COLLECTIVE AGREEMENT

BETWEEN

UNIFOR LOCAL 247

AND

AMERICAN INCOME LIFE INSURANCE COMPANY

Marketing Specialist

January 1, 2017 – December 31, 2019

TABLE OF CONTENTS

PREAMBLE 1

ARTICLE 1 – PURPOSE 1

ARTICLE 2 – UNION SECURITY AND RECOGNITION 2

ARTICLE 3 – STRIKES AND LOCKOUTS 3

ARTICLE 4 – UNION REPRESENTATION 3

ARTICLE 5 – JOINT COMMITTEES 4

ARTICLE 6 – THE RIGHTS OF THE COMPANY 5

ARTICLE 7 – DEFINITION OF EMPLOYEES 6

ARTICLE 8 – HOURS OF WORK 6

ARTICLE 9 – GENERAL HOLIDAYS 7

ARTICLE 10 – ANNUAL VACATION 7

ARTICLE 11 – LEAVE OF ABSENCE 9

ARTICLE 12 – SICK LEAVE, WELFARE PLANS AND PENSION PLANS 11

ARTICLE 13 – SALARIES 12

ARTICLE 14 – EXPENSE ALLOWANCE 14

ARTICLE 15 – HOLIDAY BONUS 14

ARTICLE 16 – HIRING, PROMOTION, LAY-OFF AND RECALL 14

ARTICLE 17 – SENIORITY 15

ARTICLE 18 – GENERAL 16

ARTICLE 19 – DISCHARGE AND TERMINATION 17

ARTICLE 20 – GRIEVANCES 17

ARTICLE 21 – ARBITRATION 19

ARTICLE 22 – UNIFOR SOCIAL JUSTICE FUND & INDUSTRY FUND & UNIFOR PAID EDUCATION LEAVE 19

ARTICLE 23 – DURATION 20

LETTERS OF UNDERSTANDING 21

PREAMBLE

Unless expressly provided for in the text, nothing in this Agreement should be interpreted as renouncing any right or obligation for the Association, the wage earner or the Union under vested rights or the Collective Agreement or any applicable legislation current or future, federal or provincial.

Should any provision not provided for under the Memorandum of Agreement be added, rescinded or should the text be changed by error while printing, the official wording of the Collective Agreement’s previous provision should remain in effect if the parties cannot agree on the disputed text and the arbitrator should have full jurisdiction to render the appropriate decision under the circumstances.

ARTICLE 1 PURPOSE

SECTION 1. This Agreement is between Unifor Local 247, (the “Union”); and American Income Life Insurance Company, (the “Company”). The purpose of this Agreement is to maintain harmonious relationship between the Company and the Union; to define clearly the pay and conditions of employment for the Marketing Specialist to provide for an amiable method of settling differences which may from time to time arise; and to promote the mutual interest of the Company and Union and in recognition whereof, the Parties hereto covenant and agree as follows:

SECTION 2. NO DISCRIMINATION AND NO HARASSMENTThe Company and the Union agree to abide by the terms and conditions set forth under the applicable Provincial Human Rights Code and any further amendments thereto.

Unifor and the Company recognize that there shall be no harassment, discrimination, interference, restriction or correction exercised or practiced with respect to any Marketing Specialist in any matters of hiring, training, promotion, transfer, lay-off, discharge or otherwise by reason of race, creed, colour, national origin, political or religious affiliation, sex or marital status, sexual orientation or membership or activity in the Union.

The Company and Union agree that everyone has the right to work in an environment free of harassment. The parties agree to establish a Joint Policy on a Harassment-Free Workplace and procedures and processes on ways to promote, educate and communicate this understanding within

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the Company. The Joint Consultation Committee under Article 5 Section 4 b) i) shall review related issues and make recommendations to the Union and Company.

It is agreed that the Unifor Harassment Policy will be the foundation for the Unifor Local 247 and Company Policy on Harassment.

SECTION 3. The interpretation, application and administration of this Agreement shall be construed in accordance with and governed by the applicable laws of the Province of residence and/or the Government of Canada.

ARTICLE 2UNION SECURITY AND RECOGNITION

SECTION 1. The Union is recognized as the sole collective bargaining agent for all Marketing Specialist employees, exclusive of supervisory employees with authority to hire, transfer, suspend, lay-off, recall, promote, discharge or discipline personnel, or effectively to recommend such action, if the exercise of such authority is not of merely routine nature but requires the use of independent judgment. A person having such authority is not a member of the bargaining unit.

SECTION 2. All new employees shall be informed that their jobs are represented by the Union, introduced to their Unifor Local 247 Representative and furnished with a dues check-off. Upon hiring, employees will be provided with a copy of the Collective Agreement, a welcome letter from Unifor Local 247 and Unifor’s Harassment in the Workplace statement.

