COLLECTIVE AGREEMENT

Between

Catalyst Changers Inc

Ontario Division

Hereinafter referred to as the

"Employer" And the

INTERNATIONAL BROTHERHOOD OF BOILERMAKERS,

IRON SHIP BUILDERS, BLACKSMITHS, FORGERS AND HELPERS

LOCAL 128

Hereinafter referred to as the "Union"

July 15, 2020- July 15, 2021

Table of Contents RECOGNITION ••••••••••••••••••••••••••••••••••••••••••••••••.••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••• 3

SCOPE ••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••.•••••••.••••••••••••••••••••••••••••••••••••• 3

UNION SECURITY ............................................................................................................................... 3

MANAGEMENT RIGHTS ...................................................................................................................... 4

SENIORITY •••••••••..•••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••• 5

REPRESENTATION AND ACCESS TO JOBS ••••..••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••• 6

GRIEVANCE PROCEDURE AND ARBITRATION ...................................................................................... 6

HOURS OF WORK ............................................................................................................................... 7

CALL IN TIME ..................................................................................................................................... 7

RATES OF WAGES, CLASSIFICATIONS & PAYDAY .................................................................................. 8

OVERTIME ......................................................................................................................................... S

HOLIDAYS .......................................................................................................................................... 9

VACATIONS ........................................................................................................................................ 9

HEALTH AND WELFARE & RRSP .......................................................................................................... 9

BEREAVEMENT PAY ••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••.••••••••••••••••••••••••••••••••••••• 9

PROTECTIVE CLOTHING ...................................................................................................................... 7

EXPENSE AND TRAVEL ...................................................................................................................... 10

RESERVIST LEAVE ............................................................................................................................. 10

ALCOHOL AND DRUG TESTING •••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••.•••••••••••••••••••••••••••••••••••• 11

OUT OF TOWN WORK ...................................................................................................................... 11

NO STRIKE NO LOCKOUT .................................................................................................................. 11

DURATION AND RENEWAL OF AGREEMENT ...................................................................................... 11

APPENDIX II A" ................................................................................................................................. A1

COMPETANCY FOR CLASSIFICATIONS ............................................................................................... A1

LETTER OF UNDERSTANDING #1 •••••••••••••••••••••.•••••.••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••• B1

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ARTICLE 1: RECOGNITION

The Employer recognizes and agrees that the Union is the sole bargaining agent for the employees

(see Classifications in Appendix A), employed within the scope of the work save and except

managers, supervisors, office staff, engineers, health and safety and environmental personnel and

timekeepers of the Employer employed at Catalyst Changers, within the Province of Ontario.

ARTICLE 2: SCOPE

a) The Agreement shall apply in respect to all catalyst work performed by the Employer.

b) This Agreement shall cover all areas of work except that which falls within the scope of the

field of Boilermakers' jurisdiction. For example, on Building Trades jobs, the opening and

closing of towers, vessels and any other work which has been traditionally done by Field

Boilermakers in any respective area.

ARTICLE 3: UNION SECURITY

a} The Employer agrees to employ as employees, members of the Union in good standing in the

performance of all work within the scope of this Agreement. The Employer will deduct from

the first pay period of each month union dues from all employees engaged in work coming

within the scope of this Agreement; also, initiation fees, or re-instatements covering new

employees and promptly remit same together with a list of names of the employees, whose union dues, initiation fees or reinstatements are so deducted, to the Secretary-Treasurer of

Local 128. The Employer shall also deduct one half of one percent (1/2%} (Shop Dues

Assessment} of the gross hourly wage to be deducted weekly and submitted monthly along

with the monthly dues. Employees shall be required to sign a consent form stating they are responsible for these deductions.

b) The union dues remissions required shall be remitted not later than the 151h day.

c) The Employer shall be entitled to hire and train persons for work as Technicians or Trainees

although such persons may not at the time of hiring be members ofthe Union. The Technician shall be initiated into the Union after a probationary period of one thousand (1000} hours has

been worked and all deductions under this Agreement shall apply.

