TABLE OF CONTENTS ARTICLE I PURPOSE II RECOGNITION III MANAGEMENT RIGHTS IV STRIKES OR LOCKOUTS V UNION ACTIVITY VI GRIEVANCE PROCEDURE VII LAYOFF AND RECLASSIFICATION NOTIFICATION VIII SENIORITY IX LEAVE OF ABSENCE WITHOUT PAY X LEAVE OF ABSENCE WITH PAY XI BULLETIN BOARDS XII VACATIONS XIII DESIGNATED AND FLOAT HOLIDAYS XIV HOURS OF WORK, RATES OF PAY XV UNION SECURITY XVI CLASSIFICATION OF JOBS XVII JOB POSTING AND FILLINGS XVIII TRANSFER XIX TRAINING XX HEALTH AND SAFETY XXI OCCUPATIONAL INJURY - WORKER'S COMPENSATION XXII USE OF CONTRACTORS XXIII DURATION OF AGREEMENT SCHEDULE "A" - CATEGORIES, CLASSIFICATION AND WAGES SCHEDULE "B" - BENEFITS SCHEDULE "C" - ALTERNATIVE WORK SCHEDULES JOB SHARING PART-TIME WEEKEND WORK CREW FLEX-TIME

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LETTERS OF UNDERSTANDING AND AGREEMENT Subject: Card Access System Subject: Technological Monitoring Subject: Health and Safety Subject: W.C.B. Form Letter Subject: Education and Training Subject: Sabbatical or Educational Leave Subject: Current Retirees Pension Plan Subject: Employment Equity Work Placements Subject: Joint Labour Management Committee Subject: Donation to C.E.P. Union Humanities Fund. Subject: Reward and Recognition Subject: Alternate Shift Subject: Apprenticeship Program Subject: Merging Departments Subject: Job Posting for Group Leaders/Lead Hands Subject: Reimbursement of Expenses Incurred on Union Business Subject: Crisis Preparation Subject: Behavioural Event Interviewing Subject: Unifor Women’s Advocate Subject: 5cP/Diptheria/Tetanus Manufacturing Facility (B100) Project Staffing and Labour Movement STATUTORY HOLIDAYS for 2017 STATUTORY HOLIDAYS for 2018 STATUTORY HOLIDAYS for 2019

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Wherever a Union or Company Official is detailed by title, it shall be considered when they are not available to include their designates, where the context so requires. ARTICLE I - PURPOSE

1.01 It is the stated intent of both parties to co-operate to the fullest in the resolution of any and all problems arising between the parties.

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ARTICLE II - RECOGNITION

2.01 The Employer recognizes the Union as the certified collective bargaining agent for all employees of the

Employer employed at Sanofi Pasteur Limited in City of Toronto, save and except persons at or above the rank of manager or research associates, senior and legal secretaries and administrative assistants to persons at or above the level of Director, Accountant, persons employed in the Human Resources Division, Payroll Office and the ITS Department, (save and except library administrators), Sales Representatives, and persons covered by existing collective agreements.

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ARTICLE III - MANAGEMENT RIGHTS

3.01 The Union acknowledges the exclusive function of the Employer generally to manage Sanofi Pasteur

Limited, and in particular to maintain order and efficiency and to hire, discharge, transfer, reclassify or discipline employees in accordance with the terms of this agreement and allocate work.

3.02 The Union further recognizes the right of the Employer to operate and manage its business and

operations in all respects in accordance with its commitments and responsibilities. The locations of the plants, products, and components to be manufactured, the schedule of production, the methods and processes and means of production, manufacturing and research are solely and exclusively the responsibility of the Employer.

3.03 The Employer shall have the right from time to time to make and enforce rules and regulations not

inconsistent with this agreement. Such rules and regulations will be issued by policy through the Human Resources Department. On any policy pertaining to the Bargaining Unit, the Union will be consulted for input at the draft policy stage.

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ARTICLE IV - STRIKES OR LOCKOUTS

4.01 The Company agrees to recognize a negotiating committee of six (6) employees and a Representative

of the National Union. There shall be no lockout by the Employer and no interruption or impeding of work, work stoppage,

strike, sit-down, slowdown, or any other interference with service or operations by an employee or employees during the term of this agreement.

4.02 The Company agrees to pay the cost of negotiations, including meeting rooms and lost time for the

Negotiating Committee.

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ARTICLE V - UNION ACTIVITY

5.01 The Union may appoint not more than thirty-five (35) Local Stewards of which up to a maximum of 10

may be Health and Safety Stewards. The Union agrees to advise the Company in writing, by March 31st of each year, with the names and

jurisdiction of each of the Stewards and the names of their Officers and members of the various committees and the Company shall not be required to recognize any such Steward, Officer or Committee person until it has been so notified.

5.02 No meeting of the Union, except Executive and committee meetings, shall be held on the premises

unless permission of the Human Resources (HR) Site Head is obtained. Guest Speakers may be invited from time to time as the Union/Local Executive deems necessary, with the approval of the Human Resources (HR) Site Head required for all such guests other than the National Representative.

5.03 No officer of the Union shall distribute or cause to be distributed any handbills, pamphlets, Union

publications or the like on the premises, except to Stewards or Executive members, without the permission of the Human Resources (HR) Site Head.

5.04 The Union acknowledges that the Local Stewards will have regular duties to perform for the Employer

and that such personnel will not leave their regular duties to engage in Union business without first obtaining permission of their immediate supervisor who will not refuse permission in the case of a grievance.

The Union further acknowledges that over-representation of members from specific areas who are

frequently engaged in Union business creates particular business difficulties and will make reasonable efforts to minimize such arrangements or disruptions.

5.05 Provided the Union gives at least one (1) week's notice, leaves of absence without pay or penalty shall

be granted for Union business to Executive Board members. Committee Members and Stewards shall be granted a maximum of ten (10) days per calendar year. All applications for such leave shall be submitted to the Human Resources (HR) Site Head for approval and such approval will be determined by the Company based on business needs and will not be unreasonably denied.

5.06 There shall be no discrimination by the Employer by reason of any activity or lack of activity, past or

present, of any employee with respect to Union affairs or membership, and there shall be no discrimination or recrimination against any member of the bargaining unit for exercising their rights under the collective agreement.

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5.07 On the first of June every year, the Union shall submit a listing of the Union members' names and addresses and the Company will, barring specific instructions from the Employee to the contrary, update the information to ensure its correctness.

5.08 (1) The Company will pay ninety percent (90%) of the cost for a full-time Union President. This

would be calculated at the net average hourly earnings of a standard work week, plus benefits (Company and Statutory). Designated holidays, vacation, Union/Management meetings and all other L.O.A's will be subject to this cost formula of ninety percent Company, ten percent Union.

(2) Should the Union President relinquish this office for any reason, they will firstly displace back

into the job classification in the Division which was held immediately prior to election to office following the procedure as detailed in Clause 7.10.

(3) The Union President's normal hours of work will be 8:00 a.m. to 4:00 p.m., Monday to Friday

inclusive. (4) The Union President, although full-time, will retain the status of an employee and will therefore

have a reporting responsibility directly to the Human Resources (HR) Site Head for non-union related business.

(5) The Local Union President's hourly wage rate will be based on the result of a job evaluation. (6) This agreement is reached on the understanding that the Union President will: (a) give priority to Union/Management meetings and programs. (b) effectively reduce the union activity of other Union Officers during normal working

hours. This is not intended to interfere with the structure of the Union and its elected officers who have specific areas of responsibility.

(c) will be the Union Representative at all layoff meetings and interviews in accordance

with Article 7. (d) be readily available to assist in resolving problems. (e) not to be replaced during vacation or any other short term periods of absence by any

other officer on a full-time basis. (f) spend all other relevant time on matters pertaining to Unifor Local 1701.

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The above is not intended to restrict the Union President's activities which are approved by the Local

Executive Committee provided reasonable notice is given to the Company. To facilitate the servicing of the membership of Unifor Local 1701 the Company will provide an office

from which the elected representatives may conduct business pertaining to their responsibilities. 5.09 The Union shall be allowed to use the Employer's internal mail systems. All Bargaining Unit-wide

mail will be forwarded to the Human Resources (HR) Site Head, twenty four (24) hours in advance of the use of the internal mail systems whenever possible.

5.10 The employer will distribute copies of the C.L.A. to all new hires during orientation to the company.

The CLA will also be available on the Sanofi Intranet page.

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ARTICLE VI - GRIEVANCE PROCEDURE

6.01 (a) It is the mutual desire of both parties hereto that complaints or problems of employees shall be

adjusted as expeditiously as possible, and it is understood that an employee has no grievance until the Company has been first given an opportunity to adjust the complaint or problem.

(b) All time limits as expressed in this article shall be adhered to unless mutually agreed otherwise.

Should either party fail to comply with the time limits, the other party shall have the right to proceed to the next step without delay. Should any complaint or grievance not be submitted to the next step within the stated or otherwise agreed upon time limits, it shall be deemed to be abandoned.

(c) Grievances relevant to the selection procedure under Clause 7.09 of the Layoff Procedure and

Clause 17.04 of the Job Filling Procedure will proceed directly to Step II of this procedure only, as requested by the employee, after a meeting (between the employee, an union representative, the hiring manager and an HR rep, if requested) has taken place to discuss the reasons for the job denial. The meeting must be requested within three (3) days of the employee being advised of the job denial.

An employee who is re-interviewed following the filing of a grievance for denial of a job posting has

the right to representation by a Union Officer as an observer. 6.02 STEP I If an employee has a problem or complaint, which the employee wishes to discuss with the Company,

the employee shall first take the matter up with the immediate Supervisor in an effort to reach a satisfactory resolution. The employee may be accompanied by a Steward if so desired. The Supervisor shall give a verbal answer within two working days following completion of the shift in which the problem arose. Once the decision is made to proceed to Step II, the employee cannot personally settle this grievance without the approval of the Grievance Committee.

6.03 STEP II If a satisfactory resolution is not obtained through Step I then the employee may submit a written

grievance within two (2) working days following the completion of the shift in which the decision at Step I was given. This written grievance should be signed by the Grievor and countersigned by the Chief Steward or a member of the Union Executive, who in turn will file it with the Departmental Manager with a copy to the Human Resources (HR) Site Head. In the absence of the grievor, the grievance may be submitted by the Chief Steward or a member of the Union Executive.

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Within two (2) working days from receipt of the grievance, a meeting shall be held. In attendance at this meeting will be the employee plus a member of the grievance committee, the immediate Supervisor and the Department Manager or alternately, an HR representative. A written decision shall be forwarded to the Chairperson of the Union Grievance Committee with a copy to the Human Resources (HR) Site Head within five (5) working days of this meeting. If resolution is not satisfactory, the Union Grievance Committee Chairperson shall within three (3) working days from receipt of the Company's decision, advise the Human Resources (HR) Site Head, with a copy to the Departmental Manager, of its decision to proceed to Step III.

6.04 STEP III Upon receipt of the Union's written decision to proceed to Step III, a meeting shall be held within three

(3) working days to further attempt settlement. In attendance at the meeting will be the Human Resources (HR) Site Head and the Chief Steward.

The Departmental Manager and Supervisor, or designate, may attend for the Company and a

maximum of two of the Grievance Committee may attend for the Union. The National Representative will attend at the request of either party.

A written decision will be given by the Company within five (5) working days of the meeting. Failing settlement of the grievance at Step III, and if the grievance is one which concerns the

application, administration, interpretation or alleged violation of the agreement, the grievance may be referred to arbitration by either party within five (5) working days after the decision has been rendered at Step III.

6.05 STEP IV - ARBITRATION (a) In order to proceed to arbitration, either party may notify the other party in writing and the

notice shall contain the name of the first party's nominee. (b) The two nominees so selected shall appoint a third person who shall be Chairperson. If they fail

to agree upon a Chairperson the appointment shall be made by the Minister of Labour for Ontario upon request of either party.

(c) Should the Company and the Union agree, this provision shall not preclude the appointment of

a single impartial arbitrator. Such arbitrator to be selected by mutual agreement of the parties.

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(d) No Arbitration Board or single arbitrator shall have the jurisdiction to amend or add to any of the provisions of this agreement, to substitute any new provisions in lieu thereof or to give any decision inconsistent with the terms or provisions of this agreement.

(e) No matter may be submitted to arbitration which has not properly been carried through all

previous stages of the grievance procedure. (f) The proceedings of the Arbitration Board will be expedited by the parties hereto and the

decision of the majority of such Board or single arbitrator will be final and binding upon the parties thereto.

(g) Each of the parties hereto will bear the expense of the nominee appointed by it and the parties

will jointly bear the expense of the arbitrator or Chairperson. (h) Upon the request of either party and, provided both parties agree, a Grievance Settlement

Officer shall be obtained and the parties will jointly bear the expense. 6.06 MANAGEMENT GRIEVANCES It is understood that the Employer may bring forward a complaint or grievance in respect to the

conduct of the Union Officers or its members. Such complaint will be introduced at Step III of the above procedure.

6.07 POLICY GRIEVANCES Where any difference between the Company and the Union arises from the interpretation of the

agreement, the Union shall be entitled to file a grievance at Step III of the procedure. 6.08 DISCHARGE OR SUSPENSION Grievances dealing with discharge or suspension shall be filed at third step of the above procedure

within five (5) days after the employee ceases to work. A Union Officer will be present when a meeting is held to notify the employees that they have been suspended or discharged. When an employee has been discharged or suspended they shall have the right to meet with a Union Officer for a reasonable period of time before leaving the Company premises.

Probationary employees may be discharged at the discretion of management.

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6.09 DISCIPLINE - GENERAL Whenever an employee is reprimanded which must be within seven (7) working days of the discovery

of the event, but no longer than sixty (60) days from the date of the event which precipitated the notation, a copy shall be sent simultaneously to the Chief Steward.

The Company will be required to substantiate to the Union the date of the discovery of the event. Where management deems it necessary to meet with probationary or temporary employees to identify

performance issues, which may lead to their termination of employment, and are counselled as such, a Union Officer will be notified and may choose to attend such meeting.

In the case of any correspondence being placed in an employee's file relative to discipline, a copy of

such correspondence shall be given to the employee and Chief Steward. Disciplinary notices will be removed from an employee's file, provided there has not been a recurrence

of the notated incident, or any other disciplinary issue, after: 6 months - verbal warning 12 months - written warning 18 months – suspension 6.10 HARASSMENT All employees covered by this Agreement have a right to freedom from harassment in the workplace

by the employer, agent of the employer or another employee on the grounds herein. Harassment means engaging in a course of vexatious comment or conduct that is known or ought to

be known to be unwelcome. Every employee is protected from, and shall not engage in, harassment because of race, ancestry, place

of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, pregnancy, disability, age, marital status, family status and record of offences.

Harassment complaints will be investigated jointly by Human Resources and the Union. Grievances

involving harassment will be filed at the third step.

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6.11 EVERY EMPLOYEE COVERED BY THIS COLLECTIVE AGREEMENT HAS A RIGHT TO BE FREE

FROM: (a) a sexual solicitation or advance made by a person in a position to confer, grant or deny a benefit

or advancement to the employee where the person making the solicitation or advancement to the employee knows or ought to know that it is unwelcome.

(b) a reprisal or a threat of reprisal for the rejection of a sexual solicitation or advance where the

reprisal is made or threatened by a person in a position to confer, grant or deny a benefit or advancement to the employee.

6.12 The Company will include compulsory human rights/diversity training in its required orientation for

new employees. This training will be co-instructed by a member of the Union Executive. 6.13 The Company and the Union recognize the inherent right of every employee to work in an

environment characterized by respect for individual dignity. An employee alleging harassment in the workplace as described in 6.10 and 6.11 has the right, after

informing the supervisor or manager, to leave the work area without loss of pay, rights or benefits, and to refuse to return to the work area until such time as an investigation of the complaint has been undertaken.

