COLLECTIVE AGREEMENT

BETWEEN:

NORAMPAC BELLEVILLE

A DIVISION OF CASCADES CANADA INC.

(hereinafter called "the Company")

- and -

INDEPENDENT PAPERWORKERS OF CANADA,

LOCAL 7

(hereinafter called "the Union")

Expiring on December 31st 2022

I N D E X

ARTICLE PAGE

1 Recognition and Membership .................................................................................. 1

2 Work by Excluded Persons ...................................................................................... 1

3 No Discrimination .................................................................................................... 1

4 Strikes and Lock-Outs ............................................................................................. 1

5 Union Security ........................................................................................................ 2

6 Management Rights ................................................................................................. 2

7 Hours of Work ......................................................................................................... 2

8 Overtime .................................................................................................................. 8

9 Wages ..................................................................................................................... 10

10 Holidays (including paternity leave) ...................................................................... 12

11 Vacations with Pay ................................................................................................ 15

12 Seniority ................................................................................................................. 19

13 Grievance Procedure .............................................................................................. 18

14 Arbitration .............................................................................................................. 20

15 Discharge and Disciplinary Procedure .................................................................. 21

16 Leave of Absence ................................................................................................... 21

17 Group Insurance ..................................................................................................... 23

18 Pension Plan ........................................................................................................... 24

19 Health and Safety ................................................................................................... 28

20 General ................................................................................................................... 28

21 Bulletin Board ........................................................................................................ 29

22 Termination ............................................................................................................ 29

Appendix "A" Wages rates, classifications and lines of progression ............................................ 32

Appendix "B" New Hires Wage Rates .......................................................................................... 38

Appendix “C” Health Coverage for Retired Employees…………………………………………40

Letters of intent .............................................................................................................................. 42

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PREAMBLE

IN WITNESSETH that the parties hereto recognize a mutual interest in and responsibility for the

successful operation of the Company agree that it is the duty of the Company and the employees to

promote at all times the progress of the Plant by co-operating to the fullest extent in all matters

having to do with the successful operation of the Company:

ARTICLE 1 - RECOGNITION AND MEMBERSHIP

1:01 The Company agrees to recognize the Independent Paperworkers of Canada as the

exclusive bargaining agent for all its hourly rated employees of Norampac-

Belleville, a division of Cascades Canada Inc., save and except Production

Supervisor, persons above the rank of Production Supervisor, office and sales staff

employees.

1:02 Students employed during the school vacation period (May 1st to September 15th)

shall be paid the rate established in Appendix "A" and may be terminated at the

conclusion of the term for which they are hired without retaining any seniority

rights.

ARTICLE 2 - WORK BY EXCLUDED PERSONS

2:01 Persons whose regular jobs are not in the bargaining unit will not work on any jobs

for which rates are established by this agreement except for the purpose of

instruction, experimenting or in emergencies when regular employees are not

available.

ARTICLE 3 - NO DISCRIMINATION

3:01 The Company and the Union agree that there will be no discrimination against any

grounds prohibited by the Human Rights Code (1990) or the Canadian Charter of

Rights and Freedom including union membership or union activity. The use of the

masculine gender in this Agreement shall be considered also to include the feminine

gender.

ARTICLE 4 - STRIKES AND LOCK-OUTS

4:01 During the continuance of this agreement there shall be no strikes of any kind,

stoppages of work, slow-down of any kind or interference with, or interruption of,

the Company's business by the Union or by the employees and there shall be no

lock-outs by the Company.

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ARTICLE 5 - UNION SECURITY

5:01 Present members of the Union and new employees upon completion of their

probationary period shall as a condition of employment become and maintain

membership in good standing, and shall authorize the Company to deduct monthly

union dues and special assessments which are uniformly required from the pay due

to them.

5:02 Union dues and special assessments shall be deducted, from all employees from

their date of hire, weekly and remitted to the Union no later than the third week of

the month, following the month in which they were deducted.

ARTICLE 6 - MANAGEMENT RIGHTS

6:01 All functions of management, unless specifically limited by this Agreement, are

reserved to and are vested exclusively in the Company. It is agreed that such rights

shall not be exercised in an arbitrary manner.

ARTICLE 7 - HOURS OF WORK

7:01 Hours of work - Five (5) Days Operation

(a) The work week will be five (5) days, Monday through Friday.

(b) When the Company operates on a three (3) shift rotation, the work week

shall be five (5) continuous days commencing 11:00 p.m. Sunday.

(c) When the Company operates on a two (2) shift rotation, the work week shall

be five (5) continuous days commencing 7:00 a.m. Monday.

(d) When the Company operates on a one (1) shift rotation, the work week shall

be five (5) continuous days commencing 7:00 a.m. Monday.

7:02 The normal work day shall be eight (8) hours worked, including twenty (20) minutes

paid lunch period.

7:03 The hours of work as set out in this Agreement are not intended to provide for a

guarantee of work but are the agreed to schedules if such work is available at any

given time.

7:04 (a) The hours of work shall be as follows:

Nights: 11:00 p.m. to 7:00 a.m.

Afternoons: 3:00 p.m. to 11:00 p.m.

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Days: 7:00 a.m. to 3:00 p.m.

(b) Lift truck operator schedule: The Company reserves the right to schedule

one (1) Lift Truck Operator between 8:00 a.m. and 8:00 p.m. to meet its

operational requirements subject to the following conditions:

1) The schedule hours shall be eight (8) consecutive hours starting no

later than twelve (12) noon.

2) The scheduled hours for the upcoming week shall be posted on

Wednesday but no later than Thursday of the week prior to the week

in question and cannot be changed for that week unless mutually

agreed to between the Company and the employee with written

notification to the Union.

3) If the hours are not scheduled in accordance with 2) above then the

hours of work for that week will be deemed to be 11:00 a.m. to 7:00

p.m.

4) The Lift Truck Operator shall be part of the following four (4) week

rotation:

Nights

Afternoons

Days

Split Shift

(c) The hours of work set out in this article may be altered on the mutual

agreement of the Company and the Union.

(d) In continuous three shift operations, the shift rotation will be as follows:

Nights to Afternoons, Afternoons to Days, Days to Nights. Maintenance

Personnel will follow the same rotation with the understanding that the

rotation may not be weekly.

When up shifting from a two shift operation to a three shift operation the day

shift from the preceding two shift schedule will rotate to the midnight shift,

the afternoon shift from the preceding two shift schedule will rotate to the

day shift and the open shift that will be filled for the first of three shift

scheduling will be the afternoon shift. Once this is done then the rotation will

be as outlined in the first paragraph of (d) above.

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7:05 (a) Employees shall be allowed one (1) ten (10) minute rest period in each half

shift.

7:06 (a) Employees who are members of the corrugator crew shall keep the

Corrugator operating continuously; they will relieve each other for rest

periods and lunch breaks. The Company may designate other equipment to

run continuously and when doing so will provide the necessary relief so that

employees will get their lunch and rest periods.

A twenty (20) minute paid lunch period will be provided on each shift.

One ten (10) minute paid rest period will be provided during each half shift.

In view of the continuous flow process of the Corrugator, relief periods must

be taken as and when conditions permit, with the understanding that the

Company will endeavor to provide a lunch period as close to the mid point

as possible.

For any other equipment on continuous run, the starting time of the first half

shift rest period, the lunch period, and the second half shift rest period will

be established by the Company after consultation with the Local Union,

except that no employee will be required to work more than five (5)

consecutive hours without a lunch period. When not running continuously,

employees will take their normal break periods as outlined in the Collective

Agreement.

(b) When requested by the Company to do so, each member of a Corrugator

crew shall remain up to two (2) hours after the end of his shift in the event

that the crew member's replacement is not present. Such crew member shall

not be required to remain if the Company can secure a volunteer able to do

the work from among the crew on the job, it being understood that the crew

member whose mate is not present shall be the first asked to work the

overtime.

(c) The Corrugator Operator, the Single Facer Operator and the Double Backer

Operator are to report to work twenty (20) minutes prior to the regular

starting time on the first shift of the week when the Department is on a three

(3) shift operation.

When there are less than three (3) shift operations, the Corrugator Operator,

the Single Facer Operator and the Double Backer Operator will report to

work twenty (20) minutes prior to the start of the first shift of each day.

7:07 Hours of Work Six- (6) Operation

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The Company may implement a six- (6) day workweek schedule where required as per and

subject to the following conditions:

The Company will give the Union two (2) weeks notice (14 days) prior to the

implementation of a six (6) day work week.

Once implemented, the Company will maintain the six- (6) day operation for a period of

thirty (30) days unless mutually agreed to a lesser time period between the Company and

the Union.

