COLLECTIVE AGREEMENT

betwee1t

PAPER FIBRES INC. (SORTERS) (hereinafter referred to as the II Company II)

and

TEAMSTERS LOCAL UNION 938 affiliated with the

International Brotherhood ofT eamsters (hereinafter referred to as the "Union")

Effective Date: November 1st, 2017 to October 31st, 2022

TABLE OF CONTENTS

ARTICLE DESCRIPTION PAGE#

1 Effective Date 3

2 Recognition 3

3 Management Functions 3

4 Union Security 3

5 No Strike, No Lockout 5

6 Grievance Procedure 5

7 Arbitration 7

8 Stewards 7

9 Seniority 8

10 Probationary Period 9

11 Hours of Work & Overtime 10

12 General Holidays 10

13 Vacations 11

14 General Working Conditions 14

15 Provincial or Federal Legislation 14

16 Negotiating Committee 15

17 Safety 15

18 Health & Welfare 15

19 Duration of Agreement 16

Schedule A- Wages & Classifications 17

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ARTICLE 1- EFFECTIVE DATE

Section 1.1

It is agreed that the effective date of this Collective Agreement shall be from the 151 day of November, 2011 and that the term shall be from November 151,2014 to October 31 51,2017.

Section 1.2

The masculine pronoun, whenever used in this Agreement, shall include the feminine.

ARTICLE 2- RECOGNITION

Section 2.1

The Company recognizes the Union as the exclusive bargaining agent for all employees save and except foremen, persons above the rank of foreman, watchmen and office staff.

Section 2.2

The Company and the Union each represents that the purpose and intent of this Agreement is to promote cooperation and harmony; to recognize mutual interests; to provide a channel through which information and problems may be transmitted from one to the other; to formulate rules and govern the relationship between the Union and the Company; to promote efficiency and service and to set forth herein the Agreement covering rates of pay, dispute procedures and conditions of employment which will render justice to all.

ARTICLE 3- MANAGEMENT FUNCTIONS

Section 3.1

The Union recognizes that the Company has the right to manage the business, to exercise all of the prerogatives of Management and, without affecting the generality of the foregoing, it has the right to determine the size of and direct the work force, to extend or curtail operations and to hire and promote, except to the extent that the said rights and prerogatives have been specifically delegated to the Union or otherwise curtailed in this Agreement. The Company also has the right to discharge, suspend or otherwise discipline employees for just cause.

Section 3.2

The above clause shall not deprive the employee of the right to exercise the Grievance Procedure as outlined in this Agreement.

ARTICLE 4- UNION SECURITY

Section 4.1

All employees hired must, as a condition of their continued employment, authorize the Company to deduct from their pay the Local Union's monthly dues deductions as their financial contribution to the Local Union.

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It is agreed that all employees shall become members of the Union as a condition of employment, maintaining such membership in good standing. All employees must, as a condition of their continued employment, authorize the Company to deduct the amount equal to the Local Union's initiation fees in installments of twenty-five dollars ($25.00) per week after the completion of the probationary period. This deduction shall continue until the initiation fee is paid in full. The Company agrees to remit such monies so deducted to the Head Office of the Local Union along with a list of employees from whom the money was deducted at the same time as the Union dues are remitted.

Section 4.3

The Company agrees to deduct from the last pay cheque each month the monthly dues of any employee covered by the Agreement and remit such monies so deducted to the Head Office of the Local Union along with a list of the employees from whom the monies were deducted not later than the fifteenth (15th) day of the month following the date upon which such monies were deducted. All remittances to the Union to include names and Social Insurance numbers of employees from whom such monies were deducted.

Section 4.4

The Union will notify the Company in writing of any arrears in dues caused for any reason or any arrears in initiation or re-initiation fees and the Company will immediately commence deductions in amounts prescribed the Local Union in such written notice and forward such monies to the Local Union along with the monthly dues as provided above. Such notice of arrears served on the Company shall prescribe payroll deductions of not more than twenty-five dollars ($25.00) per week. The Union will refund directly to the employee any such monies deducted in error along with confirmation of such refund to the Company.

Section 4.5

The Union will supply the Company with a supply of printed check-off forms which shall provide a column for "Dues", "Arrears in Dues", Initiation and Re-Initiation Fees", and the Company shall each month add the name of each new employee hired on since the remittance of the previous check-off along with the starting date and the Company shall give an explanation alongside the name of each employee who appeared on the previous month's check-off sheet for whom a remittance is not made for any reason.

