COLLECTIVE AGREEMENT · shall be represented by a shop steward appointed, recognized and with the same privileges as the shop steward referred to above. ARTICLE 7 -GRIEVANCE PROCEDURE

COLLECTIVE AGREEMENT

BETWEEN:

PLASTICAIR INC.

HEREINAFTER REFERRED TO AS THE "COMP ANY" PARTY OF THE FIRST PART

-AND-

SHEET METAL AIR RAIL TRANSPORTATION WORKER'S INTERNATIONAL ASSOCIATION, LOCAL UNION# 540

MARCH 1, 2020 - FEBRUARY 28, 2023

HEREINAFTER REFERRED TO AS THE "UNION" PARTY OF THE SECOND PART

ARTICLE 1 - PURPOSE ARTICLE 2 - RECOGNITION

TABLE OF CONTENTS

ARTICLE 3 - UNION SECURITY AND CHEICK OFF UNION DUES

ARTICLE 4 - RESERVATION OF MANAGEMENT ARTICLE 5 - NO STRIKES AND NO LOCK OUTS ARTICLE 6 - UNION REPRESENTATION ARTICLE 7 - GRIEVANCE PROCEDURE ARTICLE 8 -ARBITRATION ARTICLE 9 - SENIORITY ARTICLE 10- LEAVE OF ABSENCE ARTICLE 11 - GENERAL PROVISIONS AND SAFETY ARTICLE 12 - DISCIPLINE & DISCHARGE ARTICLE 13 - SCHEDULE ARTICLE 14 - FIELD WORK ARTICLE 15 - DURATION OF AGREEMENT ARTICLE 16 - COMPLETENESS OF AGREEMENT SCHEDULE "A" - HOURS OF WORK AND WORKING

CONDITIONS SCHEDULE "B" - STATUTORY HOLIDAYS AND

VACATIONS SCHEDULE "C" - PAY RATE RANGE

SCHEDULE "D" - EMPLOYEES BENEFIT BOOKLET

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1 2 2 2 3 4 4 6 7 8 9 9 9 10

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14 16

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ARTICLE 1 - PURPOSE

1.01 The general purpose of this agreement is to establish mutually satisfactory relations between the Company and its employees, with respect to hours of work, wages, fringe benefits and working conditions; with particular emphasis on the safety and welfare of all employees with due consideration to the economy of the operation. Equal consideration will be given to the quality and quantity of output, overall productivity and protection of equipment. This agreement will also provide means for the prompt and equitable dispositions of grievances that may arise between any and all employees of the Company.

ARTICLE 2 - RECOGNITION

2.01 The Company recognizes the Union as the sole and exclusive bargaining agent of all employees of the Company in the regional municipality of Peel save and except foremen, persons above the rank of foreman, office and sales staff and students hired during the vacation period.

ARTICLE 3 - UNION SECURITY AND CHECK OFF OF UNION DUES

3.01 Every employee covered by this agreement, presently in the employ of the Company, shall from the effective date of this agreement, as a condition of continued employment, become and remain a member of the Union in good standing and every employee whose employment commences hereafter shall, at the end of thirty (30) calendar days of the commencement of his employment, become and remain a member in good standing of the Union as a condition of continued employment.

3. 02 The Company agrees to deduct from the pay of each employee covered by this agreement, the current monthly union dues in the amount advised by the financial secretary of the Union. The Company further agrees to deduct from each employee covered by this agreement, union initiation fees (where applicable) in the amount advised by the Financial Secretary of the Union.

3.03 Dues will be deducted from the first pay of each calendar month and the monies so deducted will be remitted to the Financial Secretary of the Local Union #540, before the twenty first (21) day of the same month of deductions, together with a list showing from whom such deductions have been made and the amounts thereof. Such authorization cards will be supplied by the Union.

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ARTICLE 4 - RESERVATION OF MANAGEMENT

4.01 The Union recognizes the exclusive rights of management to operate and manage its business in all respects according to its commitments, to make, alter from time to time and to enforce rules and regulations to be observed by the employees, and to maintain order, discipline and efficiency.

4.02 Without listing the generality of the foregoing, the Union recognizes the exclusive right of management to hire, classify, promote, demote, lay-off, recall, transfer, suspend and discipline employees and to terminate the employment of an employee for just cause. If the employee feels the Company's action has not been for just cause, then the employee may file a grievance.