A) Premiums

a) If a thirty-eight (38) hour work schedule is implemented the following rate

premiums will apply:

Days - $1.25/hr (7:00 AM to 7:00 PM)

Nights- $1.75/hr (7:00 PM to 7:00 AM)

b) If a thirty-six (36) hour work schedule is implemented the following rate

premiums will apply:

Days - $1.75/hr (7:00 AM to 7:00 PM)

Nights- $2.25/hr (7:00 PM to 7:00 AM)

The appropriate premiums for those scheduled to work 7:00AM to 7:00PM and

7:00PM to 7:00AM shall also apply to all articles of the collective agreement where

the employee is entitled to time off with pay.

B) When an employee, is entitled to time off with pay, i.e. plant holiday, jury duty,

funeral leave, etc. takes the time off they will be paid their hourly rate plus premium

for the hours for which they were scheduled to work had they not taken the time off

(12 hours or 8 hours) depending on the agreed to schedule.

Wherever the term eight (8) hours pay or days pay appears in the collective

agreement, i.e. Plant holidays, jury duty, funeral leave etc., it shall be deemed to

mean the number of hours they were scheduled to work on that particular day as per

the agreed to six (6) day schedule.

C) All other clauses will be addressed prior to the implementation of the first six (6)

day schedule coming into effect i.e. Vacations, leave of absences, etc., and must be

applied in such a way that connects the eight (8) hour day into a twelve (12) hour

day unless mutually agreed to otherwise.

D) If the Company decides to return to a five (5) day schedule, as per the collective

agreement, a one (1) week’s notice will be given to the Union and the new schedule

will start on the following Monday (Sunday 11:00 PM).

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The Company will also revert to a five (5) day schedule as per the collective

agreement if the operation(s) operating on a six (6) day schedule does not fill all

four (4) shifts for a consecutive three (3) week period after the initial thirty (30) day

start-up.

E) Vacancies

The Company and the Union will meet to determine the method to be used to fill the

vacancies for the implementation prior to a six (6) day schedule. If no agreement is

reached then the job posting procedure of the collective agreement will apply.

F) The Company does not guarantee any minimum hours of work per week, but it does not

anticipate having to reduce hours during the life of this agreement below thirty-six (36)

or thirty-eight (38) as per the agreed to six (6) day operation and operating on six (6)

days except as per the reporting allowance and further agrees that no general or partial

reduction of hours shall be instituted in the event of a shortage of work unless mutually

agreed to between the Company and the Union.

I. The regular hours of work shall be twelve (12) or eight (8) consecutive hours as per

the agreed to schedule in effect at the time.

II. Each employee shall receive three (3) twenty- (20) minute paid lunch/rest periods per

twelve (12) hour shift.

III. A day is defined as a twenty-four- (24) hour period beginning at the start of the

employees scheduled shift.

IV. The workday is defined as twelve (12) consecutive hours as per the agreed to schedule

implemented at the time the six- (6) day operation is operating.

V. The schedules for six- (6) day operation shall be one of the following:

a. Thirty-six (36) hour work week or

b. Thirty-eight (38) hour work week as agreed to by the employees working on

a six (6) day operation schedule.

G) If no agreement can be reached by the employee(s), the following schedule will be

implemented.

Work Week: Monday to Saturday inclusive.

Monday shall be deemed to mean Sunday 11:00 PM unless otherwise agreed to by

the Company and the Union.

Shifts will be as follows:

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Shift A: Monday, Tuesday, Wednesday 7:00 AM to 7:00 PM

Shift B: Thursday, Friday, Saturday 7:00 AM to 7:00 PM

Shift C: Sunday, Monday, Tuesday 7:00 PM to 7:00 AM

Shift D: Wed, Thursday, Friday 7:00 PM to 7:00 AM

The work week ends 7:00 PM on Saturday evening.

Shifts will rotate unless otherwise mutually agreed to between the Company and the Union.

H) Plant Holidays

Employees working on a six- (6) day schedule will be paid their appropriate rate (premium

included) for their scheduled hours for the plant holidays. All other terms as per article 10

plant holidays will apply.

7.08 Hours of work- Seven (7) Day Operation.

The Company and the Union agree that should the need arise to implement a seven (7) day

operation schedule that they will meet and discuss the terms and conditions of such

schedule. Implementation of a seven (7) day schedule will occur only upon mutual

agreement of both parties.

7.09 (A) Existing maintenance crew (as of November 1st, 2007)

(i) The company may schedule up to three (3) maintenance employees to work the day-

shift (an 8-hour shift) every other Saturday by reverse seniority if there is no volunteer

maintenance people available. Refer hereafter as “mandatory Saturdays”.

(ii) If the Company has three (3) employees to volunteer for the weekend shift then

“mandatory Saturday” is not to apply. If there are less than three (3) volunteers, then

the mandatory Saturday will be used to fill the balance. Each mandatory Saturday

requirement will be filled by continuing up the seniority, junior person first, on a

rotating basis.

(iii) Employees who must work the mandatory Saturdays will be given the option of

taking the Monday immediately following the Saturday as a scheduled day off

without pay. If the Monday falls on a statutory holiday, then the Tuesday (next day)

will apply.

B) New (and existing volunteers) maintenance crew members as of November 1st, 2007

The Company may schedule weekend maintenance shifts consisting of three 12-hour

shifts for Friday, Saturday and Sunday or Saturday, Sunday and Monday paid at

straight time.

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7:10 Coverage for Temporary Absences

It shall be the responsibility of each employee to report for duty as scheduled. If unable to

report for work he shall notify the Company at least two (2) hours in advance of the start of

their shift to allow for alternative arrangements to be made.

ARTICLE 8 - OVERTIME

8:01 The regular straight time hourly rate means an employee's straight time hourly rate.

8:02 Any time worked outside of their scheduled hours in a day shall be paid at time and

one half (1 ½) the rate of the job performed.

8:03 An employee shall be paid double the straight time hourly rate of the job performed

for hours worked:

(a) After eight (8) hours worked on Sunday

(b) For all hours worked in excess of twelve (12) hours on any other day.

8:04 Payment of overtime rates shall not be duplicated for the same hours worked.

8:05 (a) A reasonable amount of overtime may be required. The management will

divide overtime work as impartially as is practicable among the permanent

employees. In doing this, it is recognized that the management will take into

consideration the qualifications of the employees for the job to be done and

efficiency of operations.

(b) A list of employees working weekend overtime will be provided for the local

membership.

(c) Overtime allocation procedure

STEP 1 Employee scheduled on the job where the overtime is needed shall be

asked first.

STEP 2 If vacancy still exists, the senior employee scheduled in the

classification shall be asked in order of number of times asked.

STEP 3 If vacancy still exists, the line of progression will be applied, if

applicable, and the senior plant employee with qualifications and in

order of number of times asked shall be asked. The overtime will be

allotted to the employee on the shift immediately prior to or

following the requirement.

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WEEK-END OVERTIME AS FOLLOWS:

Subject to article 8.05 (b) then as follows:

Saturday:

Step 1 Employee scheduled on the job on the day shift where the overtime is

needed will be asked first. The employee working the split shift as

per article 7.04(b) will be considered part of the day shift for the

purpose of Saturday overtime if only one employee is required then

the employee with the least asked opportunities will be asked first.

When only one employee is needed to perform work that was done

by two different job positions during the week i.e. Fork lift –

Strapper, then the employee with the least opportunities asked will be

asked first from the two positions in question.

Step 2 If vacancy still exists, employee scheduled on the job on the

afternoon shift will be asked next.

Step 3 If vacancy still exists, employee scheduled on the job on the night

shift will be asked next.

Step 4 If vacancy still exists, senior plant employee on the day shift with the

qualifications will be asked according to the amount of times asked.

Sunday:

Step 1 Afternoon shift first.

Step 2 Night shift second

Step 3 Day shift third

Step 4 Plant seniority on afternoon shift first, night shift second, day shift

third.

Any new employees will be charged with the same number of times asked as senior

employees. Students will not be asked to work overtime except as a last resort and

probationary employees will not work overtime if employees with seniority are able

and willing to do the work in accordance with the overtime rules.

In assigning weekend overtime, the Company shall refer to the crew list posted for

the week prior to the weekend when the overtime is to be worked.

Any employee absent from work for any reason shall be counted as if he worked if

overtime was available and the person was qualified.

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These provisions apply to maintenance personnel except that the Company may

assign overtime work to maintenance personnel who have specialized training for

the required work.

If an employee refuses overtime, the employee will initial the Supervisor's overtime

request sheet to ensure that it has been verified that he has been asked to work and

has refused.

