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COLLECTIVE BARGAiNiNG INFORMATION SERVICES

COLLECTIVE AGREEMENT

between

Sparton of Canada Limited

-and-

National Automobile, Aerospace,

Transportation and General Workers Union

of Canada

(CAW- CANADA) and its LOCAL 27

January 2, 2007 to January 1, 201 o

JAN 2 4 2007

COLLECTIVE BARGAINiNG INFORMATION SERVICES !

il

I

11 ................................. Arbitration ................................................................ 13

Schedule "B" ............... Authorization Form (C.A.W.) ................................... 34

21 ................................. Bereavement Leave .............................. : ................. 22

31 ................................. Bulletin Boards ......................................................... 29

19 ................................. Christmas Shutdown ............................................... 20

8.1 0 ............................. Consultations ........................................................... 9

7 ................................... Deduction of Dues ................................................... 7-8

10.03 ........................... Discharged Employee ............................................. 12

12 ................................. Discipline ................................................................. 13-14

4 ................................... Discrimination/Harassment ..................................... 6

32 ...........................•..... Employee Benefits ................................................... 29-31

10 ................................. Grievance Procedure .............................................. 11-12

..................................... also see Article 8 ..................................................... 8

10.02 ........................... Policy Grievance ...................................................... 12

22 ................................. Health and Safety .................................................... 22-23

13 ................................. Hours of Work .......................................................... 14-15

28 ................................. 1njury on the Job ...................................................... 28

24 ................................. Job Posting .............................................................. 24-25

29 ................................. Jury Duty and Subpoena Pay ................................. 28

25 ................................. Lay-Off and Recall ................................................... 25-26

27 ................................. Leave of Absence .................................................... 27-28

9 ................................... Leave of Absence (Union Business) ....................... 10

35 ................................. Letter of Intent... ....................................................... 32

14 ................................. Limitation of Work .................................................... 15-16

3 ................................... Management Rights ................................................ 5-6

6 ................................... No Strikes - No Lockouts ......................................... 7

17 ................................. 0vertime .................................................................. 17

9.03 .............................. Paid Education Leave ............................................. 10

18 .................................. Paid Holidays .......................................................... 18-19

34 .................................. Payment of Wages ................................................. 32

33 .................................. Pension Plan ........................................................... 31

26 .................................. Pregnancy and Paternal Leave ............................. 26-27

23.01 ............................ Probationary Period ................................................ 23

- 1 -

~-···································:~~:gs~;i·;~:::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::: 1~::::::::::::::::::::::::::::::::::Reporting Allowance and Call In Pay ..................... 16 13 03 Rest Periods ...................................... ····· ······· · ........ 14 ~~:~~-::::::::::::::::::::::::::::~::~o~~ty;~~;;;;~·::::::::::::::::::::::::::::::::::::::::::::::::::::: ~: 25:07 :::::::::::::::::::::::::: .. Loss of Seniority on Recall ..................................... 26 16 Shill Premiums ........................................................ 16 3o::::::::::::::::::::::::::::::::::student Labour ....................................................... 29 8 01 Super Seniority .............................................. · ....... · 8

E:-_:::~~~:~~::~~::~~:~::~~~~~~:~~~~::~::~~:~:z::~~~:::_:::::_::.::_:.:··_ .. :::·-: .. ::·:::j~10 7 .................................... Union Security and Deduction of Dues ................. 7-8 . 20-21 ~~:~:·:::·.:::.:::::·.::::::::·:::~:~::::~s:~~t~~~~:::::::.:.:·.:·.:·.:.::·:::::: .. ::::::·:: .. _:::-: ~: 5 .................................... Violence Against Women ....................................... 6-7 S h dule "A" Wages and Classification ....................................... 33 c e ............... .

- 2-

THIS AGREEMENT made and entered into as of the 2nd day of January 2007.

BY AND BElWEEN:

SPARTON OF CANADA LIMITED, (hereinafter referred to as the "Company")

-and-

NATIONAL AUTOMOBILE, AEROSPACE, TRANSPORTATION AND GENERAL WORKERS UNION OF CANADA

(CAW- CANADA) AND ITS LOCAL 27 (hereinafter referred to as the "Union")

- 3-

1.01

2.01

2.02

2.03

3.01

Article 1 PURPOSE

Recognizing the common dependence of the Company and of its emp!oyees upon the welfare of the business as a whole, and recogmz1ng further that maintenance of the existing relationship of goodwill and mutual respect beween the employers and employee can contribute greatly to the maintenance of, and 1ncrease 1n that welfare, the parties of this contract have joined in the following Agreement.

Article 2 RECOGNITION

The Company recognizes the Union as the sole and exclusi~e bargaining agent lor those of its employees in its London plant except the follow1ng: Supervisors, those above the rank of Supervisors, office employees, and the staff of the Eng1neenng

Department.

A copy of this Agreement shall be given to each present employee and to each new employee as soon as they attain seniority.

The term employee or employees as used in this Agreement shall mean an employee or employees covered by this Agreement.

Article3 MANAGEMENT RIGHTS

The Union acknowledges that it is the exclusive function of the Company to:

(a) maintain order, discipline and efficiency.

(b) hire, discharge, transfer, promote, demote or discipline employees •. provided that a claim of discriminatory promotion, demotion or transfer or a clmm that an employee has been discharged ?r disciplined without just cause may be a subject of a grievance and dealt w1th as heremalter prov1ded.

. 4-

? 1 4.01 '

'r 5.01

----~~~-~-----~ ~l

!. (c) manage industrial enterprise in which the Company is engaged, the products to

be manufactured, methods of manufacturing, schedule of productions, kinds and location of machines and tools to be used, processes of manufacturing and assembling, engineering and designing of its products, the control of material and parts to be incorporated in the products produced, the location of plants.

The Company agrees that these functions will be exercised in a manner consistent with the general purposes and intent of this Agreement.

Article4 DISCRIMINATION/HARASSMENT

The Company and the Union agree that there shall be no discrimination, interferenCe, restraint, harassment or coercion exercised or practiced by either of them or by any of their representatives with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affi~i~tions, disability, sexual orientation nor by reason of union membership or act1v1ty.

The Company and the Union agree that there will be no discrimination, interference, restraint or harassment or coercion exercised or practiced by either of them, or by any of their representatives with resect to any employee because of age, sexual orientation, or disability, save and except those limitations as set out in the Legislation of the province of Ontario.

Where the term "spouse" or "partner'' is used in this Agreement, it shall also mean same-sex spouse or partner including, but not limited to pension and benefits.

ArticleS VIOLENCE AGAINST WOMEN

During the current negotiations the parties discussed the concern that women sometimes face situations of violence or abuse in their personal life that may affect theiT attendance or performance at work. The parties agree that when there is adequate verification from a recognized professional (i.e. doctor, lawyer, professional, counselor), a woman who is in an abusive or violent personal situation will not be subjected to discipline without giving lull

- 5-

5.02

6.01

7.01

consideration to the facts in the case of each individual and the circumstances surrounding the incident otherwise supportive or discipline. This statement intent is subject to a standard of good faith on the part of the Company, the Umon and affected employees, and will not be utilized by the Union or employees to subvert the application of otherwise appropriate disciplinary measures.

The Company agrees to recognize a women's advocate selected by the Union. The role of the women's advocate is to jointly investigate harassment 1ssues With

the employer

In the event there is no female representation on the bargaining committee, the female employees will then elect a women's advocate from the female

membership.