Section 4.6

The Union will supply the Company with Initiation Deduction Authorization Forms, Application for Membership Forms and Dues Deduction Authorization Forms and Health and Welfare Enrolment Forms, all of which shall be signed by all new employees on the date of hire. All completed Application for Membership Forms and Health and Welfare Forms shall be returned to the Union and shall serve as additional notification of commencement of employment.

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The deduction of Union dues shall be made from every employee, including but not limited to probationary employees.

Section 4.8

The Company agrees to show the Union dues deductions on the employees' T-4 slips.

ARTICLE 5- NO STRIKE- NO LOCKOUT

Section 5.1

During the term of this Agreement there shall be no lockout by the Company or any strike, sit­down, work stoppage or suspension of work either complete or partial for any reason by the employees.

ARTICLE 6- GRIEVANCE PROCEDURE

Section 6.1

In this Article a grievance shall consist of a difference concerning interpretation and application of any clause in this Agreement, alleged violation of the Agreement and alleged abuses of discretion by supervision in the treatment of employees contrary to the terms of this Agreement. If any question arises as to whether a particular difference is or is not a grievance within the meaning of these provisions, the question may be taken up through the Grievance Procedure and determined, if necessary, by Arbitration.

Section 6.2

Any differences, disputes or complaints arising over the interpretation or application of this Agreement shall at Step 2 below be submitted in writing in triplicate on forms supplied by the Union and signed by the employees.

Section 6.3

No complaint or grievance may be submitted or considered under the Grievance Procedure unless it has been presented within seven (7) working days from the date of the incident giving rise to the grievance or from the date it became known to the employee affected. There shall be an earnest effort on the part of both parties to settle such grievances promptly through the following steps:

STEP1

By a conference between the aggrieved employee and his immediate supervisor. The employee may be accompanied by his steward. The employee's immediate superior shall give his decision within two (2) full working days. Failing settlement then:

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STEP2

Within three (3) full working days following the decision in Step 1, the grievor and a Representative of the Union shall meet with the senior plant representative of the Company or his designate at which time the written record of the grievance shall be presented. The decision shall be given in writing within three (3) full working days following this meeting. Failing settlement then:

STEP3

Within five (5) full working days following the decision in Step 2, an official or officials of the Union shall meet with a senior representative of the Con1pany. This meeting shall be held at the locale of the plant involved unless otherwise agreed. A decision shall be rendered in writing within three (3) working days following this meeting.

Section 6.4

Failing settlement under Step 3 of any difference and including any question as to whether a matter is arbitrable, such difference may be taken to arbitration as hereinafter provided. If no written request for arbitration is received within ten (10) full working days after the decision in Step 3 is given, it shall be deemed to have been abandoned.

Section 6.5

Any complaint or grievance concerning or affecting a group of employees shall be originated under Step 2.

Section 6.6

Any complaint or grievance arising directly between the Company and the Union shall be originated under Step 2.

Section 6.7

All written grievances shall contain a description of the grievance.

Section 6.8

For the purpose of processing specific grievances or disputes, Business Representatives and stewards shall have access to available trip sheets and time cards.

Section 6.9

A claim by an employee that he has been unjustly discharged or laid off, shall be treated as a grievance and may be taken up under Step 2 of the Grievance Procedure provided a written statement of such grievance is lodged with the Company within two (2) working days after the discharge or layoff is effected. Such special grievance may be settled under the Grievance Procedure:

(a) confirming the Company's action in dismissing or laying off the employee: or

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(b) reinstating the employee with full compensation for time lost; or

(c) by any other arrangement which may be deemed just and equitable.

Section 6.10

No matter may be submitted to Arbitration which has not been properly carried through the proper steps of the Grievance Procedure unless otherwise mutually agreed.

Section 6.11

For disciplinary measures, all infractions of rules and regulations shall be removed from the employee's record after (2lh) two and a half years.

ARTICLE 7- ARBITRATION

Section 7.1

If the decision of Management is not satisfactory to the Union, the Local Union Business Representative or his designate may within thirty (30) days appeal the decision to an impartial arbitrator selected by both the Company and the Union. In the event agreement to an arbitrator cannot be reached, either party may apply to the Ministry of Labour of Ontario for a list of five (5) prospective arbitrators to be forwarded to each of the parties.

