COLLECTIVE AGREEMENT BETWEEN PERI Formwork Systems, … · PERI Formwork Systems, Inc. (hereinafter known as the "Company" or the "Employer") -AND-UNITED BROTHERHOOD of CARPENTERS

COLLECTIVE AGREEMENT

BETWEEN

PERI Formwork Systems, Inc. (hereinafter known as the "Company" or the "Employer")

-AND-

UNITED BROTHERHOOD of CARPENTERS and JOINERS of AMERICA CENTRAL ONTARIO REGIONAL COUNCIL OF CARPENTERS

(hereinafter known as the "Union")

On behalf of Local 27

ARTICLE 1-PURPOSE OF AGREEMENT

1.01 The purpose of this Agreement is to provide orderly collective bargaining relation between the Company and the Union, to secure prompt and fair disposition of grievances, to eliminate interruptions of work and interference with the efficient operation of the Company's business.

ARTICLE 2- AREA COVERED BY AGREEMENT

2.01 This Agreement shall apply to work performed by the Company in its Shop located at 45 Nixon Road, Bolton, Ontario.

ARTICLE 3- RECOGNITION & RELATIONSHIP

3.01 The Union is recognized as the sole exclusive bargaining unit described as follows:

"All employees of the Company save and except working foremen and the office and sales staff."

ARTICLE 4- UNION SECURITY

4.01 All present employees within the bargaining unit on the effective date of this Agreement and every new employee upon completion of this probationary period of Ninety (90) worked days, shall join the Union and remain a member of the Union in good standing as a condition of continued employment with the Company, subject always to the provisions of the Labour Relations Act in the matter.

4.02 The Company shall submit Union dues of $20.00, or such other amount as may be determined by the Union during the course of this agreement, per man per month as deducted from the employees pay. The Union shall notify the Company as soon as possible of any increases to such Union dues.

4.03 Such Union dues and assessments as have been deducted, along with the names, in alphabetical order, of the employees from who deductions were made and the amounts so deducted, shall be remitted to the Financial Secretary of the Union.

4.04 The Company further agrees that it will deduct from the wages of every new employee hired after the signing date of this Agreement, upon completion of his probationary period an initiation fee. The Company will inform the Union of all employees whom have completed their probationary period so that the applications for membership into the Union are made and the appropriate initiation fees are paid to the Union.

ARTICLE 5- MANAGEMENT OF THE EMPLOYER

5.01 The Union recognized that is the function of Management to manage the affairs of the business and to direct the working forces of the Company, subject to the terms of this Agreement.

Such Management function shall be:

a) To maintain discipline of employees, including the right to make reasonable rules and regulations, providing however, that any dispute as to the reasonableness of such rules and regulations, shall be subject to the grievance procedure of this Agreement:

b) To discharge, suspend, or discipline employees for just and reasonable cause and also to hire, transfer, promote, and to assign employees to shifts; and

c) Any action or decision in respect of any employee shall not be based on any item in his personnel record which has been on file for more that one (1) year.

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ARTICLE 6- NO STRIKES OR LOCKOUTS

6.01 There shall be no strikes or lockouts as long as this Agreement continues to operate.

ARTICLE 7- NO DISCRIMINATION

7.01 The Company shall not discriminate against employees with respect to terms and conditions of employment because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status, family status, disability, or membership or activity in the Union.

7.02 There shall be equal pay for work of equal value, regardless of sex or any of the above factors; where the masculine gender is used in this Agreement, it is for convenience only and shall refer to both male and females.

ARTICLE 8- GRIEVANCE PROCEDURE & ARBITRATION

8.01 For the purpose of this Agreement, a grievance is defined as a difference arising between the parties relating to the interpretation, application, administration or alleged violation of the Agreement including any question as to whether a matter is arbitrable.