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ARTICLE 4: MANAGEMENT RIGHTS

a) It is the Employer's right to operate and manage its business in all respects in accordance with responsibilities and commitments, the localities of jobs, the choice of equipment, the schedule of installations, the methods and means of installations and policies and procedures, which are solely and exclusively the responsibility of the Employer.

b) It is the exclusive function of the Employer to hire, promote, demote, transfer, suspend, layoff, discipline or discharge for just cause, employees in the bargaining unit. If the employee is terminated, the Employer will arrange and pay for fare to return the terminated employee home.

c) Notwithstanding any provisions of the collective agreement to the contrary, the Employer shall be permitted to transfer from any location, employees for the purpose of performing catalyst handling work. The Employer shall notify the local office of the Union of their presence on the job before commencing work.

d) NON-DISCRIMINATION

a. The Employer and the Union agree that no employee covered by this Agreement shall be discriminated against on the basis of race, colour, religious beliefs, gender, age, physical disability, mental disability, source of income, family status, sexual orientation, marital status, place of origin and ancestry.

b. The Parties agree that bullying, harassment, discrimination and violence are not tolerated in the workplace. Every reasonable effort will be taken to ensure no employee is subjected in any form. The Union will cooperate with the Employer to eliminate any form of bullying, harassment, discrimination and violence in the workplace as well as any disruptive, intimidating or unprofessional conduct.

c. An alleged violation of this Article shall be subject to the arbitration provisions of Article 7 Grievance Procedure and Arbitration.

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ARTICLE 5: SENIORITY

a} New employees shall have no seniority but upon completion of a probationary period, shall

then be established and dated back to the time of hiring.

b) Seniority shall be defined as length of continuous service from their most recent date of hire in the employment of the Employer; however, seniority in a classification for work call out

is subject to a rolling seniority system as set forth in Appendix B.

c) For work within Canada, employees who have completed their probationary period will have seniority over temporary foreign workers in the same classification.

d) If two {2} employees have the same seniority date in a classification for layoff or recall, then

ability shall govern.

e) Employees laid off shall retain their seniority for six {6} months of continuous absence except

for that which is outlined in S{f). Employees who fail to contact the Employer as described

below and have exceeded the six {6) month absence criteria, shall lose their seniority with Catalyst Changers. A laid off worker must notify the Employer within twenty-four {24) hours

of receiving notice then shall have twenty-four {24} hours from receipt of said notice to return

to work. In the event that the employee does not meet the above time limits, he/she shall have been deemed to have refused the employment opportunity and the Employer can

proceed to fill the position.

f) An employee will not suffer loss of seniority because of sickness, accident or authorized leave

of absence on union duty.

g) A seniority list shall be kept and posted every six (6) months. If no objection within seven (7)

days is made, the list will be confirmed as is. The Employers shall consult the Steward two (2)

days prior to the list being posted, to verify the content and shall be accompanied by the

official forms and include all employee's social insurance numbers.

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ARTICLE 6: REPRESENTATION AND ACCESS TO JOBS

a) Upon twenty-four (24) hours prior written notice, authorized representatives of the Union

shall have access to jobs where employees covered by this Agreement are employed and it

shall be the responsibility of the Employer to provide the authorized representative with such

access, subject to approval of owner or contractor. The Union recognizes that a large

percentage ofthe workers on jobs where the Employer is called upon to work are employed

by an owning company or by other contractors and the Union agrees that it will not use rights

of access provided by this Article to jeopardize the Employer's position on such jobs or to

interfere with the progress on the job. To this end, the Union agrees to limit contact on such

jobs to coffee and lunch breaks.

b) The Employer agrees to deal only with the accredited representatives of the Union. The

Employer recognizes the right ofthe Union to appoint Steward(s).

c) The Union will supply a letter to the Employer appointing a Steward, or notifying if a change

is to be made.

ARTICLE 7: GRIEVANCE PROCEDURE AND ARBITRATION

It is the mutual desire of the parties hereto that complaints of employees shall be adjusted as

quickly as possible and it is understood that an employee has no grievance until he has first given

his Foreman or supervision an opportunity to adjust his complaint.

