AGREEMENT BETWEEN; OUTFRONT MEDIA CANADA LP, 377 … · 2017. 11. 10. · AGREEMENT BETWEEN; PURPOSE OUTFRONT MEDIA CANADA LP, 377 Horner Ave., Toronto, Ontario, MSW IZ6 hereinafter

AGREEMENT

BETWEEN;

PURPOSE

OUTFRONT MEDIA CANADA LP, 377 Horner Ave., Toronto, Ontario, MSW IZ6 hereinafter referred to as "THE COMPANY" of the FIRST PART

-and-

THE SIGN AND PICTORIAL PAINTERS, Locnll630, District Council 46, of the International Union of Painters and Allied Trades, 130 Toro Road, Toronto, Ontario, M3.J 3M9 being employees of the Company hereinafter referred to as "THE UNION" of the SECOND PART

The purpose of this agreement is to define the relations between the Company and the Union. the wages and working conditions of the employees of the Company represented by the Union and the means by which grievances can be disposed of promptly and equitably.

It is the intent of the parties of this Agreement that relations and mutual interests are to benefit both the Company and the Union, in order to provide good and safe working conditions that will benefit the interests and operations of the industry.

SECTION 1 -RECOGNITION

The Company recognizes the Union as the sole and exclusive collective bargaining agent for its members working in and out of the Toronto facility, save and except employees acting in a supervisory capacity.

SECTION 2 - STRIKES AND LOCKOUTS

The company agrees that during the term of this Agreement or any extension thereof, no lockout shall take place.

The Union agrees that during the tenn of this Agreement or any extension thereof. there shall be no strike, slow-down, stoppage of work, or any other interference with production.

It shall not be a violation of this Agreement for an employee to refuse to cross a legally constituted picket line, which has been sanctioned by the Building and Construction Trades Council of Toronto and vicinity.

SECTION 3- MANAGEMENT RIGHTS

The Union acknowledges that it is the exclusive function of the Company to:

(a)Maintain order, discipline and efficiency.

(b)Hire. discharge, classifY, demote, direct, transfer, assign. promote, lay-otT, and suspend or otherwise discipline employees.

(c)To make and alter from time to time rules and regulations to be observed by the employees, such rules and regulations may require employees to sign a release they are aware of the policy, however no rule or regulation shall be inconsistent with this Agreement. Copies of any rule changes to be sent to the Union Business Agent.

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(d)To manage the industrial enterprise in which the Company is engaged and without restricting the generality of the foregoing. to determine the products to be manufactured, methods of manufacture, schedule of production, kinds and locations of machines and tools to be used, process of manufacturing, the engineering and designing of its products, the control of materials and parts to be incorporated in the products produced, the extension, limitation, curtailment or cessation of operations and all other matters concerning the operations of the Company's business not specifically dealt with elsewhere in this Agreement.

(e)The Company agrees that these functions will not be exercised in a manner inconsistent with the other terms of this Agreement and shall be subject to grievance procedure.

(f) The Union recognizes and respects the Company's legislative responsibility to take every precaution reasonable in the circumstances to protect every worker. The Union; in understanding the Company's obligation to ensure compliant procedures exist within the workplace, will work in conjunction with the Company to encourage employees to observe all implemented Health and Safety procedures.

(g)The Union recognizes that the Company will invoke from time to time Health and Safety upgrades to maintain compliant and effective workplace policies and procedures that meet or exceed Ontario's Occupational Health and Safety Act and Regulations.

(h)lffor any reason the Union disagrees with an upgrade policy or procedure implementation; a written complaint stating the disagreement and reasons supporting the complaint must be presented to the Company within ten (10) working days ofthe aggrieved policy announcement. The Company and the Union will be obligated to arrange a meeting to seek resolve to the aggrieved policy or procedure within five (5) working days. If resolve cannot be reached: the Union's Business Agent will be alerted in an effort to determine potential future steps that would lead towards resolution of the aggrieved issue.

SECTION 4- UNION SECURITY

(a)AII present employees who are now members of the Union and all employees who become members of the Union shall maintain their membership as a condition of employment.