The role of the woman Advocate is to jointly investigate harassment issues with the

Employer.

It is clearly understood that confidentiality must be maintained at all times during and after the investigation.

The above clause does not suggest that violence against men does not occur.

ArticleS NO STRIKES- NO LOCKOUTS

There shall be no strikes, slow downs and/or concerted efforts on behalf of the bargaining unit, nor lockouts on behalf of the Company throughout the life of this

Agreement.

Article? UNION SECURITY AND DEDUCTION OF DUES

The Company agrees that all employees in the bargaining unit shall become members of the Union as a condition of employment, and remain members of the Union in good standing for the duration of this Agreeme~t or any extension th.ereof, and that all new employees employed in the bargam1ng umt as a cond1t1on of employment become members of the Union upon completion of the probationary

period.

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7.02

7.03

7.04

8.01

;- 8.02

,.. 8.03

T~e Company agrees to deduct from each employee in the bargaining unit, an 1mt1at1on fee and the regular monthly dues as established by the Union for the durat1on of th1s Agreement and any extensions thereof. Monthly dues will be deducted. weekly, and such deductions will be forwarded to the Financial Secretary, Local Un1on No. 27, CAW-Canada, accompanied by a supporting list of employees for and on whose behalf such deductions have been made, not later than the twentieth (20th) day of the month in which the deductions were made.

If an employee is absent for the pay period in which the monthly dues deduction is made and they have worked a minimum of forty (40) hours in that month the amount of their dues for the month shall be deducted forthwith. '

Each employee as a condition of employment, shall be required to sign an Authorization form, Form A-230-86 (Schedule "B" page 34), the said forms having been rev1ewed and approved by the Company and the Union.

The total dues deductions for the year will be shown on the employee's T-4 slip.

Article 8 UNION REPRESENTATION

The Company recognizes a Plant Committee consisting of three (3) members, the Plant. Chairperson and two (2) Plant Committeepersons for the purpose of negot1atmg and handling gnevances. The policy will be to have members of the Plant Committee assigned to regular day shift, and will carry super seniority. The Plant Chairperson and two (2) Plant Committeepersons will be retained in the employ of the Compa~y during their respective terms of office, notwithstanding their pos1t1on on the semonty list, so long as the Company has work available which they are able and willing to perform. In the event the work force reduces to less than 75 employees, only the Chairperson will have super seniority.

The Union will be represented on the second and third shifts by an alternate Plant Committeeperson appointed by the Union from among those working on the shift.

On the first day of employment new employees will be introduced to their Plant Committeeperson by the employee's Supervisor. The Plant Committeeperson may meet With the new employee for a period of up to fifteen (15) minutes.

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-- ~l

!

8.04

8.05

8.06

8.07

8.08

8.09

8.10

8.11

.I 8.12

Plant Committeepersons shall investigate and where possible settle grievances or attend to other Union business for the purpose of administration of the Colleclive Agreement within the plant during working hours without loss of pay for a

reasonable length of time.

This provision includes the possibility, where necessary of the Plant Committee meeting as a whole prior to discussion with Management representatives.

It is understood that each Plant Committeeperson arranges with their immediate

Supervisor prior to leaving their site.

Upon entering a department to investigate a grievance, the Plant Committeeperson shall notify the Supervisor of the employee or employees mvolved.

Upon request to and with the approval of their Supervisor (which approval shall not be unreasonably withheld) a Plant Committee-person will be allowed to consult wrth the Plant Chairperson concerning grievances within their jurisdiction. The Plant Chairperson with the approval of their Supervisor (which _approval_ shall_ not be unreasonable withheld) shall be afforded the opportunity of drscussmg the grievance directly with the grieved employee should they so desire.

The authorization of a Supervisor to a Plant Comrnitteeperson or Plant Chairperson to leave their work during working hours without loss of pay is subject to the understanding that the time will be devoted to the prompt handling of grievances and will not be abused, and that they will perform the work to whrch they are assigned at all times, except when necessary to leave therr work to handle

grievances as herein provided.

The Union shall notify the Company in writing of the names of Plant Committeepersons and alternate Plant Committeepersons, the effective date of their respective appointments and the names of the former Plant Commrtteepersons

that they are displacing or who are discontinuing.

The Company shall compensate the recognized Plant Committee-persons for the time spent in negotiations with the Company at their regular rate of pay.

CONSULTATIONS- On the request of either party, the parties shall meet at least once every two (2) months until this Agreement is terminated for the purpose of discussing issues relating to the workplace which affects the partres or any

employee bound by this agreement.

The Company agrees that the Chairperson or their designate will be provided with paid time off the job for the last two (2) hours of their Wednesday shift for the purpose of handling Union business. It is agreed that to the extent that matters involving representation as contemplated by Article 8 can be reasonably handled during this period, the Chairperson shall endeavour to do so.

The Company will make a cubicle with a desk and filing cabinet available for the

use of the Chairperson or their designate.

Article 9 UNION LEAVE OF ABSENCE

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9.01

9.02

9.03

--------,1

An employee who is elected or appointed to a full-time Union office shall upon application. by the Union and the employee to the Company, be granted !~ave of absence wrthout pay, not to exceed one (1) year, but with accumulation of service rights. Such leave may be subjectto renewal at the expiration of the one (1) year.

At the written request of the Union, reasonably in advance of the proposed leave of absence, the Company will grant a leave of absence with pay, not to exceed one (1) month, to an employee acting as a representative of the Union in connection with conciliation, arbitration or other Union activities. Once a month the Company will bill the local Union at the employee's hourly rate, for all such leaves of absence under this paragraph. It is understood that not more than two (2) employees, excluding the Plant Charrperson, wrll be granted such leave at any given time.

Paid Education Leave The Company agrees to pay into a special fund two cents ($.02) per hour per employee for all compensated hours for the purpose of providing paid education leave: Said paid education leave will be for the purpose of upgrading the employee's skrlls rn all aspects of Trade Union functions. Such monies to be paid on a quarterly basis into a trust fund established by the CAW-Canada, and sent by the Company to CAW-Canada PEL Training Fund, 205 Placer Court, North York, Ontario M2H 3H9.

The Company further agrees that members of the Bargaining Unit, selected by the Unron, to attend such courses, will be granted a leave of absence without pay for twenty (20) days of class trme, plus travel time where necessary, said leave of absence to be intermittent over a twelve (12) month period from the first day of leave. Employees on pard leave of absence will continue to accrue seniority and benefits during such leave.

- 9-

!

10.01

Article 10 GRIEVANCE PROCEDURE

The parties of this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible.

No grievance shall be considered where the circumstances giving rise to it occurred or originated more than five (5) full working days before the filing of the gnevan~es. In addition, a grievance will be upheld or dismissed, if not responded to rn the trme limits specified below, unless mutually agreed otherwrse as rndrcated. Gnevances involving suspension or termination will begin at Step 3. Workrng days referred torn this procedure exclude Saturdays, Sundays, holidays, and the period of the plant vacation shutdown. Grievances properly arising under this Agreement shall be adjusted and settled as follows:

~1 . . The aggrieved employee(s) with the assistance of therr Plant Commrtteeperson shall verbally present the complaint or grievance to therr Supervrsor. If satrsfactory settlement is not reached within two (2) normal workrng days (or any longer penod which may be mutually agreed upon) the grievance shall proceed as follows:

Step 2 . The Plant Committeepersons with the assistance of the Plant Charrperson shall present the grievance in writing on forms provided by the Company to the Manufacturing Manager, who will give their decision in writing. Should no settlem?nt satisfactory to the employee concerned be rendered within two (2) normal workrng days from the submission of Step 2, lhe next step in the grievance procedure may be taken.

,

Step3 . . The Union Committee shall meet as promptly as possrble wrth Human Resources, . or their designate, to resolve the grievance. The National Representative of the r Union may be in attendance at this meeting. If final settlement of the gnevance rs .L not completed within seven (7) working days from commencement of Step 3, or ~ such other time as may be mutually agreed upon, the grievance may be referred to f

arbitration as provided in Article 11 - Arbitration. The Union shall notrfy the Company in writing when the decision to refer to arbitration is taken. Such ~otrce must be given within fourteen (14) calendar days of the rendenng of the decrsron rn Step 3, otherwise the grievance is held to be null and void.

- 10-

10.02

10.03

Policy Grievances It is understood that the Company may bring forward to the Union committee a grievance, which will commence at Step 3 of the grievance procedure. The Union may similarly take up with the Company a grievance of general nature relating to the application, administration or interpretation of the Collective Agreement provided such grievance cannot be otherwise brought forward as the grievance of an employee or a group of employees pursuant to the provisions of 8.01. Failing satisfactory settlement, a policy grievance shall be subject to the arbitration procedure, Article 11.

Discharged Employee's Grievance In the event of an employee is discharged from employment and that employee feeling that the discharge was without just cause, the case may be taken up as a grievance.

It is understood a lesser standard for discharging employees may apply during the probationary period, it is understood that the principle of just cause as mentioned in the previous paragraph will apply.

(a) All such cases shall be taken up within five (5) working days and disposed of within seven (7) working days of the date the employee is notified of discharge, except where a case is then taken to arbitration. A claim by an employee that they have been unjustly discharged from employment shall be treated as a grievance if a written statement of such grievance is lodged with Human Resources within five (5) working days after the employee ceases to work for the Company. All preliminary steps of the Grievance Procedure prior to Step 3 shall be omitted in such cases.

(b) Such special grievance may be settled by confirming the Management's action in dismissing the employee, or by reinstating the employee with full or part compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties.

(c) The Plant Chairperson shall be notified in advance of an employee being discharged and shall be given the opportunity to interview the discharged employee at some convenient location before the discharged employee leaves the plant.

- 11 -

Article 11 ARBITRATION

11.01 Where a difference arises between the parties relating to the interpretation, application, administration or alleged violation of this Agreement, where an allegation is made that this Agreement has been violated, or that any employee has been unjustly disciplined, either of the parties may, after exhausting any grievance procedure established by this Agreement, notify the other party in writing of its desire to submit the difference or allegation to arbitration. The request shall be made by registered mail addressed to the other party and the notice shall contain the names of three (3) or more arbitrators. The recipient of the notice may accept any arbitrator from the list or propose alternative arbitrators until one is selected by mutual agreement of both parties. If they are unable to agree on an arbitrator, they may then request the Minister of Labour for the Province of Ontario to appoint an arbitrator.

12.01

The arbitrator shall hear and determine the matters and the award shall be final and binding upon the parties and upon any employee affected by it.

The arbitrator shall not have any jurisdiction to make any decision inconsistent with the provisions of this Agreement, not to alter, modify or amend any part of the Agreement nor to adjudicate any matter not specifically assigned to it in the grievance as filed.

The expense of the arbitrator shall be borne equally between the parties.

Article 12 DISCIPLINE

Before an employee is interviewed by a member(s) of Supervision for the purpose of being disciplined, suspended or discharged, they and their Plant Committeeperson will be notified of such purpose and they will be notified of their right to have their Plant Committeeperson and/or Plant Chairperson present at such an interview. If such employee is a Plant Committeeperson they will be notified of their right to have the Plant Chairperson or their alternate present at such an interview.

12.02 Any employee who has been suspended or discharged shall be permitted an interview with their Plant Committeeperson in an office designated by Management prior to leaving the plant. The employee shall be advised in writing of the reason for suspension or discharge.

• 12.

-----------------------~--~~~-------- i'

12.03 No written warning shall be held against the record of any employee if such written warning is not given or mailed to the employee within five (5) working days after the date of the circumstances or conditions which gave rise to such suspension or written warning.

12.04 Disciplinary notices placed against the record of an employee pursuant to this Article shall automatically become null and void after twelve (12) calendar months form the date of issue provided no disciplinary notice for a similar offence has accrued during the said twelve (12) calendar months period.

12.05 The Plant Committeeperson will be given a copy of any written warning or notice or ~ suspension or discharge issued to an employee as soon as possible, but in no

event later than one (1) working day of twenty-four (24) hours after the issuance of such warning or notice to the employee.

Article 13 HOURS OF WORK

13.01 The Company and the Union agree that regular day shift hours will be from 7:30 a.m. to 4:00 p.m. Monday to Friday, inclusive, eight (B) hours per day, with one-half (Y,) hour unpaid lunch.

The Company will assign the one-half (Y.) hour lunch period between 12:00 noon and 1 :00 p.m. by departments to accommodate facilities available.

13.02 In the case of evening and/or night shifts, the starting and stopping times shall be fixed by Management after consultation with the Union. If a third shift is necessary, it shall be from Monday 12:30 a.m. to Friday 9:00a.m ..

13.03 Within each eight (B) hour shift, there will be one (1) fifteen (15) minute rest period in the first half of the shift, and one (1) fifteen (15) minute rest period in the second half of the shift, at the regular basic rate of pay, including wash-up time.

In cases where employees agree to work ten (10) hours in a day, one (1) additional fifteen (15) minute paid break will be scheduled by the Supervisor at the end of the employees eight (B) hour shift, unless another time is mutually agreed to.

. 13 .

13.04 It is acknowledged and agreed that. in the event of a second and/or third shift becoming necessary, in the opinion of the Company, the Company, in consultation with the Union, may institute rotating whereby all employees will be required to work all shifts at intervals not to exceed two (2) weeks, providing there are no volunteers agreeing to work such shifts for a maximum of three (3) months. The hours of work, lunch period and rest period during the second and third shifts shall be settled upon agreement of the Company and the Union.

14.01

Article14 LIMITATION OF WORK

Supervisory and non bargaining unit employees shall not be permitted to perform work on an hourly rated job except in the following types of situations:

(a) in emergencies arising out of unforeseen circumstances which call for immediate action to avoid interruption of operations; and

(b) in the instruction or training of employees including demonstrating the proper method to accomplish the task assigned.

14.02 The Union recognizes that the Company has certain obligations in its contracts with the government pertaining to security. It agrees that nothing contained in this Agreement is intended or will be allowed to place the Company in violation of the requirements of The Official Secrets Act, and the regulations imposed by the Director of Industrial Security of the Ministry of Supply and Services of the Federal Government of Canada. In the event that an agency of the Federal Government of Canada concerned with security regulations advises the Company that any employee is restricted from work on, or access to classified information or material, as defined in The Official Secrets Act. If an employee is unable to secure the required security clearance level as required by the contract to perform the required tasks, the employee will be reassigned to alternate work, if available, in accordance with Article 23 of the Agreement.

The Company shall inform the Union of all contracts that are covered by this Article.

