifications who are receiving special or technical training and who do not displace employees within the bargaining unit. 3) Superintendents, assistant superintendents, front line supervisors, supervisors and persons who exercise managerial functions or are employed in a confidential capacity in matters relating to labour relations. 4) Any difference, which arises between the Company and the Union as to whether a person in a new or significantly changed job is a front line supervisor or supervisor as defined above, may be submitted by the Union as a grievance of a General Nature. 5) Those office and clerical employees for whom Local 2251 is not now bargaining. 6) Employees engaged on police and plant protection duty.

1.01.11 The Company will notify the Union in writing of new jobs established below the rank of Assistant Superintendent which are to be excluded from the bargaining unit. Such notification shall include summary of job functions, responsibilities, date of establishment, and shall name incumbents assigned to the new job. If the Union does not agree that the job is properly excluded it may file a grievance of a General Nature within 21 days of such notification in order to discuss and/or to conduct an on-site examination of the job and incumbents.

1.01.12 When existing jobs are changed or new jobs are to be established which contain duties being performed by employees of the Local 2251 bargaining unit, or similar duties, as well as duties which may be appropriate for another bargaining unit, the Company will advise the Union as far as possible in advance of the establishment of such jobs. The Company and Union will attempt to agree on the proper placement of such jobs in a bargaining unit and to agree on any other relevant matters such as seniority rights of employees affected.

If agreement is not reached, the matter shall be referred to referees, one named by each party, who will attempt to resolve any outstanding issues. Agreement by the referees will be binding on both parties. If agreement is not reached by the referees, the Union may file a grievance of a General Nature.

1.02.10 Except as agreed to by the Local Union, work normally performed by employees within the bargaining unit or similar work which has been past practice to have performed by employees within the bargaining unit shall continue to be performed by employees within the bargaining unit, except when employees with the necessary skills are not available for such work. No employee will be displaced from their job or be laid off or continue to be laid off as a result of the Company contracting out such work. Where a sufficient number of qualified and eligible employees are available, they will be offered to work overtime prior to contracting out such work. (This sentence and commitment cannot cause another problem re: rest periods, pyramiding, etc.) The Company may contract out work not normally performed by employees within the bargaining unit, but  VKDOOZKHQHYHUSUDFWLFDEOHDQGHVSHFLDOO\GXULQJOD\RIIVKDYHVXFKZRUNSHUIRUPHGE\HPSOR\HHVZLWKLQWKH EDUJDLQLQJXQLW

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7KH WHPSODWH LV WR EH IRUZDUGHG Wo the affected Steward(s), the “Union Co&KDLURIWKH8QLRQ0DQDJHPHQW Committee” for review, discussion and resolution. The Union Co-Chair of the Union Management Committee will provide a response to the designated contact person by the designated date and time.

2. Should the Union Co-Chair of the Union Management Committee believe a meeting is necessary, a written request will be made within two (2) days (excluding Saturdays, Sundays and holidays) to the designated contact after receipt of the template. The meeting will be held within three (3) days (excluding Saturdays, Sundays and holidays) thereafter. At such meeting, the parties shall review the plans for the work to be performed and the rationale for using outside entities. The parties will be provided with all of the available information concerning the issue at hand.

3. If agreement is reached, the completed template will be forwarded to the Joint Contracting Out Review Committee.

4. If agreement is not reached or a timely response is not received from the Union, and the Company contracts out the work, the Union may file a General Nature Grievance. The template will be forwarded to the Joint Contracting Out Review Committee.

5. Notwithstanding the foregoing or any other item within Article 1.02 or the Letter of Agreement re: Contracting Out Review, the parties recognize that work of an emergency nature may be contracted out if the alternative would be to place the facilities and/or employees and their employment security in jeopardy.

 Employees within the bargaining unit have no claim to jobs outside the bargaining unit. Except as expressly provided in this Agreement, employees outside the bargaining unit have no claim to jobs within the bargaining unit.

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 Where it is found that either party has engaged in conduct which constitutes willful or repeated violations of Article 1.02, the arbitrator may fashion a remedy or penalty specifically designed to deter the offending parties behaviour. A similar remedy or penalty may be levied if either party withholds processing a template in the time constraints detailed within it.

 No testimony offered by an individual employed by a contractor may be considered at arbitration unless the party calling the individual provides the other party with a copy of any document to be presented in evidence at least forty-eight (48) hours (excluding Saturdays, Sundays and holidays) prior to the individual giving testimony.

The Union shall not solicit membership on the Company's time.

The Company shall give each employee entering the bargaining unit a copy of this Agreement.

 The Union shall elect or appoint an appropriate number of stewards and committeemen for each department, and shall, as such elections are held or appointments made, give written notice of the names of such stewards and committeemen in each department, to the Superintendent of Industrial Relations and the superintendent of the department concerned.

 When the legitimate business of a Department Steward (or in their absence a Committeeman) requires the employee to leave the job, the employee shall first receive permission from the Shift Coordinator or Front- line Supervisor. Such permission shall not be unreasonably withheld and shall be contained to a maximum time period. The Department Steward (or Committeeman) shall not suffer loss of pay for time spent in the performance of these duties during regular working hours.

Whenever practicable meetings with Department Stewards (or Committeemen) will be held during their scheduled working hours.

The Company and authorized Union committees (which may include the International Representatives of the Union) shall meet when necessary for the proper administration of this and other agreements between the parties.

All negotiations between the Company and the Union shall be carried on through the regular procedures established by this Agreement, and the Company shall not recognize or bargain separately with any individual or group of employees within the bargaining unit. This Agreement shall not be altered or amended except by agreement between the Company and the executive of the Union.

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1.20 The Company will pay 320 hours per quarter for the CWS Chairperson.

ARTICLE 2

DEDUCTION OF UNION DUES

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2.02 As a condition of employment, each employee entering the bargaining unit shall be required by the Company to sign an authorization in duplicate assigning to the Union until the employee leaves the bargaining unit an amount equivalent to Union dues, and shall send one copy of the authorization to the Union.

2.03 The Company shall deduct, as a condition of employment, from the wages of each employee in the bargaining unit, Union dues including, where applicable, initiation fees and assessments on a bi-weekly basis. The amount of dues shall be calculated in accordance with the Union’s Constitution.

2.04 All dues, initiation fees and assessments shall be remitted to the Union forthwith and in any event no later than 15 days following the last day of the month in which the remittance was deducted. The remittance shall be sent to the United Steelworkers, P. O. Box 9083 Commerce Court Postal Stn. Toronto, ON M5L 1K1in such form as shall be directed by the Union to the Company along with a completed Dues Remittance Form R-115. A copy of the Dues Remittance Form R-115 will also be sent to the Union office designated by the Area Coordinator.

2.05 The remittance and the R-115 form shall be accompanied by a statement containing the following information:

a) A list of the names of all employees from whom dues were deducted and the amount of dues deducted;

b) This information shall be sent to both Union addresses identified in Article 2.04 in such form as shall be directed by the Union and agreed to by the Company.

2.06 The Union shall indemnify and save the Company harmless against all claims, or other forms of liability that may arise out of any action taken by the Company, in compliance with this Article.

In the event of a dispute between the Local Unions as to whom an individual employee’s dues should be remitted, the International Union will advise the Company as to whom the dues should be allocated to. In no event will the Company be required to deduct double dues from any employee.

2.07 The Company, when preparing T-4 slips for the employees, will enter the amount of Union dues paid by the employee during the previous year.

 ARTICLE 3

DISCRIMINATION

3.01 No employee shall be discriminated against by the Company or the Union because the employee is or is not a member of the Union, because of Union activities, or because of exercising any right provided by law or by this Agreement.

3.02 The Company and Union agree there shall be no discrimination against any employee in contravention of the Ontario Human Rights Code, Statutes of Ontario, 1981, Chapter 53 or as amended from time to time.

3.03 Anti-Sexual and Anti-Racial Harassment

Practice: The United Steelworkers and Algoma Steel Inc. are committed to providing a work environment where the right of employees to be free from harassment or discrimination is maintained and equality of treatment in accordance with the Human Rights Code is assured. 1) Management, the Union and all employees shall maintain a working environment which is free from sexual and/or racial harassment. 2) For the purpose of this clause “Sexual Harassment” includes: i) Unwanted sexual attention of a persistent or abusive nature, made by a person who knows or ought reasonably to know that such attention is unwanted; ii) implied or expressed promise of reward for complying with a sexually oriented request; iii) implied or expressed threat or reprisal, in the form of either actual reprisal or the denial of opportunity, for refusal to comply with a sexually oriented request; or iv) sexually oriented remarks and/or behavior which may reasonably be perceived to create a negative psychological and/or emotional environment for work and study. 3) For the purpose of this clause “Racial Harassment” includes; i) engaging in a course of comment or conduct that is known or ought reasonably to be known to be unwelcome where such comment or conduct consists of words or actions by a member of management, a co-worker, or an employee, which disrespects or causes humiliation to the person because of their race, colour, creed, ancestry, place of origin or ethnic origin. 4) The parties agree to continue the program to provide a minimum one hour awareness training to the workforce. Management agrees to the posting of the policy.

Investigation and Resolution Procedure

A) Management and the Union will establish a mutually acceptable procedure for investigation and resolution of discriminatory harassment. Each party will designate one person who will be the designated Management and Union representative for purposes of investigating allegations.

B) In addition to the investigative procedure established, the following Appeal procedure is established in the event that an allegation is not satisfactorily resolved:

 i. The employee who claims a personal violation of the Policy may within thirty (30) days of the date the employee is advised of the results of the investigation, appeal the allegation in writing to the two person Appeal Committee as established hereinafter. The Committee will as soon as possible, following receipt of written appeal, meet and review the facts pertaining to the allegation. The Appeal Committee may, at their discretion, seek any additional pertinent information by interviewing the complainant and other employees. The Committee may attempt to resolve the allegation by suggesting a course of action to the appropriate Management and Union designated representatives.

In the event that the allegation is not resolved in this manner, the Committee will prepare and issue a report of their findings and recommendations. Such report will be issued in confidence to the designated representatives who shall endeavour to resolve the allegation with the Complainant and Management.

In the event the matter continues to be unresolved, management will determine whether an employee has been in violation of the Policy and what appropriate disciplinary action will be taken. Nothing herein precludes or limits the employee’s entitlement to pursue a complaint through the grievance procedure with regard to any disciplinary action taken against the employee.

i) The Appeal Committee will be composed of one person designated by the U.S.W. District 6 Director as reference in the Union’s Policy document re: Discriminatory Harassment and one person appointed by senior management. The two persons so appointed will remain the permanent Appeal Committee to investigate and attempt to resolve all appeals.

ii) The Union or Management may substitute another person as their permanent designated Appeal Committee member but it is intended by both parties that their designated member be appointed on a long term basis where possible.

It is understood and agreed that the procedure established to investigate and resolve harassment complaints does not deny any employee from pursuing their complaint through the applicable legislative or Grievance Procedure and the confidential internal procedure is intended as an alternative process which the individual may elect at their option.

It is further understood that any complaint pursued through the internal procedure shall not be arbitrable, nor shall any documents, reports, discussions or information arising out of or during the procedure be introduced as evidence or referred to in any other legislative procedure.

The perpetrator who is found guilty, as a result of a full investigation, may be re-assigned to another location, or time of work, wages, etc. regardless of the employee’s seniority. Such detriment shall fall upon the perpetrator and not upon other bargaining unit employees.

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LL In cases of Domestic violence, the Employer shall ensure that appropriate measures are put in place, as required under the Occupational Health and Safety Act, to protect workers from domestic violence situations in the workplace.

ARTICLE 4

MANAGEMENT

4.01 Except to the extent otherwise stated in the Collective Agreement, the Union recognizes that all functions, rights, powers, and authority which the Employer has not specifically abridged, delegated or modified by this Agreement are retained by the Employer. Management retains the right to discipline, but shall do so in a just, fair and reasonable manner consistent with the terms of this Collective Agreement.

ARTICLE 5

HOURS OF EMPLOYMENT AND OVERTIME

For Clerical, also refer to Addendum A For Bricklayers, also refer to Addendum B For Welded Beam, also refer to Addendum C For Old UTU, also refer to Addendum D

5.01.10 Normal hours of work shall be 8 hours per work day and 40 hours per work week. Normal shift starting times shall be 7:00 a.m., 7:30 a.m., 8:00 a.m., 3:00 p.m., 4:00 p.m., 11:00 p.m., or 12:00 midnight.

5.01.20 The work day shall be a period of 24 hours beginning at 12:01 a.m. or the shift starting time closest thereto. For the purposes of Sunday premium pay and statutory holiday premium pay all hours worked on the statutory holiday or the Sunday beginning at 12:01 a.m. and ending at 12 midnight.

5.01.30 The work week shall be a period of seven work days beginning at 12:01 a.m. Sunday or the shift starting time closest thereto.

5.02.10 Schedules shall indicate for a period of at least one work week the hours of work and the work days of each employee, but no employee shall be assured of any hour or day of work for which the employee is

 scheduled when work for such period is not available. Employees shall be scheduled for the week in accordance with their seniority as provided in this Agreement for the work which is available. Such schedule shall designate the two days off for each employee for the purposes of Articles 5.04.20 and 5.06.10(5) whether the employee works on such days or not.

 In any case of scheduling, rescheduling or recall, employees will be scheduled for available shifts on the highest jobs in their line of sequence to which their seniority entitled them. However, no provisions of the Collective Agreement dealing with scheduling, rescheduling or recall shall be applied in such a way as to require the Company to schedule in a manner that would result in payment of overtime rates as outlined in Article 5.06.10.

 An employee who returns to work after the commencement of a work week, following an absence for which the employee received Temporary Total Workers' Compensation benefits, or WSIB Loss of Earnings (post 1997), shall be entitled to be placed on the job to which their seniority entitles the employee. If such employee is placed on a lower rated job the employee shall be paid the difference between the rate of the job on which the employee works and the rate of the job to which the employee is entitled by seniority.

 In making weekly schedules, except Timken or other rotating days off schedules, the Company shall make every effort to give preference in respect to days off in accordance with seniority.

The Company shall make every effort to schedule employees in such a manner as to: 1) rotate employees on shift schedules from one shift to another in an effort to achieve an equitable distribution of shifts. 2) schedule an employee's two days off consecutively. 3) avoid short changes.

The above order of priorities shall apply unless changed by written agreement between the appropriate superintendent and the appropriate steward.

The order of priorities agreed to by the superintendent and steward shall not be further changed for a period of six months.

 Employees shall be scheduled as provided in this Agreement for the work which is available. The Company and Union recognize there are situations where it may be beneficial to establish special scheduling arrangements of up to twelve hours per shift and forty-eight hours per week. Where such a scheduling arrangement is implemented, it must be approved by the President of Local 2251 and the Manager of Human Resources in the form of a binding Letter of Agreement which will specify the type of schedule to be worked, identify the scheduling areas and employees affected, and the terms of such agreement. All such scheduling arrangements shall specify:

ƒ the hours and shift cycle to be worked including an example of the schedule; ƒ the shift start and end times; ƒ what hours qualify for shift and Sunday premiums (provided that there is no increase in premiums to be paid); ƒ how overtime is to be distributed; ƒ how vacation is to be booked ; and

16 ƒ how Statutory Holiday provisions shall apply and how weeks in which Statutory Holidays fall are to be scheduled (provided there is no net increase in wages resulting from any such schedule).

References to Alternate Shift Schedules will be deemed to be included in Articles 5 and 6, wherever applicable. Specifically Article 5.10.11 shall be deemed amended read as follows:

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 Employees will indicate on Form E.R. 224, their preference for days off, and for vacancies that may occur on preferred, 2 shift and daywork schedules to their department to facilitate the application of Articles 5.02.20, 5.02.50 and 5.02.51(2). Where an employee changes their preference for days off, such preference shall not again be changed for a period of six months.

 A preferred schedule exists where a part of the scheduled work week consistently involves a number of day shifts in combination with shifts which rotate to afternoons or nights.

Where such preferred schedules exist they will, for the purpose of Article 5, be made available to employees in accordance with their seniority. Employees will be given preference in moving to such a schedule in the same manner as they are in selecting a two shift or a three shift schedule by completing Form E.R. 224.

 Where the method of scheduling in effect in a department, or part of a department, is to be changed from a preference of days off to a Timken or other rotating days off schedule or vice versa, for reasons other than a change in the level of operations, the department head and the steward shall agree on such change. The operational requirements and the expressed wishes of the employees shall both be considered in making such a decision. To provide stability, the provision to agree on a change from one type of schedule to another shall not be exercised more than once per year.

 Where a Timken or other rotating days off schedule exists, Articles 5.02.10, 5.02.30, 5.02.40, 5.02.60, 5.04.10, 5.04.11, 7.06.10 and 14.05 may be deemed to be amended to the extent necessary to conform to the terms of the Timken or other rotating days off scheduling arrangements. The steward and the department head will meet and agree on the scheduling considerations to be applied.

 For the purposes of this Article, an employee shall be deemed to be a dayworker on a day on which the employee is scheduled on a job which is not normally scheduled outside the period 6:00 a.m. to 6:00 p.m. a) Dayworkers and shiftworkers shall be shown separately when scheduling. b) Where changes from one schedule to the other are required, employees will be added to and deleted from the applicable schedule.

 Employees working on a shift work schedule or who are absent because of illness, accident, vacation or leave of absence shall be given preference on the basis of job seniority in filling a dayworker job which is created, or becomes vacant, for the same job in the same department. An employee who is scheduled off their regular job for purposes of union business, or to perform training, and returns to their normal workplace within ninety (90) days, will be scheduled on the shift and rotation which they left for the next full work week, providing there has been no promotion or demotion that would affect their

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 In filling vacancies on a dayworker schedule as outlined in Article 5.02.50 the following rules shall apply:

1) vacancies arising during a scheduling work week shall be filled by the senior shift worker on day shift for that week. 2) vacancies existing for a scheduled work week shall be offered to the senior employee. 3) an employee who leaves a daywork job because of illness, accident, vacation, or leave of absence will be entitled to a daywork job for that occupation upon their return. When such employee returns to work the employee replacing the employee during their absence shall revert to the shift work schedule. Where more than one employee is working as a day worker replacement in the circumstances outlined above, and a reduction in the number of day workers occurs, the replacement with the least job seniority will revert to the shift work schedule. 4) when a day worker leaves a day work job for the reasons specified in 3 above and is not replaced, there is no decrease in force and when the employee returns there is no increase in force and a vacancy does not exist. 5) an employee who leaves a daywork job because of a transfer or promotion will be entitled to a daywork job for that occupation upon their return provided the employee returns within one year of the date of transfer or promotion. 6) when a reduction occurs in the number of dayworkers in a department, the junior employee working as a dayworker on that occupation will be reassigned to a job on a preferred shift, two shift or three shift schedule in accordance with their seniority.

 Where Timken or other rotating days off schedules and other schedules exist in the same department for the same occupation, employees shall be given preference in filling vacancies arising on either schedule in accordance with job seniority. Where a preferred shift, three shift and a two shift schedule exist in the same department for the same occupation employees shall be given preference in filling vacancies arising on either schedule in accordance with job seniority. Where there are no vacancies but there are employees on each type of schedule who wish to change schedules, such moves will be made in accordance with job seniority.

 A day worker who wishes to revert to a preferred shift, two shift or three shift schedule will be allowed to do so by giving reasonable notice prior to the schedule being posted. A day worker who moves to a shift schedule at their request will not be allowed to change schedules again at their own request for a period of six months. Only requests to move to a bona fide shift schedule will be considered.

A day worker who has a legitimate reason for not working one or more of their scheduled day worker shifts and has been granted permission to work another shift(s) in lieu must first attempt to trade their daywork shift(s) with a shift worker. In such a case the employee will not be considered to have reverted to shift work. In the event the Company reverts a dayworker to shift work for a specified period who is not the junior dayworker but has special knowledge or expertise (e.g. Construction Safety Switcher), such dayworker will not be considered to have reverted to shift work.

 An employee, who has applied for a day worker job in accordance with Articles 5.02.50 and 5.02.51 but is denied such job because the employee lacks the qualifications necessary to do the job, will have the right  WRGLVSODFHWKHPRVWMXQLRUGD\ZRUNHUSURYLGHGWKHVHQLRUHPSOR\HHKDVREWDLQHGWKHQHFHVVDU\TXDOLILFDWLRQV 7KLVSURYLVLRQPXVWEHH[HUFLVHGZLWKLQWKLUW\GD\VRIWKHVHQLRUHPSOR\HHEHFRPLQJTXDOLILHG

 Short changes shall not be made except in cases where necessary to conform to the provisions of this Agreement. If a short change is made by the Company which is not necessary to conform to the other provisions of this Agreement, overtime rates will be paid in respect of the hours in excess of eight in the twenty-four hour period which the employee is thereby required to work. Necessary short changes shall, insofar as is practical, be assigned to the junior of the employees concerned except where such assignment would conflict with any other scheduling arrangements agreed to.

 Notwithstanding Articles 5.02.11, 5.02.12, 5.02.20, 5.02.30, 5.02.40, 5.02.41, 5.02.43, 5.02.44, 5.02.50, 5.02.51, 5.02.53, 5.02.54 and 5.04.11 the Department Superintendent, or their representative, and the Union Steward from each scheduling area shall meet each year, during the month of January, with the purpose of reviewing scheduling inefficiencies due to the application of the preferences and priorities found in the aforementioned articles.

The Superintendent and the Steward shall devise scheduling practices in an effort to resolve these scheduling problems and shall reduce these scheduling practices to writing. Both shall sign the agreement. These scheduling practices shall remain in effect for the following 12 calendar months and year to year thereafter unless either party gives notice that they would like to review the scheduling practice in effect.

Each scheduling practice will, after having been reduced to writing, be posted on area bulletin boards, and copies will be sent to the Union Executive and the Superintendent of Employee Relations. The agreement must be approved by a two-thirds majority of those affected in the scheduling area. The agreement must then be approved by the President of Local 2251 and the Superintendent of Employee Relations prior to it being implemented.

These scheduling practices will supersede the aforementioned provisions of the Collective Agreement, however no scheduling arrangement created under this provision shall be applied in such a way as to require the Company to schedule in a manner that would result in the payment of overtime rates.

Schedules for a work week shall be posted in the department affected by Thursday noon of the preceding week wherever practical, but in any event not later than Friday noon of the preceding week. A copy of the schedule shall be given to the steward or committeeman on request or mailed at the time such schedule is posted to a place in the plant designated by the steward. Errors, if any, will be corrected as soon as possible whether the front line supervisor who made the schedule is on shift or not. If the supervisor refuses to change a schedule and it is later found to be incorrect, all shifts worked that were improperly assigned will be paid at overtime rates to the individuals who were scheduled improperly and who raised the issue with the supervisor.

 If a schedule changes an employee's hours of work or work days from the previous schedule and is posted after the employee has worked their last scheduled shift of the week the Company shall notify the employee of the schedule change in accordance with Article 12.02 on the day such schedule is posted unless the employee is scheduled to work on a day prior to the day on which such change takes effect.

 If, while an employee is on vacation their schedule is changed so as to change the first day or shift for which such employee is scheduled to work following their vacation, the Company will notify the employee of

 the change in accordance with Article 12.02, except that an alternate telephone number will be called if previously requested in writing by the employee.

If, during a work week, a change in the current schedule is necessary, the Company shall reschedule employees from one shift to another in accordance with job or department seniority, whichever is applicable, unless it is impractical to do so or it is known that the employee or employees concerned will not be off work for a period extending beyond the end of the current work week.

Notwithstanding Article 5.04.10, in the event that shifts are added to a schedule during the work week to replace cancelled shifts, employees from the cancelled shifts may be assigned directly to work the added shifts without further scheduling.

When an employee works on one of their scheduled days off or works overtime on a scheduled day, the employee shall not be required by the Company to take another scheduled day off during the work week if work is available.

 The parties agree that overtime must be kept to a minimum, but will cooperate in meeting situations where it is necessary. The Company shall provide the Union with monthly reports of overtime worked by department, and the parties shall meet either quarterly or as required to discuss and agree on methods of reducing overtime.

 Employees will not work overtime or a combination of regular hours plus overtime hours in a manner that results in the employee working: a) in excess of 16 total hours in any 24 hour period b) in excess of 24 total hours in any 48 hour period c) no nights to days doubles

In extreme, unusual or emergency situations where it is necessary to exceed the above guidelines, it will be the Union-Management Committee’s responsibility to report each incident to the J.S.C. through the co-chairs. All overtime hours for each department will be recorded by payroll listing each employee’s hours and will be available to each Union-Management Committee for discussion on a monthly basis.

 Overtime rates shall be one and one-half times the standard hourly wage rate.

 There shall be no doubling up or pyramiding of overtime rates. Any hour or hours of work paid for at overtime rates shall not again be counted as hours worked for the calculation of overtime pay, except that this shall not apply for the purposes of Article 5.06.10(4), when:

1) a dayworker is paid overtime rates for a shift change in accordance with Article 5.11.10 or, 2) an employee is paid overtime rates for a short change in accordance with Article 5.02.60 or, 3) an employee's regular posted schedule requires that the employee work the last shift of one week and the first shift of the following week resulting in payment of overtime rates under Article 5.06.10(1).

Overtime rates shall be paid to an employee for hours worked:

1) in excess of 8 hours per shift,

20 2) in excess of 8 hours in any 16 hour period, 3) in excess of 8 continuous hours, 4) in excess of 40 hours in a work week, or 5) on their days off as designated on their most recent schedule posted under Article 5.02.10, 5.04.10 or 5.04.11.

 If an employee is not scheduled to work on a statutory holiday on which the employee would normally be scheduled to work, that employee shall for the purposes of Article 5.06.10(4) be deemed to have worked on such day.

For the purpose of Article 5.06.11 an employee will be deemed to have normally worked on a day if:

1) the employee is not on a Timken or other rotating days off schedule, and the employee has worked on that day in three of their last four weeks worked, or 2) the employee is on a Timken or other rotating days off schedule which schedules the employee to work on such day.

 The Company shall make every effort consistent with Articles 5.07.20 and 5.07.30 to obtain employees for overtime work. An employee may agree to work overtime or the Company may require an employee to work overtime in cases of work urgently required to be done to machinery or plant, or which is necessary to avoid serious interference with the ordinary working of the plant. Where the Company requires an employee(s) to remain beyond the end of their regular shift the most junior qualified employee available will be compelled to work the overtime.

 When it is necessary to retain employees for an indefinite period beyond their normal shift quitting time for a specific job, the work shall be first offered to the employees who were doing that job during the shift.

 Notwithstanding Article 5.07.20, where it is known the day prior to the shift start that the work performed will go beyond the normal shift quitting time, the work will be offered as per Article 5.07.30.

 Overtime work shall as far as possible be equitably distributed among the employees concerned. A report showing overtime hours recorded for each employee, on the approved form, shall be posted weekly and a copy given to the steward. Overtime distribution lists shall be administered by the Company in accordance with Article 5.07.31.

21 DEPARTMENT AREA - 2018 29(57,0('(6&5,37,21 :HHN  31-Dec-17 1-Jan-182-Jan-18 3-Jan-18 4-Jan-18 5-Jan-18 6-Jan-18 Weekly Total Average CLOCK NAME PHONE TOTAL SUN MON TUE WEDTHU FRI SAT TOTAL Adjust W R N/A W R N/A W R N/A W R N/A W R N/A W R N/A W R N/A W R N/A     

    

    

    

    

    

    

    

    

    

    

    

    

    

     Notes: NOT AVAILABLE FOR OVERTIME DUE TO VACATION, WORKING, SICK, WCB, TRAINING, ETC.

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 For the purposes of Article 5.07.30 above, the following provisions will apply: i) The overtime hours record for each group will be zeroed on January 1 of each year. To be clear, all employees on an overtime list will be recorded as having zero hours as of January 1 of each year. At the start of the year, the employees will be listed on the Overtime list by seniority. Initially, overtime will be offered by seniority. As overtime is distributed, the list will be administered by the overtime hours, with the person having the least number of overtime hours being asked first. ii) employees will be charged all overtime hours worked or refused and overtime for which the employee would be eligible, but could not be offered because the employee could not be contacted; iii) employees who are new to the group will be credited with the average number of overtime hours charged to the group at the time any such employees enter the group; iv) employees who are absent from the group for any reason for more than one (1) week will be charged the average number of overtime hours charged to the group during the absence. v) Zero overtime list January 1.

5.07.32 Article 5.07.31 above notwithstanding, the department head and the steward may agree in writing, for a given calendar year to amend the provisions of Article 5.07.31(ii), (iii) and (iv). Such amendment shall remain in effect from year to year unless either party gives notice to the other that it wishes to abandon or change the amendment for the forthcoming calendar year.

5.07.33 When an employee is at work and draws to the attention of the front line supervisor that the employee is lower in overtime by 8 or more hours than another employee who has been assigned to work an overtime shift and the front line supervisor fails to assign the overtime to the proper employee, the proper employee will be paid for such hours if requested through Industrial Relations.

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If an employee reports for work on a scheduled shift and as a result of a lack of work is sent home before working four hours the employee shall be entitled to receive a minimum guarantee of four hours pay at the regular hourly rate for the job for which the employee was scheduled unless: 1) the employee was previously notified in accordance with Article 12.02 that the employee would not be required, or 2) the lack of work results from an incident which occurred not more than one hour before the employee was scheduled to begin work, or one and a half hours before the employee was scheduled to begin work where employees are allowed to punch out one half hour before shift quitting time, or 3) the employee refuses to perform alternate available work or training when requested to do so.

 An employee who is called out for a job on a regular shift and who works on such shift, shall be paid from the beginning of that shift provided the employee is called during the first two hours of such shift and reports for work within a reasonable time of being called out. Hours which the employee called out is required to work after the end of the scheduled shift shall be paid for at overtime rates.

 A dayworker who is called out to work and who works more than two hours before their scheduled shift starting time shall be paid overtime rates for all hours worked during such shift.

Except as provided in Articles 5.09.10 and 5.09.20 an employee who is called out to work and reports on the job during hours for which the employee is not scheduled and then leaves the plant, shall be paid a minimum of four hours pay provided the employee reports within a reasonable time of being called. If such employee works more than two hours and forty minutes for which the employee is not scheduled, the employee shall be paid at overtime rates for all such hours worked.

 The Company shall pay to any employee required to work in excess of ten hours in a shift an overtime meal allowance of $10.00, effective August 1, 2018. The meal allowance will increase to $12.00 effective August 1, 2020. This amount shall be added to the employee's regular cheque.

5.10.11 Employees shall have a period of thirty minutes at an appropriate time during working hours for the purpose of eating lunch free from the workplace, in a lunchroom. Employees shall not leave the premises during such time.

A further allowance of thirty minutes shall be granted at an appropriate time for each overtime meal allowance given in accordance with Article 5.10.10.

The first meal break must be provided between the third and the fifth hour in the shift.

This amendment also applies to Article 5.02.20 of Addendum A, Clerical (for clarity).

5.10.20 The Company shall, if necessary, provide transportation within the urban service area of the City of Sault Ste. Marie for an employee who is required to work overtime and leaves the plant at a time when no regular transportation is available.

  If an employee is scheduled as a day worker, and after it is posted the employee's schedule is changed so that their starting time is changed by more than two hours, the employee shall be paid overtime rates for the first shift worked on the new schedule. This provision shall not apply if the change is made before the end of the day shift on Friday of the week such schedule is posted and the employee is notified of the change before the end of the Friday day shift or if the change is made to provide work opportunity under Articles 5.04.10 or 7.10.

ARTICLE 6

STATUTORY HOLIDAYS

For Clerical, also refer to Addendum A For Welded Beam, also refer to Addendum C For old UTU, also refer to Addendum D

6.01 Statutory holiday means the work day on which New Year's Day, Good Friday, Victoria Day, Canada Day, Civic Holiday, Labour Day, Thanksgiving Day, Remembrance Day, Christmas Day or Boxing Day is celebrated.

6.02.10 Operations shall be reduced as much as possible on the days on which Canada Day, Labour Day and Christmas Day are celebrated, keeping in mind a return to normal operations after such day in the least possible time.

6.02.20 Employees required to work on statutory holidays are under obligation to report for work and work just as on any other work day.

6.02.30 Work performed on a statutory holiday as designated in Article 6.01 on jobs on which the Company curtails the normal work force, shall be performed by the most senior employees normally scheduled to work on such jobs on their own particular 2 shift, 3 shift, Preferred shift, or Dayworker schedule, or labour jobs directly associated with such schedules.

Where employees so scheduled request permission to be off such permission will be granted provided other employees are available to be scheduled from the group of employees normally scheduled on that schedule on that day on the jobs on which work has been curtailed, except that the Company may schedule employees from other shifts, in accordance with job or department seniority (whichever is applicable) who have volunteered to work on the Statutory Holiday.

If there are insufficient volunteers, employees normally scheduled on such jobs on the shifts required, will be scheduled in reverse order of job or department seniority, whichever is applicable.

6.02.40

If a public holiday falls on a day that would not ordinarily be a working day for an employee or a day on which the employee is on vacation, the employer shall substitute another day that would ordinarily be a working day for the employee to take off work and for which he or she shall be paid public holiday pay as if the substitute day were a public holiday.

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 In addition to any statutory holiday pay to which the employee may be entitled under this Article an employee who works on a statutory holiday other than Canada Day, Labour Day, or Christmas Day shall be paid overtime rates for all hours worked, provided that the employee shall be paid double the standard hourly wage rate for any such hours worked which also qualify for overtime rates under Article 5.06.10.

 In addition to any statutory holiday pay to which the employee may be entitled under this Article an employee who works Canada Day, Labour Day, or Christmas Day, shall be paid double time for all hours worked, provided that the employee shall be paid two and one half times the standard hourly wage rate for any of such hours worked which also qualify for overtime rates under Article 5.06.10.

ARTICLE 7

SENIORITY For Clerical, also refer to Addendum A For old UTU, also refer to Addendum D

The parties agree that it is in the best interests of employees to ensure, to the greatest degree possible, that security and opportunity of and for employment be commensurate with length of service with the Company. The parties further agree that ongoing efforts on a joint committee basis will be utilized to eliminate or amend any provision of this Article 7 that in any way inhibits the application of the employee's plant wide seniority.

The Company and the Union have agreed upon and identified a number of “light duty jobs” for the purpose of assisting in the accommodation of injured workers, and providing meaningful and suitable work for injured workers. However, subject to the provisions of the Human Rights Code, for the purpose of layoff from the plant, such jobs will be considered pool jobs which may be accessed by the seniority provisions of this Collective Agreement. For clarity, as a last resort to layoff from the plant, an individual employee’s seniority (as per the Principles of Seniority) may be exercised for such jobs. Accommodated workers who may be displaced from designated light duty jobs by the application of seniority in this way, will continue to have full access to the worker re-entry and accommodation process.

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1) Unit List Date: For employees hired prior to January 1, 1995, the former bargaining unit date on the bargaining unit lists of the employees in the locals listed below effective January 1, 1995. These lists will not be added to. Local 2251 Local 5595 Local 4509 Local 5048 Local 3933 Local 2288 Local 917 Local 29 Sault Marine Services

An employee's Unit List Seniority is their position on the Unit List relative to other employees on that same unit list.

2) Corporate Seniority Date: Employees' unit list date in their previous local immediately prior to the amalgamation of all locals (January 1, 1995) or their date of hire for those employees hired after January 1, 1995. An employee's Corporate Seniority is their position on the Corporate List relative to other employees on that same list.

3) Bargaining Unit Line: A line drawn below the last established employee as of January 1, 1996 on all entry jobs in each of the former units.

4) Corporate Line: A line drawn below the last established employee as of January 1, 1995, on all entry jobs.

5) Entry Jobs: As agreed to by the Seniority Committee, bottom jobs in a line of sequence, or single jobs not in a line of sequence will be considered an entry job. Vacancies on entry jobs will be posted in accordance with Article 7.07.10.

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1) New Hires: New employees hired into the bargaining unit will become established in the bargaining unit (and will acquire Local 2251 corporate seniority), but not in any department or job unless they have been accepted on a permanent job posting. In the interim they will be assigned to available work by Human Resources.

 2) All postings for entry jobs will be filled by qualified applicants from the former unit first, then from other qualified applicants in order of corporate seniority. 3) Employees who become established on an entry job within their former bargaining unit, will have their names added to the entry job list below the bargaining unit line and above the corporate line in Unit List seniority order. 4) Employees who become established on an entry job outside of their former bargaining unit or new employees hired after January 1, 1995, will have their names added below the corporate line in Corporate Seniority order. 5) Promotion and regression from entry level jobs will be based on the criteria set out in items 3 and 4 above. 6) Once an employee becomes established on the job above the entry job, the employee will then be shown below the last established employee and promote according to job seniority. (Once an employee becomes established in a group, the employee will then be shown below the last established employee in the group and will promote according to group seniority) (Clerical). 7) Once an employee transfers out of their old unit and becomes established on a job outside of their old unit, their name will not be removed from the unit list but the employee will forfeit any job or department seniority in their old unit. 8) Employees will work under the scheduling agreements in the department they transfer to. Employees will schedule their vacation in the following order: a) above the corporate line by Unit List Seniority, then b) below the corporate line by corporate seniority

7.01 Application

7.01.10 A line of sequence is a series of jobs in a department by which an employee may advance to the top job or revert from the top job to the bottom job. New lines of sequence or changes to existing lines of sequence shall be established by agreement between the Company and the Union. The Company may after discussion with the Union Seniority Committee temporarily institute a new line of sequence for newly created jobs or may temporarily slot a new job into an existing line of sequence until a proposal is made and agreement has been reached.

7.01.20 An employee's job seniority is their position on a job or jobs in a line of sequence relative to other employees on the same job or jobs except for entry level jobs as per Article 7.00. For example, an employee will have less job seniority on a job in a line of sequence on which the employee is established than employees previously established and still established on such job, and more job seniority on that job than employees who later become established on such job.

7.01.21 An assigned maintenance occupation is an occupation which is covered by a master seniority list pursuant to Article 7.05.30. An assigned maintenance employee is an employee who is established on a job in an assigned maintenance occupation in accordance with Article 7.02.10(4) and their name shall appear on the master seniority list or intermingling list, whichever is applicable, for that occupation in accordance with Article 7.01.20.

27  Assigned maintenance sub-departments are as shown on the most recent line of sequence charts for the Mechanical Maintenance, Electrical Maintenance,(UHFWRUV)LWWHU:HOGHUV Departments respectively.

 Pool jobs are jobs which the parties have agreed can be done adequately by employees assigned for job opportunity without delay and without interfering with reasonable efficiency in operations and are not in a line of sequence. Changes in or additions to pool jobs must be agreed upon by the Company and the Union Seniority Committee.

 An employee's department seniority is based on their effective date of establishment in the department in accordance with Article 7.02.10(2) relative to other employees in the same department.

 An established employee who applies on a job posting and is accepted and, before the employee becomes established, is assigned out on work opportunity will, for the purposes of regression, assignment and recall be considered as established in the new department.

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For the purposes of this clause, all employees hired prior to January 1, 1995 are considered established in the bargaining unit.

Subject to Articles 7.02.20, 7.02.30, and 7.02.31, an employee shall become established:

1) for employees hired subsequent to January 1, 1995, in the bargaining unit effective the employee’s last date of hire, after the employee has worked 520 hours in 120 consecutive days;

2) in a department, effective the employee’s last date of transfer to such department, after the employee has worked in such department  hours within any period of 120 consecutive days provided that no employee shall become established in a department until the employee is established in the bargaining unit;

3) for employees hired subsequent to August 1, 2010 in the bargaining unit effective the employee’s last date of hire, after the employee has worked 1040 hours;

4) as of the day the employee begins work on a job in any line of sequence after the employee has worked on such job at least  hours within any period of 37 consecutive days exclusive of the days such employee was on vacation provided that no employee shall become established on a job in a line of sequence until the employee is established in the bargaining unit and in the department of which the line of sequence forms a part, and further provided that if an employee moves up temporarily to a higher job in a line of sequence, hours worked on the higher job shall not be counted for establishment unless the employee is the employee who has preference for the promotion under Article 7.06;

5) as of the day the employee begins work on an assigned maintenance occupation after the employee has worked on such job at least  hours within any period of 37 consecutive days,  H[FOXVLYHRIWKHGD\VVXFKHPSOR\HHZDVRQYDFDWLRQSURYLGHGWKDWQRHPSOR\HHVKDOOEHFRPH HVWDEOLVKHG RQ DQ DVVLJQHG PDLQWHQDQFH RFFXSDWLRQ XQWLO WKH HPSOR\HH LV HVWDEOLVKHG LQ WKH EDUJDLQLQJ XQLW DQG LQ WKH 0HFKDQLFDO 0DLQWHQDQFH RU (OHFWULFDO 0DLQWHQDQFH 'HSDUWPHQW ZKLFKHYHURQHLVDSSOLFDEOH

 If an employee is promoted to a job in a line of sequence other than the job next above the job in which the employee is established, the employee shall nevertheless for the purposes of this Article be deemed to have worked on the intervening job or jobs and to become established on such intervening job or jobs on the day the employee becomes established on the job to which the employee is promoted. No employee will be considered to be established on an intervening job in the above manner ahead of senior employees who were unable to accept the promotion in question due to lack of the required qualifications.

 Notwithstanding Articles 7.02.11 and 7.06.10, if because of a physical disability an employee is unable to perform the job in a line of sequence next above the job on which the employee is established, the Company and Union may agree to permit such employee to advance to the next higher job above the intervening job on the basis of their seniority on the job below the intervening job, but the employee shall not be deemed to become established on the intervening job.

 When an employee becomes established on a trade job in accordance with Article 7.02.10(3) the employee shall be deemed to be established on the appropriate helper job or jobs for that trade, where applicable, as of the same date unless the employee was previously established on such helper job.

 When an employee has worked as an apprentice at least 80 hours within any period of 37 consecutive days and has become established in the plant and department in accordance with Articles 7.02.10(1) and (2), the employee shall be deemed to have become established on the appropriate helper job or jobs for that trade, where applicable, as of the date of commencement of such 80 hours unless the employee was previously established on such helper job.

 An assigned maintenance employee accepted on a job posting in accordance with Article 7.07 shall, as of the date the employee becomes established in the sub-department in accordance with Article 7.02.10(2), have their name placed on that sub-department seniority list. Their position relative to others on that list shall be in accordance with their master list seniority or intermingling list seniority, whichever is applicable. Their name will be removed from the seniority list of the sub-department from which the employee has transferred at the same time.

 An employee shall no longer be established:

1) in the bargaining unit, if their employment is terminated under Article 7.03.10 since the employee was last established in the bargaining unit; 2) in a department, if their employment is terminated under Article 7.03.10 or if the employee becomes established in another department since the employee was last established in the department first mentioned; 3) on a job in a line of sequence if the employee has been demoted, if their employment is terminated under Article 7.03.10, if the employee has relinquished their seniority rights in accordance with Article 7.06.21, or if the employee has become established on a job in another

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 An employee assigned to fill a job vacancy in an assigned maintenance occupation, which is in another department, shall not become established in such department or job and their department and job seniority in the department and job in which the employee is established shall not be affected. An employee so assigned shall be allowed to exercise preference by their master list or intermingled list seniority among other non established employees in the assigned department.

 An employee assigned to a department or a job in a line of sequence pursuant to Articles 7.10.51 or 7.10.52 shall not become established in such department or job unless the employee is a successful applicant on a posting to such job.

 An employee temporarily transferred to a department or a job in a line of sequence pursuant to Article 7.09.20 shall not become established in such department or job, and their department and job seniority in the department and job from which transferred shall not be affected by a temporary transfer.

 The purpose of the establishment period is to allow the Company to decide whether it wishes to retain an employee in the plant, the department, or the job concerned. When an employee who is established in the Plant is accepted on a job posting and it is the decision of the Company not to retain the employee in the department or job concerned and the employee disagrees with this decision, the Company will justify its position to the employee and to the Union in writing.

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 An employee's employment shall be considered terminated and their seniority and vacation service permanently cancelled when:

1) the employee quits their employment, or 2) the employee is discharged for cause, or 3) the employee overstays a leave of absence without reasonable cause, or 4) the employee is absent from work for ten consecutive scheduled working days without reasonable excuse, or 5) the employee does not return to work within ten days of the delivery of notice of recall to their last address in the Company records pursuant to Article 7.11.30, provided that the ten day period may be extended by a leave of absence from Personnel Services if the employee applies in writing for such leave of absence within five days of the delivery of notice of recall, or 6) the employee is laid off for a period in excess of twelve calendar months if the employee has less than two years seniority at the time of layoff, or 7) the employee is laid off for a period in excess of twenty-four calendar months if the employee has less than three years seniority at the time of layoff, or 8) the employee is retired under the terms of the pension agreement.

Notwithstanding anything contained in this Agreement an employee with three or more years seniority shall not have vacation service cancelled, nor shall their seniority be broken, as a result of layoff, subject to reporting for work as provided in Article 7.03.10(5).   'HSDUWPHQWV For the purposes of this Agreement, the plant shall be deemed to be divided into the following departments:

Cokemaking Cold Rolled Strip Construction Direct Strip Production Complex Electrical Maintenance Human Resources Environmental Control Field Forces Ironmaking Masonry Mechanical Maintenance Medical Plate and Strip Quality Control Roll (Shop) Shops #2 Steelmaking Steelmaking Services Stores Transportation (Material Handling) Unfinished Parts (Quality Blanks International) Utilities Welded Beam

The foregoing list of departments may be amended as necessary by agreement of the Company and Union Seniority Committees.

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 On February 1 of each year the Company shall post in each department a list showing employees in the following order; first the Unit List Seniority Date order, then the Corporate Seniority Date order, and will include the vacation service date and pension credits as of January 1st of each employee in such department. A copy of the list will be sent to the appropriate Local 2251 Union-Management Committee Co-Chair and two copies of each list shall be sent to the Union.

 Errors or omissions in a list posted in accordance with Article 7.05.10 shall be corrected on application of the Union or the employees concerned, provided: 1) such error or omission relates to the period subsequent to the date of the previous list, and 2) the error or omission is brought to the attention of the Company Chair of the Joint Company/Union Seniority Committee within 21 days of the employee's first reasonable opportunity to see the list.

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 On or before April 1 of each year, the Company shall prepare and post in each department a seniority list showing as of January 1, the job seniority of each employee on each job in each line of sequence in the department. A copy of the list will be sent to the appropriate Local 2251 Union-Management Committee Co- Chair and one copy of each list shall be sent to the Union prior to the posting.

 On or before April 1 of each year, the Company shall prepare and post in each sub-department, a master seniority list for each assigned maintenance occupation listed below and sub-department seniority lists for that particular sub-department as defined in Article 7.01.22. Copies of such lists will be sent to the Union prior to posting.

On or before April 1 of each year the company will post a job seniority list for each group of apprentices to a trade or craft occupation in each department. Apprentices will be listed according to their most recent date of entry into the apprenticeship training program. The apprentice job seniority list will be used for the purpose of layoff and recall to the apprenticeship training program. When an employee completes their apprenticeship training program their name shall be removed from the apprentice job seniority list and added to the trade job list according to Article 11.

Assigned Maintenance Occupations:

Erector J.C. 23 Erector Leader J.C. 25 Erector Senior Leader J.C. 27 Fitter / Welder J.C. 23 Fitter / Welder Leader J.C. 27 Mechanic J.C. 25 Mechanic Leader J.C. 27 Mechanic Senior Leader J.C. 29 Electrical Maintenance Technician J.C. 28 Electrical Maintenance Technician Leader J.C. 30 Electrical Maintenance Technician Sr. Leader J.C. 32

7.05.31 When an employee becomes established on a job in an assigned maintenance occupation, their name shall be placed on the bottom of the intermingling list for that occupation. An employee's name shall be removed from the master seniority list or intermingling list for the applicable occupation when the employee is demoted, when their employment is terminated under Article 7.03.10, or when the employee becomes established on a job not covered by such master seniority list or intermingling list.

7.05.40 If no written protest is received at the Union office concerning a seniority list posted in accordance with Articles 7.05.20 or 7.05.30 within 21 days of the day it was posted it shall become final, subject to revision with respect to any employee who has been absent because of illness, accident, leave of absence, vacation, or layoff within twenty one days of the return to work of that employee. The Union shall within twenty-one days notify the Company of any protests received which it considers legitimate.

 If a written protest is received and forwarded to the Company within the time limits set out in Article 7.05.40, the protests shall be resolved by the Company and Union Seniority Committee within thirty days. If the list is revised as a result of the protest the revised list will again be subject to the procedure set out in Article 7.05.40 but only protests relative to the revisions will be processed and the period of posting after which the list becomes final shall be seven days.

Each job seniority list, intermingling list and master seniority list shall be signed by the Chairmen of the Seniority Committee within twenty-one days of the day it became final. Three copies of each list will be sent to the Union.

If any protest received by the Company under Article 7.05.41 cannot be resolved, the list shall become final unless the Union within fourteen days of the Company's decision refers the grievance to Step 2 of the Grievance Procedure, and the previous signed list shall remain in effect until the grievance is resolved and the new list signed in accordance with Article 7.05.42.

Notwithstanding anything contained here in, once a seniority list has been signed in accordance with Article 7.05.42, the only protests which will be considered against the next posted list shall be protests relative to deletions, by- passes, promotions, and additions, occurring since the date of the previous list.

When an existing job is changed or a new job is established and the job seniority lists for existing jobs and employees are affected the Company and the Union seniority committees will develop a new seniority list which will include the names of all employees who were established on such jobs, taking into consideration the following:

Corporate Seniority Unit List Seniority Department Seniority Job Seniority Sign Offs Job Duties of Such Jobs Trade Dates Group Seniority (Clerical) Incumbent Seniority (Where applicable)

The Committees may consider other relevant factors in developing the combined seniority list.

A temporary seniority list for scheduling purposes for the affected employees will be formed using the above criteria. This temporary seniority list will be in effect for up to ninety days. If agreement on a seniority list is not reached within ninety days as mentioned above, the Union may refer the matter to referees, one named by each party, who will attempt to resolve any outstanding issues. Agreement by the referees will be binding on both parties. If agreement is not reached the Union may file a grievance of a General Nature.

 3URPRWLRQV  In promoting an employee to fill a vacancy in a job in a line of sequence (except entry level jobs), preference shall be given to employees in accordance with their job seniority in the next lower job or jobs in the

 OLQHRIVHTXHQFHXQOHVVWKHHPSOR\HHVFRQFHUQHGGRQRWKDYHWKHTXDOLILFDWLRQVDQGWKHHYLGHQWDELOLW\WRGRWKH MRE  If an employee is absent due to illness, accident, leave of absence or vacation when an opportunity for promotion occurs in their line of sequence, the employee shall upon returning to work be given an opportunity to qualify for the job on the basis of Article 7.06.10. This shall not apply in the case of an employee absent more than nine months on a leave of absence under Article 8.04.  In filling a vacancy in the lowest job in any branch line of sequence, except entry level jobs, the Company will post for at least five days in each section of the department of which the line of sequence is a part, a notice of such vacancy or vacancies describing the job available, the number of employees to be selected, the qualifications, if any, required, and the date and hour by which written applications for the job must be received by the superintendent of the department. Selection of an employee from among the applicants will be made in accordance with Article 7.06.10. When it is the intention of the Company to establish qualifications for entry into a job, group of jobs or department the Company will first discuss the reasons for such qualifications with the Union and consider suggestions or objections raised by the Union. The qualifications contemplated above could include specific skills, abilities or levels of formal education required to perform duties encompassed in the jobs within the line of sequence. Employees applying for entry into jobs, groups of jobs or departments who lack the required level of formal education will be given an opportunity to demonstrate equivalency.  An employee may refuse a promotion and on doing so the employee shall sign form E.R. 112 or, if the employee refuses, the employee promoted and the departmental steward shall sign the form. Upon completion of form E.R. 112 the employee refusing promotion shall lose their promotional rights to the job the employee refuses and all higher jobs in the same line of sequence in favour of any employee accepting promotion to such job while their sign-off is in effect. An employee who has signed form E.R. 112 may again be considered for promotion when the employee indicates to supervision, in the approved form, that the employee wishes to be considered for any promotion arising after the date of such notice. A copy of such form shall be sent to the Union and the employee concerned.  An employee who is established on a job in a line of sequence must, upon request, exercise their rights to that job in accordance with their job seniority or the employee shall be required to sign seniority waiver form, E.R.133, relinquishing their seniority rights to that job and all higher jobs and relinquishing their future promotional rights to such job until the employee indicates to supervision, in the approved form, E.R. 115, that the employee wishes to be considered for promotion. If the employee refuses to sign form E.R. 133, the employee promoted and the steward shall sign the form. This shall not apply if the employee is not working in the department. A worker who is prevented from promoting because of medical restrictions, supported by valid and current medical documentation, shall not be forced to sign off or be forced to promote.  An employee who has signed off a job in accordance with Article 7.06 shall not retain job seniority on any jobs lower in the line of sequence than the job to which the employee signed off if such job or jobs are subsequently inserted in the line of sequence above the job to which the employee signed off. Notwithstanding Article 7.06, no employee may refuse a temporary promotion if such refusal would impair efficiency or disrupt operations. Where it is necessary to compel an employee to promote, the junior qualified employee available shall be promoted.  If as the result of sign-offs pursuant to Articles 7.06.20 and 7.06.21 the efficiency of an operation is impaired, the Company and Union may agree to temporarily promote a sufficient number of employees who are blocking the line to create vacancies so other employees may acquire necessary training.  When selecting an employee for an Instructor position (as defined in the C.W.S. Manual) in a department, the Union-Management Committee will develop the criteria and make the selection based on the senior qualified employee who has indicated an interest.

 -RE3RVWLQJ  All initial job vacancies will be posted plant-wide for a period of ten (10) days. This shall not apply to those jobs provided for in Article 7.06.12. Candidates who apply to the vacancy and candidates in the relevant Job Posting Pool (defined below) will be considered, and the successful candidate for the vacancy will be the employee who has met the requirements of the job, and has greater seniority in accordance with Article 7.07.11.

An employee selected to fill a vacancy in accordance with this Article shall be transferred and become established in accordance with Article 7.02.

Subsequent vacancies created by the initial posting will be filled in accordance with the following Job Posting Pool rules, by employees who meet the job requirements:

1) A job vacancy created by an initial posting shall be filled by selecting the employee from the Job Posting pool by principles of seniority provided such employee has the qualifications and the evident ability to do the job and has greater plant seniority than employees who apply for such job in accordance with Article 7.07.10.

Notwithstanding #1 above if there are no applicants in the job posting pool the vacancy will be posted prior to filling by assignment.

Notwithstanding Article 7.02.10 an employee selected to fill a vacancy in accordance with this article shall be transferred to the department in which the vacancy exists.

2) An employee may complete and submit the required Job Posting Pool forms, selecting departments and or specific lines of sequence. Such forms will be retained and remain valid until January 1st of the following year. Employees will be allowed to make changes to their preferences. However, the preference indicated at the time of the posting will apply to the posting.

3) The vacancy will be offered to the employee who has the greatest seniority in accordance with Article 7.07.11.

4) If there are no applicants in the Job Posting Pool, the most junior employee assigned to the job who is not established, will be deemed the successful applicant.

 5) Where this does not produce an applicant, the vacancy will be filled by either the most junior non-established employee (who is not a successful applicant on a job posting) in the plant or an external hire.

6) Employees accepting or declining a job posting are subject to the provisions of Article 7.07.12.

7.07.10.10 Any job vacancies that have been filled with employees through job opportunity for a period of six months will be posted in accordance with Article 7.07.10. A force authorization will not be required. The exception would be if the job opportunity exists to replace a leave (e.g. sick leave, maternity, etc.) 7.07.11 Employees who apply on the postings will be selected in order of their Unit List Seniority then their Corporate Seniority, whichever is applicable. 7.07.12 If an employee is the successful applicant for a job posting the employee will not be permitted to apply for another job posting for a period of twelve months from the date the job posting closed whether the employee declines, accepts or rescinds the position, regardless of the date the employee transfers to the position. For employees who are offered a job from the Job Posting Pool, the twelve month restriction will begin as of the date the job was offered. This shall not prevent clerical employees from applying for promotions within their 'old unit' or prevent employees from applying on apprenticeships that become available. 7.07.13 If employees accept the position, they will be deemed to have moved to the position. No junior employee will gain a seniority right over a senior employee in accordance with the Principles of Seniority if the senior employee is held back from moving to a job that the employee has successfully applied for. 7.07.14 Where an employee applies for and is accepted on a job in accordance with the provisions of Articles 7.00, 7.06.12 or 7.07.11, then leaves that job prior to becoming established in accordance with Article 7.02.10 that employee shall not be considered on any future postings that occur within twelve months from the date the job posting closed. 7.07.15 If employees are held back from moving to new positions for a period longer than 30 days from the date of the closure of the posting, once they do move and become established on the new position, they will be paid any loss of earnings between the rate of the job(s) worked on and the rate of the job(s) to which seniority would have entitled them had they moved. This payment will be made retroactively to thirty days from the closure of the posting. 7.07.15.10 Notwithstanding Article 7.07.15, an employee will be moved within 120 days of being declared the successful applicant for a posting. 7.07.30 If an employee is absent due to illness, accident, leave of absence or vacation when notice of a job vacancy is posted under Article 7.07.10, the employee shall forfeit any claim the employee might have to that job unless the employee is placed on the job or within seven days of their return to work the employee applies in writing for such job.

7.08 Demotion and Regression

7.08.10 Demotion is the means by which an employee reverts to a lower job in a line of sequence or to a job not in a line of sequence because of inability to do their job.

36 7KH&RPSDQ\VKDOOQRWXQUHDVRQDEO\GHPRWHDQHPSOR\HHIRULQDELOLW\WRGRWKHMREDQGWKHIURQWOLQH VXSHUYLVRUVKDOOGLVFXVVDQ\VXFKFDVHZLWKWKHVWHZDUG EHIRUHPDNLQJWKHGHPRWLRQ,IWKH8QLRQEHOLHYHVWKDW WKHGHPRWLRQLVXQMXVWLWPD\ZLWKLQWZHQW\RQH  GD\VRIWKHGHPRWLRQUHIHUWKHPDWWHUWR6WHSRIWKH *ULHYDQFH3URFHGXUH

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 An employee shall regress from a job in reverse order of their job seniority. An employee shall regress from below line one but above entry level in accordance with Article 7.10.41. An employee shall regress from an entry level job in accordance with Article 7.10.42. An employee shall be assigned immediately from one job to another in the department within the shift in accordance with their job or department seniority whichever is applicable.

The Company shall not be required to assign employees to pool jobs outside the section of a department in which they normally work, for periods of less than a full shift.

 Except as provided in Article 7.10.30 an employee working on pool jobs shall be displaced from a department in accordance with their department seniority.

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 Vacancies in an assigned maintenance sub-department will be filled according to the following provisions:

1) In accordance with Master list seniority, then Intermingling list seniority the most senior employee applying to that particular sub-department will be the successful applicant. 2) The Company will not be required to make the move requested if by such move the efficiency of the operations will be impaired. The Co-Chairs of the Joint Apprenticeship Committee, or their designates will determine whether or not the move should be made. The amount of training necessary and the skill and ability of the employee will be part of the consideration. If consensus cannot be reached the Company will have the right to make the decision. If the Union disagrees with the Company’s decision they may file a grievance at step two of the Grievance Procedure. 3) These provisions will only apply to permanent vacancies in the sub-departments outlined in Article 7.01.22. They will not apply to a temporary vacancy unless it is known in advance it will last more than ten weeks.

 An employee may only be temporarily transferred from one department to another, or from one line of sequence to another within a department, under the following conditions:

1) where there are no established employees available, on or off roll, to work on a job, and the job has been posted and not yet filled; or 2) where the work is of a temporary nature and the Company and Union Seniority Committees have agreed to waive the posting provisions of Article 7.07 and fill the job by means of a temporary transfer.

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 The purpose of the layoff procedure is to create job vacancies for senior employees displaced from their lines of sequence or departments as a result of a reduction in force. This Article 7.10 need not be applied in case of temporary fluctuations in operations of less than one week.

In this Agreement layoff means layoff from the plant.

Employees shall be laid off in the following groups as is necessary to create job vacancies unless it is evident that the job vacancies so created cannot be filled by senior employees to be assigned in accordance with Article 7.10.51.

Group 1 Employees in the department affected who are not established in the bargaining unit.

Group 2 Other employees who are not established in the plant. Subsequent groups shall be composed of those employees hired in the quarterly periods January 1 to March 31, April 1 to June 30, July 1 to September 30, and October 1 to December 31, commencing with the group most recently hired and progressing by quarters in reverse order. Employees with two years or more of corporate seniority shall not be subject to layoff to create vacancies for senior employees unless they are working on pool jobs. On designated jobs in a line of sequence (i.e. jobs in a line of sequence which are below line one) however, employees who have established job seniority on such jobs may exercise Unit List Seniority over other employees working on such jobs prior to being displaced from their line of sequence.

  For the purpose of Article 7.10.20 all employees in a new department shall be deemed to have two years of seniority until two years after the date on which such department begins production.

In any department, employees within a group being laid off to create job vacancies for senior employees to be assigned shall be laid off in reverse order of their Corporate Seniority then their Unit List Seniority according to Article 7.00.

 In a reduction in force employees shall be displaced from jobs in a line of sequence above the entry level job on the basis of job seniority.

 Notwithstanding Article 7.10.40, in a reduction in force employees on a job prior to January 1, 1996 shall be displaced from jobs in a line of sequence below line 1 on which they have become established in accordance with their job seniority, except that they may exercise their Unit List Seniority over employees with less seniority in that unit before being displaced from the line of sequence.

 In a reduction in force employees on a job after January 1, 1996 shall be displaced from entry level jobs in a line of sequence on which they have become established in reverse order of their Corporate Seniority below the Corporate Line, then in reverse order of their Unit List Seniority below the Bargaining Unit Line.

At any time during a reduction in force "senior" employees means employees with Unit List Seniority Dates then Corporate Seniority Dates prior to the quarter yearly group currently being laid off in accordance with Article 7.10.20.

Subject to Article 7.10.52, senior employees displaced from their jobs will be assigned to job vacancies created pursuant to Article 7.10.20 in accordance with the following rules. 1) Senior employees with the greatest department seniority shall be assigned to job vacancies in their department by their Unit List Seniority and Corporate Seniority whichever is applicable. 2) Senior employees not assigned to job vacancies under Rule (1) will be assigned to job vacancies elsewhere in the plant. 3) Assignment of senior employees to job vacancies in their own department shall be completed as soon as possible and in any event within twenty-four hours. 4) Assignment of senior employees to job vacancies outside their own department shall be completed as soon as possible and in any event within three calendar days exclusive of Saturdays, Sundays and Statutory Holidays. 5) Except as provided in Rule (1), there shall be no job preference in assignment of senior employees to job vacancies, and employees assigned for work opportunity to another department shall not have preference for promotion to jobs in a line of sequence ahead of any employee who was a successful applicant on a job posting to the department. 6) Notwithstanding Article 7.10.51(5) when there are employees assigned for work opportunity to another department and the opportunity arises for promotion, the senior employee shall be given preference to promote, subject to their ability to perform the work required. 7) No senior employee shall be assigned to a job vacancy if it is evident that the employee cannot fill that job vacancy. 8) When a senior employee wishes to displace an employee with less than two years seniority in accordance with Article 7.10.20 and that junior employee is working on a job above line 2, the senior employee or their department steward will, at the time of layoff, inform the Personnel

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 In a reduction in force, assigned maintenance employees in a sub-department shall be displaced from their jobs in reverse order of job seniority. Assigned maintenance employees displaced from their jobs will be assigned to other jobs in accordance with the following rules.

1) An assigned maintenance employee displaced from their job shall replace the assigned maintenance employee in the same assigned maintenance occupation who is still working on a job in that occupation and who stands lowest on the master seniority list or intermingling list for such occupation, whichever is applicable. 2) Senior assigned maintenance employees not placed on jobs under Rule(1) will be assigned to job vacancies in accordance with Article 7.10.51. 3) Assignment of assigned maintenance employees in their own sub-department pursuant to Rule (1) shall be completed as soon as possible and in any event within twenty-four hours. 4) Assignment of assigned maintenance employees outside their own sub-department pursuant to Rule (1) or (2) shall be completed as soon as possible and in any event within three calendar days exclusive of Saturdays, Sundays and Statutory Holidays. 5) Except as otherwise specifically provided there shall be no job preference in assignment of assigned maintenance employees for work opportunity. 6) No assigned maintenance employee shall be placed on a job in an assigned maintenance occupation unless their name appears or is eligible to be shown on the master seniority list or intermingling list for such occupation, whichever is applicable.

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The purpose of the recall procedure is to recall employees to jobs in lines of sequence, or single jobs not in a line of sequence, in order of job seniority, to recall employees to entry level jobs in reverse order of Article 7.10.41 or Article 7.10. 42, whichever is applicable, and to recall employees to the plant in order of Unit List Seniority then Corporate Seniority. This Article 7.11 need not be applied in case of temporary fluctuations in operations of less than one week.

Where vacant shifts appear on a posted schedule, such shifts shall be filled by recalling qualified employees who are laid off and available for such work with minimal training prior to scheduling other employees on overtime to fill such shifts.

 Employees shall be recalled to jobs during an increase in force in accordance with the following rules:

 1) when a vacancy occurs on a job in a line of sequence, or single jobs not in a line of sequence, the employee with the most job seniority among those not working on the job shall be recalled to it provided the employee has two or more years of seniority. A vacancy in a job in an assigned maintenance occupation shall be filled by recalling the senior employee for such job who is not working on the job by master seniority list or intermingling list, whichever is applicable. 2) when a vacancy occurs on a job which is not filled under Rule 1, the employee with the earliest Unit List Seniority Date or Corporate Seniority Date, whichever is applicable, who is laid off will be recalled to it unless it is evident that the employee cannot fill the job vacancy. The job will subsequently be posted in accordance with Article 7.07. 3) when all employees with two or more years of seniority have been recalled, two years' seniority shall not be a factor in the application of Rule (1).

 For the purposes of Article 7.11.20, Rule (1), all employees in a new department shall be deemed to have two years of seniority until two years after the date on which such department begins production.

Employees recalled to jobs during an increase in force shall be notified of such recall in accordance with Article 12, provided that an employee shall, if necessary, be notified of such recall by a registered letter mailed to their last address in the Company records.

If, during a layoff, all employees displaced from a line of sequence have been recalled to that line of sequence and a permanent increase in force in that line of sequence is necessary, the new jobs will be posted.

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 An employee established in the bargaining unit promoted or transferred to a job not in any bargaining unit prior to August 1, 1972 or after April 30, 1992 or to a job in another bargaining unit between January 1, 1995 and November 30, 1996 and who is later removed from such position but still in the employ of the Company shall be reassigned with their original plant and department seniority dates and the job seniority the employee held at the time of promotion or transfer.

An employee established in the bargaining unit promoted or transferred to a job not in any bargaining unit between August 1, 1972 and April 30, 1992 and removed from such position but still in the employ of the Company, shall be reassigned to the bargaining unit with their original plant date.

Employees permanently promoted or transferred to a job in another bargaining unit and reverting to this bargaining unit will do so in accordance with the following:

D An employee established in this bargaining unit permanently promoted or transferred to a position(s) outside of this bargaining unit subsequent to November 30, 1996 DQGZKRLVODWHUUHPRYHGIURPVXFK SRVLWLRQDIWHUPRUHWKDQHLJKW\  KRXUVIURPWKHGDWHRISURPRWLRQEXWVWLOOLQWKHHPSOR\RI WKH &RPSDQ\ VKDOO EH UHDVVLJQHG WR WKLV EDUJDLQLQJXQLWZLWK D QHZ EDUJDLQLQJXQLW VHQLRULW\ GDWHFRUUHVSRQGLQJWRWKHGDWHWKDWWKHHPSOR\HHEHJLQVZRUNRQDMRELQWKLVEDUJDLQLQJXQLW

6XFK QHZ GDWH ZLOO EH XVHG IRU SXUSRVHV RI MRE SRVWLQJV SURPRWLRQV UHJUHVVLRQ OD\RII UHFDOO SUHIHUHQFHRIYDFDWLRQERRNLQJFUHZDOLJQPHQWDQGRYHUWLPHRQDOORFFXSDWLRQVZKLFK/RFDO UHSUHVHQWVWKHZRUNHUV 41 b) Notwithstanding item a) above, an employee established in this bargaining unit permanently promoted or transferred to a position(s) outside of this bargaining unit subsequent to November 30, 1996 who reverts to this bargaining unit within 80 hours of promotion or transfer to such position(s) shall be reassigned to this bargaining unit with their original Local 2251 Corporate and department seniority dates and the job seniority that the employee held at the time of such promotion or transfer. c) When it is known, at the time Local 2251 bargaining unit vacations are being scheduled, that an employee will be utilized on a temporary promotion or transfer to the Local 2724 bargaining unit for at least one full week in the year, that employee will not schedule their vacation as a member of the Local 2251 bargaining unit group. d) Any Local 2251 member temporarily promoted or transferred to a position in Local 2724 will be shown in the manning numbers of Local 2724.

 The Company shall notify the Union of all persons so promoted or transferred.

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If new departments are established, the Company and the Union shall discuss the selection of employees for such departments. Seniority shall be one of the factors in selecting such employees.

ARTICLE 8

LEAVE OF ABSENCE

8.01 A leave of absence is permission granted by the Company to an employee to be absent from their job without pay for a specified period not to exceed six months. The Company will not unreasonably withhold a leave of absence.

8.02 An employee may apply for a leave of absence by completing the approved form at the Personnel Services Office. When approved and signed by the Superintendent – Industrial Relations and the department superintendent a copy of the signed form will be returned to the employee.

8.03 Copies of approved leave of absence forms shall be sent to the Union.

8.04 Notwithstanding Article 8.01, the Company shall on receipt of proper application from the Local Union President or Vice President grant leave of absence to a maximum of eight employees to enable them to accept elected or appointed positions with the United Steelworkers, provided that such leaves of absence shall expire ten days after the date the employee concerned ceases to hold such elected or appointed position. Such employee shall be reassigned with their original plant and department seniority dates and the job seniority the employee held when their leave of absence commenced.

8.05 Leave of absence for the transaction of Union business shall be given to delegated members of the Union in the plant if proper application is made by the Union and approved by the Manager – Human Resources. Requests for such leaves shall be submitted as far in advance as possible. An employee on such leave shall, upon their return to work be entitled to exercise their seniority for any daywork, preferred shift or two shift vacancies which became available while the employee was on such leave of absence. The employee shall 42 IRUIHLWDQ\VXFKHQWLWOHPHQWXQOHVVWKHHPSOR\HHLQGLFDWHVWKHLUGHVLUHWRH[HUFLVHWKHLUVHQLRULW\ZLWKLQVHYHQ GD\VRIWKHLUUHWXUQWRZRUN

 Employees qualifying under the provisions of the Employment Standards Act shall, upon request, be granted a pregnancy leave of absence and/or a parental leave of absence for the period provided for in the Employment Standards Act. Pregnancy leave may be initiated by the Company when in the opinion of the Company Medical Director the duties of the employee's job cannot reasonably be performed by a pregnant woman or her work is materially affected by her pregnancy. In such cases the Company Medical Director will consult with, and consider information provided by, the employee's physician.

ARTICLE 9

JUSTICE AND DIGNITY 9.01.10 When it is the intention of the Company to meet with an employee to discuss any matter relating to discipline, or which may lead to discipline, the employee will be informed that the employee is entitled to be accompanied by the steward or committeeman available on shift. Supervision shall meet with the employee and, where requested, the steward or committeeman on shift, prior to issuing discipline.

9.01.20 When it is the Company's intention to discharge an employee for the accumulation of 100 demerit points, the Company will first convene a meeting between Human Resources and the Union. Except in cases where the final incident that results in the accumulation of 100 demerit points under the Employees' Conduct Rules is an offence involving:

- significant theft, or - sabotage, or - a concerted or individual refusal to work, or - an incident that creates a situation where continued employment would threaten the safety of the disciplined employee, or other employees, or the plant, or - alcohol and drug abuse; the employee shall continue working provided their performance is satisfactory, as entitled by their seniority, until a grievance, which may have been filed protesting the intention of the Company to discharge the employee, has been finally resolved through the Grievance Procedure. Notwithstanding the provisions for an employee's return to work, an employee will not be allowed to return to work if the employee would present a danger to the safety of employees or equipment in the plant. The meeting will be convened as soon as possible and will constitute the Step 2 meeting of the Grievance Procedure in the event a grievance is filed. Such grievance must be filed within 5 days excluding weekends and statutory holidays of the meeting on discharge. 9.02 When an employee is disciplined the disciplinary action shall be taken within twenty-one days of the Company's first reasonable opportunity to have knowledge of the circumstances giving rise to the discipline. The employee shall sign the notice of discipline for the sole purpose of acknowledging receipt. This signature does not in any way imply guilt or the employee’s agreement that the discipline is warranted. If the employee refuses to sign the acknowledgement the front line supervisor shall record the issuance of discipline on the appropriate form. The department steward shall be informed of the reason for such discipline and the penalty assessed. Where available information indicates the issuance of discipline may be warranted and the potential

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 In dealing with grievances arising out of Article 9.01 or Article 9.02, an arbitrator may uphold, remove, or modify any discharge or other penalty imposed by the Company.

ARTICLE 10

SAFETY AND HEALTH For Clerical, also refer to Addendum A 10.01 The Company and Union, realizing the benefits to be derived from a safe, healthy place of employment, agree that they and all employees, members of the Grievance Committee and supervisors at all levels will cooperate to the fullest extent to promote fire prevention, safe work practices, healthy conditions and the enforcement of safety and environment rules.

10.02 The Company and Union shall establish a Joint Health and Safety Committee consisting of employees selected by the Union in accordance with the Occupational Health and Safety Act 1978, and an equal number of management representatives selected by the Company. This Committee shall ensure that safety meetings are held at various levels to conform to the requirements of the Occupational Health and Safety Act 1978.

10.03 Algoma’s Joint Health, Safety and Environment Manual (the “Manual”) for the Joint Health, Safety and Environment Committee contains the procedures and practices to be followed in implementing the provisions of the Occupational Health and Safety Act 1978/1990, as it relates to the functioning of the Joint Health, Safety and Environment Committee. The provisions of this manual will be considered as representing the commitments of the parties. The Manual is incorporated into and forms part of this Collective Agreement.

10.03.01 The Union shall have 11 full-time Health and Safety Representatives comprised of the Union Chairperson of the Joint Health, Safety and Environment Committee and 10 Division Co-Chairs and Committee Members. In accordance with page F2-30 of the Manual, the Union Chairperson’s duties include co-ordinating Co-Chairs and Committee Members, and instructing Committee Members of their duties and assigning them accordingly.

All references in the manual that are subject to joint agreement and not subject to joint agreement will be deleted, revised dates will be retained.

10.04 When required, Union and Company shall meet for the purpose of agreeing on the use of compulsory safety devices, and where agreement is reached shall work together to see that all employees follow the rules for the use of such devices.

10.05 The Company shall furnish protective equipment and safety devices in accordance with present practices subject to such improvements or changes as may from time to time be agreed to.

 7KH&RPSDQ\VKDOOSURYLGHDGHTXDWHZHOIDUHIDFLOLWLHVDQGORFNHUVIRUHPSOR\HHVDQGVXFKIDFLOLWLHVVKDOO be no less than the minimum standard required in Algoma’s Health, Safety and Environment Manual and the Occupational Health and Safety Act 1978/1990.

 The Company shall maintain adequate medical services, including ambulance service, for the treatment of employees during working hours.

 If an employee is injured on the job and is unable to continue working, the employee shall be paid for all hours that the employee would have worked according to the employee regular straight time schedule or hours worked on such shift whichever is greater.

 Any employee listed on the department seniority, plant seniority, vacation and pension credit list posted February 1 each year as per Article 7.05.10, shall have a credit of $100.00 which will be applied to any purchase of work boots or work gloves that the employee makes between January 1 and December 31 next. An employee may not however, make such purchases while laid off or on a leave of absence. Any unused portion of the $100.00 will be carried forward to the next February 1st except that the amount carried forward plus the $100.00 annual allotment may not total more than 

 The Policies and Procedures Manual for the Joint Alcohol and Drug Addiction Committee is incorporated into this Agreement as Appendix "D" and its provisions shall apply as if set forth in full herein.

7KHSDUWLHVDJUHHWKDWWKHFRPSDQ\ZLOOSURYLGHKRXUVRIWUDLQLQJRQPHQWDOKHDOWKLVVXHVLQ WKHZRUNSODFHWRDOOHPSOR\HHVDWDGHSDUWPHQWDORIIVLWHLQ7KHUHDIWHUWKHFRPSDQ\ZLOORIIHUD KRXUUHIUHVKHUDQQXDOO\.

 The Company commits to resolving any issue of an employee having to travel in exposed weather or cold temperatures relating to an additional locker or basket in a location that is mutually suitable when requested.

10.12 No employee shall be required to use their personal vehicle for Company business during times when the employee is being paid by the Company. No employee will be required to use their personal vehicle while wearing their work clothes.

ARTICLE 11 APPRENTICES The Apprenticeship Agreement dated December 28, 1999 is incorporated into this Agreement as Appendix “E” and its provisions shall apply as if set forth in full herein.

ARTICLE 12

NOTICES

For Clerical, also refer to Addendum A

12.01 The Union shall have access to the use of 2 bulletin boards in each department as listed in Article 7.04 for the posting of notices relating to Union business or activity, but any notices to be posted thereon

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 Except as otherwise provided, when under any of the provisions of this Agreement the Company is required to notify an employee, the employee shall be deemed to have been notified if the employee is told personally or is called by telephone at the most recent local telephone number shown in the records of the Company at the Company's Personnel Services Office, and

1) the message is given to the employee, or 2) the employee is not available and the message is given to a person accepting the call who consents to give the employee the message, or 3) two calls are made at least one-half hour apart and no answer is received or the person answering the calls does not consent to give the employee the message. 4) the exception to the above is for short notice overtime requirements (i.e. the overtime is required within 3 hours). In such cases, the two calls can be made 15 minutes apart.

ARTICLE 13

GRIEVANCE PROCEDURE

13.01 The Union shall form a Grievance Committee, which may include an International Staff representative of the United Steelworkers, to represent the Union in processing grievances, and shall give the Company written notice of the members of the Committee and any changes therein.

13.02 If a matter arises which an employee wishes to take up with the Company, it shall first be discussed by the employee with their front line supervisor or other appropriate management representative. The employee shall have the right to be accompanied by their steward or committeeman.

13.03 If the matter is not resolved to the satisfaction of the employee as a result of such discussion, the employee or their representative may within twenty one days after the occurrence of the fact or event which gave rise to the matter in dispute, deliver a written statement of their complaint to the department head or, in their absence, to a designated representative on the approved form stating the name of the front line supervisor with whom the employee discussed their complaint. If the complaint concerns the meaning or application of this Agreement, it shall be considered a grievance and shall be settled in accordance with the following procedure provided that the employee has complied with Article 13.02. The Union shall forward a copy of the written statement of their complaint to the Superintendent of Industrial Relations at the time it is reduced to writing.

13.04 Step 1 13.04.10 By the end of the tenth calendar day after the department head or their representative receives a grievance, a meeting to discuss the grievance shall be held by the department head or their representative, the

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 By the end of the seventh calendar day after the meeting referred to in Article 13.04.10 the department head shall give the steward or committeeman an answer on the approved form, and if the grievance is denied, a statement of the reasons for such denial. A copy of any Step 1 answer will be forwarded to the Union.

6WHS  The grievance shall not be carried further unless by the end of the twenty-first calendar day after receiving the answer of the department head under Step 1 the Union delivers to the Superintendent of Industrial Relations written notice of referral to Step 2. Such notice shall specify the clause or clauses in the Agreement which it is believed the Company has violated, and shall state the reason or reasons the answer at Step 1 is unsatisfactory. (For example, the notice shall state whether or in what manner the Company’s interpretation of a clause or understanding of the facts is disputed.)

 By the end of the thirtieth calendar day after receiving the notice of referral under 13.05.10, a meeting to discuss the grievance shall be held by the Superintendent of Industrial Relations or their representative and the Grievance Committee. The Company will make the necessary arrangements if the Step 2 Referral Notice indicates that the grievor and/or their steward are required to be in attendance at the Step 2 meeting.

 By the end of the seventh calendar day after the meeting referred to in 13.05.20 the Superintendent of Industrial Relations or their representative shall give the employee or their representative its decision and rationale in writing.