4.03 The Union further agrees that the function of management expressly reserved to the Company shall include the right to decide the methods and schedules of production, the kinds and location of equipment, machines, and tools to be used, the assignment of work and the number of employees to be required from time to time, to determine the products to be manufactured, and to otherwise conduct the affairs of the business. The above enumeration shall not in any way limit the generalities of this section, however, it is agreed that none of the rights in this article will be exercised in a manner inconsistent with provisions of this agreement.

4.04 It is agreed that supervisory employees who are excluded from the bargaining unit shall not work on any occupation within the bargaining unit to the extent that this will result in the layoff of a bargaining unit employee who normally performs such work. This shall not apply to emergencies (including situations in which no qualified bargaining unit employee is immediately available) or to situations covering the instruction and training of employees or doing any experimental work, setting up machinery or in connection with the breakdown of machinery.

ARTICLE 5 - NO STRIKES AND NO LOCK OUTS

5.01 The Union agrees that for the term of this agreement there shall be no strike or other interference with production and for the same period the Company shall not lock out any of its employees because of a labour dispute with the Union. The word "Strike" and the word "Lock Out" shall have the meaning as set out in the Ontario Labour Relation Act.

ARTICLE 6 - UNION REPRESENTATION

6.01 The Union may appoint and the Company shall recognize a shop steward for the purpose of investigating and negotiating grievances with the Company. The Union will notify the Company in writing of the name of the steward or stewards. The appointment of and the recognition of the shop steward shall be conditional upon his being a full time employee

of the Company with regular duties to perform. The shop stewards may only absent themselves from their duties with permission from the foreman. Time absent from duties

by the shop stewards for the purpose of investigating and negotiating grievances shall be paid by the Company up to a maximum of four ( 4) hours per month. The Company agrees that in the event of shift work being instituted, each shift of ten (10) or more men shall be represented by a shop steward appointed, recognized and with the same privileges as the shop steward referred to above.

ARTICLE 7 - GRIEVANCE PROCEDURE

7.01 A grievance may arise only from dispute concerning the interpretation, application, administration or alleged violation of this collective agreement. A grievance will be submitted in the following manner.

STEP NO. 1 - Any employee having a grievance shall first submit it in writing to his foreman, and he shall have the assistance of the shop steward if he so desires. The foreman shall deal with the grievance and give an answer in writing not later that the second working day following the day upon which he received the grievance.

STEP NO. 2 - If the decision of the foreman is not satisfactory to the employee concerned, the matter shall be referred to the plant manager, or his appointee, and the Union's grievance committee. At this meeting, an officer of the Union may be present if either party requests his presence. Such referral shall take place within two (2) working days of the receipt of the foreman's decision and the plant manager or his appointee shall arrange a meeting with the Union grievance committee within one (1) week following the date of the presentation of the grievance to him. The plant manager or his appointee shall give his answer in writing within three (3) working days following the date of the meeting.

STEP NO. 3 - If the decision of the plant manager or his appointee is not satisfactory to the employee concerned, the matter shall be referred to the general manager, or his appointee. Such referral shall take place within two (2) working days of the receipt of the plant manager's decision. The general manager or his appointee shall arrange a meeting with the Union grievance committee within five (5) working days following the date of the presentation of the grievance to him. The general manager or his appointee shall give his answer in writing within five ( 5) working days following the date of the meeting.

Either party, by mutual agreement, may extend the meeting dates or the dates on which written answers are due.

7. 02 No grievance shall be considered if the alleged circumstances of the grievance occurred more than five ( 5) working days prior to the submission of the grievance.

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7.03 UNION POLICY GRIEVANCES - A Union Policy Grievance which is defined as an alleged violation of this agreement which concerns the employees generally, in the bargaining unit, may be brought forward by the Union grievance committee at step No. 2 of the grievance procedure at any time within ten (10) working days of the occurrence of the circumstances giving rise to such Union policy grievance.

7.04 Grievances of any nature must be brought before management first.

ARTICLE 8 -ARBITRATION

8.01 Failing settlement under the grievance procedure outlined in Article 7 of this agreement and if either party desires to submit the grievance to arbitration, then the other party shall be notified in writing no later than five (5) days after receipt of the answer in step No. 2. Such notice shall contain the name of three (3) arbitrators suggested by the party invoking arbitration. The recipient of the notice shall, within five (5) days, advise the other party if any of the suggested arbitrators are acceptable and if not, will suggest three arbitrators. If the Company and the Union are unable to agree upon an arbitrator within five (5) days then the minister of labour for the province of Ontario, upon request of either party, shall appoint an impartial arbitrator. The decision of the arbitrator shall be final and binding upon the parties and upon any employee affected by it. Either party, by mutual agreement, may extend the time deadlines stated for the selection of an arbitrator.

