COLLECTIVE AGREEMENT

FOR RESIDENTIAL TYPE WORK

-BETWEEN-

LOCAL 120 OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS (Hereinafter called the Union)

-AND-

THE ELECTRICAL CONTRACTORS ASSOCIATION OF LONDON (Hereinafter called the Contractor)

EFFECTIVE DATE: MAY 1, 2016

Article 1 - Purpose

1.01 The purpose of this Agreement is to establish Wages, Conditions, and Hours of work for Residential type work.

In this Agreement, the terms Contractor, Employer, and Company are interchangeable.

1.02 Recognition - the Employer agrees to recognize Local Union 120 of the International Brotherhood of Electrical Workers ( I.B.E.W.) as the sole bargaining agent for all electrical Foremen, electrical Journeyman, Wiremen, and electrical Apprentices in his employ, in the bargaining unit, in the Counties ofHnron, Oxford, Middlesex, and Elgin, in the Province of Ontario.

1.03 The Contractors and the Union recognize the Electrical Contractors Association of London ( E.C.A.L.) and Local Union 120 of the I.B.E.W. as herein dnly constitnted for this agreement for their respective members and affiliates, and agree to be governed by the Terms of this Agreement and by all lawful settlements of disputes and grievances made pnrsuant thereto.

Article 2 - Scope of the Agreement

2.01 The scope of this Agreement covers all Residential Construction work only, assigned by the owner to the Contractor and performed by the employees of the Contractor covered by this Agreement, in the Counties ofHnron, Oxford, Middlesex, and Elgin, in the Province of Ontario.

2.02 Residential construction shall be defined as electrical construction work performed in the following:

- Single Family Dwelling - Multiple Family Dwelling - Town Houses and Row Houses - Ontario Housing Corporation Projects - Senior Citizen Unit Projects - Motels - High Rise Apartments including up to 15% commercial content - Residential Service Trucks - Student Residences, on or off Campus

2.03 The scope of this Agreement shall not apply to electrical work involved in the following:

- Institntional work - Commercial work - Industrial work

2.04 If prior to the Tender closing a question arises as to whether the job comes under the scope of the Agreement, the Contractor shall contact the Business Manager ofIBEW Local 120. Should the question not be resolved, the matter shall be referred to the Local Joint Conference Board (UCB). Should the question not be resolved at the UCB, the matter shall proceed to an independent arbitrator mutnally acceptable to the Union and the Contractor.

2.05 In the event a dispute arises as to whether a work operation is deemed to be I.C.I Construction work, or work defined in Article 2 - Scope of Work, the work shall continue and the matter shall be decided by the Local Joint Conference Board (UCB). If the dispute cannot be resolved by the UCB, the matter shall proceed to an independent arbitrator mutnally acceptable to the Union and the Contractor within (30) days.

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Article 3 - Duration of the Agreement

3.01 This Agreement shall become effective on the !st day of May 2016 aod continue to remain in effect until April 30, 2019 aod shall continue in full force aod effect; from year to year thereafter, unless either party furnishes written notice to the other of termination, or proposed revision, within a period of not more tbao Ninety (90) days, or less that Thirty (30) days prior to the Aoniversary Date, May !st of The Current Year.

3.02 It is understood aod agreed to, by both parties, that the Union aod E.C.A.L. Joint Conference Board shall be empowered to negotiate amendments to this Agreement. Such approval shall not be unreasonably withheld.

3.03 Should a work stoppage occur in negotiating the LC.I. Construction Agreement, I.B.E.W. Employees employed under the terms of this Agreement shall continue working.

Article 4 - Management Rights

4.01 Right to Manage - Subject to the terms of this Agreement the Union acknowledges the right of the individual Contractor to maoage the Business in which he is engaged.

To direct the working forces, to discharge or discipline Employees for just cause.

4.02 Regulations - To maintain order aod to make from time to time reasonable rules and regulations to be observed by Employees which will not be inconsistent with the provisions of this Agreement. All such rules must be posted in accessible location aod/or made available to all Employees.

The Local Union shall receive a copy of any rules or regulations made by the Employer.

4.03 Subcontract - The Union recognizes the Contractors rights to subcontract work to another Contractor who is a signatory to this Agreement.

Article 5 - Union Rights and Representatives

5.01 Business Manager and Representatives - The Business Manager of the Union and/or his identified representatives shall be allowed access to any job or shop where members of the Union are employed under the terms of this Agreement. He shall first report to the Job Foreman or Superintendent.

5.02 Officers and Members of the Union shall be granted "Leave of Absence" when required for Union business providing that reasonable notice is given to the Employer.

