561-85851-20

TABLE OF CONTENTS ARTICLE I-PURPOSE OF AGREEMENT ...... 1

ARTICLE 2- RECOGNITION ...... ~ ...... 1 ARTICLE 3 -UNION SECURITY ...... 2 ARTICLE 4- MANAGEMENT RIGHTS ...... 2 ARTICLE 5-UNION STEWARDS ...... 3 ARTICLE 6 - GRIEVANCE AND ARBITRATION PROCEDURE ...... 3 ARTICLE 7- SUSPENSION & TERMINATION ...... 5 ARTICLE 8-NO STRIKES/NO LOCK-OUTS ...... 6 ARTICLE 9- WAGES, CLASSIFICATIONS & WELFARE ...... 6 ARTICLE 10- HOURS OF WORK AND OVERTIME ...... 6 ARTICLE 11-VACATIONS WITH PAY ...... 8 ARTICLE 12-STATUTORY HOLIDAYS ...... 9 ARTICLE 13- SENIORITY ...... 10 ARTICLE 14-LAY-OFFS, RECALL AND VACANCIES ...... 10 ARTICLE 15-VACANCIES, JOB POSTINGS & PROMOTIONS ...... 11 ARTICLE 16-NEW JOB CLASSIFICATION ...... 13

ARTICLE 17- HEALTH & SAFETY ...... ~ ...... 13 ARTICLE 18 - LEAVE OF ABSENCE ...... 14 ARTICLE 19- BULLETIN BOARDS ...... 14 ARTICLE 20- BEREAVEMENT LEAVE AND JURY DUTY ...... 15 ARTICLE21-PAYMENTOFWAGES ...... 15 ARTICLE 22- MAINTENANCE OF EXISTING RATES AND BENEFITS ...... 16 ARTICLE 23 -PENSION & BENEFITS ...... 16 23 .01-HealthBenefits ...... 16 23 .02 -Pension ...... 16 23.03- RRSP & ESPP ...... 17 23.04- Part-time and Seasonal/Temporary Employees ...... 17 ARTICLE 24-PART-TIMEAND SEASONAUTEMPORARY EMPLOYEES ...... 17 ARTICLE 25 -DURATION OF AGREEMENT ...... 18 SCHEDULE "A" ...... 19 WHEREAS the Employer and the Union are desirous of entering into a Collective Agreement;

NOW THEREFORE it is agreed as follows:

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

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

ARTICLE 2- RECOGNITION 2.01 The Employer recognizes the Union as the exclusive bargaining agent for all ofits employees of ATCO Structures & Logistics Ltd employed at Department ofNational Defence facilities in the City of Burlington (except for 3230 Fairview Street), Town of Oakville (except for 90 Thomas Street), City ofWaterloo (except for 550 Parkside Drive), City of Welland (except for 459 Prince Charles Drive), City ofMississauga, City ofWindsor (except for 960 Ouellette Avenue), Town of Aurora (except for 215 Industrial Parkway South), City of Barrie, City of Brampton, City of Brantford, City of Cambridge, Municipality of Chatham-Kent, City of Georgetown (except for 91 Todd Street), Town of Grimsby, City of Guelph, City of Hamilton, City of Kitchener, City of London, Norfolk County, City of Oshawa (except for 53 Simcoe Street North and 1220 Keith Ross Court), City of Owen Sound, CityofSamia, City of St. Catharines (except for 81 Lake Street), City of St. Thomas, City of Stratford and the City of Toronto (except for 6450 Viscount Road, 659 Lakeshore Boulevard West and 5 Yukon Lane) as well as 660 Fleet Street, Toronto, Ontario (Fort York Armoury); 130 Queen Street East, Toronto, Ontario (Moss Park Armoury) ; and 1 Yukon Lane, Toronto, Ontario (Denison Armoury), save and except co-ordinators, quality control employees, managers, persons above the rank of manager, office and clerical staff. 2.02 The Employer shall not contract in/out work performed by bargaining unit employees if doing so will result in a permanent reduction in hours or a layoff of bargaining unit employees.

