BETWEEN:

COLLECTIVE AGREEMENT

BRAUN NURSERY LIMITED (HEREINAFTER REFERRED TO AS THE

"COMPANY" PARTY OF THE FIRST PART)

-AND-

SHEET METAL WORKERS' INTERNATIONAL ASSOCIATION LOCAL UNION 540 (HEREINAFTER REFERRED TO AS THE

"UNION" PARTY OF THE SECOND PART)

EFFECTIVE APRIL 1, 2014- MARCH 31, 2019

TABLE OF CONTENTS

PAGE

ARTICLE I PURPOSE 2 ARTICLE 2 RECOGNITION AND SCOPE OF AGREEMENT 2 ARTICLE 3 UNION SECURITY & CHECK OFF UNION DUES &

INITIATION FEES 2 ARTICLE 4 NO STRIKE OR LOCKOUTS 3 ARTICLE 5 REPRESENTATION 3 ARTICLE 6 GRIEVANCE PROCEDURE 3 ARTICLE 7 UNION POLICY GRIEVANCE AND COMPANY 5

GRIEVANCE ARTICLE 8 ARBITRATION 5 ARTICLE 9 MANAGEMENT RIGHTS 5 ARTICLE 10 LEAVE OF ABSENCE 6 ARTICLE II BULLETION BOARD 7 ARTICLE 12 ACCESS 7 ARTICLE 13 SENIORITY 7 ARTICLE 14 DISCHARGEFROMEMPLOYEMENT 8 ARTICLE 15 HOURS OF WORK & OVERTIME 9 ARTICLE 16 DESIGNATED HOLIDAYS & VACATION PAY 10 ARTICLE 17 HEALTH & SAFETY 11 ARTICLE 18 WAGES 12 ARTICLE 19 BENEFITS 12 ARTICLE20 BEREAVEMENT 13 ARTICLE 21 DURATION 13

APPENDIX "A" WAGES 14 APPENDIX "B" BENEFITS 15

LETTER OF UNDERSTANDING 16 LETTER OF INTENT 17

ARTICLE 1 -PURPOSE

1.01 The general purpose of this Agreement is, in the mutual interests of the employees and the Company, to establish and maintain an orderly means of collective bargaining; to provide a framework for the prompt and equitable disposition of grievances relating to the negotiated working conditions set out herein. The Union recognizes that the business in which the Company is engaged is highly competitive and that the Company must be able to maintain an efficient operation and improve itself in a strong, competitive market and the Union agrees to suppmt the Company in obtaining these objectives.

ARTICLE 2- RECOGNITION AND SCOPE OF AGREEMENT

2.01 The Company recognizes the Union as the sole and exclusive bargaining agent for all factory employees of the Company at its plant in the Township of Ancaster, save and except forepersons, those above the rank offoreperson, office, clerical, sales staff and persons engaged in Horticulture.

ARTICLE 3- UNION SECURITY & CHECK-OFF UNION DUES & INITIATION FEE

3.01 Upon completion of the probationary period, all employees, as a condition of continued employment, shall pay the initiation fee of $85.00 or an amount as provided in the Union constitution as amended from time to time and regular monthly Union dues as determined by the Union. The Initiation Fees will be deducted over tln·ee pay periods.

3.02 Every new employee upon hiring shall be required to sign an official application form for Union membership which shall be supplied by the Union which shall be remitted to the Financial Secretary of the Union with the first monetary remittance made on the said employee's behalf in accordance with the provision of this Article 3.

3.03 Dues will be deducted from the first pay in each calendar month and the monies as deducted will be remitted to the Financial Secretary of Local Union 540 within thilty (30) days of deduction together with a list showing the names of the employees from whom such deductions have been made and the amounts thereof.

3.04 The Union agrees to identifY and save the Company harmless against all claims or other forms of liability that may arise out of or by reason of deductions made or payments made in accordance with the provisions of this Article.

ARTICLE 4 - NO STRIKES OR LOCKOUTS

4.01 The Company agrees that there will be no lockout of its employees and the Union agrees that there will be no strike, slowdown, sit down, stoppage of or interference with work, either by an individual or collective action which will stop or interfere with or slow down production and any employees or employee participating in, taking part in, or instigating

or assisting in instigating any such strike, sit down or stoppage of or interference with work may be sunnnarily discharged.