8.02 If an employee or employees has any grievance which he or they wish to take up with the Employer, it shall be heard without undue delay in the following manner:

Step 1 - The employee shall confer with his Steward and immediate Supervisor and all possible efforts shall be made to settle the differences that may arise. Any manner not settled at this stage may be dealt with as follows

Step 2 - The employees shall contact the Union representative.

Step 3 - The Union and the Employer may meet to resolve said grievance.

Step 4 - If a settlement of the grievance is not then reached, it may then be dealt with by Arbitration as set forth in Article 8.06 of this Agreement. Such Arbitration proceedings must be commenced by the aggrieved part within twenty (20) days after the completion of Step 3 above unless an extension is mutually agreed upon by both parties.

8.03 No grievance shall be considered by the Employer unless it is lodged with the Employer within five (5) working days of the occurrence giving rise to the grievance.

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8.04 Any time limits in the grievance or arbitration proceedings may be extended by mutual agreement in writing.

8.05 Saturday, Sunday, plant holidays and plant vacation period shall not be included in any time limits in this section of the Agreement.

8.06 Arbitration

Where a difference arise between the parties relating to the interpretation, application or administration of this Agreement, including any question as to whether a matter is arbitrable or where an allegation is made that this Agreement has been violated either of the parties may, after exhausting the grievance procedure, notify the other party in writing of its desire to submit the differences or allegations to Arbitration within the time limits referred to above. At this time both parties will attempt to come to agreement on selecting a single arbitrator.

8.07 In the event the parties are unable to agree on a single arbitrator the Minister of Labour shall be asked to appoint one.

8.08 The cost and expenses of the Arbitration constituted herein shall be borne as to one-half thereof the Union and one-half thereof by the Employer and any other costs and expenses of or in connection with any such Arbitration shall be borne by the party which incurs the same.

ARTICLE 9- SENIORITY

9.01 During the first ninety (90) worked days of employment with the Company, an employee shall be considered a probationary employee. On completion of the probationary period the employee's seniority will date back to the last time of hiring. During the probationary period, an employee shall be considered as being employed on a trial basis and subject to Article 7.01, may be disciplined or dismissed by the Employer in its sole discretion.

9.02 (a) At the Company's discretion in layoffs, recall after lay-off, Seniority shall be the governing factor, provided such employee has sufficient ability, skills and qualifications to perform the work required.

(b) An employee who has received notice of layoff shall be eligible to exercise their seniority and bump a junior employee provided they have the skill, ability, and qualifications to perform the work. The Employer has the sole discretion to determine if the employee has the requisite skill, ability and qualifications to perform the work in question.

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9.03 In the event of layoffs preferential seniority shall be given to each Shop Steward and provided they are able to perform the available work, they shall be the last two (2) employees retained by the Company.

9.04 Choice of vacation requests will be based on seniority, provided it does not conflict with the Company's need to maintain an efficient work force.

9.05 The seniority of all employees in the bargaining unit shall be set forth in a list showing the employees names and dates of hiring. The Company will submit to the Union an up-to-date list of employees and their seniority and classification every May and November during the life of this Collective Agreement.

9.06 An employee shall lose his seniority standing and employment will be terminated if he:

(a) voluntarily quits;

(b) accepts a position outside of the bargaining unit for a period greater three (3) months;

(c) is discharged and not reinstated through the Grievance and Arbitration Procedures;

(d) is absent from work for three (3) consecutive days without a valid reason;

(e) overstays an authorized leave of absence without a valid reason;

(f) fails to notify the Company of his/her intention to return to work within five ( 5) days of the mailing of a registered letter to his/her last known address with the Company, and in fact fails to return to work within five days of such mailing;

(g) is not recalled within a period equal to their length of service or thirty-five (35) weeks whichever is shorter;

(h) has retired.

ARTICLE 10- LAY-OFF NOTICE

10.01 In the event of a temporary lay-off(as defined by the Employment Standards Act, 2000), due to lack of work, the employees affected shall be given one-day (1) written notice in advance of the lay-off. If such advance notice is unavailable, the employee shall receive one day's pay in lieu ofthe written advance notice of lay­off.