SECTION 3. Unifor Local 247 shall be furnished with names, addresses, phone numbers, email addresses (when available), dues paid, benefit status, start date and classifications of all new members within thirty (30) calendar days, in a hard copy as well as an Excel Spreadsheet.

SECTION 4. All employees covered under this Agreement shall, as a condition of employment, thirty (30) calendar days from the effective date of the Agreement become and remain members of the Union in good standing. All employees hired subsequent to the effective date of this Agreement, shall as a condition of employment thirty (30) calendar days from the date of employment become and remain members of the Union in good standing.

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SECTION 5. Upon written authorization from the employee, the Company agrees to deduct Union initiation fees, dues and assessments from the wages of each employee in the bargaining unit, and to transmit the monies so collected to the Union, once monthly, together with a list of employees from whom such deductions have been made.

SECTION 6. The authorization of check-off dues shall be irrevocable for the term of this Agreement, and shall automatically renew for successive yearly or applicable contract periods thereafter.

SECTION 7. All correspondence transmitted from Company offices shall carry the Union Label. The Company agrees to provide an electronic bulletin board for the posting of official Union notices. All postings and removal of such postings must be done with prior written approval of an Executive Officer of the Local.

SECTION 8. An employee included in the bargaining unit shall not be transferred to a position excluded from the bargaining unit unless the employee concerned agrees to such transfer. Employees excluded from the bargaining unit shall not perform the regular work of employees covered by this agreement except for the purposes of instruction, or when bargaining unit employees are not available.

ARTICLE 3STRIKES AND LOCKOUTS

SECTION 1. The Company agrees that there shall be no lock outs and the Union agrees that there shall be no strikes, work stoppage, slow down or restriction of output or interruption of work either complete or partial by the Union or the employees for any reason whatsoever during the life of this agreement. All disputes between them shall be submitted for settlement in accordance with the grievance and arbitration procedure set forth in this agreement.

ARTICLE 4UNION REPRESENTATION

SECTION 1. The Company shall recognize the Union Representative(s) elected or appointed by the Union and shall not discharge, discipline, harass or otherwise discriminate against such Union Representative(s) for carrying

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out the duties proper to that position. The Union shall inform the Company of the names of the Union Representative(s).

SECTION 2. The Union Representative(s) will investigate and process grievances or confer with the Representative(s) of the Union during regular working hours, without loss of pay. The Union Representative(s) and or member will obtain approval from the immediate supervisor before leaving their immediate area for such purposes and such permission will not be unreasonably denied.

SECTION 3. Representatives of the Union shall have the right to enter any work premises to meet with new and existing members, to investigate working conditions, grievances, or disputes. They shall have the right to meet with employees involved in a dispute relative to the administration of this Agreement. Union Representatives shall report to the person in charge of the office upon entering premises.

SECTION 4. The Union shall receive a copy of all termination notices, written warning letters or written reprimands placed in an employee’s file.

The Company agrees that, whenever a disciplinary meeting is held with an employee, the Company will ask the employee whether or not they wish to have a Union Representative(s) present at the meeting or via phone.

SECTION 5. This Agreement is binding upon the Company within the jurisdiction of the Union insofar as it complies with local provincial law.

ARTICLE 5JOINT COMMITTEES

SECTION 1. – Joint Consultation Committee Structure

The Company agrees that the consultation and exchange of information regarding the contents of the Collective Agreement, working conditions or any other common interest issue should promote a harmonious and constructive relationship between the parties.

SECTION 2. – Meeting of the Committee

a. The Joint Consultation Committee shall meet or have a conference call at the request of either party at mutually agreeable time and place within thirty (30) calendar days of such a request.

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b. Minutes shall be kept for all meetings.

c. Company agrees to provide an adequate meeting room for the meetings and meals when required.

d. The Joint Consultation Committee shall meet as needed.

SECTION 3. – Chairperson of the Committee

A Company Representative and a Union Representative shall alternate in presiding over the meetings.

SECTION 4. – Responsibilities of the Committee

a. The Committee shall not supercede the activities of any other Committee of the Union or the Company and shall not have the power to bind either the Union or its members or the Company to any recommendations reached in their discussions.

b. The Committee shall also have the power to make recommendations to the Union and the Company and to discuss issues regarding the following matters:

i. Reviewing matters relating to the maintenance of good relations between the parties;

ii. Reviewing matters relating to the maintenance of good Client Group relations;

iii. Reviewing matters causing grievances and misunderstandings;

iv. Reviewing member initiated concerns.