Upon receiving the list, the parties have up to ten (10) days to accept an arbitrator from the list. If the acceptable person is unable to act, and agreement cannot be reached on any of the remaining names on the list, the Minister of Labour in the Province of Ontario will name an arbitrator different from those on the list and he will be accepted by both parties.

Section 7.2

The decision of the Arbitrator shall be final and binding on both parties. The fees and expenses of the Arbitrator shall be shared equally by the parties hereto.

Section 7.3

An Arbitrator shall not alter, add to, subtract from, modify or amend any part of this Agreement. He shall, however, in respect of a grievance involving the suspension or discharge of an employee, be entitled to set aside or substitute such other penalty as to the Arbitrator seems just and reasonable in all the circumstances.

ARTICLE 8- STEWARDS

Section 8.1

The Company acknowledges the right of the Union to appoint a steward at each plant and, if the operations are such as cannot be covered by this steward, an additional steward may be appointed.

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Section 8.2

The Union will inform the Company in writing of the name of the steward and of any subsequent change. The Company shall not be asked to recognize any steward until such notification from the Union has been received.

Section 8.3

The Company will notify the Union by registered mail or telegram prior to the suspension or discharge of a steward. Failure of the Company to comply with this procedure shall render the dismissal or suspension null and void.

Section 8.4

For the purpose of layoff and the day to day allocation of work, the steward shall enjoy his own seniority or that of the last man called in.

Section 8.5

Whenever possible grievances shall be processed during the normal working hours of the steward

ARTICLE 9- SENIORITY

Section 9.1

The purpose of seniority is to provide a policy governing work preference, layoffs and recalls.

Section 9.2

In the event of a layoff, the Company shall consider:

(a) the seniority of the employees;

(b) the qualifications of the employees and where the qualifications are relatively equat the employee's seniority shall be the determining factor.

Section 9.3

In all layoffs where the qualifications of an employee are questioned by the Company, such employee will be given an opportunity within ten (10) working days to perform the work in question to determine if he is qualified. Determination of qualifications will rest with the Company subject to Article 6 (Grievance Procedure).

Section 9.4

Seniority lists shall be prepared and posted by the Company every three (3) months. The Company shall also supply sufficient copies to the stewards and the Union Business Representatives.

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Section 9.5

A seniority list containing the names, addresses and social insurance numbers as contained in the records of the Company will be prepared and forwarded to the Local Union office annually during September of each year.

Section 9.6

An employee's employment shall be terminated for any of the following reasons:

(a) if he voluntarily quits the employ of the Company;

(b) if he is discharged and is not reinstated through the Grievance Procedure as provided in this Agreem.ent;

(c) if he has been laid off and not employed elsewhere and has refused to return to work within twenty-four (24) hours after being contacted personally. When the employee cannot be contacted or is employed elsewhere then the Company will notify the employee by registered mail to his last known address to return to work and he will be allowed no more than seven (7) consecutive days from the date of notification to report for duty;

(d) if he has been laid off and not recalled for a period extending beyond nine (9) consecutive working months;

(e) theft of any kind while at or on Paper Fibres Inc. property;

Section 9.7

Absence due to bona fide illness or injury shall not be cause for discharge or loss of seniority providing the Company has been notified of such illness or injury within one (1) day of the first (1st) day of absence. The employee shall notify the Company at least twenty-four (24) hours before he is able to return to work.

ARTICLE 10- PROBATIONARY PERIOD

Section 10.1

The probationary period for all new employees shall now reflect ninety (90) calendar days. During the ninety (90) calendar day period the employee may be discharged without regard to the Grievance Procedure. Once an employee has completed his ninety (90) day probationary period, he shall be considered a regular employee and placed on the seniority list as of the date of commencing employment and shall be entitled to the benefits as outlined in Articles 12 and Articles 18.

Probationary employees will be paid one (1) dollar less per hour for the first ninety (90) calendar days.

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ARTICLE 11- HOURS OF WORK AND OVERTIME

Section 11.1

The work week shall consist of five (5) days of eight (8) hours, Monday through Friday. This does not guarantee such hours of work per week but an employee who reports for work on a regular working day without having been advised not to report at his regular starting time will be guaranteed eight (8) hours work or will be paid eight (8) hours at his regular rate.

Section 11.2

All hours worked in excess of eight (8) hours per day or forty ( 40) hours per week shall be paid at the rate of one and one-half (1 1h) times the regular rate of pay. All hours worked on a Saturday shall be paid at one and one-half (1 1h) times the employee's normal rate of pay and Sunday shall be paid at double time the employee's rate of pay.

