Collective Agreement

' L

COLLECTIVE AGREEMENT

BETWEEN

1468678 ONTARIO LIMITED carrying on a business as CENTRE AND McCULLOCH FRESHCO

AND

UNITED FOOD & COMMERCIAL WORKERS CANADA, LOCAL 175

TERM

May 26, 2016- May 25, 2021 . .

INDEX

ARTICLE PAGE

1. Recognition ...... 1 2. Purpose ...... 1 3. Definitions ...... 1 4. Union Security ...... 2 5. Functions of Management...... 4 6. Discharge and Discipline ...... 4 7. No Discrimination ...... 5 8. Union Bulletin Boards ...... 5 9. Union Privileges ...... 5 10. Union Stewards ...... 5 11. Seniority ...... 6 12. Hours of Work and Overtime ...... 8 13. Paid Holidays ...... 10 14. Vacations ...... 10 15. Compensation ...... 12 16. Grievance and Arbitration ...... 12 17. Wages ...... 15 18. Temporary Work ...... 16 19. Health and Welfare ...... 16 20. Leave of Absence ...... 17 21. JuryDuty ...... 18 22. Co-Operation ...... 18 23. Wearing Apparel ...... 19 24. Part-Time Employees ...... 19 25 . No Strike, No Lock-Outs ...... 20 26. Bereavement Leave ...... 20 27. First Aid Kits ...... 21 28. Letters of Agreement ...... 21 29. Term of Agreement ...... 21

Appendix "A"- Part-time Employees ...... 22 Appendix "B"- Health & Welfare Plan ...... 30 Appendix "C"- Wages for Full-time Employees ...... 31 Appendix "D"- Wages for Part-time Employees ...... 34 Appendix "E" ...... 39

Letter of Agreement # 1 - Guarantee of Full-time Staffing ...... 39 Letter of Agreement# 2- Job Posting Procedure ...... 40 Letter of Agreement # 3 - Printing of Collective Agreement...... 42 Letter of Agreement# 4- Meat Cutter/Meat Wrapper Position ...... 43 . '

COLLECTIVE AGREEMENT

BETWEEN: 1468678 ONTARIO LIMITED carrying on a business as CENTRE AND McCULLOCH FRESHCO (hereinafter called the "Employer")

AND: UNITED FOOD AND COMMERCIAL WORKERS CANADA, LOCAL 175 (hereinafter called the "Union")

ARTICLE 1 - RECOGNITION

1.01 The Employer recognizes the Union as the sole and exclusive bargaining agent for all its employees at its retail store operation located at 800 Centre Street in the Espanola Mall in Espanola, Ontario, save and except Head Cashier, Meat Manager, Produce Manager, Bakery Manager, Deli Manager, Assistant Store Manager, Store Manager, and persons above the rank of Store Manager.

ARTICLE 2- PURPOSE

2.01 The Employer and the Union each represents that the purpose and intent of this Agreement is to promote co-operation and harmony, to recognize mutual interests, to provide a channel through which information and problems may be transmitted from one to the other, to formulate rules to govern the relationship between the Union and the Employer, to set forth herein the basic agreements covering rates of pay, hours of work and conditions of employment.

ARTICLE 3- DEFINITIONS

3.01 A full-time employee covered by this Agreement shall be an employee who is normally scheduled to work more than twenty-four (24) hours per week.

3.02 A part-time employee is one who is normally scheduled to work twenty-four (24) hours or less per week. All terms and conditions of employment of part time employees shall be governed exclusively by Appendix "A" of this Agreement. . '

ARTICLE 4 - UNION SECURITY

4.01 (a) It is agreed that all employees covered by this Agreement shall become and remain members of the Union in good standing as a condition of employment.

(b) New employees shall make application for membership in the Union at the time of their hiring and shall become and remain members of the Union in good standing, as a condition of employment. The Employer agrees that it will inform all employees prior to or at the time of hiring of the Union security provisions of this Agreement.

4.02 The Employer shall during the term of this Agreement, as a condition of employment, deduct from members of the bargaining unit the regular weekly Union dues, special assessments, and initiation fees in the amount and manner specified by the Union and such monies shall be remitted to the Union prior to the 15th day of the month following the month in which such deduction is made as follows:

The remittance statement shall be documented by location containing a dues and initiation report which will be provided in the form of e-mail ([email protected]) as well as a hard copy of the dues report being attached to the remittance cheque. The information provided shall be on a standard spreadsheet in Excel, Quattro Pro, Lotus or other software program acceptable and adaptable to the Union. The spreadsheet will be in a format provided by the Union and the Employer will provide the following information as known to the Employer:

(a) S.I.N. (b) Employee number, if applicable (c) Full name (Last/First/Initials) (d) Full address, including City and Postal Code (e) Telephone number (including area code) (f) Date of hire (g) Rate of pay (h) Classification (i) Full-time or part-time designation (j) Union dues deducted (or the reason a deduction was not made). If dues are deducted weekly, report requires five (5) columns for reporting (k) Total dues deducted (I) Back dues owing (m) Vacation pay breakdown of dues owing (n) Initiation fees deducted (o) Total initiation fees deducted

- 2- . '

4.03 In the event that such bi-weekly dues, special assessments, and initiation fees are changed during the term of the Agreement, such change must be given to the Employer by written notice signed by the President and/or Secretary-Treasurer of the United Food and Commercial Workers Canada, Local175 and shall become effective within one (1) month following the date the notice is rece ived.

4.04 In the case of all persons now in the employment of, or who enter into the employment of the Employer, it is agreed that as a condition of continued employment, such person or persons shall become and remain a member in good standing of the Union within thirty (30) days worked from the commencement of their employment. The Employer agrees that it will inform all new employees prior to or at the time of hiring of the Union security provisions of the Agreement.

4.05 It is understood between the Employer and the Union that a probationary employee shall be considered an employee for all purposes of the Agreement save that a probationary employee may be dismissed at any time during the probationary period with or without just cause.

4.06 New employees shall be documented and union membership application cards signed by the employee shall be forwarded to the Union Office within two (2) weeks of the hiring of a new employee.

4.07 Upon the hiring of an individual, they shall be provided with a copy of the Collective Agreement and shall be introduced to the Union Stewards.

4.08 It shall be the Employer's responsibility to show on each employee's Annual T-4 Slip, the full amount of Union dues paid by such employee during the previous calendar year.

4.09 It will be the duty of the Employer to prominently display union shop cards or decals in or on the establishment in view of the public in mutually agreed locations, wherein union members are employed. These cards and/or decals shall remain the property of the Union and the Employer shall have their usage only until such time as the Union shall request their return. The Employer agrees to surrender same immediately upon demand by the Union.

4.1 0 Employees may wear union pins and/or similar objects while on duty, where such does not pose a health or safety violation .

4.11 In the event that any employee, who is required to obtain and maintain membership in good standing in the Union, is denied membership or is suspended or expelled from the Union so that under the terms of this Agreement such employee may not continue to be employed, the Union shall

- 3 - ..

send to the Employer a statement of the reasons for the action being taken in refusing membership or suspending or expelling that person from the Union.

4.12 The Union agrees that in taking such action against any employee, it shall neither act in a discriminatory manner or refuse membership or impose expulsion or suspension for any reasons contrary to its own Constitutions or Local Union By-Laws.

ARTICLE 5 - FUNCTIONS OF MANAGEMENT

5.01 The Union agrees that the Employer has the exclusive right and power to manage its business to direct the working forces and to suspend, discharge or discipline employees for just and sufficient cause, to hire, promote, demote, transfer or lay off employees, to establish and maintain reasonable rules and regulations covering the operation of the store, provided however, that any exercise of these rights and powers in conflict with any of the provisions of the Agreement shall be subject to the provisions of the Grievance Procedure as set out herein.

5.02 It is agreed that the direction of the working force shall be at the discretion of the Employer within the terms of this Agreement.

ARTICLE 6- DISCHARGE AND DISCIPLINE

6.01 No employee who has completed his probationary period shall be discharged or disciplined except for just and sufficient cause. Discharge and discipline grievances may be settled by confirming the Employer's decision or by re instating the discharged or suspended employee with full compensation for time lost, less interim earnings. If applicable, or by any other arrangement which is just and equitable in the opinion of the parties or a Board of Arbitration if the matter is referred to it.