ARTICLE 5- REPRESENTATION

5.01 The Union shall elect or otherwise select a Chief Steward and Stewards for each shift from time to time and the Company agrees to recognize one Steward as the representative of the employees covered by this Agreement. In order for an employee to be eligible to be a Steward, the employee must have successfully completed his probationary period.

5.02 The Union shall notifY the Company in writing of the names of Stewards and the Company shall not be required to recognize any Steward until such notification.

5.03 It is understood that the Stewards have a responsibility to perform their regular work. Where possible, the grievance procedure shall be carried on outside of working hours. If it is necessary to attend to a matter during regular working hours, the Steward shall make such request to his Foreman or the Operations Manager stating his reasons therefore. If such request is granted by the Foreman or Operation Manager, the Steward shall attend to the matter expeditiously and return to work promptly and shall report back to his Foreman when resuming work.

It is understood that the Steward will not lose pay for regular, non-overtime working hours for time spent during working hours servicing grievances or in grievance meetings with the Company. In no case shall payment to the Steward be extended beyond Step 3 of the grievance procedure as outlined in Aliicle 6.

ARTICLE 6- GRIEVANCE PROCEDURE

6.01 It is the mutual desire of the parties hereto that justified complaints of employees shall be adjusted as quickly as possible and it is mutually understood that an employee has no grievance until the immediate supervisor concerned has been given an opportunity to adjust the complaint or answer the question. On this basis, it is understood that a grievance shall only consist of a dispute respecting the interpretation or alleged violation of this agreement, provided that it is raised with the employee's immediate supervisor within three (3) days of the date of occurrence. After the employee has taken the matter up with his immediate Supervisor and is not satisfied, he shall then process the grievance through the following steps:

STEP N0.1 The employee may within five (5) working days of receiving the reply of his immediate Supervisor discuss the matter with the Shop Steward who may accompany him in taking the matter up with the Supervisor. A decision shall be rendered by the Supervisor within two (2) working days.

STEP N0.2 Failing settlement under Step!, and within five (5) working days of receiving the decision of the Supervisor, the matter shall be reduced to writing and shall identify the facts giving rise to the grievance, the specific section or sections of the collective agreement allegedly violated and shall be signed by the Grievor and Steward or Union representative and dated. A meeting shall be requested with the Steward and the Plant Manager by the Steward presenting the written grievance to the Plant Manager. The Plant Manager shall render his written decision within two (2) working days of the meeting.

STEP N0.3 Failing settlement under Step 2 and within five (5) working days of receiving the written decision of the Plant Manager, a meeting shall be requested with the Union Business Representative and the Company President or his designate. A written decision shall be rendered by the Company President of his designate within two (2) working days of the meeting.

6.02 A claim by a seniority employee that he has been unjustly discharged shall be treated as a grievance and commence at Step 3 provided a written grievance signed by the employee and his Steward is presented to the Company within three (3) working days after the discharge.

6.03 The time limits and other procedural requirements set out in this Article 6 are mandatory and not merely directory. Any grievance not appealed from one Step of the grievance procedure to the next within the specific time limit shall be deemed to be settled on the basis of the last reply and the reply at the previous step shall be final and binding upon the parties hereto and any employee affected by it. A settlement at any step of the grievance procedure shall be final and binding upon both parties to this Agreement and upon any employee affected by it. Ifthe respondent party to a grievance does not process the grievance in accordance with the requirements of the grievance procedure, the party having carriage of the grievance shall move to the next step of the grievance procedure within the time specified therein.

The Board of Arbitration shall hear and determine only one (1) grievance at a time unless the parties expressly agree otherwise.

6.04 A grievor shall have the right to withdraw the grievance at any stage of the proceedings.

ARTICLE 7- UNION POLICY GRIEVANCE AND COMPANY GRIEVANCE

7.01 A Union policy grievance (which is defined as an alleged violation of this Agreement concerning bargaining unit employees generally), or a Company grievance may be brought forward at Step 3 of the Grievance Procedure in Article 6 within ten (10) calendar days of the occurrence of the circumstances giving rise to such grievance.

