COLLECTIVE AGREEMENT

BETWEEN:

GFL ENVIRONMENTAL INC. (Hereinafter called the "Employer")

AND:

NATIONAL AUTOMOBILE, AEROSPACE, TRANSPORTATION AND GENERAL WORKERS UNION OF CANADA, LOCAL 4268

(CAW- CANADA)

(Hereinafter called the "Union")

Effective: April 27, 2013 Expiry: April 26, 2017

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ARTICLE 1 - INTENT AND PURPOSE 1.01 The general purpose of this agreement is to establish collective bargaining

relations between the Company and the Union, to continue the cooperation and spirit of goodwill between the Company and its employees, to provide for the prompt disposition of grievances arising out of this agreement, and set forth negotiated conditions of employment for all employees who are subject to this agreement. The Union recognizes that in order to provide a proper relationship between the parties, the Company must be kept in a strong competitive market position, which means it must carry on business with the highest possible efficiency and lowest, cost consistent with fair labour standards and the Union agrees to support the Company in attaining such objectives.

All references in this Agreement to the male gender shall be interpreted so as to include, where appropriate the female gender.

ARTICLE 2 – RECOGNITION 2.01 The Company recognizes the Union National Automobile Aerospace,

Transportation and General Workers’ Union of Canada (CAW-Canada) as the bargaining agent of all employees of GFL Environmental Inc. in the City of Hamilton, save and except supervisors, persons above rank of supervisors, and office, clerical and salaried employees.

2.02 For the purpose of this Agreement, it is understood and agreed that the

relationship between the Company and each broker is governed by the various and separate independent contracts between the Company and each broker. The Union will be advised if the Company intends to add brokers. Current employees shall have the first option to become a broker. All rules and conditions of this collective agreement shall apply. (Brokers shall pay dues in accordance with hourly rated employees within the same classification).

ARTICLE 3 - UNION SECURITY 3.01 All seniority employees covered by this Agreement shall, as a condition of

employment sign and provide the Company with a dues deduction authorization form as agreed upon.

3.02 It is understood and agreed that the Union shall save the Company harmless

from any and all claims, which may be made against it by any employee or employees for amounts deducted from wages as herein provided.

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3.03 All new employees hired shall become Union members upon commencement of employment and such membership shall be maintained as a condition of employment for the duration of the Agreement. For purposes of this Agreement, the maintenance of Union membership shall be limited to the extent that employees must have paid or pay their initiation fees (these initiation fees will be payable on completion of probation period) and monthly dues to the Local Union in a manner and procedure as outlined in Clause 25.04.

3.04 Contracting Out: It is expressly understood and agreed that the Company shall

not let, or sublet bargaining unit work within the Company’s designated service areas, including work that would normally be performed by bargaining unit employees within those areas. In the event that bargaining unit employees are unable to meet the Company’s daily requirement to complete its service agreement obligations the Company may utilize an outside contractor. In those circumstances written notice will be placed in the Chief Steward’s mailbox by the end of the work day and dues will be payable to the Local Union on a pro-rata basis.

3.05 Merger and Representation Rights: The provisions of this Agreement shall be

binding upon any successor or merged Company or Companies or any successor in the control of the Company within the scope of the recognition clause. In the event there is a merger with another Company in which the covered employees therein are represented by another Union, in such Company, the representation rights and the status quo of this Union shall be maintained in the pre-merger Company signatory to this agreement until a final determination is made by the Ontario Labor Relations Board as to the proper representation of the combined group.

ARTICLE 4 - NO STRIKES OR LOCKOUTS 4.01 The Union undertakes and agrees that while this Agreement is in operation

neither the Union nor any employee shall take part in or call or encourage any strike, picketing, sit-down, slow down, or any suspension of or interference with work or production which shall in any way affect the operations of the Company, or shall there be any sympathy strikes or secondary boycotts. The Company agrees that it will not engage in any lockout during the term of this Agreement.

4.02 Any employee who participates in any of the foregoing conduct shall be subject

to discipline. 4.03 Crossing of Legal Picket Lines – Some services provided by the Employer are

considered essential services. In such a case the Union agrees to negotiate each case, so as to allow the Employer to provide such services as may be required to our customers. An employee covered by this Agreement shall have the right to refuse to cross a legal picket line recognized by the Union. Failure to

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cross such a picket line by a member of the Union shall not be considered a violation of this Agreement, nor shall it be grounds for disciplinary action providing that the employee notifies the supervisor immediately of the situation which will allow the supervisor and/or Union to negotiate with the striking union, safe passage through the legal picket line to perform services. In the event that the union and supervisors cannot negotiate safe passage or if the employees refuse to cross a picket line the Company reserves the right to provide services to the customer by any means available.

ARTICLE 5 – DISCRIMINATION FREE WORKPLACE The Company and the Union agree that there will be no discrimination, interference, restraint, harassment or coercion exercised or practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, ancestry, place of origin, colour, ethnic origin, sexual orientation, age, marital status, family status, disability, creed, nationality, sex, or because of his/her membership or activities or lack of membership or activities, in the Union. The Company and the C.A.W. are committed to providing a harassment free workplace. The Company and the Union agree that there will be no discrimination interference, restraint, harassment, or coercion exercised or practiced by either of them, or by any of their representatives with respect to an employee. Harassment is defined as a “course of vexatious comment or conduct that is known or aught reasonably be known to be unwelcome”. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, and parking lots. Harassment may take many forms: verbal, physical and visual. Harassment is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a complaint: If an employee believes that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it. • Request a stop of the unwanted behavior; • Inform the individual that is doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome;

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• It is advisable to document the events, complete with times, dates, location, witnesses and details; • Report the incident to Supervisor/Committee person. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative/Company official. ARTICLE 6 - MANAGEMENT RIGHTS 6.01 The Union agrees that it is the exclusive right of the Company subject to the

terms and conditions of this agreement, to conduct its business in all respects in accordance with its obligations and responsibilities inclusive of the right to manage the jobs, relocate, extend, curtail or cease operations to perform or contract work; to determine types and amounts of equipment to be used, establish schedules, to judge the qualifications of employees, and to maintain discipline and efficiency.

