THI~ollective Agreement made and entered into the _L[day of JtJ~ '2017.

Between:

GDI SERVICES (CANADA) LP. 315/325 Front Street West

(hereinafter referred to as the "Employer")

-and-

United Food and Commercial Workers Canada Union,

Local175 (hereinafter referred to as the "Union")

EFFECTIVE DATE: January 1, 2017

EXPIRY DATE: December 31, 2018

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Table of Contents ARTICLE 1 - RECOGNITION .......................................................................................... 1

ARTICLE 2 - UNION SECURITY ..................................................................................... 1

ARTICLE 3- UNION STEWARDS AND COMMITTEES ................................................. 3

ARTICLE 4 - MANAGEMENT RIGHTS .......................................................................... .4

ARTICLE 5- NO DISCRIMINATION OR HARASSMENT .............................................. .4

ARTICLE 6 - STRIKES AND LOCKOUTS ...................................................................... .4

ARTICLE 7 - GRIEVANCE PROCEDURE ..................................................................... .4

ARTICLE 8- ARBITRATION ........................................................................................... 6

ARTICLE 9 - HEALTH AND SAFETY .............................................................................. 7

ARTICLE 10- LEAVE OF ABSENCE .............................................................................. 8

ARTICLE 11 - SENIORITY ............................................................................................ 1 0

ARTICLE 12- VACANCIES, JOB POSTING ................................................................. 11

ARTICLE 13- LAYOFF AND RECALL .......................................................................... 12

ARTICLE 14- WAGES AND CLASSIFICATIONS ......................................................... 13

ARTICLE 15- HOURS OF WORK AND OVERTIME .................................................... 13

ARTICLE 16- PAID HOLIDAYS .................................................................................... 15

ARTICLE 17- VACATIONS ........................................................................................... 16

ARTICLE 18 - GROUP BENEFITS ................................................................................ 17

ARTICLE 19- NOTICE BOARDS .................................................................................. 18

ARTICLE 20- UNIFORMS ............................................................................................ 1 9

ARTICLE 21 - GENERAL .............................................................................................. 1 9

ARTICLE 22- RENEWAL AND TERMINATION ............................................................ 20

SCHEDULE "A" ............................................................................................................. 21

LETTER OF UNDERSTANDING ................................................................................... 22

LETTER OF AGREEMENT ........................................................................................... 23

LETTER OF UNDERSTANDING ................................................................................... 24

ARTICLE 1 - RECOGNITION

1.01 The Employer recognizes the United Food and Commercial Workers Canada Union, Local 175, as the bargaining agent of all Employees of GDI Services (Canada) LP engaged in cleaning and maintenance located at the 315/325 Front Street West in the City of Toronto, save and except supervisors, persons above the rank of supervisor, office and clerical and those persons performing external services.

1.02 The term "Employee" as used in this Collective Agreement shall mean only those Employees who are included in the bargaining unit, as described in Article 1.01 above. For the purposes of interpretation, whenever the feminine gender is used in this Collective Agreement, it shall be deemed to include the masculine, and the singular shall include the plural and vice-versa, wherever the context so requires.

1.03 The Employer shall not enter into an agreement or contract with those Employees for whom the Union has bargaining rights, either individually or collectively that is inconsistent with the collective agreement.

1.04 The employees of the Company not covered by this Agreement, including supervisors, shall not perform work normally performed by bargaining unit employees except for the purposes of instruction, training, experimentation, special projects, or in emergencies. The Company maintains the right to have a working supervisor.

1.05 The Employer will not contract out bargaining unit work.

ARTICLE 2 - UNION SECURITY

2.01 All current Employees of the Employer and those hired on or after the date of ratification shall, upon completion of their probationary period, become and thereafter remain members in good standing of the Union as a condition of employment. New hire employees will pay union dues and initiation fees immediately.

2.02 The Employer shall remit to the Union, within fifteen (15) calendar days following completion of the probationary period, the United Food and Commercial Workers Membership Application Form signed by the Employee.

2.03 (a) The Employer shall, during the term of this Collective Agreement, as a condition of employment, deduct from members of the bargaining unit regular weekly Union Dues as determined by the Union and such Dues shall be remitted to the Union prior to the fifteenth (15th) of the month following the month in which such deduction is made.

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(b) The remittance statement shall be documented by location containing a dues and initiation report which will be provided in the form of e-mail (remit@ufcw.com) or on a computer diskette as well as a hard copy for the dues report being attached to the remittance cheque. The information provided shall be on a standard spreadsheet in Excel Quattro Pro, Lotus or other software program acceptable and adaptable to the Union. The spreadsheet will be in a format provided by the Union and the Company will provide the following current Information: as known to the Company.

1. S.I.N. 2. Employee number if applicable 3. Full name (Last/First/Initials) 4. Full address, including City and Postal Code 5. Telephone number (including area code) 6. Date of hire 7. Rate of pay 8. Classification 9. Full-time or part-time designation 10. Union dues deducted (or the reason a deduction was not made). If

dues are deducted weekly, report requires five (5) columns for reporting.