8:06 Unscheduled Overtime: An employee needed to work two (2) or more hours

overtime shall be given a meal allowance of $7.00.

8:07 When overtime is to be worked at the end of a shift which appears to be of two (2)

hours duration but less than four (4) hours, a ten (10) minute rest period shall be

allowed at the end of the regular shift. If such overtime is continued for a period of

four (4) hours or more, a twenty (20) minute paid lunch period shall be allowed.

8:08 Employees requested by the Company to change shift are to be paid time and one

half (1 1/2) for the first eight (8) hours worked on the new shift.

8:09 No overtime will be scheduled on the day of a Local Union general meeting, until

after 1:00 p.m. The Union will notify the Company at least fifteen (15) calendar

days in advance of the meeting date.

ARTICLE 9 - WAGES

9.01: Rate Increases as Follows

Option A

Jan. 1st

2013

Jan 1st

2014

Jan 1st

2015

Jan 1st

2016

Jan 1st

2017

Jan 1st

2018

Jan 1st

2019

Jan 1st

2020

Jan 1st

2021

Jan 1st

2022

Jul. 1st

2022

Wage % 1.00% 1.50% 1.50% 1.50% 1.50% 1.50% 1.50% 2.00% 1.50% 2.00% 2.00%

Lump Sum

%

0.50% 0.50% 0.50% 0.50% 0.50% 1.00%

The Classifications and rates of pay attached hereto as Appendix "A" form part of

this Agreement. All employees currently on the Appendix “A”- Rates of Pay will

remain in this schedule and will be grandfathered in this schedule for the remainder

of this collective agreement.

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Option B

Flexible Compensation Plan (no guaranteed wage %)- Refer to Flexible

Compensation Guideline

Both wage options (option A and B) will be run in parallel with the option for

employees to switch to the flex comp plan at any time. Once flex comp plan is

selected, it becomes the permanent plan. Once flex comp is selected, the base year

for bench mark is 2 years prior. Adjustment of the bench mark year will be reviewed

every 3 years thereafter from initial start up year.

Pay Grid- Upon ratification, Appendix B- Pay Grid will determine the rates of pay

for any new hires.

9:02 If a new job is established or if there is a change in the duties of an existing job to

warrant a wage adjustment, during the term of this agreement, it is understood that

the Company and the Union shall negotiate a new rate as per Schedule "A" of this

agreement.

When a job is created, this job will be classified and the new rate will be retroactive

to the date the new job was introduced.

The rate of pay, if no agreement is reached between the Union and the Company,

will be determined by an Arbitrator under the grievance and arbitration procedures

of this Agreement; provided that the new rate of pay shall not be higher than the rate

of pay for the next highest classification over the job in dispute.

9:03 Call In Time

Any employee who, after punching out, is called and required to go on duty for

repair or other work shall receive not less than four (4) hours' straight time pay or

time and one half (1 1/2) for hours worked, whichever is the greater, unless he

works to the starting time of his regular shift.

Once the job or jobs have been completed which give rise to the call-in, the

employee will be allowed to go home.

9:04 Reporting Pay

An employee who reports for work at his regular scheduled starting time without

having been advised that no work is available shall be granted four (4) hours' work

or four (4) hours' pay in lieu thereof at his regular rate. This clause shall not apply if

the lack of work is due to circumstances beyond the control of the Company, fire,

flood, labour dispute, storms, power failure or equipment breakdown.

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The Company will not be responsible for giving notification to the employees who

are not at work and who fail to leave specific instructions as how they are to be

reached or who cannot be reached after such instructions have been followed.

9:05 Job Assignments

When an employee is temporarily transferred at the request of the Company, the

employee shall be paid the greater of his own rate of pay at the time of the transfer

or the rate of the job to which he is transferred. If the employee is transferred at his

own request, the employee shall be paid the rate of the job to which he has been

assigned. This provision only applies for the duration of the week in which the

temporary transfer occurs. An employee shall not be temporarily assigned while

another employee works on his (first employee) posted classified job as long as

Article 12:07 is respected or unless it is necessary to complete a production

requirement that cannot be completed by other immediately available qualified

employees. Once the production requirement is completed, the employee will be

returned to his former position.

This provision shall not apply for the purpose of training. During any training

assignment, the employee being trained shall be paid at his posted classified rate.

This provision will not apply for the employees who are relieving for lunch or rest

periods while working on equipment that is running continuously.

9:06 Rate Retention

(a) If an employee is transferred from his permanent function to a lower rated

function in accordance with the terms of this Agreement due to a reduction

in the work force (lay-off or reduction without a lay-off), the employee shall

continue to receive his posted rate for a period of ten (10) working days at

any one (1) time. A further ten (10) working days' rate retention will not be

triggered until the employee has completed eight (8) continuous hours upon

returning to his permanent posted job.

(b) An employee who is permanently set back to a lower paid job because of

technological change will receive the rate for their permanent job at the time

of the set back for a period of six months, and for a further period of six

months they will be paid an adjusted rate which will be midway between the

rate of their permanent job at the time of the set back and the rate for their

new permanent job. At the end of this twelve (12) month period, the rate for

their new permanent job will apply.

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ARTICLE 10 - HOLIDAYS

10:01 The following holidays shall be granted with pay as provided in this Section. If the

holiday falls on a Saturday or a Sunday, the preceding Friday or the following

Monday shall be considered a holiday, at the discretion of the Company.

New Year's Eve Civic Day

New Year's Day Labour Day

January 2nd Thanksgiving Day

Good Friday Christmas Eve

Victoria Day Christmas Day

Canada Day Boxing Day

Employees who are laid off within thirty (30) days prior to Christmas, will receive

Christmas and New Year's as paid holidays.

10:02 To be eligible for the above holiday pay, an employee:

(a) Must have completed the probationary period;

(b) Must have worked at least one (1) full shift in the thirty (30) days'

immediately preceding the holiday; and

(c) Must have worked his full scheduled shift immediately preceding, and his

full scheduled shift immediately following such holiday, unless absent for

justifiable cause.

10:03 On each of these holidays, employees shall be paid eight (8) hours' pay at an

employee's scheduled rate. If an employee is not scheduled, the employee will be

paid at his classified rate.

10:04 If a holiday occurs during an employee's vacation, the holiday allowance payable

shall be paid in addition to the employee's vacation pay. An employee will,

however, be allowed an extra day's vacation with pay instead of the extra day's pay

if arranged with the management in advance. No guarantee can, however, be given

that the extra day will at all times immediately follow the employee's vacation.

10:05 If the Company requires an eligible employee to work on a holiday covered by this

section, such employee shall be paid at the rate of time and one half (1 1/2) his

straight time hourly rate of the job performed for all hours worked.

10:06 On the birth of his child, the employee concerned who is scheduled to work shall be

entitled to one (1) day paid leave.

ARTICLE 11 - VACATIONS WITH PAY

11:01 (i) An employee who, as of April 30th of the current year, has completed:

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(a) Twelve (12) months of employment shall receive two (2) weeks'

vacation leave with pay at four percent (4%) of his earnings in the

prior twelve (12) months;

(b) Four (4) years of employment shall receive three (3) weeks'

vacation leave with pay at six percent (6%) of his earnings in the

prior twelve (12) months;

(c) Nine (9) years of employment shall receive four (4) weeks'

vacation leave with pay at eight percent (8%) of his earnings in

the prior twelve (12) months;

(d) Eighteen (18) years of employment shall receive five (5) weeks'

vacation with pay at ten percent (10%) of his earnings in the prior

twelve (12) months;

(e) Twenty-four (24) years of employment, shall receive six (6)

weeks’ vacation at twelve percent (12%) of his earnings in the

prior twelve (12) months;

(ii) An employee who attains four (4), nine (9), eighteen (18) or (twenty-four

(24) years of seniority between May 1st and December 1st is eligible for his

third (3rd), fourth (4th), fifth (5th) or sixth (6th) week, of vacation after his

anniversary date.

(iii) An employee who works in excess of eight hundred forty (840) hours in the

vacation year (May 1st to April 30th) shall have the option of being paid on

an hourly rate basis or percentage of earnings whichever is the greater.

11:02 The Company shall have the final determination as to when each employee shall

take such vacation but will co-operate in and Endeavour to arrange a mutually

satisfactory time.

11:03 The Company will prepare the vacation schedule to the convenience of the

employees whenever possible and practical. Employees shall be entitled to two (2)

weeks' vacation consecutively.

Employees with eighteen (18) years of service are entitled to three (3) weeks

consecutively during a period other than June 1st to September 30th.

11:04 Vacations must be taken in the vacation year applicable (May 1 to April 30) and

cannot be accumulated.

11:05 It is also agreed and understood that plant seniority shall apply in the selection of

vacation dates. Under no circumstances will vacation leave be allowed to interfere

with plant operation.

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11:06 The Company may close the plant, or any part of the operations, for vacation

purposes, at any time during the months of July and August, providing the Union is

notified on April 1st prior to such vacation shutdown and the finished vacation

schedule will be posted prior to April 1st.

If work has to be done during vacation shut down, permanent employees who

regularly fill the position will be asked based on seniority.

ARTICLE 12 - SENIORITY

12:01 A new employee will be considered as probationary and will not become a

permanent employee until he has completed ninety (90) worked days (or one

hundred twenty (120) worked days in the case of maintenance employees) during

the normal work week. During the probationary period, an employee may be

terminated if the Company, in its discretion, considers such employee to be

unacceptable for employment. In exercising its discretion, the Company shall not act

in an arbitrary, discriminatory or bad faith manner. When an employee has

completed the probationary period, such employee's name will be added to the

seniority list at the original date of hire.

12:02 The parties to this agreement recognize two (2) types of seniority:

(a) Plant seniority shall accrue to an employee who has completed the

probationary period in accordance with Article 12:01;

(b) Job seniority shall accrue to a permanent employee from the first date of

entry into a job classification either by a job posting or a bump due to a

permanent job elimination.

12:03 An employee shall be considered terminated for any of the following reasons:

(a) He quits his employment;

(b) He is discharged and is not reinstated pursuant to the grievance and

arbitration procedure;

(c) He is absent for three (3) consecutive working days (excluding Saturdays,

Sundays and Holidays) unless excused for reasonable cause;

(d) He does not return to work within five (5) consecutive working days,

(excluding Saturdays, Sundays and Holidays) after being recalled by the

Company by registered mail or telegram addressed to him at his address last

known to the Company unless excused for reasonable cause;

16

(e) He has been continuously laid off by the Company for a period equal to his

current period of consecutive employment with the Company, but in no

event to exceed thirty six (36) months.

(f) If he does not report for work upon expiration of an authorized leave of

absence unless excused for reasonable cause.

(g) He has been out of the bargaining unit while in the employment of the

Company for a period of equal to his current period of his consecutive

employment, excluding time spend out of the bargaining unit, but in no event

to exceed thirty-six (36) months.

12:04 (a) An employee who voluntarily accepts a temporary or permanent position

outside the bargaining unit shall maintain and continue to accumulate plant

seniority for a period not to exceed six (6) months for the purpose of

transferring back into his last position unless mutually agreed to extend the

time between union and the Company.

After six (6) months as elapsed and no extension were granted the employee

shall return to the bargaining unit as General Helper.

(b) An employee who, on or before January 7th, 1992, transferred to a job

outside the bargaining unit will continue to accumulate seniority for a period

of one hundred and eighty (180) calendar days with the right during this

period to return to his former job. If following this period of one hundred

and eighty (180) calendar days the employee is returned to the bargaining

unit, the plant seniority said employee is entitled to shall be an aggregate of

(1) all seniority acquired as an hourly rated employee in the bargaining unit

and (2) all seniority acquired as a salary employee up to a maximum of one

(1) year.

12:05 The management will prepare accurate seniority lists and copies will be distributed

to the Local Union as required. Employees' names will appear on the seniority lists

in order of their seniority date. Where two or more employees have the same

seniority date, their names will be placed on the list in order of processing by the

management on the day of hiring.

12:06 Promotions within lines of progression shall be determined in accordance with the

following:

(a) Job seniority shall prevail provided the employee with the greatest job

seniority has the qualifications and ability to perform the work;

(b) Where there are more than one classification within a given type of

operation, the employee shall be promoted on the basis of line of progression

17

(Appendix "A") thereby leaving the bottom position vacant and the bottom

position shall then be filled in accordance with job posting.

In each job classification, an employee with more job seniority may refuse a

promotion but the employee with the least job seniority cannot refuse.

(c) Freezing -An employee who refuses a promotion shall sign off and shall be

junior (job seniority) to all employees who by-pass him for promotional

purposes only. In the case of reduction in the work force, employee shall

then be laid off in the reverse order of the steps followed in the promotion.

12:07 Lay-off and Cut Backs

When it is necessary to cut-back or lay-off employees, such cut-backs or reductions

shall be by the appropriate seniority, as follows, provided that the Company shall

always have the right to retain employees who have the qualifications and ability to

do the available work:

First - Employees shall be laid off in inverse order of plant seniority;

Second - (a) Reduction in lines of progression shall be made on the basis

of job seniority in accordance with the provisions for lines of

progression;

(b) Reduction in jobs not in a line of progression shall be done by

job seniority;

Third - Employees who have been displaced will be assigned to available work for

which they have the qualifications and ability.

Fourth - Employees who wish to bump from their assigned position shall have five

(5) days, commencing from the day following the posting of the shift list, to so

advise the Company. Such employees may exercise their plant seniority to bump

into any bottom job or open job for which they have the qualifications and ability.

The employee will be assigned to the employee's desired position on the shift list

next following receipt of notice of intention to bump.

Fifth - If an employee cannot exercise his plant seniority under the fourth step set

out above, in order to avoid a lay-off, such employee may exercise his plant

seniority to bump into any position for which he has the qualifications and ability.

The procedure for assigning such employee to his desired position shall be the same

as that in the fourth step.

12:08 In case of a lay-off due to lack of work, employees to be laid off shall be notified at

least at the end of the shift preceding the employee’s last workday.

18

12:09 Laid off employees shall be recalled by plant seniority provided they have the

qualifications and ability to do the available work. Once an employee is recalled

from lay-off, the employee shall have the right to exercise his job seniority as it

pertains to his posted job or line of progression.

12:10 Job Postings

(a) When a permanent vacancy (no recognized incumbent) occurs in a bottom

job in any line of progression, or a job that is not in a line of progression,

such job shall be posted on the bulletin board for a period of four (4)

working days. Copies of such notices shall be given to the Union. Employees

wishing to be considered for the vacancy must apply in writing. The job will

be awarded to the Applicant with the most plant seniority who has the

qualifications and ability to do the job. Applicants for bottom jobs must

show a general aptitude to progress normally in the lines of progression. The

Company will give the Union lists of those employees who have applied.

(b) For die mounter and baler-starch, a temporary job posting will be made to

select and provide training to fill in for temporary absences.

Primary preference, by plant seniority, will be given to the Applicant from

the Department where the temporary opening exists provided the employee

shows a general aptitude to be trainable for the position within the normal

time allocated for such training. The successful applicant will not

accumulate seniority on this temporary position and will return to his

permanent position when not required.

For permanent vacancies, the permanent position will be posted per Article

12:10 (a), but all time spent as temporary relief will not be considered in

selecting the successful applicant.

(c) The successful applicant on a permanent vacancy shall be on a trial period of

fifteen (15) working days, (or the length of the training period, whichever is

the greater), from the date of transfer to the new position. If the employee

decides to return to his former position, or if the Company decides to return

the employee because of his failure to perform the work in question in a

satisfactory manner, the employee will return to his former position without

any loss of seniority. If the employee proves successful, the employee shall

be confirmed in the new position.

12:11 In the event a job or jobs are declared redundant by the Company, and the Union has

been notified in writing of the redundancy, any employees who were in such jobs

shall no longer retain their job seniority in the redundant jobs. Such employees shall

have the right to one bump by plant seniority to a position for which they have the

qualifications and ability and that position will become their new posted job. Such

employee shall have five (5) days to exercise their right. Any employee who is

19

affected by this bump will have the same right have five (5) days to exercise the

same right.

For the purposes of this Article 12:11, bumpable jobs shall be: 48 assistant operator,

31 2nd person, Specialty gluer 2nd person, Material Handler, Transfer Car Operator,

Corrugator Take Off, Rotary Martin 32 and 35 junior second person, and Strapping

Machine Operator.

If, at some time in the future, the job or jobs are reinstated, the employees who were

declared redundant will be given an opportunity to return to their former position. If

such employees decline such opportunity, the jobs will be posted in accordance with

Article 12:10.

ARTICLE 13 - GRIEVANCE PROCEDURE

13:01 The purpose of this article is to provide an opportunity for discussion of any request

or complaint and to establish a procedure for the processing and settling of

grievances as defined in Section 13:02 of this article.

13:02 If an employee has any complaint or question which he wishes to discuss with the

Company, he shall take the matter up with his immediate Supervisor if the employee

chooses, he may be accompanied by his union representative.

If the complaint is not resolved to the satisfaction of the employee, it may be taking

up in the following manner as soon as possible after the incident occurred.

A grievance is defined as any difference between the management and the Union or

employees as to the interpretation or application or administration of this

Agreement, including grievances arising out of disciplinary action.

13:03 The Company recognizes a grievance committee of three (3) persons chosen by the

Union among the stewards and/or anyone in the executive committee.

13:04 When a committee man or steward has to leave his place of work to handle

grievances in his own or another department, he must get permission from the

Department Supervisor. When he goes into another department, he must obtain the

permission of the Supervisor of the department before talking with any employees at

their work. In all cases such permission shall not be unreasonably denied. The

Company will compensate the committee man or steward for time spent during

regular working hours handling grievances.

13:05 If a grievance arises every effort will be made to settle the matter quickly under the

procedure outlined below:

STEP 1: Within ten (10) working days after the wrong complained of was supposed

to have happened or started to exist (but, if the employee did not find out about the

20

wrong immediately, he will be allowed ten (10) working days after he could

reasonably have knowledge of the wrong), the employee and steward will talk over

the grievance with the employee's supervisor in a sincere effort to settle the problem.

STEP 2: If the grievance is not settled, it may be referred to the Production Manager

within ten (10) working days from receipt of the employee's Supervisor's reply. The

Production Manager shall meet with the Union Grievance Committee to discuss the

matter within ten (10) working days from receipt thereof and shall deliver his reply

in writing five (5) working days from the meeting. An outside Representative

designated to represent the Local Union may be present at this meeting. Any

meeting held at this stage shall be attended by such Company representatives as the

Company may designate.

STEP 3: Failing a settlement at Step 2, which is satisfactory to the Union or the

Company, within thirty (30) working days after the decision of management has

been given, either party shall give notice of its intention to refer the grievance to

arbitration.

13:06 The time limits set forth above may be extended by the written mutual agreement of

the parties.

13:07 In the event that the Union or the Company disagree as to the application,

interpretation or violation of any provisions of this Agreement, either party may

submit a policy grievance within the time limits for filing a grievance set out in

Article 13:05. Such policy grievance shall be filed at Step 2 of the grievance

procedure, it being understood that no policy grievance can arise out of

circumstances for which an employee or group grievance should have been filed and

no employee, or group of employees, may file an individual or group grievance for

which a policy grievance has been filed, unless otherwise agreed.

13:08 In the event that two or more employees have a grievance arising out of similar

circumstances involving the same provisions of this Agreement, such employees

may file a group grievance within the time limits specified in Article 13:05 at Step 2

of the grievance procedure.

13:09 In the event that the Company has a monetary claim against an employee, it shall be

submitted in writing to the Local President as a grievance within the time limits

specified in Article 13:05 at Step 2 of the Grievance Procedure.

ARTICLE 14 - ARBITRATION

14:01 After the parties have exhausted the grievance procedure set out in Article 13 above,

either party may notify the other in writing of its desire to submit the difference to

arbitration. Any matter referred to arbitration will be dealt with by a sole Arbitrator

chosen by the two parties. If no agreement, the matter will be referred to the

Ministry of Labour.

21

14:02 The Arbitrator is to be governed by the following conditions:

1) The Arbitrator shall hear and determine the subject of the grievance and shall issue a

decision which is final and binding upon the Union, the Company, and the employee

affected by the grievance referred to the Arbitrator;

2) The Arbitrator shall determine its own procedure but shall give full opportunity to all

parties to present all evidence and make all representations;

3) The Arbitrator shall not have the power to alter, amend, delete, or deviate from the

provisions of this Agreement;

4) The Arbitrator shall have the power to modify penalties or disciplinary action meted out

by the Company;

5) The Arbitrator shall have jurisdiction to determine whether the grievance is arbitral.

14:03 The Company and the Union shall pay its own costs. The fees and expenses of the

Arbitrator shall be shared equally between the parties.

ARTICLE 15 - DISCHARGE AND DISCIPLINARY PROCEDURE

15:01 In the event of a claim that an employee has been discharged or disciplined without

just cause, a grievance shall be filed at Step 2 of the grievance procedure within five

(5) working days of such action.

15:02 Twelve (12) months subsequent to the date a discipline is recorded it shall be

removed from an employee's record.

15:03 When official disciplinary action is taken, a steward or an executive person shall be

present, and a copy of any written disciplinary action shall be given to the union at

the same time it is given to the employee, or in any event within ten (10) working

days.

ARTICLE 16 - LEAVE OF ABSENCE

16:01 Union Leave

Leave of absence without pay, up to three (3) months, will be granted to a

representative of the Union chosen by the Local Union to attend Union activities if

such time off does not interfere with the efficient operation of the Plant. While on

approved leave of absence for Union activities, the Company shall continue to pay

the employee at his regular rate and maintain his benefits for each regular work day

he would normally be scheduled to work. The Union shall reimburse the Company,

on a monthly basis, by cheque, the total cost arising out of the Union leave,

22

including, where applicable, any premiums payable should the Company incur

reasonable overtime costs in order to replace the employee on Union leave.

16:02 All requests for time off for union activities must be submitted to management in

writing by the Union Local at least one (1) week in advance of the date when the

requested leave of absence is to commence.

16:03 Further periods of three (3) months' leave of absence up to a maximum of not more

than one (1) year accumulated leave may be granted upon review by management in

the event that a more prolonged leave is requested and where the circumstances

warrant this special consideration.

16:04 While on approved leave of absence for Union activities, all seniorities will be

allowed to accumulate up to three (3) months.

16:05 Personal Leave

Personal leave of absence without pay may be granted up to three (3) months

without loss of seniority.

16:06 Bereavement Leave

The purpose of this bereavement leave is to reimburse employees for wage loss in

the event of death in the immediate family. Such leave of absence will be paid at the

employee's regular straight time rate for a period not to exceed eight (8) hours per

day and limited to absence occurring when the employee would otherwise have

worked.

To be eligible, an employee must have completed the probationary period.

Bereavement leave will be as follows:

Five (5) consecutive scheduled working days in the seven (7) day period beginning

with the date of death of an employee's spouse or child. Should an employee's

spouse or child die during the employee's vacation period, the employee will be

allowed to substitute bereavement leave for up to five (5) vacation days as leave of

absence with pay at a time mutually agreeable to the employee and the Company.

Three (3) consecutive scheduled working days in the seven (7) day period beginning

with the date of death of an employee's mother, father, brothers, sisters, mother-in-

law, father-in-law, step-mother, step-father, step-sisters, step-brothers, grandfather,

grandmother.

It is understood that the employee must attend the funeral. However, in the event

that distance prevents the employee from attending the funeral, the employee will be

given one (1) day of compassionate leave within the seven (7) day period beginning

with the date of death.

23

In the event of the death of an employee's sister-in-law or brother-in-law, the

employee shall be granted one (1) day's leave of absence. The day of leave shall be

the day of the funeral and the employee is required to attend the funeral in order to

qualify for payment on that day.

Definition of Spouse:

The person who is legally married to the employee, or a common law spouse, that is,

a person with whom the employee has been living for at least one (1) year, who is

publicly recognized as her or his husband or wife and whose identity is reported to

the Employer; only one person will be considered to be a spouse at any one time.

16:07 Jury Duty Leave

The Company shall grant leave of absence without loss of seniority to an employee

who serves as a juror or subpoenaed by the Crown. The Company shall pay such

employee the difference between his normal earnings and the payment he receives

for jury service. The employee will present proof of service and attendance and the

amount of pay and expenses received.

To be eligible an employee must have completed the probationary period.

ARTICLE 17 - GROUP INSURANCE

17.01 Active Employees: Refer to the Norampac Group Insurance Plan Booklet (Internet

Website) which forms part of this collective agreement.

17.02 Retired Employees: For retirees at age 60 or more up to 65 years of age with at least 20

years of service, the Company will pay premiums and provide for health insurance

including vision care. Life insurance will also be provided in the amount of $60,000 for the

employee. AD&D will also be provided to employee in the amount of $60,000.

17.03 Benefit Cost Sharing

Jan 1st

2013

Jan 1st

2014

Jan 1st

2015

Jan 1st

2016

Jan 1st

2017

Jan 1st

2018

Jan 1st

2019

Jan 1st

2020

Jan 1st

2021

Jan 1st

2022

Benefit Share 75/25 70/30 70/30 70/30 70/30 60/40 60/40 60/40 60/40 60/40

Attached and forming part of this Agreement is Appendix C outlining the benefits coverage

for health coverage for retired employees.