6.02 The Union agrees that it is the exclusive right of the Company to hire, discharge,

classify, transfer, promote, demote, layoff, suspend or otherwise discipline an employee, subject to the term of this agreement. However, this clause shall not deprive the employee of the right to use the grievance procedure as outlined in this agreement.

6.03 The Union agrees that it is the exclusive right of the Company to make and alter

from time to time and enforce rules of conduct penalties, policies and procedures to be observed by the employees, subject to the terms of the Collective Agreement. The Company agrees to notify the unit Chairperson in writing of any new or changes to existing rules prior to their implementation. Failure to notify the Union in writing in advance shall mean no change in status quo will be required to be recognized to by any member. An arbitrator will be bound by the penalties for breach of the rules as set out in article 6.04.

6.04 The following conduct will result in immediate discharge for cause and loss of

seniority: - Intoxication and/or under the influence of Non-Prescription narcotics and/or controlled substances in the workplace. - Theft - Knowingly operating a vehicle without a valid license. This will not remove the ability of the Union to file a grievance.

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ARTICLE 7 - UNION STEWARDS AND UNION OFFICIALS 7.01 The Company recognizes a Unit Chairperson and up to 3 Stewards elected or

appointed by the Union from the full time seniority employee list and a Negotiation Committee of 3 full time seniority employees, the Local President and the National Representative.

7.02 The Union will inform the Company in writing of the name of the Unit Chairperson

and each other Steward and any subsequent change in the names of such chairperson or stewards. The Company shall not be asked to recognize the Unit Chairperson or any Stewards until such notification from the Union has been received. The Company will only be required to recognize the primary Unit Chairperson and the Stewards.

7.03 The Company will make reasonable efforts to hold grievance meetings at Step 1

at times when there will be no loss of pay to the grievor or the steward if he is in attendance. In the event that a grievance meeting cannot be held at a time when there will be no loss of pay to the grievor or a steward, if in attendance. The grievor and one steward will be reimbursed for up to thirty (30) minutes at their normal straight hourly rate for time spent meeting with the employer at Step 1 of the grievance procedure.

7.04 If the Company representative is unable to meet the Unit Chairperson during the

Unit Chairperson’s normal working hours, Unit Chairperson shall be paid at his regular rate of pay for all time spent meeting with the Company under the grievance procedure at Steps 1, 2 and 3 on the Company’s property or at any other place which is mutually agreed upon by both the Union and the Company.

7.05 It is understood and agreed that the primary responsibility of the steward is to

work for the Company and he shall not leave his assigned work without the permission of his supervisor. This request will not be unreasonably with-held. Efficiency and diligent service for the Company’s customers will govern consideration of a steward’s request to absent himself from work.

7.06 The Company will notify the Local President by e-mail or fax by the end of the

shift of the discharge of the Unit Chairperson. 7.07 For the purpose of this Agreement the stewards and the Local President and

National Representative shall be deemed to be the officials of the Union. The parties agree that the Union officials occupy positions of leadership and responsibility to see that this agreement is faithfully carried out.

7.08 The Company will provide a locked bulletin board, secured behind glass, for the

purpose of posting Union business communication in the driver’s room.

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7.09 The Company will provide a Unit Chairperson mailbox. 7.10 The Company will provide the Union with a lockable filing cabinet in the new

Company building. The Company will from time to time at the union’s request, provide the union with the use of a room in the new Company building for confidential consultations with its members for an hour a day at the end of the day except in the event of an emergency or the Company’s intention to impose discipline.

7.11 The Unit Chairperson’s and stewards company phones will be open and

available for his/her use to perform the functions of his/her duties as required to represent the membership.

7.12 Meetings of the Union Chairperson and one (1) Union Steward and the Company

(Labour-Management Meetings) will be scheduled on a monthly basis at a mutually agreeable date and time for a duration of sixty (60) minutes unless otherwise mutually agreed. Each party will provide the other with a proposed agenda for the monthly meeting no less than two (2) working days prior to the time of the scheduled meeting, except where legitimate reasons prevent either party from doing so. Each party will be responsible for the taking of minutes. The minutes will be reviewed by the parties and any discrepancies will be corrected.

ARTICLE 8 - GRIEVANCE PROCEDURE (Working Days for the purpose of the grievance procedure shall mean Monday through Friday.) 8.01 It is the intent of this agreement to adjust as quickly as possible any complaints

or differences between the parties arising from the interpretation, application, administration or alleged contravention of the Agreement, including any questions as to whether a matter is arbitral.

8.02 Step # 1: An employee will discuss his complaint with the General Manager or

his designate within five (5) working days of the matter giving rise to the employee’s complaint. The employee may elect to have a steward or designate present for the discussions. Unavailability of a steward will not nullify the requirements of this article. The General Manager shall respond in four (4) working days to the employee and/or steward.

8.03 Step # 2. If the employee’s complaint is not resolved by the General Manager or

his designate in the manner provided in article 8.02 the employee and/or steward may file a grievance in writing on forms to be supplied by the union, provided the grievance is filed with the General Manager within four (4) working days of the General Manager’s decision in article 8.02.

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8.04 Step # 3. Upon receiving the grievance, the General Manager may allow or deny the grievance and will communicate his decision in writing delivered to the grievor and to the Unit Chairperson or Local President within four (4) working days of the date of grievance. If either party desires a meeting after receipt of the decision denying the grievance, the meeting shall take place within ten (10) working days in an attempt to resolve the grievance. The President of the Local Union and/or the National Representative along with the Unit Chairperson shall be in attendance at the meeting. The Union representatives, other than the Unit Chairperson who will be compensated for attendance at the meeting in accordance with Section 7.04, will attend at their own expense.

8.05 Step # 4 Upon receiving the General Managers decision if unresolved the

grievance may be referred to arbitration by the Union if referral is made within seven (7) working days of receipt of the General Manager’s decision by the Union Local President.

8.06 Transmission of Notice of Referral to arbitration shall be by e-mail addressed to

the General Manager at ghammell@gflenv.com and the Company Human Resources department at atill@gflenv.com or such other email address provided by the Company from time to time.

8.07 A union policy grievance the subject of which cannot be grieved by an employee

or a Company policy grievance may be submitted to the Company or the union as the case may be, in writing, within ten (10) working days from the date that the subject matter of the grievance became known to the union or the Company as the case may be. A meeting will be held between the Union and the Company within four (4) working days of the receipt of the grievance. Failure to resolve the grievance at the meeting may result in arbitration if Notice of Referral to arbitration is filled with Company or the Union as the case may be, in the manner provided for in article 8.08, within four (4) working days of the meeting.