 6WHS  The grievance shall not be carried further unless by the end of the twenty-first calendar day after receiving the answer of the Superintendent of Industrial Relations or their representative, the Grievance Committee delivers to the Company written notice referring the grievance to Arbitration.

The following list of three arbitrators will be selected on a rotation basis in alphabetical order to hear grievances referred to arbitration: Jane Devlin, Paula Knopf and Dana Randall.

In any case where an arbitrator is unable to provide hearing dates within 60 days of the date the grievance was referred to arbitration, the parties may by mutual agreement extend the 60 day period or mutually agree to another arbitrator not on the list. In such cases the arbitrator not used will be by-passed and will be used again on the next normal rotation.

Grievances will be assigned to arbitrators in the normal rotation in order of the date on which they are referred to arbitration. In the event of more than one referral on the same date the order shall be decided on the basis of the lower or earlier grievance number being considered as referred first.

 In any case where an arbitrator is unable to provide hearing dates within sixty days of the date the grievance was referred to Arbitration, the parties may by mutual agreement extend the sixty day period or either party may elect to refer the case to the next arbitrator on the list. In such cases the arbitrator not used will be by-passed and will be used again on the next normal rotation.

  +HDULQJVZLOOEHKHOGDOWHUQDWHO\RQ&RPSDQ\DQG8QLRQSUHPLVHVRUDWRWKHUORFDWLRQVE\PXWXDO DJUHHPHQW

 7KH8QLRQZLOOQRWLI\WKH6XSHULQWHQGHQWRI,QGXVWULDO5HODWLRQVDVIDULQDGYDQFHDVSRVVLEOHRIWKH QDPHVRIEDUJDLQLQJXQLWHPSOR\HHVUHTXLUHGWRDWWHQGDUELWUDWLRQKHDULQJVDVZLWQHVVHV

 The Arbitrator shall not alter, modify or amend any part of this Agreement, or make any decision inconsistent with its provisions.

Subject to Article 13.06.30, the decision of the Arbitrator shall be binding on the Company, the Union and the employees. Any recompense may be made retroactive to the date on which the written grievance was received by the superintendent and for up to twenty-one additional days if the employee could not reasonably have known of the fact or event giving rise to the grievance prior to the date the employee first discussed it with their front line supervisor or other appropriate management representative.

The expenses of the Arbitrator shall be borne equally by the Company and the Union.

7KH&RPSDQ\ZLOOFRYHUWKHZDJHVIRUDQDUELWUDWLRQZLWQHVVZKRLVRQVKLIWIRUWKHSHULRGRI WLPHWKDWWKH\DUHWHVWLI\LQJ

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A question of a general nature between the Company and the Union as to the meaning or application of the provisions of this Agreement may be treated by the Union as a grievance and submitted in writing (signed on behalf of the Union by an executive officer of the Union) at Step 2 of the Grievance Procedure within twenty-one days after the occurrence of the fact or event upon which such question is based.

 Any grievance filed by the Company claiming that the Union has violated the provisions of this Agreement may be filed as a grievance of a General Nature at Step 2 of the Grievance Procedure within twenty- one days after the occurrence of the fact or event upon which such grievance is based and processed in accordance with Articles 13.05 and 13.06.

Any difference between the Company and an employee as to whether the employee is medically fit to perform their job, may be submitted by the employee at Step 2 of the Grievance Procedure within twenty-one days after the employee is informed of the decision of the Company in the matter.

 Any allegation that an employee has been discharged without just cause may be treated as a grievance of a General Nature which may be filed at Step 2 of the Grievance Procedure within twenty-one days of the discharge.

 Time limits referred to in this Article will be increased by one (1) day in respect of any statutory holiday as defined in Article 6.01, that falls within the applicable time limit.

Time limits set out in this Article may be extended by agreement between the Company and the Union.

 A written grievance to be processed to the next step shall state the reasons why the previous reply was unsatisfactory.  If the Company or the Union fail to reply to a grievance within the time limits prescribed, or any extension thereof, the party failing to reply shall be deemed to have conceded the grievance. The foregoing shall not prejudice the parties in any future grievances of a similar nature, providing notification in writing is given the other party within a period of thirty (30) days from the time the grievance was deemed to be conceded.

The parties agree to give each other ten calendar days written notice prior to claiming a breach of time limits as provided for in the second paragraph of Article 13.09.

It is the intent of the parties to ensure that all employees’ complaints are dealt with in a reasonable and expeditious fashion and all meetings will be held at a mutually agreeable time within the time limits provided.

 A copy of the letter sent to payroll for payment resulting from a grievance settlement will be forwarded to the Chairman of the Grievance Committee by Human Resources.

ARTICLE 14

VACATIONS WITH PAY For Clerical, also refer to Addendum A For Welded Beam, also refer to Addendum C For old UTU, also refer to Addendum D

14.01 Vacation Service Years

14.01.10 Corporate Service date is defined as the date on which continuous service (excluding layoffs, etc.) commenced.

All employees will receive one (1) vacation service year for each year of service subsequent to December 31, 1994 except that an employee who requests and is granted a leave of absence for the following reasons will receive one (1) service year less that proportion which weeks on leave of absence during the year bears to 52 weeks (to the nearest hundredth). a) leave for personal reasons other than a parental or maternity leave. b) leave to accept an elected or appointed position with the United Steelworkers. c) leave to accept an elected or appointed position with any level of government or an agency thereof.

14.01.40 On being rehired by the Company a person whose employment has previously been terminated and vacation service years cancelled in accordance with Articles 7.03.10(6) or (7) shall on becoming established be granted the vacation service years the employee had at the time of such termination.

14.02 Regular Vacation

14.02.10 An employee with less than one vacation service year calculated to January 1 shall receive 1 day of vacation for each complete .08 of a vacation service year acquired by the employee during the previous calendar year up to a maximum of ten days with vacation pay of four per cent of the total wages paid to such employee during the previous calendar year. 49  An employee with one or more vacation service years but less than five vacation service years calculated to January 1 shall receive two weeks of vacation with vacation pay of four per cent of the total wages paid to such employee during the previous calendar year.

 An employee with five or more vacation service years but less than nine vacation service years calculated to January 1 shall receive three weeks of vacation with vacation pay of six per cent of the total wages paid to such employee during the previous calendar year.

 An employee with nine or more vacation service years but less than fifteen vacation service years calculated to January 1 shall receive four weeks of vacation with vacation pay of eight per cent of the total wages paid to such employee during the previous calendar year.

An employee with fifteen or more vacation service years but less than twenty vacation service years calculated to January 1 shall receive five weeks of vacation with vacation pay of ten per cent of the total wages paid to such employee during the previous calendar year.

An employee with twenty or more vacation service years but less than twenty-five vacation service years calculated to January 1 shall receive six weeks of vacation with vacation pay of twelve percent of the total wages paid to such employee during the previous calendar year.

An employee with twenty-five or more vacation service years calculated to January 1 shall receive seven weeks of vacation with vacation pay of fourteen per cent of the total wages paid to such employee during the previous calendar year.

 9DFDWLRQ%RQXV In calculating vacation pay for employees entitled to a regular vacation in accordance with Article 14.02 a vacation bonus equivalent to twenty percent of the regular vacation pay shall be paid in addition to the regular vacation pay except as provided in Article 14.07. Vacation bonus shall be paid by separate cheque on a common date selected by the Company prior to May 15 each year.

 &DOFXODWLRQRI(DUQLQJV

 Subject to Articles 14.04.20 and 14.04.30, for the purposes of this article an employee's total wages for a calendar year means the amount reported by the Company to the Income Tax Branch of the Department of National Revenue as the earnings of such employee for such year less any amount paid to the employee as a vacation bonus in accordance with Article 14.03. Total wages shall not include any taxable allowances considered as earnings for taxation purposes.

 If during a calendar year an employee with one or more vacation service years who has worked at least 150 hours but less than 2080 hours during the year is absent from work for a period due to illness, accident or disability of a non-occupational nature for which benefits are payable (or would be payable if the employee were eligible) under the Extended Health Benefit Plan currently in effect, that employee's total wages for such calendar year shall, for the purpose of this Article, be deemed to include the estimated amount the employee would have earned during such period (projected from their actual earnings for the time worked during the calendar year) up to the following maximums.   ,IWKHHPSOR\HHKDVRUPRUHYDFDWLRQVHUYLFH\HDUVEXWOHVVWKDQYDFDWLRQVHUYLFH\HDUVXSWR KRXUVRIVXFKSHULRG  ,IWKHHPSOR\HHKDVRUPRUHYDFDWLRQVHUYLFH\HDUVEXWOHVVWKDQYDFDWLRQVHUYLFH\HDUVXSWR KRXUVRIVXFKSHULRG  ,IWKHHPSOR\HHKDVRUPRUHYDFDWLRQVHUYLFH\HDUVEXWOHVVWKDQYDFDWLRQVHUYLFH\HDUVXS WRKRXUVRIVXFKSHULRG  ,IWKHHPSOR\HHKDVRUPRUHYDFDWLRQVHUYLFH\HDUVXSWRKRXUVRIVXFKSHULRG  If during a calendar year an employee with 1 or more vacation service years who has worked at least 40 hours but less than 2080 hours during the year is absent from work for a period due to occupational injury or disease incurred in the course of their employment with the Company and for which the employee is paid Temporary Total Workplace Safety and Insurance Board Benefits, that employee's total wages for such calendar year shall, for the purpose of this Article, be deemed to include the estimated amount the employee would have earned during such period (projected from their actual earnings for the time worked during the calendar year) up to a maximum of 1040 hours of such period.

 6FKHGXOLQJ9DFDWLRQV  On or after December 1st of each year employees will be called upon to indicate preference for vacation time for the following year in the department in which they are established or to which they have moved having been accepted on a job posting. Employees who do not indicate preference in vacation time when called upon to do so shall be scheduled by the Company after all other employees have indicated their preference. The operational requirements shall govern vacation schedules, but preference shall be given to employees in accordance with bargaining unit seniority where vacation periods requested conflict. The vacation schedules for the department shall be posted on or before February 1st of each year, but shall be subject to changes made necessary by operational problems or personal requests.

 All employees shall be entitled to schedule two weeks of their vacation entitlement, as outlined in Article 14.02, in the prime time period which shall include the period beginning the second week beginning in May through to the third week beginning in October (inclusive), March School Break Week and the week in which Christmas Day falls.

When called upon to schedule their vacation employees shall either:

1) schedule all weeks of vacation to which they are entitled, with not more than two weeks in the period beginning the second week beginning in May through to the third week beginning in October (inclusive), March School Break Week and the week in which Christmas Day falls; or 2) schedule only two weeks on the first opportunity and schedule the remainder after all other employees have had the opportunity to schedule, provided that not more than four weeks in total are scheduled in the period beginning the second week beginning in May through to the third week beginning in October (inclusive), March School Break Week and the week in which Christmas Day falls; or 3) schedule only two weeks on the first opportunity, two more weeks on the second opportunity, and schedule the remainder after all other employees have had the opportunity to schedule.

)RUSXUSRVHVRIGHILQLQJDZHHNIRUVFKHGXOLQJYDFDWLRQVRQDOWHUQDWHVKLIWVFKHGXOHVDGD\ RQ ZKLFK DQ HPSOR\HH LV VFKHGXOHG IRU QLJKW VKLIW DQG LV RQ YDFDWLRQ DW WKH VDPH WLPH WKDW D SHUVRQ  VFKHGXOHG RQ GD\ VKLIW LV DOVR RQ YDFDWLRQ DQ RYHUODS ZLOO QRW EH GHFODUHG DQG WKH WZR HPSOR\HHV RQ YDFDWLRQZLOOQRWEHGHHPHGWREHRQYDFDWLRQRQWKHVDPHGD\

Vacation weeks which become vacant after all employees have scheduled their vacation will be posted for five days. For the purposes of this Article a week of vacation is considered to be vacated when the employee becomes established in another department in accordance with Article 7.09 or when the employee permanently promotes or transfers to an occupation not in the bargaining unit or when the employment of an employee who had vacation scheduled in such week is terminated under the provisions of Article 7.03.10. The successful applicant for each vacant week posted will be selected according to the following rules.

1) A vacated week in non prime time periods will go to the most senior applicant applying. An employee will not, however, be allowed to give up a prime time week for a non prime time week. 2) The most senior applicant who has not had the opportunity to schedule as many prime time weeks of vacation as the employee next above the employee will be entitled to a vacated prime time week, regardless of the original method of scheduling selected under Article 14.05.21. 3) A week left vacant as a result of a move under (1) or (2) will not be posted.

 When a plant shut down of one or more complete weeks is declared by the Company, the week or weeks of shutdown will be considered to be vacated vacation weeks for the purposes of Article 14.05.22. Subject to operational requirements, employees will be permitted to reschedule unused vacation, previously scheduled before or after the shut down period, to the week or weeks of the shutdown. Vacation weeks left vacant as a result of being rescheduled to a shut down period will not be posted.

 For the purpose of Articles 14.05.21 and 14.05.22, "the period beginning the second week beginning in May through to the third week beginning in October (inclusive)" shall be defined as follows:  0D\ WKURXJK2FWREHULQFOXVLYH  0D\ WKURXJK2FWREHULQFOXVLYH  – 0D\ WKURXJK2FWREHULQFOXVLYH  – 0D\ WKURXJK2FWREHULQFOXVLYH  – 0D\WKURXJK2FWREHULQFOXVLYH

The Company and the Union agree on the principle that eligible employees must take vacations.

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 An employee whose employment is terminated in accordance with Article 7.03.10, shall, as soon as possible after such termination, be paid the amount due to the employee in lieu of vacation calculated in accordance with this Article 14 to the date of termination. Pay in lieu of vacation to an employee with less than one year of service who terminates their employment shall not include vacation bonus.

An employee being laid off may, at the time of layoff, request that their vacation pay be included on their payoff. Where such a request is made the employee will be entitled to receive their outstanding vacation pay based on their previous vacation year's earnings on their next cheque.

 ARTICLE 15

15.01 Wages For Clerical, also refer to Addendum A

15.01.10The Co-operative Wage Study (C.W.S.) Manual for Job Description, Classification and Wage Administration, dated August 1, 1984, (hereinafter referred to as "The C.W.S. Manual") is incorporated into this Agreement as Appendix "A" and its provisions shall apply as if set forth in full herein.

15.02 Each job shall be described and classified and a rate of pay applied to each job in accordance with the provisions of this Agreement.

15.03 Standard Hourly Wage Scale

15.03.10 Effective August 1, 2018 for all employees the following standard hourly wage scale will be in effect for all jobs classified under "The C.W.S. Manual" which constitutes Appendix "A" of this Agreement and were formerly paid “A” bonus and will remain in effect until July 31, 2020 as per article 15.04

Hourly wage scale (H23)

(formerly H22 - A bonus)

Job Class Rate per Hour Job Class Rate per Hour Job Class Rate per Hour

1 28.77 13 33.97 25 38.98

2 29.04 14 34.38 26 39.38

3 29.33 15 34.80 27 39.79

4 30.24 16 35.22 28 40.23

5 30.65 17 35.64 29 40.63

6 31.05 18 36.06 30 41.04

7 31.47 19 36.47 31 41.46

8 31.89 20 36.88 32 41.89

9 32.30 21 37.29 33 42.30

10 32.72 22 37.72 34 42.71

11 33.14 23 38.13 35 43.13

      

Effective August 1, 2018 for all employees the following standard hourly wage scale will be in effect for all jobs classified under "The C.W.S. Manual" which constitutes Appendix "A" of this Agreement and were formerly paid “B” bonus and will remain in effect until -XO\ DVSHUDUWLFOH

+RXUO\ZDJHVFDOH + IRUPHUO\+ %ERQXV

-RE&ODVV 5DWHSHU+RXU -RE&ODVV 5DWHSHU+RXU -RE&ODVV 5DWHSHU+RXU

1 28.77 13 33.18 25 37.53

2 29.04 14 33.54 26 37.88

3 29.33 15 33.89 27 38.23

4 29.92 16 34.27 28 38.63

5 30.28 17 34.63 29 38.98

6 30.64 18 34.97 30 39.33

7 31.00 19 35.34 31 39.71

8 31.36 20 35.71 32 40.05

9 31.71 21 36.07 33 40.40

10 32.09 22 36.43 34 40.79

11 32.44 23 36.80 35 41.14

12 32.80 24 37.16 36 41.49

 Effective August 1, 2018 for all employees working in the DSPC the following standard hourly wage scale will be in effect for all jobs and will remain in effect until -XO\ DVSHUDUWLFOH

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-RE&ODVV 5DWHSHU+RXU -RE&ODVV 5DWHSHU+RXU -RE&ODVV 5DWHSHU+RXU

6 31.24 17 35.76 28 40.32

7 31.63 18 36.19 29 40.74

8 32.04 19 36.60 30 41.15

9 32.47 20 37.00 31 41.57

10 32.86 21 37.42 32 41.98

11 33.27 22 37.85 33 42.39

12 33.70 23 38.24 34 42.82

13 34.10 24 38.68 35 43.23

14 34.53 25 39.09 36 43.63

15 34.94 26 39.47

16 35.36 27 39.92

Effective August 1, 2020 for all employees the following standard hourly wage scale will be in effect for all jobs classified under "The C.W.S. Manual" which constitutes Appendix "A" of this Agreement and were formerly paid “A” bonus and will remain in effect until -XO\DVSHUDUWLFOH

+RXUO\ZDJHVFDOH +

IRUPHUO\+ A bonus)

Job Class Rate per Hour Job Class Rate per Hour Job Class Rate per Hour 1 29.06 13 34.31 25 39.37

2 29.33 14 34.72 26 39.77

55      

     

     

     

     

     

     

     

     

     

Effective August 1, 2020 for all employees the following standard hourly wage scale will be in effect for all jobs classified under "The C.W.S. Manual" which constitutes Appendix "A" of this Agreement and were formerly paid “B” bonus and will remain in effect until -XO\ DVSHUDUWLFOH

+RXUO\ZDJHVFDOH +

IRUPHUO\+ %ERQXV

-RE&ODVV 5DWHSHU+RXU -RE&ODVV 5DWHSHU+RXU -RE&ODVV 5DWHSHU+RXU 1 29.06 13 33.51 25 37.91

2 29.33 14 33.88 26 38.26

3 29.62 15 34.23 27 38.61

4 30.22 16 34.61 28 39.02

5 30.58 17 34.98 29 39.37

6 30.95 18 35.32 30 39.72

7 31.31 19 35.69 31 40.11

8 31.67 20 36.07 32 40.45

      

     

     

     

Effective August 1, 2020 for all employees working in the DSPC the following standard hourly wage scale will be in effect for all jobs and will remain in effect until -XO\ DVSHUDUWLFOH

'63&

-RE&ODVV 5DWHSHU+RXU -RE&ODVV 5DWHSHU+RXU -RE&ODVV 5DWHSHU+RXU 6 31.55 17 36.12 28 40.72

7 31.95 18 36.55 29 41.15

8 32.36 19 36.97 30 41.56

9 32.79 20 37.37 31 41.99

10 33.19 21 37.79 32 42.40

11 33.60 22 38.23 33 42.81

12 34.04 23 38.62 34 43.25

13 34.44 24 39.07 35 43.66

14 34.88 25 39.48 36 44.07

15 35.29 26 39.86

16 35.71 27 40.32

The table above represents a  increase effective August 1, 2020. If the Adjusted Annual Income from Operations for F2015 (as per Profit Sharing formula) is greater than $300 million, the rates above will be adjusted to reflect a further 1% increase.

 Effective August 1, 2021 for all employees the following standard hourly wage scale will be in effect for all jobs classified under "The C.W.S. Manual" which constitutes Appendix "A" of this Agreement and were formerly paid “A” bonus and will remain in effect until -XO\DVSHUDUWLFOH

+RXUO\ZDJHVFDOH +

IRUPHUO\+ A bonus)

Job Class Rate per Hour Job Class Rate per Hour Job Class Rate per Hour 1 29.50 13 34.82 25 39.96

2 29.77 14 35.24 26 40.37

3 30.06 15 35.68 27 40.79

4 31.00 16 36.10 28 41.24

5 31.42 17 36.54 29 41.66

6 31.83 18 36.97 30 42.07

7 32.26 19 37.38 31 42.50

8 32.69 20 37.81 32 42.94

9 33.11 21 38.22 33 43.36

10 33.55 22 38.67 34 43.79

11 33.97 23 39.09 35 44.21

12 34.42 24 39.51 36 44.64

58 Effective August 1, 2021 for all employees the following standard hourly wage scale will be in effect for all jobs classified under "The C.W.S. Manual" which constitutes Appendix "A" of this Agreement and were formerly paid “B” bonus and will remain in effect until -XO\DVSHUDUWLFOH

+RXUO\ZDJHVFDOH +

IRUPHUO\+ %ERQXV

-RE&ODVV 5DWHSHU+RXU -RE&ODVV 5DWHSHU+RXU -RE&ODVV 5DWHSHU+RXU 1 29.50 13 34.01 25 38.48

2 29.77 14 34.39 26 38.83

3 30.06 15 34.74 27 39.19

4 30.67 16 35.13 28 39.61

5 31.04 17 35.50 29 39.96

6 31.41 18 35.85 30 40.32

7 31.78 19 36.23 31 40.71

8 32.15 20 36.61 32 41.06

9 32.51 21 36.98 33 41.41

10 32.90 22 37.34 34 41.82

11 33.25 23 37.73 35 42.17

12 33.63 24 38.09 36 42.53

59 Effective August 1, 2021 for all employees working in the DSPC the following standard hourly wage scale will be in effect for all jobs and will remain in effect until -XO\DVSHUDUWLFOH

'63&

-RE&ODVV 5DWHSHU+RXU -RE&ODVV 5DWHSHU+RXU -RE&ODVV 5DWHSHU+RXU 6 32.02 17 36.66 28 41.33

7 32.43 18 37.10 29 41.77

8 32.85 19 37.52 30 42.18

9 33.28 20 37.93 31 42.62

10 33.69 21 38.36 32 43.04

11 34.10 22 38.80 33 43.45

12 34.55 23 39.20 34 43.90

13 34.96 24 39.66 35 44.31

14 35.40 25 40.07 36 44.73

15 35.82 26 40.46

16 36.25 27 40.92

The table above represents a  increase effective August 1, 2021. If the Adjusted Annual Income from Operations for F2015 (as per Profit Sharing formula) is greater than $300 million, the rates above will be adjusted to reflect a further 1% increase.

Effective on the dates specified in Article 15.03.10, all employees shall have their rates of pay adjusted as follows:

a) If the employee is not receiving an out-of-line differential prior to the dates specified in Article 15.03.10, the rate of pay of such employee shall be adjusted to conform to the standard hourly rates for that employee's job, as provided in Article 15.03.10. b) If the employee is receiving an out-of-line differential prior to the dates specified in Article 15.03.10, the rate of pay of such employee shall be increased by the amount by which the rate for Job Class 1 has been increased as provided in Article 15.03.10, and the following shall govern. 1) If the employee's new rate resulting from such increases is greater than the standard hourly rate for the job as provided in Article 15.03.10, the amount by which such employee's new rate is greater than the rates provided in Article 15.03.10, shall become such employee's new 60 out-of-line differential (which shall replace the former out-of-line differential) and shall apply in accordance with the provisions of this Agreement. 2) If the employee's new rate resulting from such increases is equal to or less than the standard hourly rate for the job, as provided in Article 15.03.10, the rate of pay of such employee shall be adjusted to conform to the standard hourly rates for the job as provided in Article 15.03.10, and the former out-of-line differential shall be terminated.

 As of each date the new standard hourly wage scale becomes effective the standard hourly wage scale rate for each job class therein shall become the standard hourly wage rate for all jobs classified within such job class, and shall so continue for the duration of the standard hourly wage scale and shall be applied to any employee in accordance with the provisions of this Agreement.

Each standard hourly wage rate established under Article 15.03.10 shall be:

a) the established rate of pay for all straight-time hours of work; b) the established minimum rate of pay for purposes of the minimum guarantee under any incentive plan for any job; c) the established hourly base rate of pay and minimum guarantee for any new or revised incentive applied to the job.

 &RVWRI/LYLQJ

 Following the release of the Consumer Price Index for July by Statistics Canada based on the 1981 equals 100 index, the Company shall compare such index with the Consumer Price Index for April 

Effective with the first pay period following the release of the Consumer Price Index for July and on a similar basis quarterly thereafter, a cost of living allowance will be paid on the basis of one cent for each .125 increase for the comparison periods listed below:

FOLLOWING THE RELEASE BASED ON THE COMPARISON OF OF THE INDEX FOR July 2016 July 2016 with Apr. 2016 Oct. 2016 Oct. 2016 with July 2016 Jan. 2017 Jan. 2017 with Oct. 2016 Apr. 2017 Apr. 2017 with Jan. 2017 July 2017 July 2017 with Apr. 2017 Oct. 2017 Oct. 2017 with July 2017 Jan. 2018 Jan. 2018 with Oct. 2017 Apr. 2018 Apr. 2018 with Jan. 2018 July 2018 July 2018 with Apr. 2018 Oct. 2018 Oct. 2018 with July 2018 Jan. 2019 Jan. 2019 with Oct. 2018 Apr 2019 Apr. 2019 with Jan. 2019 61 -XO\ July 2019 with Apr. 2019 Oct. 2019 Oct. 2019 with July 2019 Jan. 2020 Jan. 2020 with Oct. 2019 Apr. 2020 Apr. 2020 with Jan. 2020 July 2020 July 2020 with Apr. 2020 Oct. 2020 Oct. 2020 with July 2020 Jan. 2021 Jan. 2021 with Oct. 2020 Apr. 2021 Apr. 2021 with Jan. 2021 July 2021 July 2021 with Apr. 2021 Oct. 2021 Oct. 2021 with July 2021 Jan. 2022 Jan. 2022 with Oct. 2021 Apr. 2022 Apr. 2022 with Jan. 2022 July 2022 July 2022 with Apr. 2022

15.04.30 6XFKDOORZDQFHZLOOEHSDLGIRUVWUDLJKWWLPHKRXUVZRUNHGRQO\DQGZLOOQRWEHSDLGIRURYHUWLPH KRXUVSUHPLXPKRXUVRUXVHGDVDEDVLVIRUFDOFXODWLRQRIRYHUWLPHRULQFHQWLYHSD\PHQW

15.04.40 Should the Consumer Price Index in its present form based on the formula 1981 equals 100 become unavailable, the parties shall attempt to adjust this Article or, if agreement is not reached, request Statistics Canada to provide the appropriate conversion or adjustment which shall be applicable as of the appropriate adjustment date and thereafter.

15.04.50 The cost of living allowance referred to in Article 15.04.20 will be reduced on the same basis as the increases provided for herein if the Consumer Price Indices on the review date specified herein are below the indices used for comparison purposes.

15.04.60 Effective July 31, 2016, the total amount of the cost of living allowance in effect at July 31, 2016 will be added to the Standard Hourly Rates.

15.04.70 Effective August 1, 2017, the total amount of the cost of living allowance in effect at July 31, 2017 will be added to the Standard Hourly Rates.

15.04.71 Effective August 1, 2018, the total amount of the cost of living allowance in effect at July 31, 2018 will be added to the Standard Hourly Rates.

15.04.72 Effective August 1, 2019, the total amount of the cost of living allowance in effect at July 31, 2019 will be added to the Standard Hourly Rates.

15.04.73 Effective August 1, 2020, the total amount of the cost of living allowance in effect at July 31, 2020 will be added to the Standard Hourly Rates.

15.04.74 Effective August 1, 2021, the total amount of the cost of living allowance in effect at July 31, 2021 will be added to the Standard Hourly Rates.  15.04.75 Effective July 31, 2022, the total amount of the cost of living allowance in effect at July 31, 2022 will be added to the Standard Hourly Rates.

15.04.76 For expenses and wages incurred on or after emergence from CCAA that are pre-approved by the Company, will be paid within 2 weeks of the invoices being submitted.

Premiums

15.05.10 7KH &RPSDQ\ VKDOO SD\ HPSOR\HHV H[FHSW WKRVH ZRUNLQJ RQ WKH GD\ VKLIWDVKLIWSUHPLXPRQWKH IROORZLQJEDVLV

 )RUVFKHGXOHGKRXUVZRUNHGE\HPSOR\HHVRQWKHDIWHUQRRQVKLIW SPWRSPRUSPWR  PLGQLJKW  D VKLIW SUHPLXP RI  FHQWV SHU KRXU DQG ZLOO increase to 30 cents per hour effective August 1, 2019.

 )RUVFKHGXOHGKRXUVZRUNHGE\HPSOR\HHVRQWKHQLJKWVKLIW SPWRDPRUPLGQLJKWWR DP RURQDQ\VFKHGXOHGVKLIWEHJLQQLQJDWRUDIWHUSPDVKLIWSUHPLXPRIFHQWVSHU KRXU and will increase to 40 cents per hour effective August 1, 2019.

15.05.20 7KH &RPSDQ\ VKDOO SD\ HPSOR\HHV D 6XQGD\ SUHPLXP RI  FHQWV SHU KRXU IRU DOO KRXUV ZRUNHG GXULQJWKHWZHQW\IRXUKRXUSHULRGEHJLQQLQJDP6XQGD\RUWKHVKLIWVWDUWLQJWLPHFORVHVWWKHUHWRand will increase to 60 cents per hour effective August 1, 2019.

15.06 6KLIW SUHPLXPV DQG 6XQGD\ SUHPLXPV VKDOO QRW IRUP D SDUW RI WKH KRXUO\ UDWH IRU WKH SXUSRVH RI FDOFXODWLQJRYHUWLPHRULQFHQWLYHSD\QRUVKDOOWKH\SURYLGHDEDVLVIRUFKDQJLQJRUUHDUUDQJLQJVFKHGXOHV

Production and Maintenance Jobs

15.07 ([FHSWDVRWKHUZLVHSURYLGHGKHUHLQWKHHVWDEOLVKHGUDWHRISD\IRUHDFKSURGXFWLRQRUPDLQWHQDQFHMRE RWKHUWKDQDWUDGHRUFUDIWDSSUHQWLFHMRERUOHDUQHUMREVKDOODSSO\WRDQ\HPSOR\HHGXULQJVXFKWLPHDVWKH HPSOR\HHLVUHTXLUHGWRSHUIRUPVXFKMRE

Trade or Craft Jobs

15.08 Except as otherwise provided herein, the established rate of pay for a trade or craft or apprentice job shall apply to an employee during such time as the employee is assigned to the respective rate classifications in accordance with the provisions of this Agreement.

15.09 Learner Rates

15.09.10 A schedule of Learner rates, for the respective training periods of 520 hours of actual learning experience with the Company on jobs requiring a Learner schedule as set forth in Appendix "C" is established at the level of the standard hourly wage scale rates for the respective job classes determined on the basis of the  required employment training and experience time specified in factor 2 of the job classification record of the respective job for which the Learner period is preparatory as follows:

1) Seven to twelve months: a) one Learner period classification at a level two job classes below the job class of the job. 2) Thirteen to eighteen months: a) a first Learner period classification at a level four job classes below the job class of the job; and b) a second Learner period classification at a level two job classes below the job class of the job. 3) Nineteen months and above: a) it is the intention of the parties that employees acceding to jobs in this category shall have spent a minimum of one year as a helper to the job or on other related jobs. Any employee with less than one year's required experience shall have their Learner period extended by remaining in the third Learner period classification for an additional period equal to the time the employee lacks; and b) a first Learner period classification at a level six job classes below the job class of the job; and c) a second Learner period classification at a level four job classes below the job class of the job; and d) a third Learner period classification at a level two job classes below the job class of the job.

 Employee's time spent on a job requiring a Learner schedule shall be cumulative. Periods of less than 8 hours shall not be counted toward completion of a Learner schedule. Periods of less than 8 hours shall be paid for at the standard hourly rate of the job.

 Any employee who has qualified for a job through a Learner schedule shall not be required to repeat the Learner schedule.

 The appropriate Learner rate level to which to assign any employee acceding to a job requiring a Learner schedule shall be determined by crediting the employee with:

1) learner time previously accumulated on that job; and 2) an assessment of the time worked for the Company on the job under consideration and any job which provided related training opportunity for the job under consideration.

 The established Learner rate of pay for each Learner period classification shall apply to an employee in accordance with the Learner training periods as defined in Article 15.09.10. However, an employee whose rate of pay prior to the assignment to a job having a Learner schedule is higher than the minimum rate of the Learner job to which the employee has acceded shall maintain their rate but not higher than the standard hourly rate of the job being learned, until such time as the rate for the applicable Learner period classification is equal to or exceeds their present rate.

The list of Learner jobs which is Appendix "C" of this Agreement may be added to or deleted from by mutual agreement of the Company and the Union.

64  2XWRI/LQH'LIIHUHQWLDOV  As of the date of this Agreement and annually thereafter, the Company shall furnish to the Union a list of present employees who are to be paid out-of-line differentials and such list shall contain the following.

1) Name of employee to whom such out-of-line differential is being paid. 2) Job title of job on which out-of-line differential is being paid. 3) Job classification of such job. 4) Standard hourly wage scale rate of such job. 5) Amount of out-of-line differential. 6) Date such out-of-line differential became effective.

 Except as such out-of-line differential may be changed by the means hereinafter provided, any employee included in the list referred to in Article 15.10.10 shall continue to be paid such out-of-line differential during such time as the employee continues to occupy the job for which the differential was established.

 If an employee with an out-of-line differential accedes to a job having a higher standard hourly rate, then the differential shall be reduced by the amount of the increase in the standard hourly rate.

 If an employee with an out-of-line differential is assigned to another job and under the terms of this Agreement a lower standard hourly rate is applicable, then the out-of-line differential shall be terminated.

 If such employee referred to in Articles 15.10.30 and 15.10.40 shall be returned to the job for which the out-of-line differential was established, the out-of-line differential shall be reinstated except as it may have been reduced or eliminated by the provisions of Article 15.10.70 or 15.10.80.

 If an employee with an out-of-line differential is transferred to a job of equal or lower job class at the request of management, then the higher of the two rates shall apply namely the rate of the employee's regular job including any out-of-line differential that may exist.

 In addition to the other means provided in this Agreement, increases in the increment between job classes shall be used to reduce or eliminate out-of-line differentials.

 Notwithstanding the provisions of Article 15.03.20 when the agreed upon classification for a newly created job requires a rate which is lower than the estimated rate assigned to the job by the Company when the job is first established the resulting out-of-line differential shall be reduced or eliminated by increases in the increment between job classes and one half of the amount of increases to the base rate.

 All out-of-line differentials resulting from the application of 6.02 J of the C.W.S. Manual shall be subject to the provisions of Article 15.03.20 of this Agreement except the following out-of-line differentials which shall be subject to the provisions of Article 15.10.80 of this Agreement.

1) The out-of-line differential which results from an original estimation of the job class for a new job and its finalization under the C.W.S. Manual.

  7KDWSDUWRIDQ\RXWRIOLQHGLIIHUHQWLDOZKLFKUHVXOWVIURPWKHILUVWUHHVWLPDWLRQRIDQRULJLQDO HVWLPDWLRQRIDMREFODVVIRUDQHZMREEHIRUHLWVILQDOL]DWLRQXQGHUWKH&:60DQXDOVKRXOG VXFKILQDOL]DWLRQSURGXFHDMREFODVVORZHUWKDQWKHMREFODVVSURGXFHGE\WKHILUVWUHHVWLPDWLRQ

 Excepting the application of the out-of-line differential as called for herein, the terms of this Agreement governing transfers shall apply.

3D\'D\V  Normally employees shall be paid every second Wednesday.

15.11.10 Employees shall be provided the Statement re: Wages pursuant to Article 15. 11.10.

Statement re wages On or before an employee’s pay day, the employer shall give to the employee a written statement setting out, (a) the pay period for which the wages are being paid; (b) the wage rate, if there is one; (c) the gross amount of wages and, unless the information is provided to the employee in some other manner, how that amount was calculated; (d) the amount and purpose of each deduction from wages; (e) the net amount of wages being paid to the employee. Within two years following the date of emergence from CCAA, Newco will implement measures to allow for the electronic issuance of T-4 slips.

15.12 Temporary Moves 15.12.10 An employee moving temporarily to a higher paid job after the beginning of a shift and working on such job for the remainder of such shift shall be paid the higher rate from the time the employee moved to such job until the end of such shift.

15.12.20 An employee moving temporarily to a higher paid job and reverting to their regular job before the end of the shift will be paid for such shift on the following basis.

1) If the employee works on the higher rated job for less than one hour the employee will not be considered to have moved up and will be paid their regular rate for the entire shift. 2) If the employee works on the higher rated job for more than one hour the employee will be paid at the higher rate for four hours or for the number of hours worked on the higher rated job, whichever is greater. 3) If the employee moves to a higher rated job at the request of the Company on two or more occasions on the same shift for purposes other than personal relief of an employee on the higher rated job the employee shall be considered as having moved up for more than one hour in accordance with Item (2) above.

15.12.30 An employee moving temporarily to a lower rated job at the request of the Company after the beginning of a shift shall be paid for hours worked on such shift at their regular rate.

  ,IDQHPSOR\HHUHSRUWVIRUZRUNZKHQVFKHGXOHGDQGZRUNRQWKHLUOLQHRIVHTXHQFHLVQRWDYDLODEOHIRU WKHHPSOR\HHIRUDWOHDVWKRXUVGXULQJWKDWVKLIWWKHHPSOR\HHVKDOOEHSDLGWKHUDWHRIWKHLUUHJXODUMREIRU KRXUV

-XU\3D\  An employee who is called for jury duty, or subpoenaed to appear as a witness in a court of law, will be paid for each day of jury or witness duty the difference between their standard hourly rate for their regular shift and the payment the employee receives for jury or witness duty. The employee will present proof of service and the amount of pay received.

)XQHUDO3D\  An employee shall be permitted time off from work for the purpose of arranging and attending the funeral of a member of their immediate family, up to a maximum of three days. Where any of such days fall on a scheduled working day for the employee, the employee shall be paid a funeral pay allowance for each day equivalent to 8 times the average hourly rate earned by the employee in the preceding pay period. Immediate family shall mean spouse, son, daughter, mother, father, sister, brother, mother-in-law, father-in-law, son-in-law, daughter-in-law, sister-in-law, brother-in-law, grandmother, grandfather, grandmother/grandfather of spouse, grandchild, common-law spouse as defined in Article 1.01 of the Extended Health Benefit Agreement and the parents of such common-law spouse.

%HUHDYHPHQW3D\  An employee, not entitled to funeral pay under Article 15.14.10, shall be permitted, upon request, one day off work with pay in the event of the death of a member of their immediate family as defined in Article 15.14.10. The employee shall be paid a bereavement pay allowance for such day of 8 times the average hourly rate earned by the employee in the preceding pay period. Such time off will be given on the day of the death or on the first or second day immediately following.

6HYHUDQFH3D\  An employee with 5 or more years of service who has been laid off for 35 weeks in any period of 52 consecutive weeks, or who has been advised in writing by the Company's Human Resources Department that their return to work is unlikely, may elect to receive severance pay as outlined below provided the employee abandons their recall rights under the Collective Agreement and terminates their employment with the Company.

The Company shall add to the amount payable in accordance with the applicable legislation sufficient monies to ensure that such employee receives, in total, the equivalent of two normal non-overtime weeks for each year of service to a maximum of fifty-two (52) weeks.

3D\PHQWIRU7LFNHWV  Where an employee is required by the Company to maintain or renew a ticket or licence to establish a particular level of competency, and there is a cost to do so, the Company will reimburse each such individual so required the amount of the renewal fee upon presentation of appropriate proof of payment to their department superintendent. Such reimbursement will not include any portion of such renewal certification cost not arising from the employee's employment with the Company, such as the normal driver's licence renewal fee. This article will also apply to Bargaining Unit Members who are on Union Leave of Absence.

 &RUUHFWLRQRI(UURUV  Any mathematical or clerical errors made in the preparation, establishment or application of job descriptions, job classifications, or standard hourly rates shall be corrected to conform to the provisions of this Agreement.

,QHTXLW\*ULHYDQFHV  Except as otherwise provided herein, no basis shall exist for an employee covered by this Agreement, to allege that a wage rate inequity exists, and no grievance on behalf of an employee alleging a wage rate inequity shall be filed or processed during the term of this Agreement.

ARTICLE 16

STRIKES AND LOCKOUTS 16.01 There shall be no lockout by the Company and no interruption of work, work stoppage, strike, sit-down, slow-down or any other interference with production by an employee or employees during the term of this Agreement.

16.02 In the event of a strike or work stoppage and unless the Union by its recognized officers renounces said unauthorized strike or work stoppage, either general or partial, within twenty-four hours after the commencement of such strike or work stoppage, and declares any picket line set up in connection therewith to be unauthorized and not binding on the Union, the deduction of Union dues under this Agreement may be suspended by the Company for a period of not less than one or more than six months. Such suspension shall be for such period as the Company deems reasonable having regard to all the circumstances and the exercise of its discretion may be reviewed by the Arbitrator set up as provided in Article 13.06.

ARTICLE 17

PENSION, EXTENDED HEALTH BENEFIT AND S.U.B. AGREEMENTS 17.01.10 The Company agrees to provide a defined benefit pension plan. The terms and conditions of the Pension plan are set out in the Pension Agreement (which is the legal Plan text as filed with the pension authority under the name “Algoma Steel Inc. Hourly Employees Pension Plan” established effective September 17, 2001). The Pension Agreement is incorporated into, and forms part of this Collective Agreement.

17.01.10.10 The Company agrees to provide a defined contribution pension plan effective January 1, 2011 for all new hires and those existing employees wishing to switch for future service purposes. The terms and conditions of the Pension plan are set out in the Pension Agreement (which is the legal Plan text as filed with the pension authority under the name “Algoma Steel Inc. Hourly Employees Defined Contribution Pension Plan” established effective January 1, 2011). The Pension Agreement is incorporated into, and forms part of this Collective Agreement.

17.01.20 The Extended Health Benefit and S.U.B. Agreements between the Company and the Union are supplemental to this Agreement, but nothing contained herein shall affect the termination dates or any other provisions of such agreements.

 ARTICLE 18

LETTERS OF AGREEMENT 18.01 The current Letters of Agreement are supplemental to this Agreement, but nothing contained herein shall affect the termination dates or any other provision of such Letters of Agreement.

ARTICLE 19

U.S.W. HUMANITY FUND The Company agrees to make a payroll deduction of $0.01 per hour worked from each Local 2251 employee. The total amount deducted from all such employees will be remitted to the Steelworkers' Humanity Fund at the address provided by the Union at the same time as the Company remits regular Union dues.

The total amount deducted from each employee will be recorded as a charitable donation and included as such on each employee's T4 slip.

The Company agrees to match the employee contributions of $0.01 per hour worked by each Local 2251 employee.

ARTICLE 20

DURATION OF AGREEMENT 20.01 This Agreement shall be effective from August 1, 2016 to July 31, 2022 and thereafter from year to year unless either party gives written notice of termination at the end of a contract year (commencing with the year ending July 31, 2022) not more than ninety (90) days nor less than sixty (60) days prior to July 31 of such year.

20.02 The Company shall be responsible for making the changes and printing 4000 copies of the 2016 – 2022 CBA for the Union. Further the Company will provide the Union an electronic copy of the comprehensive Collective Bargaining Agreement.

The Company shall be responsible for making the changes and printing 4000 copies of the 2016 – 2022 EHBA and Pension summary booklet. Further the Company will provide the Union an electronic copy of the comprehensive Extended Health Agreement and Pension summary booklet.

The new language agreed to shall be in bold print in the CBA and the EHBA and Pension summary booklet.

These booklets shall be printed and delivered no later than 90 days after the signing of the Memorandum of Agreement.

The Union will have 30 days to review and approve the changes to the CBA and EHBA and Pension summary booklet once the proofs have been printed and delivered to the Union.

 7KH&RPSDQ\VKDOOSULQWFRSLHVRIWKHFROOHFWLYHDJUHHPHQWWREHSURYLGHGWRWKHXQLRQIRUWKH Union’s exclusive use. The collective agreement booklets shall be 8.5 x 11 and shall be divided into the labour agreement including the addendums and appendices, an extended health benefit agreement (with separate divider), a defined contribution pension plan for hourly employees (with separate divider), defined benefit pension plan for hourly employees (with separate divider) and Joint Health Safety and Environment Manual (with separate divider).

20.03

Cost of Bargaining The Company agrees to pay all negotiations costs including travel if any for the 2016 / 2017 / 2018 negotiations which have been incurred by the Union.

ARTICLE 21

PROFIT SHARING PLAN 7KH&RPSDQ\DQGWKH8QLRQDJUHHWRFRQWLQXHWKHH[LVWLQJSURILWVKDULQJSODQIRUDOOHPSOR\HHVLQFOXGLQJQRQ EDUJDLQLQJXQLWHPSOR\HHV7KHIRUPXODWREHXVHGZLOOEHEDVHGRQDSHUFHQWDJHRIDQQXDOLQFRPHIURPWKH Company’s Sault Ste. Marie operations adjusted for the effects of Purchase Accounting (“Adjusted Annual Income From Operations”) as outlined below:

Adjusted Annual Income From Operations Profit Sharing Percentage

On first $50 million 0% On income over $50 million to $100 million 6%

On income over $100 million to $150 million 8% On income in excess of $150 million 10%

Profit sharing will be made in two instalments. 50% of the projected profit sharing payments will be paid within 30 days of the release of Q3 financials. The remaining profit sharing payment, if any, shall be paid within 90 days of the close of the fiscal year. 100% of the profit sharing pool will be paid out.

Profit sharing and other special payments shall be excluded from the calculation of Vacation Pay.

Profit sharing payments for the first three quarters of each fiscal year shall be based on reported unaudited results. Fourth quarter and final annual calculations shall be based on audited financial statements of each fiscal year. The Company agrees to supply the United Steelworkers with a copy of each reported unaudited quarterly financial statement within 60 days of the end of each quarter as well as a copy of the audited annual financial statement within ninety days of the end of each fiscal year.

 “Adjusted Annual Income From Operations” is defined as income from Sault Ste. Marie operations excluding charges for interest and other financial expense, interest income, dividends on preferred shares, income taxes, extraordinary items, one-time and other special charges, adjusted for the effects of the Purchase Accounting adjustments required under generally accepted accounting principles as a result of the acquisition of the Company in June 2007. The Purchase Accounting adjustments affect the future amount of cost of sales, amortization expense, pension expense and post-employment benefit expense. It is intended that Adjusted Annual Income From Operations will remove the impact of these Purchase Accounting adjustments so that the amount of profit sharing is not affected by the accounting for the acquisition.

It is understood that, for the purposes of determining Annual Adjusted Income from Operations, all transactions and other dealings with related companies, shall be accounted for at arm’s length.

If the Union so requests, the Company shall pay for an independent auditor to verify the calculation of Adjusted Annual Income from Operations.

Accounting principles used to calculate Adjusted Annual Income from Operations will be consistent. Accounting principles will be the same as those used in 2006 Audited Statements and generally accepted accounting principles. If accounting principles change such that there is a material effect on profit sharing, the Company is to inform the Union and there is agreement to amend the formula of the profit sharing plan or the determination of Adjusted Annual Income From Operations to offset the changes in accounting principles.

Profit sharing payments will be paid on the basis of hours. The total amount of the Profit Sharing Pool will be divided by total hours to establish the hourly profit share. Individual profit sharing payments will be equal to the hourly profit share multiplied by individual’s hours. Hours shall be defined as: x straight time hours worked, x overtime hours worked, x out of bank hours, x vacations and statutory holidays, x jury duty, witness and bereavement leave, x leave for union business, x Union Executive, x members in receipt of sickness and accident benefits or salary continuance and Workers’ Compensation to a maximum of one year, x maternity and paternity leaves, x military and compassionate leaves.

Any exclusions and inclusions in a signed letter, entitled “Profit Sharing Rules”, agreed to by Locals 2251 and 2724, on March 9, 2006 will be incorporated into the Profit Sharing Rules of this collective agreement (Grievance Withdrawn). Except for the following change:

Eligible hours are capped at 2,000 for all schedules for the year to be eligible for a full share.

 ARTICLE 22

MAINTENANCE OF EARNINGS i) In the event of job elimination employees will be: a) laid off with Income Security, or b) working and/or training on new occupations with 100% earnings protection based on the following for five (5) years. c) paid the rate of the new job if greater than (b) above. ii) Calculate the average a) straight time earnings excluding COLA, less any current M.O.E., of employees for the past 12 months or other agreed to period and established a M.O.E. HOURLY WAGE RATE at 100% of those average earnings. iii) Employees will be paid M.O.E.: a) HOURLY WAGE RATE excluding COLA for straight time hours worked only or rate of job the employee is working on, whichever is higher. b) COLA payments will continue as per Article 15 of the collective agreement. The above M.O.E. rates are not changed during the 5 year protection period. iv) M.O.E. is eliminated: a) the date an employee signs a seniority or promotion waiver; or b) after 5 years; whichever occurs first. v) An employee on M.O.E. who subsequently qualifies for additional M.O.E. will have a new M.O.E. rate established and the two M.O.E.’s will run concurrently. The employee will be paid the higher of the two rates until the first M.O.E. is eliminated under item (iii) (b). At that time the remaining M.O.E. rate will apply for the balance of its 5 year protection. vi) The company and union will meet to discuss closures or reduced operations due to new facilities or elimination of jobs including technological change and agree to modify seniority provisions, as required.

 APPENDIX "C" JOBS REQUIRING LEARNER PERIODS

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 ADDENDUM A - CLERICAL

All references to Articles in this Addendum refer to Articles contained in this Addendum unless indicated otherwise.

ARTICLE 5

HOURS OF WORK 5.01 7KH QRUPDO VWDUWLQJ WLPHV ZLOO EH   DP WR  DP  7KH QRUPDO GD\V RI ZRUN ZLOO EH 0RQGD\ WKURXJK)ULGD\

5.02.10 Notwithstanding the provisions of Article 5.01, employees may, when necessitated by operations, be scheduled to work hours or days other than those outlined in Article 5.01.

a) The hours of work shall be 8 consecutive hours per day with a 30 minute paid lunch period and the work week shall be five days per week. b) The normal shift starting times shall be 7:00 a.m., 7:30 a.m., 8:00 a.m., 3:00 p.m., 4:00 p.m., 11:00 p.m. and midnight. In cases where starting times other than as specified above are scheduled the steward will be advised of the reasons. Should the Union contend that such reasons are unjustified, they may file a general nature grievance. c) Employees working on a shift work schedule shall rotate shifts weekly where practical.

5.02.20 Employees shall have a 30 minute lunch period commencing not later than 5 hours after their shift starting time. Employees shall have a period of thirty minutes at an appropriate time during working hours for the purpose of eating lunch free from the workplace, in a lunchroom. Employees shall not leave the premises during such time.

A further allowance of thirty minutes shall be granted at an appropriate time for each overtime meal allowance given in accordance with Article 5.10.10.

The first meal break must be provided between the third and the fifth hour in the shift.

5.03.10 Employees shall be scheduled for the week in accordance with their seniority as provided in this Agreement for the work which is available. Schedules for a work week shall be posted not later than Thursday at noon of the preceding week and shall indicate for a period of at least one work week the hours of work, the work days, and the days off for each employee, but no employee shall be assured of any hour or day of work for which the employee is scheduled when work for such period is not available.

5.03.11 If during a work week, a change in the current schedule is necessary, the Company shall reschedule employees unless it is impractical to do so or it is known that the employee or employees concerned will not be off work for a period extending beyond the end of the current work week. Supervision will advise the department steward of any scheduling changes.

5.03.12 In the case of employees assigned under Article 7.05.80(a) the following shall apply.

 a) An employee replacing a shift worker shall assume the schedule and days off of the employee being replaced. When it is known that such vacancy will last three weeks or more, the incumbents working on the same job may, where practical, exercise a preference for days off for such vacancy. b) An employee who replaces another on a job, which is not at any time part of a two or three shift operation, shall take the days off which are available after all employees on such occupation have exercised their preference.

 If a schedule changes an employee's hours of work, regular days off or normal pattern or shift rotation and is posted after the employee has worked their last scheduled shift of the week, the Company shall notify the employee of the schedule change in accordance with Article 12.02 of the Main Agreement on the day such schedule is posted.

In the event of a change to the work schedule within the work week, the supervisor shall notify the employee of such change in accordance with Article 12.02 of the Main Agreement.

 The work day shall be a period of 24 hours beginning at 12:01 a.m. or the shift starting time closest thereto. The work week for the purpose of calculating overtime shall be a period of seven work days beginning at 12:01 a.m. Sunday or the shift starting time closest thereto.

 Employees on the same job may exercise their preference for days off and for a day work schedule on the basis of their Unit List Seniority or Corporate Seniority whichever is applicable. Wherever possible, an employee's two days off shall be consecutive. Employees may indicate their preference prior to December 1. Such election shall become effective on the first full week of the succeeding month. When a change in the incumbents occurs, employees will be allowed to exercise a new preference on April 1 and August 1 in the same manner. Such election shall be effective in the first full week of the succeeding month.

 Employees shall, at their earliest opportunity, notify their supervisors if they are unable to report for work or will be late for work.

 If an employee reports for work on a scheduled shift and as a result of a lack of work or adverse working conditions is sent home before working four hours, the employee shall be entitled to receive a minimum guarantee of four hours pay at the regular hourly rate for the job for which the employee was scheduled unless:

1) the employee was previously notified in accordance with Article 12.02 of the Main Agreement that the employee would not be required, or 2) the lack of work results from an incident which occurred not more than one hour before the employee was scheduled to begin work, or 3) the employee refuses to perform reasonable similar work when requested to do so.

29(57,0(  Employees shall not be required to take time off because of overtime.

 It is recognized by the Company and the Union that there are times when overtime will be necessary, and the parties agree to cooperate in such cases.

75  D 5HDVRQDEOHQRWLFHVKDOOEHJLYHQHPSOR\HHVUHTXLUHGWRZRUNRYHUWLPHDQGZKHQHYHUSRVVLEOH WKHHPSOR\HHVKDOOEHQRWLILHGIRXUKRXUVEHIRUHWKHQRUPDOFRQFOXVLRQRIWKHLU VKLIW E :KHQ RYHUWLPH ZRUN LV UHTXLUHG WKH &RPSDQ\ VKDOO HQGHDYRXU WR PHHW WKH ZLVKHV RI DQ HPSOR\HHZKRGRHVQRWZLVKWRZRUNWKHRYHUWLPH

 Overtime rates of one and one half times their regular rates shall be paid to employees for authorized work performed on the following basis.

For employees who are normally paid 8 hours per day:

1) in excess of 8 continuous hours; or 2) in excess of 8 hours in a 16 hour period; or 3) in excess of 40 hours in a week; or 4) on their days off as designated on their most recent schedule posted under Article 5.03.10 or 5.03.11.

However, overtime rates shall not be paid more than once for the same hours worked.

 If an employee is not scheduled to work on a statutory holiday on which the employee would normally be scheduled to work, that employee shall, for the purposes of Article 5.06.10 be deemed to have worked on such day if the employee has worked on that day in three of the last four weeks.

 a) Whenever practical, overtime work which is less than a scheduled shift shall be first offered to those employees who are doing that work during the shift. b) If overtime shifts are required such shifts shall, as far as practical, be distributed equitably among the employees who perform the work.

5.09 CALL OUT PAY 5.09.10 a) An employee called out to work for other than the hours shown on their most recent schedule will be paid time and one-half for all such unscheduled hours worked. An employee who works less than 2 hours and 40 minutes during such call out and leaves the plant will be paid a minimum of 4 hours pay. However, in the case of a call out not more than two hours before the commencement of their regular shift this clause shall not apply but overtime rates shall be paid for the time worked prior to the commencement of the regular shift. b) Except as provided in (a), when an employee, who regularly works days, is called out and works more than 2 hours before the commencement of their scheduled shift, the employee shall be paid time and one-half for all hours worked.

5.09.20 An employee called out to work a regularly scheduled shift too late to report at the start of such shift, shall be paid for the full shift provided that the employee is called during the first two hours of such shift and reports for work within a reasonable time of being called out. Any entitlement to overtime as a result of such callout will be paid only for hours worked as provided in Article 5.06.10 or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ARTICLE 7

SENIORITY 7.01.10 The parties recognize that promotional opportunity and job security in the event of promotions, decrease of forces and recalls after layoffs should increase in proportion to length of seniority and that in the administration of this Article the intent will be that full consideration shall be given to unit list or group seniority in such cases, whichever is applicable.

7.01.20 In the event that the Unit List dates of employees are identical, the last date of hire with the Company will determine who is senior.

In the event that the last date of hire of employees is identical, the Company will determine who is senior.

7.01.30 "Group Seniority" means an employee's last date of transfer into the group in which the employee is currently employed.

In the event that the Group Seniority dates of employees are identical, Unit List Date or Corporate Seniority Date, whichever is applicable, will determine who is senior.

7.01.40 Group jobs shall consist of jobs designated as group jobs in Appendix "B" attached.

7.01.41 Where a new job is created, the Company and the Union will meet and discuss the placing of the job in Appendix "B". In the event no agreement can be reached, the Company may temporarily establish the position of the job subject to the Union's right to refer the matter to arbitration.

7.01.50 In all cases of promotions, lateral transfer, decrease in force and recall after layoff, the following factors shall be equally considered.

 1) Seniority. 2) Ability to perform the work in a reasonable period of time.

 The Company may promote an employee in preference to another who has applied for the same posted position and who has more seniority but the Union may within twenty-one calendar days of the date of notification request a meeting with the Superintendent – Industrial Relations. Within five calendar days of such request a meeting shall be held with a committee of the Union to consider the facts and circumstances of the case. The Superintendent – Industrial Relations shall give a decision in writing by the end of the fourth calendar day following the discussion. If the answer by the Superintendent – Industrial Relations is unacceptable the matter may be referred to Step 2 of the Grievance Procedure.

 If the introduction of new or additional equipment will result in the transfer of work from employees within the bargaining unit or in the displacement or addition of employees, the Company and Union shall, prior to the effective date of such change, discuss the assignment of employees so displaced, or the selection and training of employees to fill such new or additional jobs as required for the operation of such new or additional equipment.

 When it is the intention of the Company to add qualifications to a job, they shall have prior discussion with the Union.

Incumbents in their group may promote to such jobs according to seniority and ability to perform the job within a reasonable period of time. Such employees will be counselled regularly as to their performance, and where related training is indicated, it will first be discussed between the Supervisor and employee, subject to appeal to the Union President and Superintendent – Industrial Relations.

ESTABLISHMENT 7.02.10 An employee shall become established in a group, as of their last date of transfer into the group, after the employee has worked 80 hours in such group.

7.02.20 An employee shall cease to be established in a group: ƒ if their employment is terminated; ƒ if the employee transfers or promotes out of the bargaining unit, subject to Article 7.12 of the Main Agreement; ƒ if the employee is removed from a job pursuant to Article 7.05.70; ƒ if the employee has become established in another group; ƒ or if the employee revokes their group seniority either by refusing a reassignment to a job in their group or by notifying the Company in writing that the employee elects not to return to the group in which the employee is established.

LOSS OF SENIORITY 7.03.10 See Article 7.03.10 of the Main Agreement except as follows:

A. the employee has been laid off and does not return to work within one month after written registered mail notice is sent to their last address appearing on the Company records,

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a) The Company will maintain a Temporary Employment List showing the name and bargaining unit date of employees who are not working on permanent jobs due to insufficient seniority and/or qualifications. This list will be provided to the Union upon request. b) Notwithstanding Article 7.10, employees on the Temporary Employment List shall not, for a period of thirty calendar days, have the right to displace other employees on the Temporary Employment List. Further, the Company shall make every effort to place such employees as soon as possible, however, the Company will not be required to displace a junior employee on the Temporary Employment List if the amount of time remaining on the temporary vacancy is so short as to make the displacement of the junior employee impractical. In the event of any such case the Company will discuss the circumstances with the Union. c) Employees shown on the Temporary Employment List shall have the opportunity to apply for posted vacancies in accordance with Articles 7.01.50 and 7.05.20. Notwithstanding Article 7.05.50, established employees on the Temporary Employment List who are not at work during the period of a job posting will be notified of the posted job vacancy in accordance with Article 12.02 of the Main Agreement prior to the selection of a junior employee. Any applications to be considered as a result of such notification must be submitted to the Personnel Services Office no later than 5:00 p.m. of the next Personnel Services Office work day. Any employee selected under this notification procedure must be available for assignment to the posted vacancy within seven calendar days of being notified of their acceptance. d) An employee selected to fill a permanent vacancy will then be considered an incumbent on the job and their name will be removed from the Temporary Employment List. e) Employees on the Temporary Employment List will not have the right to displace an established incumbent.

&RUUHFWLRQ2I(UURUV  Errors or omissions in a list posted in accordance with Article 7.04.10 shall be corrected on application of the Union, or the employees concerned, provided:

1) such error or omission relates to the period subsequent to the date of the previous list and, 2) the error or omission is brought to the attention of the Personnel Services Office within 15 days of the employee's first reasonable opportunity to see the list.

  If no written protest is received by the Union concerning a seniority list posted in accordance with Article 7.04.10 within 15 days of the day it was posted it shall become final, subject to revisions with respect to any employee who has been absent because of sickness, accident, leave of absence, vacation, or layoff within 15 days of the return to work of that employee. The Union shall, within 15 days, notify the Company of any protests received which it considers legitimate.

 If a written protest is received and forwarded to the Company within the time limits set out in Article 7.04.40, the protest shall be resolved by the Company, the Union, and the employees concerned within thirty days. If the list is revised as a result of the protest, the revised list will again be subject to the procedure set out in Article 7.04.40 but only protests relative to the revisions will be processed and the period of posting after which the list becomes final shall be seven days.

 Each Group Seniority list shall be signed by the Chairmen of the Joint Company/Union Seniority Committee within fifteen days of the day it became final. Two copies of each list will be sent to the Union.

 If any protest which is received by the Company, under Article 7.04.41 cannot be resolved, the list shall become final unless the Union within fourteen days of the Company's decision refers the grievance to Step 2 of the Grievance Procedure, and the previous signed list shall remain in effect until the grievance is resolved and the new list signed in accordance with Article 7.04.42.

 Notwithstanding anything contained herein, once a seniority list has been signed in accordance with Article 7.04.42, the only protest which will be considered against the next posted list shall be protests relative to deletions, and additions, occurring since the date of the previous list.

JOB VACANCIES 7.05.10 "Job vacancies" refers to vacancies on existing job opportunities in the former Local 4509 bargaining unit.

POOL JOB VACANCIES 7.05.20 When a vacancy occurs on a clerical pool job, it will be posted for Former 4509 bargaining unit employees only. The job will be filled by the most senior applicant in Unit List Seniority from the former 4509 Local.

If no one from the former 4509 bargaining unit applies, the clerical pool job will be then filled by the most senior qualified person, by corporate seniority, by assignment (job opportunity) only. The person assigned by corporate seniority will not become established on this clerical pool job.

GROUP JOB VACANCIES 7.05.30 1) For the purpose of this Article the seniority referred to is Group Seniority. 2) When a vacancy occurs on the lowest job class in a group that is not filled under the provisions of Article 7.07 of the Main Agreement at the same time that employees holding Group Seniority in that Group are not assigned to jobs within the Group, the job vacancy will not again be posted provided an available employee can be assigned to the vacancy in accordance with Article 7.01.50.

 3) If the vacancy is not filled by employees within the Group, the vacancy shall again be subject to posting, but shall be posted in accordance with the procedure as set out in Article 7.07 of the Main Agreement.

 All applicants shall be notified promptly, in writing and in any event within fifteen calendar days from the closing date of a job posting of acceptance or rejection of their application for job vacancies as defined in Article 7.07 of the Main Agreement and Articles 7.05.20 and 7.05.30.

Successful applicants will be assigned to positions for which they have been accepted as quickly as possible and shall be required to take the hours of work and days off of the employee being succeeded. Such hours of work and days off shall continue until they are changed through the provisions of Article 5.02.10(c) and 5.03.40.

A successful applicant will be considered the incumbent from the closing date of the job posting.

 Notwithstanding Article 7.05.40, the Company will have the right to temporarily fill a vacancy while such vacancy is posted and applications are being considered.

 The successful applicant on a posting will be deemed to be the incumbent on the job posted once the employee has been accepted. It is intended that the employee will report as assigned, however, if for legitimate reasons the employee is unable to report, or is determined not to be qualified during their trial period, the employee shall be assigned to another position and be paid at the rate for the job to which their seniority entitles the employee until such time as an appropriate assignment can be made.

 An employee who is off work due to illness, vacation, or leave of absence pursuant to Article 8.05 of the Main Agreement at the time a job is posted shall have the right to apply for such posted job within three days of their return to work, but not more than thirty calendar days from the date on which the job opening was posted.

 A copy of each job posting, a list of the applicants showing their relative seniority and a copy of the notification of the acceptance of application to the selected employee shall be forwarded to the Union.

 An employee who applies for and is placed on a job in accordance with Articles 7.07 of the Main Agreement and 7.05.30 shall be given a reasonable trial period to demonstrate their ability to perform the work satisfactorily.

 a) In case of temporary vacancies and involving temporary reassignment of employees the Company shall, consistent with the efficiency of the operations, fill such vacancy by assigning thereto the employee whose seniority and ability to perform the work entitle the employee to the next consideration for promotion to such job. No employee shall gain additional preference to promotion to a job through experience gained while temporarily assigned to the job. b) When an employee is trained as a replacement for other bargaining unit jobs, it shall be that employee's obligation to fill any temporary vacancies for which the employee has been trained. c) Notwithstanding Article 7.05.80(a), replacements required for temporary vacancies may be obtained through the job posting procedure.

81  Notwithstanding Articles 7.05.20 and 7.05.30, when a vacancy occurs on a job in which there is no incumbent, and it becomes known that an employee is or will be displaced, and that employee is entitled to the same job class as the vacancy, that employee will be assigned to the vacancy as soon as possible without the job being posted.

LATERAL TRANSFERS 7.06.10 1) A lateral transfer is a move from one job to another of equal or lower job class. 2) In filling a vacancy on a job within a Group, only one lateral transfer will be permitted in the series of postings required to fill such vacancy. In filling the vacancies on the entry job to the Group as referred to in Article 7.05.30(3) or in the pool, one additional lateral transfer will be permitted. 3) In the event a new job in the Group is created and posted in accordance with Article 7.05.30 and 7.07 of the Main Agreement, an employee accepted on such vacancy through the use of a lateral transfer will not be considered to have used either of the lateral transfers provided in Article 7.06.10(3).

7.06.20 When one or more jobs that previously existed outside the bargaining unit are placed within the bargaining unit and the incumbent employees of the Company enter the bargaining unit with such jobs the incumbent employees shall hold on that job such seniority as they had with Algoma Steel Corporation, Limited, or Algoma Steel Inc. and their seniority on all other jobs in the bargaining unit shall be as of the date they entered the bargaining unit. Their continuous service shall be their total service with the Company.

When a number of employees are to be placed into the bargaining unit with a number of jobs, the seniority of these employees that come into the bargaining unit on the same date with their jobs, relative to each other, and to the jobs they enter with, shall be determined by the Company and the Union prior to the time the employees are placed into the bargaining unit. Their seniority on all other jobs in the bargaining unit shall be as of the date they enter the bargaining unit and their continuous service shall be their total service with the Company.

7.06.30 For the purposes of lateral transfers the seniority referred to in Article 7.01.50 is: 1) Unit List Seniority for employees applying for a Job Class 3 or 4 pool job or the entry job to the Group referred to in Article 7.05.30(3). 2) Group Seniority for employees applying for Group jobs.

LAYOFF, REDUCTION AND RECALL 7.10 The purpose of the following procedure is to displace junior employees to create job vacancies for senior employees displaced from their jobs as a result of a reduction in force.

7.10.11 In this Article layoff means layoff from the plant.

7.10.12 Should the necessity for a reduction in permanent jobs in the workforce arise, the Company will give the Union as much advance notice of such reduction as is practical, with a list of employees who will be reassigned, demoted or laid off, and the Company agrees to meet with the Union upon request to discuss the employees to be affected.

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 An employee assigned in accordance with Article 7.10.20 will be paid the standard hourly rate of the job to which the employee would have been assigned in accordance with Article 7.10.30 had the reduction in force been for a period in excess of one hundred and twenty days.

 In any reduction in force which is known will last more than one hundred and twenty days, employees will be reassigned in accordance with the following rules provided the employee has the ability to perform the job to which the employee is assigned in a reasonable period of time:

1) within the Group affected by displacing the most junior employee on the job class to which the employee is entitled by Unit List Seniority or Corporate Seniority whichever is applicable, 2) on jobs not in any group in accordance with the employee's Unit List Seniority or Corporate Seniority whichever is applicable provided that the employee regressing to the pool will displace the most junior employee on a job class 4. The employee so displaced, or the employee regressing if the employee lacks the necessary qualifications, will in turn displace the most junior employee in the pool. Where the employee displaced is on a job lower than job class 4, the employee will only be permitted to displace the most junior employee in the pool.

 In any reassignment which may result from the application of Article 7.10.30(1), consideration shall be given to assigning the displaced employee to a job of the same comparable job class, failing that, to a job in a job class as close as possible to the employee's former job class.

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 Notwithstanding Articles 7.05 and 7.10.31, in any recall from a reduction in force which occurs within one year of the last date the incumbent worked on the job, the incumbent shall be reassigned to that job the employee formerly held, if the employee so desires provided no senior displaced employee is entitled to assignment to the job class of such job in accordance with Article 7.10.31.

ARTICLE 7.12 – REVERSION RIGHTS – REFER TO MAIN AGREEMENT TRANSFERS OUT OF BARGAINING UNIT 7.12.10 1) An employee promoted to the rank of foreman or supervisor over employees within the bargaining unit and later removed from such position but still in the employ of the Company shall be reassigned to the job from which the employee was promoted. On reassignment, their Group and Bargaining Unit Seniority and their continuous service shall be the same as when the employee was promoted, except for employees promoted prior to May 1, 1992 in whose case their continuous service shall not include their service in the position to which the employee was promoted. 2) An employee within the bargaining unit may be granted a transfer to a job outside the bargaining unit other than as specified in Article 7.12.10(1) for a period of six months without loss of seniority rights in the bargaining unit. Such period may be extended by agreement between the Company and the Union.

For those employees permanently promoted to a position outside of this bargaining unit subsequent to November 30, 1996 Article 7.12.12 of the Main Agreement shall apply.

ARTICLE 10

10.01 A pregnant employee who may be concerned with the possible health effects of working on a video display terminal, may seek a reassignment of duties by discussing her concerns with her supervisor.

10.02 All employees listed on this Unit List posted February 1 each year in accordance with Article 7.05.10 of the Main Agreement shall have a boot allowance of $100 established.

a) The $100 credit will be paid in May each year to any employee listed who worked at any time in the previous calendar year. b) The $100 will not be included in the employee’s earnings for the purpose of calculating vacation earnings.

 ARTICLE 12 - NOTICE

12.04.10 Failing notification under Article 12.02 of the Main Agreement, employees being recalled from layoff will be entitled to notification of recall by registered mail at their last known address in the Company records.

ARTICLE 14

VACATION SERVICE YEARS – REFER TO MAIN AGREEMENT 14.02.20 An employee on vacation for the whole of the week in which a statutory holiday(s) falls may take the vacation day(s) on which the statutory holiday(s) falls at another time convenient to the employee and their supervisor. The employee must make it known to their supervisor prior to going on vacation that the employee wishes this arrangement and shall if possible designate when the employee will take the day(s) off.

SCHEDULING VACATIONS 14.05 a) Between December 1st and 31st of each year, the Supervisor will begin calling upon employees in order of their Unit List Seniority and Corporate Seniority whichever is applicable to indicate their preference of vacation time. Employees who do not indicate their preference of vacation time when called upon to do so shall have their vacation scheduled by the Company. In drawing up vacation schedules it is recognized that work requirements and the efficient use of replacements must be given full consideration. This may result in the Company having to reschedule vacations to weeks other than those previously selected. Subject to this the Company shall endeavour to meet the wishes of the employee, who shall be entitled to schedule two weeks of their regular vacation in the months of June through August. In cases where vacation periods conflict preference will be given to employees in order of their bargaining unit seniority. The vacation schedule showing when an employee will take vacation will be posted no later than February 1st of each year. If unforeseen circumstances arise necessitating changes in the vacation schedule in any department, the steward shall be notified and a meeting held if the Union so requests to explain the situation. b) Wherever practical, vacations may be scheduled from day off to day off. c) When called upon to schedule their vacation employees shall either: 1) Schedule all vacation to which they are entitled, with not more than two weeks in the months of June through August; 2) Schedule only two weeks of vacation on the first opportunity and schedule the remainder of vacation on the second opportunity provided that not more than four weeks in total are scheduled in the months of June through August; 3) Schedule only two weeks on the first opportunity, two more weeks on the second opportunity, and schedule the remainder after all other employees have had the opportunity to schedule; 4) Employees with 5 or more weeks of vacation shall schedule 4 weeks of vacation with not more than two weeks in the months of June through August on the first opportunity and then schedule the remainder of vacation after all other employees have had the opportunity to schedule all of their vacation weeks. Following this, any weeks not selected by the employee will be scheduled by the Supervisor in accordance with Article 14.05(a).  5) For the purpose of this Article, the months of "June through August" shall, for the period of this Collective Agreement be as follows:  – 0D\– 6HSWHPEHU ,QFOXVLYH   – 0D\– August 31 (Inclusive) 2020 – May 31 through September 5 (Inclusive) 2021 – May 30 through September 4 (Inclusive) 2022 – May 29 through September 3 (Inclusive)

d) 1) Any employee selected and accepting a promotion, demotion, or a transfer before December 1 in any year will schedule their next year's vacation within the new job area in accordance with Article 14.05(a). 2) On or after December 1, in any year, any employee selected and accepting a promotion, demotion or transfer, will continue to schedule their vacation on the job from which the employee is moving. When the actual move takes place, the employee's outstanding scheduled vacation weeks will be forfeited and rescheduled to a time(s) consistent with vacancies on the vacation schedule in the area to which the employee is moving.

In (1) or (2) above, both the selection and acceptance must be completed either before or after December 1.

In those cases where an employee moves at other than their own request, every effort will be made to provide the employee their vacation as originally scheduled.

ARTICLE 15

WAGES 15.01 The "Manual for Job Description, Classification and Wage Administration of Clerical and Technical Jobs" dated August 1, 1956 - revised 1980 (hereinafter referred to as the "Clerical Manual") used for the evaluation of office and clerical workers as specified in the certification of the Ontario Labour Relations Board dated January 28, 1952, is incorporated into this Addendum as Appendix "A" and its provisions shall apply as if set forth in full herein.

15.02 Each employee's job shall be described and classified and a rate of pay applied to such employee in accordance with the provisions of this Agreement.

Standard Hourly Wage Scale 15.03 The Standard Hourly Wage Scales from August 1, 2018 to July 31, 2020 which formerly paid a “B” bonus shall be as follows:

86 HOURLY WAGE SCALE (H46)

Formerly H45 - B bonus

Job Class Rate

                                   

 The Standard Hourly Wage Scales from August 1, 2018 to July 31, 2020 which formerly paid a “C” bonus shall be as follows:

HOURLY WAGE SCALE (H47)

Formerly H45 - C bonus

Job Class Rate

0 28.36 1 28.95 2 29.51 3 30.08 4 30.83 5 31.47 6 32.76 7 33.41 8 34.06 9 34.71 10 35.37 11 36.03 12 36.69 13 37.32 14 37.99 15 38.64 16 39.28 17 39.93

88 The Standard Hourly Wage Scales from August 1, 2020 to July 31, 2021 which formerly paid a “B” bonus shall be as follows:

HOURLY WAGE SCALE (H46)

Formerly H45 - B bonus

Job Class Rate

0 28.64

1 29.24

2 29.81

3 30.38

4 31.60

5 32.34

6 33.87

7 34.62

8 35.38

9 36.13

10 36.89

11 37.64

12 38.41

13 39.17

14 39.91

15 40.68

16 41.43

17 42.19

89 The Standard Hourly Wage Scales from August 1, 2020 to July 31, 2021 which formerly paid a “C” bonus shall be as follows:

HOURLY WAGE SCALE (H47)

Formerly H45 - C bonus

Job Class Rate

0 28.64

1 29.24

2 29.81

3 30.38

4 31.14

5 31.78

6 33.09

7 33.74

8 34.40

9 35.06

10 35.72

11 36.39

12 37.06

13 37.69

14 38.37

15 39.03

16 39.67

17 40.33

90 The Standard Hourly Wage Scales from August 1, 2021 to July 31, 2022 which formerly paid a “B” bonus shall EHDVIROORZV

HOURLY WAGE SCALE (H46)

Formerly H45 - B bonus

Job Class Rate

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 The Standard Hourly Wage Scales from August 1, 2021 to July 31, 2022 which formerly paid a “C” bonus shall be as follows:

HOURLY WAGE SCALE (H47)

Formerly H45 - C bonus

Job Class Rate

0 29.07

1 29.68

2 30.26

3 30.84

4 31.61

5 32.26

6 33.59

7 34.25

8 34.92

9 35.59

10 36.26

11 36.94

12 37.62

13 38.26

14 38.95

15 39.62

16 40.27

17 40.93

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 The schedule of progressional rates defined in Article 15.05 applies to each job in the respective job classes for periods of time as follows:

a) Job Classes 0 to 3 inclusive: one period of 480 hours at an intermediate rate. b) Job Classes 4 to 7 inclusive: two periods of 600 hours: 1) the first at a starting rate; and 2) the second at an intermediate rate. c) Job Class 8 and higher: two periods of 960 hours: 1) the first at a starting rate; and 2) the second at an intermediate rate.

 Effective August 1, 2018 and continuing until July 31, 2020 the schedule of progressional rates for hourly wage scale (H46) shall be as follows:

HOURLY WAGE SCALE (H46)

Job Class Starting Intermediate Standard

0 27.77 28.36

1 28.36 28.95

2 28.95 29.51

3 29.51 30.08

4 29.51 30.08 31.29

5 30.08 31.29 32.02

6 31.29 32.02 33.53

7 32.02 33.53 34.28

8 33.53 34.28 35.03

    

   

   

   

   

   

   

   

   

Effective August 1, 2018 and continuing until July 31, 2020 the schedule of progressional rates for hourly wage scale (H47) shall be as follows:

HOURLY WAGE SCALE (H47)

Job Class Starting Intermediate Standard

0 27.77 28.36

1 28.36 28.95

2 28.95 29.51

3 29.51 30.08

4 29.51 30.08 30.83

5 30.08 30.83 31.47

6 30.83 31.47 32.76

7 31.47 32.76 33.41

8 32.76 33.41 34.06

9 33.41 34.06 34.71

    

   

   

   

   

   

   

   

Effective August 1, 2020 and continuing until July 31, 2021 the schedule of progressional rates for hourly wage scale (H46) shall be as follows:

HOURLY WAGE SCALE (H46)

Job Class Starting Intermediate Standard

0 28.05 28.64

1 28.64 29.24

2 29.24 29.81

3 29.81 30.38

4 29.81 30.38 31.60

5 30.38 31.60 32.34

6 31.60 32.34 33.87

7 32.34 33.87 34.62

8 33.87 34.62 35.38

9 34.62 35.38 36.13

10 35.38 36.13 36.89

    

   

   

   

   

   

   

Effective August 1, 2020 and continuing until July 31, 2021 the schedule of progressional rates for hourly wage scale (H47) shall be as follows:

+2URLY WAGE SCALE (H47)

Job Class Starting Intermediate Standard

0 28.05 28.64

1 28.64 29.24

2 29.24 29.81

3 29.81 30.38

4 29.81 30.38 31.14

5 30.38 31.14 31.78

6 31.14 31.78 33.09

7 31.78 33.09 33.74

8 33.09 33.74 34.40

9 33.74 34.40 35.06

10 34.40 35.06 35.72

11 35.06 35.72 36.39

12 35.72 36.39 37.06

    

   

   

   

   

Effective August 1, 2021 and continuing until July 31, 2022 the schedule of progressional rates for hourly wage scale (H46) shall be as follows:

HOURLY WAGE SCALE (H46)

Job Class Starting Intermediate Standard

0 28.47 29.07

1 29.07 29.68

2 29.68 30.25

3 30.25 30.84

4 30.25 30.84 32.08

5 30.84 32.08 32.83

6 32.08 32.83 34.37

7 32.83 34.37 35.14

8 34.37 35.14 35.91

9 35.14 35.91 36.67

10 35.91 36.67 37.44

11 36.67 37.44 38.21

12 37.44 38.21 38.99

13 38.21 38.99 39.76

    

   

   

   

Effective August 1, 2021 and continuing until July 31, 2022 the schedule of progressional rates for hourly wage scale (H47) shall be as follows:

HOURLY WAGE SCALE (H47)

Job Class Starting Intermediate Standard

0 28.47 29.07

1 29.07 29.68

2 29.68 30.25

3 30.25 30.84

4 30.25 30.84 31.61

5 30.84 31.61 32.26

6 31.61 32.26 33.58

7 32.26 33.58 34.25

8 33.58 34.25 34.92

9 34.25 34.92 35.58

10 34.92 35.58 36.26

11 35.58 36.26 36.94

12 36.26 36.94 37.61

13 36.94 37.61 38.26

14 37.61 38.26 38.95

15 38.26 38.95 39.61

    

   

 The established starting, intermediate or standard hourly rate shall apply to each employee during such time as the employee is assigned to the respective rate classification in accordance with the provisions of this Agreement.