5.03 Stewards - The Business Maoager reserves the right to appoint or remove a Steward or Stewards on any job where workmen are employed under the terms of this Agreement.

The Employer shall be notified in writing when a Steward is appointed.

No Steward shall be discriminated against by the Contractor because of the performance of his duties as a Steward.

The Steward will be responsible for his regularly assigned work on behalf of the Employer.

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It will be the duty of the Steward to assist the Employer aud the Union members in carrying out the provisions of the Agreement, aud he will be allowed reasonable time to perform such duties by the Employer's representative on the job.

The Steward shall have the opportunity to work on all overtime and shall be notified in advauce of all overtime. All overtime shall be worked on a voluntary basis and shall be distributed by the Local 120 I.B.E.W. Steward, as equally as possible among I.B.E.W. members.

The Steward shall not have his employment Terminated until as near as possible to the completion of the job, unless with just cause and unless prior notification has been given to the Local Union Business Mauager.

If it is desired to transfer the Job Steward to auother job, such trausfer must be approved by the Local Union Business Manager.

5.04 Subcontracting - Electrical Contractors shall not directly or indirectly subcontract electrical work covered by this Agreement to any other Employer or Employee who is not bound to the provisions of this Agreement. No Employee shall be required to work on a piecework basis.

5.05 Jurisdictional Disputes - The Contractor and the Union agree that the jurisdiction recognized herein will be the l.B.E.W. Craft Jurisdiction as recognized by the A.L.F. - C.1.0.

5.06 Should a work assignment be the subject of a jurisdictional dispute, the work being disputed shall continue until resolved at the Local Joint Conference Board ( L.J.C.B. ). If the dispute cannot be resolved at the L.J.C.B., the dispute shall proceed to an independent arbitrator mutually acceptable to the Union aud the Contractor, within Thirty ( 30 ) days.

Article 6 - Employee Designation

6.01 Foremen - All foremen must be members of the l.B.E.W. Local Union aud in possession of au Ontario Certificate of Qualification as a Construction aud Maintenance electriciau.

(a) On all jobs requiring eight (8) or more employees, one (1) member shall be designated as foremau. One foremau shall not supervise more thau fifteen (15) employees. The foreman rate of pay shall be 10% above the journeymau's rate of pay. When more thau two (2) foremen are required, one shall be designated a general foreman. On all projects requiring eight (8) or more employees, such employees are not to take directions from auyone except the foremau ..

6.02 Journeymen - All Journeymen must be capable of performing in an efficient manner, the function of an electrician as defmed under the Ontario College of Trades Act and Regulations. All Journeymen must hold a current Ontario Certificate of Qualification in Construction aud Maintenance aud be members of the l.B.E.W.

6.03 Apprentices - All Apprentices shall be governed by the Ontario College of Trades Act. Apprentices governed by the scope of this Agreement shall be indentured to the ECAL/IBEW 120 Joint Apprenticeship Council aud be governed by the bylaws of the ECAL/IBEW 120 JAC.

Article 7 - Hiring Procedure

7.01 Hiring - The Contractor agrees to hire aud employ only members of the International Brotherhood of Electrical Workers on all electrical work. The Contractor shall have the right to select aud name-hire all Foremen. When making appointments to the Foreman level, the Employer will give consideration to those Journeymen they presently employ. The Contractor shall have the right to name-hire 50% of all workmen from the unemployed list so long as they are members of the Local Union and have been issued a clearance from the Union office. All hiriog will be done through the Local Union and no one will be

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employed unless they are in possession of a clearance card from the Local Union Office.

7.02 Working Cards - If the Local Union is unable to furnish Certified Local Union workmen to the contractor within Three (3) working days of the time the Union Office receives the request for men (excepting Saturdays, Sundays and Holidays) the Contractor shall be afforded the right to employ certified workmen as are available. These workmen shall make application to join the Local Union. The Local Union will issue clearance cards to workmen hired in these circumstances who may be replaced by Certified Local Union Workmen after Three (3) working days' notice to the Contractor, but in no case until a workman has worked a minimum of One (I) week.

7.03 Employment Priority - In all cases of lay-off, the Local Union Members shall retain employment priority.

7.04 Layoff Notification -When possible, the contractor shall notify the Business Manager three (3) days prior to a layoff but no later than on the day of the layoff. Failure of the Contractor to notify the Business Manager's office on the day of the layoff will entitle the Employee to an additional one (I) hour's pay in addition to the one (I) hour notice.

7.05 Loaning - The Contractor shall not loan workmen in his employ to any other Contractor without the consent of the Business Manager.