8.08 The parties agree to the use of a single arbitrator to adjudicate grievances.

Selection of an arbitrator will be by mutual consent based on the union and the Company suggesting three (3) names to one another within four (4) working days of the date of the Notice of Referral to Arbitration. Failure to agree on one name will require the parties to request the Ministry of Labour to appoint an arbitrator.

8.09 If the person selected by the parties is not available to commence a hearing

within three (3) weeks in a discharge case and three (3) months in all other cases he or she will be de-selected and the parties will ask the Ministry of Labour to appoint an arbitrator.

8.10 The parties agree that section 48 (16) of the Labour Relations Act, 1995 does not

apply to this collective agreement.

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8.11 A claim by a seniority employee that he has been discharged without cause shall be processed as a grievance provided the written grievance signed by the discharged employee is filed with the General Manager within three (3) working days of the date of discharge. A meeting will be held within two (2) working days of receipt of the grievance between the General Manager, Human Resources Manager, and the Vice-President of Operations and the Union Local President and Chief Steward. If the grievance is not resolved at the meeting, the grievance may be referred to arbitration provided the Referral to Arbitration is made in writing in the manner provided for in article 8.08 within four (4) working days of the meeting.

8.12 The decision of the Arbitrator, constituted in the above manner, shall be binding

on both parties. 8.13 The parties will jointly bear the expenses of the arbitrator. 8.14 Notwithstanding the above, either party may file a grievance to arbitration under

the provisions of the Labour Relations Act, 1995. 8.15 Disciplinary Action

An employee will be accompanied by a Union Representative, unless he/she waives his right to such representation in writing, when called to a meeting where the Company intends to impose discipline resulting in a suspension or termination. The Company will establish the time and date for the meeting and provide as much notice as possible to an employee and his/her Union Representative of the scheduling of such meeting and will at the same time as notice is provided, inform the employee and the Union Representative of the allegations made against the employee.

The Company and the Union agree that the employer will follow progressive discipline penalties to correct unacceptable behavior or conduct. The parties agree that the employer is not required to impose the discipline sanctions in the sequence listed depending on the severity of the incident.

The Company and the Union agree that progressive discipline sanctions include: Verbal warning Written warning One day suspension Three days suspension Five day suspension

**Tampering with safety devices prescribed under the O.H.S.A. will be assessed a five (5) day suspension on first offence.**

Termination

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The Company will impose discipline within seven (7) working days from the date of the alleged infraction, except in the case of accident investigations where this time limit will not apply with notice provided to the Union.

8.16 At fault accidents and incidents will remain on an employee’s record for eighteen

(18) months. All other disciplinary notices will be expunged after twelve (12) months.

8.17 Verbal warnings issued by the Company will be confirmed in writing and placed

in the employee’s personnel file. 8.18 Employees will be allowed to review their file at any mutually agreed convenient

time upon written request to the Human Resources department. The Human Resource Manager or designate will be present during such review. If the member desires, their Union steward may be present during the file review.

8.19 Copies of any verbal (confirmed in writing), written warnings and suspension

letters will be provided to the Union Unit Chairperson. The Company will date stamp such requests.

ARTICLE 9 – SENIORITY 9.01 An employee will be considered on probation and will not be placed on the

seniority list and shall not have seniority rights hereunder until after s/he has worked for the Company in the bargaining unit covered by in this agreement for three (3) months; however, such period may be extended by mutual agreement in writing of the parties. If the employee is not terminated during the probationary period, his name shall be placed on the seniority list and he shall be credited with three (3) months service.

a) In all cases, seniority will be defined as the first day of work by the

employee. b) Company Classifications will be as set out in shall be: Commercial Drivers

and Residential Drivers, Labourers. Refer to Appendix “A” or as negotiated in the event of any newly created jobs. for job categories within these job classifications.

c) When the Company wishes to fill a permanent vacancy, it shall do so in

accordance with the posting provisions of Article 9.10 of this agreement. 9.02 a) A “layoff” shall be defined as an employee not being scheduled to work for

more than one (1) day or more.

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b) The Union will be notified of any layoffs by letter to Unit Chairperson and copy to the Local President.

c) All layoffs will be in accordance with reverse order classification seniority,

provided the remaining employees are, in the opinion of the Company, qualified to perform the work.

d) R.O.E.’s will be issued in accordance with Employment Insurance

legislation. e) Recall of laid off persons shall be by telephone to the employee’s phone

number and last known address on file in writing. It is the responsibility of all employees to maintain accurate up to date information with the Company. The Unit Chairperson shall receive notice of any recall offer being made.

9.03 An employee shall lose his seniority and be deemed to be discharged for cause

if:

a) S/He voluntarily quits employment with the Company

b) S/He is discharged and not reinstated through the grievance procedure

c) S/He fails to return from a leave of absence in accordance with the conditions prescribed in such leave of absence.

d) S/He is laid off and not recalled within 12 months.

e) S/He abandons his job as evidenced by walking off the job without a

reason reported to and approved by management during a shift.

f) S/He fails to come to work for more than three (3) days without a reason satisfactory to the Company.

g) S/He retires.

9.04 It is understood and agreed that while persons who are laid off are not subject to

the terms of this agreement, they shall, as long as their name remains on the seniority list, be subject to recall. In recalling laid-off persons to work, the Company agrees that the Union Chief Steward will be notified in writing of any recall.

9.05 In recalling laid-off persons to work, the Company may verbally recall such

person qualified in the classification to work. It shall be the responsibility of all laid-off persons to return to work within two (2) days of recall, except in cases where they are employed with other employers, and in such cases, the employee

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shall return to work within one (1) week from the date of recall. A recalled employee who fails to return within the time period prescribed will be deemed to have resigned. If a recalled employee cannot return for one (1) week the Company may use whatever means necessary to perform the work until the employee returns. The Union will be notified of all accommodations to recalled employees.

9.06 It shall be the duty of the employee or laid-off person to notify the Company

office promptly, in writing, of any change of address or telephone number. If an employee or laid-off person should fail to do this, the Company will not be responsible for the failure of a notice to reach him and any notice sent by the Company by registered mail to the address which appears on the Company’s personnel records, or telephoned to the telephone number which appears on the Company’s personnel records, shall be conclusively deemed to have been received by the employee or laid-off person.

9.07 When it becomes necessary to reduce the workforce, employees with job

classification seniority will be laid off in reverse order of seniority providing that the Company has the right to maintain at all times employees who are qualified to perform the job required. Probationary employees shall be laid off first.

9.08 An employee affected by layoff or displacement shall be entitled to exercise their

seniority bumping rights in accordance with the following mandatory procedure. The employee may displace the least senior employee in any classification at the applicable rate of the job in the classification, provided he is qualified to perform the work in opinion of the Company. Selection will be done according to the criteria in article 9.10(a). If a driver loses his license he may displace a non-driver probationary employee, at the applicable rate of the job in the classification.

9.09 In the event that an employee covered by this agreement is promoted to a

position in management of the Company, he shall continue to accumulate seniority for a period of six (6) months from the date he was promoted. In the event that the employee elects to withdraw from a management position with the Company and return to the bargaining unit, his seniority shall equal his total time with the Company including whatever time worked in a management position.

9.10 a) Job Posting/Training Opportunities – The Company agrees to advertise

permanent job vacancies and training opportunities for five (5) working days, on the Stoney Creek Company bulletin board and provide a copy of the posting to the Stewards. The posting will include the skills and qualifications required, rate of pay, start date and duration of the posting. During the posting period the Company may temporarily fill the job, as it deems proper. Selection of the candidate will be based on seniority and assessment by the Company of his skills and qualifications to perform the job requirements. The successful candidate must be able to perform the job in accordance with the Company’s quality and production standards

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within a fourteen (14) consecutive work day period. The standard of efficiency will not be taken as meeting the levels of a fully experienced driver but will be taken as the expectation of someone who has completed training. Confirmation of the candidate in the job will rest solely with the Company and the Company will notify the Union before action is taken to remove the candidate. The candidate will within 14 consecutive days of completing route training accept the new job and make his determination of remaining in this job or returning to his former job.

b) In the event that there are no suitable candidates, the Company will fill the

vacancy by advertising outside the bargaining unit. c) The successful candidate of a permanent posting must remain in that new

position for at least one (1) year providing the position is active for which the posting went up before applying for further postings.

d) A vacancy lasting more than thirty (30) days shall be posted as a

temporary vacancy. Selection will be made in accordance with the criteria outlined in 9.10 (a). A vacancy created by filling the temporary vacancy will not be posted. The person awarded the job posted shall retain the rights to apply for any permanent vacancy while filling the temporary posted vacancy.

e) In the event that the Company requires AZ qualified employees and there

are no employees with qualification, the Company will provide training to a suitable DZ licensed driver selected by the Company.

9.11 It is agreed that the Mechanics seniority list will not be interchangeable with any

other Department within the division. If anyone applies and is accepted in transferring between classifications (skilled trades-driver) they shall retain only vacation entitlement and years of Company service.

9.12 Temp services may be used for all yard maintenance services provided all layoff

employees are called first. If any such job accumulates more than 24 hours per week, The Company and Union we meet to review such job/position.

9.13 If the Company transfers jobs or classifications to a different location within the

scope of the recognition clause of the collective agreement, the current employees performing the work shall be considered for transfer.

ARTICLE 10 - LEAVE OF ABSENCE 10.01 Leave of absence shall mean an absence from work requested by an employee

in writing stating the reason and the duration of leave required. If approved leave shall be granted by the Company in writing for a specific period of time. Leave

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granted shall be without pay. The Union will be copied on all leaves of absence request and approvals.

10.02 If an employee fails to return from his approved leave of absence on the

approved date, he is deemed to have resigned his employment with the Company unless he can provide an explanation satisfactory to the Company.

10.03 An approved leave of absence will not affect an employee’s seniority status

when used for the purpose granted provided he returns to work on the approved date.

10.04 The Company to assist employees in making application for EI benefits available

to the employee in the event of sickness or injury requiring absence from work. ARTICLE 11 - STATUTORY HOLIDAYS AND OTHER DESIGNATED HOLIDAYS 11.01 The following public holidays will be granted in accordance with the Employment

Standards Act 2000 to all seniority employees provided the employee works his scheduled work day prior to and his scheduled work day after the public holiday. Being sent home due to lack of work on the scheduled work day prior to or after the public holiday will not disqualify the employee from receiving public holiday pay. Compensation shall be a sum equivalent to their basic hourly day rate times nine (9) for Mechanic and ten (10) for all other employees as applicable.

The designated holidays are: New Year’s Day Labour Day Good Friday Thanksgiving Day Victoria Day Christmas Day Canada Day Boxing Day Civic Holiday Family Day 11.02 Under normal circumstances employees will not be required to work a public

holiday. However in the event that the employer is contractually bound to remove waste on a day that falls on a public holiday the employee will work and be paid public holiday pay and premium pay of 1.5 his regular hourly rate of pay for all hours worked on the public holiday.

11.03 An otherwise eligible employee, who is scheduled to work on one of the

designated holidays but does not report for work as scheduled, shall forfeit his holiday pay for that particular holiday. Employees who fail to report for work may qualify for holiday pay for that particular holiday upon providing a bona-fide reason – acceptable to the Company and with any required supporting documentation. Determination of acceptability shall rest solely with the Company.

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11.04 All work performed on any stat holiday shall be paid at 1.5 times the regular rate

of pay. ARTICLE 12 - TEMPORARY TRANSFERS 12.01 An employee who is transferred to a different job classification within the

bargaining unit shall be paid while so employed as follows:

a) If the transfer is for the convenience of the Company and if the rate of pay in the classification to which he is transferred is less than the employee’s regular rate of pay, he shall receive his regular rate of pay.

b) If the transfer is for the convenience of the employee, or to enable him to

avoid layoff, and if the rate of pay in the classification to which he is transferred is less than the employee’s regular rate of pay, he shall receive such lesser rate.

c) If the transfer is to a higher-rated classification the employee will receive

the higher rate of pay for hours worked in the higher classification. ARTICLE 13 - HOURS OF WORK AND OVERTIME 13.01 It is hereby expressly understood and agreed that the provisions of the Article 13

are for the purpose of computing overtime and shall not be construed to be a guarantee of, or limitation upon the hours of work to be done per day or per week or otherwise, nor as guarantee of working schedules.