11. Total dues owing 12. Back dues owing 13. Vacation pay breakdown of dues owing 14. Initiation fees deducted 15. Total Initiation fees deducted

(c) The Employer will provide the Union within 30 days of ratification of this Collective Agreement and twice yearly thereafter a listing of all employees name, Social Insurance Number, current address and telephone.

(d) The Employer shall record the annual Union dues for each Employee on his/her T 4 form.

2.04 The Union shall provide the Employer with thirty (30) days written notice of any increase or decrease in the amount of dues to be deducted from the bargaining unit Employees.

2.05 The Union shall indemnify and save harmless the Employer, its agents and/or Employees acting on behalf of the Employer, from any and all claims, demands, actions or causes of action arising out of, or in any way connected with the collection and remittance of such dues.

2.06 The Employer shall acquaint Employees with the fact this Collective Agreement is in effect and the conditions of employment set out in Article 2.00 before the completion of the probationary period.

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ARTICLE 3 • UNION STEWARDS AND COMMITTEES

3.01 No individual Employee or group of Employees shall undertake to represent the Union at meetings with the Employer without proper authorization of the Union. In order that this may be carried out, the Union will supply the Employer with the names of its Union Representatives. Similarly the Employer shall supply the Union with a list of its supervisory or other personnel with whom the Union may be required to transact business.

3.02 Any Employee who so desires it, shall have the right to review his/her personnel record in the presence of the Union Representative and a member of Management, upon making a request for same in advance. Such review is to take place at such time and place as may be designated by Management. If any Employee so affected objects to the material contained in such record such objection may be made the subject matter of a grievance and be processed in accordance with the provisions of Article 7 herein.

3.03 (a)

(b)

(c)

The Union shall have the right to appoint up to (2) Stewards from amongst employees within the bargaining unit who have completed at least (6) six months of seniority in the bargaining unit.

The Union shall notify the Employer in writing of the name of each steward and, where applicable, each Committee member, before Management shall be required to recognize any person so selected.

The Union acknowledges that the Stewards have regular duties to perform on behalf of the Employer. The steward shall, with the consent of his/her supervisor, be permitted to leave their regular duties for a reasonable length of time without loss of pay, to function as a steward as provided in this Collective Agreement for the prompt handling of necessary Union business with management, such consent from the supervisor shall not be unreasonably withheld. When returning to regular duties the steward shall first report back to his/her supervisor.

3.04 Union Representative

The bargaining unit Employees have the right, at any time, to have the assistance of a Union Representative of the Union or its international affiliate when dealing with the Employer. The Union realizes that the Employer does not own the premises in which its Employees work. Consequently, if a Union Representative needs to meet with a steward or an Employee he/she will first notify the Employer so proper security arrangements can be made and a suitable place and time can be arranged for the meeting.

3.05 The Negotiating Committee shall consist of a Representative of the Union and not more than two (2) bargaining unit employees appointed or elected by the Union.

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The Employer agrees to pay all lost wages for the Negotiating Committee members time spent in negotiations up to and including conciliation.

3.06 Where an employee is required to attend a meeting in which a written warning, or discharge is to be given the Supervisor will arrange to have a Steward present at the meeting.

ARTICLE 4- MANAGEMENT RIGHTS

4.01 The management of the Employer's operation and the selection and direction of all Employees shall continue to be vested with the Employer, except where specifically abridged by this Collective Agreement.

ARTICLE 5- NO DISCRIMINATION OR HARASSMENT

5.01 There shall be no discrimination by the Company or the Union against any employee because of race; colour, religious beliefs or political opinion or for any other reason. The Employer and the Union also agree to abide by applicable legislation governing employees in the Province of Ontario Human Right Code.

ARTICLE 6- STRIKES AND LOCKOUTS

6.01 The Union and the Employer agree that as long as this Collective Agreement continues to operate there shall be no strikes or lockouts or any other interference with, or interruption of the normal conditions of the Employer's business by the Union or its members.

ARTICLE 7 - GRIEVANCE PROCEDURE

7.01 Should any difference arise between the Employer and the Union, or between the Employer and an Employee covered by this Collective Agreement which concerns the interpretation, application, operation or alleged violation of the terms and provisions of this Collective Agreement an earnest effort shall be made to settle such differences without undue delay.

7.02 The immediate attention to complaints and grievances is of the utmost importance. Grievances may be processed through the following procedures:

STEP NO.1

Within ten (1 0) working days after the alleged grievance arose or became apparent, the aggrieved may present the grievance to an immediate supervisor, either in writing or orally.

Should no settlement, satisfactory to the aggrieved, be determined within five (5) working days, the next step ofthe grievance procedure may be implemented within five (5) working days following.

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STEP NO.2

The aggrieved, through an authorized Union representative, may submit the grievance to an authorized agent of the Employer, in writing and the responsible parties shall meet within five (5) working days following.