8.02 The arbitrator shall not have jurisdiction or authority to alter or modify any provisions of this agreement, or add any new provisions in lieu thereof, or give any decision inconsistent with the terms and provisions of this agreement.

8.03 The arbitrator shall be paid for equally by the company and the Union.

8.04 Nothing contained herein shall be construed as preventing the Company and the Union from settling by mutual agreement, prior to final decision being rendered by the arbitrator, any dispute or grievance submitted to arbitration hereunder.

ARTICLE 9 - SENIORITY

9.01 An employee shall be on probation until after he has been continuously employed by the company for a period of ninety (90) calendar days. During this probationary period, the employee shall have no seniority rights and his employment may be terminated by the Company without being subject to the grievance and arbitration procedures of this agreement. Upon satisfactory completion of the probationary period the employee will

then acquire seniority standing dating from the date he commenced his current period of employment with the Company.

9. 02 An employee who has completed his probationary period shall accumulate seniority while he/she is at work for the Company or when he/she is absent due to injury or illness proved to the satisfaction of the Company during the periods of any layoffs, qualifying for recall rights of six ( 6) months for employees with less than one ( 1) year service and twelve ( 12) months recall for employees with greater than one year service.

9.03 An employee shall lose his seniority standing and his employment shall be terminated for any of the following reasons:

(A) If the employee quits

(B) If the employee is discharged and is not reinstated in accordance with the grievance and arbitration procedures provided for in this agreement.

( C) If the employee overstays a granted leave of absence or if he is absent from work without permission and in either event, fails to furnish a reason acceptable to the Company. In such cases, the Union office will be notified.

(D) If the employee with less than twelve (12) months seniority has been laid off consecutively for a period in excess of six consecutive months.

If an employee with greater than twelve (12) months seniority has been laid off consecutively for a period in excess of twelve (12) months.

If an employee with greater than ten (10) years seniority has been laid off for a period in excess of twenty four (24) months.

(E) If the employee fails to notify the Company of his intention to return from a layoff within two (2) days of notice by the Company send by registered mail to the last address of the employee on the Company's records, or if the employee fails to return to work within three working days of the giving of such notice by the Company. It shall be obligatory upon all employees to notify the company of all changes of address and phone numbers.

(F) In the event an employee should transfer to a job in the Company that is not covered by Article 2, section 2.01 of the agreement, he will retain and continue to accrue seniority for a maximum of a six ( 6) month period while in such position. If the employee remains in such position after the six ( 6) month period his seniority in the bargaining unit shall be forfeited. If the Company returns such employee to the bargaining unit within six ( 6) months, they may exercise their

accumulated seniority to return to a position covered in Article 2, section 2.01 of the agreement. Such returning employee shall, however, have all of their seniority time with the Company counted when calculating vacation eligibility.

9.04 In case of a decrease of the working force all probationary employees shall be laid off first and then the layoff shall be by plant wide seniority within the classification. If an employee is laid off in a classification has seniority in another classification that they have previously held and satisfactorily performed, that employee shall have the right to bump the least senior employee out of that classification and their pay will be adjusted to that classification. If possible the Company agrees to notify each employee one week prior to any lay off.

In cases of lay off and recalls after lay off the following factors shall apply:

A. Length of continuous service.

B. Efficiency, knowledge, skill, and ability.

Where the qualifications in factor (B) are relatively equal, employees will be laid off or recalled in order of their length of continuous service.

9.05 When positions become available, the Company will post notices to this effect for a period of two (2) working days to provide an opportunity for employees to apply for the positions. Where qualifications between applicants are relatively equal, then the applicant with the most seniority will be given preference.

9.06 The Company agrees to post a seniority list which will include the names of all employees, in order or seniority, their starting dates, and month of employment. This list will be updated annually and posted by July 1st each year.

ARTICLE 10 - LEA VE OF ABSENCE

10.01 The Company may grant a leave of absence without pay to an employee for legitimate personal reasons if this request is presented in writing one week prior to the commencement of the leave of absence, if possible. Such leave of absence shall be for a period no longer than three (3) months and such leave of absence shall not be unreasonably withheld and shall not be extended unless written notice is received by the Company prior to the expiration of the three (3) months. Then, depending on the length of the extension requested, the Company may or may not grant permission for the extension.