17.03 MEDICAL CERTIFICATE :

24

The Company will reimburse an employee for the costs incurred to obtain a medical

certificate as required under the Weekly Indemnity Plan or the Long Term Disability

Plan. Payment will be made upon presentation of a receipt issued by the treating

physician, up to a maximum of fifty dollars ($50.00) effective November 1st, 2007

and up to seventy-five dollars ($75.00) effective November 1st, 2010

17.04 The company will pay vision care expenses incurred by an employee when

recommended by a physician or an optometrist up to a total of two hundred twenty-

five dollars ($225.00) in any consecutive twenty-four (24) month period, to be

effective on the first day of the month following the first purchase

17.05 It is agreed that the employee's rights to any or all of the above benefits are subject

to the terms and conditions set out by the carriers. It is also understood that, in view

of the fact that the majority of premium costs of Weekly Indemnity, Long Term

Disability, Life Insurance and Accidental Death and Dismemberment Insurance is

paid by the Company, the 5/12th's portion of the Unemployment Insurance premium

reduction (employee share) from the effective date, whenever applicable, under the

Unemployment Insurance Act, shall be retained by the Company.

ARTICLE 18 - PENSION PLAN

Effective on, July 1st, 2008, modifications to the Pension Plan have been instituted

and the following articles summarize the main provisions of the Plan as at the

ratification of this Agreement:

18:01 An employee is eligible to join the plan on the first day of January following his

date of employment

18:02 The participation to the plan is compulsory.

18:03 Employee’s and Employer’s Contribution

The following table shows the possible contributions.

Contribution Norampac Employee

Base 2.00 % of your salary No mandatory contribution

Based on profitability Up to 3 % of your salary

depending on Norampac’s

profitability in the previous

year

No mandatory contribution

Supplementary Contributions equal to your Possible contributions

depending on your seniority (up

25

own contributions to the maximum below):

Seniority

0 to 4 years: 1 %

5 to 14 years: 3 %

15 years or more: 4 %

Optional No contribution equal to yours Up to the maximum allowed

according to tax rules

For details regarding Norampac- Belleville’s retirement plan, please consult the pension plan

booklet (internet website).

Investment options

An employee must choose how to invest his contributions and those made by the

Company on his behalf, based on several investment options available.

18:04 Termination of Employment

An employee who terminates his employment or retires from the Company will

have to transfer to a locked-in Retirement vehicle of his choice, an amount equal to

the sum of his contributions and those of the Company made on his behalf

accumulated with interest

18:05 Death Before Termination

In the event of the death of an employee prior to his termination or retirement, an

amount equal to the sum of his own contributions to the plan plus the Company

contributions made on his behalf plus the interest credited on such employee and

Company contributions shall be refunded to his spouse or to his beneficiary.

18:06 Administration of the Plan and of the Fund

The administration of the plan and of the Fund shall be the responsibility of the

Company. It is understood that the above is only a summary of the main provisions

of the plan and that the actual administration of the benefits payable shall, at all

times, be governed by the official text of the plan, which describes in detail the

terms and conditions of the plan; such official text which is known as "Pension Plan

for Unionized Employees of Norampac-Belleville ULC. and may be consulted upon

request.

26

18 07 As per the July 28th, 2011 Memorandum of Agreement, the following list of

employees aged 53 years and up as of December 31st, 2011 are eligible to a monthly

pension supplement.

The Company will pay to such employee included in the following list and who retires

between 60 and 65 years old the amount indicated below for as long as he lives or until the

end of the month in which said employee reaches the age of 65 years whichever comes first.

2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022

Bridging $1000 $825 $825 $825 $825 $825 $825 $0 $0 $0 $0

To

Dec.

/18

OLD BRIDGING

Employees who were eligible for old bridging in 2012 their bridging remains at $1000 per month.

Also, in addition of other above mentioned payment, the company will pay a lump sum when such

employees retires between 60 and 65 with 30 years of service as follows (unless otherwise

indicated in the list below).

If an employee retires at age 60: will get a lump sumo of $30,000

If an employee retires at age 61: will get a lump sum of $24,000

If an employee retires at age 62: will get a lump sum of $18,000

If an employee retires at age 63: will get a lump sum of $12,000

If an employee retires at age 64: will get a lump sum of $6,000

If an employee retires at age 65 and up: no lump sum and no pension supplement payable

Lump sum supplement will be paid at retirement providing the employee retires prior to the first

day of the month following their birthday. Otherwise, they will be entitled at retirement to the next

level of lump sum supplement payment.

The employees are as follows:

27

Glenn Acorn (age 60: $22, 500, age 61:$18,000, age 62:$13,500, age 63: $9,000, age 64: $4,500,

age 65: $0)

Gary Barriage

Paul Daniels

Werner Koll

Gerald Peters **** His name was added on February 15th, 2008. ***

Ken Taylor

Paul Thomas

Glen Cockins

Rick Emery

NEW BRIDGING

There will be 21 named employees that are eligible for the new bridging program effective 2013.

These employees are:

Terry Peever

Fred Gorton

Wallace Caslick

Michael Kelly

Wayne Genereaux

Lyle Waite

Paul Reid

Edward Carlington

Jeffrey Soule

Robert McKay

Scott MacDonald

Malcolm Jones

28

David Langman

Carl Embury

William Beach

Randy Waite

David Kellar

Perry Hull

Antonius Talsma

Ralph Brown

Sue Geen

4 Additional named employees will be eligible for a lump sum severance of $40,000 if they

elect to retire at age 60. These 4 named employees must notify the company within 90 days

prior to their 60th birthday that they intend to retire at age 60. If they go past age 60, they

forfeit their right to the $40,000 lump sum. If an employee retires at age 60: will get a lump

sum of $40,000.

Derryl VanVlack

Douglas Reed

Steven Lavecque

Barry Moore

The retirement supplement (bridging and lump sum) will be paid at retirement providing the

employee retires prior to the first day of the month following their birthday.

ARTICLE 19 – HEALTH AND SAFETY

19:01 The Union and the Company agree to co-operate to the fullest extent in promoting

safety in the plant and the avoidance of accidents to the employees. The Company

further agrees that there will be a Safety Committee of three (3) members appointed

from and by the Company and three (3) members appointed from and by the Union.

The Safety Committee will meet once a month, or more frequently if agreed upon.

19:02 Safety apparel specified by the Company must be worn and shall be supplied to

employees at no cost except if otherwise specified within the current Collective

Agreement.

29

19:03 The Company and the Union recognize the necessity of compulsory protective

footwear in prevention of industrial injury. To this end the Company shall contribute

one Hundred Fifty Dollars ($150.00) annually (Effective November 1st, 2008), one

Hundred Sixty Dollars ($160.00) (Effective November 1st, 2011 towards the

purchase of safety footwear, with annual reimbursement on November 1st of each

year.

19:04 (a) Employees who require safety glasses by law or company policy are to be

supplied free by the Company.

(b) Employees who require prescription safety glasses by law or company policy

are to be provided free by the Company from Company supplier.

19:05 The Company agrees to implement a program of Audiometric and Pulmonary

testing for employees who will request it.

Each employee will be given a copy of the test results.

The Audiometric testing will be done once a year. The Pulmonary testing will be

done every two (2) years on a voluntary basis (if employees ask for it).

ARTICLE 20 - GENERAL

20:01 The Company will supply clothing to mechanics and electricians.

The Company will see to the distribution and maintenance of the clothing

Maintenance mechanics and electricians will receive One Hundred Dollars

($100.00) per year towards the purchase of tools. This allowance will be paid upon

presentation of proof of purchase.

20:02 Severance Pay

Should the Company permanently close the Plant and as a result terminate any

employees, such terminated employees shall be paid one (1) week's regular non-

overtime wages for each year of service to a maximum of twenty-six (26) weeks.

ARTICLE 21 - BULLETIN BOARD

21:01 The Company will furnish the Union with a bulletin board in the plant. The Union

will use this space for posting union notices and official papers. Notices will be

posted only by officially authorized union representatives. The Union shall provide

the Company with a copy of all notices to be posted at the time of posting on the

bulletin board.

30

ARTICLE 22- Term of Collective Agreement

22:01 This agreement shall remain in effect up to and including December 31st, 2022 and

from year to year thereafter subject to renewal or change by either party on ninety

(90) days’ written notice prior to the anniversary date.

22:02 The Company will pay wages to a maximum of four (4) employees' engaged in

direct local labor negotiation, exclusion of conciliation in portion of half day to a

maximum of the employee regular schedule at the employee regular hourly rate up

to seven (7) days.

31

SIGNED IN WITNESS WHEREOF the parties have signed this Collective Agreement on this 28th

day of July 2011.

For the Independent PaperWorkers For Norampac- Belleville,

of Canada, Local 7 a division of Cascades Canada Inc.