6.02 The Employer agrees that whenever a disciplinary interview is held with an employee regarding his work or conduct which becomes part of his record , or could lead to discipline which may become part of his record, the Store Steward or another employee chosen by the employee if a union steward is not on the premises, shall be present at such interview. The employee concerned will be advised of such by management, and such employee shall be further advised that they may request another employee of their choice, who is on the premises to be present during such interview.

- 4 - ARTICLE 7- NO DISCRIMINATION

7.01 There shall be no discrimination on account of race , colour, creed , national origin , sex, or membership in the Union or activity in the Union.

ARTICLE 8 - UNION BULLETIN BOARDS

8.01 The Employer will provide notice boards for the Union's exclusive use, where the Union will have the right to post notices of meetings or such other official un ion notices as may be required , providing all such notices have the prior approval of the Store Manager or Owner for posting. All notices shall be signed on behalf of the Union by one of the following persons:

A full-time representative of the Local Un ion ; or a representative of the International Union.

Notwithstanding the above, the posting of the Union's regular general membership meetings and the posting of notices for the purpose of drafting contract proposals and/or meetings to ratify a Collective Agreement do not need the approval of the Employer.

ARTICLE 9- UNION PRIVILEGES

9.01 It is agreed that the business representative of the Union shall be allowed to enter the store during employee(s) working hours, at reasonable times, to interview employees while on duty or to inspect working conditions; provided however, that such visits shall not unduly disturb the Employer's business and further that the business representative shall report his presence to the Store Manager upon arrival at the store.

9.02 The Store Manager shall retain a copy of the work schedule for an eight (8) week period. A full-time Business Representative of the Union will be permitted to examine and make a copy of the work schedule. The Store Manager or his designate shall, in an effort to resolve any complaints, use their best efforts. Copies of the schedules shall be provided to a Steward upon posting for their records.

ARTICLE 10 - UNION STEWARDS

10.01 The Union shall have the right to appoint and the Employer shall recognize one (1) Union Steward and one (1) Alternate Union Steward.

- 5 - 10.02 It is agreed that the Union Negotiating Committee for this Collective Agreement shall be comprised of not more than two (2) bargaining unit members and other full-time Staff Representatives, as appointed by the Union.

10.03 Bargaining unit members of the Union Negotiating Committee who are employees of the Employer shall suffer no loss in pay for time spent during their normal working hours while attending negotiating meetings with officials of the Employer.

10.04 INTRODUCTION TO STEWARD

On commencing employment, the Employer shall introduce the new employee to the Union Steward who shall provide them with a copy of the Collective Agreement and shall explain the rights and privileges under this Agreement. The Steward shall be allowed fifteen (15) minutes with the employee during business hours for such purpose and shall suffer no loss of pay.

ARTICLE 11 - SENIORITY

11 .01 (a) Seniority shall be recognized by the Employer and shall be based on the length of continuous service as a full-time employee in the bargaining unit.

(b) Seniority is the principle of granting preference to full-time employees for promotions, demotions, transfers, lay-offs in accordance with an employee's bargaining unit seniority, but only when an employee has the ability and qualifications necessary to fill the normal requirements of the job.

11.02 Regular full-time employees shall not attain seniority until they have completed a probationary period with the Employer. Such probationary period shall be sixty (60) days worked at the store. However, should a probationary employee complete such service, his seniority will date back to the commencement of his continuous full-time employment at the store.

11.03 In cases of lay-off and recall, the principle of seniority shall govern provided the senior employee has the ability and qualifications to perform the job.

Full-time employees with less than one (1) year's service at the store will be given one (1) week's notice of lay-off or one (1) week's pay in lieu of notice. Full-time employees with more than one (1) year's service at the store will be given two (2) week's notice of lay-off or two (2) week's pay in lieu of notice or as required by the Employment Standards Act, whichever is the greater.

- 6 - 11 .04 Seniority lists for all full-time and all part-time employees shall be posted by the Employer during the months of January and July of each year and a copy of which shall be sent to the Union Office. Notwithstanding the above, upon written request, the Employer will within thirty (30) days of such notice supply the Union with an additional updated seniority list once per calendar year.

11 .05 An employee's seniority shall be forfeited and his employment shall be deemed to be terminated and there shall be no obligation to rehire under the following conditions where the employee:

(a) voluntarily leaves the employment of the Employer;

(b) is discharged for cause and is not reinstated through the grievance procedure;

(c) is absent from work for more than two (2) consecutive working days without prior notification to the Employer without a reasonable explanation. Provable sickness or accident or proven inability to communicate with the Employer shall be considered a satisfactory reason;

(d) is absent from work due to sickness or disability for more than three (3) days and fails upon return to work to produce a certificate from a medical practitioner verifying such absence and substantiating the reason for such absence, if a certificate is requested such request shall be made prior to the employee's return to work;

(e) fails to return to work after a recall from lay-off within fourteen (14) days after the delivery of notice to recall ;

(f) fails to return to work upon the conclusion of a leave of absence unless his failure to return is for reasonable cause;

(g) is not recalled to work when laid off due to lack of work, his name shall be retained on the seniority list for a twelve (12) month period or the length of his seniority, whichever is the lesser, but in no event, less than six (6) months;

(h) if the employee retires or is retired.

11 .06 A full-time employee reduced to part-time due to lay-off, shall carry his/her full seniority to the part-time seniority list.

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11 .07 Upon written notice to the Employer and by mutual agreement, full-time employees may be granted a change in status from that of a full-time employee to that of a part-time employee and shall then be subject to the conditions as set out in Appendix "A".

11.08 Following the successful completion of the full-time probationary period, a part-time employee who is hired full-time shall be credited with fifty percent (50%) of his part-time bargaining unit seniority to a maximum of two (2) years for the purposes of bargaining unit seniority. For clarity, the above shall apply to, but not be limited to, vacation entitlement and wages.

11.09 Any employee leaving the bargaining unit to take a non-bargaining unit management job within the location shall retain his seniority for a period of six (6) months, after which time the employee will lose his seniority or return to the bargaining unit. It is understood that the bargaining unit position will be filled temporarily for this six (6) month period.

11 .10 The Employer agrees that every January and July, an updated seniority list will be posted and a copy will be given to the union stewards. The seniority list will include the employee's name, seniority date, and accumulated hours over the past calendar year.

ARTICLE 12- HOURS OF WORK AND OVERTIME

12.01 Employees are expected to attend work regularly. When unable to attend, the employee must notify the Manager, Relieving Manager or Supervisor, as soon as is reasonably possible prior to the commencement of the scheduled sh ift of the employee (clarity note: one hour prior notice shall be deemed to be reasonable notification), giving the reason why the employee is unable to attend, when he expects to return to work and how the Manager or Supervisor can call him relative to his absence.

12.02 The regular work week for all full-time employees shall consist of forty (40) hours per week, and shall be worked on the basis of five (5) days of eight (8) consecutive hours, Monday to Saturday. Notwithstanding the above, the regular work week for all full-time employees hired full-time after June 14, 2006 shall consist of forty (40) hours per week and shall be worked on the basis of five (5) days of eight (8) consecutive hours, Sunday to Saturday.

12.03 (a) Overtime at the rate of time and one-half (1 %) the regular hourly rate will be payable after eight (8) hours of work in a day and forty (40) hours of work in a week for all full-time employees.

(b) Notwithstanding any of the provisions of the Collective Agreement, a premium of $1.60 per hour shall be paid to employees hired prior to

- 8 - June 14, 2006, tor all hours worked on a Sunday while the store is open for customer service. Notwithstanding any other provision in this Collective Agreement, no employee hired prior to June 14, 2006 shall be scheduled on a Sunday unless by mutual agreement between the employee and the Employer. The Employer agrees that Sunday work is strictly voluntary on the part of the individual employees hired prior to June 14, 2006.

12.04 During each eight (8) hour shift, full-time and part-time employees shall be granted two (2) rest periods with pay of fifteen minutes in duration each and one hour unpaid (one-half(%) hour by mutual consent) meal period , scheduled as near as possible to the midpoint of each shift and as near as possible to the midpoint of the daily shift.

