collective agreement - ontario consuma… · hafis road and 19 hafis road in the city of toronto,...

COLLECTIVE AGREEMENT

Between

ACE Bakery Limited

and

UNITED FOOD & COMMERCIAL WORKERS CANADA,

LOCAL 175

TERM: August 9, 2018 to August 9, 2023

Contents

PURPOSE .. ... ..... ....... ...... ... .... ....................................... ..... ...... ...... .... .... .... .... ..... ... ...... ... 1

ARTICLE 1 - RECOGNITION ... ...... .... ... ...... ....... .. .. ............. ... ........ ... .. ................... ....... 1

ARTICLE 2- UNION SECURITY ........... ..... ..... ................................ ... .. ...... .. .. .. ... .... ... .. . 2

ARTICLE 3- UNION STEWARDS AND COMMITTEES ............ ....... .. ... ...... ..... ..... ... ... .4

ARTICLE 4- MANAGEMENT FUNCTIONS ...... ....... ...... .... ........ .. .. .. .... .... ..... ... .. ...... ... .. 5

ARTICLE 5- EMPLOYEE AND UNION CO-OPERATION ... .............. .. ...... .... ... ..... ... ... . 6

ARTICLE 6- STRIKES AND LOCKOUTS .... ....... ... .. ........ ....... ...... ..... ... ... ... ...... .......... . 6

ARTICLE 7- GRIEVANCE PROCEDURE .... .... ...... .... ... ..... ....... ..... ..... .. .. ..... .... ... ......... . 7

ARTICLE 8- ARBITRATION ..... ... ... ... ... ..... ...... ......... ... ..... ... .... ... ......... ..... .. ...... ..... .. ... 10

ARTICLE 9- HEALTH AND SAFETY ............ .... ........ ...... ..... ...... ...... ... ... .................... 10

ARTICLE 10 - LEAVE OF ABSENCE .......... ......... .............. ... .......... .... .... ...... .... ..... .... 11

ARTICLE 11 -SENIORITY ............ ........... .. ............. ...... ...... ... ..... ....... .. ... ........ ............ 13

ARTICLE 12 -VACANCIES, JOB POSTING, PROMOTIONS & TRANSFERS ...... ... 14

ARTICLE 13- VACATION .. .......... .. ..... ..... ........ .. .. ..... ... ....... ................. .. .... .. ... ..... ..... .. 16

ARTICLE 14- STATUTORY HOLIDAYS .. ..... .... ...... ........................ ... ... ..... .. .... .. .... .... 17

ARTICLE 15- HOURS OF WORK AND OVERTIME ....... ...... .. ... .. ...... .. ........ ...... ......... 18

ARTICLE 16- WORK UNIFORMS ...... ..... ... ... ....... ..... ............. .... ..... ...... .... ..... ... ...... .. .. 20

ARTICLE 17- HEALTH AND SAFETY COMMITTEE ...... .. ....... .. .. ...... ..... ............ ...... .. 20

ARTICLE 18- GENERAL ................... ..... .. ...... ...... .. ... ... ..... ....... .. ........... ...... ..... .... ... ... 21

ARTICLE 19- NEW JOB CLASSIFICATIONS ...... .. .. ... ...... ...... ......... ..... .... .. .. .... .... .. .. . 21

ARTICLE 20 - DURATION OF AGREEMENT ............ ... ..... ......... ..... ............................ 22

APPENDIX "A"- WAGES .. ........ ..... ... ..... ..... ...... ..... .... ..... ................ .. ... ..... ... ... .. ... .. .... 23

APPENDIX "B"- PART-TIME EMPLOYEES ................ ...... ... ... .. ....... ..... ..... .... .. ..... ... .. 25

Letter of Understanding 1 - Agency Workers .... ... ... ..... ... ....... ...... ... .... .... .... ...... ...... 29

Letter of Understanding 2- Pay Equity ................ ...... ........ ..... .... ... ........... ....... ...... .. 31

Letter of Understanding 3 - Religious Observances ... .. .. ... .... ... .... ... .. ........ .. ...... ..... 32

Letter of Understanding 4- Scheduling Committee ..................... ...... .... ... .. .... .... .... 33

Letter of Understanding 5- Religious Holidays .... ...... ............ ........... .......... .... .... .... 35

Letter of Understanding 6 -Sick Days ... ....... ........ ... .... .... ....... .......... ..... ... .... ... .. ... .... 36

Letter of Understanding 7- DPSP/RSP ...... ........ ........... ........ ..... ... .. .. ... ...... ............... 37

Letter of Understanding 8 - National Pension Plan ...... ..... ...... .... ....... .......... .... ....... 38

Separate and apart from the Collective Agreement ........... ... ........ .............. ... .......... 38

NOW THEREFORE WITNESSETH that the parties hereto agree as follows:

PURPOSE

The purpose of this Agreement is to

a) establish harmonious and mutually satisfactory relations between the Employer and its employees ;

b) to provide an orderly procedure for the prompt and equitable disposition of complaints and grievances which may arise from time to time ;

c) to ensure to the utmost possible extent the safety and welfare of the employees;

d) promote the economy and efficiency of operations, the quality of work and the protection of property.

It is recognized by this Agreement to be the desire of the Employer, the Union and the employees to co-operate fully, individually and collectively for the advancement of these conditions. It is understood that any practice by the Employer, outside the express terms of this Agreement, does not create any obligations on the Employer.

ARTICLE 1 - RECOGNITION

1.01 The Employer recognizes the United Food and Commercial Workers Canada , Local 175, as the bargaining agent of all employees of Ace Bakery Limited at 1 Hafis Road and 19 Hafis Road in the City of Toronto , save and except Supervisors, those above the rank of Supervisor, Sales Staff, Office and Clerical Staff and Quality Assurance Technicians.

1.02 The term "employee" as used in this Collective Agreement shall mean only those employees who are included in the bargaining unit, as described in Article 1.01 above. For the purposes of interpretation , whenever the feminine gender is used in the Collective Agreement, it shall be deemed to include the masculine, and the singular shall include the plural and vice-versa , wherever the context so requires.

1.03 The Employer shall not enter into any agreement or contract with those employees for whom the Union has bargaining rights , either individually or collectively, which violates any of the provisions of this Collective Agreement.

1.04 The employees of the Employer not covered by the Agreement will not perform work normally performed by the bargaining unit employees, except:

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a) for the purpose of developmental , instruction , training or audits ;

b) on an occasional and necessary basis in a situation that arises from an unforeseen event or circumstance ;

c) employee absenteeism .

When a situation occurs, the Company will take all reasonable steps to alleviate the situations as soon as practical.

