Emil Anderson Maintenance Co. Ltd. - BC Government and Service ...

COLLECTIVE AGREEMENTbetween theEMIL ANDERSON MAINTENANCE CO. LTD.(Contract Area 7)and theB.C. GOVERNMENT AND SERVICEEMPLOYEES’ UNION (BCGEU)Effective from November 1, 2006 to October 31, 201190403v1 1010-195

TABLE OF CONTENTSDEFINITIONS ..................................................................................................................................... 1ARTICLE 1 - PREAMBLE................................................................................................................ 31.1 Purpose of Agreement ................................................................................................ 31.2 Future Legislation....................................................................................................... 31.3 Conflict With Policy................................................................................................... 31.4 Singular and Plural/Gender ........................................................................................ 31.5 Human Rights and Employment Standards Act ........................................................ 3ARTICLE 2 - UNION RECOGNITION AND RIGHTS ............................................................... 32.1 Bargaining Unit Defined ............................................................................................ 32.2 Bargaining Agent Recognition................................................................................... 42.3 Correspondence .......................................................................................................... 42.4 No Other Agreement .................................................................................................. 42.5 No Discrimination for Union Activity ....................................................................... 42.6 Recognition of Stewards............................................................................................. 42.7 Union Bulletin Boards................................................................................................ 52.8 Union Insignia............................................................................................................. 52.9 Right to Refuse to Cross Picket Lines........................................................................ 52.10 Time Off for Union Business ..................................................................................... 52.11 Union Bargaining Committee .................................................................................... 62.12 Office Use/Union Representatives............................................................................. 62.13 Emergency Services.................................................................................................... 62.14 No Interruption of Work............................................................................................. 6ARTICLE 3 - UNION SECURITY ................................................................................................... 6ARTICLE 4 - CHECK-OFF OF UNION DUES ............................................................................. 74.1 Union Dues and Assessments..................................................................................... 7ARTICLE 5 - EMPLOYER AND UNION TO ACQUAINT NEW EMPLOYEES................... 7ARTICLE 6 - EMPLOYER RIGHTS .............................................................................................. 86.1 Employer Recognition................................................................................................ 86.2 Bargaining Unit Work ................................................................................................ 8ARTICLE 7 - EMPLOYER/UNION RELATIONS ....................................................................... 87.1 Union and Employer Representation ......................................................................... 87.2 Technical Information ................................................................................................ 87.3 Labour/Management Committee................................................................................ 8ARTICLE 8 - GRIEVANCE PROCEDURE................................................................................... 88.1 Grievances................................................................................................................... 88.2 Step 1........................................................................................................................... 98.3 Step 2........................................................................................................................... 98.4 Time Limit to Submit to Arbitration.......................................................................... 98.5 Policy Grievance......................................................................................................... 98.6 Suspension or Dismissal............................................................................................. 98.7 Time Limits................................................................................................................. 98.8 Administrative Provisions .......................................................................................... 98.9 Technical Objections ................................................................................................ 108.10 Deviation from Grievance Procedure....................................................................... 108.11 Effective Date of Settlements................................................................................... 10ARTICLE 9 - ARBITRATION........................................................................................................ 109.1 Notification ............................................................................................................... 10(i)

9.2 Pre-Arbitration Meeting ........................................................................................... 109.3 Decision of the Arbitrator......................................................................................... 119.4 Time Limit for Decision........................................................................................... 119.5 Costs.......................................................................................................................... 119.6 Expedited Arbitration ............................................................................................... 119.7 Amending Time Limits ............................................................................................ 11ARTICLE 10 - DISMISSAL, SUSPENSION AND DISCIPLINE.............................................. 1210.1 Burden of Proof ........................................................................................................ 1210.2 Right to Steward ....................................................................................................... 1210.3 Right to Grieve Other Disciplinary Action .............................................................. 1210.4 Dismissal................................................................................................................... 1210.5 Suspension ................................................................................................................ 1210.6 Dismissal and Suspension Grievance....................................................................... 1210.7 Probationary Period .................................................................................................. 1210.8 Personnel File............................................................................................................ 1310.9 Abandonment of Position ......................................................................................... 1310.10 Administration of Discipline .................................................................................... 13ARTICLE 11 - SENIORITY............................................................................................................ 1311.1 Service Seniority Defined......................................................................................... 1311.2 Seniority Lists ........................................................................................................... 1411.3 Loss of Seniority for a Regular Employee............................................................... 1411.4 Loss of Seniority for an Auxiliary Employee.......................................................... 1411.5 Re-employment......................................................................................................... 15ARTICLE 12 - PROMOTIONS, VACANCIES AND JOB POSTINGS ................................... 1512.1 Job Posting Information............................................................................................ 1512.2 Filling of Regular Vacancies.................................................................................... 1512.3 Notification of Unsuccessful Applicants and Grievance Process ........................... 1512.4 Interview Expenses................................................................................................... 1612.5 Trial Period ............................................................................................................... 1612.6 Filling of Temporary Vacancies............................................................................... 1612.7 Union Observer......................................................................................................... 17ARTICLE 13 - LAYOFF AND RECALL ...................................................................................... 1713.1 Regular Complement Employees............................................................................. 1713.2 Options upon Layoff................................................................................................. 1713.3 Recall of Employees................................................................................................. 1813.4 Relocations of a Temporary Nature ......................................................................... 1813.5 Yard Closure ............................................................................................................. 1913.6 Benefit Reinstatement............................................................................................... 1913.7 Transfer Without Posting.......................................................................................... 19ARTICLE 14 - HOURS OF WORK ............................................................................................... 1914.1 Hours of Work .......................................................................................................... 1914.2 Hours of Work, Shift Schedules, and Starting and Finishing Times ...................... 1914.3 Conversion of Hours................................................................................................. 1914.4 Rest Periods .............................................................................................................. 2014.5 Standby Provisions ................................................................................................... 2014.6 Meal Periods ............................................................................................................. 2014.7 Shift Changes............................................................................................................ 2114.8 Days of Rest.............................................................................................................. 2114.9 Split Shifts................................................................................................................. 2114.10 Employees Working Away from their Point of Assembly...................................... 21(ii)

ARTICLE 15 - SHIFT WORK ........................................................................................................ 2115.1 Definition of Shifts and Unsociable Hours Premium.............................................. 2115.2 Shift Premium Entitlement....................................................................................... 2215.3 Notice of Work Schedules........................................................................................ 2215.4 Exchange of Shifts.................................................................................................... 2215.5 Rotation of Shifts...................................................................................................... 2215.6 Short Changeover Premium ..................................................................................... 2215.7 Winter Weekend Shifts for Mechanics and Apprentices......................................... 2315.8 Winter Shift for Highways Maintenance Crews...................................................... 2315.9 Copies of Shift Schedules to the Union ................................................................... 23ARTICLE 16 - OVERTIME ............................................................................................................ 2316.1 Definitions................................................................................................................. 2316.2 Overtime Entitlement................................................................................................ 2316.3 Sharing of Overtime ................................................................................................. 2316.4 Overtime Compensation........................................................................................... 2416.5 Overtime Allowance................................................................................................. 2416.6 No Layoff to Compensate for Overtime .................................................................. 2416.7 Right to Refuse Overtime......................................................................................... 2416.8 Overtime for Part-time Employees .......................................................................... 2416.9 Callout Provisions..................................................................................................... 2516.10 Rest Interval After Overtime.................................................................................... 2516.11 Method of Compensation ......................................................................................... 2516.12 Overtime Authorization............................................................................................ 26ARTICLE 17 - PAID HOLIDAYS .................................................................................................. 2617.1 Paid Holidays............................................................................................................ 2617.2 Holiday Falling on a Saturday or Sunday ................................................................ 2617.3 Holiday Falling on a Day of Rest............................................................................. 2717.4 Holiday Falling on a Scheduled Workday ............................................................... 2717.5 Holiday Coinciding with a Day of Vacation............................................................ 2717.6 Christmas or New Year's Day Off............................................................................ 2717.7 Paid Holiday Pay ...................................................................................................... 2717.8 Workday Scheduled on a Paid Holiday ................................................................... 27ARTICLE 18 - ANNUAL VACATIONS........................................................................................ 2718.1 Annual Vacation Entitlement ................................................................................... 2718.2 Vacation Earnings for Partial Years......................................................................... 2818.3 Vacation Scheduling................................................................................................. 2818.4 Vacation Pay ............................................................................................................. 2918.5 Approved Leave of Absence With Pay During Vacation ....................................... 3018.6 Vacation Carryover................................................................................................... 3018.7 Call Back from Vacation .......................................................................................... 3018.8 Vacation Leave on Retirement................................................................................. 3018.9 Vacation Credits Upon Death................................................................................... 30ARTICLE 19 - SHORT-TERM ILLNESS AND INJURY AND LONG-TERMDISABILITY................................................................................................................................. 30ARTICLE 20 - SPECIAL AND OTHER LEAVE ........................................................................ 3120.1 Bereavement Leave .................................................................................................. 3120.2 Special Leave............................................................................................................ 3120.3 Family Illness............................................................................................................ 3120.4 Full-Time Union or Public Duties............................................................................ 3220.5 Leave for Court Appearances................................................................................... 32(iii)

20.6 Leave for Writing Examinations .............................................................................. 3220.7 Leave for Taking Courses ........................................................................................ 3220.8 Educational Leave .................................................................................................... 3320.9 Elections.................................................................................................................... 3320.10 General Leave ........................................................................................................... 3320.11 Leave for Medical and Dental Care ......................................................................... 3320.12 Maximum Leave Entitlement................................................................................... 3320.13 Emergency Service Leave ........................................................................................ 3320.14 Donor Leave.............................................................................................................. 3320.15 Other Religious Observances ................................................................................... 34ARTICLE 21 - PREGNANCY, PARENTAL AND ADOPTION LEAVE................................ 3421.1 Pregnancy Leave....................................................................................................... 3421.2 Parental Leave........................................................................................................... 3421.3 Benefit Continuation................................................................................................. 3421.4 Extension of Leaves.................................................................................................. 3521.5 Entitlements Upon Return to Work.......................................................................... 3521.6 Deemed Resignation................................................................................................. 35ARTICLE 22 - OCCUPATIONAL HEALTH AND SAFETY.................................................... 3522.1 Statutory Compliance ............................................................................................... 3522.2 Safety Program ......................................................................................................... 3522.3 Local Occupational Health and Safety Committee.................................................. 3522.4 Unsafe Work Conditions .......................................................................................... 3622.5 Injury Pay Provision ................................................................................................. 3622.6 Transportation of Accident Victims......................................................................... 3622.7 Investigation of Accidents........................................................................................ 3622.8 Occupational First Aid Requirements and Courses................................................. 3722.9 Unresolved Safety Issues.......................................................................................... 3822.10 Video Display Terminals.......................................................................................... 3822.11 Dangerous Goods, Special Wastes, Pesticides and Harmful Substances................ 3822.12 Radio Contact or Employee Check .......................................................................... 3822.13 Working Alone ......................................................................................................... 3822.14 Level I First Aid Course ........................................................................................... 3822.15 Hearing Examinations .............................................................................................. 3922.16 Training Programs for Occupational Health and Safety Committee Members...... 3922.17 Communicable Diseases........................................................................................... 3922.18 Skin Protection From Ultra Violet Radiation .......................................................... 3922.19 Committee Preparation............................................................................................. 4022.20 Hazardous Assessment ............................................................................................. 4022.21 Workplace Hazardous Materials Information System (WHMIS)........................... 40ARTICLE 23 - TECHNOLOGICAL CHANGE........................................................................... 4023.1 Recognition of Technological Change..................................................................... 4023.2 Notice of Technological Change.............................................................................. 4023.3 Waiving of Notice..................................................................................................... 4123.4 Disputes Resolved .................................................................................................... 41ARTICLE 24 - CONTRACTING.................................................................................................... 4124.1 Contracting Out......................................................................................................... 4124.2 No Contracting Out Which Results in Layoff ......................................................... 4124.3 Contracting In ........................................................................................................... 4124.4 Warranty Work ......................................................................................................... 4124.5 Repair and Service.................................................................................................... 42(iv)

ARTICLE 25 - HEALTH AND WELFARE BENEFITS ............................................................ 4225.1 Eligibility .................................................................................................................. 4225.2 Short Term Illness and Injury Plan........................................................................... 4225.3 Basic Medical Insurance........................................................................................... 4225.4 Extended Health Care Plan....................................................................................... 4225.5 Dental Plan................................................................................................................ 4225.6 Group Life and Accidental Death and Dismemberment ......................................... 4325.7 Doctor's Certificate of Inability to Work ................................................................. 4325.8 Medical Examination................................................................................................ 4325.9 Long-term Disability ................................................................................................ 4325.10 Benefits While on STIIP or LTD ............................................................................. 4325.11 Employer to Provide Coverage ................................................................................ 4425.12 Workers' Compensation Benefits/ICBC Claims...................................................... 4425.13 Employee Referral Program..................................................................................... 4425.14 Continuation of Benefits........................................................................................... 4425.15 Sick Leave Credits.................................................................................................... 4425.16 Copies of the Benefit Plan........................................................................................ 4425.17 Benefit Carriers......................................................................................................... 45ARTICLE 26 - EMPLOYEE EQUIPMENT AND CLOTHING................................................ 4526.1 Protective Clothing ................................................................................................... 4526.2 Safety Equipment...................................................................................................... 4526.3 Lockers...................................................................................................................... 4526.4 Purchase of Work Clothing ...................................................................................... 4526.5 Tools.......................................................................................................................... 4526.6 Comprehensive Insurance ........................................................................................ 4626.7 Footwear Allowance................................................................................................. 46ARTICLE 27 - PAYMENT OF WAGES AND ALLOWANCES............................................... 4627.1 Equal Pay .................................................................................................................. 4627.2 Paydays ..................................................................................................................... 4627.3 Rates of Pay .............................................................................................................. 4727.4 Substitution Pay ........................................................................................................ 4727.5 Rate of Pay on Reclassification or Promotion ......................................................... 4727.6 Pay on Temporary Assignment ................................................................................ 4727.7 Wage Protection and Downward Reclassification of Position................................ 4827.8 Vehicle Allowance.................................................................................................... 4827.9 Meal Allowances ...................................................................................................... 4827.10 Expenses.................................................................................................................... 4827.11 Abnormal Working Conditions................................................................................ 4827.12 Upgrading Qualifications ......................................................................................... 4827.13 Accommodation, Board and Lodging...................................................................... 4827.14 Relocation Expenses................................................................................................. 4927.15 Retirement Allowance .............................................................................................. 4927.16 Telephone Allowance............................................................................................... 4927.17 Work Time Records.................................................................................................. 4927.18 Training Allowance .................................................................................................. 49ARTICLE 28 - CLASSIFICATION SPECIFICATIONS............................................................ 4928.1 Classification Specifications .................................................................................... 4928.2 Classification and Salary Adjustments..................................................................... 4928.3 Reclassification Procedure ....................................................................................... 50ARTICLE 29 - APPRENTICESHIP PROGRAM ........................................................................ 5029.1 Administration and Implementation of Apprenticeship Programs.......................... 50(v)

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 1For the purpose of this Agreement:DEFINITIONS(1) "Bargaining unit" means all employees of the maintenance contractor except those excluded bymutual agreement between the parties to this Agreement. If mutual agreement cannot be reached eitherparty may refer the matter to arbitration.(2) "Bargaining unit work" means all work and contracting work performed by the Employer and allroad and bridge maintenance work required by the Province of BC.(3) "Basic pay" means the rate of pay negotiated by the parties to this Agreement, includingadd-to-pay resulting from salary protection.(4) "Child" wherever the word "child" is used in this Agreement, it shall be deemed to include a wardof the Superintendent of Family and Child Services, or a child of a spouse;(5) "Classification Series" is a grouping of similar occupations performing a variety of seem-skilledand skilled duties.(6) "Contract Area" means the geographic maintenance area as negotiated between the Employer andthe Province of BC.(7) "Day of rest", in relation to an employee, means a day other than a holiday on which an employeeis not ordinarily required to perform the duties of his/her position.(8) "Demotion" means a change from an employee's position to one with a lower salary.(9) "Early Retirement" means the earliest date that an employee may retire in accordance with theprovisions of the Pension Plan.(10) "Employee" means a member of the bargaining unit and includes;(a) "Regular" meaning an employee who is employed for work which is of a continuousfull-time or continuous part-time nature.(b) "Auxiliary" meaning an employee who is employed for work which is not of a continuousnature."employee" does not include managerial or confidential positions mutually excluded by theparties to this Agreement.(11) "Employer" means the incumbent highways maintenance contractor.(12) "Holiday" means the 24-hour period commencing at 00:01 hours of a day designated as a paidholiday in this Agreement.(13) "Hours of Operation" are the hours established by the Employer to provide adequate service tothe public and to fulfil the terms of their contract with the BC Government.(14) "Hours travelled" means hours spent travelling from point to point on an hourly or daily basislaid down by the Employer and does not include meal breaks, lodging time, or time spent other thantravelling.(15) "Lateral Transfer" or "transfer" means the movement of an employee from one position toanother which does not constitute a promotion or demotion.(16) "Layoff" includes a cessation of employment or elimination of a job resulting from a reduction ofthe amount or work required to be done by the Employer, a reorganization, program termination, closureor other material change in organization.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 42.2 Bargaining Agent RecognitionThe Employer recognizes the B.C. Government and Service Employees' Union as the exclusivebargaining agent for all employees in the bargaining unit.2.3 Correspondence(a) The Employer agrees that all correspondence between the Employer and the Union related tomatters covered by this Agreement shall be sent to the President of the Union or his/her designate.(b) The Union agrees that all correspondence between the Union and the Employer related to matterscovered by this Agreement shall be sent to the President of the Company or his/her designate.(c) The parties agree that a copy of any correspondence between one party and any employee in thebargaining unit covered by this Agreement pertaining to the interpretation of this Agreement shall beforwarded to the other party's appropriate designate.2.4 No Other AgreementNo employee covered by this Agreement shall be required or permitted to make a written or oralagreement with the Employer or its representatives which may conflict with the terms of this Agreement.2.5 No Discrimination for Union ActivityThe Employer and the Union agree that there shall be no discrimination, interference, restriction, orcoercion exercised or practised with respect to any employee for reason of membership or activity in theUnion.2.6 Recognition of Stewards(a) The Employer recognizes the Union's right to select stewards to represent employees. TheEmployer and the Union will agree on the number of stewards, taking into account both operational andgeographic considerations. All stewards shall be bargaining unit employees of the Employer.(b) The Union agrees to provide the Employer with a list of the employees designated as stewards foreach jurisdictional area.(c) A steward, or his/her alternate, shall obtain the permission of his/her immediate supervisor beforeleaving his/her work to perform his/her duties as a steward. Leave for this purpose shall be with pay.Such permission shall not be unreasonably withheld. On resuming his/her normal duties, the stewardshall notify his/her supervisor.(d)The duties of stewards shall include:(1) investigation of complaints of an urgent nature;(2) investigation of grievances and assisting any employee in presenting a grievance inaccordance with the grievance procedure;(3) supervision of ballot boxes and other related functions during union votes;(4) attending meetings at the request of the Employer.(e) Subject to a recognized lack of other facilities, the Employer will not unreasonably withholdapproval to utilize employer assembly rooms for the purpose of the election of a union steward on theemployee's time or for union worksite meetings. This clause is subject to the availability of a suitableemployee, who shall accept responsibility for the care of equipment and facilities in the place of workwhile the election is being conducted.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 6(e) Chief Stewards - leave of absence with basic pay, benefits and without loss of seniority will begranted to two chief stewards for up to a combined maximum of six days per year to deal withcollective agreement related problems on the worksites within the Contract Area. Further leaves will begranted as required as per Clause 2.10(a)(2).(f)The Employer agrees that any of the above leaves of absence shall not be unreasonably withheld.2.11 Union Bargaining CommitteeThe Union's Bargaining Committee shall consist of up to three employees and leave of absence withcurrent pay will be granted to three employees in order for them to be present at negotiation meetingswith the Employer. The Union shall have the right to have, at any time, the assistance of members or thestaff of the Union when negotiating with the Employer. The leave shall apply to days of negotiation,including the day immediately after the final bargaining session if it is a scheduled workday.2.12 Office Use/Union Representatives(a) Union representatives shall be permitted entry to the Employer's premises in order to carry outtheir required duties. Union representatives shall notify the designated supervisor in advance of thisrequirement and shall also indicate the purpose for entering. Union representatives shall not interferewith the operational requirements of the Employer.(b) The Employer shall make available to union representatives, temporary use of an office or similarfacility to conduct confidential investigation of grievances.(c)Union representatives include the President, staff, stewards and executive members.(d) The Employer shall allow reasonable use of assembly rooms or similar facilities for the purposeof conducting union meetings on the employee's time. Union representatives shall be allowedreasonable use of the Employer's telephone and facsimile machines for the purpose of conducting unionbusiness on the employee's time, provided it does not result in increased costs to the Employer.2.13 Emergency ServicesThe parties recognize that, in the event of a strike or lockout, situations may arise of an emergency nature.To this end, the Employer and Union agree to provide services of an emergency nature.2.14 No Interruption of WorkThe parties agree there will be no strike or lockout during the term of this Agreement.ARTICLE 3 - UNION SECURITY(a) All employees in the bargaining unit who on April 1, 1992, were members of the Union orthereafter become members of the Union shall, as a condition of employment, maintain suchmembership (subject only to the provisions of Section 17 of the Labour Relations Code).(b) All employees hired on or after April 1, 1992, shall, as a condition of continued employment,become members of the Union, and maintain such membership, upon completion of 30 days as anemployee (subject only to the provisions of Section 17 of the Labour Relations Code).

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 8first 30 days of employment for the purpose of acquainting the new employee with the benefits and dutiesof union membership and the employee's responsibilities and obligations to the Employer and the Union.6.1 Employer RecognitionARTICLE 6 - EMPLOYER RIGHTSThe Union recognizes the right of the Employer to operate and manage its business in all respects exceptas otherwise specified in this Agreement.6.2 Bargaining Unit WorkManagement shall not perform bargaining unit work except for the instruction of employees,familiarization of new equipment, demonstrating or in emergencies until bargaining unit employees areavailable. In the case of an emergency, bargaining unit members will be called to work immediately andManagement will cease to perform unit work when bargaining unit employees in sufficient numbersarrive on the scene.7.1 Union and Employer RepresentationARTICLE 7 - EMPLOYER/UNION RELATIONSNo employee or group of employees shall undertake to represent the Union at meetings with theEmployer without the proper authorization of the Union. To implement this the Union shall supply theEmployer with the names of its officers and similarly, the Employer shall supply the Union with a list ofits supervisory or other personnel with whom the Union may be required to transact business.7.2 Technical InformationThe Employer agrees to provide to the Union such information that is reasonably available relating toemployees in the bargaining unit, as may be required by the Union for collective bargaining purposes.7.3 Labour/Management Committee(a) The Employer and the Union agree to establish a Labour/Management Committee comprised ofan equal number of employer and union representatives. The Committee shall meet at the request ofeither party, but not more than once per month, at a place and time to be mutually agreed.(b) The Committee shall be co-chaired by an employer and union representative. The purpose of themeetings shall be to exchange information of mutual interest, to review administrative matters arisingfrom this Agreement, and to maintain effective union/employer relations. Any discussions ofgrievances, as defined by this Agreement, shall be treated strictly on a "without prejudice" basis.(c) The Committee will be responsible for recommending an annual training program pursuant toArticle 31.(d) The Joint/Labour Management Committee union representatives shall be the Union BargainingCommittee or designate(s) and the local union area staff representative or designate.8.1 GrievancesARTICLE 8 - GRIEVANCE PROCEDUREShould a dispute arise respecting the interpretation, application, operation, or any alleged violation of thisAgreement, including any question as to whether a matter is arbitrable, or the dismissal, discipline, or

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 9suspension of an employee bound by this Agreement, an earnest effort shall be made to settle the disputein the manner described in this article.8.2 Step 1Every effort shall be made by an employee and his/her immediate supervisor to resolve the issue verbally.An employee shall have the right to have his/her steward present at such a discussion. If unresolved, anemployee may, within 21 calendar days of first becoming aware of the action or circumstance giving riseto the grievance, submit a grievance in writing to the Employer's designate. The Employer's designate willsign and date the grievance form to confirm receipt.8.3 Step 2The Employer's designate shall meet (teleconference acceptable) with the Union's designate within 15calendar days after receipt of the grievance. This meeting may be waived by mutual agreement. TheEmployer's designate shall reply in writing to the employee's grievance within 21 days of receiving thegrievance at Step 2.8.4 Time Limit to Submit to ArbitrationFailing satisfactory settlement at Step 2, the Union's area staff representative may submit the grievance toarbitration within 21 calendar days of the date of receipt of the Employer's Step 2 reply or of the date itwas due. The Union's area staff representative may:(a)(b)submit the grievance to arbitration;make application under Section 87 of the Labour Relations Code for a settlement officer;(c) where Section 87 is used, the 21 day requirement to file the grievance at arbitration shallcommence from the date of the hearing with the Settlement Officer.8.5 Policy GrievanceEither party may submit a policy grievance respecting the general application, interpretation, or an allegedviolation of an article of this Agreement, within 21 calendar days of the occurrence or first becomingaware of the action or circumstance giving rise to the grievance, at arbitration pursuant to Clause 9.1.8.6 Suspension or DismissalIn the event of a grievance arising from an employee's suspension or dismissal for just cause, theEmployer agrees to notify the employee in writing setting out the grounds for the Employer's action. Acopy of the notice will be sent to the Union's designate. Grievances arising from suspension or dismissalshall be filed at Step 2 of the grievance procedure.8.7 Time LimitsShould either party exceed the time limits set out in this article, or fail to request an extension of the timelimits, in writing, within the time limits, the party exceeding the time limits must concede the grievance.If a grievance is not initiated in accordance with the prescribed time limits, such grievance shall bedeemed to be abandoned by the Union. However, the Union will not be deemed to have prejudiced itsposition on any future grievance. Notwithstanding the above, the parties may agree in writing to extendtime limits by mutual agreement.8.8 Administrative ProvisionsGrievances and replies at Steps 1 and 2 of the grievance procedure, which are required in writing, shall besent by registered mail, facsimile transmission, or other mutually agreeable means. Written replies andnotification shall be deemed to be presented on the date which they are registered, sent by facsimile