Disciplinary action consistent with the principles of progressive discipline will be taken in the event

that a false charge is laid with malicious intent. The investigation shall be undertaken by Human Resources and the Union as detailed in 6.10.

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ARTICLE VII - LAYOFF AND RECLASSIFICATION NOTIFICATION

7.01 The Employer agrees to advise the Union Executive in writing of the layoff of an employee or

employees or probationary employees concurrent with or shortly after the employee has been advised. Such notice to be given at least fifteen (15) working days in advance of the effective date of the layoff.

7.02 Individuals from outside the Bargaining Unit will not assume or undertake any activities with the

express purpose or intent of displacing an employee covered by this agreement. 7.03 The Company is prepared to allow reasonable time off with pay during such period of notice to enable

an employee to attend employment interviews, provided that Human Resources receives verification of the appointment.

7.04 Reclassification to a lower job classification will only occur when a seniority employee does not

possess the necessary skills or the ability to acquire or assimilate the necessary knowledge following a change of job either through the layoff or job posting procedure.

In the above situation, an employee will be placed in layoff and will only be recalled if successful in

obtaining a job through the job posting procedure or placed into an open vacancy by the Human Resources (HR) Site Head in consultation with the Union and the Department Head. Should an employee grieve the situation, the employee will not be laid off until the problem has been resolved through the grievance procedure.

All situations, however, will be discussed with the Human Resources (HR) Site Head, the Department

Head, and the Union. 7.05 A seniority employee who has the necessary skills and ability but does not perform satisfactorily will

not be demoted. The employee will be counselled and if the desired results are not achieved, then progressive disciplinary action will be taken which would eventually lead to termination of employment.

7.06 SEVERANCE PAY (a) An employee who is laid off shall be entitled to severance pay in the amount equivalent to two and

one-half (2.5) weeks of regular wages per year of service, prorated for the current year. Acceptance of severance pay will result in the employee being deemed terminated and forfeiting recall rights.

(b) This provision would not apply to those employees who choose to go on the layoff recall list or who

wish to exercise their bumping or displacement rights (as defined in clauses 7.09 and 7.10).

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(c) It is understood that severance entitlement as outlined in article 7.06 (a) above includes statutory entitlements as specified under Section 58 of the Employment Standards Act.

(d) Where it is mutually agreed by the Union and the Company, employees eligible for early retirement

may be offered a severance option. LAYOFF PROCEDURE

7.07 Definitions (a) LAYOFF means the termination of work for an indefinite period, caused by a decision of the

Company to reduce or eliminate the work upon which the employee was engaged. (b) LAYOFF STATUS occurs when an employee's job has been eliminated or is made redundant

through a reduction of work or is in a bumped or displaced situation which allows the employee to exercise rights in accordance with this Article.

(c) LAID-OFF is the status of an employee who is no longer actively employed due to a layoff. (d) SENIORITY is the status that an employee acquires in accordance with Clause 8.01 and after

achieving seniority status shall also mean the length of continuous employment with the Company within the Bargaining Unit.

Exception: A seniority employee in the bargaining unit, or what is now the bargaining unit,

who accepts a position with the Company outside of the bargaining unit and wishes to return to a job within the bargaining unit which is approved by the Company, will, upon reinstatement, be placed in an open vacancy provided the employee meets the job specification and has the physical ability to perform satisfactorily.

Should the period outside the bargaining unit not exceed twelve (12) months and provided the

bargaining unit job vacated is posted through the internal posting process, the employee will be granted the original seniority date.

Should the period outside the bargaining unit exceed twelve (12) months, seniority for the

purpose of this Article will be the date of reinstatement into the bargaining unit. In both instances above, the employee will retain the Company service date and will not be

regarded as a probationary employee as defined in Clause 8.01.

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(e) THE JOB SPECIFICATION is a statement of the qualities or abilities that a worker must possess to perform the job to the specified standard including physical ability, education, licence, skill and knowledge.

(f) BUMP means the displacement of an employee by another employee because of a layoff

situation resulting in the bumped employee having to accept a job in a lower classification. "Bumped" is therefore a situation where an employee is still working but not in the former classification.

(g) DISPLACE means the displacement of an employee by another employee because of a layoff

situation, resulting in the displaced employee retaining the job classification but not performing the same activity or group of activities.

(h) A JOB VACANCY occurs when the company wishes to fill a position created when an

employee is terminated, transfers by job posting, resigns, retires or when the establishment is increased.

(i) AN OPEN JOB VACANCY is a vacancy which still exists after the procedures contemplated

under Clause 8.02 and 17.03 have been exhausted leaving the Company in a position to fill the vacancy from external candidates or temporary employees.

(j) Local 1701, UNION EXECUTIVE OFFICERS (as defined in the Unifor Constitution and By

Laws) shall be considered to have the most seniority within their classification and will be retained in that classification so long as there is work to be performed in that classification and if the member of the Local Union Executive Board remaining is qualified and willing to perform the work available.

An Executive Officer who vacates office relinquishes protection under the above paragraph. In the case of two Executive Board members in the same classification, seniority shall be

determined by the Unifor Constitution and By Laws. 7.08 For the purposes of this Article only, a listing of the current departments and divisions within the

organization will be available in the Human Resources Division and the Union office. 7.09 If a seniority employee is in a layoff status, it will be discussed with the Union and the following

Procedure shall be observed: (a) The Company will give at least thirty (30) calendar days notice or pay in lieu of notice provided

the Employee has one (1) year of service or more.

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(b) Discuss the alternative of work sharing with the Union. (c) Displace, bump and layoff employees in accordance with the procedure detailed in the

following Clause 7.10. (d) At any time during the procedure an employee may elect to be laid-off with the consent of the

employer. (e) The parties may by mutual agreement in writing, alter or amend the procedure to

accommodate special circumstances. This may include giving an employee who is in a layoff status, consideration for a job vacancy.

(f) The decision by a seniority employee to elect being laid off, in these circumstances, will not

disqualify the employee from entitlement to severance pay under Article 7.06.

(g) The parties further agree that special circumstances will include bumping into the following job classes outside of the provisional job categories. Employees who satisfy the job requirements as specified in the Job Analysis Book will be considered.

These job classes include: Dietary Assistant, Lab Support Person, Mail Clerk Driver, Cleaner, Driver, Utility Person, Lab Support Technician, Inventory Handler, HVAC Technician Employees bumping or displacing into these classes as listed above will maintain their previous rate of pay for six (6) months. Employees can only bump into a higher classification in order to avoid a lay-off out of the Bargaining Unit.

7.10 (1) In the following procedure, an employee may not displace or bump a more senior employee. (2) When a layoff occurs relative to a specific job classification, the Departmental Manager will

place on layoff status the employee with the least seniority in that classification in the Department.

(3) It is the intention of both the Company and the Union to minimize displacement and bumping. An employee who is in layoff status shall be given first consideration for a job vacancy in their

classification, or a lower classification within the same job category. The employee will have the option of being interviewed for three (3) such vacancies in order of preference. The

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employee will be placed in the first vacancy for which they satisfy the requirements as specified in the Job Analysis Booklet.

(4) The employee may: (a) Displace the employee in the Division with the least seniority in the employee's job

classification, whose job specification the employee meets, or (b) Bump within the Department to a lower job classification in the same job category, in

which case it will be the employee in that job classification with the least seniority who will be placed in a layoff status.

(c) The process will continue until an employee is in a layoff status from the Division. (5) The employee in a layoff status from the Division will then either, (a) Displace the least senior employee in the employee's job classification Company wide,

whose job specification the employee meets, or (b) Bump the least senior employee Company wide in a lower job classification in the same

category or a previously held job classification provided the employee has the ability to perform satisfactorily.

(c) Displace into a temporary assignment within the same job classification, for which the

employee satisifies the requirements as specified in the job analysis booklet, providing the time remaining on the temporary assignment is greater than six (6) months.

(d) This process will continue until an employee is laid off. 7.11 A Union Officer will be present as an observer at all layoff interviews. Provisional Job Categories for Article VII - Layoff Procedure Classifications in descending order. Subject to change through the Job Evaluation Program. Category # Job Classification

A Technical Group Leader

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Senior Technical Administrator (TA) Senior Technologist Technical Administrator (TA) Technologist Advanced Technician Technician Technical Student B Group Leader- Water Systems Group Leader - W&S Group Leader - MDC Group Leader - Shipping Water Systems Technologist Sr. Lab Support Technician Logistics Operator Shipper Store person/Receiver Lab Support Technician Lab Support Person C Bioresources Group Leader Bioresources Administrator Bioresources Technologist Bioresources Adv. Technician Bioresources Technician Bioresources Lab Support D Group Leader - Packaging Mechanic Instrumentation/Process Technologist Packaging Mechanic C Packaging Mechanic B Packaging Mechanic A

Group Leader Filling Group Leader Packaging Filling Technician Packaging Technician

Inventory Handler E Information Resources Co-ordinator Label Control Group leader

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Label Control Associate Technical Co-ordinator Administrative Group Leader Health & Safety Technician Co-ordinator II System Administrator Library Admin. Admin. Support III Accounting Admin. II Co-ordinator I Admin. Support II Data Entry Admin. Accounting Admin. I F Utility Person/Driver Leadhand Cleaner Leadhand Utility Person Driver Mail Clerk Driver

Cleanroom Cleaner Cleaner

Dietary Assistant G Steamfitter Leadhand Refrigeration Mechanic Leadhand Machinist Leadhand Plumber Leadhand Electrician Leadhand HVAC Leadhand

Carpenter Leadhand Electrical Facilities Operator Refrigeration Facilities Operator Mechanical Facilities Operator Instrumentation Technologist Process Control Operator

HVAC Technologist Refrigeration Mechanic Electronic Technician Machinist

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Steamfitter Plumber Electrician Sheet Metal Worker Carpenter Painter HVAC Technician RECALL PROCEDURE 7.12 When an employee who is in a job share or permanent, part-time position due to layoff has been

recalled, their hours of work will be increased to a normal work week as defined in clause 14.01. 7.13 An employee who has been bumped will return to their former job classification in accordance with

seniority rights in reverse order of the procedure detailed in Clause 7.10. A job vacancy will not initially be posted if there is a bumped employee whose former job classification is the same as the job classification of the vacancy. The intent of this procedure is to make every effort to return the employee to the former classification. At any time an employee may relinquish the right to bump back.

7.14 Recall laid-off employees in accordance with the following: (a) A job vacancy notice will not initially be posted if there is a laid-off employee within the job

category whose former job classification is the same as or higher than the job classification of the vacancy.

(b) In such cases as defined in (a) above, the employee will be re-called by seniority into the job

vacancy, providing the employee meets the job specification and can perform the job satisfactorily within a reasonable period of time.

(c) If the vacancy is not filled through (b) above, then the job will be posted in accordance with

Clause 17.01 and all employees who are laid-off may apply along with eligible active employees as detailed in Clause 17.04.

(d) When an opening exists on a preferred shift (defined as any shift Monday-Friday between 6am

and 6pm) in a department that has shift work occurring, the opportunity to move to the preferred shift opening shall be given to the most senior worker (in the same department and

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classification as the opening) on the altered shift. An employee on layoff will then be recalled to fill the vacancy created on the altered shift.

(e) Temporary vacancies of greater than 20 consecutive working days will not be filled by temporary transfer or use of contractors to perform the same work of an employee on lay-off.

SENIORITY GENERAL 7.15 An employee who is bumped will be paid at their current classification rate for a period of twelve (12)

months or until transferred, recalled or refuses a bump back to the former job classification, whichever is the sooner. After the expiration of such period, the employee will be paid the maximum of the classification currently held.

7.16 Seniority lists will be revised and given to the Union every three (3) months to include employee

status, Full-time permanent, Full-time temporary, Co-op student and Summer Student. 7.17 The names of employees who are laid-off will be retained on the Employer's seniority list for a period

of twenty four (24) months or, for service of less than twenty four (24) months, equal to their length of service, after which their names will be struck from the list.

7.18 It shall be the duty of the employees to notify the Human Resources Department promptly of any

changes in their name, address or telephone number, otherwise the Employer will not be responsible for failing to contact the employee or, for notices not reaching the employee.

7.19 An employee will lose seniority and employment will be terminated for any of the following reasons: (1) Resignation. (2) Discharge. (3) Not recalled within the time limits as defined in Clause 7.17. (4) Failure to return to work within seven (7) days after the Company has sent a registered letter of

re-call to the employee's last recorded address. A copy of this letter shall be forwarded to the Union Recording Secretary. It is the responsibility of the employee to notify the Company of a contact address if the employee intends being away from their permanent address for a period in excess of seven (7) days.

(5) Failure to exercise re-call rights to fill a permanent vacancy within the job classification.

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ARTICLE VIII - SENIORITY

HIRE 8.01 A new employee, excluding a replacement for an employee absent through maternity, sickness, or

injury, shall be considered probationary and shall not acquire seniority rights until the employee has worked six (6) months. Such an employee will be eligible for benefits after three (3) months.

Any days lost due to sickness, non-work related injury, or shutdown will extend such probationary

period by the actual days lost, but upon completion of such periods, seniority will coincide with the employee's service date.

Paid designated holidays shall be classed as days worked in the context of this clause. The Union will

be notified in writing of the discharge of a probationary employee simultaneously or shortly after the employee has been advised.

8.02 (a) A replacement for an employee absent through maternity or paternity leave not to exceed

fifteen (15) months will be classed as a temporary employee and will not achieve seniority under this article.

When an employee is hired for a specific term or task, the term shall not exceed one (1) year, with the potential to extend to 18 months, upon mutual agreement with the Union which will not be unreasonably denied, and will be classified as a temporary employee and will not achieve seniority under this article. If an employee is extended under this clause there will be no interruption of benefits.

(b) A replacement for an employee absent through sickness or injury will be classed as a temporary

employee and will not achieve seniority under this article. The temporary assignment will terminate upon either the full reinstatement of the injured or sick employee, or, after two years. Extensions to such temporary assignments will only be granted with the agreement of the Union.

c) Temporary employees as defined in (a) and (b) above will be eligible for the following benefits

commencing their fourth month of employment: - Health Insurance Plan - Group Life Insurance - 7 days paid sick leave - Dental

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- Optical - Extended Health - Designated and Float Holidays Such a temporary employee will be given consideration as and when subsequent vacancies occur,

under Clause 17.01. Provided there is no more than five (5) working days broken service, should a temporary employee obtain a permanent job within the bargaining unit, a six (6) month probationary period as defined in Clause 8.01 will be applied to the new job except when hired on a permanent basis into the job which the employee has been performing as a temporary, then such service will apply towards the probationary period. Upon completion of this probationary period the employee will achieve seniority and the seniority date will coincide with their initial hiring date as a temporary employee.

(d) A temporary employee will be terminated from employment at the end of the temporary

assignment, or if displaced or bumped by a seniority employee through the layoff procedure. The union will be notified at the time of the termination.

(e) All temporary employees will be advised in writing of their status within 7 days prior to the

termination of the temporary position. 8.03 An employee returning to work following an absence of up to two years due to L.T.D. or WSIB will

return to the division in the classification held when the period of absence commenced with no loss of seniority, provided they meet the job specification.

If cleared to return to work following an absence in excess of two years due to sickness or injury, from

the time the employee went on L.T.D. or WSIB, the employee will be placed on the layoff list and exercise rights in accordance with the re-call procedure detailed in Clause 7.14.

8.04 JOB ACCOMMODATION Within the spirit and intent of the Ontario Human Rights Code, the Company will accommodate

disabled employees. For the purposes of this Article, "disabled employee" is defined as an employee who is unable to perform the essential duties of their job due to a non-occupational medical or physical condition.