Article 8 - Hours of Work

8.01 Regular Hours of Work- Eight (8) hours per day shall constitute a day's work, Monday to Friday inclusive. The regular starting time shall be eight (8:00) a.m. and the regular quitting time shall be four-thirty (4:30)

· p.m. Lunch time shall be twelve (12:00) noon to twelve-thirty (12:30) p.m. and this may be staggered a half hour (1/2) to accommodate emergencies. Employees shall have a fifteen (15) minute rest period at mid­morning, and a fifteen (15) minute rest period at mid-afternoon. These rest periods shall also apply to all overtime and shift work. Upon mutual agreement between the Contractor and the Business Manager, the hours of work may be adjusted up to a maximum of ten (I 0) hours per day and up to a maximum of 44 hours per week. The rest periods shall increase to twenty (20) minutes at mid-morniog and twenty (20) minutes at mid-afternoon for ten (10) hour shifts.

8.02 All work performed on Saturdays or in excess of 44 hours per week shall be paid at time and one-half (1 Yi) the regular straight time rate, unless Saturday is a make-up day.

8.03 If due to inclement weather or conditions beyond the Contractors control, the Employee may on a voluntary basis choose to Make Up the lost time hours at another time during the CURRENT work week.

8.04 Overtime Hours of Work- All work performed in excess of ten hours per day, Monday to Friday Inclusive, will be at One and One-half (1 1/2) times the straight time rate.

8.05 All work performed on Saturdays will be at One and One-half (1 1/2) times the straight time rate, unless Saturday is a Make Up Day.

8.06 All work performed on Sundays and Statutory Holidays shall be paid at Double (2) the straight time rate.

8.07 All overtime shall be worked on a voluntary basis. There shall be no discrimination or action taken against any Employee who refuses to accept overtime work. Overtime shall be shared as equally as possible amongst employees exclusive of those employees performing residential service work.

8.08 Daily starting time may be adjusted up to One (I) hour earlier on mutual agreement between the Contractor and the Local Union Business Manager.

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8.09 If the Employee is not reporting for work, he shall notify the Employer or his representative by Eight (8:00) AM.

8.10 If the Employee is leaving the job during the regnlar working hours, he shall notify the Employer's shop or his representative.

8.11 Recognized Holidays New Year's Day Canada Day Thanksgiving Day

Good Friday Augnst Civic Holiday Christmas Day

Victoria Day Labour Day Boxing Day

Family Day

When any of the above Holidays fall on a Saturday or Sunday, such Holidays shall be celebrated on the day or days celebrated by the Owner Client or Project Manager ..

8.12 Callout - Work performed on special call outs with no previous notification shall be paid at time and one­half (1.5) the straight time rate from the time of callout. The minimum payment shall be Three (3) hours at the straight time rate.

8.13 Reporting Time - Workmen properly assigned to a job and who report at the regular starting time shall receive show up time not less than Two (2) hours pay, unless notified by Seven (7:00) AM. It is understood that this shall not be construed to mean Two (2) hours in addition to the hours actually worked in any one work day. The Employee receiving show up time of Two (2) hours must remain on the Job Site until authorized to leave.

8.14 Emergency Work- In the event an emergency arises, the Company will assign those on the job to such work, having due regard to jurisdiction where practical, until arrangements can be made with the proper crafts. All parties agree to work together in a harmonious manner to assure there is no disruption of work.

Article 9 - Wages

9.01 The Wage Schedule for Employees as designated in this Agreement shall be those as set forth in Local 120 Residential Appendix "A", or Residential Appendix "B".

The Business Manager of the I.B.E.W. Local 120 will select when Residential Appendix "A", or Residential Appendix ''B" will be applied, for all projects covered by this Agreement.

9.02 The Employer agrees that Employees who are hired for Residential work and who are transferred to LC.I. work shall receive full Union benefits and Wages as contained in the current LC.I. Provincial Agreement or as amended from time to time.

9.03 Pay Week - Wages shall be paid weekly during working hours not later than Thursday of each week. When a Holiday occurs during the Pay Week, or Pay Period, the pay day shall be moved ahead by One (1) day. Each Employee shall be given a detailed record of his earnings all in accordance with Federal and Provincial regnlations, showing accumulated totals when possible. Pay week shall commence at Twelve­Zero-One (12:01) a.m. Sunday and end at Twelve (12:00) midnight Saturday.

9.04 Layoff -When possible, the contractor shall notify the Business Manager three (3) days prior to a layoff but no later than on the day of the layoff. Failure of the Contractor to notify the Business Manager's office on the day of the layoff will entitle the Employee to an additional one (1) hour's pay in addition to the one(!) hour notice.