13.02 It is recognized that the Company will from time to time require employees to

perform work beyond their normal daily shift. In instances where the daily work assignment exceeds the normal workday hours the Company will endeavor to give one (1) hour notice of an overtime work assignment. The employee will give notice to his supervisor 24 hours prior to any appointments that will not allow them to work past their normal 10.0 hours for all employees.

13.03 The normal workweek for all shop employees will be composed of nine (9)

straight time hours worked per day, forty-four (44) per week. Overtime at a rate of one and one-half (1 ½) the employee’s straight time hourly rate of pay, exclusive of premiums, shall be paid for hours worked in excess of nine (9) straight time hours per day. The normal workweek for all other employees will be composed of ten (10.0) (half hour unpaid lunch per day) straight time hours worked per day, fifty (50) per week. Overtime at a rate of one and one-half (1 ½) employee’s straight time hourly rate of pay, exclusive of premiums shall be paid for hours worked in excess of ten and one half (10.5) straight time hours per day.

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13.04 The Company may, from time to time, require work to be performed on

Saturday/Sunday. Saturday work will be paid at one and one-half (1.5) times the applicable hourly rate. Any time Sunday work may be required it shall be paid at two (2) times the applicable hourly rate.

Municipal Contract employees: Any employee required to work on a Saturday as

a result of a Stat Holiday being observed for a Municipal Contract shall receive fifty dollars ($50.00) premium plus the applicable hourly rate.

13.05 In no case will there be a duplication of pyramiding of overtime or any other

premium compensation. 13.06 Employees wanting to work weekend overtime work must sign the weekend

overtime list posted on Monday of each week. The posted weekend overtime work requirement list will be taken down each Thursday by 2:00 PM. All available weekend overtime work will be first offered to qualified employees within the classification by seniority, by line of business, and secondly offered by seniority to all qualified employees within the classification. Should no one sign-up for the required work; the work will be offered to any qualified employee willing to do the work. In the event that insufficient numbers of employees sign the week overtime work requirement list such work will be assigned by reverse seniority in the classification. The classifications will be commercial and residential for this purpose.

13.07 The Company may, from time to time, require employees to perform emergency

overtime work. When emergency overtime work is required, it will be offered first, to the employees who normally perform the work if they are available, otherwise a selection will be made from employees available at the time within the classification and secondly, on a seniority basis to all other qualified employees.

ARTICLE 14 - SHIFT PREMIUM 14.01 Any driver whose regularly scheduled shift commences between the hours of

6:00 p.m. and 6:00 a.m. shall receive a shift premium of forty cents ($0.40) per hour for each hour worked. (in the event the employer adds a second shift, discussion of this proposal will be undertaken with the union.)

14.02 Mechanic hours of work Day shift- 6:00 am to 2:00pm Afternoon shift- 2:00pm to 10:00 pm (shift premium 0.25/hour) Night shift- 10:00 to 6:00 am (shift premium of 0.40/hour) Overtime pay after 44 hours worked in a week.

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ARTICLE 15 - CALL-IN 15.01 An employee who is scheduled to work and does not receive notice that there is

no work available one hour prior to commencement of shift or is at home and is called in to work by the Company shall receive three (3) hours pay at his regular rate in the first year of the collective agreement and this will be four (4) hours in successive years. In no way does this provision apply to employees who report for their scheduled shift and are disciplined or terminated prior to the shift commencing.

ARTICLE 16 - MEDICAL EXAMINATION 16.01 If the Company requests an employee to get a medical examination, the

employee shall select the Doctor of their choice. In the event the Company is not satisfied with the medical report, the employee shall present himself to a physician of the Company’s choice if requested. The employee shall sign a consent allowing the physician to render a medical report from the medical examination to the Company.

The Company shall reimburse the employee for the actual cost paid to the doctor by the employee to obtain a doctor’s note at the request of the Company or the benefit provider.

16.02 If an employee takes a medical examination at the request of the Company

during his working hours, he shall be paid a minimum of 3 hours pay or all time spent upon receipt by the Company of the medical report from the physician.

16.03 In the event the Company requires AZ licensed drivers, the Company will

contribute $100.00 re-imbursement costs associated with maintaining or obtaining AZ license to drivers with more than one year’s service with the Company upon presentation of government department receipts.

16.04 If an employee is successful in upgrading their license from G to DZ or if required

by the Company, from DZ to AZ, the Company will reimburse the employee up to $500 of the cost incurred by the employee in obtaining the required training to upgrade their license upon presentation of training receipts. If the employee quits his/her employment with the Company within 1 year of reimbursement, the employee will be required to repay the training costs reimbursed to him/her by the Company.

ARTICLE 17 - BEREAVEMENT PAY AND JURY DUTY 17.01 An employee who has attained seniority will be granted up to four (4) consecutive

days but not less than two (2) days leave of absence with pay for time lost from work for the purpose of making arrangements and attending the funeral in the event of the death of their spouse, parent, son, daughter, (including adopted

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children), brother, sister, mother-in-law, father-in-law, common-law (or same sex) spouse and common-law (or same sex) children, aunt, uncle, grandmother, grandfather or grandchild, brother-in-law or sister-in-law. To receive this paid benefit, the employee must attend the funeral or comparable service of the deceased relative. The Company reserves the right to require evidence of employee’s funeral or service attendance.

In any event, the employee shall not be entitled to receive any pay hereunder as to any day upon which he would not otherwise have been scheduled to work for the Company.

For the purpose of calculating the compensation to which an employee is entitled under this Article, it shall be deemed that the time lost from work for an employee shall be nine (9) hours per day.

17.02 An employee who has attained seniority will be granted leave of absence from

work with pay based on a 9 hour work day less any amount received as jury duty/Crown witness in connection with court proceedings in relation to his job on his normal working day. An employee so selected in accordance with this article will be required to provide proof satisfactory to the employer of his witness or jury appointment in order to be paid.