Garry Buccella, I.P.C. Representative Stu Fremlim, Regional General Manager

Central Canada

Ken Taylor, Union President Sandie Philp, General Manager

Derrek Kimmerly, Union Vice-President Bill Johnston, Production Manager

Carl Embury, Recording Secretary

32.

32

APPENDIX "A"

WAGE RATES, CLASSIFICATIONS, AND LINES OF PROGRESSION

Corrugator Department

Jan.

1/13

1.00%

Jan.

1/14

1.50%

Jan.

1/15

1.50%

Jan.

1/16

1.50%

Jan.

1/17

1.50%

Jan.

1/18

1.50%

Jan.

1/19

1.50%

Jan.

1/20

2.00%

Jan.

1/21

1.50%

Jan.

1/22

2.00%

Jul. 1/

22

2.00%

GRADE 10

Operator-

Corrugator

25.10 25.47 25.86 26.24 26.64 27.04 27.44 27.99 28.41 28.98 29.56

GRADE 8

Single

Facer

24.31 24.67 25.05 25.42 25.80 26.19 26.58 27.11 27.52 28.07 28.63

GRADE 7

Double

Backer,

Roll

Handler-

Starch/Baler

24.00 24.36 24.72 25.09 24.47 25.85 26.24 26.76 27.17 27.71 28.26

GRADE 5

Take-off

Corrugator

23.60 23.95 24.32 24.68 25.05 25.43 25.81 26.33 26.72 27.25 27.80

GRADE 2

Transfer

Car

22.56 22.90 23.25 23.59 23.95 24.31 24.67 25.17 25.54 26.05 26.57

33.

33

LINE OF PROGRESSION

Corrugator Department

* Bumpable jobs

Operator (10)

Slitter Operator (7)

Single Face Operator (8)

Take-Off (2) *

Double Backer Operator

(7)

Take-Off (5)

Transfer Car Operator

(2) *

(2) Roll Handler -

Starch/Baler (7)

34.

34

Printing Department

Jan.

1/13

1.00%

Jan.

1/14

1.50%

Jan.

1/15

1.50%

Jan.

1/16

1.50%

Jan.

1/17

1.50%

Jan.

1/18

1.50%

Jan.

1/19

1.50%

Jan.

1/20

2.00%

Jan.

1/21

1.50%

Jan.

1/22

2.00%

Jul. 1/

22

2.00%

GRADE 10

Operator: Flexo

31, Rotary

Martin 32 and

35, Rotary Press

48, Diemounter

25.10 25.47 25.86 26.24 26.64 27.04 27.44 27.99 28.41 28.98 29.56

GRADE 9

Rotary Press 48

24.61 24.98 25.36 25.74 26.12 26.52 26.91 27.45 27.86 28.42 28.99

GRADE 7

2nd Flexo 31, 2nd

Rotary Martin

32 and 35

24.00 24.36 24.72 25.09 25.47 25.85 26.24 26.76 27.17 27.71 28.26

GRADE 3

Material Handler

23.00 23.34 23.69 24.05 24.41 24.78 25.15 25.65 26.03 26.56 27.09

35.

35

LINE OF PROGRESSION

Printing Department

Flexo 122 Rotary Press 35 Rotary Press 32 Rotary Martin

*Bumpable jobs

Operator (10) Operator (10) Operator (10) Operator (10)

*Assistant Operator (9) *Assistant Operator (9)

*2nd Person (7)

(2) 2nd Person (7)

(2) Material Handler (3)

*

36.

36

Maintenance Department

Jan.

1/13

1.00%

Jan.

1/14

1.50%

Jan.

1/15

1.50%

Jan.

1/16

1.50%

Jan.

1/17

1.50%

Jan.

1/18

1.50%

Jan.

1/19

1.50%

Jan.

1/20

2.00%

Jan.

1/21

1.50%

Jan.

1/22

2.00%

Jul. 1/

22

2.00%

GRADE 14

Electrician-

Electronic

30.03 30.48 30.93 31.40 31.87 32.35 32.83 33.49 33.99 34.67 35.37

GRADE 13

Mechanic-

Electrician- after

2 years

27.54 27.96 28.38 28.80 29.23 29.67 30.12 30.72 31.18 31.80 32.44

GRADE 12

Mechanic-

Electrician -2

years or less

25.61 26.00 26.39 26.78 27.19 27.59 28.01 28.57 29.00 29.58 30.17

GRADE 5

Oiler & General

Helper after 12

months

23.60 23.96 24.32 24.68 25.05 25.43 25.81 26.33 26.72 27.25 27.80

GRADE 3

Oiler & General

Helper 0-12

months

23.00 23.34 23.69 24.05 24.41 24.78 25.25 25.65 26.03 26.56 27.09

37.

37

Shipping Department Jan.

1/13

1.00%

Jan.

1/14

1.50%

Jan.

1/15

1.50%

Jan.

1/16

1.50%

Jan.

1/17

1.50%

Jan.

1/18

1.50%

Jan.

1/19

1.50%

Jan.

1/20

2.00%

Jan.

1/21

1.50%

Jan.

1/22

2.00%

Jul. 1/

22

2.00%

GRADE 6

Lift Truck

Operator

23.88 24.23 24.60 24.97 25.34 25.72 26.11 26.63 27.03 27.57 28.12

GRADE 5

Auto Strapping

Machine

Operator

23.60 23.96 24.32 24.68 25.05 25.43 25.81 26.33 26.72 27.25 27.80

LINE OF PROGRESSION

Jan.

1/13

1.00%

Jan.

1/14

1.50%

Jan.

1/15

1.50%

Jan.

1/16

1.50%

Jan.

1/17

1.50%

Jan.

1/18

1.50%

Jan.

1/19

1.50%

Jan.

1/20

2.00%

Jan.

1/21

1.50%

Jan.

1/22

2.00%

Jul. 1/

22

2.00%

GRADE 1

General Help

20.01 20.31 20.61 20.92 21.24 21.55 21.88 22.32 22.65 23.10 23.57

Strapping Machine

Operator (5)

Lift Truck Operator (6)

38.

38

APPENDIX "B"

NEW HIRES WAGE RATES

Current Rate

Nov. 1, 2012

1

year

2

years

3

years

4

years

5

years

CORRUGATOR - - - - - -

Operator 24.48 24.50 25.00 25.25 25.50 25.75

Single Facer 23.72 23.75 23.85 23.95 24.05 24.25

Double Backer, Roll Handler-Starch/

Baler

23.41 21.00 21.50 22.25 23.00 23.75

Take Off Corrugator 23.03 19.50 20.50 21.25

Transfer Car Operator 22.01 19.00

Current Rate

Nov. 1, 2012

1

year

2

years

3

years

4

years

5

years

PRINTING - - - - - -

Operator: Flexo 31, Rotary Martin 32

and 35, Rotary Press 48, Die

Mounter

24.48 24.75 25.00 25.25 25.50 25.75

Rotary Press 48 Assistant Operator 24.01 22.50 23.00 23.25 23.50 24.00

2nd Flexo 31, 2nd Rotary Martin 32

and 35

23.41 22.50 22.75 23.00 23.25 23.50

Material Handler 22.44 17.50

Current Rate

Nov. 1, 2012

1

year

2

years

3

years

4

years

5

years

FINISHING - - - - -

Specialty Gluer Operator 24.01 23.50 23.75 24.00 24.25 24.50

2nd Specialty Gluer 23.41 21.50 22.00 22.50 23.00 23.50

Current Rate

Nov. 1, 2012

1

year

2

years

3

years

4

years

5

years

SHIPPING - - - - -

Lift Truck Operator 23.29 21.75 22.75 23.00 23.50

Auto Strapping Machine Operator 23.03 20.50 21.50 22.50

Current Rate

Nov. 1, 2012

1

year

2

years

3

years

4

years

5

years

General Helper 19.52 17.00

39.

39

NOTE 1: For all purposes of this Agreement, “Department" shall be Corrugator, Printing,

Finishing, Maintenance and Shipping.

NOTE 2: On designation to lead hand, employees shall receive $1.00 per hour above his rate

or $1.00 per hour above the top rate of the employees he is supervising.

Where an employee is acting as a lead hand and that position is no longer required,

the employee will return to the job that he was doing previous to his appointment

regardless of the time element involved.

NOTE 3: The rate for probationary employees is fourteen dollars ($14.00) (excluding

Maintenance Department)

NOTE 4: All bumpable jobs are noted with an asterisk.

NOTE 5: Students shall be paid for their first year $11.50, for their second year $12.50 and for

their third year $13.00 per hour.