Should no settlement, satisfactory to the aggrieved, be determined within five (5) working days, the next step of the grievance procedure may be implemented within five (5) working days following.

STEP NO.3

Should no settlement, satisfactory to the aggrieved, be determined within five (5) working days following, the grievance may be submitted to Arbitration within thirty (30) working days following, as provided for in Article 8 Arbitration.

7.03 Grievances pertaining to alleged violation of hours of work, rates of pay, overtime, vacation with pay and other monetary items, may be submitted within one week of such alleged grievance incident.

7.04 Group Grievance

The Employer will recognize a group grievance as one which affects more than one Employee with respect to whom the issues and facts are substantially the same. A group grievance shall commence at Step No. 2.

7.05 Probationary employees may submit grievances pertaining only to alleged violations of monetary matters.

7.06 Policy Grievance

Any differences arising directly between the Union and the Employer, relating to the interpretation, application or alleged violation of the Collective Agreement may be presented by either party at Step No. 2 as a Policy Grievance within thirty (30) calendar days after the date when the Union or Employer first became aware of the event giving rise to the grievance. It is understood, however, that the provisions of this Article shall not be used with respect to a grievance directly affecting an Employee(s) and that the regular grievance procedure shall not be by-passed unless the Employee has refused to file a grievance within the prescribed time limits after being so requested by the Union and the alleged grievance directly affects the interest of other Employees.

7.07 Where an Employee receives a written warning and receives no further written discipline for a period of twelve (12) clear months from the date of the warning, or the warning is withdrawn by grievance or arbitration procedure, such warning shall

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be removed from the Employee's record and shall not be used in any subsequent action or arbitration proceedings.

7.08 Discharge Grievance

A claim by an employee who has completed his probationary period that he has been discharged without just cause, shall be treated as a grievance and a written statement of such grievance shall be lodged with the Company commencing at Step No. 2 of the grievance procedure within five (5) working days of such discharge. It is agreed that the stewards and the Union Representative will be notified immediately of the dismissal of any employee in the bargaining unit.

ARTICLE 8 - ARBITRATION

8.01 Failing settlement as provided under Article 7 either party may request that a grievance be submitted to arbitration. Such a request shall be in writing addressed to the other party to this Collective Agreement and, at the same time, shall name a nominee.

Within thirty (30) calendar days thereafter, the other party shall name their nominee, if such other party fails to name their nominee as herein required and unless the time has been extended by mutual agreement between the two parties, the Minister of Labour for the Province of Ontario shall have power to appoint a nominee upon application thereto by the party invoking the arbitration procedure.

Once appointed the two (2) nominees shall confer immediately and attempt to select, by agreement, a Chairperson of the Arbitration Board. If they are unable to agree upon such Chairperson within a period of seven (7) calendar days after the appointment of the second nominee, they or either of them may request the Labour Management Arbitration Commission for the Province of Ontario to appoint a Chairperson.

8.02 No person may be appointed a nominee who has been involved in an attempt to negotiate or settle the grievance.

8.03 Each of the parties hereto shall bear the expenses of the representative appointed on its behalf and the parties hereto shall jointly bear the expense of the Chairperson of the Board of Arbitration.

8.04 Any and all time limits referred to under the Grievance and Arbitration Procedures herein may, at any time, be extended by written agreement between the Employer and the Union.

8.05 The decision of the majority of the Arbitration Board shall be the decision of the Board, and shall be final and binding on the Employer the Union and the Employee(s) affected provided, however, that in no event shall the Board of

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Arbitration have the power to change this Collective Agreement or to alter, modify, or amend any of its provisions, nor to make any decision in conflict with the provisions of this Collective Agreement.

8.06 No matter may be submitted to arbitration which has not been carried properly through the grievance procedure.

8.07 At any stage of the Grievance Procedure, including Arbitration, the parties may have the assistance of the Employee(s) concerned as witness (es) and any other necessary witnesses. All reasonable arrangements will be made to permit the parties or the Board of Arbitration to have access to any part of the Employer's operation to view any working conditions which may be relevant to the settlement of the grievance(s)

8.08 The parties may agree to a Single Arbitrator by mutual agreement who shall have all the same rights as a Board of Arbitration. The parties agree to share costs in this instance.

ARTICLE 9 - HEALTH AND SAFETY

9.01 The Employer and the Union shall co-operate in maintaining regulations which will afford adequate protection for the employees.

(a) The Employer shall maintain sanitary conditions throughout the unit, provide adequate protective clothing and or other safety devices and eliminate any condition of employment which is a hazard to the safety or health of the Employees.

(b) Where the nature of the task assigned to an employee requires the use or special equipment or protective clothing, such equipment or clothing shall be provided by the Employer, within a reasonable period after notification by the Unit Safety representative or committee.

9.02 (a) The Health and Safety Committee shall be established, comprised of equal number of representatives appointed by the Union and the Employer if required by the applicable legislation.