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 10transmission, or accepted by a courier and received on the day they were delivered or received byfacsimile transmission in the appropriate office. Receipt of facsimile transmissions must be confirmed bythe appropriate office in which they are received.8.9 Technical ObjectionsNo grievance shall be defeated merely because of a technical error, other than time limitations in theprocessing of the grievance through the grievance procedure. To this end, an arbitrator shall have thepower to waive formal procedural irregularities in the processing of the grievance in order to determinethe real matter in dispute.8.10 Deviation from Grievance Procedure(a) The Employer agrees that after a grievance has been initiated in writing at Step 1, no discussionwill be entered into respecting the grievance, with the aggrieved employee, without the consent of theUnion.(b) In the event that, after having initiated a grievance through the grievance procedure, an employeeendeavours to pursue the same grievance through another channel, the Union agrees the grievance willbe considered abandoned.8.11 Effective Date of SettlementsSettlements reached at any step of the grievance procedure in this article, other than Clause 8.5, shall beapplied retroactively to the date of the occurrence of the action or situation which gave rise to thegrievance, but not prior to the effective date of the Agreement in effect at the time of the occurrence orthe date set by an arbitrator.9.1 NotificationARTICLE 9 - ARBITRATIONPursuant to Clauses 8.4, 8.5, and 8.6, the Union's area staff representative may submit a grievance toarbitration. Such submission shall be filed within 21 days of the date of receipt of the Employer's Step 2response, or within 21 days of the date it was due, or within 21 days of the alleged violation.9.2 Pre-Arbitration MeetingThe President of the Company or his/her designate shall meet (teleconference acceptable) with theUnion's representative within 15 days of receipt of the Union's notice of intent to arbitrate at which timethe parties will attempt to resolve the grievances or, alternatively, explore common ground respecting thematter and agree upon an arbitrator as selected from the following list:• Colin Taylor• Rory McDonald• Marguerite Jackson• Ron Keras• Robert Blasina• Wayne MooreThe Arbitrator shall be selected on a rotational basis in the above order, provided he/she is available toconvene a hearing within 30 days. Should none of the arbitrators be available within the 30 day period,then the parties may by mutual agreement select an alternative arbitrator.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 119.3 Decision of the ArbitratorThe decision of the Arbitrator shall be final, binding, and enforceable on the parties. The Arbitrator shallhave the power to dispose of a grievance by any arrangement deemed just and equitable. However, theArbitrator shall not have the power to change this Agreement by altering, modifying, or amending anyprovision.9.4 Time Limit for DecisionAn arbitrator shall render a written decision to the parties within 30 calendar days of the date thearbitration hearing is concluded. This time period may be altered by consent of the parties. Pursuant tothis clause, an arbitrator shall agree to the terms and conditions as set out in Appendix 8 - Arbitrator'sAgreement.9.5 CostsThe parties to this Agreement shall jointly bear the cost of the Arbitrator and each of the parties shall bearthe cost of its own representatives and witnesses.9.6 Expedited Arbitration(a) All grievances shall be considered suitable for and resolved by expedited arbitration pursuant toSection 105 of the Labour Relations Code, except grievances in the nature of:(1) policy grievances;(2) grievances requiring substantial interpretation of a provision of the Agreement;(3) grievances requiring presentation of extrinsic evidence.By mutual agreement, a grievance falling into any of these categories may be placed into the expeditedarbitration process.(b) Should Section 105 not be available to the parties, an arbitrator shall be selected on a rotationalbasis from the list contained in Clause 9.2. Should none of the arbitrators be available to convene ahearing within 30 days period then the parties may by mutual agreement select an alternative arbitrator.(c) The Arbitrator shall hear the grievances and shall render a decision within two working days ofsuch hearings. No written reasons for the decision shall be provided beyond that which the Arbitratordeems appropriate to convey a decision.(d) Arbitration awards shall be of no precedential value and shall not thereafter be referred to by theparties in respect of any other such matter.(e)All settlements of expedited arbitration cases prior to hearing shall be without prejudice.(f) A grievance determined by either party to fall within one of the categories listed in (a) above maybe removed from the expedited arbitration process at any time prior to hearing and forwarded to aregular arbitration hearing pursuant to Clause 9.2.(g) The parties shall equally share the cost of the fees and expenses of the Arbitrator and hearingrooms. In the event that either party delays or cancels such that a cancellation fee is charged by theArbitrator or by the facility in which the hearing is booked, the party cancelling shall be fullyresponsible for such fees(s).9.7 Amending Time LimitsThe time limits fixed in the arbitration procedure may be altered by mutual consent of the parties but thesame must be in writing.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 1210.1 Burden of ProofARTICLE 10 - DISMISSAL, SUSPENSION AND DISCIPLINEIn all cases of discipline, the burden of proof of just cause shall rest with the Employer.10.2 Right to Steward(a) An employee will be advised in advance of the subject or purpose of any meeting with theEmployer which may be the basis of disciplinary action in order for the employee to contact a stewardand have the steward present if he/she feels it necessary.(b) A steward will be advised in advance of the subject or purpose of any meeting with the Employerwhich may be the basis of disciplinary action against the steward in order for the steward to contact aunion representative and have the union representative present if he/she feels it necessary.(c) Where contacting a steward or union representative referred to in Clauses 10.2(a) and (b) abovewould result in an undue delay, an employee may request an alternate steward or representative attendmeetings which may be the basis of disciplinary action.10.3 Right to Grieve Other Disciplinary ActionDisciplinary action grievable by the employee shall include written censures, letters of reprimand, andadverse reports or employee appraisals. An employee shall be given a copy of and shall signacknowledging receipt of any such document placed on the employee's file which might be the basis ofdisciplinary action. Where an employee refuses to sign such a document, the steward shall be authorizedto acknowledge that the employee has been made aware of it. Should an employee dispute any such entryin his/her file, he/she shall be entitled to recourse through the grievance procedure and the eventualresolution thereof shall become part of his/her personnel record. The Employer agrees not to introduce asevidence in any hearing, any document from the file of an employee, the existence of which the employeewas not aware at the time of filing.10.4 DismissalThe President of the company or his designate may dismiss any employee for just cause. Notice ofdismissal shall be in writing and shall set forth the reasons for dismissal.10.5 SuspensionThe General Manager, or any official specifically authorized by the General Manager, may suspend anemployee for just cause. Notice of suspension shall be in writing and shall set forth the reasons forsuspension. Suspensions in excess of one day will be reviewed by an excluded supervisor.10.6 Dismissal and Suspension GrievanceIn the event of a grievance arising from an employee's suspension or dismissal, the Employer agrees tonotify the employee, in writing, setting out the grounds for the Employer's action. A copy of the noticewill be sent to the Union's designate within five calendar days. Grievances arising from suspension ordismissal shall be filed at Step 2 of the grievance procedure within 21 days of the suspension or dismissal.10.7 Probationary Period(a) Each new employee shall serve a probationary period of 60 working days from date of hire duringwhich time the Employer shall assess suitability for continued employment.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 13(b) The Employer, during the probationary period may release the employee for unsuitability forcontinued employment providing the factors involved in suitability could reasonably be expected toaffect work performance.(c) Where an employee feels he/she has been aggrieved by the decision of the Employer to reject theemployee during the probationary period, the employee may file a grievance at Step 2 of the grievanceprocedure within 21 days of the date upon which the employee was notified of their rejection onprobation.10.8 Personnel FileAn employee, or the President of the Union or his/her designate, with the written authority of theemployee, shall be entitled to review the employee's personnel file(s), both paper and, if applicable,electronic, in the office in which the file is normally kept. The employee or the President, as the case maybe shall give the Employer adequate notice prior to having access to such file(s). Written censures, lettersof reprimand, adverse reports or any disciplinary action recorded on an employee's personnel file shall beremoved automatically after the expiration of 24 months from the date it was issued provided there hasnot been a further similar infraction.10.9 Abandonment of PositionAn employee who fails to report for duty for five consecutive workdays without informing the Employerof the reason for his/her absence will be presumed to have abandoned his/her position. An employee shallbe afforded the opportunity to rebut such presumption and demonstrate that there were reasonablegrounds for not having informed the Employer.10.10 Administration of DisciplineFormal discipline such as letters of suspension and letters of dismissal shall be administered by excludedpersonnel. Written censures and situations which require immediate attention will be handled by the localsupervisor whether excluded or not.11.1 Service Seniority DefinedARTICLE 11 - SENIORITY(a) Service seniority for regular employees shall be defined as the length of regular unbroken servicewith the Employer and shall include:(1) unbroken service as a regular employee with previous contractors in Contract Area 7provided they accepted regular employment with successive contractors in Area 7; and(2) unbroken service as a regular employee with the Ministry of Transportation andHighways provided they accepted regular employment with successive contractors in Area 7.(b) For the purpose of layoff and recall, an auxiliary employee who has worked in excess of 30workdays shall accumulate service seniority on the basis of the total number of straight-time hoursworked with the Employer, and shall include:(1) accumulated straight-time hours worked with previous contractors in Contract Area 7provided they accepted auxiliary employment with successive contractors in Area 7; and(2) accumulated straight-time hours worked with the Ministry of Transportation andHighways provided they accepted auxiliary employment with successive contractors in Area 7.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 14(c) When two or more employees commence work in the same classification on the same day, theorder of establishing their relative seniority shall be as follows in sequence:(1) the date of application for employment;(2) by chance on the date of hire if the date of application is the same.11.2 Seniority ListsThe Employer will prepare seniority lists semi-annually, October 1 and April 1. The information willshow each person's point of assembly, classification, regular or auxiliary status, seniority and service startdate. These lists will be posted on the appropriate bulletin boards with copies sent to the Union.In addition, should the Employer fail to maintain or extend the current maintenance contract with theProvince of BC, seniority lists shall be issued on the first day of the month preceding the expiry of themaintenance contract. Seniority lists shall include vacation credits and seniority ranking for vacationentitlement.11.3 Loss of Seniority for a Regular Employee(a)A regular employee shall lose his/her seniority with the Employer in the event that:(1) he is discharged for cause;(2) he resigns or abandons his/her position;(3) accepts a position with the Employer which is outside the bargaining unit, except fortemporary appointments for less than 45 working days. This period may be extended by mutualagreement between the parties. During this period an employee will continue to pay union dues athis/her old rate and remain a member of the bargaining unit.(4) accepts a severance payment in accordance with Article 13.(b) A regular employee on leave of absence without pay, other than leave of absence for an elected orappointed position in the Union, or leave granted under Article 21, shall not accrue seniority for leaveperiods over 30 calendar days.(c) A regular employee on a claim recognized by the Workers' Compensation Board, or an ICBCclaim, shall be credited with service seniority equivalent to what he/she would have earned had he/shenot been absent and been able to work.11.4 Loss of Seniority for an Auxiliary Employee(a)An auxiliary employee shall lose his/her seniority in the event that:(1) he is terminated for just cause;(2) he voluntarily terminates or abandons his/her position;(3) an auxiliary employee who is not recalled for a work assignment in a 10-month periodshall lose his seniority and shall be considered terminated for just cause;(4) an auxiliary employee who is unavailable for, or declines, three offers of re-employmentin a 10-month period shall lose his seniority and shall be considered terminated for just cause;(5) an auxiliary employee newly hired after September 1, 2006 shall lose seniority after sixmonths on layoff from any layoff that occurs during the first 12 months following their originaldate of hire; should such employee be rehired by the Employer after the first anniversary of theiroriginal date of hire, they will then be covered by the 10-month provision set out inClause 11.4(a)(3) above;

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 15(b) Notwithstanding Clause 11.1(b) an auxiliary employee on a claim recognized by the Workers'Compensation Board which arises out of a work-related injury while employed by the Employer or awork-related ICBC claim, shall be credited with service seniority to what he/she would have earned hadhe/she not been absent and been able to work.11.5 Re-employmentA regular employee who resigns his/her position and within 60 days is re-employed as a full-timeemployee, shall be granted leave of absence without pay covering those days absent and shall retain,effective the date of re-employment, all provisions and rights in relations to seniority and other fringebenefits.ARTICLE 12 - PROMOTIONS, VACANCIES AND JOB POSTINGS12.1 Job Posting InformationAll job postings including postings of a temporary nature shall indicate the nature of the position,qualifications and skills required, assembly point, hourly rate, whether shift work is involved, date ofposting and date of closing. A copy of the posting will be forwarded to the appropriate union area office.12.2 Filling of Regular VacanciesWhen a vacancy for a non-supervisory (excluding Sign Leadhand, TSS, TS, TLH, RF and WPApositions) position occurs as a result of the requirements of Clause 13.1(c) not being met, or when a newposition is being created, it shall be posted company-wide for 14 calendar days and shall be offered toapplicants in the following sequence:(a)(b)(c)(d)senior qualified regular employee in the classification series in seniority block;senior qualified regular employee in another classification series in seniority block;senior qualified regular employee in the classification series outside seniority block;senior qualified regular employee in another classification series outside seniority block;(e) senior qualified auxiliary employee employed by the Employer, however, relocation expenseswill not apply in this case;(f) should the process as outlined in (a) to (e) above not result in a successful applicant beingappointed, the position will be posted outside the company;The Employer agrees to fill such vacancies or new positions within 30 calendar days except in the case ofvacancies resulting from a promotion, or transfer, in which case they shall be posted after the trial periodhas elapsed, this provision will be suspended until such time as the regular complement reaches 54. TheEmployer will fill vacancies at their sole discretion until the regular complement reaches 54. When asupervisory (including Sign Leadhand, TSS, TS, TLH, RF and WPA) vacancy occurs as a result ofClause 13.1(c) not being met or when a new supervisory position is created, all selections will be made onthe basis of merit and seniority. When in the judgement of the Employer "merit" is to all intents andpurposes relatively equal between two or more qualified employees, the employee(s) having the mostseniority shall be selected to fill the position.12.3 Notification of Unsuccessful Applicants and Grievance Process(a) Unsuccessful applicants to positions will be notified of the name and classification of the successfulapplicant, with copies forwarded to the Union. An unsuccessful candidate may request an explanationfrom the supervisor by telephone of the reasons why he/she was unsuccessful, and receive an oral

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 16explanation. If a candidate wishes the reasons in writing, his/her request must be in writing to thesupervisor. Within seven calendar days of receipt of the employee request, the supervisor will reply to theemployee. Where no written requests have been received by the supervisor within 14 calendar days of thedate of the notice being sent to the Union, the successful applicant shall be awarded the position.(b) Grievances must be filed at Step 2 within seven calendar days of receipt of the Supervisor's reply.Where a grievance has been filed, no permanent placement shall take place until the grievance has beenresolved. The Employer may temporarily award the position subject to the resolution of any grievance.12.4 Interview ExpensesApplicants for a posted position shall be granted leave of absence with current pay as required for aninterview. The applicant will have his/her travelling, accommodation and meal expenses paid.12.5 Trial PeriodWhere a bargaining unit employee is promoted, he/she will be placed on trial for 45 working days, andupon satisfactory completion of the trial period will be confirmed in the position in writing by theEmployer. If an employee is unable to perform the duties of the new position, he/she will be returned tothe former position held. Any other employee(s) transferred or promoted as a result of the original jobposting will also be returned to their former status. Where minimal specialized training is required, it shallbe provided within the trial period.12.6 Filling of Temporary Vacancies(a) If the provisions of Clause 13.1(c) are not met, the Employer shall fill vacancies of a temporarynature created as a result of a regular employee using any provision of this Collective Agreement (withthe exception of annual vacation or CTO) which results in an absence which exceeds 30 calendar days.(b) Where a temporary vacancy occurs pursuant to Clause 12.6 (a) above, the Employer shall onthe 29 th day offer the position to employees within the seniority block as follows:(1) senior qualified regular employee in the classification series;(2) senior qualified auxiliary employee.(c) Where subsequent vacancies are created as a result of Clause 12.6(b), the Employer agrees to fill thosevacancies immediately and shall offer those positions to employees within the seniority block as follows:(1) senior qualified regular employee in the classification series;(2) senior qualified auxiliary employee.(d) It is understood that employees who fill vacancies temporarily shall return to their former positionand status should the employee referred to in Clause 12.6(a) return to their regular position.(e) Vacancies created as a result of a regular employee's absence on Long-term Disability orWorkers' Compensation shall be considered a regular vacancy for the purpose of Clause 12.2 on thedate the employee is determined to be totally and permanently disabled from his/her own occupation.Note: Clause 12.6(a) through 12.6(e) are suspended until the regular complement falls below 54.(f) Seasonal supervisory positions shall be posted and will be filled on the basis of merit and seniority inaccordance with 12.2. The posting shall, in addition, indicate the expected duration of the position(s).(g)The Employer shall fill vacancies of a temporary nature at their sole discretion.(h) Temporary vacancies, which the Employer deems necessary to fill, will be filled in accordancewith the backfill language.Note: Clause 12.6(g) and 12.6(h) will not have standing when the regular complement falls below 54.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 1712.7 Union ObserverThe President of the Union or their designate may sit as an observer on a selection interview forpermanent positions in the bargaining unit. The observer shall be a disinterested party.13.1 Regular Complement EmployeesARTICLE 13 - LAYOFF AND RECALL(a) The Employer and the Union agree that the Employer's primary source of business is thecontracts it has with the Province of BC and other customers to provide road and bridge maintenanceand other services. It is acknowledged by both parties that the Province of BC or other customers mayalter the obligation of the Employer under these contracts and such changes may affect the Employer’soperation. Given these understanding and based on the current Service Area boundaries, the Employeragrees that the regular complement of employees will not be subject to layoff, unless the Province ofBC or other customers alter the obligations of the Employer and such change(s) result in the need tolayoff employees.(1) This regular complement employee protection will be redundant eight weeks prior to theend of the next Maintenance Agreement and this article will expire at that time.(b) In the event the scope of work in the service area is changed as described above, the parties agreeto meet and to renegotiate the regular complement number. The party seeking the adjustment shallnotify the other, in writing and the onus for justifying any proposed change shall rest with the partyinitiating this process. Discussion for any adjustment to the regular complement number shall befacilitated through the Joint Labour/Management Committee, which will meet within four weeks ofnotice being given.(1) Should the parties fail to agree on an appropriate regular complement number, the mattershall be referred to arbitration pursuant to Clause 9.6 for resolution. The Employer mayimplement the change until a settlement is reached.13.2 Options upon LayoffRegular EmployeesIn the event of a layoff, regular employees will be laid off by reverse seniority within a classificationseries. The Employer shall give the regular employees minimum 20 working days advance notice inwriting of layoff.A regular employee affected by a layoff may choose, by indicating to the Employer, in writing, within 10working days of receiving such notice, one of the following options:(a) (1) Bump a junior employee in a lower classification in the same classification series withinthe assembly point. In doing so he/she must have the necessary qualifications to perform the job.(2) Bump the junior employee in another classification series within the assembly point. Indoing so he/she must bump into a classification at an equivalent or lower pay rate provided he/shehas the necessary qualifications to perform the job.(3) Bump a junior employee in another assembly point. In doing so the employee must bumpinto an equivalent or lower classification and have the necessary qualifications to perform the job.Relocation expenses are not applicable throughout this process.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 18The employee who bumps in accordance with (1), (2) and (3) above will not have his/her salary reduced.However, such employee shall not receive negotiated salary increases until the salary of the employee'snew classification equals or exceeds the salary which the employee is receiving.(b) Opt to be placed on a recall list for a period of one year for the purpose of recall to a regular orauxiliary position within his/her assembly point provided he/she is qualified to perform the work of theposition which becomes available. If recalled to work of less than four months duration, layoff noticewill not be required. If recalled to work of four months or greater, layoff notice will be as specified inabove. If this option is selected, no severance is applicable.(c)(1) Employees shall not accumulate seniority while on layoff.Opt for severance as follows:(1) Regular employees hired or converted to regular status after July 1, 2002 shall be entitledto severance notice or pay in lieu of notice in accordance with the Employment Standards Act, butnot to exceed eight weeks.(2) Regular employees hired or converted to regular status on or before July 1, 2002 shall beentitled to the current applicable severance pay provisions set out below, however it is understoodthat eight weeks prior to the expiry of the next MoT contract, the current severance payprovisions shall cease to have application and that Clause (1) above will have application to allregular employees regardless of their hire date.A regular employee who, at the time of layoff, has service of three years or more shall be entitledto an amount calculated pursuant to (i) through (iii) below.(i)(ii)(iii)for the first year of completed employment, three weeks' current salary;for the second year of completed employment, three weeks' current salary;for each completed year thereafter, two weeks' current salary.(3) Employees failing to opt for one of the above options within the 20 workday period willbe paid severance in accordance with this article.13.3 Recall of Employees(i) A regular employee who, at the time of layoff, has service of less than threeyears, shall be entitled to severance pay in an amount equal of one week's pay for everyyear of service or major part thereof.(ii) An employee covered by the provision contained in Subsection (2) above will notreceive an amount greater than six months' current salary.Recall of employees from their classification series recall list within their assembly point shall be on thebasis of seniority provided that the employee is qualified to perform the duties of the job.13.4 Relocations of a Temporary NatureEmployees who on a temporary basis are required to relocate to a seniority block outside their normalseniority block, will have all necessary expenses such as meals, accommodation and travel provided forby the Employer, in accordance with Appendix 4. Where it is within the employee's foreman area noexpenses will be paid.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 1913.5 Yard ClosureShould the Employer decide to close the yard and/or mechanical facility those regular employees soaffected will be offered work in another assembly point and/or another classification series if qualified.The Employer shall give 90 days' notice to the Union of a yard closure and shall meet to discuss theclosure with the Joint Labour/Management Committee prior to advising the employees.13.6 Benefit ReinstatementIn the event of a layoff of a regular status employee, benefit coverage shall cease the month following themonth of layoff and commence on the first of the month following recall.13.7 Transfer Without PostingThe Labour/Management Committee may grant lateral transfers or voluntary demotions within theCompany, for compassionate or medical reasons. The Labour/Management Committee may place anemployee into a vacancy prior to filling as per Clauses 12.1 and 12.2.14.1 Hours of WorkARTICLE 14 - HOURS OF WORKThe hours of work shall be a minimum of seven consecutive hours in a day.14.2 Hours of Work, Shift Schedules, and Starting and Finishing Times(a) The hours of operation are determined by the Employer. The basic shift pattern is seven hoursat 5:2. Any other shift pattern up to and including 40 hours per week at straight-time pay will beimplemented at the Employer’s discretion.(b) The Employer shall determine when various services are provided (hours of operation), theclassifications of positions and the numbers of employees required to provide the services.(c) Schedules including starting and finishing times, and accumulated annual hours, will be posted atleast seven days in advance. A copy will be sent to the local union office.(d) The length of workday for the summer season and the winter season will be set by the Employerbased on production requirements.(e)(f)The maximum length of workday will be 10 hours.The foregoing will not preclude start time adjustments.The Employer will institute not more than five shift schedules and that these shifts schedules will be sentto the Labour Committee. If more changes are required they will be discussed with theLabour/Management Committee and will be agreed to by mutual agreement.14.3 Conversion of Hours(a) Lieu Days - where an employee is granted a lieu day pursuant to Clause 17.3, the time off grantedwill be seven hours per lieu day for a full-time employee and prorated for a part-time employee.Effective April 1, 1999 the time off granted will be seven hours per lieu day for a full-time employeeworking a seven hour shift and seven and one-half hours for an employee working a seven and one-halfhour shift or greater. Part-time employees will be prorated.(b) Vacation - where an employee is granted vacation pursuant to Clause 18.1, the annual vacationentitlement shall be converted to hours on the basis of seven hours per day and vacation taken shall be

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 20deducted in accordance with the actual hours of the employee's daily shift in effect at the time thevacation is taken.(1) Mechanics working 40 hours per week shall be entitled at their option to take vacationbased on a 35 hour week or a 40 hour week, existing vacation entitlement will remain unchanged.(c) Designated Paid Holidays - where an employee is granted a designated paid holiday pursuant toArticle 17, the time off granted per designated paid holiday will be seven hours for a full-timeemployee and prorated for a part-time employee. Effective April 1, 1999 the time off granted will beseven hours per designated paid holiday for a full-time employee working a seven hour shift and sevenand one-half hours for an employee working a seven and one-half hour shift or greater. Part-timeemployees will be prorated.14.4 Rest PeriodsAll employees shall have two 15 minute rest periods in each work period in excess of six hours, one restperiod to be granted before and one after the meal period. Employees working a period of three andone-half hours, but not more than six hours shall receive one rest period during such assignment. Restperiods shall not begin until one hour after the commencement of work or not later than one hour beforeeither the meal period or the end of the shift. Rest periods shall be taken without loss of pay to theemployees.14.5 Standby Provisions(a) Where employees are required to standby to be called for duty under conditions which restricttheir normal off-duty activities, they shall be compensated at straight-time in the proportion of onehours' pay for each three hours standing by. An employee designated for standby shall be immediatelyavailable for duty during the period of standby at a known telephone number. No standby payment shallbe made if an employee is unable to be contacted or to report for duty when required or is unfit toperform his/her duties when required. The provisions of this paragraph do not apply to part-timeemployees who are not assigned a regular work schedule and who are normally required to workwhenever called.(b) Employees required to stand by under Clause 14.5(a) above, will not be required to stand by ontwo consecutive weekends or two consecutive designated paid holidays, except by mutual agreement.This provision will not apply in emergency situations.14.6 Meal Periods(a) Recognized meal periods will be within the middle two hours of workday or shift. Employeeswith recognized meal periods who are required to work continuously within the middle two hours shallbe paid one and one-half times the base rate for the duration of the recognized meal period and will begiven a meal period with pay at another time in the shift or workday.The length of the meal period shall be mutually agreed to at the local level and shall be not lessthan 30 minutes nor more than 60 minutes.(b) Employees who are required to eat their meals at their place of work and are subject tointerruption to perform their duties during the meal period, shall have the meal period scheduled withpay within their workday.(c) Provided that the limits for the meal and rest periods are not exceeded, employees may leave theirworkplace to take such breaks. However, where an employee chooses to leave his workplace theEmployer shall not be responsible for his transportation.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 2114.7 Shift ChangesShift pattern changes will be limited to a maximum of six per year with a minimum duration of twoweeks for any shift pattern unless by mutual agreement. The Joint Labour/Management Committee mayrevisit this clause, if required, for special projects.14.8 Days of RestThe normal days of rest, except as otherwise required in winter shift schedules and summer patrols, shallbe Saturday and Sunday. Rest days for employees on travel status may be deferred by mutual agreement.The number of days of rest are as per Memorandum of Understanding 1.14.9 Split Shifts(a)No employees shall work split shift except by mutual agreement.(b) For split shift employees, where a break longer than one hour is scheduled, a premium shall bepaid for all hours worked which shall be the greater of:(1) split shift premium of 50¢ per hour; or(2) the relevant shift premium.(c) All hours worked on a split shift shall be contained within a 12-hour period. Any time that isworked outside the 12-hour period shall be paid at the appropriate overtime rates.14.10 Employees Working Away from their Point of AssemblyExcept by mutual agreement, employees who are working away from their regular or temporary fieldPoint of Assembly and who return on a daily basis to their regular or temporary field Point of Assemblymay, by mutual agreement, be paid mileage to a starting location outside of their regular foreman area inlieu of travel time. For the purpose of this article, Rosedale and Cultus Lake shall be considered oneforeman area.ARTICLE 15 - SHIFT WORK15.1 Definition of Shifts and Unsociable Hours Premium(a)(b)Definition of Shifts:(1) Day Shift - all hours worked on a shift which starts between 5:00 a.m. and 12:59 p.m.inclusive.(2) Unsociable Hours - all hours worked on a shift which starts between 1:00 p.m. and 4:59a.m. the following day.Unsociable Hours PremiumNinety-five cents (95¢) per hour for unsociable hours.(c)Weekend Shift PremiumsA premium of 45¢ per hour shall be paid for all hours worked between 6:00 a.m. Saturdayand 6:00 a.m. Monday. This will not be in addition to any other premiums.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 2215.2 Shift Premium Entitlement(a) Employees working unsociable hours as identified in Clause 15.1(a)(2) shall receive a shiftpremium for all hours worked on the shift.(b) An employee working a full shift which begins between 11:00 a.m. and 12:59 p.m. inclusive shallreceive the unsociable hours premium for all hours worked after 1:00 p.m.15.3 Notice of Work Schedules(a) Work schedules for regular employees shall be posted at least seven days, at each assembly pointin advance of the starting day of a new schedule.(b) In the event that an employee's work schedule or shift is changed without five days' advancenotice, the employee will receive a premium at the applicable overtime rate for work performed on thefirst shift to which he/she changed, except that if the change results from no fault of the Employer,he/she shall not receive a premium at overtime rates but shall receive a premium of 80¢ per hour forwork performed on the first shift to which he/she changed.15.4 Exchange of ShiftsEmployees may exchange shifts with the approval of the Employer, provided that, whenever possible,sufficient advance notice in writing is given and provided that there is no increase in cost to theEmployer.15.5 Rotation of Shifts(a) It is understood that any regular employee may opt in to the shift rotation. This will be done, inwriting, at the beginning of the year except that by mutual agreement, an employee will be permitted tochoose more than his share of the second and third shifts.(b) Where the shift schedule changes result in workdays of the new schedule, falling on days of restof the old schedule, then every attempt shall be made to provide a minimum of one rest day shiftbetween shifts.(c) Employees on winter shifts shall sign up by service seniority at each assembly point. If, followingthe sign up there is neither a qualified regular employee, or an auxiliary employee who isreceiving 100% of the rate of their classification in accordance with Clause 27.19, on a specific shift,the Employer may assign an auxiliary employee whose is receiving 100% of the rate of theirclassification in accordance with Clause 27.19 to that shift. Such assignment shall be in reverse order ofseniority from those employees who are qualified to perform the required work. Where there is noauxiliary employee available in a seniority block, a qualified regular employee may be assigned, inreverse order of seniority, to the shift. The Employer agrees that an employee assigned to a shift underthis provision will be paid the RF1 rate while they are assigned to the shift and will perform the dutiesof an RF1.15.6 Short Changeover Premium(a) If shifts are scheduled so that there are not 24 hours between the start of an employee's shift andthe start of his/her next shift, a premium calculated at the overtime rates will be paid for hours workedon the succeeding shift within the 24 hour period.(b) Where an employee exercises seniority rights to work shifts, one of which falls within the 24 hourperiod from the start of the previous shift, the employee shall not be entitled to claim the premium ratereferred to in Clause 15.6(a) above.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 2315.7 Winter Weekend Shifts for Mechanics and ApprenticesWinter weekend shifts will be at the Employer’s discretion.15.8 Winter Shift for Highways Maintenance Crews(a) Sign up for winter shift shall be undertaken at least 45 days prior to anticipated commencementand that 15 days should be provided for any sign up and selection process which is involved.(b) Employees permanently classified as Foreman (excluding RF1) shall remain on day shift duringwinter shift except by mutual agreement.(c) Temporary Foreman shall not be restricted to day shift.15.9 Copies of Shift Schedules to the UnionCopies of the agreed to shift schedules will be sent to the appropriate union area office.16.1 DefinitionsARTICLE 16 - OVERTIME(a) "Overtime" means work requested by management and performed by an employee in excess oroutside of his regularly scheduled hours of work.(b)(c)(d)"Straight-time rate" means the hourly rate of remuneration."Time and one-half" means one and one-half times the straight-time rate."Double-time" means twice the straight-time rate.16.2 Overtime EntitlementAn employee will be entitled to compensation for authorized overtime in excess of the scheduled dailyhours. Overtime shall be compensated in 30-minute increments; however, employees shall not be entitledto any compensation for periods of overtime of less than 15 minutes per day.16.3 Sharing of Overtime(a) Overtime work shall be allocated on a rotation basis in order of seniority, considering theavailability of qualified employees within each classification series. Such equitable sharing (includingauxiliary employees) shall be by assembly point within a seniority block. [Note: Equitable sharingmeans allocation on a rotation basis.](b)(c)The equitable sharing will be calculated separately for the winter and summer shifts.The Employer shall maintain records of all offers of overtime and the response to the offer.(d) A list of overtime worked, by classification series, shall be posted in each worksite and regularlymaintained as such overtime is worked.(e) Should a dispute arise concerning the allocation of overtime, the Employer agrees that access tothe overtime records shall be given to a union representative.(f)A refusal to work overtime shall constitute an opportunity to have worked.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 2416.4 Overtime Compensation(a)Overtime worked shall be compensated at the following rates:(1) time and one-half for the first three hours of overtime on a regularly scheduled workday;(2) double-time for hours worked in excess of Clause 16.4(a)(1); and(3) time and one-half for all hours worked on a day of rest up to and including the normalworkday length and double-time thereafter.The compensation of overtime in Clauses 16.4(a)(1) and (2) is to be on a daily basis and notcumulative.(b) An employee who works on a designated holiday which is not a scheduled workday shall beconsidered to have worked overtime and shall receive his regular day's pay and shall receive additionalcompensation at the rate of time and one-half for all hours worked, except for Christmas and NewYear's when the additional compensation shall be at the rate of double-time for all hours worked.(c) An employee on travel status who is required to travel on the Employer's business outside his/herregular working hours shall be compensated at the applicable overtime rates for all hours travelled. TheEmployer may determine the means of such travel.16.5 Overtime Allowance(a) When an employee is required to work in excess of three hours overtime immediately before orafter completion of his/her scheduled daily hours, he/she shall be paid an overtime allowance, and ameal break of one-half hour, at applicable overtime rates, with pay will be given.(b) If the employee continues to work overtime beyond the three hours, a meal break as above shallbe provided upon completion of an additional four hours worked, and upon the completion of everythree hours worked thereafter.16.6 No Layoff to Compensate for OvertimeEmployees shall not be required to layoff during regular hours to equalize any overtime worked.16.7 Right to Refuse Overtime(a) All employees shall have the right to refuse to work overtime, except when required to do so inemergency situations, without being subject to disciplinary action for so refusing.(b)An employee on standby shall not have the right to refuse callout for overtime work.16.8 Overtime for Part-time Employees(a) A part-time employee working less than the normal hours per day of a full-time employee, andwho is required to work longer than his regular workday shall be paid at the rate of straight-time for thehours so worked, up to and including the normal hours in the workday of a regular employee.(b) A part-time employee working less than the normal days per week of a full-time employee, andwho is required to work other than his regularly scheduled workdays shall be paid at the rate ofstraight-time for the days so worked, up to and including the normal workdays in the workweek of aregular employee.(c)Overtime rates shall apply to hours worked in excess of Clauses 16.8(a) and (b) above.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 2516.9 Callout Provisions(a)(b)(c)Callout Compensation:(1) An employee who is called to work outside of his/her regular working hours shall becompensated for a minimum of three hours at overtime rates. He/she shall be compensated fromthe time he/she leaves his/her home to report for duty until the time he/she arrives back uponproceeding directly to and from work.(2) If the callout is for three hours or less, the employee will be required to work the calloutperiod and the whole of the abutting shift. During the callout period, an employee may berequested to perform additional work. In this case, compensation shall be overtime rates for thecallout period and straight-time rate for the regular shift.Callout Time Which Abuts the Succeeding Shift:(1) If the callout is for longer than three hours, the employee will be required to work thecallout period and a portion of the abutting regular shift. The portion of the regular shift whichmust be worked will be the regular shift less the amount that the callout exceeds three hours.Compensation shall be at overtime rates for the callout period and straight-time for the regularshift without shortfall.(2) For the purpose of (1) above it is agreed that "callout" means that an employee has beencalled out without prior notice.Overtime or Callout Which Does Not Abut the Succeeding Shift:(1) When overtime is worked, there shall be an elapsed time of eight hours between the endof the overtime and the time the employee reports for duty on the next regular shift, with noshortfall out of his/her regular shift.(2) In a callout situation where at least three hours which do not abut the succeeding shift areworked in the 10 hours preceding the start of the regular shift, there shall be an elapsed time ofeight hours between the end of callout and the time the employee reports for duty on his/her nextregular shift, with no shortfall out of the regular shift.(3) If the elapsed eight hour period following results in only two hours or less of their regular shiftavailable for work, employees shall not be required to report for work on that shift, with no shortfall.(d) Time spent by an employee travelling to work or returning to his/her residence before and aftercallout shall not constitute time worked but shall be compensated at the overtime rate.(e) Should the employee be required to work that period which is considered free from work in theregular shift, as provided for in Clauses 16.9(b)(2), (c)(1), and (c)(2) above, then that portion of theshift shall be compensated at overtime rates.16.10 Rest Interval After OvertimeAn employee required to work overtime adjoining his/her regularly scheduled shift shall be entitled toeight clear hours between the end of the overtime work and the start of his/her shift. If eight clear hoursare not provided, a premium calculated at overtime rates shall apply to hours worked on the next regularshift.16.11 Method of Compensation(a)Overtime compensation shall be monetary or in time off at the employee's option.(1) CTO will be paid at the rate it was earned (whether paid in cash or taken as time off).