Section 11.3

Employees called in to work on a Saturday or a Sunday shall be guaranteed no less than five (5) hours' pay at the appropriate hourly rate of pay.

Section 11.4

Employees called in after having completed their shift and have left the Company property will be guaranteed four (4) hours call-in pay at the appropriate overtime rate of pay.

Section 11.5

Employees who are hired for specific work such as construction or temporary maintenance work or hired temporarily to fill in for vacation or other instances of a temporary nature have the status of temporary employees and are not covered by the terms of this Agreement. They shall be paid no less than the rates as legislated by the Government of Ontario.

Section 11.6

Overtime work to be performed shall be distributed to employees in their classification by seniority.

ARTICLE 12- GENERAL HOLIDAYS

Section 12.1

The following fifteen (15) holidays will be recognized:

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

Family Day Thanksgiving Day Christmas Eve Christmas Day Boxing Day New Year's Eve

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Christmas Eve, if worked, will be paid at time and one half (1 1h).

Three (3) floating holidays to be mutually arranged for each individual providing the date is satisfactory to the employee and Company.

Section 12.2

When one of the observed General Holidays falls on a Saturday or a Sunday, the day proclaimed by the Federal or Provincial Government shall be the day observed. If no other day is proclaimed, the employee shall be paid the General Holiday pay in accordance with the conditions outlined below.

Section 12.3

All hourly rated employees shall be paid eight (8) hours' pay at their appropriate hourly rate for the above mentioned holidays providing:

(1) they have been in the employ of the Company for ninety (90) calendar days;

(2) they have not been laid off for a period longer than thirty (30) calendar days prior to the holiday;

(3) they have not been absent from work due to sickness or injury for a period longer than six (6) months prior to the holiday;

(4) senior employees shall be given the first opportunity to work on General Holidays. However, they shall have the right to decline work providing a sufficient number of junior qualified employees are available;

(5) if any of the General Holidays as listed fall during an employee's annual vacation then it, or they, shall be paid at the time of the employee's vacation pay;

(6) in the event of a statutory holiday falling in an employee's vacation period, he shall be granted one (1) day in lieu thereof, such day to be taken by mutual agreement between the Company and the employee.

ARTICLE 13- VACATIONS

Section 13.1

All employees who have completed one (1) year of continuous employment with the Company in any year shall receive two (2) weeks' vacation with pay during the vacation period arranged by the Company for the calendar year in question. Such vacation must be taken during the vacation period arranged by the Company.

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Section 13.2

All employees who have completed five (5) years or more of continuous service with the Company as of their employment anniversary dates (seniority dates), and of each year thereafter, shall receive three (3) weeks' vacation with pay during the calendar year in question.

Section 13.3

All employees who have completed ten (10) years or more of continuous employment with the Company as of their employment mn1iversary dates (seniority dates), and of each year thereafter, shall receive four (4) weeks' vacation with pay during the calendar year in question.

Section 13.4

All employees who have completed twenty (20) years or more of continuous employment with the Company as of their employment anniversary dates (seniority dates) and of each year thereafter, shall receive five (5) weeks' vacation with pay during the calendar year in question.

Section 13.5

Continuous employment is defined as the total time elapsed from the time the employee last entered the employ of the Company and will include all periods of temporary layoffs up to a maximum of three (3) month.

Section 13.6

The choice of vacation periods shall be according to their seniority and must be presented to the Company no later than April 1st of each year, providing it does not conflict with Management's obligation to maintain an efficient working force. After such date, it will be at the company's discretion as to determine the holiday time periods and seniority will no longer be a factor.

No more than two (2) weeks in succession can be taken unless otherwise presented and approved by the Company in advance.

All holidays must be taken in the calendar year, unless a request is made by the Company to an employee to forfeit such and continue to work, with the employee's approval given.

A maximum of three (3) weeks may be taken in the "peak season" for those with five (5) weeks allowed. A maximum of two (2) weeks may be taken for those with four (4) or three (3) weeks allowed. Only one (1) week will be allowed for those with two (2) weeks allowed. "Peak season" is defined as June 1st to September 30th.

The last available week of holidays in any given year will be defined as the second (2nd) full week in December.

Section 13.7

Vacation pay for hourly rated employees who have completed one (1) year but not entitled to three (3) weeks' vacation, and less than five (5) years of continuous employment shall have their vacation pay computed on the basis of four per centum (4%) of their earnings.