12.05 The Employer shall post a schedule of hours tor both full-time and part-time employees by 12 noon on Thursday of each week for the coming week. The weekly work schedule shall run from Sunday to Sunday. Full-time employees will receive twenty-tour (24) hours notice of any change in scheduled hours, except in the event that failure to do so was beyond the control of the Employer.

12.06 In the event the Employer decides to implement a regularly scheduled night shift, such night shift shall be scheduled on the basis of five (5) consecutive night shifts or four (4) shifts of ten (1 0) hours duration, shifts shall be scheduled at the discretion of the Employer.

12.07 Full-time and part-time employees scheduled to work on a night shift as set out in Article 11 .06, shall be paid a night shift premium of eighty cents (80¢) per hour tor all hours worked on such night shift including all overtime hours. Night Shift hours shall be hours worked between 10:00 p.m. and 6:00a.m. Employees who work the day shift shall not be eligible for the above premium, regardless of their start time.

12.08 SUNDAY WORK

Sunday work shall remain voluntary tor all full-time and part-time employees hired prior to June 14, 2006 and they will continue to receive a Sunday premium of $1.60 per hour.

Sunday work will continue to be over and above the workweek tor full-time and part-time employees hired prior to June, 14, 2006, unless mutually agreed otherwise between the Employer and the employee concerned.

Sunday is not voluntary tor full-time and part-time employees hired after June 14, 2006. For those employees hired after June 14, 2006 all hours worked on Sunday will be paid at the employee's straight time hourly rate .

- 9- Sunday work shall be part of the regu lar workweek fo r full-time and part-time employees hired after June 14, 2006.

ARTICLE 13- PAID HOLIDAYS

13.01 The following holidays shall be recognized as paid holidays:

New Years Day Labour Day Family Day Thanksgiving Day Good Friday Christmas Day Victoria Day Boxing Day Dominion Day Civic Holiday

13.02 To qualify for pay for a paid holiday, an employee must have worked on their last scheduled working day preceding the holiday, and on their first scheduled working day after the holiday unless the employee has a bona fide reason for missing one, or both of the qualifying shifts or has permission from the Employer to be absent on one or both qualifying days.

13.03 Should a paid holiday recognized in this Agreement fall during an employee's vacation , he shall receive one (1) additional day's pay at his regular wage rate or an additional day off with pay to be taken on a date that shall be mutually agreed upon by the employee and the Employer.

13.04 Employees who are required to work on a paid holiday shall be paid at one and one half (1 1h) times their applicable hourly rate of pay for all hours worked on such paid holidays, in addition to the holiday pay. Effective May 1 25 h, 2003, employees who are required to work on a paid holiday shall be paid at two (2) times their applicable hourly rate of pay for all hours worked on such paid holiday, in add ition to the holiday pay.

ARTICLE 14- VACATIONS

14.01 Employees who have been employed by the Employer for more than one (1) year shall be paid vacation pay based on four percent (4%) of their gross earnings of the previous calendar year.

14.02 Employees who have been continuously employed for one (1) or more years, but less than five (5) years shall be entitled to two (2) weeks' vacation with pay calculated at four percent (4%) of their gross earnings of the previous calendar year.

- lO - 14.03 Employees who have been continuously employed for five (5) or more years shall be entitled to three (3) weeks' vacation with pay calculated at six percent (6%) of their gross earnings of the previous calendar year.

14.04 Employees who have been continuously employed for ten (1 0) or more years shall be entitled to four (4) weeks' vacation with pay calculated at eight percent (8%) of their gross earnings of the previous calendar year.

14.05 The Employer agrees to make available to full-time employee's vacation pay, paid separately during the week prior to the employee going on vacation. It is understood the employee will only be entitled to payment for the amount of vacation time taken.

14.06 Vacation schedules shall be posted by the Employer not earlier than January 2nd of each year and remain posted until March 1st of such year. During such period , employees shall request their vacation time off to be taken. There shall be no changes to the vacation schedule after March 1st and employees shall then be entitled to take their vacation as scheduled. A copy of the completed vacation schedule shall be posted on the bulletin board not later than April 1st of each year. All vacation requests are subject to Manager/Owner approval.

14.07 (a) The vacation period shall be from January 1st to December 31st of each year.

(b) An employee's vacation entitlement shall be determined on the basis of his seniority date with the Employer.

(d) Employees who are entitled to three (3) weeks of vacation may take three (3) or more weeks vacation consecutively only outside the months of June, July and August.

(e) Employees shall be entitled to take up to two (2) weeks vacation entitlement during the months of June, July and August.

(f) Notwithstanding the above Article, the Employer shall at all times be entitled to maintain a sufficient and qualified work force.

14.08 UNION EDUCATION FUND

The Employer agrees to contribute five hundred ($500.00) dollars per calendar year to the Union's Education Fund.

- 11 - The above payments shall be made shall be made by January 151h of each calendar year by separate cheque.

ARTICLE 15- COMPENSATION

15.01 The Employer agrees that it will continue to be enrolled under the provisions of the Workplace Safety and Insurance Act of Ontario for all employees. The Employer will also pay an employee for the remainder of the shift in which the accident occurred that would require the employee to take time off.

ARTICLE 16- GRIEVANCE AND ARBITRATION

16.01 Should any difference arise between the Employer and any of the employees, or between the Employer and the Union, as to the interpretation, application or alleged violation of any of the provisions of the agreement, an earnest effort shall be made to settle such difference without undue delay in the following manner:

STAGE ONE:

The employee concerned and/or a Union steward or Union representative may within seven (7) calendar days of the alleged occurrence said to have caused the grievance, take the matter up with the Store Manager who shall give his answer verbally within five (5) calendar days. The Store Manager, a Union Steward or a Union Representative will confirm in writing, that a Stage One meeting had taken place, showing, on a form to be supplied by the Union, the date, griever's name, and indicate that a verbal Stage One meeting has been held. This form will be signed by the Store Manager. The Steward will sign and date the form immediately upon receiving the Store Manager's decision. If the grievance is not satisfactorily settled, then;

STAGE TWO:

A committee of the Union comprised of not more than two (2) union stewards of the Employer and/or not more than two (2) Union representatives may, on behalf of the employee, present the grievance, in writing, to the Store Manager within seven (7) days after the decision has been received at Stage One, who shall discuss the matter with such committee within fourteen (14) calendar days or such other dates as may be mutually agreed upon by the parties, and give a written decision not later than seven (7) days after such discussion is concluded. If a satisfactory settlement of the grievance is not reached it may be dealt with as hereinafter provided by arbitration.

- 12- ARBITRATION :

16.02 (a) Should the Employer and the Union fail to reach settlement upon any grievance dealt with by them, either party may refer the grievance to arbitration. Such referral shall be forwarded to the other party in writing within thirty (30) calendar days after receipt of the stage two decision and shall contain a list of names of three (3) suggested arbitrators.

(b) The Employer and the Union shall endeavor to choose a mutually acceptable arbitrator from such list who shall hear the arbitration. Should the Employer and the Union fail within a further fifteen (15) calendar days to agree to an arbitrator, then an application shall be made to the Ontario Ministry of Labour requesting them to appoint an arbitrator forthwith .

(c) The arbitrator so chosen by either of the above methods shall hear evidence of both parties and render his decision as soon as possible after the completion of taking evidence. It is understood that the arbitrator has no authority to alter, amend, modify or annul any part of this agreement. It is further understood that the decision of the arbitrator shall be final and binding upon both parties.

(d) No person shall be appointed as an arbitrator who has been involved in the grievance.

(e) No matter shall be submitted to arbitration which has not been properly carried through all the required steps of the Grievance Procedure. Only grievances which arise through the interpretation, application or alleged violation of the provisions of this Agreement, shall form the subject of arbitration.

(f) The arbitrator shall not be authorized to make any decisions inconsistent with the provisions of this agreement, nor to alter, annul , modify, or amend any part of this agreement;

(g) The fees and all related costs of the single arbitrator shall be borne equally by the parties;

(h) If the arbitrator decides that a discharge was without just and sufficient cause, the arbitrator may re-instate the employee and may reimburse them for all time lost from the date of discharge up to the date of re instatement, less any amounts earned by the employee in the interval or by any other arrangement which is just and equitable.

(i) Notwithstanding anything contained in this Collective Agreement, either party may request the Minister of Labour for Ontario pursuant to

- 13 - Section 49 of the Labour Re lations Act, to refe r a gri evance to a single arbitrator.