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 26(b) The employee shall advise the pay office of his/her election to have either all cash or allcompensatory time off on his/her time sheet each day. If no election is made, all cash will be given.(c) The Employer agrees that the scheduling of compensatory time off shall not be unreasonablywithheld.(d)CTO will be scheduled and taken off by mutual agreement.(1) Employees' CTO bank shall not be allowed to exceed 140 hours.(2) Provided notification is provided in writing, employees shall be allowed (at any time) tohave all or part of their CTO bank paid out by cheque.16.12 Overtime Authorization(a)All overtime must be pre-approved by the employee's supervisor.(b) Employees will be asked to work overtime within their job classification series and assemblypoint on an equitable basis.(c) The supervisor shall maintain and post a list of overtime worked which will provide as close aspossible, for the equitable distribution of overtime.(d) Overtime authorized by a supervisor and worked by the employee will not be disallowed bymanagement at a later date, provided such overtime is properly recorded.(e) Notwithstanding the foregoing, the Employer and the Union recognize that the nature of the workcarried out by persons in some classifications is such that it may not be possible for the employee toobtain prior authorization for the necessary overtime work. In such cases the employee shall use his/herdiscretion in working the overtime and the Employer shall be considered to have authorized theovertime in advance. However, the Employer reserves the right, subject to the grievance procedure, todetermine the legitimacy of the overtime claimed.17.1 Paid HolidaysARTICLE 17 - PAID HOLIDAYS(a)The following have been designated as paid holidays:New Year's DayLabour DayGood FridayThanksgiving DayEaster MondayRemembrance DayQueen's BirthdayChristmas DayCanada DayBoxing DayBritish Columbia Day(b) Any other day proclaimed a holiday by federal, provincial or municipal governments shall also bea paid holiday.17.2 Holiday Falling on a Saturday or SundayFor an employee whose workweek is from Monday to Friday and when any of the above-noted holidaysfall on a Saturday and is not proclaimed as observed on some other day, the following Monday shall bedeemed to be the holiday for the purpose of this Agreement; and when a holidays falls on a Sunday and itis not proclaimed as being observed on some other day, the following Monday (or Tuesday, where thepreceding section already applies to the Monday), shall be deemed to be the holiday for the purpose ofthis Agreement.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 2717.3 Holiday Falling on a Day of Rest(a) When a paid holiday falls on a employee's day of rest, the employee shall be entitled to a day offwith pay in lieu.Lieu days shall be taken within 90 days following the holiday. If not taken within 90 days, it shall beimmediately credited to the employee's vacation entitlement.(b) If an employee is called in to work on the day designated as the lieu day pursuant toClause 17.3(a) above, he shall be compensated at double-time rates.(c)This clause does not apply where the days in lieu of paid holidays are built into the shift pattern.17.4 Holiday Falling on a Scheduled Workday(a) An employee who works on a designated holiday which is a scheduled workday shall becompensated at the rate of time and one-half for hours worked, plus a day off in lieu of the holiday;except for Christmas and New Year's when the compensation shall be at the rate of double-time forhours worked, plus a day off in lieu of the holiday. The scheduling of the lieu day shall be pursuant toClause 17.3.(b) An employee may opt to receive regular straight-time pay on a designated holiday and have theremaining premium time credited to their CTO bank in accordance with Clause 16.11(d).17.5 Holiday Coinciding with a Day of VacationWhere an employee is on vacation leave and a paid holiday falls within that period, the paid holiday shallnot count as a day of vacation.17.6 Christmas or New Year's Day OffThe Employer agrees to make every reasonable effort to ensure that employees required to work shiftsshall have at least Christmas or New Year's Day off.17.7 Paid Holiday PayPayment for paid holidays will be made at an employee's basic pay, except if an employee has beenworking in a higher paid position than his/her regular position for a majority of the 60 workdayspreceding a paid holiday, in which case he/she shall receive the higher rate. For employees who work inexcess of seven hours per day, they shall receive the higher rate if they have been working in a higherpaid position for a majority of the 420 working hours preceding a paid holiday.17.8 Workday Scheduled on a Paid HolidayAn employee scheduled to work on a designated paid holiday will not be sent home before the end ofhis/her scheduled shift except by mutual agreement.18.1 Annual Vacation Entitlement(a)Definitions:ARTICLE 18 - ANNUAL VACATIONSVacation year - for the purposes of this article a vacation year shall be the calendar year commencingJanuary 1 and ending December 31.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 28First vacation year - the first vacation year is the calendar year in which the employee's firstanniversary falls.(b) A regular full-time employee who has received at least 10 days' pay at straight-time rates for eachcalendar month will have an annual vacation entitlement as follows:Vacation YearsWorkdaysFirst to fifth ........................................15Sixth ..................................................16Seventh ..............................................17Eighth ................................................21Ninth .................................................22Tenth .................................................23Eleventh ............................................24Twelfth ..............................................25Thirteenth to fifteenth ........................25Sixteenth to nineteenth.......................27Twentieth and thereafter ....................3018.2 Vacation Earnings for Partial Years(a) (1) During the first partial year of service a new employee will earn vacation at the rate ofone and one-quarter days for each month for which he/she earns 10 days' pay.(2) Subject to Clause 18.6, any unused vacation earned during the first partial year will bepaid to the employee in January of the following year.(b) During the first and subsequent vacation years an employee will earn one-twelfth of the annualentitlement for each month in which the employee has received at least 10 days' pay at straight-timerates. Where an employee has taken more vacation than earned, the unearned portion taken shall becharged against future earned credits or recovered upon termination whichever occurs first.18.3 Vacation Scheduling(a) With the exception of authorized vacation carryover under Clause 18.6, the scheduling andcompletion of vacations shall be on a calendar year basis.(b) The calendar year in which an employee's first anniversary falls shall be the first vacation year.For the purpose of additional leave entitlement, the calendar year in which the fifth anniversary fallsshall be the fifth vacation year; in which the sixth anniversary falls shall be the sixth vacation year; etc.(c) An employee earns but is not entitled to receive vacation leave during the first six months ofcontinuous employment.(d)(e)Scheduling of vacation shall be subject to the provisions of this Agreement.Vacation Period(1) The Employer will endeavour to allow as many regular employees as possible to take theirvacation at anytime of the year. In peak work periods, a minimum of one regular employee in eachclassification series may take his vacation subject to Clause 18.3(f) and (g) of this Agreement.(2) Notwithstanding Clause 18.3(e)(1) above, employees in the same classification series inan assembly point consisting of six or more employees as at April 1 of each year, may have theiravailability to take vacation during November, December and January limited to one employeeaway at a time on each shift. Likewise, in the same classification series in an assembly point of

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 29(f)(g)(h)five or less employees as at April 1 may have their availability to take vacation during thosemonths limited to one employee away at a time.Preference in Vacation(1) A preference in selection of vacation time shall be determined in each work group on thebasis of service seniority.(2) An employee shall be entitled to receive his/her vacation in an unbroken period.Employees wishing to split their vacation may exercise service seniority rights in their first choicewithin each work group. Seniority shall prevail in the choice of the subsequent vacation period,but only after all other first vacation periods have been selected.Vacation Schedules(1) Vacation schedules will be posted between December 1 and December 15 for the periodof January 1 through April 30, and between April 1 and April 15 for the period May 1 throughDecember 31.(2) Employees who do not exercise their seniority rights within 14 days of the vacationschedule being posted shall not be entitled to exercise those rights with respect to any vacationtime previously selected by employees with less seniority. The Employer reserves the right toschedule vacation for those employees who have not selected their vacation by May 15 except forvacation to be carried over as allowed under Clause 18.6 of this Agreement.(3) An employee who transfers to another assembly point where the vacation schedule hasalready been completed will not be entitled to exercise his/her seniority rights for that year only.However, every effort shall be made to grant vacation at the time of the employee's choice.(4) An employee transferred by the Employer shall maintain his/her vacation period providedthat any other employee's vacation period shall not be affected thereby.(5) The Employer shall make every reasonable effort to contact employees who are absent inorder to establish such employees' preference for vacation.Vacation ReliefWhere vacation relief is required, the Employer shall give full-time employees the opportunity tosubstitute in accordance with Clause 27.4 and shall make every reasonable effort to arrange for staffreplacement in the lowest paying category.(i) Vacation schedules, once approved by the Employer, shall not be changed, other than in cases ofemergency, except by mutual agreement between the employee and the Employer.18.4 Vacation Pay(a) Payment for vacations will be made at an employee's basic pay, except if an employee has beenworking in a higher paid position than his/her regular position for a majority of his/her regularlyscheduled hours in the 60 workdays preceding his/her vacation, in which case he/she shall receive thehigher rate. Where substitution has been performed at various levels, the rate paid for the purpose ofthis article shall be the classification that the majority of substitution has been performed within.(b) When a payday falls during a regular employee's vacation, the employee shall be entitled to havethe paycheque forwarded to a mailing address supplied by the employee in writing.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 3018.5 Approved Leave of Absence With Pay During VacationWhen an employee is on leave with pay in accordance with Articles 19 during his vacation period, thereshall be a deduction of up to one day without pay claimed on any one occurrence from the vacationcredits for such leave. This deduction may be taken from the employee's CTO bank and vacation creditsto offset the unpaid leave. The remaining period of vacation so displaced shall be taken at a mutuallyagreed time. An employee intending to claim displaced vacation leave must advise the Employer andprovide necessary documentation within seven days of returning to work.18.6 Vacation Carryover(a) An employee may carry over up to five days' vacation leave per vacation year except that suchvacation carryover shall not exceed 10 days at anytime. Employees in their first partial year of service,who commenced prior to July 1 of that year, may carry over up to five days' vacation leave into theirfirst vacation year. Except as provided for in Clause 18.2(a), an employee shall not receive cash in lieuof vacation time except upon termination, resignation or retirement.(b) A single vacation period which overlaps the end of a calendar year (December 31) shall beconsidered as a vacation for the vacation year in which the vacation commenced. The portion ofvacation taken subsequent to, but adjoining December 31, shall not be considered as vacation carryover,nor as a seniority choice for the subsequent vacation year.18.7 Call Back from Vacation(a) Employees who have commenced their annual vacation shall not be called back to work, exceptin cases of extreme emergency.(b) When, during any vacation period, an employee is recalled to duty, he/she shall be reimbursed forall expenses incurred by himself, upon submission of receipts, in proceeding to his/her place of dutyand upon resumption of vacation, in returning to the place from which he/she was recalled.(c) Time necessary for travel in returning to his/her place of duty and returning again to the placefrom which he/she was recalled shall not be counted against his/her remaining vacation entitlement.18.8 Vacation Leave on RetirementEarned but unused vacation entitlement shall be made payable to an employee who has reached the ageof 55 or mandatory retirement age of 65 and who is scheduled to retire and receive superannuatingallowance under the Pension (BC Public Service) Act, or the BCGEU Pension Plan.18.9 Vacation Credits Upon DeathEarned but unused vacation entitlement shall be made payable, upon termination due to death, to theemployee's dependent or, where there is no dependent, to the employee's estate.ARTICLE 19 - SHORT-TERM ILLNESS AND INJURYAND LONG-TERM DISABILITY(a) Employees shall be entitled to participate in Short Term Illness and Injury and Long TermDisability Plans. The Employer shall only be obligated to pay the premiums to provide the Plans inaccordance with agreed-upon regulations included in Appendix 1.(b) The first day of sick leave at any one occurrence is unpaid. The shortfall may be taken fromavailable CTO and/or vacation entitlement.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 3120.1 Bereavement LeaveARTICLE 20 - SPECIAL AND OTHER LEAVE(a) In the case of bereavement in the immediate family an employee not on leave of absence withoutpay shall be entitled to special leave, at his regular rate of pay, from the date of death to and includingthe day of the funeral with, if necessary, an allowance for immediate return travelling time. Such leaveshall normally not exceed five workdays.(b) Immediate family is defined as an employee's parent, wife, husband, child, brother, sister,father-in-law, mother-in-law, and any other relative permanently residing in the employee's householdor with whom the employee permanently resides.(c) In the event of the death of the employee's grandparents, grandchild, son-in-law, daughter-in-law,brother-in-law, sister-in-law, the employee shall be entitled to special leave for one day for the purposeof attending the funeral.(d) If an employee is on vacation leave at the time of bereavement, the employee shall be grantedbereavement leave and be credited the appropriate number of days to vacation leave credits.(e) Where established ethnic, cultural or religious practises provide for ceremonial occasions otherthan the bereavement period in (a) above, the balance of the bereavement leave as provided in (a)above, if any, may be taken at the time of the ceremonial occasion. If an employee intends to use thisprovision he/she must advise the Employer at the time of the original bereavement.20.2 Special Leave(a) Where leave from work is required, an employee shall be entitled to special leave with currentpay for the following:(1) marriage of the employee.........................................................................three days(2) attend wedding of the employee's child.......................................................one day(3) birth or adoption of the employee's child.....................................................one day(4) serious household or domestic emergency ..................................................one day(5) moving household furniture and effects ......................................................one day(6) attend his/her formal hearing to become a Canadian citizen .......................one day(7) attend funeral as pallbearer or mourner .......................................................one day(8) court appearance for hearing of employee's child........................................one day(b) Two weeks' notice is required for leave under Clauses 20.2(a)(1),(2),(5) and (6).(c) For the purpose of Clauses 20.2(a)(2), (4), (5), (6), (7) and (8), leave with pay will be only for theworkday on which the situation occurs.(d) For the purpose of determining eligibility for special leave under Clause 20.2(a)(5), an employeewill qualify if he/she is maintaining a self-contained household and if he/she is changing his/her placeof residence which necessitates the moving of household furniture and effects during his/her normalworking hours, and if he/she has not already qualified for special leave under Clauses 20.2(a)(5) on twooccasions within the preceding 12 months.20.3 Family Illness(a) In the case of illness of any dependent child, spouse, parent or grandchild, any of whompermanently resides in the home of an employee, and when no one at the employee's home other thanthe employee can provide for the needs of the ill dependent child, spouse, parent , grandchild or theneeds of the dependent children, the employee shall be entitled, after notifying his/her supervisor, to useup to a maximum of two days' paid leave at any one time for this purpose.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 32(b) The Employer may request a report from a qualified medical practitioner when it appears that apattern of consistent absence is developing.20.4 Full-Time Union or Public DutiesThe Employer shall grant, on written request, leave of absence without pay:(a) for employees to seek election in a municipal, provincial, or federal election for a maximumperiod of 90 days;(b) for employee selected for a full-time position with the Union or any body to which the Union isaffiliated for a period of one year;(c)for employees elected to a public office for a maximum period of five years;(d) for an employee elected to the position of President or Treasurer or Vice-President of the B.C.Government and Service Employees' Union. The leave shall be for a period of three years and shall berenewed upon request.20.5 Leave for Court Appearances(a) The Employer shall grant paid leave to employees, other than employees on leave without pay,who serve as jurors or witnesses in a court action, provided such court action is not occasioned by theemployee's private affairs.(b) In cases where an employee's private affairs have occasioned a court appearance, such leave toattend at court shall be without pay.(c) An employee in receipt of his/her current earnings while serving at court shall remit to theEmployer all monies paid to him/her by the court, except travelling and meal allowances notreimbursed by the Employer.(d) In the event an accused employee is jailed pending a court appearance, such leave of absenceshall be without pay.(e) For all the above leaves, the employee shall advise his/her supervisor as soon as he/she is awarethat such leave is required.(f) In the event that the employee is subpoenaed as a witness to an event that occurs while theemployee is at work, and the employee is required to attend court on a scheduled day off, the employeeshall be compensated at straight-time rates for seven and one-half hours. The employee must provide acopy of the subpoena and such time shall not be considered as time worked for any purpose under thisCollective Agreement.20.6 Leave for Writing ExaminationsLeave of absence with pay shall be granted to allow employees time to write examinations for coursesapproved by the Employer. Employees shall advise the Employer of the time and place of theexamination when they are made aware of the time and place.20.7 Leave for Taking Courses(a) An employee shall be granted leave with pay to take courses at the request of the Employer. TheEmployer shall bear the full cost of the course, including tuition fees, entrance or registration fees,laboratory fees, and course required books, necessary travelling and subsistence expenses, and otherlegitimate expenses where applicable. Fees are to be paid by the Employer when due.(b) A regular employee may be granted leave without pay, or leave with partial pay, to take coursesin which the employee wishes to enrol.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 3320.8 Educational LeaveBoth parties recognize that improved equipment, methods and procedures create changes in the jobstructure of the workforce. The parties also recognize the need to provide employees with the opportunityfor career development by enabling them to prepare for promotional advancement and generally upgradetheir present skills. In such instances, educational leave may be granted by the Employer to regularemployees to take advanced or special training which will be of benefit to the employee or the Employerfor varying periods up to one year which may be renewed by mutual agreement. Such leave may bewithout pay.20.9 ElectionsAny employee eligible to vote in a federal, provincial or municipal election or a referendum shall havefour consecutive clear hours during the hours in which the polls are open in which to cast his/her ballot.20.10 General LeaveNotwithstanding any provision for leave in this Agreement, the Employer may grant a leave of absencewithout pay to an employee requesting leave for an emergency or other unusual circumstances. A leave ofabsence may also be granted for any other reason in which case approval shall not be unreasonablywithheld. All requests and approvals for leave shall be in writing. Upon request, the Employer will givereasons verbally for withholding approval.20.11 Leave for Medical and Dental Care(a) Where it is not possible to schedule medical and/or dental appointments outside regularlyscheduled working hours, reasonable time off for medical and dental appointments for employees, orfor dependent children, shall be permitted. Where any such absence exceeds two hours, the full-timeabsence shall be charged to the entitlement described in Clause 20.12.(b) Employees in areas where adequate medical and dental facilities are not available shall beallowed to deduct from their credit described in Clause 20.12 the necessary time including travel andtreatment time up to a maximum of three days to receive medical and dental care at the nearest medicalcentre for the employee, his/her spouse, dependent child and a dependent permanently residing in theemployee's household or with whom the employee permanently resides. The Employer may request acertificate of a qualified medical or dental practitioner, as the case may be, stating that treatment couldnot be provided by facilities or services available at the employee's place of residence.20.12 Maximum Leave EntitlementThe total of leaves taken under Clauses 20.2, 20.3 and 20.11 shall not exceed the total of 35 hours' leavefrom work per calendar year, unless additional special leave is approved by the Employer. Such leavesshall not be unreasonably withheld.20.13 Emergency Service LeaveSubject to operational requirements, where employees' services are required for emergency operations byrequest from the Provincial Emergency Programs, BC Ambulance, local or volunteer fire departments, orappropriate police authority, leave from work as required may be granted without loss of basic pay. If anyremuneration, other than for expenses, is received, it shall be remitted to the Employer.20.14 Donor LeaveAn employee shall be granted the necessary leave of absence without pay for the purpose of donatingbone marrow or an organ.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 3420.15 Other Religious Observances(a) Employees who are members of non-Christian religions are entitled to up to two days' leave withoutpay per calendar year to observe spiritual or holy days. Such leave shall not be unreasonably withheld.(b)A minimum of two weeks' notice is required for leave under this provision.(c) Employees granted leave under this provision may utilize or reschedule CTO, unused vacation orlieu days.21.1 Pregnancy Leave(a)ARTICLE 21 - PREGNANCY, PARENTAL AND ADOPTION LEAVEAn employee is entitled to pregnancy leave of up to 17 weeks without pay.(b) An employee shall notify the Employer in writing of the expected dated of the termination of herpregnancy. Such notice will be given at least four weeks prior to the expected date of the termination ofthe pregnancy.(c) The period of maternity leave shall commence no earlier than 11 weeks prior to the expected dateof the termination of the pregnancy. The commencement of leave may be deferred for any periodapproved in writing by a duly qualified medical practitioner.21.2 Parental Leave(a) Upon written request an employee shall be entitled to parental leave of up to 37 consecutiveweeks without pay. For a birth mother who takes pregnancy leave pursuant to Clause 21.1 above, theamount of parental leave shall be up to 35 consecutive weeks without pay.(b) Where both parents are employees of the Employer, the employees shall determine theapportionment of the 12 months' parental leave between them.(c) Such written request pursuant to (a) above must be made at least four weeks prior to the proposedleave commencement date.(d)(e)Leave taken under this clause shall commence:(1) In the case of a mother, immediately following the conclusion of leave taken pursuant toClause 21.1.(2) In the case of a birth father, following the birth and conclude within the 52-week periodafter the birth date.(3) In the case of an adoptive parent, within 52 weeks after the child is placed with theparent.A leave request pursuant to this article must be supported by appropriate documentation.21.3 Benefit Continuation(a) For leaves taken pursuant to Clauses 21.1 and 21.2 the Employer shall maintain coverage formedical, extended health, dental, pension, group life and long-term disability, and shall pay theEmployer's share of these premiums.(b) Notwithstanding (a) above, should an employee be deemed to have resigned in accordance withClause 21.6 the Employer will recover monies paid pursuant to this clause.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 3521.4 Extension of LeavesEmployees who are entitled to leave pursuant to Clauses 21.1 and 21.2 or Clause 21.3 shall be entitled toan extended leave of up to an additional six months for health reasons where a doctor's certificate ispresented. Such written request must be received by the Employer at least four weeks prior to theexpiration of leave taken pursuant to Clauses 21.1, 21.2 or 21.3.21.5 Entitlements Upon Return to Work(a) Notwithstanding Clauses 18.1(b) and 18.6, vacation entitlements and vacation pay shall continueto accrue while an employee is on leave pursuant to Clause 21.1 or 21.2 providing the employee returnsto work for a period of not less than six months. Vacation earned pursuant to this clause may be carriedover to the following year, notwithstanding Clause 18.6.(b) An employee who returns to work after the expiration of maternity, parental, adoption orextensions to such leaves shall retain the seniority the employee had accumulated prior to commencingthe leave and shall be credited with seniority for the period of time covered by the leave.(c) On return from maternity, parental, adoption or extensions to such leaves, an employee shall beplaced in the employee’s former position or in a position of equal rank and basic pay.(d) Employees who are unable to complete the six months return to work required in (a) as a result ofproceeding on maternity, parental or adoption leave shall be credited with their earned vacationentitlements and vacation pay providing the employee returns to work for a period of not less than sixmonths following the expiration of the subsequent maternity, parental or adoption leave.21.6 Deemed ResignationAn employee shall be deemed to have resigned on the date upon which leave pursuant toClauses 21.1, 21.2 and 21.3 commenced unless he/she advised the Employer of his/her intent to return towork one month prior to the expiration of the leave pursuant to Article 21, or if he/she does not return towork after having given such advice.22.1 Statutory ComplianceARTICLE 22 - OCCUPATIONAL HEALTH AND SAFETYThe Union and the Employer agree that regulations made pursuant to the Workers Compensation Act, theWorkplace Act, or any other statute of the Province of British Columbia pertaining to the workingenvironment, shall be fully complied with. First aid kits shall be supplied in accordance with WCBRegulations.22.2 Safety ProgramPursuant to WCB Occupational Health and Safety regulations, Section 4, the Employer shall establish aSafety Program and schedule monthly meetings by work group in each assembly point to discuss healthand safety matters. The Employer shall maintain a record of the meetings and matters discussed. Copiesof the monthly report shall be sent to members of the Local Occupational Health and Safety Committee.22.3 Local Occupational Health and Safety CommitteeThe parties agree that the intent of this Agreement is to ensure that all employees shall have the maximumpossible access to the Occupational Health and Safety Committee structure. Local Occupational Healthand Safety Committees will be established and operated as outlined below:

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 36(a) The Committee shall consist of an equal number of worker representatives and employerrepresentatives, taking into account geographic considerations. This Committee shall meet once permonth.(b) The Committee will function in accordance with the Industrial Health and Safety Regulations,and will participate in developing a program to reduce risk of occupational injury and illness. Allminutes of the meetings of the committees shall be recorded on a mutually agreed to form and shall besent to the Union and the Employer.(c) The Employer and the Union agree that it is very important and most effective to have allemployees involved in Occupational Health and Safety, therefore regular crew meetings will be held atthe local level monthly. Records of these meetings, including the matters discussed, shall be forwardedto the Joint Occupational Health and Safety Committee.(d) Employees who are representatives of the Joint Occupational Health and Safety Committee shallnot suffer any loss of basic pay for the time spent attending committee meetings, or carrying out otherduties in accordance with WCB Regulations.(e) Committee meetings and other committee business shall be scheduled during normal workinghours whenever possible. Time spent by committee members attending meetings held on their days ofrest or outside their regularly scheduled hours of work shall not be considered time worked, but suchcommittee members shall receive equivalent time off at straight-time.22.4 Unsafe Work ConditionsWhere an employee acts in compliance with the procedure for refusal of unsafe work as specified inSection 3.12 of the Occupational Health and Safety Regulations he/she shall not be subject to disciplinaryaction.22.5 Injury Pay ProvisionAn employee who is injured on the job during working hours and is required to leave for treatment or issent home for such injury shall receive payment for the remainder of his/her shift without deduction fromweekly indemnity.22.6 Transportation of Accident VictimsTransportation to the nearest physician or hospital for employees requiring medical care as a result of anon-the-job accident shall be at the expense of the Employer. The Employer shall ensure that adequatearrangements are made for the employee to return to the job site, assembly point or current localaccommodation whichever is most appropriate to the employee's condition. Transportation will beprovided or paid by the Employer.22.7 Investigation of Accidents(a) Pursuant to the Workers' Compensation Board Occupational Health and Safety Regulationssection governing Accident Reports and Investigations, all accidents/incidents, including motor vehicleaccidents shall be jointly investigated by at least one representative designated by the BCGEU and onemanagement representative.(b) Reports shall be submitted on a mutually agreed accident/incident investigation form which maybe amended by mutual agreement and copies sent to :(1) Workers' Compensation Board(2) Occupational Health and Safety Committee(3) Employer designate(s)(4) BCGEU designate(s)

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 37Nothing in this clause restricts the right of the Employer to require the management representativein (a) above, if a member of the bargaining unit, to complete other reports related to the accident underinvestigation.(c) In the event of a fatality the Employer shall immediately notify the Union's President, ordesignate, of the nature and circumstances of the accident and arrange as soon as possible for aninvestigation pursuant to (a) above.22.8 Occupational First Aid Requirements and Courses(a) The Union and the Employer agree that Occupational First Aid Regulations made pursuant to theWorkers Compensation Act shall be fully complied with. Sufficient copies of the WCB IndustrialHealth & Safety Regulations as well as the Occupational First Aid Regulations made pursuant to theWorkers Compensation Act shall be maintained at each point of assembly.(b) Where the Employer requires an employee to perform first aid duties in addition to the normalrequirements of the job, the cost of obtaining and renewing the Occupational First Aid Certificate shallbe borne by the Employer, and leave to take the necessary courses shall be granted with pay.(c) Employees required to possess an Occupational First Aid Certificate to perform first aid duties inaddition to their normal job responsibilities shall receive the following allowance on the basis of theclass of certificate which they hold:Occupational First Aid Certificate, Level 2Occupational First Aid Certificate, Level 3$35 per biweekly period$45 per biweekly periodEmployees designated to act as the Occupational First Aid Attendant in addition to their normal dutieswill receive their full allowance while on approved leave with pay or while on vacation leave with pay.Where the Employer has an additional requirement for a first aid attendant on a temporary basis, thenprovided the employee acts as the First Aid Attendant, he/she shall receive the allowance for allstraight-time hours worked.(d) (1) In order to meet the requirements of Clause 22.8(a) above, the Employer will designate inorder of seniority from among those regular employees holding an appropriate Occupational FirstAid Certificate to act as the First Aid Attendant in addition to the normal requirements of the job.(1) Where no employee within the work group possesses an Occupational First AidCertificate, the opportunity to obtain a certificate will be offered to regular employees within thework group in order of service seniority, provided the employee can meet the requirements of theWCB regulations to undertake the training in order to obtain an Occupational First AidCertificate.(2) In the event that the procedures outlined above do not meet the requirements of (a), theUnion will assist the Employer to meet their obligations by approaching regular employees in thework group on behalf of the Employer.(3) Where Clauses 22.8(d)(1), (2), and (3) do not meet, within a reasonable period of time,the requirements of the Employer to achieve Clause 22.8(a) above, the Employer may:(i) recall a qualified auxiliary employee in order of seniority from those holding theappropriate Occupational First Aid Certificate, and/or(ii) include an Occupational First Aid Certificate as a desirable qualification on aposting pursuant to Clause 12.2.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 38(4) Failing (4) above, the Employer may require the most senior regular employee within thework group who can meet the requirements of the WCB regulations to undertake OccupationalFirst Aid training in order to obtain a certificate.22.9 Unresolved Safety IssuesUnresolved safety issues may be referred to the Occupational Health & Safety Committee for possibleresolution. This provision does not limit any right to seek a resolution from the WCB.22.10 Video Display TerminalsIn the event of the introduction of video displays into the operation of the Company terms and workingconditions under which the employee will operate such terminal will be determined by the JointLabour/Management Committee.22.11 Dangerous Goods, Special Wastes, Pesticides and Harmful Substances(a) The Employer will abide by the Occupational Health and Safety Regulations of the Workers'Compensation Board.(b) Where employees are required to work with or are exposed to any dangerous goods, specialwaste, pesticide or harmful substances, the Employer shall ensure that the employees are adequatelytrained in the identification, safe handling, use, storage, and/or disposal of same. Unless an employeehas received adequate training, the employee will not be required to clean up dangerous goods asdefined by the Transportation of Dangerous Goods Act and non-mailable matter.22.12 Radio Contact or Employee Check(a) Where employees are required to perform duties in remote isolated areas, the Employer shallsupply a readily available vehicle or the employees shall be supplied with effective radio orradio-telephone communications and have a pre-arranged "employee check" made at specified intervalsand at specified locations.(b) The Employer recognizes the need for coordination with operators on "radio controlled"industrial roads and agrees to make such arrangements as are required in particular circumstances toestablish as safe a working environment as possible when employees are required to use such roads.Such arrangements may include radio equipment with the appropriate frequency where the use of thefrequency has been authorized by the licensed user of that frequency. The Employer agrees to makeevery reasonable effort to obtain such authorization from the licensed user of that frequency.22.13 Working Alone(a) Where an employee is employed under conditions which present a significant hazard of disablinginjury, and when the employee might not be able to secure assistance in the event of an injury or othermisfortunes, the Employer shall provide a means of periodically checking the well being of theemployee. Checks shall be made at such intervals and by such means as are appropriate to the nature,hazard and circumstances of the employment.(b) The frequency of employee checks shall be increased proportionate to the nature of the hazardunder which the employee is working. For example, extreme weather conditions; as the temperaturedecreases, the frequency of checks shall increase.22.14 Level I First Aid CourseAll employees who by the nature of their employment are required to perform road and bridgemaintenance or construction work shall be given a Level I First Aid Course at the Employer's expense.Any disputes arising from the application or interpretation of this Article shall be referred to theOccupational Health and Safety Committee for resolution. All employees shall receive Level I First Aid

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 39Course and WHMIS training within six months of commencing employment and appropriate refreshercourses as required.In addition, the Employer shall ensure that there are a sufficient number of employees at each assemblypoint trained in the identification and handling of dangerous goods.22.15 Hearing ExaminationsHearing examinations required pursuant to the Workers' Compensation Industrial Health and SafetyRegulations shall be conducted during working hours without loss of current pay.22.16 Training Programs for Occupational Health and Safety Committee Members(a) Training Program for Occupational Health and Safety Committee members will be undertakenusing the training program jointly developed by the Union and the Employer, or approve an existingtraining package. Amendment of course material when required shall be by mutual agreement only.(b) The program will provide eight hours of training for all OH&S committee members anddesignated safety representatives pursuant to Clause 22.3(a) within six months of appointment. TheHealth and Safety Committee will determine the priority areas for scheduling of training.22.17 Communicable Diseases(a) The parties to this Agreement share a desire to prevent acquisition and transmission ofcommunicable diseases where employees may come into contact with a dead or live animal.(b) In respect of communicable diseases, the Joint Occupational Health and Safety Committee willconsider, review and make recommendations on issues including:(1) preventative protocol measures, including education, hygiene, protectiveequipment/ apparel and vaccinations;(2) post-exposure protocols;(3) measures necessary for the establishment of a work environment with minimal risk toexposure to or infection by communicable diseases.(c) Officials of the Workers' Compensation Board will be utilized for the purpose of accessingexpertise in this area. Other consultations may be utilized, as deemed appropriate by the Committee.(d) Where a communicable disease policy is established, the local occupational health and safetycommittee of union designated safety representative shall be consulted regarding the worksite specificapplication of the policy.(e) Where inspectors of the Workers' Compensation Board recommend that a vaccination is requiredas a preventative measure, such vaccination shall be made available to the employee at the Employer'sexpense provided such vaccination is not otherwise covered by MSP, extended health benefits or anyother program.22.18 Skin Protection From Ultra Violet RadiationThe Local Occupational Health and Safety Committees will identify situations in accordance with theWCB regulation on heat stress where employee duties will involve unavoidable exposure to ultra-violetradiation for periods of time that would require an appropriate broad-spectrum sunscreen. The LocalOccupational Health and Safety Committee shall provide employees with appropriate information on thenecessity to wear suitable clothing and to avoid ultra-violet radiation in order to prevent illness or injury.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 4022.19 Committee PreparationThe Employer shall grant the worker members of the Committee two hours to meet together to preparefor each committee meeting, the two hours may be extended by mutual agreement between the Employerand the Union.22.20 Hazardous AssessmentThe Joint Occupational Health and Safety Committee will review new products prior to being used, ifthey may be harmful to employees.22.21 Workplace Hazardous Materials Information System (WHMIS)In accordance with the provision of Section 5 of the Occupational Health and Safety Regulations, theEmployer agrees to establish a joint process for determining the content and provision of all trainingpackages related to WHMIS.23.1 Recognition of Technological ChangeARTICLE 23 - TECHNOLOGICAL CHANGE(a) Both parties acknowledge the overall advantages and necessity of technological change and theongoing requirement to facilitate change in the Employer's operations.(b) The parties recognize the need to develop orderly procedures to facilitate adjustments to andimplementation of changes and technology.(c)In light of this mutual recognition the parties have agreed to the following:23.2 Notice of Technological Change(a) For the purpose of technological change as defined in relevant legislation, the Employer agrees toprovide the Union with as much notice as possible, but in any event not less than 60 days' notice of atechnological change.(b) Upon receipt of a notice of technological change pursuant to Clause 23.2(a) the JointLabour/Management Committee established under Clause 7.3 shall meet to consult on the impact of theproposed change.(c)(d)The written notice identified in Clause 23.2(a) will provide the following information:(1) the nature of the change(s);(2) the anticipated date(s) on which the Employer plans to effect change(s);(3) the location(s) and number(s) of employees likely to be directly affected pursuant to (d) below.Where notice of technological change has been given pursuant to Clause 23.2(a):(1) Employees who are assigned by the Employer to work with the new technology shallreceive a period of training and familiarization. Employees involved in training under this sectionshall receive their current salary for the period of training. Where the employee cannot meet jobrequirements upon completion of the training and familiarization period, the employee shall beoffered either the vacancy options, early retirement or severance pay provisions of Article 13.(2) To absorb those employees who are not assigned by the Employer to work with the newtechnology or who are displaced because of such technological change, the Employer willendeavour to utilize normal turnover of employees within the Employer geographic location inwhich the change occurs, to the extent that turnover occurs during the period in which atechnological change is being implemented.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 41(3) When necessary to reduce staff due to technological change, it will be done as providedfor in Article 13.23.3 Waiving of NoticeNotwithstanding Clause 23.2(a), the parties recognize that there may be circumstances of statutoryobligations where it is not possible to provide the notice set forth in this article. In such circumstances,notice shall be provided as soon as possible.23.4 Disputes ResolvedIf the Employer and the Union are unable to reach agreement respecting reasonable periods of trainingand familiarization, the matter may be referred to arbitration pursuant to Article 9 by notice of intent toarbitrate.24.1 Contracting OutARTICLE 24 - CONTRACTINGThe Union recognizes that the Employer is obligated to contract out a certain amount of the maintenancework under the terms of the contract with the Ministry of Transportation and Highways.24.2 No Contracting Out Which Results in LayoffThe Employer agrees not to contract out any of the Employer's work performed by employees covered bythis Agreement which would result in the laying off of regular employees. It will not be deemed to be aviolation of this article where the Employer contracts out work which results in auxiliary employees notbeing recalled for work.24.3 Contracting InNothing in this Agreement prohibits the Employer from contracting with any other party. It is agreed thatall such work will be bargaining unit work and the Union agrees to meet to discuss temporarymodifications to this Agreement that will be beneficial to securing such work. These discussions are totake place at an expedited pre-bid meeting comprised of the Union's Labour/Management Committeerepresentatives, a member of the affected work group, and the Employer's representatives. Any localmodifications will be on a project-by-project basis without precedent. It is agreed that EAM may lease orrent equipment, and when this is occurring, this shall not result in a loss of work for regular bargainingunit employees and shall not interrupt or reduce the amount of bargaining unit work available. Whenevercontractually or fiscally possible EAM will try to obtain extra work for bargaining unit employees bycontracting with outside sources including EAC.24.4 Warranty Work(a) When warranty work is performed on the Employer's equipment, it is agreed that a bargainingunit employee may be assigned to assist with all warranty work performed on the Employer's premises.(b) The Employer agrees that it will not acquire any bumper to bumper service agreements on any ofits equipment which is over and above the mandatory warranty.(c) The Employer agrees that routine maintenance and servicing on all employer owned or leasedequipment shall be performed by a bargaining unit member, if a regular bargaining unit member isavailable and no regular employee is laid off.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 4224.5 Repair and ServiceIt is agreed that third parties will not be permitted to use the tools or equipment of the employees in orderfor them to service, clean, or repair the Employer's or any third parties' equipment.25.1 EligibilityARTICLE 25 - HEALTH AND WELFARE BENEFITSEmployees shall be eligible for coverage for medical, dental, group life and extended health care benefitseffective the first day of the month following their appointment to regular status. Benefits shall be inaccordance with existing insurance policies except as otherwise stated in this Agreement. The Employerwill pay 100% of the regular premiums.25.2 Short Term Illness and Injury PlanThe Employer will provide a short-term illness and injury plan that entitles regular employees to a benefitof 75% of pay for a period not to exceed seven months as provided for under policy number 90809.Vacation Entitlement - an employee on leave pursuant to this clause shall earn seniority for all hours theemployee would have worked had he/she not been ill and been able to stay on the job. On return fromleave an employee shall be placed in his/her former position.25.3 Basic Medical InsuranceAll eligible employees may choose to be covered by the British Columbia Medical Plan. Benefits andpremium rates shall be in accordance with the existing policy of the Plan. The Employer will pay 100% ofthe regular premium for employees and their eligible dependents.25.4 Extended Health Care PlanEligible employees and their eligible dependents shall be entitled to coverage for Extended Health Care asprovided for under policy number E47106.(a) The Employer shall pay the monthly premium for employees entitled to coverage under amutually acceptable Extended Health Care Plan.(b) For the term of this Agreement, this Plan will provide equivalent benefits on the same terms asthose currently provided, except as stated below.(c) Corrective lenses – $350 payable once every 24 months for adults and once every 12 months forchildren.(d)(e)(f)Hearing aids - $525 payable once every 48 months and annually for each dependent child.Fees of a registered psychologist, up to a maximum of $1000, claimable per family per year.Hairpieces for chemotherapy patients not to exceed $500 lifetime maximum.25.5 Dental PlanEligible employees and their eligible dependents shall be entitled to coverage for dental care as providedfor under policy number D047106.(a) The Employer shall pay the monthly premium for employees entitled to coverage under amutually acceptable plan which provides:

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 43(1) Part A - 100% coverage (no limits);(2) Part B -70% coverage (no limits);(3) Part C - 60% coverage.(b) Eligible employees and their eligible dependents shall qualify for orthodontic services underPart C after 12 months' participation in the Plan. Orthodontic services are subject to a lifetimemaximum payment of $3000 per patient.25.6 Group Life and Accidental Death and DismembermentRegular employees shall be entitled to coverage for Group Life and Accidental Death andDismemberment as provided for under policy number 90809.(a) The Employer shall provide a mutually acceptable Group Life Plan with benefits equivalent totwice an employee's annual salary, with a minimum of $100,000 effective date of ratification.The Employer shall pay 100% of the premium on the base minimum as set out above and the employeeshall pay the premium for any insurance over the base minimum.(b) Employees shall as a condition of employment, enrol in the Group Life Plan and shall completethe appropriate payroll deduction authorization forms.(c)The Group Life Plan shall include the following provisions for accidental dismemberment:(1) loss of both hands or feet ............................................................ the principal sum;(2) loss of sight of both eyes............................................................. the principal sum;(3) loss of one hand and one foot ..................................................... the principal sum;(4) loss of one hand or one foot and sight of one eye....................... the principal sum;(5) loss of one hand or one foot................................................ ½ of the principal sum;(6) loss of sight of one eye ....................................................... ½ of the principal sum.25.7 Doctor's Certificate of Inability to WorkPursuant to Appendix 1, Section 1.4, the Employer may require an employee who is unable to workbecause of illness or injury to provide a statement from a qualified medical practitioner. The cost of allmedical statements required by the Employer's carrier shall be at the Employer's expense and be withoutloss of pay.25.8 Medical ExaminationWhere the Employer requires an employee to submit to a medical examination or medical interview, itshall be at the Employer's expense and on the Employer's time, other than a medical examination underAppendix 1, Section 1.4.25.9 Long-term DisabilityRegular employees shall be entitled to coverage for Long-term Disability as provided for under policynumber 90809 and Appendix 1.25.10 Benefits While on STIIP or LTDThe Employer shall maintain coverage for MSP, extended health benefits, dental care benefits, group life,accidental death and dismemberment, wage indemnity and long-term disability and pension plancontributions and shall pay the Employer's share of these premiums while an employee is in receipt ofbenefits pursuant to the Short Term Illness and Injury and Long Term Disability Plans, for the first 24months of LTD after which Health and Welfare coverage shall be the responsibility of the employee.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 4425.11 Employer to Provide CoverageThe Employer shall provide coverage as set out in the policies described in Clauses 25.2, 25.3, 25.4, 25.5,25.6 and 25.9 above and shall pay 100% of the premiums as set out in these policies. Benefit coveragewill remain in effect until the end of the month in which an employee loses benefit entitlement. Theemployee shall pay the premium for any insurance over the amount set out in the policy described inClause 25.6 above.25.12 Workers' Compensation Benefits/ICBC Claims(a) When an employee is on a claim recognized by the WCB or a work-related ICBC claim, he/sheshall be entitled to receive full wages for the 152 days of any one claim. Pension contributions, benefitsand seniority will continue for a maximum of 31 months.(b) Monies in reimbursement of lost wages received from WCB or ICBC will be returned to theEmployer.(c) Vacation credits will accrue on Workers' Compensation benefits and ICBC work-related claimsfor a maximum of seven months..25.13 Employee Referral ProgramThe Employer agrees to pay 100% of the cost of fees for service for the Employee and Family ReferralProgram in accordance with Memorandum of Understanding 2.25.14 Continuation of BenefitsEmployees who are eligible for benefits under Article 25, shall be entitled to maintain coverage for amaximum period of 12 consecutive months immediately following the month of layoff by prepaying thepremium themselves.25.15 Sick Leave Credits(a) Employees may bank, at year end, one-quarter of a day for each of the first six days' sick leavenot taken during the calendar year. This banked sick leave can be used to supplement any future sickleave under this Plan. The total remaining accumulation will be paid out at retirement.(b) An employee may supplement sick leave benefits from the following in descending order ofusage:(1) credits pursuant to Clause 25.15(a) above;(2) compensatory time off;(3) vacation credits.25.16 Copies of the Benefit Plan(a) A copy of the master contracts with the carrier for all the benefit plans contained withinArticle 25 shall be sent to the President of the Union and the appropriate BCGEU area office.(b) The Employer will develop a pamphlet detailing the provisions of the benefit plans fordistribution to all employees eligible for coverage. The cost of such a pamphlet shall be borne by theEmployer.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 4525.17 Benefit Carriers(a) It is understood that benefit plan carriers may change from time to time, however, the benefitslisted in Clauses 25.2, 25.3 & 25.4 will remain the same. No changes will be made to the benefit plancoverage without mutual agreement of the parties.(b) Prior to any anticipated change in carrier, the Employer will advise the Union 30 days in advanceand a meeting will be convened with the Labour/Management Committee to discuss any proposedchanges to the benefit carrier.(c) The Employer will supply the Health and Welfare plan number which will form part of thisCollective Agreement. (Upon agreement by the Union that the existing plan equals the plans of thepast).26.1 Protective ClothingARTICLE 26 - EMPLOYEE EQUIPMENT AND CLOTHING(a) Protective clothing is understood to mean wearing apparel which protects the employee and theemployee's clothing from excessive dirt, grease, sparks or chemicals, hazardous waste or biologicalwaste.(b) The Employer agrees to supply protective apparel in accordance with Memorandum ofUnderstanding 3.26.2 Safety Equipment(a) With the exception of prescription glasses and safety footwear, the Employer will supply allsafety equipment required for the job under WCB regulations. Where safety equipment is required byWCB, it will be issued on an individual basis in accordance with Memorandum of Understanding 3.(b) Replacement of unserviceable items as provided for in Memorandum of Understanding 3 will bemade upon surrender of the items to be replaced.26.3 LockersWhere working conditions or weather requires employees to have additional clothing available at theirregular point of assembly, the Employer shall provide secure individual lockers within the assembly roombuilding.26.4 Purchase of Work ClothingUpon depletion of existing stocks and termination of current contracts, and all other things being equal, allapparel supplied by the Employer shall be union made where available and shall bear a label so stating.26.5 Tools(a) No employees, other than those classified as tradespersons, helpers, or apprentices, will berequired to supply work tools or equipment.(b) An employee shall furnish and replenish his/her inventory of personal hand tools. The Employershall furnish and maintain power tools, specialty tools, testing equipment and all other equipment asrequired to service or repair employer-owned, rented or leased equipment.(c) Where maintenance of employee's hand tools has been done by the Employer in the past, thispractise shall continue. It is understood that "maintenance", as used in this section, shall meansharpening and keeping in good working condition.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 46(d) The Employer will replace the approved inventoried list of the employee's hand tools, pneumatictools, power tools and tool boxes required for the job, which may be broken while used on the job, uponreasonable proof of such breakage and proof that there has been no negligence on the part of theemployee. Replacement will be of equal quality.(e) Tool allowances shall be in accordance with Memorandum of Understanding 3.26.6 Comprehensive InsuranceThe Employer agrees to provide comprehensive insurance and proof of same, covering tools, tool boxes,reference texts, and instruments owned by the employees and are required to be used in the performanceof their duties at the request of the Employer. The Employer shall pay any deductible amounts over $100for comprehensive insurance. Mechanics shall be allowed reasonable time during the workday toinventory his/her tools and provide the Employer with a list of same for the purpose of this article and theinventory list shall be updated at least once per year..26.7 Footwear AllowanceOn April 1 of each calendar year, every regular employee who has been employed for a minimum of oneyear, shall be reimbursed up to $125 upon providing a receipt of purchase of safety shoes or boots whichmeets with WCB standards and regulations.27.1 Equal PayARTICLE 27 - PAYMENT OF WAGES AND ALLOWANCESThe Employer shall not discriminate between male and female employees by employing a person of onegender for any work at a rate of pay that is less than the rate of pay at which a person of the other genderis employed for similar or substantially similar work.27.2 Paydays(a) Employees shall be paid biweekly every second Friday. Auxiliary employees shall receive theirpaycheque no later than four weeks after they commence employment.(b) A comprehensive statement detailing all payments, allowances, pension contributions anddeductions shall be provided for each pay period. All premiums and allowances payable shall be paidout no later than four weeks from the date of earning them.(c) Where an employee requests, the Employer will deposit without cost to the employee, anemployee's pay in a participating chartered bank, trust company or credit union of the employee'schoice on or before the appropriate payday. Where direct deposit is not available, an employee's paywill be delivered in individual sealed envelopes in accordance with (d) below.(d) For those employees requesting paycheques, when a payday falls on an employee's rest day theEmployer shall issue the paycheque on the last shift worked prior to the payday, provided the cheque isavailable.(e)Employees working shifts shall receive paycheques in accordance with the following:(1) day shift - on the payday;(2) afternoon shift - coming off the shift prior to the payday;(3) night shift - coming off shift the morning of the payday.(f) If the paycheque is not available on the payday, the Employer shall arrange for the employee tobe provided on the payday with an adequate advance on his/her wages.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 47(g) When an article in this Agreement has a reference to payments at the "end of the month followingthe month" in which an event occurs, payment will be "at the end of the second pay period followingthe pay period" in which the event occurs.Similarly, a reference to payments on specified dates will mean payment on the closest payday periodto the specified date.27.3 Rates of PayEmployees shall be paid in accordance with the rates of pay as set out in Appendices 2 and 3.27.4 Substitution Pay(a) When an employee temporarily substitutes in, or performs the principal duties of, a higher-payingposition, he/she shall receive the rate for the job. Employees on short-term disability leave, specialleave, or any other paid leave of absence will be entitled to the basic rates of pay they received prior tosubstituting in a higher position.Payment for leave under Clauses 20.1 and 20.2 will be made at an employee's basic rate of pay, exceptif an employee has been working in a higher paid position than his/her regular position for a majority ofhis/her regularly scheduled hours in the 60 days preceding his/her leave, in which case he/she shallreceive the higher rate.(b) Substitution pay is not payable when an employee has not been designated by the Employer tosubstitute.(c) Where the Employer requires an employee to work part days at a higher paying position, for morethan one-half hour, he/she shall be paid at the higher rate for the time actually worked at the higher paidposition.(d)The application of this clause shall not include training time.(e) The Employer agrees that, except in the case of emergency, an employee's workload will not beincreased as a result of positions being temporarily vacant due to illness, vacation, leave of absence orany other reason.(f) Substitution to a higher non-supervisory level position shall be offered to the most senioravailable qualified employee in the appropriate classification, within the seniority block, subject to theemployee's ability to perform the job. Where there are no volunteers willing to accept the substitution,qualified employees within the seniority block may be assigned by the Employer in reverse order ofseniority.(g) Appointment to substitute in supervisory level positions shall be made on the basis ofqualification, merit and seniority.(h) Where an established supervisory position normally exists, it shall be the normal practise that asubstitute be designated in accordance with this article.27.5 Rate of Pay on Reclassification or PromotionWhen an employee is promoted or reclassified to a higher paying position, he/she will receive the rate forthe position.27.6 Pay on Temporary AssignmentA regular employee temporarily assigned by the Employer to a position with a rate of pay lower thanhis/her regular rate of pay shall maintain his/her regular rate of pay.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 4827.7 Wage Protection and Downward Reclassification of Position(a) No employee shall have his/her regular classification and rate of pay reduced during the term ofthis Collective Agreement other than by voluntary demotion.(b) Subject to Clause 27.7(a) above when an employee is demoted, the employee shall receive therate for the position.27.8 Vehicle AllowanceVehicle allowances for all distances travelled on employer business shall be paid to employees required touse their own vehicles in the performance of their duties. Ownership of a vehicle shall not be a conditionof employment.Effective date of ratification, vehicle allowance shall be 49¢ per kilometre.27.9 Meal AllowancesEmployees on travel status away from their seniority block shall be entitled to a meal allowance for thetime spent away from their seniority block.Effective date of ratification, meal allowance shall be:Breakfast .......................$10.50Lunch ............................$12.70Dinner ...........................$20.4027.10 Expenses(a) An employee performing his duties outside his assembly point area may claim unusual and/orextraordinary out-of-pocket expenses, subject to approval by the Employer. It is agreed that paymentfor out-of-pocket expenses is intended to include payment for meals where the situation warrants. It isnot the intention to pay meal allowances where the employee can be reasonably expected to provide hisown meal.(b) When employees have occasion to entertain non-service personnel in the course of their duties,they shall, subject to prior approval, be reimbursed for reasonable expenses.27.11 Abnormal Working ConditionsPremium rates for abnormal working conditions shall be as follows: both parties to this Agreementrecognize that employees should not be required to work under abnormal working conditions; however,where it is unavoidable the following shall apply: A premium allowance of $1.10 per hour shall be paid toemployees working on a swing stage, over bridges or stacks, or towers, or over the side of buildings orvessels, such that they are working above surrounding terrain. Premium allowance shall apply to actualtime while exposed, except that time shall be calculated in one hour increments. This same premium shallapply to falling trees over six inches in diameter, working inside culverts, working in vessels or tanks,working with raw sewage, or welding and cutting of galvanized or other hazardous materials.27.12 Upgrading QualificationsWhere the Employer requires an employee to upgrade his/her skills, licensing or qualifications in order tooperate or maintain equipment, the cost of training and normal living and travel expenses and all othercosts as laid down in this Agreement will be borne by the Employer.27.13 Accommodation, Board and LodgingAccommodation, board and lodging allowances for employees required to work away from their seniorityblock shall be, as per Appendix 4.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 4927.14 Relocation ExpensesRegular employees who have to move from one seniority block to another, or at the request of theEmployer shall be entitled to relocation expenses, as per Appendix 4.27.15 Retirement AllowanceUpon retirement from service, an employee who has completed 20 years of service seniority, and is 55years of age or older, is entitled to an amount equal to his/her salary for one month, and for each full yearof service exceeding 20 years, but not exceeding 30 years, is entitled to an additional amount equal toone-fifth of his/her monthly salary. The employee may opt to take the allowance as equivalent paid leaveof absence to be taken immediately prior to retirement.(a)For the purpose of this article, one month's salary is:Biweekly Rate x 26.08928571227.16 Telephone AllowanceEmployees on travel status who are required to obtain overnight accommodation will be entitled to claimfor one five minute telephone call within British Columbia, for three consecutive nights away.27.17 Work Time Records(a) Any change to an employee's record of time worked which affects his/her wages shall beaccompanied by notification to the employee. Should the employee disagree with the Employer as tothe accuracy of his/her work and overtime records, the union official within his/her jurisdiction shallhave the right, on reasonable notice, to inspect the employee's work and overtime records.(b)All employees shall submit a time sheet on a daily basis to the supervisor.27.18 Training AllowanceOperators who are required by the Employer to provide training to a specified level shall receive apremium of $15 per day while training. In such cases, the senior qualified operator with the capacity toprovide training in the required class of equipment shall be given the opportunity to provide such training.28.1 Classification SpecificationsARTICLE 28 - CLASSIFICATION SPECIFICATIONSClassification specifications shall be as in Appendix 9, or as amended from time to time by mutualagreement between the parties. It is agreed that the Bargaining Committee will look at the issue ofremoving classification specifications in the next bargaining session.28.2 Classification and Salary Adjustments(a) When a new or substantially altered classification covered by this Agreement is introduced or anew or substantially altered piece of equipment is introduced, the rate of pay shall be subject tonegotiations between the Union and the Employer.(b) If the parties are unable to agree on the rate of pay for the new or substantially alteredclassification, or piece of equipment, within 10 days of their first meeting or other such period agreed toby the parties, the Employer may implement the classification and attach a salary.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 50(c) The Union may then refer the matters, within 21 days, to arbitration. The Arbitrator shalldetermine the rate of pay.(d) The new rate of pay shall be effective on the date agreed to by the parties, or the date set by theArbitrator but, in any event, not earlier than the date of implementation.28.3 Reclassification ProcedureAn employee shall have the right to grieve, through the Union, the classification of the position he/she occupies.(a) If an employee believes that the position he/she occupies is improperly classified, he/she shalldiscuss the classification with his/her supervisor.(b) The supervisor shall, upon request, provide the employee with a written statement of duties andresponsibilities within 30 days of the request.(c) Upon request, the employee and his/her immediate supervisor shall discuss this statement bycomparison with the classification specification(s).(d) If there is a dispute between the supervisor and the employee concerning the classification orgrade of the position he/she occupies, or if the employee believes there is a conflict between his/herclassification specification and the statement of duties, the employee may initiate a grievance at Step 2as per Article 8 of this Agreement.(e) The effective date of any resulting change in classification shall be the first day of the biweeklypay period following the date that a job description was requested pursuant to Clause 28.3(b).ARTICLE 29 - APPRENTICESHIP PROGRAM29.1 Administration and Implementation of Apprenticeship ProgramsThe Employer and the Union recognize that Apprenticeship Programs are the normal procedures forobtaining Trades qualifications. The administration and implementation of Apprenticeship Programs willbe the responsibility of the Employer.29.2 Apprentices Attending School as Required by theMinistry of Labour, Skills and Development(a) When an apprentice is attending school as required by the BC Ministry of Labour, Skills andDevelopment, he/she shall be paid his/her appropriate wage rate. Where eligible, the Apprentice shallapply for a wage allowance from the Ministry of Human Resources Development and shall remit thisallowance to the Employer.(b) The Employer will advise apprentices when they are eligible for a Ministry of Human ResourcesDevelopment wage allowance.(c) Apprentices will qualify for a per diem allowance while attending school required by BCMinistry of Labour, Skills and Development in cases where the school is located a minimum of 50kilometres from the apprentices’ home. Where the school is less than 50 kilometres from theapprentices’ home the apprentice will be entitled to vehicle allowance in accordance with 27.8. Anapprentice who lives a minimum of 50 kilometres from the school may choose to commute and receivevehicle allowance instead of per diem, however, the vehicle allowance will be limited to the amountequal to the per diem.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 5129.3 Apprentices Attending Special Training as Required by EmployerWhere apprentices are required by the Employer to attend specialized training locations, which requirethem to either relocate or transfer from their seniority block, they shall receive the appropriate allowanceas described in Appendix 5.29.4 Apprentice Moving ExpensesThe Employer agrees to pay for authorized moving expenses incurred by apprentices to move to and fromhome bases other than to the initial appointment base. When an apprentice qualifies for a higherpercentage of the wage scale this shall not be construed as a promotion.29.5 Employment on Completion of Apprenticeship Program(a) Apprentices shall be considered regular employees for the term of their apprenticeship for benefitpurposes only. Since apprentices are indentured under a Contract of Apprenticeship pursuant to theApprenticeship Act, and since this Contract may be subject to cancellation, the provisions of Article 13do not apply. Should an apprentice obtain regular status employment with the Employer immediatelyfollowing his apprenticeship, the period of the apprenticeship will count towards service seniority.(b) Apprentices who had regular status with the Employer immediately prior to entering theApprenticeship Program shall retain their previous service seniority, plus apprenticeship time, shouldthey obtain regular status employment immediately following their apprenticeship. Should anapprentice with previous service seniority with the Employer not obtain employment as a tradespersonimmediately following his apprenticeship, he will be eligible for severance pay on the basis of hisservice seniority or return to his/her original position and classification. During the term of his/herapprenticeship the employee(s) backfilling the Apprentice's previous position will not become amember of the Core group (layoff protected) unless they become the successful applicant on anotherjob posting.(c) To facilitate the placement of graduating apprentices into suitable journeyman vacancies, as theybecome available, apprentices who are in their last year of contract and who have shown satisfactoryprogress and ability towards assuming journeyman duties and responsibilities, may exercise theirregular seniority pursuant to Article 11 to claim a journeyman vacancy corresponding to theirindentured trade, until their apprenticeship and term of contract has been successfully completed.Between the incumbent's appointment date and expiry date of the apprenticeship contract, theapprenticeship regulations and corresponding salary percentage scale will apply.29.6 Apprenticeship RatioThe Employer agrees to maintain at least one apprentice within the Contract Area.30.1 Sexual HarassmentARTICLE 30 - HARASSMENT(a) The Union and the Employer recognize the right of employees to work in an environment freefrom sexual harassment. The Employer shall take such actions as are necessary respecting an employeeengaging in sexual harassment.(b) Sexual harassment means sexually oriented verbal or physical behaviour which an individualwould reasonably find to be unwanted or unwelcome, giving consideration to all surroundingcircumstances and which may detrimentally affect the work environment. Such behaviour couldinclude, but is not limited to:(1) touching, patting or other physical contact;(2) leering or the making of sexual gestures;

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 52(3) demands for sexual favours;(4) verbal abuse or threats;(5) unwanted sexual invitations;(6) physical assault of a sexual nature;(7) distribution or display of sexual or offensive pictures or material;(8) unwanted questions or comments of a sexual nature;(9) practical jokes of a sexual nature.(c) To constitute sexual harassment behaviour may be repeated or persistent or may be a singleserious incident.(d) Sexual harassment will often, but need not, be accompanied by an expressed or implied threat ofreprisal or promise of reward.(e) Sexual harassment refers to behaviour initiated by both males and females and directed towardmembers of either sex.30.2 Personal Harassment(a) The Employer and the Union recognize the right of employees to work in an environment freefrom personal harassment and agree that employees who engage in personal harassment may bedisciplined.(b) Personal harassment means verbal or physical behaviour that is known or ought reasonably to beknown to be abusive or offensive to another person and may be discriminatory in nature, based uponanother person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physicalor mental disability, sex, age, or sexual orientation. Such behaviour could include, but is not limited to:(1) physical threats or intimidation;(2) words, gesture, actions, or practical jokes, the natural consequence of which is tohumiliate, alarm or abuse another person;(3) distribution or display or offensive pictures or materials.(c) To constitute personal harassment, behaviour may be repeated or persistent or may be a singleserious incident.(d) Personal harassment does not include actions occasioned through the exercising in good faith theEmployer's supervisory/managerial rights and responsibilities.30.3 Harassment Complaint ProceduresIn the case of a complaint of either personal or sexual harassment, the following shall apply:(a) An employee (complainant) who wishes to pursue a concern arising from an alleged harassmentmay submit a complaint in writing within six months of the latest alleged occurrence directly to thePresident of the Employer. Where the complaint is against the President, it shall be submitted to theBoard of Directors or other employer designate. Upon receipt of the written complaint, the Employershall notify in writing the designated union staff representative. Complaints of this nature shall betreated in strict confidence by both the Union and the Employer.(b) An alleged harasser (respondent) shall be given notice of the substance of such a complaint underthis clause and shall be entitled to attend, participate in, and be represented at any hearing pursuantto (g) below.(c) The Employer's designate shall investigate the complaint and shall submit his/her report to thePresident in writing within 15 days of receipt of the complaint. The President shall within 10 days of

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 53receipt of the reports give such orders as may be necessary to resolve the issue. The union staffrepresentative, the complainant and the respondent shall be apprised of the President’s resolution.(d) Both the complainant and the respondent shall be given the option of having a steward present atany meeting held pursuant to the above investigation.(e) Pending determination of the complaint, the President may take interim measures to separate theemployees concerned if deemed necessary.(f) In cases where harassment may result in the transfer of an employee, every effort will be made torelocate the harasser, except that the complainant may be transferred with his/her written consent.(g) Where either the complainant or the respondent, in conjunction with the Union, is not satisfiedwith the President's response, the Union will put the complaint, within 30 days, before a mutuallyagreed upon, independent adjudicator who specializes in cases of personal harassment or sexualharassment. The adjudicator shall work with the parties to achieve a mutually acceptable resolution andif this is not achieved, the adjudicator shall have the right to:(1) dismiss the complaint; or(2) determine the appropriate level of discipline to be applied to the harasser.(3) make further recommendations as are necessary to provide a final and conclusivesettlement of the complaint.(h) Disciplinary action taken against a harasser pursuant to this clause, shall not form the basis of agrievance.(i) Where the complaint is determined to be of a frivolous, vindictive or vexatious nature, theEmployer will take appropriate action which may include discipline.(j) This clause does not preclude an employee from filing a complaint under Section 8 of the BCHuman Rights Code. A complaint of personal harassment or sexual harassment shall not form the basisof a grievance.(k)Complaints under this article shall be treated in strict confidence by all parties involved.31.1 Employee TrainingARTICLE 31 - TRAINING AND SERVICE CAREER POLICYBoth parties recognize the need to provide employees with opportunities to improve their qualifications inorder to prepare for promotional advancement, upgrade their skills required as a result of technologicalchange, new methods or procedures, and to qualify for new positions being planned. To meet these needsthe Joint Labour/Management Committee shall meet to recommend a training and/or upgrading programfor all classification series.(a) The Employer shall ensure there is at least one regular employee in the machine operatorseries (in excess of the normal operators) trained and qualified to operate each piece of equipment ineach seniority block, eg., single axle dump truck, tandem dump truck, loader, grader, etc.;(b) Where the complement in Clause 31.1(a) above falls below one regular employee, the Employershall, within two weeks, commence training pursuant to Clause 31.3;(c)In seniority blocks with six or more regular employees the number in (a) and (b) above shall read two.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 5431.2 Selection for TrainingWhen training is required, the Employer will place a Notice of Training in the appropriate assembly point.This notice will indicate the pre-training criteria, and the job classification and equipment being offeredfor training. The Employer will assess the abilities of the employees within the appropriate classificationseries who indicate their interest for such training and will offer the training to the senior applicant whomeets the pre-training criteria as determined by the Employer. The Joint Labour/Management Committeewill determine the pre-training criteria.31.3 On-the-Job Operator Training(a) Once per calendar year between January 1 and January 31, employees shall indicate, in writing, tothe Joint Labour/Management Committee requests for on-the-job training for the upcoming year.(b)(c)(d)Employees shall be designated for on-the-job Operator training in writing.Training shall be considered time worked.An employee rejected from the training will be so informed in writing by the Employer.(e) Unless the employee is under direct supervision, an employee operating equipment at a higherrate shall receive substitution pay in accordance with Clause 27.4(c).(f) The parties recognize that continuity of training is important. The Employer shall schedulestandardized training so as to provide the required continuity. It is understood that the length of trainingmay vary depending on operator experience, complexity of the equipment, and operationalrequirements; however, a minimum of three consecutive days will be allowed unless proficiency isachieved sooner.31.4 Completion of Courses on Company TimeEmployees shall be granted reasonable time during the regular workday to complete Employer approvedcourses.31.5 Reimbursement for Approved Courses(a) Provided a passing mark is achieved, employees shall be reimbursed 100% of Employerpre-approved costs.(b) The parties to this Agreement may mutually agree to an alternate reimbursement percentage forapproved job-related courses.(c)Termination of employment will nullify any obligation of assistance by the Employer.31.6 Training Away from Regular Seniority BlockWhere the Employer requires employees to take training away from their seniority block and where theemployee cannot return on a daily basis, the Employer shall provide for all necessary expenses such astuition, books, travel, meals, accommodation, or other legitimate pre-approved items. The employee shallbe on travel status as per Appendix 5.31.7 ExaminationsEmployees shall be permitted to write an examination required by the Employer, upon satisfactorycompletion of the training programs. Employees who fail an examination shall, upon request and whereavailable, receive a copy of their examination and shall be eligible to be re-examined on a one-time basisonly. This provision shall not apply to examinations set as a condition of employment.Any examination required by the Employer pertaining to any classification covered by this CollectiveAgreement shall be subject to review by the Joint Labour/Management Committee.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 5532.1 Letter of AppointmentARTICLE 32 - AUXILIARIESAn auxiliary employee shall receive a letter of appointment clearly stating his/her employment status andexpected duration of employment.32.2 Seniority(a) For the purpose of layoff and recall, an auxiliary employee who has worked in excess of 30workdays shall accumulate service seniority within a work group on the basis of the total number ofstraight-time hours worked with the Employer. Accumulated straight-time hours worked with previouscontractors in Contract Area 7 will be included provided they accepted auxiliary employment withsuccessive contractors in Contract Area 7.(1) The total hours above shall be converted to a seven hour shift to establish seniority.(2) Upon completing 30 workdays (seven hour shifts), an auxiliary employee's seniority shallinclude the accumulated 30 workdays.(3) Designated paid holidays or days in lieu of designated paid holidays in accordance withClause 32.10 shall be included in the calculation of seniority.(b) Subject to Clause 32.3, an auxiliary employee shall retain his/her service and classificationseniority if he/she is moved by the Employer from one seniority unit to another.(c) For the purpose of layoff and recall, auxiliary employees who are on a claim recognized by theWorkers' Compensation Board which arises out of a work-related injury while employed by theEmployer, shall earn seniority for all hours the employee would have worked had he/she not beeninjured and been able to stay on the job.(d)A current work unit service seniority list shall be posted quarterly in each work group.(e) When two or more employees commence work in the same classification on the same day, theorder of establishing their relative seniority shall be as follows in sequence:(1) the date of application for employment,(2) by chance on the date of hire if the date of application is the same.32.3 Layoff and Recall(a) Layoff of auxiliary employees shall be by classification in reverse order of seniority within aseniority block.(b) Auxiliary employees on layoff shall be recalled in order of seniority within an assembly pointprovided the auxiliary employee is qualified to carry out the work which is available.(c) Offers of Auxiliary Work:(1) Employees on layoff will be notified of available work by a means determined by theEmployer.(2) If an employee receives notice of available work and declines the work offered, suchdecline will be considered to be a decline for purposes of Clause 11.4(a)(4).(3) An employee who declines work on three separate occasions in a 10 month period shalllose his seniority and shall be considered terminated for just cause.(i) An employee who declines work on three separate occasions in a 10 monthperiod shall lose his seniority and shall be considered terminated for just cause.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 56(4) Auxiliary employees who are unavailable in the following circumstances will not havethe decline or unavailability count as an occurrence for the purpose of Clause 11.4(a)(4):(i)(ii)(iii)absence on a WCB claim;maternity leave;absence on bereavement leave without pay;(iv) illness; proof of illness may be required if the absence is greater than five days orwhere it appears a pattern of consistent or frequent absence is developing;(v) illness of a dependent child of an employee, where no one other than theemployee can care for the child. Proof of illness may be required if a pattern of consistentabsence is developing.(vi) union leave per Clause 2.11;(vii) jury duty;(viii) medical or dental appointment.(d) Notwithstanding anything else contained in this article, a newly hired auxiliary employee, may becalled in for training and/or orientation purposes without regard to seniority for a maximum of two daysand the hours accumulated during such a call-in shall be counted for the accumulation of seniority orfor credits towards conversion to regular status. During such a call-in, an auxiliary employee will notwork alone and will not perform any work that would have otherwise resulted in an auxiliary beingcalled in by seniority.32.4 Auxiliary Displacement(a) Within a seniority block, senior auxiliary employees may opt to displace junior auxiliaryemployees who have been recalled if a senior auxiliary is unavailable for recall due to the followingcircumstance(s):(1) absence on a WCB or ICBC claim;(2) maternity leave;(3) absence on bereavement leave;(4) illness; proof of illness may be required if the absence is greater than five days or whereit appears a pattern of consistent or frequent absence is developing;(5) illness of a dependent child or spouse of an employee, where no one other than theemployee can care for the child. Proof of illness may be required if a pattern of consistent absenceis developing;(6) union leave per Clauses 2.10 or 2.11;(7) jury duty;(8) medical or dental appointments.(b) Senior auxiliary employees shall only be eligible to displace junior auxiliary employees if thedisplacement occurs immediately following the expiry of the leave(s) referred to in Clause 32.5(a)above.32.5 Health and WelfareIn lieu of Health and Welfare benefits, auxiliary employees shall receive an additional compensationof 80¢ for all regular hours worked.Effective November 1, 2008 – 90¢ per hour.Effective November 1, 2009 – $1 per hour.Effective November 1, 2010 – $1.10 per hour.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 5732.6 Weekly Indemnity(a)Clause 32.6 will not apply when an auxiliary employee is receiving benefits under this clause.(b) Auxiliary employees are eligible for weekly indemnity benefits upon accumulation of 400 hoursof auxiliary seniority. Once established, eligibility for weekly indemnity is retained unless the auxiliaryemployee loses auxiliary seniority. Weekly indemnity benefits are payable for each period of illness upto a maximum of 15 weeks at 60% of the auxiliary employee's normal average earnings. Normalaverage earnings are calculated by averaging the straight-time hours paid in the six most recentbiweekly pay periods in which earnings occurred.(c) The benefit waiting period in each case of illness will be 14 calendar days. This means thatbenefits will be paid from the 15 th day of illness.(d)Subject to Clause 32.7(c), full benefits will be reinstated:(1) in the case of new illness, after the auxiliary employee returns to active employmentfollowing the most recent absence due to illness and accumulates 150 more hours of auxiliaryseniority;(2) in the case of a recurrence of a previous illness, after the auxiliary employee returns toactive employment following the most recent absence due to that illness and accumulates 400more hours of auxiliary seniority.(e) The payment of benefits to a person who is laid off or separated prior to termination of his/herillness shall be continued after the layoff or separation until the total number of weeks for whichbenefits have been paid in respect of that illness is 15 weeks or the duration of the illness, whicheveroccurs first, except that benefits will cease on the effective date of a scheduled layoff or separation, ifthe illness occurs two months (or less) before that layoff or separation, provided that notice of the layoffor separation was given prior to the occurrence of the illness.(f) The benefits described in this clause shall not be available to an auxiliary employee whose illness,injury, or personal circumstances may be described by any one of the following conditions:(1) who is not under the care of a licensed physician;(2) whose illness is occupational and is covered by Workers' Compensation;(3) whose illness is intentionally self-inflicted;(4) who is pregnant and has a pregnancy-related illness during the period commencing withthe 10 th week prior to the expected week of confinement and ending with the sixth week after theweek of confinement; or during any period of formal maternity leave taken by the auxiliaryemployee pursuant to the Employment Standards Act or to mutual agreement between theauxiliary employee and her Employer; or during any period for which the auxiliary employee ispaid Unemployment Insurance maternity benefits;(5) whose illness results from service in the Armed Forces;(6) whose illness results from riots, wars or participation in disorderly conduct;(7) who is ill during a period of paid vacation;(8) whose illness is sustained while he/she is committing a criminal offence;(9) who is engaged in an employment for a wage or profit;(10) who is ill during a strike or lockout at the place where he/she was employed if that illnesscommences during the strike or lockout;(11) who is serving a prison sentence;

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 58(12) who would not be entitled to benefits payable pursuant to Part II of the EmploymentInsurance Act because he/she is not in Canada;(13) who is absent from work because of plastic surgery performed solely for cosmeticpurposes except where the need for surgery is attributable to an illness or injury.(g) The parties agree that the complete premium reduction from the Employment InsuranceCommission accruing through the improved sick leave plan and the weekly indemnity plan will bereturned to the Employer. This in exchange for the implementation of the above-mentioned plans.32.7 Leave for Medical and Dental CareWhere it is not possible to schedule medical and or dental appointments outside regularly scheduledworking hours, reasonable time off for medical and dental appointments for auxiliary employees shall bepermitted. Such leave will be without pay.32.8 Emergency LeaveThe Employer may grant a leave of absence without pay to an auxiliary employee requesting leave foremergencies or other unusual circumstances. Approval for this leave shall not be unreasonably withheld.32.9 Designated Paid Holidays(a)An auxiliary employee shall be compensated for paid holidays provided he has:(1) worked the day before and the day after a paid holiday; or(2) worked fifteen of the previous 30 days; or(3) worked at least 105 hours at the straight-time rate in the previous 30 days.This clause shall not apply to employees who have been terminated and not on layoff status.(b) An auxiliary employee who is required to work on a paid holiday shall be compensated at thesame rate as regular employees.32.10 Vacation Entitlement(a) Auxiliary employees will be entitled to receive vacation pay at the rate of six percent of theirbasic pay. This vacation pay shall be paid on each paycheque based on regular hours.(b) Auxiliary employees hired after July 1, 2002 will be entitled to receive vacation pay at the rate of fivepercent of their basic pay. This vacation pay shall be paid on each paycheque based on regular hours.32.11 Application of Agreement(a) Except as otherwise noted in this Article, the provisions of Articles 11, 13, 17, 18, 19, 20, 21,and 25 do not apply to auxiliary employees. The provisions of other Articles apply to auxiliaries exceptas otherwise indicated. Auxiliary employees currently receiving benefits under Article 25 shall continueto do so when recalled, provided they have not lost seniority pursuant to the provisions of Clause 32.3.(b) Auxiliary employees shall be entitled to the provisions at Clause 20.1—Bereavement Leave;however, such leave shall be without loss of pay.(c) For the purpose of Article 21, maternity and parental leave for auxiliary employees shall be inaccordance with the Employment Standards Act.(d) Auxiliary employees shall be entitled to the provisions of Clause 20.9.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 5932.12 Auxiliary ConversionAuxiliary employees who achieve 1,827 straight-time hours in a 15-month period shall be converted toregular status effective the first of the month following the month in which they attain the required hours.Where an auxiliary employee is temporarily filling a vacancy in accordance with Clause 12.6, the termsof Clause 32.14 shall apply for the period of backfill.32.13 Auxiliary Employees Working in Temporary Vacancies(a) An auxiliary employee who fills a temporary vacancy in accordance with Clause 12.6 will nothave the hours worked counted toward conversion in accordance with Clause 32.13, nor will the periodof time spent in the temporary vacancy be counted as part of the 15-month period contained inClause 31.13. The hours worked in the temporary vacancy will count toward seniority for all otherpurposes of the Agreement.(b) Where a temporary vacancy is of a known duration of 90 calendar days or more, or if a temporaryvacancy of an unknown duration exceeds 120 calendar days, the auxiliary employee will be entitled toannual vacation in accordance with Article 18 and may opt to receive benefit coverage in accordancewith Article 25 or maintain payment in lieu of benefits in accordance with Clause 32.6 and weeklyindemnity in accordance with Clause 32.7. Where the auxiliary employee opts for benefit coverage, thequalifying periods required by the carrier will apply.33.1 Establishment of a PlanARTICLE 33 - PENSION PLAN(a) The Employer agrees to remain a contributing Employer to the Pension Fund of the BCGEUPension Plan.(b)All regular employees covered by this Agreement shall participate in the BCGEU Pension Plan.(c) Auxiliary employees who are deemed eligible by the provisions of the Pension Benefits StandardAct (or regulatory authority) shall upon application participate in the BCGEU Pension Plan.33.2 Contribution Rates(a) The Employer's contribution rate to the Pension Fund shall be seven percent of base monthlysalary. The Employer shall also deduct from each eligible employee's base monthly salary six percentand remit that amount together with the Employer's required contribution on behalf of each employee tothe Pension Fund, or where entitlement is granted otherwise pursuant to this Agreement.(b) Salary, for pension purposes, means in respect of each member employee, the sum of the wages,disability income from Employer or union-sponsored disability plans such as short-term disability,long-term disability, income replacement, weekly indemnity or similar plans, monthly Workers'Compensation benefits and vacation pay received in a calendar month; notwithstanding the foregoing,money paid in lieu of vacation shall be specifically excluded in the determination of salary.33.3 Remittance(a) All Employer and employee required contributions shall be paid no later than 10 days after theend of the payroll period in respect of which the contributions are applicable. The remittance shall bemade in accordance with statutory regulations contained in Section 37 of the Pension BenefitsStandards Act (RSBC 1991).(b) The Pension Remittance Report submitted by the Employer shall be sent on computer disk inASCII format or compatible language provided the Employer has the capability to provide the report inthe format without additional expense.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 60(c) In the event that an employee leaves the BCGEU Pension Plan due to retirement, the Employer,upon request by the employee, agrees that all employee and employer required contributions to thePension Fund in respect of that employee shall be received by the Pension Fund no later than the end ofthe month in which the employee retires.33.4 Late RemittanceIn the event that contributions are not remitted in the manner provided in Clause 33.3 above, theEmployer shall be subject to the following provision. For all funds in arrears, the Employer will remit theappropriate contribution identified in Clause 33.2 above, and the Employer will include a delinquencycharge payment of two percent per month, compounding monthly, on behalf of each individual for whoma remittance is to be made to the Fund. Any month or portion thereof is deemed to be one full month.The payment of such delinquency charge will be made in a manner prescribed by the B.C. Governmentand Service Employees' Union or its designate, and is payable as liquidated damages and not as a penalty.33.5 Pension Contributions While Ill or Injured(a) Where an employee is in receipt of short-term disability income pursuant to the provisions ofArticle 25, that employee shall have remitted by the Employer to the Pension Fund the employee andEmployer contributions as set out in Clause 33.2.(b) Where an employee becomes disabled and is in receipt of long-term disability income pursuant tothe provisions of Article 25, whether such provisions are insured or not, that employee shall haveremitted to the Pension Fund by the Employer, the Employer's contributions as set out in Clause 33.2above. Such amount shall be based on the pre-disability classification including any wage increases forthat classification. This requirement shall be discontinued upon the completion of two years of receiptof long-term disability benefits.33.6 Discontinuance of ContributionsIn the event that employer required contributions on behalf of eligible employees are discontinued for anyreason the Employer shall notify the local union area office immediately in writing.33.7 Optional Employee Pension ContributionAn employee may choose to increase his biweekly pension contribution by up to four percent which shallnot be matched by the Employer. Such request shall be made in writing and shall include proof from theCanada Revenue Agency that the employee's voluntary contribution shall not exceed the maximumpermitted in any single taxation year.34.1 Point of AssemblyARTICLE 34 - GENERAL CONDITIONS(a) Each employee will be assigned a regular point of assembly within his/her seniority block, suchas a yard, maintenance depot, office, etc.(b) By mutual agreement between the Employer and an employee, employees may travel directlyfrom home to a temporary point of assembly provided the work performed is within his/her ownseniority block. Where mutual agreement is reached the Employer shall provide the vehicle and fuel.34.2 Return to Regular Point of Assembly(a) Both parties recognize the desirability of employees returning from field locations to their regularpoint of assembly as the case may be for days of rest whenever possible. To this end the Employer shall

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 61make every reasonable effort to make transportation available for return to the regular point ofassembly for rest days.(b) Where the Employer determines that it is not practical for employees to return to the regular pointof assembly for rest days, then employees will be scheduled to return to the regular point of assemblyevery 20 scheduled working days, and will be given an additional day off with pay with their rest days.(c) Scheduled return trips to the regular point of assembly may be altered due to operationalrequirements providing the period is not extended by more than five working days.34.3 Employer Vehicle Use for Work Outside of Contract AreaAn employer vehicle will be made available to crews working at a temporary field point of assembly forreasonable use in the field location. The provisions of this clause only apply to work outside the ContractArea. For vehicle use under this clause and for return to the regular point of assembly, the driver must bea responsible employee (approved by the Employer) who is prepared to return the vehicle in anundamaged and serviceable condition. If such use results in a loss to a third party or to the vehicle as aresult of the driver's ability being impaired by the use of alcohol or drugs, the employee will be expectedto compensate the Employer for any portion of the loss which is not payable by the Insurance Corporationof BC because of impairment.34.4 Indemnity(a)Civil ActionsExcept where the Joint Labour/Management Committee considers that there has been flagrant or wilfulnegligence on the part of an employee, the Employer agrees not to seek indemnity against an employeewhose actions result in a judgement against the Employer. The Employer agrees to pay any judgementagainst an employee arising out of the performance of his/her duties. The Employer also agrees to payany legal costs incurred in the proceedings including those of the employee.(b)Criminal ActionsWhere an employee is charged with an offense directly from the proper performance of his duties and issubsequently found not guilty, the employee shall be reimbursed for reasonable legal fees.(c) At the option of the Employer, the Employer shall provide for legal service in the defence of anylegal proceedings involving the employee (so long as no conflict of interest arises between theEmployer and the employee) or pay the legal fees of counsel chosen by an employee.(d) In order that the above provisions shall be binding upon the Employer, the employee shall notifythe Employer immediately, in writing, of any incident or course of events which may lead to legalaction against him, and the intention or knowledge of such possible legal action is evidenced by any ofthe following circumstances:(1) when the employee is first approached by any person or organization notifying him ofintended legal action against him;(2) when the employee himself requires or retains legal counsel in regard to the incident orcourse of events;(3) where any investigative body or authority first notifies the employee of any investigationor other proceeding which might lead to legal action against the employee;(4) when information first becomes known to the employee in the light of which it is areasonable assumption that the employee would conclude that he might be the object of legalaction; or

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 62(5) when the employee receives notice of any legal proceeding of any nature or kind.(e) Where an employee is charged with a motor vehicle violation arising out of the performance ofhis/her duties which does not involve flagrant or wilful negligence as determined by theJoint/Management Committee, the Employer agrees to pay for any fines or costs incurred. This will notinclude moving violations or items that should have been reported on a pre-trip inspection.34.5 Payroll DeductionsAn employee shall be entitled to have deductions from his/her salary assigned for the purchase of CanadaSavings Bonds and British Columbia Savings Bonds. An employee shall also be entitled to have additionalvoluntary contributions deducted from his/her salary and contributed to the BCGEU Pension Plan.34.6 Copies of Agreement(a) Copies of the Agreement will be printed for distribution to each employee. The cost of suchprinting and distribution shall be borne equally by the parties.The Union shall distribute the Collective Agreement to its members and the Employer shall reimbursethe Union for 50% of the distribution costs.(b)The cover of the Agreement shall read as follows:COLLECTIVE AGREEMENTbetween theEMIL ANDERSON MAINTENANCE CO. LTD.and theB.C. GOVERNMENT AND SERVICE EMPLOYEES' UNIONEffective from November 1, 2006 to October 31, 2011(c) All agreements shall be printed in a union shop and shall bear a recognized union label. TheAgreement shall be in pocket size format (4" x 6").(d) The Employer will provide copies of the printed Agreement within 90 days of the signing. Ninetydays may be waived in extenuating circumstances.34.7 Travel AdvanceEmployees who proceed on travel status may be provided with an adequate travel advance at theemployees' option. The amount of the advance will be determined by such factors as time away from theregular point of assembly and the frequency of reimbursement.34.8 Work Groups(a)(b)Mission - Abbotsford Centralization:(1) Abbotsford and Mission shall continue to be treated as separate seniority blocks pursuantto Memorandum of Understanding 4.Transfer of Agassiz Road Crew Assembly Point to the Rosedale Yard Site:(1) Agassiz and Rosedale shall continue to be treated as separate seniority blocks pursuant toMemorandum of Understanding 4.(2) Equipment assigned to the separate crews will be utilized in a manner which it wouldhave been if there were two widely separated yards.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 6334.9 Technical OrdersTrade qualified employees will take technical orders only from a supervisor in their own, or a relatedtrade, or Management when supervisors are not available.34.10 ParkingThe Employer agrees to designate adequate space at each yard for employee parking.34.11 Telephone FacilitiesWhere commercial telephone facilities are not available, employees will be allowed reasonable use of theEmployer's facilities in which case no telephone allowances will be paid.34.12 Supply and Maintenance of EquipmentA regular employee shall not suffer any loss in salary in the event that he/she cannot carry out his/hernormal duties by reason of the Employer failing to furnish or properly maintain equipment, machinery, orsupplies or by reason of power failure or other circumstances occurring at the place of work.34.13 Other AllowancesAllowances shall be in accordance with Memorandum of Understanding 5.34.14 Political Activity(a)(b)Municipal and School Board Offices(1) Employees may seek election to municipal and school board offices provided that theduties of the municipal or school board office other than regular council or board meetings do notimpinge on normal working hours of the employee.(2) Where municipal council or school board meetings are held during the employee'snormal working hours, the Employer may grant leave without pay to attend such meetingsprovided there is no conflict of interest between the duties of the municipal or school board officeand the duties of the employee.Federal and Provincial OfficesThere are no restrictions on employees engaging in political activities on their own time as campaignworkers. If an employee is nominated as a candidate for election, the employee shall be granted leavewithout pay in accordance with Clause 20.4(a) to engage in the election campaign. If elected, theemployee shall be granted leave of absence in accordance with Clause 20.4(c). If not elected, theemployee shall be allowed to return to his/her former position.35.1 DurationARTICLE 35 - TERM OF AGREEMENTThis Agreement shall be binding on the parties hereto and shall be effective from the date of ratificationand remain in effect until midnight October 31, 2011.35.2 Notice to Bargain(a) This Agreement may be opened for collective bargaining by either party giving written notice tothe other party on or after July 1, 2011 but in any event not later than midnight, July 31, 2011.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 64(b) Where no notice is given by either party prior to July 31, 2011 both parties shall be deemed tohave given notice under this section on July 31, 2011.(c) All notices on behalf of the Union shall be given by the President of the Union and similar noticeson behalf of the Employer shall be given by the President or his/her designate.(d) Where a party to this Agreement has given notice under Clause 35.2(a) above, the parties shall,within 10 days after the notice was given or at such other times as may be mutually agreed, commencecollective bargaining.(e) Both parties shall adhere fully to the terms of this Agreement during the period of bona fidecollective bargaining.35.3 Changes in AgreementAny change deemed necessary to this Agreement may be made by mutual agreement of the parties heretoat any time during the life of this Agreement.35.4 Limitations(a) The signing of this Agreement supersedes all other agreements and understandings between theparties hereto.(b) The parties hereto agree that the operation of Sections 50(2); 50(3) of the Labour Relations Codeof British Columbia is hereby excluded.35.5 Joint OrientationWithin 90 days of ratification of this Agreement, a joint orientation session involving all shop stewards,bargaining committee members and supervisory personnel, shall be held without loss of pay to review theterms and conditions of this Agreement.SIGNED ON BEHALF OFTHE UNION:SIGNED ON BEHALF OFTHE EMPLOYER:___________________________________Darryl Walker, President________________________________Michael Jacobs, President___________________________________Ken Day, Bargaining Committee________________________________Rob Hasell, General Manager___________________________________Rory Smith, Bargaining Committee________________________________Fred Feistmann, Sr. Management Advisor___________________________________Eric Pearson, Bargaining Committee________________________________Carey Reutlinger, Operations Manager___________________________________Gary Bennett, Staff Representative - NegotiationsDated this __________ day of ___________________, 200__

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 65APPENDIX 1Re: Short and Long-term DisabilityPART I – SHORT TERM ILLNESS AND INJURY PLAN1.1 Eligibility(a) Regular employees shall be covered by the Short Term Illness and Injury Plan upon completionof three months of active service with the Employer.(b) Regular employees with less than three months of service who are unable to work because ofillness or injury are entitled to six days' coverage at 75% pay in any one calendar year.(c) Notwithstanding Sections 1.1(a) and (b) above, where a regular employee is on a claimrecognized by the Workers' Compensation Board while the employee was on the Employer's business,he/she shall be entitled to leave at his/her regular rate of pay up to a maximum of 152 days for any oneclaim in lieu of benefits as outlined in Section 1.2. In such cases the compensation payable by theWorkers' Compensation Board shall be remitted to the Employer.(d) Pay for a part-time regular employee under this plan shall be based on his/her part-timepercentage of full-time employment at date of present appointment.1.2 Short Term Plan Benefit(a) In the event an employee is unable to work because of illness or injury he/she will be entitled to abenefit of 75% of pay for a period not to exceed seven months from date of absence, (Short Term PlanPeriod).(b) The 75% benefit may be supplemented in quarter day increments by the use of the following indescending order:(1) earned sick leave credit as noted below;(2) compensatory time off (CTO);(3) vacation entitlement.(c) Employees may bank, at year end, one-quarter of a day for each of the first six days' sick leavenot taken during the calendar year. This banked sick leave can be used to supplement any future sickleave under this Plan. The total remaining accumulation will be paid out at retirement.1.3 Recurring Disabilities(a) Employees who return to work after being absent because of illness or injury, and within fiveconsecutive scheduled days of work again become unable to work because of the same illness or injuryare considered to still be within the original Short Term Plan period as defined in Section 1.2(a).(b) Employees who return to work after being absent because of illness or injury and within fiveconsecutive scheduled workdays again become unable to work because of a new illness or injuryunrelated to the illness or injury that caused the previous absence shall be entitled to a further sevenmonths of benefits under this plan.(c) Employees who return to work after being absent because of illness or injury, and after workingfive or more consecutive scheduled days of work, again become unable to work because of the sameillness or injury will be entitled to a further seven month period of benefits under this plan, except asprovided in (d) below, where the Short Term Plan period shall continue to be as defined inSection 1.2(a).