ARTICLE 8- ARBITRATION

8.01 Failing settlement of any grievance under the provisions of the Grievance procedure, the grievance shall be submitted within fifteen (15) days of the end of Step 3 to arbitration. Either party may request the assistance of a Grievance Settlement Officer from the Ministty of Labour to meet with the parties and Grievor prior to the arbitration hearing in an attempt to settle the dispute. If the parties are unable to agree on the selection of an arbitrator to hear the grievance, either party may submit the matter to arbitration in accordance with the provisions of the Ontario Labour Relations Act.

ARTICLE 9- MANAGEMENT RIGHTS

9.0 I Except as, and to the extent specifically modified by this Agreement, all rights and prerogatives of Management are retained by the Company and remain exclusively and without limitation within the rights of the Company and its Management and may be exercised by Management as it, in its discretion, see fit.

Without limiting the generality of the foregoing, the Company's rights shall include:

(a) the right: maintain order, discipline and efficiency; to make, alter and enforce from time to time, rules and regulations, policies and practices, to be observed by its employees; to discipline and discharge employees in accordance with A1iic!e 8 of this Agreement.

(b) the right: to select, hire and control the working force and employees; to transfer, assign, promote, demote, schedule and classify employees, to plan, direct and control its operations; to select and retain employees for positions excluded from the bargaining unit; to operate and manage the enterprise in all respects in order to satisfy its commitments and objectives including those set out in article 1.01 hereof.

(c) the right to determine: the location and extent of its operations and their commencement, expansion, curtailment or discontinuance; the direction of the working forces; the work to be done; the products to be manufactured, merchandised and sold; the standards of performance; whether to perform or contract for goods and services; the schedules of work; the methods, processes and means ofperfonning work; job content and requirements; the qualifications of employees; the use of improved or changed methods and equipment; the number of employees needed by the Company at any time and how many shall work in any job; the number of hours to be worked; starting and quitting times; methods to be used to ensure security of the company's property. And generally the right to manage the enterprise and its business without interference are solely and exclusively the right of the Company.

Failure by the Company to exercise any of its Management Rights shall not be considered to be abandonment of those rights nor shall the principle of estoppel be applied to such circumstances.

9.02 It is agreed that the Company shall not exercise these rights in a manner inconsistent with the express provision of this Agreement.

ARTICLE 10- LEAVE OF ABSENCE

10.01 "Leave of absence" shall mean an absence from work requested by an employee in writing and consented to by the Company in writing. All requests for personal leaves of absence shall be made to the Plant Manager in >VTiting by the employee concerned at least fomteen (14) days prior to the requested date ofleave notwithstanding other clauses in this agreement and such letter shall indicate in fhll the reason for requesting the leave of absence. Any leave granted shall be in writing covering a specified period of time but in any case not to exceed three (3) months. Such leave shall not be unreasonably withheld and shall be without pay or any other form of compensation and the employee shall not work in any other position during such leave of absence unless agreed to by the Company in writing. If an employee overstays a permitted leave of absence without securing extension of such leave of absence from the Company or without a reason satisfactory to the Company, such employee shall be removed from the seniority list and shall lose his seniority standing and employment. The fourteen (14) day notice may not apply in extenuating circumstances.

SICK LEAVE AND TARDINESS

10.01.01

10.1.02

For sick leave for a period oftlu·ee (3) or more consecutive working days or anytime for those employees who are currently in progressive discipline for attendance or tardiness, the employee to return to work will be required to obtain a medical certificate from a qualified medical practitioner. In the event the Company requires a medical certificate, any fees related to obtaining the certificate will be borne by the employer up to two times per calendar year up to a maximum of$10.00 per instance except for those employees in progressive discipline.

An employee who starts work after a tlu·ee (3) minute grace period beyond the start of employee's shift will have a minimum of fifteen (15) minutes deducted from the employee's hours worked.

10.02 Disability Leave Before an employee on disability leave may return to work, he must provide medical documentation to the Company that he is able to perform the work required.