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Section 13.8

Vacation pay for hourly rated employees who have completed five (5) years or more of continuous employment shall have their vacation pay computed on the basis of six per centum (6%) of their earnings.

Section 13.9

Vacation pay for hourly rated employees who have completed ten (10) years or more of continuous employment shall have their vacation pay computed on the basis of eight per centum (8%) of their earnings.

Section 13.10

Vacation pay for hourly rated employees who have completed twenty (20) years or more of continuous employment shall have their vacation pay computed on the basis of ten per centum (10%) of their earnings.

Section 13.11

Vacation pay for hourly rated employees who have completed twenty-five (25) years or more of continuous employment shall have their vacation pay computed on the basis of twelve per centum (12%) of their earnings.

Section 13.12

The amounts thereof shall be computed in accordance with the regulations made by the Industry and Labour Board under the Hours of Work and Vacations with Pay Act in accordance with the rulings from time to time made thereunder by the Industry and the Labour Board. It is understood that any deductions normally taken from the employee's regular pay will also be deducted from the vacation pay as computed above.

Section 13.13

Any shortage in pay to an employee which is greater than $40.00 shall be paid the next business day once brought to a managers attention. Any shortage under $40.00 shall be paid the next pay period.

Section 13.14

Vacations due in any calendar year must be taken during that year; they cannot be accumulated.

Section 13.15

The term "earnings" as used in this Article shall include wages, overtime premiums, statutory holiday pay and all payments for time actually worked.

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ARTICLE 14 ·GENERAL WORKING CONDITIONS

An employee shall not be required to lift, carry, move or work anything so heavy or in any manner as is likely to endanger his safety or the safety of any other person.

Section 14.2

No employee shall be penalized if he refuses to work under any of the conditions outlined or contrary to the Industrial Safety Standards Act of Ontario.

Section 14.3

In the event of a death in the immediate family, (father, mother, wife, son, daughter1 sister, brother, step-parents, father-in-law, mother-in-law, grandmother, grandfather, grandchild, great grandparents, common-law-spouse) an employee will be given the necessary time off to attend the funeral and will be paid three (3) working days' pay at the applicable rate. This benefit does not include Saturday or Sunday in calculation of days off. If more time is required for any reason relating to the death, a leave of absence without pay will be granted. For the purpose of this Article, eight (8) hours shall constitute a day's pay. In the event of a death of a brother-in-law or sister-in-law, the employee will receive one day's pay in line with the above.

Section 14.4

If an employee is called for Jury Duty or as a Crown witness on his normal working day, the Company agrees to pay the equivalent of an eight (8) hour day at straight time less the amount received for Jury Duty or Crown Wih1ess Pay for a period up to four (4) months.

Section 14.5

There shall be two (2) ten (10) minute paid rest breaks in each eight (8) hour shift. One paid rest break to be taken in the first half of the shift and a second paid rest break to be taken in the second half of the shift. Should an employee be required to work overtime, he shall be granted a further ten (10) minute paid rest period at the beginning of the overtime work and each two (2) hours thereafter a further paid ten (10) minute rest period. Rest periods shall not be added or taken in conjunction with the lunch period.

ARTICLE 15- PROVINCIAL OR FEDERAL LEGISLATION

Section 15.1

The provisions of this Agreement shall be subject to the Provincial or Federal legislation to which the Company must comply.

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ARTICLE 16- NEGOTIATING COMMITTEE

Section 16.1

It is agreed that the Negotiating Committee for the Union shall not be more than one (1) from the bargaining unit plus the Business Representative assigned by the Local Union or his designate.

The Company and the Union agree to pay half of all negotiating committee wages to employees.

The Negotiating Committee of one (1) member must have at least twelve (12) months seniority with the Company at the time of their appointment.

ARTICLE 17- SAFETY

Section 17.1

All employees will co-operate in the strict observance of all safety regulations at all times. They will make full use of all safety and accident prevention devices and equipment as provided, and maintain safe working practices during their hours of employment within the plant. It is the responsibility of the employees to observe all safety provisions and to immediately advise the Supervisor or Plant Manager and Safety Committee of any unsafe working conditions.

Section 17.2

The Company agrees to continue to maintain provisions for the safety of its employees in its plant during the hours of employment and to provide an accident prevention program with reference to accident hazards. For the safety of employees operating in the plant, the Union members of the Safety Committee shall be appointed by the Union.