14.03 The Union recognizes that the Company has certain obligations in its contracts with commercial customers pertaining to security and controlled goods and documents. It agrees that nothing in this Agreement is intended or will be allowed to place the Company in violation of the requirements of the Controlled Goods Registration Program. If an employee is unable to secure the required security clearance as required by the contract to perform the required tasks, the employee who has attained seniority will be reassigned to alternate work, if available, in accordance with Article 23 and 25 of the Agreement.

The Company shall inform the Union of all contracts that are covered by this Article.

Article 15 REPORTING ALLOWANCE ANO CALL IN PAY

15.01 (a) The Company agrees that employees reporting for work, unless otherwise notified the previous day not to report, shall be provided with at least four (4) hours work at the employees' current rate of wages. If no suitable work is available, employees shall be paid four (4) fours in lieu of work. Reporting pay

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15.02

------------------------------~--~--~------------------r

will not be paid in the situation of an uncontrollable event that results in the closing of the facility.

(b) In cases where the Company is not able to provide employees on the 2"' and 3'0 shift notice on the previous day not to report to work, it may contact employees prior to the shift in question and offer such employee the option of either reporting to work and receiving at least four (4) hours work or not reporting to work in which case no reporting allowance will be paid.

If an employee is called in during non-working hours, they shall receive a minimum of four (4) hours at time and one-half (1Y2) [double (2) time on Sundays and holidays] provided he/she spends the four (4) hours performing assigned work. If less than four (4) hours work is provided, the employee shall be allowed to go home and receive compensation for four (4) hours time at their regular rate together with overtime premium for the hours worked.

Article 16 SHIFT PREMIUM

16.01 Effective the date of ratification a premium of fifty-five ($0.55) cents per hour will be paid for all hours worked on a second or third shift.

Effective January 2, 2008 the premium will increase to sixty ($0.60) cents.

Effective January 2, 2009 the premium will increase to sixty-five ($0.65) cents.

- 15-

17.01

Article17 OVERTIME

Overtime at the rate of time and one-hall (1 Y2) will be paid lor all work performed over eight (8) hours per day or forty (40) hours per week.

17.02 Overtime at the rate of time and one-half (1 Y2) will be paid for all work performed on Saturday.

17.03 Employees will be paid double (2) time for all hours-worked on Sunday, or any paid holiday.

17.04 Whenever it is possible to do so, employees will be notified twenty-lour (24) hours in advance if they are required to work extra time.

When the Company cannot give twenty-four (24) hours advance notice it will, after offering the overtime to the employee who normally performs that job, offer the overtime to the employee within the department in order of seniority. Should further employees be required then the Company will offer the overtime to the employee with the skill and ability required to perform the work in order of seniority from outside of the department.

17.05 Overtime will be distributed by seniority on a rotating basis.

The Company shall post a sign-up sheet every Monday for voluntary overtime.

Employees will indicate their choices for overtime by the end of their lunch time on Monday.

All hourly bargaining unit employees shall be responsible for signing up for voluntary overtime.

Regardless of the hours worked, in applying Article 17.04 subsequent requests for overtime will begin at the next name on the list following the last person to work overtime.

When a problem arises, the Union and the Company will meet to review any type of corrective action required.

. 16.

Article 18 PAID HOLIDAYS

18.01 After one (1) month employment, employees will be paid for eight (8) hours at their regular rate if they do not work on the following paid holidays:

New Year's Day Good Friday Victoria Day Canada Day• Civic Holiday

•canada Day to be observed on:

Labour Day Thanksgiving Day Christmas Day Boxing Day

Monday, July 2, 2007 Monday, June 30, 2008 Friday, July 3, 2009

18.02 Where one of the above holidays falls on a Saturday or Sunday, such holiday will be observed and paid on a preceding Friday or following Monday.

18.03 When a paid holiday falls during the employee's annual vacation, the employee shall be entitled to an additional day of vacation paid at the regular hourly rate multiplied by eight, provided the said additional day shall be taken consecutively with the balance of the vacation.

18.04 All paid holidays are subject to the following conditions:

(a) To be eligible for holiday pay, an employee must work their regular scheduled lull working day immediately preceding the holiday, and their regular scheduled full working day immediately following each above specified holiday.

(b) In an emergency, any request lor deviation from the above clause shall be treated on its merits after consultation with the Plant Chairperson and at the discretion of Human Resources.

(c) Employees who would otherwise be entitled to payment for a specified paid holiday, but who are on authorized sick leave, authorized leave of absence or are temporarily laid off, shall be considered as having worked the day before and the day after such holiday lor the purposes of the Agreement providing the following clause applies.

(d) Any employee who has not earned wages for at least twelve (12) working days during the thirty (30) calendar days immediately preceding the holiday shall not be entitled to holiday pay. Unless, an employee who returns from layoff and who works both qualifying days as per 18.04 (a) shall be entitled to statutory holiday(s).

(e) Where an employee would otherwise be disentitled to statutory holiday pay as a result of lateness lor reasons completely outside their control, the employee will be provided with a grace period of up to thirty (30) minutes. The onus shall be on the employee to provide reasonable proof acceptable to the Company in such cases.

. 17 .

18.05 After one (1) month of employment, employees will be paid double time plus eight (8) hours for all work performed on the above-mentioned holidays. They will also be paid using the same calculation for work performed during Christmas shutdown.

18.06 In addition to the holidays mentioned in Article 18.01 each employee will be entitled to the following paid time off.

• In 2007 each employee will be entitled to thirty-two (32) hours of paid time off.

• In 2008 each employee will be entitled to thirty-two (32) hours of paid time off.

• In 2009 each employee will be entitled to twenty-four (24) hours of paid time off.

It is understood by both parties that in the years 2007 and 2008 two (2) paid time off days will be scheduled during the Christmas shutdown period and one (1) paid time off day in the year 2009.

These hours may be taken in increments of four (4) hours or eight (8) hours at a time. Four (4) hour increments to be taken at beginning or end of shift.

Except in the case of an emergency, employees will give the Company one (1) week notice prior to taking paid time off.

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Article 19 CHRISTMAS SHUTDOWN

19.01 In case of a Christmas shutdown, the Christmas and New Year's holidays granted in Article 18 and the day before Christmas and the day before New Year's will be paid holidays celebrated on the following dates:

20.01

2007

Monday, Dec. 24 Christmas Eve Day

Tuesday, Dec. 25 Christmas Day

Wednesday, Dec.26 Boxing Day

Thursday, Dec. 27 Plant Closed

Friday, Dec. 28 Plant Closed

Monday, Dec. 31 New Year's Eve Day

Tuesday, Jan. 1 New Year's Day

2008

Thursday, Dec. 25 Christmas Day

Friday, Dec. 26 Boxing Day

Monday, Dec. 29 Christmas Eve Day

Tuesday, Dec. 30 Plant Closed

Wednesday, Dec. 31 New Year's Eve Day

Thursday, Jan. 1 New Year's Day

Friday, Jan. 2 Plant Closed

Article20 VACATIONS

2009

Friday, Dec. 25 Christmas Day

Monday, Dec. 28 Boxing Day

Tuesday, Dec. 29 Christmas Eve Day

Wednesday, Dec. 30 Plant Closed

Thursday, Dec. 31 New Year's Eve Day

Friday, Jan. 1 New Year's Day

All employees who have been steadily employed by the Company for the period of one (1) year prior to July first in any year, shall be entitled to two (2) weeks vacation at a time convenient to the Company.

Having regard to operational requirements, the Company will endeavour to give all employees a two (2) consecutive week holiday during the months of July and/or August.