ARTICLE 6THE RIGHTS OF THE COMPANY

SECTION 1. The Union recognizes that it is the right of the Company to exercise the exclusive, regular and customary rights of management, to direct the working forces and all aspects of its business, and make rules and regulations not in conflict with the terms of this Agreement.

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ARTICLE 7 DEFINITION OF EMPLOYEES

SECTION 1. Probation period - All new employees, except temporary employees, will be considered probationary for the first one hundred and twenty (120) calendar days of employment. After one hundred and twenty (120) calendar days of employment, an employee will become regular. Temporary employees transferred to, or attaining regular status shall have their temporary period of employment included in their probationary period.

SECTION 2. An employee will be hired to work on a full-time regular basis based on 37.5 hours per week.

SECTION 3. New Position - Where a new position is created or if an existing position is substantially modified, the Company shall provide the Union with a job description for the new position as well as the salary/wage rate it intends to apply. Following this, the parties have ten (10) working days to agree on the salary and the classification of the new position. Failing agreement, the Company determines the salary and classification and the Union may file a grievance within twenty (20) working days. In case of arbitration, the Arbitrator shall establish the salary based on the existing salary/wage schedules determined in the present Agreement. The Arbitrator’s decision is retroactive to the date the new position was filled.

ARTICLE 8HOURS OF WORK

SECTION 1. Unless changed by agreement, the work week shall be an average of 37.5 hours per week. Since the employees generate leads and their income is predicated on their sales/lead results, their work days/hours may vary depending on the needs or availability of their market or groups. Work week shall be defined as Sunday through Saturday.

SECTION 2. An unpaid lunch period of one-half (½) hour to one (1) hour will be provided and taken within the two (2) hours in the middle of the regular working day.

SECTION 3. Two (2) relief periods per day of fifteen (15) minutes each, one (1) in the morning and one (1) in the afternoon, shall be provided without loss of pay.

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ARTICLE 9GENERAL HOLIDAYS

SECTION 1. The Company agrees to provide all employees with the following statutory holidays, with pay:

1. New Year’s Day2. Good Friday3. Easter Monday4. Victoria Day 5. Canada Day6. Civic Provincial Holiday 7. Labour Day8. Remembrance Day9. Thanksgiving Day10. Christmas Day11. Boxing Day 12. Family Day (Third Monday of February) for Ontario or Floating

Personal Day in other provinces.

and any other day that may be stated a legal holiday by the Provincial and/or Federal Government. Should any of the above holidays fall on an employee’s regular day off, the employee shall receive an additional day or days off, with pay, to be taken at a time mutually agreed in advance of the holiday with the Company.

SECTION 2. If the Company requires an employee to work on a Statutory Holiday, the employee shall receive one and one-half times the hours worked in lieu time which can be banked and taken within 30 days following the Statutory Holiday. Employees may decline to work on a Statutory Holiday without penalty. Should the employee be required to work a Statutory Holiday, the employee will be entitled to Statutory pay under Article 9, Section 1.

ARTICLE 10ANNUAL VACATION

SECTION 1. All employees shall be entitled to be paid vacation in accordance with the following schedule:

a. During the first twelve (12) months of service and up to five (5) years of service, an employee shall earn paid vacation entitlement for ten (10) working days.

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b. Upon completion of three (3) month’s service, an employee shall be entitled to take all earned paid vacation entitlement or any part thereof. Such vacation taken shall be deducted from the total earned entitlement for that year.

SECTION 2. Each employee who completes five (5) years’ service shall receive fifteen (15) paid vacation days.

SECTION 3. For each completed year of service in excess of five (5) years, each employee shall receive one (1) additional paid vacation day up to a maximum of twenty (20) paid vacation days per year.

SECTION 4. Payment for vacation shall be the employee’s regular salary rate at the time vacation is taken or the following based on years of service, whichever is greater.

a. Five percent (5%) of gross wages up to ten (10) years of service.

b. Seven percent (7%) of gross wages for ten (10) years of service or more.

For the purposes of calculating gross wages, it will include an employee’s base salary, production bonuses and gifts that are non-discretionary and related to production (ie: convention and contest prizes). It will not include Holiday bonuses.

SECTION 5. Employees desiring to take vacation in broken periods shall be entitled to take them in periods of one (1) week, two (2) weeks, three (3) weeks, etc. Vacation may only be taken once it has been earned.

SECTION 6. Vacations shall be taken at a time mutually agreed between the Company and the employee. Employees shall select their vacation periods by April 1, in order of seniority as defined in this Agreement. Only one (1) vacation period shall be selected by seniority until all employees in the signing group have selected one (1) period. Subsequently, all employees in the signing group who have chosen to take their vacation in broken periods shall select in order of seniority for a second vacation period and again for subsequent periods until all periods are chosen. After review, to ensure the maintaining of efficiency of business operations, the Company shall confirm the vacation selections by May 1st.