10.03 The Company agrees to recognize a Union Negotiating Committee consisting of two (2) seniority, bargaining unit employees of the Company, elected or appointed by the Union, one of which is the Chief Steward. Such employees will not be paid for time lost from work in negotiations. Such committee, including representative (s) from the staff ofthe International Union will meet with the Company for the purpose of negotiating renewal of the Collective Agreement.

ARTICLE 11 -BULLETIN BOARD

11.01 The Company agrees to post Union notices relating to Union meetings or other matters of interest to the employees which shall not include political material. All such notices must be signed by the proper officer of the Union and submitted to the Operations Manager of the Company for approval prior to being posted.

11:02: NEW: -Quarterly (Town Hall) Communication Meetings

The company will endeavor to schedule and host a quarterly communication meeting (Town Hall) between Management and Union employees to communicate key highlights from the previous fiscal quarter. ·

Topics of discussion may include, but will not be limited to. (I) Production results: (2) Production efficiencies (3) Competitive landscape ( 4) Economic factors affecting business results ( +I- ) (5) Employees recommendations for improvement (6) Other Business (7) Question and answer Period

Each Fiscal year, the Company will endeavor to produce and post the meeting schedule for each quarter at the begilllling of each year. Specific dates will be set each year, however, the company will endeavor to schedule as per the following target months:

• Town Hall Meeting# 1: September o Town Hall Meeting# 2: December e Town Hall Meeting# 3: March • Town Hall Meeting# 4: June

ARTICLE 12 -ACCESS

12.01 The Company agrees to allow the Business Representative of the Union access to the Company's premises from time to time for the purpose of administration of this Collective Agreement. Such access shall be by prior appointment and shall not be unreasonably delayed or withheld.

ARTICLE 13- SENIORITY

13.01 An employee shall be considered a probationary employee until he has performed sixty (60) clays of work for the Company within a one hundred and twenty (120) day continuous period. During such probationary period he will have no seniority rights, however, on the successful completion of the foregoing probationary period he will

become a seniority employee and will be credited with full seniority from the date of most recent hire. The pmties hereto agree that the layoff or discharge of a probationary employee shall be at the sole discretion of the Company.

13.02 Seniority shall apply on a factory-wide basis.

13.03 In all cases oflayofffrom the factory or recall from layoff, employees will be selected on the basis of length of continuous service provided that the employee can satisfactorily perform the work required.

The term "layoff' as used herein shall mean the imposed absence by the employer from work for more than five ( 5) consecutive working days".

13.04 A seniority employee shall lose his seniority standing and employment and his name shall be removed from the seniority list for any of the following reasons:

(a) if the employee voluntarily quits his employment with the Company;

(b) if the employee is discharged for just cause and such employee is not reinstated pursuant to the provisions of the grievance procedure herein;

(c) if an employee who is recalled to work after a layoff fails to return to work within tlu·ee (3) working days after he has been notified to do so by registered mail or telegram to his latest address on record with the Company;

(d) if a11 employee at the time of his layoff has less than one (1) year's seniority, he will be retained on the seniority list and he will accumulate seniority for a period equal to the length of seniority on the date of layoff, if an employee at the time of layoff has more than one (1) year's seniority, he will be retained on the Company's seniority list and he will accumulate seniority for a period of one (1) year.

13.05 In the event an employee who has been transferred by the Company to a position outside the bargaining unit is later returned to the bargaining unit by the Company, he shall be credited with his fhll seniority for time spent within the bargaining unit and outside the bargaining unit.

13.06 A seniority list of all employees in a bargaining unit will be prepared and posted on a bulletin board within thirty (30) calendar days of the effective date of this Agreement and the Company agrees to correct any errors in such seniority lists whenever proof of error is submitted by an employee or by the Union. The Company further agrees to revise such seniority lists at least quarterly and to give copies of such seniority lists to the shop Steward and the Union.

ARTICLE 14- DISCHARGE FROM EMPLOYMENT

14.01 The discharge of an employee who has completed his probationary period, hereinafter referred to as a "seniority employee", shall be for just cause.