(b)AII new employees shall become members of the Union after completing thirty (30) working days and shall maintain their membership as a condition of employment.

(c)AII employees in the bargaining unit, temporary employees, casual labour, and employees serving the probationary period, shall pay only the equivalent of the regular monthly dues by check-off and such check-off will be remitted to the Union Financial Secretary not later than the fifteenth day of the current month. The names of such employees shall be forwarded to the Union within seven (7) days of commencement of employment.

(d)The Company will, during the term of this Agreement, honour an authorization in writing and signed by an employee directing the Company for deduction and remittance to the Union of the employees dues and any initiation fees as required and remitted as in paragraph "C".

(e) Union retains the right to approach non-union employees with a view to their becoming members of the Union. But the Union or any member thereof shall not during working hours persuade or attempt to persuade an employee to become a member of a trade union or carry on any other Union activity or business at such times or in such places excepting only where such Union activity or business relates to matters arising under the grievance procedure hereunder.

(f)The Company agrees where possible to use existing or laid-off employees capable of performing available work instead of work being sub-contracted. However, the Company does reserve the right to sub-contract work where there is an issue of competiveness, cost effectiveness, efficiency or time constraints.

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SECTION 5- HOURS OF WORK

(a)The standard work day shall consist of eight (8) hours, to be worked generally speaking, between the hours of7:00 a.m. and 3:30p.m., Monday to Friday inclusive. The Company reserves the right to change the standard work week to 4 x I 0 hour shifts which will be divided into two shifts; Monday to Thursday and Tuesday to Friday. The 4 x 10 hour shifts will rotate on the first Monday of every fourth month. The Company reserves the right to change the hours by up to two (2) hours. The total week shall consist of forty (40) hours.

(b) In the event an afternoon shift is required, it shall start generally at 3:00p.m. Monday to Friday.

(c) The night shift shall be between the completion of the afternoon shift and the commencement of the day shift. (d) Employees who are requested to work on the afternoon/shifts shall do so in rotation, and in periods of two (2) weeks except where there is only on position in a function, in which case rotation or shift work would not be feasible. Where possible these shifts shall be worked on a voluntary basis, however the Company reserves the right to implement shifts as required.

(e) The premiums for shift work are as follows:

Afternoon shift $.1.00 per hour

Night shift $1.50 per hour

The Company retains the right to assign employees to alternate shifts to cover vacation, training, workloads, etc. and will provide forty-eight (48) hours notice of such changes.

SECTION 6- OVERTIME

Time and one half the regular rate shall be paid for the first four (4) hours of overtime performed in excess of the regular working day. Double time shall be paid for overtime. which exceeds the four hours overtime, on a daily basis. However, when an employee has gone home and is recalled for emergency or urgent work, double time shall be paid for such work for a minimum of two (2) hours.

For work performed on Saturdays and Sundays, the rate of pay shall be at double the regular rate as long as the employee has worked his or her regularly scheduled shift during the previous week. If the employee has not worked all the regularly scheduled shifts, they will be paid at time and one halfofthe regular rate.

SECTION 7- REPORTING ALLOWANCE I CALL-IN

(a) Any employee who reports for work on a normal work day shall be provided with four (4) hours work, or failing the availability of work, shall be paid four (4) hours at regular hourly rates. Any employee who reports for work on Saturday, Sunday or a designated holiday shall be provided with four (4) hours work or failing the availability of any work shall be paid four (4) hours at double time. Provided the employee has not been notified, not to report prior to the time the employee left their home or residence. Those employees who have been instructed previously not to report, due to certain weather conditions are to phone in prior to leaving home if in doubt.

(b) An employee who will be absent from a scheduled shift must call his/her immediate Supervisor in advance of his/her scheduled start time. If the Supervisor is not available, an employee must leave a message on the Company's "call-in line".

SECTION 8- PREMIUMS

(a) HEIGHT

Work performed from swing stages. bosun chairs. steel structures. or window jacks. shall be paid for as follows:

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(I}Work built to a height of30 feet from the ground, the employee shall receive their regular rate of pay.