ARTICLE 3- UNION SECURITY 3.01 Each and every employee shall, when working in a position within the bargaining unit, be required as a condition of employment to have monthly Union dues deducted from his/her total gross earnings (a) in an amount equivalent to 1.8% of total gross earnings; The Employer agrees to make such deductions from the pay due to its employees in each calendar month, as per the Employer's pay cycle, and to remit same not later than the fifteenth (15th ) day of the following month to the Secretary Treasure of the Union. The Employer shall when remitting such dues, name the employee from whose pay such deductions are made, together with his/her Social Insurance Number. The Employer shall notify the Union of any and all Termination of Employees (Voluntary or Otherwise).

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

a) maintain order, productivity and efficiency;

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

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

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

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

2 ARTICLE 5 -UNION STEWARDS 5.01 The Employer agrees to recognize one (1) Steward and one (1) alternative steward appointed by the Union. The steward shall be deemed to have the highest seniority for the purposes of this Collective Agreement. The alternative steward shall only be deemed to have the highest seniority while acting in their steward capacity.

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

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

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

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

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

6.02 Grievances may be adjusted and settled as follows:

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

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

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

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

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

6.04 The Employer and the Union shall make every reasonable effort to appoint a mutually agreeable Arbitrator within ten (1 0) days following the Step No.2 meeting described in Article 6.02 above. If both parties cannot agree on an arbitrator, then either party can refer the matter to arbitration pursuant to the provisions of the Labour Relations Act

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

6.06 Grievances shall not be denied on technical grounds.

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

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

4 6.09 Time limits as described in Article 6 may be extended by mutual agreement between the Parties. Requests for time extensions shall not be umeasonably denied.

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

ARTICLE 7- SUSPENSION & TERMINATION 7.01 A claim that an employee has been disciplined without just cause may be the subject of a grievance.

7.02 (a) An employee, who is subject to disciplinary action (i.e. written reprimands, suspension or terminations) that is to be recorded within the employee's Personnel File, shall have the right to have a Steward to represent him/her at such meetings.

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

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

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

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

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

5 7.06 Discipline issued as a result of safety violations shall not be the subject of Articles 7.04 or 7.05.

ARTICLE 8 ~ NO STRIKES I NO LOCK~OUTS 8.01 Subject to Article 10.02 below, the Union agrees that during the lifetime of this Collective Agreement there shall be no strike, slowdown or picketing which will substantially interfere with the regular schedule of work and the Employer agrees that there shall be no lock-out. The words "strike" and "lock-out" shall bear the same meaning as in the Labour Relations Act, 1995 (the "Act").

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

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

(b) During each shift two (2) paid rest periods of fifteen (15) minutes each shall be provided, one during the first half (Y2) of each regularly scheduled shift and one during the second half (12) of each regular shift.

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

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

6 10.03 Overtime: (a) Any work performed by an employee in excess of eight (8) hours per day or 40 hours

per week shall be paid at the rate of time and one-half ( 1 ~) the employee's regular straight-time hourly rate.

(b) All work performed on the employees sixth or seventh shift within a regular work week shall be paid at the rate of time and one-half (1 'l'l) the employee's regular straight-time hourly rate.

(c) The Employer shall seek volunteers amongst bargaining unit employees to perform overtime work, and award such work amongst the volunteers in order of seniority. In the event that sufficient volunteers cannot be obtained, the Employer may assign such overtime work to qualified bargaining unit employees in reverse order of seniority.

10.04 Call-Out, Reporting Allowance and Overtime As per current practice all employees required to travel from site to site will be permitted to take the company vehicle home for the employee's convenience. Employee shall start getting paid upon reaching the first job site of each day as per past practice.

Call - out duties shall be applicable in emergency situation. For the purpose of clarity, payment for on call duties shall be determined by 2 qualifying factors.

i) An employee who attends to an on-call situation where the employee is required to

leave home to perform the required tasks shall be paid at one and one-half (1 ~)times the regular hourly rate for each hour worked. It is understood that a guaranteed minimum of four (4) hours shall be paid.

ii) An employee who attendees to an on-call situation where the employee is not required to leave their home (coordinate by phone) shall be paid at one and one-half

( 1 ~) times the regular hourly rate. It is understood that such payment will be applied to increments of fifteen (15) minutes.

It is understood emergency shall be defined when life, property and environment are at risk. 7 10.05 Travel Allowance In regards to traveling expense for work, when company transportation is not supplied, the Employer shall pay fifty-one cents ($0.51) per kilometre to the employee. A T2200 tax slip shall be provided by the Employer at the end of the year for tax purposes.

Travel pay - shall be paid out by separate cheque following submission of an expense form.

10.06 Acting Pay Any employee temporarily assigned to act in a classification which is paid a higher rate than their current rate, in accordance with Schedule "A", shall receive an acting pay premium of two dollars ($2.00) an hour for each hour assigned. In the event the assignment is for longer than one consecutive calendar month, the employee assigned shall instead receive the rate of the higher paid position until the temporary assignment ends.

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

11.02 Vacation entitlements shall be calculated as follows:

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

11.03 The Employer shall take into consideration individual requests from employees for designated vacation periods on a case by case basis, such requests not to be unreasonably denied. Should a scheduling conflict arise between two (2) or more employees for the same time period of requested vacation, seniority shall govern, except in cases of Leave of Absence that are approved in accordance with Article 18.

8 11.04 Part time employees are entitled to annual vacation with regular pay. Part time entitlement is calculated on a prorated basis with entitlements commensurate with hours scheduled. Part time employees working hours in excess of their regular work schedule will receive vacation pay for the excess hours.

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

ARTICLE 12- STATUTORY HOLIDAYS 12.01 The following holidays shall be observed as paid holidays:

New Year's Day Good Friday Easter Monday Victoria Day Canada Day Civic Holiday Thanksgiving Day Labour Day Christmas Day Remembrance Day Day in Lieu of Family Day Boxing Day

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

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

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

12.05 In accordance with subsection 27(1) and 27(2) ofthe Employment Standards Act, employees shall be entitled to substitute another day in lieu ofFamily Day. Such substitution shall occur within three (3) months of Family Day. Each employee shall work with their supervisor or manager to 9 arrange a suitable substitute day. The Parties recognize that Family Day shall be a regularly scheduled work day.

ARTICLE 13- SENIORITY 13.01 Seniority shall mean length of continuous service since date of hire in the employ of the Employer.

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

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

13.04 The Employer shall update, and provide to the Union, a seniority list whenever there is a change in the relative seniority of bargaining unit employees, but in any event at least once every four (4) months.

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

a) seniority; and

b) qualifications

Where qualifications are relatively equal then seniority shall govern.

In case of a layoff the effected employee shall have the right to displace the least senior employee in their classification provided he/she has the skill and ability to do such job. In such a case, the least senior employee who has been displaced shall be laid off instead.

10 It is understood that the right to displace is restricted to the Employees within a group of AOR locations. In the case that there is only 1 (one) Employee within an AOR the right to displace shall not apply.

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

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

a) performance; and

b) qualifications

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

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

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

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

a) Upon request, the Employer agree that upon filing a vacant position, the Employer will provide the Union with the following documentation: details of the job posting, list of 11 bargaining unit candidates that applied, and name of candidates awarded the positon together with a brief outline of what decision was based on.

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

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

15.04 Only the original vacancy and the next resulting vacancy, if any, shall be posted and all vacancies which may occur as a result of having filled said vacancies shall be filled at the discretion of the Employer, in accordance with Article 14.03.

15.05 In the event the successful applicant for a permanent vacancy elects to revert to his/her former job classification or in the event the Employer finds the successful applicant for such permanent vacancy unsatisfactory for the new job, then within ten (1 0) working days after the date of assignment to the permanent vacancy, the Employer shall return the employee to his/her former job classification and wage rate without loss of seniority and any employee(s) promoted or transferred because of the rearrangement of positions shall at the same time be returned to his/her former position and former wage rate without loss of seniority.

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

12 15.07 a) A temporary employee may be hired to replace a permanent employee, if said employee is absent due to illness, injury, disability, maternity or other approved leave of absence, any of which is expected to last longer than fifteen (15) working days.

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

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

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

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

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

13 17.03 An employee who is injured at work and is unable to complete the rest ofhis/her shift shall be paid for the entire shift. The Employer shall be responsible for transporting the injured employee to a hospital or doctor where necessary or appropriate.

17.04 The Employer agrees to provide each employee two-hundred ($200.00) after one (1) year of continuous employment and every year thereafter for safety footwear. Employees are expected to provide their own safety footwear during the first year of continuous employment. The Employer agrees to provide all other protective clothing and apparel for use by its employees where necessary or appropriate.