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 66(d) Where an employee is returning to work after a period of illness or injury and where a medicalpractitioner has approved such return on a trial basis for assessment and/or rehabilitation purposes, theShort Term Plan period shall continue to be as defined in Section 1.2(a). Such trial period must beapproved during the period the employee is receiving short-term benefits; however, the end of the trialperiod can go beyond the Short Term Plan benefit period.(e) Employees who return to work after a period of illness or injury and who do not work the samenumber of hours that were scheduled prior to the illness or injury shall receive prorated benefits underthis plan, however, not beyond seven calendar months from the initial date of absence as defined inSection 1.2(a), if absence is due to the same illness or injury.1.4 Doctor's Certificate of Inability to WorkThe Employer may require an employee who is unable to work because of illness or injury to provide astatement from:(a)a medical practitioner qualified to practise in the Province of BC; or(b) where necessary, from a medical practitioner licensed to practise in the Province of Alberta or theYukon; or(c) the consulting physician to whom the employee is referred by the medical practitioner in (a)or (b) above, providing medical evidence of the employee's inability to work in any of the followingcircumstances:(1) where it appears that a pattern of consistent or frequent absence from work is developing;(2) where the employee has been absent for six consecutive scheduled days of work;(3) where at least 30 days have elapsed since the last statement was obtained and theemployee has been in receipt of plan benefits throughout that period.Benefits will cease to be paid when an employee fails to provide satisfactory evidence of medicaldisability during the benefit period.1.5 Integration With Other Disability IncomeShort-term benefits will be reduced by all other disability income benefits to which the absent employeeis entitled except disability income which was being received prior to the illness or injury resulting in theemployee being absent from work and which is unrelated to the illness or injury causing the currentabsence and the one-quarter day accumulation that is being used to supplement the plan, pursuant toSection 1.2(b). Other disability income benefits will include:(a) any amount the absent employee receives from any group insurance, wage continuation orpension plan of the Employer;(b) any amount of disability income provided by any compulsory Act or law, ICBC WeeklyIndemnity payments, personal insurance disability income benefits, except Employment Insurancesickness benefits and WCB benefits payable in accordance with Section 1.1(c);(c) any periodic benefit payment from the Canada or Quebec Pension Plan or other social securityplan of any country.Notwithstanding the above, where an employee makes a successful wage loss claim against a third partyfor an injury for which the employee received or would receive STIIP benefits, the Employer will beentitled to recover or decrease Plan benefits by an amount equal to the amount that plan benefits incombination with the wage loss claim paid exceed 100% of pay. This section does not apply to a WarDisability Pension paid under an Act of the Governments of Canada or other commonwealth countries.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 671.6 Benefits Not Paid During Certain PeriodsBenefits will not be paid when an employee is:(a)(b)receiving designated paid holiday pay;engaged in an occupation for wage or profit;(c) on strike or is locked out unless the strike or lockout occurred after the illness or injury resultingin the employee being absent from work;(d)(e)(f)(g)serving a prison sentence;on suspension without pay;on paid absence in the period immediately preceding retirement;on any leave of absence without pay.Notwithstanding Section 1.6(g) above, where an illness or injury occurs during a period of approved:(1) educational leave, or general leave of absence not exceeding 30 days,(2) maternity leave,(3) adoption leave,which prevents the employee from returning to work on the scheduled date of return, the Short Term Planwill be effective from the date of disability due to illness or injury and benefits will be paid for thebalance of the seven month period remaining from the scheduled date of return to work. For maternityleave, the intention is no coverage for normal pregnancy.1.7 Employee to Inform EmployerThe employee shall inform the Employer as soon as possible of his/her inability to report to work becauseof illness or injury. The employee shall inform the Employer of the date of return to duty, in advance ofthat date, in order that relief scheduled for that employee can be notified.1.8 EntitlementFor the purpose of calculating six days per calendar year, one day shall be considered to be one dayregardless of the regularly scheduled workday. Calculation of part-time employees and partial days willbe on a prorated basis.1.9 EIC PremiumThe parties agree that the complete premium reduction from Human Resources Canada or theEmployment Insurance Commission accruing through the improved illness and injury plan will bereturned to the Employer.1.10 Benefits Upon Layoff or Separation(a) Subject to (b) and (c) below, regular employees who have completed three months of service andwho are receiving benefits pursuant to Clauses 1.1(c), 1.1(d), or 1.2 shall continue to receive suchbenefits upon layoff or separation until the termination of the illness or until the maximum benefitentitlement has been granted, whichever comes first, if the notice of layoff or separation is given afterthe commencement of the illness for which the benefits are being paid.(b) In the event that layoff or separation notice was given prior to the commencement of the illness,benefits will cease on the effective date of the layoff or separation only if the illness commenced withintwo months of the effective date of the layoff or separation.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 68(c) Benefits will continue to be paid in accordance with (a) above for which notice of layoff orseparation was given prior to the commencement of the illness and if the illness commenced more thantwo months before the effective date of the layoff or separation.PART II – LONG TERM DISABILITY PLAN2.1 Eligibility(a) Full-time employees shall be covered by the Long Term Disability Plan upon completion of sixmonths active employment with the Employer.(b) An employee who is not actively at work because of illness or injury on the workday coincidentwith, or immediately preceding, the date he/she would otherwise have become eligible for coverageunder the Plan will not be eligible for coverage until the date the employee returns to activeemployment.(c)Coverage in the plan is a condition of employment.2.2 Long Term Disability BenefitIn the event an employee, while covered under this plan, becomes totally disabled as a result of anaccident or a sickness, then, after the employee has been totally disabled for seven months, includingperiods approved in Sections 1.3(a) and (c), he/she shall be eligible to receive a monthly benefit asfollows:(a)The employee shall receive a monthly benefit equal to the sum of:(1) sixty-eight and three-tenths percent (68.3%) of the first $1900 of monthly earnings; and(2) fifty percent (50%) of the monthly earnings above $1900.For the purposes of the above, earnings shall mean basic monthly earnings as at the date of disability asdetermined by the Employer.The basic monthly earnings as at the date of disability shall be the salary in effect for the last month of theShort Term Plan period, or equivalent seven month period, taking into consideration any retroactiveadjustments. The date of disability for determining the commencement of the first two years of disabilityshall be the day following the last month of the Short Term Plan period, or an equivalent seven monthperiod.(b) The long-term disability benefit payment will be made so long as an employee remains totallydisabled in accordance with Section 2.3, and will cease on the date the employee recovers, or at the endof the month in which the employee reaches age 65, or resigns or dies, whichever occurs first.(c) An employee in receipt of long-term disability benefits will be considered an employee forpurposes of pension plan and will continue to be covered by group life, extended health, dental andmedical plans. Employees will not be covered by any other portion of this Collective Agreement, butwill retain seniority rights should they return to employment within six months following cessation ofbenefits.(d) When an employee is in receipt of the benefit described in Section 2.2(a) above, contributionsrequired for benefit plans in Section 2.2(c) above will be waived by the Employer.(e) An employee engaged in rehabilitative employment with the Employer and who is receivingpartial long-term disability benefit payments will have contributions required for benefit plans inSection 2.2(c) above waived by the Employer.(f) In the event long-term disability coverage is delayed, and such delay is caused by an omission bythe Employer, the Employer, upon written request shall advance an amount equal to that which would

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 69have been paid by the insurance carrier for a maximum of three months. Such amount shall be deemedto be an advance and the employee must sign an authorization for the Employer to recover all suchpayments no later than six months following the date of payment, by any means available.2.3 Total Disability(a) Total disability, as used in this Plan, means the complete inability because of an accident orsickness of a covered employee to perform all the duties of his/her own occupation for the first twoyears of disability. Thereafter, employees able by reason of education, training or experience to performthe duties of a gainful occupation for which the rate of pay is not less than 75% of the current rate ofpay of their regular occupation at date of disability will not be considered totally disabled and willtherefore not be eligible for benefits under this Long Term Disability Plan.(b) Total disabilities resulting from mental or nervous disorders are covered by the Plan in the samemanner as total disabilities resulting from accidents or other sicknesses, except that an employee who istotally disabled as a result of a mental or nervous disorder and who has received 24 months of LongTerm Disability Plan benefit payments must be confined to a hospital or mental institution or wherethey are at home, under the direct care and supervision of a medical doctor, in order to continue to beeligible for benefit payments.During a period of total disability an employee must be under the regular and personal care of a legallyqualified doctor of medicine.(c) (1) If an employee becomes totally disabled and during this period of total disability engagesin rehabilitative employment, the regular monthly benefit from this Plan will be reduced by 25%of the employee's earnings from such rehabilitative employment. In the event that income fromrehabilitative employment and the benefit paid under this Plan exceed 85% of the employee'searnings at date of disability, the benefit from this Plan will be further reduced by the excessamount."Rehabilitative employment" shall mean any occupation or employment for wage or profit or anycourse or training that entitles the disabled employee to an allowance, provided such rehabilitativeemployment has the approval of the employee's doctor and the Employer.The rehabilitative employment of a disabled employee will continue until such time as the employee'searnings from rehabilitative employment exceed 85% of the employee's earnings at the date ofdisability, but in no event for more than 24 months from the date benefit payments commence.If earnings are received by an employee during a period of total disability and if such earnings arederived from employment which has not been approved of as rehabilitative employment by his/herdoctor and the Employer, then the regular monthly benefit from the Plan will be reduced by 100% ofsuch earnings.(2) In the event that an employee has been classified as totally disabled for all occupationsand engages in approved rehabilitative employment, the provisions of (1) above apply except thatthe rehabilitative employment may continue for 24 months from the date rehabilitativeemployment commenced.(3) In the case where rehabilitative employment has been approved while an employee isreceiving a benefit under the provisions of Section 2.2(a), the provisions of Subsection 2.3(c)(1)shall not apply until the employee is receiving a benefit under Section 2.2(b).2.4 Exclusions from CoverageThe Long Term Disability Plan does not cover total disabilities resulting from:(a) war, insurrection, rebellion, or service in the armed forces of any country after thecommencement of this Plan;

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 70(b) voluntary participation in a riot or civil commotion except while an employee is in the course ofperforming the duties of his/her regular occupation;(c)intentionally self-inflicted injuries or illness;(d) pregnancy, childbirth, miscarriage or abortion, except severe complications following terminationof pregnancy (intention is no coverage for normal pregnancy);(e) a disability known to the Employer and which was specifically taken into account by theEmployer at time of hiring.2.5 Pre-existing ConditionsAn employee shall not be entitled to long-term disability benefits from this Plan if his/her total disabilityresulted from an accident, sickness or mental or nervous disorder with respect to which medicaltreatment, services or supplies were received in the 90 day period prior to the date of hire unless he/shehas completed 12 consecutive months of service after the date of hire during which time he/she has notbeen absent from work due to the aforementioned accident, sickness or mental or nervous disorder withrespect to which medical treatment, services or supplies were received. This clause does not apply topresent employees who have been continuously employed since April 1, 1977.2.6 Integration With Other Disability IncomeIn the event a totally disabled employee is entitled to any other income as a result of the same accident,sickness, mental or nervous disorder that caused him/her to be eligible to receive benefits from this Plan,the benefits from this Plan will be reduced by 100% of such other disability income.Other disability income shall include, but not necessarily be limited to:(a) any amount payable under the Workers Compensation Act or law or any other legislation ofsimilar purpose; and(b) any amount the disabled employee receives from any group insurance, wage continuation orpension plan of the Employer that provides disability or retirement income; and(c) any amount of disability income provided by any compulsory Act or law, and any government orprivate auto insurance plan; and(d) any periodic primary benefit payment from the Canada or Quebec Pension Plans or other similarsocial security plan of any country to which the disabled employee is entitled or to which he would beentitled if his/her application for such a benefit were approved; and(e) any amount of disability income provided by any group or association disability plan to which thedisabled employee might belong or subscribe.The amount by which the disability benefit from this Plan is reduced by other disability income willnormally be the amount to which the disabled employee is entitled upon becoming first eligible for suchother disability income. Future increases in such other disability income resulting from increases in theCanadian Consumer Price Index or similar indexing arrangements will not further reduce the benefit fromthis Plan.Notwithstanding the above, in the case of ICBC Weekly Indemnity payments or, in the case of personalinsurance coverage, integration will apply to the extent that the combination of Plan benefits and ICBCWeekly Indemnity payments or, personal insurance disability income benefits exceed either:(a)one hundred percent (100%) of basic pay; or(b) the applicable benefit percentage of the individual average total monthly income in the 12 monthperiod immediately preceding commencement of the disability, whichever is the greater. Where this

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 71provision is to apply the employee will be required to provide satisfactory evidence of his/her totalmonthly income.Notwithstanding the above, where an employee makes a successful wage loss claim against a third partyfor an injury for which the employee received or would receive LTD benefits, the Employer will beentitled to recover or decrease Plan benefits by an amount equal to the amount that the Plan benefits incombination with the wage loss claim paid exceed 100% of pay.This section does not apply to a war disability pension paid under an Act of the Governments of Canadaor other Commonwealth countries.2.7 Successive DisabilitiesIf, following a period of total disability with respect to which benefits are paid from this Plan, anemployee returns to work on a full-time basis for a continuous period of six months or more, anysubsequent total disability suffered by that employee, whether related to the preceding disability or not,shall be considered a new disability and the disabled employee shall be entitled to benefit payments inaccordance with the provisions of this Plan.In the event the period during which such an employee has returned to work is less than six months andthe employee again suffers a total disability and that is related to the preceding disability, the subsequentdisability shall be deemed a continuation of the preceding disability, and the disabled employee shall beentitled to benefit payments in accordance with the provisions of this Plan as though he/she had notreturned to work.Should such an employee suffer a subsequent disability that is unrelated to the previous disability and,provided the period during which the employee returned to work is longer than one month, the subsequentdisability shall be considered a new disability and the employee shall be entitled to benefit payments inaccordance with the provisions of this Plan. If the period during which the employee returned to work isone month or less, the subsequent disability shall be deemed a continuation of the preceding disability andthe disabled employee shall be entitled to benefit payments in accordance with the provisions of this Plan.2.8 Cessation of Plan CoverageAn employee shall cease to be eligible for benefits of this Plan at the earliest of the following dates:(a)(b)(c)on the day that is seven months prior to his/her 65 th birthday;on the date of commencement of paid absence prior to retirement; oron the date of termination of employment with the Employer.Cessation of active employment as an employee shall be considered termination of employment exceptwhen an employee is on authorized leave of absence with or without pay.2.9 Leave of AbsenceEmployees on leave of absence without pay may opt to retain coverage under the plan and shall pay thefull premium, except when on approved maternity leave. Coverage will be permitted for a period of 18months of absence without pay. If an employee on leave of absence without pay or with partial pay, whohas elected coverage under this Plan, becomes disabled, benefits under this Plan will be based uponmonthly earnings immediately prior to the current leave of absence, and will be paid upon scheduled dateof return to work.2.10 Benefits Upon Plan TerminationIn the event this Long Term Disability Plan is terminated, the benefit payments shall continue to be paidin accordance with the provisions of this Plan to disabled employees who become disabled while coveredby this Plan prior to its termination.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 722.11 ContributionsThe cost of this Plan will be borne by the Employer.2.12 ClaimsLong-term disability claims will be adjudicated and paid by a claims-paying agent to be appointed by theEmployer. In the event a covered employee disputes the decision of the claims-paying agent regarding aclaim for benefits under either the Short Term Illness and Injury Plan or the Long Term Disability Plan,the employee shall only have the rights of appeal or review as provided in the applicable Plan, asadministered by the claims-paying agent.Time limits for appeals or reviews are as provided in the applicable Plan.Where an employee has disputed the decision of the claims-paying agent and is awaiting the outcome of areview or an appeal from the Plan, the employee will be considered to be on leave of absence without payduring the portion of the waiting period when he/she is not receiving pay or benefit allowance. During thewaiting period an employee will continue to be covered by group life, extended health, dental and medicalplans.2.13 Physical ExaminationThe Employer, at its own expense, shall have the right and be given the opportunity to have a medicaldoctor appointed by the employee examine, as often as it may reasonably require, any employee whoseinjury, sickness, mental or nervous disorder is the basis of claim upon this Plan.2.14 Canadian CurrencyAll monies payable to or from this plan shall be payable in Canada in Canadian currency.2.15 AdministrationThe Employer will be the administrator of the Plan. All questions arising as to the interpretation of thisPlan shall be subject to the grievance and arbitration procedures in Articles 8 and 9 of the Agreement.2.16 Implementation by RegulationThe provisions of this Plan shall become part of a memorandum of agreement between the parties andwill be implemented by regulation.2.17 Benefit LevelPersons receiving benefits shall receive increases to their benefit level at the Consumer Price Index orthree percent, whichever is lesser.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 73APPENDIX 2Re: Hourly Wage RatesClassificationSeriesCurrentRateJun 22/063%Jun 22/073%Jun 22/083%*Jun 22/093%*Jun 22/103%*BRIDGEWORKER SERIESBridge Labourer 23.21 23.91 24.62 25.36 26.12 26.91Bridge Worker 23.80 24.51 25.25 26.01 26.79 27.59TJ Bridgeworker 26.33 27.12 27.93 28.77 29.63 30.52TL Bridgeworker 27.03 27.84 28.68 29.54 30.42 31.34TS Bridgeworker 27.73 28.56 29.42 30.30 31.21 32.15MACHINE OPERATOR SERIESMachine Operator 3 23.21 23.91 24.62 25.36 26.12 26.91Machine Operator 4 23.80 24.51 25.25 26.01 26.79 27.59Machine Operator 7 25.03 25.78 26.55 27.35 28.17 29.02Road Foreman 1 25.67 26.44 27.23 28.05 28.89 29.76Road Foreman 2 26.33 27.12 27.93 28.77 29.63 30.52Road Foreman 3 27.03 27.84 28.68 29.54 30.42 31.34Signperson 23.80 24.51 25.25 26.01 26.79 27.59Signperson Leadhand 25.03 25.78 26.55 27.35 28.17 29.02Sign ForemanSupervisorMECHANICAL SERIES25.67 26.44 27.23 28.05 28.89 29.76Mechanic 2 (Grandfathered) 26.33 27.12 27.93 28.77 29.63 30.52TJ Mechanic 27.03 27.84 28.68 29.54 30.42 31.34TJ Welder 27.03 27.84 28.68 29.54 30.42 31.34TJ Auto Body 27.03 27.84 28.68 29.54 30.42 31.34TLH Mechanic/Auto Body 27.73 28.56 29.42 30.30 31.21 32.15TS Mechanic 28.47 29.32 30.20 31.11 32.04 33.00TSS Mechanic 29.26 30.14 31.04 31.97 32.93 33.92INDUSTRIAL WAREHOUSE SERIESStockperson 3 23.31 24.01 24.73 25.47 26.24 27.02TJ Industrial Warehouse 24.41 25.14 25.90 26.67 27.47 28.30Purchasing Agent 28.47 29.32 30.20 31.11 32.04 33.00* Should the labour component of the annual price adjustment (COLA) exceed three percent the wagerates will be adjusted upwards to reflect the difference.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 74Hourly Wage RatesEffective June 22, 2006 – 3%Effective June 22, 2007 – 3%Effective June 22, 2008 - the greater of the labour component of the annual price adjustment (COLA) or 3%Effective June 22, 2009 - the greater of the labour component of the annual price adjustment (COLA) or 3%Effective June 22, 2010 - the greater of the labour component of the annual price adjustment (COLA) or 3%Auxiliary Employee Rates of PayAll new hired auxiliary employees will be subject to graduated wage rates equivalent to the followingrates of the established wage rates as set out in Appendix 2.• 80% - 0 to 500 hours• 85% - 501 to 1000 hours• 90% - 1001 to 1500 hours• 95% - 1501 to 2000 hours• 100% - 2001 hours or moreIt is understood that hours of employment rather than seniority hours are used for progression on theabove scale. (This way the hours will accumulate and not be re-set to zero for an individual).Two-year Apprenticeship ProgramAPPENDIX 3Re: Rates of Pay for Apprentices1st year2nd year65% of certified journeyman rate90% of certified journeyman rateThree-year Apprenticeship Program1st year2nd year3rd year65% of certified journeyman rate*75% of certified journeyman rate90% of certified journeyman rateFour-year Apprenticeship Program1st year2nd year3rd year4th year65% of certified journeyman rate*70% of certified journeyman rate80% of certified journeyman rate90% of certified journeyman rateFive-year Apprenticeship Program1st year2nd year3rd year4th year5th year65% of certified journeyman rate*70% of certified journeyman rate75% of certified journeyman rate85% of certified journeyman rate90% percent of certified journeyman rate.* Becomes 60% if the employee has not successfully completed a recognized pre-apprenticeship trainingprogram prior to being indentured.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 75DefinitionsFor the purpose of these regulations:APPENDIX 4Re: Board, Lodging and Relocation Expenses"Travel status" with respect to an employee means absence of the employee from the employee'sdesignated seniority block on the Employer's business with the approval of the Employer, but will notapply to employees who return on the same day."Seniority block" is that geographic area in which an employee earns and maintains seniority."Dependents" for the purpose of definition, dependents are spouse, dependent children and anyone forwhom the employee claims exemption on Federal Income Tax returns."Private dwelling house" refers to the single family residence of the employee on a reasonable amount ofproperty required to support such a house, owned by the employee and/or the spouse, and for whichevidence of title can be provided. "House", "resident" and "property" refer solely to the property occupiedas the principal residence of the employee at the time of relocation, including mobile homes."Reasonable amount of property" where an employee elects to purchase a dwelling house on a piece ofproperty that would not be considered a "reasonable amount" (ie., hobby farm, etc.), the followingformula shall be used to determine the value of the private dwelling house for legal fee reimbursementpurposes:(a)(b)(c)value of an average serviced lot in or close to the nearest town;assessed value of actual house on site; andtotal added value in (a) and (b)."Permanent camp" is a camp which will be established and occupied continuously for more than one year."Seasonal camp" is a camp that will be established and occupied less than five months and is usuallycomprised of trailers.PART I - BOARD AND LODGING ALLOWANCES1.1 Board and Lodging AllowancesWhere an employee is on travel status the following conditions shall apply:(a)(b)Meals as per Clause 27.9 of this Agreement.Vehicle allowance as per Clause 27.8 if required and approved.(c) Accommodation shall mean single standard accommodation. Employees shall not be required toshare accommodations except where no reasonable alternative exists.(d) Travel advance as per Clause 34.7(e) Where an employee is required to travel on the Employer's business, the following conditionsshall apply:(1) the Company shall pay normal commercial travel costs;(2) the Company may provide its own transport pursuant to Clause 34.3; and(3) in the event that an employee obtains approval to drive his own vehicle instead of flyingat company expense, the employee may not claim mileage which exceeds the cost of thecommercial flight.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 761.2 Per Diem AllowanceIn lieu of board and lodging allowances an employee may opt for a per diem allowance. All requests forper diem allowance must be supported by receipts. Where apprentices are entitled, the per diem livingallowance will be $60 per day for each calendar day in the month. This will be paid via the payroll(subject to income tax) one month in arrears to enable the pay offices to calculate the correct entitlement.This allowance will be paid for the periods employed on the job and will include days of rest, statutoryand declared holidays, short-term illness and injury absence, approved WCB leave with pay, otherapproved leave of absence with or without pay for periods up to five days. Without limiting or extendingthe provisions of this section, the per diem allowances will not be payable during the following periods.(a)(b)non-approved unpaid absences from the job including abutting weekends; andunpaid WCB leave and unpaid absence due to illness or injury in excess of five days.PART II - RELOCATION EXPENSES2.1 Policy(a)Relocation expenses will apply:(1) To employees who have to move from one seniority block to another after completingtheir probation where the position is permanently located at another seniority block and where theawarding of the position results in the employee receiving a promotion.(b) To employees entitled to relocation expenses, the Employer will pay travelling, living, andmoving expenses on relocation, or within one year of the effective date of relocation, in accordancewith the following provisions:(c)(1) To employees relocating pursuant to Subsection 1.1(a)(1), the Employer will payrelocation expenses, upon production of receipts, up to a maximum of $3000.(2) To employees relocating pursuant to Subsection 1.1(a)(2), the Employer will payrelocation expenses, upon production of receipts, up to a maximum of $4500.Relocation expenses shall include:(1) accommodations and meals during the actual travel time of the move and for up to sevendays at the new location when employees are unable to move into their new accommodation;(2) moving expenses for moving household effects and chattels, including householdappliances and furniture, hobbies, boats, outboard motors, and pianos;(3) comprehensive insurance to adequately protect the employee's household effects andchattels during the move, up to a maximum of $80,000;(4) where necessary, insured storage up to two months;(5) the packing and unpacking of the employee's household effects and chattels;(6) costs associated with moving of an employee's mobile home;(7) real estate commissions and taxes and legal fees associated with the sale and/or purchaseof a private dwelling home; and(8) where an employee moves his own household effects, charges for truck rental and/ortrailer rental.2.2 Notice to Employee Upon RelocationIt is understood and agreed that the Employer will provide employees with reasonable notice of therelocation effective date, and, wherever possible, at least one month's notice shall be given. Where less

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 77than one month's notice is given or the relocation date is altered either earlier or later than the relocationeffective date given which directly results in duplication of rent costs to the employee, then the Employeragrees to reimburse the employee, upon production of receipts, for the duplicate rent payments at the newlocation.2.3 Requested Relocation by EmployeeWhere an employee requests a relocation from one seniority block to another, all travelling and livingexpenses incurred in such a move are the responsibility of the employee.APPENDIX 5Re: Excluded PersonnelThe following positions do not form part of the bargaining unit but rather are considered to be part of theexcluded management group:• General Manager• Sr. Management Advisor• Operations Manager• Superintendents (to a maximum of five)• Bridge Manager• Training and Safety Officer• Assistant Manager of Operations• Quality Control Manager• Quality Control Technician• Office WorkersAPPENDIX 6Re: Modified SuccessorshipBETWEEN:Emil Anderson Maintenance Co. Ltd.(the Employer)AND:B.C. Government and Service Employee's Union(the Union)WHEREAS the Employer has a highway maintenance contract with the Province of British Columbia toprovide road and bridge maintenance services in Service Area 07; andWHEREAS the Employer and the Union are, or hereby agree to become, parties to a collectiveagreement(s) covering highway maintenance work; andWHEREAS the Union and the Employer seek to clarify the representative obligations of the Union, theEmployer, and Predecessor Contractor(s) (the previous Employer(s) holding the highway maintenancecontract for above service area); therefore the parties agree as follows:1. The Employer agrees that it is the successor Employer, as defined in this Memorandum ofAgreement for the highway maintenance contract where the Predecessor Contractor, at the timeof termination of their contract, had a collective agreement with the Union, or was certifiedpursuant to Part 3 of the Labour Relations Code of British Columbia with the Union.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 782. As a result of paragraph 1 above, the Employer agrees from the date of entering into thisAgreement, or such other date as the parties may agree, to be bound by the terms and conditionsof the Collective Agreement, except where amended by this Memorandum of Agreement, that thePredecessor Contractor had with the Union.3. Following award of the highways maintenance contract, all bargaining unit employees of thePredecessor Contractor shall become employees of the Employer. All of the rights of theemployees under the Collective Agreement, including seniority and entitlement to benefits, willcontinue. The employee files of the Predecessor Contractor will become the employee files of theEmployer. Apprenticeship indenture contracts of employees with the Predecessor Contractor willbe assumed by the Employer.4. Employees on any leaves of absence under the Collective Agreement at the time the Employertakes over a highway maintenance contract will be entitled to remain on leave of absence with theEmployer for the time remaining for such leave under the Collective Agreement, subject to anyrequirements under the Collective Agreement governing the leave.5. The Employer has no obligation to pay severance pay under the Collective Agreement to any ofthe employees of the Predecessor Contractor where entitlement is earned solely due to thetermination of the Predecessor Contractor's Maintenance Agreement with the Province of BritishColumbia.6. The Employer is not liable for any monies or benefits earned but not received by the employeesof the Predecessor Contractors while the employees were employed by the PredecessorContractor.7. The Employer is responsible for all wages and other earnings (including CTO) earned by itemployees while employed by the Employer, and if a highways maintenance contract is notrenewed, the Employer must pay out all earned wages and benefits to its employees within 15days of the cessation of their employment.8. With respect to highways maintenance contracts between the Employer and the government thatare not renewed, the Employer will be responsible for all grievances that pertain to issues ormatters that arise as a result of the Employer performing the highways maintenance contracts, andsuch grievances will be resolved through expedited mediation/arbitration or by direct agreementbefore the termination of the highway maintenance contract, unless otherwise agreed by theparties.9. Where the Employer and the Union have been unable to conclude all outstanding grievances 60days before the termination of the highways maintenance contract, the Province of BritishColumbia shall be advised of the monetary value of each outstanding grievance. The monetaryvalue should be established by mutual agreement between the Employer and the Union andconfirmed in writing by the parties to the Province of British Columbia. Failing mutual agreementon the monetary value of each outstanding grievance, the Arbitrator assigned to arbitrate theoutstanding grievance(s) shall establish the monetary value of the outstanding grievance(s). If noarbitrator has been appointed by the parties, this matter shall be referred to a Settlement Officerpursuant to Section 87 of the Labour Relations Code for resolution. Grievances that arisesubsequent to the above period shall also have a monetary value established and notificationprovided to the Province of British Columbia.The Province of British Columbia shall withhold an amount equal to ten (10%) percent from thefinal highways maintenance contract payment to address outstanding issues arising from thisprovision, unless the Union and Employer or arbitrator, in the case of a dispute, have advised the

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 79Province of British Columbia in writing of the proper amount to be held back. The monieswithheld by the Province of British Columbia shall be deposited into a trust account to beadministered by an independent trustee appointed by mutual agreement of the BC RoadbuildersAssociation and the BCGEU. The funds shall be dispersed in accordance with the grievanceresolutions reached between the parties or by an appointed arbitrator. Disbursement of funds shalloccur within 14 days of concluding the outstanding grievances. All outstanding grievances are tobe resolved by the mutual agreement of the parties or by arbitration within 30 days of the expiryof the maintenance contract.10. None of the employees of the Employer will have any entitlement to severance pay under theCollective Agreement if their employment is terminated as a result of the current highwaysmaintenance contract of the Employer being terminated and a new maintenance contract for thesame service area is entered into with a new contractor who is recognized as a successorEmployer by the Labour Relations Board or through a Memorandum of Agreement on modifiedsuccessorship that is consistent with this Agreement, and signed by the new Contractor and theUnion or the maintenance contract is returned to direct government service. However, theseverance pay provisions for Service Areas 2, 3 and 4 shall be governed exclusively by the termsof the Collective Agreement.11. The Employer may require employees to take as time off, all earned CTO/ETO and lieu dayentitlements prior to the expiration date of the highway maintenance contract.The Employer and the Union agree that the provisions and principles contained within this Memorandumof Agreement shall apply to any other maintenance service area(s) for which the Union is certified and/orhas a collective agreement that the Employer currently holds with, or may obtain in the future, from thegovernment for road and bridge maintenance. The Employer and the Union shall sign and implement aseparate Memorandum of Agreement for each service area currently held or obtained in the future, forwhich the Union is certified and/or has a collective agreement. This does not prevent an employee(s) fromexercising any rights provided under the Labour Relations Code or future labour legislation.Note: The successorship requirements will apply for the full term of Round V tenders for road and bridgemaintenance contracts commencing in 2003 and continue until all current maintenance contracts havebeen let one more time.APPENDIX 7Re: Arbitrator's AgreementI, ____________, Arbitrator, agree that in consideration of the acceptance by the B.C. Government andService Employees' Union and Emil Anderson Maintenance Co. Ltd. of myself as an arbitrator, I willrender a decision in writing within 30 days of the completion of any hearing in which I participate. Ifurther agree that my fee for such arbitration will be reduced by a factor of 10% for each seven dayswhich lapse beyond the 30 days from the completion of any hearing in which I participate and in which adecision is not published. I further agree that the account which I render will indicate the amount of myfee on an unadjusted and adjusted basis. I further agree not to bill for any fee in regard to cancellation,except where such cancellation is within seven calendar days of the appointed hearing date._________________________________Signature

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 80POSITION TITLE: BRIDGE LABOURERPay Scale: As per Appendix 2APPENDIX 8Re: Job Classification/DescriptionsJOB DESCRIPTIONPositions at this level are under the general direction of a TL Bridgeworker and are required to performroutine labouring work in connection with the construction and reconstruction of all types of bridges,buildings and other structures.Experience:Entry level.Typical Duties:Include transporting materials, assisting bridgeworkers as required, performing other assigned duties.Specialized Skills and Abilities:Ability to work at heights and walk out on bridge members.New postings will require a valid BC Class 3 Driver's Licence with air endorsement.POSITION TITLE: BRIDGEWORKERPay Scale: As per Appendix 2JOB DESCRIPTIONPositions at this level are under the general direction of a TL Bridgeworker and are required to performroutine labouring work in connection with the construction and reconstruction of all types of bridges,buildings and other structures.Experience:Two years as bridge labourer.Typical Duties:Include transporting materials, assisting bridgeworkers as required, performing other assigned duties.Specialized Skills and AbilitiesAbility to work at heights and walk out on bridge members.New postings will require a valid BC Class 3 Driver's Licence with air endorsement.JOB DESCRIPTIONPOSITION TITLE: TRADE JOURNEYMAN BRIDGEWORKERPay Scale: As per Appendix 2Positions in this trade are under the direction of an immediate trade-related supervisor and are required tocarry out assigned journeyman functions related to the Bridgeworker trade.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 81Education and Specialized Knowledge:Preferably secondary school graduation or formal education consistent with requirements for entry intoapprenticeship vocational training for the Bridgeworker trade; valid provincial tradesman's QualificationCertificate or the approved equivalent, for the particular trade in which the incumbent is employed; validBC Class 3 Driver's Licence with air endorsement; ability to read and interpret related technicalinformation and maintain an up-to-date knowledge of the trade.Experience:Preferably completion of a registered apprenticeship in the Bridgeworker trade, or training and workexperience equivalent to the full apprenticeship contract term established for the particular trade.Specialized Abilities and Skills:Aptitude and capability in the performance of specific trade functions; ability to follow instructions anddirection promptly and efficiently; ability to work in conjunction with other employees and assistapprentices in learning and developing the skills of the trade, and/or to periodically direct the efforts ofanother employee assigned to assist them; physically and mentally compatible with the work involvedand able to work under the rigors of the job; ability to work at heights and walk out on bridge members.Typical Duties:Include performing skilled journeyman level work within the scope of the trade according to standards ofthe corresponding trades established under the Apprenticeship Act, directing the work of one or two nontraderelated positions assigned to assist as required; performing related functions consistent with this trade.Other Related Duties:Duties directly related with the specific position the employee was hired to fill.JOB DESCRIPTIONPOSITION TITLE: TRADE LEADHAND (BRIDGEWORKER)Pay Scale: As per Appendix 2Education and Specialized Knowledge:Formal education consistent with the requirements for entry into apprenticeship vocational training orequivalent; completion of apprenticeship vocational training for the respective trade; valid Certificate ofQualification issued by the BC Ministry of Labour or the approved equivalent, for the particular trade inwhich the incumbent is employed; valid BC Class 3 Driver's Licence with air endorsement. Required tocarry out related trade functions; some training in basic supervisory and organizational procedures; ability toread and interpret related technical information and maintain an up-to-date knowledge of the work involved.Experience:Completion of a registered apprenticeship in the respective trade, or training and work experienceequivalent to the full apprenticeship contract term established for the particular trade; a minimum of threeyears' journeyman work experience or equivalent; some experience in organizing and scheduling of workand/or job requirements, maintaining related records and coordinating the work of other employees.Specialized Abilities and Skills:Aptitude and capability in the performance of trade functions without direct trade supervision; ability toorganize and schedule work assignments and related records; ability to coordinate the work of other tradejourneymen in related trades; ability to work in conjunction with other employees and assist apprentices in

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 82learning and developing the skills of the trade; physically and mentally compatible with the work involvedand able to work under the rigors of the job; ability to work at heights and walkout on bridge members.Supervision Received:Positions in this grade are under the limited supervision and technical direction of a trade-related supervisorand are responsible for carrying out assigned leadhand functions related to their respective trade.Typical Duties:Include, when assigned, to work individually in satellite locations on a continuous basis wheresupervision is not directly available, and where a degree of independent judgement and action is requiredin carrying out skilled journeyman functions within the scope of the trade and directly related fields inwhich they are qualified, periodically coordinating and directing the work of trade-related journeymenand/or other non trade-related positions assigned to work in the same location as required.When assigned to work within crews where supervision is readily available, these positions are requiredto carry out skilled journeymen functions within the scope of the trade and directly related fields in whichthey are qualified, along with coordinating and directing the work of trade-related journeymen within adesignated work group and may also include directing the work of other non trade-related positionsassigned to assist in the work group.JOB DESCRIPTIONPOSITION TITLE: TRADE SUPERVISOR BRIDGEWORKERPay Scale: As per Appendix 2Positions in this trade are under administrative or management supervision and technical direction andfunction as:A Foreman (M/F) responsible for directly supervising an established crew of predominantlytrade personnel in related trades;andA Standards Supervisor responsible for supervising trade services being provided and/orperformed by either individuals, firms or organizations outside the provincial governmentservice on contract and/or a fee-for-service basis.Education and Specialized Knowledge:Preferably secondary school graduation or formal education consistent with requirements for entry intoapprenticeship vocational training or equivalent; preferably completion of apprenticeship vocationaltraining in the respective or directly related trade; valid provincial tradesman's Qualification Certificate orthe approved equivalent, in the applicable or related trade that the incumbent is supervising; valid BCDriver's Licence for the appropriate Class required to carry out related functions; preferably completionof a supervisory and organizational procedures training program; ability to read and interpret relatedtechnical information and maintain an up-to-date supervisory knowledge of the designated work area.Experience:Preferably completion of a registered apprenticeship in a directly related trade, or training and work experienceequivalent to the full apprenticeship contract term established for a related trade; a minimum of three years'journeyman work experience, two years' experience as a trade leadhand or equivalent combination.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 83Specialized Abilities and Skills:Ability to effectively supervise assigned work projects and/or activities involving combined resources ofmanpower, materials and supplies, ability to meet defined production standards, quotas and costs throughorganization, scheduling and utilization of available resources; ability to communicate with and directemployees in the designated work group, particularly in work and/or job assignments; ability to dealeffectively with other employees, supervisors, administrators, and/or management personnel andsuppliers, regarding work projects and/or requirements; ability to carry out related supervisory functionsproficiently; ability to work at heights and walk out on bridge members.Typical Duties:Include to organize, schedule, assign and coordinate the work of an assigned crew of employees inconjunction with other resources; to reorganize, reschedule and reassign job functions and resourcesaccording to work progress and/or priorities; to ensure established work standards of quality and quantityalong with completion schedules of designated work and/or projects of assigned crew; to ensurecorresponding resource materials, supplies and/or replacements are maintained for assigned crew; toensure related work records and reports concerning work and/or project costs, progress, etc. aremaintained for assigned crew; to provide and/or arrange work related instruction for employees within theassigned crew, along with the assessment of individual employee progress, and development of abilitiesfor further and/or additional training, such as ministry training programs, manufacturer/dealer course,and/or in-house facilities; to complete employee appraisals and provide corresponding guidance foremployees to meet established work and performance standards; to recommend promotions, transfers,demotions, disciplinary and/or other appropriate action as applicable and implement approved action inconjunction with immediate supervisor or other designated officials; to carry out and/or participate in thescreening and selection of new employees and/or promotion of employees to or within the assigned workcrew; to carry out and/or participate in the initial planning, programming and estimating of resources andrelated costs required to accomplish and complete scheduled work and/or projects within annual budget inaccordance with related standards and management direction; to carry out such functions as reviewingmanagement reports and either implementing or preparing for corrective action and ensuring thatcorresponding fiscal control is maintained; to carry out field and/or job site inspections and ensure workprogram, materials and/or other requirements are maintained.POSITION TITLE: MACHINE OPERATOR 3Pay Scale: As per Appendix 2JOB DESCRIPTIONUnder the direction and supervision of an immediate supervisor or under the general direction andsupervision of a more senior supervisor, with technical direction from a mechanical supervisor.Responsible for the driving and/or operation and routine maintenance of either vehicles, equipment ormachinery as they relate to the particular work requirements in this classification.Education & Specialized Knowledge:Education equivalent to the completion of Grade 10; a good working knowledge of the Motor Vehicle Actand Regulations. A good working knowledge of safety rules and regulations as they pertain to the drivingand/or operation of the vehicles, equipment and machinery involved. Hold a valid Class 3 BC Driver'sLicence with air brake endorsement; physically fit, mentally alert and safety conscious; ability to followdirections promptly and efficiently; ability to work outdoors under varying weather conditions.Experience: Entry level.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 84Typical Duties:The performance of related work consistent with this classification specifications, but detailed accordingto equipment, operation, geographic and/or performing other related duties, however this position is notrequired to supervise.Equipment List (MO3):Cars, pickups, crew transport, concrete mixer, labourer, flag person, 1-2 ton trucks, power saws, weedeaters, 4-5 ton trucks (dump) with snow attachments, old mowers with rigid side boom, ride-on lawnmower.** Note: to be updated based on accepted Equipment Committee recommendations.Provisos:Will be required to work shifts and will work in all weather conditions as well as emergencycircumstances.Definition: "Other related duties" - duties directly related with the specific position the employee washired to fill.JOB DESCRIPTIONPOSITION TITLE: MACHINE OPERATOR 4Pay Scale: As per Appendix 2Under the direction and supervision of an immediate supervisor or under the general direction andsupervision of a more senior supervisor, with technical direction from a mechanical supervisor.Responsible for the driving and/or operation and routine maintenance of either vehicles, equipment ormachinery as they relate to the particular work requirements in this classification.Education & Specialized Knowledge:Education equivalent to the completion of Grade 10; a good working knowledge of the Motor Vehicle Actand Regulations. A good working knowledge of safety rules and regulations as they pertain to the drivingand/or operation of the vehicles, equipment and machinery involved. Hold a valid Class 3 BC Driver'sLicence with air brake endorsement; physically fit, mentally alert and safety conscious; ability to followdirections promptly and efficiently; ability to work outdoors under varying weather conditions.Experience:Two years related work or as an MO3.Typical Duties:The performance of related work consistent with this classification specifications and equipment, butdetailed according to equipment, operation, geographic and/or performing other related duties, howeverthis position is not required to supervise.Equipment List (MO4):Bituminous sprayer, bituminous rakerman, curbing machine, passenger/patient transport, fork lifts, singleaxle hiab, water trucks, tandems trucks (dump) with snow removal attachments, loader (under 2¼ yds.),

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 85sidecast sweeper, power roller, boom mowers, backhoes, bobcat (and attachments), crawlertractor (under 125 HP), compressor and rock drill.**Note: to be updated based on accepted Equipment Committee recommendations.Provisos:Will be required to work shifts and will work in all weather conditions as well as emergencycircumstances.Definition: "Other related duties" - duties directly related with the specific position the employee washired to fill.POSITION TITLE: MACHINE OPERATOR 7Pay Scale: As per Appendix 2JOB DESCRIPTIONUnder the direction and supervision of an immediate supervisor or under the general direction andsupervision of a more senior supervisor, with technical direction from a mechanical supervisor.Responsible for the driving and/or operation and routine maintenance of either vehicles, equipment ormachinery as they relate to the particular work requirements in this classification.Education & Specialized Knowledge:Education equivalent to the completion of Grade 10; a good working knowledge of the Motor Vehicle Actand Regulations. A good working knowledge of safety rules and regulations as they pertain to the drivingand/or operation of the vehicles, equipment and machinery involved. Hold a valid Class 3 BC Driver'sLicence with air brake endorsement (may be required to hold a Class 1 Driver's Licence to operatespecific pieces of equipment as required under the Motor Vehicle Act); physically fit, mentally alert andsafety conscious; ability to follow directions promptly and efficiently; ability to work outdoors undervarying weather conditions.Experience:Two years related work or as an MO4.Typical Duties:The performance of related work consistent with this classification specifications and equipment, butdetailed according to equipment, operation, geographic and/or performing other related duties, howeverthis position is not required to supervise.Equipment List (MO7):Flusher trucks, distributor truck, loaders (2½ - 5 cu. yds.), air track, crushing and screening plants, truckmounted crane, trucks with trailer in excess of 4500 kg, graders, gradalls, excavators, crawler tractor(over 125 HP), pickup sweeper, tandem trucks with wing plow.**Note: to be updated based on accepted Equipment Committee recommendations.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 86Provisos:Will be required to work shifts and will work in all weather conditions as well as emergencycircumstances.Definition: "Other related duties" - duties directly related with the specific position the employee washired to fill.POSITION TITLE: ROAD FOREMAN 1JOB DESCRIPTIONPay Scale: As per Appendix 2Under the general direction of the, Operations Manager, Roads Superintendent, or Senior Road Foreman,to supervise the activities of a small crew of four or less in road maintenance and minor construction.Education and Specialized Knowledge:Grade 10 or equivalent, preferably secondary school graduation; valid BC Class 3 Driver’s Licence withair brake endorsement; a working knowledge of the Highway Act, Motor Vehicle Act and Regulations asthey pertain to the driving and/or operation of the vehicles, equipment and machinery under theirsupervision. A working knowledge of the Workers' Compensation Board Health and Safety Regulations.Preferably a good knowledge of Road and Bridge maintenance procedures and proper use of equipment; agood knowledge of preventative maintenance on equipment; a distinct understanding of the importance ofgood public and employee relations; ability to follow instructions intelligently and promptly; a highdegree of tact in meeting, dealing and cooperating with the general public; ability to supervise; ability tooperate equipment; must have initiative and ability to function without direct supervision.Experience:Three years' experience at the MO4 level or higher, and/or previous supervisory experience preferable.Typical Duties:Operating equipment as and when required; reporting on the ability of employees to operate equipmentand perform preventative maintenance on same; working full-time with the crew and remaining with themon the job unless otherwise instructed. Participates in the screening and selection of new employeesand/or promotion of employees to or within the assigned work crew; train new employees in worktechniques; investigates accidents for cause and monitors employees, ensuring that properly prepareddaily time sheets are submitted; keeping a brief, concise diary of inspections for information for the RoadSupervisor as required; maintaining good public and employee relations at all times; and exercisinginitiative in organizing and expediting emergency work and maintenance when execution of such work isrequired; the ability to interpret weather reports into applicable operational responses that optimize thesafety of the motoring public and minimize negative impacts to the highway infrastructure and; ability todevelop and implement safe, practical and efficient traffic management plans in relation to all workactivities undertaken by self or crew.Provisos:May be required to work shifts and work in all weather conditions as well as emergency circumstances.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 87POSITION TITLE: ROAD FOREMAN 2Pay Scale: As per Appendix 2JOB DESCRIPTIONUnder general direction of Operations Manager, Roads Superintendent or Senior Road Foreman, tosupervise a small crew of five to eight in road maintenance and minor construction or be responsible for asmall foreman area with a crew of less than 5.Education and Specialized Knowledge:Grade 10 or equivalent, preferably secondary school graduation; valid BC Class 3 Driver's Licence withair brake endorsement; a thorough knowledge of the Highway Act, Motor Vehicle Act and Regulations asthey pertain to the driving and/or operation of vehicles, equipment and machinery under their supervision.A thorough knowledge of the Workers' Compensation Board Health and Safety Regulations. Preferably agood knowledge of Road and Bridge maintenance procedures and proper use of equipment; a goodknowledge of preventative maintenance on equipment; a distinct understanding of the importance of goodpublic and employee relations; ability to follow instructions intelligently and promptly; a high degree oftact in meeting, dealing and cooperating with the general public; ability to supervise; ability to operateequipment; must have initiative and ability to function without direct supervision.Experience:Five years related experience at the MO4 level or higher. Previous supervisory experience as a temporaryand/or relief Foreman.Typical Duties:Duties include operating equipment as and when required; planning, organizing, scheduling, assigningand coordinating the work of an assigned crew in conjunction with other resources; to reorganize,reschedule and reassign job functions and resources according to work progress and/or priorities; toensure established work standards of quality and quantity along with completion schedules of designatedwork and/or projects of assigned crew; to ensure corresponding resource materials, supplies and/orreplacements are maintained for assigned crew; to ensure related work records and reports concerningwork and/or project costs, progress, etc. are maintained for assigned crew to provide and/or arrangework-related instruction for employees within the assigned crew, along with the assessment of individualemployee progress, and development of abilities for further and/or additional training, such asmanufacturer/dealer course, and/or in-house facilities; to complete employee appraisals and providecorresponding guidance for employees to meet established work and performance standards; torecommend promotions, transfers, demotions, disciplinary and/or other appropriate action as applicableand to implement approved action in conjunction with immediate supervisor or other designated official;participate in the screening and selection of new employees and/or promotion of employees to or withinthe assigned work crew; to carry out and/or participate in the initial planning, programming andestimating of resources and related costs required to accomplish and complete scheduled work and/orprojects within annual budget in accordance with related standards and management direction; to carryout such functions as reviewing management reports and either implementing or preparing for correctiveaction and ensuring that corresponding fiscal control is maintained; to carry out field and/or job siteinspections and ensure work progress, materials and/or other requirements are maintained; must have theability to interpret weather reports into applicable operational responses that optimize the safety of themotoring public and minimize negative impacts to the highway infrastructure and; ability to develop andimplement safe, practical and efficient traffic management plans in relation to all work activitiesundertaken by self or crew(s).

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 88Provisos:Will be required to work in all weather conditions as well as emergency circumstances.POSITION TITLE: ROAD FOREMAN 3Pay Scale: As per Appendix 2JOB DESCRIPTIONUnder the supervision of the Operations Manager or Road Superintendent. Substituting for a RoadSuperintendent for a time period of sufficient duration such that long-term planning, scheduling, andpersonnel management duties must be assumed; or as a full-time position. Responsible for a foreman areawith a crew greater than five.Education and Specialized Knowledge:Grade 12 or equivalent or an equivalent working experience of a minimum two years as Road Foreman. Athorough knowledge of the Highway Act, Motor Vehicle Act and Regulations as they pertain to the drivingand/or operation of vehicles, equipment and machinery under their supervision; Valid BC Class 3 Driver'sLicence with air brake endorsement. Thorough knowledge of the Workers' Compensation Board Healthand Safety Regulations. Preferably a good knowledge of Road and Bridge maintenance procedures andproper use of equipment; a good knowledge of preventative maintenance on equipment; a distinctunderstanding of the importance of good public and employee relations; ability to follow instructionsintelligently and promptly; a high degree of tact in meeting, dealing and cooperating with the generalpublic; ability to supervise; ability to operate equipment; must have initiative and ability to functionwithout direct supervision. Completion of a Supervisor and Organizational Procedures training program.To read and interpret related technical information and maintain an up-to-date supervisory knowledge ofdesignated work areas.Experience:Two years' experience at the Road Foreman 2 or 1 level or equivalent, and five years' related experienceat the MO4 level or higher.Typical Duties:Duties include operating equipment if needed, planning, organizing, scheduling, assigning andcoordinating the work of an assigned crew in conjunction with other resources; to reorganize, rescheduleand reassign job functions and resources according to work progress and/or priorities; to ensureestablished work standards of quality and quantity along with completion schedules of designated workand/or projects of assigned crew; to ensure corresponding resource materials, supplies and/orreplacements are maintained for assigned crew; to ensure related work records and reports concerningwork and/or project costs, progress, etc. are maintained for assigned crew to provide and/or arrangework-related instruction for employees within the assigned crew, along with the assessment of individualemployee progress, and development of abilities for further and/or additional training, such asmanufacturer/dealer course, and/or in-house facilities; to complete employee appraisals and providecorresponding guidance for employees to meet established work and performance standards; torecommend promotions, transfers, demotions, disciplinary and/or other appropriate action as applicableand to implement approved action in conjunction with immediate supervisor or other designated official;participate in the screening and selection of new employees and/or promotion of employees to or withinthe assigned work crew; to carry out and/or participate in the initial planning, programming and

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 89estimating of resources and related costs required to accomplish and complete scheduled work and/orprojects within annual budget in accordance with related standards and management direction; to carryout such functions as reviewing management reports and either implementing or preparing for correctiveaction and ensuring that corresponding fiscal control is maintained; to carry out field and/or job siteinspections and ensure work progress, materials and/or other requirements are maintained; must have theability to interpret weather reports into applicable operational responses that optimize the safety of themotoring public and minimize negative impacts to the highway infrastructure; ability to develop andimplement safe, practical and efficient traffic management plans in relation to all work activitiesundertaken by self or crew(s).Provisos:Will be required to work in all weather conditions as well as emergency circumstances.Definition: "Equivalent" - Proven experience at RF1/2 with minimum two additional years. If less thanGrade 12 education.POSITION TITLE: SIGN PERSONPay Scale: As per Appendix 2JOB DESCRIPTIONEmployees in this position are under the direction and immediate supervision of the Sign Leadhand.Positions at this level erect and maintain all signs and other painted control devices in use.Education and Specialized Knowledge:Minimum Grade 10; valid BC Class 3 Driver's Licence with an air brake endorsement; a good knowledgeof area road systems; a working knowledge of the Ministry of Transportation and Highways Sign PolicyRegulations and Maintenance Standards; a good knowledge of safety regulations.Experience:One year experience in related work or as an MO3 on a sign crew. Some hand and spray paintingexperience.Specialized Skills and Abilities:Ability to touch up and repair disfigured signs; ability to train other employees; ability to followinstruction promptly and efficiently; physically fit; mentally alert; able to work outdoors in all weather.Typical Duties:Include directing a labourer when additional assistance is required; to erect, maintain and where necessarytouch up such signs, directional signs, speed zone and other similar messages; construction of some newand emergency signs when they are required. May be required to operate snow removal equipment.Provisos:May be required to work shifts and will work in all weather conditions as well as emergencycircumstances.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 90JOB DESCRIPTIONPOSITION TITLE: SIGN PERSON LEADHANDPay Scale: As per Appendix 2Under the general direction of the Sign Foreman the position supervises the activities of a small (1-2)person crew of sign maintenance personnel in sign maintenance and minor construction.Education and Specialized Knowledge:Grade 10 or equivalent, preferably secondary school graduation; valid BC Class 3 Driver's Licence withair brake endorsement; a working knowledge of the Motor Vehicle Act and Regulations as they pertain tothe driving and/or operation of vehicles, equipment and machinery under their supervision, knowledge ofsigning standards, purpose and function as well as signing technology. A working knowledge of theWorkers’ Compensation Board Health and Safety Regulations. Preferably a good knowledge of Road andBridge maintenance procedures and proper use of equipment; a good knowledge of preventivemaintenance on equipment; a distinct understanding of the importance of good public and employeerelations; ability to follow instructions intelligently and promptly; a high degree of tact in meeting,dealing and cooperating with the general public; ability to supervise; ability to deal effectively with otheremployees, supervisors, administrators, management personnel and supplies regarding work projectsand/or requirements.Experience:Three years related experience at the MO4 level or higher and previous sign and supervisory experiencepreferable.Typical Duties:Includes planning, organizing, scheduling, assigning and coordinating the daily work of assigned crews,keep paint, and sign material stock records and order as required. Reviews sign infrastructure andinventory for adherence to Ministry established standards for location, monitors operational effectivenessof the ever expanding inventory and identifies operational deficiencies for the sign inventory. Operatesequipment as and when required; report on the ability of employees to operate equipment and performpreventive maintenance on same. Participates in the screening and selection of new employees and/orpromotion of employees within the assigned work crew; trains new employees in work techniques;investigates accidents for cause and monitors employees, ensuring that properly prepared daily timesheets are submitted; keeping brief concise diary of inspections for the information of the OperationsManager as required; maintains good public and employee relations at all times; exercises initiative inorganizing and expedition of emergency work and maintenance when execution of such work is required;and ability to develop and implement safe practical and efficient traffic management plans in relation toall work undertaken by self or crew(s).Provisos:May be required to work shifts and work in all weather conditions as well as emergency circumstances.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 91JOB DESCRIPTIONPOSITION TITLE: SIGN FOREMAN (SUPERVISOR)Pay Scale: As per Appendix 2Under the general direction of the Operations Manager, to supervise and direct the activities of 2 or morecrews of two or more people either locally or satellite in sign maintenance and minor sign construction.Education and Specialized Knowledge:Grade 10 or equivalent, preferably secondary school graduation; valid BC Class 3 Driver's Licence withair brake endorsement; a working knowledge of the Motor Vehicle Act and Regulations as they pertain tothe driving and/or operation of the vehicles, equipment and machinery; knowledge of signing standards,purpose and function as well as signing technology. A working knowledge of the Workers' CompensationBoard Health and Safety Regulations. Preferably a good knowledge of Road and Bridge maintenanceprocedures and proper use of equipment; a good knowledge of preventative maintenance on equipment; adistinct understanding of the importance of good public and employee relations; ability to followinstructions intelligently and promptly; a high degree of tact in meeting, dealing and cooperating with thegeneral public; ability to supervise; ability to deal effectively with other employees, supervisors,administrators, management personnel and suppliers regarding work projects and/or requirements.Experience:Three years' experience at the MO4 level and/or previous sign and supervisory experience required.Typical Duties:Includes planning, organizing, scheduling, assigning and coordinating the daily work of assigned crews;keep paint, stock records and order as required. Reviews sign infrastructure and inventory for adherenceto Ministry established standards for location, monitors operational effectiveness of the ever expandinginventory, identifies operational deficiencies, makes recommendations for problem correction anddevelops a replacement schedule for the sign inventory. Operates equipment as and when required; reporton the ability of employees to operate equipment and perform preventative maintenance on same.Participate in the screening and selection of new employees and/or promotion of employees to or withinthe assigned work crew; train new employees in work techniques; investigates accidents for cause andmonitors employees, ensuring that properly prepared daily time sheets are submitted; keeping a brief,concise diary of inspections for the information for the Operations Manager as required; maintains goodpublic and employee relations at all times; exercises initiative in organizing and expediting emergencywork and maintenance when execution of such work is required; and ability to develop and implementsafe practical and efficient traffic management plans in relation to all work undertaken by self or crew(s).Provisos:May be required to work shifts and will work in all weather conditions and emergency circumstances.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 92JOB DESCRIPTIONPOSITION TITLE: TRADE JOURNEYMAN (MECHANIC)Pay Scale: As per Appendix 2Education and Specialized Knowledge:Preferably secondary school graduation or formal education consistent with requirements for entry intoapprenticeship, vocational training or equivalent; preferably completion of apprenticeship vocationaltraining for the respective trade; valid Certificate of Qualification issued by the BC Ministry of Labour orthe approved equivalent, for the particular trade in which the incumbent is employed; valid BC Class 3Driver's Licence with air endorsement is required to carry out related trade functions; ability to read andinterpret related technical information and maintain an up-to-date knowledge of the trade.Experience:Completion of a registered apprenticeship in the respective trade, or training and work experienceequivalent to the full apprenticeship contract term established for the particular trade.Specialized Abilities and Skills:Aptitude and capability in the performance of specific trade functions; ability to work in conjunction withother employees and assist apprentices in learning and developing the skills of the trade, and/or toperiodically direct the efforts of another employee assigned to assist them; physically and mentallycompatible with the work involved and able to work under the rigors of the job.Class Definition:Positions in this trade are under the supervision and direction of an immediate trade-related supervisorand are required to carry out assigned journeyman functions related to their particular trade.Typical Duties:Include performing skilled journeyman level work within the scope of the trade in which they arequalified, according to standards of the corresponding trades established under the Apprenticeship Act,directing the work of one or two non trade-related positions assigned to assist as required when out in thefield; perform functions consistent with the trade.JOB DESCRIPTIONPOSITION TITLE: TRADE JOURNEYMAN (WELDER)Pay Scale: As per Appendix 2Education and Specialized Knowledge:Preferably secondary school graduation or formal education consistent with requirements for entry intoapprenticeship, vocational training or equivalent; preferably completion of apprenticeship vocationaltraining for the respective trade; valid Certificate of Qualification issued by the BC Ministry of Labour orthe approved equivalent, for the particular trade in which the incumbent is employed; valid BC Class 3