(2)Work built from the ground. when work is above thirty (30) feet from the ground. the employee's regular rate of pay shall be increased by two dollars and twenty-five cents ($2.25) effective December 22. 20 I 0 and for the duration of this Agreement.

(J}Work built from a roof to a height ofthirtv (30) feet from the roof, the employee shall receive his regular rate of pay.

(4}Work built from a roofin excess ofthirtv (30) feet from the roof, the employee's regular rate of pay shall be increased by two dollars and twenty-five cents ($2.25) effective December 22. 20 I 0 and for the duration of this Agreement.

(S)Height premiums apply only to crew mcmber(s) specifically working at the heights defined in clauses above. Premiums do not apply to employees on ground or roof.

(6}The overtime section of this Agreement does not apply to the premium rate specified above.

(b) LEAD HAND

Lead Hands are appointed by the Company and are responsible for a group of workers four (4) or more, as well as vehicles and equipment used by said workers. The rate of pay for this designation is Journeyman A classification or higher.

(c) ON-CALL

The Company if required; will designate an employee(s) to be on 24 hour call (by use of a pager), to deal with after hour emergency calls. Employees on call will be on call 7 days per week on a rotating schedule. Such employees will receive $125.00 per week for the purpose of being on call.

(7) If an employee covered by this agreement is sent to post a "difficult/timely access" location that is generally posted by the piece-work (CD) division, the employee will receive a premium of$1.50 for each hour worked at that location, or $1.50 above the piece-rate for each posting.

SECTION 9 - SENIORITY

Seniority is classified as seniority with the Company.

A new employee shall be a probationary employee until they have completed the sixty (60) accumulative working days with the Company. A probationary employee may be discharged at any time when, in the opinion of the Company, the employees work is not suitable, or the employee is not suitable for the work and such discharge shall not be subject to grievance procedure. There shall be no responsibility on the part of the Company to re-employ a probationary employee who has been laid off.

Seniority shall be the length of an employee's continuous service with the Company in the Toronto Plant. When an employee has completed the probationary period, the employee shall be placed on the

Seniority List and shall be credited with ninety (90) days of service.

(a)An employee shall lose seniority if:

{I)Employee quits the employ of the Company.

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(2)Employee is discharged, and such discharge is not reversed through grievance procedure.

(3)Employee is absent for any reason for a period longer than one (I) year. except for a work related injury/illness in which case after two years.

(4)1fan employee has been absent for three (3) consecutive days without notification or fails to give a reason satisfactory to the Company, that may include recall after a temporary lay-off as per the Employment Standard Act or granted a leave of absence and fails to report after three (3) working days without notification or extended leave is granted, the employee will lose their seniority. The Company must send notification by registered mail to the last known address of the employee three (3) days after the request has been made for the employee to return to work. If the employee fails to report within five working days after the registered mail is sent, termination will occur.

(b)A Seniority List shall be kept up-to-date by the Company and posted monthly.

(c)ln cases of promotion, demotion, up grading or transfers, seniority shall be the governing factor, provided that the employee has the necessary skill, merit and ability required in the opinion of the Company.

(d) Where it is necessary to reduce the working force, seniority in the Company will be the governing factor so long as the employee whose service is retained through length of seniority has the skill, ability, merit and efficiency to satisfactorily perform the work required.

(e)Employees shall be recalled when work is available in reverse order of their lay-off, provided the employee recalled through length of seniority has the skill, ability, merit and efficiency to satisfactorily perform the work required.

(I) The Company may grant leave of absence to any employee without pay or benefits, for legitimate personal or Union business, and any employee who is absent with written permission, shall not be considered laid-off, and the employees seniority shall continue to accumulate during their absence. Benefit coverage may continue for a maximum of two weeks beyond paid time.

(g) However, when an employee is granted leave of absence, the Company may pay such employee on a percentage basis for vacations with pay.

(h)At the discretion of the Company, a shorter hour week may be given prior consideration before any lay-off and only employees with at least one year's service will be considered, and providing the employees whose services are retained have the skill, ability, merit and efficiency to satisfactorily perform the work required.

(i)ln case of a lay-off, all employees to be notified forty (40) working hours before lay-off.