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10.02 When Journeymen or Apprentice carpenters are required, the Company agrees to contact the Union Office for help. If the Union Office is unable to supply competent employees, the Company may obtain help elsewhere.

10.03 TEMPORARY TRANSFERS

If an employee substitutes in any department on any job during the absence of another employee, he shall receive the rate for the job or his regular rate, whichever is the greater.

ARTICLE 11- HOURS OF WORKING AND OVERTIME

11.01 The basic work week is made up of five (5) days, Monday through Friday.

11.02 The basic work day is eight (8) hours, broken only by the established coffee break periods and lunch period.

11.03 The starting time for the day shift shall be established as 7am-3.30pm

11.04 The starting time of the second shift shall be established as Noon-8.30pm

11.05 Should the Company desire to introduce new shifts, start times, or work weeks, it will advise the Union as soon as possible and in any event, at least two (2) weeks in advance of such change.

11.06 The lunch period shall be thirty (30) minutes during the fourth and fifth hours of each shift.

11.07 The coffee break period shall be ten (1 0) minutes with pay during the first half of the shift, and an additional break period often (10) minutes with pay will be provided the second half of the shift.

11.08 Five (5) minutes will be granted prior to quitting time so that an employee may put his tools away and wash up.

11.09 The Company shall have the right to schedule or assign overtime work whenever necessary to meet emergencies, customer demands, or to ensure the efficiency of its operations. When overtime work is required, the Company will notify employees as far in advance as possible and, in any event, will make every reasonable effort to provide at least two (2) hours notice. In addition:

(a) overtime will be offered on a seniority basis within the classification requiring the overtime;

(b) If no volunteers have accepted the overtime opportunity the Employer will offer the overtime by seniority to those employees

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who have the necessary skill, and ability to perform the work in question;

(c) If no volunteers have accepted the overtime opportunity, the Employer will have the right to assign the overtime in reverse order of seniority to those employees who have the necessary skill and ability to perform the work in question.

(d) A paid fifteen (15) minute break will be given prior to starting overtime if such overtime is for more than two (2) hours.

(e) When annual inventory counts are required the Company reserves the right to force employees to work overtime in reverse order of seniority, provided the employee has the necessary skill, ability and qualifications to perform the work. The Company will provide a minimum of fourteen (14) days notice of an inventory count.

(f) Hours worked in excess of eight (8) hours per day or forty (40) hours per week shall be paid at the rate of one and one-half ( 1.5) times the employee's base hourly rate.

11.10 All Saturday work shall be paid for at the rate of time and one half the employee's regular hourly rate provided that the employee works the 40 hours.

11.11 All work performed by an employee on Sunday shall be paid for at twice the employee's regular hourly rate, provided that the employee has worked the regular 40 hour work week.

11.12 All hours worked by an employee on any holiday listed in this Agreement, shall be paid at one and one halftimes the employee's regular hourly rate, plus the regular holiday pay.

11.13 GRACE PERIOD

An employee will not lose any pay for lateness for up to three (3) minutes after the start of the employee's shift. Notwithstanding this, it is clearly understood by the Union and the employees that the Company does not condone lateness. As such, disciplinary action for lateness can be taken against an employee even though the employee did not lose pay for the lateness.

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ARTICLE 12 -HOLIDAYS

12.01 The following shall be recognized as holidays to be paid for in the basis of the employee's straight time hourly rate multiplied by eight (8) hours:

New Years Day Good Friday Victoria Day Canada Day Boxing Day

Labour Day Thanksgiving Day Christmas Day Civic Holiday Family Day

12.02 The Employer will provide a listing or posting of actual days observance in advance.

12.03 In order to qualify for holiday pay, the employee must work his last full scheduled shift immediately preceding and his first scheduled shift immediately following the holiday. However, an employee shall not lose his holiday pay if he is absent on either or both qualifying days because of illness or injury which is verified by a Doctor Certificate.

12.04 In the event one or more of the paid holidays occurs during the employee's vacation, he shall be paid for the holiday(s) in addition to his vacation with pay, provided he works his last scheduled shift before and his first scheduled shift after such vacation time off.

12.05 If any employee works on any of the said holidays, he shall be paid for all hours worked on the holiday at one and one half (1 112) times his regular straight time hourly rate of pay in addition to his holiday pay as herein provided for.

ARTICLE 13- VACATIONS

13.01 Any employee with one (I) or more years of service, but less than five (5) years shall receive two (2) weeks vacation with pay of 4% of his gross earnings.

13.02 Any employee with five (5) years of service, but less than ten (10) years shall receive three (3) weeks with pay of 6% of his gross earnings.

13.03 Any employee with ten (10) years of service or more shall receive four (4) weeks vacation with pay of 8% of gross earnings.

13.04 It is agreed by the parties hereto that an employee's length of service shall be determined from the employee's commencement date of employment with the Company.

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13.05 Vacations will be taken at a time mutually satisfactory to the employee and the Employer, it being understood that vacation periods of more than two (2) consecutive weeks shall be granted only where the employee has made his request in writing with three (3) months advance notice.

13.06 The Company agrees to extend a vacation carryover until March 31st of the following year provided such requests are made in writing prior to November 30th of the preceding year.

ARTICLE 14- LEAVE OF ABSENCE

14.01 The Company shall grant an employee a leave of absence without pay for a legitimate personal reason, provided that such leave does not interfere with the operation of the plant, except in a legitimate verifiable emergency situation when a reasonable leave shall be granted. The employees agree that they will not exercise an emergency leave in an unreasonable manner. It is understood that where the employee requires an extension to the leave of absence for a legitimate reason, he may obtain an extension by contacting the Company.

ARTICLE 15- BEREAVEMENT LEAVE

15.01 The Employer will grant three (3) days bereavement leave with pay to each employee who has one ( 1) or more years of service with the Employer; said Bereavement Leave shall be for the purpose of making arrangements for or attending the funeral in the event of a death in his/her immediate family. Immediate family is recognized as wife, husband, children, father, mother, sister, brother, father-in-law, mother-in-law.

ARTICLE 16- PAY ON DAY OF INJURY

16.01 An employee hurt in an industrial accident shall be paid for the time lost on the day he was injured at his regular daily earnings on the day of injury. The Employer shall provide transportation and pay for the time spent by the employees during their regular shift hours for medical treatment required as a result of an industrial accident, as defined by the Workplace Safety and Insurance Act, 1997, including without limiting the generality of the foregoing, any situations where an employee is prevented from continuing work as a result of a chemical reaction that was caused on the job.

16.02 It is not intent ofthe above provisions to make the Employer responsible for the payment of such time and transportation which is compensated by the Worker's Compensation Board.

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ARTICLE 17- HANDICAPPED EMPLOYEES

17.01 In the event of employees sustaining injuries at work, or becoming affected by occupational diseases during the course of their employment and becoming physically handicapped as a result thereof, every effort will be made by the Company to give the handicapped employee, such suitable employment as is available.

ARTICLE 18- WAGES AND CLASSIFICATIONS

18.01 The schedule of the job classifications and rates of pay applicable thereto are attached hereto as Appendix "A."

18.02 Employees shall be paid their wages bi-weekly. The Company shall use its best efforts to pay all employees correctly. In the event that the Company erroneously underpays an employee during any given week, the Company shall endeavour to pay the employee the shortage before the end of the same week; unless the underpayment is in excess of four (4) hours wages in which case the Company will use its best efforts to pay the shortage on a separate cheque within two (2) working days, Monday to Friday.