SECTION 7. The first two weeks of vacation earned in an anniversary year must be taken prior to the end of the next anniversary year. Employees with

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three (3) weeks’ vacation entitlement or more shall be entitled to bank up to a maximum of two (2) weeks’ vacation and take the banked vacation in the following year. Any additional time earned and not taken will be lost unless employee requests and receives prior written approval by the Company.

SECTION 8. Where a General holiday falls on a day of the annual vacation, an employee shall be entitled to an additional day off with pay at a time approved by the Company.

SECTION 9. The annual vacation with pay plan is subject to the provisions of the Employment Standards Act wherever such provisions provide greater benefits than this plan.

SECTION 10. For the purpose of vacation entitlement the standard work week of Monday to Friday applies.

ARTICLE 11LEAVE OF ABSENCE

Reasonable leaves of absence shall be granted. Requests for leave shall be reasonable for the following:

SECTION 1. Union Business - The Company agrees to grant a leave of absence for Union business to a minimum of one employee, without loss of pay or benefits, in order to participate in the negotiations for the renewal of the present Collective Agreement, attendance of grievance meetings, union-management meetings, Joint Committee Meeting and other Company/Union related business.

The Company also agrees to maintain loss of pay or benefits for other administrative Union business. The Company will invoice the Local Union for lost wages and the Local Union agrees to submit payment within thirty (30) days of receiving the invoice. The Union will request such leave by giving the Company at least one (1) week notice.

SECTION 2. Bereavement - An employee will be granted a leave of five (5) working days with pay in case of death of spouse, child, step-child, father, mother, spouse’s father or mother, brother or sister; An employee will be granted a leave of absence of three (3) working days with pay in case of death of spouse’s brother or sister, grandfather or grandmother, one of spouse’s grandparents, a grandchild, spouse’s grandchild, brother-in-law or sister-in-law.

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SECTION 3. Special Leave Without Pay - An employee may be granted leave of absence, without pay, for personal reasons upon written application. It is understood that such leave shall not interfere with the business needs of the company.

SECTION 4. Funeral Leave - Upon application to the Department Head, an amount of time up to a maximum of one (1) day leave of absence without deduction of pay to attend a funeral as pallbearer may be granted.

SECTION 5. Jury Duty - All employees summoned to Jury Duty or subpoenaed as a witness shall be paid wages amounting to the difference between the amount paid them for jury service or acting as a subpoenaed witness and the amount they would have earned, had they worked on such days. Employees on jury duty shall furnish the Company with such statements of earnings as the Courts may supply. Employees shall return to work within a reasonable period of time. They shall not be required to report if less than two (2) hours of their normal shift remains to be worked.

Total hours on Jury Duty or as a subpoenaed witness and actual work on the job in the office in one (1) day shall not exceed six and one-half (6½) hours for purposes of establishing the basic work day. Any time worked in the office in excess of the combined total of six and one-half (6½) hours, shall be considered overtime and paid as such. Where either party to this Agreement subpoenas an employee, the party issuing the subpoena shall bear the costs of the employees lost wages. The Company will be responsible for all expenses for employees who are requested to attend functions on behalf of the Company.

(Receipts for expenses shall be provided at the request of the Company)

SECTION 6. Maternity and Parental Leave - Leave of absence without pay in case of pregnancy or parental leave shall be granted in accordance with applicable legislation. Written notice of dates of leave shall be provided 4 weeks in advance of the approximate start and end date. Such leave will not affect sick leave entitlements.

SECTION 7. Leave for Medical/Dental Appointments - An employee will be allowed up to two (2) hours with pay from accumulated sick leave bank for medical or dental appointments that cannot be taken on a regularly scheduled day(s) off. The up to two (2) hours will be utilized at the beginning or end of the working day where possible. Leave for medical/dental appointments shall not exceed twelve (12) hours in any calendar year.

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SECTION 8. Wedding - A full time employee with six (6) months seniority may be granted a two (2) day leave of absence with pay on the occasion of her/his wedding. The two days shall be taken within one (1) week prior to or following the date of the wedding.

SECTION 9. Leaves under this article shall not affect seniority/continuous service nor be used to penalize/demote Marketing Specialists.

ARTICLE 12SICK LEAVE, WELFARE PLANS AND PENSION PLANS

SECTION 1. Sick Leave

a. The Company will allow one (1) working day per month sick leave with full pay. Such sick leave may be accumulated from month to month and from year to year up to a maximum of 135 working days. Employee must call his/her manager or other designated person to notify them of their sickness each day off unless an expected date of return has previously been given.

b. Accumulated sick leave may be used as regular sick days or extended leave – catastrophic events. A maximum of 12 days per year can be used as regular sick leave.

c. Employees may use sick leave after completion of 90 full calendar days of service.

d. If requested by the Company, a doctor’s certificate must be supplied by the employee in respect of any illness extending beyond three (3) working days.

e. Sick leave shall not accumulate while an employee is absent because of a disability.