The accommodation, with due consideration given to the needs of the operation and the abilities of the

employee, will be made in the following manner: 1. Accommodation will be made to the employee's regular position including, but not limited to,

such elements as work station modification, adaptation of tools and equipment, and

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adjustments to work schedules. The employee at any time may request Union representation through this accommodation process.

2. If necessary, accommodation may also include the Company's making every effort to provide

suitable alternative employment, including any necessary training, within the classification structure of Schedule "A" of the C.L.A.

3. In all cases, an appropriate assessment of the employee's skills and abilities will be carried out

to ensure a suitable placement.

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ARTICLE IX - LEAVE OF ABSENCE WITHOUT PAY

9.01 The Employer may at its discretion, grant a leave of absence without pay to any employee for personal

reasons and any person who is absent with such written permission shall not be considered to be laid off and seniority shall continue to accumulate during the absence. Any authorization for leave of absence must be in writing and such authorization shall not be unreasonably withheld.

9.02 An employee with 13 or more weeks of service shall be granted Maternity, Parental and/or Adoptive

leave to a maximum of fifty-two (52) weeks as follows: 17 weeks Maternity Benefits PLUS 35 weeks Parental Leave.

For employees on maternity leave, the Company will top-up EI Maternity Benefits to 100% of the employee’s salary for the first fourteen (14) weeks of their leave. When the employee returns to work they will be returned to their original position.

9.03 During a leave of absence, full benefits will be continued by the employer and current employee contributions to the benefit plan will be maintained by the employee, provided the employee pre-pays the cost of the employee portion for these benefits.

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ARTICLE X - LEAVE OF ABSENCE WITH PAY

10.01 An employee who through the death of the understated relationships finds it necessary to be absent

from normal scheduled shifts will be paid for the time lost from such shifts in accordance with a) and b) below, provided such days are taken consecutively.

a) Up to five (5) days for the following family members: parent, child, spouse, brother, sister,

grandparent and grandchild. b) Up to three (3) days for the following family members: mother-in-law, father-in-law, brother-in-law,

sister-in-law, daughter-in-law, son-in-law and spouse's grandparents. The above in-law relationships will continue to be recognized after death or separation of the spouse, until the employee records a new spouse with the Human Resources Department. The Employer will use reasonable discretion regarding paid leave of up to one (1) day to an employee to attend the funeral of a close friend. 10.02 The Employer will allow any employee reasonable leave of absence with pay for the following reasons

and amounts of time: Marriage of the employee .......................................................................................... - two (2) days Citizenship application ............................................................................................... - one (1) day Citizenship confirmation ............................................................................................ - one (1) day Moving of employee's household ................................................................... …….. - one (1) day Writing School Examination ...................................................................................... - half (1/2) day Employee Graduation ................................................................................................ - half (1/2) day Birth of Child (Paternity Leave) ................................................................................ - three (3) days Adoptive Leave * ................................................................................................... - three (3) days Compassionate Leave ................................................................................................. - three (3) days * See clause 9.02

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10.03 An employee who is called for jury duty shall be paid the difference between the payment received for

jury service and the normal rate of pay for each day partially or wholly spent in performing jury duty, provided the employee otherwise would have been scheduled to work for the Company on such day or days. The same shall apply to any employee who is subpoenaed to appear as a witness in court, except when subpoenaed by the Union for arbitration hearings, and the employee shall be required to produce the subpoena to the Human Resources Department.

10.04 MEDICAL AND DENTAL APPOINTMENTS The Company recognizes the fact that from time to time situations arise which require an employee to

be absent from scheduled work for the purpose of attending Medical or Dental appointments. The Company has the right to have such absence certified by medical certificate or equivalent

satisfactory proof. Such requests will be made by the Occupational Health Centre and will not be unreasonably requested.

If it is not possible to schedule appointments outside of working hours, it is expected that every effort

will be made to schedule the appointment at a time which would be the least disruptive to the operation of the employee's department.

Employees will have the option of charging lost time for appointments to their sick time or banked

time allotment. When a medical certificate is requested, the Company will pay for the cost of any such certificate.

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ARTICLE XI - BULLETIN BOARDS

11.01 The Union will be allowed spaces on bulletin boards to be furnished by the Employer in a mutually

satisfactory location on the premises for the purpose of posting notices regarding meetings and matters pertaining to the Union. Before posting, all notices shall be submitted to the Human Resources (HR) Site Head for approval, which shall not be unreasonably withheld.

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ARTICLE XII - VACATIONS All vacation entitlements under this article are based on working hours (37.5 hours is equal to 5 X 7.5 hour working days). 12.01 An employee with more than one (1) year but less than eight (8) years of continuous employment with

the Company will be entitled to 112.5 hours (15 working days) of vacation time with pay. 12.02 An employee with more than eight (8) years but less than twelve (12) years of continuous employment

with the Company will be entitled to 150 hours (20 working days) of vacation time with pay. An employee with 13 or more years of continuous service with the Company will be entitled to the

following vacation time with pay: 13 years service 157.5 hours (21 working days) 14 years service 157.5 hours (21 working days) 15 years service 165 hours (22 working days) 16 years service 172.5 hours (23 working days) 17 years service 180 hours (24 working days) 12.03 An employee with more than eighteen (18) years of continuous employment with the Company will

be entitled to 187.5 hours (25 working days) of vacation time with pay. 12.04 An employee having more than twenty-five (25) years of continuous employment with the Company

will be entitled to the following vacation time with pay: 25 years service 195 hours (26 working days) 26 years service 202.5 hours (27 working days) 27 years service 210 hours (28 working days) 28 years service 217.5 hours (29 working days) 29 years service 225 hours (30 working days) After twenty-nine (29) years of continuous employment with the Company, an employee will

accumulate 7.5 hours (1 day) of vacation time with pay for every subsequent year of employment. 12.05 The time at which the vacation of any employee shall be taken shall be at a time convenient to the Employer. The employee's selection of vacation timing will be met as stated in the vacation policy, provided that, in the opinion of the Employer, such selection will not prejudice the operation of the Company.

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Normally vacation schedules will be finalized by March 31st of each year.

Except in emergency situations the Company will notify any departments affected by a departmental shutdown by the end of February. Notification will include posting on departmental bulletin boards

If there is limited work during a departmental shutdown, employees with greater than 75.0 hours of vacation time will be required to take 75.0 hours during the shutdown period. Any remaining vacation eligibility must be scheduled as per the vacation policy

Staffing during the shutdown will be done using the following process:

i. Volunteers in the job classification who normally do the work ii. Qualified volunteers in the remaining classifications

If not enough volunteers come forward then it will be staffed:

i. In reverse seniority order within the classification ii. In reverse seniority order with other employees in the department capable of performing the work

12.06 An employee may carry-over up to 37.5 hours (5 working days) of vacation entitlement into the next

vacation year, provided this is approved by the Employer in advance of the accumulation. 12.07 Employees will be paid vacation pay for the actual period of vacation time taken provided that written

notice of vacation time has been given at least two (2) weeks in advance of the beginning of the vacation.

12.08 Reference should be made to the vacation policy for all other conditions relative to vacations not specifically covered by the Article. 12.09 All requests for vacation shall be replied to within 10 working days, if request received after March 31st.

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ARTICLE XIII - DESIGNATED AND FLOAT HOLIDAYS

13.01 The following designated holidays will be granted with pay to an eligible employee: New Year's Day Labour Day Good Friday Day Thanksgiving Day Victoria Day Christmas Day Canada Day Boxing Day Civic Holiday Family Day 13.02 When any of the aforesaid holidays fall on other than a regular working day, the Company may

designate another day upon which the said holiday will be celebrated in consultation with the Union. 13.03 ELIGIBILITY An employee will not be eligible for pay on such holidays who, (a) has not worked three (3) months (b) fails to work the full regular shift the day preceding or following the designated holiday,

providing that an approved L.O.A. or lateness of up to one hour at the beginning of such shifts shall not cause the loss of such holiday pay. For the purpose of this clause only, such a designated holiday must be within the first thirty (30) working days of a continuous period of absence, except when in receipt of sick pay, maternity leave or WSIB benefits.

(c) has agreed to work a designated holiday and, who without reasonable cause, fails to report for

and perform the work. 13.04 FLOAT HOLIDAYS In addition to the designated holidays detailed in Clause 13.01, an eligible employee will be granted a

holiday with pay on four (4) float days each calendar year, which will be scheduled by the Company, in consultation with the Union.

13.05 ELIGIBILITY - FLOAT HOLIDAYS Eligibility for such float holidays with pay shall be in accordance with Clause 13.03 (b) and (c).

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13.06 PAY - NORMAL Pay for a designated or float holiday will be for the normal daily working hours at the straight time

hourly rate. 13.07 PAY - TEMPORARY TRANSFER Should a designated or float holiday fall during a period when an employee is temporarily transferred

and is in receipt of a higher rate of pay in accordance with Clause 14.10, then the higher rate will be paid for such day.

13.08 WORK ON A DESIGNATED OR FLOAT HOLIDAY An eligible employee who works on a designated or float holiday as detailed in Clauses 13.01 and

13.04, shall be paid, in addition to pay under Clause 13.06, at a rate equivalent to time and one half (1 1/2) for the hours worked on that day, except that double time (2) will be paid for all hours worked on Canada Day and double time and one half (2.5) for all hours worked on Christmas Day and New Year’s Day.

Any employee may waive payment under 13.06 and receive a day off in lieu for the holiday worked. 13.09 DESIGNATED HOLIDAY OR FLOAT DAY DURING VACATION PERIOD A designated holiday or float day falling within an employee's scheduled vacation will not be counted

as vacation and the vacation day will be rescheduled on day mutually agreed between the employee and supervisor.

13.10 DESIGNATED HOLIDAY SUBSTITUTED TO ANOTHER DAY When another day is substituted for a designated holiday, all conditions, such as pay, work etc., will

only apply to the day on which the designated holiday is now recognized or on conditions that have been mutually agreed to by the Company and the Union.

13.11 LEAVES OF ABSENCE DESIGNATED HOLIDAYS An employee will receive holiday pay if the designated holiday falls within the first thirty (30)

working days of an approved leave of absence, except when in receipt of sick pay or WSIB benefits.

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An employee who is eligible to return to work on a designated holiday following an approved leave of absence in excess of thirty (30) working days, will be paid for the holiday, provided the employee works the full regular shift following such holiday.

FLOAT HOLIDAYS An employee will receive holiday pay for the float holidays in accordance with Clause 13.04, provided

that the total remuneration (wages and benefits) for float holiday shall not exceed the normal straight time hourly earnings for the day.

13.12 LAYOFF For the purpose of this article only, an employee, who is laid off, will be regarded as being terminated. 13.13 TERMINATION OF EMPLOYMENT A terminated employee will not be eligible for payment for any designated holiday falling after the last

day worked. Notwithstanding the above, if a public holiday, as detailed in the Employment Standards Act, is

substituted by another day, an employee will be paid for the day if terminated after the public holiday but before the substituted day.

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ARTICLE XIV - HOURS OF WORK, RATES OF PAY

14.01 The standard work week for the various categories of employees shall be thirty-seven and one half

(37.5) hours. The standard workday shall be seven and one half (7.5) hours or as contemplated under Clause 14.02. Where an employee's job requires a full change of clothing, a minimum of 10 minutes will be allotted

at the end of the work day to change back into their own clothing. 14.02 (a) All requests for changing of the work week will be channelled through the Human Resources

(HR) Site Head who will involve the Union Negotiating Committee for exploration and discussion of the factors necessitating such change. Every effort will be made to arrive at a mutually satisfactory conclusion. If and where possible the concept of voluntary change will be adopted.

(b) Where such changes require the addition of a shift or shifts, the necessary complement will be

filled through new hires and volunteers whenever possible. When this is not possible, the shift will be staffed in reverse order of seniority with qualified employees from within the department and classification(s) required.

14.03 The wage rates set forth in Schedule "A" hereto, with increases as set forth in such schedule, shall be

paid during the life of this agreement. 14.04 Where the Employer wishes an employee to work overtime, the supervisor shall make best efforts to

notify the employee as far in advance as is practicable. 14.05 Hours worked in excess of the standard work day of an employee or in excess of 37.5 hours per week

inclusive of hours paid for sickness, vacation or holiday, shall be recognized as overtime and shall be paid at a rate equivalent to one and one-half (1.5) times the regular hourly or weekly rate for such employee provided that hours paid on a daily overtime basis shall not be counted toward entitlement for weekly overtime. The maximum amount of lieu time (including any carry over from the previous year) accumulated and used will not exceed 75 hours per calendar year. Time off in lieu of pay for overtime worked shall be credited at the appropriate overtime rates. The time taken will be as mutually agreed upon between the employee and the Supervisor.

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A request for banked lieu time for time off will not be unreasonably denied. After October 1st, unscheduled vacation must be taken prior to using banked lieu time. Both requests and responses to use banked lieu time, will be made within a reasonable time frame.

An employee posting into a new position will either use at a time mutually agreed upon, or be paid, all banked lieu time before the effective date of transfer.

Any and all lieu time banked will be paid out at the end of each calendar year unless the employee requests carrying over up to thirty seven and a half (37.5) of banked lieu time into the next calendar year, provided this is approved by the Employer in advance. Requests to carry-over lieu time to the following year for a shutdown period will not be denied.

Any denials of use of lieu time or vacation time shall be made in writing stating the reasons for denial within 24 hours of the denial.

Vacation carry over as per Article 12.07 will be considered as scheduled vacation time. 14.06 Overtime hours worked on the 1st day of rest shall be paid at a rate equivalent to one and one half (1.5)

times the regular hourly rate. Overtime hours worked on the 2nd day of rest shall be paid at a rate equivalent two (2) times the

regular hourly rate. For employees on a 4 day shift, overtime hours worked on the 1st & 2nd day of rest shall be paid at a

rate equivalent to one and one half (1.5) times the regular hourly rate and overtime hours worked on the 3rd day of rest shall be paid at a rate equivalent to two (2) times the regular rate.

14.07 Overtime shall be offered as fairly and equitably as practicable among the employees and the

following general principles shall apply: (a) It will be offered by seniority in the following order: i/ to the employees in the department in the job classification who normally perform the

work ii/ to the employees in the department in the same job category who can perform the work iii/ to other employees in the department capable of performing the work iv/ to any other employee capable of performing the work

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(b) Overtime will be equitably assigned within the classification with seniority employees having

the right of first refusal. The Company agrees to maintain an overtime roster within each department to monitor this.

(c) Employees for their part will use their best efforts to make themselves available for overtime

work but will not be required to do so. Where the Company is unsuccessful in obtaining employees to work overtime on an emergency basis, then it will be assigned on a reverse seniority basis. An employee will not be required to work in emergency situations if the employee has a valid reason.

(d) In departments where shifts are present, as defined in 14.10 (3) and (4), and overtime is required

on all shifts, employees will work the overtime on the shift and in the classification they normally work.

14.08 Employees who are called to work or who are scheduled to work overtime hours, provided such

hours worked are not continuous with their normal hours of work, shall be paid for the actual hours worked or four hours, whichever is the greater, at the applicable overtime rate of pay.

14.09 An employee required to be on standby shall receive standby pay in the amount $3.00 per hour for

each hour that the employee is actually on standby or until the employee is called in. If an employee is called back to work while on standby duty, the provisions of Clause 14.08 shall apply. For the purposes of the clause, "standby" is defined as a prearranged commitment between the Employer and the employee, that the employee will be available to be reached during the specified standby period and that, when called, the employee will be available to perform the duties required.

14.10 PAY DIFFERENTIAL AND BONUSES (1) Cold room or incubator workers are to be paid a bonus of $5.00 per day. The bonus will only be

paid for the day providing the employee worked in the cold room or incubators for a minimum of three hours.