{j) The parties agree that neither party shall raise or proceed with a timeliness issue argument regarding "filing for arbitration" without first giving the other party written prior notice of its intent to do so.

Should either party serve such notice on the other party, the parties further agree that the final time frame in the Collective Agreement respecting "filing for arbitration" shall then be triggered.

The parties further agree that any Board of Arbitration or single arbitrator shall have full jurisdiction to adjudicate the matter respecting timeliness in light of this agreement and shall not be restricted by the Ontario Labour Relations Act in so doing.

GENERAL

16.03 The time limits mentioned in this Article 7 may be extended by mutual agreement between the parties. If either party fails to answer any grievance within the time limits the grieving party may move the grievance to the next stage and so on until final settlement is reached .

16.04 Any difference arising directly between the Employer and the Union as to the interpretation, application or alleged violation of any of the provisions of this agreement shall be dealt with by the Store Manager of the Employer or his replacement and a Business Representative of the Union and may be submitted to an Arbitrator as provided herein, if not settled within fifteen (15) days.

16.05 Wage grievances shall be taken up within seven (7) calendar days after the employee has received his disputed pay.

16.06 The Employer will not discipline or discharge any employee who has completed his/her probationary period without just and sufficient cause.

16.07 If a discharged employee believes that his discharge was without just and sufficient cause, he may file a grievance which shall be immediately taken up at Stage Two of the Grievance Procedure, provided the grievance is filed within fourteen (14) calendar days from the date of discharge. The Employer will give notice in writing of the reasons for such discharge to the employee within four (4) calendar days of the date of his discharge and the Employer shall , within such time, mail a copy of such notice to the Union Office and to the Union Stewards.

- 14- 16.08 If an employee is demoted as a result of discipline or disciplined in another manner and they believe that such demotion or discipline is without just and sufficient cause, they may file a grievance. The Employer will give notice in writing of the reasons for such demotion or discipline to an employee within four (4) calendar days of the date of the demotion or discipline.

The Union Steward or thei r replacement shall be given copies of all disciplinary notices given to employees at the time they are issued, and a copy of all disciplinary notices given to employees shall be mailed to the Union Office immediately after being issued to an employee.

16.09 (a) All written notices of discipline that are more than twelve (12) months old shall not thereafter form part of an employee's record and shall not be admissible in evidence at arbitration. It is understood that this provision does not apply to suspensions.

(b) All suspensions that are more than eighteen (18) months old shall not thereafter form part of an employee's record and shall not be admissible in evidence at arbitration.

16.10 The Employer shall take disciplinary action against an employee within fourteen (14) calendar days of the date of the incident or within fourteen (14) calendar days of the date on which Management became aware of the incident.

16.11 A full-time representative of the Union and/or a Union steward shall be entitled to inspect and make copies of the time cards, and similar work records which relate to that grievance.

ARTICLE 17- WAGES

17.01 The full-time wage rates shall be as set out in Appendix "B" attached hereto and forming part of this Collective Agreement. The Employer agrees that employees on an off rate and/or being paid more than contract rate shall receive the general increases as provided on Appendix "C". In the same amount and at the same time as other employees, that would be applicable to the individual employee concerned.

17.02 Employees pay shall be made available by noon on Thursday on each bi weekly pay period for work performed in the previous pay period. An exception is when a holiday falls as defined in Article 12 whereby the pay will be made available by noon Friday.

- 15 - ARTICLE 18 -TEMPORARY WORK

18.01 (a) Employees shall perform any temporary work which the Management directs with the understanding that when an employee is assigned to job with a lesser rate of pay, he shall receive his regular rate of pay.

(b) An employee temporarily transferred to work in a higher classification in the bargaining unit for five (5) or more working days shall be paid at the level of the salary scale in the higher classification which represents an increase. Such payment shall be retroactive to the first day.

(c) An employee assigned to relieve a Department Manager shall receive a premium of eighty ($80.00) dollars for each week that they are relieving such Department Manager.

(d) When a part-time employee replaces a full-time employee due to accident, illness, WSIB, LOA, or vacation for one (1) week or more, the employee will receive a premium of eighty-five ($0.85) cents per hour. Such employee shall be entitled to the premium noted in this Article 18.01 (d) or 18.01 (c) above, but not both simultaneously.

(e) An employee assigned to lock-up the store shall be paid a premium of seventy-five cents ($0.75) per hour for all hours worked after 6:00 p.m. (provided the store owner and store manager have left the store).

ARTICLE 19- HEALTH AND WELFARE

19.01 The Employer agrees to provide a benefit plan on behalf of all full-time employees and their eligible dependents and the Employer shall pay one hundred percent (1 00%) of the total premium cost of such plan.

19.02 All full-time employees shall receive five (5) paid sick days on the following formula:

First day of illness paid at fifty percent (50%) Second day of consecutive illness paid at one hundred percent (1 00%) Third day of consecutive illness paid at one hundred percent (1 00%) Fourth day of consecutive illness paid at one hundred percent (1 00%) Fifth day of consecutive illness paid at one hundred percent (1 00%)

In the event of proven fraudulent use of this provision, the employee shall repay the money to the Employer and the employee will not be entitled to this provision for the remaining term of the Collective Agreement.

- 16- ARTICLE 20 - LEAVE OF ABSENCE

20.01 Employees may request in writing for leaves of absence for legitimate reasons. The Employer will consider such request and may in its discretion grant such a request, having regard to the reason for the request, the duration of the absence and the needs of the business.

20.02 The Employer agrees that an employee appointed by the Union as a full-time representative shall be granted leave of absence, which shall not be unreasonably denied, not to exceed one (1) year without pay while seNing in such a capacity. Such persons shall continue to accumulate seniority while seNing as Union Representatives and shall be entitled to return to the bargaining unit, should their seNices be terminated by the Union, with full accumulated seniority.

20.03 The Employer shall upon two (2) weeks written notice grant a leave of absence without pay to employees required to attend Union Conferences and Conventions, provided that the Employer shall at all times be able to maintain a sufficient workforce. The Employer shall not unreasonably deny a leave of absence.

20.04 MILITARY LEAVE

A leave of absence upon two (2) weeks' of notice and a letter from the Commanding Officer shall be granted to an employee for the purpose of allowing such employee to be provided with training in the Canadian Armed Forces, during peace time not to exceed 120 days per year. During such leave of absence, the employee's seniority shall continue to accrue. In the event that such employee seNes in war time, such employee shall be considered on a granted leave of absence until he is discharged from duty and he/she shall have ninety (90) days to report back to work. Upon return to work the employee shall be re-instated to their former classification , rate of pay and with an accumulation of seniority for all time spent on such leave of absence.

Notwithstanding the above, in the event an employee wishes to participate in an overseas NATO, UN, or any other sanctioned mission by the Canadian Armed Forces, the Employer agrees, upon four (4) weeks' notice, to grant such leave. Such leave shall not be longer than eighteen (18) months in duration.

In order for an employee to be eligible for Military Leave he must complete his probationary period as set out in Article 11 .02 and Appendix "A" (A) .

- 17 - ARTICLE 21 -JURY DUTY

21 .01 An employee who is called for jury duty or who is required to attend at court in any matter arising out of his employment, or who is subpoenaed by the Crown to appear in court as a witness, will receive for each day of necessary absence on that account, up to a maximum of ten (1 0) working days, the difference between his regular hourly rate of pay for eight (8) hours for that day or in the case of a part-time employee the number of hours that they normally would have been scheduled or could have been scheduled and the amount of the fee received from the court provided the employee furnishes the Employer with the evidence that his attendance is required and satisfactory evidence as to the amount of fee received. An employee's regular scheduled days off shall not be rescheduled during any period that an employee is required to serve as a juror or as a Crown witness.

ARTICLE 22- CO-OPERATION

22.01 (a) The Union shall be notified in writing of all Employer Rules and Regulations covering those employees covered by this Agreement. It is agreed that any such rules and regulations do not form a part of this Collective Agreement.

(b) The Union agrees to co-operate with the Employer in maintaining and improving safe working conditions and practices.

(c) The Union and Employer shall, within two (2) months of the signing of this Collective Agreement, establish a Safety and Health Committee as required by provincial statute. Each party shall appoint two (2) members to such Committee and the Committee shall make an inspection of the store not less than each two (2) months.