1.05 The Employer will display a Union shop cards in their establishments where Union members are employed . Those cards shall remain the property of the Union and the Employer shall have their usage only until such time as the Union shall request their return . The Employer agrees to surrender the same immediately upon demand by the Union.

ARTICLE 2 - UNION SECURITY

2.01 a) Employees on the payroll of the Employer as of date of ratification shall become and thereafter remain members of the Union in good standing as a condition of employment.

b) Employees hired on or subsequent to the date of the signing of this Agreement shall, as a condition of employment, become members of the Union and shall thereafter maintain membership in the Union in good standing .

c) For the purpose of this Agreement, employees who are or who become members shall be deemed to maintain their membership in the Union in good standing provided they pay in accordance with the provisions of this Agreement the regularly prescribed initiation fee and regular dues uniformly required of all members of the Local Union.

2.02 a) (i) The Employer shall , during the term of this Collective Agreement, as a condition of employment, deduct from members of the bargaining unit, the regular weekly, bi-weekly or monthly Union Dues and remit the same to the Union prior to the thirtieth (30th) day of the month following the month in which such deduction is made.

(ii) The Employer shall collect membership initiation fees as may be established by the Union and forward application forms and such fees to the Union with the regular dues remittance.

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b) Union Remittance

The remittance report will be sent to the Union by e-mail ([email protected]) or a link provided to a website housing the report. The parties will work together to develop a spreadsheet suitable to both the Union and Company's system requirements.

The report will provide the following information ,

1) S.I.N.

2) Employee number if applicable

3) Full Name (Last/First/Initials)

4) Date of hire

5) Rate of pay

6) Classification

7) Full-time and part-time designation

8) Union dues deducted

9) Initiation fees deducted

1 0) YTD dues deducted

11) YTD initiation fees deducted

c) The Employer agrees to record the annual Union dues for each employee on the employee's T4 form.

2.03 The Union shall provide the Employer with thirty (30) days written notice of any increase or decrease in the amount of dues to be deducted from the bargaining unit employees.

2.04 The Union shall indemnify and save harmless the Employer, its agents and/or employees acting on behalf of the Employer, from any and all claims , demands , actions or causes of action arising out of, or in any way connected with the collection and remittance of such dues.

2.05 The Employer agrees to acquaint new employees with the fact that a Union Collective Agreement is in effect and with conditions of employment set out in Article 2.01 and 2.02.

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ARTICLE 3- UNION STEWARDS AND COMMITTEES

3.01 No individual employee or group of employees shall undertake to represent the Union at meetings with the Employer without proper authorization of the Union . The Union shall have the right to appoint or otherwise select six (6) stewards from amongst employees within the bargaining unit who have completed the probationary period . The Union shall notify the Employer in writing of the names of each steward and , where applicable , each Committee member, before Management shall be required to recogn ize any person so selected .

3.02 A Union Representative of the United Food and Commercial Workers Union or its International affiliates will be entitled to visit the bakery covered by this Collective Agreement during working hours at reasonable times to interview employees or to inspect working conditions , provided the Union Representative first reports to the Unit Manager or the manager's designate.

3.03 It shall be the steward 's duty to assist eligible employees if requested , in presenting grievances under Article 7- Grievance Procedure.

3.04 The Union acknowledges that a steward has regular duties to perform on behalf of the Employer, therefore whenever possible the steward shall conduct his activities outside regular working hours. In a situation which requ ires a steward 's attention during working hours he shall not leave his regular duties without first obtaining the permission of the immediate supervisor. It is understood that the taking of such time away from regular duties shall be kept to a minimum and that permission will not therefore be unreasonably withheld.

The steward shall return to his regular duties as expeditiously as possible . The Employer reserves the right to limit such time, if the time requested is unreasonable.

3.05 In the event an employee is to be suspended , discharged or is to receive a written reprimand , the steward will be in attendance. In the event no steward is at work at the relevant time, then the employee may select another employee who is at work at the time, as the witness . The witness will sign documentation for the Employer attesting to his presence at the meeting . The employee and witness , if any, will be given a copy of the discipline report which is to be recorded in his file. The Company will make all reasonable steps to ensure a steward or witness is available however, failure to have a steward or witness will not negate the discipline imposed.

3.06 A Negotiating Committee consisting of a Union Representative of the United Food and Commercial Workers Union or its International affil iates and not more than four (4) bargaining unit employees appointed or elected by the Union . The number of committee members will not exceed 1 for every 60 bargaining unit members and no more than 2 from production .

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ARTICLE 4- MANAGEMENT FUNCTIONS

4.01 The Union recognizes and acknowledges that the management of the operations and the direction of the working forces are fixed exclusively in the Employer, and without limiting the generality of the foregoing the Union acknowledges that it is the exclusive function of the Employer to :

a) maintain order, discipline and efficiency and in connection therewith : to make, alter and enforce from time to time rules and regulations, policies and practices to be observed by its employees; discipline or discharge employees for cause , provided that a claim by an employee who has acquired seniority that he has been unjustly disciplined or discharged may be the subject matter of a grievance and dealt with as hereinafter provided .

b) select, hire, transfer, assign to shifts , promote, demote , classify, relieve employees from duty because of lack of work or other legitimate reasons, lay off or recall employees and select employees for positions excluded from the bargaining unit.

c) operate and manage the business in all respects in accordance with the Employer's commitments, obligations and responsibilities including the right to determine the number and location of the Employer's establishments and their expansion or curtailment, direction of the work force , schedules of operations, products and services to be rendered , process and means of production , methods, tools, work procedures, quality and quantity standards, kinds and locations of equipment and machinery to be used at any time, selection and use of materials required by the Employer; determine job content, establishment of work or job assignments, change, combine or abolish job classifications , determine qualifications to perform any particular job; study or introduce new or improved production methods or facilities ; decide the number and type of employees needed by the Employer at any time , number of hours to be worked , number of shifts , starting and quitting times , when overtime shall be worked and require employees to work overtime; determine financial policies, including general accounting procedures and customer relations.

d) without limiting the general right of the Employer to discharge employees, it is expressly understood and agreed that any of the following causes shall be conclusively deemed to be sufficient cause for proper discharge of an employee; drunkenness, absence without leave, disclosure of confidential information pertaining to the Employer's business, consuming intoxicating liquors or drugs while on duty, or theft.

e) except to the extent expressly abridged or modified by a specific provision of this Agreement, the Employer reserves and retains all rights , powers and authority to manage its business in all respects .

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4.02 An employee who has not completed his probationary period may be discharged without cause and at the sole discretion of the Employer, unless the decision is contrary to the Ontario Human Rights Code.

4 .03 The Employer agrees that it will not exercise its functions in Article 4- Reservation of Management Rights , in a manner inconsistent with the express provisions of this Agreement.

ARTICLE 5 - EMPLOYEE AND UNION CO-OPERATION

5.01 No Harassment

The Employer agrees that THE WORKPLACE should be free of harassment and the Employer agrees to co-operate in preventing and eliminating harassment if same should occur in the WORKPLACE.

The parties agree to abide by the provisions of the Ontario Human Rights Code, the Occupational Health and Safety Act and any other applicable legislation with respect to workplace harassment.

5.02 Relationship

The Union recognizes the responsibilities imposed upon it as the bargaining agent of the unit and realizes that in order to provide maximum opportunities for continuing employment, good working conditions, and good wages, the Employer must be in a strong market position which means it must produce at the lowest possible cost consistent with fair labour standards. The Union , through the Committee herein provided for by reason of its bargaining position , assumes a joint responsibility in the attainment of these goals. The Union therefore agrees that it will cooperate with the Employer and support its efforts to assure a full day's work on the part of its members; that it will actively combat absenteeism and any other practices which restrict production . It further agrees that it will support the Employer in its efforts to eliminate waste production ; conserve materials and supplies; improve the quality of workmanship; prevent accidents and strengthen good will between the Employer, and the employees, the customer and the public.

ARTICLE 6- STRIKES AND LOCKOUTS

6.01 In view of the orderly procedures established by this Agreement for the settling of disputes and the handling of grievances, the Union agrees that, during the life of this Agreement, there will be no strike , picketing , slowdown or stoppage of work, either complete or partial , and the Company agrees that there will be no lockout. A Reduction of operations by lack of sales, unprofitable market for its wares or any business reason exercised in good faith or a strike by another Union that affects this operation shall not considered be a lockout under this Ag reement.

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6.02 The words "strike" and "lockout" shall be defined as in the Labour Relations Act of Ontario .

6.03 The Union further agrees that it will not involve any employee of the Employer or the Employer itself in any dispute which may arise between any other employer and the employees of such other employer. This clause would not apply to an employee who is on leave as per Article 1 0.

ARTICLE 7 -GRIEVANCE PROCEDURE

7.01 It is the mutual desire of the parties hereto that complaints of the employees shall be adjusted as quickly as possible without stoppage of work, and it is understood that an employee may present an oral complaint at any time , without recourse to the grievance procedure herein.

It is expressly understood that an employee who has a grievance shall follow the procedures as outlined in this Article and pending the investigation and determination of the validity of such claim shall continue to perform the duties assigned to him by management (unless he has been suspended or discharged) , providing such duties do not jeopardize the life , health or safety of the employee. Disciplinary suspensions will be administered within two (2) weeks of the Employer meeting with the employee.

7.02 A grievance shall be defined as a complaint regarding the meaning , interpretation , application or alleged violation of this Agreement, or in the case of an employee who has acquired seniority under this Agreement, a complaint that he has been discharged or disciplined without cause.

7.03 It is understood that an employee has no grievance until he has first given his immediate supervisor an opportunity to adjust his complaint.

7.04 Step 1

If an employee has a complaint, he shall discuss it with his immediate supervisor. In order to be considered a grievance, such discussion must take place within three (3) working days after the circumstances giving rise to the complaint first occurred or originated or the employee reasonably ought to have known of the circumstances . The immediate supervisor shall communicate his reply to the complaint with three (3) working days.

If such complaint is not settled to the satisfaction of the employee concerned , the complainant may file a written grievance in the following manner and sequence.

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Step 2

The employee shall with the assistance of a steward submit a signed , dated written statement of such grievance (on a form supplied by the Union) to the Operations Manager or his designate within five (5) working days after he has received the reply of the immediate supervisor. The nature of the grievance , the Article of the Agreement that has been violated , misapplied or misinterpreted , in the case of "group grievances" where there is more than one (1) griever, the name of each griever and the relief or remedy sought shall be clearly set out in the grievance. A grievance which fails to set out this information will not be processed or considered beyond this step. The Operations Manager or his designate, as the case may be, will hold a meeting within five (5) working days, or such other time as may be agreed by the parties , with the griever and the steward , to discuss the grievance and shall deliver his decision in writing within five (5) working days following the meeting . Failing settlement, then :

Step 3

Within three (3) working days following the decision under Step No. 2 the written grievance will be forwarded to Human Resources or his designate who will hold a meeting within five (5) working days, or such other time as may be agreed by the parties , with the griever and the grievance committee , to discuss the grievance.

It is understood that a staff representative of the Union may also be present at the meeting , at the request of either party. The Human Resources representative will give his decision in writing within five (5) working days from the date of the meeting .

7.05 Group Grievance

The Employer will recognize a group grievance as one which affects more than one employee with respect to whom the issues and facts are substantially the same.

7.06 Policy Grievance

a) The Union may file a "Policy Grievance" at Step 3 of the grievance procedure. "Policy Grievance" may not be used to bypass the regular grievance procedure. A policy grievance is defined as one which alleges a misinterpretation or violation of a provision of this Agreement and which , because of the nature or scope of the subject matter, could not otherwise be instituted as an individual employee grievance commencing at Step 1. Such policy grievance shall be filed in writing within seven (7) working days of the initial incident giving rise to the complaint. The grievance must be signed by the Union Business Representative or the Plant Chair.

b) The Employer shall have the right to lodge a grievance with the Union concerning the meaning , application or interpretation of any provision of this Agreement commencing at Step 3 of the grievance procedure. The

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grievance shall be filed in writing with the Union by senior management within seven (7) working days of the initial incident giving rise to the complaint. A meeting shall be held between representatives of the Employer and the Union within seven (7) working days of filing of the grievance. The grievance shall be answered in writing by the Union within ten (1 0) working days of such meeting .

7.07 Discharge or Discipline Grievances

The Employer will notify the Chief Steward or his designated representative within one (1) working day if a seniority employee is discharged or suspended .

An employee, with seniority, claiming that he has been discharged from employment or suspended without cause shall file a signed , dated, written statement of such grievance setting out the nature of the grievance and the specific remedy sought at Step 3 of the Grievance Procedure providing such grievance is lodged with the Human Resources Manager within five (5) working days of the discharge or suspension.

7.08 Any complaint or grievance which is not commenced or processed through the next stage of the Grievance procedure with in the time specified shall be deemed to have been dropped and if commenced considered to have been settled on the basis of the Employer's reply to the grievance. However, time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Employer and the Union . If no written answer has been given to the grievance within the time limits specified , the employee shall be entitled to submit the grievance to the next stage including arbitration .

An Employees days off and Paid Holidays shall not be considered in the calculation of time limits as outlined in this Article .

7.09 Any step of the Grievance Procedure may be waived by mutual agreement in writing between the Employer and the Union .

7.10 Decisions arrived at between the Employer, the employee and the Union on the disposition of any specific employee, Union or Employer grievance shall be final and binding upon the Employer, the Union and the employee or employees concerned.

If final settlement of the grievance is not reached at Step 3 then the grievance may be referred in writing by either party to arbitration as provided in Article 8 Arbitration.

7.11 Where an employee receives discipline , and receives no further discipline for a period of twenty-four (24) months from the date of the discipline, or the discipline is withdrawn by grievance or arbitration procedure, such discipline shall be

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removed from the employee's record and shall not be used in any subsequent action or arbitration proceedings.

ARTICLE 8 - ARBITRATION

8.01 Failing settlement under Step 3 of Article 7.04, the party seeking arbitration must provide written notification to the other party of the referral to arbitration within thirty (30) days of the Human Resources Representative's Step 3 response . Only grievances between the parties arising from the interpretation , application , administration , or alleged violation of this Agreement, including any question as to whether a matter is arbitral , can be referred to arbitration .

8.02 Once such a written referral to arbitration is received , either party shall contact the other party in an attempt to agree on a single arbitrator. If the parties fail to agree on an arbitrator, the appointment shall be made by the Minster of Labour for the Province of Ontario , on the request of either party . Each party shall bear the expenses of its participants and witnesses and for the preparation and presentation of its own case . The fees and expenses of the arbitrator and hearing room and any other expenses incidental to the arbitration hearing shall be shared equally by the parties.

8.03 The arbitrator appointed shall hear and determine the matter and shall issue a decision which shall be final and binding upon the parties and upon any employee affected by it.

8.04 The arbitrator shall have no authority to add to , subtract from , modify, change , alter or ignore in any way, the provis ions of this Agreement or to extend its duration , unless the parties have agreed , in writing , to give the arbitrator specific authority to do so, or to make an award which has this effect. The arbitrator shall not be authorized to make any decision inconsistent with the

8.05 The parties agree that the time limits shall be binding unless extended by written agreement the Company and Union Representative. If the grievance is not submitted to arbitration within the time limit referred to as above , it shall be deemed to have been abandoned .

ARTICLE 9- HEALTH AND SAFETY

9.01 The Employer, the Union and the employees agree to comply with the provisions of the Ontario Occupational Health and Safety Act.

9.02 The Employer shall make reasonable provision for the safety and health of its employees during the hours of their employment. Protective devices on machinery and other devices deemed necessary to properly protect employees from injury shall be provided by the Employer. All such protective devices shall remain the

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property of the Employer. It is the responsibility of all employees to wear safety equipment which is supplied and or required , to observe safe working practices and to report any unsafe conditions to management.

9.03 The Employer and the Union will each appoint up to three (3) respective members to a safety committee.

9.04 If an employee is injured at work, the Employer will maintain such employee's earnings for his scheduled hours at his regular rate for the day on which the injury occurs.

9.05 The members of the safety committee shall designate one of the employees representing workers to inspect the physical condition of the work place, not more often than once a month with an Employer Representative .

9.06 The safety committee will meet once per month at the workplace .

9.07 In the event of a fatality or critical injury, a safety committee representative will be entitled to conduct an inspection of the workplace area as required by the Occupational Health and Safety Act.

9.08 There shall be a minimum of one (1) certified Health & Safety member.

ARTICLE 10 - LEAVE OF ABSENCE

10.01 Personal leave

a) Leave of absence without pay for good and sufficient cause may be granted to employees at the discretion of management provided that the absence of the employee will not unreasonably affect the efficient operation of the Employer. The granting of leave of absence will depend on the individual case , the urgency of the reason for the request, and the conditions existing in the Company at the time. The request shall be made in writing and the Employer's answer will be in writing no more than one week from such request. Such approval shall not be unreasonably denied.

b) An employee may request a leave of absence to be taken in conjunction with his regular scheduled vacation or for vacation purposes.

10.02 Education/Union Convention Leave

a) An unpaid leave of absence to attend Union conventions and conferences may be granted to three (3) employees for a period not exceeding ten (1 0) days in any one calendar year. Despite this , in no case shall the Employer be required to grant a leave if it will result in more than one (1) employee from the same job classification per shift being absent due to such leave.

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Applications for such leaves of absence shall be made by the Union in writing at least three (3) weeks prior to the requested leave. Employees on such leave will be maintained on applicable benefit plans, provided that the employees continue any obligations they may have pursuant to such plans.

b) An employee elected or appointed to a paid full-time position within the Union, shall be granted a leave of absence without pay or benefits for one (1) year.

10.03 Jury Duty/Witness Leave

When an employee who has completed the probation period is required to serve on a jury, or is called upon as a Crown Witness , the Employer agrees to pay to the employee the difference between the fees received from the Crown and the employee's normal earnings calculated at straight time hours at his regular hourly rate of pay to a maximum of forty (40) hours pay.

The Employer may require the employee to furnish a certificate of service from an officer of the Court before making any payment under this section. The employee will come to work during those regular hours that he is not required to attend Court.

10.04 Compassionate/Bereavement Leave

a) In the event of a death in a full time employee's immediate family , of the employee, provided he has completed his probationary period , shall be granted a leave of absence of up to a maximum of five (5) working days without loss of pay at the employee's regular rate upon proper notification of the Plant Manager or his designate. The employee shall only receive pay for his regularly scheduled work days and thus shall not receive paid compassionate leave while on any other leave of absence covered under this Article 10- Leaves of Absence , his scheduled day off or vacation , a paid holiday, sickness or accident leave or worker's compensation leave.

b) An employee's immediate family shall mean husband , wife , common-law spouse (a person with whom the employee has cohabited in a husband/wife relationship for twelve ( 12) consecutive months or more) , parent, child , sister or brother.

c) In the event of the death of a full time employee's father-in-law, mother-inlaw son-in-law, daughter-in-law, grandchild or grandparent the employee, provided he has completed his probationary period , shall be granted a leave of absence of up to one (1) working days without loss of pay at the employee's regular rate upon proper notification of the Plant Manager or his designate. Such leave shall only be for the purpose of attending the funeral. The employee shall only receive pay for his regularly scheduled work day and thus shall not receive paid compassionate leave while on any other leave of absence covered under this Article 10 - Leave of Absence , his

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scheduled day off or vacation , a paid holiday, sickness or accident leave or Workers' Compensation leave.

d) Additional Leave without pay may be granted at the discretion of the Employer.

e) There shall be no loss of seniority during compassionate leave.

f) If required by the Employer, the Employee will be required to provide verification of loss.

10.05 Pregnancy/Parental/Adoption Leave

a) Pregnancy/Parental/Adoption leave shall be granted as a right as per the Employment Standards Act.

ARTICLE 11 -SENIORITY

11 .01 Seniority is based upon the length of continuous full time employment with the Employer since the last date of hire.

11 .02 The Employer agrees to furnish to the Union office and to the chief steward a copy of the current seniority list in January and July of each year. Employees acquiring seniority on the same date shall be added to the seniority list in alphabetical order. Three (3) weeks after the seniority list has been delivered to the Chief Steward, or his designate, except for obvious typographical errors , it shall be conclusively deemed to be correct for all service prior to the date of such list.

11.03 An employee shall be considered a probationary employee until he has worked a total of sixty (60) days within any continuous twelve (12) month period and during this period he shall have no seniority rights . Such probationary period shall be one hundred (1 00) days worked days for maintenance employees. It is expressly understood by both parties that during the probationary period an employee shall be considered as being employed on a trial basis and may be discharged at any time at the sole discretion of the Employer. The discharge of a probationary employee shall not be the subject of a grievance and/or arbitration pursuant to this Agreement. Such probationary period may be extended by mutual agreement with the Union Representative.

11 .04 On successful completion of the probationary period , an employee shall be placed on regular staff, his name shall be placed on the seniority list and his seniority shall date back to his last date of hire. Employees acquiring seniority on the same date shall be added to the seniority list in alphabetical order.

11 .05 An employee shall lose his seniority and shall be terminated from the employ of the Employer if he:

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a) Voluntarily leaves the employment of the Employer;

b) Is discharged for just cause ;

c) Is absent from work without contact for three (3) consecutive working days;

d) having been laid off from employment and upon being recalled for employment fails to signify their willingness to return to work within five (5) days by registered mail to the employee's address on record with the Company, after being requested to do so, and/or fails to report for work within seven (7) days thereafter, they will forfeit their claim to re-employment by the Company. It shall be the responsibility of the employee to notify the Company of any change in address and/or phone number;

e) Fails to return to work upon the conclusion of a leave of absence unless his failure to return is for reasonable cause.

f) Is laid off due to lack of work and is not recalled within twelve (12) months or the length of his seniority, whichever is the lesser, but in no event, less than six (6) months;

11 .06 In selecting a candidate to fill a permanent vacancy which the Employer wishes to fill within the bargaining unit, the Employer shall consider:

a) Work Performance, present ability/qualifications and physical ability to perform the work;

b) Seniority.

Where the factors in (a) are relatively equal then factor (b) shall govern .

Work Performance will be defined and used in the selection process as follows : an employee who has documented disciplinary letters for health and food safety. Attendance , tardiness and/or insubordination on file and issued within 18 months of the job posting being posted.

Where there is a senior applicant who does not have the present ability to perform the posted position however meets the other requirements of this procedure will on request be provided a trial/training period of up to 5 working days prior to determining who will be awarded the posting. (excluding Maintenance department postings).

ARTICLE 12 -VACANCIES, JOB POSTING, PROMOTIONS & TRANSFERS

12.01 The Employer will post vacancies excluding general help positions in the bargaining unit for seven (7) days. The job posting will include the number of

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vacancies and classification and major responsibilities . Employees may apply for such posted vacancies . Provided that an employee who successfully obtains a posted position shall not be eligible to apply for another posting for Six (6) months from the date he starts his new job unless the new posting is a promotion to his current role. The Employer will fill the position in accordance with article 12.06 . The Company will fill vacancies on a temporary basis until the job posting process has been completed .

12.02 The first vacancy created by filling the original opening under the job posting procedure shall also be posted within two (2) weeks. Any subsequent vacancies caused by the filling of the first two (2) positions shall not be subject to the job postings procedure and may be filled at the Employer's discretion .

12.03 Within fifteen (15) worked days of the successful applicant being placed in the new job, the employee may return to his former position if not qualified for the new role . In the event the Employee requests to return to his former position, the employee is not eligible to apply for another job posting for a six (6) month period following the date of the decline.

12.04 In the event a grievance involving job posting succeeds, all employees who were involved as a result of the original posting and back up moves will revert to their jobs held immediately prior to the job posting in question .

Layoff and Recall

12.05 In determining which employees are to be laid off and recalled from lay-off the Employer shall use the following order:

a) all students and probationary employees shall be laid off first;

b) In the event of a permanent lay off, or a seasonal or a temporary lay-off exceeding one (1) week, an employee affected will be allowed to bump the junior employee in his classification , provided he has the skill , present ability and seniority to perform such work in a manner acceptable to the Employer;

c) In all cases the employees remaining on the jobs must have the skill and the present ability to perform the required work in an acceptable manner.

12.06 Such junior employee displaced from his classification or the original employee, if he is the junior employee in the classification , may bump a junior employee in another classification , provided he has the seniority, skill and present ability to perform such work in a manner acceptable to the Employer.

12.07 If employees are promoted to positions outside the bargaining unit and are subsequently transferred back to the bargaining unit, within a twelve (12) month period, they shall be credited with seniority equal to their length of continuous full time employment with the Employer.

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12.08 Employees shall be recalled by seniority, where jobs become available , In the event that a senior employee is not qualified to perform any of the available work, the Company will provide a familiarization period of five (5) worked days to the said employee in the open position provided they have the qualifications and physical ability to perform the job. Where the employee is deemed qualified by the Company in less than five (5) days, such familiarization period will be considered to be complete. The Employer shall give notice of recall by registered mail to the last recorded address of the employee . The employee shall keep the Employer advised at all times of their current address.

ARTICLE 13 -VACATION

13.01 Employees covered by this Agreement will be granted annual vacation in accordance with their continuous service as a full time employee as of December 31 st:

a) after one (1) year continuous service- two (2) weeks

b) after five (5) years continuous service- three (3) weeks

c) after ten (1 0) years continuous service- four (4) weeks

d) after twenty (20) years continuous service -five (5) weeks

13.02 Vacation pay for each week of vacation entitlement will be computed at the rate of two percent (2%) of the employee's earnings with the Employer based on the previous year's earnings. Earnings" defined by the Employment Standards Legislation .

The vacation year runs from January 1 to December 31 each year. Each employee shall be entitled to an annual vacation with pay in accordance with the employee's length of full time continuous service as at December 31st of the previous calendar year. Vacation entitlement must be taken within the vacation calendar year. Vacation accrual may not be carried over into the following year. All outstand ing accumulated vacation dollars shall be paid out no later than the 1st pay period of the following year.

An employee who terminates employment for whatever reason , sha ll be paid vacation allowance as provided herein .

In the event an employee is approved for a paid bereavement leave while on vacation , the employee will have the opportunity to reschedule the vacation days lost due to the bereavement days paid at a mutually agreed upon future date .