(j)Students may be employed from May 1st to Sept. 15th and at Christmas and Easter Holidays, without being required to join the Union and pay initiation fees. Students will not be employed in any department where permanent employees are not working because of lay-offs. The student must pay Union dues after five (5) working days.

SECTION 10- UNION STEWARD AND OFFICERS

(a)The Union will advise the Company of the names of the Shop Stewards (not exceeding two in number) who shall be employees in the bargaining unit that have completed their probationary period. The Company shall recognize the said Stewards as the Shop Committee. The Union Stewards not exceeding two in number and Union Officers not exceeding two in number may be considered as having the highest seniority in the Company in which they are employed for the purpose of lay-offs. Should a lay-off become necessary, the Stewards or Officers would be the last employees to be laid off, providing

in the opinion of the Company the employee can satisfactorily perform the work required and providing the Company is able to maintain an efficient workforce.

(b)There shall be no Union activity on Company time or on Company premises except where necessary in connection with the handling of grievances and matters arising out of this Agreement.

SECTION 11 - GRIEVANCE PROCEDURE

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Should any difference arise between the Company and any employee as to the interpretation, application, administration or alleged violation ofthe provisions of the Agreement, it is agreed between the Company and the Union that such differences will be settled without undue delay in the following manner:

The employee shall within three (3) working days from the time the differences occurred take the matter up with their Supervisor, and in doing so that the employee may. if so desires, be accompanied by their designated Steward. If within three (3) working days after such representations are made, a decision satisfactory to the employee has not been reached, then the matter may be taken to Step 2, providing notice is given in writing to the Supervisor within five (5) working days of the first discussion with the Supervisor.

The matter shall be taken up with the Supervisor in writing and shall be signed by the Shop Steward. The Supervisor shall make a decision within five (5) working days after receiving the grievance and shall advise the Union Steward of a decision. If the matter is not settled by the decision ofthe Supervisor, it may be referred to Step 3, providing notice is given in writing to management within five (5) working days of receiving the decision from the Supervisor.

The matter shall be taken up in writing with management and shall be signed by the Union Representative. Management shall make a decision within five (5) working days and shall advise the Union Representative of the decision. Failing settlement of the matter a meeting shall be held with management and the Shop Committee with a Union Representative present. If the grievance is not settled it may be referred to arbitration, providing notice is given in writing within five (5) working days of receiving the decision from management.

SECTION 12- UNION GRIEVANCE

(a)Should the Union have a grievance to take up with the Company such grievance shall start at Step 2, providing written notice is given to the Supervisor within five (5) working days of the time the Union first received knowledge of the grievance.

(b)A claim that an employee has been dismissed for unjust or insufficient cause shall be treated as a grievance provided that a written protest is filed with the Supervisor within five (5) working days of the dismissal; such grievance shall start at Step 3. A discharged employee shall have the right to speak to their Steward immediately after being discharged if they so requests, for a period not to exceed fifteen (15) minutes. However, the Company may decide where such meeting will take place.

SECTION 13- COMPANY GRIEVANCE

The Company may place a grievance with the Shop Committee or Union Representative claiming the terms of the Agreement are not being carried out. The Shop Committee or Union Representative shall make a decision within five (5) working days. If the matter is not settled to the satisfaction of Management, it may be referred to arbitration, providing notice is given within five (5) working days of receiving the decision from the Shop Committee or Union Representative ..

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SECTION 14- ARBITRATION

The Arbitrator shall deal only with matters that have gone through the steps of grievance procedure established by this Agreement, and which are related to interpretation, application, or administration of this Agreement, including any questions as to whether a matter is arbitrable, or whether an allegation is made that this Agreement has been violated, within two (2) working days of the request for arbitration. Each party shall appoint one representative and the two representatives will meet and shall agree upon an Arbitrator. If the parties arc unable to agree within five (5) working days, or such other time as they may agree upon, either party may request the Minister of Labour for Ontario, to appoint an Arbitrator for them.

The decision of the Arbitrator shall be binding on the parties. The cost of such arbitration shall be borne jointly by the parties.