14.02 An employee shall be discharged for any of the following and such discharge is deemed to be for just cause and the provisions hereof shall be deemed to provide for a specific penalty for the following infi·actions within the meaning of Section 44(9) of the Ontario Labour Relations Act:

(a) theft; (b) use of or being under the influence of drugs or alcoholic beverages during

working hours; (c) swiping another employee's badge or swiping in for time not

worked;

Any grievance with respect to the exercise of this right to discharge contained herein shall be limited to the issue of whether or not one of the above infractions occurred and the arbitrator, in so finding, shall not have jurisdiction to interfere with or modify the discharge.

14.03 In the event of a discharge for just cause, the Company shall, upon the written request of the employee affected, or Union, furnish written reasons for discharge. Whether expressly stated or not, such reasons shall be deemed to include the employee's employment and disciplinary records.

ARTICLE 15- HOURS OF WORK & OVERTIME

15.01 The provisions of this Article 15 are not to be interpreted as a guarantee of, or limitation upon, the hours of work to be done per day or per week or otherwise, nor as a guarantee of working schedules but shall serve to assist the parties in the computation of regular pay and overtime pay. The current hours of work (Monday to Friday) are as follows:

Day shift:

Afternoon shift

Between 6:00a.m.- 4:00p.m. Monday to Thursday Between 6:00 a.m. - 12:00 p.m. Friday

Between 4:00p.m.- 3:30a.m. Monday to Thursday

Where possible, the Company will give a minimum of I week's notice of a change in starting and quitting times and a minimum of 48 hours notice of a change in shift.

15.02 There shall be one (1) fifteen (I 5) minute paid break for each full four ( 4) hour segment of the shift worked by an employee. Such break will be taken at a time designated by the Company consistent with the operational needs of the Company and the employee's need

for such break. An attempt will be made to schedule such break near the mid-point of the segment of the shift where feasible.

15.03 Overtime at the rate of time and one-half(ll/2) the employee's regular rate of pay will be paid for all hours worked in excess offmty-four (44) hours per week. There shall be no pyramiding or compounding of overtime and/or other premiums. In view of the requirement of the Company to satisfy its customers, employees will be required to work a reasonable amount of overtime and the employees agree to co-operate with the Company in this regard. Statutory holiday hours will be added towards the forty-four ( 44) hours calculation for overtime.

15.04 Employees are entitled to an unpaid meal break of one-half (1/2) hour to be taken not later than five (5) hours after the commencement of the shift.

15.05 Employees working the afternoon shift shall receive a shift premium for all hours worked on the afternoon shift. Such premium shall not be pyramided with any other overtime premium pay.

I Aprill, 2012 $0.70

15.06 Reporting Allowance Employees who are regularly scheduled to work and do report for work will be paid a minimum of four (4) hours at straight time except in the following circumstances;

(i) the employee has received prior notice not to report for work;

(ii) the employee is prevented from working due to conditions beyond the Company's control;

(iii) the employee chooses to cease work prior to the completion of four (4) hours' work.

ARTICLE 16- DESIGNATED HOLIDAYS & VACATION PAY

16.01 The following days shall be observed as designated holidays:

New Year's Day Good Friday Victoria Day Canada Day Civic Day

Labour Day Thanksgiving Day Christmas Day Boxing Day

The Company agrees designated holidays shall be paid as per the employees' normal hours of work.

16.02 Article 16.01 does not apply to an employee who:

(a) has not earned wages on at least twelve (12) days during the four (4) work weeks immediately preceding a designated holiday;

(b) fails to work his scheduled regular day of work preceding or his scheduled regular day of work following a designated holiday;

(c) has been scheduled to work on a designated holiday and who, without reasonable cause, fails to report for and perform the work.

16.03 If any of these holidays should fall on a day that the employee is not scheduled to work, the Company shall either pay the seniority employee his regular straight time wages or designate an alternate working day to be taken as a holiday. It is understood that the scheduling of such alternate day is in the discretion of Management.

16.04 Vacation pay shall be paid at the rate of four percent (4%) of an employee's wages; after completion of five (5) years of continuous service, vacation pay shall be paid at the rate of six percent (6%) of an employee's wages.

16.05 After the completion of fifteen (15) years of continuous service vacation pay shall be paid at the rate of eight percent (8%) of an employee's wages.

16.06 After the completion of twenty (20) years of continuous service vacation pay shall be paid at the rate often (10%) of an employee's wages.