22.02 JOINT LABOUR MANAGEMENT MEETINGS

(a) There shall be a Union-Management Committee consisting of two representatives of the Union and two representatives of the Employer. An additional resource person may accompany the representatives of either party on mutual agreement.

(b) The Committee shall meet as needed, but not less than quarterly at the request of either party to discuss matters of concern. Meetings shall be at a mutually agreed time and place. Each party shall notify the other party of the proposed Agenda as far in advance of the meeting as possible, but no later than one week before the meeting. The meetings

- 18 - shall be co-chaired between a Union member and an Employer member.

(c) The purpose of the Union-Management Committee is to discuss items of mutual concern to Management and Staff. The Committee shall not have the power to alter, amend or modify the specific terms of the Agreement, nor to deal with any matter which is or could be the subject of a grievance.

(d) Employee members of the Union-Management Committee shall suffer no loss of earnings for attending meetings of the Committee during their regularly scheduled hours.

ARTICLE 23- WEARING APPAREL

23.01 In the event the Employer requires employees to wear a uniform the Employer shall supply such uniform at no cost to the employees. A uniform shall be considered as smocks, shirts, aprons, sweaters, and butcher smocks.

Full-time employees shall be provided with three (3) uniforms. Uniforms damaged during the performance of an employee's duties shall be replaced at no cost by the Employer. Notwithstanding the above, employees shall be responsible for one hundred (1 00%) percent of the cost of additional uniforms required due to willful neglect on behalf of the employee.

Employees shall be responsible for the cleaning of their own uniforms.

Notwithstanding the above, the Employer shall be responsible for cleaning of meat department employee's aprons, coats, and smocks, as may reasonably be required .

Employees who are required to work in areas of extreme cold temperatures (ie. freezers, outside in the winter, etc.) shall have proper coats and gloves made available.

ARTICLE 24- PART-TIME EMPLOYEES

24.01 It is agreed and recognized by both the Union and the Employer that due to the nature of the Employer's business it may be necessary to employ both full-time and part-time employees. The Employer agrees that part-time employees will not be scheduled to work in excess of twenty-four (24) hours per week except in the circumstances outlined in Article 2.04 of Appendix "A".

- 19 - 24.02 Part-time employees or a combination of part-time employees will not be used to the extent that they displace existing full-time employees or, except in the event of sales and/or profit declines, reduce the current level of full-time employees.

ARTICLE 25- NO STRIKES, NO LOCK-OUTS

25.01 There will be no strike or lock-out during the terms of this Agreement. The Employer has the exclusive right to determine what merchandise will be carried in its store. In the event of strikes, lock-outs or similar problems involving suppliers of goods or service, the Employer and the Union agree to meet and discuss such situation as it involves the parties to this Agreement, to endeavour to solve such problems in the best interest of the Employer, the Union and the employees, to the best of the abilities of the parties.

ARTICLE 26 - BEREAVEMENT LEAVE

26.01 (a) For full-time employees who are scheduled, should a bereavement occur in an employee's immediate family (mother, father, spouse, son, daughter, sister, brother), the employee shall be granted such time off from work with pay as is reasonable under the circumstances, up to a maximum of five (5) days.

(b) For full-time employees who are scheduled, should a bereavement occur in an employee's immediate family (step mother, step-father, step-son, step-daughter, step-brother, step sister, mother-in-law, father-in-law, brother-in-law, sister-in-law, grandparent, son-in-law, daughter-in-law, grandchild), the employee shall be granted such time off from work with pay as is reasonable under the circumstances, up to a maximum of three (3) days.

(c) For part-time employees who are scheduled, should a bereavement occur in an employee's immediate family (mother, father, spouse, son, daughter, sister, brother, step-mother, step father, step-son, step-daughter, step-brother, step-sister, mother in-law, father-in-law, brother-in-law, sister-in-law, grandparent, son-in-law, daughter-in-law, grandchild) the employee shall be granted such time off from work with pay as is reasonable under the circumstances, up to a maximum of three (3) days.

(d) In cases where interment is postponed until a further date, the unused portion of the above entitlement shall be granted at the same time if requested. Employees will be granted extra days of

-20 - leave in the event of a long distance travel, or if need be. Such extra leave will be without pay and mush be formally requested by the employee.

(e) Should a death occur in the winter and the interment is postponed the employee may defer one (1) day of their bereavement entitlement to attend the actual burial.

ARTICLE 27- FIRST AID KITS

27.01 First Aid Kits shall be provided and maintained in the store.

ARTICLE 28 - LETTERS OF AGREEMENT

28.01 The letters of understanding annexed hereto shall form part of this Collective Agreement.

ARTICLE 29- TERM OF AGREEMENT

29.01 This Agreement shall become effective as of May 26th, 2016, and shall continue in effect up to and including May 25th, 2021, at which time it shall be automatically renewed unless either party gives notice to the other, not more than ninety (90) days prior to the expiry date, of its desire to enter into negotiations for the revision and renewal of all or any part of this Agreement and both parties shall thereupon enter into negotiations in good faith and make every reasonable effort to secure a renewal.

In the event that negotiations for the renewal of this Agreement continue past the expiry date, the provisions of this Agreement continue in full force and effect until such renewal is affected or until the conciliation procedures under the Ontario Labour Relations Act have been exhausted.

DATED AT ESPANOLA, ONTARIO, THIS c2wi DAY OF /'1/A-z: ' 2017.

R THE EMPLOYER: SIGNED FOR THE UNION:

Owner/Operator

- 2 1 - PART-TIME EMPLOYEES

APPENDIX "A"

FORMING PART OF THIS COLLECTIVE AGREEMENT

The following Articles and Sections of the Agreement covering full-time employees shall be applicable in all respects and shall apply to all part-time employees covered hereunder and shall form a part of this Collective Agreement.

ARTICLE 1 -RECOGNITION Section 1.01

ARTICLE 2- PURPOSE Section 2.01

ARTICLE 3- DEFINITIONS Section 3.01 Section 3.02

ARTICLE 4- UNION SECURITY Section 4.01 (a) (b) Section 4.02 Section 4.03 Section 4.04 Section 4.05 Section 4.06 Section 4.07 Section 4.08 Section 4.09 Section 4.1 0 Section 4.11 Section 4.12 Section 4.13

ARTICLE 5- FUNCTIONS OF MANAGEMENT Section 5.01 Section 5.02

ARTICLE 6- DISCHARGE AND DISCIPLINE Section 6.01 Section 6.02

ARTICLE 7- NO DISCRIMINATION Section 7.01

- 22 - ARTICLE 8- UNION BULLETIN BOARDS Section 8.01

ARTICLE 9- UNION PRIVILEGES Section 9.01 Section 9.02

ARTICLE 10- UNION STEWARDS Section 10.01 Section 10.02 Section 10.03

ARTICLE 11 -SENIORITY Section 11.04 Section 11.05 (a) , (b) , (c) , ( Section 11.08 Section 11 .09 Section 11 .1 0

ARTICLE 12- HOURS OF WORK AND OVERTIME Section 12.03 (a) Section 12.03 (b) Section 12.04 Section 12.05 Section 12.07 Section 12.08

ARTICLE 13- PAID HOLIDAYS Section 13.01 Section 13.02 Section 13.03 Section 13.04 Floater Day

Calculations for paid holidays shall be in accordance with the Employment Standards Act as amended 2011. A part-time employee must have worked their last scheduled shift prior to the holiday and their first scheduled shift subsequent to the holiday in order to qualify for holiday pay.

ARTICLE 14 - VACATIONS

A part-time employee who has completed one (1) or more years continuous service shall be entitled to two (2) weeks vacation with pay calculated at four percent (4%) of their gross earnings of the previous calendar year.

- 23- A part-time employee who has completed five (5) or more years' continuous service shall be entitled to three (3) weeks' vacation with pay calculated at six percent (6%) of their gross earnings of the previous calendar year.

Part-time employee who has completed ten (1 0) or more years of continuous service shall be entitled to four (4) weeks' vacation with pay calculated at eight (8) percent of their previous year's gross earnings.

Section 14.05: Part-time employees shall be paid their vacation pay entitlement once per year as will be agreed between the parties hereto.