Where permission is granted for the original request, an employee's seniority will continue except as outlined in Schedule "B", Article 2, Vacations.

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If the three (3) month leave of absence is extended with or without the permission of management, the Company has the right to replace this employee and will not be obligated to rehire this person. If he is rehired on his return, the term of the leave of absence will not be included in his seniority and depending on the length of the extension, the Company may rehire but only at its discretion, and only as a new employee.

10. 02 The Company will grant leave of absence without pay and without loss of seniority once a year to not more than one (1) employee to serve as a delegate of the Local Union for the transaction of union business provided it does not unduly interfere with the efficient operation of the plant. Such leave is not to exceed two (2) weeks duration.

ARTICLE 11 - GENERAL PROVISIONS AND SAFETY

11.01 A bulletin Board shall be provided by the Company upon which the Union may post notices. No notices shall be posted without the prior initialed approval of the Company.

11.02 The Company shall make reasonable provisions for the health and safety of its employees during the hours of their employment. All employees are to practice good housekeeping in maintaining the premises, while the Company will consider any recommendations on improving health and safety conditions.

The Company will provide any reasonable safety device for the furtherance of sound safety practices and the elimination of hazards. Employees are to use all devices in accordance with good safety practices.

The Company will comply with applicable federal, provincial, and municipal legislation or regulations.

The Company will cover the cost of safety boots for each employee to a maximum of eighty ($80.00) dollars (including tax). The second pair of safety boots to be provided at the Company discretion.

The Company will reimburse each employee for the cost of two (2) pairs of pants and two (2) shirts at a maximum cost of one hundred and thirty dollars ($130.00) during the 1st year of this agreement. The Company will reimburse each employee for the cost of two (2) pairs of pants and two shirts at maximum cost of one hundred and forty dollars ($140.00) during the 2nd year of this agreement. The Company will reimburse each employee for the cost of two (2) pairs of pants and two shirts at maximum cost of one hundred and fifty dollars ($150.00) during the 3rd year of this agreement. Receipts are required for clothing allowance. Receipts must reflect clothes that will ultimately be used for work at the Company's premises.

11.03 If an employee is injured in an accident ansmg out of and in the course of his employment, and is treated by a doctor and the Company is notified within twenty-four (24) hours that the employee has been sent home by the doctor, the employee shall be paid for any working time lost on that day due to the said accident at his straight time hourly rate. This shall apply to the first day of the injury only.

The Company will also pay the employee who has been injured on the job, and has returned to work his straight time hourly rate for time lost in receiving additional medical treatment by a doctor as a result of an accident arising out of and in the course of his employment, providing that treatment is not available after the employee's regular working hours.

11.04 The Company agrees to reimburse employees for prescription safety glasses upon an employee submitting a proper receipt. Said benefit shall be provided for a maximum amount of one hundred and fifty dollars ($150.00) during the 1st two and half year of the agreement and to a maximum amount of two hundred dollars ($200.00) during the 2nd two and half year of the agreement.

ARTICLE 12 - DISCIPLINE & DISCHARGE

12.01 Management shall not take disciplinary action without first warning the employee unless circumstances justify immediate discipline or discharge.

In the event of claim by an employee of unjust or unreasonable discipline or discharge, the case may be taken up as a grievance.

The Company and the Union agree that disciplinary penalties shall not be imposed unreasonably or unjustly. The Union shall be notified of each discharge and the reason therefore, within twenty-four (24) hours of such event.

ARTICLE 13 - SCHEDULES

13.01 Attached hereto and forming part of this agreement are:

SCHEDULE "A" - HOURS OF WORK AND WORKING CONDITIONS SCHEDULE "B" - STATUTORY HOLIDAYS AND VACATIONS SCHEDULE "C" - CLASSIFICATIONS AND WAGES SCHEDULE "D" - EMPLOYEES BENEFIT BOOK

ARTICLE 14 - FIELD WORK 14.01 The Company agrees that no employee of the Company will be asked to work for wages

and conditions which will in any way conflict with the provisions, requirement, purposes and intent of the constitution of the Sheet Metal Workers' International Association or with the obligations of its members in connection therewith.