 Each employee on a job shall be assigned to the applicable starting, intermediate or standard rate for the job on the basis of work on the job with the progressions from one applicable rate to the next higher applicable rate to be at intervals of work as specified in Article 15.06 provided, however, that paid absences from work other than as provided under Short and Long Term Disability Earnings Continuance Letter of Agreement shall be considered as time worked.

 a) Except as provided in Article 15.10(b) an employee promoted from one job to another job in a higher job class shall be assigned to that starting, intermediate, or standard rate of the job to which promoted which is next higher than the rate from which promoted and thereafter the respective arrangement regarding progression to the next higher applicable rate or rates, if any, of the job to which promoted shall apply. b) Except as provided in Article 15.13, an employee who is promoted to a higher job shall not receive the indicated rate until such time as their plant service equals the training period required under Articles 15.06 and 15.07 for that rate.

 An employee transferred from one job to another job of equal job class shall be assigned to the starting, intermediate or standard rate of the job to which transferred that is in the same job class as the rate from which transferred and:

a) if training for the job to which transferred was provided by work on the job from which transferred, the respective arrangement regarding progression to the next applicable higher rate or rates, if any, of the job to which transferred shall apply with the employee receiving credit for hours of work on the job at the job class rate from which transferred; or b) if training for the job to which transferred was not provided by the job from which transferred, the respective arrangement regarding progression to the next higher applicable rate or rates, if any, of the job to which transferred shall apply.

 An employee demoted from one job to another job in a lower job class shall be assigned to the standard rate of the job to which demoted if such standard rate is equal to or less than the rate from which demoted, and otherwise to the intermediate or starting rate which is equal to or next lower than the rate from which demoted, and thereafter the respective arrangement regarding progression to the next higher applicable rate or rates, if any, of the job to which demoted shall apply, provided however, that an employee returned to a job from which demoted shall be reassigned to the rate classification and time progression status that was in effect for such employee at the time of demotion, except that such reassignment shall be to an applicable rate of the job not lower than the rate attained during the demotion, and thereafter the respective arrangement regarding progression to the next higher applicable rate or rates, if any, shall apply.

  2QMREVUHTXLULQJSURJUHVVLRQDOSHULRGVLQH[FHVVRIKRXUVRIZRUNRQWKHMREWKHPLQLPXPUDWHVKDOO QRWQHFHVVDULO\EHWKHKLULQJUDWHDQGGXHUHJDUGVKDOOEHJLYHQLQVXFKFDVHVWRWKHHPSOR\HH VGHPRQVWUDWHG DELOLW\ RQ WKH MRE LQ PDNLQJ ILQDO DVVLJQPHQW WR DQ DSSOLFDEOH VWDUWLQJ LQWHUPHGLDWH RU VWDQGDUG UDWH FODVVLILFDWLRQ

 A rate adjustment resulting from the completion by an employee of any applicable progressional period shall be made effective by the Company as of the beginning of the pay period closest to the date upon which such employee completed such period. As of the date such rate adjustment is made the employee, if below the standard rate classification, shall be considered to have begun to accumulate the necessary time towards completion of the next higher progressional period, if any.

 Effective on the dates specified in Article 15.03 all employees shall have their rates of pay adjusted as follows.

a) If the employee is not receiving an "out-of-line differential" prior to the dates specified in Article 15.03, the rate of pay of such employee shall be adjusted to conform to the applicable starting, intermediate or standard hourly rate for that employee's job as provided in Article 15.07. b) If the employee is receiving an "out-of-line differential" prior to the date specified in Article 15.03, the rate of pay of such employee shall be increased by the amount by which the standard hourly rate for Job Class 0 has been increased as provided in Article 15.03 and the following shall govern. 1) If the employee's new rate resulting from such increase is greater than the applicable starting, intermediate or standard hourly rate for the job as provided in Article 15.07, the amount by which such employee's new rate is greater than the rate provided in Article 15.07 shall become such employee's new out-of-line differential (which shall replace the former out-of-line differential) and shall apply in accordance with the provisions of this Agreement. 2) If the employee's new rate resulting from such increase is equal to or less than the applicable starting, intermediate or standard hourly rate for the job as provided in Article 15.07 the rate of pay of such employee shall be adjusted to conform to the applicable starting, intermediate or standard hourly rate for the job as provided in Article 15.07, and the former out-of-line differential shall be terminated.

 An employee temporarily transferred to a job in a higher job class or to several interrelated jobs of the same higher job class in the same office shall receive the rate for that job class in accordance with the provisions of Article 15.10. At the end of the temporary assignment such employee shall revert to the applicable rate on the regular job. Hours worked on a temporary assignment will be credited towards progression on such employee's regular job.

OUT-OF-LINE DIFFERENTIALS 15.17 The term incumbent as used in this Agreement shall mean an employee regularly assigned to a job on the date on which this Agreement is signed.

15.18 The Company shall furnish to the Union a list of all incumbents who are to be paid out-of-line differentials in accordance with the terms of this Agreement and such list shall contain the following:

a) name of employee to whom out-of-line differential is being paid,

 E MREWLWOHRIMRERQZKLFKRXWRIOLQHGLIIHUHQWLDOLVEHLQJSDLG F MREFODVVLILFDWLRQRIVXFKMRE G VWDQGDUGKRXUO\UDWHRIVXFKMRE H DSSOLFDEOHUDWHOHYHODWZKLFKRXWRIOLQHGLIIHUHQWLDODSSOLHV I DPRXQWRIRXWRIOLQHGLIIHUHQWLDODQG J GDWHVXFKRXWRIOLQHGLIIHUHQWLDOEHFDPHHIIHFWLYH

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 Except as such out-of-line differential may be changed by the means hereinafter provided, any employee included in the list referred to in Article 15.18 shall continue to be paid such out-of-line differential during such time as the employee is assigned to the applicable starting, intermediate or standard hourly rate level of the job for which the out-of-line differential was established.

 If an employee with an out-of-line differential is promoted to a job of higher job class a new out-of-line differential shall be established if the employee is assigned to an applicable rate level which is less than the employee's current rate.

 If an employee with an out-of-line differential is demoted to a job of lower job class then the out-of-line differential shall be terminated.

 If an employee with an out-of-line differential is transferred, at the request of management, to another job in the same job class there shall be no change in such employee's out-of-line differential except as provided in Article 15.24.

 If such employee referred to in Articles 15.20 and 15.21 is returned to the job for which the out-of-line differential was established, the out-of-line differential shall be reinstated except as it may have been reduced or eliminated by the provisions of Articles 15.24 and 15.25.

 The progression from a starting or intermediate rate to a higher rate classification on a given job shall operate to reduce the out-of-line differential by the amount of the progressional increase or to eliminate the out-of-line differential if such is less than the amount of the progressional increase.

 In addition to the other means provided in this Agreement increases in the increment between job classes shall be used to reduce or eliminate out-of-line differentials.

GENERAL

15.28 Employees shall be paid by bank deposit, every second Wednesday.

15.29 Any mathematical or clerical errors made in the preparation, establishment or application of job descriptions, job classifications or applicable hourly rates shall be corrected to conform to the provisions of this Agreement.

15.30 Except as otherwise provided, no basis shall exist for an employee covered by this Agreement to allege that a wage rate inequity exists and no grievance on behalf of an employee alleging a wage rate inequity shall be filed or processed during the term of this Agreement.   A list of job titles and job classes of jobs performed by employees in the bargaining unit is incorporated into this Addendum as Appendix "B".

Nothing in this Agreement or Job Classification program shall change the existing co-operation between the workers covered by this Agreement.

 APPENDIX “B” LIST OF JOBS COVERED BY THIS ADDENDUM

3ODQW&RGH -RE 3RV1R -RE7LWOH &ODVV

SENIORITY GROUP 1 PRODUCT CONTROL Order Control 3ODQQLQJ

Product Control Assistant C-333 6 24-405

(Corporate Order Acceptance) Modification Clerk C-335 Rev. 6 24-464 Product Control Assistant C-333 6 24-452

Production Control (Primary Scheduling) Steel Provider C-563 13 24-420 Scheduler (Prim. Mills & C.C.) C-513 13 24-782 Scheduler Shipper C-602 13 24-830 Product Control Assistant C-333 13 24-838 Sr. Production Clerk C-080 13 24-831 Product Control Assistant C-333 13 24-833

(Plate & Wide Strip Fin. Sched.)

Scheduler Shipper C-602 13 24-755 Stock Expediter C-389 8 24-750 Scheduler (Shipping) C-390 Rev. 13 24-744 Order Expediter C-570 7 24-746 Product Control Assistant C-333 6 24-756

(Plate & Strip Primary Sched.) Expediter C-561 13 24-789 Steel Provider C-563 13 24-421 Scheduler Shipper C-602 13 24-784 Scheduler (106"/166" Mill) C-517 8 24-786 Product Control Assistant C-333 6 24-785

(Cold Rolled Strip Scheduling) Expediter C-551 Rev. 13 24-682 Shipper C-556 9 24-693 Scheduler-Shipper (U.P.) C-384 13 24-647  6FKHGXOHU6KLSSHU &   6FKHGXOHU &   6WRFN([SHGLWHU &   2UGHU([SHGLWHU &   Product Control Assistant C-333 6 24-683

6KLSSLQJ&RQWURO (Shipping Services) Scheduler Shipper C-602 11 24-760 Shipper C-512 11 24-753 Shipper C-556 11 24-693 Shipment Expediter C-348 Rev. 11 24-513 Product Control Assistant C-333 11 24-761

(Manifest Services) Manifesting Weighman C-135 11 24-512 Product Control Assistant C-333 6 24-555

6(1,25,7<*5283 &20387(56(59,&(6 Computer Operator (Multi-Programming) C-059 12 27-122 Librarian C-052 Rev. 6 27-123

6(1,25,7<*5283 OPERATIONS ACCOUNTING (Cost Accounting) Product Cost Clerk C-002 Rev. 8 23-032

(Invoice Payments) Payment Clerk C-015 5 23-043

(General Accounting) Ledger Clerk C-003 Rev. 6 23-058 Inventory Ledger Clerk C-004 Rev. 6 23-060 Typist-Clerk (Job not filled) C-038 4 23-067

(Hourly Payroll) Sr. Payroll Clerk C-9069 Rev. 8 * 23-120 General Payroll Clerk C-9060 Rev. 6 23-114 Jr. Payroll Clerk C-9062 4 23-106

(Invoice Approval) Invoice Clerk C-010 Rev. 8 23-048

 6(1,25,7<*5283 DEPARTMENT CLERICAL &RNHPDNLQJ 6U3URGXFWLRQ&OHUN & 5HY  

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'63& 'HSDUWPHQW&OHUN &  

6WDWLRQHU\ &OHUN– ,QYHQWRU\ & 5HY   3ULQW0DFKLQH2SHU &  

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 0DLQWHQDQFH&OHUN 6KRSV &  

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&RUSRUDWH7D[HV 6U&OHUN– &XVWRPV 6DOHV7D[ & 5HY   &OHUN &  

0DLQWHQDQFH&OHUN 6FKHGXOLQJ 0WFH&OHUN– Auto Repair C-293 6 30-047 Mtce. Clerk – Shops C-293 6 31-026 Mtce. Clerk-Field Forces Mtce.) C-293 6 38-116 Mtce. Clerk – Bricklayers C-293 6 42-174 Mtce. Clerk – Cokemaking C-293 6 36-243 Mtce. Clerk – Ironmaking C-293 6 36-322 Mtce. Clerk - #2 BOSP C-293 6 36-387 Mtce. Clerk - Plate & Strip C-293 6 36-592 Mtce. Clerk - Cold Rolled Strip C-293 6 36-745 Mtce. Clerk – Mobile Mtce Electrical C-293 6 36-813 Mtce. Clerk – Power & Services C-293 6 35-176 Mtce. Clerk – Elect.Repair Shop C-293 6 35-217

6(1,25,7<*5283 4UALITY CONTROL

(Inspection) Clerk - Physical Test C-319 Rev. 9 28-446

(Customer Claims) Clerk - Physical Test C-319 Rev. 9 28-446

(Metallographic Lab) Clerk (Physical Test Lab) C-303 4 28-143

POOL JOBS Cold Rolled Strip Clerk C-230 4 77-025 Finishing Clerk C-231 Rev. 4 77-297

Utilities Clerk (Fuel) C-215 4 32-041

Engineering  7\SLVW&OHUN & 5HY   :KLWH3ULQW0DFKLQH2SHUDWRU &  

(OHFWULFDO0DLQWHQDQFH &OHUN &  (VW 

0DLQWHQDQFH &OHUN &  (VW  7\SLVW&OHUN &  

0DLQWHQDQFH&OHUN 0WFH&OHUN Auto Repair C-294 4 30-046

Electrical Mtce. Clerk – Power & Serv. C-294 4 35-168 Mtce. Clerk – Elect.Repair Shop C-294 4 35-204

Mechanical Mtce. Clerk – Cokemaking C-294 4 36-242 Mtce. Clerk – Ironmaking C-294 4 36-344 Mtce. Clerk - #2 BOSP C-294 4 36-388 Mtce. Clerk - Plate & Strip C-294 4 36-591 Mtce. Clerk - Cold Rolled Strip C-294 4 36-744 Mtce. Clerk – Mobile Mtce C-294 4 36-812

Field Forces Maintenance Clerk C-294 4 38-115 Mtce Clerk - Crane Repairs C-294 4 38-764 Maintenance Clerk C-294 4 38-448

Medical Stenographer-Receptionist C-236 4 * 21-312

Operations Accounting Extension Checker C-476 Rev. 4 23-047

Plate and Strip Prod. & Ship. Clerk C-462 4 64-040 Clerk C-461 4 66-023

Purchasing Order Entry Clerk C-475 Rev. 4 22-849

Quality Control Q.C. Clerk – Customer Services C-254 4 28-094 Data Entry Clerk C-334 4 28-035  6WDWLRQHU\ 0DLOSHUVRQ &   7\SLVW&OHUN &RUS5HFRUGV & 5HY  

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 ADDENDUM B - BRICK LAYERS

ARTICLE 5

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

5.01 :KHUHSUDFWLFDEOHEULFNOD\HUV SODVWLFV ZRUNZLOOEHDVVLJQHGWRWKHMXQLRUHPSOR\HHRQWKHVKLIWDWWKH WLPHVXFKZRUNDULVHV,QWKHHYHQWVXFKZRUNLVUHTXLUHGIRUDIXOOZHHNWKHPRVWMXQLRUHPSOR\HHVRQUROOZLOO EHVFKHGXOHGIRUVXFKZRUN

5.05.10 Whenever practical, laid off employees will be recalled in accordance with Article 7.11.10, before extra shifts are worked.

5.05.40 Employees on hot jobs who are relieved on the job and marked “last off” on the crew sheet shall receive a special allowance equal to one-half hour at the rate of time and one-half for ten minutes overtime worked plus twenty minutes cool–off period. Cards shall not be punched out prior to twenty minutes past the hour.

 ADDENDUM C - WELDED BEAM

ARTICLE 5

5.01.10 (PSOR\HHVVKDOOKDYHWKHODVWPLQXWHVSULRUWRWKHHQGRIWKHVKLIWWRZDVKXS

5.06.10 2YHUWLPHUDWHVVKDOOEHSDLGWRDQHPSOR\HHIRUKRXUVZRUNHG

 LQH[FHVVRIKRXUVRU  LQH[FHVVRIKRXUVLQDKRXUSHULRGRU  LQH[FHVVRIKRXUVLQDZRUNZHHNRU  RQ WKH HPSOR\HH’s day off as designated on their most recent schedule posted under Article 5.02.10 of the Main Agreement.

The Company may change an employee from one shift to another due to operational requirements without payment of overtime rates as required under Article 5.06.10 (2) but not more than once per week, and where an employee is permitted by the Company to change from one shift to another at the employee’s own request, the provisions of Article 5.06.10 (2) shall not apply.

5.07.10 The Company shall make every reasonable effort to obtain volunteers for overtime work. An employee may agree to work overtime or the Company may require an employee to work overtime in the cases of work urgently required to be done to machinery or plant, or which is necessary to avoid serious interference with the ordinary working of the plant.

An employee will not be required to work overtime where the employee informs the Company of a compelling personal reason for refusing, employees will not engage in concerted refusals.

Overtime will first be offered to available employees scheduled on the job concerned in that week and as far as possible shall be equitably distributed. A report showing the hours recorded for each employee shall be posted weekly and a copy given to the Union.

6.02 20 Notwithstanding the provisions of Article 5.06.10 the Company agrees to pay a premium rate for a shift scheduled to replace a shift that would have been otherwise scheduled on a day on which a statutory holiday falls. Provided that:

A) The plant manager has met with the Union executive, no later than four weeks prior to the week in which the statutory holiday falls, to advise them of the Company’s intention to work an alternate shift, and

B) The Union executive has agreed to cooperate in ensuring that employees are available to work the alternate shift.

14.05.10 Where an employee is on vacation and a statutory holiday falls during the period of the vacation, the employee will be granted one (1) additional day of vacation in lieu of the statutory holiday.

 ADDENDUM “D” OLD UTU

6FKHGXOLQJDQG6HQLRULW\

The following definitions refer to the use in Article 11 of the words as defined:

a) “Qualified” means an employee who has passed the necessary qualifying examinations. b) “Promoted” means an employee who has passed the necessary qualifying examinations and has been placed on the appropriate seniority list. c) “Assignment” refers to a crew with designated scheduled days off. d) “Job” refers to one or more assignments grouped and rotating together and normally working in predetermined general areas of work. However, this does not limit in any way the area any crew may be required to operate.

An employee shall become established in accordance with Article 7.02 of the Main Agreement.

In determining seniority for the purpose of dealing with any of the situations hereinafter described, all of the following factors shall be considered:

ƒ continuous service, ƒ ability to perform the work, and ƒ physical fitness.

 Employees shall be examined for promotion according to seniority and those passing the required examination shall be given certificates of qualification and shall be placed on the Conductor/Operator seniority list as of the date of such qualification subject to the following rules:

ƒ No employee shall be deprived of the right to promote in accordance with their seniority because of authorized absence or illness. ƒ The Company will attempt to insure that sufficient employees are trained on higher jobs so that overtime worked on them will be kept to a minimum.

All assignments will be based on a six month period and will be effective from the first Sundays in May and November. During the three weeks preceding the effective dates, employees will be entitled to exercise their preference for assignments in accordance with their seniority on the occupation concerned.

a) In the event of an increase in force or a vacancy which is known to exceed 28 days, employees will be allowed to exercise their preference for those jobs by advising management during the week in which the vacancy occurs. b) Unless otherwise notified, if an employee is absent due to illness, accident, leave of absence, vacation days off during the whole of the period when: 1) the board is open for assignment selection, or 2) an increase in force has taken place, or 3) a reduction has taken place, the employee may, on their return, indicate preference of assignment in accordance with the applicable provisions of this Article. c) An employee on an assignment must remain in that assignment for at least 28 days, except as otherwise stated in this article. Following this period, the employee may exercise their seniority by moving to a new assignment but must displace the junior employee on that job or a junior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hen arranging work schedules, an employee’s two days off per week shall be consecutive ZKHQHYHUSUDFWLFDO

In the event of a reduction in force or a change in scheduling of hours, days off, etc. of any job, that will be open for selection by all employees, providing such change is known to be for a period in excess of two weeks. Employees on the job concerned will be permitted to bump employees who are junior to them in the seniority list in accordance with the following rules:

a) Employees affected must indicate their preference of assignment within 32 hours of the notice of the reduction of force. b) Other employees displaced as a result of the application of (a) above must indicate preference of assignment within the following 24 hours after each succeeding bump. c) Those displaced employees indicating a preference of assignment by 4:00 p.m. Thursday will be scheduled on these assignments effective 12:01 a.m. the following Sunday or the shift starting closest thereto. d) Until such permanent assignments are effective, for the purpose of work opportunity, employees affected by reduction will be temporarily placed on the assignment held by junior employees. e) Any job moved out of the blast furnace area on account of reduction in iron production, the employees affected will be entitled to exercise their seniority on any other job subject to (a) and (b) above, provided that the reduction is for at least one work week.

 a) In the case of reduced operations of less than one week duration or reduced operation prior to and after a statutory holiday, reduction shall be made on the basis of the junior employees on each day provided it does not result in an overtime shift. A senior employee so displaced shall have the right to exercise their seniority on the scheduled occupation on the same shift, or on the lowest occupation on any shift on the same day. Junior employees so displaced will be considered senior on the spare board for the days concerned and for their two days off during the week in question in order to make up time lost as a result of the reduction in operations. b) In the event of a reduction during a shift, where practical the employee displaced will replace the junior employee in that occupation on shift with the same starting time or if extra shifts are being worked at the time the employee will replace the last employee called for an extra shift. The junior employee on a regular shift so displaced where practical may exercise their seniority on the next lower rated occupation for the balance of the shift. c) Employees shall be recalled following a layoff or for any other reason in order of their seniority. d) An employee shall be considered to have been notified of recall if the employee is told personally or is called by telephone at the most recent local telephone number shown in the records of the Company at the Company’s Personnel Services Office and, in addition, be notified

 RI UHFDOO E\ D UHJLVWHUHG OHWWHU PDLOHG WR the employee’s ODVW DGGUHVV LQ WKH UHFRUGV RI WKH Company at the Company’s Personnel Services Office. H (PSOR\HHVUHFDOOHGPD\DSSO\ IRUDQH[WHQGHGOHDYHRIDEVHQFHZKLFKZLOOEHJUDQWHGDWWKH VROH GLVFUHWLRQ RI WKH &RPSDQ\ DQG SURYLGHG WKHUH DUH TXDOLILHG MXQLRU HPSOR\HHV DYDLODEOH &RSLHVRIWKHFRPSOHWHGOHDYHRIDEVHQFHIRUPVKDOOEHVHQWWRWKH8QLRQ

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ARTICLE 14

Scheduling Vacations a) The Company shall be entitled to determine the time when an employee shall take vacation having in mind that the principle of seniority shall, as far as possible, be applied in arranging vacation schedules. b) Senior employees shall, in order of seniority, book three weeks vacation only on the first opportunity with not more than two weeks in "Prime Time" as defined in Article 14.05.20 of the Main Agreement. Once all employees have had the opportunity to book three weeks each they will then have the opportunity to book the remainder of their vacation entitlement in the available openings with not more than a total of four weeks in "Prime Time", or c) schedule only two weeks on the first opportunity, two more weeks on the second opportunity, and schedule the remainder after all other employees have had the opportunity to schedule. d) All vacations will start on the employees’ days off. e) Between December 1st and December 31st of each year, the Company shall post in the department a vacation schedule notice on which each employee may indicate the time the employee wishes to take their vacation. The notice shall remain posted for ten consecutive days and the vacations of employees who do not indicate any preference shall be scheduled by the Company at any time. The operational requirements shall govern vacation schedules, but preference shall be given to employees in accordance with their Unit List seniority where vacation periods requested conflict. The vacation schedule for the department shall be posted on or before January 15 of each year, but shall be subject to changes made necessary by operational problems and personal requests. f) When a vacation period previously scheduled has been canceled, employees may apply for such vacation period and the senior employee on the applicable seniority list, will be allowed to fill such vacancy provided that no employee will be entitled to more than four weeks in prime time until all others have had the opportunity to have four weeks. g) The Company and the Union agree on the principle that eligible employees must take vacations but in the event that the Company is unable to release an employee for vacation, the employee will be paid whatever amount may be due the employee for vacation pay on account of service and earnings during the previous calendar year in lieu of vacation not taken.

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ALGOMA STEEL INC.

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UNITED STEELWORKERS LOCAL UNION 2251

M. Ayotte M. Da Prat Area Co-ordinator President

M. Warren M. Molinaro Director District Six Vice President

J. Kallio Recording Secretary

R. Schmitt Financial Secretary

M. DeGregorio Treasurer

J. Merrick Clerical Unit Chair

 EXTENDED HEALTH BENEFIT AGREEMENT

August 1, 2016 Between

ALGOMA STEEL INC. -and-

THE UNITED STEELWORKERS

ON BEHALF OF ITSELF AND ITS LOCAL 2251

Sault Ste. Marie Ontario, Canada EXTENDED HEALTH BENEFIT AGREEMENT MADE THIS 1st DAY OF AUGUST 2016

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ALGOMA STEEL INC.

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THE UNITED STEEL, PAPER AND FORESTRY, RUBBER, MANUFACTURING, ENERGY, ALLIED INDUSTRIAL AND SERVICE WORKERS INTERNATIONAL UNION (UNITED STEELWORKERS) ON BEHALF OF ITSELF AND ITS LOCAL 2251 (hereinafter referred to as the Union)

WITNESSETH THAT THE PARTIES HERETO HAVE AGREED AS FOLLOWS:

ARTICLE 1

DEFINITIONS

1.01 In this agreement:

a. "Company" means Algoma Steel Inc.

b. "Union" means Local Union 2251, United Steelworkers.

c. "Plan" means the Extended Health Benefit plan established by this agreement.

d. "DB Hourly Plan" means the Defined Benefit Hourly Pension Plan.

e. “DC Hourly Plan” means the Defined Contribution Hourly Pension Plan.

f. "Employee" means a person who is employed full time by the Company in a job which is in the bargaining unit for which the above named Union is the bargaining agent.

g. "Member" means an employee who becomes a member pursuant to Article 2.01.

h. "Dependent" means a person who is dependent pursuant to Article 5.

i. "Committee" means the Joint Compensation/ Benefits Committee established pursuant to Article 4.03.

j. "Spouse" means either:

i. a person who is legally married to the member; or

Extended Health Benefit Agreement  LL DSHUVRQRIWKHVDPHRUWKH RSSRVLWHVH[ZLWKZKRPWKHPHPEHUKDVFRKDELWHGLQDFRQMXJDO UHODWLRQVKLSIRUDWOHDVWVL[PRQWKV; or

iii. a person of the same or the opposite sex with whom the member has cohabited in a conjugal relationship of some permanence, if they are natural or adoptive parents of a child.

In any event, where a conflict exists between a legal spouse and the common-law spouse for benefits under this Plan, precedence will be given to the person cohabiting with the member. Under no circumstances will there be a duplication of benefit payments to more than one spouse. Evidence of a common-law relationship shall be presented to the Company by signed and sworn affidavits of the member and common-law spouse. Notwithstanding the provisions of this Article, a common-law spouse and her dependents will not be eligible to be covered as dependents if the member is bound by the terms of a legal separation agreement to provide health care benefits for their separated legal spouse.

k. "Health Plan" means the Ontario Health Insurance Plan (OHIP).

l. "Dental Plan" means a dental care plan equivalent to Great-West Life’s Standard Dental Plan with Basic and Orthodontic coverage.

m. "Total and Permanent Disability" means complete inability of the member, due to sickness or injury, to engage in any and every gainful occupation for which he is reasonably fitted by education, training, or experience.

n. Where necessary herein, the masculine pronoun shall be construed to include the feminine pronoun.

ARTICLE 2

MEMBERSHIP

2.01 Membership in Plan

An employee shall become a member as a condition of employment and be covered for all benefits under this plan except those benefits to which he is not entitled pursuant to Article 2.02:

a. on the date which he was hired if he is at work on such date, or

b. on the effective date of the plan, if he was covered by the former Extended Health Benefit plan and actively at work on the effective date, or

c. on the date on which he returns to work if he was off work because of illness, accident or disability on the date established pursuant to Article 2.01(a) or Article 2.01(b), or

d. on the date on which he enters the bargaining unit if immediately prior to such date he was a member of an Extended Health Benefit plan in effect with the Company, or

Extended Health Benefit Agreement  e. on the date on which he returns to work if he is a former member whose membership was terminated pursuant to Article 2.03(b), or (c) or (d) provided that this shall not apply if the employee returns to work as a new employee.

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A member whose spouse is also employed with the Company shall not be entitled to coverage, other than coverage for life insurance, accidental death and dismemberment insurance, continuance of earnings and long term disability benefits, if he is covered as a dependent under the spouse's Extended Health Benefit Plan, except that this exemption will not apply when the spouse ceases to be an employee of the Company.

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An employee shall cease to be a member:

a. Immediately on termination of their employment with the Company, except that if termination is as a result of death, coverage will continue for dependents to the end of the month in which death occurs, or

b. At the end of the 13th week following the week in which he is laid off unless he is on Income Security or, at the time of layoff, he is in receipt of Workplace Safety and Insurance Board benefits for an injury suffered in the employ of the Company not more than one year prior to the date of layoff, in which case he shall cease to be a member on the later of:

1) the end of the 13th week following the week in which he is laid off, or

2) the cessation of Workplace Safety and Insurance Board benefits or one year from the date of the injury, whichever comes first, or

c. At the end of the month in which he goes on leave of absence, (except a pregnancy or parental leave granted in accordance with the Employment Standards Act), provided that he may continue as a member for an additional two months if he pays the full cost of benefits for such months in advance, or

d. At the end of the month following completion of an absence of:

1) thirty-six months, if the absence resulted from an occupational cause for which Workplace Safety and Insurance Board Benefits are payable.

2) twenty-four months, if the absence resulted from a non-occupational cause, or

e. At the end of the month in which L.T.D. benefits cease.

Extended Health Benefit Agreement 3 6SHFLDO&DVH

An employee, who is off work on the date provided for in Article 2.01(a) or (b) because of an injury suffered in the employ of the Company less than one year earlier and for which he is receiving Workplace Safety and Insurance Board benefits, shall be deemed to be a member from the date provided until such W.S.I.B. benefits end or until one year from the date of the injury, whichever first occurs.

ARTICLE 3

HEALTH AND INSURANCE BENEFITS

3.01 How Benefits Provided

Basic hospital and medical benefits provided under the plan shall be provided by the Ontario Health Insurance Plan. Life insurance, accidental death and dismemberment insurance, disability coverage, prescription drug coverage, major medical coverage, semiprivate hospital coverage and dental coverage provided under the plan shall be insured with or administered by a recognised public insurance carrier or carriers.

Notwithstanding anything contained herein, the terms of the contract with the carrier or carriers, the regulations of the Ontario Health Insurance Plan, and the decisions of the Joint Compensation/ Benefits Committee shall be controlling in all matters pertaining to benefits hereunder.

3.02 Life Insurance for Members

A member's life shall be insured against death for an amount equal to the member’s base hourly rate for 2080 hours, exclusive of bonus or incentives, rounded to the next $500.

3.03 Accidental Death and Dismemberment Insurance for Members

A member's life shall be insured against death resulting from an accident for an amount of $50,000. A member shall be insured against accidental dismemberment resulting from an accident according to the following schedule:

a. Loss of use of both legs (paraplegia) or loss of both arms……………………………….$100,000

b. Loss of use of both arms and both legs (quadriplegia)…...... $100,000

c. Loss of use of one arm and one leg on the same side of the body (hemiplegia)……….....$100,000

d. Loss of both hands, both feet, sight of both eyes, one hand and one foot, one hand and sight of one eye, one foot and sight of one eye...... ……………………………. ………………….$50,000

e. Loss of one arm or one leg...... ……………………………………………………………..$37,500

f. Loss of one hand, one foot, sight of one eye, or hearing in both ears...... ………………....$25,000

g. Loss of thumb and index finger (or at least four fingers) of one hand ……………………$12,500

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Members of the Defined Benefit Hourly Pension Plan who retire pursuant to Article 3 shall cease to be a member of this plan pursuant to Article 2.03(a) and the life of such former member shall be insured against death from any cause for $4,000 unless their life insurance is extended pursuant to Article 3.05(1).

Members of the Defined Contribution Hourly Pension Plan who retire pursuant to Articles 7/8 in the DC Hourly Plan shall cease to be a member of this plan pursuant to Article 2.03(a) and the life of such former member shall be insured against death from any cause for $4,000 unless their life insurance is extended pursuant to Article 3.05(1).

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1. A member's group life insurance shall continue in effect until 31 days after he ceases to be a member.

2. Group life insurance for a member who develops a total and permanent disability which continues unabated shall continue in effect without cost to him until:

a. he reaches the age he would be able to retire on an unreduced pension per the DB Hourly Pension Agreement (or age 62 if member of DC Hourly Pension Plan), or

b. he ceases to be totally disabled, or

c. he fails, on request of the insurance carrier, to submit annually a doctor's certificate of total disability,

whichever occurs first.

3. When a person whose group insurance is being continued under this Article meets the provisions of 2(a), (b) or (c) above, their life shall be insured pursuant to Article 3.04 provided he is in receipt of a pension pursuant to Article 3 of the Pension Plan for employees in Local 2251 USW.

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During the thirty-one day period after a person ceases to be a member, he may, in accordance with the terms of the contract between the Company and the insurance carrier, change their group life insurance to an individual policy without a medical examination, provided that the amount convertible under this clause shall be reduced by the face value of any insurance to which the person is entitled pursuant to Article 3.04.

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A member must apply for these benefits by filling out the necessary forms with the Company’s insurance carrier in order to be paid beyond the seventh consecutive calendar day off. The employee will be responsible for the

Extended Health Benefit Agreement  cost of this first medical certification. All other medical certification costs including fitness for work certificates required by the Company or the insurance carrier will be paid for by the Company.

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A member who is unable to work because of illness, accident or disability shall be entitled to Earnings Continuance for a period of up to 6 months, on the same claim, as follows:

(i) An hourly employee who is absent from work as a result of illness or injury resulting from a non-occupational cause will normally be carried at base monthly earnings for a period of 15 weeks after the second day of such illness or injury.

If the non-occupational disability continues beyond 15 weeks, the employee is considered to be on vacation until he returns to work or their current vacation, including any “C” days, is used up, whichever occurs first. When all vacation and “C” days have been used and if the employee is still unable to return to work and such continued non-occupational disability is confirmed by the attending Physician, the employee will revert to full Earnings Continuance (i.e. base monthly earnings).

If vacation was originally scheduled during the period of sickness or injury then: a. vacation which was in process before the illness or disability began must be taken in its entirety.

b. vacation scheduled to begin after the onset of illness or disability will be cancelled and rescheduled for a later date (employees will not be paid Earnings Continuance and vacation pay at the same time).

c. outstanding vacation remaining at year end will be paid off if the employee returns to work before December 31 and is unable to schedule their remaining vacation.

d. if sickness or injury carries over vacation year end, the previous year’s outstanding vacation will be held and applied to weeks of absence in excess of 15 followed by up to 3 weeks of the new vacation year entitlement.

(ii) If the employee returns to work for less than 4 continuous weeks during this period and is off again he will return to the same claim after the second day he has been off. The 6 month period will be extended by time worked but the 18 month period will not.

If the employee returns to work for 4 or more continuous weeks of work during this period and is off again he will begin a new claim after the second day if he is off for a different disability.

If the employee returns to work for 12 or more continuous weeks of work during this period and is off again he will begin a new claim after the second day if it is for the same disability.

If the employee returns on any Rehabilitation Program or Work Trial he is not considered to have returned to work for purposes of the foregoing.

Extended Health Benefit Agreement  (iii) If the disability which keeps the employee off work is of an occupational nature, the equivalent of full earnings, including production supplement payments, will be supplemented by Algoma Steel Inc. Workplace Safety and Insurance Board benefits will be paid directly to the employee and Algoma Steel Inc. will top-up the employee’s monthly compensation by an amount that will provide the employee with 100% of their pre-injury or illness “net” earnings and production supplement. Such time off will not count for the purpose of short term disability.

(iv) Earnings Continuance after the first 15 weeks will be offset by the amount of any C.P.P. Disability Pension benefits, including any dependent benefits for which an employee is eligible. Where any portion of “other” income is paid on a “net” of income basis, that income will be grossed up to Equivalent Before Tax Earnings for this purpose.

(v) Active rehabilitation services will be employed at the earliest stage deemed medically advisable.

(vi) Medical information may indicate that the disabling condition has improved to the extent that the employee may be able to engage in meaningful work, other than their own job, which is compatible with their education, training and experience. In such cases the Company will determine if suitable work, consistent with their condition, is available, first in their own department or failing that, elsewhere in the operation, in which case he will be so assigned.

E 6KRUW7HUP'LVDELOLW\WRPRQWKV

A member who is unable to work because of illness, accident, or disability in excess of 6 months, on the same claim, shall be entitled as follows: x Earnings Continuance will cease and be replaced by Reduced Earnings Continuance (REC) which is 55% of base monthly earnings (to the next $1.00) to a maximum of $2,500. This benefit is subject to reduction for “other” income to the extent that their total income exceeds 75% of their base monthly earnings at the time he became disabled. Where any portion of “other” income is paid on a “net” of income tax basis, that income will be grossed up to Equivalent Before Tax Earnings for this purpose. x Effective August 1, 2018 the Reduced Earnings Continuance cap is increased to a maximum of $2,750. x Effective August 1, 2019 the Reduced Earnings Continuance cap is increased to a maximum of $3,000. x Effective August 1, 2020 the Reduced Earnings Continuance cap is increased to a maximum of $3,250. x Accidental Death and Dismemberment coverage in Article 3.03 ceases. x Periodic medical certification will be required every 3 months or less unless waived by the Plan Administrator (employer responsible for cost of certification). x Employees on a Rehabilitation Program or Work Trial will continue on Reduced Earnings Continuance at 55% until they are able to be assigned to meaningful work for a full shift. x The terms of Article 3.07 a), (v) and (vi) continue to apply.

If the employee returns to work and is off again:

Extended Health Benefit Agreement 7 L RQWKHVDPHGLVDELOLW\DQGKH  KDVZRUNHG OHVVWKDQFRQWLQXRXVZHHNVDIWHUWKHVHFRQGGD\KH ZLOOEHSDLG5(&    KDVZRUNHGRUPRUH FRQWLQXRXVZHHNVEXWOHVVWKDQPRQWKVDIWHUWKHVHFRQGGD\ KHZLOOEHSDLG 15 weeks Earnings Continuance at 100% followed by all outstanding vacation and “C” days and then 5(&    KDV ZRUNHG  RU PRUH FRQWLQXRXV PRQWKV DIWHU WKH VHFRQG GD\ KH ZLOO EH SDLG IXOO (DUQLQJV &RQWLQXDQFHHQWLWOHPHQWDWDVLQILUVWPRQWKVDERYHWKHQ5(&  

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x After 18 months absence from first day on same claim, Reduced Earnings Continuance will cease.

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If, at the end of 18 months or any time subsequent to the 18 months, an employee not eligible for an unreduced pension is unable, due to total and permanent disability, to perform any occupation, he is entitled to Long Term Disability benefits (L.T.D.) which will pay him 55% of their base monthly earnings (to the next $1.00) to a maximum of $2,500. Such entitlement ceases upon reaching eligibility for an unreduced pension (i.e. age 58 or 30 pension credits) or age 62 if member of DC Hourly Plan.

Effective August 1, 2018 the Reduced Earnings Continuance cap is increased to a maximum of $2,750. Effective August 1, 2019 the Reduced Earnings Continuance cap is increased to a maximum of $3,000. Effective August 1, 2020 the Reduced Earnings Continuance cap is increased to a maximum of $3,250.

This benefit is subject to reduction for “other” income to the extent that their total income exceeds 75% of their base monthly earnings at the time he became disabled. Where any portion of “other” income is paid on a “net” of income tax basis, that income will be grossed up to Equivalent Before Tax Earnings for this purpose.

While drawing L.T.D. benefits, an hourly employee will continue to accrue credited service for pension purposes under the Defined Benefit Pension Plan. Members of the DC Hourly Plan will continue to receive Company contributions for regular hours per week while receiving L.T.D. benefits. They will also continue as members of the Algoma Steel Inc. Extended Health Benefit Plan without premium cost to them and be eligible for all benefits except Accidental Death and Dismemberment.

L.T.D. Benefits will be paid subject to the following conditions:

1. Approval of L.T.D. is based on acceptable medical certification of the employee’s continued total disability, upon proper application by the employee.

Extended Health Benefit Agreement  2. Unless this requirement is waived by the Plan Administrator the Plan Administrator, (or Algoma’s Medical Department), will periodically request medical certification of continued disability from the L.T.D. recipient’s attending physician, on the appropriate medical form, at the employee’s cost.

3. Where subsequent medical information indicates that the disabling condition has improved to the extent the L.T.D. recipient may be able to engage in meaningful work, other than their own job, which is compatible with their education, training and experience, the company will determine if suitable work, consistent with the L.T.D. recipient’s improved condition, is available, first in their own department, or failing that, elsewhere in the operation.

4. If an L.T.D. recipient is returned to suitable work which meets the requirements set by the Medical Director, he will be considered as returning to work on a rehabilitative basis for three months which may be extended to six months under certain conditions. Should it be necessary for him to stop working again during that rehabilitation period as a result of the same disability, he will immediately be reinstated for L.T.D. benefits.

5. Subject to 6. below, if suitable work for an L.T.D. recipient cannot be found in the plant, the Plan Administrator will be instructed by the Company that L.T.D. benefits are to continue until such time as the employee can be retrained for meaningful work or the condition improves even further so that suitable work can be found or he can return to their own job.

6. L.T.D. benefits will be paid, subject to the other provisions in this Article, only if the employee is completely unable to engage in any and every gainful occupation for which the employee is reasonably fitted by education, training or experience.

7. A plan member must have 3 or more years of corporate service prior to the commencement of the disability to be eligible for any L.T.D. Benefits.

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A member and their eligible dependents shall be covered for Major Medical Coverage. On a reasonable and customary basis, Major Medical Coverage shall reimburse the member for 90% of the actual charges incurred for all eligible expenses in any calendar year. Subject to an automatic annual reinstatement of up to $1,000.00, the lifetime maximum payment for each covered individual shall not exceed . The Company will continue to address those who reach the Lifetime Maximum on a case-by-case basis. The cost of obtaining requested medical documentation to satisfy the need for prescription drugs will be reimbursed by the Company. a. ELIGIBLE EXPENSES SHALL INCLUDE:

1) services and supplies furnished by the hospital for medical care therein, and

2) room and board charges in a licensed nursing home or clinic, and

3) emergency local ambulance service, and

4) professional services of any duly licensed physician, surgeon or psychiatrist, and

5) dental treatment for an accidental injury to natural teeth, and Extended Health Benefit Agreement 9  DIWHUWKHDQQXDO2+,3PD[LPXPSD\PHQWKDVH[SLUHGXSWRSHUYLVLWDQGDPD[LPXPRI YLVLWV SHU \HDU (effective August 1, 2018) IRU SDUDPHGLFDO VHUYLFHV UHQGHUHG E\ D GXO\ OLFHQVHG FKLURSUDFWRUDQRVWHRSDWKRUSRGLDWULVWRUQDWXURSDWKDQG

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 WKH FRVW RI GUXJV DQG PHGLFLQHV DYDLODEOH E\ SUHVFULSWLRQ RQO\ DQG SXUFKDVHG IURP D OLFHQVHG SKDUPDFLVW SK\VLFLDQ RU KRVSLWDO DQG LQMHFWDEOH GUXJV VHUD DQG YDFFLQHV ZKHQ DGPLQLVWHUHG E\ D TXDOLILHGSHUVRQThe negotiated benefit is not limited to a formulary of the government or a third-party provider. (Subject to a calendar year deductible of $25.00 single or family but not subject to co-insurance). An employee and their dependents will be restricted in the amount of reimbursement to the dispensing fee in place within the Preferred Provider Network. Active employees will be responsible for the Dispensing Fee at Non-PPN pharmacies. Where there are no preferred provider pharmacies or no delivery service this Article will not apply and the reasonable and customary dispensing fee will be paid. Patent medicines, food supplements or vitamins available without a prescription are not covered whether prescribed or not, and

12) Medical supplies:

i) blood and blood plasma,

ii) bandages and surgical dressings,

iii) crutches, casts, splints, braces and trusses,

iv) the initial cost of artificial limbs or eyes,

v) oxygen and rental of equipment for its administration,

vi) rental of an iron lung or other mechanical equipment for the treatment of respiratory paralysis, and

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L XSWRHYHU\WZR\HDUVIRUWKHSXUFKDVHRIOHQVHVDQGIUDPHV(increased to $250 every 2 years effective August 1, 2019 and increased to $275 every 2 years effective August 1, 2020),

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LLL GLDJQRVWLFVHUYLFHVIRUVXVSHFWHGGLVHDVH

LY YLVXDOWUDLQLQJRUUHPHGLDOH[HUFLVHV

Y FRQWDFWOHQVHVIRUDPLQLPXPYLVLRQLQWKHEHWWHUH\HZKHUHJODVVHVFDQQRWLQFUHDVHYLVXDO FDSDFLW\WRWKDWH[WHQWDQG

 8S WR  HYHU\ WZR \HDUV RU  HYHU\ WKUHH \HDUV IRU WKH SXUFKDVH RI D KHDULQJ DLG ZKHQ SUHVFULEHGE\DGRFWRUEffective August 1, 2019 increases to $450 every two years or $675 every three years. c) LIMITATIONS TO ELIGIBLE EXPENSES:

Eligible expenses under this Major Medical Coverage shall exclude:

1) expenses for care or service for which insurance benefits are prohibited by any provincial plan, or other governmental plan or law, or

2) expenses for care or services to the extent that benefits are provided under any provincial plan or other governmental plan or law under which the individual is or could be covered to the extent to which benefits would be provided had the individual met the requirements for having care or services furnished under the plan or law, or

3) expenses for care or services provided by or on behalf of any government, political sub division or governmental agency unless a non-recoverable charge is made to the covered individual, or

4) anything not ordered by a doctor, not reasonably necessary for medical care or charges in excess of those usually made when there is no insurance but not more than the general level in the area for comparable services or supplies, or

Extended Health Benefit Agreement   H[SHQVHVLQFXUUHGLQWUHDWPHQWRIDFRQGLWLRQZKLFKUHVXOWHGIURPDQDFWRIZDURUDUPHGDJJUHVVLRQ RU

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a) A member and their dependents (including dependent children younger than age 21) shall be entitled to benefits under a dental care plan equivalent to Great-West Life’s Standard Dental Plan with Basic and Orthodontic coverage. The O.D.A. Schedule of Fees will be updated annually to maintain a 3 year lag behind the current O.D.A. Schedule of Fees.

b) Qualified dependent children younger than age 20 shall be entitled to orthodontic services up to an individual lifetime maximum of $2,000 (effective August 1, 2018). The amount payable will be 60% of the reasonable and customary charge for the orthodontic services listed below up to the lifetime maximum.

The following are covered orthodontic services:

1. diagnostic services (once only) and surgical services, 2. interceptive orthodontics, 3. comprehensive orthodontics, 4. habit inhibiting appliances. 5. Dental Implants (effective August 1, 2018)

The following are not covered:

1. myofunctional therapy 2. charges for replacement or repair of an orthodontic appliance 3. motivation of a patient.

3.10 Health Benefits on Retirement

An employee who ceases to be a member of this plan because he has retired from active service with the Company, (or the spouse of an employee who died), and who is receiving a pension under the provisions of the Pension Plan for employees in USW Local 2251 (except a pension payable under the "Deferred Pension" provision of Article 4 of the Pension Agreement) shall be covered, and their eligible dependents shall be covered, as of the effective date of the pension, for a Prescription Drug Plan. The spouse of a deceased

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The spouse and dependents of an employee who died while in active service will also be entitled to Dental benefits under Article 3.09 until the later of the youngest dependent attaining age 21 or the former spouse attaining age 60.

The plan will reimburse 50% of the receipted cost of glasses and hearing aids to a maximum of $400 per family for the life of the agreement (i.e. -XO\). This shall also apply to all retirees who retired prior to August 1, 2016.

During the period of August 1, 2016 to July 31, 2022, any retiree or eligible dependent who reaches the Lifetime Maximum Limit (i.e. $160,000.00) will be provided with the full support of Algoma Steel Inc. to access alternate funding sources to ensure that the claimant is fully compensated for eligible expenses. Algoma Steel Inc. will be the second payer to any and all available government programs. If retirees are unable to access alternate funding, it is agreed that Algoma Steel Inc. will ensure all eligible costs covered under the appropriate Policy are paid.

3.11 Supplementary Hospital (Semi-Private) Coverage

In addition to ward hospital care covered under O.H.I.P., this plan shall provide for the additional cost of semi- private hospital care for a member and their dependents as defined in Article 5.01.

ARTICLE 4

ADMINISTRATION AND COST OF PLAN

4.01 Administration

The plan shall be administered by the Company.

4.02 Cost

The cost of the benefits provided under the plan shall be paid by the Company.

Extended Health Benefit Agreement  -RLQW&RPSHQVDWLRQ%HQHILWV&RPPLWWHH

A separate Joint Compensation/Benefits Committee with the local Unions shall be established which will be made up of six members from the Union and three members from the Company. The duties of the Committee shall be to advise on the day-to-day administration of the plan and to deal with problems which may, from time to time, arise concerning the application of the terms of this agreement including whether a drug should be covered or not using the criteria contained in the Extended Health Benefit Agreement. This committee shall have all information reasonably necessary to carry out its functions. 4.04 Arbitration

Any dispute as to the meaning or application of the provisions of the plan which cannot be settled by the Joint Compensation/Benefits Committee may be submitted by either party to arbitration in accordance with the terms of the labour agreement between the parties to which this plan is an appendix.

ARTICLE 5

DEPENDENTS

5.01 Definition

Subject to Article 5.02, a dependent is a person who is either the member's spouse (unless legally separated) who has been reported as a dependent in accordance with Article 5.02 or who is a member's unmarried child under 21 years of age or enrolled as a full time student in an educational institution and younger than age 23 and completely dependent upon the member for support and maintenance. "Unmarried Children" shall include step-children, foster children and legally adopted children who have been reported to the Company for coverage. Foster child shall not include any child placed in the care of the member by the Children's Aid Society or any similar government organization.

Relatives such as parents, brothers or sisters are NOT considered as dependents under any circumstances.

5.02 Reporting Dependents

When an employee becomes a member, he must certify to the Company the names of their dependents, if any. If a member without dependents acquires one or more dependents on any date after he becomes a member, he shall report such dependent or dependents to the Personnel Services Section of the Company's Human Resources Department within 30 days of such date and coverage for such a person(s) will become effective on the reporting date. If he fails to report them within the 30 day period, dependent coverage for those dependents will be delayed until the first day of the month following the month in which they are reported. If a member with dependents acquires additional dependents he must report those dependents to the Personnel Services Section of the Human Resources Department and dependent coverage for the additional dependents will become effective as of the reporting date.

ARTICLE 6

DURATION OF AGREEMENT

6.01 This agreement shall be effective from August 1, 2016 to July 31, 2022 and thereafter from year to year unless either party gives written notice of termination at the end of a contract year (commencing with the

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ARTICLE 7

3rd Party Providers

7.01 Whenever the company uses a 3rd party to adjudicate benefits or eligibility for benefits, the Local Union executive will be provided the ability to communicate directly with the adjudicator. Such ability will be a contractual obligation and not subject to approval or permission from the Company. Such communication will be subject of an appropriate medical release from the Local 2251 member. The above is subject to the company and union first having a discussion. The Union Representatives must have obtained and provided the proper information release documentation. The discussion will occur with the first level adjudicator plus the appeals adjudicator.

7.06 :KHQWKHUHLVDGLVSXWHDVWRZKHWKHUWKHPRGLILHGZRUNRIIHUHGPHHWVZLWKWKHHPSOR\HH¶V medical restrictions, a Pre-case and afterwards Case Resolution meeting, if necessary, will be held within 5 working days. Relevant restrictions will be identified by Medical and dealt with in the Return to Work Program.

7.07 An employee will be provided with STD or LTD forms, without delay, when requested.

Extended Health Benefit Agreement  '(),1('&2175,%87,213(16,21 PLAN FOR HOURLY EMPLOYEES

August 1, 2016 Between

ALGOMA STEEL INC. -and-

THE UNITED STEELWORKERS

ON BEHALF OF ITSELF AND ITS LOCAL 2251

Sault Ste. Marie Ontario, Canada THE ALGOMA STEEL INC. DEFINED CONTRIBUTION PENSION PLAN FOR HOURLY EMPLOYEES (Formerly the Essar Steel Algoma Inc. Defined Contribution Pension Plan for Hourly Employees)

DEFINITIONS

a. "Company" means Algoma Steel Inc.

b. "Union" means Local Union 2251, United Steelworkers.

c. "DB Hourly Plan" means the Defined Benefit Hourly Pension Plan.

d. “DC Hourly Plan” means the Defined Contribution Hourly Pension Plan.

e. “Account Balance” means all company contributions, voluntary contributions and money transferred from another employer’s pension plan or personal retirement vehicle plus related investment earnings.

f. “Frozen DB Members” means members of the DB Hourly Plan who elected to join the DC Hourly Plan for future service and retain a Frozen DB pension that is deferred until their date of retirement, termination or death. These members will have their credited service and average earnings frozen at the time of their transfer.

g. “Frozen DB Pension” means the portion of their DB Hourly pension that was accumulated prior to transferring membership to the DC Hourly Plan. This pension will be calculated using the credited service and average earnings accumulated prior to transferring to the DC Hourly Plan. After transferring, members credited service and average earnings will be frozen effective the date of transfer.

DEFINED CONTRIBUTION HOURLY PENSION PLAN

The following summary is provided for your information and is a generalization of The Algoma Steel Inc. Defined Contribution Pension Plan for Hourly Employees (the "DC Hourly Plan") as at August 1, 2010. The actual terms of the DC Hourly Plan and the laws of Ontario shall govern in the event of any discrepancy between them and this summary. The DC Hourly Plan will be administered by a third party.

The foregoing must be in compliance with government legislation at all times.

1. MEMBERSHIP

Hourly employees hired after December 31, 2010 are members of the DC Hourly Plan on their date of hire.

Frozen DB Members will be a member of the DC Hourly Plan on the day they transfer from the DB Hourly Plan to the DC Hourly Plan. They will remain a member of the DB Hourly Plan with a deferred Frozen DB Pension as per the Defined Benefit Pension Plan.

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3. BASE COMPANY CONTRIBUTION (as per collective agreement)

x (IIHFWLYH-DQXDU\SHUTXDOLI\LQJKRXU x Effective upon emergence of CCAA - $2.85 per qualifying hour.

4. QUALIFYING HOURS

All hours for which an employee receives wages including hours for vacation, paid statutory holidays and approved union leaves under Article 8.05 of the applicable Collective Agreement.

Any contributions for paid overtime hours will be compensated on a straight time basis.

5. COMPANY CONTRIBUTIONS DURING APPROVED LEAVES OF ABSENCE

Company contributions will continue for regular working hours per week during periods of short-term disability, long-term disability, WSIB, Income Security and leaves of absence where contributions are required to continue under the Employment Standards Act.

Hours of work includes scheduled vacation with pay, paid time off for illness, accident, and for certain other reasons as described in Article 6 of the Pension Agreement. It excludes unpaid leaves and any periods of less than full WSIB coverage.

6. SPECIAL COKEMAKING CONTRIBUTIONS

Consistent with the DB Hourly Plan, the Company will contribute an additional 20% of employer contributions following 5 years of Cokemaking service in positions outlined in the DC Hourly Plan. A lump sum retroactive contribution will be made for the time spent in the DC Hourly Plan at the rates in effect during that 5 year period. Consistent with the Letter of Agreement RE: Special Pension Credit Allowance, these Special Cokemaking Contributions will apply to the jobs outlined in that letter and until stipulated in that letter.

7. WHEN YOU MAY RETIRE

You may retire as early as age 55 under the DC Hourly Plan provided you give the Company two months’ notice.

The normal retirement date under the DC Hourly Plan is age 65.

Note: All retirements are on the first day of the month.

'&3HQVLRQ3ODQIRU+RXUO\(PSOR\HHV6XPPDU\%RRNOHW  8. RETIREE HEALTH BENEFITS

9. RETIREMENT OF EMPLOYEE ON LONG-TERM DISABILITY OR WSIB

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10. RECEIVING PENSION BENEFITS UPON RETIREMENT

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11. SURVIVING BENEFITS

The Ontario Pension Benefits Act requires a 60% joint and survivorship (J&S) pension for your spouse by taking a slightly smaller pension payable for your lifetime. You and your spouse, however, may elect to take a smaller or larger percentage J&S pension or no J&S pension.

If you elect to take a J&S pension of less than 60% the law requires that both spouses sign a waiver form. The selection of a J&S pension is done through the plan administrator at the time of retirement.

12. PRE-RETIREMENT DEATH BENEFITS

If a member dies prior to retirement a lump sum payment of the account balance will be paid out to the spouse or beneficiary as applicable. The spouse has the option of a deferred or immediate annuity or portability.

A surviving spouse and surviving dependents under the DC Hourly Plan also receive, at Company cost:

x Prescription drugs at 100% coverage

x Dental Plan coverage until the spouse reaches age 60 or there are no dependent children, whichever occurs last.

In all cases of the death of an employee and/or a surviving spouse, the Company will assist beneficiaries in any way possible.

'&3HQVLRQ3ODQIRU+RXUO\(PSOR\HHV6XPPDU\%RRNOHW  13. TERMINATION OF BENEFITS

If a member’s employment is terminated prior to retirement the FRPSDQ\FRQWULEXWLRQSRUWLRQRIDFFRXQW EDODQFH FDQEHWUDQVIHUUHGWRDORFNHGLQYHKLFOHWRSXUFKDVHDQDQQXLW\IURPDQLQVXUHURUWUDQVIHUWR DQRWKHUUHJLVWHUHGSODQLIWKDWSODQVRSHUPLWV

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14. INVESTMENT OPTIONS

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15. ADMINISTRATION FEES

Administration fees, expenses and investment management fees (IMF) are deducted by the plan administrator on a pro-rata basis from each member’s account.

16. ADDITIONAL EMPLOYEE CONTRIBUTIONS

The employee is not required to contribute any amount, but can choose to contribute a voluntary fixed, whole dollar amount per pay period to the plan up to the limits prescribed in the Income Tax Act. This amount will not be matched by the Company.

17. PLANT CLOSURE

In the event the Company ceases to operate and you are a member of the DC Hourly Plan your company contributions will stop. This benefit will not be pre-funded.

18. INTEGRATION WITH GOVERNMENT PLANS

Although full Canada Pension Plan (CPP) benefits do not become payable until age 65 (unless you become totally disabled), you may take a reduced CPP benefit as early as age 60. Old Age Security is payable at age 65.

19. ESTIMATED PENSION CALCULATION

When you are approaching retirement you can contact the plan administrator or use their online tools in order to obtain an estimate of your pension benefits.

'&3HQVLRQ3ODQIRU+RXUO\(PSOR\HHV6XPPDU\%RRNOHW  DEFINED BENEFIT PENSION PLAN FOR HOURLY EMPLOYEES

August 1, 2016 Between

ALGOMA STEEL INC. -and-

THE UNITED STEELWORKERS

ON BEHALF OF ITSELF AND ITS LOCAL 2251

Sault Ste. Marie Ontario, Canada THE ALGOMA STEEL INC. DEFINED BENEFIT PENSION PLAN FOR HOURLY EMPLOYEES (Formerly the Essar Steel Algoma Inc. Defined Benefit Pension Plan for Hourly Employees)

DEFINITIONS

D "Company" means Algoma Steel Inc.

b. "Union" means Local Union 2251, United Steelworkers.

c. "DB Hourly Plan" means the Defined Benefit Hourly Pension Plan.

d. ³)UR]HQ'%0HPEHUV´means members of the DB Hourly Plan who elected to join the DC Hourly Plan for future service and retain a Frozen DB pension that is deferred until their date of retirement, termination or death. These members will have their credited service and average earnings frozen at the time of their transfer.

e. ³)UR]HQ'%3HQVLRQ´means the portion of their DB Hourly pension that was accumulated prior to transferring membership to the DC Hourly Plan. This pension will be calculated using the credited service and average earnings accumulated prior to transferring to the DC Hourly Plan. After transferring members credited service and average earnings will be frozen effective the date of transfer.

DEFINED BENEFIT HOURLY PENSION PLAN

The following summary is provided for your information and is a generalization of The Algoma Steel Inc. Defined Benefit Pension Plan for Hourly Employees (the "DB Hourly Plan") as at August 1, 2016. The actual terms of the DB Hourly Plan and the laws of Ontario shall govern in the event of any discrepancy between them and this summary.

1. MEMBERSHIP

Those hired prior to January 1, 2011 became a member of the DB Hourly Plan on the effective date of the plan, if you were an employee on that date, or on the first day of the month following the month in which you are hired into an Hourly position.

2. PENSION PLAN BENEFITS

On retirement, the DB Hourly Plan provides a continuing monthly income, for the balance of your lifetime, which is a non-contributory pension based on your earnings and service.

If you have service under The Algoma Steel Inc. DB Hourly Plan for Salaried Employees, you will receive the benefit you accrued under that plan, in addition to the benefit you earned under the DB Hourly Plan.

'%3HQVLRQ3ODQIRU+RXUO\(PSOR\HHV6XPPDU\%RRNOHW  3. WHEN YOU MAY RETIRE



1RWH,I\RXFKRRVHWRUHWLUHHDUO\DQGRQ\RXUUHWLUHPHQWGDWH\RXDUHQRWDJHDQGGRQRWKDYHDWOHDVW 10 years of Credited Service, your pension will be reduced. See 5 - Early Retirement Reductions.

During the term of the current Collective Agreement, there are Early Retirement Windows. See 8 on page 7.

Note: All retirements are on the first day of the month.

4. AMOUNT OF PENSION

Since your pension is based on earnings and service these terms should first be clarified.

³&UHGLWHG(DUQLQJV´is the monthly equivalent of the average bi-weekly earnings paid to you in the 130 pay periods in which your earnings were highest.

³%DVH (DUQLQJV´ is Credited Earnings to a maximum of 150% of one-twelfth of the average YMPE (defined below) in the 3 calendar years ending in the year in which you retire. In 2018, maximum Base Earnings are $6,920.83.

³+RXUO\6HUYLFH´is determined based on 1,800 hours of work constituting one year of hourly service. If you work 1,800 or more hours in a calendar year, you will be credited with one year of Hourly Service. If you work less than 1,800 hours in a calendar year, your Hourly Service for that year will be equal to the hours you worked in the year divided by 1,800. Hours of work includes scheduled vacation with pay, time off for illness, accident, and for certain other reasons as described in Article 6 of the Pension Agreement.

³<03(´ is the Yearly Maximum Pensionable Earnings established by the Canada Pension Plan and used in determining your Canada Pension Plan benefit. It is also used for your Bridge Pension calculation.

If you have prior salaried service, the amount of pension you will receive for that service was calculated when you transferred to the DB Hourly Plan. If that service was prior to August 1, 1972 and the amount of pension so calculated is less than your salaried service times the flat formula in effect under the DB Hourly Plan when you retire from active service, you will receive the greater amount.

Total credited service (hourly plus salaried service) is limited to 35 years.

As your earnings increase, your Credited Earnings also increase and so does the value for each year of your service. As your service increases, so does your pension.

'%3HQVLRQ3ODQIRU+RXUO\(PSOR\HHV6XPPDU\%RRNOHW  Lifetime or Basic (Age 65) Pension

For Credited Service prior to August 1, 1972, your pension shall be $48.00 times your years of Credited Service prior to August 1, 1972.

For Credited Service after July 1972 but prior to August 1999, your pension shall be the greater of:

(a) $48.00 times your years of Credited Service after July 1972 but prior to August,1999; and

(b) 1.35% times your Credited Earnings times your years of Credited Service after July 1972 but prior to August, 1999 (Credited Earnings not to exceed $52,000 annual).

For Credited Service after July 1999, your pension shall be the greater of:

(c) $48.00 times your years of Credited Service after July 1999; and

(d) 1.35% times your Credited Earnings times your years of Credited Service after July 1999.

Total Credited Service cannot exceed 35 years. If you have more than 35 years of Credited Service, your last 35 years will be counted towards the determination of your pension.

Bridge Pension (Before Age 65)

If on your early retirement date, you are age 60 and have at least 10 years of Credited Service, a bridge benefit will be payable from your early retirement date to age 65, determined as follows:

(a) for Credited Service prior to August 1, 1972, $20.00 times your years of Credited Service prior to August 1, 1972,

(b) for Credited Service after July, 1972 but prior to August,1999, the greater of:

(i) $20.00 times your years of Credited Service after July, 1972 but prior to August, 1999; or

(ii) 0.6% times your Base Earnings times your years of Credited Service after July, 1972 but prior to August, 1999 ( Base Earnings not to exceed $52,000 annual)

(c) for Credited Service after July 1999, the greater of:

(i) $20.00 times your years of Credited Service after July 1999; or

(ii) 0.6% times your Base Earnings times your years of Credited Service after July 1999.

Total Credited Service under (a), (b)(i) and c(i) cannot exceed 30 years and the aggregate under (a) and (b)(ii) & (c)(ii) cannot exceed 35 years of Credited Service. If you have more than 35 years of Credited Service, your last 35 years will be counted towards the determination of your pension.

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Retiring Allowance for the Defined Benefit Pension Plan

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5. EARLY RETIREMENT REDUCTIONS

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(a) Service Prior to August 1, 1972

For service prior to August 1, 1972, your Basic and Bridge Pensions will be reduced by 0.5% for each complete month by which your early retirement date precedes your 58th birthday, except that the reduction will not apply if you have 30 or more years of Credited Service, regardless of age.

(b) Service After July 31, 1972 and Before January 1, 2002

If your Basic and Bridge Pensions for service after July 31, 1972 and before January 1, 2002 are calculated using the $48 and $20 formulas respectively, the reductions on them will be calculated as in (a).

If your Basic and Bridge Pensions for service after July 31, 1972 and before January 1, 2002 are calculated using your Credited and Base Earnings respectively, they will be reduced by the lesser of:

(i) 0.25% for each month that you start your pension before your 62nd birthday, plus an additional 0.25% for each month that you start your pension before your 59th birthday; and

(ii) 0.33% for each month that your age plus service at retirement is less than 85, except that no reduction shall apply if you have 35 years of service at retirement.

REMEMBER: The percentage which provides you with the largest pension is used.

(c) Service After December 31, 2001

For service after December 31, 2001, your Basic Pension will be actuarially reduced from the date you would be age 60 and have 10 years of Credited Service.

6. OPTIONAL PENSIONS

The form of pension you receive will depend on whether or not you have a spouse when you retire. If you do not have a spouse, your pension will be payable for your life. If you have a spouse when you retire, the law requires that your pension be paid as a Joint and Survivor pension, unless you and your spouse waive the right to that form of benefit in writing. The Joint and Survivor form pays you a reduced pension for life with 60% of the reduced pension continuing to your spouse after your death. This pension will be equal in value to the lifetime pension that you would receive if you do not have a spouse when you retire.

The Ontario Pension Benefits Act requires a 60% joint and survivorship (J&S) pension for your spouse by taking a slightly smaller pension payable for your lifetime. You and your spouse, however, may elect to take a smaller or larger percentage J&S pension or no J&S pension.

If you elect to take a J&S pension of less than 60% the law requires that both spouses sign a waiver form.

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7. POST-RETIREMENT INDEXING OF BASIC PENSION

If you retire from active service, have been retired for at least 24 months and are at least age 55, you will have a portion of your Basic Pension increased on July 1, 2017, July 1, 2018, July 1, 2019, July 1, 2020, July 1, 2021 and July 1, 2022 based on the Percentage Adjustment which shall be calculated as the lesser of:

(a) 80% of the average annual percentage increase in the Consumer Price Index in the immediately preceding calendar year subject to an annual maximum of 3%, and (b) the difference between the rate of return on the assets of the pension fund in the preceding calendar year and the solvency interest rate for the current calendar year plus 1.5%.

If the Percentage Adjustment is zero or negative, no indexing will be paid. Any negative balance in the Percentage Adjustment will be carried forward to future years.

The maximum portion of your Basic Pension which will be increased is equal to $48 per month times your years of Credited Service (Salaried and Hourly to a maximum of 35 years) plus increases previously granted to you.

8. EARLY RETIREMENT WINDOWS

If you retire during one of the following periods: (a) August 1, 2017 to October 31, 2017 (b) January 1, 2018 to October 31, 2018 (c) January 1,2019 to October 31, 2019 (d) January 1, 2020 to October 31, 2020 (e) January 1, 2021 to October 31, 2021 (f) January 1, 2022 to October 31, 2022

your Basic and Bridge Pensions will be calculated using the reductions outlined in Sections 5(a) and (b) of this booklet, with Section 5(b) applying to all years of Credited Service after July 31, 1972.

Remember: All retirements are on the first of the month. For example, the last opportunity to retire under these early retirement windows will be on October 1, 2022.

9. PLANT CLOSURE BENEFIT

If the plant closes and you were a Member of the DB Hourly Plan on December 31, 2001, your Basic and Bridge Pensions will be calculated using the reductions outlined in Sections 5(a), (b) and (c) of this booklet.

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10. INTEGRATION WITH GOVERNMENT PLANS

Although full Canada Pension Plan (CPP) benefits do not become payable until age 65 (unless you become totally disabled), you may take a reduced CPP benefit as early as age 60. Old Age Security is payable at age 65. Since the DB Hourly Plan provides you with the option to retire before you are eligible for the Government benefits, the DB Hourly Plan provides an extra amount of pension (Bridge Pension) if you decide to retire before age 65 and if you meet the qualifying criteria. When you reach age 65 the Bridge Pension ceases. If you choose to take your CPP before age 65, the Bridge Pension will still continue to age 65.

11. SURVIVOR BENEFITS

In the event of your death before retirement from any cause, your surviving spouse will be entitled to receive an on-going monthly survivor pension under the terms of the DB Hourly Plan.

The Survivor Benefit payable under the DB Hourly Plan is the greater of:

x half of your Basic Lifetime (Age 65) pension entitlement earned to your date of death, or

x the commuted value of your pension earned from January 1, 1987.

The Survivor Benefit monthly income is payable for the lifetime of your spouse.

If you do not have a surviving spouse, your designated beneficiary will receive a lump sum payment equal to the commuted value of your deferred pension accrued from January 1, 1987. If you have not designated a beneficiary or if your beneficiary predeceases you or dies before receiving all payments to which the beneficiary is due, any remaining benefits payable to the beneficiary will be paid as a single lump sum to your estate or the estate of your beneficiary, respectively.

A surviving spouse and surviving dependents under the DB Hourly Plan also receive, at Company cost:

x Prescription drugs at 100% coverage

x Dental Plan coverage until the spouse reaches age 60 or there are no dependent children, whichever occurs last.

In all cases of the death of an employee and/or a surviving spouse, the Company will assist beneficiaries in any way possible.

12. TERMINATION OF EMPLOYMENT

If you terminate your employment with the Company prior to becoming eligible for an early retirement pension and you have at least 24 months of continuous service, you shall be entitled to receive a deferred

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You will have 60 days to make your election. If you do not make an election, you will be deemed to have elected not to transfer the commuted value of your deferred pension from the DB Hourly Plan.

13. ESTIMATED PENSION CALCULATION

When you are approaching retirement contact Employee Benefits for an estimate of your pension entitlement.

'%3HQVLRQ3ODQIRU+RXUO\(PSOR\HHV6XPPDU\%RRNOHW  HEALTH, SAFETY AND ENVIRONMENT MANUAL

August 1, 2016 Between

ALGOMA STEEL INC. -and-

THE UNITED STEELWORKERS

ON BEHALF OF ITSELF AND ITS LOCAL 2251

Sault Ste. Marie Ontario, Canada ALGOMA

HEALTH, SAFETY AND ENVIRONMENT MANUAL

FOR THE

JOINT HEALTH, SAFETY AND ENVIRONMENT COMMITTEE

This Manual, its contents and subject material are not to be conveyed or reproduced in whole or in part without the expressed consent of Algoma and the Joint Health, Safety and Environment Committee.

81&21752//(':+(135,17('  HEALTH & SAFETY MANUAL

TABLE OF CONTENTS SECTION

INTRODUCTION ...... A MANUAL CONTROL & REPRODUCTION ...... B COMPANY POLICIES ...... C JOINT TASK FORCE REPORT - NOVEMBER 5, 1980 ...... D RELATIONSHIPS BY OBJECTIVES (RBO) DOCUMENT ...... E ORGANIZATION ...... F INDUCTION, COUNSELLING, DISCIPLINE ...... F1 CHAIRPERSON’S MANUAL for the Joint Health, Safety & Environment Committee ...... F2 SAFETY CONTACT RECORD KEEPING SYSTEM ...... F3 INCIDENT INVESTIGATIONS ...... F4 GASES AND CYLINDERS ...... F5 GENERAL SAFETY RULES & REGULATIONS...... F6 LOCKOUT / ISOLATION OF WORK AREAS ...... F7 CRANES ...... F8 OUTSIDE CONTRACTORS & SERVICE PERSONNEL ...... F9 EQUIPMENT...... F10 MEDICAL...... G ENVIRONMENT HEALTH & SAFETY (INDUSTRIAL HYGIENE) ...... H EMERGENCY SERVICES (SECURITY) ...... I PLANNING SAFETY MEETINGS ...... J SIGNS ...... K SOUNDS ...... L PERMITS ...... M REVISIONS TO THE JOINT HEALTH & SAFETY MANUAL ...... N INDEX ...... O REVISED: 2007-02-28

81&21752//(':+(135,17('  FORWARD

In November 1980, a decision was made by Algoma's Management to publish a new Health and Safety Manual. That decision was based on a Relationships by Objectives Program introduced by the Ontario Ministry of Labour. The three-day program included representatives from Management, Union Local 2251 and the Ministry of Labour.

Note: All references to Essar Steel Inc. should be read to mean Algoma Steel Inc.

81&21752//(':+(135,17('  385326(

The purpose of the Health & Safety Manual is to serve as a guide to all Management and Bargaining Unit employees in matters affecting Health, Safety, Environment and Accident Prevention.

Many topics have been developed jointly with Local 2251 Health, Safety and Environment Committee Members. Other policies and procedures are strictly management functions. Look for the designated pages.

We urge you to familiarize yourself with this Manual. Use it as a working tool.

81&21752//(':+(135,17('    ,1752'8&7,21 

The Health, Safety and Environment Manual have been prepared to guide and direct all employees of Algoma and to ensure application of the Corporate Policies affecting Health, Safety and Environment. The policies are endorsed by Algoma's President and Chief Executive Officer.

The Manual consists of fifteen sections covering a wide selection of subject material. A Table of Contents, as well as an Alphabetical Index, has been prepared for easy reference to various topics.

The Occupational Health & Safety Act, R.S.O. 1978/1990 makes the Company responsible for providing a healthful and safe work place for all employees. The Management/Supervisory Team is held accountable to do so. The Act further sets out rights and responsibilities that the workers and their unions have, to contribute towards the effectiveness of the Company's overall Health and Safety Program. Therefore, much of the subject material contained herein consists of a joint Management-Union effort to establish workable Accident Prevention Procedures and Policies.

The Environmental Protection Act, R.S.O. 1990, provides for the protection, conservation and management of the natural environment as may be affected by the operations of a Company. The Company is responsible for ensuring that no discharge, as a result of our operations, will impair the natural environment or cause discomfort or loss of enjoyment by the general public. Effective environmental management is the responsibility of every employee within our joint management/union structure and is reflected in the application of environmental practices and procedures throughout the Company.

From time to time revisions, deletions or additions will be necessary. These will be subject to joint review, as referred to in the appropriate section of the current Collective Agreements. Provisions have been made to effect revisions. Reference to that section will guide all concerned.

The Manual recognizes the Health, Safety & Environment Committee Members of:

Local 2251 United Steel Workers Local 2724 United Steel Workers

Each issue of the Manual is and must be strictly controlled. A procedure has been established and can be found in the Manual Control Section.

The Manual contained in the Collective Agreement is for reference purposes. If there is any difference between the Copy in the CBA and the Control Manual, the Control Manual is deemed to be the official copy.

5(9,6('

81&21752//(':+(135,17('  MANUAL CONTROL B-1

B HEALTH & SAFETY MANUAL CONTROL

The issuing and updating of this Manual requires certain control measures. In order to ensure the integrity of the Manual contents, the master copy will be maintained in electronic format with five official hard copies distributed as follows:

Health & Safety Office – Control Copy #1 Local 2251 Union Chair – Control Copy #2 Local 2251 Union Hall – Control Copy #3 Local 2724 Union Hall – Control Copy #4 Emergency Services Office – Control Copy #5

All departments will have access to the current manual via the company intranet.

Any additions, deletions or revisions will be directed through the Joint Education & Training Committee to the area Health, Safety & Environment Representatives. Health & Safety Department personnel and Union Health, Safety & Environment Committee members may occasionally review the Manual.

The Manual will be reviewed by the Steelworks Joint Health & Safety Committee annually and documented.

REVISED: 2018-05-30

UNCONTROLLED WHEN PRINTED MANUAL CONTROL B-2

HEALTH & SAFETY MANUAL REPRODUCTION

It was agreed by Senior Management to preserve the integrity of all copies of the Health, Safety and Environment Manual.

It is recognized that from time to time reproduced copies will be required for discussion and training purposes, therefore sections of the Health, Safety and Environment Manual can be printed from the on-line version and will be “Uncontrolled when Printed”.

It was also agreed there would be no deviation from the policy.

By rigidly following this procedure, we can be sure that all copies of the Health, Safety and Environment Manual in your possession are valid and current.

REVISED: 2018-05-30

UNCONTROLLED WHEN PRINTED 81&21752//(':+(135,17('  81&21752//(':+(135,17('  81&21752//(':+(135,17(' 

81&21752//(':+(135,17('  81&21752//(':+(135,17('  A ACCOUNTABILITY Definition ...... F-1 Management Positions...... F-3 ADVISORY BOARD, HEALTH AND SAFETY ...... F-6 APPOINTMENT OF SUPERVISORS - Policy ...... F-12

B BUDGETS - See Expenditures & Budgets...... F-9

C CHIEF EXECUTIVE OFFICER………………………………….………………………………...F-3 CUSTODIANSHIP OF AN AREA ...... F-23

D DISPUTES (Work Refusals)...... F-17 DIVISION MANAGER RESPONSIBILITY...... F-3

E EMPLOYEE RESPONSIBILITY ...... F-15 ENVIRONMENT, HEALTH & SAFETY DEPARTMENT, Role of...... F-8 EXPENDITURES & BUDGETS ...... F-9

F FREQUENCY - Report of Injury ...... F-10 FRONTLINE SUPERVISOR RESPONSIBILITY…………………………………….…………...F-4

G GUIDELINES FOR HANDLING REPORTED HAZARDS...... F-14

H HEALTH & SAFETY ADVISORY BOARD ...... F-6 HEALTH & SAFETY CONCERNS ...... F-14

M MANAGEMENT HEALTH & SAFETY REPORTING STRUCTURE ...... F-2 MANAGEMENT STRUCTURE...... F-6 MANAGER RESPONSIBILITY...... F-3 MINISTRY OF LABOUR - Workplace Inspection ...... F-20

81&21752//(':+(135,17('  2 OCCUPATIONAL HEALTH & SAFETY ACT...... F-13 Duties of a Supervisor ...... F-5

Duties of a Worker...... F-16 ORGANIZATION Line Management ...... F-6 Safety, Environment & Emergency Services Organization Chart ...... F-7

3 PERFORMING WORK - See Refusal to Perform Work ...... F-17 POLICY ON APPOINTMENT OF SUPERVISORS...... F-12

5 REFUSAL TO PERFORM WORK - Thought to be Unsafe...... F-17 RESPONSIBILITY Chief Executive Officer/Chief Operating Officer………………………………...…………F-3 Definition ...... F-1 Division General Manager ...... F-3 Employee ...... F-15 Front Line Supervisor...... F-4 Manager ...... F-3 Supervisor ...... F-5 Vice-President, Operations...... F-3

6 SAFETY & EMERGENCY SERVICES - Organization Chart...... F-7 SENIOR SAFETY COMMITTEE ...... F-6 SEVERITY OF INJURIES - Reports ...... F-11 STATISTICS - Injury ...... F-10 SUPERVISOR- Policy of Appointment ...... F-12 SUPERVISOR RESPONSIBILITY ...... F-5

8 UNSAFE WORK REFUSAL - See Workers’ Rights to Refuse Unsafe Work ...... F-17

9 VICE-PRESIDENT, OPERATIONS - RESPONSIBILITY...... F-3

: WORK REFUSAL...... F-17

81&21752//(':+(135,17('  ORGANIZATION Page F- 1

ORGANIZATION

RESPONSIBILITY / ACCOUNTABILITY

‘Responsible’ LVGHILQHGDVDQLQYROYHPHQWZLWKDWUXVWRUGXW\RUREOLJDWLRQ

‘Responsibility’ is defined as the state of being answerable or accountable for that trust or duty or obligation.