If the employee so desires, he may request the assistance of his Steward in order to endeavor to

settle his complaint with his Foreman or supervision. Should the complaint of the employee not be satisfactorily adjusted within forty-eight {48) hours, it shall be reduced to writing and

submitted within ten (10) days and may then become subject for discussion as provided for in the

following paragraph.

If the employee so desires, he may request the assistance of his Steward in order to endeavor to

settle his complaint with his Project or Area Manager. Should the complaint of the employee not

be satisfactorily adjusted within forty-eight (48) hours, it shall be reduced to writing and

submitted within ten (10) days and may then become subject for discussion as provided for in the following paragraph.

The grievance shall then be discussed at a meeting between the Business Representative of the

Local Union and the Employer's General Manager.

If the grievance is not then settled to the satisfaction of both parties within ten (10) business days, then, at the request of either party to this agreement, it shall be referred to arbitration in

accordance with the Provincial Labour Relations Act.

If arbitration is to be invoked, the request for arbitration must be made within ten {10) days after

the meeting between the Business Representative and the Employer.

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ARTICLE 8: HOURS OF WORK

Eight (8) hours a day shall constitute a normal day's work Monday to Friday inclusive and forty (40) hours a normal week's work. Work hours may be changed by mutual consent of Employer and Union or as the project requires. Employees shall receive an equivalent of two {2) paid fifteen-minute breaks and a thirty (30} minute unpaid lunch during the course ofthe shift (e.g. for a shift from 7:30 am to 4:00pm, employee is paid 8 hours). If an employee works a shift which exceeds more than 10 hours in a day, s/he will be entitled to a second unpaid 30-minute eating period free from work. These eating periods will occur within five (5) consecutive hours worked in a row. If an employee works a twelve-hour shift, the thirty-minute lunch and both fifteen­minute breaks will be paid, but the second 30-minute eating period remains unpaid (e.g. for a shift from 7:30am to 8:00pm, employee is paid 12 hours). By mutual consent of Employer and

Union, the second unpaid 30-minute eating period can be waived (e.g. for a shift from 7:30am to 7:30pm, employee is paid 12 hours). For any shift of ten (10) hours or greater where an employee is not eligible for subsistence in accordance with Article 17, employee will be compensated for an additional thirty (30) minutes at the field rate. Overtime on such amount will be calculated In accordance with provincial laws. All employees are expected to be at their

report to location at the start of their scheduled shift. Preparation and clean up time shall be included in their scheduled shift time. Employees are allowed to leave site during an unpaid eating period but cannot be offsite for more than thirty (30) minutes.

ARTICLE 9: CALL IN TIME

a) There shall be a minimum of two (2) hours show up pay (excluding training, see 9{c)); however the minimum pay increases to a total of four {4) hours if an employee is asked to cease working after work has commenced and is willing to report to the shop for work, if any. 9(a) shall apply only when called in or reporting, not when an employee has already reported and has been sent to a different site.

b) When an employee is required to work out of town and is required to stay away from their normal residence and required to stay away from their job site, the affected employees shall be paid eight (8) hours per day at straight time at shop rate, excluding non-billable hours and training (stand down time). Stand down time applies to the Monday to Friday work week only, unless an employee begins working out of town on a partial week and is not notified more than seventy-two (72) hours in advance that Saturday and Sunday of the partial week will be uncompensated days off. The parties agree that employees who receive Saturday and/or Sunday stand down time due to the terms and conditions {T&Cs} of contracts signed with clients will continue to receive such as long as the T&C's are intact. This will be in addition to their normally provided daily per diem. This Article shall not apply to Plant and Provincial mandated scheduled days off. Out of town living costs, subsistence and accommodation shall apply as described in Article 17. In order for an employee to qualify they must be available and fit for duty for the entire shift in the judgement of management.