ARTICLE 18 – EQUIPMENT 18.01 It is to the mutual advantage of both the Company and the employees that

employees should not operate vehicles that are not in a safe operating condition in accordance with Ministry of Transportation Regulations or not equipped with proper safety equipment in accordance with the Ministry of Transport Regulations and Highway Traffic Act Regulations, Occupational Health and safety Act or Company Safety Manual. It shall be the duty of the employees to report promptly in writing to the Company all defects in equipment as per these laws and the Company’s Safety Manual and it shall be the duty of the Company to maintain all vehicles in a safe operating condition. The determination of, as well as, the responsibility for all decisions with respect to the condition of equipment, shall rest with the Company.

18.02 All Company trucks shall be equipped with heaters, defrosters, windshield wipers

and windshield washers and shall be maintained and kept in good working order. Company trucks with factory installed Air-conditioning will be maintained and operational by May 31 of each year or as soon as reasonably possible. In the event of equipment failure, repairs will be made in accordance of parts availability and shop time.

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18.03 If equipment safety features are not maintained in working order the employee shall have the right to refuse to operate such equipment in accordance with Article 18.

ARTICLE 19 – VACATIONS 19.01 a) Employees with less than one (1) years’ service shall receive vacation pay

in accordance with the Employment Standards Act, 2000.

b) Employees with at least one (1) years’ service but less than five (5) years’ service, shall receive a vacation a vacation of two (2) weeks with pay computed at the rate of 4% of their total earnings excluding vacation pay for the previous twelve (12) month period.

c) Employees with more than five (5) years’ service, shall receive a vacation

a vacation of three (3) weeks with pay computed at the rate of 6% of their total earnings excluding vacation pay for the previous 12 month period.

d) Employees with more than ten (10) years’ service shall receive a vacation

of four (4) weeks with pay computed at a rate of 8% of their total earnings excluding vacation pay for the previous 12 month period.

19.02 In the event that a public holiday, as listed in Article 11 of this agreement, falls

within an employee’s annual vacation he shall be paid public holiday pay for the missed public holiday in addition to his annual vacation pay. Employees will not be allowed to carry-over a public holiday for part of their vacation during prime time vacation period, which is defined as May 15 to September 15 and December 15 to January 15. However, on a mutually agreed day, the employee may take a substitute holiday for the public holiday without pay if he has already been paid public holiday pay for the public holiday that was observed during his vacation. There shall be no pyramiding of public holiday pay.

19.03 The choice of vacation period shall be according to seniority providing it does not

conflict with the assignment of work. The following number of employees will be allowed off at any one time: one driver from the commercial lines, 6 drivers from the residential lines with no more than 3 1 side load drivers or no more than 3 5 rear load driver/loaders and 4 pitchman. If the workforce increases by more than 10% the parties agree to review vacation coverage requirements.

19.04 An employee who takes a vacation prior to May will be entitled to accumulated

vacation pay, the employee must notify the Company two (2) weeks prior to the vacation if the employee requires these monies and the vacation pay is paid while the employee takes vacation or the second pay in October.

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19.05 An employee whose employment is terminated for any reason shall receive vacation pay for the period to which he is entitled in accordance with the Employment Standards Act of Ontario.

19.06 The “vacation year” shall mean the year from January 1 to December 31.

Vacation pay will be paid out on the second pay in October annually. 19.07 The Company agrees to post an application for vacation period no later than

February 1st each year and will leave such notice in place until March 15th. During this period employees must book their preference for vacation period that they are entitled to. Employees who have not selected a vacation period by March 15th shall have a vacation period assigned to them by the Company, on the basis of their seniority and operational considerations. The Company further agrees to make results of the application known no later than the end of April 30th. Approved selections will not be changed without the approval of the Company and any affected employee and the Union.

Employees wishing to book vacation time in January or February shall be notified, if approved in December of the preceding year

ARTICLE 20 – RRSP AND HEALTH CARE BENEFIT PLAN 20.01 The Company agrees to offer a self directed RRSP based on joint contributions

by the employee and the Company on the following basis:

Employees will become eligible to participate in the RRSP program after one (1) year of continuous service. All employees will be required to contribute a minimum of 2% of their gross wages into the plan.

The Company will contribute a 50% match to a maximum of 4% of

contributions made by the employee based on the employee’s gross wages (i.e. the maximum annual contribution made by the by the Company contribution would equal 2% of the employee’s gross wages if the employee contributed 4% or more of their gross wages).

Company contributions are subject to a one (1) year vesting period.

If an employee makes a withdrawal from their RRSP for any reason during the one year vesting period they forfeit accrued Company contributions.

20.02 The Company agrees to pay for eligible employees 100% of the premium cost for

a benefit plan as outlined in Appendix “B” except where noted otherwise.

If a plan carrier change is made during the life of the collective agreement the parties agree to meet and discuss a smooth transition. The Parties agree that in

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the event a substitute carrier is negotiated that the Company and the Union will meet to discuss this transition.

ARTICLE 21 – WAGES 21.01 The wage schedule and other conditions concerning the payments to employee

set forth in Appendix “A” that is part of this Agreement. Probationary employees with under three months of service will be paid Appendix “A” rates less $1.00 per hour. After completion of three months of service the rates in Appendix “A” will apply to a seniority employee.

21.02 Employees assigned to train new employees will receive a rate of $0.50 per hour

more than their applicable hourly rate for hours spent training new employees. 21.03 In the event a truck/ trailer combination is operated, the driver shall receive a

premium of $1.00 per hour over his regular classification rate. 21.04 The Company agrees that where any payroll shortage of greater than $100.00

occurs that is the Company’s error it will be rectified and payment received within 72 hours (defined as excluding stat holiday and weekends). This will not apply where estimating is required to meet payroll deadlines.

ARTICLE 22 – UNIFORMS 22.01 Each employee agrees to keep his or her safety wear in a neat, clean and

presentable unaltered condition. 22.02 The Company agrees to provide each active employee with a safety vest, and all

seniority employees with a hoodie, jacket (3 in1 type), 5 shirts and 5 pants before September 30th of each year.

22.03 The Company will provide a voucher of one hundred and sixty-five ($165.00) paid

on or before September 30th annually to each seniority employee to purchase CSA (minimum 6 inch height) approved safety boots.

For Residential employees in addition to above, the Company will provide a voucher of one hundred and sixty-five dollars ($165.00) annually, as needed, to each seniority employee to purchase CSA (minimum 6 inch height) approved safety boots.