Those who accept the responsibility for supervising the work of others must also accept the responsibility for seeing that the work is performed in a safe manner. At the same time, those who accept the responsibility for performing work must also accept the responsibility for performing that work in a safe manner.

‘Accountability’ in the sense that is used in Algoma’s Health, Safety and Environment Program means that:

(a) Each level of the Steelworks will be answerable to the next senior level for the carrying out of its responsibilities in the Health, Safety and Environment Program, and

(b) Each level of supervision will require its immediate subordinate level to answer for its performance in the carrying out of its responsibilities in the Health, Safety and Environment Program.

REVISED: 2018-05-30

81&21752//(':+(135,17('  ORGANIZATION Page F-2

MANAGEMENT HEALTH AND SAFETY REPORTING STRUCTURE

ORGANIZATION CHART INDICATES FUNCTIONAL RELATIONSHIPS AND LINES OF RESPONSIBILITY, NOT RELATIVE IMPORTANCE OF FUNCTIONS OR TITLES

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REVISED: 2018-05-30

81&21752//(':+(135,17('  ORGANIZATION Page F-3

MANAGEMENT RESPONSIBILITIES FOR HEALTH, SAFETY & ENVIRONMENT

ALL MANAGEMENT It is the responsibility of all Management to ensure a full understanding of the current Occupational Health & Safety Act and comply with such in all related responsibility areas. CHIEF EXECUTIVE OFFICER/CHIEF OPERATING OFFICER The Chief Executive Officer and Chief Operating Officer establish corporate Health, Safety and Environment policies to ensure the welfare of employees. VICE-PRESIDENT – OPERATIONS/VICE PRESIDENT, HUMAN RESOURCES The Vice Presidents of Operations and Human Resources ensures that Algoma’s Health, Safety & Environment Program activities are consistent with Company Policy. The Vice Presidents will monitor the Health, Safety and Environment performance of Department and Division Management. DIVISION GENERAL MANAGER

The Division General Manager is accountable for ensuring that all departments in the Division understand the objectives and goals in regard to corporate Health, Safety and Environment and that related programs are consistent with such objectives and goals. The Division General Manager will ensure that subordinate responsibilities, authority and accountability are understood and accepted. The Division General Manager will ensure individual departments have the resources to meet required objectives and will audit the performance of subordinate levels.

MANAGER / SUPERINTENDENT

The Manager/Superintendent is accountable for ensuring that safe work practices and procedures are in effect at all times in the Department(s). The Manager/Superintendent will work together with his subordinates and approve the establishment of Health, Safety and Environment programs and provide the necessary resources for such programs. The Manager/Superintendent will consolidate the Front Line Supervisor’s objectives into an acceptable overall objective and will audit the performance of subordinate levels.

1RWH It is implicit that Management give prime consideration, where practical, to elimination of hazards and not confine corrective measures to the use of safety devices. The specific accountability for ensuring that temporary safety devices are replaced by steps to eliminate a hazard expeditiously, using best judgement, is assigned to the Department Manager/Superintendent.

REVISED: 2018-05-30

81&21752//(':+(135,17('  ORGANIZATION Page F-4

FRONT LINE SUPERIVSOR

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SHIFT COORDINATOR

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REVISED: 2011-03-04

81&21752//(':+(135,17('  ORGANIZATION Page F-5

SUPERVISOR

The following are duties of a Supervisor as defined by the Occupational Health & Safety Act:

(1) A Supervisor shall ensure that a worker,

(a) Works in the manner and with the protective devices, measures and procedures required by this Act and the regulations; and

(b) Uses or wears the equipment, protective devices or clothing that the worker’s employer requires to be used or worn.

(2) Without limiting the duty imposed by subsection (1), a Supervisor shall

(a) Advise a worker of the existence of any potential or actual danger to the health or safety of the worker of which the Supervisor is aware;

(b) Where so prescribed, provide a worker with written instructions as to the measures and procedures to be taken for protection of the worker; and

(c) Take every precaution reasonable in the circumstances for the protection of a worker.

1RWH: The term “Supervisor” includes all levels of Line Management.

REVISED: 2011-03-04

81&21752//(':+(135,17('  ORGANIZATION Page F-6

HEALTH AND SAFETY ADMINISTRATION SUPPORT ORGANIZATION WITHIN LINE MANAGEMENT

Algoma is committed to active participation in a Joint Committee Structure as it exists between the Company and Unions. It is recognized that a support organization within Line Management is required if Algoma’s Health, Safety and Environment Program is to be fully effective and successful.

The purpose of this memorandum is to outline the support organizations that have been established and to set out clearly the positive role each can play within the Health, Safety and Environment Program.

Within the Company side of the Health and Safety organization, and intended for use on Company directed activities only, there are two levels of safety committees as follows:

1. Senior Management Health, Safety and Environment Committee - Chief Executive Officer / Chief Operating Officer / Vice President Operations / Vice President Human Resources / Division General Managers / General Managers Health & Safety, Emergency Services & Environment. Chaired by the Vice President - Operations, the Senior Management Health, Safety and Environment Committee will meet monthly or at the discretion of the Chairperson. The focus of this Committee is intended to relate to matters of policy making, policy interpretation and the long-term direction of Algoma's Health, Safety and Environment Program. The only time that the Senior Management Health, Safety and Environment Committee would become involved with "situation-type" activity could be where such a situation had policy implications in terms of being a precedent situation or where such a situation was the result of a serious accident or fatality. Otherwise, its role will be strategic and policy oriented.

REVISED: 2018-05-30

81&21752//(':+(135,17('  ORGANIZATION Page F-7

HEALTH & SAFETY, EMERGENCY SERVICES AND ENVIRONMENT ORGANIZATION CHART

GENERAL MANAGER HEALTH & SAFETY EMERGENCY SERVICES

SUPERINTENDENT MANAGER SERVICE EMERGENCY HEALTH & SAFETY COORDINATOR SERVICES

INDUSTRIAL SHIFT FIRE PREVENTION HYGIENIST (2) SUPERVISORS (4) OFFICER

SENIOR HEALTH & EMERGENCY SAFETY OFFICER RESPONSE OFFICERS (16)

ERGONOMIST

GENERAL MANAGER ENGINEERING ENVIRONMENT

MANAGER ENVIRONMENT

CONTROL OFFICER ENVIRONMENTAL CONTROL OFFICER SERVICE (WATER) ANALYST (AIR) COORDINATOR

REVISED: 2014 04 04

81&21752//(':+(135,17('  ORGANIZATION Page F-8

THE HEALTH & SAFETY DEPARTMENT

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REVISED: 2018-05-30

81&21752//(':+(135,17('  ORGANIZATION Page F-9

EXPENDITURES & BUDGETS

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Costs

&RVW&HQWUHVDUHHVWDEOLVKHGWKURXJKRXWWKH6WHHOZRUNVIRUWKHH[SUHVVSXUSRVHRIFROOHFWLQJFRVWV SHUWDLQLQJWR+HDOWK6DIHW\DQG(QYLURQPHQW 6XEDFFRXQWVZLWKLQWKHVH&RVW&HQWUHVDUHWREHXVHGWRFROOHFWFRVWVIRUODERXUWRROVDQGVXSSOLHV PRYLQJDQGVHUYLFHVUHSDLUVDQGPDLQWHQDQFH (VWDEOLVKHGEXGJHWVDUHWREHXVHGWRPRQLWRUVXFKH[SHQGLWXUHV

Labour

Labour accounts are to be used to collect hours of both Salary and Bargaining Unit personnel attending Safety Meetings, Safety Inspections, Accident Investigations, etc.

Tool and Supplies

Items such as safety and medical supplies, respirators and safety lockout devices are to be charged to the various department Health, Safety and Environment accounts.

Moving and Services These accounts should be used sparingly in most departments. Repairs and Maintenance Accounts in this category are more general in nature. It is therefore suggested that, wherever possible, Maintenance Orders, Shop Orders or Cost Orders be used to provide a description of the equipment and work performed.

R.B.O. - Page E-3, UM20, 4. (4) For technical reasons, the management of safety maintenance should be left within the existing Maintenance organization. Maintenance has set up a system to capture all safety work orders so that an assessment and review can be made as to the effectiveness of Algoma’s safety maintenance program.

REVISED: 2018-05-30

81&21752//(':+(135,17('  ORGANIZATION Page F-10

STATISTICS AND REPORTS

The purpose of statistics is to provide a basis for:

(a) Reporting performance in generally accepted terms to government, official bodies and other plants;

(b) Placing plant, department and group performance in an organized manner in order that accurate measurement can be made;

(c) Ascertaining meaningful information in order that accident causes may be arrived at, in depth, so that preventative measures against recurrence can be taken.

F FREQUENCY

There are two frequency statistics produced; the first is ‘Lost Time Frequency’ and the second is ‘First Treatment Frequency’. Frequencies represent the unit number of each category per 200,000 employee hours worked.

The formula to calculate Frequency is:

No. of Cases of Type Under Review x 200,000 Actual employees Hours Worked

Injury frequencies can be generated for groups of employees of any size for any period of time.

Routinely, frequency figures are reported monthly for each of the categories shown on a one-month and year-to-date basis for each department and for the plant as a whole. The ratio of Lost Time Accidents to total First Treatments is recorded as an indicator of change.

REVISED: 2018-05-30

81&21752//(':+(135,17('  ORGANIZATION Page F-11

SEVERITY

6HYHULW\VWDWLVWLFVPHDVXUHWKHQXPEHURIGD\VORVWGXHWRDZRUNUHODWHGLQMXU\)LYHGD\VSHUZHHN DUHFRXQWHGDQGHPSOR\HHKRXUVZRUNHGDUHXVHGDVDEDVHLQFDOFXODWLQJ6HYHULW\

7KHIRUPXODWRFDOFXODWH6HYHULW\LV

1RRI'D\V/RVW[ Actual employee Hours Worked

A high Severity is an indicator that accident costs are equally high and that Injury Management Programs should be implemented.

REVISED: 2018-05-30

81&21752//(':+(135,17('  ORGANIZATION Page F-12

POLICY ON APPOINTMENT OF SUPERVISORS

The Occupational Health & Safety Act requires that when appointing a Supervisor, an employer must appoint a competent person. A competent person is defined in the Act as follows:

"Competent Person" means a person who,

(i) Is qualified because of his knowledge, training and experience to organize the work and its performance;

(ii) Is familiar with the provisions of this Act and the Regulations that apply to the work; and

(iii) Has knowledge of any potential or actual danger to Health or Safety in the workplace.

To ensure compliance with the Act in all cases of supervisory appointments, including Replacement Supervision, the person making the appointment must be satisfied that the person being appointed meets the above definition and prior to going on the job fully understands:

(i) The responsibilities of a Supervisor under the Occupational Health & Safety Act;

(ii) The Job Safe Practices for the jobs to be supervised;

(iii) The safe work procedures for the jobs under his/her control;

(iv) How to handle any hazardous materials that might be present in his/her area;

(v) Any other safety bulletins pertaining to the area he/she will be supervising.

REVISED: 2011-03-04

81&21752//(':+(135,17('  ORGANIZATION Page F-13

THE OCCUPATIONAL HEALTH & SAFETY ACT

The Occupational Health & Safety Act was passed by the Ontario Legislature and became effective in 1979.

The Act is made up of three books affecting:

1. Industrial Establishments

2. Construction Projects

3. Mining

Any one of these books can be applied to certain areas of the Steelworks, e.g.

1. Industrial - Rolling Mills, Maintenance, Services

2. Construction - all Construction Projects

3. Mining - Ironmaking, Ore & Coal Docks

When in doubt as to what book should be applied, contact the Health & Safety Department.

REVISED: 2014-04-08

81&21752//(':+(135,17('  ORGANIZATION Page F-14

GUIDELINES FOR HANDLING REPORTED HAZARDS OR HEALTH & SAFETY CONCERNS

This following is an understanding within the Internal Responsibility System of Algoma's Joint Health & Safety Program and is not to be used as an interpretation of the Occupational Health & Safety Act, nor does it amend Section 25 Duties of the Employer when a worker requests that the procedures outlined in Section 25 be implemented.

1. If a Worker reports a hazard or a health and safety concern, the supervisor shall:

a. Investigate the hazard or concern.

b. If there is agreement that a hazard or concern exists, the supervisor must correct the hazard or propose corrective measures or address the concern. If the corrective action or proposal or discussion of the concern satisfies the Worker, the incident is closed.

c. If the supervisor does not agree that a hazard exists or that there is a reason for concern and if, after discussion, the Worker is unsatisfied with the Supervisor’s action; then the Supervisor must initiate the Refusal to Work Procedure. (See Index under Work Refusal)

REVISED: 2018-05-30

81&21752//(':+(135,17('  ORGANIZATION Page F-15

EMPLOYEE RESPONSIBILITIES

1. Report for work in a condition, mentally and physically, which will allow satisfactory performance of all required work functions.

2. Use or wear all safety equipment that Algoma requires to be used or worn.

3. Ensure that such equipment is maintained in good order and that worn out or damaged equipment is reported.

4. Use all safety devices provided, including guards; ensure that the safety devices are in good condition and report defects.

5. Keep all areas of work safe and orderly by placing waste and garbage in receptacles or places provided, by safe placing or stacking of materials and by clean up after job completion.

6. Report all accidents, whether injury producing or not, to Supervision immediately.

7. Report all unsafe conditions to Supervision immediately.

8. Report to the Medical Department all injuries for treatment.

9. Report all used fire extinguishers to Supervision.

10. Work according to the Occupational Health & Safety Act and regulations.

11. A worker must not leave his/her assigned work area without permission of the Supervisor. The Supervisor must be aware of a worker’s whereabouts at all times, especially when the worker has been assigned to work alone or in a remote place.

REVISED: 2018-05-30

81&21752//(':+(135,17('  ORGANIZATION Page F-16

DUTIES OF A WORKER

The following are Duties of a Worker as defined in the Occupational Health & Safety Act:

(1) A worker shall

(a) Work in compliance with the provisions of this Act and the regulations;

(b) Use or wear the equipment, protective devices of clothing that his/her employer requires to be used or worn;

(c) Report to his/her employer or supervisor the absence of or defect in any equipment or protective device of which the worker is aware and which may endanger himself, herself or another worker; and

(d) Report to his/her employer or supervisor any contravention of this Act or the regulations or the existence of any hazard of which he/she knows.

(2) No worker shall

(a) Remove or make ineffective any protective device required by the regulations or by his/her employer, without providing an adequate temporary protective device and when the need for removing or making ineffective the protective device has ceased, the protective device shall be replaced immediately;

(b) Use or operate any equipment, machine, device or thing or work in a manner that may endanger himself, herself or any other worker; or

(c) Engage in any prank, contest, feat of strength, unnecessary running or rough and boisterous conduct.

(3) A worker is not required to participate in a prescribed medical surveillance program unless the worker consents to do so.

REVISED: 2002-01-18

81&21752//(':+(135,17('  ORGANIZATION Page F-17

WORKERS' RIGHTS TO REFUSE UNSAFE WORK

A worker may refuse to work or do particular work where he or she has reason to believe that, (a) Any equipment, machine, device or thing the worker is to use or operate is likely to endanger himself, herself or another worker; (b) The physical condition of the workplace or the part thereof in which he or she works or is to work is likely to endanger himself or herself; (c) Workplace violence is likely to endanger himself or herself; or (d) Any equipment, machine, device or thing he or she is to use or operate or the physical condition of the workplace or the part thereof in which he or she works or is to work is in contravention of this Act or the regulations and such contravention is likely to endanger himself, herself or another worker.

There is a set procedure to be followed in a refusal to work situation. When a worker refuses to work or do particular work, the worker shall: 1. Promptly report the circumstances of the work refusal to his/her employer (or supervisor) who shall immediately investigate the report in the presence of the worker and a Union Health, Safety & Environment Representative, who shall be made available and attend without delay; 2. Remain in a safe place near his/her work station until the investigation is completed. 3. If, following the investigation or any steps taken to deal with the circumstances that caused the worker to refuse the work initially, the worker has reasonable grounds to believe that, (a) The equipment, machine, device or thing that was the cause of the refusal to work or do particular work continues to be likely to endanger himself, herself or another worker; (b) The physical condition of the workplace or the part thereof in which he/she works continues to be likely to endanger himself, herself; or (c) Any equipment, machine, device or thing he/she is to use or operate or the physical condition of the workplace or the part thereof in which he/she works or is to work is in contravention of the Act or the Regulations and such contravention continues to be likely to endanger himself, herself or another worker, The worker may refuse to work or to do the particular work. In this event, the employer, the worker or a person acting on behalf of either the employer or the worker, shall notify a Ministry of Labour Inspector of the situation. (An inspector in this instance means an Inspector appointed under the Occupational Health & Safety Act to enforce this legislation. These inspectors are employed by the Ministry of Labour in the various branches.)

REVISED: 2012-03-08

81&21752//(':+(135,17('  ORGANIZATION Page F-18

 :KHQWKH0LQLVWU\RI/DERXU,QVSHFWRUDUULYHVDWWKH3ODQWKHVKHZLOOLQYHVWLJDWHWKHUHIXVDO WRZRUNLQWKHSUHVHQFHRIWKHHPSOR\HU RUUHSUHVHQWDWLYH WKHZRUNHUDQGWKH8QLRQ+HDOWK 6DIHW\  (QYLURQPHQW 5HSUHVHQWDWLYH PHQWLRQHG LQ   DERYH  7KH LQVSHFWRU VKDOO IROORZLQJWKLVLQYHVWLJDWLRQGHFLGHZKHWKHUWKHPDFKLQHU\RUHTXLSPHQWRUWKHZRUNSODFH RU SDUWWKHUHRI LVOLNHO\WRHQGDQJHUWKHZRUNHURUDQRWKHUSHUVRQ

 7KH 0LQLVWU\ RI /DERXU ,QVSHFWRU VKDOO VXEPLW KLVKHU GHFLVLRQ LQ ZULWLQJ DV VRRQ DV LV SUDFWLFDO WR WKH HPSOR\HU WKH ZRUNHU DQG WKH 8QLRQ +HDOWK 6DIHW\  (QYLURQPHQW 5HSUHVHQWDWLYH

 3HQGLQJ WKH LQYHVWLJDWLRQ DQG GHFLVLRQ RI WKH LQVSHFWRU WKH ZRUNHU VKDOO UHPDLQ LQ D VDIH place near his/her work station during the worker’s normal working hours unless the employer chooses to assign the worker reasonable alternative work during such hours. Such alternative work would be subject to the provisions of the Collective Agreement.

Where an assignment of reasonable alternative work is not practicable, the employer can give other directions to the worker.

7. Pending the investigation and the decision of the inspector, no worker shall be assigned to use or operate the equipment, machine, device or to work in the workplace or in the part of the workplace being investigated unless the worker(s) to be assigned to that task has been advised of the other worker’s refusal, in the presence of the Union Health, Safety & Environment Representative, and the reason for such refusal. This worker also has the right to refuse.

Reprisals by Employer Prohibited Under the Legislation, an employer cannot take or threaten to take any disciplinary, intimidating or coercive action against a worker because the worker has acted in compliance with the Act or the Regulations or an order made under the Act, or because a worker has sought the enforcement of the Act or the Regulations. Where such reprisal is taken or threatened by an employer, the worker may either have the matter dealt with by final and binding settlement by arbitration under the Collective Agreement or file a complaint with the Ontario Labour Regulations Board, in which case any regulations governing the practice and procedure of the Board will apply to the complaint. 1RWH Ministry of Labour can be contacted through the Health & Safety Department or Emergency Services.

REVISED: 2002-01-18

81&21752//(':+(135,17('  ORGANIZATION Page F-19

In the situation where the Worker states he/she is refusing to do the job, the following procedure must be followed:

WORKER 3URPSWO\UHSRUWVWKHUHDVRQIRUUHIXVDOWR6XSHUYLVRUDQGUHPDLQVLQDVDIHSODFH

SUPERVISOR 6KDOOFRQGXFWDQLPPHGLDWHLQYHVWLJDWLRQLQWRWKHFRPSODLQWLQWKHSUHVHQFHRIWKH :RUNHUDQGWKH8QLRQ+HDOWK6DIHW\ (QYLURQPHQW5HSUHVHQWDWLYHIURPWKHDUHD AGREEMENT DVSHUSRVWHGOLVW,IWKH5HSUHVHQWDWLYHIURPWKHGHSDUWPHQWLVXQDYDLODEOHDWWHPSW (PSOR\HH WRJHWD5HSUHVHQWDWLYHIURPDQRWKHUGHSDUWPHQW(PHUJHQF\6HUYLFHV H[W  ZLOODVVLVWLQORFDWLQJD5HSUHVHQWDWLYHRQWKHDIWHUQRRQDQGQLJKWVKLIWV,IDOOHOVH IDLOVFDOOD5HSUHVHQWDWLYHRXWIURPKRPH UHWXUQV

DISAGREEMENT WORKER STILL REFUSES TO WORK 0LQLVWU\ RI /DERXU PXVWEH FRQWDFWHG  6XSHUYLVRU PXVWGR WKLVWKURXJKWKH +HDOWK  6DIHW\ 'HSDUWPHQW RU RQ DIWHUQRRQVRUQLJKWVWKURXJK(PHUJHQF\6HUYLFHV

WORKER Remains in a safe place unless assigned to reasonable alternative work or given other directions pending investigation and decision.

PENDING THE INVESTIGATION AND DECISION BY THE MINISTRY OF LABOUR Another worker may be asked to perform the work, providing he/she is told of the refusal to work and the reasons for it, in the presence of the Union Health, Safety & Environment Representative. This worker also has the right to refuse.

MINISTRY OF LABOUR Inspector will continue the investigation in the presence of the Worker, the Supervisor and the Union Health, Safety & Environment Representative. 1RWH: On occasion, refusals may be resolved over the telephone. The Inspector will make a decision and based on that decision, the work may resume or corrective action may be required.

REVISED: 2002-01-18

81&21752//(':+(135,17('  ORGANIZATION Page F-20

MINISTRY OF LABOUR - WORKPLACE INSPECTION The following represents an understanding of the Ministry Inspection procedure and the roles played by the parties to the Joint Health, Safety and Environment system in that procedure.

Workplace inspections by the Ministry of Labour are conducted on a regular basis and at a frequency that relates directly to the overall Health and Safety performance in the plant or sub-sections of the plant.

A Union Member of the Joint Health, Safety and Environment Committee has the right to accompany a Ministry Inspector on the inspection tour. Management has an equal right to assign a member of Supervision to the tour and must do so in all cases. This ensures that a Supervisor knowledgeable in the inspection area is present to respond to the Inspector’s questions and, where appropriate, to initiate corrective action immediately or to provide clarification to the Inspector of any matter relating to the inspection and/or worker concerns. It also ensures compliance with the Outside Worker Reporting-In Procedure.

The Ministry is not bound to providing prior notice of inspections; however, as a matter of courtesy and to ensure that the appropriate persons from the Company and Union are available, generally some notice that the inspection is scheduled will be provided.

On the day of the inspection, arrangements are made through the Health & Safety Department to have the parties to the inspection meet at a mutually satisfactory time and place. When the area inspection extends beyond one day, arrangements for the second day will be made with the Joint Inspection Team.

The inspection will include an audit of the most recent Department Joint Workplace Inspection Reports and the Minutes of the Department and Division Joint Health, Safety & Environment Group Meetings.

As part of the Ministry's responsibility, the Inspector requests a meeting for the purpose of reviewing the Inspection Report of the department or area inspected. The Inspector, Division or Department Manager (or his designate), a Union Health, Safety & Environment Representative and a Health & Safety Department Representative will normally attend this meeting. Appropriate subjects for discussion at this meeting include a general assessment of the area, any orders written, any anomalies noted on which orders were not written and an assurance that the workers in the area have no unresolved concerns relating to Health and Safety. Concerns that have not been properly processed through the steps provided by the Joint Health, Safety and Environment System may be addressed at this meeting and may appear on the Inspector’s report.

REVISED: 2011-03-08

81&21752//(':+(135,17('  ORGANIZATION Page F-21

When the inspection of a major division has been completed, the Inspector will arrange to meet with the Manager of the Health & Safety Department and both Union Chairpersons of the Joint Health, Safety & Environment Committee to discuss the entire report and entertain any objections or concerns of either party.

Any concerns of the Inspector relating to the status of orders issued on the inspection tour will be directed to the Operating Management accountable for the inspection area and the Health & Safety Department. Follow-up visits by an Inspector may be made, with no prior notice.

The Health & Safety Department is accountable to ensure, in writing; that orders or directives are responded to within the stipulated time frame, a copy of which will be filed with the appropriate Department Joint Health, Safety & Environment Group and the Union Chairpersons both Local 2251 and Local 2724 of the Joint Health, Safety & Environment Committee.

The department must ensure that Ministry of Labour orders are posted in the workplace.

REVISED: 2018-05-30

UNCONTROLLED WHEN PRINTED ORGANIZATION Page F-22

CUSTODIANSHIP OF AN AREA

1. The custodian of an area is the department that has jurisdiction over that area.

2. The custodian is accountable for ensuring that the physical components of the area are in compliance with the Occupational Health & Safety Act and Corporate Policy.

3. Service Departments, such as Electrical or Mechanical Maintenance or Quality Control, may have control over an area within a larger operating area and these departments then are the custodians of these areas. For example, Electrical Maintenance is the custodian of Motor Rooms and Mechanical Maintenance is the custodian of Repair Shops in mill areas.

G CUSTODIAN'S RESPONSIBILITY FOR WORKERS IN THE AREA

1. Custodian & Safety Procedures

The custodian has the responsibility to ensure that safety procedures are established and available for the protection of workers from hazards specific to the area (e.g. lockouts, purge procedures, respiratory protection equipment, etc.). For service departments who enter the area, the custodian may accomplish this by written instructions to the service department Manager/Superintendent or appropriate Supervisor.

2. Assistance in Developing Procedures

In establishing safety procedures, such as lockouts, the custodian of the area may require the assistance of personnel with the required expertise. The accountability for the adequacy of the procedure rests with the individual(s) who has established the procedure.

3. Assigned Service Groups (e.g., Electrical, Mechanical, Quality Control)

Several service departments may have workers permanently assigned to the same area. Each service group will require safety procedures (e.g., lockouts) in keeping with the nature of the work they perform. It is the responsibility of each service department to ensure these safety procedures are available to and understood by the workers required to follow the procedures.

81&21752//(':+(135,17('  ORGANIZATION Page F-23

4. Change of Custodian

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5. Transient Workers (e.g., Mechanical Services, Material Handling)

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6. Responsibility of Custodian Supervisor

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REVISED: 2018-05-30

81&21752//(':+(135,17('  ),1'8&7,21&2816(//,1*',6&,3/,1(,1'(;

&2816(//,1*

' DEPARTMENT INDUCTION...... F1-2 DISCIPLINE – (Safety Related)...... F1-7

) FORMAL COUNSELLING ...... F1-6

* GENERAL INDUCTION PROCEDURES FORM ...... F1-4

, INDUCTION New Employees ...... F1-1 Transferred Employees ...... F1-2 INFORMAL COUNSELLING...... F1-5

1 NEW EMPLOYEES Department Orientation...... F1-1 Induction ...... F1-1

9 VIOLATIONS - Discipline...... F1-7 ,1'8&7,21&2816(//,1*',6&,3/,1( 3DJH)

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7KH*HQHUDO+HDOWK 6DIHW\,QGXFWLRQFRQVLVWVRIWKHIROORZLQJ 1. Formal presentations regarding basic Health & Safety philosophy, the Occupational Health & Safety act and applicable regulations, reporting injuries/worker concerns and various training programs will be delivered. 2. Where scheduling allows, the induction will include opening and closing comments by the co-chairs of the Steelworks Joint Health & Safety committee, or their designate. 3. Topics which must be covered include but are not restricted to: a. General Safety Practices and Policies b. Legislation including Rights & Responsibilities/Accountabilities c. WHMIS d. Hazard Recognition, Housekeeping e. Reporting and resolving worker concerns f. Ergonomics Awareness g. Environmental Awareness h. Confined Space Awareness i. Lockout Program, Fall Protection, Traffic/Walkway Rules j. Fire Safety l. Workplace Violence and Harassment Program m. Other relevant topics as deemed necessary. After induction, new employees receive standard safety equipment (hard hat/glasses) and information on how to acquire safety boots and prescription safety glasses.

81&21752//(':+(135,17(' ,1'8&7,21&2816(//,1*',6&,3/,1( 3DJH)

DEPARTMENT SPECIFIC INDUCTION OF NEW TO DEPARTMENT OR TRANSFERRED EMPLOYEES

As explained in the section "New Employee Induction by the Health & Safety Department", new employees receive a basic introduction to safety. This provides new employees with the basic foundation regarding Algoma’s Health & Safety program and expectations.

Due to the fact that the employees that receive the company General Health & Safety Induction include workers to be assigned to different areas or occupations, it is not practical to give specific safety instructions on departmental or job safe practices.

It is, therefore, the responsibility of each department to have a known, well-defined procedure for the Department Health & Safety induction of new hires and newly transferred employees into the department.

It is suggested that the employee be welcomed into the department by the immediate supervisor where ever possible. The supervisor will ensure that the employee receives the required information regarding the hazards of the work areas of the department and the safety requirements of the department as a whole. An orientation tour of the whole department is a worthwhile addition to this part of the induction. Detailed job specific instructions and training will be required prior to workers being assigned to work.

Upon completion of receiving the Department Induction and job specific instructions, the worker should be put into the hands of a competent employee well experienced in the work that the new worker will be performing, for training. The new employee is to be introduced to the area Health & Safety representative and Safety Captains if applicable. The area Health & Safety representatives and Safety Captains can play a role in introducing the new employee to the department and specific hazards.

The training should consist of ‘tell-show-try’ segments. It is important to train the worker to do the job properly and to not deviate from the accepted method. There should not be a separate "Safety" training. The proper method should always be the safe method.

Of course, the worker should be shown any hazards present and the consequences of doing the job in any way different from that taught. The Front Line Supervisor should be satisfied of the worker's ability to do the job before he/she is allowed to perform the duties unassisted.

Before commencement of job training, the worker must be given all personal protective equipment necessary for the job and part of his/her training will cover the use of this equipment.

REVISED: 2018-05-30

81&21752//(':+(135,17(' ,1'8&7,21&2816(//,1*',6&,3/,1( 3DJH)

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6RPHGHSDUWPHQWVKDYHGHVLJQHGIRUPVWRHQVXUHWKDWWKHZRUNHULVLQVWUXFWHGDFFRUGLQJWRD SUHGHWHUPLQHGSODQ7KLVIRUPFDQEHDVSHFLDORQHIRUWKDWSXUSRVHRULWFDQEHLQFRUSRUDWHG LQDIRUPFRYHULQJRWKHUGHWDLOVRISODQWLQGXFWLRQORFNHUWLPHNHHSLQJVKLIWURWDWLRQHWF

 DEPARTMENT SPECIFIC INDUCTION

All departments are responsible to have a Specific Induction list. These specific items are to be used in conjunction with the General Induction.

The General Induction list is the same in all areas of the plant and is controlled by the Joint Education & Training Committee. The Specific Induction list is controlled by the Department Joint Health, Safety & Environment Committee Co-Chairs. They are responsible to review their Department Specific Induction contents annually and update as necessary.

The Joint Education & Training Committee is responsible to review the General Health & Safety Induction agenda and to recommend any proposed changes to the Steelworks Joint Health, Safety & Environment Committee for approval.

2. INDUCTION AUDITING To ensure that employee inductions occur as required, all Department Group Meeting agendas must include a review of the employee inductions conducted in the previous month. Department Specific Inductions are to be recorded in SAP as a qualification and confirmed at the department group meeting.

REVISED: 2011-03-17

81&21752//(':+(135,17(' ,1'8&7,21&2816(//,1*',6&,3/,1( 3DJH)

DEPARTMENT INDUCTION PROCEDURES

IT IS DEPARTMENT SUPERVISION'S RESPONSIBILITY TO FILL IN DEPARTMENT INDUCTION FORM AND TO ENSURE DEPARTMENT INDUCTIONS ARE PROPERLY CONDUCTED.

THIS FORM IS A MINIMUM SAFETY INDUCTION AND MUST BE USED IN CONJUNCTION WITH DEPARTMENT SPECIFIC INDUCTION FORM.

DEPARTMENT ______AREA______

DATE ______DATE OF 1ST SHIFT ______SHIFT ______

EMPLOYEE : ______PAYROLL NUMBER ______

FRONT LINE SUPERVISOR: ______PAYROLL NUMBER ______

HAS EMPLOYEE BEEN INDUCTED IN DEPARTMENT BEFORE? YES NO

FULL INDUCTION ______ONE DAY INDUCTION ______

IF THE EMPLOYEE IS SCHEDULED FOR ONE SHIFT ONLY, YOU MUST MAKE THE EMPLOYEE AWARE OF ANY MILL EVACUATION PROCEDURES ALSO REVIEW THE JOB SAFE PRACTICE BOOK FOR THE JOB BEING PERFORMED AND TOUR THE EMPLOYEE TO THE JOB SITE AND EXPLAIN PROCEDURES. I.E. LOCKOUTS.

IF THE EMPLOYEE IS SCHEDULED FOR MORE THAN ONE SHIFT AND HAS NOT BEEN INDUCTED IN THE DEPARTMENT BEFORE, YOU MUST TOUR THE DEPARTMENT WITH THE EMPLOYEE EXPLAINING AND MAKING THE EMPLOYEE AWARE OF THE SAFETY BOARD, EMERGENCY STATIONS, WELFARE ROOMS, LUNCH ROOMS, MAIN WALKWAYS, HEALTH AND SAFETY MANUAL LOCATION, ANY SPECIFIC HAZARDS IN YOUR DEPARTMENT, LOCATION OF MATERIAL SAFETY DATA SHEETS AND HAZARDOUS MATERIAL BOOK.

EMPLOYEE GIVEN TOUR BY

NAME: ______PAYROLL NUMBER: ______

SUPERVISOR, HEALTH AND SAFETY REPRESENTATIVE, SAFETY CAPTAINS OR OTHER PERSON KNOWLEDGEABLE OF DEPARTMENT LAYOUT AND HAZARDS, ALL AREAS PERTAINING TO THE JOB MUST BE COVERED ON THE TOUR.

A RECORD OF DEPARTMENT INDUCTION AND JOB SAFE PRACTICE REVIEW ARE TO BE RECORDED AS QUALIFICATIONS IN SAP.

(FORM MUST BE KEPT ON FILE IN DEPARTMENT)

81&21752//(':+(135,17(' ,1'8&7,21&2816(//,1*',6&,3/,1( 3DJH)

JOINT INFORMAL SAFETY COUNSELLING PROGRAM

The Health & Safety Department will provide the Managers/Superintendents and the Union Division Co-Chairpersons with a list of employees who have had three or more injuries within the past twelve months.

The Health & Safety Officer and the Union Division Co-Chairperson will conduct informal interviews with the employee. Circumstances and conditions may warrant that a meeting may not be required in all cases. Common sense should prevail. Before the meeting is scheduled, the Health & Safety Office and Division Co-Chairperson will meet and discuss the names on the list to determine those to be counselled and confirm with the department Manager/Superintendent.

The manner of the informal counselling should be as follows, with emphasis being placed on the fact that: a. The meeting is non-disciplinary; b. It is strictly confidential; c. Our primary concern is the employee's continued well being.

The second part of the interview should deal with:

i) A review of the injuries that the employee has experienced.

ii) Can he/she suggest why they have had more injuries than the norm?

iii) Does he/she feel that there are any other problems in the work environment, for instance, relationship with supervision and/or fellow workers; or any other conditions that may be affecting the situation?

In concluding the interview, the employee should be counselled to exercise more caution in the workplace, since his/her personal safety is of prime importance to him/her, his/her Union and the Company.

This program does not replace the formal counselling as outlined in the Health and Safety Manual. A record of the Informal Counselling is to be kept.

Revised: 2011-03-17

81&21752//(':+(135,17(' ,1'8&7,21&2816(//,1*',6&,3/,1( 3DJH)

FORMAL COUNSELLING As Management and Union, we have a responsibility to discover why certain individuals are consistently involved in injury producing accidents, even though there seems to be no apparent explanation as to why this occurs. If we fail to take prompt remedial action the consequences may prove to be serious. The program that we have established to deal with this is referred to as the "Formal Counselling Session" which is an adjunct to the Informal Session. The former would be put into effect after the latter has failed to produce the desired reduction in personal accidents. The session includes the following people: x Department Head x Front Line Supervisor x Health & Safety Officer x Union Health, Safety & Environment Member (as designated by the Union Health, Safety & Environment Chairperson) x Employee x Delegate x Medical Representative The problems may be work-related, such as fear of the workplace, hostility between the employee and supervision or even between the employee and fellow workers. In many cases, we have been able to assist the employee ourselves or if not, then refer the employee to an agency who can. It is preferable that the employee's department initiate Counselling. However, a suggestion from any source in general or the group members in particular should be considered. The ultimate decision remains with the Department Head. Union co-operation is an important element and should be built into the system prior to any collective action. The meetings are low-key, obviously non-punitive, confidential with regard to any personal information divulged by the employee and designed simply to help the individual. After brief introductions, it is usually that of the Health & Safety Department Representative offer the lead-in remarks. From that point on, the worker being counselled should be given every opportunity to "open-up". There will be some encounters where the employee would prefer to speak in confidence with only one member of the group. He/she should be given that opportunity.

Some excellent results have evolved from such meetings and if you have problem employees in your area of responsibility we recommend this approach. If no attempt is made to correct these situations, it will only be a matter of time until the employee ends up permanently disabled or worse. A record of this counselling is to be kept in SAP.

REVISED: 2011-03-17

81&21752//(':+(135,17(' ,1'8&7,21&2816(//,1*',6&,3/,1( 3DJH)

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upervision will first use instructive, constructive, verbal/written contacts and admonishments. Records of instruction (Safety Contact Codes 9001, 9002, etc.) and admonishments (Safety Contact Codes 9008, 9009) are to be kept in the Safety Contact System. 2. If an employee persists in breaking or ignoring the safety regulations, a written Safety Admonishment should be conducted with the employee, the Union Health and Safety Representative and the Supervisor. The intent of this meeting is to review the employee’s history of safety non-conformance and to inform the employee that upon additional violations of established safety practices and procedures, the employee will be subject to potential disciplinary action. This meeting is to be recorded in the Safety Contact System (Safety Admonishment Meeting, Code 9030). 3. When an employee's attitude does not improve, despite the foregoing, and where generally acceptable department safety practices continue to be violated, the following procedure will apply: A meeting will be held by the Department Manager/Superintendent or designate, Health and Safety Department Representative, the Union Division Health, Safety and Environment Representative, the officially designated representatives (i.e., Union Steward) and the employee to discuss the employee's attitude and failure to conform to acceptable department safety behaviour. Discipline, in the form of demerits, may then be issued where Management considers such action to be necessary. 4. In an incident involving serious abuse of safety procedures or equipment by an employee, which exposes the employee or other employees to immediate danger, the Department Manager may proceed immediately to Step (3). 7KH DERYH VWHSV VKRXOG EH KHOG UHJDUGOHVV RI DQ\ DFWLRQV WDNHQ E\ WKH 8QLRQ XQGHU *ULHYDQFH 3URFHGXUH *5(a) Violation of safety rules and regulations; 5(b) Carelessness, recklessness or failure to observe standard safety working practices

5(9,6('

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY INDEX

A AGENDA ITEMS FOR DEPARTMENT GROUP MEETINGS ...... F2-22 AWARDS Pat Batter Award Committee ...... F2-16 Presidents' Award...... F2-18

C CHAIRPERSON DUTIES - Local 2251 ...... F2-30 CHAIRPERSON DUTIES - Local 2724 ...... F2-38

COMMITTEES Department Joint Health, Safety & Environment Groups...... F2-21 Division Joint Health, Safety & Environment Groups...... F2-20 Joint Education & Training Committee ...... F2-10 Joint Electrical Maintenance Policies and Lockout Committee...... F2-14 Joint Gas Committee ...... F2-13 Joint Industrial Hygiene / Environment Committee...... F2-8 Joint Welfare & Walkway Committee ...... F2-11 Pat Batter Award Committee ...... F2-16 Steelworks Joint Health, Safety & Environment Committee...... F2-6

D DEPARTMENT GROUP MEETINGS - Agenda Items ...... F2-22 DEPARTMENT JOINT HEALTH, SAFETY & ENVIRONMENT GROUPS ...... F2-21 DIVISION JOINT HEALTH, SAFETY & ENVIRONMENT GROUPS ...... F2-20 DUTIES - Union Local 2251 Chairperson ...... F2-30 Local 2251 Divisional Co-Chair ...... F2-31 Local 2251 Department Co-Chair ...... F2-32 Local 2724 Chairperson ...... F2-38 Local 2724 Divisional Co-Chair ...... F2-39 Local 2724 Department Co-Chair ...... F2-40

E ELECTRICAL MAINTENANCE POLICIES AND LOCKOUT COMMITTEE ...... F2-14

F FACILITIES FOR LOCAL 2251 UNION JOINT CHAIRPERSON ...... F2-35 FACILITIES FOR LOCAL 2724 UNION JOINT CHAIRPERSON ...... F2-43

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY INDEX

G GAS - Joint Gas Committee ...... F2-13 GROUP MEETINGS - Agenda Items for Department Group Meetings ...... F2-22

H HYGIENE / ENVIRONMENT COMMITTEE (Joint) ...... F2-8

I INDUSTRIAL HYGIENE - See Joint Industrial Hygiene / Environment Committee ...... F2-8 INSPECTION - MONTHLY JOINT PROCEDURES ...... F2-27

J JOINT DEPARTMENT HEALTH, SAFETY & ENVIRONMENT GROUPS ...... F2-21 JOINT DIVISION HEALTH, SAFETY & ENVIRONMENT GROUPS ...... F2-20 JOINT EDUCATION & TRAINING COMMITTEE ...... F2-10 JOINT ELECTRICAL MAINTENANCE POLICIES AND LOCKOUT COMMITTEE ...... F2-14 JOINT GAS COMMITTEE ...... F2-13 JOINT HEALTH, SAFETY & ENVIRONMENT COMMITTEE STRUCTURE ...... F2-5 JOINT INDUSTRIAL HYGIENE / ENVIRONMENT COMMITTEE ...... F2-8 JOINT INSPECTION PROCEDURES ...... F2-27 JOINT STEELWORKS HEALTH, SAFETY & ENVIRONMENT COMMITTEE ...... F2-5 JOINT WELFARE & WALKWAY COMMITTEE ...... F2-11

L LIGHTING - Throughout the Steelworks ...... F2-12 LOCKOUT COMMITTEE (see Joint Electrical Maintenance Policies / Information and Lockout Committee) ...... F2-14

M MANUAL - Chairperson's Manual for the Joint Health, Safety & Environment Committee ...... F2-1 MEETINGS Joint Health, Safety & Environment Committee Meeting Procedure ...... F2-3

O OFFICE FACILITIES FOR LOCAL 2251 UNION JOINT CHAIRPERSON ...... F2-35 OFFICE FACILITIES FOR LOCAL 2724 UNION JOINT CHAIRPERSON ...... F2-43

OPERATING PHILOSOPHY - Chairperson's Manual ...... F2-2

P PAT BATTER AWARD COMMITTEE ...... F2-16 PAYMENT FOR ATTENDANCE AT MEETINGS ...... F2-4 PERSONAL PROTECTIVE EQUIPMENT ...... F2-9 PHILOSOPHY - Chairperson's Manual ...... F2-2 81&21752//(':+(135,17(' JOINT HEALTH & SAFETY INDEX

PRESIDENTS’ AWARD ) 352&('85(6)250217+/<-2,17,163(&7,216 ) 3527(&7,9(&/27+,1* ) 3527(&7,9((48,30(17 ) S SAFETY Committee - Local 2251Union Members ...... F2-34 Committee - Local 2724Union Members ...... F2-42

SAFETY MEETINGS Payment for Attendance ...... F2-4 SAFETY STRUCTURE - 2251 Health, Safety & Environment Committee Structure ...... F2-29 SAFETY STRUCTURE - 2724 Health, Safety & Environment Committee Structure ...... F2-37

STANDING COMMITTEES ...... F2-7 Joint Education & Training ...... F2-10 Joint Electrical Maintenance Policies and Lockout Committee...... F2-14 Joint Gas Committee ...... F2-13 Joint Industrial Hygiene / Environment Committee...... F2-8 Joint Welfare & Walkway Committee ...... F2-11 Pat Batter Award Committee ...... F2-16 STEELWORKS JOINT HEALTH, SAFETY & ENVIRONMENT COMMITTEE ...... F2-5

T TRAINING - See Joint Education & Training Committee ...... F2-10

U UNION 2251 HEALTH, SAFETY & ENVIRONMENT COMMITTEE ...... F2-28 UNION 2251 HEALTH, SAFETY & ENVIRONMENT COMMITTEE STRUCTURE ...... F2-29 UNION DUTIES Local 2251 ...... F2-30 UNION DUTIES Local 2724 ...... F2-38

UNION HEALTH, SAFETY & ENVIRONMENT COMMITTEE MEMBERS Local 2251 List of Names and Telephone Numbers...... F2-34 Local 2724 List of Names and Telephone Numbers...... F2-42

W WALKWAYS - See Joint Welfare & Walkway Committee ...... F2-11 WELFARE - See Joint Welfare & Walkway Committee ...... F2-11

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-1

CHAIRPERSON'S MANUAL

FOR THE

JOINT HEALTH, SAFETY & ENVIRONMENT COMMITTEE

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-2

OPERATING PHILOSOPHY

The function of the Joint Health, Safety & Environment System at Algoma, (including the Steelworks Committee and its subordinate Division Groups and Department Groups) shall be to identify and evaluate the problems and recommend solutions to matters pertaining to Health and Safety in the work place.

It is also recognized that the Company has the overall responsibility and ultimate overall accountability for Health and Safety in the workplace.

However, the administrative procedures outlined in the Occupational Health & Safety Act 1978, together with its Regulations, and Article 10 of the Collective Agreements between the Company and Local Union 2251 and Local Union 2724 must be satisfied.

The parties are committed to the proposition that there is an obligation on everyone involved in these matters, but especially upon those in leadership positions, to express their feelings and convictions openly, without fear or hesitation, but always balanced with consideration for the thoughts and feelings of others. All parties acknowledge the objective of a safe and healthy workplace for all who work at Algoma.

ROLE AND RESPONSIBILITIES OF THE CHAIRPERSON

It is important that both Union and Management Chairpersons distinguish between their role and responsibilities as Chairpersons and their normal role and responsibilities.

As Chairpersons, they are responsible to ensure the efficient administration of their teams, the joint activities and joint meetings. They ensure that problems or items are adequately defined, possible alternative solutions identified and recommendations made.

Management Chairpersons have the option, as Managers in their normal role, of making a decision immediately or taking a meeting recommendation on advisement and responding later. In either case, they are responsible to provide a Committee or Joint Group an answer and the reasons for decisions.

REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-3

MEETING PROCEDURE

The following procedure will be used for all meetings conducted by the Joint Groups under the jurisdiction of the Steelworks Joint Health, Safety & Environment Committee.

1. The three Chairpersons will agree to an Agenda in advance of the meeting.

2. The Management Chairperson will issue one Agenda document giving Management and Union Agenda Items at least one week in advance of the meeting. For the Steelworks Joint Meeting and Joint Groups, the agenda should normally be issued two weeks in advance.

3. The Management Chairperson will be responsible to provide a Secretary and to having Minutes prepared, which will be agreed to and signed by the three Chairpersons, and subsequently distributed.

4. The Minutes, signed by the three Chairpersons, will be issued to all in attendance and posted within the jurisdiction covered by the meeting within 14 days.

REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-4

PAYMENT OF UNION MEMBERS OF THE JOINT HEALTH, SAFETY & ENVIRONMENT COMMITTEE

A list of the Union Members of the Joint Health, Safety & Environment Committee is posted in each Department.

The employees on this list are entitled to be paid in full for all hours spent on the following activities as though the time spent was working time. Where applicable, the appropriate premium rate would also apply.

The activities covered are:

1. Monthly Workplace Inspections.

2. Accident Investigations.

3. Joint Health, Safety & Environment Committee Meetings.

4. Accompanying Ministry Inspectors on Plant Inspections.

5. Dealings with refusals to perform unsafe work under the Occupational Health & Safety Act.

6. Other duties related to Health, Safety and the environment as may be agreed to by the appropriate Management and Union Co-Chairs.

The Health and Safety Department will record all hours associated with the above activities on regular time sheets to payroll. All overtime worked by Union Health & Safety Representatives will be approved in advance through a request from the union chair to the Manager of Health & Safety. Should the request be denied, the union chair will have the opportunity to forward the request to the Vice President Human Resources. The company will reserve the right to authorize the overtime.

REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-5

JOINT HEALTH, SAFETY & ENVIRONMENT COMMITTEE STRUCTURE

The Committee Structure to be adopted by Algoma to satisfy the requirements of the Occupational Health & Safety Act, as well as the terms of the Local 2251 and Local 2724 U.S.W. Collective Agreements, consists of three levels. These levels are:

x Steelworks Joint Health, Safety & Environment Committee; x Division Joint Health, Safety & Environment Group; and x Department Joint Health, Safety & Environment Group.

STEELWORKS JOINT HEALTH, SAFETY & ENVIRONMENT COMMITTEE

The Steelworks Joint Health, Safety & Environment Committee shall hold quarterly meetings and exercise the powers and functions set out in the Occupational Health & Safety Act.

The Committee shall be composed of:

Management

Meeting Chair General Manager: Health, Safety and Emergency Services

Members Division General Managers and Select Department Heads, Management Co-chairpersons of Steelworks Subcommittees

Union

Meeting Chairs Chairperson Local 2251 Health, Safety & Environment Committee Chairperson Local 2724 Health, Safety & Environment Committee

Members – Local 2251 Division Health & Safety Co-Chairs, Liaison Officer, Local 2251 Executive, Union Co-chairpersons of Steelworks Subcommittees, One Union Health & Safety committee member at large

Members – Local 2724 Division Health & Safety Co-Chairs, One Local 2724 Executive, Union Co-Chairpersons of Steelworks Subcommittees,

REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-6

RESPONSIBILITIES OF THE STEELWORKS JOINT HEALTH, SAFETY & ENVIRONMENT COMMITTEE

RESPONSIBILITIES

1. Fulfil the obligations of the Joint Committee under the Occupational Health & Safety Act.

2. Review plant Health, Safety and Environment performance.

3. Discuss and make recommendations, through its Division and Department Joint Health, Safety & Environment Groups, for resolution of problems in the field of Health, Safety and Environment.

4. Ensure, through its Division and Department Joint Health, Safety & Environment Groups, efficient and effective use of joint inspections.

5. Maintain, through its Joint Lockout Sub-Committee, an overview of plant lockout procedures.

6. Resolve issues referred by its subordinate Division Joint Health, Safety & Environment Groups.

7. Establish task priorities for studies and assessments to be carried out by the Environment, Health & Safety Departments as a result of requests by the Joint Health, Safety & Environment Committee, its related Sub-Committees and Division and Department Joint Health, Safety & Environment Groups.

8. Provide direction, priorities and review the activities of all Joint Standing Committees.

ADMINISTRATION

The Steelworks Joint Health, Safety & Environment Committee Meeting will be held every three months, or as required by the three Chairpersons.

Meetings will have a published Agenda - Union and Management items being submitted by the respective Chairs. The Chairs will agree to the Agenda for quarterly meetings at least two weeks prior to the meeting date. The Meeting Secretary will prepare and distribute typed Minutes approved by the three Co-Chairs.

REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-7

STANDING COMMITTEES OF THE STEELWORKS JOINT HEALTH, SAFETY & ENVIRONMENT MEETING

From time to time, the above meeting will appoint Standing or Special Committees to fulfil specific obligations or tasks. These Standing Committees will report to the Steelworks Joint Health, Safety & Environment Committee.

Joint Industrial Hygiene / Environment Committee

Joint Education & Training Committee

Joint Welfare & Walkway Committee

Joint Lockout Committee

Joint Gas Committee

Joint Electrical Maintenance Policies and Lockout Committee

Pat Batter Award Committee

REVISED: 2002-06-03

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-8

JOINT INDUSTRIAL HYGIENE / ENVIRONMENT COMMITTEE MEMBERSHIP

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ROLE

The Committee will address issues relating to Industrial Hygiene, Environment and personal protective equipment. Specific policy and functions are included in Section H of this Manual.

REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-9

PERSONAL PROTECTIVE EQUIPMENT

Responsibility of the Joint Industrial Hygiene/Environment Committee

PURPOSE

The co-ordination of trials - approval - purchase - distribution and use of all equipment designed for the personal Health and Safety of Algoma employees is the responsibility of the Joint Industrial Hygiene/Environment Committee.

FUNCTION

1. Approve trials of new equipment and assess results.

2. Recommend purchase and use of new equipment.

3. Recommend restrictions on use of new or existing equipment when possible.

4. Recommend utilization of existing equipment, rather than purchase of new items.

5. Approve additions or deletions from Stores stock.

6. Recommend standardization of equipment, where applicable.

7. Recommend use of existing equipment in areas where it is not currently in use.

The committee will address personal protective equipment issues that are global in nature or special request from the operations and to make recommendations on the standards to be established.

REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-10

JOINT EDUCATION & TRAINING COMMITTEE

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81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-11

JOINT WELFARE AND WALKWAY COMMITTEE

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FUNCTIONS

1. Recommend to the Co-Chairs of the Steelworks Joint Health, Safety & Environment Committee facilities that require upgrading or maintenance. Also put some order of plant-wide priority on these items.

2. Recommend to the Co-Chairs of the Steelworks Joint Health, Safety & Environment Committee the requirements for new or modified welfare facilities.

3. Conduct annual audits of welfare facilities and authorized walkways.

4. Ensure compliance with agreed standards for welfare facilities and lunchrooms.

5. Review proposals for modifications to existing standards. 6. Review external lighting conditions throughout the Steelworks biannually. Record deficiencies and monitor corrective action. REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-12

LIGHTING

Responsibility of the Joint Welfare and Walkway Committee

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PURPOSE / OBJECTIVES

1. To make field inspections of new and existing area lighting installations, e.g., rail yards, walkways, outdoor work areas, street lighting, etc.

2. To serve as a central co-ordinating group for individual requests to have external area lighting improved.

3. To evaluate the results of Field Inspections, review Lighting Improvement Requests, and forward to Engineering with recommendations for Preparation of Design and Scope Sheets.

4. To establish, with the assistance of Engineering, the most efficient fixture mounting, i.e., building mounting vs. pole top.

5. To evaluate E.A.R. lighting costs, in order to have pricing available for budget type estimates by the Committee.

6. To request annual funding under the Plant General Accounts to permit the Committee to: (a) Replace, within budget, a limited number of out-dated light sources and damaged or unsafe mountings each year; (b) To add photo-electric control equipment to area lighting systems presently being left on during daylight hours; (c) To carry out a fixture re-aiming program when fixture angles have been disturbed.

RESPONSIBILITIES To handle all Requests and Work Orders for improved area lighting and traffic signals. PROCEDURES 1. Work Orders - to be sent to Electrical Maintenance, for co-ordination with other Work Area Requests. 2. Area Lighting Requests - to be sent to Engineering.

REVISED: 2011-03-17

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-13

JOINT GAS COMMITTEE

Management

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PURPOSE

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PARTICIPATION

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FUNCTION  7RVHWSROLF\RQJDVVDIHW\

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REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-14

JOINT ELECTRICAL MAINTENANCE POLICIES AND LOCKOUT COMMITTEE

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ELECTRICAL MAINTENANCE POLICIES: 1. Provide all departments with technical consultation and direction relating to universal electrical safety practices, procedures, investigation recommendations and ther safety concerns that may develop. o 2. Maintain a Plant Electrical Job Safe Practice (JSP) Standard and General Safe Work Practice (SWP) Standard via periodic review and consultation with representation from all departments. Develop new Electrical Safety Procedures, as required. 3. The Committee's Management Chairperson or designate shall liaison with the Ontario Electrical Safety Authority on matters of Electrical Safety Code deficiencies and other matters of concern. This includes the ESA incident reporting requirements. 4. Identify the need for and arrange appropriate training sessions on matters of safety, such as changes to the Electrical Safety Code. 5. Department representatives table their concerns to this Committee for review, investigation, solutions and implementation.

REVISED: 2018-05-30 81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-15

6. A member of this Committee will participate in all investigations where "electricity" is involved.

1RWH The responsibility for ensuring correction and reporting of Electrical Safety Authority inspection deficiencies rests with the Department Manager.

7. The Department Manager is responsible for ensuring that all electrical trades personnel receive annual mandatory training in safety, which includes annual safety re-indoctrination, JSP and SWP review, CPR training, ESA Electrical Safety Code training sessions and specific safety training for the area, such as Self-Contained Breathing Apparatus, etc.

8. The departments are to appoint appropriate representation from the area in the electrical discipline, typically, an Electrical Supervisor and Electrical Maintenance Technician. A quarterly meeting will be held with the department representatives.

LOCKOUT:

Role

1. To review newly created Department SAP Lockout Procedures for compliance to the agreed principles of lockout.

2. To monitor the Corporate Policy on Lockout.

1RWH The responsibility for technical competence for ensuring a safe Lockout Procedure rests with Management Representatives of the Procedure and is outside the role of the Joint Electrical Maintenance Policies and Lockout Committee.

3. The Committee Co-Chairs review all initial Lockout Procedures in the SAP Safety Lockout System.

4. The Committee Representatives do not review revised Lockout Procedures.

5. All Lockout Procedures must be tested and verified prior to being used.

Reporting Responsibility

To the Union and Management Chairpersons of the Steelworks Joint Health, Safety and Environment Committee

REVISED: 2002-06-03

UNCONTROLLED WHEN PRINTED JOINT HEALTH & SAFETY PAGE F2-16

PAT BATTER AWARD COMMITTEE

Management

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 Union

Meeting Chairs Chairperson, Local 2251 Pat Batter Award Committee Chairperson, Local 2724 Pat Batter Award Committee

Local 2251 Members 1 Health, Safety & Environment Committee Member (as designated by the Union Chairperson, Steelworks Committee)

Local 2724 Members Up to 1 Health, Safety & Environment Committee Member or one 2724 member at large (as designated by the Union Chairperson, Steelworks Committee)

PAT BATTER AWARD

Description The Pat Batter Safety Award is presented in memory of the late Pat Batter to an individual or a group of individuals who have made a significant contribution in the field of Health and Safety.

Pat Batter's total personal commitment to the Health and Safety of Algoma's employees is remembered by the Joint System through this award.

Criteria for the Award

1. A significant Health and Safety contribution made by an employee/s, active or retired, which has had a positive impact on the primary goal of reducing work injuries or illness across the plant and/or a recognized long standing dedication to Health and Safety.

2. An act of bravery by a company employee(s), active or retired. Not necessarily restricted to plant operations. 3. A voluntary action by an employee(s), active or retired, which does not involve risk to his/her own person, but the result of which is deemed to be life-saving to another individual, e.g. application of C.P.R. or the Heimlich Manoeuver. Not necessarily restricted to plant operations.

REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-17

Nominations

Any individual or group of individuals can initiate a nomination for the Pat Batter Award.

The Pat Batter Award is a Standing Item on the agenda of each Department's Joint Health, Safety & Environment Group Meeting and a nomination can be made at any time.

A standard form for the nomination is available from the Health and Safety Department and should be submitted along with as complete of a description as possible of the occurrence supporting the nomination.

If the nomination is accepted by the Department Joint Health, Safety & Environment Group, it is then forwarded to the Division Joint Health, Safety & Environment Group for consideration. Successful nominations are then forwarded to the Pat Batter Award Committee Co-Chairs.

Administration

The Pat Batter Award Committee consists of two employees from Local 2251 and two employees from Local 2724 and 2 employees from management selected by the Steelworks Joint Health, Safety & Environment Co-Chairs.

Nominations submitted to Pat Batter Award Committee are thoroughly reviewed against the criteria for the award. This review may require further investigation and interviewing of witnesses, nominees, etc.

The Pat Batter Award Committee makes recommendations for accepting or rejecting nominations to the Steelworks Joint Health, Safety & Environment Co-Chairs. After a decision is reached at the Steelworks Meeting, the Pat Batter Award Committee will respond to all nominations in writing.

Presentation

The Pat Batter Award plaque will be presented to the successful nominee at a meeting scheduled for that purpose, typically following a Steelworks Joint Health, Safety & Environment Committee meeting.

Note: The Pat Batter Award Committee is also responsible for the President’s Award selection process.

REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-18

PRESIDENTS' AWARD

Responsibility of the Pat Batter Award Committee

Description

The Presidents' Award recognizes a group of employees, a Department or a Division that has created and maintained an effective program in the field of Health and Safety and the Environment and whose accomplishments generally exceed the standard that have been espoused by the Joint System.

Criteria for the Award

Factors that will be considered are:

1. First treatment frequency

2. Lost time and modified work frequency

3. System audit reports

4. Environmental practices

5. Program review, and

6. Innovative and effective safety programs

Nominations

Any individual or group of individuals can initiate a nomination for the Presidents' Award.

The Presidents' Award is a Standing Item on the agenda of each Department's Joint Health, Safety & Environment Group Meeting and a nomination can be made at any time.

A standard form for the nomination is available from the Health and Safety Department and should be submitted along with as much documentation as possible supporting the nomination.

If the nomination is accepted by the Department Joint Health, Safety & Environment Group, it is then forwarded to the Division Joint Health, Safety & Environment Group for consideration. Successful nominations are then forwarded to the Pat Batter Award Committee Co-Chairs.

REVISED: 2002-01-18

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-19

Administration

The Pat Batter Award Committee is responsible for the Presidents' Award selection process.

The Pat Batter Award Committee consists of two employees from Local 2251 and two employees from Local 2724 and 2 employees from management selected by the Steelworks Joint Health, Safety & Environment Co-Chairs.

Nominations submitted to the Pat Batter Award Committee are thoroughly reviewed against the criteria for the award. This review may require further investigation and verification of detail.

The Pat Batter Award Committee makes recommendations for accepting or rejecting nominations to the Steelworks Joint Health, Safety & Environment Committee Co-Chairs. After a decision is reached at the Steelworks Joint Health, Safety & Environment Committee Meeting, the Pat Batter Award Committee will respond to all nominations in writing.

Presentation

The Presidents' Award plaque will be presented to the successful nominee at a meeting scheduled for that purpose. The Award will be presented by the Chief Executive Officer of Algoma and the Presidents of the Unions.

REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-20

DIVISION JOINT HEALTH, SAFETY & ENVIRONMENT GROUPS

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REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-21

DEPARTMENT JOINT HEALTH, SAFETY & ENVIRONMENT GROUPS

Department Joint Health, Safety & Environment Group meetings shall be held for each department as outlined in the list of departments contained in the Collective Agreements of Local 2251 and Local 2724. Where required due to department size, more than one meeting may be held to accommodate major sub-sections of departments.

The Department Joint Health, Safety & Environment Groups shall meet monthly to discuss results of joint inspections and to discuss and recommend steps to resolve all Health and Safety matters raised in the department.

The committees shall consist of:

Management

Meeting Chair Department Manager/Superintendent

Members Front Line Supervisors (acting as management representative and chosen by the company) or equivalent

Union

Meeting Chairs Department Joint Health, Safety & Environment Committee Representative for Local 2251

Department Joint Health, Safety & Environment Committee Representative for Local 2724

Local 2251 Members Designated worker representatives of areas concerned Local 2724 Members Designated worker representatives of areas concerned

The Steelworks Joint Health, Safety & Environment Committee will establish the minimum size of these groups. There may be additional members for each party. Any changes for these numbers have to be authorized by the Steelworks Joint Health, Safety & Environment Committee Co-Chairs.

REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-22

PROPOSED HEALTH, SAFETY & ENVIRONMENT AGENDA ITEMS FOR DEPARTMENT GROUP MEETINGS

1. Acceptance of Previous Meeting Minutes 2. Review of Departmental Statistics 3. Shift Safety Meeting Review 4. Review of Investigations and/or Waivers 5. Work Refusals 6. Ministry of Labour / Environment Tours, Orders and Reports 7. Review of Record Keeping System 8. Environment Items for Review x Environment Audit Review x Spill Reports x Recycling 9. Health & Safety Inspection Reports x Monthly Reports x Electrical Inspection Reports 10. Remote Activated Bumpers (numbers of bumpers out-of-service in department) 11. Projects x Construction x Outside Contractors / Service Providers 12. New Trial Products 13. Correspondence / Safety Bulletins 14. Training Items 15. Nominations for Pat Batter / Presidents’ Award 16. Review Manual Revisions for the following: x Joint Health & Safety Manual x Department Environmental Manual x Roof Manual x MSDS Manual 17. Housekeeping 18. Systems Audit Reports 19. Review the Status of the Department Annual Health / Safety / Environment Objectives 20. Department Specific Inductions 21. New Business 22. Old Business

REVISED: 2014-04-09

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-23

EXPLANATION OF WHAT IS EXPECTED WHEN DEALING WITH DEPARTMENT HEALTH & SAFETY AGENDA ITEMS

 Acceptance of Previous Meeting Minutes

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 Review of Departmental Statistics

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 Shift Safety Meeting Review

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81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-24

 Environment Items for Review

Environment Audit Review - The Group is responsible to review the Environmental Audit Checklist and address any issues, if required.

Spill Reports - List the number of Spill Reports and address any issues, if required.

Recycling - The Group is to ensure the program in the area is meeting its mandate for wood, steel, paper and cardboard.

9. Health and Safety Inspection Reports

Monthly Reports - Review the Monthly Audit Report and the Outstanding Audit Report and take action on issues, if required.

Electrical Inspection Reports - Review any Electrical Inspection Items from Ontario Hydro Audits and address any items or issues from the report.

10. Remote Actuated Bumpers

Departments that have remote actuated bumpers are to report on status of bumpers that have been damaged and require repairs.

11. Projects

Record and make sure all requirements are met when your department has any outside contractors or construction work and/or demolition.

12. New Trial Products

Review to make sure all procedures are followed if a new product has been introduced in your department.

13. Correspondence / Safety Bulletins

Review and confirm appropriate action on all correspondence.

14. Training Items

Review all training requirements for the department as established by the Steelworks Joint Health & Safety Committee objectives and the Department objectives. This includes reviewing the required qualifications for specific occupations to ensure currency in training.

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-25

 Nominations for Pat Batter / Presidents’ Award

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 Systems Audit Reports

If a Systems Audit has been done in the department, results of the audit are to be reviewed and a plan developed to rectify any items not meeting the standards. A copy of those action items are to tabled at the Divisional Joint Health, Safety & Environment Committee Meeting.

19. Review the Status of the Department Annual Health / Safety / Environment Objectives

Review to make sure you are meeting your aims.

20. Department Specific Induction

Review of the employee inductions conducted in the previous month.

21. New Business

Items that need to be addressed at the meeting and are not on the Standard Items List must be dealt with under New Business.

22. Old Business

This is any item that is unfinished business from the previous meeting that did not meet its mandate.

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-26

1RWHV

All items on the Agenda need to be minuted and the required “Action” recorded. If an item has no action, then it should state “No Action” or “Nothing Received”.

The Minutes should also record who chaired the meeting. The intent of the Joint System is for the three Co-Chairs to alternate.

All items recorded under Old or New Business must have the year and item number recorded with the name of the person responsible for the reports.

Example: 99.01 Forklift Training update for all lift truck drivers in the “______” department by year-end. Responsibility – John Doe

Example: 99.02 Up-date the JSP Procedure for Crane-men for the next meeting. Responsibility – John Doe

REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-27

MONTHLY JOINT INSPECTION PROCEDURE

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Joint Activities - Jurisdiction

Definition: Where service departments such as Electrical or Mechanical Maintenance, Quality Control or Product Control, are custodians of an area within an operating area, then those departments are responsible for fulfilling their Health and Safety obligations and the responsibilities and duties under the Occupational Health & Safety Act. Where an area is under the jurisdiction or custodianship of Operations Management, then the management responsibilities and duties required under the Occupational Health & Safety Act are assigned to Operations Management.

REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-28

UNITED STEELWORKERS LOCAL UNION 2251

DUTIES

POWERS

STRUCTURES

OF THE HEALTH, SAFETY & ENVIRONMENT COMMITTEE USWA LOCAL 2251 HEALTH, SAFETY & ENVIRONMENT COMMITTEE REPORTING STRUCTURE

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-29

President USW Local 2251

Chairperson

Cokemaking & Ironmaking Steelmaking, Slabcaster & Plate & Strip Mill DSPC & Cold Mill Corporate Services Maintenance Services Projects & Construction Divisional Committee Material Reprocessing Complex Divisional Divisional Divisional Committee Divisional Committee Divisional Committee Divisional Committee Committee Committee

Cokemaking Cold Mill DSPC Utilities Transportation Major Projects Steelmaking

Masonry & Material Cold Mill Central Maintenance Shipping Services Hot Mill Movement Ironmaking Slabcaster

Mechanical Shops Quality Assurance Engineering Material Plate Finishing Mill

Reprocessing

Electrical Automotive Repairs Engineering Procurement

Sub-Committees Joint Gas Committee Joint Industrial Hygiene Committee Joint Electrical Maintenance Policies & Lockout Committee Joint Education & Training Committee Pat Batter Award Committee Joint Welfare & Walkway Committee

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-30

UNION CHAIRPERSON - DUTIES

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REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-31

UNION DIVISIONAL CO-CHAIR - DUTIES

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REVISED: 2011-04-05

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-32

UNION DEPARTMENT CO-CHAIRS - DUTIES AND POWERS

1. Shall perform the tasks that may be assigned to them by either the Chairperson or Divisional Co-Chair.

2. Shall perform the following duties when assigned:

a. Attend accident/near miss investigations (Article 10 - Contract). b. Attend all safety meetings required by Article 10 - Contract. c. Attend all meetings called by the Chairperson or Divisional Co-Chair. d. Prior to commencing the monthly joint inspection of the workplace, the inspection team will be provided with copies of the joint accident/near miss investigation reports. The inspection teams will ensure that the recommendations developed by the investigating committee have been implemented or are in progress with meaningful completion dates and assigned responsibility.

3. Committee members have the power to perform the following function by right of the Occupational Health & Safety Act:

a. Identify situations that may be a source of danger or hazard to workers. b. Make recommendations to Algoma and the workers for the improvement of the Health and Safety of workers. c. Recommend to Algoma and the workers the establishment, maintenance and monitoring of programs, measures and procedures respecting the Health or Safety of workers. d. Obtain information from the constructor or employer respecting (i) The identification of potential or existing hazards of materials, processes or equipment, and (ii) Health and Safety experience and work practices and standards in similar or other industries of which Algoma has knowledge. e. Inspect the physical condition of the workplace, not more often than once a month or at such intervals as a Director may direct. It is the duty of Algoma and the workers to afford the committee person such information and assistance as may be required for the purpose of carrying out the inspection. f. To accompany a Government Inspector while he is inspecting the physical parts of the workplace. g. When required, attend work refusal investigations

REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-33

The Department Safety Group to be established in such departments as outlined in the terms of the Collective Agreement.

The Department Co-Chairs to be held accountable to see that the Department Safety Groups are satisfactorily in place. If the Department Co-Chair should encounter any problems with the Department Manager, the Divisional Co-Chair shall meet with the Division Manager who shall be responsible to get resolution of the Department Co-Chair's concerns.

If the matters of concern are not resolved to the satisfaction of the Divisional Co-Chair, the concerns will then be referred to the Steelworks Co-Chairs and will be put on the Steelworks agenda for discussion and resolution.

REVISED: 2011-04-05

UNCONTROLLED WHEN PRINTED JOINT HEALTH & SAFETY PAGE F2-34

HEALTH, SAFETY & ENVIRONMENT COMMITTEE MEMBERS

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REVISED: 2011-04-05

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-35

FACILITIES FOR UNION 2251 CHAIRPERSONS

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REVISED: 2011-04-05

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-36

UNITED STEELWORKERS LOCAL UNION 2724

DUTIES

POWERS

STRUCTURES

OF THE HEALTH, SAFETY & ENVIRONMENT COMMITTEE

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-37

President USW Local 2724

Chairperson

Cokemaking & Ironmaking Steelmaking, Slabcaster & Plate & Strip Mill DSPC & Cold Mill Corporate Services Maintenance Services Projects & Construction Divisional Committee Material Reprocessing Complex Divisional Divisional Divisional Committee Divisional Committee Divisional Committee Divisional Committee Committee Committee

Cokemaking Cold Mill DSPC Utilities Transportation Major Projects Steelmaking

Masonry & Material Cold Mill Central Maintenance Shipping Services Hot Mill Movement Ironmaking Slabcaster

Mechanical Shops Quality Assurance Engineering Material Plate Finishing Mill

Reprocessing

Electrical Automotive Repairs Engineering Procurement

Information Technology Sub-Committees Joint Gas Committee Joint Industrial Hygiene Committee Joint Electrical Maintenance Policies & Lockout Committee Joint Education & Training Committee Pat Batter Award Committee Joint Welfare & Walkway Committee

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-38

UNION CHAIRPERSON - DUTIES

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REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-39

UNION DIVISIONAL CO-CHAIR - DUTIES

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REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-40

UNION DEPARTMENT CO-CHAIRS - DUTIES AND POWERS

1. Shall perform the tasks that may be assigned to them by either the Chairperson or Divisional Co-Chair.

2. Shall perform the following duties when assigned:

a. Attend accident/near miss investigations (Article 10 - Contract). b. Attend all safety meetings required by Article 10 - Contract. e. Attend all meetings called by the Chairperson or Divisional Co-Chair. f. Prior to commencing the monthly joint inspection of the workplace, the inspection team will be provided with copies of the joint accident/near miss investigation reports. The inspection teams will ensure that the recommendations developed by the investigating committee have been implemented or are in progress with meaningful completion dates and assigned responsibility.

3. Committee members have the power to perform the following function by right of the Occupational Health & Safety Act:

a. Identify situations that may be a source of danger or hazard to workers. b. Make recommendations to Algoma and the workers for the improvement of the Health and Safety of workers. c. Recommend to Algoma and the workers the establishment, maintenance and monitoring of programs, measures and procedures respecting the Health or Safety of workers. d. Obtain information from the constructor or employer respecting (i) The identification of potential or existing hazards of materials, processes or equipment, and (ii) Health and Safety experience and work practices and standards in similar or other industries of which Algoma has knowledge. e. Inspect the physical condition of the workplace, not more often than once a month or at such intervals as a Director may direct. It is the duty of Algoma and the workers to afford the committee person such information and assistance as may be required for the purpose of carrying out the inspection. f. To accompany a Government Inspector while he is inspecting the physical parts of the workplace. g. When required, attend work refusal investigations

REVISED: 2018-05-30

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-41

The Department Safety Group to be established in such departments as outlined in the terms of the Collective Agreement.

The Department Co-Chairs to be held accountable to see that the Department Safety Groups are satisfactorily in place. If the Department Co-Chair should encounter any problems with the Department Manager, the Divisional Co-Chair shall meet with the Division Manager who shall be responsible to get resolution of the Department Co-Chair's concerns.

If the matters of concern are not resolved to the satisfaction of the Divisional Co-Chair, the concerns will then be referred to the Steelworks Co-Chairs and will be put on the Steelworks agenda for discussion and resolution.

REVISED: 2018-05-30

UNCONTROLLED WHEN PRINTED JOINT HEALTH & SAFETY PAGE F2-42

HEALTH, SAFETY & ENVIRONMENT COMMITTEE MEMBERS

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REVISED: 2011-04-05

81&21752//(':+(135,17(' JOINT HEALTH & SAFETY PAGE F2-43

FACILITIES FOR UNION 2724 CHAIRPERSON

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REVISED: 2011-04-05

81&21752//(':+(135,17(' SAFETY CONTACT SYSTEM PAGE F3-1

SAFETY CONTACT RECORD KEEPING SYSTEM (RKS)

A system to record safety contacts has been developed for Supervisors. It will assist supervisors in meeting the minimum requirements of the Occupational Health & Safety Act. Safety Contact Record books are Stationery Stock Item 300489594. It is recommended that Departmental Offices retain a supply for issue to Supervisors and Leaders. All records are maintained in SAP. Every Supervisor must take Supervisory training. Every Leader must take Leader Training. GUIDELINES The Safety Contact Record Keeping System is to be used to record a Supervisor's, Leader’s, Worker’s safety-related activities, as well as hazards reported by workers. There is no quota on their use. The books are a Stationery Stock Item, No. 300489594. Department offices should maintain adequate supplies for their Supervisors/Leaders. The following points are highlighted to reinforce that presentation. 1. Remember to insert the book flap between each (3-page) contact. 2. Follow codes and safety equipment guidelines listed on inside of back cover. 3. Print clearly. Contacts must be legible. 4. Each contact must include the clock numbers of Supervisor/Leader and Employee, as well as the date and one code - otherwise the entry will be invalid. 5. Comments must be brief and key words contained in the 35 character, shaded area. 6. One contact can be made for groups of employees where appropriate. 7. When contacting Outside Contractors, the Supervisor/Leader will issue the contact to himself. The comments should contain the subject discussed as well as the Contractor's name, using the 9200 series contacts. 8. White copy - To data entry. Green copy - To employee or contractor Yellow copy - Remains in book We recommend that Supervisors/Leaders retain each book they use for their personal record. 9. When a hazard report contact (code 9014) is made, the Supervisor is required to complete a Safety Contact Record.

REVISED: 2014-04-14

81&21752//(':+(135,17(' SAFETY CONTACT SYSTEM PAGE F3-2

INFORMATION RETRIEVAL

Information for all RKS data is available on the SAP system.

Any employee, through a request to his/her Department, can obtain his/her own record of safety contacts.

Reports of data from Safety Contact Record will be issued only on request. There will be no continuing or regular printouts.

What Information Is Available? 1. Employee report by specified employee clock numbers.

2. Employee report by specified department number.

3. Employee report by specified reason code.

4. Employee report by specified reason and department.

5. Supervisor report by specified supervisor clock number.

6. Supervisor report by specified department number.

7. Supervisor report by specified reason code.

8. Supervisor report by specified reason and department.

Verbal response to data requests can be given (under normal conditions) within the same day.

Printouts can be provided within two days.

Questions about the Safety Contact Record Keeping System should be directed to the Health & Safety Department at 705-945-4058.

REVISED: 2018-05-30

81&21752//(':+(135,17(' SAFETY CONTACT SYSTEM PAGE F3-3

SAFETY CONTACT CODES

The primary purpose of the Safety Contact Record Keeping System is to record one-on-one personal safety contacts between Supervisors/Leaders and Employees, although the system is flexible enough to include Supervisor/Leader to group contacts as well.

A series of codes have been developed for computer entry purposes.

SAFETY CONTACT RECORD CODE DESCRIPTIONS

Code No. Title Safety Contact Record Code Description 9001 Use of Safety Equipment To record instruction to an employee in the correct use of safety equipment. 9002 Job Instructions To record the issuance of specific job instructions. 9003 Procedure Changes To record the issuance of information regarding a changed or modified work procedure. 9004 Equipment / Machine To record machine or equipment modifications or changes Changes and these changes will affect the safe operation of the equipment. 9005 Use of Hazardous Materials To inform employees when hazardous materials are introduced. 9006 Issue of Safety Equipment To record the issuance of safety equipment. 9007 L3 Review of First Treatment To document the meeting between the L3 of the area with Each employee that receives a first treatment.

9008 Correction of an To record an unsafe act performed by an employee as a Unsafe Act record that the supervisor observed the unsafe act and the employee was advised to correct practice. (Not disciplinary) 9009 Correction of a Procedure To record failure to correctly follow established safety Violation procedures, as observed by the supervisor, and employee is advised to follow proper procedures. (Not disciplinary) 9011 Workplace Observations To record workplace monitoring, employee guidance, etc. 9014 Hazard / Concern Report To record any unsafe conditions or violations reported to the supervisor by an employee. 9015 * Hazard / Concern Report – To record the action taken to correct any situation reported Correction under a Code 9014. 9016 Work Procedure Review To record the issuance or review of a workplace procedure with an employee.

81&21752//(':+(135,17(' SAFETY CONTACT SYSTEM PAGE F3-4

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81&21752//(':+(135,17(' SAFETY CONTACT SYSTEM PAGE F3-5

CONTRACTOR / SERVICE PROVIDER Safety Contact Codes

Code No. Title Safety Contact Record Code Description 9200 Contractor General Health & 7RUHFRUGQDPHVRIFRQWUDFWRUVVHUYLFHSHUVRQQHOZKR Safety Induction DWWHQGWKH(VVDU*HQHUDO,QGXFWLRQ 9201 Contractor Department 7RUHFRUGQDPHVRIFRQWUDFWRUVVHUYLFHSHUVRQQHOZKR Health & Safety Induction KDYHKDG'HSDUWPHQW,QGXFWLRQV 9202 Contractor Pre-Job Meeting 7RUHFRUGQDPHVRIFRQWUDFWRUVVHUYLFHSHUVRQQHOZKR Attendance DWWHQGWKH3UH-RE0HHWLQJ 9203 Contractor Job Instructions 7RUHFRUGWKHLVVXDQFHRIVSHFLILFMRELQVWUXFWLRQVWR FRQWUDFWRUVVHUYLFHSHUVRQQHO 9204 Contractor Hazardous 7RLQIRUPFRQWUDFWRUVVHUYLFHSHUVRQQHORIKD]DUGRXV Material Instructions PDWHULDOVRQVLWH 9205 Contractor Issue of Safety 7RUHFRUGWKHLVVXDQFHRIVDIHW\HTXLSPHQWWRFRQWUDFWRUV Equipment VHUYLFHSHUVRQQHO 9206 Contractor Unsafe Act / To record Unsafe Acts or Procedure Violations performed Procedure Violation by contractors / service personnel. 9207 Contractor Dialogue – Other To record other Health and Safety interactions with contractors / service personnel. 9208 Contractor Observations To record workplace monitoring of outside contractors / service personnel. 9209 Contractor Mobile License To record that contractors / service personnel have proper licenses to operate hoisting equipment, man-lifts, etc., as required by the Occupational Health & Safety Act & Regulations. 9210 Contractor Environmental To record any environmental instructions issued to Issues contractors / service personnel. 9212 CONTRACTOR JOB To record the review of a Job Procedure with contractors / PROCEDURE REVIEW service personnel.

9213 MOTOR CARRIER To record the review of Motor Carrier Instructions with INSTRUCTIONS transport operators.

9214 To record any unsafe conditions or violations reported to Contractor Hazard/ the Supervisor by a contractor. Concern Report

9215* Contractor Hazard/ To record the action taken by Essar to correct any situation reported under Code 2014. 81&21752//(':+(135,17(' SAFETY CONTACT SYSTEM PAGE F3-6

Concern Correction 9218 7RGRFXPHQWWKHDWWHQGDQFHRIFRQWUDFWRUVDWGHSDUWPHQW Contract Safety Meeting 6DIHW\PHHWLQJVKHOGE\(VVDUSHUVRQQHO 9294 Contractor Environment 7RUHFRUGDQ\UHSRUWVRIDQHQYLURQPHQWDOFRQFHUQE\D Concern FRQWUDFWRU

9295 Contractor Environment 7RUHFRUGWKHDFWLRQWDNHQE\(VVDUWRDGGUHVVWKHFRQFHUQ Concern Correct UDLVHGRQD&RGH (QYLURQPHQWDO&RQFHUQ E\D FRQWUDFWRU

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:KHQLVVXLQJ&RQWUDFWRUFRQWDFWFRGHVWKH6XSHUYLVRUPXVWLVVXHWKHFRQWDFWWRKLVRZQFORFNQXPEHU and use the “Comment Section” to specify the Contractor involved.

QUALIFICATIONS

Training entries are now recorded under the category ‘Qualifications’ in the SAP system. i.e. Department Inductions Job Safe Practice Review Lockout Training Confined Space Awareness WHMIS Review

Other Codes will be added to this list as the need arises.

81&21752//(':+(135,17(' SAFETY CONTACT SYSTEM PAGE F3-7

HAZARD REPORTING

A hazard reporting system has been incorporated into the Safety Contact Record Keeping System. The system is designed to allow for two-way contact. Code 9014 provides all employees with the right to approach their Supervisor/Leader to report a hazard and have that report duly recorded. Do not wait for special occasions such as safety meetings and/or monthly inspections to report hazards. The Supervisor/Leader should have an opportunity to correct it immediately or as soon as possible within the shift. A Code 9014 cannot be denied. Code 9014 and correction printouts are available to summarize the hazard reported and corrective action taken.

Environment Code 9094 is an environmental hazard reporting code and is handled the same as Code 9014.

Used properly and in a spirit of co-operation and understanding, the Safety Contact Record Keeping System will help achieve a safer place to work.

REVISED: 2011-04-06

81&21752//(':+(135,17(' ACCIDENT INVESTIGATIONS INDEX

A ABNORMAL EXPOSURE INCIDENT ...... F4-4, F4-20

ACCIDENT INVESTIGATION WAIVER ...... F4-16

ACCIDENT INVESTIGATION WAIVER FORM……………...…………………………...F4-17

ACCIDENT INVESTIGATIONS ...... F4-5 Where the Employee is Laid Off or Retired ...... F4-18 C COMPENSATION Claims Abuse ...... F4-24

CRITICAL INJURIES - Reporting of ...... F4-2

E ENVIRONMENTAL ACCIDENT/INCIDENT……………………………………………F4-9

F FIRST TREATMENT INJURIES ...... F4-2 L LOST TIME ACCIDENTS ...... F4-3 N NEAR-MISS ACCIDENTS ...... F4-2 O OCCUPATIONAL ILLNESS ...... F4-3 P PROCEDURES Conducting Audit - Near Miss ...... F4-15

R REPORTING Abnormal Exposure Incident ...... F4-4,F4-20

Critical Injuries & Fatalities...... F4-2

Fire...... F4-4

Hazards - Health & Safety ...... F4-3

Injuries...... F4-1, F4-19

Lost Time Accidents ...... F4-3

Near-Miss Accidents/Incidents...... F4-2 Occupational Illness ...... F4-3 UNCONTROLLED WHEN PRINTED ACCIDENT INVESTIGATIONS Page F4-1

REPORTING & INVESTIGATING ACCIDENTS

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INVESTIGATION SCHEDULING

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REVISED: 2014-04-16

81&21752//(':+(135,17(' ACCIDENT INVESTIGATIONS Page F4-2

REPORTING RESPONSIBILITIES All employees, both Bargaining Unit and Management, have a responsibility to report matters pertaining to Health and Safety as soon as is feasible. Various levels differ in responsibility. The following are examples of proper application.

1. FATALITIES and/or CRITICAL INJURIES Immediate Supervision

Compensation Environment, Health & Safety & Rehabilitation and Emergency Services Union Locals (Algoma)

Ministry of Labour * In addition, a written report prepared by the Health & Safety Department must be forwarded to the Director of the Occupational Health & Safety Branch within 48 hours. 1RWHV (1) For further notification details refer to I-3 of this Manual. (2) Requirements of the Safety & Health Section of the current Collective agreement must be satisfied. 2. NEAR-MISS ACCIDENTS/INCIDENTS Immediate Employee | Front Line Supervisor – Shift Coordinator | Manager + Health & Safety Department | Union Health, Safety & Environment Committees 3. FIRST TREATMENT INJURIES Immediate Employee | Immediate Supervision + Medical by Algoma Report of Injury | Health & Safety Department + Compensation & Rehabilitation Algoma | Union Health, Safety & Environment Committees | (WITHIN 3 DAYS) Workplace Safety & Insurance Board

81&21752//(':+(135,17(' ACCIDENT INVESTIGATIONS Page F4-3

4. LOST TIME ACCIDENTS

Supervision (BY TELEPHONE ASAP)

Compensation & Rehabilitation (Algoma) Union Local

(WITHIN 3 DAYS) Workplace Safety & Insurance Board

5. HAZARDS (1) Health (2) Safety

Employee Via Code 9014

Supervisor

Health & Safety Office

Union Locals

1RWH Requirements of the Safety and Health Section of the current Collective Agreement must be satisfied.

6. OCCUPATIONAL ILLNESS

Employee Medical

Supervision

Compensation & Rehabilitation (Algoma) Union Local

Ministry of Labour + Workplace Safety & Insurance Board

81&21752//(':+(135,17(' ACCIDENT INVESTIGATIONS Page F4-4

 FIRE

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REVISED: 2018-05-30

81&21752//(':+(135,17(' ACCIDENT INVESTIGATIONS Page F4-5

ACCIDENT / INCIDENT INVESTIGATIONS

POLICY STATEMENT

A joint Management / Union investigation will be conducted for all "lost time accidents / near miss-incidents / modified work accidents / abnormal exposure incidents" unless a waiver has been agreed to by all parties. All investigations must be conducted within a 14-day period following the occurrence, or the date becoming aware of the occurrence, wherever possible. If circumstances are such that the investigation will not be completed within the 14-day period, the Department Health, Safety and Environment Cochairs must contact the Steelworks Health, Safety and Environment Cochairs to discuss the reasons for delaying the investigation. Notification to the Steelworks Cochairs must take place within the 14-day period.

Failure to schedule and host an F4-5 meeting within the prescribed time limits constitutes a violation of Employee Conduct Rule 5(a). By definition, the number of demerit points will depend on the seriousness of the particular offence and can result in an assessment of up to 100 demerit points.

It is understood that accountability for holding the meeting does not rest entirely with the Front Line Supervisor. This policy assumes that the Department Superintendent is made aware of the incident that requires an investigation and has instructed the Front Line Supervisor that a meeting is required. If the Department Superintendent is advised that an F4- 5 meeting is not being scheduled despite a request to do so, he will initiate the progressive disciplinary procedure.

PURPOSE

The purpose of conducting an accident / incident investigation is to identify what happened, the contributing factors and to make recommendations so that appropriate action may be taken to avoid a recurrence of the accident / incident. The purpose of the investigation is not to assess blame to any individual, recognizing that an element of human error is involved in many accidents.

ADMINISTRATION

For each accident / incident investigation, a Joint Investigation Committee will be formed, which will ensure that the investigation is conducted as outlined by this procedure. The Investigation Committee will be comprised of the following:

Company: 1. Manager/Superintendent or Front Line Supervisor who is responsible for the workforce and/or equipment involved in the accident / incident. 2. Representative from the Health, Safety and Environmental Department. Local Union 2251: 1. Members of the Joint Health, Safety and Environment Committee. 2. One other designate.

Local Union 2724: 81&21752//(':+(135,17(' ACCIDENT INVESTIGATIONS Page F4-6

1. Members of the Joint Health, Safety and Environment Committee. 2. One other designate.

The Committee will be co-chaired by the assigned Union Joint Health, Safety and Environment Representatives and the Department Manager/Superintendent or Front Line Supervisor. The Cochairs shall ensure that no comments or opinions that do not specifically relate to the accident/incident being investigated are introduced.

The investigating department will be responsible for the following to ensure that the investigation is completed efficiently:

1. Initiate the investigation process.

2. Notify the Health and Safety Officer and the Union Health, Safety and Environment Representatives.

3. Ensure that the injured worker(s), other worker(s), witnesses or resource persons are scheduled, as required.

4. Provide a secretary and location for the Investigation Committee.

5. Ensure that a copy of the Algoma Report of Injury is brought to the investigation.

6. Ensure that a copy of the Job Safe Practice / Safe Work Procedure is brought to the investigation, if applicable.

7. Upon completion of the investigation report, review the report with the Joint Health, Safety and Environment Representatives prior to distribution.

8. Distribution of the final report will include the members of the Investigation Committee, the Union Health, Safety and Environment Committee Divisional Cochairs and the Union Hall.

The Investigation Committee shall examine all known facts by interviewing the worker(s) or injured worker(s) involved and any witnesses or resource persons, as required. All interviews shall be conducted individually, with only the immediate Investigation Committee present during the interview. The Committee will reach conclusions and arrive at recommendations by consensus, if possible.

A standard Accident / Incident Investigation Form must be used to record the description of the incident, the Committee findings and recommendations. REVISED: 2018-05-30

UNCONTROLLED WHEN PRINTED ACCIDENT INVESTIGATIONS Page F4-7

REQUIRED ATTENDANCE FOR ACCIDENT/INCIDENT INVESTIGATIONS

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1RWHV 1. Any member of the Investigation Committee may request resource persons and witnesses to attend

2. In the event an injured worker is unable to attend the investigation, a statement will be obtained from him/her jointly by the Health, Safety and Environment Officer and the Union Health, Safety & Environment Committee members.

CONDUCT OF ACCIDENT/INCIDENT INVESTIGATIONS

The investigations shall be conducted in a manner that will enable the Investigation Committee to determine the following:

1. When and where did the accident/incident occur?

2. Who was involved and who else was potentially involved in the accident/incident?

3. What activity was taking place prior to the accident/incident occurrence?

4. What was the immediate cause of the accident/incident?

5. What were the contributing factors to the accident/incident? a. Was there a safety procedure in place for the activity described in Item 3 above? b. Was the worker(s) aware of and familiar with the correct procedure? c. Was the employee properly trained? Based upon the findings of the investigation, the Investigation Committee will make recommendations for all findings, if applicable.

REVISED: 2018-05-30

81&21752//(':+(135,17(' ACCIDENT INVESTIGATIONS Page F4-8

RECOMMENDATIONS ARISING FROM INVESTIGATIONS

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REVISED: 2011-03-22

81&21752//(':+(135,17(' ACCIDENT INVESTIGATIONS Page F4-9

ENVIRONMENTAL ACCIDENT / INCIDENT INVESTIGATIONS

POLICY STATEMENT

A joint Management / Union investigation will be conducted for: a. All environmental incidents that cause an abnormal discharge into the natural environment. b. Spills / incidents that cause or have the potential to cause an impact on the natural environment beyond plant boundaries.

All investigations must be conducted within a 14-day period following the occurrence wherever possible.

PURPOSE

The purpose of conducting an environmental accident / incident investigation is to identify what happened, contributing factors and to make recommendations so that appropriate action may be taken to avoid a recurrence of the environmental accident / incident. The purpose of the investigation is not to assess blame to any individual, recognizing that an element of human error may be involved.

ADMINISTRATION

For each environmental accident / incident investigation, a Joint Investigation Committee will be formed, which will ensure that the investigation is conducted as outlined by this procedure. The Investigation Committee will be comprised of the following:

Company

1. Manager/Superintendent or Front Line Supervisor who is responsible for the workforce and/or equipment involved in the environmental accident / incident. 2. Representative from the Environment Department.

Union 2251

1. Member of the Joint Health, Safety & Environment Committee. 2. One other designate.

Union 2724

1. Member of the Joint Health, Safety & Environment Committee. 2. One other designate.

REVISED: 2018-05-30

81&21752//(':+(135,17(' ACCIDENT INVESTIGATIONS Page F4-10

The Committee will be co-chaired by the assigned Joint Health, Safety & Environment Representatives and the Department Manager or Front Line Supervisor. The Co-Chairs shall ensure that no comments or opinions that do not specifically relate to the environmental accident/incident being investigated are introduced.

The investigating department will be responsible for the following to ensure that the investigation is completed efficiently:

1. Initiate the investigation process.

2. Notify the Environment Officer, Health & Safety Officer and the Union Health, Safety & Environment Representatives.

3. Ensure that the witnesses or resource persons are scheduled as required.

4. Provide a secretary and location for the Investigation Committee.

5. Ensure that a copy of any reports outlining the details of the Environmental Accident/Incident is brought to the investigation.

6. Ensure that a copy of the Environmental Procedure, if available, is brought to the investigation, if applicable.

7. Upon completion of the investigation report, review the report with the Joint Health, Safety & Environment Representatives prior to distribution.

8. Distribution of the final report will include the members of the Investigation Committee, the Union Health, Safety and Environment Committee Divisional Co-Chairs and the Union Halls.

The Investigation Committee shall examine all known facts by interviewing the worker(s) involved, any witnesses or resource persons, as required. All interviews shall be conducted individually with only the immediate Investigation Committee present during the interview. The Committee will reach conclusions and arrive at recommendations by consensus if possible.

A standard Department Accident Investigation form must be used to record the description of the incident, the Committee findings and recommendations.

REVISED: 2018-05-30

UNCONTROLLED WHEN PRINTED ACCIDENT INVESTIGATIONS Page F4-11

REQUIRED ATTENDANCE FOR ENVIRONMENTAL ACCIDENT/INCIDENT INVESTIGATIONS  3HUVRQ,QYHVWLJDWLRQ&RPPLWWHH  :RUNHU V LQYROYHG  :LWQHVVHVZKRKDYHLQIRUPDWLRQUHTXLUHGE\WKH&RPPLWWHH  5HVRXUFH SHUVRQV ZKR PD\ EH UHTXLUHG IRU WKHLU VSHFLDO H[SHUWLVHDQGDGYLFHPD\EH DVNHGWRDWWHQG 1RWHV 1. Any member of the Investigation Committee may request resource persons and witnesses to attend.

2. In the event a worker or witness is unable to attend the investigation, a statement will be obtained from him/her jointly by the Environment Officer or a Health & Safety Officer and the Union Health, Safety & Environment Committee Members.

CONDUCT OF ENVIRONMENTAL ACCIDENT/INCIDENT INVESTIGATIONS The investigations shall be conducted in a manner that will enable the Investigation Committee to determine the following:

1. When and where did the environmental accident/incident occur?

2. Who was involved and who else was potentially involved in the environmental accident/incident?

3. What activity was taking place prior to the environmental accident/incident occurrence?

4. What was the immediate cause of the environmental accident/incident?

5. What were the contributing factors to the environmental accident/incident?

a. Was there an environmental procedure in place for the activity described in Item 3 above? b. Was the worker(s) aware of and familiar with the correct procedure? c. Was the employee properly trained? d. Was there a maintenance program in place to keep the equipment in good operating order? Based upon the findings of the investigation, the Investigation Committee will prepare recommendations, if applicable.

REVISED: 2018-05-30

81&21752//(':+(135,17(' ACCIDENT INVESTIGATIONS Page F4-12

RECOMMENDATIONS ARISING FROM INVESTIGATIONS

1. Recommendations should be arrived at by consensus (general agreement). Complete sentences and full details must be captured in the report.

2. Careful consideration should be given to whether or not the recommendations will effectively prevent the recurrence of the environmental accident/incident. Where no practical recommendations can be made, the report should so indicate.

3. Responsibility for implementing the recommendations will be assigned to a specific individual along with a reasonable target date for implementation.

4. The recommendations will be reviewed by the Department Joint Health, Safety & Environment Group and will remain on the Department Joint Health, Safety & Environment Group Meeting Agenda until complete. Items that are outstanding past their intended completion date will be put on the Division Joint Health, Safety and Environment Committee Meeting agenda.

5. Only the Investigating Committee can alter the recommendations. This can only be done by consensus (general agreement) of the Investigating Committee.

1RWH a. Serious environmental accidents/incidents shall continue to be investigated immediately, with a formal investigation to follow. b. Environmental concerns may be answered by an Environment Officer or a Health & Safety Officer and Union Health, Safety & Environment Representatives. In this situation, no investigation would be required.

REVISED: 2018-05-30

81&21752//(':+(135,17(' INCIDENT INVESTIGATIONS Page F4-13

DEPARTMENTAL ACCIDENT INVESTIGATION 3DJHRI

Environmental

Lost Time Date:

Abnormal Exposure

Near Miss Accident Date:

Modified Work

Department Area

Superintendent Front Line Supervisor

Worker’s Name: Clock No.: Age:

Work Area & Job and Job Experience

Investigating Committee and Resource People

Description of Incident

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81&21752//(':+(135,17(' INCIDENT INVESTIGATIONS Page F4-14





81&21752//(':+(135,17(' INCIDENT INVESTIGATIONS Page F4-15

PROCEDURE FOR CONDUCTING AUDIT OF RECOMMENDATIONS ARISING FROM SIGNIFICANT OR "NEAR MISS" ACCIDENTS OR INCIDENTS

This subject addresses the need to audit the recommendations that are arrived at in the course of investigations of accidents or near misses, which are conducted in accordance with the existing joint accident investigation procedure.

It is suggested that the responsibility for the audit should be vested with the department joint inspection teams and conducted in the course of the monthly workplace inspections. Appropriate time will be allotted.

The results of this audit will be placed on the agenda at the Joint Department Group meeting as a standing item, for review and comment. The Department Co-chairs will consolidate the audit results, as presented at the Department Joint Health, Safety & Environment Group meetings, or by field observation. The consolidated report will be tabled at the regular meeting of the Division Joint Health, Safety & Environment Committee for review and comment.

PROCEDURE

Prior to commencing the monthly joint inspection of the workplace, the Inspection Team will be provided with copies of the joint accident/incident investigation reports. The Inspection Team will ensure that the recommendations developed by the investigating committee have been implemented or are in progress, with meaningful completion dates and assigned responsibility.

REVISED: 2011-03-22

81&21752//(':+(135,17(' INCIDENT INVESTIGATIONS Page F4-16

ACCIDENT INVESTIGATION WAIVER

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Where the answer to this question is “no”, an accident investigation need not be held, providing that all concerned agree. All concerned must include the worker, the Local 2251 member and Local 2724 member of the Health, Safety & Environment Committee, the Department Manager/Superintendent and the Health and Safety Officer.

In such cases, an Accident Investigation Waiver form (page F4-17) must be completed and filed with the Health & Safety Office and the Chairs of the appropriate Union Health, Safety and Environment Committee. The appropriate stewards will be provided with a copy for information purposes.

The steward may request that an investigation be held where he/she can demonstrate that they have relevant information that would make an investigation appropriate.

The union members of the Health, Safety & Environment Committee must inform the worker of the reasons for the accident investigation waiver. The worker and the union members of the Health, Safety & Environment Committee and the Department Head can sign the accident investigation waiver, if the worker is in agreement.

REVISED: 2018-05-30

81&21752//(':+(135,17(' INCIDENT INVESTIGATIONS Page F4-17

Sample of ACCIDENT INVESTIGATION WAIVER

LOST TIME ACCIDENT INVESTIGATION WAIVER

Accident Date: Date Issued:

Employee Name: Clock No.:

The parties to this waiver are familiar with the circumstances surrounding the subject accident and agree that a formal investigation would be of no benefit in terms of preventing a recurrence.

Employee: H&S Committee Member:

Dept. Head:

COPIES TO: Health & Safety Office Health and Safety Committee 2251/2724 Delegate or Committeeman Rev. December 15 2017

ACCIDENT INVESTIGATIONS WHERE THE EMPLOYEE IS LAID OFF OR RETIRED OR UNABLE TO ATTEND

THIS PROCEDURE APPLIES ONLY IN CASES INVOLVING RETIRED OR LAID OFF EMPLOYEES OR EMPLOYEES THAT ARE UNABLE TO ATTEND:

1. When the Department Head, the Department Health, Safety & Environment Representatives and the Health & Safety Officer agree an investigation could be waived, the Health, Safety & Environment Representatives should attempt to contact the former employee involved by telephone. If the former employee agrees to the waiver, it may be signed on his behalf by the Health, Safety & Environment Representatives. If the former employee feels an investigation should be held, he should be asked to attend the investigation.

2. Where an investigation is required, an attempt should be made to contact the former employee involved and he should be asked to attend. If he refuses to attend, then there will be no further contact and the investigation should be held without him.

81&21752//(':+(135,17(' INCIDENT INVESTIGATIONS Page F4-18

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REVISED: 2018-05-30

81&21752//(':+(135,17(' INCIDENT INVESTIGATIONS Page F4-19

WORK INJURIES WHEN AN INJURY OCCURS:

*a. REPORTING 1. All injured employees must be reported to Emergency Services.

2. All work injuries must be reported immediately to your Front Line Supervisor/Leader and an Algoma Report of Injury form filled out.

*b. EMPLOYER'S RESPONSIBILITY 1. Maintain a Medical facility and ambulance service.

2. Furnish First Aid in accordance with the Regulations.

3. Record First Aid Attention.

4. Provide immediate transportation to a hospital or doctor when necessary.

5. Provide the Workplace Safety & Insurance Board with Employer's Report of Accident (Form 7) and any further reports or information which may be necessary or requested.

6. Complete an Algoma Report of Injury form for all first aid treatments.

7. Report to the Algoma Compensation & Rehabilitation Department any work related injury resulting in an absence from work.

*c. WORKER'S RESPONSIBILITY 1. Promptly obtain the necessary and proper First Aid.

2. Have the initial choice of doctor or other qualified practitioner with the understanding that a change of doctor cannot be made without the permission of the Workplace Safety & Insurance Board.

3. Complete and promptly return all reports received from the Workplace Safety & Insurance Board. 4. Inform his/her Supervisor if he/she is absent due to a work related injury.

* SUBJECT TO THE COLLECTIVE AGREEMENT REVISED: 2018-05-30

81&21752//(':+(135,17(' INCIDENT INVESTIGATIONS Page F4-20

REPORT OF ABNORMAL EXPOSURE

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REVISED: 2014-04-18

81&21752//(':+(135,17(' INCIDENT INVESTIGATIONS Page F4-21

OCCUPATIONAL HEALTH & SAFETY ACT

Notice of Death or Injury

As required by the Occupational Health & Safety Act

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Preservation of Wreckage (Accident Scene)

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REVISED: 2018-05-30

81&21752//(':+(135,17(' INCIDENT INVESTIGATIONS Page F4-22

WORKERS’ COMPENSATION

Under the Workplace Safety & Insurance Act, any employee who is injured in the course of his/her work, or who suffers any illness or disease because of his/her work, has a right to treatment, recompense for loss of wages for justifiable lost time and for permanent disability. Any employee is entitled to compensation should he/she lose any time after the date of the injury, providing the injury is shown to be work related and the absence from work has approval from the attending doctor. An employee who stays off work of his/her own volition will not receive compensation.

Any form of treatment or attention which requires payment to a treatment agency is known as Health Care Services. All payments for loss of wages or for permanent disability is known as Compensation benefits.

A claim can be established by an employee, by the Company or by the employee's doctor.

Because the Company is responsible, by law, to report work-related cases involving injury which require health care and/or absence from work, most cases are reported by the Company. This is done on an Employer's Report of Accident (Form 7). The employee is then usually provided by the Workplace Safety & Insurance Board (WSIB) with a Worker's Report of Accident (Form 6). It is the employee's responsibility to complete this report. The story of the accident given in both reports will usually agree with each other. Should any essential portion of these reports vary to a substantial degree, the WSIB may institute its own investigation. The attending physician also submits evidence of injury and treatment (Form 8).

The WSIB administers compensation. The employer, through assessment, provides its funds. Payments by the employer cover the costs of compensation, pensions, health care, rehabilitation, re-training and administration. Employees make no contribution nor does any level of government.

At Algoma compensation reporting is handled as a part of the Compensation & Rehabilitation Section. Every effort is made to process fairly and without bias each case reported. Employees are encouraged to discuss claims with the Compensation & Rehabilitation Section (phone 945- 2230) or contact their union representative. Where decisions of the WSIB are considered to be unfair to the employee, the employee has firmly established rights of appeal.

REVISED: 2018-05-30

81&21752//(':+(135,17(' INCIDENT INVESTIGATIONS Page F4-23

The Company may, on occasion, contest an award of compensation and may appeal an accepted claim.

To establish entitlement for health care or compensation, there must be reasonably clear evidence of a work relationship. For this reason, it is imperative that all injuries be reported as soon as they occur and it is the responsibility of the employee to do this.

It is also the responsibility of every Supervisor who has knowledge of any injury to require the employee to report to Emergency Services at once - not to request but to require, not when convenient, or at the end of the shift, but at once.

The Algoma Steel Emergency Services offers 7 day per week, 24 hour per day service with well-equipped facilities. The plant doctor and staff are extremely concerned to maintain ethical doctor - patient relationships and all medical records are kept in close confidence. No unauthorized person is permitted access to them.

Where an injured employee requires attention by a physician, the employee will be transported to the Sault Area Hospital.

Having received continuing treatment by a particular doctor, the injured employee may not change again without permission from the WSIB. This, of course, does not include referral of his case, by his doctor, to a specialist.

Some injuries do not require total disability. Modified duties are provided when possible and must be accepted by the injured employee unless there is a medical opinion to the contrary. Failure to accept modified work may cause rejection by the WSIB of the worker's claim.

REVISED: 2018-05-30

UNCONTROLLED WHEN PRINTED INCIDENT INVESTIGATIONS Page F4-24

POLICY FOR WORKERS’ COMPENSATION CLAIMS ABUSE

PURPOSE

1. Present a clear and defined policy for handling abuse or suspected abuse.

2. Eliminate speculation and unfounded accusation that abuse is taking place.

3. Formalize lines of communication between Algoma, its Employees and Doctors, Unions and the Workplace Safety & Insurance Board (WSIB), all of whom may participate in the decision-making process.

CONTROL COSTS

1. Remove the effect on worker morale that unchecked abuse creates.

2. Improve the image of the Company.

INTENT

(a) The employee who suffers a work-related injury should receive all of the benefits to which he is entitled under the Workplace Safety & Insurance Act. The Company will assist the employee during the recovery period by providing medical advice, modified work or assistance in dealing with the Workplace Safety & Insurance Board.

(b) When the circumstances surrounding a claim provide reasonable grounds to suspect as abuse, Management will investigate and attempt to resolve the issue.

PROCEDURE

Before questioning an employee’s claim, Management must ensure that the action taken is based on facts. Acting on assumption, hearsay or speculation is unfair to the honest employee and can prove embarrassing to the Company.

As is the case with chronic absenteeism or poor job performance, the Department Head is responsible for initiating any course of action in regard to abuse of Workers’ Compensation. The Compensation and Rehabilitation Section will act as a resource and will assist in the process as required, similar to the role played by Labour Relations in matters of discipline, etc.

ISSUED: 2018-05-30

81&21752//(':+(135,17(' INCIDENT INVESTIGATIONS Page F4-25

DEPARTMENT HEAD COURSE OF ACTION

1. The Department Head or his representative should review all documentation related to the case, e.g., Algoma Report of Injury, nature of injury, date of layoff, etc., all of which is available through department records and the Compensation and Rehabilitation Section.

2 A meeting to review the alleged or suspected abuse will be convened by the Department Head or his representative and will include the Supervisor - Compensation and Rehabilitation, the Front Line Supervisor to whom the injury was reported and the source of the information which lead to the review of case where applicable. Due to the confidential nature of medical information, it would not be appropriate to include the Medical Director or the Rehabilitation Co-ordinator in this review.

3. When it is determined there is no substance to the alleged or suspected abuse, the matter will be dropped.

4. When it is evident there is an abuse, the Department Head will select one or more of the options listed under the Heading “Options for Responding to Abuse.”

5. When the review indicates there is an abuse but further information is required before any action can be taken. The Department Head and the Supervisor - Compensation and Rehabilitation will present the available facts to the Senior Management Claims Review Committee comprised of respective Divisional Manager, General Manager of Health & Safety & Emergency Services and Manager Employee Relations. This Committee will decide the direction further enquiries will take. Enquiry options are:

(a) No further action.

(b) Further investigation by the department. For example, a Supervisor is to contact the Employee to clarify or obtain additional information.

(c) A medical investigation.

ISSUED: 2018-05-30

81&21752//(':+(135,17(' INCIDENT INVESTIGATIONS Page F4-26

OPTIONS FOR RESPONDING TO ABUSE

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SUMMARY

7KH XVH RI RQO\ IDFWXDO LQIRUPDWLRQ LV WKH PRVW LPSRUWDQW HOHPHQW RI WKLV SROLF\  +HDUVD\ speculation or assumption does not provide grounds to challenge an employee’s claim for WSIB benefits.

Where there is abuse, however, there are steps that must be taken. A properly managed policy will result in improved claims management, reduced costs and an improvement in employee morale.

ISSUED: 2001-01-01

81&21752//(':+(135,17(' F-5 GASES & CYLINDERS INDEX

A ACETYLENE - OXYGEN EQUIPMENT ...... F5-16

AEROSOL CONTAINERS ...... F5-10

C CARBON MONOXIDE ...... F5-13

COMPRESSED AIR ...... F5-1

COMPRESSED GASES ...... F5-3

CUTTING GASEOUS LINES ...... F5-16 CYLINDER

Moving ...... F5-7

Pressurized Liquid Gas ...... F5-8

Propane ...... F5-12

Puncture Tool ...... F5-11

Storing ...... F5-5

Throw-Away ...... F5-10

Withdrawing Content ...... F5-6

G GAS TESTING ...... F5-2

H NATURAL GAS SPACE-RAY SALAMANDER HEATER ...... F5-14

O OXYGEN - ACETYLENE EQUIPMENT ...... F5-16

P POISON GAS ...... F5-9

UNCONTROLLED WHEN PRINTED F-5 GASES & CYLINDERS INDEX

PORTABLE GAS CONTAINERS ...... F5-3

PROPANE CYLINDERS ...... F5-12

6 SALAMANDERS ...... F5-14 STORING CYLINDERS ...... F5-5

UNCONTROLLED WHEN PRINTED GASES & CYLINDERS Page F5-1

COMPRESSED AIR & GAS

The normal line pressure of Plant air is 80-100 lbs. Plant air must not be used for any breathing apparatus. Some instrument lines may have a nitrogen back-up in case of low pressure.

A direct lift from the Occupational Health & Safety Act (Industrial Regulations) follows:

REGULATION 49:

A storage cylinder for compressed gas shall:

(a) Have a valve connection that prevents an inadvertent connection, which would result in a hazardous mixture of gases;

(b) Be secured in position during transportation, storage or use;

(c) Have the valve protection cap in position when the cylinder is not in use;

(d) When containing acetylene, be in an upright position; and

(e) Be protected from physical damage.

Note: Adherence to CGA-V1 Standard for Compressed Gas Cylinder outlet and Inlet Connections

REGULATION 66:

A compressed air or other compressed gas blowing device shall not be used for blowing dust or other substances

(a) From clothing worn by a worker except where the device limits increase in pressure when the nozzle is blocked, or

(b) In such a manner as to endanger the safety of any worker.

REVISED: 2014-04-21

81&2152//(':+(135,17(' GASES & CYLINDERS Page F5-2

GAS TESTING

PURPOSE: 7RSHUIRUP*DV7HVWV   5HIHUWR*DV6DIHW\+DQGERRN   *DV6DIHW\0DQXDO

PARTICIPATION: (OHFWULFDO0DLQWHQDQFH'HSDUWPHQWDQG7UDLQHG2SHUDWRUV

FUNCTION: :KHQDJDVWHVWLVUHTXLUHGLQ \RXUDUHDFRQWDFWWKH(OHFWULFDO0DLQWHQDQFH)URQW /LQH6XSHUYLVRULQWKHDUHDRURQVKLIWDQGRQZHHNHQGVFRQWDFWWKH%RLOHU+RXVH )URQW/LQH6XSHUYLVRUDWRU3RZHUDQG6HUYLFHV)URQW/LQH6XSHUYLVRUDW 

1RWH 7KH*DV7HVWHUVKDOOKDYHWDNHQWKH*DV7HVWHU7UDLQLQJ&RXUVHDQGKDYHDYDOLGFDUG

GAS SAFETY TEST REPORT

Utilities 48 (rev. 03/14) GAS SAFETY TEST REPORT (Test at the source) 300544413  'HSDUWPHQW /RFDWLRQ 'DWH 7LPH 7HVWHG%\ 6KLIW GAS HAZARDS: RESULTS: TWAEV STEV 1) Oxygen Content Allowable limits: 19.5% to 23% 2) Carbon Monoxide 25 PPM 75 PPM (30 Minutes) 3) Explosive Gases 5% (of the Lower Explosive Limit) 4) Ammonia 25 PPM 35 PPM 5) Benzene 0.5 PPM 1.0 PPM 6) Carbon Dioxide 5000 PPM 15000 PPM 7) Chlorine 0.5 PPM 1 PPM 8) Hydrogen Chloride CEV (5 PPM) 9) Hydrogen Sulphide 10 PPM 15 PPM 10 Sulphur Dioxide 2 PPM 5 PPM 11) Comments:

Distribution: Copy 1 (White) Supervisor Acknowledged By Copy 2 (Pink) Utilities Office Name: Title: Copy 3 (Yellow) Gas Tester Department:

REVISED: 2014-06-22

81&2152//(':+(135,17(' GASES & CYLINDERS Page F5-3

SAFETY PRECAUTIONS FOR THE HANDLING OF COMPRESSED GASES IN PORTABLE CONTAINERS

General

1. The practice of transferring compressed gases from large to small cylinders by anyone other than the manufacturer or distributor is not recommended except when consent by the owner has been given and safe procedures for these operations are followed.

2. Prescribed numbers or marks stamped into cylinders must not be removed or changed.

3. If a cylinder leaks, close the valve and attach a tag stating that the cylinder is unserviceable. Remove the cylinder out of doors to a well-ventilated location. If the gas presents a hazard, place an appropriate sign at the cylinder. Notify the supplier and follow instructions as to the return of the cylinder.

4. Each cylinder must bear the proper identification required for the compressed gas it contains. This must not be defaced or removed. Propane shall be identified by a decal.

5. Before returning empty cylinders, identify as empty, replace protective caps or plugs and close valves.

6. Cylinders containing compressed gases must not be subjected to temperatures above 125°F. They should not be subjected to artificially created low temperatures without the approval of the supplier.

7. Never tamper with the safety relief devices in valves or cylinders. (A safety relief device is intended to prevent rupture of a cylinder under certain conditions of exposure.) Care must be taken when handling and storing cylinders to avoid damage, plugging by paint or dirt or otherwise, rendering useless safety relief devices.

8. Never attempt to repair or to alter cylinders, valves or safety relief devices. 9. Never use cylinders as rollers, supports or for any other purpose than to contain the contents as received. 10. Keep cylinder valve closed at all times except when cylinder is in active use.

REVISED: 2011-04-05

81&2152//(':+(135,17(' GASES & CYLINDERS Page F5-4

11. Notify cylinder owner if any condition occurs which might permit any foreign substance to enter a cylinder or valve, giving cylinder serial number.

12. Do not place compressed gas cylinders where they might become part of an electrical circuit.

13. Do no repaint cylinders unless authorized by the owner.

14. Never permit oil, grease, or other combustible substance to come in contact with cylinders, valves, regulators, gauges, hoses and fittings. Oil and certain gases, such as oxygen or nitrous oxide, may combine with explosive violence.

15. Prevent flame or sparks from coming in contact with cylinders and equipment.

16. Before placing cylinders in service, any wrapping must be removed so that the cylinder label is clearly visible.

17. Only properly trained persons are to handle compressed gases. When in doubt, consult your supervisor.

18. A qualified instructor must do training in the handling of compressed gases.

19. When the content or the supplier of a cylinder cannot be determined, the Emergency Services Department should be contacted for assistance.

REVISED: 2011-04-05

UNCONROLLED WHEN PRINTED GASES & CYLINDERS Page F5-5

STORING CYLINDERS

1. Cylinder storage areas must be prominently posted with the names of the gases to be stored.

2. When gases of different types are stored at the same location, cylinders must be grouped by types of gas and the groups arranged to take into account the gases contained. Example - flammable gases must not be stored near oxidizing gases. Inside a building, stored oxygen and fuel gas cylinders must be separated by a minimum of 20 feet or there must be a fire resistant partition between the oxygen and fuel gas (minimum 6" cement block).

3. Charged and empty cylinders should be stored separately with the storage area so arranged that the old stock when practical will be used first with a minimum of handling.

4. Storage rooms should be dry, cool and well ventilated. Where practical, storage rooms should be fire resistant. Storage in sub-surface locations should be avoided to prevent rusting of protective caps.

5. Do not store cylinders near highly flammable substances such as oil, gasoline or waste, unprotected electrical connections, gas flames or other sources of ignition.

6. Cylinders should not be exposed to continuous dampness and should not be stored near salt or other corrosive chemicals or fumes, to prevent rusting.

7. Cylinder storage areas must be located to protect cylinders from mechanical damage by machines, workmen or falling objects.

8. Cylinders may be stored in the open, but must be protected from the ground to prevent rusting. If ice or snow accumulates on a cylinder, thaw at room temperature or with water not exceeding 125°F.

9. Small cylinders (e.g., ether or 14-oz. propane) shall be stored in metal cabinets in limited quantities, grouped as to various gases or mixture of gases.

10. Large cylinders should be placed against a wall to offer some protection against being knocked over. They should not be placed along an aisle used for trucking purposes. Cylinders must be secured to prevent falling.

11. Acetylene cylinders must be stored and transported in an upright position.

12. The floor of a cylinder storage room shall not be below ground level and any space below a floor shall be filled with firm tamped earth or adequately vented to the outside air.

REVISED: 2011-04-05

81&2152//(':+(135,17(' GASES & CYLINDERS Page F5-6

WITHDRAWING CYLINDER CONTENT

1. Only properly trained persons are to handle compressed gases.

2. The user responsible for the handling of the cylinder and connecting it for use must check the identity of the gas before using. If this cannot be done, return the cylinder to the supplier. 3. The cylinder must be secured before using.

4. Suitable pressure regulating devices MUST be used in all cases when gas is admitted to systems having pressure-rating limitations lower than the cylinder pressure.

5. Never force connections that do not fit or are damaged. Threads on regulators and other auxiliary equipment must be the same as those on the cylinder valve outlet.

6. After removing the protective cap, slightly open valve an instant to clear opening of possible dust and dirt.

7. Where compressed gas cylinders are connected to a manifold, such a manifold and its related equipment must be of proper design.

8. Regulators, gauges, hoses and other appliances provided for use with a particular gas or group of gases must not be used on cylinders containing gases having different chemical properties, unless information obtained from the supplier indicated this can be done safely.

9. Open cylinder valve slowly. Point the valve opening and regulator gauges away from yourself and other persons. Never use wrenches or tools other than those provided or approved by the gas manufacturer. Avoid the use of a wrench on cylinders provided with hand wheels. Never hammer the valve wheel in attempting to open or close the valve. For valves that are hard to open or frozen because of corrosion, contact the supplier for instructions.

10. Never use compressed gas to dust off clothing. This may cause serious injury or create a fire hazard.

11. Connections to piping, regulators and other appliances must be kept tight to avoid leakage. Where hose is used, it must be kept in good condition.

12. Before a regulator is removed from a cylinder, close the cylinder valve and release all pressure from the regulator.

13. Never use flame to detect gas leaks. Use snoop or substitute as supplied by Stores.

14. All equipment used on cylinders containing oxidizing gases must be cleaned for that purpose. New equipment should be marked, cleaned for Oxygen. REVISED: 2011-04-05

81&2152//(':+(135,17(' GASES & CYLINDERS Page F5-7

MOVING CYLINDERS

1. When removable caps are provided for valve protection, such caps shall be kept on cylinders at all times except when cylinders are in use.

2. Do not lift cylinders by the cap.

3. Do not drop cylinders or permit them to strike violently against each other or other surfaces.

4. Never handle a cylinder with a lifting magnet. Slings, ropes, or chains must not be used unless provisions have been made on the cylinder for appropriate lifting attachments such as lugs. A crane may be used when a safe cradle or platform is provided to hold the cylinder.

5. Avoid sliding or dragging cylinders. Use a suitable hand truck/fork truck platform or similar device with the cylinder firmly secured in upright position.

6. Non-toxic gas cylinders may be transported in a vehicle provided they are separated from the driver and passenger compartment and properly secured.

7. Cylinders containing toxic gases must be transported and secured on open back vehicles.

REVISED: 2011-04-05

81&2152//(':+(135,17(' GASES & CYLINDERS Page F5-8

PRESSURIZED LIQUID GASES

1. Cylinders must be stored in an upright position to allow for periodic venting to prevent build-up of excess internal pressure.

2. Only persons specifically trained in their use are to use these gases.

3. Never use containers, equipment or replacement parts other than those specifically designed for use in liquid gas service.

4. All exterior surfaces of liquid gas equipment must be kept clean of combustible substances.

5. When handling these liquids, wear a face shield or mono-goggles, loose fitting insulated gloves that can be thrown off quickly and high top shoes with cuffless trousers worn outside the shoes. All outer garments and aprons, etc. should be quickly removable.

6. Always handle liquefied atmospheric gases in well-ventilated areas and never dispose of them in confined areas or closed places. They should be disposed of outside, bearing in mind their type.

7. Never allow liquid oxygen to come in contact with oil, grease or carbonaceous materials of any kind. Immediately remove any clothing that becomes saturated with liquid oxygen.

8. Liquid gases (as a liquid or cold gas) can cause freeze burns of the eyes or skin. Do not touch frosted pipes or valves.

9. Liquid gases boil off at low temperatures and can support combustion, are combustible or cause asphyxiation, depending on their type. They should only be used in well-ventilated areas and if combustible, in closed systems.

10. Containers, regulators and other equipment must be dedicated to one type of liquid gas and their use must not be interchanged.

REVISED: 2011-04-05

81&2152//(':+(135,17(' GASES & CYLINDERS Page F5-9

POISON GAS

1. Before using, read all label information and material evaluation data sheets associated with the use of that particular poison gas.

2. When handling and using poison gases, masks or self-contained breathing apparatus of a design approved for the particular gas should have available for immediate use. Such equipment shall be located convenient to the place of work, but kept out of the area most likely to be contaminated.

3. Poison gases should be used only in forced ventilation areas, in hoods with forced ventilation or out of doors.

4. Use poison gas in cylinder size that will ensure complete usage of the cylinder content in a reasonable length of time.

5. All persons handling poison gas cylinders on a regular basis or whose job keeps them in close proximity to cylinders containing poison gas, must hold a current card in Scott Air Pack training and artificial respiration.

6. Only the minimum amount of poison gas required should be kept on hand.

7. Monitoring devices or indicators should be in places where poison gas is used or stored (to warn of toxic concentration).

REVISED: 2011-04-05

81&2152//(':+(135,17(' GASES & CYLINDERS Page F5-10

AEROSOL SPRAY CANS

1. These cans contain paint, window cleaner, solvent, waxes, hair spray, etc.

2. Empty cans must be punctured by a device designed for this purpose if available in the area or brought to any plant mini stores for disposal. Disposal equipment must not be used in confined areas.

3. Aerosol spray cans, either empty or full, must not be left or stored in any area where they may be exposed to temperatures above 125°F or 52°C or physical damage.

4. Aerosol spray cans must not be stored in close proximity to oxidizing gases.

5. Ether under pressure, used for starting internal combustion engines, is a liquid gas both highly flammable and toxic. Canisters must not be stored or transported in a vehicle's driver or passenger compartment.

6. Pressurized containers, if heated, will explode and become “flying missiles”, e.g., spray paint cans. Many of these are thrown near roller lines or in areas where burning takes place. It is setting a trap for someone. All pressurized containers must be disposed of in a safe manner.

THROW-AWAY CYLINDERS

1. These cylinders are subject to the same precautions as refillable cylinders.

2. When empty, they must be brought to a designated area having necessary equipment for removal.

3. Throw-away cylinders should not be recycled.

REVISED: 2011-04-05

81&2152//(':+(135,17(' GASES & CYLINDERS Page F5-11

DIAGRAM CYLINDER PUNCTURE TOOL

81&2152//(':+(135,17(' GASES & CYLINDERS Page F5-12

PROPANE CYLINDERS

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REVISED: 2011-04-05

81&2152//(':+(135,17(' GASES & CYLINDERS Page F5-13

CARBON MONOXIDE

See also: 1. Gas Safety Handbook 2. Carbon Monoxide Awareness Power-Point Presentation

Carbon monoxide is a colourless, odourless, flammable and highly toxic gas referred to as the "Silent Killer". It is not found in its pure state in Algoma. Carbon monoxide is a component of many gases produced when any substance containing carbon is burned. It is also produced as a by- product of the Coke Making, Iron Making and Steel Making processes.

Sources of carbon monoxide in Algoma: 1. Coke oven gas 2. Blast furnace gas 3. Waste gases from furnaces and boilers using the above gases 4. Products of combustion of natural gas if burners are not adjusted properly 5. HNX gas at Cold Mill Anneal 6. Waste gas from Steel Making 7. Exhaust gas from gasoline driven engines examples: trucks, pay-loaders, welders, pumps, generators, etc. 8. Traces may be found in compressed air; this is dependent upon location of air inlets on portable compressors or breakdown of engine oil 9. Any burning or smouldering material containing carbon - solid, liquid or gaseous

The first signs of carbon monoxide poisoning may be lightness across the forehead, headache, and throbbing temples or perhaps heavy heartbeat. The face may become flushed and the eyeballs turn bright red.

Various types of testers are available. Some areas have permanent monitoring and alarms in place.

For gas tests, contact the Electrical Maintenance Front Line Supervisor in the area, or on shift and on weekends contact the Boiler House Front Line Supervisor at 945-2893, Power and Services at 945-3294.

1RWH The time weighted average exposure value is 25 parts per million (PPM) for an 8-hour shift. Excursion limit of 75PPM for any period of 30 minutes and ceiling limit of 125 PPM is the maximum airborne concentration to which a worker may be exposed at any time.

REVISED: 2014-06-22

81&2152//(':+(135,17(' GASES & CYLINDERS Page F5-14

NATURAL GAS SPACE-RAY SALAMANDER HEATERS

DESCRIPTION

The heater is designed to work on 5 psi gas pressure and deliver approximately 250,000 BTU per hour. The heater will work on Natural Gas - with some adjustments - on Propane Gas. The heater is equipped with a completely automatic safety shutoff, which is required by TSSA.

In cases where the gas pressure is above 5 psi, a regulator must be installed to drop the pressure.

Plugs should be installed in the ball valves, when the heater is not connected to the gas line.

1RWH Under NO CIRCUMSTANCES are heaters to be connected to burning or scarfing stations.

PROPER OPERATION 1. Turn off main burner manual gas valve.

2. Open pilot line manual valve.

3. Depress and hold red button on automatic gas valve.

4. Light pilot while holding in red button (approximately 10 seconds).

5. Release red button and see if pilot is still burning.

6. Open main burner manual valve.

1RWH If the heater does not work, telephone: Utilities Department Extension 945-2829 - 8 to 4 shift Extension 945-2889 - 4 to 12 and 12 to 8 shifts

REVISED: 2011-04-05

81&2152//(':+(135,17(' GASES & CYLINDERS Page F5-15

DIAGRAM SPACE-RAY SALAMANDER HEATER

81&2152//(':+(135,17(' GASES & CYLINDERS Page F5-16

OXYGEN ACETYLENE EQUIPMENT

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CUTTING GASEOUS LINES

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REVISED: 2011-04-05

81&2152//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS INDEX

A ABNORMAL HAZARDS……….……………………………………………….……..…………………F6-4 AGREEMENTS - STEEL WORKS JOINT COMMITTEES……………………………..F6-6 AUDIO VISUAL PRODUCTION………………………………………..….…………..F6-41

C CELL PHONES – Policy on Personal and Company-Issued Cell Phones……………….F6-51 CLOTHING…………………………………………………………………...……..……F6-12 CONFINED SPACES……….…………………………………………………...……….F6-20 CONTACT LENS POLICY…………………………………………………….....……...F6-16 CREW LEVELS…………………………………………………………………….……...F6-3 CUTTING AND REMOVAL OF ELECTRICAL CABLES..…………………..……….F6-44

D DISPOSAL OF WASTE FROM DIFFERENT LEVELS………………………………..F6-25

E ELECTRICAL HAZARDS…………………………………………………..…….…….F6-36 ELECTRONIC DEVICES – Policy on Electronic Devices………………..…….………F6-51 EQUIPMENT COMMISSIONING PROCEDURE……………………………….….…F6-49 EQUIPMENT REPLACEMENT - Personal Property and Safety Clothing…..………...F6-14 EYE PROTECTION……………………………………………………………………...F6-15

F FACIAL HAIR…………………………………………………………...…….…………F6-18 FALL ARREST EQUIPMENT…………………………………………………………...F6-19 FOOT PROTECTION…………………………………………………………………….F6-17

G GENERAL SAFETY RULES AND REGULATIONS……………………...…….………F6-1 GUIDELINES FOR APPLICATION OF PERSONAL PROTECTIVE EQUIPMENT...... F6-7

H HAZARDS - Abnormal…………………………………………………………………….….………….F6-4 HEARING PROTECTION……………………………………………………………….F6-18 HOUSEKEEPING……………………………………………………………..….………..F6-2

UNCONROLLED WHEN PRINTED GENERAL SAFETY RULES AND REGULATIONS INDEX

- JEWELLERY…………………………………………………………….………….…..F6-13 JOB SAFE PRACTICES -Definition ………………………………….…………….….F6-10 JOB SAFE PRACTICES For Personal Protective Equipment……………………..……F6-11

/ LICENSING REQUIREMENTS FOR OPERATING COMPANY VEHICLES……….F6-48 LONG HAIR…………………………………………………………………..……...…..F6-13 LUNCHROOM STANDARDS - Standards for Authorized Lunchroom Facilities…...... F6-27 LUNCHROOM STANDARDS - Standards for Portable Lunchroom Trailers………….F6-28

0 MATERIAL HANDLING……………………………………………………..……..…..F6-45

3 PERSONAL PROTECTIVE EQUIPMENT - Policy, Procedure & Guideline……………F6-5 PERSONAL PROTECTIVE EQUIPMENT - Job Safe Practice Procedure……….……..F6-11 PRESCRIPTION SAFETY GLASSES………………………………………...... F6-15 PROTECTIVE EQUIPMENT…………………….…………………………….....F6-6, F6-12

5 RESPIRATORY PROTECTION OF WELDERS………………..………………..………F6-9 RESTRICTED AREAS………………………………………..……………………..…...F6-36 RESTRICTED CLEARANCE…………………………………..…………………..……F6-46 ROLL UP DOORS – Policy for Pinning of Roll Up Doors………………...……………F6-47

6 SAFETY CAPTAINS…………………………………………………………………….F6-38 SAFETY CLOTHING……………………………………………………………………F6-13

SALES & SERVICE PERSONNEL - Personal Protective Equipment…………………..F6-14 SEAT BELT POLICY……………………………………………………………………F6-48 SHOWER ROOM STANDARDS……………………………………………………...... F6-31 SMOKING IN THE WORKPLACE……………………………………………………..F6-26 STANDARD FORMAT FOR WRITING HEALTH & SAFETY PROCEDURES…....F6-37 STANDARDS FOR CLEANING OF AUTHORIZED LUNCHROOMS...... F6-27 STANDARDS FOR CLEANING OF WELFARE FACILITIES ...... F6-30 STATUTORY HOLIDAYS…………………………………………………………..…..F6-4

7 TRANSPORTATION OF PERSONNEL………………………………….……………..F6-46

UNCONROLLED WHEN PRINTED GENERAL SAFETY RULES AND REGULATIONS INDEX

9 VISITORS - Personal Protective Equipment…………………………………………....F6-14

: WALKWAY STANDARDS…………………………………………………………….F6-35 WARNING DEVICES - Lights, Signs, & Sounds…………………………..……….… F6-46 WATER - Working On or Near……………………………………………...…………...F6-46 WELFARE CLOSURES………………………………………………………………….F6-34 WELFARE ROOM STANDARDS...... F6-33 WHITE TAPING………………………………………………………………………….F6-42 WORKING ALONE……………………………………………………………………….F6-3

UNCONROLLED WHEN PRINTED GENERAL SAFETY RULES AND REGULATIONS Page F6-1

GENERAL SAFETY RULES & REGULATIONS

The following general safety rules are designed to protect employees of Algoma from injury at work. These common sense rules are the result of years of experience in the steel industry. It is the employee’s responsibility to know and obey these rules and it is the supervisor's accountability to enforce them. The employee must be physically and mentally prepared to perform the work required.

GOING TO AND FROM WORK

1 Do not take short cuts. Use the designated roadways and walkways. Under no circumstances do you cross under or over railroad cars. 2. Do not cross railroad tracks within 15 feet from the end of any railway car. 3. Do not step on top of rails. 4. Use only the designated walkways when passing through other departments. Do not loiter or visit. 5. Do not cross tables or roller lines except by stairways or crossovers. 6. All posted warning signs must be obeyed.

WORK AREAS 1. When assigned to work in a department other than your own, report first to the supervisor and follow the Reporting-In / Sign-In procedure. The supervisor will make you aware of specific hazards in the work area. 2. Keep work areas in a clean and orderly condition. Do not allow waste or scrap material to accumulate. A clean work area is a safe work area. 3. Pile all materials so they are secure from falling. 4. Remove spills of oil or other substances promptly and report all spills. 5. Keep walkways, runways, stairs, etc. clear of all material. Protect all open excavations, floor and ceiling openings with appropriate barricades and/or warning lights. 6. Cross over tables and roller lines on designated walkways only. 7. Do not climb a vertical ladder with anything in your hands. 8. Look and listen at all railroad crossings. 9. Employees are expressly prohibited from being on engines, railroad cars, hoists, floats or other mobile equipment, unless authorized. 10. Materials must not be piled within six feet of railroad tracks on straight away and eight feet on the curves. 11. Obey the posted speed limit. Obey all warning signs. 12. Report any unsafe condition to your supervisor immediately. 13. Horseplay will not be tolerated.

REVISED: 2011-06-01

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HOUSEKEEPING

Housekeeping is the responsibility of every employee. A clean work area is not only eye appealing, but also a MUST for safe work habits. Be sure your work area is always free from:

Tripping Hazards Grease - Oil - Fluids Litter

No job can ever be considered complete until the housekeeping chores are done. Do not overlook this very important safety tool.

A high standard of housekeeping is basic to any Safety Program. Each Supervisor is responsible and accountable for his/her area. It is also a requirement in each job description that the work area be maintained in a clean and tidy condition by the worker. (A clean working area is a safe working area free of hazards.)

Potential Hazards to be eliminated are: a. Inadequate number of properly located containers for waste and scrap, infrequent disposal of waste and scrap, uncovered containers for disposal of oily rags. No proper containers for chemicals or liquids, accumulations of rubbish or chipping, spillage of water, oil or gasoline on floors. b. Obstructed aisles, working areas or stairways, loose floorboards, nails protruding from floors, broken, uneven or slippery floor surfaces, loose fixtures on walls or columns, open manholes, hatches, and excavations. c. Crowded working space around machines, narrow aisles, obstructed fire and emergency exits, inadequate storage space for all tools, equipment and supplies, and improper use of space. d. Inadequate illumination for safe work operation night and day. e. Lack of handrails on stairs, balconies or platforms. Worn treads on stairs. f. Washrooms and drinking fountains in poor condition. g. Loose window frames or signs, objects left on windowsills, windows that are dirty and broken.

REVISED: 2011-06-01

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CREW LEVELS - WORKING ALONE

Particularly in Maintenance Trades, and Operating Pool jobs, inexperienced people (in a specific area) are scheduled because of contractual reasons. It is recommended that a realistic review of seniority clauses be made in an attempt to alleviate the situation.

As part of this review, all areas affected by pool jobs must determine if these jobs can properly be classified as pool jobs and satisfy the above requirement for the acceptance of responsibility for the job. In addition, all areas should determine if a permanent core of experienced people must be retained on a pool job in order to: (i) Provide the necessary experience for the job; (ii) Have sufficient experienced personnel available to promote due to holidays, sickness, and absenteeism.

This "core" requirement would be expressed as a percentage of the required manning of the pool jobs. All pool jobs requesting changes must be submitted to Labour Relations for negotiations.

The primary concerns of the foregoing conditions are vacation scheduling, sickness and the fluctuation of operations. Steps which must be considered are: 1. That the 10% maximum vacation level be adhered to in all areas. 2. Employment shall attempt to re-assign personnel to areas where they have worked in the past during period of fluctuation in operations. Attempts should be made to handle this requirement with the oncoming computer system. 3. Attempts should be made plant wide to reduce operating fluctuations which occur week to week.

AREAS WHERE NORMAL HAZARDS EXIST 1. Sufficient trained and experienced personnel must be retained in an area to ensure no person is asked to take responsibility in an area that they are unfamiliar with. 2. Where practical, each person who normally works out of a specific location should maintain a log book indicating where he is going, when he is required to leave the location (e.g., oil cellar tender). 3. A means of communication should be established with the worker so that he will report to a supervisor or to another worker designated by the supervisor at least once every hour as a minimum. 4. Each worker who works alone must be instructed that if, during the course of his job, it becomes necessary to enter an area where the degree of the normal hazard has increased, the worker is to ensure that he is accompanied by a second person. The supervisor should also be notified.

REVISED: 2011 07 04

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ABNORMAL HAZARDS

Abnormal hazards in the specific occupation’s workplace include confined spaces, high gas concentration areas, high voltage areas, etc. These areas must be specified by each department and notification supplied to all workers in those areas. Any area of dispute will be referred to the Joint Health, Safety and Environment Committee.

Employees are not to be scheduled to work alone in areas designated as having abnormal hazards. Special procedures are to be set up if it is necessary for a worker, scheduled to work alone in a normal hazard area, to enter an abnormal hazard area.

Where absenteeism or lateness occurs in these areas, overtime must be used to cover the vacancy. If the overtime cannot be achieved, it is recommended that a buddy be assigned from another group of employees.

STATUTORY HOLIDAYS

In order to allow as many people off as possible on these holidays, but to ensure a safe crew level, a buddy system should be used in areas which are down or are on reduced operation, e.g., an electrician could work in conjunction with a pipefitter, a millwright in conjunction with an operator. Workers should work in minimum groups of two out of a specific location.

Maintenance or other necessary personnel will not be reduced to an extent that will interfere with orderly progress on outstanding health and safety items.

REVISED: 2011-06-01

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PERSONAL PROTECTIVE EQUIPMENT

The Policy

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The Procedure

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The Guidelines

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REVISED: 2011-06-01

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-6

POLICY OF THE JOINT HEALTH, SAFETY AND ENVIRONMENT STEELWORKS COMMITTEE REGARDING PERSONAL PROTECTIVE EQUIPMENT PRESCRIBED IN THE CURRENT MATERIAL SAFETY EVALUATION CATALOGUE

1. With the exception of existing respirator programs and respiratory protection for welders, protective equipment prescribed on the Material Safety Data Sheet reviewed by Industrial Hygienist and reviewed by the Joint Industrial Hygiene/Environment Committee is considered mandatory, subject to the limitations specified. This is in compliance with the Occupational Health & Safety Act and Article 10.04 of the Collective Agreement.

2. Respiratory protection for welders is subject to the Industrial Hygiene Program for respiratory protection of welders.

PROCEDURE FOR AGREEMENT THROUGH THE JOINT INDUSTRIAL HYGIENE/ENVIRONMENT COMMITTEE FOR PERSONAL PROTECTIVE EQUIPMENT LISTED IN THE MATERIAL SAFETY EVALUATION CATALOGUE

Materials are evaluated for fire and health hazards by the Health & Safety Department, based on information supplied by the manufacturer. Some products will require the use of specialized personal protective equipment. The evaluations of materials with the requirements for specialized personal protective equipment are brought to the Joint Industrial Hygiene/Environment Committee. Procedures and personal protective equipment specified are to be treated as supplementary to the equipment in the appropriate Job Safe Practices.

REVISED: 2011-06-01

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-7

GUIDELINES FOR THE APPLICATION OF PERSONAL PROTECTIVE EQUIPMENT

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REVISED: 2011-06-01

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-8

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General

There are various degrees of hazard associated with virtually every job in heavy industry; however, not all of them required special protective equipment other than those basic items of foot, head and eye protection. In most cases, proper work procedures, training and sound work practices will provide an adequate degree of protection for the worker. As operating practices change and new equipment or processes are introduced, existing hazards must be re-evaluated in terms of the need for Personal Protective Equipment. The examples provided and the thought processes outlined must be considered in any decision making process involving Personal Protective Equipment.

REVISED: 2011-06-01

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-9

INDUSTRIAL HYGIENE PROGRAM FOR RESPIRATORY PROTECTION OF WELDERS

PHASE 1 - IDENTIFICATION

All welding rods used at Algoma. will be evaluated for potential health hazards by the Health & Safety Department. A Material Safety Data Sheet, complete with prescribed personal protective equipment, must be on site and available to workers.

PHASE II - INTERIM RESPIRATORY PROTECTION

All workers will be informed by department supervision of the potential health hazards of specific rods identified by Health & Safety Department. The wearing of respiratory protection specified on the Material Safety Data Sheet will be required until exposure levels and control measures can be determined. Respirators will be made available to all workers by department supervision on request.

PHASE III - MONITORING OF EXPOSURE

As required, the Health & Safety Department will monitor welders for exposure to welding fume and identify those occupations and welding rods that present an over-exposure to welding fume.

PHASE IV - CONTROL OF EMISSIONS

Exposure controls will be installed where practical and feasible to control over-exposure to welding fumes, as identified in the monitoring program. The installation of exposure controls is the responsibility of the department concerned.

PHASE V - MANDATORY RESPIRATORY PROTECTION

Welders found to be in excess of permissible exposure limit for welding fumes will be required to wear respiratory protection in compliance with the Occupational Health & Safety Act.

Implementation procedures will include consultation with the Joint Health, Safety & Environment Steelworks Committee in compliance with Article 10.04 of the Collective Agreement.

REVISED 2011-06-01

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-10

JOB SAFE PRACTICE

DEFINITION

The practice is one that relates to a particular occupation and should include:

- Title of Occupation - Function - Safety Equipment and Training Required - Tools and Equipment Required - Area of Occupation - Hazards of the Particular Occupation and Area - Details for the above are available from the Front Line Supervisor - General information relating to Crane Signals, Artificial Respirators, Lockout Procedures and Emergency Information should be included.

INITIATION OF THE PRACTICE

After the receipt of the lists prepared by the Safety Officers and Union Co-Chairpersons, the Job Safe Practices will be written by the Front Line Supervisor or as designated by the Department Manager.

The Job Safe Practices will be reviewed by the Front Line Supervisor and the Union Health, Safety & Environment Representatives on an annual basis. The Job Safe Practices will then be authorized by the Department Manager and approved at the Department Joint Health, Safety & Environment Group Meeting.

The Job Safe Practices are filed in a yellow binder located in the department and must be reviewed with affected employees/supervisors annually. The review must be conducted by the employee’s immediate supervisor and must be entered into the Safety Contact Record Keeping System as Code 9016.

Definition of a “Safe Work Procedure”

A “Safe Work Procedure” relates to a particular task within an occupation. This procedure would be reviewed prior to the task or at a pre-job meeting, as required. The review would be entered into the Safety Contact Record Keeping System as Code 9016.

REVISED: 2011 07 06

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-11

JOB SAFE PRACTICE PROCEDURE FOR PERSONAL PROTECTIVE EQUIPMENT

The following procedure should be followed in developing and approving Job Safe Practices with specific reference to Personal Protective Equipment.

1. The Job Safe Practice procedure is developed by department supervision and is reviewed by the appropriate member of the Union Health, Safety & Environment Committee who may comment and make recommendations. The purpose of the joint review is to try and reach consensus of the contents of the job safe practice procedure.

2. The department superintendent reviews the draft job safe practice procedure.

3. The draft of the job safe practice procedure is tabled with the department Joint Health & Safety Group for final review. Should there be any question as to whether the protective equipment is appropriate in terms of the hazards involved the department superintendent will refer the job safe practice procedure to the Health & Safety Department for review and advice.

4. The Health & Safety Department will provide advice for the protective equipment required. If they rule that the equipment is appropriate, the job safe practice procedure will be accepted, if not, the job safe practice procedure will be referred back to the department superintendent with the reasons for their decision and alternate recommendations, if possible.

5. Within the joint system, the department superintendent will attempt to reach a consensus at the department level on appropriate protective clothing. Failing to do so will refer the matter to the General Manager of Health & Safety, who will refer it to Employee Relations under Article 10.04 and 10.05 of the current Collective Agreement.

6 In developing the job safe practice procedure, the hazardous materials specific to the occupation are to be considered for personal protective equipment requirements based on information contained in the Material Safety Data Sheets (MSDS). Procedures and personal equipment specified for the respective hazardous materials are included in the job safe practice as supplementary procedures and equipment. The Material Safety Data Sheets are available on-line and through the Health and Safety Department.

REVISED: 2018-05-30

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POLICY ON SAFETY CLOTHING AND EQUIPMENT

Safety clothing and equipment is that which is defined by the Job Safe Practice as required protecting the Health and Safety of the worker from specific hazards associated with the job being performed. Once defined, this equipment and its use become subject to the appropriate section of the Occupational Health & Safety Act. Any clothing that does not meet the above definition shall be considered to be work clothes.

CLOTHING - WORKER

1. All employees are issued with regulation hard hats and safety glasses with side shields, which must be worn except in offices or enclosed pulpits and cabs. Worn out equipment will be exchanged at no charge, when necessary. A charge will be made for lost or carelessly damaged hats or glasses. 2.* Approved safety boots are a condition of employment in operating areas or maintenance shops. 3.* Employees must wear protective equipment as directed by departmental supervision. 4. Do not wear loose and ragged clothes or safety boots in poor repair. 5.** Do not wear rings or jewellery in operating areas that may become entangled while at work. 6. Work gloves must be in good condition and appropriate for the task. 7.** Long hair shall be suitably confined to avoid possible entanglement near any rotating shaft, spindles, gear, belt or other source of entanglement or ignition. Hair nets are available in stores and can be obtained through the supervisor. 8. Do not wear gloves when operating machines with revolving spindles or cutting tools. 9. Clothing made of synthetic fibres is not acceptable in operating areas or maintenance shops where sparks, flame, radiant heat or gas hazards exist. Cotton or wool clothing is preferred. Abbreviated clothing, i.e. short-sleeved shirts, is not acceptable in operating areas or maintenance shops. Short-sleeved shirts are acceptable in an office environment, when travelling from the gate to the welfare room and in an enclosed space, e.g. pulpits, crane cabs, vehicles. Torn or ragged clothing is not acceptable. 10. Do not use compressed air or oxygen for cleaning clothes. 11. From time-to-time and on certain jobs, clothing worn by employees must have specified protective characteristics as per the job safe practice procedures. 12. Gloves, spats, goggles and other personal type equipment are available through Stores and will be supplied by the immediate supervisor.

* SUBJECT TO COLLECTIVE AGREEMENT ** SUBJECT TO THE APPROPRIATE ARTICLE IN THE CURRENT COLLECTIVE AGREEMENT

REVISED: 2014-08-06

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-13

* RINGS & LOOSE JEWELLERY

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* LONG HAIR

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** SAFETY CLOTHING

From time to time and on certain jobs, clothing worn by employees must have specified protective characteristics as per the job safe practice procedure. Nomex or Proban clothing for flame retardant purposes and aluminized coats to ward off hot metal splashes are two examples of specialized clothing.

Clothing made of synthetic fibres is not acceptable in operating areas or maintenance shops. Cotton or wool clothing is preferred. Abbreviated clothing, i.e. short-sleeved shirts, is not acceptable in operating areas or maintenance shops. Torn or ragged clothing is not acceptable.

Gloves, spats, goggles and other personal type equipment are available through Stores and will be supplied by the immediate supervisor.

Refer to your Job Safe Practice booklet for specific safety equipment requirements.

** SUBJECT TO THE APPROPRIATE ARTICLE IN THE CURRENT COLLECTIVE AGREEMENT

REVISED: 2011-06-01

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PERSONAL PROTECTIVE EQUIPMENT VISITORS – SALES & SERVICE PERSONNEL

VISITORS

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SALES & SERVICE PERSONNEL, CUSTOMER QUALITY ASSURANCE AUDITORS

They are to be considered and treated as visitors until such time as they are required to enter operating areas to perform work. While in operating areas to perform work or services for Algoma or customers, they are subject to all of the personal protective equipment requirements appropriate to the area where the work is being performed. They are also subject to all other department or plant safety rules applicable to the work area.

COMPANY PAYMENT FOR LOSS OR DAMAGE TO EMPLOYEE'S PERSONAL PROPERTY

PRACTICE

In normal circumstances, an employee is responsible for any damage to or loss of his/her personal belongings, including tools and clothing, occurring on Company property. In exceptional circumstances where the damage or theft results from circumstances beyond the employee's control and not related to the normal performance of his job, the Company may accept responsibility for replacement of such personal property that is legitimately on Company property.

REPLACEMENT OF SAFETY CLOTHING - DAMAGED IN THE COURSE OF NORMAL DUTIES BY ACCIDENTAL MEANS

The responsibility for the replacement of clothing damaged by an accident rests with the worker.

Department heads may consider replacement by the Company after considering the following:

1. Can it be clearly established that the damage was the result of conditions over which the worker had no control?

2. Can it be clearly established that the accident occurred despite the fact that the worker had exercised a reasonable degree of care and attention and that no safety rules or established safe work practices or procedures were violated?

REVISED: 2011-06-01

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-15

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

PRESCRIPTION SAFETY GLASSES

An employee who requires prescription glasses to correct his/her vision and who works in or may be required to enter an 'Eye Protection' area, must wear prescription safety glasses as prescribed by the Company. a) New Employee - Issues

New employees, upon being hired, will have their department or Health & Safety department representative provide the documentation required to obtain prescriptions safety glasses. b) Established Employee - Issues

Established employees who require replacement glasses must first acquire an eye examination and submit the prescription to their Department who will initiate the necessary requisition. c) Tinted Lenses, Photo-Sun or Photo-Grey Lenses

Tinted lenses are permitted only on certain designated occupations, as determined by the Health & Safety Department or as approved for medical reasons by the Medical Department.

Photo-sun or photo-grey lenses are prohibited.

REVISED: 2014-08-06

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-16

PROCEDURE FOR OBTAINING PRESCRIPTION SAFETY GLASSES EMPLOYEE 2EWDLQDSUHVFULSWLRQIURP\RXURSWRPHWULVW %ULQJ SUHVFULSWLRQ WR \RXU GHSDUWPHQW DQG KDYH WKH FOHUN SUHSDUH DQ (PSOR\HH 3XUFKDVH 5HTXLVLWLRQ

DEPARTMENT Complete Employee Purchase Requisition with Superintendent or Front Line Supervisor’s VLJQDWXUH  (PSOR\HH V VLJQDWXUH UHTXLUHG LI IRU VRPH UHDVRQ KHVKH LV WR SD\ IXOO SULFH HJ ZDQWVVHFRQGSDLUZLWKLQDPRQWKSHULRG  Copies 1, 2DQG4 are taken by employee to Dispensing Optician with employee’s prescription. 7KH+HDOWKDQG6DIHW\2IILFHFDQSURYLGHDOLVWRIDYDLODEOHRXWOHWV Copy 3LVVHQWWRWKH3D\UROO'HSDUWPHQWLIWKHHPSOR\HHLVWRSD\IXOOSULFH Copy 5(PSOR\HH'HSDUWPHQWUHWDLQVRQILOH

CONTACT LENS POLICY Contact lenses are a safe means of achieving visual rehabilitation in most industries, if used by the right person in the right environment.

All persons required to wear contact lenses will be assessed on an individual basis by the Medical Department regarding the advisability of the wearing of contact lenses in the given worker's environment. Wearing of contact lenses will be prohibited in areas of high fumes, excessive heat, excessive dust levels or where chemical splash is a probability. The wearing of contact lenses at Algoma will be accepted, providing the following conditions are adhered to: 1. Contact lenses are strictly prohibited for all employees who are required to wear full face self-contained breathing apparatus regularly or on an emergency basis. 2. Usage shall be limited to those with medical reasons documented by an ophthalmologist. 3. The worker is advised to keep wetting and cleaning solutions available in the work place. 4. The employee must carry on his person a pair of current prescription safety glasses to use in case of contact lens failure. 5. Appropriate forward protective eyewear, as per Company policy, must be worn in conjunction with contact lenses. 6. Contact lens wearers must be identified. A decal applied to the hard hat will serve this purpose. Such identification procedure will be accomplished through the Health and Safety Department.

REVISED: 2014-07-29

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-17

FOOT PROTECTION

Safety boots are required to be worn in all work areas excluding employees conducting office type activities in office complexes. Algoma will provide each employee with a boot allowance equal to $100 per year, which may be accumulated for 3 years to a maximum of $300.00. This allowance can be applied to the purchase of safety footwear or work gloves.

Algoma has selected several local distributors that carry the Employee Purchase forms to be completed in order to use the boot/glove allowance. The vendor will require identification at the time of purchase. Vendors will only be authorized to receive payment for boots sold that meet the minimum requirements.

MINIMUM STANDARD FOR SAFETY BOOTS

1. Boot height - minimum 5 ½" uppers measured from top of sole 2. Green patch rating 3. Leather uppers, no nylon 4. Electrical insulating rating for all employees (Omega rating)

RECOMMENDATIONS

1. Metatarsal protection in areas of rolling stock, manual material handling 2. Tire soles for coke oven battery top workers are available to employees at designated vendors 3. Winter Boots with felt liners (a) Green patch rating (b) Leather uppers, no nylon (c) Boots can have rubber bottoms

Note: All work boots must be maintained in good repair.

AUTHORIZED DISTRIBUTORS

For a list of authorized boot distributors, visit the Health and Safety website on the Intranet.

REVISED: 2018-05-30

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HEARING PROTECTION Industrial noise can be dangerous to hearing and health. The Company will use all practical efforts to reduce noise to non-dangerous levels. This cannot always be done and, therefore, the wearing of hearing protection devices is mandatory. All known high-level noise areas have been identified and instructions issued. Supervisors who feel they have other problem areas should notify the Health and Safety Department so that investigations may be made. Ear Protection is mandatory in designated areas. It is the responsibility of supervision to enforce the wearing of ear protection in high noise level areas and the responsibility of employees to wear the protection provided. Audiometric Testing is part of the Hearing Protection Program. Audiometric testing will be conducted for all employees on a 5 year cycle. For employees required to wear double hearing protection, the requirement for audiometric testing will be on a 2 year cycle. FACIAL HAIR

Algoma’s policy on facial hair deals with and defines excessive facial hair as it relates to the use of self-contained breathing apparatus (Scott Air Pak) and any other respiratory protection device used in a legislated Control Program area or areas identified as Mandatory Respiratory Protection by Health & Safety. THE POLICY ƒ Self-contained breathing apparatus or other respiratory protection shall not be worn if facial hair comes between the sealing periphery of the face piece and the face, or in any way conflicts with the exhalation valve. For this reason, persons wearing facial hair (with the exception of moustaches) will not be permitted participation in the Self Contained Air Pak Training Program. Side burns must not be lower than the (Tragus) or center of the ear. Goatees are not permitted. ƒ Certificate for wearing self-contained breathing apparatus is no longer valid until the excess facial hair condition is rectified. ƒ Employees of contractors who are employed in gaseous areas on a regular basis will be expected to meet the same standards as Algoma workers if their work entails the use of self-contained breathing apparatus or respiratory protection. It is not anticipated that the policy will completely eliminate the concerns of all workers in terms of their perceived right to wear facial hair. It is, however, designed to promote a better understanding of the need for certain workers to be clean-shaven in specific work situations thereby reducing the possibility of confrontation on this matter.

Refer to Algoma‘s Respiratory Protection Program for more details.

REVISED 2018-05-30

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FALL ARREST EQUIPMENT

The Occupational Health and Safety Act and Regulations require the use of fall arrest equipment/safety harness in the following circumstances:

Where a worker is exposed to the hazard of falling and the surface to which he or she might fall is more than 3 metres (10 feet) below the position where he or she is situated,

(a) The worker shall wear a serviceable safety harness and lifeline adequately secured to a fixed support and so arranged that the worker cannot fall freely for a vertical distance of more than 1.5 metres (5 feet); and (b) The fall arresting system described in clause (a) shall, (i) Have sufficient capacity to absorb twice the energy and twice the load that under the circumstances of its use may be transmitted to it, and (ii) Be equipped with a shock absorber or other devices to limit the maximum arresting force to 8.0 kilonewtons (1,800 lbs.) to the wearer. (c) Approved Tie-off Points – where appropriate, tie-off points on cranes are identified with the use of a yellow lamacoid tag that is labelled “Tie-off Point.” These points have been approved for use as a tie-off point and will be inspected annually by a competent person. (d) Generic Tie-off Points – the following points can be considered as adequate tie-off points and covers access to most crane trolleys. Any tie-off below is assumed to be properly de- energized and locked out as applicable. If worker must have equipment live to conduct the task: - Single motion operation procedure must be followed - Proper isolation distance (both mechanical and electrical) must be maintained between tie-off point and live equipment. In all cases, the person tying off must ensure that all bolts and/or welds are in place and intact on any motor, gear case, and/or structure. If a situation arises which this list does not cover, it will need to be dealt with by exception.