SECTION 2. Health & Welfare Plans - Health and Welfare benefits shall be funded by the Company, modified from time to time and procured by the Union. Up to $231.53 per month shall be contributed for each full time person covered; up to $463.05 for each such person who has family coverage.

Coverage would be available on the 1st of the month following 30 calendar days of employment.

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Should the cost of providing the benefits selected exceed the amount contributed, such excess cost shall be borne by the employee.

It is anticipated that the benefits package selected will vary from province to province, reflecting differences in law, custom, and the governmental differences in benefits provided and how benefits are funded. To the extent that benefits are funded by direct taxes or charges on the Company in lieu of insurance premiums, the payment of such taxes or charges shall constitute payment of contributions.

Maximum amounts paid by the Company will be increased 2% each year of the Collective Agreement.

SECTION 3. Retirement Savings Plan - The Company agrees to contribute the following per month to an Individual RSP for each full-time employee of the Company:

Effective January 1, 2017 $150.00Effective January 1, 2018 $155.00Effective January 1, 2019 $160.00

Company agrees to add LOU for grandfathered employees into the Collective Agreement.

ARTICLE 13SALARIES

SECTION 1. Employees will be classified by the Company in accordance with the skills used and shall be paid not less than the salary specified for such classification.

SECTION 2. It is agreed that the salaries herein are minimum salaries.

SECTION 3. The Parties agree that the salary ranges herein specified for the Marketing Specialist shall be effective as follows and determined by the Employer at time of hire:

Effective January 1, 2017 $33,252.00 to $40,000.00Effective January 1, 2018 $33,917.00 to $40,800.00Effective January 1, 2019 $34,595.00 to $41,616.00

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Current Employees that are above the Annual Salary mentioned above will receive the following percentage increases to their Annual Salary as follows:

Effective Date IncreaseJanuary 1, 2017 2%January 1, 2018 2%January 1, 2019 2%

SECTION 4. Each employee will have a potential for bonus in excess of their salary level based on leads produced (results). Bonus is at Company discretion.

SECTION 5. Employees will be required to have a minimum production level through lead generation that covers 75% of their salary (including COLA increases) and reimbursable expenses.

SECTION 6. Lead Credit based on:

Effective January 1, 2017 $6.15Effective January 1, 2018 $6.30Effective January 1, 2019 $6.45

SECTION 7. Lead credits are earned when a response card is received. No lead credit is earned for a duplicate response card. A duplicate is an additional card from the same household and same group received within six (6) months of the first card.

The Company will provide the Marketing Specialist with a detailed monthly excel spreadsheet of all leads received in that month credited to the Marketing Specialist, including all duped leads. The lead id will be included in the data.

SECTION 8. An original working of an organization is when that organization has not been mailed within the last three (3) years. A renewal of an organization would include any that would not qualify as an original working.

SECTION 9. When a properly serviced group currently under contract with a particular Marketing Specialist is officially merged into another group that is signed by a different Marketing Specialist or PR Rep, the original Marketing Specialist or PR Rep shall receive a one-time split of lead credits when the next mailing is done based upon the number of members merged provided it is at least one thousand members.

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SECTION 10. A full time Marketing Specialist shall maintain rights to a group mailed as long as it is properly serviced by that Marketing Specialist and continues to be mailable and workable. If a group is not mailable or workable, the group can be reassigned by the Company.

SECTION 11. The working of an organization and the manner of such working must be approved by the Company prior to signing a group.

ARTICLE 14EXPENSE ALLOWANCE

Employees shall be reimbursed for pre-approved and allowable expenses up to stated levels. Written guidelines will be provided to each employee with the allowable expenses and procedures for requesting reimbursement.

ARTICLE 15HOLIDAY BONUS

Each employee shall be paid a Holiday Bonus in December of each calendar year as follows:

Up to One (1) Year $75.001 to 10 years $125.0010 to 20 years $325.0020+ years $400.00

ARTICLE 16HIRING, PROMOTION, LAY-OFF AND RECALL

SECTION 1. In case of lay-off or recall, seniority shall govern by classification or position.

SECTION 2. Notice of Lay-Off - All employees shall be given, in writing, notice of lay-off or pay in lieu of notice as per Article 19, Section 2. As well, employees that waive their rights to recall or have not been recalled as per Section 3 and 4 shall receive severance pay as per Article 19, Section 2.