22.04 The Company will reimburse mechanics for tools used in their day-to-day duties

up to four hundred ($400.00) per year.

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ARTICLE 23 - HEALTH & SAFETY 23.01 (a) The Company will comply with the Occupational Health and Safety Act

and its regulations. (b) The Company and the Union will co-operate in the prevention of accidents

and in the promotion of health and safety. (c) A joint health and safety committee (“JHSC”) will consist of two (2)

members elected or appointed by the Union and two (2) Company representatives selected by the Company. The Committee will meet monthly or as required to deal with matters of Health & Safety and will be governed by the provisions of the Occupation Health and Safety Act.

(d) The JHSC will be co-chaired. One co-chairperson will be selected by the

Union from the Union JHSC members and the other co-chairperson will be selected by the Company from the Company JHSC members. One Union representative on the JHSC will be trained and certified by Health and Safety Ontario. The Company shall pay the full cost of the training of the Union representative. JHSC members will be compensated at their hourly base rate for each hour spent in training.

(e) The Union representatives on the JHSC will be entitled to:

(i) One (1) hour or such longer period of time as the JHSC determines is necessary to prepare for each JHSC meeting;

(ii) such time as is necessary to attend meetings of the committee; and

(iii) such time as is necessary to carry out the member’s duties under

the Occupational Health and Safety Act;

The Union representative members of the JHSC shall be deemed to be at work during the times described above and shall be entitled to be paid at their regular hourly rate of pay or premium rate, as may be proper.

(f) The names of the JHSC members shall be posted and remain posted on

the Company bulletin/information boards in compliance with the Occupational Health and Safety Act.

(g) The minutes of the JHSC meetings will be recorded and signed by the co-

chairpersons and distributed to the JHSC members. In addition, the minutes will be posted on the Company notice/information boards in compliance with the Occupational Health and Safety Act.

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23.02 Safety meetings will be convened at the Company’s discretion and attendance by employees will be mandatory. Employees will be paid their regular hourly rate to attend. In the event these meetings are scheduled on a weekend three (3) weeks’ notice will be required and employees with a bona fide reason will be excused.

23.03 First aid training will be offered with course fees and hourly wage rate paid for by

the Company for the Union’s representatives on the JHSC. ARTICLE 24 – DURATION 24.01 The Agreement shall become effective on Tuesday April 27, 2013 and shall

remain in full force and effect and shall not be reopened save and except as otherwise herein expressly provided, until the April 26th, 2017, and shall continue automatically thereafter during annual periods on one (1) year each, unless either party notifies the other party in writing as provided for in Article 24.02 hereof of its desire to negotiate amendments to this Agreement.

24.02 Notice that amendments are required shall only be given during the period of not

more than three (3) months and not less than one (1) month prior to the 27th day of April 2013 or similar annual periods thereafter. If notice of desire to amend this Agreement is given by either party in accordance with the foregoing, the other party agrees to meet for the purpose of negotiations and this Agreement shall remain in effect until the new Agreement has been negotiated and signed, but when the new Agreement has been signed this Agreement shall become null and void.

24.03 This agreement will constitute the full and complete agreement between the

parties. ARTICLE 25 - P.E.L. & SOCIAL JUSTICE 25.01 Paid Education Leave

The Company agrees to pay into a special fund two cents $0.02 per hour per employee for all compensated hours for the purpose of providing paid education leave. Said paid education leave will be for the purpose of upgrading the employee skills in all aspects of Trade Union functions. Such monies to be paid on a quarterly basis into a trust fund established by the National Union, CAW and sent by the Company to the following address:

C.A.W. Paid Education Leave Program 205 Placer Court Toronto, Ontario M2H 3H9

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

25.02 The Company will supply the Union Committee the following information quarterly

accompanying the dues deduction submission report and send a copy to the local Union office:

- Employees who are in the bargaining unit regardless of whether or not

they paid dues in the month excluding temporary employees.

- Employee’s employee number, their compensation rate and their classification.

- Employees transferred in or out of the Bargaining Unit.

- The number of hours paid or represented by work assignments in the

month, as defined by the Company’s fiscal calendar.

- For employees who have not paid dues, the reason why they have not paid dues and the dated of occurrence (i.e. EI, LTD, WSIB, retired in the month, unpaid leave of absence). This information will be supplied monthly with Dues Deduction Report.

- Layoffs and recalls.

- Employees who have been terminated.

- Names, addresses, and postal codes of all the active employees.

- A list of new supervisors, and notification of new assignments with direct

influence and impact to the bargaining unit members.

The Company shall provide a copy of WSIB form 7 to the Employee on the following day of any incident requiring lost time and wages.

In addition, the Union Chairperson may request above employee information as required from the Site Manager.

25.03 The Company shall, from the last pay of each month, deduct such monies from

each employee’s pay, and shall, not later than the fourteenth (14th) day of the succeeding month, remit to the Local Secretary Treasurer amounts so deducted

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under this provision, listing the employees from whose pay such deductions have been made and also the names of any employees covered by this Agreement who have left the bargaining unit since the last payment. During the term of this Agreement such deduction authorizations shall be irrevocable.

25.04 The Company shall pay for 50% costs of printing of the Collective Agreement. Dated this day of , 2013 in Hamilton. For the Union: For the Company: Paul Mckee Committee Person Jerry Dumoulin Committee Person Travis Steeves Committee Person Debbie Montgomery Local President, CAW Local 4268 Len Poirier CAW National Representative

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LETTERS OF UNDERSTANDING

NATIONAL WASTE SERVICES GFL ENVIRONMENTAL INC.