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20.02 Pay for the above vacation will be a percentage of yearly earnings calculated at 4% of the gross pay starting July first of each year.

20.03 All employees who have been steadily employed by the Company for a period of five (5) years as at July first in any year, will be entitled to three (3) weeks vacation with pay equal to 6% of their yearly earnings.

20.04 Effective January 2, 2000 - All employees who have been steadily employed by the Company for a period of thirteen (13) years as at July first in any year, shall be entitled to four (4) weeks vacation with pay equal to 8% of their yearly earnings.

20.05 All employees who have been steadily employed by the Company for a period of twenty-five (25) years as at July first in any year, shall be entitled to five (5) weeks vacation with pay equal to 10% of their yearly earnings.

20.06 Vacation shutdown will be posted no later than January 15th in any year of the contract and will not be subject to change.

Due to customer requirements, the Company may have a need for employees to work during the posted shutdown. To fill this requirement the Company will post a voluntary sign-up sheet.

Employees who sign this list volunteering to work the posted shutdown period will be assigned worked based upon seniority and classifications.

20.07 Employees who are entitled to more vacation than will be taken during the normal plant shutdown may apply for their extra week or weeks of vacation as early as possible in the vacation year. The Company will make every effort to grant such request if it receives the request at least six (6) weeks in advance of the chosen time, having regard for the operational requirements of the Company.

20.08 Yearly earnings are defined as total earnings from the Company during the twelve (12) month period ended June 30th in each year.

20.09 Vacation pay will be paid at the time of taking vacation. At any time after July 15th an employee may request outstanding vacation pay providing such requests are in increments of 2.0% of their vacation pay entitlement. All outstanding vacation money will be issued by December 1st of each year.

20.10 Vacation time with pay may be taken in increments of eight (8) hours.

21.01

Article21 BEREAVEMENT LEAVE

(a) After sixty (60) days worked all employees shall be entitled to five (5) days bereavement leave on the death of their spouse, common-law-spouse, children and step child. The employee shall be paid for each day of leave taken at their regular basic rate for pay for eight (8) hours.

(b) After sixty (60) days worked all employees shall be entitled to three (3) days bereavement leave on the death of their parents, brother, sister, mother-inlaw, father-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, stepparents, grandparents and grandchildren. The employee shall be paid for each day of leave taken at their regular basic rate for pay for eight (8) hours.

(c) After sixty (60) days worked all employees shall be entitled to one (1) day bereavement leave on the death of their grandparent-in-law. The employee shall be paid for the day of leave taken at their regular basic rate of pay for eight (8) hours.

21.02 Further bereavement leave without pay, granted by the Company, shall be based on the merits and needs of each individual case as determined by Human Resources.

21.03 The employee shall, not less than two (2) weeks following commencement of the bereavement leave and if requested to do so, advise the Company of the identity of the deceased party.

» 22.01

22.02

Article22 HEALTH AND SAFETY

The Company will make reasonable provision for the health and safety of its employees during the hours of employment consistent with all applicable legislation. The Union agrees to assist the Company in maintaining the proper observation of all safety and health rules.

The Company will contribute toward the cost of safety shoes up to $110.00 in the first year of the Collective Agreement, $120.00 in the second year of the Collective Agreement and $130.00 in the third year of the Collective Agreement per employee per calendar year who is required in writing by the Company to wear safety shoes. Some areas will require mandatory wearing of safety shoes and employees must comply when asked to do so by the Company in writing. If any employee voluntarily leaves before one (1) month of employment after having received such money, the employee will rebate the full amount of the Company's contribution toward the purchase of the safety shoes. Other safety equipment will be supplied by the Company where and when necessary.

22.03 In accordance with the Ontario Health and Safety Act, the Company agrees to recognize a Joint Health and Safety Committee, which will be responsible for conducting monthly plant inspections, and to conduct monthly meetings to discuss health and safety problems.

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22.04 In accordance with the current Company Health and Safety policy. the right to refuse provision in place as of January 5, 1998 under the Occupational Health and Safety Act shall remain in place for the life of this Agreement.

22.05 The Company and the Union collectively agree to form an early and safe return to work program. The primary focus of this program is to return the injured employee to his or her own job. Reasonable changes needed to overcome any physical restrictions for their own job will be dealt with as quickly as possible. If physical restrictions prevent the employee from return to his or her regular job then every effort will be made to accommodate the employee's return to work through modification, adjustment or transfer without placing undue hardship on the Company. The foregoing is in no way to be interpreted as a reduction of the employee's right under the Collective Agreement or any applicable legislation.

The Company will review all the circumstances with the Union Chairperson before exercising this provision.

Any exceptions to the seniority provisions of the Collective Agreement must be mutually agreed to by the Union and the Company.

Article 23 SENIORITY

23.01 For the first sixty (60) days worked, within any consecutive six (6) month period (probationary period), employees will have no seniority rights. After sixty (60) days worked, within any consecutive six (6) month period (probationary period), their seniority shall date from the date on which their employment began.

23.02 Seniority as referred to in this Agreement shall mean continuous service with the Company in the bargaining unit. It shall date from the date of initial hire by the Company and include all time except where the Agreement applies to loss of seniority.

23.03 The Company shall supply the Chairperson or their designate with an updated seniority list every three (3) months if changes occur.

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24.01

Article24 JOB POSTING

(a) Whenever there is a vacancy in any of the hourly rated job categories, the Company agrees to post the vacancy on the main bulletin board for a period of three (3) full working days. The posted notice will contain the date of posting and the job title vacant or becoming vacant.

(b) The Company will consider the skill and ability of all the applicants and the senior employee possessing the required skill and ability (and having passed the skill and aptitude test when applicable) will be awarded the vacancy.

For Job Classes 1-6, the educational requirement for Grade 12 is not necessary.

(c) When an employee is posted to a new job, the Company will provide a ten (10) day training period. If during the following twenty (20) working day period the employee is found to be incapable of performing the required work, or the employee decides not to take the job, they will be returned to the job they held immediately prior to the posting. The next senior qualified applicant will then be awarded the opportunity.

(d) The Company will render its decision in writing within seven (7) days to the successful applicant, stating the date the employee shall start on the new job. All other applicants will be advised by the Company within seven (7) days.

(e) If the Company cannot fill the vacancy through the above procedure, the Company will fill the vacancy any way it wishes, but in no event will the Company hire a new employee to perform the work if there are employees on lay-off that are able and qualified to perform the work required.

(f) Nothing in the above procedure would deny the Company the right to operate efficiently by filling the job with a competent employee for a period of twenty (20) days while the above procedure is being satisfied.

(g) Should an employee be temporarily placed by the Company on a job with higher rate of pay, said employee will receive the higher rate for the job, provided said employee works not less than two (2) hours on the job with the higher rate of pay.

(h) Where employees are temporarily transferred or placed while the above procedure is being followed, the experience gained as a result of the transfer or placement will not be considered when the job is awarded.

(i) It is recognized that from time-to-time that the Company has a need to fill temporary vacancies in the following classifications:

Stockkeeper Shipper/Receiver Inspector

In order to facilitate this process the Company agrees to post the above mentioned classifications as back up positions. It is understood that while

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performing the above mentioned jobs, employees will receive the applicable wages for that classification. In no event will wages be lowered to perform the job.

Article25 LAYOFF AND RECALL

25.01 (a) Whenever it becomes necessary to decrease the working force, students will be first laid off; if further layoffs are necessary, probationary employees shall be laid off second. If further layoffs are necessary, employees with the least amount of seniority shall be laid off on a plant-wide basis providing those employees with more seniority are qualified and able to do the work available.

(b) Notwithstanding the other provisions of this Article, "Layoff and Recall", in order to meet customers contractual delivery requirements at the time of a lay off, employees performing specific jobs may be retained out of seniority for an accumulated period of three (3) working days per calendar year.

(c) Where employees are being laid off, the Company will give at least twenty-four (24) hours notice to each employee and the Union of the lay off. Should the lay off be cancelled before the effective date the lay off will be deemed not to have occurred.

25.02 It is recognized that the following jobs will be protected against clause 23.01 by virtue of the qualifications necessary to perform their task.

(a) Maintenance- Skilled (b) Line Technician

It is understood that if there is a reduction in the aforementioned categories, employees in these categories will be laid off or recalled in accordance with their plant-wide seniority applied within that category.

25.03 The Company will provide the Plant Chairperson with a list of employees laid off when such list receives Management approval.

25.04 Employees with seniority who have been laid off in accordance with the above provisions, 25.01, shall be recalled in the reverse order of layoff. Employees with seniority who have been laid off in accordance with the above provisions, 25.02, shall be recalled in the reverse order of layoff.

25.05 Employees who are laid off for more than twenty-four (24) months will be stricken from the seniority list.

25.06 Employees shall lose seniority standing if they are discharged for just cause and are not reinstated pursuant to the provisions of Article 10 - Grievance Procedure, or if they are absent from work without leave for more than five (5) consecutive days, unless substantiated by medical certificate upon return to work.

25.07 Refusal to return to work on recall within three (3) working days after notification by registered letter to the employee at their last address on record with the Company will result in the employee relinquishing all seniority rights and at the option of the Company, their termination for just cause.

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Article 26 PREGNANCY AND PARENTAL LEAVE

26.01 Female employees with seniority may make a formal request for up to seventeen (17) weeks pregnancy leave of absence and will be returned to the same or a comparable job. When an employee is ready to return from Pregnancy leave, if there is no vacancy, she will have the right to bump a junior employee in her classification. If her seniority is insufficient to bump in her classification, she will then bump the junior employee in the plant, provided she is able and qualified to do the job.

26.02 The employee may work up to the date of the delivery provided that she can satisfactorily perform her job. At least two weeks prior to the expected date of birth, the employee must present a doctor's statement indicating the expected date of birth and state in writing her intention to return to work following birth.

26.03 Notification for return to work must be made at least four (4) weeks prior to her expected return to work. The employee must provide a completed and authorized "Return To Work" forrn to the Human Resources Department before she will be allowed to return to work.

26.04 At the employee's request the leave will be extended but in any event employees on pregnancy/adoption leave of absence must return to work within one (1) year from the date the original leave commences or her seniority shall be broken.

26.05 An employee with seniority may make a formal request for parental leave of absence in accordance with the Employment Standards Act of Ontario, and will be returned to the same or a comparable job. When the employee returns from parental leave, if there is no vacancy, they will have the right to bump a junior employee in their classification. If their seniority is insufficient to bump in their classification, they will then bump the junior employee in the plant, provided they are able and qualified to do the job.

26.06 The employee must make a formal request for parental leave at least four (4) weeks prior to the intended date of leave and state in writing the expected date of return to work.

26.07 Where the parental leave is taken by the natural mother it must immediately follow the pregnancy leave. If parental leave is taken by other than the natural mother, such leave must commence not later than 52 weeks after the child is born or comes into custody and care of the employee.

26.08 Notification for return to work must be made at least four (4) weeks prior to the employees expected return to work.

26.09 Seniority and all benefits will continue to accrue during the period of leave described in sections 26.01, 26.02, 26.03, 26.05, 26.06, 26.07, and 26.08 and seniority only during extended leave described in section 26.04.

Article27 LEAVE OF ABSENCE

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27.01 The Company will grant leave of absence not to exceed one (1) year to employees who make such a request in writing to the Human Resources Manager or their designate stating valid reasons for such leave.

Each case will be considered on tts merits by the Human Resources Manager or their designate. The Union will be advised prior to the commencement of the leave of absence.

27.02 An employee on authorized leave of absence who accepts other employment while on such leave shall be discharged.

27.03 Employees on a long term leave of absence due to illness or accident will be offered suitable employment, if available, and if qualified for such employment, when they have sufficiently recovered to return to work. At the discretion of the employer, the employee will provide medical evidence of ability to return to work.

27.04 There will be no break in the employee's period of seniority during authorized leave of absence.

27.05 Requests for unpaid Emergency Leave will be in accordance to the Employment Standards Act, 2000, S.O., c.41 subject to Article 25.06. The Company may request medical documentation for absences greater than three (3) working days.

27.06 The Company will grant an unpaid Family Medical Leave in accordance to the Employment Standards Act in effect as of October 26, 2006.

Article 28 INJURY ON THE JOB

28.01 An employee injured as a result of, or in the course of employment and who must leave the plant for any reason, will be paid for eight (8) hours at the basic rate of pay for the day on which the injury occurred, provided that every effort is made to return to work after treatment.

Article29 JURY DUTY AND SUBPOENA PAY

29.01 The Company will grant the necessary leave of absence to any employee who is required for Jury Duty or subpoenaed as a Crown Witness.

29.02 For each day an employee is required to report to Court, the Company will pay the employee the difference between eight (8) hours at the employee's rate of pay and the payment they receive for Jury Duty, provided they report for work immediately upon being released from Jury Duty.

29.03 For each day an employee is required to report for subpoena, the Company will pay the employee the difference between eight (8} hours at the employee's rate of pay and the payment they receive from subpoena, provided they report for work immediately upon being released from court.

29.04 Such compensation shall be payable only if the employee gives the Company prior notice of such Jury Duty or Subpoena, and presents proper evidence of service and the amount of Jury Duty or Subpoena pay received.

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Article30 STUDENT LABOUR

30.01 No students will be employed during school vacation periods to perform jobs normally performed by persons in the bargaining unit as long as there are persons with seniority in the bargaining unit on layoff who are capable of doing the work.

Students will only be permitted to work during the period of April15 to September 1.

Article 31 BULLETIN BOARDS

31.01 The Committee will have the use of a Bulletin Board for the posting of Union notices. Such bulletin board to be supplied by the Company. Use of Union Bulletin Board will be limited to the following: • Recreational and social affairs of the Union • Union meetings • Union elections or appointments • Seniority List

Article32 EMPLOYEE BENEFITS

32.01 All employees who have completed their probationary period and who are actively at work, as well as those who are on authorized sick leave, will be entitled to the following benefits.

(1) Life Insurance Effective January 2, 2007 for all employees who have completed their probationary period, the Company will pay the premiums for Group Life Insurance of $36,000.

Effective January 2, 2008 for all employees who have completed their probationary period, the Company will pay the premiums for Group Life Insurance of $37,000.

Effective January 2, 2009 for all employees who have completed their probationary period, the Company will pay the premiums for Group Life Insurance of $38,000.

(2) Accidental Death and Dismemberment Effective January 2, 2007, $36,000 AD&D coverage with 100% of the premium paid by the Company. Refer to the Human Resources Department for eligibility, coverage and limitations/restrictions.

Effective January 2, 2008, $37,000 AD&D coverage with 100% of the premium paid by the Company. Refer to the Human Resources Department for eligibility, coverage and limitations/restrictions.

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Effective January 2, 2009, $38,000 AD&D coverage with 1 00% of the premium paid by the Company. Refer to the Human Resources Department for eligibility, coverage and limitations/restrictions.

(3) Extended Health Care Plan

The Company will pay the premiums for a comprehensive Extended Health Care Plan for family or single coverage in accordance with Article 32.01.

The extended health care plan will provide for: • Hospital care with semi-private coverage. • Prescribed drugs and prescription drug card with a pharmacy dispensing

fee limit of $9.99. • Prostrate blood tests. • Vision benefit of $210.00 in the first year of the Collective Agreement and

$230.00 in the third year of the Collective Agreement every twenty-four (24) months for family or single coverage. Eye exams once every twentyfour months except where medically required due to illness where they will be covered annually.

• Professional services, ambulance, and other medical supplies as outlined in the employee benefit booklet.

• Annual plan deductibles: $25 Single/$50 Family coverage, excluding vision care and drug coverage where no deductible applies.

(4) Dental Plan Effective January 1, 2004 the Company will pay the premiums for a Dental Plan (single or family coverage). Benefit maximum is $1,000 per calendar year per employee or the employee's dependent (as defined by the insurance carrier). Program design is nine (9) month recall provision; 80/20 co-insurance; $50 family/$25 single yearly deductible; and Ontario fee guide for general practitioners which was in effect one (1) year prior to the current fee guide.

(5) Weekly Sickness and Accident Benefits Effective 2 January 1993 the Company will implement at its cost and for any new claims, weekly sickness and accident benefits for employees, such benefit becoming effective on the first day of hospitalization; the first day for outpatient surgery, excluding cosmetic procedures, performed in a public hospital as defined in the Public Hospital Act; the first day of accident; and the sixth day of illness providing for payment of 66 2/3 of the employees' Unemployment Insurance Commission insurable earnings for a period not to exceed twenty-six (26) weeks.

(a) Work Hardening While Receiving S&A The employer agrees to pay employees on the following basis while on work hardening and receiving S&A benefits.

For all hours worked the employee will receive their regular hourly rate. For all hours not worked the employee will receive 66 2/3 of their hourly rate to a maximum of forty (40) hours per week.

(6) Benefit Continuation

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Lay-off: Insurance benefits will continue for the remainder of the month in which the lay-off took place and for two (2) additional months.

S&A: Benefits shall continue for employees on weekly Sickness and Accident benefits not to exceed a period of twenty-six (26) weeks.

Article33 PENSION PLAN

33.01 The Company will contribute to the Canada Wide Industrial Pension Plan (CWIPP) for employees who have attained seniority at the following rates:

• Effective January 2, 2006 -filly cents ($0.50) per compensated hour. • Effective January 2, 2009- sixty-live cents ($0.65) per compensated hour.

This plan applies to employees with one (1) year or more of service. Contributions will be made on all compensatable hours to a maximum of 2080 hours per year per employee.

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Article 34 PAYMENT OF WAGES

34.01 It is understood and agreed that payment of wages earned shall be made weekly by direct deposit and will be deposited into the employee's bank account by Noon. Thursday. unless otherwise expressly agreed upon. Employees shall receive their pay cheque stubs on Thursday of each week by 3:00 p.m.

However. in the case of short work weeks due to a holiday, or direct deposit communication lines interruption, should Management be unable to have the pay deposited by Thursday, the employees will receive their direct deposit pay on Friday with pay stubs distributed the following Monday.

34.02 Errors in excess of four (4} hours pay will be paid by a manual cheque by no later than the end of the next business day.

Article35 LETTER OF INTENT

35.01 All letters of intent between the Company and the Union shall be deemed to form part of this Agreement and governed by the terms of this Agreement.

35.02 The Company agrees to abide by Pay Equity as required under the Ontario Bill 154.

Article36 TRAINING

36.01 Annually each employee will receive solder re-certification and training. Employees will be notified at least one (1} week in advance of their solder re-certification test date. Upon completion of the practical test, candidates that do not meet the requirements of the test in any of the job classifications will have the opportunity to review their written and practical board test. An employee may have union representation present at the review meeting. Candidates that fail solder certification will be given opportunity for retraining and testing on a yearly basis provided by the Company during the employee's normal working hours.

36.02 Results of solder re-certification will be given to employees no later than fifteen (15} working days upon completion of test.

36.03 Annually the Company will post a solder re-certification schedule on the employee bulletin board. Based on the operational needs of the Company, training may be delayed up to fifteen (15} calendar days from the posted schedule.

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SCHEDULE "A" WAGES AND CLASSIFICATION

Class Jan.2.2007 Jan.2.2008 Jan.2.2009

1. Assembler 1/Packer I $14.19 $14.62 $15.06 Stockkeeper

2. Maintenance General $14.41 $14.84 $15.29 Packer II Shipper/Receiver Sr. Stockkeeper

3. Assembler I lA $14.58 $15.02 $15.47 Assembler liB Sr. Shipper/Receiver

4. Assembler Ill $15.33 $15.79 $16.26

5. Group Leader $15.61 $16.08 $16.56 Inspector

6. Maintenance-Skilled $16.33 $16.82 $17.32 Sr. Inspector

7. Line Technician $17.75 $18.28 $18.83

The starting rate in all classifications will be $0.47 below the rate shown for a period of sixty (60} working days- the probationary period.

Signing Bonus $600.00 to each employee on the seniority list as of date of ratification, payment of monies to be the next pay period after ratification.

2007 Bonus- $75.00 last pay in January

2008 Bonus - $75.00 last pay in January

2009 Bonus - $75.00 last pay in January

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SCHEDULE "B" AUTHORIZATION FORM !C.A.W.l

OFFICIAL APPUCATION FOR MEMBERSHIP IN THE NATIONALAUTOIIOBILE, AEROSPACE, TRANSPORTATION AND GENERAL WORKERS

UNION OF CANADA (CAW-cANADA)

LOCAL UNION NO. -------

NAME BIRTH DATE --,----,----.,.--(PAINT! D_ M. YR

ADDRESS ________________________________ ___ CITI ------- PROV.

POSTAL CODE ----- NAME OF COMPANY------------ DEPT. NO. ---

CO.I.O NO.---------------------- S.I.N. ------------------------COMPANY LOCATION ___________________________ _

SENIORITY DATE CLASSIFICATION PHONE NO. D M -YR. •

I hereby designate, select and empower the National Automobile, Aerospace, Transportation and General Workers Union of Canada (CAW-Canada), its agents or representatives, to act for me as my exclusive representative for the purposes of collective bargaining in respect to rates of pay, wages, hours of employment or other conditions of employment, and to enter into contracts with my employer covering all such matters, Including contracts requiring the continuance of my membership in said Union as a conditioo of my employment or continued employment, and contracts requiring the employer to deduct, collect, or assist in collecting from my wages or a regular supplemental unemploymarrt benefitpayablt~ under its supplemenlal unemployment benefit plan any dues and lees payable to said Union; and I hereby revoke every selection or designation which in Efr'/ roamer may heretofore have been made by me, of any other representative for any of such purposes.

I further irrevocably designate, authorize and empower the said Union exclusively to appear and act for me and in my bel1alf belore any board, court, committee or other tribunal in any matter affecting my status as an employee, Df as a member of said Union, and exc;lusively 10 act as my agent to represent and bind me in the presentation, prosecution, adjustment and settlement of all grievances, complaints or disputes of any kind-or character arising out of the employeremployee relationship as fully and to all intents and purposes as I might or could do If personally present.

1 pledge my honour to faithfully obsBM!the Constitution and lam of this Union and the Constitution of the Dominion of Caneda, to comply with all the rules and regulalions for the government thereof; not to divulge or make known any priVate proceedlngs of this Union; to faithfully perform all the duties assigned to me to the best of my ability and skill; to so conduct myself at all limes as not to bring reproach upon my Union, and at all limes to bear true and faithful allegiance to the National Automobile, Aerospace, Transportation and General Workers Union of Canada (CAW-Ganada) •

(Applicanfs Signature) ----------------------------

(Witness) (LOCAL UNION COPY)

AUTHORIZATION FOR CHECK-OFF OF DUES

TOTHE __________________________ ___ COMPANY Date ----;o'>.--M;;---;;YRa-.

I hereby assign to Local Union No. ___ National Automobile, Aerm;pace, Transportation and General WDfkers Union of Canada (CAW-Canada) from any wages earned Of 10 be earned by me or a regular supplemental unemployment benefit payable under its supplemental unemployment benefit plen as your employee (in my present or

in any Mure employment by you), such SI.MllS as the Financial Officer of said Local Union No. _____ may certify as due and owing from me as membership dues, inclucling an initiation or reinstatement fee and monthly dues in such sum as may be established from time to lime as union dues in accordance with the Constitution of the National Union, CAW. I authorize and direct you to d!lducl: such amounts from my pay and to remit same to the Union at such times Blld in such manner as may be agreed upon between you Blld the Union at any lime while this authorization is in effect.

This assignment authorization and direction shall be irrevocable from the date of delivery hereof to you until the tenn!nation of the collective agreement between the Company end the Union which is in fofce at the Ume of delivery of this authorization and I agree and direct that this assignment, authoriZation !Kld direction shall be automatically renewed, ilfld shall be irrevocable for the period of each succeeding applicable collective agreement between the Company and the Union.

{Si~ature of Employee here! (Address of Employee)

{Type or print name of Employee IM!re) (City) {Province) (Poatel Code)

{Dele of Sign.) (Emp.I.D. No.) (SOC. Ins. No.) (Date of Del. to Employer)

FORM A-230·95 (EMPLOYER COPY)

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Article37

37.01

TERMINATION

This Agreement shall remain in force from the 2"' day of January 2007to 12.01 a.m. on the 1'1 day of January. 2010. This Agreement may be· extended by mutual consent expressed in writing for a further term subject to any alterations or modifications that may be mutually agreed upon, provided notification is given by the party to the other within ninety (90) days of the date of the terminations.

Ratified, London, Ontario, this 4th day of November 2006.

Signed on behalf of the Company: Signed on behalf of the Union:

ChrisWhHe

':?ek.?e~

Hilda Innis, Commftteeperson

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Letter of Understanding

Re: Banking of Overtime

a) Employees may choose to receive full payment of overtime hours worked or elect to bank the equivalent paid overtime hours up to forty (40) hours per calendar year as time off or deferred cash.

b) Time off must be taken in increments of eight (8) hours.

c) Employees will cash in ani:, accumulated or deferred cash banked days if such time is not taken by November 30 each year. The Company will pay out the unused banked days or deferred cash on the following regular pay.

d) All requests to bank overtime hours must be submitted on the approved form and attached to the employees timesheet:

e) A copy of the signed change notice form (employee & Human Resources Representative) will be given lo the employee after being processed by payroll.

f) When an employee requests their banked days off, they shall do so with a minimum of one ( 1) weeks notice on the change notice form to be supplied by the Company and the Company will endeavour to accommodate the employees' request. The Company will supply a reasonable explanation if employees are not granted the dates requested.

g) The Company shall endeavour to reply in writing within three (3) working days of the request.

h) Banked overtime requests will be on a first received, first granted basis. In the event two (2) or more employees request banked time on the same day seniority will prevail.

i) The employees must own the banked time prior to making the request for banked time.

j) When payment for banked time is made to an employee the amount per hour for such time shall be calculated on the rate in effect in which the banked time was earned.

• It is understood that hours banked will be done on the basis of whole hours not on partial hours.

Date: November 1, 2006

Signed on Behalf of the Union:

John Brady Tim Carrie Crystal Murray Sue Craig Hilda Innis

Sign of behalf of the Company:

Chris White Marie Keller

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Re : Solder Training For New Employees

New employees who are required to successfully complete solder training and testing as a

condition of continuing employment shall be subject to the following terms and conditions:

1. New employees may be assigned to solder training and testing for their first five (5) days of employment. During this period such employees shall be paid at the minimum wage rate then applicable under Employment Standards Act, 2000. In no case, shall an employee be paid less than the applicable rate under the Collective Agreement for employment following his or her initial five (5) days of employment.

2. Employees who successfully complete solder training and testing and are retained by the Company shall have their seniority calculated as of their original date of hire.






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Re: Training of New Hires

During the initial twenty (2) shifts worked by a newly hired employee it is understood and agreed that the Company may schedule such employee on the day shift to facilitate training.

In the event that the Company is unable to train a new hire on test equipment (eg. AOI or

Flying Probe) during the initial (2) shifts worked, it is understood and agreed that the employee may be subsequently assigned to the day shift to complete that training following consultation with the Union.

The Company will make its best efforts to complete the training of a probationary employee

during the initial twenty (20) shifts worked. In the event that the Company is unable to

complete the training during the initial twenty (20) shifts and there are no supervisory employees (or designates) on the off shift who can provide the training, which remains outstanding, it is understood that the Company may transfer the probationary employee to the day shift for the limited purpose of completing the training. In such cases the Company

shall make its best efforts to complete the training as quickly as possible but agrees that it will not be for a period of more than three (3) days. The least senior employee and/or a volunteer

on the day shift able to perform the work of the probationary employee may be assigned to the off shift during this period.






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Re: Plant Closure

In the event of a planned Plant Closure the Company will provide the Union with a least one (1) months' notice and will meet to discuss issues related to the proposed closure.

Date: October 26, 2006



Re: Use of PTO's




During the negotiations the Company brought forward their concerns regarding the use of PTO's, as to the amount of employees that could take a PTO day at the same time. The Union agreed with the Company that no group of employees would be allowed to take a PTO day if it caused their job function to stop. If such a situation occurred the Union Committee would meet with the Company to resolve the issue by determining the number of employees

that would be allowed off at that time. In the event two (2) or more employees request a PTO on the same day seniority will prevail.






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Re: Prescriptions - Article 32.01 (3)

This letter will clarify that the Extended Health Care Plan will provide reOimbursement for all drugs which otherwise could not be dispensed without a doctor or dentist"s prescription.

Date: November 3. 2006






Re: Classifications and Job Evaluation

Incumbents in the classifications of Stockkeeper and Shipper/Receiver as of January 2, 2001, will not have their wages reduced and will receive all wage increases during the life of this Agreement.

Incumbents in the old classification of Maintenance Semi-Skilled as of January 1, 2001 will not have their wage rate per hour reduced as a result of job evaluation as long as they remain in their current position (Class 5). Incumbents currently occupying the position of Maintenance Semi-skilled will retain these positions.

Date: January 22, 2001

Signed on behalf of the Company:

Jose Gomez Marie Keller

Signed on behalf of the Union:

Ron Joyal Mona Pierce Gail Collins Elaine Hall

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Documents

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