SECTION 3. Any regular full-time employee with six (6) months or more of service, who is laid-off due to lack of work or redundancy, shall be placed on the recall list for a period of two (2) years.

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SECTION 4. Recall - Notice of recall to an employee who has been laid-off shall be made by registered mail to the Union with a copy to the employee. The employee must respond to such notice within ten (10) calendar days of receiving it or possibly lose rights of seniority and recall; however, an employee who is prevented from responding to a recall notice because of illness or other reason beyond the employee’s control shall not lose such rights thereby.

SECTION 5. Employees on the recall list shall have first rights to any vacancy in their former job classification or to a similar classification for which the employee is qualified, and the Company will not hire for or promote to such a classification while an eligible employee is on the recall list.

SECTION 6. Recalled employees shall receive their former salary and any salary increments to which the employee would have become entitled during the period on recall list. All rights due to seniority under this Agreement shall be unaffected by such a lay-off period.

ARTICLE 17SENIORITY

SECTION 1. Seniority shall mean length of continuous service, with the Company and its predecessors, as an employee in any Unifor 247 bargaining unit, except that credit shall be given for all continuous service prior to certification of the bargaining unit.

SECTION 2. An employee who leaves the bargaining unit to fill a position with the Company excluded from the unit by agreement between the Union and the Company shall be credited with accumulated seniority (seniority held at date of leaving the bargaining unit) upon re-entry to the unit.

SECTION 3. An employee on approved leave of absence will accrue seniority.

SECTION 4. An employee laid-off and placed on the recall list under Article 16, Section 5 will retain and continue to accumulate seniority during the period of lay-off.

SECTION 5. Seniority lists will be made available by the Company to the Union for each employee, at such times as may be required for the administration of this Agreement but no less than semi-annually.

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ARTICLE 18GENERAL

SECTION 1. Employees shall not be asked to make any written or verbal contract which may conflict with this Agreement.

SECTION 2. Working conditions, salaries/wages and benefits at present in force which are not specifically mentioned in this Agreement and are not contrary to its intention, shall continue in full force and affect.

SECTION 3. Bargaining Unit Work - Except as specifically provided in this Agreement no work which is normally, properly or customarily performed by Unifor Local 247 members, covered by the terms and conditions of this Agreement shall be contracted out, subcontracted or performed by other than Unifor Local 247 members in good standing when available locally.

SECTION 4. Picket Lines - It shall not be a violation of this Agreement or cause for discharge or discipline of any employee, in the performance of his/her duties, to refuse to cross a legal picket line recognized by the Union. The Union shall notify the Company as soon as possible of the existence of such recognized picket lines.

SECTION 5. Union Meetings - Employees who are members of Unifor Local 247 may be allowed to take a two (2) hour unpaid lunch period from 12:00 noon to 2:00 p.m. as often as one (1) every two (2) months if required, on request of the Union executive to attend meetings of their own Unifor Local 247 bargaining unit. The Union will give as much advance notice as possible to the Company, but no less than 24 calendar days.

Provisions will be made by the Union to maintain services and keep offices open during such time periods.

SECTION 6. Usage of Union Label - All correspondence shall carry the Union Label. The Union Label shall be posted in prominent places.

SECTION 7. The Company shall bear the cost of printing this Agreement. All members shall be given a copy of the Agreement by the Union.

SECTION 8. Savings Clause - This Agreement embodies the whole agreement between the parties hereto. If any part of the Agreement is determined to be void or unenforceable in whole or in part, it shall not be deemed to affect or impair the validity of any other part hereof which shall continue in full force and effect and be construed as if this Agreement had

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been executed without the invalid part and it is hereby declared the intention of the parties that this Agreement would have been executed without reference to any part which may for any reason be determined to be void or unenforceable.

SECTION 9. Tuition and Professional Fees - The Company agrees to pay tuition and professional fees as follows:

a. Company Initiated – one hundred percent (100%) upon successful completion.

b. Employee Initiated – if the course is job related and pre-approved by the Company, up to $1500 annually will be reimbursed to an employee upon successful completion.

ARTICLE 19DISCHARGE AND TERMINATION

SECTION 1. It is hereby agreed that the Company has the right to discharge for just cause and notice or in lieu of notice may be given in the event of such discharge.

SECTION 2. If a regular employee is terminated, except as provided in Section 1 above, said employee shall receive the greater of:

• Two (2) weeks’ notice, or pay in lieu thereof, immediately prior to the date of termination, or

• The minimum notice required, or pay in lieu thereof, and the minimum entitlements to severance pay in accordance with the provincial employment standards legislation.