9.05 When an Employee is being laid off, he/she shall receive a minimum of one (1) hours' notice with pay. The Employee shall be allowed to leave the job at the time of notification, He/She shall receive his/her wages and E.I. record of employment at the time oflay-off.

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9.06 Discharge/Quitting - If any Employee voluntarily terminates their employment or if they are discharged for just cause by their Employer, the Employer shall issue and send by courier mail their E.I. Record of Employment and wages in full for the period of employment with the Company within Five (5) working days following the date of discharge, or termination.

The Company shall be given One (1) hours notice by any Employee who voluntarily terminates their employment.

9.07 Penalties -Failure of the Contractor to comply with the requirements in Article 9 - Clauses 9.04, 9.05, 9.06 will entitle the employee up to two (2) hours wages without work for each normal work day of no compliance up to a maximmn of Thirty (30) hours.

9.08 Vacation and Statutory Holiday Pay - Shall be paid to all Employees weekly. Employees shall receive their Vacation and Statutory Holiday pay at the time of lay-off. Payment of Vacation and Statutory Holiday pay shall be shown as a separate item on the weekly pay slip.

9.09 Adjustments - When properly authorized by the Local Union, and if possible only at previously negotiated wage rate change dates, the Company shall increase or decrease all Union Benefit Funds. Adjustments shall be made in the Employees wages in such a manner that the overall monetary package does not change. The Company shall be given a minimmn notice of Two (2) months if such a change is contemplated.

The Contractor shall check off increased or decreased amounts of Employees wages for these carious Union Funds and Union Dues when authorized by the Local Union. The full amount of reductions shall be passed on to the Employees in the form of wages.

Article 10 - Union Benefit Plans and Funds

10.01 All Employees working in the Jurisdiction of Local Union 120 shall receive all benefits as per Local 120 Residential Appendix "A", or Residential Appendix "B". The monies contributed to these various funds shall be used exclusively to provide and purchase the schedule of benefits for the Employees and their families.

10.02 All deductions-remittances shall be received by the Health and Welfare/Retirement Program Benefit Coordinator and the Financial Secretary of the Local Union no later than the Fifteenth (15th) day of the month in which they are due. A remittance form which is satisfactory to the Contractor shall be provided by the Union. The following contributions will be sent in each month for each Employee on this same remittance form and are as follows:

Union Funds and Dues, not listed below, to be remitted as per Local 120 Residential Appendix "A", or Residential Appendix "B", to the Local 120 Financial Secretary by a cheque made payable to "l.B.E.W. 120".

Retirement Program and Retirement Program Accessible deductions-remittances are to be sent by a separate cheque made payable to "l.B.E.W. Local 120, Retirement Program".

Health and Welfare deductions-remittances are to be sent by separate cheque made payable to "1.B.E.W. Local 120, Welfare Plan Trust Fund".

10.03 Employer Association Fund - The Employer and the Union agree to establishment of an Association Fund. An amount of seventeen (.85) cents for each regular hour worked, Twenty five (1.28) cents for each Time and One-half (1 1/2) hour worked, Thirty four (1.70) cents for each Double time (2) hour worked will be deducted from the contribution made to the Local 120 Financial Secretary.

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These amounts collected by the Local 120 Financial Secretary, shall be deposited monthly to the account held by a Trustee of the Electrical Contractors Association of London (E.C.A.L.), Association Fund.

These contributions are to be received by the Fifteenth (15th) of the month following the month in which the work was performed.

The E.C.A.L. may reduce or reinstate these amounts as required. The Local 120 Financial Secretary shall be notified of any change in these amounts.

10.04 All contributions and Cheques shall be paid at par in London and are due as follows:

Basic dues of$38.70 per month for Local Union 120 members ONLY, by the Fifteenth (15th) of the month for which they are deducted.

Working Dues, Health and Welfare, Retirement Program and All other contributions by the Fifteenth (15th) of the month following the month in which the work was performed.

10.05 Penalties- - Payments made after the Fifteenth (15th) of the month in which they are due shall be subject to an immediate Ten (10) percent assessment and an additional Ten (IO) percent assessment shall be levied for each Thirty (30) days thereafter. The Union shall have the right to withdraw its forces from and Employer who is in arrears with these contributions.

Article 11 - Travel and Subsistence Allowances

11.0 I All Employees when directed to report to jobs, shall be governed by the working hours specified for the project and shall provide for themselves all necessary transportation from home to shop or project starting time and from shop or project to home at quitting time.

