Northumberland

PREAMBLE

THIS AGREEMENT, made and entered into this 17^th day of February, 2003, by and between Northumberland Publishers a division of Osprey Media Group Inc. (Cobourg Daily Star, Port Hope Evening Guide, The Campbellford Herald, and Warkworth Journal) through their authorized representatives, hereinafter sometimes referred to as the “Employer” and the Peterborough Typographical Union, Local 248, by its officers or by a Committee duly authorized to act on its behalf, hereinafter sometimes referred to as the “Union”, and shall be effective from February 17, 2003 for a period ending June 30, 2006.

WHEN USED IN THIS COLLECTIVE AGREEMENT, THE MASCULINE OR FEMININE GENDER SHALL BE DEEMED TO INCLUDE THE OTHER WHENEVER THE CONTEXT SO INCLUDES.

RENEWAL OF AGREEMENT

Ninety (90) days before this agreement ceases to operate but not later than sixty (60) days either party may give notice in writing to the other party of its desire to commence bargaining. If, pursuant to such negotiations, an agreement is not reached prior to the expiration of this Agreement, it shall continue in full force and effect until execution of a new agreement or completion of conciliation proceedings as prescribed by the Ontario Labour Relations Act, whichever shall occur first.

SECTION 1 – RECOGNITION AND SCOPE OF AGREEMENT

The Employer recognizes the Peterborough Typographical Union Local 248 as the exclusive bargaining agent for the employees covered by this Agreement and hereby consents and agrees to negotiate with the Peterborough Typographical Union Local 248, or any committee thereof, in any and all matters relating to terms and condition of employment. This agreement covers all employees of the Cobourg Daily Star, Port Hope Evening Guide, Campbellford Herald, and Warkworth Journal save and except the Publisher, Production Manager, the Editorial Director, the Managing Editor, Secretary to the Publisher, the Advertising Manager, the Controller/Business Manager, the Circulation Manager, Accounting Manager, Marketing / Classified Manager, General Manager (Port Hope) and persons regularly employed for not more than 24 hours per week (Port Hope location only) and students employed during the school vacation period.

SECTION 2 – UNION SECURITY

All present employees who are members of the Union shall remain members of the Union as a condition of employment. All new employees entering the bargaining unit who have successfully completed the probationary period (see Section 5) shall become members of the Union as a condition of employment.

SECTION 3 – DUES CHECK-OFF

The Employer agrees to deduct from the pay of each member of the bargaining unit, regular union dues on a monthly basis and to forward to the Union a cheque covering the amounts deducted by the fifteenth (15^th) day of the following month.

SECTION 3:01 – INFORMATION

The Employer shall supply the Union annually during the term of this Agreement with a list containing the following information for all employees covered by this Agreement and any subsequent additions or deletions as they occur.

(a) Name and address

(b) Date of hiring

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SECTION 4 – MANAGEMENT RIGHTS

The Union recognizes that it is the right of the Employer to manage and direct the work force except as specifically limited by the express provisions of this Agreement and without restricting the generality of the foregoing the Union acknowledges that it is the exclusive function of the Employer to:

(a) maintain order, discipline and efficiency

(b) hire, assign, direct, promote, demote, classify, transfer, lay-off, recall and discharge or discipline for just and sufficient cause subject to the right of employees to grieve to the extent and manner provided for in this Agreement if any provision of the Agreement is violated in the exercise of these rights.

(c) to determine the nature and kind of work to be conducted by the Employer, the method and techniques of work, the schedules and hours of work, the number of personnel to be employed, to institute changes in jobs and job assignments, to determine the extension, limitation, curtailment or cessation of work and all other prerogatives vested in and exercised by the Employer which shall not be inconsistent with the express provisions of this Agreement.

(d) It is further agreed by the parties that in the direction of the work force, the right to plan, direct and control operations, the right to introduce new or improved production methods, equipment or facilities, the amount of supervision necessary, schedules, or production, establishment of standards for quality, determination of the extent to which the various departments will be operated, and the production or employment to be increased or decreased, are the rights of the Employer.

(e) The Employer shall be the sole judge of competence.

SECTION 4:01 – NO INTERRUPTION

Bargaining unit employees will not engage in Union activities or Union business during working hours or hold meetings at any time on the Employer’s premises without obtaining prior approval of the Employer. It is further agreed that grievances shall not be pursued at times which interfere with the established routine of work.

SECTION 4:02 – CONFLICT OF INTEREST

No Employee will engage in employment with a direct competitor of Northumberland Publishers without the permission of the publisher and such permission will not be unreasonably withheld. Direct competition is defined as any media such as publications, radio, or TV stations carrying local news and or advertising and targeting Northumberland County.