1. Main hoist and auxiliary, hoist motor lifting lugs, which are part of the motor castings. 2. Main hoist and auxiliary, hoist gear case lifting lugs, which are part of the gearbox. A 5/8” or larger shackle through one of these holes is also acceptable, and may make it easier to clip a lanyard in place. 3. Trolley frame lifting lugs which are designed for lifting the trolley off the crane are also acceptable, where they exist. 4. Overhead building trusses (with backbiter lanyard or short tie-off sling). 5. Available trolley structural steel such as channel, beams and angles, with both adequate strength and integrity.

REVISED: 2011-06-01

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CONFINED SPACES

INTRODUCTION:

The Algoma Confined Space Entry Procedures are intended as a general guideline for compliance with existing requirements for entry into confined spaces as outlined in Regulation 632/05 Confined Spaces.

DOCUMENT SCOPE:

The Confined Space Entry Procedures will provide a step by step process for ensuring the safety of all workers required to enter and perform work in confined spaces located within the facilities or grounds of Algoma.

DEFINITIONS: “Confined Space” means a fully or partially enclosed space, (a) that is not both designed and constructed for continuous human occupancy, and (b) in which atmospheric hazards may occur because of its construction, location or contents or because of work that is done in it.

“Restricted Space” means a fully or partially enclosed space from which the egress of a worker is restricted, limited or impeded, and where an atmospheric hazard will not occur.

“Atmospheric Hazard” means accumulation of flammable, combustible or explosive agents, an oxygen content of less than 19.5% or greater than 23.0%, or accumulation of atmospheric contaminants including gases, vapours, fumes, dust or mists, that could, (a) result in acute health effects that pose an immediate threat to life or, (b) interfere with a person’s ability to escape unaided from a confined space.

“Hazard Assessment” means a document that outlines the hazards due to the design, construction, location, or from atmospheric hazards due to the contents, or work within the confined space.

“Emergency Rescue Plan” means a document that outlines the onsite rescue procedures necessary to ensure workers can be removed from a confined space in the event of an emergency.

“Relevant Plan” means the confined space entry plan contained in the confined space entry permit. The relevant plan addresses duties of workers and attendants, and outlines the measures and procedures necessary to ensure the safety of workers entering the confined space.

“Entry Permit” is the document that outlines the location of the confined space, a description of the work in the space, a record of worker entry and exit from the space, the hazards associated with entry and the measures and procedures required for safe entry and exit from the space.

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-21

“Confined Space Hazard Awareness Training” means generic training concerning the hazards associated with entering and working in confined spaces. All workers entering confined spaces must have confined space hazard awareness training.

“Detailed Confined Space Hazard Training” means detailed training on the hazards associated with entering or working in confined spaces. All supervisors or other competent workers who assign workers to confined space work must have detailed confined space hazard awareness training.

“Plan Specific Confined Space Hazard Training” means (pre-entry) specific training on the hazards outlined in the relevant plan contained in the confined space entry permit. All workers entering a confined space must be trained in the measures and procedures contained in the relevant plan prior to entry into the specific confined space.

STEPS FOR OBTAINING AND USING A CONFINED SPACE ENTRY PERMIT (ALGOMA EMPLOYEES)

1) Determine the scope and location of required work.

2) If the location or scope of work involves work in an enclosed or partially enclosed space determine if a hazard assessment has been completed for the space and whether a confined space entry permit is available in the department confined space entry permit data base.

3) If a permit is not listed in the data base contact the Health and Safety Department to have the space evaluated prior to any worker entering the space.

4) If a permit is listed in the department data base, print the permit and review the hazard assessment contained in the permit to determine if the scope of work is consistent with the stated work processes contained in the hazard assessment.

5) If the scope of work is not consistent with the stated work processes, contact the Health and Safety Department to have an updated hazard assessment conducted for the space.

6) If the scope of work in the space is consistent with the existing hazard assessment, contact the Emergency Services Department and obtain a confined space entry permit authorization number.

7) Review the permit to determine if a fire services inspection is necessary prior to entry into the space.

8) Review the permit to determine if an Emergency Response Plan has been developed for the space.

9) Ensure that any specific emergency rescue equipment is onsite as required by the emergency response plan prior to any worker entering the space.

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-22

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81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-23

STEPS FOR OBTAINING AND USING A CONFINED SPACE ENTRY PERMIT (CONTRACTORS)

 Determine the scope and location of required work at a contractor’s pre-job safety meeting.

2) The Algoma project supervisor, contact person or liaison will determine if a coordination document is required based on the scope of work in the space. (Before any worker enters the confined space or begins related work with respect to the confined space, the constructor shall prepare a coordination document to ensure that the duties imposed on employers by this part are performed in way that protects the health and safety of all workers who perform work in the confined space or related work with respect to the confined space.)

3) If the location or scope of work involves work in an enclosed or partially enclosed space determine if a confined space hazard assessment has been completed and check to see if a confined space entry permit is available in the department data base. (Algoma Project Supervisor or contact)

4) If a permit is not listed in the data base contact the Health and Safety Department to have the space evaluated prior to any worker entering the space. (Algoma Project Supervisor or contact)

5) If a permit is listed in the department data base, print the permit and review the hazard assessment contained in the permit to determine if the scope of work is consistent with the stated work processes contained in the hazard assessment.

6) If the scope of work is not consistent with the stated work processes contact the Health and Safety Department to have an updated hazard assessment conducted for the space. (Algoma Project Supervisor or contact)

7) If the scope of work in the space is consistent with the existing hazard assessment, contact the Emergency Services Department and obtain a confined space entry permit authorization number. (Algoma Project Supervisor or contact)

8) Review the permit to determine if a fire services inspection is necessary prior to entry into the space.

9) Ensure that any specific emergency rescue equipment is onsite as required by the emergency response plan prior to any worker entering the space.

10) Ensure that atmospheric testing under section (III) has been completed before any worker enters the space.

11) Ensure that the entry requirements of sections (IV, V, and VI) have been completed

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-24

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REVISED: 2012 01 11

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-25

DISPOSAL OF WASTE FROM DIFFERENT LEVELS

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REVISED: 2011-06-01

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-26

SMOKING IN THE WORKPLACE Effective, May 31, 2006, the provincial government's Smoke Free Ontario Act imposed restrictions on smoking in the workplace. To comply with the legislation, the following will be strictly enforced. The Steelworks Joint Health, Safety and Environment Committee are committed to the principle that the non-smoker will not be exposed to tobacco smoke.

The legislation states “No person shall smoke or hold lighted tobacco in any enclosed workplace.” Definition of Enclosed Workplace (per Smoke Free Ontario Act): “An enclosed workplace means the inside of any place, building or structure or vehicle or conveyance or a part of any of them, i) That is covered by a roof, ii) That employees work in or frequent during the course of their employment whether or not they are acting in the course of their employment at the time.” To comply with the requirements of the legislation, smoking or the holding of lighted tobacco will be restricted to the outdoor environment only. Areas previously designated as non-smoking will remain non-smoking areas. This includes areas where smoking is prohibited because of flammable or explosive substance (e.g. By-products area, refuelling stations, combustibles storage, etc.). Additional areas may be designated as non-smoking in order to limit exposure to second-hand smoke. In non-enclosed workplaces, the rights of the non-smoker will prevail. In such circumstances, smoking will not be allowed within 3 metres of the non-smoker. This requires that smoking be prohibited within 3 metres of an entrance. Employer Obligations under the Smoke Free Ontario Act: Every employer shall, with respect to an enclosed workplace, a) Comply with the legislation b) Notify all employees that smoking is prohibited in the enclosed workplace c) Post no-smoking signs as prescribed by the legislation d) Remove all ashtrays or similar equipment from the enclosed workplace e) Ensure that a person who refuses to comply, is removed from the enclosed workplace f) Not take any negative action against an employee who is acting to enforce these requirements. Where there is a dispute as to whether an area is smoking or non-smoking, it shall remain non- smoking until the matter has been resolved through the Joint Health, Safety and Environment Committee.

REVISED: 2011-06-01

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STANDARDS FOR AUTHORIZED LUNCHROOM FACILITIES

Lunchroom amenities will include the following:

1. Refrigerator.

2. Lunchroom tables and benches with plastic laminated tops.

3. Microwave and stainless steel sink.

4. Cooler-type drinking fountains complete with filter or drinking water (potable bottle with cooler) or individual bottles of water.

5. Bradley wash fountain of required size (in near vicinity).

6. Paper towel dispensers, wall mirrors and waste receptacles.

7. Quarry tile flooring with proper drainage.

8. Ceramic tile walls.

9. Enamel painted steel deck and support steel or suspended ceiling.

10. Proper ventilation and air conditioning.

11. Storage cupboards for cooking utensils (upper and lower cupboards).

12. Adequate lighting.

13. Strive to achieve noise levels below 60 dBA.

ISSUED: 2018-05-30

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-28

STANDARDS FOR PORTABLE LUNCHROOM TRAILERS

Portable Lunchroom Trailers will include the following:

1. Dispensers for hand cleaner and roll towels.

2. Garbage cans.

3. Eyeglass station and hearing protection.

4. Wall coverings will be of durable, washable, smooth finished product. Floors to be covered with a durable, washable, non-absorbing material.

5. Designated area for hanging outer clothing, hard hats and gloves (shelves and hooks).

6. Heaters and air conditioning.

7. Drinking water (potable bottle with cooler ) or individual bottles of water.

8. Microwave and refrigerator.

9. Cleaning schedule and what has to be done, to be posted on wall.

10. Seating capacity - 2 feet per person.

11. Blueprint of trailer for location of equipment and tables.

12. Exterior lighting over doorways.

13. Adequate interior lighting.

14. When practical, running water - hot and cold. Sink and holding tank.

ISSUED: 2018-05-30

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-29

MINIMUM STANDARDS FOR CLEANING OF AUTHORIZED LUNCHROOMS

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ISSUED: 2004-12-09

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-30

WELFARE ROOM STANDARDS

1. H.V.A.C. system. DSSURSULDWHIRUWKHHQYLURQPHQW 2. Walls: Ceramic tile, ceramic block or epoxy paint first 8 feet and paint to ceiling. 3. Floors: Ceramic tile or approved epoxy paint. 4. Ceilings: Q-deck, epoxy paint or suspended. 5. Lighting: Sufficient lighting to meet minimum requirements of the building code (18.6 foot candles) at floor level and meet ESA codes.  Emergency Lighting: Meet requirements of OHSA Regulations. DSSURSULDWH   Noise level will not exceed 60 dBA. ZKHUHSRVVLEOH  8. Benches: Epoxy paint or lacquer. 9. Wash Fountains or Sinks: Sealed pre-cast or stainless. 10. Approved chains, pulleys and baskets. 11. Hair dryers. 12. Telephone for emergency situations. 13. Sloped tops for lockers. 14. A standard locker size of 15” X 15.” (Updated October 2009) 15. Waste receptacles. 16. Wall mirrors (shatterproof). 17. Cooler type fountain with approved filter system. 18. Box in and seal bottom of lockers. 19. Paper towel and soap dispensers. 20. All wash, shower and drinking water will be potable.

ISSUED: 2004-12-09

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-31

SHOWER ROOM STANDARDS

1. Walls: Ceramic tile, ceramic block or epoxy paint.

2. Floors: Ceramic tile or approved epoxy paint.

3. Ceilings: Epoxy paint or suspended.

4. Lighting: Sufficient lighting to meet minimum requirements of the building code (18.6 foot candles) at floor level and meet ESA codes.  Emergency Lighting: Meet requirements of OHSA Regulations. DSSURSULDWH 

6. Hot and Cold Water: Where possible include pressure balance system (for showers) to meet the requirements of Industrial Regulation 851, Section 133. 7. Soap dispensers and shelving.

8. Wall mirrors (shatterproof).

 Noise level will not exceed 60 dBA ZKHUHSRVVLEOH 

10. Shower room will include adequate ventilation.

11. Dry room will include adequate benches and towel hooks. Benches: Epoxy paint or lacquer. 12. All wash, shower and drinking water will be potable.

13. Shower curtains at entrance.

ISSUED: 2004-12-09

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-32

TOILET ROOM STANDARDS

1. Walls: Ceramic tile, ceramic block or epoxy paint first 8 feet and paint to ceiling.

2. Floors: Ceramic tile or approved epoxy paint.

3. Ceilings: Q-deck, epoxy paint or suspended.

4. Lighting: Sufficient lighting to meet minimum requirements of the building code (18.6 foot candles) at floor level and meet ESA codes.

 Emergency Lighting: Meet the requirements of OHSA Regulations. DSSURSULDWH 

6. Paper towel, soap and toilet paper dispensers.

7. Toilet rooms will include adequate ventilation.

8. Toilet partition walls and doors will be coated with a hard smooth finish.

9. Wash Fountains or Sinks: Sealed pre-cast or stainless.

10. Waste receptacles.

11. Wall mirrors (shatterproof).

12. All wash, shower and drinking water will be potable.

ISSUED: 2004-12-09

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-33

MINIMUM STANDARDS FOR THE CLEANING OF WELFARE FACILITIES

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At least bi-weekly or (a) Wash walls in toilet room, including partitions as requested.

Monthly (a) Clean locker tops

Quarterly or as requested (a) Wash welfare room walls (b) Clean shower room ceiling (c) Clean light fixtures and outside surface of ductwork

Semi-annually (a) Clean ventilation system (b) Clean ceilings

1RWH: The above standards will be posted in all welfare rooms. PM to include plumbing, electrical, masonry and H.V.A.C

ISSUED: 2004-12-09

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-34

PROCEDURE FOR WELFARE CLOSURES

Primary Responsibilities of Operating Department:

1. To contact Joint Welfare & Walkway Committee of intention to close welfare facility.

2. Post locker survey (if required).

3. Review locker occupancy and requirements for re-assignment (posting).

4. Review requirements for re-assignment.

5. Contact department head involved with re-assignments and confirm locker availability and reserve.

6. Upon completion of securing locker facilities for "ALL" personnel, department will then issue re-assignment notices and vacate the facility.

7. Once facility is vacated, it is the responsibility of the department manager or designate to secure all services (e.g., drain lines, unnecessary power, winterize).

8. Upon discretion of the department manager or designate, this facility may be turned over to the Disposition Committee for re-allocation.

REVISED: 2002 06 03

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-35

INTERNAL MILL AND EXTERNAL WALKWAY STANDARDS

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1RWH Authorized Walkway is defined as a walkway that workers may use for means of egress to and from their welfare rooms without the use of safety equipment

2. A committee of one member from Emergency Services and two members from the Joint Walkway & Welfare Committee, the Superintendent or his assignee and the Health, Safety & Environment Representatives for the area will make up a team to tour the walkway and decide on the necessary modifications to bring it in line with the new standard.

3. Sufficient signage is to be in place to give direction and destination for pedestrians going in either direction. This signage shall be in the form of the Authorized Walkway signs, whether written or pictorial, plus direction arrows and destination points. The standard colour for these signs is green and white. Emergency Services will be responsible for determining location and allocation of these signs.

4. Authorized walkways are to be coloured green for distinction from the yellow mill work walkways. This colouring to be of such extent to confirm the continuity of the walkway.

This can be accomplished by any or combination of the following: - Green line outlines the limit of the walkway - Green striping on top of the yellow walkway outline - Green arrows on the walkways or walls - Green painting of the columns for upwards of 6 feet adjacent to the walkway - Green painting of the top handrail

5. Internal mill authorized walkways are to be audited by the Health, Safety & Environment Representatives for the area and handled through the Joint System.

6. External walkways will be identified by green chaining, as the preferred method. In circumstances where chain is not readily available, green flagging may be used as a temporary identifier.

REVISED: 2011-06-01

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-36

RESTRICTED AREAS 0DQ\DUHDVRIWKHSODQWERWKLQDQGRXWVLGH\RXUGHSDUWPHQWDUHFODVVLILHGDVRESTRICTED. Examples of restricted areas are:

1. Electrical Control Rooms 2. Computer Rooms 3. Specified Conveyer Runs 4. Potentially Dangerous Area (i.e. floors)

Workers shall not enter Restricted Areas unless accompanied by authorized personnel.

Some Restricted Areas are classified because of an existing hazard. Special protective equipment must be worn when entering these areas. Your Job Safe Practice booklet will provide restricted area guidance.

RESTRICTED AREAS

1. Always wear prescribed protective equipment in designated areas. 2. Warning signs designate areas where dangerous gases may be present. Do not enter these areas unless authorized or by specific direction from supervision. 3. Mill floor areas can be painted red to warn employees of potentially dangerous areas. These areas must be labelled/stencilled ‘restricted area – authorized personnel only.’ 4. Electrical rooms have a visual indication of the “Limited Approach Boundaries” marked by orange tape applied to the floor. These floor markings serve as a visual approach boundary that is not to be crossed by unqualified personnel.

ELECTRICAL HAZARDS 1. Only authorized personnel are allowed into power stations, sub-stations or motor rooms. 2. Only authorized persons may make repairs to electrical equipment.

3. Aluminium or metal reinforced ladders must not be used in electrical control rooms or when working on electrical equipment.

REVISED: 2011-06-01

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-37

STANDARD FORMAT FOR WRITING HEALTH & SAFETY PROCEDURES

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ALGOMA INC. PAGE ______DOCUMENT NUMBER ______REVISION DATE ______DEPARTMENT (Manual this procedure is in)

Written By: ______Approved By: ______

0. Title This is the procedure name, or job to be done.

1. Introduction This is an overview of the existing system.

2. Purpose A short description of the reason for the procedure.

3. Scope An in depth discussion of the procedure.

4. Equipment A list of all equipment (or machinery) involved to carry out the procedure.

4.1 Safety Equipment A list of all the required safety equipment.

4.2 Tools & Equipment A list of all tools & other equipment that is required to complete the procedure

5. Responsibilities This section is broken down into the two following subsections.

5.1 Personnel Required A list of all personnel that are involved in the procedure. e.g. supervisors/leaders/workers.

5.2 Duties A list of the personnel involved in the procedure with a detailed discussion of their involvement and responsibilities within the procedure.

6. Procedure Steps A chronological, step-by-step instruction of how the procedure is carried out and by whom.

7. References This section will be added if some of the information is obtained from other procedures or practices.

8. Exhibits This section will be added if there are records, charts, diagrams, figures, etc., that are referred to in the procedure.

REVISED: 2018-05-30

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-38

SAFETY CAPTAINS 7KH SULPDU\ SXUSRVH RI WKH 6DIHW\ &DSWDLQ 3URJUDP LV WR UHLQIRUFH DQG VXSSRUW DQ H[LVWLQJ DFWLYH 'HSDUWPHQW 6DIHW\ 3URJUDP ZKHUH WKH LQYROYHPHQW RI ZRUNHUV LV FRQVLGHUHG WR EH RI SDUDPRXQWLPSRUWDQFH

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PURPOSE

1. Employee Involvement 2. Accident Prevention (a) Guide employees on Health, Safety & Environmental Practices and Procedures (b) Convey and Maintain an on-going awareness of health and safety hazards with fellow workers (c) Encourage fellow workers to follow all established Job Safety Practices and Safe Work Practices (d) Assist fellow workers, leaders and supervisors

RESPONSIBILITIES

The Safety Captain role is one of a voluntary nature. As such, the Safety Captain is not responsible for safety within a Department, nor can he/she be held accountable for any failures of a Safety Program.

Safety Captains can best be described as resource persons who can assist the Department Health, Safety & Environment Committee in all aspects of Safety Awareness and Accident Prevention. They take an active role in assisting with health and safety improvement efforts on the shop floor.

CRITERIA FOR SAFETY CAPTAIN PROGRAM

Establishment of this Program within a Department is not a matter of choice for the Department. It is required in every area of the steelworks through joint agreement between the company and Local Union 2251 and Local Union 2724.

Ideally, there should be one Safety Captain for each area Front Line Supervisor. However, this should be tailored to suit the needs of the individual departments based on consensus between the Department Health and Safety Co-Chairs.

REVISED: 2011- 06-01

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-39

SELECTION CRITERIA

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TERM OF OFFICE

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SAFETY CAPTAIN GUIDELINES

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REVISED: 2011-06-01

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-40

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EMPLOYEE for Advice SAFETY CAPTAIN | HEALTH & SAFETY REPRESENTATIVE FRONT LINE SUPERVISOR | MANAGER | GROUP MEETING | DIVISION MEETING | STEELWORKS MEETING

9. Quarterly Safety Captain meetings should be held, which would include education and training.

1RWH The above guidelines do not relieve supervision or other employees of their responsibilities.

DIRECTION OF SAFETY CAPTAIN PROGRAM

The overall direction and guidance of the Safety Captains program will come from the Steelworks Joint Health & Safety Committee Co-Chairs. The Safety Captain Program for each department shall be administered by the department Joint Health, Safety and Environment Co- Chairs.

STANDARDS

The area Safety Captain will wear identifying markings and their name will be posted on the department Health & Safety bulletin boards. Introduction to the area Safety Captain is to be included in the departmental inductions.

)RRWQRWH The Safety Captain Program must be given a high profile within the department and every effort must be made to maintain that profile.

REVISED: 2011-06-01

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-41

AUDIO VISUAL PRODUCTION

All Department Groups wishing to revise audio visual aids or to develop and produce new audio visual aids will follow the following procedure:

1. The originators will submit their request to their Department Groups, along with all supporting documentation, for consideration.

2. Requests approved by Department Co-Chairs will be forwarded to the Joint Education and Training Committee, along with the supporting documentation.

3. The request will be tabled at the next bi-monthly Joint Education and Training Committee meeting for review.

4. The requests supported by the Joint Education and Training Committee will be forwarded to the Steelworks Joint Health, Safety and Environment Committee with recommendations.

5. Requests not supported by the Joint Education and Training Committee will be returned to the Department Co-Chairs with comments.

6. Requests approved by the Steelworks Joint Health, Safety and Environment Committee will be returned to the Joint Education and Training Committee for implementation.

7. The Joint Education and Training Committee will notify the Department Co-Chairs and will work with the originators to secure quotations, etc., if necessary, and arrange for the most competent people to work with them to produce the best possible audio visual aid.

REVISED: 2011-06-01

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-42

PROCEDURE FOR WHITE TAPING

1. A sufficiently identified area shall be taped off to limit access to, or warn people of, a hazard because of:

a. Overhead work, except for minor repairs on cranes when a spotter is used.

b. Remotely controlled equipment under test.

c. Structures or equipment not fully secured or in place.

d. Busy construction or maintenance areas that warrant it.

e. Other areas as the Company may deem fit, but which will not dilute the importance of this warning system. In any case, white taping shall be used only as a temporary measure.

2. a. The tape shall be attached to equipment structures or devices, in place or dedicated to this purpose, but must be between eye and knee level where access is possible.

b. The first trade on the job shall install the tape, however, it is the responsibility of each trade to ensure that the tape is in place.

3. Barricades, lights, signs or other means of warning can be used in conjunction with white tape.

4. Access can be gained to a taped off area by persons having legitimate business in that area by getting clearance from all persons whose duties may present a hazard to the person requiring access.

5. An Algoma supervisor must give permission to tape off an area and that supervisor or someone delegated by him is responsible for having the tape removed when the area is clear. Some trades can be given on going permission, but they must keep their supervisor informed.

6. When a choice of work areas is possible, an area will be chosen that is the least disruptive.

7. When authorized walkways are taped off, alternate routes must be indicated. Where impractical, a formal routing procedure must be in place, e.g., the use of a Signalman.

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-43

8. If a taped off area is not readily visible, sufficient signs and/or lighting must be in place to prevent inadvertent access.

9. Tape will remain in place for the duration of the job and the last trade to leave when job is completed will remove the tape.

10. White tape, supplied by Stores for this purpose, will be the only material used for white taping and all departments isolating an area using the white taping criteria will use this material. Stores Codes: 300463875 or 300499381.

11. White taping shall not be used for or misconstrued as protection for people working within the taped off area.

12. (a) If white tape is to be used for extended periods of time, the tape shall have a contact phone number if a worker requires information on the hazard in the area.

(b) In some circumstances, post a sign indicating the nature of the hazard in the white taped area.

13. White tape is not to be used to prevent a worker from falling into an uncovered opening. In these situations, the tape must be set up at a sufficient distance to prevent a worker from the hazard of the uncovered opening.

14. Contractors will follow all Algoma white taping criteria and procedures.

15. Where the Occupational Health & Safety Act calls for specific safeguards, these shall be used instead of, or in conjunction with white taping.

REVISED: 2018-05-30

UNCONTROLLED WHEN PRINTED GENERAL SAFETY RULES AND REGULATIONS Page F6-44

CUTTING AND REMOVAL OF ELECTRICAL CABLES IN AREAS UNDER DEMOLITION

PURPOSE

To ensure electrical cables targeted for removal within an area to be demolished are properly isolated and identified, for the benefit of the salvage contractor removing cables.

No cables will be cut or removed until this procedure has been carried out by a competent Algoma electrical person.

PROCEDURE

1. Trace the cables to be cut. Where necessary refer to drawings and cable scheduled to determine routings.

2. 'HHQHUJL]H each cable to be cut.

3. Test each cable to ensure it is GHDG.

4. Physically disconnect each cable at both ends.

5. Physically cut a piece from "both" ends of "each" cable that has been disconnected. The length of cable cut should be long enough to ensure the remaining cable cannot reach the power source from which it has been disconnected.

6. Paint both ends of the disconnected/cut cables yellow.

For cables requiring multiple cuts or cables that are not totally visible:

1. Paint each cable yellow at the location or locations the cable is to be cut. This marking will indicate to the salvage contractor that the above procedure has been carried out and the cable is in fact de-energized.

2. The salvage contractor must not cut the cables in any other location that he cannot physically associate the area of the cut to the yellow mark on the cable.

1RWH Lockout Procedures apply at all times.

REVISED: 2011-06-01

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-45

MATERIAL HANDLING

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REVISED: 2011 07 06

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-46

TRANSPORTATION OF PERSONNEL All equipment used to transport a worker must be equipped with adequate seating arrangements.

Mobile equipment can be used to transport a worker, other than the operator, only when that worker is settled in a permanently installed seat.

Seat Belt Usage: A seat belt is considered to be a protective device, as described in the Occupational Health and Safety Act. Seat belts must be worn at all times while travelling on company property in vehicles where seat belts are installed. WARNING DEVICES Signs: Point out specific dangers. There are many signs (stationary and portable) posted throughout the department. READ AND OBEY ALL SIGNS. (See Manual, Section K) Lights: There are certain activities that require more than signs to draw attention to their danger. Watch for red or orange flashing lights and familiarize yourself with the particular danger they are drawing attention to. Several jobs will require you to activate a red "gyro" light to warn others of your activity. Your Job Safe Practice will indicate when this should be done. Be sure you ACTIVATE AND DE-ACTIVATE as required. A revolving blue light warns of a gaseous condition. Warning Sounds: (See Section L) A variation of warning devices is used to alert you to the movement of mobile equipment. Familiarize yourself with each particular sound and obey its warning.

WATER - WORKING ON OR NEAR We are governed by the “Occupational Health & Safety Act."

RESTRICTED CLEARANCE

There are many locations throughout the Plant where there is restricted overhead or side clearance. Most of these locations, where the structures or obstructions are less than 6 ft. from the gauge side of the rail, are identified by yellow/black, diagonal striped signs. It is the responsibility of supervision to ensure that (where due to operations or construction) clearance for train movement or other vehicles is restricted and that the restricted area be properly posted and the appropriate supervision, i.e. Yardmaster, is notified.

REVISED: 2011 07 06

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-47

POLICY FOR THE PINNING OF ROLL UP DOORS

Pedestrian traffic through roll up doors is a problem throughout the Steelworks. This practice is extremely dangerous. Heavy equipment using these doors has little or no opportunity to stop for pedestrians. Also, the probability of failure of the doors is a real threat to the safety of workers using roll up doors to access mill and/or shop areas.

As such, the following policy for pedestrian and mobile equipment access/egress and the pinning of roll up doors has been drafted:

1. Under no circumstances will roll-up doors be pinned if they are used primarily for heavy equipment movement. Pedestrian traffic is strictly forbidden.

2. Smaller service doors, with no through traffic, may be pinned if the following conditions are met:

Doors must be provided within two (2) five-eighth inch pins (5/8”) with eight inch (8”) warning plates that have been painted either fluorescent red or orange. Pinholes in the girder will be approximately seven (7’) to eight (8’) feet above floor level. The pins will be chained to the doorframe.

Pins will be installed through holes drilled in the door guides ensuring that the warning plates are visible from both sides of the door.

Other Considerations

When exiting or entering a service door, ensure the pins are in place.

To prevent damage to the curtain and/or door guide, ensure the curtain is a few inches from the pins.

Except when (1) offloading supplies from a vehicle straddling a pinned door, or (2) carrying large and/or bulky material, access/egress to/from a shop or mill area shall be through a man door only

The Joint Health, Safety and Environment Committee must approve the pinning of any roll up doors in Algoma.

ISSUED: 2011 07 06

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-48

MOTOR VEHICLE LICENSING REQUIREMENTS FOR OPERATING COMPANY VEHICLES In order to ensure the safe operation of motor vehicles within Algoma it is required that all Algoma and non- Algoma employees who operate motor vehicles maintain a valid driver’s license. This requirement will apply to all motor vehicles that have licensing requirements under the Ministry of Transportation (MTO) and regulations under the Ministry of Labour. Typically, this includes all operators of light vehicles, delivery/service vehicles, dump trucks, tractor-trailers, buses and any other vehicle or piece of mobile equipment. Please note that some equipment does not require MTO licensing (refer to specific training manuals).

‘D’ Class licenses are required for any truck or motor vehicle combination exceeding 11,000 kg, provided the towed vehicle is not over 4,600 kg. A ‘Z’ endorsement is required if the vehicle has an air brake system.

Operators of mobile equipment must be trained in the specific hazards/procedures for the areas where the work is performed.

All Algoma and non- Algoma employees who are required to transport personnel will require specific training in the safe operation of the vehicle and must follow Algoma traffic regulation requirements. All licensing requirements and training must be in place prior to equipment operation. SEAT BELT POLICY A seat belt is considered a protective device under the Occupational Health and Safety Act.

All Algoma and non- Algoma personnel, while travelling on Algoma property, are required to wear seat belts at all times, if the motor vehicle in use is so equipped or was original equipment from the manufacturer.

The company shall ensure that seat belts are worn by employees and are maintained in all company owned vehicles where they have been installed.

There is no requirement for the company to install a seat belt in mobile equipment that was not manufactured with seat belts as original equipment unless it is deemed appropriate for the protection of the operator, i.e. rollover protection.

This policy shall be reflected in the Job Safe Practices, where applicable.

ISSUED: 2018-05-30

81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-49

EQUIPMENT COMMISSIONING PROCEDURE The intent of the procedure is to ensure a safe, systematic approach to commissioning equipment and to provide adequate information and proper instruction to those taking part in testing and start-up, and to other people working in the area. The initial energizing of a piece of apparatus must be considered on an individual basis; however, there are basic considerations and procedures that are applicable to all start-ups. This will apply when equipment, a machine or a device, is to be constructed, developed, reconstructed, altered or installed in a department. (Refer to the Occupational, Health and Safety Act, Industrial Regulations.) The following rules will be applied any time a commissioning plan has to be developed prior to energizing recently installed equipment: 1. A Commissioning Supervisor(s) will be appointed and identified by name on R-Grid (see item 2). 2. A Commissioning Team will be appointed. The make-up of the team will be determined by the various disciplines require for the project. The composition to be dictated by the negotiated responsibility chart (R-Grid). (b) The Commissioning Team will develop a commissioning schedule or plan. (c) It will be the responsibility of the Commissioning Supervisor to publish and to update the schedule of plan. (d) One member of the team will be a Construction Project Supervisor. (e) One member of the team will be a Local Union 2251 Health and Safety Representative who will be appointed by the union chair of the Health and Safety Committee and one member of Local Union 2724 Health and Safety Representative who will be appointed by the union chair of the Health and Safety Committee

3. Electric Safety Switcher(s) will be appointed and present for all active commissioning activities. This individual will be identified with a fluorescent vest. Safety Watchmen may be appointed if large area(s) are under test. When necessary, a Mechanical Safety Switcher(s) will be appointed. 4. Ensure that all primary movers are on the appropriate lockouts and that all required Front Line Supervisors are involved in the approval of the lockouts for this equipment. 5. Upon completion of construction installation, prior to energy sources being turned on, all devices will be locked out by the Safety Switcher, under the direction of the Commissioning Supervisor. 6. When equipment is due for commissioning or testing, a Notice of Test form will be posted by the Commissioning Supervisor at least 24 hours prior to test, indicating the date, time and description of the activity. These will be posted in prominent locations and distributed. All individuals, including the Commissioning Team or groups who could be affected or exposed to dangers during the test, must receive copies of Notice of Test. Under no 81&21752//(':+(135,17(' GENERAL SAFETY RULES AND REGULATIONS Page F6-50

circumstances will energy sources and/or devices be activated without a notice of test. 7. Any piece of equipment that is to be energized and/or under test must be ringed off by white tape and appropriate signs posted. If white taping is not effective, then other types of barricades must be used to ensure the safety of workers in the area. Particular care must be taken to ensure all areas of travel of this equipment have been safeguarded to ensure no injuries or equipment damage can occur during the initial trials. Only persons directly involved in commissioning and with the knowledge and concurrence of the Safety Switcher(s) are allowed inside the cordoned area and everyone else will remain outside. Other persons requesting to enter must receive permission from the Safety Switcher(s) prior to doing so. (Reference Section F6- 42 of the Health and Safety Manual pertaining to white taping.)

8. Upon request of the Commissioning Supervisor, the Safety Switcher(s) will:

(a) Place white tape cordons and appropriate signs and remove unauthorized personnel from the area around equipment specified. (b) Place white tape and signs on all appropriate desks, other remote devices, as well as specified equipment. (c) Place white tape on all accesses to the test area and if walkways are cordoned off, alternate routes shall be provided and marked as such. (d) Upon completion of testing, isolate all energy sources and affix lockout devices, then remove white tape cordons and signs. (e) Provide departmental safety locks and keys for lockout of energy sources and devices. (f) Maintain a log of switching requests. The log will include name, clock number, date, time in, time out, and device (include lock serial numbers). (g) Systems under pressure, e.g. hydraulics, accumulators, are considered energy sources and will be treated as such. (h) Notification of all groups (appropriate Front Line Supervisors and Health and Safety Representatives affected by the commissioning). Lockouts by other departments, how do we track them and how do they know that work is going on in the department.

9. Definition – A Safety Status Equipment List is a list and/or drawing indicating by description or drawing identification those devices that are under commissioning / testing and / or under personal lockout. The list and / or drawing must include the date and the Commissioning Supervisor’s signature or his designate. 10. Equipment will be locked out when commissioned, as defined by the Safety Status Equipment List. At this point, signs will be posted on equipment indicating that normal lockout procedures are in effect and personal locks must be used. The Safety Status Equipment List will be located in the appropriate Electrical Control Room for that area and will be updated by the Commissioning Supervisor or his designate, as required. 11. This procedure must be used as a safety contact before the commencement of a project.

ISSUED: 2005-11-23

UNCONTROLLED WHEN PRINTED GENERAL SAFETY RULES AND REGULATIONS Page F6-51

ELECTRONIC DEVICES AND CELL PHONES IN THE WORKPLACE

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ISSUED: 2011 07 06

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS INDEX

A SAP SAFETY LOCKOUT PROCEDURES ...... F7-10

M MOVING DRIVE SPINDLES ...... F7-18

R REMOVAL OF SAFETY LOCKS ...... F7-12

S SAFETY LOCK SYSTEM ...... F7-19 SAFETY RELEASE FORM ...... F7-33

T TRACKS TRACK INSPECTION, CLEANING & LUBRICATION ...... F7-24 PORTABLE DERAILS & TRACK FLAGGING ...... F7-25 PROCEDURE FOR WORKING ON OR NEAR TRACKS ...... F7-22

UNCONTROLLED WHEN PRINTED LOCKOUTS / ISOLATION OF WORK AREAS Page F7-1

CORPORATE POLICY FOR EQUIPMENT LOCKOUT

INTRODUCTION

This document represents the approved Corporate Policy for Equipment Lockout.

This Policy covers minimum requirements, which must be incorporated in a Department Safety Lockout Procedure and/or practices, both current and future.

The following action is required:

1. Each Department Superintendent is responsible for ensuring the development of Safety Lockout Procedures in his area of responsibility.

2. Each Department Superintendent is to have personnel involved in the development, preparation and review of safety lockout procedures trained in the use of the SAP Safety Lockout Procedure system.

3. The training involves SAP system basics, approval processing and Safety Lockout Procedure system.

4. The SAP Safety Lockout Procedure system automatically handles the administration and approval requirements for safety lockout procedures.

5. The Technical Integrity of a procedure is the responsibility of the Department.

6. When a procedure is initially created, it is electronically routed to the EMPIL Committee for review and acceptance when a print or submit command is entered.

7. When a procedure status changes from submit to active or accept, the procedure has been accepted by the EMPIL Committee.

8. The procedure must be tested and verified to be technically correct and entered in the record before the status changes from active to accept.

REVISED: 2011 05 24

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-2

LOCKOUT DUTIES

1. Algoma (The Employer) shall ensure that the required lockout devices are provided and maintained in good condition. Algoma shall ensure that effective lockout procedures are in force and that these prescribed procedures are carried out in the workplace.

2. It is the duty of the supervisor to ensure that workers use the required lockout devices as per the prescribed lockout procedure. The supervisor shall accomplish this duty by monitoring and spot-checking.

3. Supervisors shall advise workers of all known potential hazards that shall be locked out and where required provide workers with written lockout procedures.

4. Workers shall use the prescribed lockout devices and lockout procedures that Algoma requires to be used.

THE FOREGOING CLEARLY ESTABLISHES THAT IT IS THE DUTY OF THE SUPERVISOR TO ENSURE THAT WORKERS USE THE PRESCRIBED LOCKOUT DEVICES AND PROCEDURES AND THAT IT IS THE DUTY OF WORKERS TO LOCKOUT.

REVISED: 2011 05 24

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-3

GENERAL

The purpose of these rules and procedures is to ensure maximum safety for all personnel against accidental starting of equipment.

Isolation of energy sources, such as air, hydraulics, etc., will be covered by department procedures, which will be available to the worker.

A knowledgeable person and/or supervisor shall provide direction to a worker in terms of equipment to be locked out.

Department rules and procedures may supplement this document.

Unique situations, which cannot comply with the requirements of the SAP Safety Lockout Procedure system, must be covered by a Department procedure and must be in typewritten form. Department supplemental rules and special procedures that are in typewritten form must be submitted to the EMPIL Committee for review and acceptance.

FAILURE TO OBSERVE THE LOCKOUT RULES AND PROCEDURES OUTLINED IN THIS DOCUMENT SHALL BE REGARDED AS A MAJOR VIOLATION OF PLANT SAFETY POLICY.

When a person(s) is (are) to perform work on equipment, all sources of energy and/or motion (including but not limited to electrical, mechanical, steam, gas, air, hydraulics, etc.) shall be made safe and locked out.

THE STANDARD APPROVED METHOD OF ISOLATING EQUIPMENT (LOCKING OUT) AGAINST OPERATION SHALL BE BY AN APPROVED SAFETY PADLOCK.

SPECIFIC SYSTEMS (i.e., GAS) MAY REQUIRE PROCEDURES PRIOR TO LOCKOUT FOR EFFECTIVE EQUIPMENT ISOLATION.

Locks shall be affixed so as to prevent the physical movement of the isolating device (switch, valve, lever, etc.).

If a device does not have multiple lock provisions, an approved lockout scissor must be used. Individual Departments are advised to introduce the requirement for testing by operating the equipment where applicable. It must be recognized that interlocking may render this test invalid and is no substitute for ensuring the correct switch has been identified and locked. A PERSONAL SAFETY LOCK SHALL BE REMOVED ONLY BY THE PERSON OR IN THE PRESENCE OF THE PERSON WHO AFFIXED THE LOCK. REVISED: 2011 05 24

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-4 All personal safety lock(s) is (are) to be removed when a person leaves the plant site.

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REVISED: 2011 05 24

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-5

SAFETY PADLOCKS FOR LOCKOUT

All approved safety locks are to be a keyed lock with no duplication of combination. Only one key per lock combination is to be permitted. Spare keys are NOT to be kept, either by the lock holder or under any other arrangement.

There are two approved categories for Safety Locks: 1. PERSONAL SAFETY LOCK 2. DEPARTMENT SAFETY LOCK A personal safety lock is to be permanently (legibly) identified by the person’s clock number, name and lock serial number. A supervisor's safety lock can be identified by the clock number series.

A person who requires more than one personal safety lock is to have all safety locks of the same serial number combination with only one key and all the safety locks are to be permanently identified as above.

A department safety lock is to be permanently (legibly) identified by the lock serial number and department name.

Where a department safety lock is to be left on a device for an indefinite period, a danger tag (Stores Code 300451938) is to be attached to the lock with information noted on why the lock is applied and who to contact. The key is to be placed in a key security box located in the supervisor's office area or authorized control room. Only authorized personnel are to have key access to key security box.

Sets of safety locks, which may be required by a department, are approved. Each set of safety locks is to have the same serial number combination with only one key. All safety locks in the set are to be identified.

PERSONAL SAFETY LOCK(S) AND/OR KEY ARE NOT TRANSFERABLE TO ANOTHER PERSON.

Whenever a department lock(s) is (are) issued to an employee, the safety lock(s) is (are) to be treated as a personal lock(s).

THE KEY FOR A DEPARTMENTAL LOCK(S) IS NOT TRANSFERABLE TO ANOTHER EMPLOYEE, WHEN ISSUED AS A TEMPORARY PERSONAL SAFETY LOCK. All requests for safety locks approved for the purpose of lockout are to be made via Stores Department by an authorized person. REVISED: 2011 05 25

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-6

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CONTRACTORS

A contractor employee is required to follow all Algoma rules and procedures pertaining to equipment lockout. A contractor employee is required to use an Algoma approved safety padlock in the performance of the equipment lockout. The safety locks are to be issued to the contractor by the Department responsible for co-ordinating the activity of the contractor. The safety locks are to be identified as the contractor with a telephone number. The lock serial numbers are recorded into the safety lock database or department safety lock logbook as assigned to the contractor. The contractor is responsible for maintaining records identifying which employee has a particular lock serial number at all times on the job site.

SAFETY LOCK COMPUTER DATA BASE

View Safety Lock Owner Information

To identify the Owner of a lock, follow these instructions:

Transaction ZHR0103 (SAP)

(QWHUWKH/RFNVHW,'

6HOHFW WRH[HFXWH

Safety Lock Report screen will appear showing owner and manager information for that lock

REVISED: 2018 05 25

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-7

USE OF SAFETY LOCKS

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1. PERSONAL LOCKOUT

THE INDIVIDUAL SHALL PERFORM HIS/HER OWN LOCKOUT.

Each person, who is required to work on or in the vicinity of equipment, which may present a hazard, must properly lock out the equipment. The person must retain possession of the key and must be present when the lock(s) is (are) removed.

The extent to which typewritten procedures are prepared is to be decided at the department level. (Refer to SAP Safety Lockout Procedures Database System F7-10.) Complex equipment lockout must have a typewritten technical checklist procedure.

2. LOCKOUT BOARD

A SAFETY LOCKOUT PERSON SHALL PERFORM EQUIPMENT LOCKOUTS.

The safety lockout person shall perform equipment lockout with departmental assigned lock(s). In all cases, the safety lockout person shall be a competent Algoma employee.

A competent witness shall accompany the safety lockout person for the entire safety lockout board procedure and is to ensure that the technical checklist is fully completed. The witness must be a worker assigned to the job and/or an Algoma Electrical trades person and/or an Algoma Mechanical tradesperson, as required.

By default, the witnesses shall be Algoma employees. Under special circumstances, the witness may be a non-Algoma employee, only if approval has been granted by the Electrical Maintenance Policies and EMPIL Committee) Co-Chairs. In granting their approval, the EMPIL Co-Chairs must consider the conditions of the lockout, complexity of the lockout procedure and that the lockout procedure in question shall have no impact on Algoma employees. All non-Algoma lockout witnesses must understand the lockout documentation and their role as a safety lockout witness, prior to the EMPIL Co-Chairs granting procedure approval. This exemption would only apply to construction projects and maintenance activities where Algoma personnel are not involved. Approval may be granted if due consideration has been given to the circumstances.

An Algoma Electrical trades person assigned to the area when an equipment electrical lockout is performed in an electrical control room or on a collector system, shall accompany the Algoma safety lockout person. The lockout board is recommended in all cases where more than 3 persons and several locks are involved, a person can still use personal locks when requested instead.

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-8

An Algoma Mechanical tradesperson for hydraulic system lockout shall accompany the Algoma safety lockout person. The Algoma safety lockout person shall be designated in departmental procedures. If the designated Algoma safety lockout person or Algoma witness is a worker, he/she is not accountable for the supervisor duties specified in Section 27 (2) of the Occupational Health & Safety Act. Further, in departmental procedures, both the safety lockout person and the supervisor responsible for ensuring the integrity of the Safety Lockout Board Procedure shall be designated. The approved lockout board type has a plexiglass door covering an area for posting of the technical checklist, which can be locked complete with a lockout hasp below the door. The board is typically 20 inches x 20 inches x 2 inches and is fabricated by Algoma Maintenance Services Carpenters. The dimensions (size) of this board may be altered to accommodate department requirements. In a case where multiple lockout boards are in use within the same area, each Safety Lockout Board shall be labelled. Permits and procedures (i.e. gas tests, burning permits, confined space, purge procedures, etc.) shall not be locked up with the Safety Lockout Board technical checklists and shall be posted in the area as required. The safety lockout person shall lockout equipment via a technical checklist shall follow the order of the checklist, and shall ensure the test and verify of the requirement has been performed and completed on the checklist. The safety lockout person shall place the technical checklist behind the plexi-glass door, secure the door with one lock in the equipment lock complement and place the key or keys on the approved designated lockout board. The safety lockout person shall attach his/her personal safety lock to the approved designated lockout board securing the key or keys, lock must be in first hole directly beside secured key. All persons who are to work on equipment covered by the designated lockout board shall place their personal safety lock on the appropriate designated lockout board. When taking locks off after lockout completion they shall be removed in reverse order.

The safety lockout person shall not remove his/her personal lock from the approved designated lockout board until all other personal locks have been removed from the approved designated lockout board. If a piece of equipment on the lockout board has to be moved, all locks must be removed from the lockout board, which renders the original lockout null and void. A new SLO checklist must be printed and the whole lockout re-verified. The technical checklist procedure submitted to the EMPIL Committee must be tested and verified by the department. This verification should be re-checked when there is a change to equipment or procedure. The technical integrity of the procedure is the responsibility of the department and is accomplished via testing. This testing verification is to be recorded on the technical checklist and the ASCIM SLO procedure record must be updated. Testing each time a lockout board is used is not required, but lockouts should be tested and verified every 2 years. All written safety lockout procedures (checklist) are to be recorded in the SAP Safety Lockout Procedure database system. A functional description of the action to be performed by the safety lockout person is to be prepared in step-by-step format and recorded in the Standards and Procedures section of the SAP Maintenance Planning System (refer to appendix for typical example).

UNCONTROLLED WHEN PRINTED LOCKOUTS / ISOLATION OF WORK AREAS Page F7-9

Where the work requirement extends beyond an eight-hour shift, the originating safety lockout person and the relieving safety lockout person exchange their personal safety locks on the lockout board in the presence of each other. It is recommended that the relieving safety lockout person using a copy of the checklist verify all conditions of the procedure (visually check all points of equipment lockout).

The key for equipment locks on a lockout board must be secured at all times. Otherwise, a lockout board must be deactivated.

Where the work requirement extends beyond an eight-hour shift and a period of non-activity will exist, the lockout board must be deactivated where there is no relieving safety lockout person. The keys for the equipment locks and the checklist are to be removed from the lockout board by the safety lockout person. Where the safety lockout person is a worker, he/she is to notify the supervisor responsible for the lockout board. The supervisor ensures that an equipment DANGER tag (stores code 300451938) is attached to all points of lockout per the technical checklist. This danger tag is to have recorded the supervisor’s name, clock number, department name, telephone extension and the reason the safety lock is attached to the device. The key for the equipment safety locks is to be placed in a key security box in the supervisor's office area. The technical checklist is to be kept on file for three months. When the work is to resume, a new technical checklist is to be used. The key for the equipment locks is retrieved. The safety lockout person and witness confirm that each point of lockout has an equipment lock attached and the equipment DANGER tag is removed. The safety lockout person completes the reactivating of the lockout board.

REVISED: 2011 05 25

UNCONTROLLED WHEN PRINTED LOCKOUTS / ISOLATION OF WORK AREAS Page F7-10

SAP SAFETY LOCKOUT PROCEDURES DATABASE SYSTEM All personnel involved in the development, review, entry and acceptance of Safety Lockout Procedures are to receive training in SAP system basics, approval processing, standards and procedures section of work order database and Safety Lockout Procedure database system as required.

All Safety Lockout Procedures (Personal and Lockout Board) are to be Recorded and Processed via the SAP Safety Lockout Procedure Database System.

In the creation and revision of a Safety Lockout Procedure, it is required that at least one supervisory person competent in the technical aspect of the procedure be recorded as a developer or reviewer of the procedure. Where the procedure has Electrical and/or Mechanical Energy Lockout requirements, an electrical person and/or mechanical person are to be recorded as a developer or reviewer of the procedure. All reviewers must be active SAP users, which is a requirement for electronic approval processing.

All data requirements must be completed before a procedure obtains a status of being accepted. Where a procedure obtains active status, this status is to be interpreted, as conditional acceptance by the EMPIL Committee on the basis that the procedure will be tested at the first instance of use and the record will be updated. The following information must be available in the creation (revision) and submission of a lockout procedure.

1. Job description 2. Job area location (per location descriptors) 3. Action description in sequence to be performed 4. Device Field 5. Location of device 6. Developer of procedure 7. Reviewer of procedure (maximum of three) 8. Reviewed by the Union Joint Health, Safety & Environment Representatives for the department 9. Tested and verified by, and date - when available

The technical integrity of a procedure is the responsibility of the department and is accomplished via testing. This testing verification (name and date) must be entered into the database to allow the procedure to be upgraded to accept status. This testing verification must be recorded on the technical checklist. Testing and Verifying – Is accomplished by physically proving that each individual energy source that is to be isolated has in-fact been properly isolated as identified on the technical check list and all potential sources of energy have been included. REVISED: 2018-05-30

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-11

CONTROL BOARD

Where there are many lockout boards in service simultaneously, a control board may be used by a safety lockout person to maintain control of the lockout boards. The safety lockout person is assigned a set of safety locks. The safety lockout person performs the equipment lockout per required procedure. The safety lockout person attaching an assigned safety lock to the board secures the key for the equipment locks to the appropriate lockout board.

The key for the assigned safety lock is identified by tagging and is secured to a control board by the safety lockout person attaching his/her personal safety lock. A checklist on the control board indicating lockout board status is completed.

A control board may be located in a supervisor's office area or in a control room area. There should only be the safety lockout person's personal safety lock on the control board.

THE LOCKOUT BOARD IS RECOMMENDED IN ALL CASES WHERE MORE THAN 3 PERSONS AND SEVERAL LOCKS ARE INVOLVED.

NOTICE TO SUPERVISORS

In an instance where a Lockout Board is not appropriate, each person under your direction shall lockout using the Personal Lockout Procedure. Supervisors are required to lock out when exposed to the hazards of the job.

REVISED: 2011 05 25

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-12

REMOVAL OF SAFETY LOCKS

Where personal or department locks have been left on a device by outgoing personnel and it is absolutely imperative that the equipment be activated, and the person(s) or immediate supervisor cannot be contacted, the responsible supervisor requiring the equipment to be activated must contact Emergency Services. The supervisor must ensure that the person(s) has (have) in fact left the area, and that no other person(s) is (are) near or on the equipment and the equipment is safe to operate. The Emergency Response Officer will then supply the bolt cutters to the Supervisor to remove the lock(s). Emergency Services are to function as witness of the lock(s) removal and ensure the safety lock removal report is completed.

Where a lock affixed by a supervisor must be removed and the supervisor cannot be contacted, only his immediate superior may authorize removal of the lock.

When safety locks must be removed, the following procedure will apply:

An Emergency Response Officer will supply the Safety Lock removal report to the Supervisor in charge and have him complete it prior to the lock being cut. Copies of the form will then be forwarded to the appropriate Department Head, Stores Department, Health & Safety Co-chairs, Health and Safety Department and a file copy kept at the Emergency Services Office. (See I-5)

This procedure will provide a better method of record keeping and will emphasize the need for caution in cutting locks.

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-13

REVISED: 2014-10-22

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-14

USE OF SAFETY LOCKS - GENERAL

When work on equipment extends beyond the quitting time of a specific shift, lock(s) affixed by personnel on the shift are to be removed and replaced at the same time by the appropriate person(s) on the incoming shift using his/her (their) own lock(s).

Where a Control Room, Sub-station or Mill Motor Room has a permanent attendant, a person entering said room that has to lockout must report to the room attendant. All safety locks are to be attached and removed at points of lockout by qualified electrical personnel.

In a Control Room, a Sub-station or Mill Motor Room, all electrical switches, breakers, etc. in the room, with the exception of designated safety switches, are to be de-activated and activated only by the area electrical personnel.

No lock is to be used for lockout other than the approved safety padlock.

No lock is to be affixed to a device unless the lock has approved legible identification.

EQUIPMENT DANGER TAG

If a device is not to be operated for a reason that does not involve personal hazard or equipment hazard, equipment Danger Tag (Stores code 300451938) having written instructions in the most appropriate form may be used.

MULTIPLE LOCKOUTS

Where a location of work requires multiple lockouts (several points of lockout), no person is permitted to work unless all points can be locked out.

ELECTRICAL ENERGY LOCKOUT

Where it is feasible, the machine (equipment) main power source must be de-energized and locked out.

The Co-Chair of the EMPIL Committee must approve (authorize) the use of “control circuit lockout”.

REVISED: 2011 05 25

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-15

HYDRAULIC SYSTEMS LOCKOUT

There are two system categories:

(1) Systems without Accumulators (2) Systems with Accumulators

F SYSTEMS WITHOUT ACCUMULATORS

Where work is to be performed on equipment that is operated by a hydraulic system, the equipment must be rendered safe.

Where equipment has up and down motion, the equipment should be placed in the down position. If the equipment is required to be in a position other than the down position, a positive mechanical stop(s) properly engineered must be installed to prevent downward motion.

In all cases, the equipment must be isolated from the hydraulic system by closing and locking out the appropriate valve(s) or the system pump(s) must be de-energized and electrically locked out.

Where work is to be performed on a hydraulic system and there may be a possibility of overrunning loads, the system pump(s) must be de-energized and electrically locked out and the system must be bled down or the section of the system to be worked on must be isolated by closing and locking out the appropriate valve(s).

Where work is to be performed on a section of a system and it is feasible to isolate the section by closing and locking out the appropriate valve(s), work may be performed in the isolated section without having to de-energize and electrically lock out the system pump(s).

G SYSTEMS WITH ACCUMULATORS

There are two accumulator categories:

(1) Gas type accumulator (2) Dead weight accumulator

H GAS TYPE AND DEAD WEIGHT ACCUMULATORS

Where work is to be performed on equipment operated by an accumulator hydraulic system, the equipment must be made safe.

REVISED: 2011 05 25

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-16

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HYDRAULIC SYSTEMS - GENERAL

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COMPRESSED AIR SYSTEM LOCKOUT

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REVISED: 2011 05 25

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-17

STEAM SYSTEM LOCKOUT

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GAS SYSTEM LOCKOUT

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LIQUID SYSTEMS (OTHER THAN HYDRAULIC) LOCKOUT

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REVISED: 2011 05 25

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-18

PROCEDURE FOR MOVING DRIVE SPINDLES OR OTHER TRANSMISSION DEVICES BY EXTERNAL MEANS

When any of the above are to be moved by external means, the person responsible for the movement must ensure the following: a) Other workmen do not lock out the prime mover of that equipment. There may be more than one device lockout location. b) The person performing the movement locks out the prime mover of that equipment. c) All personnel are clear of equipment being moved including the prime mover area. d) A spotter is posted to maintain clearances of all equipment being rotated.

REVISED 2011 05 25

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-19

ALGOMA SAFETY LOCK SYSTEM

Safety Lock Specification

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Dimensions

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Department Mandate

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The Purchasing Department is to ensure that the supply of safety locks is maintained. When a new lock is required, the Purchasing Department is to obtain a sample lock and verify with the vendor of compliance with Algoma Lock Specification Requirements. The Purchasing Department is to consult with the Stores Department and the Environment, Health & Safety Department in the approval of a new safety lock.

REVISED: 2018-05-30

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-20

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The Emergency Services Department is to ensure that the requirement of lock removal, as stated in the corporate policy for equipment lockout in section "F7" of the Health, Safety & Environment Manual, is followed. All Emergency Services personnel are to be familiar with the operation of the safety lock database viewing feature. The Emergency Services Department is to issue a report to the Health & Safety Department and Department Joint Health, Safety & Environment Co-Chairs where a safety lock removal has occurred.

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The EMPIL Committee is a sub-committee of the Joint Health, Safety & Environment Steelworks Committee. The primary function of the EMPIL Committee is to review and accept safety lockout procedures as having complied with requirements of the corporate policy on equipment lockout. The Committee may provide consultation with regard to safety locks, as required.

All Departments

All departments are to ensure departmental compliance with the safety lock system and corporate policy for equipment lockout. This includes the administration of safety locks within the department. Typically, the Front Line Supervisor level of supervision is responsible for sub-area control of safety locks. The Department Superintendent may elect to have others responsible for the administration of safety locks.

The Department Superintendent is to notify the Stores Department of person or persons designated to control safety locks in the department. Each department is too periodically (once per year minimum) audit safety lock issue and ensure the safety lock database information is current. When safety locks are received by a department from the Stores Department, the receiver is to verify that the safety lock(s) has/have been entered into the database. The department is responsible for ensuring that the safety locks have the proper identification. Proper identification includes the lock serial number and the employee's name and clock number.

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-21

The safety lock is stamped with the lock serial number by the vendor. The recommended method of identifying the lock with the employee's name and clock number is by cementing an appropriately engraved (300627254) Lamacoid plate to the lock body. The lamicoid plate complete with engraving can be obtained via the Algoma Paint Shop Department. The SAP catalogue number for the bonding agent is 300643552, which is a direct purchase. Department locks can be identified using the same system, but engraving the lamicoid plate with the Department Name and telephone number.

(PSOR\HH

The employee is responsible for ensuring that his/her safety lock(s) has/have approved legible identification. The employee is responsible for advising the department of changes in Human Resource database such as home address and telephone numbers.

REVISED: 2011 05 25

UNCONTROLLED WHEN PRINTED LOCKOUTS / ISOLATION OF WORK AREAS Page F7-22

PROCEDURE FOR WORKING ON OR NEAR TRACKS

Terms & Conditions

:RUNLQJ LQ FORVH SUR[LPLW\ WR WUDFNV PHDQV ZLWKLQ  IHHW RI WUDFNV RQ VWUDLJKW DZD\ DQG  IHHW RQ curves and overhead track systems where the train crews’ safety could be compromised.

Persons working on, inside or in close proximity to railcars, track maintenance and loading of cars, must follow this procedure.

Inspection and lubrication of track devices is excluded and is covered by "Procedure for Inspection and Lubrication of Track Devices".

The track line must be isolated by locking out track switch(s), permanent derail(s) and/or portable derail(s). Track flags must be used where a track switch, permanent derail and/or portable derail have been locked out of service. Where a track flag visibility (darkness or fog) may be questionable, a red light must accompany the track flag.

Where locking a permanent derail protects entry into a building, the permanent derail must have an attached target, which indicates derail position. Where a derail is indicated to be in derail position, it is to be considered locked.

A lockout board procedure or personal lockout procedure must be used for track line isolation. The appropriate procedure is to be selected from the safety lockout procedure (SAP) system.

Where a track switch is to be locked and an alternate track is available for use, the track flags must be installed inside the switch towards the work area. This is to allow rail traffic to continue on the switched track.

Where the switched track is adjacent to the work area and may present a hazard, the track flags must be installed on the outside of the track switch. The alternate track is classed as being in the work area and permission must be granted to enter the area.

REVISED: 2011 05 25

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-23

Procedure

1. A personal lockout procedure or lockout board procedure must be implemented to ensure the safety of employees and equipment.

2. The Supervisor or designate responsible for lockout and placement of flags must notify the Ironmaking Senior Desulphurizer (extension 945-2614) and the Tagona Scale Operator (extension 945-2453) of the track area being protected by lockout and flagging.

The lockout of a track system is not to begin until the switching crews have been notified of the intended lockout. Confirmation is required by the Supervisor/Leader responsible for the lockout from the Tagona Scale Operator, the Ironmaking Senior Desulphurizer or the Switching Supervisor. When confirmation has been received, lockout of tracks may proceed.

On completion of work, the Tagona Scale Operator and the Ironmaking Senior Desulphurizer or Switching Supervisor must be notified in order that crews can be informed that the restricted area can now be used.

3. The lockout of track devices requires the installation of red track flags (catalogue #300543753) upstream on both rails at a recommended distance of approximately 150 feet from the device being locked with target outside the gauge. A machinery tag enclosed in plastic with phone number and department legibly noted on the tag or a permanent tag must be attached to the flag.

4. Where a work area or hazard is inside a building, the red flags must be installed outside of the building. The red flags must be positioned upstream from the building locked device at a distance, which would allow sufficient stopping distance for a train travelling at normal speed for the area (approximately 150 feet). Shop facilities and loading tracks are exempt from installing red flags where permanent derails have a target indicator for derail position and are to be considered locked.

5. Where a department safety lock is to be left on a device for an indefinite period, a danger tag (Stores Code #300451938) is to be attached to the lock with information noted as to why the lock is applied and who to contact. The key is to be placed in a key security box located in a Supervisor's office area or authorized control room. Only authorized personnel are to have access to the key security box. The Ironmaking Senior Desulphurizer and Tagona Scale Operator are notified. The lockout of appropriate track switches and/or derails are to be performed using departmental locks with tags attached. Red track flags must be installed at recommended 150 feet distance from locked devices on all directions approaching the hazardous area.

REVISED: 2011 05 25

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-24

PROCEDURE FOR INSPECTION, CLEANING & LUBRICATION OF TRACK SYSTEM

Procedure for Track Inspection

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Procedure for Track System Cleaning & Lubrication

1. The Ironmaking Senior Desulphurizer and/or Supervisor and Tagona Scale Operator are to be notified by workers performing the cleaning and lubrication where work is to be performed. The Tagona Scale Operator or Ironmaking Senior Desulphurizer or Supervisor is to communicate this information to all Switching Crews and receive confirmation.

2. A minimum of two workers must be assigned to perform the cleaning and/or lubrication function where one worker is to be designated as the Spotter.

3. Where Mobile Operators are required, item 1 and radio communication is to be provided.

4. All workers are to wear reflective clothing.

REVISED: 2011 05 25

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-25

PORTABLE DERAILS & TRACK FLAGGING

A railway flag clamped to a rail has the same effect on a train that a red light has on a car on a city street. The train must stop. A portable derail device attached to the rail is designed to prevent rail cars from entering the work area.

Portable derails must only be used when permanent derails or switches cannot be used to isolate the work area. For occasional use, portable derails are available from the Material Handling Tracks section. A department requiring portable derails for frequent use must purchase a set of derails.

When portable derails are used, they will be used in conjunction with red track flags and when job is completed both derails and red flags will be removed together, to protect train crews. A railway car coming in contact with the portable derail will go off the track providing positive protection for workers in the flagged out area.

The procedure for using portable derails/track flagging is as follows:

1. All flags placed on rails will be red metal clamp-on type as supplied by Stores (Code #300453753) identified by a machinery tag, enclosed in plastic - as to name, clock number, phone number and department.

2. Metal clamp-on flags are a temporary device and are not to be used to identify semi or permanent hazards.

3. When the hazard is inside a building, the flags shall be placed outside.

4. If, for any reason, the flags are or may become difficult to see, they must be accompanied by a red light.

5. Flags placed outside of buildings must be positioned at both ends of working area, a sufficient distance to allow train crews, when travelling at normal speed for that area, to stop short of them.

6. Flagging will be used in pairs - one on each rail with the target outside the gauge.

7. The department requiring the flags will be responsible for having them available and the people being protected by the flag will be responsible for placing and removing flags.

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-26

8. The Supervisor or his designate responsible for lockout and placement of flags must notify the Ironmaking Senior Desulphurizer (extension 945-2614) and the Tagona Scale Operator (extension 945-2453) of the track area being protected by lockout and flagging.

9. Portable derails must be installed at all locations where track flags are required.

10. Portable derails -must be installed inside the flagged area.

11. Portable derails must be locked into position.

12. Any person required to work in the flagged area must be locked out.

13. Before entering a flagged off area, a train crew will communicate their intentions and then be directed by a responsible person. This person will assess as to whether the area is safe for rail traffic and if it is, he will clear the area and remove the flags and derails, removing the flags affording the most protection last. He will then allow the train crew into the area and when the train crew is clear of the area, the flags and derails will be replaced in their original positions.

14. Prior to removing track flags/portable derail, the area must be made clear of all personnel and equipment.

15. If anyone is dissatisfied with the placement of the flags, he will contact his supervisor or the supervisor's designate who will take steps to correct the concern.

16. A flag person can be used in lieu of flags when work of an intermittent nature not associated with track maintenance or rolling stock is carried out.

a. Equipment operators cleaning or cutting down railroad crossings.

b. Material movement when frequency or conditions warrant it.

1RWH When installing portable derails, consideration must be given to the consequences of a potential derail. This may include proximity to buildings, other equipment, power stations, poles and gas lines.

REVISED: 2011 05 25

UNCONTROLLED WHEN PRINTED LOCKOUTS / ISOLATION OF WORK AREAS Page F7-27

USE OF SAFETY FLAGS - GENERAL

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REVISED: 2011 05 25

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-28

EXAMPLES OF SAFETY LOCK CHECKLIST FORMS

COMPLETE LOCKOUT BOARD PROCEDURE CHECKLIST FORM (Page 1)

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-29

COMPLETE LOCKOUT BOARD PROCEDURE CHECKLIST FORM (Page 2)

COMPLETE PERSONAL LOCKOUT PROCEDURE FORM

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-30

LOCKOUT BOARD PROCEDURE CHECKLIST FORM

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-31

3DJH 

LOCKOUT BOARD PROCEDURE CHECKLIST FORM

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-32

3DJH 

81&21752//(':+(135,17(' LOCKOUTS / ISOLATION OF WORK AREAS Page F7-33

JOINT HEALTH & SAFETY "SAFETY RELEASE FORM"

DATE: ______

JOINT HEALTH AND SAFETY EMPIL COMMITTEE

The attached procedure has been reviewed with the Joint Health and Safety Representatives ______and is acceptable at the department level.

Acceptance by the Lockout Committee is requested.

Submitted by ______

Telephone # ______

Joint Health & Safety Representative ______Local 2251 Joint Health & Safety Representative ______Local 2724

Attachment

81&21752//(':+(135,17(' CRANES INDEX

% BUMPERS ON CRANE RAILS...... F8-3

& CRANE COLLECTOR RAILS - Isolation Zones...... F8-11 CRANE HOOK SAFETY CATCHES...... F8-33 CRANE ISOLATION - For Minor Repairs ...... F8-22 CRANE MAINTENANCE Safe Work Procedure With One Motion Operation...... F8-34 CRANE SIGNALS - Standard Crane Signals...... F8-13

) FLAGMAN (Signalman)...... F8-13

+ HAND SIGNALS FOR MOBILE HOISTS...... F8-20

, ISOLATION ZONES - Crane Collector Rails ...... F8-11

- JIB CRANES & MONORAILS ...... F8-25

/ LIFTING DEVICES Chains, Slings ...... F8-16 Painting Of ...... F8-18 LOCKOUTS FOR CRANES See Crane Bumpers & Working On Or Adjacent to Cranes ...... F8-3, F8-5

0 MONORAILS & JIB CRANES...... F8-25

1 NDE PROGRAM FOR LIFTING DEVICES ...... F8-26

3 PENDANT CRANES...... F8-15 PROCEDURES FOR PUSHING CRANES ...... F8-24 PROCEDURES FOR BOARDING ELECTRIC OVERHEAD CRANES ...... F8-10 PROCEDURES FOR BOARDING STRANDED CRANE ON MULTIPLE CRANE RUNWAY ...... F8-19

UNCONTROLLED WHEN PRINTED CRANES INDEX 5 REMOTE RADIO CONTROLLED OVERHEAD CRANES...... F8-31 RULES FOR SAFE OPERATION...... F8-1

6 SIGNALMAN (Flagman)...... F8-13 STRANDED CRANE SIGNALS...... F8-13

:

WORKING ON, FROM OR ADJACENT TO A CRANE RUNWAY...... F8-8

UNCONTROLLED WHEN PRINTED CRANES Page F8-1

) RULES FOR SAFE OPERATION OF OVERHEAD CRANES OPERATED BY AUTHORIZED PERSONNEL ONLY

1. It is your responsibility to operate this crane as safely as possible.

2. Do not operate crane if unauthorized personnel are on the crane or crane runway. Report to your Front Line Supervisor immediately.

3. Do not operate crane if any control switch has a safety lock or tag attached. Do not remove the safety devices. Report to your Front Line Supervisor immediately.

4. At start of shift, test the controller system, limit switch, brakes, signal devices. Report any trouble to your Front Line Supervisor immediately.

5. Standard Crane Signals are to govern all crane movement and are to be taken from one person only.

6. Sound warning before hoisting or moving.

7. Pushing another crane must be authorized by the immediate Front Line Supervisor.

8. Before leaving cab, all controllers and the (manual-magnetic) cab switch must be opened.

9. Keep cab and crane landing clean.

10. Never carry a load over men.

11. Never lift an object heavier than the cranes rated and marked capacity for the hoist being used unless the overcapacity lift has been approved and the pre-lift inspections completed. If a crane is found to have performed an unapproved overcapacity lift or an abnormal crane event, it must be immediately removed from service and the abnormal crane event procedure must be followed as described in section 12 below.

12. Abnormal crane event is defined as:

x Collision with end runway bumpers (That causes cab to shake significantly)

x Collision with trolley bumpers (That may have potential to have caused equipment damage)

x Crane collision on shared runway

x Crane collision with mobile equipment

x Over capacity lifts including when lifts are within capacity but additional load occurs due to events such as a lift catching on a fixed structure.

81&21752//(':+(135,17(' CRANES Page F8-2

When an abnormal crane event occurs, the following procedure will be adhered to:

x &UDQHRSHUDWRUWRVWRSRSHUDWLRQRIFUDQHVDQGUHSRUWVDQDEQRUPDOFUDQHHYHQWRFFXUUHG WRWKHLULPPHGLDWHVXSHUYLVRUZKRZLOOORFNRXWWKHFUDQHLPPHGLDWHO\WRPDLQWDLQFRQWURO x Department shift coordinator or Area FLS to contact Crane Repair, department EMT’s &HQWUDO7UDGHV(UHFWRUVDQG+HDOWKDQG6DIHW\'LYLVLRQDO5HSV x ,QVSHFWLRQVDUHSHUIRUPHGE\&UDQH5HSDLUV(07&HQWUDO(UHFWRUV&UDQHUHSDLUVRU &HQWUDO(UHFWRUVWRFRQWDFW(QJLQHHULQJUHJDUGLQJVWUXFWXUDOLQWHJULW\RIWKHFUDQHDQGRU UXQZD\DVUHTXLUHG x A check list will be completed by Crane Repairs (Mechanical 820OCL), the Departmental Electrical Maintenance (853OVRCP) and the Central Erectors (819ORF2) to ensure a complete inspection of the crane(s) has been conducted and the necessary repairs identified. (Refer to SAP maintenance task list for numbers referred to above.) x Crane Repairs will be accountable for completing all mechanical / structural repairs, Central Erectors will be accountable for runway repairs and Electrical Maintenance will be accountable for completing all electrical repairs. All repairs must meet the required OEM specifications or Engineering approvals x Upon completion of repairs, the Operating Supervisor will ensure the Abnormal Crane Incident Sign Off sheet has been completed by the service departments to confirm that the crane is safe to return for operation. The signatures will be from Crane repairs, Electrical and the Erector Group. x The Abnormal event document with all pertinent information (ie. Maintenance order number, crane number and description of event will be issued to the Operations the next business day. – This does not replace any formal investigations.

LIMIT SWITCHES 1. Limit switch must not be used to stop the up travel of the crane's block, except for testing.

2. Limit switches are provided for protection of equipment in case of a mechanical or human failure. They are emergency devices and should not be used indiscriminately for positioning or automatic control purposes.

3. The only practical way to ascertain that limit switches are in operating order is to demand that operators responsible for operation of machines equipped with limit switches check their operation at the beginning of each shift at a very slow speed at the first available opportunity.

4. If a hoist limit switch fails, the hoist motion must be shut down immediately and repairs made. The only justification for using a hoist without an operating limit switch would be in cases of emergency when injury to personnel or severe damage to equipment could occur if a load were not moved. In such cases, supervision is responsible for ensuring that all personnel are warned and are clear of crane travel.

REVISED: 2018-11-20

81&21752//(':+(135,17(' CRANES Page F8-3

PROCEDURE FOR USE OF BUMPERS ON CRANE RAILS

USE OF REMOTE ACTIVATED (AIR OPERATED) CRANE RUNWAY BUMPERS

Note: 5HPRWHDFWLYDWHGEXPSHUVDUHWREHXVHGDWDOOWLPHVZKHUHIXQFWLRQDO Exceptions: a. Where the crane collector system has been locked out. b. All other cranes on the runway and adjacent runways that may present a hazard have been locked out. c. Where both remote activated bumpers are non-functional, the temporary bumper procedure is applicable. d. Where one remote activated bumper is functional, the temporary one bumper procedure is applicable.

1. Inform the Operating Supervisor or Leader of the work area location and the crane being worked on of your intention to lower the remote activated bumpers. The Operating Supervisor or Leader will inform the Crane Operators on the same runway that the bumpers are being activated and workers will be boarding the crane for repairs, etc. The Operating Supervisor or Leader will ensure a reply is received. Where an Operating Supervisor or Leader may not be available, the EMT is to notify all Crane Operators on the same runway and adjacent runway that the bumpers are being activated and workers will be boarding the crane for repairs, etc. Ensure a reply is received from all Crane Operators.

2. Procedure for the use of bumpers on crane rails to include “As an alternative to the use of Pendant Flags the use of Jib Arms with white strobe lights to act as a visual indication to Crane Operators that crane bumpers are installed.” (May, 2010)

3. Lower all remote activated bumpers onto the runway by following the steps listed below: a. Remove the lockout scissors from the Safety Shut Off Air Valve. b. Operate the Safety Shut Off Air Valve to the “Air On” position. c. Move the Bumper Control Valve to the down position so that the bumper is lowered onto the runway. d. Operate the Safety Shut Off Air Valve to the “Air Off” position. e. Install Lockout Scissors to the lockout device on the Safety Shut Off Valve and apply your personal safety lock.

4. Refer to and follow the Crane Boarding Procedure.

5. Open and lock out the crane safety disconnect boarding switch and turn on the crane gyro light.

6. From the crane, visually inspect all bumpers to ensure they are properly lowered onto the runway.

81&21752//(':+(135,17(' CRANES Page F8-4

7. The last person to remove his/her personal safety lock from the Safety Shut Off Air Valve will be responsible for raising the bumpers off the runway.

a. Remove your personal safety lock and the lockout scissors from the Safety Shut off Air Valve. b. Operate the Safety Shut Off Air Valve to the “Air On” position. c. Move the Bumper Control Valve to the up position so that the bumpers are raised off the runway. d. Operate the Safety Shut Off Air Valve to the “Air Off” position. e. Install lockout scissors to the lockout device on the Safety Shut off Air Valve. These lockout scissors are mounted on a chain and are to be left on the Safety Shut Off Air Valve “Air Off” position to prevent accidental lowering of the bumpers.

8. After you have ensured all bumpers are raised off the runway, the pennant warning flags are to be lowered and stored.

9. Notify the Operating Supervisor or Leader and Crane Operator that the remote activated bumpers have been raised off the runways.

USE OF TEMPORARY BUMPERS

Note: This procedure is not applicable at locations where remote activated bumpers have been installed and one/both are available for use.

Where there are two or more cranes on the same runway, temporary bumpers must be installed for protection and safety during all work, except the following: a. minor repairs, which are defined as trouble shooting, inspections, adjustments or repairs of 30 minutes or less duration; b. when the main runway collector power is locked out; c. each crane, which may present a hazardous condition, is locked out; d. remote activated bumpers have been installed and are available for use.

Note: The procedure of installing temporary bumpers is the minimum requirement. The individual worker has the option of locking out: a. each crane on the runway and, where applicable, a crane on an adjacent runway, or b. the main disconnect switch for the runway collectors where, due to narrow runways or lack of a safe zone on the runway, temporary bumpers cannot be installed safely.

UNCONTROLLED WHEN PRINTED CRANES Page F8-5

SECTION A (INSTALLATION OF TEMPORARY BUMPERS)

1. Inform the Operating Supervisor or Leader of your work assignment and the requirement to install temporary bumpers on the crane runway. Advise the Operating Supervisor or Leader of the bumper location(s) and the limitations of crane travel on the runway. Ensure the Operating Supervisor or Leader notifies all Crane Operators on the same runway that workers will be installing bumpers on the runway. The Crane Operator notification is to include the location of the spotter. The Crane Operators are to receive general details of work being performed, including the crane that will be out of service. Ensure the Operating Supervisor or Leader receives an acknowledged reply from all Operators.

2. Refer to and follow the Crane Boarding Procedure.

3. Open and lock out the crane safety disconnect boarding switch and turn on the crane gyro light.

4. A spotter must be used when placing or removing bumpers.

5. A spotter must be positioned on the ground in a location where full view of adjacent cranes is provided. The spotter must be visible to adjacent Crane Operators. The spotter must be instructed by the workers to warn them, via radio, where the adjacent crane approaches past the distance specified by the workers. When the spotter issues a warning, the workers must immediately position themselves in a safe location on the crane or runway. In lieu of a radio, the spotter may be equipped with an air horn and warn the workers of the approaching adjacent crane by sounding the horn. The audible recognition of the horn is to be tested in the work locations prior to beginning the installation of temporary bumpers. The spotter must remain in position during the installation or removal of temporary bumpers.

Due to the high level of crane activity and physical restrictions on the runways, additional precautions must be followed when installing bumpers on #1 Finishing Line runway, the Plate and Strip South Slab Yard and Coil Bay runway.

Crane Operators on cranes immediately adjacent to (same runway) the crane under repair must be instructed to approach the crane under repair, stop within 50 feet of the crane, open the man-mag switch and present themselves to the spotter. The spotter will advise the workers that the bumpers can be installed. Once the bumpers have been installed, the adjacent crane(s) may resume operating activity.

Note Each trade working on the crane where there is more than one crane on the runway is responsible to ensure that temporary bumpers are placed on the runway rails.

81&21752//(':+(135,17(' CRANES Page F8-6

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Note: %XPSHUV DUH DYDLODEOH RQ HYHU\ FUDQH UXQZD\ RQ ZKLFK WZR RU PRUH FUDQHV DUH operating. Bumpers are stored near the area where a crane is usually positioned for repairs or on the crane in a bumper box.

7. A pennant flag banner (Stores code 300451985) must be used in conjunction with the bumpers to warn Operators of adjacent cranes of the bumper locations and limits of travel. The pennant flags must be attached to or near the temporary bumpers. The flags must span from bumper to bumper in the adjacent Crane Operator’s normal field of vision.