(2) The cafeteria employees shall receive lunches at no cost to the employee. (3) A shift bonus of $1.10 per hour will be paid to all employees for all continuous hours worked

provided at least 50% of the shift hours worked are between 4:00 p.m. and 12:00 midnight, and $1.50 per hour will be paid to all employees for all continuous hours worked provided at least 50% of the shift hours worked are between 12:00 midnight and 8:00 a.m.

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Employees on permanent altered shifts, where shift bonuses apply, will receive appropriate premium for vacation, statutory holidays and sick leave when scheduled for that shift.

The same principle will apply to hours actually worked in accordance with Clause 14.08. (4) A shift bonus of $1.10 per hour will be paid to all employees who normally work a Saturday

and Sunday (excluding WEWC) as part of their standard work week. (5) An employee who has completed a regular work day and is telephoned at home by a

supervisor or the person on duty at the Gate House regarding a business matter at the Company, will be paid five dollars ($5.00) for each call. This telephone premium will not be paid if the employee is required to report for duty under Clause 14.08.

(6) An employee who continues to work more than two (2) hours of overtime immediately

following scheduled hours of work shall be provided with a free meal. 14.11 The Employer will not alter the information submitted on an employee’s time card without consulting

with the employee 14.12 The Union President’s salary will be set at the top rate plus 5%.

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ARTICLE XV - UNION SECURITY

15.01 The Company agrees to deduct from the pay of each employee, and any employees temporarily

transferred out of the bargaining unit, regular bi-weekly Union dues as determined by the Local Union, provided, however, that such deductions are in accordance with the Constitution and By-Laws of Local 1701, Unifor.

The monies so collected will be remitted to the Secretary Treasurer of Local 1701 within ten (10) days

of the date they were deducted and the list of names from whom such monies were deducted shall be issued monthly.

It is understood and agreed that the Union shall save the Company harmless from any and all claims

which may be made against the Company by any employee for amounts deducted from wages as herein provided.

The Company further agrees to show on the T-4 slips of all employees the amount of Union dues

deducted. 15.02 All employees who are presently Union members shall be required to maintain their Union membership and all new employees shall be required to become Union members. 'Presently' means as of the date of signing this memorandum of settlement. 15.03 The Company will advise the Union one day prior to the return to the bargaining unit of any member

working on a temporary transfer out of the bargaining unit.

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ARTICLE XVI - CLASSIFICATION OF JOBS

16.01 The classification of a new job or reclassification of an existing job will only be done with the

agreement of the Union, by a Memorandum of Understanding and Agreement. 16.02 When a position is re-evaluated through job evaluation to a lower classification, the employee in that

position will have their current rate of pay frozen until the maximum rate of pay of the lower classification meets or exceeds their current rate of pay (red-circled), or they may exercise their bumping rights as outlined in Article VII.

When a position is re-evaluated through the Job Evaluation Committee to a higher classification, if the

employee has been in that position for more than twelve (12) months the employee will have their current rate of pay increased to the maximum rate of pay of the new classification.

This clause will not apply to any agreement made (written or otherwise) prior to the application of this

agreement. 16.03 All job books that result in a wage adjustment will be effective according to either 25 working days

following submission to the immediate responsible individual, or the date at which the supervisor and employee reach agreement on the revisions, whichever is the earliest. The date of submission and the dates of agreement will be written and signed by both the employee and supervisor.

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ARTICLE XVII - JOB POSTING AND FILLINGS

17.01. When a vacancy occurs on any permanent job vacancy as defined in Clause 7.07 (h) and is not filled

through the procedure as contemplated in Clauses 7.13 and 7.14, it shall be posted for (3) working days at all Sanofi Pasteur Limited Bargaining Unit worksites. The Union will be provided with a copy of such job posting one day prior to the date of posting. Should a job vacancy (same position description, same shift) become available within a nine (9) month period of a previous posting the Company will discuss with the Union and determine whether there were any qualified, seniority applicants not interviewed from the previous posting. If so, the Company will commence interviewing those candidates. If not, the Company will consult with the Union whether or not it is reasonable to post internally before commencing external recruitment.

(a) An employee shall apply via the on-line process. Applications will only be accepted up to forty-

eight (48) hours following the completion of the job posting time limit as detailed in 17.01. The Company will ensure that all bargaining unit employees have access to the Internal Career Centre.

(b) An employee on an approved leave of absence may notify Human Resources in advance of the

leave if they wish to be considered for any jobs which may be posted during their leave. The Company reserves the right to decline such a candidate should the time remaining on the leave prevent the candidate from commencing in the position as required.

(c) The Human Resources Department will forward the copies of the application together with all

the relevant documents as defined in Article 17.07 to the Company official responsible for making the selection.

(d) Selection will normally be made within three (3) working days from the closing time of such job

posting and the copies of the Job Posting Request Form will be returned to the Human Resources Department duly completed once the selection has been made.

(e) If required, the copies of the Job Posting Request Form will be completed by the Human

Resources Department, then forwarded to the Union and the employee respectively. The Job Posting showing the name of the successful applicant will be exhibited for three (3) working days.

(f) Human Resources will provide the Union President with the standard weekly hiring report.

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(g) A list of bargaining unit positions, that the Company is actively recruiting to fill, will be posted and

maintained on the job notice board.

(h) Any grievance resulting from the denial for a job posting will be filed within three (3) working days of the meeting described in 6.01 ( c ).

(i) The Union will be notified within five (5) working days whenever a job posting is withdrawn.

17.02 The selection of Group Leaders and Lead Hands will be chosen by the Company from the most

qualified applicants for the position. Most qualified will include seniority, skill, demonstrated competencies, ability, experience and education.

To be effective the preferred applicant must be a person with communication skills, planning and organizing skills, problem-solving skills, and team building skills. They will also participate in an Annual Review & Development Plan. The employee and Supervisor must retain copies of the ARDP documents. Should any candidate request it, an Executive Officer will be present, as an observer, during their interviews.

17.03 Applications from outside the bargaining unit and temporary employee applicants shall not be

considered until it has been determined that there are no seniority, qualified bidders within the Bargaining Unit. If an open vacancy exists as defined in Clause 7.07 (i), temporary employees will be interviewed in order of hire date, offer date, offer sign back date, interview time prior to external candidates, provided that their qualifications meet the requirements of the job specification.

Temporary employees with more than one (1) month remaining on their temporary contracts will be

excluded from posting into permanent vacancies unless otherwise agreed to by the Company. Temporary employee’s whose contracts have been extended will be allowed to apply for a permanent position within the department where they are working.

17.04 Applicants applying for a job posting who satisfy the job requirements as specified in the Job Analysis

Booklet, shall be interviewed in seniority order. Where there is a question as to the suitability regarding a candidate's qualifications (i.e. the combination of experience and education), Human Resources may waive up to seventy-five (75) percent of the total number of applicants from proceeding in the interview process. In the event that more than Seventy-five (75) percent of the pool of candidates do not meet the minimum qualifications, the Company and the Union will determine whether or not it is reasonable to interview any of the unqualified candidates.

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Applicants who are waived from proceeding in the interview process will be advised by Human Resources that they are waived. Those applicants will be provided with an opportunity to meet with the selection officer for a career development discussion. The Union President will be provided with a list of all applicants for a job posting vacancy where Human Resources has waived up to seventy-five (75) percent of applicants.

Candidates will be scheduled at the same time in seniority order and all candidates will receive a

minimum of one (1) working day’s notice for interviews. The first applicant, who in the considered opinion of the selection officer, could perform the job satisfactorily with on the job training as indicated within the training period identified in the Job Analysis Booklet, will normally be awarded the job. A hiring manager will make his/her best effort to make a hiring decision within two (2) working days and will not interview the next candidate before making a decision. When a qualified candidate is selected, subsequent candidate interviews will be cancelled.

Where a grievance has been filed against the job posting, further interviewing will cease until the

grievance has been processed through the grievance procedure. 17.05 A successful applicant will normally be transferred within one month of being accepted into the new

position. Should the successful applicant not be moved within one month, such delays will be discussed with the Union and the applicant will be paid the appropriate rate of the job classification for which they were accepted.

17.06 An employee who has been accepted for a job through the job posting procedure, will not be

considered for other jobs which the employee may have applied for unless the employee relinquishes the right to the job for which the employee was accepted.

Effective on the date of hire, a new employee will be ineligible to post for a job outside of their

department for a period of twenty-four (24) months unless released by the supervisor. Upon acceptance into a new job through the job posting procedure, a seniority employee would be

ineligible to apply for another posted position outside of their department for a period of one year, unless the position was filled through the layoff procedure or unless released by the supervisor.

17.07 The documents or information that may accompany an application, in response to a job posting, for

scrutiny by the Selection Officer and the Human Resources department are: (a) Education and Training records (b) Record of Employment for the past ten (10) years.

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(c) Disciplinary notations issued during the previous twelve (12) months on approval by the Human Resources (HR) Site Head.

(d) References (employee to provide if interviewed) 17.08 The individual(s) who will be conducting the interview will be specified on the job posting.

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ARTICLE XVIII - TRANSFER

18.01 The Company may temporarily transfer any employee to a different job classification in a different

Department or Division resulting from temporary operations requirements, provided the period shall not exceed ninety (90) working days unless such period of time is extended by agreement of the Company and the Union. At the end of the temporary transfer period, unless the time is extended by mutual agreement, the opening in the job classification shall be filled in accordance with the job posting procedure.

The employee temporarily transferred shall then be returned to the job classification or Division from

which the transfer was made when the period of the temporary transfer is ended. 18.02 The ninety (90) day limitation shall not apply to cases resulting from leave of absence, illness or

accident, or maternity leave provided that an employee may decline a transfer of more than ninety (90) working days. If in order of seniority, all employees decline the transfer, the Company will assign the junior employee who is qualified to perform the work in question.

18.03 In case of any transfer for more than one week the Company shall: (a) Notify the employee affected as soon as reasonably possible after the decision is made: (b) Explain the reasons for the transfer. The Company shall explain the reasons for the transfer

immediately or as soon thereafter as possible. 18.04 The employer shall not transfer as a disciplinary sanction. 18.05 An employee who is transferred, as per this agreement, shall be paid their rate or the starting rate of

the classification to which transferred, whichever is higher. In each and every job there is a prime activity(s) and the wage is determined by the skill, knowledge

and ability required to perform this prime activity(s). Each and every job classification should have its own prime activity(s). However, in most jobs there are often more menial activities which require less skill, knowledge and ability than is required for the prime activity(s) of a lower classification.

Therefore on this understanding, claims under this clause will not be entertained unless the prime

activity(s) is performed and the responsibility is accepted for such activity in a higher job classification. The higher rate of pay will not be paid when an employee is undergoing training in a higher job

classification, or for a period of less than half a day. This training will not exceed the training period indicated in the Skills & Knowledge Analysis.

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18.06 Transfers will also be considered as development opportunities when long-term temporary positions

are to be filled. To be eligible for consideration, a seniority employee must have a minimum of eighteen (18) months seniority unless released by their supervisor. The following conditions apply:

(a) When a temporary position is required for a minimum one (1) year period. (b) The temporary position will first be offered to employees in the same department where the

temporary requirement exists; to employees who are in successively lower or equal classifications, who are qualified to perform the job, in seniority order.

(c) If no applicants are found within the department, the job will be posted in accordance with job

posting practices as outlined in article XVII, with the exception that it will be a temporary assignment.

(d) Only one posting will be allowed per temporary assignment. (e) Employees transferring under this section will not be allowed to post into other jobs during the

term of the temporary assignment, unless released by their supervisor. (f) When an employee completes the full duration of the temporary assignment, they must return

to their original position for a period of twelve (12) months before applying for a permanent position or twelve (12) months before applying for another temporary position, unless released by their supervisor or, they may apply for the permanent posting of the position held while on temporary assignment under this section.

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ARTICLE XIX - TRAINING 19.01 Whenever practical, training and development opportunities specific to the work performed by a

classification (e.g. formal courses, on-the-job upgrading for new equipment and temporary upgrades of greater than two weeks in duration) will take place on the employee’s regular shift and offered in seniority in a fair and equitable manner.

19.02 Reimbursement for training, development and educational opportunities will not be unreasonably

denied. A verbal response of authorization or explanation of denial will be given by the employee’s supervisor within fifteen (15) days of the request. Upon request a written response will follow.

19.03 Where there are multiple shifts, as defined in 14.10 (3) & (4), employees will rotate through all shifts, as required, until fully trained on all processes. A schedule will be provided in advance with a minimum of two (2) weeks notice given prior to the initiation of the overall training schedule. The training rotation will occur in a minimum of one (1) week instalments. In the event a seniority employee has extenuating circumstances which prevent the employee from participating in the rotating training schedule, the employee should inform management to jointly develop a suitable training schedule.

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ARTICLE XX - HEALTH AND SAFETY

20.01 In addition to complying with all applicable legislation, the Company shall make all necessary and

reasonable provisions for the safety and health of its employees at the work place. To ensure the health and safety of employees, the Company will utilize engineering controls.

Whenever this is not feasible, the Company shall furnish and instruct in the use of protective equipment and safety devices in accordance with the legislation and its present practices.

Workers will use issued equipment in accordance with their responsibilities under current legislative

and Company regulations. The Union will co-operate with the Company in ensuring that employees comply with all safety

regulations and policies. All employees are responsible for reporting unsafe conditions to the Company. Management and employees will take steps to remedy unsafe conditions.

20.02 The parties agree to make every effort to improve and promote safety and health conditions in all

work areas. The functions, powers and terms of reference of the Joint Health and Safety Committee shall be as outlined in the Occupational Health and Safety Act (1990) for the duration of this agreement and the internal procedures for the committee will be as outlined in the Terms of Reference dated November 6, 1996 or as amended from time to time under the procedure contemplated.

In the event of the repeal of the Occupational Health and Safety Act (1990) in whole or in part, resulting in lower standard(s), the parties agree to abide by the current legislation and to revert to the new legislation at the expiry of this agreement unless otherwise negotiated by the parties.

(a) Two (2) Bargaining Unit members of the Joint Health and Safety Committee shall be certified as

defined in the Occupational Health and Safety Act and its regulations. One certified member will be maintained at all times.

(b) Only one (1) of the certified members shall be delegated to exercise the powers/responsibilities

described in the act and its regulations at any given time. (c) The Company shall immediately be informed of any change in the member delegated through

20.02 (b). Such change shall only be for a valid absence from the worksite of the primary member or due to the primary member leaving the Committee.

(d) Training for the certification of members of the Joint Health and Safety Committee shall be paid

for by the Company and delivered by an organization which is approved by the Union.

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20.03 1) The Company will pay seventy-five (75) percent of the cost for a full time Union H&S Co-Chairperson of the Joint Health and Safety Committee. This would be calculated at the net average hourly earnings of a standard workweek, plus benefits (Company and Statutory.) Designated holidays, vacation, Union/Management meetings and all other L.O.A.’s will be subject to this cost formula of seventy-five percent (75%) Company, twenty-five percent (25%) Union.