11.02 Travel allowance shall be paid to Employees at the rate of$0.52 ($0.53 May I 2017, $0.54 May I 2018) per kilometer when they supply their own transportation for traveling from job to job during working hours. In addition their applicable rate plus all normal benefits for the time spent in traveling shall apply. The use of the Employee's vehicle shall be on a voluntary basis.

11.03 (a) Employees working on jobs within a Forty eight (48) kilometer radius of City Hall, London, shall not receive travel allowance.

(b) Where a vehicle is provided by the contractor and the worksite is beyond the forty-eight ( 48) kilometer radius; Employees shall not receive paid travel time inside the free zone. Outside the travel free zone the Employee shall receive the applicable straight time hourly rate.

( c) Where no company vehicle is provided, employees working beyond the forty-eight ( 48) kilometer radius, up to a maximum of ninety (90) kilometers shall receive $28.05 per day increasing to $28.55 per day effective May I, 2017, increasing to $29.05 May I, 2018. Employees working beyond the ninety (90) kilometers but within one-hundred fifty (150) kilometer radius shall receive an additional $0.52 per road kilometer (increasing to $0.53 May 1, 2017, and increasing to $0.54 May I, 2018) measured in a straight

line from the ninety (90) kilometer radius to the job and back.

11.04 (a) Board Allowance, at the rate of $68.73 ($69.93 effective May I, 2017, $71.13 effective May I, 2018) per day worked, shall be paid to Employees when working away from home on jobs one hundred and fifty (150) road kilometers or more from City Hall, London. Employees in receipt of Board allowance shall be paid this allowance for any Statutory Holiday provided that such Employees are available to work a full shift on the normal working day preceding the Holiday and on the normal working day following the Holiday. When Employees report for work on out-of-town projects, and there is no work available due to job conditions, board shall be paid for a full day, as well as Two (2) hours show-up time.

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(b) Travel Allowances to and from a project at the rate of$0.52 ($0.53 effective May 1, 2017, $0.54 effective May I, 2018) per road kilometer shall be paid once for the dnration of the project and every Thirty (30) days, to Employees when working on projects one hnndred and fifty (150) road kilometers or more from City Hall, London, in addition to the board allowance as provided in sub-section (a) above.

( c) In lieu of Board Allowance, the employer may provide reasonable accommodations and a daily stipend mutually agreed upon by the Business Manager.

11.05 The Employer may supply Transportation to and from the job site as an alternative to paying Travel Allowance. The vehicle used must meet the minimum standards of the Ministry of Transportation, Province of Ontario (safety standards for transporting personnel and commercial vehicles).

11.06 The Contractor is responsible for providing parking. The Employee shall be reimbursed for parking expenses up to the rate of$7.00 per day, upon the presentation ofreceipts. The Contractor may offer an optional bus pass rate or a bus pass as an alternate mode of transportation.

11.07 No Employee working nnder the terms of this Agreement shall carry or have at any time the Employer's tools or materials in his own vehicle.

11.08 Any Employee who sustains damage to his/her vehicle when using his/her vehicle for the convenience of the Employer, shall be paid up to a maximum of $500.00 subject to the deductible Clause of the Employee's Insurance

Article 12 - Tools

12.01 Employees covered under the terms of this Agreement shall supply their own standard tools, except power and specialized tools which shall be supplied by the Employer.

12.02 The Employer agrees to furnish the Employees with an adequate safe place for the storage of the Employees personal tools.

12.04: Tool List (Apprentices) Apprentices shall supply themselves with the following basic tools and be in possession of a complete list upon becoming a Journeyman Electrician:

1" Period 3 Prs Pliers - 8" Sidecutters, Diagonal, Channelock, Linesmen I Pocket knife I 25 foot steel tape measure 6 Screwdrivers - Robertson and Standard types I Toolbox I Toolpouch I Tri tap I BX Cable cutters I Drywall Saw I Induction type voltage tester ( 600 V) I Hacksaw Frame I Torpedo Level

2°• Period I Tin Snips

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1 Nail/screw Apron 1 1 O" Crescent wrench 3'" Period 1 Set of Allen Keys 1 GFI Plug tester 4th Period 1 Wrench set 1 Flashlight 5th Period 1 Category V multi meter with fused leads

12.06 Contractor Supplies - The Contractor shall furnish all other necessary tools or equipment and replace all hits, taps and hacksaw blades broken on the job.

12.07 Tool Protection - The Company shall supply a suitable locked storage area for the Employees tools and equipment on the job. The Employee shall exercise the same responsibility for the Company's tools as he does for his own. Should an Employees tools as listed herein be stolen as a result of forcible entry or destroyed by fire or lost or damaged in transportation by the Company, the Company shall compensate the Employee for the value of the tools.