(b) At least two (2) Employer and two (2) employee representatives will participate in joint Certification Training as provided by the Workers' Health and Safety Agency of Ontario or its successor organizations if required by the applicable legislation.

9.03 Where applicable, meetings of the joint Health and Safety committee shall be held every month or more frequently, if required by a joint recommendation of the Union and employer co-chairs. All unsafe, hazardous or dangerous conditions shall be taken up and dealt with at such meetings. The minutes of all Health and Safety

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committee meetings shall be kept, and copies of such minutes shall be sent to the Union and the Employer and one (1) copy to be posted.

9.04 The Health and Safety Committee shall be notified of each lost time accident or injury. The Health and Safety Committee shall investigate as soon as possible the nature and cause of the lost time accident or injury.

9.05 The Employer will provide WHMIS Training to all employees as required by the relevant legislation.

9.06 The Employer agrees to incorporate the OH&S Act as part of this collective agreement, as amended from time to time.

9.07 An employee who is injured during working hours and is required to leave for treatment of such injury, shall receive payment for the remainder of the shift at their hourly rate of pay, unless the doctor states that the employee is fit for further work on that shift.

9.08 The Company shall provide immediate transportation to a hospital, a doctor's office, or the worker's home if necessary following an injury to the worker.

ARTICLE 10- LEAVE OF ABSENCE

10.01 During leave of absence, the Company shall continue to make payments on behalf of the Employee to all Health and Welfare Plans for the first fifteen (15) days of an official leave of absence. Seniority shall continue to accrue during any leave of absence.

10.02 Personal Leave

The Employer may grant leave of absence without pay to any Employee requesting such leave for good and sufficient cause, such request to be in writing and approved by the Employer. The Employer will reply in writing within ten (10) days of receipt of the request. Such approval shall not be unreasonably denied. In the event of an "emergency leave of absence" the waiting and time requirements may be waived if appropriate and necessary.

10.03 Education/Union Convention Leave

The Employer shall grant leave of absence without pay to Employees to attend Union conventions or educational sessions.

Such leave must be applied for at least four ( 4) weeks in advance and all leaves for all Employees shall not exceed twenty (20) working days per year.

10.04 Jury Duty/Witness Leave

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When an Employee is required to serve on a Jury or as a Witness or who is required in any court or to attend a court of law or coroner's inquest, he/she shall be relieved of his/her work duties for such time as it may require, and he/she shall be paid the difference between his/her fee as a Juror or Witness, and his/her earnings for the time lost. It is the Employee's responsibility to come to work at anytime during the week that he/she is not actually required for Jury Duty or to be present in court. The Employee is to supply the Employer with documentation or an order to appear and the sum of monies received.

10.05 Bereavement Leave

In the event of a death in the family, the employee will be granted leave with pay to allow the employee to attend the funeral proceedings. Such leave shall be for a maximum of up to three (3) days for the death of a spouse, son, daughter, brother, sister, mother, father, legal guardian, father-in-law, mother-in-law, grandparent or grandchild and for a maximum of one (1) day for the death of a sister-in-law, brother-in-law, son-in-law, daughter-in-law, uncle or aunt of the employee. Such paid leave shall terminate on the day of the funeral, with the exception that, if the funeral takes place a distance greater than two hundred (200) miles from Toronto, the day after the funeral will be included in the maximum number of days allowed, but in no way will increase the specified number of days allotted above.

10.06 Maternity/Parental/Adoption Leave

Maternity/Parental/Adoption leave shall be granted as per the Employment Standards Act.

When an Employee wishes to return to work after maternity/parental/adoption leave, she/he shall provide the Employer with at least two (2) weeks notice. On return from maternity/parental/adoption leave, the Employee shall be placed on the same job held at the time the maternity/parental/adoption leave commenced. While on maternity/Parental/Adoption leave an Employee shall maintain full seniority status and continue to accumulate all seniority under this Collective Agreement.

10.07 Education Leave

Any Employee required by the Employer to take an educational course shall have:

(a) The fee for the course paid by the Employer;

(b) If attendance is during the working hours, the time spent at the course shall be paid for at the rates and conditions provided under this Collective Agreement as though such Employee were at work;

(c) If the course requires travel beyond the limits the employee would normally

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travel to get to and from work location, the Employer will provide adequate money or transportation fees to the Employee.

ARTICLE 11 - SENIORITY

11.01 The parties agree with reference to probationary Employees, that;

(a) Probation For Newly Hired Employees

A newly hired Employee shall be on probation only for the first thirty (90) calendar days of his/her employment. After completion of the probationary period, seniority shall be effective from the original date of employment.

(b) Employees will not be required to serve a second probationary period unless seniority is lost in accordance with the provisions of Article 11.04 below.

Part-time Employees

(1) Part-time employees shall not be used to the extent they replace; displace or prevent the hiring of a full-time employee.