17.05 The Employer agrees to accommodate injured or ill workers in accordance with all applicable legislation.

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

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

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

ARTICLE 19 - BULLETIN BOARDS 19.01 The Employer shall provide a bulletin board at three (3) locations covered in this Collective Bargaining Agreement: (Toronto, Hamilton, London) which may be used by the Union for posting notices of Union meeting, Union appointments, and the results of Union elections and similar matters of interest to Union members.

14 ARTICLE 20 -BEREAVEMENT LEAVE & JURY DUTY 20.01 a) In the event of death of an immediate family member, three (3) working-days leave of absence with pay shall be provided for the purpose of attending the funeral and attending to family affairs. With the prior approval of a supervisor, a maximum of two (2) additional days with pay may be granted when individual circumstances require extended travel. It is understood that these days do not have to be consecutive, but must be used within a thirty (30) day period.

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

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

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

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

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

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

ARTICLE 21- PAYMENT OF WAGES 21.01 All earnings shall be paid bi-weekly by no later than Friday of each week (by direct deposit) for the preceding week of work. Each payment of wages shall be accompanied by an itemized statement setting out the employee's name, number of regular hours worked, number of overtime hours worked, hourly rate, shift premium if any and an itemized statement of all deductions.

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

ARTICLE 23 -PENSION & BENEFITS 23.01 Health Benefits Employees will be eligible for participation in the Employer's benefit plan as provided in the current benefits package(s) provided by ATCO Structures & Logistics. The Employer shall provide each employee with a summary of benefits and shall inform each employee when there are any changes to the benefit plan.

23.02 Pension All full time, permanent employees shall participate in the Labourers' Pension Fund of Central and Eastern Canada.

The Employer agrees to remit an amount equal to 6% of each employee's hourly rate, rounded to the nearest $0.05, to be effective on a date agreed between the Employer and the Union, on all regular hours worked by bargaining unit employees, into the Central and Eastern Canada Labourers' Pension Fund.

Hourly Pension Remittances Job Classification(s) April1, 2017 April1, 2018 April1, 2019 BMTII+ $0.85 $0.90 $0.90 BMT III A $1.10 $1.10 $1.15 BMT IIIB $1.30 $1.35 $1.35 Electrician $1.95 $2.00 $2.05 Fire Inspector $1.50 $1.50 $1.55

Part-time and Seasonal/Temporary employees are not eligible to participate in the Pension Plan.

16 23.03 RRSP & ESPP All permanent employees are eligible to participate in the ATCO Group RRSP and/or ATCO Employee Share Purchase Plan. Employees that are interested can contact Human Resources or their supervisor for instructions. It is understood that participation in either plan is voluntary.

23.04 Health & Safety Premium Effective April 1, 2017, all employees who are eligible for Long Term disability coverage shall receive Monthly Health and Safety Premiums, as follows:

Payments shall be on the first pay period of the month following each full month of employment.

Job Classification(s) Monthly Health & Safety Premiums BMTII+ $50.00 BMT IliA $70.00 BMT IIIB $70.00 Electrician $100.00 Fire Inspector $80.00

ARTICLE 24- PART-TIME AND SEASONAL/TEMPORARY EMPLOYEES 24.01 Part-time employees are defined as employees whose regularly scheduled hours are less than 40 hours per week.

24.02 Part-time employees shall be eligible for the Employer's benefit plan as provided in the current benefits package(s) provided by ATCO Structures & Logistics provided they are regularly scheduled for at least 15 hours per week.

17 ARTICLE 25- DURATION OF THE AGREEMENT 25.01 This Collective Agreement shall be effective as ofthe date of ratification and shall remain in full force and effect until the 31st day of March, 2020, and from year-to-year thereafter unless written notice of intention to terminate or amend this Collective Agreement is given by either party to the other not more than ninety (90) and no less than thirty (30) days before the date of its termination.

DATED AT: TORONTO, ONTARIO, THIS _ _ J....:.._\ __ DAY OF August, 2017. For the Employer: For the Union:

Signature Signature Ceoff ft..sterw l,~d l 12~ L 'Ana?a.- .t/ Print Name Print Name

Signature I. aJ a\h ~," Print Name Print Name

Si Signature

Print Name Print Name

Signature Signature

Print Name Print Name

18 Schedule A Wages and Classifications BMT II+ BMT II+ are defined as general labourers (cleaners or road & ground crew) who may be assigned building access and basic (unskilled) preventative maintenance tasks under the supervision/oversight of a BMT III or other technical supervisor ( eg. Regional Manager).

BMT Ill (A) BMT III (A) are defined as those BMT III's who have full facility maintenance responsibility over one or more sites (in accordance with their Job Description) but who do not possess BES I & BES II certification or equivalent formal education. Employees who are BMT III (A) who attain their BES I & BES II certification (or equivalent) may request to transition to the BMT III (B) rate. The Employer agrees such request will not be unreasonably denied.

BMT III (B) BMT III (B) are defined as those BMT III's who have full facility maintenance responsibility over one or more sites (in accordance with their Job Description) and who possess BES I & BES II certification or equivalent formal education that is acceptable to A TCO.

Summer Student Temporary and Seasonal Workers to be paid out 6% vacation pay instead of accruing vacation. CLASSIFICATON/ CURRENT April1, 2017 April1, 2018 April1, 2019 JOB TITLE RATE (2016) 2% 2% 2% BMTII+ N/A $14.50 $14.79 $15.09 BMTIIIA $17.82 $18.18 $18.54 $18.91 BMT III B $21.53 $21.96 $22.40 $22.85 ELECTRIAN $31.83 $32.47 $33.12 $33.78 FIRE INSPECTOR $24.29 $24.78 $25.28 $25.79 STUDENT N/A $12.50 $12.75 $13.01

19 **The hourly rate ofpay ofEmployee number 105421 On April I, 2017 shall increase by 2.00% each year for 3 years. Any Fire Inspector hired after the date ofratification shall be compensated as per this schedule.

BMT III Rate- Standardization of Rates WAGE PROGRESSION FOR BMT III-NOT ON STARNDARD RATE Current April1, 2017 April1, 2018 April1, 2019 $21.00 $21.62 $22.23 $22.85 $22.02 * $22.02 $22.40 $22.85 $24.09 ** $24.09 $24.09 $24.09

*Note: (receives lump sum of$916 in 2017 (-$230 every three months) **Note: (receives $1002 in lump sum each year of the agreement (-$250 every three months)

20 LETTER OF UNDERSTANDING No.1 Between:

LABOURERS' INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 183 ("the Union") -and-

ATCO STRUCTURES & LOGISTICS LTD. ("the Employer")

Re: Contracting Out BMT II Work

WHEREAS the Employer provides work for skilled trades, BMT II' s who perform maintenance and cleaning and BMT III's who perform building maintenance and supervision;

AND WHEREAS Article 2 of the collective agreement between the Union and the Employer provides that the Employer shall not contract out any work that would result in a layoff of any employee in the bargaining unit;

AND WHEREAS the Employer has indicated its desire to contract out all of the BMT II work falling within the scope of the collective agreement and the parties wish to reach an agreement for how such contract should be let and should be performed;

NOW THEREFORE the parties agree to the following:

1. It shall be a term of any tender or subcontracting document that the subcontractor providing the BMT II services agree to be bound to a collective agreement with LIUNA Local183 for the duration of the subcontract, the financial tenns (wages, benefits, pension, vacation, premiums and overtime) which shall be no less than those set out in the collective agreement between the Employer and the Union. Contractors, or potential subcontractors, who are not otherwise bound to a collective agreement with the Union shall adopt a collective agreement in the manner set out in the attached Appendix A.

21 2. It shall be a provision of the tender and subcontract documents that the contractor recognizes the service and seniority of all bargaining unit employees and that the employees will not suffer a reduction in their wage rates, benefits or any other monetary terms under the collective agreement as a result of the subcontracting.

3. Prior to signing any subcontract with any potential subcontractor, the Employer will confirm with the Union that the subcontractor has signed a collective agreement with the Union or has signed the Pick-Up Agreement attached as the Appendix A to this Letter of Understanding.

4. The parties confirm that this Letter of Understanding comes into effect on the date of its signing and does not apply to any subcontracts which have been previously let. If any work is subcontracted pursuant to this Letter ofUnderstanding, it is confirmed that that the terms of this Letter of Understanding will apply to any renewals of such subcontracts.