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13.03 Vacation Requests

a) Vacation Time

Employees shall submit their vacation date preferences for their vacation entitlement by February 1st . The Employer will review the requests and will post a confirmed schedule for these weeks by March 1st.

During the summer vacation period starting the week of June 1 to the week of September 30th, selection will be limited to a maximum of two weeks. Notwithstanding the foregoing , it is recognized that the Company maintains the right to limit the number of employees on vacation at any one time and designate weeks in which there will be a limited vacation allotment.

Subject to staffing levels and business requirements, the Company may extend the 2-week summer maximum on request provided any extension does not limit another other employee's requests for their summer selection .

13.04 In scheduling vacation , the Employer will consider the proper and efficient operation of the business and seniority by position and shift.

The parties will have to review the current vacation bank to determine the appropriate options as we convert to a previous year vacation accrual for 2019 .

ARTICLE 14- STATUTORY HOLIDAYS

14.01 The following days shall be recognized as Paid Holidays:

New Year's Day

Family Day

Good Friday

Victoria Day

Canada Day

Civic Holiday

Labour Day

Thanksgiving Day

Christmas Day

Boxing Day

And any holiday proclaimed by the federal , provincial or municipal governments.

14.02 Subject to the provisions of this article , eligibility and statutory holiday pay will be calculated according to Employment Standards legislation .

An employee shall not be paid for any of the above holidays if he fails, without reasonable cause, to work his last full regularly scheduled work day preceding the holiday, his scheduled full work day on the holiday, and his first full regularly scheduled work day following the holiday.

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14.03 Employees will work the statutory holiday if scheduled . In the event an employee works on a paid holiday his holiday pay shall be based on his regular hours. In addition , he will be paid at the rate of time and a half his regular rate for all hours worked on such holiday.

If any of the above mentioned holidays occurs during an employee's vacation period , the employee will receive an additional days pay as part of his/her next pay period .

ARTICLE 15- HOURS OF WORK AND OVERTIME

15.01 a)

b)

Employees are expected to attend work regularly. When unable to attend , the employee must notify the Supervisor or his designate with 3 hours' notice of their scheduled shift, giving the reason why the employee is unable to attend , when he expects to return to work and how the Supervisor or his designate can call him relative to his absence.

It is understood that employees shall be changed into their proper work apparel prior to clocking in and shall be present at their workstations by their scheduled start time.

15.02 The weekly and daily hours, starting and quitting times shall be determined by the Company in accordance with the needs of the business. It is understood that this is not a guarantee of hours or days of work per week.

Full-time employees are those regularly scheduled forty (40) hours or more a week , inclusive of a half-hour paid daily lunch period . Prior to any sign ificant change to current scheduling practices the Company will review such change with the Union. (Driver clarification, drivers who are normally scheduled five (5) days per week)

In the event the Company plans to change the regularly scheduled workweek beyond the current forty (40) hour workweek on a regular basis , they will work this through the scheduling committee .

The basic work week shall run Sunday through Saturday. Saturday and Sunday are part of the work week and are paid at regular rates .

There shall be two paid 1 0-minute rest periods during each full shift as scheduled by the Employer.

15.03 Scheduling will be done within each department on a weekly basis in accordance with seniority and subject to employees having the present ability to perform the work in a proficient manner. Scheduling in accordance with seniority refers to the

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number of hours scheduled in a week and does not preclude or limit the scheduling of days or shifts.

For purposes of this agreement, departments are (1) Production , (2) Packaging and Shipping/Receiving , (3) Sanitation (4) Maintenance (5) Distribution (6) Retail.

The Employer will post a schedule of hours of work for the following week by 4pm on Thursday. Changes to scheduled hours may be made for legitimate reasons and the employee will be notified as far as possible in advance.

An employee scheduled to work an overtime shift of four (4) hours will be granted a paid break of fifteen (15) minutes duration during such shift as scheduled by the Employer.

15.04 If an employee reports for work at his regularly scheduled time and there is not work available for him on his regular job he will be given four (4) hours work at some other job, or four (4) hours pay at his regular hourly rate , unless he has received previous notification not to report for work. This clause will not apply if work is not available as a result of causes beyond the reasonable control of the Employer.

15.05 An employee , who after leaving the Employer's premises is called to return to the plant for an emergency shall be paid for a minimum of four (4) hours at his regular rate of pay.

Overtime

15.06 The Union and the employees recognize that the nature of the business may require overtime work to be performed . The Company will endeavour to distribute overtime as equitably as practicable. Where the Company determines that overtime is required , such overtime will be offered first to senior qualified employees who are then at work and who normally perform the work in question. If a sufficient number of employees do not volunteer, the overtime will be next offered plant wide to senior qualified employees who are then at work, available and qualified to perform the work required. If there still is not a sufficient number of qualified employees who have volunteered to work the overtime, the Company will assign qualified employees who are at work, starting with employees with the least amount of seniority. In the event of excessive overtime, the Company may assign overtime on an equitable basis when there is not sufficient qualified volunteers.

15.07 In view of the requirement of the Company to satisfy its customers , employees may be required to work in excess of eight (8) hours in a day or forty-eight (48) hours in the week and the Union as the agent for the employees agrees to this provision as being the consent of the employee as required by the Employment Standards Act. The parties agree that scheduling of overtime hours will be done according to article(s) 15.05 and 15.06 above.

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The Company will not exceed the 48 hour max for more than 2 consecutive weeks unless for unforeseen circumstances due to customer orders or mechanical issues causing production delays. The Company will consider an employee request , on a daily basis to avoid working excessive hours to meet a personal commitment

15.08 In no event shall overtime or premium compensation be duplicated , compounded or pyramided .

15.09 Hours paid for a "paid holiday" shall be considered as hours worked when calculating overtime in such week .

ARTICLE 16- WORK UNIFORMS

16.01 The Company shall supply and launder uniforms at no cost to the employee.

16.02 Employees will be required to follow the Company's uniform and food safety policies , amendments and updates.

ARTICLE 17- HEALTH AND SAFETY COMMITTEE

17.01 The Union and the Company will cooperate in developing and maintaining the high standards of safety with the objective of reducing and , where possible , eliminating the causes of industrial accidents . The union and the employer agree to constitute a joint health and safety committee consisting of a minimum of four members with an equal number of representatives from the union and the Company, which shall identify potential health and safety risks and recommend the means of improving the level of health and safety for all employees.

17.02 The joint health and safety committee will meet from time to time as mutually agreed , or once every three (3) months, whichever comes first, during scheduled hours, without loss of pay, to discuss matters of health and safety at the workplace .