SECTION 5 – PROBATIONARY EMPLOYEES

New full-time employees shall be considered probationary employees during the first ninety (90) days of continuous employment with the Employer. New part-time employees shall be considered probationary employees during the first one hundred and thirty-five (135) days of continuous employment with the Employer. Continuation of employment beyond the successful completion of the probationary period shall entitle the employee to seniority from the first date of current employment and all applicable benefits of the Agreement from that first date of employment.

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SECTION 6 – REDUCTION IN STAFF

(a) Whenever the Employer decides it is necessary to reduce staff, employees

will be laid off in each classification, on the basis of the reverse order of the total length of service since last hired.

(b) An employee in a classification being reduced in number may elect to go into a lower classification within the department provided that his total service with the employer exceeds that of another employee in the lower classification who will become the employee to be laid off. The employee must be competent to perform all functions of the lower classification, or the employee has most of the skills to perform the job and can be trained in a reasonable amount of time. The employee will be paid at the highest rate of that classification.

(c) Employees laid off due to a reduction in force shall have preferential rights for re-hiring for six (6) months. When hiring for the same position the Employer shall give preference in re-hiring to such persons in reverse order to that in which they were laid off.

(d) Notice of recall shall be sent to the individual by registered mail to the last known address in the Employer’s records. A copy of such notice shall be forwarded to the Union. Recalled employees shall have one week from the date of notification to report for work.

SECTION 6.01 – LOSS OF SENIORITY

Seniority shall be defined as length of continuous service with the Company. An employee shall lose seniority and employment in the event that:

(a) the employee resigns.

(b) the employee is discharged for just cause.

(d) the employee fails to report for work after notification of recall to work following layoff.

(e) the employee fails to report for work after an authorized leave of absence without providing a satisfactory explanation.

(f) the employee has been absent for three working days without providing a satisfactory explanation.

(g) the employee retires.

SECTION 7 – PROMOTION AND TRANSFER

(a) Refusal of an employee to accept a permanent transfer to another classification will not constitute reason for dismissal.

(b) The Employer reserves the right to transfer an employee temporarily from one classification to another to meet office requirements.

(c) If, at the request of the Employer, an employee accepts a promotion or change in classification, he shall be permitted to return to his original position if he so decides within a one (1) month period. The Employer shall have the right to return the employee to his former position within a one (1) month period if he is not qualified for the position.

(d) If a vacancy occurs, the Employer shall post notice of such vacancy for five (5) publishing days if it is the intent to fill such vacancy. It is understood that present employees will be considered first for any promotions.

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(e) When a management position becomes vacant, and the employer intends to fill such vacancy, present employees with a minimum of five years seniority shall, if qualified, be given consideration for the position.

SECTION 8 – PART-TIME EMPLOYEES AND SUB-CONTRACTORS

Part-time employees shall not be hired if such hiring eliminates a full-time position. This Article, however, will not restrict the Employer in the hiring of contract workers or the hiring of part-time workers for special projects.

DEFINITION

A Part-time Employee is one who has an obligation to the Company. He works twenty-four (24) hours or less on a regular basis but may also work more than twenty-four (24) hours per week from time-to-time.

Neither Part-time Casual or Part-time Temporary are considered to be part of the bargaining unit.

A Part-time Casual Employee is one who does NOT have an obligation to the Company. When asked if he wants to work a certain time, i.e. “next Tuesday and Wednesday,” might respond, “I can work Tuesday but not Wednesday.”

A Part-time Temporary Employee is one who has an obligation to the Company. One who can come in to work when asked and can cover for part-time employees when they are on vacation or sick leave.

SECTION 9 – GRIEVANCE PROCEDURE / ARBITRATION

(a) The Union may appoint a Grievance committee consisting of two (2) members of the Bargaining Unit.

(b) Should any difference arise between the Employer and a regular employee as to the interpretation, administration or alleged violation of this Agreement, it is agreed that both parties shall make an earnest effort to settle such difference without undue delay. It is understood that an employee has no grievance until the employee has first discussed the complaint with the appropriate immediate supervisor without satisfaction.

(c) Within twenty (20) calendar days after the grieved party learns of the circumstances giving rise to the complaint concerning the alleged violation, and upon notification of either party, a meeting shall be held between the Union Grievance Committee and the Employer and/or his representative. It shall be incumbent on the grieving party to state in writing the general nature of the grievance, the remedy sought, and the section or sections of the Agreement alleged to have been violated. This written statement shall be presented at the outset of the meeting. The decision of the other party receiving the grievance shall be delivered in writing within ten (10) working days thereafter.

(d) