THIS AGREEMENT made and entered into this of April ... AGREEMENT made and entered into this 23rd of April, 2016 BETWEEN: GDI SERVICES (CANADA) LP (First Canadian Place and Exchange

THIS AGREEMENT made and entered into this 23rd of April, 2016

BETWEEN:

GDI SERVICES (CANADA) LP (First Canadian Place and Exchange Tower)

(hereinafter referred to as "the Employer")

-and-

LIUNA LOCAL 183

(hereinafter referred to as "the Union)

ARTICLE 1 - SCOPE AND RECOGNITION

1.01 This Agreement shall cover all employees of the Employer employed at First

Canadian Place and Exchange Tower in the City of Toronto, save and except persons above the

rank of working forepersons, and office staff.

1.02 The Employer agrees to recognize and bargain collectively and exclusively with

the Union for all employees of the Employer as defined in Article 1.01 above.

1.03 Students may be hired during the Peak Period for vacation-coverage purposes.

Notwithstanding the above, students may be hired to perform bargaining unit work

in cases of WSIB or illness; bargaining unit members have first right of refusal to perform the

available work.

In all cases of students being employed, subclause 2.03 applies.

Six (6) months' probation period.

Work assignment for students is at the Employer's discretion.

GDI Services (Canada) LP First Canadian Place and Exchange Tower (2016-2018) Page 1

ARTICLE 2 -UNION SECURITY

2.01 All employees of the Company who are members of the Union on the effective date

of this Agreement shall remain members of the Union as a condition of continued employment.

2.02 All employees of the Company who are hired after the effective date of this

Agreement shall be required to become and remain members of the Union as a condition of

continued employment.

2.03 The Employer shall deduct from every employee any dues, initiation fees or

assessments levied by the Union on its members.

2.04 The Union shall indemnify and hold harmless the Employer against any and all

liability which may arise by reason of the check-off by the Employer of dues in accordance with

this Agreement.

2.05 No employee covered by this Collective Agreement, shall as a result of same suffer

and/or incur any loss or reduction in hours, wages or any other benefits and/or conditions of

employment monetary or otherwise for purposes of benefit coverage, etc.

2.06 Employee Attendance at Staff Meetings

(a) Where an employee is directed by the Employer to attend a staff meeting, m

service or a committee meeting during his/her regular working hours, the employee

shall be compensated at his/her regular hourly rate for the time spent in such

attendance (including their lunch and/or break times).

(b) Where an employee is directed by the Employer to attend a staff meeting, in-service

or committee meeting outside of normal working hours, he/she shall be credited

with equivalent time off at his/her basic rate of pay.

ARTICLE 3 -UNION DUES

3.01 During the term of this Agreement, the Employer agrees to deduct, on the first pay

day of each calendar month, regular monthly Union dues as certified by the Union and to remit the

amount so deducted to the authorized Representative ofthe Union.


3.02 Dues deductions shall be forwarded to the Union no later than the fifteenth (151h)

of the month following the month for which the dues were deducted, together with a list of the

names and Social Insurance Numbers of those employees for whom deductions have been made.

Instances where dues have not been deducted from an employee, the reason - eg.

leave of absence - shall be stated.

3.03 The Employer will send to the Union within a week of their hiring, the names,

addresses and telephone numbers, classifications and floor numbers where applicable, of new

employees.

ARTICLE 4- MANAGEMENT FUNCTIONS

4.01 The Union understands and agrees to recognize that the function of the operation

shall continue to rest with the Employer. The exercise of these functions shall not be in conflict

with the terms of this Agreement. These functions include, but are not limited to the hiring and

directing of working forces, the determination of the number of employees required to fill the

various job classifications, the right to promote, demote, transfer, discipline, suspend and discharge

employees for just cause; the determination of the qualifications of an employee to perform work;

the Company's right to select and implement the type, quantity, methods and processes and means

of operating; the making, publication and enforcement of reasonable rules for the promotion of

safety, efficiency and discipline and for the protection of the employees and Employer.

4.02 Employer Policies

Employer policies shall be posted and available to the employees where applicable, a copy

shall be sent to the union.

4.03 The Employer agrees to provide the Union twice per year (June/Nov P1) an

updated list of employees covered by this Agreement, their classification, employee status and

updated contact information including addresses, phone numbers, etc.

GDI Services (Canada) LP First Canadian Place and Exchange Tower (2016-2018) Page3

ARTICLE 5 - NO STRIKES OR LOCK-OUTS

5.01 The Union agrees that there will be no strikes and the Employer agrees that there

will be no lock-out as defined in the Ontario Labour Relations Act during the term of this

Agreement.

ARTICLE 6- UNION REPRESENTATION AND ACTIVITY

6.01 The Union shall notify the Employer of the names of Stewards. The Union will be

entitled to seven (7) Stewards for the bargaining unit.

The Union recognizes that the Steward is an employee of the Employer, and that

he/she will not leave his/her work during working-hours except to perform his/her duties under

this Agreement.

It is understood that no more than one (1) Steward will represent an employee at

one (1) time.

When a Steward employed by the Employer is temporarily absent with permission

for the purpose of processing grievances, he/she shall receive his/her regular straight-time rate-of

pay during each period of absence.

6.02 At any further negotiations for the renewal of this Agreement, the bargaining

committee will be represented by up to five (5) employees from the bargaining unit.

Any time lost due to negotiations shall not be considered an absence for the purpose

of Article 20.02.

6.03 The Employer will grant leaves of absence without pay and without loss of seniority

to employees to attend Union conventions, conferences or seminars. Such leaves of absence will

be requested in writing. There will be only one (1) employee absent at any one (1) time from the

day shift, and there will be only three (3) employees absent at any one (1) time from the entire

night shift. However, all night shift Stewards may be absent at one (1) time for one and one-half

(1 Yz) hours per month for Union business.


6.04 The Employer shall provide bulletin boards for the use of the Union at locker

rooms, or other appropriate locations as the parties may agree from time-to-time, upon which the

Union shall have the right to post notices.

6.05 The Union recognizes that the Employer does not have space on the premises for

the Union to hold meetings or for other uses.

The Employer will use its best efforts to facilitate the Union Representative's access

to the premises for the investigation and settlement of grievances, for the distribution of Union

materials and for Union meetings.

It is understood that the foregoing rights may have to be limited in accordance with

the building's security requirements.

6.06 No Individual Agreements

6.07

(a) No employee shall be compelled to or allowed to enter into any individual contract

or agreement with the Employer concerning the conditions of employment varying

the conditions of employment herein.

(b) Notwithstanding the above, the wage rates outlined in this Agreement are minimum

wage rates and they do not prevent the Employer from paying a higher wage rate.

Rigbt to Have Steward Present

An employee, who is subject to disciplinary action (i.e. written reprimands,

suspension or termination) that is to be recorded within the employee's Personnel File, shall have

the right to have a Steward to represent him/her at such meetings. The Employer agrees that the

Steward shall be notified in advance of the purpose of such meeting. It shall be the responsibility

of the Employer to contact the Steward and if one is not available the employee being disciplined

may request the presence of another co-worker at such meeting.

A Union Steward, who is subject to discipline, shall have the right to the presence

of a Union Representative or another officially appointed Union Steward.


This provision shall not apply to those discussions that are of an operational

nature and do not involve imposition of disciplinary action.

6.08 Harassment

(a) All employees have the right to work in an environment free from sexual

harassment. Sexual harassment will be grounds for the imposition of discipline

pursuant to this Agreement. Where an employee alleges that sexual harassment has

occurred on the job, the employee shall have the right to grieve under this

Agreement.

(b) "Sexual harassment" means any unwelcome sexual advances, remarks or demands

for sexual favours of an unwelcome or physical nature, insulting or offensive

comments or conduct of a sexual nature.

6.09 Health and Safety

(a) Employees shall report any work related accident/injury to his/her immediate

supervisor as soon as it occurs and follow through with all responsibilities outlined

in the Workplace Safety and Insurance Act.

(b) Employees returning from Sick leave must provide a cleared Fitness for Duty report

by a medical practitioner to ensure they are physically able to perform their duties

and maintain their safety at work.

ARTICLE 7- DISCRIMINATION

7.01 There shall be no discrimination, intimidation or coercion by the Employer or the

Union or its members against any employee. Discrimination shall mean discrimination because

of sex, age, race, colour, creed, national origin, Union activity or physical handicap.

ARTICLE 8 - GRIEVANCE PROCEDURE

8.01 A grievance shall be defined as any reasonable difference ansmg out of the

interpretation, application, administration or alleged violation of the Collective Agreement.

GDJ Services (Canada) LP First Canadian Place and Exchange Tower (2016-2018) Page 6

8.02 A grievance should be brought to the attention of the employee's immediate

supervisor within fifteen (15) days after the employee became aware of the circumstances giving

rise thereto.

Grievances shall be dealt with in the following manner:

a)

b)

c)

Step 1. The employee or group of employees may, with the

assistance of his/her Steward, submit a written grievance to his/her

immediate supervisor, who shall render his/her decision within five (5)

working -days;

Step 2. Failing satisfactory settlement at Step 1, the grievance may

be submitted to the manager who shall reply in writing within five (5)

working-days after receipt of the grievance;

Step 3. Failing satisfactory settlement at Step 2, the Steward, the

Chief Steward, the grievor and the Union's Representative and advisor shall

meet with representatives of Management within eight (8) working-days, or

at a time mutually agreed upon, to discuss the grievance. The Employer

will schedule grievance meetings during the grievor's working-hours.

If the grievance is not settled within five (5) working-days, it may be referred to

arbitration as hereinafter provided.

8.03 The Union or the Employer may initiate a grievance beginning at Step 2 of the

Grievance Procedure.

8.04 No grievance shall be defeated or denied by any formal or technical objection. An

Arbitrator shall have the power to allow all necessary amendments to the grievance and the power

to waive formal procedural irregularities in the processing of a grievance, in order to determine

the real matter in dispute and to render a decision which he/she deems just and equitable.


8.05 For the purpose of this Article, working-days shall not include Saturdays, Sundays

and Holidays.

ARTICLE 9 - DISCHARGE, SUSPENSION AND DISCIPLINE

9.01 An employee who has completed his/her forty-five (45) working-day probation

period may be dismissed, but only for just cause, and only upon the authority of the Employer, as

defined in this Agreement.

Prior to the imposition of discipline or discharge an employee shall be given the reason in the

presence of his/her Steward if the Steward is present in the building.

9.02 An employee who is discharged or suspended may file a grievance at Step 3 of the

Grievance Procedure within five (5) working-days after such discharge or suspension.

9.03 The Union shall receive copies of all disciplinary letters presented to employees.

9.04 (a) When one (1) year or more has elapsed from the date of any discipline, such

discipline will be considered null and void, and will not be used against the

employee in the future.

(b) The misconduct did not involve a violation of law or an Issue constituting

breach of trust.

An employee or Union Representative, with the employee's written authority, shall be entitled to

view the employee's Personnel File once every twelve (12) months and access to the employees

Personnel File shall be provided within fourteen (14) calendar days of the request. The viewing

of such files shall take place at the Employer's Human Resources Office, at their own time

9.05 The parties recognize that it is occasionally necessary to require employees to work

a portion of a shift in a different work area. On such occasions the employee involved may not be

able to clean his/her work area to the normal standard. Therefore, the parties agree that any

complaints regarding the nature of the cleaning on such occasions will be considered with this

transfer in mind before any discipline is imposed.


9.06 Lateness

Following a verbal or written warning for lateness, if an employee is timely during

a one (1) month period, then the previous warnings shall be removed from the employee's file.

Employees shall be allowed a six ( 6) minute grace period after their shift starts and

shall not be disciplined for lateness if punching-in within this grace period.

* Excessive lateness may result in disciplinary action.

9.07 Without limiting the generality of the foregoing, the parties agree that the following

offences will normally be considered just cause for immediate discharge, and should only be

modified by an Arbitrator where the Company is unable to prove the incident which resulted in

discharge:

a) threatening physical harm with a weapon, or using weapon to physically harm

another person;

b) theft, falsifying time records;

c) sabotage;

d) physical assault on the Employer or Employer Representative or on another

employee;

e) possession of or use of illegal drugs, or the improper use of prescription drugs;

being under the influence of alcohol or drugs when reporting for work or during

working-hours;

f) working elsewhere while on an authorized leave of absence, Workers'

Compensation claim or medical leave, without the written permission of the

Employer.

The parties agree that if an Arbitrator should find that any employee so affected

violated any of the foregoing rules he shall have no power to amend the penalty imposed.


9.08 The following conduct on the part of an employee may be cause for progressive

discipline up to and including discharge from the employment of the Company:

1. Providing or using incorrect personal information and identification documents.

2. Being under the influence of alcohol or drugs while on duty.

3. Harassment of any kind what-so-ever.

4. Opening desks, file cabinets, lockers, refrigerators, etc., m your place of

employment for ANY reason.

Note: This is private property.

5. Removing anything from your place of work, regardless of where you may find it,

even if it is in a wastebasket, garbage can or bag, without written authorization from

Management.

6. Failure to report to your Supervisor any breakage or damage of client's property

immediately.

7. Failure to sign-in or -out with your signature, or go sign-in or -out showing time

other than the exact time of signing.

8. Failure to inform your Supervisor ofyour intention to take time-off[at least two (2)

hours prior to beginning of your shift].

9. Making long distance telephone calls from client's offices. The cost of these calls

will be deducted from your final pay cheque.

10. Eating food or drinking beverages that belong to the client unless authorized.

11. Sleeping on the job during working-hours.

12. Leaving your job site before your scheduled shift end without permission from

Management.


13. Smoking in a Non-Smoking area.

14. Solicitation or performance of work not authorized by Sanitary Maintenance

Systems.

15. Contacting a client to discuss a personal or performance issue.

16. Entering an unauthorized area.

17. Leaving any door or areas unsecured. Even while you are working the doors must

be kept locked at all times.

18. Permitting access to ANYONE to any and all areas ofthe workplace.

19. Falsification of time records.

20. Theft of the property of the Employer, fellow employee, or clients/tenants.

ARTICLE 10- ARBITRATION

10.01 In the event that a Grievance is not settled at the 3rd Step of the Grievance

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

allegation to arbitration. The notice shall contain the name of the party's appointee to an

Arbitration Board and shall be delivered to the other within five (5) working-days of the reply

under Step 3. The recipient party shall, within five (5) working-days, advise the other of the name

of its appointee to the Arbitration Board.

10.02 The two (2) appointees so selected shall, within fifteen (15) working-days of the

appointment of the second of them, or at a time mutually agreed upon, appoint a third person who

shall be the Chairman. If the recipient party fails to appoint an Arbitrator, or if the two (2)

appointees fail to agree upon a Chairman, within the time limited, the appointment shall be made

by the Minister of Labour upon the request of either party. The Arbitration Board shall hear and

determine the difference or allegation and shall issue a decision and the decision shall be final and

binding upon the parties and upon any employee affected by it. The decision of a majority shall

be the decision ofthe Arbitration Board, but if there is no majority, the decision ofthe Chairman

shall govern.


10.03 No person may be appointed as an Arbitrator who has been involved in an attempt

to negotiate or settle the grievance.

10.04 Each of the parties hereto will bear the expense of an Arbitrator appointed by it,

and the parties will jointly share the expenses of the Chairman of the Arbitration Board, if any.

10.05 The Union and the Employer acknowledge the applicability of s.49 of the Labour

Relations Act as more particularly set out in that Act, with respect to the appointment of a single

Arbitrator by the Minister.

ARTICLE 11 - SENIORITY

11.01 (a) In cases of lay-off or permanent reduction of the workforce, or recall from lay-off,

the employee with the greatest seniority provided that he/she has the skill and

ability to perform the required work, shall be the last to be laid-off and conversely

the first to be recalled from lay-off.

(b) In cases of applications for promotion or transfer, where two (2) or more employees

are relatively equal in skill and ability, the employee with the greatest seniority

shall be given the promotion or transfer.

11.02 The Employer shall maintain a seniority list showing the date upon which each

employee's service commenced. Where two (2) or more employees commenced work on the same

day, preference shall be in accordance with the date of application for employment. An up-to-date

seniority list shall be sent to the Union and posted on all bulletin boards yearly.

11.03 A newly hired employee shall be on probation only for the first forty-five ( 45) days

worked of his/her employment.

After completion of the probationary period, seniority shall be effective from the

original date of employment.

11.04 An employee will lose his/her seniority and will be considered to have terminated

employment for any of the following:


a) ifthe employee quits;

b) if the employee is discharged and such discharge is not reversed through the

Grievance Procedure;

c) if the employee is laid-off and fails to return to work within five (5)

working-days after he/she has been notified to do so by Registered Mail to

the employee's last known address;

d) if he/she overstays a leave of absence without just cause;

e) if the employee is absent from work for two (2) consecutive days without

notifying the Employer of reason for the absence;

f) if the employee has been on lay-off or not performed work for a period of

one (1) year or length of seniority, whichever is shorter.

In the event an unexpected accident, occurrence or illness prevents the employee

from advising the Employer immediately, the employee must do so as soon as possible, and must

supply a medical certificate where requested.

11.05 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 of the bargaining unit, he/she

shall retain his/her seniority accumulated up to the date of leaving the unit, but will not accumulate

any further seniority.

Such employee shall have the right to return to a position in the bargaining unit

during his/her trial period.

11.06 In assigning work areas, shifts and days-off, the Employer shall give preference to

employees having the greatest seniority providing they have the skill and ability to perform the

required work.


11.07 An employee who has been absent from work for a period of twelve (12) months

due to an injury for which he/she receives compensation under the Workplace Safety and Insurance

Act shall not be entitled to exercise seniority for the purpose of floor selection upon his/her return.

ARTICLE 12 -LEAVE OF ABSENCE

12.01 a) Leave of Absence and any employee who has more than two (2) weeks' vacation

entitlement- BETWEEN JUNE 15th -LABOUR DAY WEEKEND.

It is agreed and understood that the above applies to employee(s) going out ofthe

country. Proof may be requested by the Employer to substantiate the reason for the

Leave of Absence.

i) employees may be entitled to SIX ( 6) weeks Leave of Absence in

conjunction with vacation entitled during the above-mentioned time period,

every four ( 4) years.

ii) requests for Leave of Absence to be submitted by January 1st to February

15th of each year and Company to respond by the end ofF ebruary.

iii) should there be a dispute for the same time period off for Leave of Absence,

seniority shall govern.

iv) Leave of Absence - other than between June 15 and Labour Day weekend

will be dealt with on an individual basis.

v) again, should a dispute arise for the same time period off, item iii) shall

apply.

vi) Leave of Absence in conjunction with vacation entitlement in cases of

emergency will be dealt with when they arise. The Employer may request

proof to verify the nature of the emergency.

An employee returning from such leave shall be placed in his or her former

job, shift and floor, if applicable.


b) It is agreed and understood that during the PEAK PERIOD - JUNE 15th -

LABOUR DAY WEEKEND -

i) only ten (10) light-duty cleaners from First Canadian Place will be

allowed off at the same time. This applies for both Leaves of

Absence and vacation time-off as outlined in Article 17- sub clause

17.02.

ii) only four (4) light-duty cleaners from the Exchange Tower will be

allowed off at the same time. This applies for both Leaves of

Absence and vacation time-off as outlined in Article 17 - sub clause

17.02.

iii) Day Staff and heavy-duty cleaners: - vacation time-off and Leaves

of Absence will be dealt with on an individual basis; since there

were no problems regarding these matters in the past.

Special Leave

12.02 Employees shall be allowed Leave of Absence with pay and without loss of

seniority and benefits for the following reasons:

*

Birth of male employee's child

Formal hearing to become a Canadian Citizen

Moving employee's household *

The Company may require proof of move.

MATERNITY LEAVE/PATERNITY LEAVE

1 day

1 day

1 day per year

12.03 Maternity leave shall cover a period up to one (1) year before and/or after the birth

of a child as per the Employment Standards Act. An employee on maternity leave shall accumulate

seniority for a maximum of twelve (12) months or as per legislation, whichever is greater.


Where a doctor's certificate is provided stating that a longer period is required for

health reasons, an extension of up to a maximum of one (1) additional year shall be allowed.

An employee returning from maternity leave shall be placed in her former job, shift,

and floor, if available.

ARTICLE 13 -HEALTH AND SAFETY

13.01 The Employer and the Union agree to co-operate in matters pertaining to the health

and safety of employees during the hours of employment. The Employer shall provide a safe and

healthy working environment.

13.02 The Employer agrees to the formation of a Safety Committee under the

Occupational Health and Safety Act (Bill 70).

The members of this Committee will operate m accordance with the Act in

association with the Company's representatives.

13.03 When requested in writing, the Employer shall provide the Union with written

information to which it has access, which identifies the products and physical hazards associated

with the work environment.

The Union shall inform the Employer immediately of any information it obtains

identifying any physical hazard associated with any cleaning product or material used.

13.04 The Employer shall endeavour to obtain permission for the Union's access to the

premises where necessary for inspecting or investigating any suspected potential physical hazard,

subject to the security requirements of the building.

13.05 An employee who is injured during working-hours, and is required to leave for

treatment or is sent home as a result of such injury, shall receive payment for the remainder of the

shift at his/her regular rate-of-pay, unless a doctor or nurse states that the employee is fit for further

work on that shift. As of date of ratification, the Employer shall send to the Union, photo stat

copies of "Form 7 A" sent by Management to WSIB re: work-related injuries or accidents.


13.06 Transportation to the nearest physician or hospital for employees requiring medical

care as a result of an accident shall be at the expense of the Employer.

13.07 The parties recognize that situations arise where areas to be cleaned are unlighted

due to First Canadian Place lighting policies. It is understood that cleaners in such a situation

should call the numbers as listed on each cleaner's cart to contact the supervisor who can remedy

the situation. Instruction about this procedure will be posted in each cleaner's janitor room.

13.08 The Employer will ensure that a supervisor is assigned responsibility during the

evening and night hours for handling of health and safety matters, as well as grievances.

ARTICLE 14- TEMPORARY TRANSFERS

14.01 An employee temporarily assigned, for the convenience of the Employer, to another

classification shall be paid the higher of the rate for his/her regular classification or the

classification to which he/she is temporarily transferred.

ARTICLE 15- HOURS-OF-WORK AND OVERTIME

15.01 Overtime at the rate of time and one-half ( 1 Yz) shall be paid for all hours worked in

excess of the regular weekly schedule, Monday-Friday. Should a pay period end date fall during

mid-week, employees who work overtime shall be paid at the regular hourly rate for overtime

hours on that pay period and should they be entitled to time and half the half-time owed will be

paid on the following pay period.

15.02 The Employer agrees to continue its present practice with respect to breaks for

employees who work a five (5) hour shift.

15.03 Employees working an eight (8) hour day shall receive a half (Yz) hour lunch break

and two (2) fifteen (15) minute paid breaks.

15.04 Saturdays and Sundays shall be the employees regular days-off. Time and one-half

(1 Yz) shall be paid for all hours worked on Saturdays and Sundays, excepting where five (5) day

weekly work schedules include Saturdays and Sundays.


15.05 There shall be no pyramiding of overtime rates under the Articles of this

Agreement.

15.06 a) The Employer shall have the right to schedule overtime when it is required.

However, the Employer will allow any reasonable request from an employee to be

excused from overtime work on any particular occasion.

b) Overtime work shall be distributed equitably among seniority employees. An

employee who declines an opportunity to work overtime on any particular occasion

will be deemed to have worked such overtime for the purposes of this Article 15.06

(b). The Employer shall post the overtime list on the bulletin board on a weekly

basis.

c) In the case of emergency or urgent circumstance, the Company must be able to

respond to the needs of its clients, therefore, the following terms are necessary to

ensure that required overtime is adequately staffed:

i) Overtime is required in the following cases:

Emergency spill or flood/leak - response is required.

Other emergency situations as directed by Building Manager.

ii) In the event of insufficient number of volunteers or shortage of regular staff

for emergencies, outside employees can be assigned in resolving the crisis.

15.07 Employees will be paid to the quarter (Y-1) hour.

15.08 The Employer agrees no partial reduction of hours below the current hours of an

employee per shift shall be instituted. In the event of a shortage of work, the provisions oflay-off

shall be implemented.


ARTICLE 16 - PAID HOLIDAYS

16.01 The Employer agrees that the following days will be recognized as holidays to be

paid for on the basis of the employees' straight-time hourly rate multiplied by the number of hours

the employee would have normally worked on such day:

New Year's Day

Family Day

Good Friday

Victoria Day

Canada Day

August Civic Holiday

or days celebrated in lieu thereof.

Labour Day

Thanksgiving Day

Christmas Day

Boxing Day

Employee's Birthday

In the event Heritage Day is proclaimed, such a day will henceforth be recognized

as an additional Holiday.

To qualify for holiday pay, the employee shall work his/her scheduled working-day

immediately prior to and his/her scheduled working-day immediately following the holiday. An

employee who is absent on one (1) only of the qualifying days because of lay-off, death leave,

hospitalization, injury or illness, for not more than six ( 6) consecutive working-days before or after

such holiday, shall still qualify for Holiday pay and if requested shall provide a doctor's note.

In case of an illness the employee must provide a medical certificate. The medical

certificate must be presented upon the employee's return to work date in order to receive holiday

pay.

Excessive absenteeism may result in disciplinary action.

16.02 Should any employee be required to work on a Statutory Holiday as stated above

he/she shall receive one and one-half (1 Yz) times his/her regular rate plus his/her holiday pay, or

one-half (Yz) times his/her regular rate plus a day in lieu with pay plus his/her holiday pay.

16.03 Holiday pay shall be payable to all seniority employees.

GD1 Services (Canada) LP First Canadian Place and Exchange Tower (2016-2018) Page 19

16.04 In the event of a holiday, as specified in this Article, falling within an employee's

vacation period, the Employer has the choice of either:

a) extending the vacation period by one (1) working- day with pay; or

b) paying an extra day's vacation pay.

In either case, the rate-of-pay will be the same as that used in calculating an

employee's holiday pay.

16.05 Christmas Eve and New Years Eve

On the last scheduled working-day before Christmas and New Year's Eve, the

Employer will endeavour to allow employees to leave early with no loss of pay as per present

practice. All the cleaning requirements of the building must be completed and the supervisor must

approve when the employees can leave.

It is understood that this arrangement is subject to the cleaning requirements of the

building and may involve a mutually agreed-on re-scheduling of the work-day.

16.06 Should any ofthe Paid Holidays fall on a week-end, the following is understood-

-Saturday Friday-off

-Sunday Monday-off.

ARTICLE 17 - VACATIONS

17.01

a)

An employee who has:

one (1) year or more continuous service but less than four ( 4) years of continuous

service with the Employer shall receive two (2) weeks' vacation per year with pay

equal to four percent (4%) of the employee's total wages in the previous year;

b) four ( 4) years or more continuous service but less than eight (8) years of continuous

service with the Employer shall receive three (3) weeks' vacation per year with pay

equal to six percent (6%) of the employee's total wages in the previous year;


c) eight (8) years or more continuous service but less than twenty (20) years of

continuous service with the Employer shall receive four (4) weeks' vacation per

year with pay equal to eight percent (8%) of the employee's total wages in the

previOus year.

d) twenty (20) years or more continuous service with the Employer shall receive five

( 5) weeks' vacation per year with pay equal to ten percent (1 0%) of the employee's

total wages in the previous year.

17.02 PEAK PERIOD (.June 15111 to p t week of Septembet·)

a) All vacation requests during the PEAK PERIOD are to be submitted in

writing by March 1st each year.

b) The Company shall respond to all requests by March 15111, in writing.

c) Vacation time-off during PEAK PERIOD is limited to two (2) weeks.

d) Should a dispute arise for the same time period off, seniority shall govern.

e) The number of employees off at the same time shall be same as described

in sub clause 12.01 b) i), ii) and iii).

NON-PEAK PERIOD (2"d week of September to .June 15111)

a) All vacation requests are to be submitted in writing thirty (30) days

in advance of intended time-off.

b) Company to respond to all requests in writing within two (2) weeks.

c) Should a dispute arise for the same time period off, seniority shall

govern.

17.03 Vacation pay shall be paid prior to going on vacation or the 1st pay period of June

and December of each year, by separate cheque.


ARTICLE 18 -REPORTING TIME

18.01 An employee who is sent home due to lack-of-work shall receive a minimum of

four ( 4) hours pay for his/her scheduled shift.

ARTICLE 19- DEATH LEAVE ALLOWANCE

19.01 Seniority employees shall be entitled to receive three (3) paid days leave in the

event ofthe death of an employee's grandparent, grandchild, parent, spouse, brother or sister, child,

mother-in-law or father-in-law.

Notwithstanding the above, an employee shall receive four (4) days with pay for

spouse, child or parent, if they attend the funeral.

There will be one (1) day's leave in the event ofthe death ofthe employee's sister

in-law or brother-in-law.

The Employer may request acceptable proof to substantiate the employee's claim

(i.e. death certificate).

ARTICLE 20 - SICK LEAVE

20.01 Employees hired prior to the ratification date (April21/01), after six (6) months of

employment, each employee will accrue sick leave at the rate of one ( 1) day per month, provided

they have worked no less than fifteen ( 15) working -days in such month. Absences due to Statutory

Holidays, jury duty, and bereavement leave and 12.02 shall be excluded for the purposes of this

calculation.

The fifteen (15) day qualifier is waived if not satisfied in any given month. If

monies are outstanding, as result, they will be deducted from the final pay.

If sick day not paid on the pay period due, the Employer shall make payment within

forty-eight ( 48) hours, by separate cheque.


20.02 Absence from work due to illness will be paid by the Employer at the rate of eighty-

five percent (85%) of the employee's regular day's wages as of January 1, 2014, provided the

employee has accrued sick days. It is understood that absence from, or, for any reason, will be

considered a sick day.

Absenteeism will be reviewed monthly and dealt with accordingly.

20.03 At the end of May and November of each year, the Employer will pay the unused

balance of sick leave accrued in the preceding six ( 6) months at the rate of one hundred percent

(100%) ofthe employee's regular day's wages during such six (6) months.

20.04 Any employee claiming any paid sick leave must inform the Employer on the first

day of any absence prior to starting time, or such paid sick leave is not available.

Any employee not coming in to work must notify the office at least two (2) hours

prior to the start of the shift.

20.05 Any employee who is off on sick leave shall:

1) Upon returning to work within a one (1) year period or length of service,

whichever is shorter, such employee shall be returned to his/her former floor

and duties.

2) Employees with up to two (2) years of seniority or more, who are off for more

than one ( 1) year as a result of sick leave shall be treated the same as an

employee who takes an "Extended Leave (12.01)" for a further twelve (12)

month period or length of service, whichever is shorter.

Upon expiration of the above time limits, such employee's name shall be deleted

from the seniority list.

20.06 For new hires after date of ratification (April 21/01), the Company agrees to fund a

Short-Term Disability Plan. The purpose of the benefit is to provide income replacement in the

event of non-occupational illness or accident. The plan shall be registered with the Employment

GDJ Services (Canada) LP First Canadian Place and Exchange To·wer (2016-2018) Page 23

Insurance Commission and shall comply with the standards set out by the Commission for Short

Term Disability Plans.

(a) In the event an employee is off work due to illness, an employee must notify

the Employer within four (4) hours before the start of his/her shift.

(b) Notify the Employer at least one (1) day in advance of his/her return to

work; and

(c) Provide a doctor's note or certificate of proof of illness.

The benefit shall be as follows:

a) Eligibility:

An employee will be eligible for the benefit upon completion of their

probationary period or the first of the month following completion of three

(3) months of service and must be regularly scheduled to work twenty-four

(24) hours per week or more.

An employee shall be eligible for Short-Term Disability benefits if he/she

is prevented from performing his/her normal duties by personal sickness or

injury for which Workers' Compensation is not payable. In order to qualify

for the plan, an employee must:

i) notify the Employer within one ( 1) hour before the start of his/her

shift of his/her intention to claim sick leave;

ii) notify the Employer at least one (1) day in advance ofhis/her return

to work; and

iii) provide an acceptable certificate of proof of illness.


b) Waiting Period:

Non-occupational accident/hospitalization:

(no waiting period)

Non-occupational illness:

[three (3) day waiting period].

c) Benefit Level:

The employee shall recetve the equivalent of sixty-six and two-thirds

percent ( 66 2/3%) of their regular wage for their normal scheduled hours,

up to the EI maximum.

d) Duration:

The plan will provide up to twenty-four (24) weeks coverage.

e) Reinstatement of Benefits:

Should an employee exhaust the twenty-four (24) week benefit and return

to active employment, one of the following scenarios shall apply:

i) in the event of a reoccurrence of the same illness or injury, they shall

be eligible for full benefits as described above after having been at

work for a continuous period of three (3) months; or

ii) in the event of a different illness or injury, they shall be eligible for

full benefits after having been at work for a continuous period of

one ( 1) month.

Premium Reduction

In the event that any fully paid Company premmms for any benefits are

subsequently reduced and/or eliminated for any reasons, such premium reduction

and/or elimination shall be the sole property of the Company.


An employee who incurs an injury during his/her working hours, and is required to

leave for treatment at a hospital or doctor as a result of such injury shall receive

payment for the remainder of the shift at his/her regular rate-of-pay.

Transportation to the nearest hospital for employees requiring medical care as a

result of an accident shall be at the expense of the Employer.

a) If repeated absences interfere with an employee's work, or the work of

his/her fellow employees, or hinder the employee's performance of his/her

contractual obligations, the Employer will give the employee a written

warning so that he/she may have the opportunity to improve his/her

attendance;

b) The Employer may in the case of excessive absence due to illness request a

medical certificate by another physician, agreeable to both parties, to

determine if medical treatment may be necessary;

c) If an employee, following a written warning does not improve his/her

attendance, he/she may be suspended pending an investigation by the

Employer of his/her fitness and capability to perform his/her duties;

d) In cases where it is found that an employee is unsuitable, his/her

employment may be terminated.

The above procedure shall be subject to the Grievance Procedure.

Current employees to signify their intent within two (2) months of ratification

whether they wish to continue with the current SICK LEAVE or switch over to the S.T.D. Plan.

ARTICLE 21 -JURY DUTY

21.01 Any employee called for jury duty or subpoenaed as a witness shall be reimbursed

by the Employer for the difference between jury or witness fees and the wages he/she would have

otherwise received.


This clause does not apply to employees subpoenaed by the Union.

ARTICLE 22 -JOB POSTING

22.01 When a job vacancy occurs or when a new position is created, the Employer shall

post notice of the position on designated bulletin boards for a minimum period of three (3)

working-days.

Such notice shall contain the following information:

Nature of position, qualifications required, location

(Including floor, where applicable) and wages.

When an employee successfully applies for a lateral transfer, the employee will be

given a two (2) week trial period to determine if the employee qualifies for the position. If the

employee does not qualify, the employee will return to the employee's previous job and the next

employee that qualified for the position will be given the opportunity. Employees who keep the

position shall jot be permitted to apply for another lateral transfer for a period of twelve (12)

months from the date of transfer.

22.02

Employees must be actively employed to apply for a job vacancy.

i) The posting shall be posted in English and the majority of the 2nd language.

ii) If, a posting is granted and the duration of the shift changes from its original

posting, then the job should be re-posted.

iii) Anticipated temporary vacancies of one ( 1) month or longer on the day shift

shall be posted.

JOB CLASSIFICATION

The Employer reserves the right to create additional and/or new classifications as

it may from time-to-time deem essential to its efficient operation. The wage rate for such changes

shall be negotiated between the parties.


The Employer will attempt to distribute workload equitably.

ARTICLE 23 - UNIFORMS

23.01 The Employer will supply each employee with a sufficient uniform once per year.

The uniform shall include smocks, shirts and trousers, where applicable for indoor work.

Employees shall be responsible for the maintenance of their uniforms, except as set

out in this Article.

23.02 The Employer will provide one (1) ski-doo suit, one (1) parka, lined boots and

gloves for employees required to do outdoor work. The Employer will pay for the cost of annual

cleaning of the ski-doo suit and parka.

23.03 The employee shall not remove the aforementioned from the premises except for

cleaning purposes.

23.04 The Employer will provide non-disposable rubber gloves as required.

ARTICLE 24 - WAGES

24.01 The rates-of-pay under this Agreement shall be as follows:

Effective Effective Effective Jan. 1116 Jan. 1117 Jan. l/18

Light Duty Cleaner $14.45 $14.75 $15.05

Heavy Duty Cleaner $15.52 $15.82 $16.12

Window Cleaner $15.95 $16.25 $16.55

Students $12.35 $12.65 $12.95

(as defined in ARTICLE 1.03)

Probationary employees shall be paid seventy-five cents ($0.75) per hour less than

the rate for their classification.

PAYROLL - employees to be paid bi-weekly, on Fridays as per present practice.

GDJ Services (Canada) LP Firs/ Canadian Place and Exchange Tower (2016-2018) Page 28

ARTICLE 25 -HEALTH & WELFARE

25.01 Full time Benefits

The Employer shall contribute as listed below for those employees who have

completed probation, into the Labourers' Local183 Industrial Benefit Fund, jointly

administered by an equal number of Employer and Union Trustees, for the purpose

of purchasing major medical, life insurance and dental.

EtJective .Jan.l/16

$215.00

Effective Jan.l/17

$220.00

Effective .Jan.l/18

$225.00

plus applicable taxes.

The Employer shall remit the contributions referred to above not later than the

fifteenth (15th) day of the month prior to benefit coverage taking effect. [May benefit coverage

requires April fifteenth (15th) remittances based on March work-month.]

ARTICLE 26 -PREMIUM PAY

26.01 The following shall be special premiums under this Agreement, payable for each

hour worked, to employees when they are assigned to the duties hereinafter listed.

These premiums are to be combined with the Heavy Duty Cleaner rate.

Effective Jan.l/16

Snow Removal & Salting $3.35/hour

Garage Cleaner (evening or over-night shift) $1.00 per hour

Stripper/Waxer $0.25 per hour

Construction Clean-Up $0.70 per hour

[for all hours spent in construction cleaning, hauling construction materials

(i.e.) drywall, studs, construction skids]

GDJ Services (Canada) LP First Canadian Place and Exchange Tm11er (2016-2018) Page 29

Night Shift -seventy five cents per hour ($0.75/hour) for the shift that works from 11:00 p.m.

to 7:00a.m.

ARTICLE 27- CARPET CLEANING

27.01 Carpet cleaning (outside the normal working-hours) shall not be considered pati of

the regular Heavy-Duty Cleaners' duties, and will be done on a voluntary basis.

27.02 1) A job classification of "Carpet Cleaner" is hereby established. The Employer

agrees to post job vacancies for "Carpet Cleaner" in accordance with the job posting

seniority provisions of the Collective Agreement. It is agreed that if there are

insufficient volunteers from the bargaining unit, a special crew may be hired by the

Employer from outside the bargaining unit.

An employee who successfully applies for such posting is entitled to return to

his/her former position, at his/her request, during the first thirty (30) days in the

new position.

2) The rate-of-pay for "Carpet Cleaner" hereby established at $0.0041 per square foot

of carpet. Effective Jan.1/11 the rate increases to $0.0042 and effective Jan.l/12

the rate increases to $0.0043.

3) Article 15.01 (daily overtime) the Collective Agreement does not apply to "Carpet

Cleaner" .

4) Union dues shall be calculated on the basis of the "Heavy-Duty Cleaner" rate and

applied to forty ( 40) hour work week.

5) It is agreed that a "Carpet Cleaner" is responsible for regular rotary carpet cleaning

of "traffic areas" only, including the "traffic area" in small offices. Twice a year,

such employees shall also be responsible for wall-to-wall steam cleaning of carpets.

It is expected that a "Carpet Cleaner" will normally be able to rotary clean at least

one (1) floor per shift.


6) The "Carpet Cleaner" rate is based on a reasonable standard of satisfactory

workmanship. When a "Carpet Cleaner" does not complete all work in accordance

with such standard, and such sub-standard work is within the worker's control, the

Employer may require the worker to repeat the sub-standard work, without

compensation. The Employer will exercise its discretion in a reasonable and non

discriminatory manner.

7) The Employer agrees that inspections will be conducted on a daily basis by

supervisory staff and that all sub-standard work will be brought to the attention of

a "Carpet Cleaner" before the completion of the shift or within one (1) day

following completion.

8) In the event that a "Carpet Cleaner" is working on a significantly difficult stain area,

he/she shall point out such area to a supervisor for his/her instructions.

Where the concern is a legitimate one, the Supervisor shall instruct the employee

to disregard the area or grant additional compensation.

9) The Employer agrees to provide the Union with a listing of the square footage of

carpet on each floor. If the Union has any concerns with respect to the accuracy of

the figures given by the Employer, Union Representatives may make arrangements

with the Employer to take their own measurements of the square footage.

1 0) A "Carpet Cleaner" will be required to punch a time card at the beginning and

completion of his/her shift.

11) The rate provided for temporary assignments of employees other than those

classified as "Carpet Cleaner" shall be at time and one-half (l V2) the heavy duty

cleaner's rate.

ARTICLE 28- JOINT COMMITTEE

28.01 The parties agree to establish a joint committee composed of no more than three (3)

representatives of either party, which committee will meet at either party's request at reasonable


intervals, for the purpose of reviewing work assignments and the reasonableness of workloads.

This provision is subject to Article 4.

ARTICLE 29- TERM OF AGREEMENT

29.0 l This Agreement shall be binding and remain in effect from January P 1, 2016 to

December 31st, 2018, and from year-to-year thereafter unless either party gives the other notice in

writing within ninety (90) days prior to the expiry date of the contract that it desires to terminate

or amend its provisions.

ARTICLE 30- RETIREMENT FUND

30.01 Retirement Fund:

The Employer agrees to contribute three cents ($0.03) as of January 1, 2015 per

hour for each employee covered by this Agreement and remit into the Local 183 Retiree Benefit

Trust Fund for the purpose of purchasing benefits as contemplated by the Agreement and Trust

establishing the said Retiree Benefit Fund as follows:

The Employer shall remit the deducted contributions to the Retiree Benefit Fund

monthly, together with a duly completed Employer's Report Form by the fifteenth (151h) day of

the month following the month for which the payment is due.

Where notice to amend the Agreement is given, the provisions of this Agreement

shall continue in force until a new Agreement is signed, or the right to strike or lock-out accrues,

whichever tirst occurs.

Dntcd at Toronto this ! l. 1'day of ');~pi\ v,__\)<. j-· 2016.

c;[)J SeJTiCr!.\' (( 'wwdui I/' First C 'wwdiun 1'/uce unci 1:\clwngc i(n, ('/' 1 _'()I {>-}0 /8) /'uge 3::

Documents

THIS AGREEMENT made and entered into this of April ... AGREEMENT made and entered into this 23rd of April, 2016 BETWEEN: GDI SERVICES (CANADA) LP (First Canadian Place and Exchange