17.03 Where the company requires employees to wear company approved safety footwear, such wearing shall be a condition of employment and must be worn on duty at all times. The Company will introduce their National program highlights as follows:

• Mr. Safety shoes is the supplier

• On site track available plus 16 stores open 7 days a week

• Full time employees are provided the standard approval form annually to select safety shoes

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• Employee selects a shoe to standard at a price of up to $129.95.

• Exception group employee selects a shoe to a standard price of $149.95.

ARTICLE 18 - GENERAL

18.01 The Employer will provide a bulletin board for each location for the sole purpose of posting Union notices to its members. The bulletin boards shall be located to insure it is visible to all bargaining unit employees.

18.02 The Employer shall reimburse the Union fifty (50%) percent of the cost of printing this Collective Agreement

18.03 There shall be no distribution or posting by employees of pamphlets , advertising or political matter, cards , notices or any other kind of literature upon the Employer's property, or upon the Employer's time, except as herein provided.

18.04 Notices of importance to employees or notices of Union meetings shall be submitted to the Plant Manager or designate for approval prior to posting on bulletin boards customarily used for such purpose.

18.05 Pay Cheque Error

Should any error occur on an employees pay cheque, attributable to the Employer and provided the Employer is notified 48 hours prior to the pay period cut off, the Employer agrees to correct the error for the following pay period .

ARTICLE 19 - NEW JOB CLASSIFICATIONS

19.01 In the event that a new job classification is introduced into the bakery, the Employer will establish and put into effect a new classification and rate covering the job in question and notify the Chief Steward of the Local Union in writing .

The new classification and rate shall be considered temporary for a period of thirty (30) calendar days following the date of notification to the Union Representative.

During this period (but not after) , the Union Representative may request the rate be negotiated by setting out the request in writing , together with the change required and the reasons for the change.

19.02 Severance Pay

Severance pay will be provided by the Employer in accordance with the requirements of the Employment Standards Act.

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19.03 Group Benefits

The Company shall provide a Health and Welfare plan for full-time employees covered by the Collective Agreement. Coverage will include, L TO , Vision Care , Life Insurance, Dental Plan , Medical including Prescription and Hospital plans. The Plan policy details and employee coverage will be provided through the supplier website .

The Company/Employee cost share will be 80% employer and 20% employee for all Benefits provided. Premiums will be determined each yea r.

ARTICLE 20- DURATION OF AGREEMENT

This Agreement shall remain in full force and effect from August 9, 2018 until August 9, 2023 and until all provisions of the Ontario Labour Relations Act have been expended .

Either party may give notice of renewal and/or amendment of this Agreement at any time within ninety (90) days prior to the expiry of this Agreement.

The parties hereto agree to meeting for the purpose of negotiations within thirty (30) days after the giving of such notice or within a further period if mutually agreed to.

Signed at Mississauga, Ontario this lth day of August, 2018.

For the Employer: For the Union:

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22

APPENDIX "A"- WAGES

The classifications and minimum rates of pay are set out below. It is recognized that the rates set out are minimum only and the Employer may, in its discretion, pay above those rates where it considers it appropriate. The Company will advise the Union prior to introducing any adjustments to current rates of pay.

Shipper, Mixer, Sanitation Machine Fritsch

2018 General Baker1 Operator Baker2 Operator Driver Hours

worked Group 1 Group 2 Group 3 Group 4 Group 5 Group 6 0 $15.00 $16.00 $17.00 $17.00 $17.50 $18.00

1000 $15.30 $16.32 $17.34 $17.34 $17.85 $18.36 2001 $15.61 $16.65 $17.69 $17.69 $18.21 $18.73 4001 $15.84 $16.90 $17.95 $18.04 $18 .66 $19.20 6001 $16 .08 $17.15 $18.22 $18.40 $19.13 $19.68

top rate 2019 $16.40 $17.49 $18.59 $18.77 $19.51 $20.07 2020 $16.56 $17.84 $18 .96 $19.14 $19.90 $20.47

lump lump lump lump lump lump 2021 sum sum sum sum sum sum 2022 $16.89 $18.29 $19.43 $19.62 $20.40 $20.98

Maintenance 2018 2019 2020 2021

ON certified Millwright $33.00 $33.66 2% lump $34.50 sum

On certified $35.00 $35.70 2% lump $36.59 Electrician sum

Unlicensed Mechanic $27.00 $27.54 2% lump $28.23 sum

Lead Hand Premium $1.25hr

Shift Premium $.90 hr for hours worked between 1 Opm and 6am

There shall be no pyramiding of premiums.

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'

2018 general wage increases, lump sums and shift premium will be effective the 2 nd full pay period following Date of Ratification.

2019- effective the 1st full pay period January

2020- effective the 1st full pay period April

2021 -to be paid in the 1st full pay period April

2022- effective the 1st full pay period April

The company may, from time to time , introduce, modify and/or eliminate an incentive program. The Company will meet with the Union prior to making changes to any incentive program.

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APPENDIX "8"- PART-TIME EMPLOYEES

It is agreed and recognized by both the Union and the Employer that due to the nature of the Employer's business, it may be necessary to employ both full-time and part-time employees.

"Part-time employees" are those employees who are regularly scheduled twenty four (24) hours or less. Should a part-time employee become full-time, they will be credited with half of their time worked for purposes of their placement on the full-time seniority list.

Scheduling will be done within each classification on a weekly basis in accordance with seniority, subject to their availability and employees having the present ability to perform the work in a proficient manner. Scheduling in accordance with seniority refers to the number of hours scheduled in a week and does not preclude or limit the scheduling of days or shifts.

Base Availability and Scheduling

Part-time employees will be required to declare a Base Availability at the time of hire. Each employee's Base Availability will remain as declared until the employee has worked 3000 hours. After 3000 hours worked if an employee wishes to change their Base Availability on any week or weeks he or she is able to submit a weekly availability form. In the event that there is a shortage of employees to work required hours on any given day, employees will be scheduled by reverse order of seniority based on their availability at hiring despite any weekly availability request.

For Clarity, Part-time employees must maintain a minimum 3 days availability.

An employee whose name has not appeared on the payroll of the bakery for over sixty (60) calendar days due to the fact the he was unavailable for work for reasons other than sickness or accident, shall receive consideration on re-application as a new employee.

The following Articles of the Agreement shall also apply to Part-time employees:

Article - Purpose

Article - Recognition

Article - No Discrimination

Article - Reservation of Management Rights

Article - Relationship

Article - Gender

Article - Union Security

Article - Strikes and Lockouts

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Article - Representation

Article - Grievance Procedure

Article -Arbitration

Article -Paid Holidays (subject to the Employment Standards Act)

Article -Absence from Work

Article - Posting of Notices

Article -Work Clothing

Article - Safety Shoes (align to program, add reimburse after probationary period then apply annual basis)

Article - Safety and Health

Article - Severance Pay

The Employer agrees that part-time employees shall not normally be scheduled to work in excess of twenty four (24) hours per week, except in the following circumstances :

a) when a full-time employee is absent from work for any reason ;

b) those working on peak sku 's or peak periods;

c) product development and market testing

d) to fill temporary vacancies up to twelve (12) .