AND

CAW-CANADA AND ITS LOCAL 4268

The parties agree that the following seven (7) Letters of Understanding will be incorporated into the collective agreement as of the date of ratification. For CAW-Canada Local 4268 For the Company _________________________ __________________________ Debbie Montgomery LOU #1 The Company and CAW Local 4268 agree that the current service area of the workforce shall be the recognized, as the service area of the membership. This agreement does not amend the recognition clause of this agreement. LOU # 2 An employee appointed by the Company as a Lead Hand to be in charge of other employees shall be paid an additional $1.00 per hour over regular classification rate. Any shop lead hand used will be paid $1.50 per hour in addition to their regular pay. LOU # 3 All probationary employees shall, as a condition of employment, be required to undergo a medical examination. Failure of the employee to attend to the medical examination at a time and place as specified by the Company shall be grounds for his immediate discharge. LOU # 4 Mechanic- Tool: In the event that the Company has a mechanic they will be reimbursed for personal tool insurance premium coverage to a maximum of $5,000 for total loss. LOU # 5 It is agreed that when new equipment is purchased Auto-Tarpers will be installed where applicable. LOU #6 - Expedited Settlement Process

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Recognizing that there are times when an expedited settlement may be desirable, the parties agree that the following process may be used as a substitute for the formal Arbitration procedure outlined in Article 10 to the Collective Agreement: 1. The process can only be used by mutual agreement between the Company and

the Union. 2. Each party will be responsible for one-half of the fees and expenses of the

mediator. 3. Whenever, possible, the grievance will be heard within 60 days of the Company’s

Step 3 decision. 4. The number of cases to be heard at any single hearing date will not exceed four

(4). 5. The parties will submit an agreed statement of facts on all facts not in dispute to

the mediator at least two (2) days before the hearing date. 6. The mediator will attempt to mediate a settlement between the parties. 7. If the parties reach a settlement through mediation, the terms of settlement will

be in writing and signed by the parties and the settlement will be binding on the parties and the affected employees. The mediator will assist the parties with this process as may be required.

8. An agreed schedule for the process will be arranged in advance, based on a

mutual assessment of the length of time needed to present each case. 9. The mediator will be selected based upon mutual agreement. LOU # 7 Any delegates of the Local Union not exceeding two (2) in number at any one time, elected or appointed by the Union for the transaction of Union business shall be granted leave of absence without pay and without loss of seniority for a reasonable time not to exceed ten (10) working days in any one (1) calendar year provided that the two (2) delegates so selected shall not be from the same job classification. The Union agrees to notify the Company in writing at least seven (7) days prior to the request for such a leave of absence. If elected or appointed to any full-time or temporary position with the CAW, the member shall be granted a leave of absence, upon request. Seniority shall accumulate during this period. Limit of 1 person at a time. No benefits provided by the company while on extended leave. No working directly on organizing other yards of GFL and its affiliates. Two (2) weeks prior notice of return date to be provided. Maximum three (3) years for leave.

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APPENDIX “A” The table below does not require the Company to create or fill any position referenced below. **Effective on

Ratification,** April 26, April 26, April 26, Classifications 2013 2014 2015 2016 Commercial : Front End/ Swing 22.25 22.70 23.15 23.60 Roll off 21.15 21.57 22.00 22.44 Container Delivery/ Side Loader** 18.05 18.35 18.65 18.90 Residential: Rear Load/Side Load** 17.95 18.10 18.50 18.90 Labourer Pitch Man 13.50 13.75 14.00 14.25 Mechanic 27.00 27.50 28.00 28.50 **The Company will make a one-time net payment of $250.00 to each bargaining unit member within 1 week of ratification.** The Company and the Union will sign a letter of understanding that all current positions will be grandfathered, except that side load drivers that are currently on single family collection will be converted to rear pack. The 3 full time seniority employees who are members of the Union’s Negotiating Committee will be paid for time spent participating in negotiations of the Collective Agreement up to conciliation at their normal straight hourly rate. The Company and the Union will work towards a completed and proofed CBA within 90 days of ratification. Within 30 days of the completed and proofed CBA, Company management and representatives of the Union will jointly present a training session on the new Collective Agreement, not to exceed three (3) hours, to all employees in the bargaining unit. Representatives from Heil/Mack and Freightliner, as well as from Vocational Energy will be on site for the first 90 days after the installation and start-up of the CNG vehicles to

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provide training and related services. The Union agrees that the provision of these services will not be considered contracting out by the Company. APPENDIX “B” BENEFITS CURRENT PLAN DESIGN The contract number for the benefit plan with Health Source Plus is 38W40. Life Benefit Schedule $25,000 Overall Maximum $25,000 Non-Evidence Maximum $25,000 Reduction 50% at age 65 Termination Age Age 70 Dependent Life Spouse $10,000 Child $10,000 Ad & D Matches Life Schedule Yes Benefit Schedule $25,000 Overall Maximum $25,000 Non-Evidence Maximum $25,000 Reduction 50% at age 65 Termination Age Age 70 Long Term Disability Benefit Schedule 50% of earnings to a maximum of $2,000 monthly Overall Maximum $2,000 Non-Evidence Maximum $2,000 Maximum Benefit Period to age 65 Elimination Period 16 weeks COLA N/A Occupation Definition 24 months own occupation Offsets Primary Taxable No Pre-existing Condition? Y or N No Termination Age Age 65 Out of Canada Emergency Out of Country $5,000,000 lifetime maximum Trip Cancellation $5,000 per trip

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Drugs Reimbursement 80% Deductible Nil Dispensing Fee Maximum $9.00 Overall Maximum $2500 per benefit year Plan Type PDD Anti-Obesity Drugs Included Child Maximum Age Age 21 Health Benefits Reimbursement 100% Deductible $25/$50 Acupuncturist $500/benefit year Chiropodist or Podiatrist $500/benefit year Chiropractor $500/benefit year Naturopath and/or Homeopath $500/benefit year Osteopath $500/benefit year Physiotherapy $1000/yr including Occupational Therapist Psychologist $500/benefit year Registered Massage Therapist $500/benefit year Speech Therapist $500/benefit year Social Worker $500/benefit year Eye Exams 1 per 12 months, max $50 Hearing Aids $500 every 48 months Foot Orthotics $200 per benefit year Orthopedic Shoes $200 per benefit year Private Duty Nursing $5,000 per benefit year Hospital Ward Vision $350X24 months Dental Single Deductible $25 Family Deductible $50 Benefit Period Benefit Period Recall Frequency 9 months Fee Guide Current Specialist Fees No Level 1 & 2 Reimbursement 80% Annual Max, Level 1 & 2 $1,000 Units of Scaling 12 per benefit year Coverage for White Fillings Yes Orthodontic Reimbursement 80% Orthodontic Maximum $1,000.00 Orthodontic Age Maximum N/A Survivor Benefit 2 years Child Maximum Age Age 21

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Student Maximum Age Age 25 Termination Age Age 70 kvcope343