Article 13 - Grievance Procedure and Arbitration

13.01 Grievance Procedure - Any grievance arising concerning the interpretation, application, administration or alleged violation of this Agreement shall be dealt with in accordance with the following:

Step 1. The aggrieved Employee shall, with the Local Union Steward, present his grievance verbally to his Foreman or Employer within Five (5) working days of the time he became aware, or reasonably should have been aware, of the incident giving rise to the grievance. The Foreman or Employer shall reply verbally to the grievance within One ( 1) working day. In the event the grievance is not satisfactorily settled at this step, the grievance shall proceed to Step 2.

Step 2. The Local Uuion shall submit the grievance in writing to the designated Employer's representative. Within Two (2) working days ofreceipt of the grievance at step 2, the designated Employer's representative shall meet with the Local Union representative in an effort to resolve the grievance.

13.02 Referral of Grievance - In the event the grievance is not satisfactorily settled at Step 2 of the grievance procedure, either party may refer the grievance to Arbitration within Thirty (30) days of receipt of the decision at step 3.

13.03 Arbitration - Unresolved grievances may be referred to Arbitration in accordance with section 133 of the Labour Relations Act

13.04 Time Limits - Any of the limits provided in the Grievance Procedure may be extended by mutual agreement of the Parties

13.05 No Legal Counsel - No legal Counsel shall take part in any of the proceedings of the grievance or arbitration procedure.

13.06 Power of Board - The Board of Arbitration shall not have the power to alter or change any of the provisions of this Agreement, or to substitute any new provisions of this Agreement, or to substitute any new provisions for any existing provision, or to give any decision inconsistent with the terms and conditions of this Agreement.

13 .07 Saving Clause - If any court shall hold any part of this Agreement invalid, such decision shall not invalidate any other part of this Agreement.

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13.08 Strike/Lockout - In view of the grievance and arbitration procedures provided in the Agreement, it is agreed that there shall be no Strike, Picketing, Slow Down or Stoppage of Work, either complete or partial and that during the term of this Agreement, there shall be no Lockouts.

Article 14 - Safety

14.01 General - The Contractor and every Employee shall comply fully with the provisions of the Occupational Health and Safety Act and Regulations thereto and all such legislation as it pertains to accident prevention and safe and sanitary working practices. The Contractor and every Employee shall also comply with procedures outlined in the ECAO/IBEW/IHSA Safety Manual and individual Company safety manuals or Owner Client safety policies. The ECAO/IBEW/IHSA Safety Manual shall serve as a minimum standard in regards to Company safety policies.

14.02 It is mutually agreed to implement the full ECAO/IBEW/IHSA Safety program in order to have competent members as defined in the Health and Safety act, as scheduled by LB.E.W. Local 120.

14.03 Employees shall supply themselves with, and wear at all times on the job, an approved safety helmet and safety shoes. All other standard safety eqnipment to be supplied by the Contractor.

When an Employer wishes an Employee to wear a specially identified safety hehnet, the Employer shall provide it on loan, complete with a new liner.

14.04 The Contractor shall not supply or require Employees to use high velocity powered actuated tools. Only low velocity CSA approved tools may be used.

14.05 For safety reasons, approved safety tags and locks must be provided by the company for isolating purposes.

14.06 Accidents- If an Employee meets with an accident after starting work and such an accident prevents him from carrying out his duties, he shall be paid for the balance of his shift and the Contractor shall supply suitable transportation to a hospital or doctor and then to his place of residence, if it is an accident covered by the Workplace Safety and Insurance Act.

14.07 All accidents regardless of severity shall be reported promptly to the Employer's office and the Local 120 Union office. When a serious or fatal accident occurs within the jurisdiction of the Union and a member is involved in said accident, the Union office and the Steward will be notified inunediately and the Employer will co-operate with the Union Business Manager in conducting an independent investigation.

Copies ofWSIB Form 7 Reports of Lost Time Accidents shall be mailed to the Local Office, In ALL accidents.

Article 15 - Local Joint Apprenticeship Connell

15.01 An Apprentice Council shall be established within each Local Union's jurisdictional area and shall meet on a regular basis. This Council shall consist of an equal number of members of the Local Union and representatives of the Contractors from the area covered by the Local Union. Where applicable, a representative of the Apprenticeship Branch of the Ontario Govermnent may also be appointed as an advisor to the regular Council members.