Part-time employees, who work 40 hours or more hours per week outside of the periods set out above, for more than twelve (12) consecutive weeks without a break, shall create a full-time job vacancy, which shall be posted and filled according to article 13 job posting procedure.

1. A seniority list of part-time employees will be maintained and will reflect the names of employees who are employed part-time . Employees will be listed in order of their original employment date .

2. A part-time employee cannot use their seniority for the purpose of displacing a fu lltime employee.

3. Part-time employees shall not work when a full-time employee is on lay-off provided the full time employee is available to work and has the present qualifications to perform the work required .

4. Vacation entitlement and pay to be provided in accordance with the Employment Standards Act.

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5. Job Posting: part-time employees may make application for such vacancy by submitting a job application form.

In filling the posted vacancy the Employer will consider any applications from parttime employees as well , taking into account the employees' work performance, skill , ability, present qualifications and length of service.

It is recognized however, that no part-time employee will be awarded a job vacancy ahead of a full-time employee who has applied for a posting and who qualifies for the posted position as per Job Posting article .

6. Saturday and Sunday are part of the regular work week and are paid at regular rates .

Minimum Rates of Pay for Part-time:

It is recognized that the Employer may, in its discretion , pay above those rates where it considers it appropriate.

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Separate and apart from the Collective Bargaining Agreement,

The Company agrees to add 25 full time positions, converting hours currently assigned to agency workers . The Company will start this process as soon as possible but no later than 1 week following the date of ratification . Positions created will filled under the job posting procedure . The Company will all take reasonable steps to have this completed within 5 months or sooner, and will keep the union updated as to its progress.



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28

Letter of Understanding 1 -Agency Workers

Between

ACE Bakery Limited

and


LOCAL 175

Re: Agency Workers

It is the Company's intention to create more full time and part time positions and to significantly reduce its dependency on the use of agency employees.

The parties agree that Agency employees may be used by the Company subject to the following :

1. The Company will provide all qualified regular employees the opportunity to work up to a full work week. Agency employees will not be used when there are regular employees laid off, who are qualified and willing to perform the work and hours available. Failure on the part of the Company to do this shall result in the person passed over to be offered all hours lost in a reasonable time frame.

2. Agency workers will primarily perform work in the Sanitation/Operators/General Help classification

3. Agency workers may also be used in other positions typically filled by Bargaining Unit Employees when a need arises such as increases in production demands, other vacancies or an event beyond the Company's control.

4. Agency Workers shall not be used to the extent that they displace or replace any Bargaining Unit Employee(s) . Agency workers shall not work when an employee is on lay-off provided the employee is available to work and has the present qualifications to perform the work required.

Effective 1 year from the date of ratification the Company will limit the combination of Part Time employees and Agency Workers to no more than 25% of the total number of hours required in any 4-week period.

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Further, the desire is to build the part time complement to 51 % or more of the 25% Part time and Agency combined total. In the event the Company fails to reach this target within 1 year of ratification , the Company will meet with the Union on its request to review progress and options.



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30

Signed at Mississauga1 Ontario this lth day of August, 2018.


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Separate and apart from the CBA, the Company agrees that it will it will do what's required under the Pay Equity legislation.

31

Letter of Understanding 3- Religious Observances

Between

ACE Bakery Limited

and


LOCAL 175

Separate and apart from the CBA

The Employer recognizes that an employee may, for religious reasons wish to observe holidays other than those listed . In such cases and subject to advance notice the worker may request to observe such alternate holidays, without pay, with the supervisor's approval. Granting of such days will be subject to business and staffing requirements.



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32

Letter of Understanding 4- Scheduling Committee

Between

ACE Bakery Limited

and


LOCAL 175

Separate and apart from the Collective Agreement

Re: Scheduling Committee

The Company and the Union agree to have a scheduling committee consisting of 2 members appointed by the Union who will meet with the Company to review:

1. Scheduling practices

2. Business requirements

3. Employee scheduling goals as follows ,

• A minimum of 1 weekend day off where possible

• Consecutive days off where possible

• Consider shift assignment by seniority

• Employer will Canvas employees to determine if they desire to have split days off which would be scheduled 1 st to allow greater opportunity for those wishing weekends and consecutive days off.

The Committee will consider all options including weekly or bi-weekly schedules. Together the Parties will be accountable to communicate resolutions or best possible options that will provide an optimal schedule fo r the majority of the employees while allowing the Company to maintain a qualified and balanced workforce on each shift and each classification to meet business requirements.

33

b

The parties agree to meet quarterly or sooner for the 1 st year after ratification . After the 1 st year the parties will determine the appropriate meeting schedule based on volume or other changes that would have a significant change to the current scheduling practices.



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(_ ____ /

34

Letter of Understanding 5 - Religious Holidays

Between

ACE Bakery Limited

and


LOCAL 175

Separate and apart from the collective agreement

Re: Religious Holidays

The Employer recognizes that an employee may, for religious reasons wish to observe holidays other than those listed . In such cases and subject to advance notice the worker may request to observe such alternate holidays, without pay, with the supervisor's approval. Granting of such days will be subject to business and staffing requirements.



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35

Letter of Understanding 6- Sick Days

Between

ACE Bakery Limited

and


LOCAL 175


Re: Sick Days

The Company has committed to will maintain the current practice of providing (two) 2 paid sick days per calendar year. Employees who do not use either of the paid sick days in the year will receive three (3) days pay, paid out in January the following year.

The parties recognize there is no pyramiding of benefits with any Government program.



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36

Letter of Understanding 7 - DPSP/RSP

Between

ACE Bakery Limited

and


LOCAL 175


Re: DPSP/RSP

The Company has committed to maintain the (now closed) DPSP for those employees eligible and participating prior to the plan being closed in June of 2015. Employees who chose to stay in the plan , your contributions will continue, no change.

In the event any changes are made to the plan provider or the plan itself, the Company will provide and alternate plan , maintaining the contributions at the current levels.



37

Letter of Understanding 8- National Pension Plan

Between

ACE Bakery Limited

and


LOCAL 175


Re: National Pension Plan

The Employer agrees to continue with and provide new employees with the opportunity to join the National Pension Plan (NPP) .

The Plan and Participants will be subject to all rules of the plan .


For the Employer:

38

For the Union:

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