8. Upon completion of bumpers and pennant flag installation, the spotter may be released.

REMOVAL OF BUMPERS

1. The last trade to leave the area must ensure that the bumpers are removed.

a. Inform the Operating Supervisor or Leader of your intention to remove the bumpers. The Operating Supervisor or Leader will inform the Crane Operators on the same runway that workers will be removing bumpers. The Operating Supervisor or Leader will ensure replies are received.

b. A spotter must be positioned on the ground in a location of full view of adjoining cranes, which may approach the work area. The spotter will warn the workers by radio or horn if a crane approaches the area of the bumpers. The same additional precautions outlined in step 5 above will also apply when removing the bumpers.

c. The workers will remove the pennant flag from the bumpers and hang it alongside the handrail of the Crane Bridge.

d. The bumpers can then be removed and returned to the storage position.

Note: Where crane bumpers cannot be used, (i.e. cranes 221 and 256 in #2 BOSP) a special Department Safety Procedure must be developed, approved and followed. The procedure must be posted in applicable crane cabs. All Crane Operators and Tradespersons must be instructed in the use of the special procedure before performing work on crane(s) or crane runway.

81&21752//(':+(135,17(' CRANES Page F8-7

SECTION B (USE OF ONE REMOTE BUMPER ON A CRANE RUNWAY)

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Note: ,IRQHUHPRWHEXPSHUDWWKHORFDWLRQLVRSHUDWLRQDOWKHSURFHGXUHIRURYHUKHDGFUDQHLVRODWLRQ for minor repairs cannot be used. (30 Minute Rule)

1. Steps 1, 2, 3, 4, 5, 7 and 8 of Section A must be followed.

2. The functioning remote bumper must be lowered onto the runway.

3. A spotter must be located in the cab of each operating crane which may approach the work area.

Note: The standard pennant flag must be used at the bumper location. Ensure that the pennant flag is in the field of vision of all Crane Operators.

Note: The foregoing does not prelude the use of personal safety locks. Workers must lock out by attaching their personal safety locks to the isolating device.

USE OF ONE TEMPORARY BUMPER ON A CRANE RUNWAY

When bumpers cannot be placed on each runway, on one or both sides of the crane, as required in section A, the following procedure will apply:

1. A temporary bumper must be located on one or both sides of the crane as necessary on the accessible runway where there is an adjacent crane operating.

2. A spotter must be located in the cab of each operating crane, which may approach the work area.

3. Steps 1, 2, 3, 4, 5, 7 and 8 of Section A are to be followed.

Note The pennant flag must be connected to or near the bumper and the opposite end of the crane structure. Ensure that the pennant flag is in the field of vision of all Crane Operators.

Note: The foregoing does not preclude the use of personal safety locks. Workers must lock out by attaching their personal safety lock to the isolating device.

REVISED: 2006-04-05

81&21752//(':+(135,17(' CRANES Page F8-8

PROCEDURES FOR WORKING ON, FROM, OR ADJACENT TO A CRANE RUNWAY

Where any personnel are working from or adjacent to a crane runway or at any location where there is the possibility of being struck by an electric overhead travelling crane, the following procedure will be followed:

1. The Operating Supervisor responsible for the area must make all arrangements for downtime and safety procedures are in place to be followed before starting repairs.

2. All crane operators on the crane runway and/or adjacent runways, area Operating Supervisor or Operating General Supervisor must be notified prior to the starting of work. Such notification must include a complete description of work to be performed, safety procedures that have been provided and restriction requirements for all crane operators while the work is in progress.

3. Where the work area is in close proximity to the Electrical Power Collector System and an energized collector system may present a hazard, the collector system in the work area must be de-energized, locked out, tested and grounded before repairs are performed. To de-energize a collector system, the area Electrical personnel must disconnect the power source, use personal lockout, test to ensure power is off, install a properly rated grounding harness and attach the appropriate grounding lock to the power source switch device. The Electrical person must ensure that a multiple locking device is used to accommodate all worker locks and grounding indicator lock. The Electrical person must ensure the appropriate (yellow or red) designated grounding lock for the power source switch device ha been used.

4. Bumpers (rail stops) and pennant flags must be installed to prevent exposure of the workers to crane movement. Where possible, the work area must be electrically isolated from other cranes on the runway. Bumpers must be as far as possible from the work area, but not less than 20 feet, and must be in visible site from the work area. The pennant flags must be placed to ensure that they are clearly visible to all crane operators on all runways concerned and attached to the bumpers. Bumpers must be designed to allow use of a safety lock along the wedges. Where it is impossible to use bumpers, all cranes or the runway collector system must be locked out. The pennant flags on the runways concerned must be placed to ensure clear visibility by all crane operators of the restricted travel area. The pennant flags are to be located a minimum of 20 feet from each end of the work area and must be attached to the bumpers.

5. Where only one bumper can be used, the one bumper procedure must be followed and attach a pennant curtain from the bumper to the opposite bridge corner.

81&21752//(':+(135,17(' CRANES Page F8-9

6. If the work will create a hazard to train movement, then the railroad tracks must be flagged and Material Handling notified. In some cases it may require locking out the switch. Follow the Track Flagging Procedure.

7. Where bumpers cannot be used in an adjacent bay to protect the area because of operational requirements, an approved special procedure must be implemented. The special procedure may require all cranes concerned to come to a full stop prior to entering the identified restricted area and may only proceed through the area on a signal from the co-ordinator controlling the area.

8. The Supervisor is to permit only one crane at a time to pass through the work area regardless of the runway being used. The authorization for a crane to pass through the work area must be established prior to the work project being scheduled.

9. In addition to the Supervisor, spotter(s) are to be assigned to ride the operational crane(s) and remain at their stations during performance of the work project.

10. Where a rule prohibits work on crane runways unless the crane is locked out, this rule shall prevail. All cranes on the runway must be locked out by approved lockout practice and procedure.

11. The handling of all small tools, material, etc., from ground level to men working on the crane and vice versa shall be transferred by use of approved canvas safety bag and hand line. Tools, materials, etc. shall not be thrown from a crane to the ground at any time. All materials must be removed from the crane per proper practices at the completion of the work.

12. Where cranes are allowed to operate on adjacent runway(s), ensure that a cable or handrail between columns has been installed to prevent personnel stepping onto the path of an adjacent crane. Ensure all workers are aware of crane operation on adjacent runway.

13. White tape off area below and place signs "WORKING OVERHEAD".

REVISED: 2001-01-01

UNCONTROLLED WHEN PRINTED CRANES Page F8-10

PROCEDURES FOR BOARDING ELECTRIC OVERHEAD CRANES

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REVISED: 2004-11-04

81&21752//(':+(135,17(' CRANES Page F8-11

PROCEDURE FOR IDENTIFICATION OF CRANE COLLECTOR RAIL ISOLATION ZONES

Whenever a section of a crane collector system is electrically isolated and it is requested that the isolated section be grounded for the purpose of working on or adjacent to the collector rails or shoes, the following steps must be taken:

A. Have the Electrical person who has installed the ground harness physically identify the zone that has been isolated.

B. Procedure for using remote activated (air operated) crane runway bumpers.

1. Inform the operating supervisor or leader of the location and the crane being worked on and your intention to lower the remote activated bumpers. The operating supervisor will inform the crane operators on the same runway that the bumpers are being activated and workers will be boarding the crane for repairs. The operating supervisor will ensure a reply is received.

2. Raise the pennant warning flags at each bumper location warning adjacent crane operators of bumper locations and limits of travel.

3. Lower all remote activated bumpers onto the runway by following the steps listed below.

a. Remove the lockout scissors from the safety shut-off air valve.

b. Operate the safety shut-off air valve to the "Air On" position.

c. Move the bumper control valve to the down position so that the bumper is lowered onto the runway.

d. Operate the safety shut-off air valve to the "Air Off" position.

e. Install lockout scissors to the lockout device on the safety shut off air valve and apply your personal safety lock.

4. Refer to and follow the Crane Boarding Procedure.

5. Open and lock out the crane safety disconnect switch and turn on the maintenance gyro light.

6. From the crane, visually inspect all bumpers to ensure they are properly lowered onto the runway.

81&21752//(':+(135,17(' CRANES Page F8-12

7. The last person to remove his personal safety lock from the safety shut off air valve will be responsible for raising the bumpers off the runway, as follows: a. Remove your personal safety lock and the lockout scissors from the safety shut off air valve. b. Operate the safety shut off air valve to the "Air On" position. c. Move the control valve to the up position so that the bumpers are raised off the runway. d. Operate the safety shut off air valve to the "Air Off" position. e. Install lockout scissors to the lockout device on the safety shut off air valve. These lockout scissors are mounted on a chain and are to be left on the safety shut off valve "Air Off" position to prevent accidental lowering off the bumpers.

8. After you have ensured all bumpers are raised off the runway, the pendant warning flags are to be lowered and stored.

9. Notify the operating supervisor or leader that the remote activated bumpers have been raised off the runways.

C. To indicate limits of the isolated zone, place pennant flags (Stores Code # 300451985) designated for this purpose on the crane runway rail at each end of, but approximately three (3) metres within the isolated section. The pennant flag should be hung to allow it to drape down over the collector to allow visibility to workmen above or below the runway.

D. A crane spotted inside an isolated zone must be positioned such that it is completely within the area bounded by the identifying pennant flags and under no circumstances over an isolation gap.

1RWHV 1. Existing procedures for the use of bumpers on crane rails and the grounding of collector systems must be followed. 2. The bumpers must be installed so as to prevent cranes that are in service on the same runway from striking the pennant flags. 3. This procedure will apply only to non-electrical personnel who are working on or adjacent to crane collector systems. 4. Personnel requesting that the isolation zone be identified are responsible for installing the pennant flags and removing them upon job completion. 5. The three (3) metre rule will apply to all man-lifts and all material or equipment protrusions from the man-lift.

REVISED 2002-01-18

UNCONTROLLED WHEN PRINTED CRANES Page F8-13

SIGNALMAN

The Occupational Health & Safety Act, Industrial Regulation 56 states:

Where the operator of a vehicle, mobile equipment crane or similar material handling equipment does not have a full view of intended path of travel of the vehicle, mobile equipment, crane or similar material handling equipment or its load, the vehicle, mobile equipment, crane or similar material handling equipment shall only be operated as directed by a signalman who is a competent person and is stationed:

(a) In full view of the operator;

(b) With a full view of the intended path of travel of the vehicle, mobile equipment, crane or similar material handling equipment and its load;

(c) Clear of the intended path of travel of the vehicle, mobile equipment, crane or similar material handling equipment and its load.

From time to time you will be required to give signals to a crane operator for safe movement of suspended loads. Below is a picture depiction of "Standard Crane Signals". Study these and use them when requiring crane movement.

STANDARD CRANE SIGNALS

REVISED: 2014-11-17

81&21752//(':+(135,17(' CRANES Page F8-14

CRANES AND HOISTS

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REVISED: 1989-11-01

81&21752//(':+(135,17(' CRANES Page F8-15

PROCEDURE FOR HANDLING LOADS WITH PENDANT AND REMOTE CRANES

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REVISED: 2002-04-05

81&21752//(':+(135,17(' CRANES Page F8-16

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LIFTING DEVICES

SLINGS AND CHAINS AS LIFTING DEVICES

Chains

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Slings

Slings are wire-rope devices manufactured in-plant of varying length and diameter. Always use the proper size sling for the job being performed. Do not use badly kinked or frayed slings. If in doubt, check with supervision.

REVISED: 2002-04-05

81&21752//(':+(135,17(' CRANES Page F8-17

WORKING ON OVERHEAD CRANE LIFTING BEAMS OR BLOCKS

(Minimum Standard)

This procedure will apply when maintenance crews are working on overhead crane lifting beams or blocks resting on the ground or on a stand, provided that the overhead crane is parked against the main runway bumpers.

In locations where remotely actuated bumpers have been installed and are available for use, the remotely actuated bumpers will be employed to isolate the crane under repair and this procedure will not apply.

1. Notify the area Supervisor or Leader of the work to be performed. The Supervisor or Leader will inform the crane operators on the same runway that the crane will be down and the maintenance crews will be working underneath it. The Supervisor or Leader will ensure that a reply is received from each crane operator.

2. Board the crane as per the Procedures for Boarding Electric Overhead Cranes and lock it out.

3. The lifting beam or block(s) will be lowered to rest on the ground as directed by the maintenance crew.

4. A spotter must be assigned in the same manner as specified in the Procedure for Overhead Crane Isolation for Minor Repairs.

5. Lockout the crane and turn on the gyro light.

6. After completion of work, turn off the gyro light, remove safety locks, notify the area Supervisor or Leader that work has been completed and return the crane to service.

1RWHV In some departments, special procedures may apply which may prohibit the use of this procedure. Report to operations prior to commencement of work and inform them of your intentions.

This procedure is temporary and will be used only until remote activated bumpers have been installed, which is the preferred method.

REVISED: 1996-06-17

81&21752//(':+(135,17(' CRANES Page F8-18

PAINTING OF LIFTING EQUIPMENT COMPONENTS

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REVISED: 2018-11-18

81&21752//(':+(135,17(' CRANES Page F8-19

PROCEDURE FOR BOARDING A STRANDED CRANE ON A MULTIPLE CRANE RUNWAY

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 7KHUHLVPRUHWKDQRQHFUDQHRQWKHUXQZD\and 2. A crane is stranded away from its normal point of boarding, and 3. It is impractical or not possible to push the stranded crane to its landing with another crane, and 4. There is no specific "area procedure" to allow walking the crane runway.

PROCEDURE 1. All adjacent cranes on the same runway are to be instructed to return to their respective landings. The Crane Operator(s) are then to open the crane man-mag or cab safety disconnect switches. Where there is a potential for interference from cranes operating on adjacent runways due to restricted clearances between runways, cranes operating on those runways must also be instructed to return to their respective landings. If cranes on adjacent runways or adjacent cranes on the same runway are not operating, then Operating Supervision and/or area Crane Operators must be notified and instructed to not permit operation of the subject cranes until the stranded crane has been safely boarded. 2. The Crane Operator on the stranded crane is to be notified that his crane will be boarded and instructed to open his crane man-mag switch or cab safety disconnect and not attempt to operate any motions on his crane. 3. After it has been verified the above two steps are complete, the boarding party will select and board, via the proper landing, a crane on the same runway adjacent to the stranded crane. 4. The boarding party, while remaining in a safe position, will instruct the Crane Operator to transport them to the stranded crane. 5. After arriving at the stranded crane, the Crane Operator of the transporting crane will open the crane man-mag or cab safety disconnect switch disabling all crane motions. 6. The boarding party is to then proceed to transfer from the transporting crane to the stranded crane via one of two routes: a. by climbing down onto the runway from the crane end trucks and then climbing onto the stranded crane, or b. via platforms which mate together to allow safe access where provided. 7. During repairs to the stranded crane, all other procedures such as minor repairs, lockout, bumpers on crane rails, etc., will apply.

8. Once the boarding party is safely positioned on the stranded crane, all other cranes on the runway are to be notified that the boarding process is complete and movement of other cranes is allowable.

REVISED: 1992-11-04 81&21752//(':+(135,17(' CRANES Page F8-20

HAND SIGNALS FOR MOBILE HOISTS

81&21752//(':+(135,17(' CRANES Page F8-21

WALKING CRANE RUNWAYS WITH COLLECTOR BARS WHERE COLLECTORS CAN NOT BE LOCKED

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REVISED: 2014-11-21

81&21752//(':+(135,17(' CRANES Page F8-22

PROCEDURE FOR OVERHEAD CRANE ISOLATION FOR MINOR REPAIRS (MINIMUM STANDARD)

Notes: 7KLVSURFHGXUHZLOODSSO\RQO\ZKHUHWKHUHLVPRUHWKDQRQHFUDQHRQDFRPPRQUXQZD\ 7KLVSURFHGXUHZLOOQRWDSSO\WRUXQZD\VZLWKUHPRWHDFWLYDWHGEXPSHUV7KLVSURFHGXUHZLOO apply only if both remote activated bumpers are not functional.

Minor repairs are defined as troubleshooting, inspections, adjustments or repairs of 30 minutes or less duration. Where it is known in advance that repairs will exceed 30 minutes, temporary bumpers must be installed or adjacent cranes on the same runway must be locked out before repairs begin.

1. The worker(s) will:

(a) Inform the Operating Supervisor of work requirement, stating crane number and expected completion time. Ensure the Operating Supervisor notifies all Crane Operators on the same runway that workers will be performing repairs on the specified crane and the crane will be down. Ensure the Operating Supervisor receives acknowledged response from all Crane Operators.

(b) Refer to and follow the Crane Boarding Procedure to board the crane to be worked on.

(c) Lock out the crane main disconnect switch and turn on the crane gyro light. Where the work assignment requires the power to be on for troubleshooting, problem evaluation, etc., ensure you are in safe positioning on the crane at all times. Ensure direct communication with the Operator is maintained.

2. A spotter must be assigned. The spotter must be positioned on the ground (or safe location on the crane such as crane access catwalk) under the crane being worked on where continual view of adjacent cranes can be maintained.

The spotter and the worker(s) will each be equipped with a portable radio. The spotter will be instructed by the workers to warn them, via the radio, if an adjacent crane approaches the crane under repair past the distance specified by the workers. When the spotter issues such a warning, the workers will immediately position themselves in a location on the crane where a collision would not result in their injury.

Alternative, the spotter may be equipped with an air horn for warning workers of approaching adjacent crane(s). The spotter, to ensure audible recognition by the workers, must test the air horn.

81&21752//(':+(135,17(' CRANES Page F8-23

 2QFRPSOHWLRQRIWKHZRUNDVVLJQPHQWUHPRYHDOOORRVHSDUWVRUREMHFWVIURPWKHFUDQH7XUQ RIIWKHJ\URZDUQLQJOLJKW8QORFNWKHPDLQVZLWFKDQGQRWLI\WKH2SHUDWLQJ6XSHUYLVRURIZRUN FRPSOHWLRQ7KH2SHUDWLQJ6XSHUYLVRUPD\LQIRUPDOO&UDQH2SHUDWRUVRIZRUNFRPSOHWLRQ

 1RWH ,QWKH DEVHQFHRIDQ2SHUDWLQJ6XSHUYLVRURUGHVLJQDWH HJ /HDGHU WKHZRUNHUZLOO perform the following Operating Supervisor action requirements:

(a) Inform Crane Operators on the same runway that workers will be on the crane and the crane will be down.

(b) Advise Crane Operators on cranes adjacent to the down crane to keep their cranes a minimum of 100 feet from the down crane.

(c) Instruct Crane Operators on the cranes adjacent to the down crane to immediately bring the bridge motion of their crane to a stop when the spotter issues a warning.

(d) Ensure a reply or acknowledgement is received from the Crane Operators. Only then will workers proceed to work on the down crane.

REVISED: 2006-04-05

81&21752//(':+(135,17(' CRANES Page F8-24

PROCEDURE FOR PUSHING CRANES

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When it is necessary to use one crane to push another, the following will apply:

1. Authorization to make the push must be provided by an Operating Supervisor.

2. The Operating Supervisor must ensure the crane is not locked out or workmen are on the crane.

3. The crane that is being pushed must be in a condition to move safely (i.e., self-locking bridge brakes released). The crane hoist must be in a position so as not to strike an object in its path of travel.

4. There must be no load on either crane during movement, unless where failure to move the crane may create a hazard.

5. The cranes shall be operated only as directed by a Signalman who is:

a. familiar with the area;

b. in full view of the Crane Operator;

c. stationed with a full view of the intended path of travel, both runway and ground;

d. in a safe location and clear of the path of the cranes.

6. The approach of the pushing crane to the crane being pushed and all motion during the push must be at a slow and safe speed.

REVISED: 2001-01-01

81&21752//(':+(135,17(' CRANES Page F8-25

MONORAILS & JIB CRANES - IDENTIFICATION OF CAPACITIES

On June 9th this year, a Safety Bulletin was issued on the subject of Monorail Hoists. This bulletin required that each department audit the monorails (including jib cranes) in its area and ensure that the devices "be plainly marked with sufficient information so as to enable the Operator of the device to determine the maximum rated load the device is capable of lifting under any operating condition". A second letter dated August 19th, addressed to all departmental and divisional co-chairmen, titled "Hoist Capacity Identification", clarified that the support beams, as well as the hoist mechanism, must be marked with the capacity. These documents were the result of a visit by the local officials of the Ontario Ministry of Labour.

Since these documents were issued, various departments have prepared lists of monorails and jibs, and forwarded them to Engineering. Engineering has a program underway to inspect all the monorails and jib cranes in Algoma Steel and have the necessary marking added to confirm the rated capacities. The method of identification that has been adopted is as follows:

1. Monorails or jibs equipped with a single power operated hoist. The beam or jib will be marked "SWL X TON", where SWL means "Safe Working Load", and X is the load in tons. "X" will normally be the capacity of the hoist, unless it is determined that the beam is inadequate for such a load.

2. Monorails or jibs equipped with manually operated hoist and trolley. These will only be marked "SWL X TON", if it can be determined that the hoist is normally left in place.

3. Monorails or jibs where the hoist is not normally left in place after use, will be marked "BEAM CAP X TON".

The location of the marking will normally be on the web of the beam, when accessible. However, in the case of jib cranes, we have elected in some cases to apply the marking to the column that supports the jib.

REVISED: 1993-10

81&21752//(':+(135,17(' CRANES Page F8-26

NDE PROGRAM FOR LIFTING DEVICES

A. Policy on Lifting Device Inspection by NDE

It is Algoma's objective that all lifting devices that are subject to non-destructive examination be examined by qualified personnel on a frequency meeting or exceeding the Occupational Health & Safety Act Industrial Regulations and the manufacturer's specifications. The NDE program is designed to ensure employee/equipment safety and compliance with the Occupational Health & Safety Act. The program will require acceptance of ownership of lifting devices and co-operation between NDE/operating departments/maintenance services.

Further, it is the company's policy that the results of the non-destructive examinations will be provided to the custodian of the equipment who will, in turn, accept the responsibility of initiating the appropriate corrective action for the reportable conditions.

As a general rule, it is a corporate priority that a "zero tolerance" policy be maintained relative to reportable conditions identified by NDE.

B. Principles of Lifting Device Inspection Policy

1. To ensure employee safety, all ASI lifting devices requiring non-destructive examination will undergo regular inspections by qualified personnel on a frequency meeting or exceeding the Occupation Health & Safety Act Industrial Regulations and the manufacturer's recommendations.

2. All lifting devices requiring non-destructive examination will be catalogued into an inventory by NDE. The updating of the inventory is the responsibility of the operating area that owns and operates the equipment (i.e., custodian).

3. The NDE area of Metallurgical Services will carry out the inspection of listed devices, using experienced, competent personnel (as required in the Act) and provide the findings to Management and the Joint Health, Safety & Environment Group Co-Chairs of the custodian area.

4. The custodian area is responsible for initiating any corrective action to address reportable conditions identified by NDE.

5. The corrective action will be carried out to a "zero tolerance" initiative as developed and defined herein. This will be carried out on or off-site of the operating area as required for effective repair to be made.

81&21752//(':+(135,17(' CRANES Page F8-27

6. The custodian of the equipment will be responsible to initiate the corrective action. This may involve consulting with other departments such as Maintenance, Engineering, Shops, etc., to provide expertise in completing the repairs appropriately and in a timely fashion.

7. All corrective action will be initiated by the custodian via the SAP work request system.

8. The NDE section will provide adequate prior notice of their inspections to a particular area.

9. Each custodian area will be required to provide a contact person for NDE. The contact person will provide assistance in the location of devices and ensuring that the devices are ready for inspection, as required by NDE.

10. Reportable conditions identified by NDE to be "gross" in nature, will be communicated immediately to the custodian contact person for immediate corrective action.

C. Definitions

1. Lifting Device

The OHSA Industrial Regulation defines a lifting device as a device that is used to raise or lower any material or object and includes its rails and other supports, but does not include a device to which the Elevating Devices Act applies.

2. Zero Tolerance

"Zero Tolerance" will be interpreted as meaning that all reportable conditions identified by NDE will require corrective action to be taken within an appropriate time in order to ensure that failure of the device does not occur.

3. Corrective Action

The corrective action taken to address reportable conditions may include repairs, removal from service, consultation, load restrictions, replacement or isolation. Consultation with Engineering, Shops, Maintenance, etc. may be required.

In all cases, the corrective action must be determined by a competent person. A competent person is defined as a person who has the appropriate knowledge, training and experience to evaluate the reportable condition and to recommend the corresponding corrective action.

UNCONTROLLED WHEN PRINTED CRANES Page F8-28

4. Lifting Devices Inventory

All lifting devices that require the services of NDE will be catalogued in inventories specific to custodian areas. It is the custodian's responsibility to update the inventory of lifting devices. In addition, each catalogued lifting device will bear its unique identification number. This inventory will be reviewed annually by the custodian as a minimum or whenever additions/deletions to the inventory occur. NDE is authorized to make changes to the lifting devices inventory only at the written request of the custodian/contact person.

5. Lifting Devices NDE Inspection Frequency & Scheduling

The frequency and type of NDE will be determined by:

(a) the custodian of the equipment in consultation with NDE and a competent person

(b) the manufacturer's recommendations, or

(c) Ministry of Labour Regulations, whichever is the most stringent.

The scheduling of inspections will be the responsibility of NDE.

6. Reportable Condition

A reportable condition is an abnormality in a lifting device identified during the non-destructive examination process. The reportable condition may or may not impact on the safe operation of the lifting device. It is for this reason that all reportable conditions are evaluated by a competent person to determine the appropriate corrective action required, if any.

7. Custodian

For the purpose of this program, the custodian will be considered to be the "owner" of the equipment.

81&21752//(':+(135,17(' CRANES Page F8-29

D. Auditing

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1. Updating of Lifting Devices Inventory

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2. Review of NDE Reports

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REVISED: 2001-01-01

81&21752//(':+(135,17(' CRANES Page F8-30

Non-Destructive Examination Process

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Outcome of Field Inspection

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Resources Available for Consultation Regarding Severity of Reported Condition and Appropriate Corrective Action Department Assigned Maintenance, Central Maintenance. Shops, Engineering, Welding Engineer

81&21752//(':+(135,17(' CRANES Page F8-31

REMOTE RADIO CONTROLLED OVERHEAD CRANES

Transmitters & Receivers

Each remote transmitter is to have an access code assigned and must be documented at the Central Electrical Shop. There is to be an access code for the in-service transmitter and different access code for the spare transmitter. The spare transmitter must have the batteries removed from the unit until and exchange has been performed.

All spare remote transmitters are to be inventoried at the Central Electrical Shop where batteries are removed.

The withdrawal of a spare transmitter from the Central Electrical Shop is to be on an exchange basis.

A crane that utilizes lifting magnets must have a set of amber lights electrically in parallel across the supply to the magnet cable. The electrical supply to the magnet must originate at the line side of a manual-magnetic disconnect or main disconnect where there is no manual-magnetic disconnect.

The magnet electrical supply contactor must be a latch type contactor where electrical energizing is required to de-latch the contactor. This requirement is necessary to eliminate potential dropping of a magnet load in the event of remote transmitter failure.

&DXWLRQ Operator must be aware that a loss of electrical power may occur at any time interval and would result in loss of magnet load.

Procedure for all Remote Radio Controlled Cranes

1. Where a transmitter fails to function, the spare transmitter is to be withdrawn from the Central Electrical Shop on an exchange basis. On number 1 and 2 turns plus weekend turns, the Power & Service Turn Supervisor is to be contacted for exchange of transmitters.

2. The spare transmitter access code is to be reset to the in-service access code and the failed transmitter is to be reset to the spare transmitter access code and batteries removed.

81&21752//(':+(135,17(' CRANES Page F8-32

Procedure for Cranes with Lifting Magnets

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REVISED: 1998-02

81&21752//(':+(135,17(' CRANES Page F8-33

CRANE HOOK SAFETY CATCHES

The requirement for the use of safety catches on crane hooks has been debated for some time. It has become apparent that there are as many reasons for their use as there is for not using them. As a result, the following guidelines have been prepared to assist the custodians of lifting devices that have hooks for the attachment of other devices (i.e., chains, slings, c-hooks, magnets, etc.)

The Construction Regulations clearly state that every hoisting hook must be equipped with a safety catch. Therefore, it is without exception that on construction projects all hoisting hooks must be equipped with a safety catch, as per Section 173 of the Construction Regulations.

The Industrial Regulations of the Occupational Health & Safety Act do not specifically refer to the use of safety latches for crane hooks. The Industrial Regulations, Section 51, state that:

“A lifting device shall be so constructed, of such strength and be equipped with suitable ropes,

chains, slings and other fittings so as to adequately ensure the safety of all workers.”

Crane Hook Safety Catch Guidelines for Industrial Applications

1. All mobile hoists shall have the hooks equipped with a safety catch and must be maintained.

2. Portable lifting devices, jib and monorail cranes shall have hoisting hooks equipped with functional safety catches. Any portable lifting device without a safety catch must be removed from service in order that a safety catch can be installed.

3. Electric Overhead Travelling (EOT) cranes shall follow the guidelines below in determining if a safety catch is recommended.

(a) If the crane is typically used with slings attached to the hoisting hook, then a safety catch is recommended. (b) If the crane is typically used with various heavy lifting attachments and the attachments are regularly removed or exchanged for other attachments, then the use of a safety catch on the hoisting hook must be reviewed to determine if the activity of engaging and disengaging of the attachment presents a hazard to the worker. If a significant hazard is identified that cannot be readily eliminated, then the use of a safety catch is not advised. (c) If the crane is typically used to attach to lifting devices without the assistance of a worker, then the use of a safety catch is not advised. (d) If in any case it is determined that the use of a safety catch or other securing device (locking pin) would be beneficial to lifting safety, then a safety catch or other device is advised.

In summary, the requirement for a safety catch or other securing device for EOT cranes will require a review of the typical crane functions and the types of devices that are used as attachments. The custodian Joint Health, Safety & Environment Committee must conduct this review and document the decisions as to the requirements for a safety catch or other securing devices for each crane.

ISSUED: 2002-12-04 81&21752//(':+(135,17(' CRANES Page F8-34

CRANE MAINTENANCE SAFE WORK PROCEDURE WITH ONE MOTION OPERATION

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Where work on a crane requires a particular motion to be energized, the following procedure is applicable:

1. Advise the assigned Crane Operator on the work scope and action requirements. The Crane Operator is not to leave the crane without authorization from the person in charge of the crane.

2. Isolate all the motions that are not required by opening the appropriate panel disconnect switches or breakers. A tag, “DO NOT CLOSE” ONE MOTION OPERATION (Catalogue #1000-225327) is to be attached by tie wrap to each opened switch or breaker. An electrical person must perform the opening and closing of the knife switches or breakers, located on the electrical control panels.

3. Note: Instruct the operator to attempt to activate all the motions that are not required to ensure correct switches or breakers have been opened.

4. Prior to opening the required crane motion,

(a) ensure positive communication (visual, verbal, radio, phone, etc.) has been established with the assigned Crane Operator;

(b) ensure that you are in a safe position where movement of machinery and/or crane will not endanger you.

ISSUED: 2004-06-02

81&21752//(':+(135,17(' OUTSIDE CONTRACTORS & SERVCIE PERSONNEL ,1'(; A

ACCIDENTS ...... F9-5 ALGOMA DISTRIBUTION OF INFORMATION ...... F9-9 C CONTRACTOR INDROCTRINATION TRAINING RECORD ...... F9-8 CONTROLLED PRODUCTS AND REGULATED SUBSTANCES ...... F9-7

E EMERGENCY SERVICES ...... F9-9 ENVIRONMENTAL REQUIREMENTS ...... F9-8 H HEALTH, SAFETY & ENVIRONMENTAL REQUIREMENTS ...... F9-5 I INFRACTIONS ...... F9-8 INSPECTIONS ...... F9-7 O OUTSIDE SIGN-IN/REPORTING-IN PROCEDURE ...... F9-2 S SAFETY STATISTICS ...... F9-8

81&21752//(':+(135,17(' OUTSIDE CONTRACTORS & SERVICE PERSONNEL Page F9-1

) OUTSIDE CONTRACTORS & SERVICE PERSONNEL

HEALTH & SAFETY POLICY

All outside contractors working in Algoma will abide by the company policies contained in section C of the Health and Safety Manual.

HEALTH & SAFETY REQUIREMENTS FOR CONTRACTORS

This package has been prepared to ensure Algoma fulfils its responsibilities as an "owner" and/or "constructor" as described in the Occupational Health & Safety Act. The entire contents must be reviewed with any contractor hired by Algoma to perform work within the Steelworks prior to commencement of the job.

The package includes the following components:

1. General Health & Safety/Environment Requirements for Contractors - To be reviewed in detail with the contractor to ensure a clear understanding is in place.

2. Indoctrination for Commencement of Project - To be reviewed and completed, item by item.

3. Contractor Acknowledgment of Instructions - A representative of each contractor must sign the acknowledgment of instructions.

4. Contractor Information Form - The contractor must provide information or complete the information required on the form.

5. Algoma Safety Inspection of Contractors - This Inspection Report should be used to assist Project Supervisors, Health, Safety & Environment Representatives and Safety Officers during auditing of contractor activities for compliance.

In addition, representatives from all contractors must receive an Algoma General Safety Induction for Outside Contractors and Service Personnel. This induction is available through the Health & Safety Department.

81&21752//(':+(135,17(' OUTSIDE CONTRACTORS & SERVICE PERSONNEL Page F9-2 OUTSIDE SIGN-IN / REPORTING-IN PROCEDURE

7KH2XWVLGH:RUNHU6LJQ,Q5HSRUWLQJ,Q3URFHGXUHLVWRFRYHU x The Algoma employee working in a department other than his/her own. x The employee of an outside Contractor working at Algoma.

ALGOMA EMPLOYEE

1. When a worker(s) is sent to another department to do a job unaccompanied by his/her Front Line Supervisor, the worker must be directed to report to a Front Line Supervisor/Leader/Contact Person in that department (should be included on the work order). The Front Line Supervisor/Contact Person to whom the worker reports must then assume responsibility for the worker in so far as to insure the worker has received the department safety induction for the area.

2. When a group of workers goes to another department with their Front Line Supervisor/Leader, e.g., Yard Services - Field Forces, the Front Line Supervisor/Leader is responsible for checking in with the proper Operating or Maintenance Front Line Supervisor/Contact Person to learn of any hazards in the area that may affect his crew and he is then responsible for informing his crew of these hazards. It is the Front Line Supervisor’s/Leader’s responsibility to sign the workers in and out.

3. When a worker(s) is sent to another department to do a job unaccompanied by his/her Front Line Supervisor and there is no Front Line Supervisor/Contact Person in that department, either Operating or Maintenance, to whom to report, the following will apply:

The outside worker's department Planner/Front Line Supervisor must make arrangements with the Planner/Front Line Supervisor of the area he wishes to enter prior to entering the department. The area Planner/Front Line Supervisor must advise the outside worker's Planner/Front Line Supervisor of any hazards peculiar to that area and of any other activity that may endanger the outside worker or other workers in the area. (This must be done in writing). The outside worker's Planner/Front Line Supervisor must ensure this information is communicated to the worker, (i) by attaching a copy of the instruction to the Work Order, or (ii) verbally by the Planner/Front Line Supervisor, or (iii) verbally by the Front Line Supervisor through the Shift Leader.

It is the responsibility of the department to ensure that the Front Line Supervisor/Contact Person is a person who has knowledge of the area hazards and who can pass on any specific department procedures that may be in place.

All non-department workers, supervisory personnel, planners, engineers, etc. must sign-in when entering a mill and they must enter the mill at the sign-in area.

It will be the responsibility of the service department sending a worker(s) into an area to ensure that the worker(s) has received a department safety induction.

REVISED: 2012 01 11

81&21752//(':+(135,17(' OUTSIDE CONTRACTORS & SERVICE PERSONNEL Page F9-3

THE OUTSIDE CONTRACTOR

The Outside Contractor works under two conditions within Algoma:

1. On designated construction sites under the direction of Algoma Engineering and Construction Departments. The Contractor is responsible for his employees if he has been made aware of the hazards peculiar to the site that is done at the pre-job meeting.

2. With-in an operating area and under the direction of the Operating Department or more often under the direction of a Maintenance or Services Department. Department that brings the Contractor in is responsible for ensuring that the Contractor's Supervisor is properly instructed as per the procedure outlined below:

Examples

ƒ Iron Making Mechanical Maintenance brings in McLeod & Sons to do piping on No. 7 Furnace; therefore, Iron Making Maintenance is responsible for properly directing McLeod's Supervisors.

ƒ Material Handling Yard Services bring in Wellwood to drain a gas main, Yard Services Supervision is responsible for ensuring the Wellwood Supervisor/Truck Driver is directed to a Utilities Department Front Line Supervisor who then fills the role of the contact person referred to in the Reporting-In Procedure for Outside Contractors.

REPORTING-IN PROCEDURE FOR OUTSIDE CONTRACTORS

1. The Contractor, when called into the plant, must be directed to report to an Algoma contact person from the area requesting the work.

2. The Contractor's Supervisor must meet the contact person in the designated "Reporting- In" area that is easily and safely accessible.

3. The Algoma contact person must have the Contractor’s Supervisor sign the Outside Worker Reporting-In Log and make him aware of all the hazards peculiar to the work area.

4. The Contractor's Supervisor must be made aware of Algoma’s hard hat, boot and safety glass program, as well as special procedures such as lockout, crane bumper, white taping, confined space, etc., when applicable. The Algoma contact person should use the Safety Contact Record Codes (9200 Series) to have a record of the instruction given.

5. Upon completion of the job or at the end of the shift, the Contractor's Supervisor must return to the "Reporting-In" area and inform the Algoma contact person or his/her designate that they are leaving the area and record the time on the Outside Worker Reporting-In Log.

6. Steps 1 through 5 must be followed if a new crew is going to continue on the following shift, or if there is a new crew the next day. In any case, they will report to an Algoma 81&21752//(':+(135,17(' OUTSIDE CONTRACTORS & SERVICE PERSONNEL Page F9-4 FRQWDFWSHUVRQHDFKVKLIW  ,W LV WKH UHVSRQVLELOLW\ RI WKH &RQWUDFWRU WR LQIRUP DQ\ QHZ HPSOR\HHV KH EULQJV RQ GXULQJWKHFRXUVHRIWKHMRERIVWHSVWKURXJK

1RWH All departments have an Outside Worker Sign-In/Reporting-In Procedure that must be complied with utilizing the Non-Department Employees Sign-In Log Book Blank sheet can be printed from the Health & Safety Web site.

REVISED: 2012 01 11

81&21752//(':+(135,17(' OUTSIDE CONTRACTORS & SERVICE PERSONNEL Page F9-5

HEALTH, SAFETY & ENVIRONMENTAL REQUIREMENTS APPLICABLE TO ALL CONTRACTORS

GENERAL

In order to ensure a safe working environment for all Algoma employees and for employees contracted to work for Algoma, certain minimum requirements must be agreed to by all Contractors. By fulfilling these requirements, both Algoma and the Contractor will reduce the potential for internal and external confrontations. The external concerns referred to are the Ministry of Labour (M.O.L.) and the Ministry of the Environment (M.O.E.).

Before commencement of work within Algoma, representatives of Contractor management and supervisors shall receive an Algoma General Induction for Outside Contractors.

Before commencement of work within Algoma, the Contractor shall report to the appropriate Algoma Supervisor, provide a WSIB certificate of clearance and attend a Pre-Commencement safety meeting chaired by the Algoma Supervisor along with the Local 2251 and Local 2724 Joint Health, Safety & Environment Representatives and a Health and Safety Officer.

The Contractor shall comply and shall cause the Contractor's and sub-Contractor's employees, agents, business visitors to comply with all Occupational Health & Safety legislation and any other requirements which are established by Algoma.

The Contractor and Algoma Supervisor shall interact with and involve the Joint Health, Safety & Environment Representatives and a Health & Safety Officer. When necessary, the Contractor and Contractor worker Health & Safety Representative will attend Algoma department general safety meetings. When necessary, the Algoma Supervisor, Joint Health, Safety & Environment Representatives and a Health & Safety Officer will attend Contractor's safety meetings.

The Contractor and/or Algoma Supervisor shall forward Notice of Project, if applicable, to the Health & Safety Department.

The Contractor shall supply names and phone numbers of contact persons to address emergency health, safety and environment issues. This will include Worker Trades Committee, if applicable (Complete Contractor Information Form - Attachment #1).

The Contractor shall be informed that monitoring of their projects may take place at any time by Algoma.

ACCIDENTS In the event that a critical injury as defined in the Occupational Health & Safety Act occurs on Algoma premises, the Contractor, Contractor Health and Safety Rep, Essar Health & Safety Officer, Algoma Joint Health, Safety & Environment Representatives and Project Supervisor must investigate immediately. The following documents will be made available to Algoma by the Contractor upon request:

81&21752//(':+(135,17(' OUTSIDE CONTRACTORS & SERVICE PERSONNEL Page F9-6

a) A copy of the Workplace Safety and Insurance Board Form which has been filed or is to be filed with the Workplace Safety and Insurance Board in respect of each critical injury.

b) A copy of the Accident Investigation Report which has been prepared in respect of each serious/critical injury, as defined in the Occupational Health & Safety Act which shall include a detailed description of the accident and the identification of procedures that will be adopted by the Contractor in order to prevent the re-occurrence of such accidents. In the event of a critical injury, the Contractor and/or the Constructor will notify the Ministry of Labour, the appropriate trade union and the trade union Health and Safety Representative.

HEALTH AND SAFETY REQUIREMENTS The Contractor shall supply names and phone numbers of management/union Health and Safety Representatives and certified members, where required, to Algoma. The Contractor must have and provide a current Health and Safety Policy and, where required by the Occupational Health & Safety Act all Contractors will have an active Health and Safety Committee and worker representation. The Contractor shall conduct a program of orientation and induction of employees, encompassing Algoma’s Health and Safety Program and specific site conditions affecting Health, Safety and Environment, e.g. Department safety inductions. The Contractor shall conduct on-site safety meetings with employees and with all sub- Contractors and employees, once each week while on-site and keep records of attendance. The Contractor will comply with the Occupational Health & Safety Act and its Regulations. If there are any orders issued to a Contractor by the Ministry of Labour, copies of the orders will be provided to Algoma immediately. The Contractor will comply with Algoma’s Health and Safety practices and procedures that apply to the project.

Where there is a conflict regarding the application of Contractor procedures versus Algoma procedures, the procedures affording the greatest protection to workers will be used.

UNCONTROLLED WHEN PRINTED OUTSIDE CONTRACTORS & SERVICE PERSONNEL Page F9-7

INSPECTION REQUIREMENTS The Contractor will conduct weekly workplace inspections that will be monitored by Algoma.

The Contractor and Contractor worker Health & Safety Rep. will conduct monthly inspections with an Algoma Supervisor, Health & Safety Officer and Joint Health, Safety & Environment Representatives in accordance with the Act and it Regulations.

The Contractor and sub-Contractors shall prepare written copies of each of the meetings and inspections and a copy of the Minutes shall be sent to Algoma upon request.

The Contractor is responsible in the workplace to ensure that the requirements of the Act and any requirements and any other legislation that may be established by Algoma are complied with, and to ensure that each of the employees, agents, business visitors and those of the sub- Contractors comply with all such requirements. Where in the opinion of the Contractor there may be unsafe work conditions and practices, the Contractor shall immediately take such measures as are required in order to remedy such practices or conditions. The Contractor shall immediately notify Algoma.

Any specific documents required by Algoma or the Occupational Health & Safety Act shall be made available upon request, to the Algoma Supervisor, the Health & Safety Officer and the Joint Health, Safety & Environment Representatives, e.g., equipment log book, permits, preventative maintenance reports and all licenses as required by Occupational Health & Safety Act and legislation.

CONTROLLED PRODUCTS AND REGULATED SUBSTANCES

The Contractor must comply with all provisions of the Workplace Hazardous Materials Information System (WHMIS).

The Contractor employees who work with or are exposed to controlled products must be trained in the Workplace Hazardous Material Information System (WHMIS), Occupational Health & Safety Act & Regulations.

The Contractor will supply Algoma with a copy of the Material Safety Data Sheet (MSDS) for all WHMIS controlled products that the Contractor brings or causes to be brought into Algoma. The MSDS must be forwarded to the Health & Safety Department before bringing the controlled products into Algoma.

81&21752//(':+(135,17(' OUTSIDE CONTRACTORS & SERVICE PERSONNEL Page F9-8

ENVIRONMENTAL REQUIREMENTS

All Contractors involved with the handling of waste will have a current Environmental Policy. This policy will be conveyed to the Contractor employees. Algoma may impose certain environmental provisions to the policy. All Contractors will consult with Algoma regarding the disposal of any Contractor wastes prior to the disposal.

All Contractors will report any environmental spills or contravention of applicable environmental legislation to Algoma immediately. Contact the Environment Control Department at extension 945-3174 and Emergency Services at 945-2271 after hours.

All Contractors will inform Algoma of any orders or directives issued to them by the Ministry of the Environment.

All Contractors will notify Algoma of any environmental concerns.

No waste material will be deposited in the Algoma landfill without Algoma approval. No waste material will leave Algoma without the knowledge and approval of the Environment, Control Department.

All Contractors will comply with the Environmental Protection Act and any other applicable environmental legislation.

SAFETY STATISTICS

Upon request, the Contractor shall supply monthly safety statistics to Algoma for worker hours of the work force and all sub-Contractors outlining the number of injuries, frequency of first aid cases and frequency of lost time cases.

Upon completion of the project, a final statistical report is to be submitted to Algoma.

INFRACTIONS

Any infractions of these established safety regulations may result in the person(s) involved being ordered off Algoma property and a report forwarded to the Constructor and/or Contractor. In addition, the Purchasing Department may be contacted to restrict the awarding of future contracts.

CONTRACTOR INDROCTRINATION TRAINING RECORD

Algoma Contractor Indoctrination Training Record must be completed for each contractor supervisor and regular employee and returned to Algoma Supervisor.

81&21752//(':+(135,17(' OUTSIDE CONTRACTORS & SERVICE PERSONNEL Page F9-9

EMERGENCY SERVICES

Hot works Permit – ,V UHTXLUHG ZKHQ WKH ZRUN SHUIRUPHG KDV WKH SRWHQWLDO WR LJQLWH D ILUH HQGDQJHULQJSHUVRQQHORUSURSHUW\

x 3HUPLWVDUHILOOHGRXWDQGVHQWWR(PHUJHQF\6HUYLFHVDWIV#DOJRPDFRPEHIRUHWKH ZRUNLVVWDUWHG

x A copy of the permit must be posted at the Hot Work Site.

Emergency Response Plan x Emergency Response Plan must be developed and delivered to Emergency Services for review.

x Emergency Response plan must be posted at the work site.

x If specialized equipment is required to perform a rescue, start and stop time for the job must be provided to Emergency Services.

x Emergency Services must be notified that the job is completed and closed.

x Emergency Services will document all activity on the confined Space Log activity ledger.

ALGOMA DISTRIBUTION OF INFORMATION

Items that require the Contractor to provide information will be handed to the Algoma Project Supervisor who will then distribute to the following: Health & Safety Department Local Union 2251 Joint Health, Safety & Environment Representative assigned to the project. Local Union 2724 Joint Health, Safety & Environment Representative assigned to the project

REVISED: 2018-05-30

81&21752//(':+(135,17(' (48,30(17 ,1'(;

A ACTUATED TOOLS ...... F10-10 AIR-POWERED HAND TOOLS ...... F10-9 ALARMS - Backup/Motion Alarms ...... F10-14 E EQUIPMENT GUARDING ...... F10-12 G GRINDER - Air-Powered ...... F10-9 GRINDSTONES ...... F10-12 GUARDING - Machinery & Equipment ...... F10-12 GUIDE TO PROPER USE OF 2 WAY RADIOS ...... F10-13 H HILTI GUNS ...... F10-10 L LADDERS ...... F10-1 M MACHINERY & EQUIPMENT GUARDING ...... F10-12 P PLANKING - Scaffold ...... F10-3 POWDER ACTUATED TOOLS ...... F10-10 R RADIOS Guide To Proper Use of 2-Way Radios ...... F10-13

S SAFEWAY SCAFFOLDING ...... F10-5 SCAFFOLD PLANKING ...... F10-3 SCAFFOLDS – Definition, Use, Erecton, Disassembly ...... F10-4 T TOOLS AND EQUIPMENT - General Safety Rules...... F10-8

81&21752//(':+(135,17(' (48,30(17 3DJH)

) PROPER USE OF LADDERS Portable Ladders (i.e. Aluminum, Fiberglas, Wood)

A ladder shall be designed, constructed and maintained so as not to endanger a worker and shall be capable of withstanding all loads to which it may be subjected.

The Occupational Health and Safety Act “Industrial Regulation 851, Section 73” states:

A Portable Ladder shall,

1. be free from broken or loose members or other faults;

2. have non-slip feet;

3. be placed on firm footing;

4. where it exceeds 6 metres (20 feet) in length and is not securely fastened, or is likely to be endangered by traffic, be held in place by one or more persons while being used; and

5. when not securely fastened, be inclined so that horizontal distance from top support to the foot of the ladder is not less than 1/4 and not more than 1/3 of the length of the ladder.

Do's and Don'ts of Ladders

A. Extension Ladders

1. Only use ladders certified by the Canadian Standards Association and that meet Algoma’s minimum requirements. 2 Always inspect the condition of the ladder before you use it. Make sure it has not been damaged, has safety feet and has sufficient length to reach to desired height.

3. When placing the ladder, remember the 4:1 ratio. A 16-foot ladder leaning against the wall should have its bottom feet approximately 4 feet away from the wall.

4. Make sure the feet of the ladder are firmly set on solid level surface.

5. Do not place the top of the ladder against stacked material or other surfaces that can shift.

6. Never place a ladder in front of a doorway or in a traffic area, unless somebody is posted as a guard to keep people away.

REVISED: 2004-02-02

81&21752//(':+(135,17(' (48,30(17 3DJH)

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 :RUNHUVKRXOGQHYHUUHDFKRXWIURPDODGGHUWRHLWKHUVLGHZKHUHWhe worker’s belt buckle ZRXOGEHRYHUWKHODGGHUUDLOV

 :RUNHUVKRXOGQHYHUZRUNRQDODGGHUDWDSRLQWZKHUHWKHWRSUXQJRIWKHODGGHULVEHORZ the worker’s chest level.

12. When using a ladder to access scaffolding or between levels of a structure, the ladder is to extend at least 3 feet or 1 metre above the landing or floor and be properly secured.

13. Approved electrical ladders will be used when working on energized equipment.

14. Always maintain a 3-point contact when climbing or descending. Grab onto rungs and not side rails.

15. Always ensure that areas at the base and top of ladders are clear of obstructions, slippery substances and other hazards.

16. Erect ladder so that a minimum of 3 feet extends above a landing platform. Tie top at support points.

17. Always ensure that ladders are properly inspected, cleaned and stored, as per corporate policy.

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1. Only use ladders certified by the Canadian Standards Association and that meet Algoma’s minimum requirements. 2. Make sure legs are fully open and spreaders pushed down and locked. 3. Never stand on the top step or the pail shelf. 4. Keep centre of gravity between side rails to avoid tipping. 5. Never use a stepladder in the closed position, leaning against a wall or other structure. 6. Worker should never reach out from a ladder to either side where the worker’s belt buckle would be over the ladder rails. Note: Whenever possible, use a scaffold or fixed stairway, instead of a portable ladder.

5(9,6('

81&21752//(':+(135,17(' (48,30(17 3DJH)

SCAFFOLD PLANKING POLICY FOR ISSUE AND CONTROL

 All planks will be purchased by Algoma’s Purchasing Department and will be handled as a normal Stores stock item.

2. All scaffold planks within Algoma's premises will be obtained through Algoma's Stores system and stored at Central Trades Carpenters Shop. Controlled satellite storage compounds may be maintained as required by Central Maintenance Services. Requests for the establishment of such compounds in other than Central Maintenance Services shall be directed to the Joint Health, Safety & Environment Committee of the requesting area, who will assure that the compound is properly constructed and maintained.

3. All scaffold decking will be installed, as specified in the Occupational Health and Safety Act and Regulations for Industrial Establishments and/or Construction Projects, by competent persons and shall be checked regularly for compliance with the Act.

4. On disassembly, all planks will be returned to Central Trades Carpenter’s Shop and are to be inspected by a competent person, on site, for re-use and continued compliance with the Act.

The only exceptions will be planks stored in approved satellite compounds where planks are re- inspected and stored for re-use.

Note: For appropriate procedures involving scaffold systems, refer to Procedures for Definition, Use, Erection and Disassembly of Scaffolds.

REVISED: 2018-05-30

81&21752//(':+(135,17(' (48,30(17 3DJH)

PROCEDURE FOR DEFINITION, USE, ERECTION AND DISASSEMBLY OF SCAFFOLDS

DEFINITION OF SCAFFOLDS:

A temporary elevated safe work platform.

USE OF SCAFFOLDS:

To provide access to and a safe working surface for work being performed in conjunction with the erection, dismantling or maintenance of buildings, equipment, etc. May be used for the storage of material or equipment providing it is designed, built and maintained to support all loads to which it is likely to be subjected.

ERECTION OF SCAFFOLDS:

In accordance with Algoma's Scaffold Planking Policy and Procedure for Issue and Control, the following points are highlighted:

1. Scaffold systems measuring 10 feet (3 metres) above the floor or other surface require guardrails. When guardrails are not practical, users must use proper fall protection.

2. Planking to be used is identified on both ends with fluorescent red paint.

3. Competent personnel are responsible for assembly of scaffolds of a temporary nature, i.e. when Safeway scaffolding systems or other suitable fabricated freestanding methods are used.

4. When Safeway scaffolding is to be erected in a fashion to exceed three sections, scaffolding must be erected by a carpenter.

5. When a scaffold or platform requires a fabricated wooden support structure, such a structure will be fabricated and constructed by competent trade’s persons.

6. Providing planking is not damaged, it will be examined at the job site (by the user) for continuous use. When such occasions arise, it will be the supervisor's responsibility to ensure it is stored properly after use in an approved satellite storage compound or returned to Central Trades Carpenter’s Shop, for examination and re-issue.

REVISED: 2004-01-20

81&21752//(':+(135,17(' (48,30(17 3DJH)

DISASSEMBLY OF SCAFFOLDS:

:KHUHVFDIIROGVDUHPDGHRIZRRGDOOFRPSRQHQWVZLOOEHUHWXUQHGto Central Trades Carpenter’s 6KRSDamaged components must be removed from the job site immediately.

THE SAFE UTILIZATION OF SAFEWAY SCAFFOLDING

Department’s Holding and Inspection Procedure

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 If the answer is no, send all components to Central Trades Carpenter’s Shop.

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 E  7KH 6DIHZD\ VFDIIROGLQJ LWHPV LQ WKH GHSDUWPHnt’s present possession must be inventoried and sent to Central Trades Carpenter’s Shop to be inspected. (There is a large sign at this location at Central Trades indicating that it is the drop-off point). The Co-Chairs of the Department Joint Health, Safety and Environment Committee will maintain a list of this inventory.

4. There are two reasons for this inventory list. It assures that all Safeway scaffolding in Algoma has been inspected/painted and is ready for safe use. Secondly, it gives the Joint Health and Safety System the opportunity to inspect the inventory on a monthly basis.

5. The monthly inspection will monitor the list of inventory and the frequency of inspection, along with how many items are safe for use and how many items have been returned to Central Trades for inspection, repair or replacement.

6. The inspection report will indicate that any Safeway scaffolding items requiring repair or disposal have been physically tagged and removed from inventory.

7. All new Safeway scaffolding arriving at Stores must proceed directly to Central Trades, Dr.#24, for inspection.

Note: After disassembly of Safeway scaffolding, all scaffolding should be returned to Central Trades, Dr.#25, or to a controlled satellite compound.

REVISED: 2004-01-02

81&21752//(':+(135,17(' (48,30(17 3DJH)

INVENTORY OF SAFEWAY SCAFFOLDING BEING RETURNED TO DOOR #25 CENTRAL TRADES CARPENTER’S SHOP

Dept.______Acc.No.______Contact Person______Phone______

Description Catalogue No. # to be Inspected/ # Repaired # Discarded & Repaired/Discarded to be Replaced

Frames 60” 300528291

Guard Rail Posts 017-0357 Lock Arms For Frame 300528293

Jacks 017-0382

Hooks 017-0384

Cross Braces 300528292

Pins for 60” 300603116

Base Plates 300528294

8” Casters 300448948

Decks 300528295

REVISED: 2002-01-18

81&21752//(':+(135,17(' (48,30(17 3DJH)

OCCUPATIONAL HEALTH AND SAFETY MONTHLY INSPECTION REPORT FOR SAFEWAY SCAFFOLDING

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Frame 60” 300528291

Guard Rail Post 017-0357

Lock Arms for Frame 00528293

Jacks 017-0382

Hooks 017-0384

Cross Braces 300528292

Pins for 60” 300603116

Base Plates 300528294

8” Casters 300448948

Decks 300528295

NOTICE All scaffolding requiring repair must be tagged and physically separated from the other scaffolding. All Safeway scaffolding requiring repair has been tagged and physically separated from the scaffolding: Yes ______No ______

NOTE: Monthly Inspection Sheets must be published with the Department’s Joint Health, Safety & Environment Committee Meeting Minutes.

REVISED: 2002-01-18

81&21752//(':+(135,17(' (48,30(17 3DJH)

TOOLS AND EQUIPMENT

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REVISED: 2001-01-01

81&21752//(':+(135,17(' (48,30(17 3DJH)

AIR-POWERED HAND TOOLS

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Air-powered tools include: D DEUDVLYHW\SHWRROVVXFKDVJULQGHUVVDQGHUVDQGEXIIHUV

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REVISED: 2001-01-01

81&21752//(':+(135,17(' (48,30(17 3DJH)

EXPLOSIVE ACTUATED TOOLS

1. An explosive actuated fastening tool shall: (a) have a firing mechanism that will prevent the tools from being fired, i. while being loaded, ii. during preparation for firing, or iii. if dropped;

(b) be capable of being operated only when the muzzle end is held against a working surface with a force of at least 22 Newtons greater than the weight of the tool;

(c) if required to be dismantled into separate parts for loading, be capable of being operated only when the separate parts are firmly locked together;

(d) be capable of being fired only after two separate and distinct actions have been carried out by the operator, with the firing movement separated from the operation of bringing the tool into the firing position;

(e) be used only when equipped with a protective guard or shield, i. suitable for the particular fastening operation being performed, ii. mounted at right angles to the barrel, iii. at least 75 millimetres in diameter, and iv. placed on a central position on the muzzle end of the tool except where the fastener is intended to be driven into a surface at a point within 38 millimetres of another surface that is at an angle to the surface into which the fastener is intended to be driven;

(f) be capable of being operated when the guard prescribed by clause (e) is placed in the central position only when the bearing surface of the guard is tilted not more than eight degrees from the working surface;

(g) when not in use, be stored in a locked container;

(h) not be left unattended where it may be available to a person other than a worker having the qualifications set out in sub-clause (i) of clause (k);

(i) whether loaded or unloaded, not be pointed directly at any person;

(j) not be loaded unless it is being prepared for immediate use.

81&21752//(':+(135,17(' (48,30(17 3DJH)

(k) be used only, i. by a worker who has been instructed in the proper and safe manner of its use by the manufacturer or his/her authorized and qualified agent;

ii. by a worker wearing both head protection and eye protection;

iii. after it has been inspected by the worker referred to by sub-clause (i) to ensure that, a. the tool is clean, b. all moving parts operate freely, c. the barrel is free from any obstruction, d. the tool is adequately equipped for the intended use, and e. it is not defective;

iv. in accordance with the instructions of the manufacturer;

v. with an explosive load of a strength adequate to perform the intended work without excessive force, and

vi. to drive a stud or other fastener suitable for insertion in the tool;

(l) not be used in an atmosphere containing flammable vapours, gases or dusts.

2. Clauses (e) and (f) of Subsection (1) do not apply to an explosive actuated fastening tool if the velocity of the stud or other fastener does not exceed 90 metres per second measured at a distance of 2 metres from the muzzle end of the tool when propelled by the maximum commercially available explosive load that the tool is chambered to accept.

3. A misfired cartridge, which has been removed from an explosive actuated fastening tool, shall be placed in a water-filled container until the cartridge may be properly disposed of after its safe removal from the industrial establishment.

1RWH Adherence to Canadian Standards Association Standard Z166-1975 complies with the intent of this section.

An explosive load for an explosive actuated fastening tool shall,

a. be so marked or labelled that the operator can readily identify its strength; b. not be stored in a container where an explosive load of a different strength is stored; c. not be left unattended where it may be available to a person other than the worker having the qualifications set out in sub-clause (i) of clause (k) of Section 40; and d. when not in use, be stored in a locked container. Workers must wear hearing protection when using explosive actuated tools. 5(9,6('

UNCONTROLLED WHEN PRINTED (48,30(17 3DJH)

*5,1'6721(6

Grindstones should be transported in such a manner that damage will not occur.

Refer to the Occupational Health & Safety Act - Industrial Regulations for further information.

MACHINERY AND EQUIPMENT GUARDING

We are governed by the Occupational Health & Safety Act - Industrial Regulations.

Equivalency

In applying this Regulation, the composition, design, size and arrangement of any material, object, device or thing may vary from the composition, design, size or arrangement prescribed in this Regulation where the factors of strength, health and safety are equal to or greater than the factors of strength, health and safety in the composition, design, size of arrangement prescribed.

REVISED: 2001-01-01

81&21752//(':+(135,17(' (48,30(17 3DJH)

GUIDE TO PROPER USE OF 2-WAY RADIOS Communications and Interference

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REVISED: 2001-01-01

81&21752//(':+(135,17(' (48,30(17 3DJH)

BACKUP/MOTION ALARMS

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ASI Vehicles (Leased/Owned) All mobile equipment leased or owned by Algoma will require to be equipped with a back/motion alarm, which is maintained in good operating condition. Motion alarms will apply to elevated work platforms only.

Outside Vehicles All Material Handling equipment will require backup/motion alarms to be installed and maintained in good operating condition, e.g. dump trucks, payloaders, forklifts, graders, excavators, vacuum trucks, cement trucks, mobile hoists, buses, aerial manlifts, etc.

All delivery/service vehicles routinely entering Algoma must have backup alarms.

Exemptions Transport carriers and tour buses are exempt. Outside service/delivery vehicles which infrequently enter Algoma are exempt. Personal vehicles operated by Algoma employees are exempt.

Signalman The industrial regulations developed under the Occupational Health and Safety Act require the use of a Signalman in the following circumstances:

"Where the Operator of a vehicle, mobile equipment, crane or similar Material Handling equipment does not have a full view of the intended path of travel of the vehicle, mobile equipment, crane or similar Material Handling equipment or its load, the vehicle, mobile equipment, crane or similar Material Handling equipment shall only be operated as directed by a Signaller who is a competent person and who is stationed, a. in full view of the Operator; b. with a full view of the intended path of travel of the vehicle, mobile equipment, crane or similar Material Handling equipment and its load; and c. clear of the intended path of travel of the vehicle, mobile equipment, crane or similar Material Handling equipment and its load".

1RWH A backup/motion alarm does not eliminate the need for a Signalman if the Operator does not have clear view of the intended path of travel.

REVISED: 2018-05-30

81&21752//(':+(135,17(' MEDICAL INDEX

A

APPOINTMENTS - Medical Department Appointments ...... G-14 AUDIOMETRIC EXAMINATIONS ...... G-4

B BLOOD BORNE PATHOGENS IN THE WORKPLACE ...... G-17

C CAR PASSES FOR MEDICAL REASONS ...... G-10 CERTIFICATES - Procedure & Responsibility for Obtaining Medical Certificates ...... G-6 COKE OVEN EMISSIONS - Exposure to Coke Oven Emissions ...... G-3 CONFIDENTIALITY ...... G-16 CONTRACTORS - Rules & Regulations for Patient Handling ...... G-11

E EMPLOYEE ASSISTANCE PROGRAM (EAP) ...... G-14 EMPLOYEES - ESTABLISHED & NEW See Procedure & Responsibility for Obtaining Medical Certificate ...... G-6 EXPOSURE TO EXCESSIVE NOISE ...... G-4 EPOSURE TO TOXIC OR HARMFUL ELEMENTS ...... G-4

G GENERAL MEDICAL GUIDELINES ...... G-1

H HEALTH HAZARDS ...... G-3 HEARING ...... G-5 HEARING PROTECTION ...... G-13 HYPODERMIC NEEDLES (SYRINGES) IN THE WORKPLACE ...... G-20

I ILLNESS Notification of Family ...... G-7 See Reporting of Injuries, Illness and Their Treatment ...... G-7 INJURIES Reporting of Injuries, Illness & Their Treatment ...... G-7 Work Related & Non-Work Related - Return to Work Following Injury or Illness ...... G-8

M MEDICAL Basic Purposes ...... G-1

81&21752//(':+(135,17(' MEDICAL INDEX Guidelines ...... G-1 Job-Specific Medical Guidelines ...... G-3 Pre-placement Medical Evaluation ...... G-2 MEDICAL CAR PASSES ...... G-10 MEDICAL DEPARTMENT APPOINTMENTS ...... G-15 MEDICAL SURVEILLANCE - Exposure to Coke Oven Emissions ...... G-3 MODIFIED WORK - See Return to Work Following Injuries/Illness ...... G-8

N NOISE - Exposure to Excessive Noise ...... G-4 NOTIFICATION OF FAMILY - Serious Injury or Illness ...... G-7

P PATIENT HANDLING See Ambulance - Rules & Regulations for Patient Handling ...... G-11 PREGNANCY ...... G-12 PRE-PLACEMENT MEDICAL EVALUATION ...... G-2 PROCEDURES Procedure & Responsibility for Obtaining Medical Certificates ...... G-6

R REPORTING OF INJURIES, ILLNESS & THEIR TREATMENT ...... G-7 RESPIRATORS ...... G-13 RETURN TO WORK FOLLOWING INJURY OR ILLNESS ...... G-8

S SAFETY HAZARDS ...... G-4 SURGERY - Return to Work Following Injury or Illness ...... G-8 SYMPTOMS - Toxic Gases ...... G-4

UNCONTROLLED WHEN PRINTED MEDICAL Page G-1

* MEDICAL

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GENERAL MEDICAL GUIDELINES

1. Newly hired employees normally will be examined to determine if they are physically and mentally able to perform any available job to which they might reasonably be assigned or to which they would be entitled to be assigned under the seniority provisions of the appropriate Collective Agreement.

2. Established employees will be classified as suitable for assignment as long as they are able to perform their duties in an efficient and acceptable manner and without danger to themselves or their fellow employees, either

a) on the job or in the line of sequence in which they are established, or

b) on other available work to which it is practical to assign them within the seniority provisions of the Collective Agreement.

REVISED: 2011-12-01

81&21752//(':+(135,17(' MEDICAL Page G-2

PRE-PLACEMENT MEDICAL EVALUATION

All newly hired employees will be assessed, based on medical guidelines as determined by the Medical Department, and updated periodically, based on current occupational health guidelines.

Such assessments will include:

1. Complete medical history, including past and present history.

2. Physical examination, including vision and hearing testing.

3. Diagnostic tests - blood, urine, pulmonary function testing, x-rays, etc.

4. At the discretion of the Medical Department, may include a physiotherapy assessment and/or a Functional Abilities Evaluation.

5. Respirator fit testing will be provided for those employees who will be working in areas designated as respirator use areas.

Upon completion of this evaluation, a recommendation will be made to the Employment Department, which will include only a statement of fitness to work with recommended physical restrictions when necessary. Recommendations may be made to the employee for on-going follow-up of any conditions revealed during the course of the pre-placement assessment. Continued employment in certain jobs may be contingent upon such follow-up.

REVISED: 2011-12-01

81&21752//(':+(135,17(' MEDICAL Page G-3

JOB-SPECIFIC MEDICAL GUIDELINES

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 Health Hazards D Exposure to Coke Oven EmissionsPD\RFFXUDPRQJHPSOR\HHVZKRZRUNLQ the Cokemaking Department, particularly those who work top-side and bench- level of the batteries. Existing legislation requires that a Control Program be in place. As part of such a Control Program, regular medical assessments are recommended to ensure that employees are medically fit to continue work in areas of potential exposure.

Employees who regularly work on top-side and bench-level occupations are strongly urged by the Company to undergo regular annual or semi-annual medical examinations at the Medical Department. All other employees of the Department, including Maintenance and Service employees who work in the Cokemaking Department but not top-side or bench-level, are also urged to take advantage of this regular health monitoring service.

Medical examinations will include blood tests, urinalysis, lung function tests and chest x-rays. Sputum cytology is also done on selected employees.

Upon completion of the assessment, the Medical Department will provide each employee with the results of such assessment and will advise the employee when his/her next assessment is recommended. It is the employee's and/or the employee's department's obligation to insure that the employee is scheduled for such subsequent examinations as may be recommended. The Medical Department will also provide a report to the Company indicating the employee's fitness to continue work in areas of potential coke oven emission exposure.

REVISED: 2011-12-01

81&21752//(':+(135,17(' MEDICAL Page G-4

E Exposure to Excessive Noise may occur in certain areas of the plant. Employees who work in any area where noise levels exceed 85 decibels must wear appropriate hearing protection at all times. All employees of the Company are urged to take regular hearing tests at the Medical Department. Such tests are conducted every five years, but may be required as often as annually for those exposed to excess noise or when hearing loss is noted. 1RWH Whenever possible, it is suggested that the employee be out of noise exposure for at least 16 hours at the time of the hearing test. c) Exposure to Other Toxic or Harmful Substances, such as mercury, lead, asbestos dust, etc., may occur from time to time. The Medical Department, in co- operation with the Environment, Health & Safety Department and the Department in which the exposure occurs, will conduct the necessary tests and examinations to determine the effects of such exposure on employees’ health. Together they will take whatever action is necessary to guard the health of employees. 1RWH Any evidence of active disease or abnormal degeneration in an employee's health, due to exposure to a harmful substance or environment, may result in removal of the employee from the exposure. Such removal may be temporary or permanent, depending on the individual circumstances. 2. Safety Hazards The following Medical Guidelines will be applicable to ALL "Mobile" Equipment Operators, including Railway Operations, Crane Operators, Hoistmen, Truck Drivers & Other Mobile Equipment such as Straddle Trucks, Forklifts, etc. Employees on these occupations operate heavy railroad equipment, vehicles, cranes, etc. The hazards to large numbers of employees, often working in congested areas, are quite apparent. Failure to see clearly what they are doing and failure to have their equipment under full control at all times could cause serious injury to themselves as well as to other employees. To protect these employees from possible injury, the following Medical Guidelines will apply to all employees assigned to these occupations. a) Vision - Applicants for these occupations require no less than 20/30 vision in the better eye and no less than 20/50 vision in the poorer eye, with or without corrective lenses. As well, full visual fields (120o) in each eye are required. Colour vision adequate for the specific job is required. If there is a deficiency in colour vision, the department will be consulted regarding requirements and a decision will be made following such consultation. Depth perception may be important to certain jobs and will be tested as well. If found deficient, the department will be consulted, as above, if necessary. REVISED: 2011-12-01

81&21752//(':+(135,17(' MEDICAL Page G-5

E Hearing - If hearing loss exceeds 40 dB at 500, 1000 and 2000 hertz, the employee's department will be consulted as to the necessity of adequate hearing for the particular job being performed by the individual.

In addition to the above Medical Guidelines, any medical condition which, in the opinion of the Medical Director or Medical Officer, might be expected to cause an individual to lose control of the equipment in his/her charge, may result in the removal of that individual from employment in these occupations in the interest of the safety of the employee and his/her co-workers. Employees have an obligation to report to the Medical Department any new medical conditions that might impair their ability to perform their job safely without risk to themselves or others. Conditions such as High Blood Pressure treated with medication, Diabetes Mellitus treated with medication (oral or injected), Heart Disease, Seizure Disorders, Black-outs or Fainting Spells, Recurrent Dizziness, medication that may cause drowsiness, etc., should be reported to the Medical Department immediately in order that a determination can be made as to continuing fitness to work in these occupations.

A medical assessment every two years, at the Medical Department, is a condition of continued employment in these occupations. Appropriate medical certification will be issued on completion of such assessment.

c) Operators of Moving Equipment such as Hot or Cold Jacks Roller Lines, etc., from Pulpits or Other Remote Control Locations

In cases where other employees are required by their duties to be in a position where they could be injured by failure of the operator to be aware of their location or to control the moving equipment at all times, the operator may be removed from such job if, in the opinion of the Plant Medical Officer, his/her physical condition is such that it represents a hazard to the safety of other employees.

Additional Medical Guidelines may be established and made known to the employees concerned from time to time when the safety or health of employees warrants such additions.

3. Regular Medical Assessment

Regular medical examinations and tests will normally be scheduled for employees during the month in which their birth date occurs. Every effort will be made to ensure that all tests and examinations necessary are conducted during such visit to the Medical Department.

1RWH Any employee found to be outside of the guideline parameters outlined above will be considered on an individual basis. After appropriate discussion with department supervision, relevant consultants, etc., a recommendation regarding fitness to work will be issued by the Medical Department.

REVISED: 2011-12-01

81&21752//(':+(135,17(' MEDICAL Page G-6

PROCEDURE & RESPONSIBILITY FOR OBTAINING MEDICAL CERTIFICATES

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INJURIES

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REVISED: 2011-12-01

81&21752//(':+(135,17(' MEDICAL Page G-7

REPORTING OF INJURIES, ILLNESS AND THEIR TREATMENT

All injuries and illnesses that occur at work, whether or not the illness is work-related, must be reported to supervision at the time of their happening and referred to the Medical/Emergency Services Department.

All such employees referred to the Medical Department will have their injury or illness assessed and documented by Emergency Services/Medical staff. Where treatment is necessary for work- related injuries or illness, the employee may accept treatment by Emergency Services/Medical staff or may request a doctor of his choice.

Following such initial treatment, the employee may elect to seek treatment from one other doctor. Any further change of doctors must only be by referral of the attending physician or by permission of the Workplace Safety and Insurance Board.

1RWH Notification of Family - See Emergency Services Section I - Notification of Next of Kin

Where an employee's injury or illness is life threatening, fatal or has rendered him/her emotionally unstable, it will be the responsibility of the employees’ Department Head to notify the appropriate member of the employee's family.

In all other cases, notification may be by the injured or ill employee or the attending medical personnel.

REVISED: 2014-12-20

81&21752//(':+(135,17(' MEDICAL Page G-8

RETURN TO WORK FOLLOWING INJURY OR ILLNESS

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1RWH Where the employee is returning after a 10-day or more absence, he/she must report from the Medical Department to the Employment Office prior to reporting to his/her department.

The requirements set out in (a) and (b) above are applicable even where an employee is on vacation.

The employee must submit a certificate from his/her attending doctor to the Plant Medical Department at the time of his/her return stating his/her fitness and any limitations on his/her ability to work.

2. Restricted Work

An employee who is recuperating from an injury or illness and has work restrictions, as specified by the Medical Department, must not be assigned a duty exceeding the imposed limitations earlier than specified, without the express permission of the Medical Department.

REVISED: 2011-12-01

81&21752//(':+(135,17(' MEDICAL Page G-9

GUIDELINES FOR CRUTCHES AND EYE PATCHES

Crutches, Canes, Casts, etc.

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Eye Patches

Employees required to use an eye patch on physician's advice are at increased risk of injury. Depth perception is impaired making driving, operating machinery, stepping over objects, negotiating stairs and walkways dangerous and likely to produce further injury. As well, activities such as operating control panels, etc. carry an increased risk of error due to this lack of depth perception. Also, the risk of possible injury to the unaffected eye must be considered. It is, therefore, inappropriate for employees with eye patches to work in other than easily accessible, clean office-type settings. As with crutches, individual consideration with the same precautions may be given; however, with eye patches, this should only be through clean areas with little risk of anything entering the unaffected eye.

REVISED: 2011 12 01

81&21752//(':+(135,17(' MEDICAL Page G-10

MEDICAL CAR PASSES

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Procedure

A request for a medical car pass must be initiated by the employee and be directed to the Medical Department. They, in turn may require confirmation of the employee's medical disability from his/her physician, chiropractor or physiotherapist. Upon such confirmation, where it is felt to be necessary, the Medical Department will issue a certificate recommending assistance to and from the work site for a period not to exceed 6 months without a further review by the Medical Department. Such certificate shall be delivered by the employee to Emergency Services for their consideration.

REVISED: 2011-12-01

81&21752//(':+(135,17(' MEDICAL Page G-11

EMERGENCY FIRST AID - RULES AND REGULATIONS FOR PATIENT HANDLING

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(i) minor calls should normally be handled by the contractor's own vehicle where available.

CONTRACTOR’S EMPLOYEES - MEDICAL AID

All injuries that occur to an employee of a Contractor while at work on Algoma's property and that require medical attention may be addressed by Algoma Emergency Services, if prior arrangements have been agreed to for the provision of such services.

All such employees referred to the Medical Department will have their injuries assessed and documented by Plant Medical staff. Where treatment is required, the Contractor’s employees will have the option of accepting treatment by Emergency Response Officers or a doctor of their choice.

REVISED: 2018-05-30

81&21752//(':+(135,17(' MEDICAL Page G-12

PREGNANCY This section deals with employees at work while being pregnant and the concern for their health and safety, as well as that of their unborn child. This particularly concerns those who work in production and maintenance jobs, but also certain clerical jobs, which involve exposure to hazardous conditions and heavy lifting. a) Reporting Condition

The employee, upon having her pregnancy diagnosed by her doctor, shall report her condition to the Medical Department by arranging an appointment for consultation with the Medical Officer/Director. b) Ability to Continue to Work

The Medical Officer/Director will, considering the nature of the employee's work and following consultation with her doctor, if necessary, determine:

(i) whether the employee may continue at her present work, or (ii) to what type of alternate work she may be assigned.

At the same time, if necessary, a schedule of further consultation will be established to monitor her continued ability to work as her pregnancy progresses.

REVISED 1992-06-01

81&21752//(':+(135,17(' MEDICAL Page G-13

HEARING PROTECTION

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RESPIRATORS

Any employee who is required to wear a respirator for everyday use must be certified as medically fit to do so by the Medical Department.

The Medical Department will specify the type of respirator most suited to the employee, considering his/her physical condition and the requirements of the particular occupational environment. The Medical Department also provides qualitative and quantitative fit testing and respirator use training within the department for these employees.

Such employees will be re-examined biennially to ensure their continued medical fitness to wear a respirator.

REVISED: 2004-06-08

81&21752//(':+(135,17(' MEDICAL Page G-14

EMPLOYEE ASSISTANCE PROGRAM (EAP)

Dependency on alcohol or drugs, stresses at home or at work can cause potentially serious health and social problems for the affected individual.

Treatment is most successful when initiated early. It is important, therefore, that the employee receive help as early as possible.

The Employee Assistance Program (EAP) consists of trained referral agents in every department, as well as an on-site counsellor. An employee may request counselling directly or may be referred by referral agents, the Medical Department, personal physician, etc. The EAP counsellor may be reached through the Medical Department. The EAP counsellor will offer appropriate therapy to assist the employee in his/her effort to overcome a problem or may refer to off-site agencies when deemed appropriate. EAP records are strictly confidential and are kept separate from the employee's other medical records.

1RWH Except where an employee has been discharged from employment and subsequently rehired under the terms of the Rehabilitation Programs, any treatment by the EAP is strictly voluntary on the part of the employee. Employees are urged, however, to take advantage of whatever assistance can be offered.

REVISED: 1992 06 01

81&21752//(':+(135,17(' MEDICAL Page G-15

MEDICAL DEPARTMENT APPOINTMENTS

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CONFIDENTIALITY

The Medical Records of employees of the Company are privileged (doctor-patient) information and are regarded by the Medical Department as 'strictly confidential'. To that end, the following policy on medical confidentiality is adhered to by Medical Department personnel.

In order to maintain an individual's right to privacy, all medical information related to an identifiable employee must be treated as confidential. This information may be in written, verbal or other form. Confidential material will be secured in a locked cabinet in the Medical Department.