14.02 Any work involving installation, product application or repair outside of the plant may be done by an outside contractor, if the Company is unable to supply its own labour. Any such described work done within a twenty-five (25) mile radius of MISSISSAUGA City Hall will be classified as plant work and will be paid at plant rates as laid out in Schedule "C"

Employees performing such described work over twenty five (25) miles from Mississauga City Hall will be paid seventy-five ($.75) cents over their plant rate

14.03 Travel time pay shall be for all hours spent travelling outside of the employees normal eight (8) hour work day schedule and shall be paid at the employees straight time hourly rate. Travel time pay will only apply to jobs requiring travel outside of the twenty-five (25) miles radius from Mississauga city Hall as described in section 14.02. Travel time will not be used for overtime pay calculations.

ARTICLE 15 - DURATION OF AGREEMENT

15.01 This collective agreement shall become effective on the 1st day of March, 2020 and shall remain in effect until the 28th day of February 2023 and shall remain in force from year to year thereafter, unless either. party gives notice to the other party hereto of the intent to terminate or amend this agreement.

Such notice shall be given in writing by the party giving it not earlier than sixty (60) days and at least thirty (30) days prior to the expiry date of this agreement or of any such subsequent anniversary date in which this agreement remains in force.

16.01 agreement supersedes aH prior a(H''",. ... '1"1 .. ""-nt"

or oral which may have existed heretofore within the bargaining unit and shall be relationship the company and the proposals raised in coHective bargaining have been ,·1"~""""''''""/

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unsettled, No amendment. clarification; change~ effective it is made in writing and by the duly the parties who have executed this agreement or their successors.

vVITNESS WHEREOF THE PARTIES HERETO HAVE£ .. , .. ·--~·--'

SIGNED ON BEHALF OF PLASTIC.AIR INC.

HTH PRESIDENT

-----··--··--··-······-·-···········--

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SCHEDULE "A"

HOURS OF WORK AND WORKING CONDITIONS

1. HOURS OF WORK

(i) Nothing in this agreement shall be construed as being a guarantee of any number of hours of work per day or days per week.

(ii) The standard work week shall consist of forty (40) hours per week comprised of five (5) days of eight (8) hours labour each, Monday through Friday, inclusive.

(iii) The Company shall take reasonable steps to give employees advanced notice of any change or cancellation of regular working hours. Any employee not so notified who reports for work at his regular starting time shall be provided with at least four ( 4) hours work or four (4) hours pay at their regular rate. This provision shall not apply under conditions over which the Company has no control.

2. OVERTIME

(i) Overtime shall be paid for at the rate of time and one-half for all work performed in excess of forty ( 40) hours.

(ii) Overtime at the rate of time and one-half shall be paid for all work performed on Saturday, except in the case where an employee has worked his normal forty (40) hour week.

(iii) Overtime at the rate of double (2) time shall be paid for all work performed on Sundays.

(iv) The Company shall attempt to distribute all overtime between the employees who normally perform the work as equally as possible.

(v) If an employee is required to work on a holiday, then he shall be paid at the rate of double (2) time for all hours so worked in addition to the holiday pay.

(vi) Employees shall be given twenty-four (24) hours notice whenever possible.

( vii) At the end of a regular shift, employees shall have a paid ten (10) minute break period before starting work, as long as the overtime period is at least two (2) hours duration.

(viii) Any overtime payments or other premium payments in accordance with the provisions of this agreement shall not be duplicated in whole or in part for the same hours worked.

3. SHIFT PREMIUM

A premium of fifty ($.50) cents per hour will be paid to employees for all time worked on shifts which commence after 3:00 p.m. and prior to 10:00 p.m. And a premium of seventy-five ($.75) cents per hour will be paid to employees for all time worked on shifts which commence after 10:00 p. m. and prior to 5:00 a.m.

4. REST PERIODS AND WASH-UP TIMES

(i) Employees shall be given one (1) ten (10) minute rest period during each half of a full working day.

(ii) Employees will also be given a five (5) minute wash-up period before the end of each half shift.

(iii) It is strictly understood abuse by an employee of the above mentioned rest and wash-up times will result in severe disciplinary action by the Company and that the aforementioned times will be strictly adhered to.

5. WELFARE PLAN

(i) The Company will pay one hundred (100%) percent of the premium cost of O.H.I.P. on the third month after employment commences. (This clause shall remain inoperative so long as the current employer health tax is in place).

(ii) Eighty (80%) percent of the premium cost of a group insurance program will be paid for by the Company in respect of each employee and dependents where applicable.

The Company will pay eighty . (80%) percent of the dental care plan. Group insurance booklets will be provided for all employees.

(iii) To be eligible for this group insurance program, an employee must complete three (3) months of employment with the Company and is eligible the 1st day of the following month.

Please refer to the Benefit Booklet- Schedule "D"

6. MILEAGE AND EXPENSES

All work involving installation, product application or repair done outside the plant under a twenty-five (25) mile radius from Mississauga City will be considered plant work. All such described work over the twenty-five (25) mile radius will be considered field work and the employee will be entitled to a mileage allowance. All reasonable expenses for

food, lodging and travel on approved public transportation will be paid by the Company on jobs requiring an overnight stay at the field work site. Receipts for all reimbursable expenses are to be turned in with the required expense report.

Employees will be paid twenty ($.20) cents per kilometer when the Company requires an employee to travel on Company business in their personal automobile. The Company will adjust the kilometer cents allowance when it adjusts the allowance for its office personnel.

7. BEREAVEMENT PAY AND JURY DUTY

(i) In the case of death in the immediate family of an employee who has completed his probationary period, the Company shall grant up to three (3) consecutive working days leave of absence with pay at the employee's straight time hourly rate, providing that the employee attends the funeral and the days off do not extend more than three (3) days beyond the date of the funeral. "Immediate Family" shall mean: The employee's mother, father, brother, sister, spouse and children.

(ii) In the case of a death of other members of the family of an employee who has completed his probationary period, the company shall grant one (1) day's leave of absence with pay at the employee's straight time hourly rate, to allow the employee to attend this funeral. "Other Member" shall mean, mother-in-law, father-in law, brother-in-law and sister-in­law and grandparents.

(iii) The employer agrees to pay an employee who has been selected for jury duty or who is subpoenaed as a crown witness, their regular rate of pay while actively attending jury duty to a maximum of ten working days.

The employee will be required to furnish proof of his service as a juror.

SCHEDULE "B"

STATUTORY HOLIDAYS AND VACATIONS

L STATUTORYHOLIDAYS

(i) Where any of the following statutory holidays:

NEW YEAR'S DAY GOOD FRIDAY VICTORIA DAY DOMINION DAY

CIVIC HOLIDAY LABOUR DAY THANKSGIVING DAY CHRISTMAS EVE DAY

CHRISTMAS DAY BOXING DAY NEW YEARS EVE DAY

Fall on what would otherwise have been a regular working day; or where any of the said statutory holidays fall on a Saturday or a Sunday, all employees who have completed their probationary period [i. e. ninety (90) calendar day] shall receive payment for such holiday based on their current hourly rate multiplied by eight (8) hours, on such day, subject to the following condition:

To be eligible for holiday pay, employee must work the full work day immediately preceding such holiday and the full work day succeeding such holiday, unless absent with the permission of the management or unless, in the opinion of the Company, there was reasonable justification for such absence.

2. VACATIONS

(i) For the purpose of calculation of vacations, the fiscal year shall be from July 1st of any year to June 30th of the following year and will not include that period of time that represents a leave of absence. That is, if an employee has one (1) year and two (2) months seniority and this period of time includes a three (3) months leave of absence, then his vacation pay will be based on eleven (11) months only. This adjustment for vacation pay calculations will apply only to the year in which the leave of absence was taken. Continued employment will result in this leave of absence being considered as "time worked" for the calculation of vacation pay for the succeeding years.

(ii) For this first twelve (12) months of employment, an employee will receive four (4%) percent of his earnings as per the Employment Standards Act. Employee may take one (1) week holidays during 1st year unpaid.

(iii) An employee who has attained one (1) years' service but less than four (4) years, will receive four (4%) percent of their earnings and will be entitled to two (2) weeks vacation.

(iv) Employees who have attained four (4) years or more of seniority but less than nine (9) years of seniority as of June 30th in any year shall receive six (6%) percent of their earnings and will be entitled to three (3) weeks vacation.

(v) Employees who have attained nine (9) years or more of seniority as of June 30th in any year shall receive eight (8%) percent of their earnings and will be entitled to four (4) weeks vacation.

( vi) Out of consideration to the Company, all vacations will be arranged by the Company in a way which will not disrupt production. For vacation purposes the Company may shut down the entire plant, in which case the vacation period will be posted by March 31st of the vacation year.

(vii) All employees must take their full vacation entitlement prior to December 31st of each year.

(viii) Should vacation time include a statutory holiday, compensation for an additional day at eight (8) times the employee's straight time hourly rate shall be paid to the employee, unless the employee elects to add an extra day to his vacation time.