2) Should the Union H&S Co-Chairperson relinquish this office for any reason, they will firstly displace back into the job classification in the Division, which was held immediately prior to election to office following the procedures as detailed in Clause 7.10 3) The Union H&S Co-Chairperson’s normal hours of work will be 8 a.m. to 4 p.m. Monday to Friday inclusive. 4) The Union H&S Co-Chairperson, although full time, will retain the status of an employee and will therefore have a reporting relationship to the Director, Environment, Health & Safety; both for administrative purposes and on regular aspects of health and safety measures and procedures pertaining to all employees of the company, and to the President, Unifor Local 1701 who will be advised in advance of all activities. 5) The Union’s Health and Safety Co-Chairperson’s hourly wage rate will be the rat eof the Health & Safety Technician or the employee’s current rate, whichever is higher. 6) This agreement is reached on the understanding that the Union H&S Co-Chairperson will:

a. give priority to all joint Union/Management health and safety meetings inspection and

recommendations b. co-ordinate and give priority participation to joint inspections c. effectively reduce the Union activity of other Union officers and members during normal

working hours. This is not intended to interfere with the structure of the Union and it’s officers who have areas of responsibility

d. be readily available to assist in jointly resolving problems e. not be replaced during a vacation or any other short term period of absence by another

Union officer or member at any time f. pending resources, joint recommendations and work required, will normally occupy office

space within the EH&S Department for 50 (fifty)% of the regular workweek

7) The company further expects the Union H&S Co-Chairperson will participate in and give priority to:

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a. incident and accident investigation b. inspection and calibration of monitoring instrumentation and safety equipment c. implementation and co-ordination of baseline air sampling (based on a program agreed upon

by the JH&SC); technical guidance and training to be provided by the Manager, Environment, Health & Safety

d. assisting in compliance with WHIMIS regulations e. other day-to-day health and safety activities as may be assigned, or as recommended

through the JH&SC and/or the Head of Environment, Health & Safety.

20.04 The Joint Health and Safety Committee shall review all accident and occupational illness reports and any other relevant reports or studies. All accident and incident reports will be copied to the Chairperson of the Unifor Local 1701 Occupational Health and Safety Committee within five (5) days of the incident occurring. When completed the Company will provide all follow-up reports resulting from any investigation triggered by the filing of an accident report concerning Health & Safety related matters to the Union Health & Safety Co-chair.

20.05 The Company will purchase appropriate foot protection on a once a year basis for the use of

employees in those areas or classifications where such protection is deemed necessary. If such foot protection becomes unserviceable through normal usage, it will be replaced without regard to the length of time which has passed since purchase.

20.06 In all areas where required, the Company will provide appropriate eye protection, including face

shields. For employees who are unable to wear goggles, the Company will supply safety glasses. Employees currently wearing prescription glasses will be provided with prescription safety glasses. The Company will also purchase any replacement lenses for such glasses should the Employee's prescription change.

20.07 It is understood that foot, eye and ear protection purchased under the above arrangements remains the

property of the Company and as such are for use during the periods of work which necessitate their use. Such items must not be removed from the Company property and should the employee transfer into an area or classification in which their use is not mandatory, or if the employee terminates, such items will be turned in to the Company.

20.08 After each hour of continuous operation of a VDT, an employee shall spend ten minutes on an

alternate activity. 20.09 (a) A pregnant employee whose normal duties may have a negative impact on her pregnancy, may

request reassignment for the remainder of her pregnancy by forwarding a written request to the

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Employer together with a certificate from a legally qualified medical practitioner certifying that the employee is pregnant.

(b) Upon receipt of the written request specified in 20.09 (a), the Employer shall where possible,

assign the employee to a vacancy provided that she is able to perform the required duties. The employee will retain her current rate of pay.

(c) Where it is not possible to assign an employee in accordance with 20.09 (b), the employee shall,

upon written request, be granted a leave of absence without pay to cover the period preceding the date on which she would be entitled to commence maternity leave.

(d) Article 20.09 will not be interpreted as limiting the statutory or contractual rights of a

pregnantemployee. 20.10 Where an employee is required to work in an area which is at an elevated temperature as defined by

the American Council of Governmental and Industrial Hygienists, and the Ontario Ministry of Labour’s Heat Stress Guidelines, and a complaint is received by the Safety Department, the environment shall be evaluated for heat stress and this shall be referred to the Joint Health and Safety Committee for action.

20.11 No employee shall suffer wage loss due to a work refusal or work stoppage as per the Occupational

Health and Safety Act 1990, or its regulations. Any employee involved in a work stoppage or work refusal may be assigned alternative work.

20.12 Health & Safety Level I & II courses and Health & Safety Level II Committees, offered through accredited educational institutions, will be paid for by the Company through the educational assistance program Unifor Local 1701 will choose 6-8 members to receive training in Level II courses. When courses are offered during normal company hours of operations attendees will be paid at their regular rate of pay.

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ARTICLE XXI - OCCUPATIONAL INJURY AND ILLNESS - WORKER'S COMPENSATION

21.01 (a) An employee who is injured in the course of duties and is treated in the Health Centre, will be

paid for the time lost while in the Health Centre. If the employee is sent home on the day of the incident, the employee will be paid straight time average earnings for the normal hours lost on that day.

(b) The Employer will ensure that suitable transportation to and from a medical facility is provided

for a worker injured on the job. 21.02 An employee who loses time as a result of an industrial injury or disease will be paid by the Company

an amount equal to the benefit entitlement approved by the Workers Safety and Insurance Board. Such benefits will be paid on the employee's normal pay day. Form-7 submitted to the W.S.I.B. will be suitably endorsed to the effect that all W.S.I.B. cheques should be made payable to the Company. Adjustments will be made as and when the Company is officially advised by the W.S.I.B. of the amount of the benefit which the employee has been awarded.

Employees are responsible for submitting all forms requested by the W.S.I.B. with failure to comply

being viewed as abandonment of the claim. Employees will be required to repay the Company outstanding advances in the event that a claim is

denied or abandoned. In the case of denial, repayment will be required only after the appeals process has been exhausted.

21.03 An employee will be regarded as being on a Leave of Absence during any period of absence in

accordance with this Article XXI. 21.04 The Union shall receive notice within 2 days that a Form-7, has been submitted to WSIB and that the

employee has recievd a copy of it. 21.05 The Company shall inform the W.S.I.B. of any wage increase which may affect the benefits paid to any

injured member. 21.06 The Company shall maintain all benefits currently paid for by the Company for an employee who is

receiving Workers Compensation lost-time benefits. The employee will continue to pay their portion of benefit contributions.

21.07 The Company agrees that every employee who suffers injury by accident or illness arising out of an in

the course of employment (within the meaning of the Workers' Compensation Act) shall be reinstated in the position held on the date of injury or provided with alternate employment of a nature and at

55

earnings comparable to the employee's employment on that date. The Company agrees further to modify the job if necessary to comply with the employee's capabilities.

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ARTICLE XXII – USE OF CONTRACTORS 22.01 In the conduct of the business the Company will, at times, and for various reasons have the need for

outside contractors (e.g. to address peaks in workload and emergency situations, for legitimate economic reasons, when a lack of expertise or specialized equipment exists, major capital renovations and installations).

However, the Company reiterates its pledge that on-site contractors will not be used to displace employees covered by this agreement. The intent of this agreement is to fully utilize employees to their maximum available time and resources and to achieve the common goal of reducing the use of contractors and costs. To address concerns expressed by the Union, the company will immediately take the following actions: 1. For every contractor company and its individual members performing Bargaining Unit work at Sanofi

Pasteur limited for longer than a calendar period of one month, regardless of the number of days worked in that month, the company will pay to the union an amount of $75.00 per contractor employee per month.

2. The Company will work to identify a systems solution and when this is achieved then the Company will

supply a list bi-monthly, to the Union, of all contract companies referenced in point (1) above and identify how many contract employees are being utilized at both Sanofi Pasteur Limited sites.

3. This agreement will not be applied to contractors involved with major capital projects and/or

emergencies (e.g. floods, chemical spills or contractors employed for the specific purpose of training). 4. Contractor levels will be reviewed quarterly through the JLMC with an eye to identifying training

opportunities for the purpose of reducing contractors.

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ARTICLE XXIII - DURATION OF AGREEMENT

23.01 This agreement shall be effective from October 1, 2016, to September 30, 2019, and from then, year to

year thereafter unless either party requests negotiation of a new agreement, giving written notice to the other party not less than sixty (60) days before the date of termination of this agreement, in each subsequent year.

The parties shall meet as soon as practicable after a notice to bargain has been given and commence to

negotiate a new agreement. Duly executed by the parties hereto at Toronto, Ontario, this 14th day of December, 2016. Unifor., Local 1701 ......................................................... Sanofi Pasteur Limited

S, Auger ................................................................................. G. Kidson C. Claus ................................................................................. T. Clinton D. Groom ..................................................................................... P. Lebel W. Williams ....................................................................................... J. Apel M. Haer ……………………………………………… J. Bevilacqua F. Tavares …………………………………… ........ R. van den Heuvel

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SCHEDULE "A" - CATEGORIES, CLASSIFICATION AND WAGES

1. (a) Effective 1 October 2016 a wage increase of 2.00% shall be paid to all employees. (b) Effective 1 October 2017 a wage increase of 2. 00% shall be paid to all employees. (c) Effective 1 October 2018 a wage increase of 2.00% shall be paid to all employees. Excluding Summer Students and Technical Students Effective 31 January 2017 a one-time payment of $500.00 to all active employees (excluding

summer and technical students) Effective 1 October 2017 a one-time payment of $250.00 to all active employees (excluding

summer and technical students) Effective 1 October 2018 a one-time payment of $250.00 to all active employees (excluding

summer and technical students) 2. (a) The schedule of wages will be based on the length of active service in the job, as shown in the

following schedule with rates for 0-12 months and 12+ months. (b) Employees posting into a job classification which is at a lower wage rate than their current

classification will post in at the 12+ month increment. (c) An employee posting into a job classification which has been previously held will be paid at a

rate which reflects the months of service previously completed in that classification. An employee who moves to a job in the same group, with the same base rate, shall remain at

the same pay level and time shall accumulate as if no job change had taken place.

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SCHEDULE "A"

HOURLY RATES OCTOBER 1, 2016

MONTHS OF SERVICE ENTRY RATE JOB RATE (0-12) (12 +) LABOUR CATEGORY A - LABORATORY CLASS

500 SUMMER STUDENT 20.10 20.10 501 TECHNICAL STUDENT 26.56 26.56 502 TECHNICIAN 29.09 30.63 503 ADVANCED TECHNICIAN 33.35 35.08 504 TECHNOLOGIST 38.17 40.21 606 TECHNICAL ADMINISTRATOR (TA) 38.17 40.21 608 SR. TECHNICAL ADMINISTRATOR 43.35 45.62 510 SR. TECHNOLOGIST 43.35 45.62 506 TECHNICAL GROUP LEADER 43.35 45.62 LABOUR CATEGORY B - PRODUCTION CLASS

507 LAB SUPPORT PERSON 25.76 27.09 509 LAB SUPPORT TECHNICAN 29.09 30.63 512 STOREPERSON-RECEIVER 29.98 31.52 511 SHIPPER 29.98 31.52 654 LOGISTICS OPERATOR 33.35 35.08 513 SR. LAB SUPPORT TECHNICIAN 33.35 35.08 518 GROUP LEADER - SHIPPING 37.42 39.37 519 WATER SYSTEMS TECHNOLOGIST 38.17 40.21 577 GROUP LEADER - MDC 38.17 40.21 508 GROUP LEADER – W&S 38.17 40.21 642 GROUP LEADER – WATER SYSTEMS 43.35 45.62

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ENTRY RATE JOB RATE (0-12) (12 +) LABOUR CATEGORY C - BIORESOURCES CLASS 635 BIORESOURCES LAB SUPPORT 28.59 30.07 636 BIORESOURCES TECHNICIAN 29.09 30.63 637 BIORESOURCES ADV TECHNICIAN 33.35 35.08 638 BIORESOURCES TECHNOLOGIST 38.17 40.21 639 BIORESOURCES ADMINISTRATOR 39.58 41.64 640 BIORESOURCES GROUP LEADER 43.35 45.62 LABOUR CATEGORY D - F & P CLASS

546 TECHNICIAN PACKAGING 33.34 35.08 548 TECHNICIAN FILLING 34.79 36.61 547 GROUP LEADER PACKAGING 39.56 41.64 549 GROUP LEADER FILLING 40.91 43.11 542 INVENTORY HANDLER 29.98 31.52 536 PKG. MECHANIC A 28.59 30.07 539 PKG. MECHANIC B 31.25 32.91 540 PKG. MECHANIC C 36.06 38.01 543 INST. /PROCESS TECHNOLOGIST 38.17 40.21 538 GROUP LEADER-PKG. MECHANIC 43.35 45.62

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ENTRY RATE JOB RATE (0-12) (12 +) LABOUR CATEGORY E - OFFICE CLASS

562 DATA ENTRY ADMIN. 28.59 30.07 545 ACCOUNTING ADMIN. I 28.59 30.07 552 ADMIN. SUPPORT II 28.59 30.07 620 CO-ORDINATOR I 30.58 32.19 551 ACCOUNTING ADMIN. II 31.97 33.70 565 ADMIN. SUPPORT III 32.64 34.35 566 LIBRARY ADMINISTRATOR 32.64 34.35 611 SYSTEM ADMINISTRATOR 34.03 35.83 617 CO-ORDINATOR II 34.03 35.83 567 H&S TECHNICIAN (elected) 34.03 35.83 618 ADMINISTRATIVE G.L. 38.17 40.21 613 TECHNICAL CO-ORDINATOR 38.17 40.21 521 LABEL CONTROL ASSOCIATE 38.17 40.21 517 LABEL CONTROL GROUP LEADER 43.35 45.62 621 INF. RESOURCES CO-ORDINATOR 43.35 45.62 LABOUR CATEGORY F - SERVICE CLASS

569 DIETARY ASSISTANT 23.69 24.94 570 CLEANER 25.12 26.42 572 CLEANROOM CLEANER 28.59 30.07 573 MAIL CLERK DRIVER 28.59 30.07 575 DRIVER 29.98 31.52 576 UTILITY PERSON 31.97 33.70 571 CLEANER LEADHAND 34.80 36.61 605 UTILITY PERSON/DRIVER L.H. 37.42 39.37

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ENTRY RATE JOB RATE (0-12) (12 +) LABOUR CATEGORY G - TRADES CLASS 616 HVAC TECHNICIAN 31.97 33.70 619 PAINTER 31.97 33.70 583 CARPENTER 36.06 38.01 582 SHEET METAL WORKER 38.17 40.21 622 HVAC TECHNOLOGIST 40.89 43.11 589 CARPENTER LEADHAND 43.35 45.62 615 HVAC LEADHAND 43.55 45.62 595 ELECTRONIC TECHNICIAN 38.17 40.21 584 ELECTRICIAN 38.17 40.21 629 INSTRUMENTATION TECHNOLOGIST 43.35 45.62 590 ELECTRICIAN LEADHAND 43.35 45.62 585 PLUMBER 38.17 40.21 591 PLUMBER LEADHAND 43.35 45.62 586 STEAMFITTER 38.17 40.21 612 STEAMFITTER LEADHAND 43.35 45.62 587 MACHINIST 38.17 40.21 592 MACHINIST LEADHAND 43.35 45.62 607 REFRIGERATION MECHANIC 38.17 40.21 596 REFRIGERATION MECH. LEADHAND 43.35 45.62 650 PROCESS CONTROL OPERATOR 43.35 45.62 651 REFRIGERATION FACILITIES OPERATOR 43.35 45.62 652 MECHANICAL FACILITIES OPERATOR 43.35 45.62 653 ELECTRICAL FACILITIES OPERATOR 43.35 45.62

63

SCHEDULE "A"