15.02 The Joint Apprenticeship Council shall be responsible for the establishment and maintenance of an Apprenticeship Training Program, as well as adopting rules and conditions with respect thereto which are complementary to and in keeping with the intent of the Ontario College of Trades Act as amended.

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15.03 All Apprentices shall be governed by the Ontario College of Trades Act.

15.04 Where the Apprenticeship Council is unable to reach an agreement on any matter concerning Apprenticeship, the issne shall be referred to the Local Joint Conference Board for their decision.

Article 16- Working Conditions

16.01 Lunch Room - On a job site where Fonr (4) or more Local Union Employees are employed and facilities are not provided by others the Employer shall provide a properly heated and maintained shelter equipped with paper towels, non-toxic hypo-allergenic hand cleaner, tables and benches and provisions for the posting of Union literature for the Employees Lunch room. The lunch room is not to be used for storage of materials.

16.02 Washroom and Lunchroom Facilities - When Seven (7) or more Local Union Employees are employed on any project and proper facilities are not already on the job, it shall be the employer's responsibility to see that proper lunchroom, washroom and toilet facilities are available. Toilets are to have running water and be heated where services are available.

16.03 Drinking Water-The Employer will be responsible for fresh drinking water on all jobs.

16.04 Dirty Jobs - When it is mutually agreed that a project is excessively dirty the Contractor shall make coveralls and gloves available to the employees, who shall be cleaned by the Contractor as required. Dirty jobs shall be defined as those on which there is excessive carbon black, metal dust, grease or oil and chemicals.

16.05 Rainwear- Rainwear shall be supplied by the Employer in wet and muddy conditions ..

RE: COLLECTIVE AGREEMENT-RESIDENTIAL TYPE WORK

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SIGNED AT LONDON, ONTARIO, THU 'Q:_-(;; '"IQ, 'DAY OF Oc:...C° ,20 I 6

MIKE TILSON, PRESIDENT, ECAL

GUY MACMILLAN, V.P., ECAL SIDENT, !BEW LU 120

DAN LEGOFF, VICE PRES., !BEW LU 120

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I.B.E.W., LOCAL UNION 120 - RESIDENTIAL APPENDIX 'A'

900C.2 - WAGES & FRINGE BENEFITS - RESIDENTIAL AGREEMENT

REVISED RATES, EFF. MAY 1, 2016

DATE BASE V.P. & UNION WAGE ECA TOTAL

RATE S.H. FUNDS PACKAGE PACKAGE

JOURNEYMAN

MAY 1/16 34.35 3.43 7.74 45.52 0.85 46.37

MAY 1/17 34.94 3.49 7.74 46.17 0.85 47.02

MAY 1/18 35.53 3.55 7.74 46.82 0.85 47.67

FOREMAN (10%)

MAY 1/16 37.79 3.78 7.74 49.31 0.85 50.16

MAY 1/17 38.43 3.84 7.74 50.01 0.85 50.86

MAY 1/18 39.08 3.91 7.74 50.73 0.85 51.58

GENERAL FOREMAN (15%)

MAY 1/16 39.50 3.95 7.74 51.19 0.85 52.04

MAY 1/17 40.18 4.02 7.74 51.94 0.85 52.79

MAY 1/18 40.86 4.09 7.74 52.69 0.85 53.54

APPRENTICES (Pro-rated on Journeyman Base Rate)

IST TERM (40%)

MAY 1/16 13.74 1.37 6.14 21.25 0.85 22.10

MAY 1/17 13.98 1.40 6.14 21.52 0.85 22.37

MAY 1/18 14.21 1.42 6.14 21.77 0.85 22.62

2ND TERM (50%)

MAY 1/16 17.18 1.72 6.24 25.14 0.85 25.99

MAY 1/17 17.47 1.74 6.24 25.45 0.85 26.30

MAY 1/18 17.77 1.78 6.24 25.79 0.85 26.64

3RD TERM (60%)

MAY 1/16 20.61 2.06 6.34 29.01 0.85 29.86

MAY 1/17 20.96 2.10 6.34 29.40 0.85 30.25

MAY 1/18 21.32 2.13 6.34 29.79 0.85 30.64

4TH TERM (70%)

MAY 1/16 24.05 2.41 6.44 32.90 0.85 33.75

MAY 1/17 24.46 2.45 6.44 33.35 0.85 34.20

MAY 1/18 24.87 2.49 6.44 33.80 0.85 34.65

5TH TERM (80%)

MAY 1/16 27.48 2.75 6.54 36.77 0.85 37.62

MAY 1/17 27.95 2.80 6.54 37.29 0.85 38.14

MAY 1/18 28.42 2.84 6.54 37.80 0.85 38.65

BREAKDOWN OF UNION FUNDS:

JOURNEYMEN, FOREMEN & GENERAL FOREMEN -

RRSP RRSP H & W PAC R & D EDUC. REC. WSIB STAB BUILDING

ACCES. FUND FUND FUND FUND FUND FUND FUND

May 1/16

2.00$ 2.00$ 2.20$ 0.03$ 0.04$ 0.15$ 0.05$ 0.02$ 1.00$ 0.25$

APPRENTICES -

RRSP RRSP H & W PAC R & D EDUC. REC. WSIB STAB BUILDING

ACCES. FUND FUND FUND FUND FUND FUND FUND

May 1/16

2.00$ 1.00$ 2.20$ 0.03$ 0.04$ 0.15$ 0.05$ 0.02$ (.40/.50/ 0.25$

.60/.70/.80)

NOTE:

DEDUCTIONS: WORKING DUES 1.25% FROM GROSS WAGES, INCLUDING 10% VAC. PAY

MONTHLY DUES - $38.70 PER MONTH (eff. Jan. 1, 2016)

REMEMBER: When an employee works premium hours, the stabilization for those premium hours

is paid directly to the employee on his wage package and is consequently taxed and

included in gross wages.

I.B.E.W., LOCAL UNION 120 - RESIDENTIAL APPENDIX 'B'

900C.2 - WAGES & FRINGE BENEFITS - RESIDENTIAL AGREEMENT

REVISED MAY 1, 2016

DATE BASE V.P. & UNION WAGE ECA TOTAL

RATE S.H. FUNDS PACKAGE PACKAGE

JOURNEYMAN

May-16 30.06 3.01 4.20 37.27 0.85 38.12

May-17 30.09 3.01 4.82 37.92 0.85 38.77

May-18 30.68 3.07 4.82 38.57 0.85 39.42

FOREMAN (10%)

May-16 33.07 3.31 4.20 40.58 0.85 41.43

May-17 33.10 3.31 4.82 41.23 0.85 42.08

May-18 34.38 3.44 4.20 42.02 0.85 42.87

GENERAL FOREMAN (15%)

May-16 34.57 3.46 4.20 42.23 0.85 43.08

May-17 35.25 3.53 4.20 42.98 0.85 43.83

May-18 35.94 3.59 4.20 43.73 0.85 44.58

APPRENTICES (Pro-rated on Journeyman Base Rate)

IST TERM (40%)

May-16 12.02 1.20 3.60 16.82 0.85 17.67

May-17 12.26 1.23 3.60 17.09 0.85 17.94

May-18 12.50 1.25 3.60 17.35 0.85 18.20

2ND TERM (50%)

May-16 15.03 1.50 3.70 20.23 0.85 21.08

May-17 15.33 1.53 3.70 20.56 0.85 21.41

May-18 15.63 1.56 3.70 20.89 0.85 21.74

3RD TERM (60%)

May-16 18.04 1.80 3.80 23.64 0.85 24.49

May-17 18.39 1.84 3.80 24.03 0.85 24.88

May-18 18.75 1.88 3.80 24.43 0.85 25.28

4TH TERM (70%)

May-16 21.04 2.10 3.90 27.04 0.85 27.89

May-17 21.46 2.15 3.90 27.51 0.85 28.36

May-18 21.88 2.19 3.90 27.97 0.85 28.82

5TH TERM (80%)

May-16 24.05 2.41 4.00 30.46 0.85 31.31

May-17 24.52 2.45 4.00 30.97 0.85 31.82

May-18 25.00 2.50 4.00 31.50 0.85 32.35

…/2

BREAKDOWN OF UNION FUNDS:

JOURNEYMEN, FOREMEN & GENERAL FOREMEN -

RRSP H & W PAC R & D EDUC. REC. WSIB STAB BUILDING

FUND FUND FUND FUND FUND FUND FUND

May 1, 2016 $0.50 2.16$ 0.03$ 0.04$ 0.15$ 0.05$ 0.02$ 1.00$ 0.25$

APPRENTICES -

May 1, 2016 0.50$ 2.16$ 0.03$ 0.04$ 0.15$ 0.05$ 0.02$ (.40/.50/ 0.25$

.60/.70/.80)

NOTE

DEDUCTIONS: WORKING DUES 1.25% FROM GROSS WAGES, INCLUDING 10% VAC. PAY

MONTHLY DUES - $38.70 PER MONTH JAN 1, 2016

REMINDER: When an employee works premium hours, the stabilization for those premium hours

is paid directly to the employee on his wage package and is consequently taxed and

included in gross wages.