SCHEDULE "C"

EFFECTIVE MARCH l, 2020

THE FOLLOWING RATE WILL APPLY

PAY RATE RANGE

JOB 2020 2021 2022 2023

CLASSIFICATIONS MIN. MAX MIN MAX MIN. MAX MIN.MAX

LAMINATOR 19.10 -22.79 19.55 -23.21 20.10 -23.76 20.70 -24.36 ASSEMBLY /FITTER 20.35 -23.85 20. 70 -24.30 21.25 -24.85 21.85 -25.45 MOLD 21.73 -Open 22.18 - Open 22.73 -Open 23.33 -Open MAKER/FINISHER HELPER 18.05 -19.10

New employees while serving their probationary period will be paid an hourly as determined by the Company. After successful completion of their probationary period such employee's pay rate will be increased to an hourly rate that falls within the pay rate range of their job classification.

THE ABOVE RATES HAVE BEEN CHANGED TO REFLECT THE FOLLOWING CHANGES

1ST YEAR 2NDYEAR 3RDYEAR 4THYEAR $0.85 $0.85 $0.90 $1.00

SCHEDULE "D"

BENEFIT SUMMARY FOR PLASTICAIR EMPLOYEES

BUSINESS ASSISTANCE SERVICE Included in all Plans Provides up to six hours of Legal, Accounting and Specialized Human Resource services combined, per calendar year. Services also include Human Resource Coaching and Confidential Employee referral.

BEST DOCTORS Included in all Plans Connects individuals and their treating physicians with world renowned specialists

EMPLOYEE LIFE INSURANCE (Option: LVA) Level $25,000 Benefit

ACCIDENTAL DEATH & DISMEMBERMENT (Option: LVA) Level $25,000 Benefit

DEPENDENTS LIFE INSURANCE Spouse: $10, 000 Each Child: $5, 000

EXTENDED HEAL TH (Option: V86) 80% coverage of prescription drugs listed on the ASSURE National Formulary 50% coverage of prescription drugs NOT listed on the ASSURE National Formulary 100% coverage of all other eligible benefits, including Vision

Prescription drug benefits are paid using the ASSURE drug card system and have a $2,500 I person I calendar year maximum.

DENTAL (Option: 040) $25 I $50 calendar year deductible 80% coverage of Basic services No coverage of Endodontic and Periodontal procedures

Benefit Maximum of $1,000 per person per calendar year

EMPLOYEE LIFE INSURANCE (Option: LVA)

Benefit: Level benefit of $25,000 for Managers and Employees, providing 24-hour coverage of death at any time or place, from any cause.

Life Insurance Reduction: Coverage will reduce at age 65 to 25% of the face value and terminate at age 75.

Living Benefit: Disabled employees suffering from a terminal illness may be eligible for payment of a Living Benefit equal to the lesser of $25, 000 or 50% of their Life Benefit.

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BENEFIT DETAILS FOR Plasticair EMPLOYEES

ACCIDENTAL DEATH & DISMEMBERMENT (Option: LVA)

Accidental Death Benefit: Level benefit of $25, 000 for Managers and Employees. Accidental Dismemberment: A benefit is paid if you suffer a loss (or use) of limb and/or sight as listed below:

- 200% of Principal Sum for: Paraplegia, Quadriplegia, Hemiplegia - 100% of Principal Sum for loss of: Life, Both hands or feet or entire sight of both eyes, One hand and

one foot, One hand and entire sight of one eye, One foot and entire sight of one eye, Speech and/or hearing, Use of both arms or both hands, One arm or one leg or use thereof, Use of one hand or one foot

- 50% of Principal Sum for loss of: Hearing in one ear - 33% of Principal Sum for loss of: Thumb and index finger of one hand or four fingers of one hand -25% of Principal Sum for loss of: All toes of one foot

Additional Provisions: Employees may also be entitled to additional benefits including: - Repatriation costs (up to $15,000) - Rehabilitation costs for re-training (up to $15,000) - Education costs for Dependent Children (up to $10,000/year) - Spousal Education Benefit (up to $15,000) - Home Alteration and Vehicle Modification - Psychological Therapy (up to $5,000) - In Hospital Benefit (up to $2,500 per month) - Seat Belt Benefit (an additional 10% of the principal sum) - Day Care Benefit

AD&D Reduction: Coverage will reduce at age 65 to 25% of the face value and terminate at age 75.