ARTICLE 19- HEALTH AND SAFETY

19.01 The Company and the Union agree that they mutually desire to maintain high standards of health and safety in the Plant in order to prevent industrial injury and illness.

19.02 The Company agrees to pay up to two hundred and seventy five dollars ($275.00), per year for all safety and appropriate work attire, including safety boots but excluding Personal Protective Equipment (PPE) which the Company shall continue to provide. Such monies will be made available to the employee upon providing receipt for such purchases. Wearing of such must be enforced by the Company.

19.03 The Company shall furnish equipment and supplies necessary to protect employees from injury. The Union will assist the Company carrying our any reasonable accident prevention program.

The Union recognizes and the Company accepts the responsibility to make adequate and reasonable provisions for the safety and health of employees during the hours of their employment. To that end, the Company agrees to comply with and apply all applicable terms and conditions of the Occupational Health and Safety Act, 1990.

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The Union shall be notified immediately of each accident or injury. Upon the request of the Union, the Joint Health and Safety Committee shall investigate and report as soon as possible on the nature and cause of the accident or injury.

19.04 A Joint Health and Safety Committee will be established in accordance with the provisions of the Ontario Occupations Health and Safety Act and the minutes of their meetings are to be posted on Bulletin Boards. The Company will consider any recommendations made by the Committee and will submit a response within thirty (30) days of receipt of the recommendation.

ARTICLE 20- UNION REPRESENTATION

20.01 The Company acknowledges the right of the Union to elect or appoint two (2) stewards, one (1) on day shift and one (1) on afternoon shift, and the Company agrees to recognize such stewards. The Union undertakes to keep the employer informed of such appointments in writing. No discrimination shall be shown against a steward for carrying out his duty, but in no case shall his duties interfere with the general progress of the work. Stewards are expected not to abuse this procedure and to fully co-operate with the Company by not leaving or stopping their work without the consent of their foreman or his designate. Such consent will not be unreasonably withheld.

20.02 A Business Representative of the Union shall have access to the company's premises during working hours for the purposes of investigating disputes, investigating the working conditions and ascertaining that this Agreement is being adhered to provided however, that the Company is notified beforehand and that there is no undue interference with the operations.

20.03 The Union stewards shall be provided with a copy of any discipline which is issued to any bargaining unit employee.

20.04 The Employer will recognize a negotiating committee consisting of not more than three (3) bargaining unit employees appointed or elected by the Union. Employees appointed by the Union shall be granted time off, without pay for each day spent at negotiations. Bargaining committee members shall exclude any employees who are represented in any way at the ICI bargaining table.

ARTICLE 21 -SEVERANCE ALLOWANCE

21.01 Employees who become permanently displaced as a result ofthe moving ofthe Plant to another location of termination shall be entitled to a severance allowance in accordance with their years of service. The amount of severance allowance to which an employee shall be entitled to shall be:

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One week of pay for each complete year of service to a maximum of eight (8) weeks.

Severance allowance shall be paid to employees in a lump sum at the time of termination.

ARTICLE 22- DURATION OF AGREEMENT

22.01 This Agreement shall become effective as of April1, 2010, and shall continue in effect until March 31, 2013, and shall be renewed from year-to-year thereafter, unless either party gives to the other party, within ninety (90) days prior to this termination date or any subsequent termination date, notice to terminate or change to this Agreement

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Appendix A

(Bargaining Unit Full-Time Employees)

Effective Effective Effective Job Classification April12010 April1 2011 April12012

AZ Drivers $23.97 $24.45 $25.06*

Fork Lift (Material Handlers) $20.40 $20.81 $21.33*

Service/Maintenance Technicians $18.87 $19.25 $19.73*

Assembly Hall Level 1 $15.32 $15.63 $16.02*

Assembly Hall Level 2 $18.56 $18.93 $19.40*

Assembly Hall Level 3 $21.77 $22.20 $22.75*

Assembly Hall Level 4 $26.46 $26.99 $27.66*

* The increases effective April 1, 2012 have been calculated on the basis of a 2.5% increase, as the Union has reserved the remaining 0.5°/o for the Health & Welfare Plan. Should the 0.5% be deemed unnecessary to "top-up" the Health & Welfare plan, these rates will be increased by a further 0.5% and an updated Appendix shall be sent to the Company.