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 93Driver's Licence with air endorsement is required to carry out related trade functions; ability to read andinterpret related technical information and maintain an up-to-date knowledge of the trade.Experience:Preferably completion of a registered apprenticeship in the respective trade, or training and workexperience equivalent to the full apprenticeship with appropriate ticket(s), contract term established forthe particular trade.Specialized Abilities and Skills:Aptitude and capability in the performance of specific trade functions; ability to work in conjunction withother employees and assist apprentices in learning and developing the skills of the trade, and/or toperiodically direct the efforts of another employee assigned to assist them; physically and mentallycompatible with the work involved and able to work under the rigors of the job.Class Definition:Positions in this trade are under the supervision and direction of an immediate trade-related supervisorand are required to carry out assigned journeyman functions related to their particular trade.Typical Duties:Include performing skilled journeyman level work within the scope of the trade in which they arequalified, according to standards of the corresponding trades established under the Apprenticeship Act,directing the work of one or two non trade-related positions assigned to assist as required when out in thefield; perform functions consistent with the trade.JOB DESCRIPTIONPOSITION TITLE: TRADE JOURNEYMAN (AUTO BODY)Pay Scale: As per Appendix 2Education and Specialized Knowledge:Preferably secondary school graduation or formal education consistent with requirements for entry intoapprenticeship, vocational training or equivalent; preferably completion of apprenticeship vocationaltraining for the respective trade; valid Certificate of Qualification issued by the BC Ministry of Labour orthe approved equivalent, for the particular trade in which the incumbent is employed; valid BC Class 3Driver's Licence with air endorsement is required to carry out related trade functions; ability to read andinterpret related technical information and maintain an up-to-date knowledge of the trade.Experience:Completion of a registered apprenticeship in the respective trade, or training and work experienceequivalent to the full apprenticeship contract term established for the particular trade.Specialized Abilities and Skills:Aptitude and capability in the performance of specific trade functions; ability to work in conjunction withother employees and assist apprentices in learning and developing the skills of the trade, and/or toperiodically direct the efforts of another employee assigned to assist them; physically and mentallycompatible with the work involved and able to work under the rigors of the job.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 94Class Definition:Positions in this trade are under the supervision and direction of an immediate trade-related supervisorand are required to carry out assigned journeyman functions related to their particular trade.Typical Duties:Include performing skilled journeyman level work within the scope of the trade in which they arequalified, according to standards of the corresponding trades established under the Apprenticeship Act,directing the work of one or two non trade-related positions assigned to assist as required when out in thefield; perform functions consistent with the trade.JOB DESCRIPTIONPOSITION TITLE: TRADE LEADHAND (MECHANIC)Pay Scale: As per Appendix 2Education and Specialized Knowledge:Formal education consistent with the requirements for entry into apprenticeship, vocational training orequivalent; completion of apprenticeship vocational training for the respective trade; valid Certificate ofQualification issued by the BC Ministry of Labour or the approved equivalent, for the particular trade inwhich the incumbent is employed; valid BC Driver's Licence of the appropriate class required to carry outrelated trade functions; some training in basic supervisory and organizational procedures; ability to readand interpret related technical information and maintain an up-to-date knowledge of the work involved.Experience:Completion of a registered apprenticeship in the respective trade, or training and work experienceequivalent to the full apprenticeship contract term established for the particular trade; a minimum of threeyears' journeyman work experience or equivalent; some experience in organizing and scheduling of workand/or job requirements, maintaining related records and coordinating the work of other employees.Specialized Abilities and Skills:Aptitude and capability in the performance of trade functions without direct trade supervision; ability toorganize and schedule work assignments and related records; ability to coordinate the work of other tradejourneymen in related trades; ability to work in conjunction with other employees and assist apprenticesin learning and developing the skills of the trade; physically and mentally compatible with the workinvolved and able to work under the rigors of the job.Supervision Received:Positions in this grade are under limited supervision and technical direction of a trade-related supervisorand are responsible for carrying out assigned leadhand functions related to their respective trade.Typical Duties:Include, when assigned, to work individually in satellite locations on a continuous basis wheresupervision is not directly available, and where a degree of independent judgement and action is requiredin carrying out skilled journeyman functions within the scope of the trade and directly related fields inwhich they are qualified, periodically coordinating and directing the work of trade-related journeymenand/or other non trade-related positions assigned to work in the same location as required.When assigned to work within crews where supervision is readily available, these positions are requiredto carry out skilled journeymen functions within the scope of the trade and directly related fields in which

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 95they are qualified, along with coordinating and directing the work of trade-related journeymen within adesignated work group and may also include directing the work of other non trade-related positionsassigned to assist in the work group.JOB DESCRIPTIONPOSITION TITLE: TRADE LEADHAND (AUTO BODY)Pay Scale: As per Appendix 2Education and Specialized Knowledge:Formal education consistent with the requirements for entry into apprenticeship, vocational training orequivalent; completion of apprenticeship vocational training for the respective trade; valid Certificate ofQualification issued by the BC Ministry of Labour or the approved equivalent, for the particular trade inwhich the incumbent is employed; valid BC Class 3 Driver's Licence with air endorsement is required tocarry out related trade functions; some training in basic supervisory and organizational procedures; ability toread and interpret related technical information and maintain an up-to-date knowledge of the work involved.Experience:Completion of a registered apprenticeship in the respective trade, or training and work experienceequivalent to the full apprenticeship contract term established for the particular trade; a minimum of threeyears' journeyman work experience or equivalent; some experience in organizing and scheduling of workand/or job requirements, maintaining related records and coordinating the work of other employees.Specialized Abilities and Skills:Aptitude and capability in the performance of trade functions without direct trade supervision; ability toorganize and schedule work assignments and related records; ability to coordinate the work of other tradejourneymen in related trades; ability to work in conjunction with other employees and assist apprenticesin learning and developing the skills of the trade; physically and mentally compatible with the workinvolved and able to work under the rigors of the job.Supervision Received:Positions in this grade are under the limited supervision and technical direction of a trade related supervisorand are responsible for carrying out assigned leadhand functions related to their respective trade.Typical Duties:Include, when assigned, to work individually in satellite locations on a continuous basis wheresupervision is not directly available, and where a degree of independent judgement and action is requiredin carrying out skilled journeyman functions within the scope of the trade and directly related fields inwhich they are qualified, periodically coordinating and directing the work of trade-related journeymenand/or other non trade-related positions assigned to work in the same location as required.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 96When assigned to work within crews where supervision is readily available, these positions are requiredto carry out skilled journeymen functions within the scope of the trade and directly related fields in whichthey are qualified, along with coordinating and directing the work of trade-related journeymen within adesignated work group and may also include directing the work of other non trade-related positionsassigned to assist in the work group.JOB DESCRIPTIONPOSITION TITLE: TRADES SUPERVISOR MECHANICPay Scale: As per Appendix 2Under management supervision and technical direction, to supervise an established crew ofpredominantly trades personnel, carrying out the service, maintenance and repair of vehicle equipmentand machinery and perform journeyman functions as required.Education and Specialized Knowledge:Grade 12 or equivalent; completion of apprenticeship vocational training in this and/or a directly relatedmechanical repair trade; preferably completion of a supervisory training program. Must hold a Certificateof Qualification in the mechanical repair trade issued by the BC Ministry of Labour or equivalent; hold acurrent and valid BC Class 3 Driver's Licence with air brake endorsement; hold a certificate ofcompletion in a welding safety course. Technical and practical knowledge equivalent to the completion ofa four year Mechanical Apprenticeship, preferably in areas directly related to the particular vehicles,equipment and machinery utilized and a sound knowledge of supervisory and organizational proceduresas they relate to the mechanical repair trade; must be able to work in adverse weather conditions.Experience:Completion of a registered apprenticeship in the mechanical repair trade or work experience equivalent toa four year apprenticeship contract, preferably a minimum of three years' experience as a journeyman andtwo years' experience as a leadhand or equivalent combination in the mechanical repair trade, preferablysome previous supervisory experience as temporary and/or relief foreman.Specialized Abilities and Skills:Aptitude in assimilating and evaluating specific factors related to the particular functions of the positionand determining effective methods, procedures and sequence of corrective action to maintain an efficientmechanical service maintenance and repair program. Ability to effectively supervise assigned workprojects and/or activities involving combined resources of materials, supplies and manpower; able tomaintain defined production standards, quotas and costs through effective organization, scheduling andutilization of available resources, involved in mechanical repair operations.Ability to communicate with and direct employees within a designated crew, particularly in work and jobassignments and procedures; ability to deal effectively with other employees, supervision, administration,management personnel and suppliers regarding work projects and/or requirements, ability to carry outrelated supervisory functions proficiently.Typical Duties:Organize, schedule, assign and coordinate the work of an assigned crew of employees in conjunction withother resources, reorganize, reschedule and reassign job functions and resources according to work

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 97progress and/or priorities, involved in the service maintenance and repair of heavy trucks, equipment andrelated units and facilities; ensure established work standards of quality and quantity along withcompletion schedules of designated work and/or projects of assigned crew, carrying out the service,maintenance and repair of heavy trucks, equipment and related units and facilities; ensure correspondingresource materials, supplies and/or replacements are maintained for assigned crew; ensure related workrecords and reports concerning work and/or project costs, progress, etc., are maintained for assigned crew;provide and/or arrange work-related instruction for employees within the assigned crew, along with theassessment of individual employees progress and development of abilities for further and/or additionaltraining programs, manufacturer/dealer course and/or in-house facilities; provide corresponding guidancefor employees to meet established work and performance standards, recommend promotions, transfers,demotions, disciplinary and/or other appropriate action as applicable and implement approved action inconjunction with Manager and Equipment Superintendent; carry out with the Manager and/or EquipmentManager screening and selection of new employees and/or promotion of employees to or within theassigned work crew; carry out and/or participate in the initial planning, programming and estimating ofresources and related costs required to accomplish and complete scheduled work and/or projects andannual budget in accordance with related standards and management direction of the Manager and/orEquipment Superintendent; carry out related administrative functions such as reviewing equipmentmanagement reports and either implementing or preparing for corrective action and ensuring thatcorresponding fiscal control is maintained. Carry out field inspections of vehicles, equipment and relatedfacilities to ensure appropriate service, maintenance and repair requirements are provided for; maintaingood relations with all existing and potential customers; ensuring that work to customers' vehicles andequipment is carried out in an efficient manner; carry out and perform journeyman functions as required.Provisos:Attending scheduled meetings and/or programs such as safety meetings, policy explanations, trainingseminars, etc., as required. The position may be required to work shifts and may be required to workunder field conditions.Overall Supervision and Administration:- Trade positions- Operational support positions- Related positionsReference Materials:a) Manufacturer's Maintenance and Repair Manualb) Motor Vehicle Act and Regulationsc) Fire Marshall's Actd) WCB Regulationse) BCGEU Collective AgreementConditions:Working in conjunction with heavy machinery and corresponding parts and components, inspection andadjustments as applicable of moving parts and machinery, working around toxic chemicals andcombustible materials, performing functions in adverse weather conditions and/or locations.JOB DESCRIPTIONPOSITION TITLE: TRADES SENIOR SUPERVISOR MECHANICPay Scale: As per Appendix 2

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 98This position works under the direction of the Operations Manager and is used for substitution purposesor may be used as a full-time position.Education and specialized Knowledge:Grade 12 or equivalent; completion of apprenticeship, vocational training in this and/or a directly relatedmechanical repair trade; preferably completion of a supervisory training program. Must hold a Certificateof Qualification in the mechanical repair trade issued by the BC Ministry of Labour or equivalent; hold acurrent and valid BC Class 3 Driver's Licence with air brake endorsement; hold a certificate ofcompletion in a welding safety course. Technical and practical knowledge equivalent to the completion ofa four year Mechanical Apprenticeship, preferably in areas directly related to the particular vehicles,equipment and machinery utilized and a sound knowledge of supervisory and organizational proceduresas they relate to the mechanical repair trade; must be able to work in adverse weather conditions.Experience:Completion of a registered apprenticeship in the mechanical repair trade or work experience equivalent toa four year apprenticeship contract, preferably a minimum of three years' experience as a journeyman andtwo years' experience as a leadhand or as Trade Supervisor Mechanic or equivalent combination in themechanical repair trade, preferably some previous supervisory experience as Trade Supervisor.Specialized Abilities and Skills:Aptitude in assimilating and evaluating specific factors related to the particular functions of the positionand determining effective methods, procedures and sequence of corrective action to maintain an efficientmechanical service maintenance and repair program. Ability to effectively supervise assigned workprojects and/or activities involving combined resources of materials, supplies and manpower; able tomaintain defined production standards, quotas and costs through effective organization, scheduling andutilization of available resources, involved in mechanical repair operations. Ability to communicate withand direct employees within a designated crew, particularly in work and job assignments and procedures;ability to deal effectively with other employees, supervision, administration, and management personnel;and procure supplies regarding work projects and/or requirements, ability to carry out related supervisoryfunctions proficiently.Typical Duties:Organize, schedule, assign and coordinate the work of an assigned crew of employees in conjunction withother resources, reorganize, reschedule and reassign job functions and resources according to workprogress and/or priorities, involved in the service maintenance and repair of heavy trucks, equipment andrelated units and facilities; ensure established work standards of quality and quantity along withcompletion schedules of designated work and/or projects of assigned crew, carrying out the service,maintenance and repair of heavy trucks, equipment and related units and facilities; ensure correspondingresource materials, supplies and/or replacements are maintained for assigned crew; ensure related workrecords and reports concerning work and/or project costs, progress, etc., are maintained for assigned crew;provide and/or arrange work related instruction for employees within the assigned crew, along with theassessment of individual employees progress and development of abilities for further and/or additionaltraining programs, manufacturer/dealer course and/or in-house facilities; provide corresponding guidancefor employees to meet established work and performance standards, recommend promotions, transfers,demotions, disciplinary and/or other appropriate action as applicable and implement approved action inconjunction with Manager and Equipment Superintendent; carry out with the Manager and/or EquipmentManager screening and selection of new employees and/or promotion of employees to or within theassigned work crew; carry out and/or participate in the initial planning, programming and estimating

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 99resources and related costs required to accomplish and complete scheduled work and/or projects andannual budget in accordance with related standards and management direction of the Manager and/orEquipment Superintendent; carry out related administrative functions such as reviewing equipmentmanagement reports and either implementing or preparing for corrective action and ensuring thatcorresponding fiscal control is maintained. Carry out field inspections of vehicles, equipment and relatedfacilities to ensure appropriate service, maintenance and repair requirements are provided for; maintaingood relations with all existing and potential customers; ensuring that work to customers' vehicles andequipment are carried out in an efficient manner; ensuring that completion of repair invoices to customersare completed promptly and accurately; carry out and perform journeyman functions as required.Provisos:Attending scheduled meetings and/or programs such as safety meetings, policy explanations, trainingseminars, etc., as required. The position may be required to work shifts and may be required to workunder field conditions.Overall Supervision and Administration:- Trade positions- Operational support positions- Related positionsReference Materials:a) Manufacturer's Maintenance and Repair Manualb) Motor Vehicle Act and Regulationsc) Fire Marshall's Actd) WCB Regulationse) BCGEU Collective AgreementConditions:Working in conjunction with heavy machinery and corresponding parts and components, inspection andadjustments as applicable of moving parts and machinery, working around toxic chemicals andcombustible materials, performing functions in adverse weather conditions and/or locations.POSITION TITLE: STOCKPERSON 3JOB DESCRIPTIONPay Scale: As per Appendix 2. When substituting for the Purchasing Agent this position shall receive theTrade Journeyman Industrial Warehouse rate. Substitution must be for a minimum of one day.Under the immediate supervision of the Purchasing Agent, to assist foreman with the ordering, storageand distribution of road, bridge and mechanical materials, and maintaining accurate records of the same.Education and Specialized Knowledge:Education equivalent to Grade 12; a good knowledge of routine stores practices and procedures and theirapplication in the workplace; general knowledge and experience of computers and business machines;Valid BC Class 5 Driver's Licence.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 100Experience:A minimum of two years' stores-related experience, preferably within the mechanical and/or roadmaintenance field.Specialized Abilities and Skills:Ability to learn and to follow instructions; tact; sound judgement; good interpersonal, organizational andadministrative skills.Typical Duties:To pick up parts and stock shelves, maintain stock records and files, process data compatible with anautomated inventory system. Assist in disbursement of inventory, maintain an orderly working area.Package articles for mailing and shipping. Check delivery slips and invoices for quantities, prices,discounts and certify for payment. Assist in loading and unloading of stock, may be required to drivesmall truck. Issuing of purchase orders with predetermined pricing structures.JOB DESCRIPTIONPOSITION TITLE: TRADE JOURNEYMAN INDUSTRIAL WAREHOUSEPay Scale: As per Appendix 2Under the immediate supervision of the Purchasing Agent to assist foreman with the ordering, storing anddistribution of road, bridge and mechanical materials, and maintain accurate records of same.Education and Specialized Knowledge:Education equivalent to Grade 12; a thorough knowledge of all practices and procedures involved in boththe acquisition and maintenance of inventory in a large stores establishment; an industrial warehousecertificate is preferred; as is experience with computer hardware/software and general business machines;must have knowledge of mechanical and industrial components as they relate to road, bridge andmechanical maintenance; Valid BC Class 5 Driver's Licence.Experience:A minimum of five years' purchasing or related experience.Special Skills and Abilities:Ability to learn and perform duties without immediate supervision; ability to supervise; tact; soundjudgement. Good interpersonal, organizational, communication and administrative skills.Typical Duties:Purchasing, receiving, warehousing and distribution of mechanical, road and bridge materials. Checkingdelivery slips and invoices for quantities, prices, discounts, and checking goods received for correct parts,and their condition. Maintaining an inventory control system, certifying invoices for payment, shippingand receiving. Performing cycled inventory counts, preparing reports as they relate to inventory. Includepreparing, issuing and analyzing invitations to quote or requests for proposals from suppliers; negotiatingprices, terms and conditions of contracts using methods such as volume discounts, freight consolidation,

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 101etc. to reduce costs; approving contracts and recommending awards; resolving post contractual problems,monitoring, amending or terminating contracts. Picking up parts.POSITION TITLE: PURCHASING AGENTPay Scale: As per Appendix 2JOB DESCRIPTIONUnder the supervision of the Operations Manager the Purchasing Agent supervises 2 - 4 staff. To procure,warehouse and/or distribute the materials, supplies and services required for the day-to-day operation ofbridge, road maintenance, construction and mechanical maintenance.Education and Specialized Knowledge:Completion of Grade 12; certification of qualification in the industrial warehousing trade; completion ofthe Principles of Buying course through the Purchasing Management Association of Canada; Valid BCClass 5 Driver's Licence.Experience:A minimum of five years' progressive experience in purchasing and warehousing or an equivalentcombination of training and experience; good knowledge of the materials and their specifications used inroad and bridge maintenance, and construction and mechanical maintenance. Previous supervisoryexperience preferred.Specialized Skills and Abilities:Good analytical abilities, organization and communication skills; able to work with minimal supervision.A thorough knowledge of tendering procedures as they relate to sub-contracts, regular inventory road,bridge and mechanical maintenance.Typical Duties:Anticipate material requirements; source a supply net of competent vendors; establish accounts andadvantageous pricing structures; monitor pricing structures for unwarranted price hikes; procure majorroad, bridge and mechanical materials via invitation to quote and price negotiation (major refers to bridgetimbers, road reflectors, grader blades, etc.); analyze quotations for price and specification conformance;coordinate material purchases between various locations; establish and maintain accurate procurementinformation history; provide current price and product information to management for estimating projectcosts; research and evaluate new products; establish and maintain a rapport and business association withvendors; establish and maintain inventory levels for mechanical and primary materials; reduce dollarinvestment in materials inventory via close monitoring of materials usage, standardization of materialsand effective purchasing; perform yearly and cyclical material inventory counts on machinery, primaryand ministry retained material; act as an intermediary between the contractor and the Ministry ofTransportation and Highways in the tracing of and reconciliation of Ministry retained materials; act as aresource person for materials inquiries from within the company, various ministries and municipalities,other maintenance contractors and the general public; perform journeyman industrial warehouse functionsas required. Supervise warehouse and trade journeyman staff.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 102LETTER OF INTENT 1Re: Suspension of Driver's LicenceIt is the responsibility of the employee to hold and maintain a valid driver's licence in order to beemployed and continue to be employed in any position requiring a driver's licence.Driver's Licence Suspensions(a) Where an employee who is required to hold a valid driver's licence as a condition of employment,has his/her driver's licence suspended for one year or less:(1) The employee will retain his/her regular position on the workforce and may be engagedin non-operator duties in which he/she is qualified. He/she shall be paid at the rate established forthe duties engaged in for the period of suspension. In the event such employment does not existthe employee shall upon the exhaustion of CTO and vacation entitlement apply for leave ofabsence without pay to cover the period involved.(2) A letter shall be written by the supervisor to the employee advising him/her of his/herstatus during the period of licence suspension. In the same letter the employee shall be warnedthat any further licence suspensions will result in the suspension from employment with arecommendation for dismissal.In cases of driver's licence suspensions on medical grounds, each case is to be examined on itsown merits including referral to the Joint Labour/Management Committee. In determining anyaction with regard to the employee concerned, the recommendations of the JointLabour/Management Committee must be taken into consideration.(3) On the second occurrence of licence suspension, as indicated above, action shall be takento dismiss the employee for just cause in that he/she is unable to perform the duties required bythe position.(b) Where an employee who is required to hold a valid driver's licence as a condition of employment,has his/her driver's licence suspended for more than one year, the employee shall be dismissedimmediately for just cause. This shall be confirmed in writing by the Employer.(c) In the case of an employee who is on his/her initial probationary period (new employee), driver'slicence suspension will result in the recommendation being made for his/her rejection.(d) For the purpose of calculating an employee's seniority, the leave of absence granted due tosuspension of driver's licence shall be deducted from the employee's relative seniority.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 103MEMORANDUM OF UNDERSTANDING 1Re: Table of Recognized Workday Lengths and Shift PatternsLength ofScheduledWorkdayShiftPatternNumberof WorkDaysNumberof Daysof RestStatutoryHolidayProvisionsNumber ofStatutory Holidays or StatHoliday Lieu Days7 hours 5:2 250 104 Shutdown except winter shift 117.5 hours 5:2, 5:2, 4:3 233 121 Shutdown except winter shift 118.83 hours 4:3 198 156 Shutdown except winter shift 11Pursuant to Clause 14.1 and 14.2 the Employer may implement additional workday length and shiftpatterns, as required.Note:Shops - the mechanical shops do not work statutory holidays.MEMORANDUM OF UNDERSTANDING 2Re: Employee and Family Assistance ProgramThe Employee and Family Assistance Program (EFAP) is an assessment and referral service that providesconfidential, professional assistance to employees and their families to resolve problems that affect theirpersonal lives and in some cases their job performance. Participation in the program is voluntary.The Employer agrees to pay 100% of the cost of "Fee for Service" Employee Referral Program. It isunderstood the following will apply:(a)(b)(c)(d)(e)total cost will not exceed $4000 per year;personal referral services will be provided for employees and their families;the Joint Labour/Management will select a referral service;the referral service shall be confidential; andvisits to receive referral for counselling will be limited to a maximum of four per client per year.MEMORANDUM OF UNDERSTANDING 3Re: Employee Equipment and ClothingThe Employer shall supply and maintain the following equipment and clothing to all employees withineach classification series as specified below:1. Coveralls - individual issue as follows:(a) Machine Operator Series and Sign Crew - two pairs(b) Mechanical Series - six pairs(c) Bridgeworker Series - five pairs, two of which will be bib coveralls(d) For Mechanics during winter shift who perform field service duties in winter, theEmployer shall provide one pair insulated coveralls in addition to (b) above.2. Individual issue welder's leather jackets and aprons where appropriate.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 1043. Plant issue rubber boots, aprons, gloves, and goggles where appropriate when employees arecleaning or washing machinery or equipment.4. Work gloves where appropriate (insulated for winter).5. Smocks, aprons, laboratory coats where the employee's clothes may be soiled due to the worksituation (Stockpersons and Mechanic Foreman).6. Insect repellent for all employees who are required to work out of doors.7. Disposable gloves and coveralls, for dead animal removal.8. (a) With the exception of prescription glasses and safety footwear, the Employer will supplyall safety equipment required for the job under Workers' Compensation Regulations. Where theEmployer's regulations regarding safety footwear exceed Workers' Compensation BoardRegulations, then the Employer shall supply such footwear. Where the following safetyequipment is required by the Workers' Compensation Board it will be issued on an individualbasis:(i) hard hats and liners where required;(ii) safety gloves;(iii) safety or welding goggles and helmets;(iv) respirators;(v) protective hearing devices.(b) Replacement of unserviceable items will be made upon surrender of items to be replaced,together with proof that replacement is not the result of negligence by the employee.9. Laundry and Repair - where the Employer supplies the items listed in Paragraphs 1 - 5 above, theEmployer will bear the cost of laundering and repair. All coveralls will be on a quartermastersystem with the Employer owning the coveralls. Coveralls will be replaced when needed.10. The Employer agrees to pay Mechanics a tool allowance for up to $250 for each year of thisCollective Agreement for the receipted purchase of tools required to do the job. The paymentshall be made within 30 days of receipts being turned in.MEMORANDUM OF UNDERSTANDING 4Re: Seniority BlocksThis Memorandum defines the seniority blocks for Service Area 7. Each of the following locations willbe considered a separate seniority block within the current recognized Foreman areas. It will not bedeemed a violation of the Collective Agreement when the Employer requires a qualified employee towork in a different seniority block.1. Abbotsford Seniority Block2. Agassiz Seniority Block3. Mission Seniority Block4. Cultus Lake Seniority Block5. Hope Seniority Block6. Allison Pass Seniority Block7. Rosedale Seniority Block8. Boston Bar Seniority Block

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 105MEMORANDUM OF UNDERSTANDING 5Re: Other Premiums and Allowances1. Employees at Allison Pass shall be paid an isolation allowance of $55 biweekly.2. The current practice of the Employer to provide return transportation to Allison Pass from Hopereturn at shift changes shall continue, in which case participating employees shall waive theirisolation pay.MEMORANDUM OF UNDERSTANDING 6Re: Summer Student ProgramThe Company may provide employment opportunities to "registered" secondary or post secondarystudents from time to time when suitable work is available. Preference will be given to current employees'children who are students. The period of hire will be confined from May 1 to August 31 unless otherwiseagreed by mutual agreement by the Labour/Management Committee. Criteria for selection will bedetermined by the Labour/Management Committee.Duties will be restricted to the following:• bridge rail painting;• flagging for the bridge crew;• yard clean-up during inclement weather;• sign painting.Conditions and other duties as mutually agreed to by the Joint Labour/Management Committee:• Students must possess a valid Class 5 driver's licence, a valid flagging certificate and steeltoed-boots;• The Company will supply a hard hat, appropriate coveralls, vests and other safety equipment,as required;• Students shall receive four percent vacation pay on their last paycheque;• Rate of pay will be two-thirds of a MO3 pay scale;• Hours of work and overtime will be as per the MO series;• Students shall become BCGEU members but will not accrue seniority or appear on anyseniority list or be eligible for benefits.MEMORANDUM OF UNDERSTANDING 7Re: Graduated Retirement ProgramIn recognition of the restructuring of the Employer's operations, employees with at least 10 years ofseniority will be given the opportunity to work partial years prior to retirement or leaving employmentwith Emil Anderson Maintenance Co. Ltd.Terms and ConditionsAn employee must advise the Employer of his/her date of retirement or early retirement. Employees canmake application to commence the Graduated Retirement Program up to five years prior to the retirementdate. Upon commencement of the graduated retirement program an employee’s status will be converted

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 106from regular full-time to regular part-time. Periods of work and periods of absence will be defined andagreed to prior to the commencement of the program.Employees will be entitled to accept recall for auxiliary work during periods of leave. Period of leave willbe six months at a time. Employees requesting leave for periods other than six months may makeapplication to the Employer, however such requests will be entertained after requests of six months.Employees participating in this program will retain full entitlement to MSP, Extended Health Care,Dental, Group Life and Accidental Death and Dismemberment Insurance. The employees permanentposition will be considered a regular vacancy when the employee commences retirement, or earlyretirement or on the employees last day worked, whichever occurs first. In accordance withClause 18.2(b), vacation will be earned at the rate of one twelfth of the annual entitlement for each monthin which an employee has received at least 10 days pay at the straight-time rate.Employees participating in this program will be deemed to have retired at the conclusion of the program.For the purposes of Clause 27.15, each year on the graduated retirement program will count as one year’sservice for the purpose of calculating the retirement allowance.This graduated retirement program can be at the request of either party, but the Employer's approval/offerwill be governed by operational requirements within the classification of the employee. Copies of anagreement established under this provision shall be provided to the Joint Labour/Management Committee.MEMORANDUM OF UNDERSTANDING 8Re: Voluntary Departure ProgramWHEREAS, various factors including economic conditions of the Company have brought pressure tobear, and;WHEREAS, the Collective Agreement recognized staff reductions may occur by reducing either the leastsenior employees or by voluntary separation, more senior employees, through the pre-layoff canvasprovisions.THEREFORE, BE IT RESOLVED THAT:Prior to the layoff regular employee(s) under Article 13 of this Agreement, the Employer may, canvas agroup of regular employees to accept a paid leave of absence for 13 weeks (with benefits continuation)followed by an immediate layoff.Effective Date of RatificationMEMORANDUM OF UNDERSTANDING 9Re: Successorship ContinuationThe Employers will join the Union and the Ministry of Transportation in a consultative process to explorehow successorship might be extended into the next round of maintenance agreements.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 107LETTER OF UNDERSTANDING 1Re: Mechanics Working AloneThe Joint Labour Management Committee shall meet within three months following the date ofratification to discuss the development of a working alone protocol for mechanics and other shoppersonnel.LETTER OF UNDERSTANDING 2Re: Outstanding GrievancesThe parties agree to refer all outstanding grievances as of January 7, 2008 to Arbitrator, Vince Ready, forexpedited resolution to be completed by the end of March 2008 or such other date agreed to by theparties. Further, the parties agree to have their representatives meet to exchange particulars of thegrievances. Any dispute as to the particulars shall be referred to Arbitrator Ready for resolution prior tothe hearing date.LETTER OF UNDERSTANDING 3Re: Annual Price Adjustment (COLA)It is understood that the labour component of the annual price adjustment (COLA) will follow Schedule 2of the Ministry of Transportation Maintenance Agreement and the Notice of Clarification andAcknowledgement of Agreement dated June 7, 2007. This Letter of Understanding is to remain in effectfor the duration of this Collective Agreement only.

BCGEU and Emil Anderson Maintenance Co. Ltd. (SA 07) (10/2011) Page 108LETTER OF AGREEMENTRe: Auxiliary BackfillThe parties agree that when a temporary backfill vacancy exists in a yard that does not have available orinterested auxiliary employees the following will apply:1. The temporary backfill vacancy will be posted company wide.2. The position will be awarded to the senior qualified auxiliary that applies.3. Seniority will accrue in the yard in which the position exists, commencing on the auxiliaryemployee's first shift in the yard. If a junior auxiliary employee commences work in the seniorauxiliary employee's home yard during the term of the temporary backfill vacancy, the seniorauxiliary employee's seniority will revert to accruing in his home yard for the duration of a juniorauxiliary's employment. The Foreman in the home yard will notify head office when a juniorauxiliary has been hired in order to ensure that the senior auxiliary’s hours are posted to theappropriate yard.4. The Employer is not required to call auxiliary employees for winter shift if these auxiliaryemployees are working in a temporary backfill vacancy.5. An auxiliary employee in a temporary backfill vacancy shall return to his home and seniority listonce the vacancy expires.6. An auxiliary employee who is receiving benefits as a result of being in a temporary backfill vacancywill lose their benefits when they return to their former status.7. An auxiliary employee who has accrued vacation will have their vacation paid out if they arerequired to commence winter shift immediately after the expiration of the temporary backfillvacancy.8. If a temporary backfill vacancy cannot be filled through the Company wide posting the Employerwill advertise the vacancy outside the Company.9. Should the temporary backfill vacancy become a permanent vacancy it will be filled in accordancewith the Collective Agreement.10. Seniority accrued by an auxiliary employee in a yard other than his own will be lost, in accordancewith Clause 32.3 of the Collective Agreement.cope378C07-11.doc