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ARTICLE 9: CALL IN TIME (Cont'd)

c) When an employee is required to take training for the Employer, the employee shall receive

his/her hourly shop rate for the time spent in said training.

d) When an employee is required to change from night shift to day shift, the employee will receive four (4) hours pay at field rate for the day the night shift ends, excluding moving from different client sites, and if hours separating shifts are greater than twelve (12) hours.

ARTICLE 10: RATES OF WAGES, CLASSIFICATION AND PAYDAY

Rates and wages and classification shall be in accordance with Appendix A, attached to and forming part of this Agreement. Ground travel time for travel outside a 75-kilometer radius of home shall consist of field rates for riders and drivers between destinations based on ninety (90) kilometers = one (1) hour only when billable to a client. Unbillable hours will follow applicable shop rates. Any hours spent on a ferry, without sleeping provisions, shall also be paid at shop rates. Air travel time shall be paid at shop rate between destinations at a flat rate of eight (8)

hours unless travel time exceeds fifteen (15) hours, at which point it will be paid at a flat rate of twelve (12) hours. Air travel time will be calculated as departure time to arrival time plus one {1) hour.

Drivers who are assigned to a vehicle shall be paid an additional one (1) hour per pay for the purpose of completing pre- and post-trip activities, as evidenced by properly completed paperwork.

ARTICLE 11: OVERTIME

Overtime work performed shall be paid for under the following provisions:

a) Monday to Friday after eight (8) hours, at time and a half (1 ~)

b) Saturday and Sunday at time and a half (1 ~)

c) If an employee is required by the Employer to return to work before an eight (8} hour break

between scheduled shifts occurs, he will be paid the applicable overtime rate.

d) Project supervision and personnel shall mutually decide on breaks and lunch periods -Typically a one (1) hour break for twelve (12) hours or two (2) thirty (30) minute breaks based on client requirements.

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ARTICLE 12: STATUTORY HOLIDAYS

a) If required to work a statutory holiday, the employee shall receive double (2x) the normal rate.

b) If any of the holidays fall on other than a working day, then the holiday will be celebrated on

what would be the preceding or following work day.

Holiday are designated as:

New Year's Day, Family Day, Good Friday, Victoria Day, Canada Day, Civic Holiday, Labour Day, Thanksgiving Day, Remembrance Day, Christmas Day, Boxing Day.

ARTICLE 13: VACATION PAY

All employees covered by this Agreement shall be entitled to and receive a combined rate of 10%

of gross regular wages earned on each pay cheque for Statutory Holidays and Vacation

Pay. Vacation pay is calculated as a percentage of regular wages for the year for which the vacation was earned with the EXCEPTION of the first year of employment where it will be

calculated on a prorated basis. Vacation/time-off requests must be submitted in a timely fashion

and are subject to job scheduling requirements/management approval.

ARTICLE 14: HEALTH AND WELFARE & RETIREMENT

Employer agrees to pay two dollars and twenty-five cents ($2.25) per hour worked into the

Boilermakers National Health and Welfare Plan. This money shall be paid for all hours worked in both The United States of America and Canada. Upon initial hire, a new employee will have to

work 500 hours before benefit contributions and RRSP contributions will be made on their behalf.

If a new employee is not yet initiated into the union when he reaches 500 hours, such

contributions will be banked until the employee has worked 1,000 hours, at which time contributions will be made on his behalf. Employees are eligible to participate in the Employer's

registered retirement savings plan (RRSP) with a matching company contribution of up to 3% of

eligible earnings in accordance with the terms ofthe plan.

ARTICLE 15: BEREAVEMENT LEAVE

In the event of a death of a member of an employee's immediate family, the employee will be allowed to have a maximum of three (3) days for the purpose of attending the funeral. Pay will

be as described in Appendix A hereto.

Immediate family shall be limited to: Mother, Father, Sister, Brother, Spouse, Child, Mother-In­

law, Father-In-Law and Grandparents. At the request of the Employer, proof of death is the responsibility ofthe employee.