(2) Part-time employees shall be regularly scheduled to a maximum of twenty­four (24) hours per week. However, the Employer may schedule a part-time employee temporary full-time for a period not to exceed four ( 4) months to relieve full-time employees on vacation, leave of absence and illness.

(3) If a temporary; part-time worker works the work day in a ninety (90) consecutive calendar day period and he is there after hired. As a full-time employee, he would not be required to serve a probationary period, and his seniority would be considered to have started ninety (90) calendar days prior to his hiring as an employee.

( 4) The Employer will pay all monies pertaining to Article 18 in its entirety back to the date of hire of the employee, to which may be applicable by the benefit coverage.

(5) A temporary or part-time employee will be required to pay Union dues and initiation fees immediately as per Article 2.00.

11.02 Seniority shall mean the length of continuous employment in the bargaining unit with the Employer and shall include service with the employer prior to certification or recognition of the Union. This applies to Employees who were under the employ of predecessor employers and/or who may be employed in future by successor employers of the bargaining unit. This article shall apply to all provisions of this Collective Agreement affected by seniority.

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11.03 Within thirty (30) calendar days of ratification and in January and July of each year thereafter, the seniority list, including the Employees' seniority, shall be posted in the bulletin board at the Bargaining Unit.

11.04 An Employee shall, lose his/her seniority and/or his/her employment in the following circumstances:

(a) if he/she is discharged for just cause and is not reinstated through Article 7 or Article 8, or otherwise.

(b) if he/she resigns voluntarily.

(c) if, following layoff, he/she fails to return to work within three (3) calendar days after receiving notice to do so unless on reasonable grounds he/she is unable to do so. The Employee shall keep the Employer informed of his/her current address. The Employer will send such notice by registered mail or priority post.

(d) If an employee fails to report to work without cause for a three (3) day period, without prior permission.

(e) An employee on layoff will retain their seniority for twelve (12) months as per Article 13.

ARTICLE 12- VACANCIES, JOB POSTING

12.01 Where a permanent job vacancy occurs or a job is created which the Employer intends to fill it shall post a notice of such vacancy on all bulletin boards. Such posting shall be for a minimum period of five (5) working days and a copy of the notice shall be sent to the Union. The notice shall set out a description of the job, hours of work (shift), wage rate and the qualifications required of applicants for the job. Any Employee who is absent at the time a posting occurs and who has made a request in writing for consideration to fill any posted positions prior to such absence shall be considered for job postings occurring during the period of such absence.

Applications for a permanent vacant position will be limited to once every six (6) months, for each individual employee.

12.02 In filling job Vacancies, including promotions, transfers and new positions the job shall be awarded within fifteen (15) working days of posting to the senior applicant provided he is able to perform the job. The following factors shall determine which employees shall fill the vacancy or newly created position:

(a) the ability of the individual to fulfill the normal requirement of the job.

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(b) the seniority ranking of the employee in the bargaining unit.

12.03 In the event the Employee is not able or does not wish to complete the training or trial period, or cannot satisfactorily perform the job, subject to Article 13.03 he/she shall be returned to his/her former position, wage or salary rate, without loss of seniority; any other Employee who has been promoted or transferred because of the rearrangement of positions shall also be returned to his/her former position, wage or salary rate, without loss of seniority.

12.04 No employee shall be transferred to a position outside the bargaining unit without his/her consent. If an employee is transferred to a position outside the bargaining unit, he/she shall retain his/her seniority accumulated up to the date of leaving the unit, but will not accumulate further seniority. Within one year such employee shall have the right to return to a position in the bargaining unit consistent with his/her seniority accumulated up to the date of transfer outside the unit. If said employee has been outside the bargaining unit in excess they may return to the bargaining unit but without seniority.

ARTICLE 13- LAYOFF AND RECALL

13.01 In the event of layoff, the following procedure will be followed:

1) Probationary Employees will be laid off first; then,

2) Full-time Employees in the reverse order of their bargaining unit wide seniority.

It is understood that the remaining Employees as outlined above, must have the ability to perform the normal requirements of the remaining jobs. Recall shall be in the reverse order of the above layoff procedure.

13.02 The Employer shall notify Employees who are to be laid off in accordance with the provisions of the Employment Standards Act.

13.03 In the event of a lay off the employee affected shall exercise his right to displace the junior employee in the bargaining unit, whose job he is qualified to perform the duties of.

13.04 Employees shall be recalled in the order of their seniority, where jobs become available, provided they have the ability to perform such jobs.

13.05 No Employees shall be hired until those laid off have been given the opportunity of recall. Laid off Employees who wish to be notified of job vacancies other than those to which they have recall rights may signify their desire in writing to the Employer prior to layoff and shall be entitled to apply for such jobs. A copy of the

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Employee's request shall be given to the Employee and the Union Steward. If an employee has not been recalled within twelve ( 12) months, he shall lose his recall rights under Article 13.01.