ARTICLE 20GRIEVANCES

SECTION 1. Grievance means any difference or dispute concerning the interpretation, administration, or alleged violation of this Agreement, whether between the Company and any covered employee or between the Company and the Union.

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SECTION 2. Grievances or complaints shall be settled in the following manner:

a. If any employee has a complaint against the Company, the employee shall first discuss the complaint with the Company within 30 calendar days of the occurrence in an attempt to resolve the issue before proceeding to file a grievance. If the complaint is not resolved within 15 calendar days, it shall then be referred to Section 2B, Step 1 of this Article 20.

b. STEP 1. The Local Union Representative takes up the grievance with the Company. The Company will render their decision in writing within fifteen (15) calendar days from the date of such communication/meeting. If the Union is not satisfied with the decision, a written response by the Union will be given to the Company referring the grievance to Step 2 within fifteen (15) calendar days of the decision. STEP 2. A Unifor National Representative will assist in Step 2 of the grievance. The Company will render their decision in writing within fifteen (15) calendar days from the date of such communication/meeting. If the Union is not satisfied with the decision, a written response by the Union will be given to the Company referring the grievance to Arbitration within fifteen (15) calendar days of the decision.

c. Failure by the Company to reply to grievances within the time limits provided in this Agreement, or any agreed upon extension, will result in the grievance being processed to the next Step within the grievance procedure.

d. Should a covered employee claim that he/she has been unjustly discharged and wishes to seek redress under the grievance procedure, he/she must present such grievance in writing within fifteen (15) calendar days of his/her discharge and will be presented at Step 2 of the grievance procedure.

e. Should the Union or Company seek to submit a Policy Grievance, they may do so by submitting the grievance in writing and will present this at Step 2 of the grievance procedure.

SECTION 3. All grievance settlements will be sent to Unifor Local 247 payable to the member.

SECTION 4. It is agreed that timeframes within this Article 20 can be extended by mutual agreement of the parties.

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ARTICLE 21ARBITRATION

SECTION 1.

a. Where a decision has been made by either party to arbitrate a grievance in accordance with Article 20 of this Agreement, they shall notify the other party in writing of their desire to do so and shall submit the name of one (1) or more prospective arbitrators. The recipient of the notice shall inform the other party that it is agreeable to one (1) of the nominees or shall suggest other prospective names within five (5) calendar days. Should the Company and the Union fail to agree upon an arbitrator within five (5) calendar days or within such further time as may be mutually agreeable, either party may apply to the Minister of Labour in the province where the grievance occurred requesting the appointment of an arbitrator.

b. The arbitrator shall not have jurisdiction to alter or change any of the provisions of this Agreement, nor to substitute new provisions in lieu thereof, nor to give any decision inconsistent with the general terms of this Agreement.

c. The arbitrator is empowered to change the penalty imposed in a discharge or discipline grievance in any manner which he/she considers will result in a just disposition of the grievance.

d. The Company and the Union shall jointly bear the expenses of the arbitrator.

ARTICLE 22UNIFOR SOCIAL JUSTICE FUND & INDUSTRY FUND

& UNIFOR PAID EDUCATION LEAVE

SECTION 1. Unifor Social Justice Fund and Industry Fund - The Company agrees to contribute $25.00 per year per Bargaining Unit Member covered by this Agreement to the charitable organization known as Unifor Social Justice Fund and $25.00 per year per Bargaining Unit Member to the Unifor Industry Fund.

The member must have worked for at least one full year and the monies referred to above will be forwarded in a lump sum payment once per year at a mutually agreed upon date.

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The Social Justice Fund is sent directly to the Unifor National Office and the Inudstry Fund is sent directly to Local 247.

SECTION 2. Unifor Paid Education Leave - The Company agrees to pay into a special fund an amount of $25.00 per year per member to provide for a Unifor Paid Education Leave (PEL) program.

Such payment will be remitted on an annual basis into a trust fund established by the Unifor National Union effective from the date of ratification. Payments will be sent by the Company to the following address:

Unifor Paid Education Leave Program205 Placer CourtToronto, ON M2H 3H9

The Company shall approve Education Leave for the members of a bargaining unit at the request of the Union. Candidates for PEL shall be selected by the Union to attend. The Union will provide written confirmation to the Company of such selection. Employees on PEL leave of absence will continue to accrue seniority and service.

ARTICLE 23DURATION

SECTION 1. This Agreement shall be in effect January 1, 2017 and will continue in force until December 31, 2019. The Agreement shall automatically renew thereafter from year to year unless any party notifies the other in writing at least 90 calendar days prior to the expiration date of a desire to change this Agreement.

Dated this 16th day of November, 2016.

On behalf of the Company: On behalf of the Union:

Diana Crosby Al Wall

Debbie Gamble Casandra Robinson

Donna Tucker Kimberly McGuire

Daryl Barnett Cherie McTaggart

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LETTER OF UNDERSTANDING

Between

AMERICAN INCOME LIFE (the Company)

And

UNIFOR LOCAL 247 (the Union)

This Letter of Understanding is to document the mutually agreed to understandingbetween the Company and the Union:

The Joint Consultation Committee shall meet within 90 calendar days of atentative agreement being reached for the Marketing Special position to establish a jointpolicy on a harassment-free working place as referenced in Article 1 Section 2 of thisCollective Agreement for Marketing Specialists.

Signed on behalf of UNIFOR Local 247:

Name:

Signature:

Title:

Signed on behalf of American Income Life:

Name:

Signature:

Title:

Date Signed

LOCAL 247

LETTER OF UNDERSTANDING

BETWEENUNIFOR LOCAL 247

(the Union)AND

AMERICAN INCOME LIFE INSURANCE COMPANY(the Company)

November 16, 2016

This Letter of Understanding is to document the mutually agreed to understandingbetween Unifor Local 247 and American Income Life Insurance Company.

The Company and the Union agree to make exception regarding seniority dates for Darrell Dorey and Randy Stockley, thereby recognizing their date of Independent Contractor status rather than their actual employee start date with the Company. Dates recognized for the purpose of vacation accumulations, anniversary recognition, vacation pay-out and Holiday bonuses will be:

• Darell Dorey – 04/25/95• Randy Stockley – 03/02/98

The Company and the Union further agree to the following CBA exceptions for these two employees only.

ARTICLE 10 – VACATION

Per an agreement from 2015:

• Darrell Dorey and Randy Stockley will continue to accumulate 20 days of paid vacation on an annual basis. Vacation time is accumulated at each payroll processed and will accumulate at a rate of 5.769 hours per pay period for both Darrell and Randy

• Vacation pay-out of six percent (6%) of gross wages for ten years or more of continuous service will be applied at the end of 2016. It will increase to seven percent (7%) at the end of 2017 and will continue unless future UNIFOR contract agreements allow for a change in the percentage.

ARTICLE 12 – SECTION 3 – RETIREMENT SAVINGS PLANThe Union and the Company have an agreement dated November 16,2016 for RSP agreements

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ARTICLE 15 – HOLIDAY BONUSAn agreement from 2015 provides the following will be paid as a Holiday Bonus and will continue each year unless the amount under the Unifor contract would allow for a change:

• Darrell Dorey –$400 based on 20+ years of service• Randy Stockley – $300 based on 10 years up to 20 years of service

This will be paid in 2016. Beginning in 2017, the amount for Randy Stockley will be increased to $325 based on new contract language for 10 years up to 20 years of service

The Company and the Union agree that in the future should there be another Independent Contractor move to an employee position that their accruals for benefit purposes will be as of the employee start date. The Company would agree to honor years of independent contractor service for anniversary service awards only but not for any benefit accruals.

This constitutes the entire agreement between the Union and the Company regarding exceptions for these two employees.

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Signed on behalf of AMERICAN INCOME LIFE INSURANCE COMPANY:

Name

Signature

Title

Signed on behalf of UNIFOR LOCAL 247:

Name

Signature

Title

LOCAL 247

LETTER OF UNDERSTANDING

BETWEENUNIFOR LOCAL 247

(the Union)AND

AMERICAN INCOME LIFE INSURANCE COMPANY(the Company)

November 16, 2016

This Letter of Understanding is to document the mutually agreed to understanding between Unifor Local 247 and American Income Life Insurance Company.

The parties agree the existing employee will receive the RSP monthly contribution amount as listed below unless the monthly contribution amount under the Unifor agreement is better for the employee:

• Darrell Dorey - $270.83

Signed on behalf of AMERICAN INCOME LIFE INSURANCE COMPANY:

Name

Signature

Title

Signed on behalf of UNIFOR LOCAL 247:

Name

Signature

Title

LOCAL 247

LETTER OF UNDERSTANDING

BETWEENUNIFOR LOCAL 247

(the Union)AND

AMERICAN INCOME LIFE INSURANCE COMPANY(the Company)

November 16, 2016

During the 2016 Negotiations the parties discussed the hours of work and extendedhours. The Company will make the commitment to make certain our ManagementTeam is aware of the 37.5 average hours per week based on contract language. Inreturn, Company will ask that if a Marketing Specialist is working extended hours theyseek approval from their management staff of the extended schedule as per Article 8,Section 1 and request time off accordingly.

Signed on behalf of AMERICAN INCOME LIFE INSURANCE COMPANY:

Name

Signature

Title

Signed on behalf of UNIFOR LOCAL 247:

Name

Signature

Title