ARTICLE 18- HEALTH & SAFETY

Section 18.1

The company shall supply safety glasses, gloves, earplugs and dusk masks. Earplugs and dusk masks will be handed out daily, gloves are to last a week but worn pairs can be traded in for a new pair. Safety glass should last months but again broken pairs can be traded in.

Section 18.2

On November 1st each year, the company shall provide warm weather clothing allowance of $150.00 and $175.00 for safety boots. Every worker must wear safety boots, with the green patch, as a condition of employment.

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Section 18.3

The company agrees to provide the following benefits to all seniority employees with details outlining the Benefit coverage:

To be eligible for the payment an employee must:

(1) Have been in the employ of the company for (90) calendar days (2) Have not been laid off for a period longer than (30) calendar days (3) Have not been absent from work due to sickness or injury for a period longer than four

(4) months

Supply $300.00 towards employee's prescription eyeglasses once every two years, upon the employee supplying a receipt for the eyeglasses.

Paper Fibres Inc. will supply a dental plan as follows:

Current O.D.A. Rates - 80% Basic Services 80% Restorative

Orthodontics: 50%,$2,500 Lifetime $2000 Annual Maximum Insurance to cover white fillings

Paper Fibres Inc. will supply a drug prescription plan as follows: For Paper Fibres Inc. employee only Prescribed Drugs Only. Dispensing Fee Deductible-Claimant pays the dispensing fee. $10,000 calendar year maximum. Excludes lifestyle drugs (anti smoking, anti obesity, fertility, etc.) Drugs at 80% after deductable. Pay direct card.

Article 19 - RRSP

Effective January 1, 2018 Effective January 1, 2019 Effective January 1, 2020 Effective January 1, 2021 Effective January 1, 2022

$500 per annum deposited to an RRSP account $520 per annum deposited to an RRSP account $540 per annum deposited to an RRSP accOtmt $560 per annum deposited to an RRSP account $580 per annum deposited to an RRSP account

Note: Employees must supply an RRSP account number in their name to receive their annual deposit

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ARTICLE 20- DURATION OF AGREEMENT

Section 20.1 -Duration

This Agreement shall become effective on the 151 day of November 2017 and shall remain in full force and effect until the 3151 day of October 2022 and from year to year thereafter, unless written notice of a desire to amend this Agreement or negotiate a new Agreement is given by either party by registered mail any time within sixty (60) days prior to the expiration date in any year. In the event such notice is given, this Agreement shall remain in full force and effect until a new Agreement is reached or until all the processes required by the Labour Relations Act have been fulfilled, which shall first occur. This agreement shall be binding upon both parties hereto, their successors, administrators, executors and assigns.

FOR~PANY:

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WAGE RATES AND CLASSIFICATIONS (Schedule "A")

CLASSIFICATION/ EFFECTIVE EFFECTIVE EFFECTIVE EFFECTIVE EFFECTIVE OCCUPATION NOV. NOV. NOV. NOV. NOV.

1/2017 1/2018 1/2019 1/2020 1/2021

PAPER SORTER $15.78 $16.17 $16.57 $17.07 $17.58

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A MEMBER REMINDER ON WITHDRAWALS

Before a Withdrawal can be issued, the International Constitution and Local Union By-Laws require that a member has paid all financial obligations to the Union.

WITHDRAWALS will, in future, be issued on request for the following reasons:

1.) If you are LAID OFF 2.) If you TERMINATE YOUR EMPLOYMENT 3.) if you are DISCHARGED 4.) If you are on SICKNESS OR INJURY 5.) if you are on WORKERS' COMPENSATION 6.) if you are on PARENTAL LEAVE 7.) if you are on AUTHORIZED LEAVE OF ABSENCE

It is the sole responsibility of the member to apply for a Withdrawal immediately he or she is to be off work for any of the above reasons. Before the Withdrawal can be issued the member must have paid all dues or other financial obligations including the dues for the month in which the Withdrawal is applied for. The application must be sent within 2 weeks by the member directly to the Union office either in person, by mail, or fax.

The application for a Withdrawal is self-explanatory, but a// information needs to be completed.

Please follow this procedure so that you will always be in good standing in the Local Union. Withdrawal application forms are available from your Steward, the Union Office or downloaded online from our website at www.teamsters938.org.

PLEASE REMEMBER APPLYING FOR A WITHDRAWAL IS THE SOLE RESPONSIBILITY OF THE MEMBER.

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