ARTICLE 14- WAGES AND CLASSIFICATIONS

14.01 Job classifications are set out in Schedule "A" of this Collective Agreement. The Employer shall inform the Union in the case amendments or alterations are required and shall seek the agreement of the Union prior to making changes.

14.02 Where a job is established or where existing job duties or the volume of work or where an employee is incorrectly classified, the appropriate classifications, job description, rates of pay and other related matters shall be negotiated between the Employer and the Union.

14.03 The Employer shall pay salaries and wages as set out in Schedule "A" attached hereto and forming part of this Collective Agreement. Each Employee shall be provided with an itemized statement of his/her wages, overtime, and other supplementary pay and deductions.

14.04 An employee who is temporarily assigned in accordance with the terms of this Collective Agreement to a higher paying classification or job shall be paid the rate and benefits for that classification or job for the time he/she performs such work.

An employee who is temporarily assigned in accordance with the terms of this Collective Agreement to a lower paying classification, shall continue to be paid the rate and benefits of his/her regular job.

ARTICLE 15- HOURS OF WORK AND OVERTIME

15.01 The normal hours of work for full-time Employees shall consist of up to eight (8) hours of work per day, Monday to Sunday inclusive; (forty) 40 hours per week; it being understood that nothing herein shall constitute a guarantee of the hours of work per day or per week, or a guarantee of work.

15.02 In the scheduling of the normal hours of work, the Employer agrees that hours will be scheduled to full-time Employees by seniority to a maximum of eight (8) hours per day and forty (40) hours per week, provided they have the qualifications, and ability to perform the work required and provided this is consistent with the needs of the client. The Company will endeavour to ensure that full-time employees have maximum hours subject of course to client needs and efficiencies of the operation. The Employer will maintain full-time maximum hours and exercise the layoff and recall as per Article 13 first, before full-time employees hours are reduced. The Union and Employer will meet to discuss any issues that may cause Article 13 to be implemented.

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15.03 The Employer will provide as much notice as possible of any changes to usual work schedules except in circumstances beyond the Employer's control.

15.04 Rest Periods

(a) The meal period will be one-half C~) hour unpaid. The meal period shall be taken within five (5) hours after the starting time of the shift.

(b) Employees will be granted a fifteen (15) minute rest period without loss of pay during each four ( 4) working hours.

15.05 (a) Employees reporting or called into work will be guaranteed four (4) hours of work or four ( 4) hours pay.

(b) An Employee called into work on his/her scheduled day off, will be guaranteed a minimum four (4) hours of work or four (4) hours of pay.

15.06 Time cards and/or time sheets will be made available to the Business representative of the Union for justified reasons.

15.07 Employees shall have the right to refuse to work a split shift.

15.08 Overtime

(a) Time and one-half (1.5) the Employee's regular hourly rate of pay shall be paid for all time worked in excess of eight (8) hours per day or forty (40) hours per week. The opportunity to work overtime shall be equally offered to employees who normally perform the work.

(b) There shall be no duplication of overtime premiums.

(c) Overtime work shall be on a voluntary basis and no employee will be scheduled overtime without their consent.

(d) Extra time may be required by the Employer and shall be offered on a voluntary basis.

In the event that no employee volunteers for working extra time the Company shall assign the extra time on a reverse seniority and rotating basis.

15.09 For the purpose of calculation of overtime, Statutory Holiday pay or vacation pay shall be deemed time worked.

15.10 It is agreed by the parties that effective July 11, 1999 all Sunday work shall be voluntary.

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ARTICLE 16 ·PAID HOLIDAYS

16.01 Subject to Article 16.02, the following days shall be designated paid holidays for Employees at their regular rate and number of hours:

New Year's Day Thanksgiving Day Christmas Day Labour Day Civic Holiday

Dominion Day Good Friday Victoria Day Boxing Day Floater Day

Family Day

16.02 Pay for the designated holidays provided for in Article 16.01 shall only be payable to an Employee who works his/her scheduled work day immediately preceding such holiday and his/her scheduled work day thereafter unless absent for a justifiable reason and with the permission of the Employer.

16.03 Where an Employee who has passed his or her probationary period works on a designated holiday, as outlined in Article 16.01, he/she shall be paid at the rate of one and one half (1 1/2X) times his/her regular hourly pay for all hours worked, plus the pay referred to in Article 16.01.

16.04 If any of the above mentioned holidays occurs during an Employee's vacation period, the Employee will receive an additional day off with pay to be added on to his/her vacation period.

16.05 If any of the above mentioned paid holidays occurs during an Employee's regular day off then the paid holiday will be moved to another day, as agreed between the Employee and the Employer, in the two week period before or after the holiday involved.

16.06 For each paid holiday, Employees shall be paid for the hours they would have normally worked on such a day at their regular rate.

16.07 In the event the Federal or Provincial government declares any additional paid holidays such additional day shall be added to the list in Article 16.01 above.

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ARTICLE 17 • VACATIONS

17.01 Vacation pay shall be based on the length of employment in accordance with the following:

(a) Employees shall receive vacation pay equal to four percent (4%) of their gross wages earned.

(b) Hourly paid employees who have completed five (5) years of more employment shall receive vacation pay equal to six percent (6%) of their total gross wages earned. Such vacation pay rate to begin to accrue at six percent (6%) after five (5) years of service has been completed.

(c) Employees who have completed ten years (1 0) or more of employment shall receive vacation pay equal to eight percent (8%) of their total gross wages earned.

(d) Employees who have completed eighteen (18) years or more of employment shall receive vacation pay equal to ten (1 0) percent of their total gross wage earned.

17.02 Vacation periods shall be scheduled by mutual consent of the Employer and the employee. If a conflict arises between employees requesting the same vacation period, seniority shall govern for assignment of vacation time off.

Vacation periods shall be restricted to two (2) weeks at a time during the months of July and August, if it infringes on the right of other employees to take vacation during this period.

17.03 Vacation shall be granted to employees on the following basis:

(a) An employee who has completed one (1) full year of seniority but less than five (5) years of seniority as of June 30 in a given year, shall be entitled to two (2) weeks vacation.

(b) An employee who has completed five (5) full years of seniority as of June 30 in a given year, shall be entitled to three (3) weeks vacation in that year.

(c) Employees who have completed ten (10) years or more of employment as of June 30 in a given year, shall be entitled to four ( 4) weeks vacation in that year.

(d) Employees who have completed eighteen (18) years or more of employment as of June 30, in a given year, shall be entitled to five (5) weeks vacation in that year.

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17.04 Employees vacation pay remuneration shall be submitted to them the first pay on or after July 1st of each calendar year following the date of the employee's initial employment.

17.05 An employee who leaves the employment of the Company for any reason shall receive any vacation pay due to the employee according to the provision of Article 17.01.

17.06 Vacation pay will be issued to each employee in a separate cheque.

ARTICLE 18 - GROUP BENEFITS

18.01 After three (3) calendar months of continuous employment all regular full-time employees shall be entitled to participate in the United Food and Commercial Workers' Benefit Trust Fund. Retroactively all such Company's contributions shall be redeemed to the Trustees.

18.02 (a)

(b)

(c)

(d)

(e)

(f)

The Employer will contribute to the United Food and Commercial Worker Benefit Trust Fund. The Employer will contribute, effective June 1, 2017, one dollar and eighteen cents ($1.18) per hour for all Employees for hours paid to a maximum of forty (40) hours per week for each Employees in each year of the Agreement.

The regular full-time employees agree to adhere to the United Food and Commercial Workers Benefit Trust Fund.

Upon completion of thirteen (13) consecutive weeks of Company contributions as outlined in 18.02 (a) and (b) above a full-time employee who qualifies shall be entitled to participate in the United Food and Commercial Workers Benefit Trust Fund.

In all cases, an employee's right to a benefit shall be governed by the applicable group policy or the Trustees of the United Food and Commercial Workers Benefit Trust Fund.

The Company agrees to sign the participation agreement and supply any other documents, forms, reports or information required by the Trustees.

The Company shall forward all contributions together with a list of all full­time employees covered and the number of hours paid per week for each employee in each reporting period, within fifteen (15) days following the end of each month in which the contributions are made.

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18.03 United Food and Commercial Workers Trusteed Dental Plan Ontario

(a) The Effective June 1, 2017, the Company agrees to contribute to the United Food and Commercial Trusteed Dental Plan Ontario (PBAS) sixty-one cents ($0.61) per hour for all hours paid, for all employees, to a maximum of forty (40) hours per week in each year of the Collective Agreement.

(b) The Company agrees to sign the participation agreement and supply any other documents, forms, reports or information required by the Trustees of the Dental Plan.

(c) The Company shall forward all contributions together with a list of all employees covered and the number of hours paid per week for each employee in each reporting period, within fifteen (15) days following the end of each month in which the contributions are made.

18.04 All taxes to be the responsibility of the Company.

18.05 Canadian Commercial Workers Industry Pension Plan

(a) Effective date of ratification, January 1, 2013, the Company will contribute the amount of thirty-five cents ($0.35) per hour for all hours worked to a maximum of forty (40) hours in a week. The contribution will be made to the Canadian Commercial Workers Industry Pension Plan. Effective January 1, 2014, the Company will contribute the amount of forty cents ($0.40) per hour for all hours worked to a maximum of forty (40) hours in a week.

(b) The Employer agrees to sign the participation agreement and supply any other documents, forms, report or information required by the Trustees of the Canadian Commercial Workers Industry Pension Plan. The Employer shall forward all contributions together with a list of all employees covered and the number of hours paid per week for each employee. In each reporting period, with fifteen (15) days following the end of each month in which the contributions are made.

ARTICLE 19 · NOTICE BOARDS

19.01 The Company agrees to allow the Union to place a Notice Board in the Bargaining Unit in a place accessible to all the Bargaining Unit members.