No person shall be appointed an Arbitrator who has been involved in an attempt to negotiate or settle the grievance.

Any time limit stated in the grievance or arbitration procedure may be extended by consent of the parties. Should the time limit expire without any request to proceed by either party, the matter shall be

considered cancelled and settled.

The Arbitrator shall not have the power to alter or change any of the provisions of this Agreement, or to substitute any existing provision. nor to make any decision inconsistent with the terms of this Agreement.

The Arbitrator shall not have the power to grant compensation or damage to the party for losses sustained through this Agreement being violated.

SECTION 15- VACATIONS

Vacation time shall be calculated based on anniversary date with the Company. Vacation time is to be taken in the fiscal year earned (January I" to December 3 Is').

Each employee who, as at fiscal year end, has completed less than one (I) year's continuous service, shall receive vacation with pay in accordance with the provisions of the Employment Standards Act.

Each employee who, as at their anniversary date of employment, has completed one (I) year and less than four (4) years continuous service with the Company shall receive annually 2 weeks vacation with 2 weeks pay at the employees regular rate of pay.

Each employee who, as at their anniversary date of employment, has completed four (4) years and Jess than ten of continuous service with the Company shall receive annually three (3) weeks vacation with three weeks pay at the employees' regular rate of pay.

Each employee who, as at their anniversary date of employment, has completed ten (I 0) years and less than nineteen years of continuous service with the Company shall receive annually four ( 4) weeks vacation with four weeks pay at the employees regular rate of pay.

Each employee who, as at their anniversary date of employment, has completed nineteen ( 19) years or more of continuous service with the Company shall receive annually five (5) weeks vacation with five weeks' pay at the employees regular rate of pay.

An employee whose employment is terminated shall be paid pro rata for vacations due to the employee. For the purpose of this article only. an employee's continuous service shall be the employees unbroken service as established in the Seniority Section.

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If an employee is absent in excess of twenty (20) working days during the twelve-month period prior to fiscal year end of the current year as a result of layoff, non-job related accident or illness or leave of absence, the employer will pro-rate the employee's vacation pay entitlement by the number of days the employee actually worked in that twelve-month period. For the purpose ofthis article only, the term 'gross earnings' shall not include short and long-term disability benefits.

If an employee is absent in excess of twenty (20) working days during the twelve-month period prior to fiscal year end of the current year as a result of a job-related accident, the employee's vacation pay will be calculated at fifty percent (50%) for those days the employee was absent as a result of a job-related accident in excess of twenty (20) working days.

Vacation periods shall be arranged to meet the convenience of the employer and the employees, but the Company retains the right to set vacation schedules so as to best ensure proper and continuous operation of the Company.

All employees must submit all vacation requests by April I of each year. The Company will post an approved vacation schedule by April 301

h. Any vacation request not submitted by April I •• will be approved on a first come basis. Priority will be given to employees submitting requests for a full week(s).

SECTION 16- DESIGNATED HOLIDAYS

(a)The Company agrees to pay for the following Designated Statutory Holidays:

New Year's Day Victoria Day Labour Day Boxing Day

Family Day Dominion Day Thanksgiving Day Floating Day

Good Friday Civic Holiday Christmas Day

One Floating day holiday per calendar year will be observed on a date to be mutually agreed to by the Company and the employee, five days prior notice is required. If a new Statutory Holiday is proclaimed by the government, such Statutory Holiday will replace this additional floating day, unless the new day is substituted for one of the designated holidays listed above in which case the additional Floating Day will still apply. Probationary employees will only be eligible for the Floating Day upon successful completion of the probationary period.

This applies to employees who have completed one month's service and who have worked the working day preceding the holiday and the working day following the holiday unless the employee has been granted permission by the Company to be absent without loss of holiday pay.

(b)Double the regular rates shall be paid to any employee required to work on any of the said holidays­plus the employee will receive their regular holiday pay.

(c)No work shall be performed on Labour Day except in cases of emergency.

(d)The Company shall grant a total of four (4) half days, or a total of two (2) full days holiday, with pay, to be mutually designated during the Christmas/New Years period.