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(Probationary Employees)

Effective Ratification:

Job Classification Start 6 Months 12 Months 18 months

AZ Drivers $21.57 $22.22 $23.20 $23.97

Fork Lift $18.27 $18.84 $19.60 $20.40 (Material Handler)

Service/Maintenance $16.73 $17.08 $17.83 $18.87 Technicians

Assembly Hall L 1 $13.02 $13.79 $14.55 $15.32

Assembly Hall L2 $15.77 $16.70 $17.63 $18.56

Assembly Hall L3 $18.50 $19.59 $20.68 $21.77

Assembly Hall L4 $22.49 $23.81 $25.14 $26.46

Effective April1, 2011:

Job Classification Start 6 Months 12 Months 18 months

AZ Drivers $21.78 $22.42 $23.20 $24.45

Fork Lift $18.44 $19.02 $19.79 $20.81 (Material Handler)

Service/Maintenance $16.89 $17.25 $18.00 $19.25 Technicians

Assembly Hall L 1 $13.28 $14.07 $14.84 $15.63

Assembly Hall L2 $16.09 $17.04 $17.98 $18.93

Assembly Hall L3 $18.87 $19.98 $21.09 $22.20

Assembly Hall L4 $22.94 $24.29 $25.64 $26.99

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Effective April1, 2012:

Job Classification Start 6 Months 12 Months 18 months

AZ Drivers $22.32 $23.39 $23.78 $25.06

Fork Lift $18.90 $19.50 $20.28 $21.33 (Material Handler)

Service/Maintenance $17.31 $17.70 $18.45 $19.73 Technicians

Assembly Hall L 1 $13.61 $14.41 $15.22 $16.02

Assembly Hall L2 $16.49 $17.46 $18.43 $19.40

Assembly Hall L3 $19.34 $20.47 $21.61 $22.75

Assembly Hall L4 $23.51 $24.89 $26.28 $27.66

Note: An employee hired subsequent to ratification shall be paid in accordance with the progression schedule below, and current employees shall be paid in accordance with the 18 month rate of pay:

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LETTER OF UNDERSTANDING No. 1

PERI FORMWORK SYSTEMS INC.

AND

UNITED BROTHERHOOD OF CARPENTERS AND JOINERS OF AMERICA

CENTRAL ONT ARlO REGIONAL COUNCIL OF CARPENTERS

ON BEHALF OF LOCAL 27

WHEREAS the Company and the Union wish to renew their Collective

Agreement covering all employees of the Company performing work in the Company

shop located at 45 Nixon Road, Bolton Ontario ("Peri Collective Agreement");

AND WHEREAS the Union wishes to ensure that certain members of the

bargaining unit are dealt with in accordance with their skill and ability as journey men

carpenters and carpenters apprentices;

NOW THEREFORE the parties agree as follows:

1. The terms "journeymen carpenter" and "carpenters apprentice" shall be deemed to

include those individuals currently employed in such classifications as agreed to

by the parties, and any other qualified journeymen carpenters or carpenters

apprentices who are hired by the Employer as such through the offices of the

Union to work in the Assembly Hall.

2. The Company agrees to apply and pay one hundred percent (100%) of the

applicable hourly rate, vacation/holiday pay and benefits and make the applicable

deductions in accordance with the Carpenters Provincial Collective Agreement as

between the Carpenters District Council and the Employer Bargaining Agency

effective May 1, 2010 through April30, 2013 ("ICI Collective Agreement") when

a journeyman or apprentice carpenter is hired for the first 180 working days.