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ARTICLE 20- UNIFORMS

20.01 The Employer will supply to all employees a new uniform on January 1st of each year and as per the requirement of the employee's wear and tear basis. The Employer agrees to provide two (2) sets of uniforms, two (2) tops (shirts, blouses) and two (2) bottoms (pants or skirts) to each employee. The employees will be responsible to maintain such garments clean and tidy. The Company further agrees to provide such uniforms as required on a normal wear and tear basis. Employees are required to wear uniforms as provided while performing their normal work duties. Upon leaving the employ of the Company and upon return of all parts of the uniform, the Company shall deposit the employee final pay cheque.

20.02 The Company will supply the employees, without charge with personal protective equipment needed to perform the required tasks. The Company will provide the appropriate outdoor articles for employees working on the exterior of the building, in addition employees working in projects and the compactor areas.

20.03 In the event the Company establishes a policy on safety footwear, the Company agrees to pay January 1 of each year, the boot allowance of seventy-five dollars ($75.00).

ARTICLE 21 -GENERAL

21.01 Correspondence

All correspondence arising out of, or incidental to this Collective Agreement, shall pass between the Personnel Department of the Employer and the Union Representative of the Union, unless otherwise herein specified.

21.02 Pay cheque Error

Should any error occur in a pay cheque, attributable to the Employer, the Employer agrees to correct the error no later than the following pay day.

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ARTICLE 22- RENEWAL AND TERMINATION

22.01 This Collective Agreement shall be in force and effect from January 1, 2017, to December 31, 2018, and shall automatically continue from year to year for periods of one (1) year at a time, unless either party serves notice on the other party within ninety (90) days prior to the expiry date of the Collective Agreement, stating that negotiations for amendments are desired.

22.02 When such notice has been given by either party bound by this Collective Agreement, the parties shall meet within fifteen (15) days from the giving of the notice or writing such further periods as the parties may agree upon, and they shall bargain in good faith and make every reasonable effort to reach a Collective Agreement.

22.03 All conditions of this Collective Agreement are to remain in full force and effect until negotiations are completed or as further agreed between the parties.

IN WI~SS WHEREOF the parties hereto have affixed their signature this !5 day of "Jv;ve- , 2017.

GDI SERVICES (CANADA) LP

Peter Pohland

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SCHEDULE "A"

WAGES AND CLASSIFICATIONS

Effective January 1, 2017 Effective January 1, 2018

LIGHT DUTY

$12.59 $12.90

HEAVY DUTY

$14.33 $14.69

Should the pay periods not correspond the effective dates shall be adjusted if the difference is three (3) days or less.

Night Shift Premium: 10:00 P.M.-6:00A.M. shall be paid thirty-five (35) cents per hour above the regular rate.

Probationary Employee will be paid fifty (50) cents less.

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LETTER OF UNDERSTANDING

Between: United Food and Commercial Workers Canada Local175

And

GDI Services (Canada) LP

RE: TRAINING AND EDUCATION FUND

The Company will contribute to the United Food and Commercial Workers Canada Local 175, Training and Education Fund in the sum of four hundred dollars ($400.00) each year of the Collective Agreement.

Signed at 'fiM~ ,

UNITED FOOD AND COMMERCIAL WORKERS CANADA UNION, LOCAL 75

Jos DeMelo

GDI SERVICES (CANADA) LP

~ X'Cd\~

Peter Pohland

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LETTER OF AGREEMENT

RE: SIGNING OF COLLECTIVE AGREEMENT

The parties agree to sign the revised and amended collective agreement within thirty (30) days of the ratification date.

UNITED FOOD AND COMMERCIAL WORKERS CANADA UNION,

LOCA~

Jos~ e Melo

GDI SERVICES (CANADA) LP

Peter Pohland

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LETTER OF UNDERSTANDING

Between: United Food and Commercial Workers Canada Local175

And

GDI Services (Canada) LP

RE: EMPLOYEE/EMPLOYER RELATIONS COMMITTEE (EERC)

Both parties agree to establish an EERC consisting of three (3) Union Representatives and three (3) Employer Representatives, with the capacity of either party to bring in an additional resource person from the Union or the Employer. The Chairperson at the first meeting shall be named by the Employer and thereafter shall alternate between a member of the Committee selected by the Union and a member selected by the Employer. The taking of minutes shall alternate between the parties.

The Committee will meet every two (2) months and more frequently as needed at a time mutually agreeable by both parties. The Committee will provide a forum for on-going communication and the joint consideration of various concerns of a non-bargaining nature which arise in the day-to-day activities of the employees represented by the Union.

Employees serving on the EERC shall be paid at the applicable rate of pay for attending scheduled EERC meetings.

Dated this / ~ day of ~ 2017, at the city of Toronto.

UNITED FOOD AND COMMERCIAL WORKERS CANADA UNION, LOCAL1 5 ~

Jo DeMelo

GDI SERVICES (CANADA) LP

Peter Pohland

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