HOURLY RATES OCTOBER 1, 2017

MONTHS OF SERVICE ENTRY RATE JOB RATE (0-12) (12 +) LABOUR CATEGORY A - LABORATORY CLASS 500 SUMMER STUDENT 20.10 20.10 501 TECHNICAL STUDENT 26.56 26.56 502 TECHNICIAN 29.67 31.24 503 ADVANCED TECHNICIAN 34.02 35.78 504 TECHNOLOGIST 38.93 41.01 606 TECHNICAL ADMINISTRATOR (TA) 38.93 41.01 608 SR. TECHNICAL ADMINISTRATOR 44.22 46.53 510 SR. TECHNOLOGIST 44.22 46.53 506 TECHNICAL GROUP LEADER 44.22 46.53 LABOUR CATEGORY B - PRODUCTION CLASS 507 LAB SUPPORT PERSON 26.28 27.63 509 LAB SUPPORT TECHNICAN 29.67 31.24 512 STOREPERSON-RECEIVER 30.58 32.15 511 SHIPPER 30.58 32.15 654 LOGISTICS OPERATOR 34.02 35.78 513 SR. LAB SUPPORT TECHNICIAN 34.02 35.78 518 GROUP LEADER – SHIPPING 38.17 40.16 519 WATER SYSTEMS TECHNOLOGIST 38.93 41.01 577 GROUP LEADER – MDC 38.93 41.01 508 GROUP LEADER – W&S 38.93 41.01 642 GROUP LEADER- WATER SYSTEMS 44.22 46.53

Formatted: Centered

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ENTRY RATE JOB RATE (0-12) (12 +) LABOUR CATEGORY C - BIORESOURCES CLASS 635 BIORESOURCES LAB SUPPORT 29.16 30.67 636 BIORESOURCES TECHINICIAN 29.67 31.24 637 BIORESOURCES ADV TECHNICIAN 34.02 35.78 638 BIORESOURCES TECHNOLOGIST 38.93 41.01 639 BIORESOURCES ADMINISTRATOR 40.37 42.47 640 BIORESOURCES GROUP LEADER 44.22 46.53 LABOUR CATEGORY D - F & P CLASS

546 TECHNICIAN PACKAGING 34.01 35.78 548 TECHNICIAN FILLING 35.49 37.34 547 GROUP LEADER-PACKAGING 40.35 42.47 549 GROUP LEADER - FILLING 41.73 43.97 542 INVENTORY HANDLER 30.58 32.15 536 PKG. MECHANIC A 29.16 30.67 539 PKG. MECHANIC B 31.88 33.57 540 PKG. MECHANIC C 36.78 38.77 543 INST./PROCESS TECHNOLOGIST 38.93 41.01 538 GROUP LEADER - PKG. MECHANIC 44.22 46.53

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ENTRY RATE JOB RATE (0-12) (12 +) LABOUR CATEGORY E - OFFICE CLASS

562 DATA ENTRY ADMIN. 29.16 30.67 545 ACCOUNTING ADMIN. I 29.16 30.67 552 ADMIN. SUPPORT II 29.16 30.67 620 CO-ORDINATOR I 31.19 32.83 551 ACCOUNTING ADMIN. II 32.61 34.37 565 ADMIN. SUPPORT III 33.29 35.04 566 LIBRARY ADMINISTRATOR 33.29 35.04 611 SYSTEM ADMINISTRATOR 34.71 36.55 617 CO-ORDINATOR II 34.71 36.55 567 H&S TECHNICIAN (elected) 34.71 36.55 618 ADMINISTRATIVE G.L. 38.93 41.01 613 TECHNICAL CO-ORDINATOR 38.93 41.01 521 LABEL CONTROL ASSOCIATE 38.93 41.01 517 LABEL CONTROL GROUP LEADER 44.22 46.53 621 INF. RESOURCES CO-ORDINATOR 44.22 46.53 LABOUR CATEGORY F - SERVICE CLASS 569 DIETARY ASSISTANT 24.16 25.44 570 CLEANER 25.62 26.95 572 CLEANROOM CLEANER 29.16 30.67 573 MAIL CLERK DRIVER 29.16 30.67 575 DRIVER 30.58 32.15 576 UTILITY PERSON 32.61 34.37 571 CLEANER LEADHAND 35.50 37.34 605 UTILITY PERSON/DRIVER L.H. 38.17 40.16

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ENTRY RATE JOB RATE (0-12) (12 +) LABOUR CATEGORY G - TRADES CLASS 616 HVAC TECHNICIAN 32.61 34.37 619 PAINTER 32.61 34.37 583 CARPENTER 36.78 38.77 582 SHEET METAL WORKER 38.93 41.01 622 HVAC TECHNOLOGIST 41.71 43.97 589 CARPENTER LEADHAND 44.22 46.53 615 HVAC LEADHAND 44.22 46.53 595 ELECTRONIC TECHNICIAN 38.93 41.01 584 ELECTRICIAN 38.93 41.01 629 INSTRUMENTATION TECHNOLOGIST 44.22 46.53 590 ELECTRICIAN LEADHAND 44.22 46.53 585 PLUMBER 38.93 41.01 591 PLUMBER LEADHAND 44.22 46.53 586 STEAMFITTER 38.93 41.01 612 STEAMFITTER LEADHAND 44.22 46.53 587 MACHINIST 38.93 41.01 592 MACHINIST LEADHAND 44.22 46.53 607 REFRIGERATION MECHANIC 38.93 41.01 596 REFRIGERATION MECH. LEADHAND 44.22 46.53 650 PROCESS CONTROL OPERATOR 44.22 46.53 651 REFRIGERATION FACILITIES OPERATOR 44.22 46.53 652 MECHANICAL FACILITIES OPERATOR 44.22 46.53 653 ELECTRICAL FACILITIES OPERATOR 44.22 46.53

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SCHEDULE "A"

HOURLY RATES OCTOBER 1, 2018

MONTHS OF SERVICE ENTRY RATE JOB RATE (0-12) (12 +) LABOUR CATEGORY A - LABORATORY CLASS

500 SUMMER STUDENT 20.10 20.10 501 TECHNICAL STUDENT 26.56 26.56 502 TECHNICIAN 30.26 31.86 503 ADVANCED TECHNICIAN 34.70 36.50 504 TECHNOLOGIST 39.71 41.83 606 TECHNICAL ADMINISTRATOR (TA) 39.71 41.83 608 SR. TECHNICAL ADMINISTRATOR 45.10 47.46 510 SR. TECHNOLOGIST 45.10 47.46 506 TECHNICAL GROUP LEADER 45.10 47.46 LABOUR CATEGORY B - PRODUCTION CLASS

507 LAB SUPPORT PERSON 26.81 28.18 509 LAB SUPPORT TECHNICAN 30.26 31.86 512 STOREPERSON-RECEIVER 31.19 32.79 511 SHIPPER 31.19 32.79 654 LOGISTICS OPERATOR 34.70 36.50 513 SR. LAB SUPPORT TECHNICIAN 34.70 36.50 518 GROUP LEADER – SHIPPING 38.93 40.96 519 WATER SYSTEMS TECHNOLOGIST 39.71 41.83 577 GROUP LEADER – MDC 39.71 41.83 508 GROUP LEADER – W&S 39.71 41.83 642 GROUP LEADER – WATER SYSTEMS 45.10 47.46

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ENTRY RATE JOB RATE (0-12) (12 +) LABOUR CATEGORY C - BIORESOURCES CLASS 635 BIORESOURCES LAB SUPPORT 29.74 31.28 636 BIORESOURCES TECHNICIAN 30.26 31.86 637 BIORESOURCES ADV TECHNICIAN 34.70 36.50 638 BIORESOURCES TECHNOLOGIST 39.71 41.83 639 BIORESOURCES ADMINISTRATOR 41.18 43.32 640 BIORESOURCES GROUP LEADER 45.10 47.46 LABOUR CATEGORY D - F & P CLASS

546 TECHNICIAN PACKAGING 34.69 36.50 548 TECHNICIAN FILLING 36.20 38.09 547 GROUP LEADER-PACKAGING 41.16 43.32 549 GROUP LEADER - FILLING 42.56 44.85 542 INVENTORY HANDLER 31.19 32.79 536 PKG. MECHANIC A 29.74 31.28 539 PKG. MECHANIC B 32.52 34.24 540 PKG. MECHANIC C 37.52 39.55 543 INST./PROCESS TECHNOLOGIST 39.71 41.83 538 GROUP LEADER - PKG. MECHANIC 45.10 47.46

ENTRY RATE JOB RATE (0-12) (12 +) LABOUR CATEGORY E - OFFICE CLASS

562 DATA ENTRY ADMIN. 29.74 31.28 545 ACCOUNTING ADMIN. I 29.74 31.28 552 ADMIN. SUPPORT II 29.74 31.28 620 CO-ORDINATOR I 31.81 33.49 551 ACCOUNTING ADMIN. II 33.26 35.06 565 ADMIN. SUPPORT III 33.96 35.74 566 LIBRARY ADMINISTRATOR 33.96 35.74 611 SYSTEM ADMINISTRATOR 35.40 37.28 617 CO-ORDINATOR II 35.40 37.28 567 HEALTH & SAFETY TECHNICIAN 35.40 37.28 618 ADMINISTRATIVE G.L. 39.71 41.83 613 TECHNICAL CO-ORDINATOR 39.71 41.83 521 LABEL CONTROL ASSOCIATE 39.71 41.83 517 LABEL CONTROL GROUP LEADER 45.10 47.46 621 INF. RESOURCES CO-ORDINATOR 45.10 47.46 LABOUR CATEGORY F - SERVICE CLASS 569 DIETARY ASSISTANT 24.64 25.95 570 CLEANER 26.13 27.49 572 CLEANROOM CLEANER 29.74 31.28 573 MAIL CLERK DRIVER 29.74 31.28 575 DRIVER 31.19 32.79 576 UTILITY PERSON 33.26 35.06 571 CLEANER LEADHAND 36.21 38.09 605 UTILITY PERSON/DRIVER L.H. 38.93 40.96

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ENTRY RATE JOB RATE (0-12) (12 +) LABOUR CATEGORY G - TRADES

616 HVAC TECHNICIAN 33.26 35.06 619 PAINTER 33.26 35.06 583 CARPENTER 37.52 39.55 582 SHEET METAL WORKER 39.71 41.83 622 HVAC TECHNOLOGIST 42.54 44.85 589 CARPENTER LEADHAND 45.10 47.46 615 HVAC LEADHAND 45.10 47.46 595 ELECTRONIC TECHNICIAN 39.71 41.83 584 ELECTRICIAN 39.71 41.83 629 INSTRUMENTATION TECHNOLOGIST 45.10 47.46 590 ELECTRICIAN LEADHAND 45.10 47.46 585 PLUMBER 39.71 41.83 591 PLUMBER LEADHAND 45.10 47.46 586 STEAMFITTER 39.71 41.83 612 STEAMFITTER LEADHAND 45.10 47.46 587 MACHINIST 39.71 41.83 592 MACHINIST LEADHAND 45.10 47.46 607 REFRIGERATION MECHANIC 39.71 41.83 596 REFRIGERATION MECH. LEADHAND 45.10 47.46 650 PROCESS CONTROL OPERATOR 45.10 47.46 651 REFRIGERATION FACILITIES OPERATOR 45.10 47.46 652 MECHANICAL FACILITIES OPERATOR 45.10 47.46 653 ELECTRICAL FACILITIES OPERATOR 45.10 47.46

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SCHEDULE "B" – BENEFITS The Company agrees that employees have a right to coordination of benefits. 1. LONG TERM DISABILITY PLAN The Employer will pay 100% of the costs of the long-term disability insurance plan which provides

benefits equal to 70% of the basic wage (to a maximum of $11,500 per month). Employees drawing benefits will be eligible for an annual adjustment.

2. HEALTH INSURANCE PLAN The Employer will pay the Provincial Health Tax. 3. PENSIONS The Employer will include in its pension plan, subject to the regulations governing such plan, all

employees covered by this agreement who qualify in accordance with such regulations. Each employee will be given an annual financial statement of standing in regard to the Pension Plan.

The core of the Pension Plan material is available in the personalized Benefits Booklets. The Plan Text

is also available to any employee who wishes to view this Document.

The company will continue to sponsor the defined benefit pension plan as per Schedule “B” of the collective agreement. Any changes will be negotiated with the local union subject to the terms and conditions of this collective agreement, except matters relating to the administration and/or management of the plan. The Pension Investment Committee will have one (1) Union representative as part of the committee.

4. GROUP LIFE INSURANCE The Employer shall provide basic group life insurance for each employee of 2 (two) times their salary. The Employee may voluntarily have additional coverage to a maximum of $200,000 dollars. The

Company will introduce a new optional plan. Group life insurance of $10,000. for the employee's spouse and $5,000 coverage for each dependant

child will be provided by the Employer.

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5. SICK LEAVE PLAN (a) Sick leave eligibility shall accumulate at the following schedule: 7 days in the fourth to twelfth month of employment. 10 days in the second year of employment. 15 days in the third year of employment. (b) Commencing the fourth year of continuous service, employees are eligible to receive their basic

weekly salary in the event of illness until such time as they qualify for Long Term Disability Insurance benefits. The maximum continuous sick leave payment is therefore 3 months. Sick leave eligibility is fully reinstated upon the employee's return to active work following a period of illness for which sick benefits have been paid, provided that periods of disability due to the same cause will be treated as the same period of disability unless the employee has recovered and returned to full-time work performing the full duties of their job, for a period of three (3) months.

(c) Commencing the tenth year of continuous service, employees are eligible to receive their

weekly salary in the event of illness until such time as they qualify for Long Term Disability Insurance benefits. The maximum continuous sick leave payment is therefore 6 months. Sick leave eligibility is fully reinstated upon the employee's return to active work following a period of illness for which sick benefits have been paid, provided that periods of disability due to the same cause will be treated as the same period of disability unless the employee has recovered and returned to full-time work performing the full duties of their job, for a period of three (3) months. The Employer reserves the right to have Sick Leave absence certified by medical certificate, or equivalent satisfactory proof. Sick Leave payments will cease when a Long Term Disability Claim has been accepted or rejected.

(d) Compassionate Leave Sick days for Compassionate Leave shall be granted to a maximum of three days per year. This

benefit is designed to address issues arising from sick children, eldercare, and other compassionate issues.

6. DENTAL PLAN Effective the first of the month following the date of the signing of this agreement, the Employer will

pay 80% of the premiums of the Dental Insurance Plan based on the current Ontario Dental Association Schedule of Fees. An employee who does not wish to be insured on the date on which

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first eligible, will have to satisfy a six month eligibility period from the date of application if wishing to join the Plan at a later date.

7. OPTICAL PLAN When eyeglasses or contact lenses are purchased, provided they are obtained on a written prescription

by a qualified practitioner recognized by the Provincial Health Insurance Commission to perform eye examinations, the plan will provide a benefit of up to a total amount of $400.00 (four hundred dollars) for the employee and each of the dependants in any period of 24 (twenty four) consecutive months.

8. EXTENDED HEALTH Effective the first of the month following the date of signing this agreement, the Employer will pay

100% of the premiums for the Extended Health Care plan. Effective one month after the signing of this agreement, the Employer will pay 100% of the premiums

for a Pre-Administered Extended Health Care plan employing the current benefits. 9. ELIGIBILITY FOR SCHEDULE "B" BENEFITS All employees are eligible for the above benefits items 1 to 8, on the first of the month following the

day on which they achieve seniority. The Company will recognize a same sex spouse for all benefits pertaining to Schedule "B". 10. SICK LEAVE & LONG TERM DISABILITY PLANS - SUBROGATION Where an employee or dependent receives Sick Pay or L.T.D. Benefits or payments for surgical or

medical expenses by reason of bodily injury or sickness in respect of which some third party is under legal liability, the Company or Insurer at the Company's option shall be subrogated to the employee's dependant’s right to compensation for the cost of benefits and/or services provided in respect of such bodily injury or sickness to the extent of the amount paid by the Company or Insurer whether directly or indirectly, or through coverage provided by the Insurance policy, in respect thereof, and the employee by acceptance of the benefits will undertake that the employee or the dependent so entitled to compensation shall prosecute such claim against the Third Party at the expense of, and to the extent directed by the Company and pay over to the Company what it is entitled to receive as aforesaid together with any expenses it may have paid or incurred, from any monies recovered from such Third Party and the employee or the dependent will do all acts and execute all documents necessary to permit the Company to obtain the benefit of this Clause.