When designated holidays fall on weekends, employees to be paid for said holidays or day observed, to be computed at regular rates of pay.

SECTION 17- REST PERIODS

A rest period often (10) minutes shall be provided for in the morning and afternoon work periods. No infringement of this privilege shall be allowed any employee without special permission of the employer.

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SECTION 18- PROMOTIONS

In the event a vacancy or promotion occurs within the collective agreement, the Company will provide all pertinent information and post the vacancy for a period of five (5) days in a place for all employees to observe. All employees who apply shall be considered for such vacancy or promotion. If two or more employees with the same skill and ability apply then seniority shall be the determining factor.

SECTION 19- DEATH IN THE IMMEDIATE FAMILY

(a)In the event of death in the immediate family of an employee, the employee shall be allowed five (5) days' leave with pay at the time of death. For the purpose of this provision, the immediate family shall mean: husband or wife, mother or father, son or daughter.

(b )An employee shall be allowed three (3) days leave with pay for the purpose of attending a funeral for: sister or brother.

(c)An employee shall be allowed two (2) days leave with pay for the purpose of attending a funeral for: mother-in-law and father-in-law.

(d) Furthermore, an employee shall be allowed one (I) day leave with pay for the purpose of attending a funeral for: grandparents, sister-in-law, brother-in-law, aunt, uncle, nephew or niece.

(e)Jury/Crown Witness Dutv

If an employee is called for jury duty or crown witness service, the Company shall pay the employees wages while they are serving jury duty or as a crown witness, less the amount of compensation they received as a juror or crown witness up to a maximum of two (2) weeks.

SECTION 20- CLASSIFICATIONS

The Classifications shall be attached to this Agreement as Appendix "A", with the necessary changes being made in rates to reflect the increases agreed upon under Section 21 of this Agreement.

Classifications in general shall be reviewed in April of each year with any changes to employee rates agreed upon to be effective May 1st.

Any review or change of the classifications will be in the presence and with the consent of Management and the Shop Committee.

Classifications in general shall be submitted by April I stand will be reviewed in April.

SECTION 21- WAGE RATES

(a)The following increase shall apply to all active employees within the collective agreement:

Effective December 22,2015-$1,000 signing bonus. Effective December 22, 2016 increase hourly rate by $0.40¢ and increase poster rate by $0.10¢. Effective December 22, 2017 increase hourly rate by $0.50¢ and increase poster rate by $0.15¢. Effective December 22, 20 18 increase hourly rate by $0.60¢ and increase poster rate by $0.20¢. Effective December 22, 20 19 increase hourly rate by $0.60¢ and increase poster rate by $0.20¢.

(b)Medical Benefits

The Company shall pay the premiums that will provide coverage for the benefits listed in the benefit brochure, as per the terms of the Master Policy.

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(b)(I)Drug maximum of$5,000 per person per year. OUTFRONT Media Canada LP agrees to assist in the application to the Provincial Government Trillium program and pay the deductible. If a drug has been approved through our drug plan formulary and is declined by Trillium, OUTFRONT Media Canada LP agrees to reimburse the employee in excess of$5,000 as per the reimbursement% in effect at the time of the claim.

(I)The Company agrees to pay the total cost of the monthly premium of Company Medical Plan for full­time employees. Eligible part-time employees will be required to pay a pro-rata share of the monthly cost based on the number of hours worked by the employee in the preceding month.

(2)The Company agrees to pay the total cost of the monthly premiums of the Company Dental Plan and also the total cost of the monthly premium of the Company Vision Plan. Eligible part-time employees will be required to pay a pro-rata share of the monthly cost based on the number of hours worked by the employee in the preceding month.

(3)The Company agrees to pay 100% ofthe monthly Short Term Disability premiums. If an employee is off as a result of a non-job related accident or illness, the plan will reimburse that employee sixty-six and two thirds percent (66 2/3%) ofthe employees' regular earnings up to a maximum of$100 greater than the E. I. Maximum while on the company paid Short Term Disability plan. To qualifY for the benefit, an employee must provide a valid insurance certificate completed by a licensed physician. If charges for the certificate apply, the Company agrees to contribute up to a maximum of$30 towards the cost.