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ARTICLE 16: PROTECTIVE CLOTHING

a) The Employer will supply at no cost to the employee all protective clothing to be used in the

performance of the work coming due under this Agreement.

b) Following one (1) year of service, a boot allowance of one hundred and fifty ($150.00) dollars

per year for C.S.A. approved safety boots. If an employee is terminated before he/she has

one (1) year of employment, the employer will deduct from the last pay a prorated amount

of five ($5.00) dollars per month worked toward their safety boots. If it is determined that on

a specific job, boots are ruined due to job conditions, the Employer will reimburse the

employee with an additional one hundred and fifty ($150.00) dollar boot allowance upon

proof of purchase of replacement boots.

ARTICLE 17: EXPENSE AND TRAVEL

All expenses should be reasonable and legitimate costs for lodging. Daily subsistence of fifty

dollars ($50.00CAD) shall be provided to the employee for every day worked, or reported for work

on a project, excluding camp jobs where meals are provided. If in camp, and a worker is required

to go pick up equipment travel somewhere to drop something off, and is unable to return to camp,

personnel will receive subsistence. Subsistence rates paid while working in the USA shall reflect

current agreements applicable in the US. The daily subsistence shall be deposited into the

employee's bank account with the employee's paycheck for the first two weeks of work out of

town and thereafter, shall be deposited into said employee's bank account with the employee's

paycheck.

When performing work out of town, if a project is scheduled for six (6) days or less, employees

will share a room. If a project is scheduled to exceed six (6) consecutive days and employees are

on opposite shifts, they will share a room. If a project is scheduled to exceed ten (10) consecutive

days and Employees are on the same shift, they will have a single room.

A 75-kilometer travel free zone shall exist around an employee's home location. Reasonable

reimbursement for travel expenses to employees living outside of the 75-kilometer travel free

zone will be provided for by the Employer.

ARTICLE 18: RESERVIST LEAVE

A reservist is a member of the serve force of the Canadian Forces as defined in the National

Defence Act (Canada).

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Under the Employment Standards Act, employees who are reservists are entitled to an unpaid,

job-protected leave of absence when deployed to an operation outside of Canada (including any

required pre- or post-deployment activities) or inside Canada to assist with an emergency.

In addition, a reservist will be entitled to unpaid leave of up to twenty {20) calendar days each

calendar year to participate in annual training.

Following a reservist leave of absence, employees who fail to report to work without giving a

justifiable reason acceptable to the Employer, will be deemed to have voluntarily quit.

ARTICLE 19: ALCOHOL AND DRUG TESTING

All employees employed by Catalyst Changers will be subject to the company's Alcohol and Drug

Policy, Fit for Duty and Medical Surveillance. All company operations are required to comply with

the policy in order to look after the best interests and safety of its employees.

ARTICLE 20: NOTICE OF OUT OF TOWN WORK

Unless in the case of a situation beyond the Employer's control, all employees affected by an out of town job shall be given forty-eight (48) hours' notice to get their affairs in order prior to

departure, if they are the initial employees called out for such job.

When the Employer has had more than three (3) days' notice of customer planned work, i.e.: shutdown etc., employees who do not receive one (1} days' notice shall be eligible for time and a

half for the first eight (8) hour shift worked.

ARTICLE 21: NO STRIKE NO LOCKOUT

The parties to this Agreement agree that during the life of this Agreement there will be no strikes

or lockouts.

ARTICLE 22: DURATION AND RENEWAL OF AGREEMENT

This Agreement shall become effective July 15, 2020 and shall remain in full force and effect until July 15, 2021 and from year to year thereafter unless either party to this Agreement desiring a change, modify or terminate this Agreement notifies the other party at least sixty (60) days prior to the expiration date of this Agreement or any extended term of this Agreement.

When such notification is given, this Agreement shall remain in effect while negotiations for further Agreement are being carried on or until a strike or lockout occurs.

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August 10, 2020

Any such notice shall be specific as to the sections of the Agreement to be affected

thereby, and negotiations shall be limited to such sections. In the event such notice is

given, the parties shall meet not later than fifteen {15} days after receipt of such notice,

and shall conclude negotiations without unnecessary delay.