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3. Following 180 working days, the applicable wages shall reduce to ninety percent

(90%) of the ICI Collective Agreement rate. Vacation pay shall then be accrued at

ten percent ( 10%) of the reduced rate. It is expressly agreed and understood that

benefits and deductions will remain at one hundred percent (100%) of the ICI

Collective Agreement rates.

4. The Union agrees that, save and except for the applicable hourly rate, vacation

pay and benefits and deductions referenced above, all other terms and conditions

of work of the collective agreement, including but not limited to hours of work

and overtime, shall be as stated in the Peri Collective Agreement. It is understood

that any journeymen or apprentice carpenters employed under these terms will not

receive the statutory holiday pay included in the Peri Collective Agreement in

favour of the vacation/holiday pay provisions included in the ICI Collective

Agreement.

5. Journeymen carpenters and apprentice carpenters employed by the Company shall

also be entitled to the yearly increases in the ICI Collective Agreement as they are

implemented in the ICI Sector. For greater clarity, these increases are effective

between May 1, 2010, May 1. 2011 and May 1, 2012.

6. The parties agree that this Letter of Understanding forms part of the Collective

Agreement and may be enforced pursuant to the terms thereof.

DATEDTHIS '{o DAYOF s~e~itv- '2010.

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LETTER OF UNDERSTANDING No.2

PERI FORMWORK SYSTEMS INC.

AND

UNITED BROTHERHOOD OF CARPENTERS AND JOINERS OF AMERICA

CENTRAL ONTARIO REGIONAL COUNCIL OF CARPENTERS

0NBEHALFOFLOCAL27

Re: Temporary Employees

The Parties agree that given the nature of the work the use of Temporary employees are needed for Yard Work. The Parties further acknowledge these Temporary Employees are not to be used to reduce the regular hours or displace current bargaining unit employees or prolong the layoff of a bargaining unit employee.

As of date of ratification temporary yard work employees will become full time bargaining unit employees if they work continuously for a period of nine months.

A Temporary Yard Work Employee shall be considered a new hire and shall be covered by all terms and conditions of the Collective Agreement if they are converted to full time employment.

DATED THIS tO DAY OF ~pl. , 2010.

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LETTER OF UNDERSTANDING No.3

PERI FORMWORK SYSTEMS INC.

AND

UNITED BROTHERHOOD OF CARPENTERS AND JOINERS OF AMERICA

CENTRAL ONT ARlO REGIONAL COUNCIL OF CARPENTERS ON BEHALF OF LOCAL 27

Re: Benefit Plans

The Company acknowledges that the Union has expressed an interest in moving from the Multi-Employer benefit plan to a Company benefit plan.

The parties acknowledge that they were unable to come to a resolution on this issue in Collective bargaining.

The Company undertakes to continue to look into the benefit issue and if appropriate to approach the Union with a Company sponsored plan.

The Union shall have the opportunity to accept or reject the new plan design, if consulted with respect thereto.

DATED THIS I 7 0 DAy OF _....;;;..~......LI-0_(. ____ ., 2010.

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LETTER OF UNDERSTANDING No.4 PERI FORMWORK SYSTEMS INC.

AND

UNITED BROmERHOOD OF CARPENTERS AND JOINERS OF AMERICA CENTRAL ONTARIO REGIONAL COUNCIL OF CARPENTERS

ON BEHALF OF LOCAL 27

Re: Work Week

In the event that customers demand service on Saturday and Sunday the parties agree to sit down and discuss the implementation of different work weeks and the staffing requirements for such weekend work.

The Company agrees that any employees impacted by this will be in reverse order of seniority.

It is expressly agreed and understood that any such changes shall only be implemented with the consultation and consent of the Union.

DATED TIDS _Z_o_ DAY OF ---=~::=:........,P,P~~..._...;;,_;fw-~ __ ,, 2010.

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