Section 14.06

Section 14.07 (a) , (b), (c) , (f)

Section 14.07 (e): Part-time employees shall by mutual agreement with the Employer be entitled to take up to two (2) weeks vacation entitlement during the months of June, July, and August.

Full-time employees shall have preference over part-time employees with regard to the vacation scheduling of time off and/or vacation weeks to be taken.

ARTICLE 15 - COMPENSATION Section 15.01

ARTICLE 16- GRIEVANCE AND ARBITRATION Section 16.01 Stage One Stage Two Section 16.02 & (a), (b) , (c) Section 16.03 & (a) , (b) , (c) , (d) Section 16.04 Section 16.05 Section 16.06 Section 16.07 Section 16.08 Section 16.09 Section 16.10 & (a) , (b) Section 16.11 Section 16.12

ARTICLE 17- WAGES The part-time wage rates and progressions shall be as set out in Appendix "C" attached hereto and forming part of this Collective Agreement. The Employer agrees that employees on an off rate and/or being paid more than the contract rate shall receive the

- 24 - general progressions wage increases after working the required number of months that would bring them a wage increase until they reach the end rate, ie: the 60 month rate.

Section 17.02

ARTICLE 18 - TEMPORARY WORK Section 18.01 (b) , (d) ,(c) ,(e)

ARTICLE 20 - LEAVE OF ABSENCE Section 20.01 Section 20.02 Section 20.03 Section 20.04

ARTICLE 21 -JURY DUTY Section 21 .01

ARTICLE 22 - CO-OPERATION Section 22.01 (a) , (b) , (c)

ARTICLE 24- PART-TIME EMPLOYEES Section 24.01 Section 24.02

ARTICLE 25- NO STRIKES, NO LOCKOUTS Section 25.01

ARTICLE 27 - Fl RST AI 0 KITS Section 27.01

ARTICLE 28- LETTERS OF AGREEMENT Section 28.01

ARTICLE 29- TERM OF COLLECTIVE AGREEMENT Section 29.01

- 25- APPENDIX "A"

The following Articles and Sections shall form a part of this Collective Agreement in all respects and shall apply only to those persons employed as part-time employees.

(A) SENIORITY- PART-TIME EMPLOYEES ONLY

Upon completion of sixty (60) worked days from the date of the employee's commencement of employment, an employee covered by this Appendix shall be deemed to have served their probationary period and then shall be placed on the seniority list of part-time employees and their seniority shall date back to the first day they commenced work for the Employer.

(B) Seniority shall be acquired and exercised on an overall store basis and shall be exercised on a departmental basis. Lay-offs and re-employment shall be based on seniority and the ability to perform the normal requirements of the job. The seniority rights of an employee shall be terminated after twelve (12) months following lay-off due to lack of work. In the event of an opening occurring in the full-time staff, employees covered under this Appendix shall be given preference for such full-time positions in accordance with their bargaining unit seniority providing they have the ability to perform the normal requirements of the job and provided they are available. The Employer shall give the employee a reasonable familiarization period in the new job;

(C) Part-time employees are expected to attend work in accordance with their schedule of hours. When unable to attend, the employee must notify the Store Manager, Relieving Store Manager or Head Cashier prior to their scheduled starting time, giving reasons why they are unable to attend (clarity note: one hour prior notice shall be deemed to be reasonable notification).

(D) (1) Part-time employees who have acquired twelve (12) months seniority shall be guaranteed and shall be scheduled a minimum of fifteen (15) hours of work per week, provided the employees make themselves available for such work, the hours are available within the employees home department, and the employee possesses the ability and qualifications to fill the normal requirements of the job.

(2) Part-time employees who have acquired twenty (20) months seniority shall be guaranteed and shall be scheduled a minimum of twenty (20) hours of work per week, provided the employees make themselves available for such work, the hours are available within the employees home department, and the employee possesses the ability and qualifications to fill the normal requirements of the job.

(3) Part-time employees who have acquired twenty-four (24) months seniority shall be guaranteed and shall be scheduled a minimum of

- 26- twenty-two (22) hours of work per week, provided the employees make themselves available for such work, the hours are available within the employees home department, and the employee possesses the ability and qualifications to fill the normal requirements of the job.

(4) Part-time employees who have acquired thirty-six (36) months seniority shall be guaranteed and shall be scheduled a minimum of twenty-four (24) hours of work per week, provided the employees make themselves available for such work, the hours are available within the employees home department, and the employee possesses the ability and qualifications to fill the normal requirements of the job.

NOTE: For the purposes of the above article, the Meat, Deli and Bakery Department shall be considered to be one (1) department.

(E) It is agreed and recognized by both the Union and the Employer that due to the nature of the Employer's business, it may be necessary to employ both full-time and part-time employees. The employer agrees that part-time employees will not be scheduled to work in excess of twenty-four (24) hours per week, except in the following circumstances:

(i) when full-time employees are absent;

(ii) when part-time employees are absent due to illness;

(ii i) to cover off for vacations;

(iv) from December 1st to January 1st;

(v) during promotional periods where a major increase in business is anticipated;

(vi) during the period from May 15th to September 151h .

(F) Full-time employees who become part-time employees shall carry their full seniority to the part-time seniority list.

(G) Following the successful completion of the full-time probationary period , a part time employee who is hired full-time shall be credited with fifty percent (50%) of his part-time bargaining unit seniority up to a maximum of two (2) years for the purposes of bargaining unit seniority. For clarity, the above shall apply to , but not be limited to , vacation entitlement and wages.

- 27- (H) HOURS OF WORK- PART-TIME EMPLOYEES

The regular working day shall consist of up to eight (8) hours for all employees. The schedule of hours shall be posted on Thursday of the prior week. Changes to scheduled hours may be made for legitimate reasons and the employee will be notified as far as possible in advance.

(I) If a part-time employee is ordered or scheduled to report for work and no work is available, students shall rece ive two (2) hours' pay, non-students shall receive four (4) hours' pay.

(J) A non-student part-time employee shall be guaranteed four (4) hours on each call-in or scheduled shift unless there is less than three (3) hours available from the time the employee reports to the time the store closes. In which case, the employee may refuse to work.

(K) In the event the Employer requ ires employees to wear a uniform the Employer shall supply such uniform at no cost to the employees. A uniform shall be considered as smocks, shirts, aprons, sweaters, and butcher smocks.

Part-time employees shall be provided with two (2) uniforms. Un iforms damaged during the performance of an employee's duties shall be replaced at no cost by the Employer. Notwithstanding the above, employees shall be responsible for one hundred (1 00%) percent of the cost of additional uniforms required due to willful neglect on behalf of the employee.

Employees shall be responsible for the cleaning of their own un iforms.

Notwithstanding the above, the Employer shall be responsible for cleaning of meat department employees' aprons, coats, and smocks, as may reasonably be required.

(L) Employees who are required to work in areas of extreme cold temperatures (ie . freezers, outside in the winter, etc.) shall have proper coats and gloves made available.

(M) WORKING CONDITIONS

The Union will co-operate with the Employer in maintaining good working conditions.

(N) BEREAVEMENT LEAVE

Should a bereavement occur in an employee's immediate family (parent, step mother, step- father, parent-in-law, spouse, child , brother, step-brother, sister, step-sister, grandparent, brother-in-law, sister-in-law, son-in-law, daughter-in-law

- 28- . '

or grandchild) the employee shall be granted such time off from work with pay as is reasonable under the circumstances, up to a maximum of three (3) days if scheduled.

(0) WAGES

The part-time wage rates and progression shall be as set out in Appendix "C" attached hereto and forming part of this Agreement.

(P) REST PERIODS

Part-time employees covered by this Appendix "A" shall be entitled to rest periods and/or meal periods on the following basis:

During a scheduled shift or call-in shift of up to five (5) hours in duration, an employee shall be entitled to one (1) fifteen (15) minute paid rest period.

During a scheduled shift or call-in shift that is more than five (5) hours in duration but less than six (6) hours in duration, the employee shall be entitled to two (2) fifteen (15) minute paid rest periods.

During a scheduled shift or call-in shift that is six (6) hours in duration but less than eight (8) hours in duration, the employee shall be entitled to two (2) fifteen (15) minute paid rest periods and one (1) half hour unpaid rest period.