The following personnel are authorized by the Medical Director and the Medical Officer to have access to confidential material:

Medical Records Officer Medical Secretary Receptionist Nurse-Examiner Senior Nurse Nurse Technician Casualty Care Attendant

In addition, the following, who are not regularly authorized to review confidential medical material, are bound by the confidentiality requirements in the event that through inadvertence or extenuating circumstances they may be exposed to knowledge of the contents of confidential material:

Supervisor - Employment & Medical Services Counsellor - Employee Assistance Program

While an employee does not have the property right to his/her health records, the employee must have the right to protection of all information contained therein.

REVISED: 2011-12-01

81&21752//(':+(135,17(' MEDICAL Page G-16

Aside from the sharing of essential information for the continuity of care by those people caring for the employee, there are three ways by which information can be released:

1. upon a court order; 2. upon a written authorization of the individual or his/her legally appointed representative; 3. upon the written request of a government agency authorized by legislature to receive such information (eg: Ministry of Labour, Workplace Safety & Insurance Board, etc.). Relevant legislation should be consulted in case of doubt.

Information given to the Employer or an individual's department management for any reason shall include only name, department, date of injury/illness, part of body involved (necessary for injury reporting to the Workplace Safety & Insurance Board), date of return to work, activity restrictions, if any, and status (stable/unstable) for serious injuries.

Any information that is released in accordance with the provisions set out herein will be accompanied by the request that the recipient maintains the confidentiality of the material.

Except while those authorized to have access to such records are physically present, all confidential material will be secured in locked cabinets in the Medical Department, and no document shall be taken out of the Medical area without the express authorization of the Medical Director.

All hard copies of information that is subsequently transferred to microfiche will be shredded or burned by or in the company of authorized Medical Department personnel.

Any information released to authorized third parties will be approved by the Medical Director or the Medical Officer.

Any use of employee medical information, aside from the sharing of essential information by authorized personnel caring for an employee, shall be considered a breach of confidentiality. Where appropriate, disciplinary action will be taken and may constitute grounds for dismissal.

To emphasize the serious responsibility carried by the Medical Department's personnel to safeguard employees' information, all staff members are required to sign a Pledge of Confidentiality.

REVISED: 2011-12-01

UNCONTROLLED WHEN PRINTED MEDICAL Page G-17

BLOOD BORNE PATHOGENS IN THE WORKPLACE

Blood borne diseases are of concern in various workplaces. Examples of such diseases are Hepatitis and AIDS. Research into the mode of transmission of these diseases has made it very clear that the diseases can only be transmitted when blood or other body fluids from an infected person enters into another persons bloodstream. To help prevent the unnecessary transmission of these diseases, a set of precautionary measures has been developed. The guidelines are written specific to the AIDS virus, however, can be applied to protect against the transmission of other blood borne diseases. In addition, information regarding these diseases is also available to alleviate employee concerns relative to their workplaces.

Additional Information

Further information (pamphlets) can be obtained through Algoma’s Medical Department. If you have specific questions or concerns regarding AIDS or any other blood related diseases, information can be obtained confidentially through an appointment with the physicians at Medical or through your personal physician. The Medical Department can also attend safety meetings, upon request, to address specific concerns.

REVISED: 2011-12-06

81&21752//(':+(135,17(' MEDICAL Page G-18

HYPODERMIC NEEDLES (SYRINGES) IN THE WORKPLACE

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Proper Use of Hypodermic Needles in the Workplace

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REVISED: 1998 12 10

81&21752//(':+(135,17(' ENVIRONMENT HEALTH & SAFETY INDEX

A ASBESTOS CONTROL PROGRAM ...... H-3

C COKE OVEN EMISSIONS CONTROL PROGRAM ...... H-3 COMPLAINTS - Hazardous Material ...... H-4 CONTROL PROGRAMS - Procedure for Developing a Control Program ...... H-10

D DESIGNATED SUBSTANCE REGULATIONS ...... H-3 DISPOSAL OF HAZARDOUS WASTES ...... H-11

E EDUCATION - Presentations by Environment, Health & Safety Department ...... H-6 ENVIRONMENT CONTROL...... H-12

G GAS SAFETY TESTS ...... H-1

H HAZARDOUS MATERIALS - See WHMIS ...... H-2 HEARING - Medical Surveillance ...... H-5 HEARING CONSERVATION PROGRAM ...... H-5 HEARING PROTECTION EQUIPMENT ...... H-6

I INDUSTRIAL HYGIENE - Procedure for Handling Complaints ...... H-4

M MATERIAL SAFETY DATA SHEET PROGRAM ...... H-3

MERCURY CONTROL PROGRAM - See Designated Substance Regulations ...... H-3

N NOISE MONITORING & MEASUREMENT ...... H-5

R RESPIRATOR PROGRAM ...... H-5

S SPILL REPORTING PROCEDURE ...... H-12 UNCONTROLLED WHEN PRINTED ENVIRONMENT HEALTH & SAFETY INDEX : WHMIS (Workplace Hazardous Materials Information System) ...... H-2 WHMIS LABELLING - Supplier Labels,Workplace Labels,Workplace Identifiers ...... H-3

UNCONTROLLED WHEN PRINTED ENVIRONMENT, HEALTH & SAFETY Page H-1

+ ENVIRONMENT, HEALTH & SAFETY

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RESPONSIBILITY

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REQUESTS FOR ASSISTANCE

Requests for long term working environment emission surveys are channelled through the Joint Industrial Hygiene/Environment Committee for assignment of priority. Any questions regarding the working environment can be presented to the Environment, Health & Safety Department directly.

GAS SAFETY TESTS

Gas tests required before entry into a known gaseous location or a confined space are conducted by the area Electrical Maintenance Technician on days only, as listed below: Primary Rolling Mills Maintenance & Services

On shift, contact Power & Services at 945-3294. All personnel conducting gas tests must have a valid Gas Tester's Certificate.

REVISED: 2011-06-06

81&21752//(':+(135,17(' ENVIRONMENT, HEALTH & SAFETY Page H-2

WORKPLACE HAZARDOUS MATERIALS INFORMATION SYSTEM (WHMIS) The WHMIS Regulation became law on October 31, 1988. WHMIS gives everyone in the workplace the right to know about the hazards of materials used in the workplace. It does this by means of: i) warning labels on containers of hazardous materials; ii) separate Material Safety Data Sheets providing further detailed information; iii) worker training on how to use this information; iv) specific training on the 6 Classes of Hazards, as required. Any product coming into Algoma must have a Supplier Label and a Material Safety Data Sheet if the product is classified as "Controlled" under WHMIS. If there is no Supplier Label on a "Controlled" product, an Algoma workplace label must be used. Labelling of WHMIS Controlled Products There are two types of labels that are available for WHMIS Controlled Products in the workplace. 1. Supplier Labels Any container of hazardous material that falls within the criteria of WHMIS brought into Essar Steel must carry a supplier label and must include the following contents: Product Identifier Risk Supplier Identifier Precautionary Measures MSDS Statement First Aid Measures Hazard Symbol The label must be surrounded by the distinctive WHMIS border. 2. Workplace Labels Workplace labels are used on hazardous materials or their containers instead of supplier labels in the following circumstances: - the original supplier label is missing or becomes unreadable - the material is decanted from a supplier's labelled container into another container after its arrival in the workplace - the material is produced in the workplace for use in the workplace Three pieces of information are required on all workplace labels: - product identifier - precautionary measures - MSDS statement Generic workplace labels can be ordered through the Stores Department. 3. Workplace Identifiers Tags, colour coding and placarding can be used to identify pipelines, bulk containers and stockpiles.

81&21752//(':+(135,17(' ENVIRONMENT, HEALTH & SAFETY Page H-3

 :RUNHU7UDLQLQJ All employees must receive WHMIS training. The generic and specific training programs must be delivered by qualified instructors and reviewed yearly with all employees.

All products added to the control program must also be properly identified as hazardous. A label containing the words, "Hazardous Material - Contact Supervisor for Handling Instructions" will be attached to all evaluated hazardous materials.

The labelling procedure will depend on the physical characteristics of the product and the method of shipment. In some cases a storage tank or area may be labelled.

This labelling will be done by: 1. Stores personnel; 2. the receiver at a major off-loading point; or 3. the using department upon receipt of a hazardous product.

MATERIAL SAFETY DATA SHEET PROGRAM

The Health & Safety Department is responsible for maintaining the Material Safety Data Sheet Program. Each department must have copies of the Material Safety Data Sheets for the products used or stored in the area. Master files for all Material Safety Data Sheets are stored on the intranet

Material Safety Evaluation catalogues must be kept in an area easily accessible to those handling the products. Any questions concerning the evaluations should be directed to the Health & Safety Department on Monday to Friday (days only) or Emergency Services on an emergency basis.

DESIGNATED SUBSTANCE REGULATIONS

The Ministry of Labour has developed specific regulations for the control of worker exposure to designated substances. The Environment, Health and Safety Department have conducted assessments for all designated substance regulations and have also developed the following Control Programs: 1. Asbestos 2. Coke Oven Emissions 3. Mercury 4. Benzene For copies of the Control Programs or more information, contact the Environment, Health & Safety Department.

REVISED: 2011-06-06

81&21752//(':+(135,17(' ENVIRONMENT, HEALTH & SAFETY Page H-4

PROCEDURE FOR HANDLING COMPLAINTS AND REQUESTS FOR ENVIRONMENT, HEALTH & SAFETY STUDIES THROUGH THE JOINT HEALTH, SAFETY & ENVIRONMENT COMMITTEE STRUCTURE

1. All requests and complaints originating from within a department, which are not satisfactorily resolved by supervision, are presented to the Department Joint Health, Safety & Environment Group.

2. Items for which agreement cannot be reached at the Department Joint Health, Safety & Environment Committee level are presented by the Group to the Division Joint Health, Safety & Environment Committee for resolution.

3. Items for which agreement cannot be reached at the Divisional Joint Health, Safety & Environment Committee will be moved up to the Steelworks Co-Chairs for resolve.

4. Items that require assistance are forwarded to the Environment, Health & Safety Department.

5. Items requiring long term working environment emission surveys are channelled through the Joint Industrial Hygiene/Environment Committee for assignment of priority.

6. The Joint Industrial Hygiene/Environment Committee will prepare a draft list of request priorities.

7. This draft priority list will be presented to the Steelworks Joint Health, Safety & Environment Committee for comment and approval.

8. Any requests for changes in the established priority list must be presented to the Joint Industrial Hygiene/Environment Committee and be approved by the Steelworks Joint Health, Safety & Environment Committee.

REVISED: 2011-12-06

81&21752//(':+(135,17(' ENVIRONMENT, HEALTH & SAFETY Page H-5

RESPIRATOR PROGRAM

Areas found to be in excess of the Time Weighted Average Exposure Value (TWAEV) for dust, gases, vapours, or fumes will become mandatory respiratory protection areas until adequate controls can be implemented. Workers assigned to these areas must wear respirators.

Individuals required to wear respiratory protective equipment in an area covered by a Designated Substance Control Program are given a Pulmonary Function Test at the Medical Department to ensure that they are medically fit to wear a respirator.

A respirator fit test is then conducted by the Medical Department on each individual found medically fit. Respirator fit testing must be done every 2 years. A card is issued indicating the type and model number of respirator best suited to the individual.

The Environment, Health & Safety Department should be contacted on any questions regarding respiratory protection.

HEARING CONSERVATION PROGRAM

Noise Monitoring

The Environment, Health & Safety Department conducts detailed noise studies of all operating departments on a priority established by the Joint Industrial Hygiene/Environment Committee. Studies include noise exposure for each occupation.

Enquiries or requests for specific noise information may be made directly to the Environment, Health & Safety Department.

Permissible Exposure Limits

The Occupational Health & Safety Act presently allows 8 hours continuous exposure to 85 decibels on the "A" weighting scale (dBA) without requiring engineering controls or hearing protection. Essar Steel has adopted a policy to engineer out noise wherever possible to a level of 85 dBA and to provide personal hearing protection for noise levels in excess of 85 dBA. All areas found to exceed 85 dBA through the noise monitoring program must be posted as hearing protection areas. Personal hearing protection is mandatory in these areas.

REVISED: 2011-06-09

81&21752//(':+(135,17(' ENVIRONMENT, HEALTH & SAFETY Page H-6

Personal Hearing Protection Equipment

Two types of hearing protection are provided by Algoma. These are the disposable foam ear plugs and the ear muffs. Both provide good protection. The muffs are available in the strip mounted or hat mounted type. All hearing protection equipment is available through Safety Stores.

Essar will provide hearing protection equipment to any employee on request.

Medical Surveillance

Every employee is given a complete pre-employment and post-employment (i.e., retirement) audiometric examination.

All employees in double hearing protection areas will be given audiometric examinations every 2 years. All other Essar employees will have audiometric examinations every 5 years. All audiometric examinations will be scheduled by the medical department.

EDUCATION PROGRAM

The Environment, Health & Safety Department staff is available to make presentations on health protection in the working environment at safety meetings, training seminars, department meetings, etc.

Topics covered are WHMIS, Respiratory Protection Program, Hearing Conservation Program, Radiation Protection Program, Asbestos Control Program or any subject relating to the working environment. One week notice is appreciated.

DEPARTMENT ASSISTANCE

The primary function of the Environment, Health & Safety Department is to assist supervision in providing a healthy working environment. Any question regarding health protection in the workplace should be directed to the Environment, Health & Safety Department for clarification.

REVISED: 2011-06-09

81&21752//(':+(135,17(' ENVIRONMENT, HEALTH & SAFETY Page H-7

ENVIRONMENT, HEALTH & SAFETY (EHS) PROCEDURES FOR CONDUCTING AN ASSESSMENT OF OCCUPATIONAL EXPOSURE TO HEALTH HAZARDS

The following is the procedure for conducting an assessment of occupational exposure to health hazards: 1. A concern is raised by a worker regarding a health hazard.

2. Concern goes to management for immediate corrective action.

3. If management requires technical assistance, the Department Manager forwards the concern to the Environment, Health & Safety Department who initiates an assessment, if appropriate. The Environment, Health & Safety Department will consult with the Department Head and an appropriate Union Health, Safety & Environment Committee Representative when determining if an assessment is appropriate.

4. An assessment of occupational exposure may also be initiated by the Environment, Health & Safety Department in compliance with regulations made under the Occupational Health & Safety Act.

5. An assessment plan is forwarded by the Environment, Health & Safety Department to the Department Co-Chairs for review and comment.

6. The assessment plan is forwarded by the Environment, Health & Safety Department to the Joint Industrial Hygiene/Environment Committee for comments on methods and priority.

7. The Joint Industrial Hygiene/Environment Committee recommendations are forwarded to the Steelworks Joint Health, Safety & Environment Committee for verification.

8. A copy of the final assessment plan and priority is forwarded by the Environment, Health & Safety Department to the Department Co-Chairs, who table the plan with the Department Joint Health, Safety & Environment Committee for information.

9. The assessment of occupational exposure, including Joint Walkthrough Survey, is implemented and completed by the Environment, Health & Safety Department.

REVISED: 2011-06-09

81&21752//(':+(135,17(' ENVIRONMENT, HEALTH & SAFETY Page H-8

10. The assessment report, prepared by the Environment, Health & Safety Department, is forwarded to the Department Co-Chairs to alert them of their responsibility for any necessary corrective action.

11. The assessment report is tabled at a meeting of the Joint Industrial Hygiene/Environment Committee for review and comment.

12. Comments from the Joint Industrial Hygiene/Environment Committee are tabled at the Steelworks Joint Health, Safety & Environment Committee Meeting for review and ratification.

13. Comments of the Joint Health & Safety System and a copy of the assessment report are tabled by the Department Co-Chairs with the Department Joint Health, Safety & Environment Committee for information.

14. A copy of the assessment report is forwarded to the Ministry of Labour by the Environment, Health & Safety Department, if the assessment was initiated by regulation.

15. The Joint Industrial Hygiene/Environment Committee advises, by letter, each worker who took part in a departmental general assessment of the results of the assessment.

16. The Steelworks Joint Health, Safety & Environment Committee releases the results of a designated substance assessment through a Joint Health, Safety & Environment Bulletin posted on Health and Safety bulletin boards.

REVISED: 2011-06-09

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81&21752//(':+(135,17(' ENVIRONMENT, HEALTH & SAFETY Page H-10

PROCEDURES FOR DEVELOPING A CONTROL PROGRAM UNDER OCCUPATIONAL HEALTH & SAFETY ACT REGULATIONS

Where an assessment conducted pursuant to the Occupational Health & Safety Act Regulations has identified the need for a control program, the following shall be the procedure for developing that control program. 1. The management of the department concerned will develop a control program and implementation schedule together with Environment, Health & Safety, Medical and Engineering personnel. 2. The control program and implementation schedule will be presented by the department management to the Department Joint Health, Safety & Environment Committee for review and comment. 3. The control program and implementation schedule, with any necessary revisions, will be forwarded by the Division Manager to the Joint Co-Chairs for tabling with the Division Joint Health, Safety & Environment Committee. 4. The control program and implementation schedule, with any necessary revisions, will be forwarded by the Divisional Manager to the Joint Co-Chairs of the Steelworks Joint Health, Safety & Environment Committee. 5. The Management Co-Chair of the Steelworks Joint Health, Safety & Environment Committee will submit the control program and implementation schedule to the Joint Industrial Hygiene/Environment Committee for review and comment. 6. The control program and implementation schedule, with comments, will be returned by the Joint Industrial Hygiene/Environment Committee to the Management Co-Chair of the Steelworks Joint Health, Safety & Environment Committee.

7. The Management Co-Chair of the Steelworks Joint Health, Safety & Environment Committee will table the control program and implementation schedule, with any necessary revisions, at the Steelworks Joint Health, Safety & Environment Committee for final review and comment. 8. The Management Co-Chair of the Steelworks Joint Health, Safety & Environment Committee will forward the ratified control program in its final form, along with the implementation schedule, to the department management and Environment, Health & Safety management. 9. Environment, Health & Safety management will forward the control program and implementation schedule to the Ministry of Labour. 10. The department management will implement the control program in accordance with the implementation schedule.

REVISED: 2011-06-09

81&21752//(':+(135,17(' ENVIRONMENT, HEALTH & SAFETY Page H-11

DISPOSAL OF WASTES SUSPECTED OF BEING HAZARDOUS

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REVISED: 2001-12-01

81&21752//(':+(135,17(' ENVIRONMENT, HEALTH & SAFETY Page H-12

ENVIRONMENT CONTROL The Ontario Water Resources Act and the Environment Protection Act establish fines for any industry convicted of failing to notify the Ministry of the Environment (MOE) of any unusual discharge to the air or to a water course through accident or failure of a pollution control device. TO ALL OPERATING & MAINTENANCE & SERVICE DEPARTMENTS

SPILL REPORTING PROCEDURE 1. Introduction

A spill is an abnormal discharge of a pollutant to the air (including an odour or a loud, unusual noise), to the water (including a sewer, or directly to the St. Mary's River) or to the ground. The information below provides some background into how to report, when to report and what constitutes a "spill". Any off-site release of a pollutant is considered a spill. If you are not certain on what action to take - "report it to Emergency Services".

2. Notification of Spills

In the case of a spill or a breakdown of a pollution control device please notify Emergency Services immediately at 2271 or 2275. Environment Control personnel can also be reached at 705-206-0966, 705-206-0466 during business hours (7am- 5pm).

The following information must be provided: x Date, time and location of the discharge x Spill duration and whether it is ongoing x Identity and quantity of pollutant and any known hazards x Source of pollutant and any known cause of its release x Actions taken to prevent its discharge and any adverse effects that may result

Supervisor/Leader must also report this information in ROS as an Environmental Incident Report. Clean up, containment and stopping the source of the spill should be the Supervisor's/Leader's priority. Emergency Services and Environment Control will ensure appropriate actions are taken to contain or clean up a spill, to obtain additional assistance if required and to notify the Ministry of Environment. The prime responsibility to ensure that spills are reported to the MOE rests with the Environmental Control Department. Reporting spills to the MOE are only permitted if no Environment Control personnel can be reached.

It is important to inform the Utilities Shift Coordinator at 705-206-1173 of any potential problems, which may arise if the spill is to a plant sewer.

81&21752//(':+(135,17(' ENVIRONMENT, HEALTH & SAFETY Page H-13

 Determination of Seriousness of Spill

All spills must be reported. The Supervisor/Leader (or person making the call) can use the following questions as guidelines to help in determining the seriousness of the spill.

(1) Did it reach the natural environment? Where did it go? (2) Is it a toxic or hazardous substance? (3) Was it contained? Does it have the potential to reach the natural environment? (4) How much was lost by the spill?

4. Prosecution

The MOE has prosecuted the Company on occasions in the past. The following are examples of situations that might cause investigations and prosecution at Essar:

(1) The failure to report a spill.

(2) Failure to implement immediate clean-up procedures of a spill, i.e. oil, hydrochloric acid, transformer oil, ammonia liquor, etc.

(3) The failure to report that a pollution control device is not functioning or failure to properly operate and maintain pollution control devices, i.e. phosam plant, baghouses, scrubbers. The MOE expects the operation and maintenance of pollution control devices to receive the same priority given to production equipment.

(4) The failure to dispose of solid or liquid waste in an approved manner. Please refer to the internal Environment Control website for procedures. Any questions regarding disposal of material should be directed to the Environment, Control Department at 705-206-0466.

81&21752//(':+(135,17(' ENVIRONMENT, HEALTH & SAFETY Page H-14

ADDENDUM TO SPILL REPORTING PROCEDURE

The Spill Reporting Procedure has been in place for some time and describes the procedure to be used when a spill occurs within the Steelworks. This is available on the Environment Control Website. Any off-site release of a pollutant is considered a spill and must be reported. The following are some guidelines for spill reporting:

1. :KHUHGLGLWJR"

In most cases, if the spilled material left the plant, then it must be reported. This is particularly the case for spills to a watercourse. A spill to a sewer will probably reach the main water filter plant or the St. Mary’s River.

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This can be judged by the nature and the volume of material lost. Generally speaking as the volume increases the seriousness and the potential impact increases.

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Generally, this is the off-site environment (air, water or land). In most cases, something that leaves the confines of Essar will impact the environment (dust, smoke, acid, loud and unusual noises, odours etc.), and therefore must be reported.

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Discharges that occur on a regular basis (i.e. daily) do not have to be reported. However, even in these situations, if the duration or the intensity or the emission increases, they must be reported.

Water Cross Ties

Where mill water or other types of water are cross tied into potable water lines, whether intentional or unintentional, the Company will engage in a flushing process to ensure that the water quality is ensured. The Company will consult with the Union Health & Safety Committee Co-Chair on the standards to be used. Water testing will be conducted during water flow, over a 12 hour period for standing water and a 24 hour period for flowing water. The water will be tested for all heavy metals and chemicals that may be present. The presence of heavy metals and chemicals will be determined by testing the mill water for all contaminants which may be present. This includes water used in welfare rooms for showers etc. The water shall be tested at all access points.

REVISED: 2014-08-27

81&21752//(':+(135,17(' ENVIRONMENT, HEALTH & SAFETY Page H-15

81&21752//(':+(135,17(' (0(5*(1&<6(59,&(6 ,1'(;

A ACCIDENTAL DAMAGE REPORTS - REPORTING OF ...... I-2

C CONFINED SPACES ENTRY ...... I-2

F FAMILY - NOTIFICATION TO FAMILY ...... I-3 FIRE EXTINGUISHERS ...... I-1

H HAZARDS ...... I-5 HOT WORKS ...... I-4

L LOCKS - REMOVAL OF SAFETY LOCKS ...... I-5

P POLLUTION - EMERGENCY SERVICES RESPONSE ...... I-4

R REMOVAL OF SAFETY LOCKS ...... I-5 RESCUE ...... I-5

S SECURITY OF PERSONNEL ...... I-5 SELF-CONTAINED BREATHING APPARATUS ...... I-6

T TRAFFIC -VEHICULAR AND PEDESTRIAN ...... I-6

U UNDERGROUND SERVICES PROTECTION PERMIT (DIGGING PERMIT) ...... I-8

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The Emergency Services Department provides fire, rescue, medical, security and maintains all fire protection for Algoma.

This section describes many of the activities of Emergency Services related wholly or largely to safety of the individual, in trying to prevent injury as well as minimizing damage resulting from accidents, etc. Many duties performed by Emergency Services personnel are not directly related to the safety of individual and, therefore, will not be discussed in this Manual.

1RWH When those areas directly responsible for matters of health, safety and the environment, i.e., Environment, Health & Safety, are not available, the Emergency Services Department is the Contact Point.

ACCIDENTAL DAMAGE REPORTS

Accidental Damage Reports are to be completed when accidental damage to equipment and property occurs. Accidental damage means damage not due to wear and tear under normal operating conditions.

Procedure for Accidental Damage Reports (A.D.R.) a) Call Emergency Services and report the damage. b) Emergency Services will investigate the damage and file the report. c) Emergency Services will distribute per instructions on form.

ENTRY INTO CONFINED SPACES

A Permit is required for entry into a confined space. To initiate this procedure, a) obtain a permit number from Emergency Services b) complete the permit requirements (as listed on the permit) c) post at job site, attendant will care for the permit d) upon completion of the job, send the permit to Emergency Services, along with attachments, such as purge procedures, gas tests, hot works permits etc.

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Emergency Services personnel respond to all injury calls. Emergency Services personnel are trained to First Response level and respond to all injury calls within ESAI. Emergency Services will take charge of the situation and care for the patient. If the emergency requires a higher level of medical care Emergency Services will arrange to have the City Ambulance attend. Once the City Ambulance arrives on scene they will assume the care of the patient and direct the immediate activities for the welfare of the injured employee.

5HVFXH Emergency Services personnel are to be contacted for rescue/search operations. Emergency Services will co-ordinate the activities, as necessary.

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,QLWLDO,QYHVWLJDWLRQ :KHUH VHULRXV LQMXULHV DUH LQYROYHG D PHPEHU RI (PHUJHQF\ 6HUYLFHV ZLOO PDNH LQLWLDO HQTXLULHV VHFXUH WKH DUHD QRWLI\ DSSURSULDWH SHUVRQQHO UHFRUG LQFLGHQW GHWDLOV DQG REWDLQ SKRWRJUDSKVDVUHTXLUHG )DWDOLWLHVDQG&ULWLFDO,QMXULHV In cases of critical injuries and/or fatalities, departments are responsible for notifying their own Supervision up to and including Division Heads, as well as notifying next-of-kin. All other notification including government departments, executive officers, company public relations personnel, appropriate union personnel, etc., will be handled by Emergency Services. 1H[WRI.LQ It is the responsibility of departments to notify next-of-kin in the case of fatalities, critical injuries or serious illness. It is preferred that this be done by the Department Head, but little time should be allowed to elapse before this is done, therefore, a member of supervision, regardless of rank, should take care of this matter expeditiously. A telephone call should be made to the employee's home to notify the next-of-kin and assist them in getting to the hospital. This telephone call should be made as soon as possible in the circumstance. ,Q HYHU\ FDVH ZKHUHWKHUHLVDNQRZQIDWDOLW\DWWKHVLWHFRQWDFWLVWREHSHUVRQDODQGQRWE\WHOHSKRQH Critical injury or serious illness means that there is some degree of concern for the survival of the injured or ill employee. Emergency Services should be advised immediately that the next-of-kin has been notified and what has been done in that regard in order that the Emergency Services Co-ordinator will be able to answer any query from Senior Management or others. Should those who must notify next-of-kin be unsure what they should do, a call to Emergency Services for advice could be quite useful. Hospitals have agreed not to call next-of-kin in injury cases involving Essar employees to overcome the impersonal, insensitive and dangerous telephone route of advice to next-of-kin. Emergency Services will advise the hospitals when the next-of-kin has been notified on receipt of such advice from departments.

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The Emergency Services Department has a limited number of instructors available for various types of training, i.e., Fire Training, Scott Air Pak.

PERMIT - BURNING, WELDING, BLASTING The Permit to Cut and Weld or to use Explosives or Explosive Cartridge Equipment is commonly referred to as a Hot Works Permit and is initiated by the requesting department. When performing any work / activity which will produce heat / spark capable of igniting any flammable or combustible material, a hot works permit is required.

Permits are filled out and sent to Emergency Services at [email protected] before the job is started. Once the job has been completed send a copy of the completed hot works permit to Emergency Services for retention. The hot works permit and hot works program direction is found on the Emergency Services Web site in the Hot Works folder.

ENVIRONMENTAL EMERGENCY Emergency Services personnel will investigate and initiate action in any situation where health and/or safety or the protection of the environment appears to be a factor. This action could range from simply contacting the Environment, Health & Safety Department, to taking direct and immediate action to overcome danger, to alerting others, etc.

Noise Emergency Services is the contact point for noise pollution complaints from outside the plant when Environment, Health and Safety personnel are not available. The source is determined, if possible, with the department concerned being advised for correction and the Environment, Health and Safety Department also being advised. Complaints from inside the plant are referred to Environment, Health & Safety with whatever reasonable action that may be possible being instituted as soon as possible. Gases ƒ File or receive report ƒ Immediate action to protect personnel in area ƒ Arrange indicated action ƒ Rescue, if necessary ƒ Liaison with city, etc., in case of involvement other than plant area.

Spills to Water/Air Note and receive information and arrange for correction. Notify Environment, Health & Safety personnel and contact the Ministry of Environment Spills Action Centre, as required.

REVISED: 2011-12-24

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REMOVAL OF SAFETY LOCKS

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SECURITY (OF PERSONNEL)

Employees have a right to be protected from the various dangers that can arise in this category.

In the event of: a) Assault b) Vandalism c) Threats d) Harassment e) Drug/Alcohol - Impairment or use of f) Bombs or Bomb Threats g) Theft

Call Emergency Services at extension 945-2275.

REVISED: 2014-12-24

81&21752//(':+(135,17(' (0(5*(1&<6(59,&(6 3DJH,

SELF-CONTAINED BREATHING APPARATUS (S.C.B.A.)

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Ordering Self-Contained Breathing Apparatus is done through Emergency Services in order to keep track of it, to ensure standardization and that proper equipment for the location concerned is ordered. Training in the use of Self-Contained Breathing Apparatus is provided by qualified instructors, with records of same being kept. Training or any other assistance can be obtained by contacting Emergency Services. Inspection of every S.C.B.A. unit in the plant is carried out monthly. This cannot be a substitute for regular checking by departments. Records It will be noted that every S.C.B.A. unit in the plant is identified by a series of numbers and letters which designate department, type and system serial number. Records are kept of all S.C.B.A. training, formal inspections, repairs made and air bottles filled.

TRAFFIC

The Emergency Services Department controls vehicular traffic within the Steelworks and its parking lots and the manner in which that traffic flows or parks. The Emergency Services Department also monitors the flow of pedestrian traffic.

Road Signs The decisions relative to road signs lie with the Emergency Services Department

Offenses The many offenses that can arise relative to traffic are dealt with largely on a warning basis, but can result in more severe action taken, such as banning vehicles from the plant, tow-away under by-law, department discipline, etc.

Surveys Surveys are routinely carried out relative to traffic movement, danger areas, etc.

Vehicle Inspection (includes Plant Vehicles & Contractors’ Vehicles) This refers to safety inspections, the results of which are sent to the departments concerned for the indicated attention. Should serious deficiencies be uncovered, which could be immediately dangerous, no hesitation is involved in taking such vehicles off the road until they are repaired.

REVISED: 2014-12-06

81&21752//(':+(135,17(' (0(5*(1&<6(59,&(6 3DJH,

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REVISED: 2011-12-06

81&21752//(':+(135,17(' PLANNING SAFETY MEETINGS INDEX

A ACCIDENT PREVENTION - SAFETY MEETING SCHEDULE ...... J-1

D DEFINITIONS - Accident Prevention Glossary ...... J-3

P

PREPARING YOUR SAFETY TALK WITH CARE ...... J-2

UNCONTROLLED WHEN PRINTED PLANNING SAFETY MEETINGS Page J-1

- ACCIDENT PREVENTION - SAFETY MEETING SCHEDULE

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REVISED: 2008-07-25

81&21752//(':+(135,17(' PLANNING SAFETY MEETINGS Page J-2 PREPARE YOUR SAFETY TALK WITH CARE

SAFETY MEETING VIDEOS AND MATERIAL

Safety videos are available on the Health and safety web site in the video library. The Joint Education and Training Committee will continue to expand the number of safety videos for use at safety meetings. Other safety related material is also available through the Health and Safety Department.

REVISED: 2014-12-29

81&21752//(':+(135,17(' PLANNING SAFETY MEETINGS Page J-3

GLOSSARY OF SOME TERMS USED IN ACCIDENT PREVENTION Accident An undesired event that results in physical harm to a person or damage to property. It is usually the result of a contact with a source of energy (i.e., kinetic, electrical, chemical, thermal, etc.), above the threshold limit of the body structure. Basic Causes Personal factors - lack of knowledge or skill - improper motivation - physical or mental problems Job factors - inadequate work standards - inadequate design or maintenance - inadequate purchasing standards - normal wear and tear - abnormal usage Compensable Injury Any injury or illness arising out of and in the course of employment, which disables the workman beyond the day of the occurrence and thereby entitles him to Workplace Safety & Insurance Board compensation benefits. Defensive Driving The operation of a vehicle in a way to prevent accidents by anticipating poor driving conditions and unsafe actions of others. Errors A mistake caused by inappropriate attitude, faulty judgement, lack of knowledge or inadequate skills. Environment The surrounding conditions, influences or forces to which people are exposed. Often referred to as the industrial climate. First-Aid Emergency care or treatment given an ill or injured person. Hazard That dangerous condition, potential or inherent, which can bring about an interruption or interference with the expected orderly progress of an activity. Incident An undesired event that could (or does) downgrade the efficiency of the business operation. Incident Frequency The number of downgrading incidents related to time, cost, etc. Incident Recall The recalling and reporting of near-miss situations which had the capability of producing injury or damage, the identification of which permits elimination of causes. Injury Severity The number of days lost due to injury per 200,000 employee hours worked. Injury Frequency The number of compensable injuries per 200,000 employee hours of exposure.

Job Safety Analysis A set-by-step examination of a job procedure to discover present

81&21752//(':+(135,17(' PLANNING SAFETY MEETINGS Page J-4 DQGSRWHQWLDOKD]DUGVZKLFKFDQEHHOLPLQDWHGRUPLQLPL]HG Loss-Producing Any downgrading incident which results in a measurable Incident financial loss to the company. Proper Procedures A series of logical steps by which action is initiated, performed, controlled and finalized. This then establishes what action is required, who is required to act and when the action is to take place. Protective Equipment Equipment that is designed to protect a person from the environment. Quality That extra personal ingredient which assures superior products, service and job satisfaction. Standards Guidelines set down by government and by management to control quality, quantity and safety of production. Tolerance The allowable deviation from a standard. Toxic Substance A substance that may induce disease, cause bodily injury or affect health adversely.

Unsafe Act A departure from an accepted, normal or correct procedure or practice, which has in the past actually produced injury or property damage or has the potential for producing such loss in the future; an unnecessary exposure to a hazard; or, conduct reducing the degree of safety normally present. Not every unsafe act produces an injury or loss, but, by definition, all unsafe acts have the potential for producing future accident injuries or losses. An unsafe act may be an act of commission (doing something that is unsafe) or an act of omission (failing to do something that should have been done).

Unsafe Condition Any physical state which deviates from that which is acceptable, normal or correct in terms of its past production or potential future production of personal injury and/or damage to property or things; any physical state which results in a reduction in the degree of safety normally present. It should be noted that unsafe acts and/or unsafe conditions invariably precede accidents. Thus, unsafe acts and/or unsafe conditions are essential to the existence or occurrence of an accident.

REVISED: 2001-12-01

81&21752//(':+(135,17(' 6,*16 ,1'(;

' DANGER SIGNS ...... K-2

( EMERGENCY SINGS ...... K-3

1 NOTICE SIGNS ...... K-5

3 PIPELINE COLOUR CODES ...... K-9

5 RADIATION SIGNS ...... K-6

6 SIGNS ...... K-1

7 TRAFFIC SIGNS...... K-7

: WALKWAY IDENTIFICATION ...... K-8 WARNING SIGNS ...... K-4 WHMIS PIPELINE IDENTIFICATION MARKERS ...... K-9 WHMIS SIGNS ...... K-10

81&21752//(':+(135,17(' 6,*16 3DJH.  ALGOMA INC.

81&21752//(':+(135,17(' 6,*16 3DJH. CATEGORY “A” DANGER SIGNS

81&21752//(':+(135,17(' 6,*16 3DJH.

CATEGORY “B” EMERGENCY SIGNS

81&21752//(':+(135,17(' 6,*16 3DJH.

CATEGORY “C” CAUTION / WARNING SIGNS

81&21752//(':+(135,17(' 6,*16 3DJH. CATEGORY “D” NOTICE SIGNS

81&21752//(':+(135,17(' 6,*16 3DJH.

81&21752//(':+(135,17(' 6,*16 3DJH.

81&21752//(':+(135,17(' 6,*16 3DJH.

81&21752//(':+(135,17(' 6,*16 3DJH.

81&21752//(':+(135,17(' 6,*16 3DJH. WHMIS PIPELINE IDENTIFICATION MARKERS

STORES CODES

1-3/4” x 7” Markers 4” x 12” Markers Tags Designation and Colour Codes    %ODVW)XUQDFH*DV %ODFNRQ/LJKW*UD\    &RNH3ODQW*DV :KLWHRQ'DUN*UD\    2[\JHQ :KLWHRQ'DUN*UHHQ   1LWURJHQ :KLWHRQ%ODFN   Compressed Air (White on Dark Brown)   Argon (Black on White)    Natural Gas (White on Orange)  Natural Gas DX (White on Orange)   Low Pressure Steam (White on Red)    600 Pound Steam (White on Red)    400 Pound Steam (White on Red )    250 Pound Steam (White on Red)    150 Pound Steam (White on Red)  Mill Water (White on Light Blue)  Potable Water (White on Light Blue) High Pressure Water (White on Red) Acids (Black on Light Green) Chlorine Gas and Ferameen (Black on Light Gray)

Caustic Soda and Borax (Black on Ivory) Graphite (White on Purple)  Asbestos (Black on Yellow) Vents (Black on Silver)

REVISED: 2014-12-29

81&21752//(':+(135,17(' 6281'6 3DJH/ / 6281'6

The purpose of this section is to standardize warning sounds at Algoma that was proposed in the Industrial Engineering report dated June 1981. This study was requested by Mr. F. Foster, Manager, Safety and Compensation, and is one of the goals of the Relationship by Objectives (R.B.O.) Committee.

1. A mill by mill survey indicates that the following sound equipment is required for plant wide standardization:

Federal sound units less modules 135 (99 D.C. powered) (36 A.C. powered)

Federal sound modules 202

Other sound equipment 24

2. Standardization can be best carried out by mill electrical maintenance personnel.

3. Several recommended warning sounds from the Industrial Engineering study on Warning Sounds (June 1981) have been changed to:

Fire Alarm - ringing bell Gas Alarm - slow whoop Pendant Crane - intermittent bell General Purpose Alarm - yeow

Revised 2014-12-29

81&21752//(':+(135,17(' 6281'6 3DJH/

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A mill by mill survey of existing warning sounds (see attached sheets) was conducted to determine the changes associated with implementing the recommendations made in the Industrial Engineering study on warning sounds, dated June 1981. A recap of the survey results indicates that the following equipment would be required for standardization.

1. Federal sound units less modules 135 (99 D.C. powered) (36 A.C. powered)

2. Federal Sound Modules TM1 wail (E.O.T. cranes) 124 * TM4 bell (mill train doors) 38 TM8 stutter (equipment that runs on its own tracks) 35 TM5 yeow (general purpose) 2 TM2 Yelp (breakout) 3 ___ 202

* Note: Suitability of this module is being investigated. An alternative sound device may have to be substituted.

3. Other Sound Equipment

Intermittent bells (pendant cranes) 13 Intermittent horns (operating alarm) 8 Buzzers (operation start-up) 3 __ 24

Federal equipment is being recommended where possible because these sound units are already in common use throughout the plant and are carried in Stores stock. In many cases, a non-conforming warning sound can be standardized by changing only the sound module in the Federal sound unit. Where sound modules are not presently available for a particular warning sound, no specific make of warning device is being recommended.

It is recommended that the standardization of warning sounds be carried out by mill electrical maintenance personnel because of their familiarity with the equipment and their easy access to it.

81&21752//(':+(135,17(' 6281'6 3DJH/

Algoma's fire alarms are presently standardized as the "ringing bell". Since there are hundreds of these alarms plant wide, it was decided to retain the "ringing bell" as the recommended fire alarm. The Gas Committee has for some time used the "slow whoop" as the standard gas alarm. As this sound is as distinctive as the originally proposed "yeow", it was decided to retain the "slow whoop" as the gas alarm. The yeow was thus available as a general purpose alarm for specific use in an area (eg. wind alarms at the ore docks, turret turning alarm at the Slab Caster). The steady "ringing bell" originally proposed for pendant cranes has been changed to an "intermittent ringing bell" so as not to interfere with the fire alarm.

The revised list of categories and the recommended warning sound for each reads as follows:

CATEGORY WARNING SOUND 1. Cab operated & radio controlled Wail cranes (E.O.T.) 2. Pendant controlled cranes Intermittent Ringing Bell 3. Equipment that runs on its own tracks Stutter 4. Mill door train warning signal Clanging bell 5. Operating alarms Intermittent horn 6. Operation start up Buzzer 7. Emergency break out Yelp 8. Gas warning alarm Slow whoop 9. Fire alarm Steady ringing bell 10. Locomotives Air horn & clanging bell 11. Vehicle back up alarm Beeper 12. Emergency vehicles Same as municipal counterparts 13. General purpose alarm Yeow 14. Plant Wide Emergency Evacuation alarm “KLAXON” (updated December 2009)

Recommendations It is recommended that standardization of warning sounds be carried out by mill electrical personnel.

UNCONTROLLED WHEN PRINTED 3(50,76,1'(;

& CONFINED SPACE ENTRY PERMIT…………………………………….…….……0

+ +273(50,7……………………………………………………………….…….……0

8 81'(5*5281'6(59,&(63527(&7,213(50,7……………….…….……...0

81&21752//(':+(135,17(' 3(50,763DJH0 HOT WORK PERMIT BEST FIRE PREVENTION PRACTICE IS TO AVOID USING HOT WORK OR FOLLOW THE PRECAUTIONS OUTLINED IN THIS PERMIT Required Hot Work Precautions Check List Checks are to be conducted at hot work site DO NOT CONDUCT HOT WORK Sprinklers are in service, hose streams are operational? IF SPRINKLERS ARE OUT OF SERVICE &RPEXVWLEOH&RQVWUXFWLRQ" 1RQ&RPEXVWLEOH&RQVWUXFWLRQ" ([WLQJXLVKHURQVLWH" (PSOR\HHV&RQWUDFWRUVDUHSUHVHQWGXULQJWKHKRWZRUNDFWLYLW\ Are employees trained to use fire extinguisher? Has a fire watch person been assigned? Requirements within 11 Meters (35 feet) of Hot Work Floors swept clean and trash removed Flammable liquids, dust, lint, and oily deposits removed where possible. Remove all combustibles where possible. Ducts and conveyors that might carry sparks to distant combustible material covered, protected, or shut down when applicable. Explosive atmospheres in area are eliminated Are all applicable wall and floor openings covered? Combustible storage material unable to be Combustible floors wet down or covered with damp sand or fire- removed from area covered with fire blankets? resistive/noncombustible materials or equivalent. Fire Resistive Tarpulins suspended beneath work? Confined Space Assessment made if applicable? Combustibles/Flammables on the other side of Enclosed equipment must be cleaned/purged of all combustibles and walls or ceilings moved away where possible? flammables . Requirements for hot work fire watch and fire monitoring Fire watch person must know how to operate an extinguisher and know the emergency contact numbers. Fire watch person will stay at the site during breaks and for 1/2 hour after assignment is completed. Fire watch person is required to monitor floors above, below, and behind walls in the area of the hot works site. Ensure that all combustibles are removed to at least 35 feet from hot work area if not protected. Department Supervisor has reviewed all precautions with assigned fire watch person. Department Supervisor or his alternate will monitor hot work area every 1/2 hour for 3 hours after completion of job Procedures and Instructions for Hot Work Permit Essar Supervisor accountable for the area of the hot work is responsible for filling out and completing the permit. Fire watch personnel prior to leaving site will do a final inspection, sign permit and submit to area Supervisor or designate. Area Supervisor or designate will upon completion of the hot work, fire watch, and additional monitoring, send the completed permit to Emergency Services for review and retention. DATE: TIME START FINISH HOT WORK BEING DONE BY (NAME & COMPANY)

LOCATION OF WORK REASON:

FIRE WATCH NAME & CLOCK NUMBER AREA SUPERVISOR OR DESIGNATE NAME & CLOCK NUMBER

COMPLETION OF 30 MINUTE FIRE WATCH COMPLETION OF 3 HOUR MONITORING AND INSPECTION

Signature: Times & Signature: Fire Inspectors have the authority to immediately stop any hot work operation not conforming to safety procedures. Fire Services Inspection Completed by: This permit is required to be filled out and e-mailed to Emergency Services before any hot works is carried out. mail to: [email protected] Any Questions to the hot works program refer to the procedures located on the Health, Safety, Emergency Services Web Site. IN THE EVENT OF A FIRE CALL "911" Plant Phone or 705-945-4444 Cell Phone 81&21752//(':+(135,17(' 3(50,763DJH0

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Note: IS A CONFINED SPACE ENTRY PERMIT REQUIRED?

'EPARTMENT DATE

LOCATION

NATURE OF JOB

WORK AUTHORIZED BY DATE

FLS to contact following departments and obtain approval and assistance or necessary guidance BEFORE starting job

APPROVED BY DATE

Electrical Phone 3294 cell 705-206-1055 3295 cell 705-206-1049

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TRANSPORTATION CELL 705-206-3605

BELL TELEPHONE (PHONE 800-400-2255) BELL ELECTRICAL

Bell Telephone to be called for approval ONLY if Electrical requires confirmation.

DATE & TIME JOB STARTED DATE &TIME JOB COMPLETED

SUPERVISOR SIGNATURE

Note: This permit is to be forwarded to Emergency Services upon completion of the job.

File: Emerg.Serv/Security Section Forms & Files/Security Forms/Underground Services Permit Rev.Nov.2017

81&21752//(':+(135,17(' 3(50,763DJH0

CONFINED SPACE ENTRY PERMIT 5HYLVLRQGDWH1RY

(A confined space means a fully or partially enclosed space, that is not both designed and constructed for continuous human occupancy, and in which atmospheric hazards may occur because of its construction, location or contents or because of work that is done in it.)

Confined Space Identifier:

1DPHRIFRQILQHGVSDFH

(Permit # ) (Call Emergency Services at 2271)

(i) Emergency Response Plan Developed (Yes No ͘) Fire Services Inspection Required (Yes No )

Fire Services Inspection Completed (Yes ͘) Completed by:

I. CONTACT INFORMATION Permit Type A B ͘ Other Issue Date: Authorizing Supervisor: Duration: Work Started: Date: Work Completed*: Date: * If work will continue for several shifts or days a competent person will certify that the permit continues to comply with all aspects of the relevant plan, as often as is necessary, and at a minimum, every 24 hours to ensure the space remains safe (See Section IX. Onsite Hazard Assessment.)

II. ENTRY INFORMATION Authorized Entrants See Attached Confined Space Entry Log

III. ATMOSPHERIC TESTING Test For O.E.L. Prior to Entry Periodic Oxygen (% Volume) 19.5 – 23 % Combustible Gases (% LEL) < 5 % Carbon Monoxide (PPM) 25 PPM

* Pre-entry and continuous monitoring conducted in type “A” spaces for potential contaminants if possible. * Pre-entry and continuous monitoring in type “B” spaces if possible with periodic sampling and recording of results as required, depending on the type and degree of atmospheric hazard. 81&21752//(':+(135,17(' 3(50,763DJH0

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IV. HAZARD ASSESSMENT/ENTRY PRECAUTIONS Confined Space Identifier: Date:

General Comments:

͘All mechanical & electrical equipment or energy ͘An attendant equipped with a rHIOHFWLYHYHVW VXSSO\OLQHV VWHDPK\GUDXOLFZDWHUIXHO KDYHEHHQ LV SODFHG RXWVLGH WKH VSDFH ZKR LV LQ FRQVWDQW EODQNHGRUGLVFRQQHFWHGIURPWKHLUSRZHUVRXUFHVDQG FRPPXQLFDWLRQ ZLWK DOO ZRUNHUV LQ WKH VSDFH ORFNHGRXW DQGLVHTXLSSHGZLWKDGHYLFHIRUVXPPRQLQJ DQDGHTXDWHUHVFXHUHVSRQVHDVGHVFULEHGLQWKH UHOHYDQWSODQ ͘Access and egress points are unobstructed DOORZLQJ ͘All workers entering the space are protected DGHTXDWHHQWU\DQGH[LWIURPWKHVSDFH E\DLUPRQLWRULQJDVUHTXLUHGWRPDLQWDLQDVDIH DWPRVSKHUH ͘ The confined space has been purged and/or An adequate number of persons trained in YHQWLODWHGDVUHTXLUHGWRPDLQWDLQDVDIHDWPRVSKHUH CPR, first aid, and the on-site rescue procedures are available per the relevant plan. ͘ The space is adequately protected against ͘All workers entering the confined space have drowning, engulfment, suffocation or other hazards of been adequately trained in the operation and free flowing materials. limitations of all required monitoring equipment. ͘ All pipelines have been disconnected or blanked to ͘ All workers entering the confined space have prevent the release of hazardous substances into the been adequately trained in the use of personal space. protective equipment required for entry into the space. ͘ All required personal protective and/or emergency ͘ All workers who are required to enter the retrieval equipment is conveniently available as confined space have been adequately trained in specified in the relevant plan. the hazards of the confined space. ͘The hazards in the space are similar to those outlined in the primary hazard assessment and the safety measures outlined in the relevant plan continue to provide a safe work environment for workers in the space. (for use if permit remains active longer than a 24hr period, section VIII) V. PERSONAL PROTECTIVE EQUIPMENT REQUIREMENTS Negative Pressure Respirator (as needed) ͘ Supplied Air Respirator ͘ Disposable Coveralls ͘ Special Eye Protection ͘ Impervious Clothing ͘ Special Gloves

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͘ Personal Flotation Device ͘ Fall Arrest 7R[LF&RPEXVWLEOH*DV0RQLWRU 2[\JHQ0RQLWRU VI. VENTILATION REQUIREMENTS ͘ Exhaust fan ͘ Ventilation blower and Tube VII. RELEVANT PLAN &RQILQHG6SDFH,GHQWLILHU 'DWH 7KHIROORZLQJUHOHYDQWSODQLVLQWHQGHGWRSURYLGHDGHTXDWHSURWHFWLRQIRUDOOZRUNHUVHQWHULQJRUZRUNLQJLQWKHFRQILQHG VSDFHDVLGHQWLILHGDERYH General Comments

 'XWLHVRI:RUNHUV i) Attendant:  7KH FRQILQHG VSDFH DWWHQGDQW ZLOO EH DGHTXDWHO\ WUDLQHG LQ WKH UHOHYDQW SODQ DQG KLV GXWLHV DV WKH FRQILQHG V DWWHQGDQW  7KHFRQILQHGVSDFHDWWHQGDQWZLOOQRWHQWHUWKHVSDFHDWDQ\WLPH  7KHFRQILQHG VSDFHDWWHQGDQWZLOOPDLQWDLQFRPPXQLFDWLRQZLWKZRUNHUVLQWKHVSDFH  7KHFRQILQHGVSDFHDWWHQGDQWZLOOKDYHDQ(PHUJHQF\6HUYLFHV&RQILQHG6SDFHUDGLRIRUVXPPLQJ DQDGHTXDWHUHVSRQVHLQWKHHYHQWRIDQHPHUJHQF\LQWKHVSDFH ii) Confined Space Workers  All workers entering the confined space will be adequately trained in the relevant plan, and the hazards associated with confined space entry. 2) The space has been evaluated by Emergency Services personnel to determine the requirements for emergency p response with the applicable measures contained in the site specific “Emergency Response Plan”. 3) Personal Protective Equipment for entry into the designated space have been issued as specified in section V. “Personal Protective Equipment Requirements”. 4) Isolation of energy and control of materials movement as specified in Section IV. “Hazard Assessment/Entry Precautions”, have been completed. 5) Adequate means of entry and exit from the space are available as specified in the site specific “Emergency Response Plan”. 6) Atmospheric testing per Section III. “Atmospheric Testing”, has been completed for all contaminants as required in the hazard assessment, Section IV. (Atmospheric sampling will be conducted prior to entry, with continuous monitoring if possible in the space for all Type “A” spaces. Atmospheric sampling will be conducted prior to entry and continuously in the space with updated sampling conducted as often as necessary as dictated by the hazards in the space for all Type “B” or Other spaces, and recorded in the appropriate area per section III.)

VIII. *Onsite Hazard Assessment/Authorizing Signature *Onsite hazard assessment should be conducted by a competent person to ensure the conditions present in the primary hazard assessment have not changed and that the relevant plan remains valid for the space. (Section IV.) Authorizing Supervisor: Date: Authorizing Supervisor: Date: 81&21752//(':+(135,17(' 3(50,763DJH0

Authorizing Supervisor: Date: Authorizing Supervisor: Date: Authorizing Supervisor: Date:

&RQILQHG6SDFH(QWU\/RJ Attendant: Date: Worker Name Time In Time Out Time In Time Out Time In Time Out

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Additional safety and rescue equipment will be with responding vehicles.

On site immobilization and first aid will be provided by Emergency Services.

Sault area Ambulance is to be called by Emergency Services depending on the severity of the injury. Emergency Services will escort City Ambulance if required.

Extrication will be by using the retrieval device on site to assist worker out of space.

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Date: February 16, 2018 Updated on Intranet: Yes Section: ____Section A______Updated in Manual: Yes Revision: Attached Index updated: ____Yes______

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BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB ______Mark Nogalo Reginald Dunn Management Co-Chairman, Steelworks Union 2251 Co-Chairman, Steelworks Joint Health, Safety & Environment Committee Joint Health, Safety & Environment Committee

BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB Lou Buffone Ian LeClair Management Co-Chairman, Steelworks Union 2724 Co-Chairman, Steelworks Joint Health, Safety & Environment Committee Joint Health, Safety & Environment Committee &KDQJHV8SGDWHV

Minor grammar corrections and replace Essar with Algoma name Changed the manual consists with fifteen to the correct amount of section twenty five. Remove R.S.O 1978 not necessary, we follow the most current Occupational Health & Safety act in circulation. Remove R.S.O 1990 not necessary, we follow the most current Environmental Protection Act in circulation.

Michael Fortin Manager Health & Safety

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Date: February 16, 2018 Updated on Intranet: Yes Section: ____Section F1______Updated in Manual: Yes Revision: Attached Index updated: Yes

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BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB ______Mark Nogalo Reginald Dunn Management Co-Chairman, Steelworks Union 2251 Co-Chairman, Steelworks Joint Health, Safety & Environment Committee Joint Health, Safety & Environment Committee

BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB Lou Buffone Ian LeClair Management Co-Chairman, Steelworks Union 2724 Co-Chairman, Steelworks Joint Health, Safety & Environment Committee Joint Health, Safety & Environment Committee

&KDQJHV8SGDWHV

Added to F1-1 Where it is not practical to provide above requirement, the following mandatory protocol must be complied to: 1. Prior to releasing a new employee into the workplace without the prescribed new hire orientation, written approval from Level 5 or higher must be provided to Human Resources. 2. The amount of time until the next new hire orientation must be determined beforehand and employee must complete in order to continue employment. 3. During this time, only non-safety sensitive assignments may be given or the employee placed in a non-safety sensitive role. 4. Basic training during approved exception period must be at minimum: a. MOL worker H&S on-line training b. Outside contractor training c. Department specific Removed from F1-1Where it is not practical to provide the General Health & Safety Induction on the first day of employment, special arrangements will be made with the department to provide some basic training (delivered by the Health & Safety Department including a representative from the appropriate union local) and accompaniment in the workplace at all times until the General Health & Safety Induction can be provided. Removed from F1-3 safety captains if applicable, added the Area Health & Safety

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Date: June 6, 2018 Updated on Intranet: Yes Section: ____Section F7 page 6______Updated in Manual: Yes Revision: Attached Index updated: Yes

Housekeeping changes during proof reading of the Manual for the Collective Agreement

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Replaced old ASCIM data base information with new SAP data retrieval information.

Michael Fortin Manager Occupational Health & Safety

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A

ABNORMAL EXPOSURE INCIDENT ...... …F4-4, F4-20 ABNORMAL HAZARDS……….……………………………………..………………...F6-4 ACCIDENTAL DAMAGE REPORTS - REPORTING OF ...... I-2 ACCIDENT INVESTIGATION WAIVER ...... F4-16 ACCIDENT INVESTIGATION WAIVER FORM…………………………….…………..F4-17 ACCIDENT INVESTIGATIONS ...... F4-5 ACCIDENT INVESTIGATION Where the Employee is Laid Off or Retired ...... F4-18 ACCIDENT PREVENTION - SAFETY MEETING SCHEDULE ...... J-1 ACCOUNTABILITY Definition...... F-1 ACCOUNTABILITY Management Positions...... F-3 ACETYLENE - OXYGEN EQUIPMENT ...... F5-16 ACTUATED TOOLS ...... F10-10 ADVISORY BOARD, HEALTH AND SAFETY ...... F-6 AEROSOL CONTAINERS ...... F5-10 AGREEMENTS - STEEL WORKS JOINT COMMITTEES………………………...….F6-6 AGENDA ITEMS FOR DEPARTMENT GROUP MEETINGS ...... F2-22 AIR-POWERED HAND TOOLS ...... F10-9 ALARMS - Backup/Motion Alarms ...... F10-14 APPOINTMENTS - Medical Department Appointments ...... G-14 APPOINTMENT OF SUPERVISORS - Policy ...... F-12 ASBESTOS CONTROL PROGRAM ...... H-3 AUDIOMETRIC EXAMINATIONS ...... G-4 AUDIO VISUAL PRODUCTION………………………………………….………..…F6-41 AWARDS Pat Batter Award Committee ...... F2-16 AWARDS Presidents' Award ...... F2-18

B BLOOD BORNE PATHOGENS IN THE WORKPLACE ...... G-17 BUDGETS - See Expenditures & Budgets ...... F-9 BUMPERS ON CRANE RAILS ...... F8-3

C CARBON MONOXIDE ...... F5-13 CAR PASSES FOR MEDICAL REASONS ...... G-10 CELL PHONES – Policy on Personal and Company-Issued Cell Phones…………...F6-51 CERTIFICATES - Procedure & Responsibility for Obtaining Medical Certificates ...... G-6 CHAIRPERSON DUTIES - Union...... F2-30 CHIEF EXECUTIVE OFFICER…………………..…………………………………...…...F-3 CLOTHING…………………………………………………………………..……..…F6-12 COKE OVEN EMISSIONS CONTROL PROGRAM ...... H-3 COKE OVEN EMISSIONS - Exposure to Coke Oven Emissions ...... G-3 COMMITTEES Department Joint Health, Safety & Environment Groups ...... F2-21

81&21752//(':+(135,17(' ,1'(;3DJH2

Division Joint Health, Safety & Environment Groups ...... F2-20 Joint Education & Training Committee ...... F2-10 Joint Electrical Maintenance Policies and Lockout Committee ...... F2-14 Joint Gas Committee...... F2-13 Joint Industrial Hygiene / Environment Committee ...... F2-8 Joint Welfare & Walkway Committee...... F2-11 Pat Batter Award Committee ...... F2-16 Steelworks Joint Health, Safety & Environment Committee...... F2-6 COMPENSATION Claims Abuse ...... F4-24 COMPLAINTS - Hazardous Material ...... H-4 COMPRESSED AIR ...... F5-1 COMPRESSED GASES ...... F5-3 CONFIDENTIALITY ...... G-16 CONFINED SPACES……….….………………………………………………………F6-20 CONFINED SPACES ENTRY ...... I-2 CONTACT LENS POLICY…………………………………………………..…..…….F6-16 CONTRACTORS - Rules & Regulations for Patient Handling ...... G-11 CONTROL PROGRAMS - Procedure for Developing a Control Program ...... H-10 CRANE COLLECTOR RAILS - Isolation Zones ...... F8-11 CRANE HOOK SAFETY CATCHES ...... F8-33 CRANE ISOLATION - For Minor Repairs ...... F8-22 CRANE MAINTENANCE Safe Work Procedure With One Motion Operation ...... F8-34 CRANE SIGNALS - Standard Crane Signals ...... F8-13 CREW LEVELS…………………………………………………………………….…………....F6-3 CRITICAL INJURIES - Reporting of ...... …....F4-2 CUSTODIANSHIP OF AN AREA ...... F-23 CUTTING AND REMOVAL OF ELECTRICAL CABLES..……………….………...F6-44 CUTTING GASEOUS LINES ...... F5-16 CYLINDER - Moving ...... F5-7 CYLINDER - Pressurized Liquid Gas ...... F5-8 CYLINDER - Propane ...... F5-12 CYLINDER - Puncture Tool ...... F5-11 CYLINDER - Storing ...... F5-5 CYLINDER - Throw-Away ...... F5-10 CYLINDER - Withdrawing Content ...... F5-6

' DANGER SIGNS ...... K-2 DEPARTMENT GROUP MEETINGS - Agenda Items ...... F2-22

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DEPARTMENT INDUCTION...... F1-2 DEPARTMENT JOINT HEALTH, SAFETY & ENVIRONMENT GROUPS ...... F2-21 DESIGNATED SUBSTANCE REGULATIONS ...... H-3 DEFINITIONS - Accident Prevention Glossary ...... J-3 DISCIPLINE – (Safety Related)...... F1-7 DISPOSAL OF HAZARDOUS WASTES ...... H-11 DISPOSAL OF WASTE FROM DIFFERENT LEVELS……………………….……..F6-25 DISPUTES (Work Refusals) ...... F-17 DIVISION MANAGER RESPONSIBILITY...... F-3 DIVISION JOINT HEALTH, SAFETY & ENVIRONMENT GROUPS ...... F2-20 DUTIES - Union Chairperson ...... F2-30 DUTIES Co-Chair...... F2-31 DUTIES Committee Person...... F2-32 DUTIES of a Supervisor...... F-5 DUTIES of a Worker ...... F-16

( EDUCATION - Presentations by Environment, Health & Safety Department ...... H-6 ELECTRICAL MAINTENANCE POLICIES AND LOCKOUT COMMITTEE ...... F2-14 ELECTRICAL HAZARDS…………………………………………………..….……...F6-36 ELECTRONIC DEVICES – Policy on Electronic Devices……………………...……..F6-51 EMERGENCY SINGS ...... K-3 EMPLOYEE ASSISTANCE PROGRAM (EAP) ...... G-14 EMPLOYEE RESPONSIBILITY ...... F-15 ENVIRONMENTAL ACCIDENT/INCIDENT….………………………………..……...F4-9 ENVIRONMENT CONTROL...... H-12 ENVIRONMENT, HEALTH & SAFETY DEPARTMENT, Role of ...... F-8 EQUIPMENT COMMISSIONING PROCEDURE………………………..…………...F6-49 EQUIPMENT GUARDING ...... F10-12 EQUIPMENT REPLACEMENT - Personal Property and Safety Clothing……………F6-14 EXPENDITURES & BUDGETS ...... F-9 EXPOSURE TO EXCESSIVE NOISE ...... G-4 EXPOSURE TO TOXIC OR HARMFUL ELEMENTS ...... G-4 EYE PROTECTION…………………………………………………………….……...F6-15

) FACIAL HAIR…………………………………………………………….….………...F6-18 FACILITIES FOR UNION JOINT CHAIRPERSON ...... F2-35 FALL ARREST EQUIPMENT………………………………………………..………..F6-19 FAMILY - NOTIFICATION TO FAMILY ...... I-3 FIRE EXTINGUISHERS ...... I-1 FIRST TREATMENT INJURIES ...... F4-2

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FLAGMAN (Signalman) ...... F8-13 FOOT PROTECTION……………………………………………………..……..……..F6-17 FORMAL COUNSELLING ...... F1-6 FREQUENCY - Report of Injury ...... F-10 FRONTLINE SUPERVISOR RESPONSIBILITY……………………………………….F-4

* GAS - Joint Gas Committee ...... F2-13 GAS SAFETY TESTS ...... H-1 GAS TESTING ...... F5-2 GENERAL INDUCTION PROCEDURES FORM ...... F1-4 GENERAL MEDICAL GUIDELINES ...... G-1 GENERAL SAFETY RULES AND REGULATIONS…………………..……….……..F6-1 GRINDER - Air-Powered ...... F10-9 GRINDSTONES ...... F10-12 GROUP MEETINGS - Agenda Items for Department Group Meetings ...... F2-22 GUARDING - Machinery & Equipment ...... F10-12 GUIDE TO PROPER USE OF 2 WAY RADIOS ...... F10-13 GUIDELINES FOR APPLICATION OF PERSONAL PROTECTIVE EQUIPMENT….F6-7 GUIDELINES FOR HANDLING REPORTED HAZARDS...... F-14

+ HAND SIGNALS FOR MOBILE HOISTS ...... F8-20 HAZARDS ...... I-5 HAZARDS - Abnormal…………………………………………………..……………....F6-4 HAZARDOUS MATERIALS - See WHMIS ...... H-2 HEALTH HAZARDS ...... G-3 HEALTH & SAFETY ADVISORY BOARD...... F-6 HEALTH & SAFETY CONCERNS ...... F-14 HEARING ...... G-13 HEARING CONSERVATION PROGRAM ...... H-5 HEARING - Medical Surveillance ...... H-5 HEARING PROTECTION EQUIPMENT ...... H-6 HEARING PROTECTION……………………………………………………………..F6-18 HILTI GUNS ...... F10-10 HOT WORKS ...... I-4 HOUSEKEEPING………………………………………………………………...……...F6-2 HYGIENE / ENVIRONMENT COMMITTEE (Joint) ...... F2-8 HYPODERMIC NEEDLES (SYRINGES) IN THE WORKPLACE ...... G-20

,

ILLNESS Notification of Family ...... G-7 INJURIES...... F4-1, F4-19 INJURIES - Reporting of Injuries, Illness & Their Treatment ...... G-7

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Work Related & Non-Work Related - Return to Work Following Injury or Illness ...... G-8 INDUCTION OF NEW EMPLOYEES...... F1-1 INDUCTION OF TRANSFERRED EMPLOYEES ...... F1-2 INDUSTRIAL HYGIENE - Procedure for Handling Complaints ...... H-4 INDUSTRIAL HYGIENE - See Joint Industrial Hygiene / Environment Committee ...... F2-8 INFORMAL COUNSELLING...... F1-5 INSPECTION - MONTHLY JOINT PROCEDURES ...... F2-27 ISOLATION ZONES - Crane Collector Rails ...... F8-11

- JEWELLERY………………………………………………………….…..……………F6-13 JIB CRANES & MONORAILS ...... F8-25 JOB SAFE PRACTICES -Definition ………………………………………………...... F6-10 JOB SAFE PRACTICES for Personal Protective Equipment…………………..….…..F6-11 JOINT DEPARTMENT HEALTH, SAFETY & ENVIRONMENT GROUPS ...... F2-21 JOINT DIVISION HEALTH, SAFETY & ENVIRONMENT GROUPS ...... F2-20 JOINT EDUCATION & TRAINING COMMITTEE ...... F2-10 JOINT ELECTRICAL MAINTENANCE POLICIES & LOCKOUT COMMITTEE ..... F2-14 JOINT GAS COMMITTEE ...... F2-13 JOINT HEALTH, SAFETY & ENVIRONMENT COMMITTEE STRUCTURE ...... F2-5 JOINT INDUSTRIAL HYGIENE / ENVIRONMENT COMMITTEE ...... F2-8 JOINT INSPECTION PROCEDURES ...... F2-27 JOINT STEELWORKS HEALTH, SAFETY & ENVIRONMENT COMMITTEE ...... F2-5 JOINT WELFARE & WALKWAY COMMITTEE ...... F2-11

/

LADDERS ...... F10-1 LICENSING REQUIREMENTS FOR OPERATING COMPANY VEHICLES…...... F6-48 LIFTING DEVICES Chains, Slings ...... F8-16 LIFTING DEVICES Painting Of ...... F8-17 LIGHTING - Throughout the Steelworks ...... F2-12 LOCKOUT COMMITTEE (see Joint Electrical Maintenance Policies / Information and Lockout Committee) ...... F2-14 LOCKOUTS FOR CRANES See Crane Bumpers & Working On Or Adjacent to Cranes…F8-2, F8-5 LONG HAIR………………………………………………………………………...……..F6-13 LOST TIME ACCIDENTS ...... F4-3 LUNCHROOM STANDARDS - Standards for Authorized Lunchroom Facilities…….....F6-27 LUNCHROOM STANDARDS - Standards for Portable Lunchroom Trailers……….F6-28

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0 MACHINERY & EQUIPMENT GUARDING ...... F10-12 MANAGEMENT HEALTH & SAFETY REPORTING STRUCTURE...... F-2 MANAGEMENT STRUCTURE ...... F-6 MANAGER RESPONSIBILITY ...... F-3 MANUAL - Chairperson's Manual for the Joint Health, Safety & Environment CommitteeF2-1 MATERIAL HANDLING…………………………………………………………..….F6-45 MATERIAL SAFETY DATA SHEET PROGRAM ...... H-3 MEDICAL - Basic Purposes & Guidelines ...... G-1 MEDICAL - Job-Specific Medical Guidelines ...... G-3 MEDICAL - Pre-placement Medical Evaluation ...... G-2 MEDICAL CAR PASSES ...... G-10 MEDICAL DEPARTMENT APPOINTMENTS ...... G-15 MEDICAL SURVEILLANCE - Exposure to Coke Oven Emissions ...... G-3 MEETINGS Joint Health, Safety & Environment Committee Meeting Procedure...... F2-3 MERCURY CONTROL PROGRAM - See Designated Substance Regulations…………H-3 MINISTRY OF LABOUR - Workplace Inspection ...... F-20 MODIFIED WORK - See Return to Work Following Injuries/Illness ...... G-8 MONORAILS & JIB CRANES ...... F8-24 MOVING DRIVE SPINDLES ...... F7-18

1

NATURAL GAS SPACE-RAY SALAMANDER HEATER ...... F5-14 NEAR-MISS ACCIDENTS ...... F4-2 NEW EMPLOYEES Department Orientation...... F1-1 NDE PROGRAM FOR LIFTING DEVICES ...... F8-25 NOISE - Exposure to Excessive Noise ...... G-4 NOISE MONITORING & MEASUREMENT ...... H-5 NOTICE SIGNS ...... K-5 NOTIFICATION OF FAMILY - Serious Injury or Illness ...... G-7

2 OCCUPATIONAL HEALTH & SAFETY ACT ...... F-13 OCCUPATIONAL ILLNESS ...... F4-3 OFFICE FACILITIES FOR UNION JOINT CHAIRPERSON ...... F2-35 OPERATING PHILOSOPHY - Chairperson's Manual ...... F2-2 ORGANIZATION Line Management ...... F-6 ORGANIZATION Safety, Environment & Emergency Services Organization Chart ...... F-7 OXYGEN - ACETYLENE EQUIPMENT ...... F5-16

3 PAT BATTER AWARD COMMITTEE ...... F2-16 81&21752//(':+(135,17(' ,1'(;3DJH2

PATIENT HANDLING - Rules & Regulations for Patient Handling ...... G-11 PAYMENT FOR ATTENDANCE AT MEETINGS ...... F2-4 PENDANT CRANES ...... F8-14 PERFORMING WORK - See Refusal to Perform Work ...... F-17 PERSCRIPTION SAFETY GLASSES………………………………………...... F6-15 PERSONAL PROTECTIVE EQUIPMENT - Policy, Procedure & Guideline………....F6-5 PERSONAL PROTECTIVE EQUIPMENT - Job Safe Practice Procedure……………F6-11 PHILOSOPHY - Chairperson's Manual ...... F2-2 PLANKING - Scaffold ...... F10-3 PIPELINE COLOUR CODES ...... K-9 POISON GAS ...... F5-9 POLICY ON APPOINTMENT OF SUPERVISORS ...... F-12 PORTABLE GAS CONTAINERS ...... F5-3 POWDER ACTUATED TOOLS ...... F10-10 PREGNANCY ...... G-12 PREPARING YOUR SAFETY TALK WITH CARE ...... J-2 PRE-PLACEMENT MEDICAL EVALUATION ...... G-2 PRESIDENTS’ AWARD ...... F2-18 PROCEDURES FOR BOARDING ELECTRIC OVERHEAD CRANES ...... F8-7 PROCEDURES FOR BOARDING STRANDED CRANE ON MULTIPLE CRANE RUNWAY ...... F8-18 PROCEDURES Conducting Audit - Near Miss ...... F4-15 PROCEDURES FOR MONTHLY JOINT INSPECTIONS...... F2-27 PROCEDURES FOR PUSHING CRANES ...... F8-23 PROCEDURES & RESPONSIBILITY for Obtaining Medical Certificate ...... G-6 PROPANE CYLINDERS ...... F5-12 PROTECTIVE CLOTHING ...... F2-9 PROTECTIVE EQUIPMENT………………………………..………..…..F2-9, F6-6, F6-12 POLLUTION - EMERGENCY SERVICES RESPONSE ...... I-4

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RADIATION SIGNS ...... K-6 REFUSAL TO PERFORM WORK - Thought to be Unsafe...... F-17 REMOTE RADIO CONTROLLED OVERHEAD CRANES ...... F8-30 REMOVAL OF SAFETY LOCKS………………………………………….….....I-5, F7-12 REPORTING Abnormal Exposure Incident...... F4-4,F4-20 REPORTING Critical Injuries & Fatalities ...... F4-2 REPORTING Fire...... F4-4 REPORTING Hazards - Health & Safety...... F4-3 REPORTING OF INJURIES, ILLNESS & THEIR TREATMENT ...... G-7 RESCUE ...... I-5 RESPIRATORS ...... G-13

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RESPIRATOR PROGRAM ...... H-5 RESPIRATORY PROTECTION OF WELDERS……………………………..…….…..F6-9 RESPONSIBILITY Chief Executive Officer/Chief .……………………………..………...F-3 RESPONSIBILITY Definition...... F-1 REPSONSIBILITY Division General Manager ...... F-3 RESPONSIBILITY Employee ...... F-15 RESPONSIBILITY Front Line Supervisor...... F-4 RESPONSIBILITY Manager ...... F-3 RESPONSIBILITY Supervisor...... F-5 RESPONSIBILITY Vice-President, Operations ...... F-3 RESTRICTED AREAS………….…………………………………………………..….F6-36 RESTRICTED CLEARANCE………………………………………………….…..…..F6-46 RETURN TO WORK FOLLOWING INJURY OR ILLNESS……………….…………...G-8 ROLL UP DOORS – Policy for Pinning of Roll Up Doors……………………..……...F6-47 RULES FOR SAFE OPERATION ...... F8-1

6 SAFETY CAPTAINS………….……………………………………………...………..F6-38 SAFETY CLOTHING……………………..…………………………………..………..F6-13 SAFETY Committee - Union Members...... F2-34 SAFETY & EMERGENCY SERVICES - Organization Chart...... F-7 SAFETY HAZARDS ...... G-4 SAFETY LOCKS - REMOVAL OF SAFETY LOCKS ...... I-5 SAFETY LOCK SYSTEM ...... F7-19 SAFETY MEETINGS Payment for Attendance ...... F2-4 SAFETY RELEASE FORM ...... F7-33 SAFETY STRUCTURE - 2251 Health, Safety & Environment Committee Structure ..... F2-29 SAFEWAY SCAFFOLDING ...... F10-5 SALAMANDERS ...... F5-14 SALES & SERVICE PERSONNEL - Personal Protective Equipment…….……..…....F6-14 SAP SAFETY LOCKOUT PROCEDURES ...... F7-10 SCAFFOLD PLANKING ...... F10-3 SCAFFOLDS – Definition, Use, Erecton, Disassembly ...... F10-4 SEAT BELT POLICY………………………………………………………..…..……..F6-48 SECURITY OF PERSONNEL ...... I-5 SELF-CONTAINED BREATHING APPARATUS ...... I-6 SHOWER ROOM STANDARDS…….………………………………………...……...F6-31 SIGNS ...... K-1 SIGNALMAN (Flagman) ...... F8-12 SMOKING IN THE WORKPLACE………………………………………..………..…F6-26 SOUNDS………………………………………………………………………………..…L-1 SPILL REPORTING PROCEDURE ...... H-12 STANDING COMMITTEES Joint Education & Training...... F2-10 Joint Electrical Maintenance Policies and Lockout Committee ...... F2-14 Joint Gas Committee...... F2-13 UNCONTROLLED WHEN PRINTED ,1'(;3DJH2

Joint Industrial Hygiene / Environment Committee ...... F2-7 Joint Welfare & Walkway Committee...... F2-11 Pat Batter Award Committee ...... F2-16 STANDARDS FOR CLEANING OF AUTHORIZED LUNCHROOMS...... F6-27 STANDARDS FOR CLEANING OF WELFARE FACILITIES ...... F6-30 STANDARD FORMAT FOR WRITING HEALTH & SAFETY PROCEDURES…...F6-37 STRANDED CRANE SIGNALS ...... F8-12 STEELWORKS JOINT HEALTH, SAFETY & ENVIRONMENT COMMITTEE ...... F2-5 STORING CYLINDERS ...... F5-5 SENIOR SAFETY COMMITTEE...... F-6 SEVERITY OF INJURIES - Reports...... F-11 STATISTICS - Injury ...... F-10 STATUTORY HOLIDAYS……………………………………………………….…..…..F6-4 SUPERVISOR- Policy of Appointment...... F-12 SUPERVISOR RESPONSIBILITY...... F-5 SURGERY - Return to Work Following Injury or Illness……………………………….…G-8 SYMPTOMS - Toxic Gases ...... G-4

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TOOLS AND EQUIPMENT - General Safety Rules...... F10-8 TRACK INSPECTION, CLEANING & LUBRICATION ...... F7-24 TRACK PORTABLE DERAILS & TRACK FLAGGING...... F7-25 TRACK PROCEDURE FOR WORKING ON OR NEAR TRACKS ...... F7-22 TRAFFIC SIGNS ...... K-7 TRAFFIC -VEHICULAR AND PEDESTRIAN ...... I-6 TRAINING - See Joint Education & Training Committee ...... F2-10 TRANSPORTATION OF PERSONNEL……….……………………………………...F6-46

8 UNDERGROUND SERVICES PROTECTION PERMIT (DIGGING PERMIT) ...... I-8 UNION 2251 HEALTH, SAFETY & ENVIRONMENT COMMITTEE ...... ……F2-28 UNION 2251 HEALTH, SAFETY & ENVIRONMENT COMMITTEE STRUCTURE..F2-29 UNION DUTIES ...... F2-30 UNION HEALTH, SAFETY & ENVIRONMENT COMMITTEE MEMBERS List of Names and Telephone Numbers...... F2-34 UNSAFE WORK REFUSAL - See Workers’ Rights to Refuse Unsafe Work...... F-17

9 VEHICLE CAR PASSES ...... I-8 VICE-PRESIDENT,OPERATIONS - RESPONSIBILITY……………………………….F-3 VIOLATIONS - Discipline...... …F1-7 VISITORS - Personal Protective Equipment……….……………………………………………………………………....F6-14

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: WALKWAY IDENTIFICATION ...... K-8 WALKWAYS - See Joint Welfare & Walkway Committee...... F2-11 WALKWAY STANDARDS…………………………………………………………………………F6-35 WARNING DEVICES - Lights, Signs, & Sounds……………………………………..F6-46 WARNING SIGNS ...... K-4 WATER - Working On or Near…………………………………………………..……………………………….F6-46 WELFARE CLOSURES……………………………………………………...…………………….F6-34 WELFARE - See Joint Welfare & Walkway Committee ...... F2-11 WELFARE ROOM STANDARDS...... F6-33 WHMIS LABELLING - Supplier Labels,Workplace Labels,Workplace Identifiers ...... H-3 WHMIS PIPELINE IDENTIFICATION MARKERS ...... K-9 WHMIS SIGNS ...... K-10 WHMIS (Workplace Hazardous Materials Information System) ...... H-2 WHITE TAPING……………………………………………………………………….F6-42 WORKING ALONE……………………………………………………………………..F6-3 WORKING ON, FROM OR ADJACENT TO A CRANE RUNWAY ...... F8-5 WORK REFUSAL...... F-17

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