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Any employee who is involved in a Third Party accident where recovery of Company paid benefits are required under this clause, may contact the Human Resources Department for advice and if necessary and requested, the Company will recommend the services of a solicitor to assist in the employee's claim settlement.

Costs for the recovery of the Company's portion of the claim will be borne by the Company and costs

for the employee's personal claims will be borne by the employee. It is understood by the above procedure that the Company cannot be held responsible or liable for any

resulting claims as the solicitor would be acting on behalf of the employee for personal recovery of costs involved in the accident.

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SCHEDULE "C" - ALTERNATIVE WORK SCHEDULES

This schedule details job sharing, part-time work agreement, weekend work crew and flextime. JOB SHARING 1.0 (a) Any two employees doing similar work may propose to share a full-time job. Such

arrangements will be subject to Management and Union approval, taking into account the needs of both the employees involved and the Company.

(b) Employees involved in job sharing arrangements shall, for the duration of the arrangement, be

classified as regular part-time employees and shall be covered by the part-time article in this contract.

(c) If one of the employees participating in a job sharing arrangement leaves the employ of the

employer or returns to a full-time position, the other participant must fill the former job shared position on a full-time basis until Human Resources finds the employee an alternate partner.

(d) This work schedule shall be implemented at the time of the first employee request for job

sharing and shall be reviewed six (6) months following the implementation. PART-TIME 2.01 PURPOSE AND INTENT The intent of the article is to modify or provide alternative work schedules and is not intended to

replace full-time jobs on a permanent basis. 2.02 This article is intended to apply to permanent part-time employees only. The understanding contained

in this Article shall supersede certain standing provisions of the Collective Labour Agreement, only as they apply to an employee employed on a part-time basis. It is further understood that this Agreement is necessary to clarify the conditions and terms of employment under which an employee will work part-time.

2.03 WORK WEEK For the purpose of part-time workers the normal work week shall be the Standard Work Week of

thirty seven and one half (37 1/2) hours.

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2.04 HOURS OF WORK AND RATES OF PAY The normal hours of work for the part-time employee shall be a maximum of seven and one half hours

(7 1/2) per day to a maximum of twenty-four hours (24) per week, or as mutually agreed between the Union and the Company and the employee.

Payments for such hours will be at straight time and in accordance with the rate structure established

in Schedule "A". 2.05 OVERTIME HOURS AND PAY An employee must make oneself reasonably available for overtime if required. Payment for overtime

hours in excess of seven and one half hours (7 1/2) on any day Monday to Friday or any hours in excess of thirty seven and one half (37 1/2) in a week will be paid at the rate of time and one half (1 1/2).

2.06 LEAVE OF ABSENCE WITH PAY (a) An employee who through the death of the relationships as defined in clause 10.01 a) of Article

X who find it necessary to be absent from the normal scheduled shifts will be granted a leave of absence with pay at straight time.

(b) Should the funeral occur on an employees scheduled shifts for all other relationships as defined

in clause 10.01 b) of Article X the employee will be granted a leave of absence of pay at straight time for the day.

2.07 DESIGNATED HOLIDAYS A part-time employee will be granted the following designated holidays with pay: New Year's Day,

Good Friday, Victoria Day, Canada Day, Labour Day, Thanksgiving Day, Christmas Day and Boxing Day.

For the purpose of this Clause they will be observed on the specific date or day on which they fall

unless negotiated otherwise. 2.08 An employee will be allowed leave of absence with pay at straight time for the following reasons and

amount of time: Marriage of the employee Two (2) days

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Birth of a Child (Paternity Leave) One (1) day Adoptive Leave* One (1) day * See Clause 9.02 of Article IX. 2.09 A part-time employee is ineligible for jury duty pay unless specifically required to serve on a jury

during normal scheduled days of work. In such cases, the provisions of Clause 10.03 of Article X will apply.

2.10 JOB POSTING AND FILLING A part-time job will be posted in accordance with Article XVII. 2.11 LAYOFF AND RECALL PROCEDURE Due to the fact that the part-time concept is totally voluntary, no full-time employee will be forced to

work part-time. 2.12 A full-time employee who is in a layoff status may displace a part- time employee in accordance with

Clause 7.10 of Article VII. 2.13 Payment in accordance with Clauses 2.07, 2.08, and 2.09 will not be considered as time worked for

overtime purposes. 2.14 A part-time employee who is in a layoff status may only displace another part-time employee in

accordance with the principle of Clause 7.10 of Article VII. 2.15 Recall procedure will be in accordance with Clauses 7.12, 7.13 and 7.14 of Article VII. 2.16 Part-time employees will be eligible for benefits as they attain seniority according to Article 8.01 and

8.02. 1. Long term Disability Plan - As per Schedule 2. The Company will pay the Provincial Health Tax. 3. Sick Leave Plan Sick leave eligibility shall accumulate at the following schedule:

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4th to the 12th month of employment - 21 hours 2nd year of employment - 30 hours 3rd year of employment - 45 hours 4th year of employment - 195 hours 10th year of employment - 390 hours 4. Vacation Entitlement Vacation entitlement follows the following prorated schedule: 4th month to the 4th year of employment - 4% 4th year but less than 10 years - 6% 10th year of but less than 19 years - 8% 19th year and on -10% 5. 100% Extended Health Care Plan

6. Dental Plan Prorated according to the number of hours worked rounded to the nearest (1) one per cent above. i.e.

Normal work week 10 hours. (10 / 37 1/2 of 80% = 21.33) Company will pay 22% of the monthly premium. 7. Life Insurance - 100% Company paid 8. Pension Plan Eligibility (a) The employee shall have worked at least 700 hours in each of two consecutive calendar years or

have earned at least 35% of the CPP Maximum Salary applicable to such years, or if employee is employed for more than 24 hours a week, in which event such employee will be considered a full-time employee for pension purposes.

WEEKEND WORK CREW 3.01 PURPOSE AND INTENT The object of this Agreement is three fold and is intended to address the following: (a) to increase the efficiency of the operation to better protect the security of all employees. (b) to recognize and assist the plight of the laid-off employees and the unemployed.

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(c) to afford the opportunity for pre-training for permanent openings in the weekday operation. It is not designed to replace full-time weekday employees with part-time weekend employees on a

permanent basis. 3.02 The understandings contained in this Article shall supersede certain standing provisions of the

Collective Labour Agreement, only as they apply to an employee employed as part of the weekend work crew. It is further understood that this Agreement is necessary to clarify the conditions and terms of employment under which an employee will work on weekend work crew.

3.03 It is understood that the Company may institute or discontinue such weekend work shifts at their

discretion in reaction to business and market conditions and the improvement of efficiency in any specific area or department.

3.04 A new employee for the purpose of the schedule shall be considered probationary and shall not

acquire seniority rights until the employee has worked thirty-six (36) working days.

WORK WEEK 3.05 For the purpose of this weekend work crew agreement, the week shall be the seven (7) day period

commencing at 12:01 a.m. Saturday to midnight Friday, and the normal work week shall be 12:01 a.m. Saturday to midnight Sunday.

3.06 HOURS OF WORK AND RATE OF PAY The normal hours of work for the weekend crew will be a minimum of eight (8) hours to a maximum

of twelve (12) hours per day Saturday and Sunday and a minimum of sixteen (16) hours to a maximum of twenty four (24) hours per work week, depending on the operation. Payments for such hours will be at straight time in accordance with the rate structure established in Schedule "A".

3.07 OVERTIME HOURS AND PAY An employee should make themselves readily available to work up to seven and one half (7-1/2)

hours on any day Monday to Friday up to a total of thirty seven and one half (37-1/2) hours for the week.

Payment for overtime hours in excess of the normal shift on a Saturday or Sunday or in excess of seven

and one half (7-1/2) hours on any day Monday to Friday or any hours in excess of thirty seven and one half (37-1/2) hours in a week will be paid at the rate of time and one half.

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3.08 LUNCH AND BREAK PERIODS Such periods will be recognized on the basis of two (2) paid break periods of fifteen (15) minutes each

and a thirty (30) minute unpaid lunch period. 3.09 DESIGNATED HOLIDAYS A weekend work crew employee will be granted the following designated holidays with pay: New

Year's Day, Good Friday, Victoria Day, Canada Day, Labour Day, Thanksgiving Day, Christmas Day, Boxing Day and Family Day.

For the purpose of this Clause they will be observed on the specific date or day on which they fall

unless negotiated otherwise. An employee on the weekend work crew will receive the rate of pay for the hours of the normal shift

for all such holidays which fall on a weekday Monday to Friday. Should a holiday fall on a Saturday or a Sunday, a weekend work crew employee will be expected to work on such a holiday and will be paid time and one half (1-1/2) for all hours worked.

The foregoing provisions concerning payment for designated holidays shall not apply unless the

employee works the full regular shift immediately preceding and immediately following each holiday, provided that lateness of up to one hour at the beginning of such shifts shall not cause the loss of such holiday pay. An approved leave of absence or sick leave shall not deprive an employee of payment for such holiday.

3.10 VACATIONS Vacation entitlement follows the following prorated schedule: 4th month to the 4th year of employment - 4% 4th year but less than 10 years - 6% 10th year of but less than 19 years - 8% 19th year and on -10% An employee shall be expected to take vacation during the departmental shutdown unless otherwise

agreed by the Department Manager. If there is not a declared departmental shut down an employee may not take more than two weeks' vacation regardless of entitlement but will be paid in lieu of time off for additional vacation periods.

3.11 LEAVE OF ABSENCE WITHOUT PAY

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The conditions of Article IX shall apply. 3.12 LEAVE OF ABSENCE WITH PAY (a) An employee who through the death of the relationships as defined in Clause 10.01 (a) of

Article X finds it necessary to be absent from the normal scheduled weekend shift will be granted a leave of absence with pay at straight time.

(b) Should the funeral occur on an employee's scheduled weekend shift for all other relationships

as defined in Clause 10.01 (b) of Article X, the employee will be granted a leave of absence with pay at straight time for the day.

3.13 An employee will be allowed leave of absence with pay at straight time for the following reasons and

amount of time: Marriage of the employee Two (2) days Birth of a Child (Paternity Leave) One (1) day Adoptive Leave* One (1) day * See Clause 9.02 of Article IX. 3.14 A weekend work crew employee is ineligible for jury duty pay unless specifically required to serve on

a jury during normal weekend scheduled days of work. In such cases, the provisions of Clause 10.03 of Article X will apply.

3.15 The provisions of Clause 10.04 of Article X will not apply to a weekend work crew employee. 3.16 Payment in accordance with Clauses 3.11, 3.12, 3.13 will not be considered as time worked for

overtime purposes. 3.17 JOB POSTING AND FILLING (a) The weekend work crew job will be posted in accordance with Article XVII of the Collective

Labour Agreement.

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(b) Weekend work crew employees may post into full time positions in accordance with Article XVII of the Collective Labour Agreement.

(c) The seniority date for interview purposes will be based on hourly prorated service. (d) Weekend work crew employees who are successful in posting into full time positions will have

their seniority based on hourly prorated service. 3.18 LAYOFF AND RECALL PROCEDURE Due to the fact that the weekend work crew concept is totally voluntary, no weekday employee will be

forced to work on the weekend work crew. 3.19 A weekday employee who is in a layoff status may bump a weekend work crew employee in

accordance with Clause 7.10 of Article VII. 3.20 A weekend work crew employee who is in a layoff status may only bump another weekend work

crew employee in accordance with the principle of Clause 7.10 of Article VII. 3.21 Recall procedure will be in accordance with Clauses 7.12, 7.13 and 7.14 of Article VII. 3.22 ATTENDANCE POLICY It is the responsibility of each and every employee to report to work on time for the scheduled shift. It

is further recognized that an employee whose work week is normally only two (2) days must of necessity report for work on a regular basis. It is recognized that should an employee be absent for whatever reason, that the Company should be notified as soon as possible so that no unnecessary burden is placed on co-workers who must cover for the absence or on supervisory personnel who are responsible for scheduling the operation.

Failure to notify the Company as detailed above unless there is an acceptable reason will be grounds

for termination of employment. 3.23 BENEFITS Part-time employees will be eligible for benefits as they attain seniority according to Article 8.01 and

8.02. 1. Long term Disability Plan - As per Schedule.

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2. The Company will pay the Provincial Health Tax. 3. Sick Leave Plan. Sick leave eligibility shall accumulate at the following schedule: 4th to the 12th month of employment - 21 hours 2nd year of employment - 30 hours 3rd year of employment - 45 hours 4th year of employment - 195 hours 10th year of employment - 390 hours 4. 100% Extended Health Care Plan 5. Dental Plan Prorated according to the number of hours worked rounded to the nearest (1) one per cent above. i.e.

Normal work week 10 hours. (10 / 37 1/2 of 80% = 21.33) Company will pay 22% of the monthly premium. 6. Life Insurance - 100% Company paid 7. Pension Plan Eligibility a) The employee shall have worked at least 700 hours in each of two consecutive calendar years or

have earned at least 35% of the CPP Maximum Salary applicable to such years, or if employee is employed for more than 24 hours a week, in which event such employee will be considered a full time employee for pension purposes.

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FLEX-TIME The Company and the Union recognize both the need to maximize productivity and operating efficiency while recognizing the needs of employees for flexibility in work schedules. Accordingly, the parties agree to adopt on a trial basis a flexible working hours arrangement which, to be deemed successful, meets the Company's business and operating needs while maximizing job flexibility as far as is practicable. The flexible working hours arrangement (Flextime) will include the following key features: 1. Core Time - A block (or blocks) of time during which everyone must be present on the job. This may

vary from division to division or department to department. 2. Flex Time - Flexible bands during which employees can, subject to receiving permission from their

Divisional Director, commence and/or leave work, as the case may be. This also may vary from division to division or department to department.

3. Work Week - It is understood that the implementation of Flextime will not affect the standard work

week of 37 1/2 hours. Departments may however, subject to the approval of the Divisional Director, select one of the following work week schedules to which core times and flexible bands will be assigned:

Schedule I Five days per week at 7.5 hours per day scheduled between 6:00 AM and 6:00 PM. Earliest starting

shift to be 6:00 AM - 2:00 PM; latest starting shift to be 10:00 - 6:00 PM. Schedule II Four days per week: 9.5 hours per day Monday - Wednesday; 9 hours on Thursday, this shall be

subject to Ontario Ministry of Labour. Schedule III Four and a half days per week: 8.25 hours per day Monday - Thursday; 4.5 hours on Friday. 4. Overtime - Overtime hours worked by employee and required approved by the supervisor shall be

paid at time and one half. However, overtime will be defined in accordance with the flextime schedule selected from those schedule listed in #3 above.

Overtime Schedules I Overtime will be paid in excess of 7.5 hours per day or 37.5 hours in a week.

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II Overtime will be paid in excess of 9.5 hours Monday to Wednesday inclusive, and in excess of 9 hours on Thursday.

III Overtime will be paid in excess of 8.25 hours Monday to Thursday inclusive, and 4.5 hours on

Friday. 5. Adequate Backup - Employees and supervisors must agree on appropriate work schedules which

ensure that the required work is done as scheduled. This will include reaching understandings to ensure that capable and qualified employees are on the job at the times required by the supervisor.

6. Determination of Starting and Quitting Times - Employees will be asked for their input in determining

their individual starting and quitting times. Such schedules must be approved by the employee's Divisional Director prior to implementation.

7. Termination of Trial Period - The Company or Union can terminate the flexible working hours

arrangement on the issuance of thirty (30) days written notice. 8. Implementation - This schedule will be implemented within six months of ratification and the

mechanisms for implementation will be developed by the Company and discussed with the Union. 9. Holidays and Float Days during Christmas Shut-down - When the arrangement of designated and

float holidays results in no work being scheduled over the Christmas period, employees on a voluntary flexible work schedule will be automatically converted to the standard work week for calculation of designated and float holiday entitlement.