During a scheduled shift or call-in shift that is eight (8) hours in duration, the employee shall be entitled to two (2) fifteen (15) minute paid rest periods and either one (1) half hour unpaid rest period or one (1) hour unpaid rest period as may be mutually agreed upon.

(Q) All part-time employees with five (5) years or more of service shall receive one (1) sick day per year paid at 100%.

- 29- ..

APPENDIX "B"

EFFECTIVE- AUGUST 24rH, 2001

The Employer shall put into effect a health and welfare plan with coverage as follows. The Employer to pay one hundred percent (1 00%) of the total premium cost on behalf of the employee and their eligible dependants.

(a) Drug plan -not more than a $2.00 deductible per prescription

(b) Dental plan- not more than a (20%) co-pay on employees behalf

(d) Life insurance- $35,000.00

(e) Major medical coverage

(f) Long-term disability coverage - commencing with the 271h week of absence with payment at 66% of regular weekly wages.

- 30- APPENDIX "C"

CENTRE AND McCULLOCH FRESHCO

FORMING A PART OF THIS COLLECTIVE AGREEMENT

WAGES FOR FULL-TIME EMPLOYEES

EFFECTIVE MAY 25TH, 2016

6 months 12 months 18 months 24 months Start seniority seniority seniority seniority Rate with with with with Employer Employer Employer Employer

Grocery Dept. Clerk MW MW+$1.25 MW+$2.50 MW+$3.75 $17.25

Produce Dept. Clerk MW MW+$1.25 MW+$2.50 MW+$3.75 $17.25

Service Dept. Clerk MW MW+$1.25 MW+$2.50 MW+$3.75 $17.25

Cashier MW MW+$1.25 MW+$2.50 MW+$3.75 $17.25

EFFECTIVE MAY 25TH, 2017

6 months 12 months 18 months 24 months Start seniority seniority seniority seniority Rate with with with with Employer Employer Employer Employer

Grocery Dept. Clerk MW MW+$1.50 MW+$2.75 MW+$4.00 $17.50

Produce Dept. Clerk MW MW+$1.50 MW+$2.75 MW+$4.00 $17.50

Service Dept. Clerk MW MW+$1.50 MW+$2.75 MW+$4.00 $17.50

Cashier MW MW+$1.50 MW+$2.75 MW+$4.00 $17.50

- 31 - ..

EFFECTIVE MAY 25TH, 2018

6 months 12 months 18 months 24 months Start seniority seniority seniority seniority Rate with with with with Employer Employer Employer Employer

Grocery Dept. Clerk MW MW+$1.75 MW+$3.00 MW+$4.25 $17.75

Produce Dept. Clerk MW MW+$1.75 MW+$3.00 MW+$4.25 $17.75

Service Dept. Clerk MW MW+$1.75 MW+$3.00 MW+$4.25 $17.75

Cashier MW MW+$1.75 MW+$3.00 MW+$4.25 $17.75

EFFECTIVE MAY 25TH, 2019

6 months 12 months 18 months 24 months Start seniority seniority seniority seniority Rate with with with with Employer Employer Employer Employer

Grocery Dept. Clerk MW MW+$2.00 MW+$3.25 MW+$4.50 $18.00

Produce Dept. Clerk MW MW+$2.00 MW+$3.25 MW+$4.50 $18.00

Service Dept. Clerk MW MW+$2.00 MW+$3.25 MW+$4.50 $18.00

Cashier MW MW+$2.00 MW+$3.25 MW+$4.50 $18.00

EFFECTIVE MAY 25TH , 2020

6 months 12 months 18 months 24 months Start seniority seniority seniority seniority Rate with with with with Employer Employer Employer Employer

Grocery Dept. Clerk MW MW+$2.25 MW+$3.50 MW+$4.75 $18.25

Produce Dept. Clerk MW MW+$2.25 MW+$3.50 MW+$4.75 $18.25

Service Dept. Clerk MW MW+$2.25 MW+$3.50 MW+$4.75 $18.25

Cashier MW MW+$2.25 MW+$3.50 MW+$4.75 $18.25

- 32- No wage rate will be reduced during the life of this agreement as a result of a reduction in the Provincial minimum wage.

1. Effective May 25, 2016, the Employer shall provide a general wage increase of twenty (25¢) cents per hour.

2. Effective May 25, 2017, the Employer shall provide a general wage increase of twenty (25¢) cents per hour.

3. Effective May 25, 2018, the Employer shall provide a general wage increase of twenty (25¢) cents per hour.

4. Effective May 25, 2019, the Employer shall provide a general wage increase of twenty-five (25¢) cents per hour.

5. Effective May 25, 2020, the Employer shall provide a general wage increase of twenty-five (25¢) cents per hour.

All wages for all classifications retroactive to May 25, 2016.

Such payment to be made on a separate cheque, within 30 days of date of ratification.

- 33- APPENDIX "D"

CENTRE AND McCULLOCH FRESHCO

FORMING A PART OF THIS COLLECTIVE AGREEMENT

WAGES FOR PART-TIME EMPLOYEES

The following hourly wage rates of pay set forth below shall become effective as and from the following dates and shall remain in full fo rce and effect for the term of this Collective Agreement.

Effective: Effective: Effective : Effective: Effective: May 25, 2016 May 25, 2017 May 25, 2018 May 25, 2019 May 25, 2020

Non· Non- Non- Non- Student Student Student Student Student Non- Student Student Student Student Student

Hourly rate for work performed MW MW between 0 and MW MW MW MW MW MW MW MW 650 hrs

Hourly rate for wo rk performed MW+ MW+ MW+ MW+ MW+ MW+ MW+ MW+ MW+ MW+ between 651 and 0.05 0.05 0.05 0.05 0.05 0.05 0.05 0.05 0.05 0.05 1,300 hrs

Hourly rate for wo rk performed MW+ MW+ MW+ MW+ MW+ MW+ MW+ MW+ MW+ MW+ between 1, 301 0.10 0.10 0.10 0.10 0.10 0.10 0.10 0.10 0.10 0.10 and 1,950 hrs

Hou rly rate for work performed MW+ MW+ MW+ MW+ MW+ between 1, 95 1 0.15 0.15 0.15 0.15 0.15 an d 2,600 hrs

Hou rly rate for work performed MW+ MW+ MW+ MW+ MW+ between 2,601 0.20 0.20 0.20 0.20 0.20 and 3,250 hrs

Hourly rate for work performed MW+ MW+ MW+ MW+ MW+ between 3,251 0.30 0.30 0.30 0.30 0.30 and 3,900 hrs

Hourly rate for work perfo rm ed MW+ MW+ MW+ MW+ MW+ between 3,901 0.40 0.40 0.40 0.40 0.40 and 4,450 hrs

- 34- Hourly rate for work performed MW+ MW+ MW+ MW+ MW+ between 4,451 0.60 0.60 0.60 0.60 0.60 and 5,200 hrs

Hourly rate for work performed MW+ MW+ MW+ MW+ MW+ between 5,201 0.80 0.80 0.80 0.80 0.80 and 5,850 hrs

Hourly rate for work performed MW+ MW+ MW+ MW+ MW+ I between 5,851 1.00 1.00 1.00 1.00 1.00 and 6,500 hrs

Hourly rate for work performed 13.45 13.65 13.85 14.10 14.35 over 6,500 hours . . ..

No wage rate will be reduced during the life of this agreement as a result of a reduction in the Provincial minimum wage.

In the event minimum wage goes above the part-time end rate of pay, then the gap from the end rate to the minimum wage rate prior to the increase in minimum wage will be maintained for the life of the agreement.

General wage increase applicable to all employees as follows:

Effective May 25, 2016 - 20¢/hour increase Effective May 25, 2017 - 20¢/hour increase Effective May 25, 2018 - 20¢/hour increase Effective May 25, 2019 - 25¢/hour increase Effective May 25, 2020 - 25¢/hour increase

All wages for all classifications retroactive to May 25, 2016.

Such payment to be made on a separate cheque, within 30 days of date of ratification.

- 35- APPENDIX "D" - CONTINUED

CENTRE AND McCULLOCH FRESHCO

FORMING A PART OF THIS COLLECTIVE AGREEMENT

WAGES FOR PART-TIME EMPLOYEES (HIRED AFTER MAY 26, 2016)

The following hourly wage rates of pay set forth below shall become effective as and from the following dates and shall remain in full fo rce and effect fo r the term of this Collective Agreement.