16.07 Vacation entitlements beyond the shut down period will be awarded based on seniority.

ARTICLE 17 -HEALTH & SAFETY

17.01 The Company and the Union agree to name a health and safety committee comprised of an equal number of Company and employee representatives. The committee's function will be to promote safety and industrial health in the plant, to identify situations that may be a source of danger or hazard to workers, to make recommendations for the improvement of the health and safety of workers and to recommend the establishment, maintenance and monitoring of programs, measures and procedures respecting the health and safety of workers. The committee will meet every three months on the call of either party. The committee will establish and maintain on a monthly basis a check list for first­aid and fire equipment.

17.02 The Company will continue to make reasonable provision for the safety and health of its employees during the hours of their employment. All employees must obey safety rules and wear appropriate safety equipment at all times in accordance with the Company's safety rules and as instructed by their Supervisors. The Company agrees to supply gloves, aprons and regular non-prescription safety glasses of the Company's choice. Safety gloves will be replaced upon return of the old worn out gloves. Aprons will be replaced yearly when worn-out upon the return of the old apron. However, the Company

may at its discretion replace an apron more fi·equently. Non-prescription safety glasses will be replaced when worn out. If an employee does not complete the 60 day probationary period and the apron and glasses are not returned upon terminating employment, the cost of the apron and glasses will be charged to the employee. The employee will be responsible for purchasing and wearing his or her own safety shoes."

17.03 The Company will pay up to Three hundred ($300.00) dollar every two years for CSA approved prescription safety glasses for those employees that are required to wear safety glasses to perform their work and have a valid receipt.

17.04 Safety Boots- With a valid receipt the company will pay up to One Hundred & Fifty ($150.00) dollars per year for safety boots.

ARTICLE 18- WAGES

18.0 I The wage schedules set out as "Appendix A" is the minimum wage required to be paid by the Company. At the Company's discretion, employees may be advanced throughout the progression in advance of the minimum time requirements set in "Appendix A". It is agreed that the Company may pay employees in excess of the top rate at the Company's discretion.

ARTICLE 19 -BENEFITS

19.01 Notwithstanding anything to the contrary contained in this Agreement, the benefits and plans of insurance hereinafter referred to are qualified in their entirety by reference to the underlying policies and contracts of insurance or statutes or regulations. The terms of any contract, statute or regulation with respect thereof by any insurance agency or governmental agency shall be controlling in all matters pertaining to qualifications of employees for benefits thereunder and in all matters pertaining to the existence of and extent of benefits and conditions.

19.02 The Company's only obligations hereunder are to pay the amount or portion of premiums contracted for by the company. The Company shall not be considered to be an insurer with respect to any benefit or plan referred to herein. Only fhll-time seniority employees, who are actively at work, are entitled to the benefits contained herein. An employee will be deemed to not be actively at work when he has been absent from work due to any reason for more than thirty (30) calendar days.

19.03 The Company agrees to pay premiums for the existing benefits (as set out in Appendix "B") after employees have passed the probationary period.

19.04 NEW: Communication of Benefits Changes. The company will endeavor to communicate all applicable and I or premium changes to those employees affective or possibly affected by said changes, with a minimum 30 days

prior notice. Said notice (s) will be posted on the Bulletin Board as per: Article 11-Bulletin Board.

ARTICLE 20 -BEREAVEMENT

20.01 Employees covered by this Agreement who have completed their probationary period will be granted three (3) days with pay due to the absence from work because ofthe death of any of the following relatives; parents (includes in-laws and step parents), spouse (includes common-law), child, sister, brother and grandchild.

One (I) day with pay will be granted due to the absence from work because of the death of any of the following relatives: grandparents, grandparents of spouse, sister-in-law, and brother-in-law.

The employer may request at its discretion proof of death.