40

APPENDIX “C"

HEALTH COVERAGE FOR RETIRED EMPLOYEES

C.1 HOSPITAL AND SUPPLEMENTARY MEDICAL PLAN

Benefits

When you or a member of your family incur hospital or medical expenses for

treatment of a non-occupational injury or disease and when these expenses are not

reimbursed by the government plans but for which insurance is not prohibited by

law, the Health Care Plan of Norampac –Belleville will reimburse:

- 100% of the additional cost for semi-private room and board accommodation

in a Hospital, with no limit as to the number of days of confinement;

and

- 100% of the cost of eligible medical expenses (90% for drugs) after you

have paid, each year, the first Twenty Five Dollars ($25.00) of such eligible

expenses. The eligible medical expenses include:

- Drugs obtainable only upon a physician's prescription and dispensed through

a pharmacist;

- Vision care expenses incurred by an employee and/or his covered

dependents are eligible when recommended by a physician or an optometrist

as follows:

- Frames, lenses and the fitting of prescription glasses, including contact

lenses up to a total of two hundred twenty-five dollars (225.00) per family

member in any consecutive twenty-four (24) month period, to be effective on

the first day of the month following ratification.

- Hospital charges (maximum $100.00 per day) and physician's fees incurred

in connection with emergency treatment provided outside your Province of

residence. These expenses are limited to $25,000.00 per insured person with

an automatic $1,000.00 annual restoration of the maximum. However, no

charges will be considered unless part of the daily charge is payable under

the Provincial Hospital Plan, nor for any type of accommodation for which

the individual would not have been covered under this Plan had he been

hospitalized in his normal Province of residence. All charges must be

reasonable and customary in the area in which they were incurred;

- Charges for a confinement in a convalescent or chronic hospital up to $20.00

per day (maximum of 120 days). The individual must be admitted to the

41

convalescent Hospital within fourteen (14) days following confinement in a

Hospital;

- Diagnostic laboratory and x-ray expenses;

- Out-of-Hospital services of a Registered Nurse who does not normally reside

in your home and is not related to any member of your family, up to Five

Thousand Dollars ($5,000.00) with an automatic One Thousand Dollars

($1,000.00) annual restoration of the maximum;

- Services of osteopath, chiropractor, podiatrist, naturopath, speech and

hearing therapist or ergotherapist up to Twelve Dollars ($12.00) per

treatment to an annual maximum of Two Hundred and Fifty ($250.00) per

practitioner and including Twenty Five Dollars ($25.00) per disability for

chiropractic x-rays. Please note that these expenses are eligible provided the

maximum benefits payable by the Government Plan has been exceeded;

- Services of a physiotherapist up to Two Hundred and Fifty Dollars ($250.00)

in any calendar year;

- Services of a psychologist up to Ten Dollars ($10.00) for the first treatment

and Seven Dollars ($7.00) for each subsequent treatment, to a maximum of

Two Hundred and Fifty Dollars ($250.00) in any calendar year;

- Professional ambulance service, including air and rail transportation when

the patient cannot otherwise be transported, when used to transport the

individual from the place where he is injured by an accident or stricken by a

disease to the first Hospital where treatment is given, or from a Hospital to a

convalescent Hospital;

- Out-patient Hospital services and supplies, anesthesia, oxygen, blood and

blood products;

- Rental of iron lung or other medical equipment;

- Artificial limbs and eyes, crutches, splints, casts, trusses and braces,

including replacement due to a change in physical condition;

- Charges for orthotic devices and orthopedic shoes in excess of Ten Dollars

($10.00) per pair for children and Twenty Dollars ($20.00) for other

members of your family;

- Dental expenses incurred while insured for the prompt repair of natural teeth

and required as a result of an accidental injury external to the mouth;

- Purchase or rental, installation and repair (but not the replacement) of

hearing aides, up to Five Hundred Dollars ($500.00) during any three

42

consecutive year period. Hearing aides must be prescribed by an

otorhinolaryngologist;

All eligible medical expenses, except services of an osteopath, a

chiropractor, a podiatrist and a naturopath, must be recommended by a

physician.

B.1.01 GROUP LIFE & ACCIDENTAL DEATH AND DISMEMBERMENT

Life Insurance:

November 1st, 2000 $40,000

November 1st, 2003 $50,000

November 1st, 2006 $60,000

AD&D:

November 1st, 2000 $40,000

November 1st, 2003 $50,000

November 1st, 2006 $60,000

B.1.02 DEPENDENT’S LIFE INSURANCE

Spouse: $4,000

Each Child: $2,000

(from birth to twenty-one (21) years or twenty-five (25) years if attending school).

LETTER OF INTENT

*1. If the Slitter becomes operational on a full time basis, then the positions or Operator

Slitter and Take-Off Slitter will be reinstated.

*2 Mr. G. Barriage (Roll Handler) will be red circled at Grade 8, and shall continue to

receive the negotiated increases as long as they are posted to this position.

*3 In circumstances where a dispute arises as to whether an illness or injury is

occupational or non-occupational, or where there is a delay of more than two (2)

43

weeks not caused by a dispute of the employee, the Company shall arrange to have

the employee covered by Short Term Disability Benefits pending the conclusion of

the Workers' Compensation Claim, provided the employee makes a written direction

to the Company and the Workers' Compensation Board that any monies so received

shall be repaid from Workers' Compensation Benefits received by the employee.

*4 The Company agrees that a Lead Hand has no authority to impose discipline of any

kind and will so instruct its Lead Hands. However, they shall report the event to

their Supervisor.

44

LETTER OF INTENT

BETWEEN:

NORAMPAC BELLEVILLE,

A DIVISION OF CASCADES CANADA ULC.

(hereinafter called “the Company”)

-and-

INDEPENDENT PAPERWORKERS OF CANADA, LOCAL 7

(hereinafter called “the Union”)

The Company and the Union hereby agree to a procedure to maintain certain benefit coverage for

laid off bargaining unit employees after the Company’s obligation to do so have ceased.

This letter of intent is premised on the following:

(a) The Company’s obligation to pay the employer contribution in respect of the

Norampac Group Insurance Plan set out in Section 17:02 of the Collective

Agreement, on behalf of laid off bargaining unit employees ceases on the last

day of the month immediately following the month in which such employees

were laid off. It is the obligation of each individual employee to maintain their

personal contributions to the benefit plan while on layoff. Theses contributions

will be paid by the employee to the Company.

(b) Payment by the employee to the Company for the employee contributions can be

made by either:

a. Weekly payments to the Company while on layoff;

or

45

b. A deduction of the employee contribution incurred by the company

while the employee was on layoff from the first pay received by the

employee was on layoff from the first pay received by the employee

upon return from layoff.

i. In the event that an employee’s layoff exceeds the current period

of consecutive employment with the Company, and is therefore

considered terminated, as per Section 12:03(e) of the Collective

Agreement, the employee contribution owing to the Company

will be deducted from the monies owing to the employee upon

termination of employment.

(c) Subject to the terms and conditions of this Letter of Intent, the Company agrees

to maintain the employer contribution of the benefit coverage, as selected by the

employee, set out in Section 17:02 of the Collective Agreement with the

exception of:

Short Term Disability Coverage ( weekly indemnity)

Long Term Disability Coverage

Dental Care Coverage

For laid off employees for a period of six months following the cessation of the

Company’s obligation to maintain benefit coverage for laid off bargaining unit

employees (“the extended period”);

(d) The Union has agreed to assume the cost of the employer contribution necessary

to maintain the enrolment in the Benefit Plan during the extended period. During

the extended period, the employee is still obligated to maintain their personal

contributions in the above stated way.

Based on the premises as set out above, the Company and the Union agree as

follows:

(1) The Company shall continue to maintain the reenrollment of laid off employees

in the Benefit Plan (as set out in Section 17:02 of the Collective Agreement)

with the exception of short term disability coverage, long term disability

coverage, and dental care coverage during the extended period

(2) The maintenance of such coverage is conditional upon the Union paying to the

Company the full cost of the employer contribution of such benefit coverage for

laid off bargaining unit employees during the extended period. The Company

shall provide the Union with an accounting, on a monthly basis, of the cost of

the premiums to be paid to the carriers of the insurance policies for the

maintenance of such benefit coverage.

46

(3) It is expressly understood that during the extended period, laid off bargaining

unit employees shall not be eligible for coverage for short term disability, long

term disability, or dental care (B2.01, 2.02 and 2.03)

(4) This letter of intent is conditional upon the approval of the carriers providing the

insurance policies for which laid off employees will be covered during the

extended period.

(5) Failure by the Union to remit the necessary funds to maintain coverage for laid

off bargaining unit employees during the extended period will result in the

discontinuance of coverage.