Effective: Effective: Effective: Effective: Effective: May 25, 2016 May 25, 2017 May 25, 2018 May 25, 2019 May 25, 2020

Non- Non- Non- Non- Student Non- Student Student Student Student Student Student Student Student Student

Hourly rate for work performed MW MW MW MW MW MW MW MW MW MW between 0 and 650 hrs

Hourly rate for work performed MW+ MW+ MW+ MW+ MW+ MW+ MW+ MW+ MW+ MW+ between 651 and 0.05 0.10 0.05 0.10 0.05 0.10 0.05 0.10 0.05 0.10 I 1,300 hrs

Hourly rate for work performed MW+ MW+ MW+ MW+ MW+ MW+ MW+ MW+ MW+ MW+ between 1,301 0.10 0.20 0.10 0.20 0.10 0.20 0.10 0.20 0.10 0.20 and 1, 950 hrs

Hourly rate for work performed MW+ MW+ MW+ MW+ MW+ between 1,951 0.30 0.30 0.30 0.30 0.30 and 2,600 hrs

Hourly rate for work performed MW+ MW+ MW+ MW+ MW+ between 2,601 0.40 0.40 0.40 0.40 0.40 and 3,250 hrs

Hourly rate for work performed MW+ MW+ MW+ MW+ MW+ between 3,251 0.50 0.50 0.50 0.50 0.50 and 3,900 hrs

Hourl y rate for work performed MW+ MW+ MW+ MW+ MW+ between 3,901 0.60 0.60 0.60 0.60 0.60 and 4,450 hrs

- 36- '.

Hourly rate for work performed MW+ MW+ MW+ MW+ MW+ between 4.451 0.70 0.70 0.70 0.70 0.70 and 5,200 hrs

Hourly rate for work performed MW+ MW+ MW+ MW+ MW+ between 5,201 0.80 0.80 0.80 0.80 0.80 and 5,850 hrs

Hourly rate for work performed MW+ MW+ MW+ MW+ MW+ I between 5,851 1.00 1.00 1.00 1.00 1.00 and 6,500 hrs

Hourly rate for work performed 13.25 13.25 13.25 13.25 13.25 over 6,500 hours .

No wage rate will be reduced during the life of this agreement as a result of a reduction in the Provincial minimum wage.

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APPENDIX "E"

E-1 Employees who are hired at an off rate shall be slotted into the wage progression and will progress from that wage rate position , up the wage scale to the next higher hourly wage rate upon completion of the required number of hours.

EXAMPLE: If a person was hired at the hourly rate of $10.70 per hour, upon working the number of hours between 1,301 and 1,950 hours or work (649 hours) such employee would progress to the next higher wage rate of $10.80, and would continue up the wage progression scale in a similar fashion at each progression level until they achieved the maximum rates of pay.

E-2 In the event that an employee who has as a result of a general wage increase as received on the above dates is then placed on an off rate they shall be required to work the number of hours that they would normally have been required to work in their progression slot in order to advance to the next higher wage progression hourly rate of pay.

E-3 Employees who are receiving rates of pay in excess of the rates set out in the wage schedule as mentioned above, shall receive an amount equal to the general wage increases when they come into effect during May of the years 2011 , 2012, 2013, 2014, and 2015.

E-4 No wage, currently enjoyed by an employee, which is in excess of rates set out in the wage schedule herein, shall be reduced during the lifetime of the agreement.

- 38- LETTER OF AGREEMENT #1

BETWEEN: 1468678 ONTARIO LIMITED carrying on a business as CENTRE AND McCULLOCH FRESHCO (hereinafter called the "Employer")

AND: UNITED FOOD AND COMMERCIAL WORKERS CANADA, LOCAL 175 (hereinafter called the "Union")

RE: GUARANTEE OF FULL-TIME STAFFING

This Letter of Agreement shall be deemed in all respects to form and be a part of the Collective Agreement held between the parties.

The Employer agrees that it will at all times during the term of this Collective Agreement employ three (3) full-time employees who will be bargaining unit members and who shall be covered by the Collective Agreement held between the parties.

DATED AT ESPANOLA, ONTARIO, THIS :low DAY OF ,deerz , 2017.

SIGNED FOR THE EMPLOYER: SIGNED FOR THE UNION: ~ Owner/Operator Unio

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LETTER OF AGREEMENT #2

BETWEEN: 1468678 ONTARIO LIMITED carrying on a business as CENTRE AND McCULLOCH FRESHCO (hereinafter called the "Employer")

AND: UNITED FOOD AND COMMERCIAL WORKERS CANADA, LOCAL 175 (hereinafter called the "Union")

RE: JOB POSTING PROCEDURE

(A) In the event that a vacancy or newly created position comes open , notice of such vacancy or newly created position shall be posted for seven (7) calendar days on the bulletin board or boards provided on the premises for such purposes. All such notices shall designate the job classifications, title, the shift, the rate of pay of such job, the date such notice was posted and the department where the work is to take place. Any employee, excluding probationary employees, in the specific department where the vacancy or newly created position comes open may apply for such job within the time limit specified above. Applications will be limited to employees who actually work in the specific department where the vacancy or newly created position comes open .

(B) Those employees wishing to apply for such vacancy or newly created position shall do so by affixing their signature to the job posting notice.

(C) After such notice has been posted for seven (7) calendar days, it shall be removed from the bulletin board or boards, and a copy of such notice shall be forwarded to the union.

(D) If an employee is absent from work and during such absence a job posting is made, such employee will be considered an applicant provided he or a union steward acting as his agent and upon his request affixes the employee's name to the posting within the stipulated seven (7) calendar day period.

(E) The Employer shall, within five (5) calendar days after the notice has been removed, post on the same bulletin board or boards for at least five (5) calendar days the name and length of service of the successful applicant, a copy of which shall be forwarded to the union.

-40- ·-

(F) The following factors shall determine which employees from the department shall fill the vacancy or newly created position:

(i) the ability and qualifications to perform the normal requirements of the positions; and

(ii) the seniority ranking of the employees within the department who have applied for the vacancy for newly created position.

(G) In the event that there is no successful applicant from the specific department for a posted vacancy or newly created position in the department, the employer is then free to consider applications from either within the bargaining unit or to hire from outside the bargaining unit at its discretion.

(H) A temporary vacancy lasting less than two (2) weeks does not have to be posted but may be filled in accordance with 10.10 (f).

DATED AT ESPANOLA, ONTARIO, THIS .J Drtl DAY OF d-/Je.{-z_. , 2017.

SIGNED FOR THE EMPLOYER: SIGNED FOR THE UNION:

Owner/Operator Unio LETTER OF AGREEMENT #3

BETWEEN: 1468678 ONTARIO LIMITED carrying on a business as CENTRE AND McCULLOCH FRESHCO (hereinafter called the "Employer")

AND: UNITED FOOD AND COMMERCIAL WORKERS CANADA, LOCAL 175 (hereinafter called the "Union")

RE: PRINTING OF COLLECTIVE AGREEMENT

The Employer shall pay $100.00 for the cost of the printing of the Collective Agreements. Payment shall be made thirty (30) days after date of ratification.

DATED AT ESPANOLA, ONTARIO, THIS ~Dnl- DAY OF drft:a.. ' 2017.

SIGNED FOR THE EMPLOYER: SIGNED FOR THE UNION:

Owner/Operator

-42- LETTER OF AGREEMENT #4

BETWEEN: 1468678 ONTARIO LIMITED carrying on a business as CENTRE AND McCULLOCH FRESHCO (hereinafter called the "Employer")

AND: UNITED FOOD AND COMMERCIAL WORKERS CANADA, LOCAL 175 (hereinafter called the "Union")

RE: MEAT CUTTER/MEAT WRAPPER POSITION

The Employer agrees if a meat cutter or meat wrapper full-time position is required or brought back in the future, the Employer and the Union shall meet to negotiate a wage rate.

DATED AT ESPANOLA, ONTARIO, THIS c?ow DAY OF Af/::e;z . ' 2017.

SIGNED FOR THE EMPLOYER: SIGNED FOR THE UNION:

Owner/Operator

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