(4)The Company agrees to pay 100% of the Long Term Disability premiums. The maximum benefit payable is $1 ,500 per month.

(S)The employer may grant an employee two (2) consecutive days paid leave of absence, to be taken within ten (10) days ofthe delivery by the spouse or an adoption of a newborn/infant. The employee must notify the employer of the expected due date at least thirty (30) days in advance of said due date.

(c)OTHER BENEFITS

(I) The Company agrees to pay a combined clothing/boot allowance up to a maximum of four hundred and fifty dollars ( $450) per calendar year for inside workers and a maximum of five hundred and twenty dollars ($520) per calendar year for outside workers who work more than 24 hours per week outside, for the purchase of the following Company approved garments: shirts, T-shirts, smocks, coveralls, pants and parka and/or for Company­approved leather, steel toed, steel-shank safety boots (green patch) or for safety shoes (green patch).

In the event of excessive wear that is work related and the Company Health & Safety policy deems the boots/shoes are not satisfactory, the Company shall pay for another pair of boots/shoes to a maximum of one hundred and twenty-five dollars ($125) for boots and eighty-five dollars ($85.00) for shoes. Furthermore, for outside employees the company will pay in full, the cost difference between the blue (inside) uniforms and the cost of the orange uniforms required for outside work. The Company is to provide lists of approved garments along with a price list. Garments will be ordered twice yearly and will be coordinated by the Company. If clothing is ordered, employees are required to wear them.

(2)The Company further agrees to provide free of charge one pair of safety glasses to those employees who require them, once each calendar year. The Company retains the right to select the type and style to be used. The Company further agrees to provide up to one hundred & fifty ( 150.00) once every two years for the purchase of company approved safety prescription glasses, for those employees who require them. Approval prior to purchase is required.

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(3)The Company agrees to supply rain wear Gacket and pants) for outside employees; such rain wear is to remain the property of the Company.

(4)The Company agrees to provide each outside employee with a maximum of six (6) leather palm gloves each calendar year on a replacement basis. New gloves will only be issued with the return of the old gloves.

It shall be the Employee's responsibility to keep all Company-provided garments clean and presentable and to wear them during the working day. Failure to do so may lead to disciplinary action.

(6)Tool Allowance - The Company agrees to provide a tool allowance as follows on an annual basis:

Licensed Mechanics: Licensed Electricians: All Other:

$300.00 $150.00 $ 65.00

Tool allowances are subject to prior approval by the Company and payments will be made on presentation of receipts of merchandise.

(7)lt is agreed that the Company shall pay the cost of the license renewal for the certified trades-people. If additional licensed trades-people are required, prior approval from the Company must be given before reimbursement is granted.

SECTION 22- OUT-OF-TOWN WORK

Work requiring overnight accommodation shall be paid at the required rate of seventy dollars (70.00) for accommodation plus thirty-six dollars ($36.00) per day for each employee for meals: breakfast seven dollars ($7.00), lunch twelve dollars ($12.00), dinner seventeen dollars ($17.00). The Company will pay up to the face value of the receipts each employee provides up to the maximum allowed amounts. Proper receipts must be provided for such meals and accommodation.

SECTION 23- SUPPER ALLOWANCE

If an employee is required to work overtime and the overtime continues beyond 6:30p.m., the employee shall be paid supper allowance in the amount of eight dollars and fifty cents ($8.50).

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SECTION 24- DURATION

This Agreement shall remain in full force and effect from December 22, 20 15 until December 21, 2020, and thereafter shall continue for a period of one year, unless either party gives the other party notice by registered mail of cancellation or desire ro amend within a period of not less than sixty (60) calendar days and not more than ninety (90) calendar days prior to the expiration of this Agreement.

For the purpose of this Section, notice given by registered mail shall be deemed to be received two (2) days alter it was mailed.

Within thirty (30) days of the receipt of such notice by either party, a joint meeting shall be held for the purpose of negotiating a new Agreement.

If negotiations are in progress for a change at the tem1ination date of the Agreement, the same shall remain in effect until the conclusion oftbe negotiations.