BENEFIT DETAILS FOR Plasticair EMPLOYEES

DEPENDENTS LIFE INSURANCE

Benefit: $10,000 of Life Insurance coverage for the spouse of the insured. $5,000 coverage for each child of the insured. The face amount is payable in the event of death at any time or place from any cause.

Beneficiary The employee is the beneficiary of any insurance benefits payable under this coverage.

Conversion If an employee's coverage ends, a spouse may apply for an individual policy of life insurance without medical evidence as long as written application is submitted and the first premium is paid within 31 days of the date of termination of the employee's coverage. The alternative policies include any plan, other than term insurance, offered by the Insurance Company.

Extension of Benefit If a spouse dies within 31 days of the termination of the insurance under this benefit, the amount of life insurance the spouse was eligible to convert will be payable.

BENEFIT DETAILS FOR Plasticair EMPLOYEES

EXTENDED HEAL TH (Option: V86)

Benefit: 80% coverage of prescription drugs listed on the ASSURE National Formulary, 50% drug coverage if not listed, up to a maximum of $2,500 per person per year. 100% coverage for all other benefits. There is no deductible. There is no overall maximum though specific benefits may have annual or lifetime limits. Prescription Drugs:

- up to $2,500 /person/calendar year. Fertility drugs; smoking cessation aids; erectile dysfunction drugs/items; travel vaccines; and drugs, injections or products for treatment of obesity are not covered. The plan substitutes generic equivalents whenever possible.

- prescription drug purchases are processed at the pharmacy using the ASSURE card. Extended Health Benefits:

- Paramedical services up to $300/specialty/person/calendar year. Includes chiropractors; podiatrists/chiropodists; naturopaths; osteopaths; acupuncturists; physiotherapists; clinical dieticians; audiologists and massage therapists.

- Paramedical services up to $600/specialty/person/calendar year. Includes psychologists/social workers and speech therapists.

- Semi-private I convalescent hospital. - Ambulance (ground: unlimited I air: $4,000 maximum). - Eye exams up to $75/adult every 24 months; $75/child every 12 months. - Nursing care up to $25,000/person/24 months. - Hearing aids up to $500/person every 48 months. - Medical Equipment, up to $2,000* per year, including: wheelchairs, respirators, oxygen, hospital

beds, breast prosthesis, artificial limbs, eyes, braces for limb truss, walking aids, diabetic, colostomy and ileostomy supplies. (*some items may have annual, lifetime or other limits)

- Orthotics up to $200/person/calendar year. - Orthopedic shoes ( custom designed) up to $225/person/calendar year. -Travel costs for medically necessary treatments, up to $750/person every 24 months. - Dental repairs as a result of an accident while insured ($2, 000 per year). - Preferred Vision Care discount of up to 20% at select retailers.

Vision Care: - maximum benefit is $200 per person. The maximum applies to any 24 month period for adults, and

any 12 month period for children.

Medical Emergency Assistance I Travel Health Benefits: - 24 hour emergency assistance finding medical help abroad, including emergency medical payments

and evacuation, where required. - hospital and physician charges for emergency treatment outside Canada.

24-month Survivor Benefit for a deceased employee's insured spouse and dependents.

This summary provides a general overview of the key features of your Health Benefits. Some restrictions may apply.

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BENEFIT DETAILS FOR Plasticair EMPLOYEES

DENTAL (Option: 040) Benefit: 80% coverage of Basic services with a $25 single I $50 family calendar year deductible. Benefits are based on your Province's current Dental Fee Guide and have a $1,000 maximum per person per calendar year. Covered Procedures: Basic services covered at 80%:

- Recall Exams (Check-up) - once every 9 months - Complete Exams (Dental history) - once every 3 years - Tests, lab exams, treatment planning - Fluoride treatments - 2 times per calendar year - Polishing - 1 unit, 2 times per year - Scaling - 2 units, 2 times per year - X-rays including 1 full mouth series and panoramic film every 24 months - Consultations I Pit and fissure sealants - Space maintainers for children - Fillings (nonbonded, composite, acrylic & silicate) - Extractions of impacted teeth and simple extractions - Oral surgery and general anesthesia - Relining and rebasing of dentures - Repairs to dentures I fixed bridgework

Endodontic and Periodontal services are not covered.

24-month Survivor Benefit for a deceased employee's insured spouse and dependents.

This summary provides a general overview of the key features of your Dental Benefits. Some restrictions may apply.