ARTICLE 21- DURATION

20.01 The term of the Collective Agreement shall be from April!, 2014 to March 31,2019.

' -- /1

Dated this --L-"'-':_/_day of~''--1-+J"-'Y-'-'-'---' 2014 '

BRAUN NURSERY LIMITED SHEET METAL WORKERS INTERNATIONAL ASSOCIATION LOCAL UNION 540

APR 1 5 Z014

WAGES

General Increase as of

April!, 2014 $0.30 April I, 2015 $0.30 Aprill,2016 $0.30 April I, 2017 $0.30 April!, 2018 $0.30

APPENDIX 'A'- WAGES

NEW- ONE TIME SIGNING BONUS

A onetime $300.00 signing bonus will be payable to all existing Union Members payable within 2 weeks from the effective ratification and signing of the Collective Agreement. The signing bonus does not apply to any New Hire that commences work with the company after April 1, 2014.

START RATE FOR NEW EMPLOYEES

Start rate $10.25

PREMIUM

EFFECTIVE APRIL 1 2012

44-50 INCH BASKETS $0.80 51-90 INCH BASKETS $1.10 BASKETS IN EXCESS OF 90" $1.40

The above premium is not applicable when working on Automatic Basket making machinery, nor on Daisy baskets less than 80" nor on Ball Boy baskets.

APPENDIX "B"

BENEFITS

The Company agrees with the Union to continue the present form of Group Insurance in operation and improve same, where possible, for the same or less premium, and that the cost of such Group Insurance will be borne by the Company except the Long Term Disability coverage the cost of which will be borne by the employee. To prevent any further increase in premium during the life of this contract, the employees agree to accept a reasonably comparable coverage based on the total cost with coverage changes limited to those as outlined below with whatever insurance company the Company may decide upon.

The company agrees that the items listed below shall not be implemented where the increase in premium does not exceed 5%.

100% co-insurance coverage reduced to 85% co-insurance A $25.00 deductible per family member A 50% co-pay on non generic drugs where a generic drug substation exists A $10,000 extended health care cap per person

Benefit coverage includes the following:

1. Life Insurance

2. Accidental Death & Dismemberment

3. Long Term Disability

4. Extended Health Care

5. Dental Care

lX annual wages ($50,000 maximum).

lX ammal wages.

70% of monthly earning, 120 day waiting period, $3,000/month maximum benefit.

100% co-insurance

Prescriptions are subject to $5.00 dispensing fee cap.

85% co-insurance, $1,000 annual maximum.

Details and restrictions of the above coverage are described in the employees' group insurance booklet.

In accordance with past practice, participation in the Group Insurance Plan is on a voluntary basis. However, employees choosing to patiicipate must participate in both the LTD and other pm1ions of the plan.

BETWEEN:

LETTER OF UNDERSTANDING

BRAUN NURSERY LIMITED (HEREINAFTER REFERRED TO AS THE "COMPANY")

-AND-

SHEET METAL WORKERS INTERNATIONAL ASSOCIATION, LOCAL UNION 540

(HEREINAFTER REFERRED TO AS THE "UNION")

It is understood and agreed between the parties that the Company requires the flexibility to move employees between the Basket-Making operation and Nursery Division of the Company in order to remain a viable operation. Bargaining unit employees will not be displaced by Nursery employees when Nursery employees perform bargaining unit work. It is agreed that the Company shall have the right to assign bargaining unit employees to the Nursery on an occasional basis providing such employee agrees to such assignment. The Company agrees that such employees shall not suffer loss of seniority, wages or benefits by reason of such temporary assignment.

Dated at Hamilton, Ontario this _1_1_day of /jr~ / , 2014

BRAUN NURSERY LIMITED SHEET METAL WORKERS INTERNATIONAL ASSOCIATION LOCAL UNION 540

LETTER OF INTENT

Between:

BRAUN NURSERY (herein the "Company")

-and-

SHEET METAL WORKERS INTERNATIONAL ASSOCIATION LOCAL UNION 540

(herein the "Union")

The Company agrees that, in the selection of employees for union positions that may generate a higher wage rate, including merit adjustment, the Company will post notice on the Union's bulletin board for said positions.

The Company further agrees that, in selecting the successful employee, the criteria shall be skill, ability, experience and attendance. Where these are equal, seniority shall govern this selection.

It is understood, however, that said selection is at the Company's discretion.

Dated this / "-;,- day of /~feY; / 2014

SIGNED FOR THE COMPANY

SIGNED FOR THE UNION