In witness whereof, the parties hereto have hereunto set their hands and seal this I r~y of February 20 16.

OUTFRONT MEDIA CANADA LP LOCAL 1630 INTERNATIONAL UNION OF PAINTERS AND A D TRADES

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Wage Classification Rates Appendix "A"

Classification Number Dec.22, 2015 Dec.22, 2016 Dec.22, 2017 Dec.22, 2018 Dec.22, 2019

Student Help #] $11.50 $11.90 $12.40 $13.00 $13.60

Starting Rate #2 $17.05 $17.45 $17.95 $18.55 $19.15

General Helper #3 $20.80 $21.20 $21.70 $22.30 $22.90 #4 $21.30 $21.70 $22.20 $22.80 $23.40 #5 $21.80 $22.20 $22.70 $23.30 $23.90 #6 $22.30 $22.70 $23.20 $23.80 $24.40 #7 $22.80 $23.20 $23.70 $24.30 $24.90 #8 $23.30 $23.70 $24.20 $24.80 $25.40

Journeyman #9 $23.80 $24.20 $24.70 $25.30 $25.90 #10 $24.30 $24.70 $25.20 $25.80 $26.40 #I 1 $24.80 $25.20 $25.70 $26.30 $26.90

Journeyman "A" #12 $25.30 $25.70 $26.20 $26.80 $27.40 #13 $25.80 $26.20 $26.70 $27.30 $27.90 #14 $26.30 $26.70 $27.20 $27.80 $28.40

Master Journeyman #IS $27.05 $27.45 $27.95 $28.55 $29.15 #16 $28.05 $28.45 $28.95 $29.55 $30.15 #17 $29.05 $29.45 $29.95 $30.55 $31.15 #18 $30.05 $30.45 $30.95 $31.55 $32.15 #19 $31.05 $31.45 $31.95 $32.55 $33.15 #20 $32.05 $32.45 $32.95 $33.55 $34.15

2015 -Signing bonus of$1,000for "active" employees.

Billposting Piece-Work

Billposter rate Per Poster $19.48 $19.58 $19.73 $19.93 $20.13 Per Scrape $19.48 $19.58 $19.73 $19.93 $20.13 Per Overlay I 00 sq.ft, +) $11.55 $11.55 $1 1.55 $11.55 $11.55 Per Strip/Snipe/Repair $10.10 $10.10 $10.10 $10.10 $10.10

Improver rate (This rate applies to employees hired after 12/21/2010) Per Poster $16.10 $16.20 $16.35 $16.55 $16.75 Per Scrape $16.10 $16.20 $16.35 $16.55 $16.75 Per Overlay I 00 sq. ft, +) $9.76 $9.76 $9.76 $9.76 $9.76 Per Strip/Snipe/Repair $8.71 $8.71 $8.71 $8.71 $8.71

Saturday & Sunday Premium (1/3 of regular rate, Posters and Scrapes Only).

No Helper Premium (1/3 of regular rate, Posters and Scrapes only). - Tri-visions will be paid at regular hourly rates - High Core will be paid at 1.5 poster rate

14

TSA

While not an absolute number, the parties agree that Fifty (50) poster changes is a reasonable minimum daily productivity expectation for employees servicing bus shelter displays. For all posts over Fifty (50) performed within a regular 8-hour shift, the company will pay an additional $2.15 per post. Should the lAMA contract increase the $2.15 premium it will be effective to this agreement.

15

APPENDIX 8

The 2002-2005 agreement between the Company and the Union covered a workforce of regular full-time employees. In negotiations for the successor agreement effective 12/22/2005 the Company proposed changes at 21 (b)( 1) and 21 (b )(2) that suggest the possibility of part-time employment.

The Company does not intend to supplant full-time employees with part-time employees, its proposal regarding 21 (b)(t) and 21(b)(2) was intended to address a situation in which in the future the Company may be obligated to accommodate an existing bargaining unit employee who requests part-time work.

The Company will not hire part-time workers to perform bargaining unit work without first notifying the union, and if requested by the union bargaining over same.