Signature Page Collective Agreement

Between Catalyst Changers Ontario Division & Boilermakers Local128

Catalyst Changers Inc.

Ontario Division

Austin Kells Eastern Canada Director

Dated: _ _ ______ _

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International Brotherhood of

Boilermakers, Iron Ship Builders,

Blacksmiths, Forgers and Helpers

Local Lodge 128.

Sean Rea Industrial Business Representative

Appendix A

FIELD RATES EFFECTIVE: SHOP RATES EFFECTIVE: July 15, 2020 July 15, 2020

CLASSIFICATIONS RATE CLASSIFICATIONS RATE

Technician $22.06 Technician $17.65

In-Vessel Technician $26.66 In-Vessel Technician $21.33

Top Deck Supervisor $29.99 Top Deck Supervisor $24.00

Console Operator $33.33 Console Operator $26.66

Equipment Op. I $28.73 Equipment Op. I $22.98

Equipment Op. II $33.33 Equipment Op. II $26.66

EO Laborer $26.66 EO Laborer $21.33

Foreman $34.99 Foreman $27.99

NOTE: The above rate schedule shall be paid for all work performed in or out of the Province of Ontario.

Classification skills, abilities, responsibilities and requirements for each classification are to be posted.

Should the requirements of a classification not be met, the employee may be demoted to the applicable

classification.

Any employee currently being paid rates (Field and Shop) higher than the rates of their job classification

as of 7/15/2020 will be grandfathered at their current rates until such time as the applicable

classification rates exceed the grandfathered rates.

Experience and ability rated by management will determine the employee moving up to the next

classification.

An employee who has the necessary competencies and performs work under helmet in an inert

environment will receive a $10/hour helmet pay premium for the shift on which such duties are

performed, provided such pay will be adjusted during the term of this Agreement to be consistent with Employer's policy on helmet pay.

Al

COMPETENCIES FOR CLASSIFICATIONS

SBA/FIT TEST /FALL PRO Assist with Filling bags, bins, drums Dump chute

Assist with hooking up bags Fish tape/Air lance/Pri reformer Technician Screen Catalyst Open/Close & Fill bins (New Hire) Assist in rig in & set up Clean up

CSE work inside inert atmosphere Outside safety

Vacuum/Load material Helmet Training

Mechanical aptitude

HELMET TRAINED/HIGH ANGLE RESCUE/FIRST AID/H2S/FORK LIFT

CSE work inside inert atmosphere Outside safety

Vacuum/Load material Inside safety on multibed reactors In-Vessel Open up top trays Jack hammer fused catalyst Technician Mechanical aptitude All technicians' tasks listed above

Open/Close internal trays Minimum of 1000 field hours

Joins Union and becomes a dues paying member

HELMET TRAINED/HIGH ANGLE RESCUE/FIRST AID/H2S/TOP SUP. RESCUE LEADER

Rescue Leader All VET tasks listed above Top Deck Organize/control all CSE All technician tasks listed above Supervisor Communicate information to entrants Ensure all entries meet SOP

Rig in & set up l/S and rescue equip. Supervise all activities on top deck

Gas test atmosphere Pass Top Supervisor course

Demonstrate ability to above items

CONSOLE OPERATOR

All Technician tasks listed above Ensure all entries meet SOP Console All VET tasks listed above Knowledgeable in camera operation Operator Able to read blue prints Knowledgeable in gas detection

Pass Console Operators Course Ability to read vessel drawings

Demonstrate ability to above items Coordinate vessel and ground activities

CONSOLE OPERATOR

All Technician tasks listed above Ensure all entries meet SOP FOREMAN All VET tasks listed above Knowledgeable in camera operation

Able to read blue prints Knowledgeable in gas detection Interact with client Ability to read vessel drawings

Demonstrate ability to above items Coordinate vessel and ground activities

Organize daily activities

A2

SBA/FIT TEST /FALL PRO Assist with Filling bags, bins, drums Dump chute Assist with hooking up bags Fish tape/ Air lance/Pre reformer

EO Laborer Screen Catalyst Open/Close & Fill bins Assist in rig in & set up Clean up Fork lift certification

DQ DIVER QUALIFICATION Minimum of DZ License Fire extinguisher trained

EQUIPMENT Understanding of Vac. Unit Operation load securement training OP.I Mechanical aptitude Crane rigging and signal training

Fork lift certification TOG certification

DQ DIVER QUALIFICATION Minimum of AZ license Fire extinguisher trained Understanding of Vac. Unit Operation load securement training

EQUIPMENT Mechanical aptitude Crane rigging and signal training OP.II Fork lift certification TOG certification

Ability to maintain current records Repair knowledge/ability on Knife Gates High level of organizational skills Coordinate vessel & ground activities Ability to read vessel drawings

POSSIBLE TASKS OUTSIDE OF VESSEL

Assist with filling bags, bins, drums All work at grade Assist with hooking up bags Groundside loading Screen catalyst All aspects except Fork Lift operation Assist in rig in and set up LS & CSE Equipment topside Oj!erate Dump Date SBA- for unloading Fish Tape/Air Lance/Pri Reformer Both loading and unloading Open/Close and fill bins Groundside activity

INSIDE OF VESSEL Vacuum catalyst CSE on single bed vessel load catalyst CSE on single bed vessel Opens up top Dist. trays CSE on single bed vessel Opens up inner bed trays Assist Multibed Unload catalyst multibed rx Assist Multibed load catalyst multibed rx Assist Multibed

A3

Appendix B

Rolling Seniority

HOWJTWORKS

1. Applies to jobs within 100 km of Sarnia office or 1-day jobs with no subsistence.

A. Exclude non-local workers

B. Select personnel from top of each classification list to fill crew roster.

C. One (1) local new hire (tech) will be on every shift.

D. May have to skip next in line based on driver qualification (to mobilize equipment to site).

E. Select worker from top of list, contact to confirm availability, schedule job.

F. If worker is unavailable/refuses job, drop to the bottom of the list.

G. Worker will continue on project to the end.

H. If project exceeds 36 hours total or 36 hours Monday to Sunday, upon completion, worker drops

to the bottom of the list.

I. If project does not exceed 36 hours in duration Monday to Sunday, worker remains at the top of

the list.

2. Applies to Sarnia work outside of 100 km radium and projects with subsistence.

A. Includes all classification of workers.

B. Select personnel from top of each classification list to fill crew roster.

C. One (1} local new hire (tech) will be on every shift.

D. May have to skip next in line based on driver qualification (to mobilize equipment to site)

E. Select worker from top of list, contact to confirm availability, schedule job.

F. If worker is unavailable/refuses job, drop to bottom of list.

G. Worker will continue on project to the end. 'H. If project exceeds 36 hours total or 36 hours (Monday to Sunday, upon project completion,

worker drops to bottom of list.

I. If project does not exceed 36 hours in duration Monday to Sunday, worker remains at the top of

the list.

3. Applies to Edmonton/Cochrane work.

A. Includes all classification of workers

B. Select personnel from top of each classification list to fill crew roster. C. May have to skip next in line based on driver qualification (to mobilize equipment to site)

D. Select worker from top of list, contact to confirm availability, schedule job E. If worker is unavailable/refuses job, drop to bottom of list.

F. Worker will continue on project to the end.

G. If project exceeds 36 hours total or 36 hours (Monday to Sunday, upon project completion,

worker drops to bottom of list. H. If project does not exceed 36 hours in duration Monday to Sunday, worker remains at the top of

the list. I. Sarnia work will be staffed before Edmonton/Cochrane jobs.

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J. Work in Alberta will be staffed with Alberta workers not covered by this agreement before using Ontario workers.

4. Typical crew staffing

Per Shift (8-man crew)

1 PM/Supervisor 1 Console/Foreman 1 Top Deck Supervisor 3 RET/VET/NEW HIRE 1 Equipment Operator

Appendix B

Rolling Seniority (cont'd)

1 Equipment Operator/Laborer

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