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LETTER OF UNDERSTANDING AND AGREEMENT Subject: Card Access System December 14, 2016 The card access system will not be used for daily time reporting. All requests for data generated by the system will be made by the Human Resources (HR) Site Head. When data is used to verify times in dispute, for bargaining unit members, the Union will be notified in advance. In the future, when a new payroll system is identified, which may include an electronic time management element, the Union and Management will discuss potential implementation.

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Subject: Technological Monitoring September 3, 1997 In response to your concerns about the use of technological monitoring on Company premises, the Company will only use such devices for the following purposes: (a) security of the property perimeter (b) monitoring construction sites and building exteriors after normal working hours (c) checking procedures during production (d) to establish a baseline measurement for process improvement (e) to ensure protection of all company information technology storage and processes It is recognized that circumstances other than those detailed may arise. The Company and the Union will discuss these circumstances and reach an agreement on the utilization of technological monitoring prior to its implementation. The Union will be notified prior to the introduction of technological monitoring equipment and technological monitoring equipment will not be used indiscriminately.

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Subject: Health and Safety July 27, 1995 The Union and the Company recognize that excessive heat and humidity can affect productivity and efficiency. In order to address this issue and clarify any actions required, this letter will serve as an adjunct to the existing CLA Article 20.09. 1. Company-specific guidelines will be developed as adjuncts to existing A.C.G.I.H. standards to

define acceptable working levels of heat/humidity. These guidelines will be developed by the Joint Health and Safety Committee.

2. Areas which are subject to elevated heat and humidity will be identified by the Joint Health and

Safety Committee. 3. Members of the Joint Health and Safety Committee will be trained in the use of equipment for

monitoring elevated temperatures and humidity. 4. Members will also be trained regarding the terminology used and application of the guidelines

as developed in Section 1.

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Subject: W.S.I.B. Form Letter July 27, 1993 Within 30 days of ratification, the Union and Company will jointly draft a form letter that will be mailed to all employees when a W.S.I.B. Form-7 is filed on their behalf. The purpose of this letter is to advise employees of their obligations under Article XXI of the CLA and to clarify employee expectations as to the normal course of a W.S.I.B. claim.

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Subject: Education and Training July 28, 1993 1) The Union and the Company recognize that in order to maintain a leadership position in the biological

health care industry, they must ensure that employees possess the required skills and knowledge to develop, produce and market products of the highest quality. Accordingly, the Company and the Union hereby confirm their commitment to providing employees with needs-based training opportunities through the establishment of a joint training committee.

2) The Joint Training Committee will consist of eight (8) members, four (4) appointed by the Union, one

(1) of whom will be the President of Unifor Local 1701 and also act as co-chair, and four (4) appointed by the Company, one (1) of whom will be the Manager, Education and Training, who will also act as co-chair.

Minutes of each meeting will be supplied to each Committee member. The Joint Training Committee will meet not less than twelve (12) times per year. A quorum shall exist

when two members are present from each of the Union and the Company. The terms of reference of the Committee shall include the following: 1. Review of education and training statistics. 2. Identification of education, training and retraining issues associated with the bargaining unit. 3. Agreement on education and training designed to be accessed by bargaining unit staff. 4. Basic skills upgrading. 5. The development of policies and procedures with respect to educational leave. 6. The facilitation of prior learning assessment for employees wishing to continue their education. Within 60 days of ratification of the C.L.A., the Committee shall meet to define its mandate and establish its priorities in detail.

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Subject: Sabbatical or Educational Leave September 18, 1991 A seniority employee on the active payroll may elect to be paid at a rate of 80% of their normal rate for a period of four years. In the fifth year, the employee will be entitled to a leave of absence with pay at 80% plus full benefits. Seniority will accrue as if the employee was active within the job classification for that year. A position left temporarily vacant by the taking of this leave will be filled by temporarily transferring and upgrading, by seniority, employees in lower classifications and hiring in at the lowest classification. On returning, the employee shall be offered their original position, which would result in all temporarily transferred employees being returned to their original positions. For the purposes of this Memorandum of Understanding and Agreement, the temporary transfer clause of Article 18.01 will not apply.

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Subject: Current Retirees Pension Plan December 14, 2016 The employer will recommend an ad hoc adjustment to retirees of 1.0% effective September 1, 2017.

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Subject: Employment Equity Work Placements July 20, 1993 Sanofi Pasteur and Unifor Local 1701 are committed to the concept of Employment Equity and ensuring Sanofi Pasteur has a fair and representative workforce. To enhance outreach activities and increase awareness amongst employees and members, the Company and the Union agree to train work placements for designated group members. These designated groups are Women, Aboriginals, Racial Minorities, and Persons with Disabilities. The work placements shall have the following criteria: 1. The term of the placements would not be more than 6 months. 2. Candidates for the training assignments will be sourced from recognized non-profit agencies. 3. Incumbents will not receive pay or benefits. Out of pocket expenses may be reimbursed. 4. Work placements will not be used to replace bargaining unit work. 5. There will be a limit of 2 persons per designated group. This process will be reviewed by the Negotiating Committee and the Company 6 months after its initiation. Either party will have the right to withdraw from the project at that time.

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Subject: Joint Labour Management Committee August 2, 1995 Upon ratification of this Collective Agreement, the Joint Labour/Management Committee (JLMC) will be re-established. All existing Joint Committees (i.e. Diversity, Health and Safety, Education and Training, Pension Advisory, Reinstatement) will be subcommittees of the JLMC. The JLMC will be comprised of the negotiating teams with a quorum consisting of four (4) members from each party. The JLMC will meet every two months and will: a) ensure that mandates and responsibilities are developed and approved for itself and all its subcommittees by December 31, 1995. Unless otherwise mandated, implementation of any recommendations made by the subcommittees must be approved by the JLMC. b) either directly or through it's subcommittees, discuss workplace issues including (but not restricted to) the following: Multi-skilling Flex Benefits Job Evaluation Harassment Investigations Alternate Compensation Plans Retraining and Cross-Training Strategies Sub-contracting

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Subject: Donation to Unifor Social Justice Fund December 14, 2016 A charitable donation equivalent to $10,000.00 per year will be made to Unifor Social Justice Fund each year of this three (3) year agreement.

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Subject: Alternate Shift September 3, 1997 The Company agrees to discuss alternate shifts with the Union prior to their implementation. Alternate shifts are considered as permanent shifts and are not rotating. An alternate shift will be defined as any shift outside of Monday to Friday from 6:00 a.m. to 6:00 p.m. Wherever possible, three (3) months notice will be given to employees, but in no case, will less than one (1) month notice be given.

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Subject: Apprenticeship Program October 14, 2002 The Company and Union agree to institute an Apprenticeship Program in the Facilities Management area. The following terms and conditions shall apply.

1. Unless otherwise noted, under this program the Company is not bound by the Collective Agreement with respect to the following Articles:

Article VI - Grievance Procedure Article VII – Lay-Off and Reclassification Notification Article XVII – Job Posting and Fillings

Candidates of the program, who are new to the Company, will not achieve seniority until they obtain their Certificate of Qualification. At that time their seniority date will coincide with their original hire date as an apprentice. 2. A new Apprentice’s contract can be cancelled at any time for causes such as:

a. Inability to learn b. Unreliability c. Unsatisfactory work d. Lack of interest in work or education e. Improper conduct f. Failure to attend Community College on a regular basis g. Failure of any one module of training after two attempts

3. Recommendations to cancel an apprentice’s contract must be reviewed by the Steering Committee and their recommendation is put forward to the Executive Director, Facilities Management.

4. In the event the contract of an apprentice that has come from the existing Bargaining Unit is

cancelled the Company will invoke Article 7.04

5. A Joint Steering Committee, of six (6) members, will be established consisting of equal representation of the parties. Each party will have the right to appoint their own members.

6. The Executive Director, Facilities Management, will review the Apprenticeship Program yearly,

with input from the Steering Committee. The outcome of this review will be shared with the Steering Committee.

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7. It is agreed that in the event of the cancellation of this program an apprentice who was with the Company prior to the start of the program will retain their rights with regard to the lay-off provisions of the Collective Agreement.

8. The interview process for selecting candidates will take place in two (2) stages. A technical skills

assessment will be developed and conducted by an outside third party. Candidates put forward by the third party will then be interviewed, based on a behavioural interview, which is developed by the Steering Committee. The Candidates will be interviewed by the Steering Committee, where both sides must be represented by at least one member. The Executive Director, Facilities Management will make the final hiring decision, with input from the Steering Committee.

9. Candidates will be asked to agree to a two (2) year minimum employment period after successful

completion of the Apprenticeship program and obtaining their Certificate of Qualification. A candidate that has come from within the existing Bargaining Unit will be expected to remain with the program from time of acceptance, up to and including a two (2) year minimum period after obtaining their Certificate of Qualification.

10. The Apprenticeship Program will comply with the regulations of the Tradesperson’s Qualifications

Act and all its provisions.

11. The purpose of the Steering Committee is two-fold 1) to oversee program details and deal with issues that arise and 2) to monitor the progress of the apprentices. If consensus cannot be reached on any issue, it will be referred to the Executive Director, Facilities Management for resolution.

12. All recommendations from the Committee will be addressed to the Executive Director, Facilities

Management for review and final decision.

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Subject: Merging Departments October 8, 2003 Should the Company determine that a merging of departments is necessary; the Union President shall be consulted for input at the draft stage.

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Subject: Job Posting for Group Leaders/Lead Hands October 7, 2003 Article 17.02 will take effect April 5, 2004. Upon ratification of this agreement:

1) The Union Executive will be trained in Behavioural Event Interviewing 2) Behavioural Event Interviewing training will be available to all Bargaining Unit employees

on demand when available. 3) The Annual Review & Development process will be defined and agreed to by the parties at

JLMC 4) Interview questions are job and behaviourally based.

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Subject: Reimbursement of Expenses incurred on Union Business May 14th, 2007 The employer will reimburse the parking and mileage costs for any Union Executive Member required to attend on Union business at any Company facility, which is not their normal place of work.

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Subject: Crisis Preparation May 14th, 2007 In preparation for potential crises, temporary employee transfers may be required. Employees chosen for these transfers will be the most qualified and able to perform the assigned work, as deemed by area management. Temporary transfers may require training out of seniority order. Crisis preparedness training plans will be approved by the Company’s Crisis Management group before they are implemented and the union will be kept fully informed.

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Subject: Behavioural Event Interviewing May 14th, 2007 Behavioural Event Interviewing training will be available to all bargaining unit employees within 6 months of ratification of this agreement. Sessions will be offered on a monthly basis and will run when there is a minimum of 8 participants registered. If a bargaining unit employee requires training, to prepare for an interview, and cannot be scheduled for a session or a session is cancelled due to low registration, they may request individual coaching from their HR Business Partner.

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Subject: Unifor Women’s Advocate Decemebr 14, 2016 The parties agree to recognize the role of the Women’s Advocate will be served by a Unifor female representative either elected or appointed by the Union. In addition, the Company will assign a Management representative. The Company and Union representatives will partner in development of appropriate communications to inform employees about the Women’s Advocate role. The Unifor female representative will meet with members as requested to respond to problems they may have and refer themto the appropriate community agency when necessary. Such meetings should not happen while employees should otherwise be working. In the case of an urgent matter, discussions might occur by exception during working hours. The women’s advocate will participate in a five (5) day basic training program and an annual three (3) day update training program, and the Union will be responsible for all associated costs. A female employee who is in an abusive or violentvioent situation, where there is adequate verification from a recognized professional (i.e. doctor, lawyer) will not be subjected to discipline if work performance or absence can be linked to the abusive or violent situation.

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Subject: 5cP/Diphtheria/Tetanus/Manufacturing Facility (B100) Project Staffing and Labour Movement December 14, 2016 The purpose of this letter of understanding is to ensure that the project B100 is resourced appropriately toensureensure project success, and to maintain the appropriate resources in current operations to ensure continuity of supply. The scope of this letter covers resourcing during the duration of Project B100. This includes work assigned directly into Project B100, backfill of employees transferred into Project B100, and any additional work volume created to support Project B100. The duration of the project is determined as: All work activities in the scope of the B100 Project which includes all activities through to the licensure of the facility.

1. The Company has the flexibility to fill temporary work assignments for a periodof up to thirty-six (36) months. The assignment term can be extended beyond 36 months with the joint agreement of the Union and the Company.

2. The assignments will not be posted internally. The Company will either assign an employee from the

same job classification based on skillset required, or hire externally.

3. Positions per job booklet, will be filled as they become available, the first 50% available will be assigned by seniority; the remaining 50% wil be selected based on project needs, to ensure continuity of supply. Employees will have the right to refuse a temporary assignment If it is on an alternate shift that their normal schedule.

In recognition of the unique nature of the B100 Project abd without prejudice to any articles in the collective agreement, a special one-time lump sum payment is agreed to as follows:

a. $1,500.00 payment per impacted employee covered by this Letter of Understanding (5cP/Dip/Tet Manufacturing) whose seniority has been by-passed

b. An employee is entitled to receive the lump sum payment only once during the duration of Project B100

c. If an employee refuses to be temporarily assigned to Project B100, he/she will not be entitled to receive the lump sum payment

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4. To respect current project and manufacturing needs, the Company has the flexibility to assign employees from any shifts into Project B100, with 30 days’ notice.

5. For the duration of the work assignment, employees assigned to the Project B100, are restricted from applying to any other temporary assignments.

6. Upon completion of the individual work assgnments, employees will return to their previous position based on seniority.

7. As the project progresses the resourcing plan may evolve, the Joint Labour Management Committee will be the venue for the Union and Management to discuss the possible evolution of this Letter of Understanding.

8. If during the term of the B100 Project, a permanent technologist from Antigen Production is displaced due to Facility closure, if deemed qualified, they would have the right to displace an equivalent Temporary Technologist position and upon completion of the project would be able to exercise their full seniority rights under the CLA

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STATUTORY HOLIDAYS FOR 2017

Family Day Monday, February 20

Good Friday Friday, April 14

Floater 1 Monday, April 17

Victoria Day Monday, May 22

Canada Day Monday July 3

Civic Holiday Monday, August 7

Labour Day Monday, September 4

Thanksgiving Day Monday, October 9

Christmas Day Monday, December 25

Boxing Day Tuesday, December 26

Floater 2 Wednesday, December 27

Floater 3 Thursday, December 28

Floater 4 Friday, December29

New Year’s Day Monday, January 1, 2018

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STATUTORY HOLIDAYS FOR 2018

Family Day Monday, February 19

Good Friday Friday, March 30

Victoria Day Monday, May 21

Canada Day Monday, July 2

Civic Holiday Monday, August 6

Labour Day Monday, September 3

Thanksgiving Day Monday, October 8

Floater 1 Monday, December 24

Christmas Day Tuesday, December 25

Boxing Day Wednesday, December 26

Floater 2 Thursday, December 27

Floater 3 Friday, December 28

Floater 4 Monday, December 31

New Year’s Day Tuesday, January 1, 2019

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STATUTORY HOLIDAYS FOR 2019

Family Day Monday, February 18

Good Friday Friday, April 19

Floater 1 Monday, April 22

Victoria Day Monday, May 20

Canada Day Monday, July 1

Civic Holiday Monday, August 5

Labour Day Monday, September 2

Thanksgiving Day Monday, October 14

Christmas Day Wednesday, December 25

Boxing Day Thursday, December 26

Floater 2 Friday, December 27

Floater 3 Monday, December 30

Floater 4 Tuesday, December 31

New Year’s Day Wednesday, January 1, 2020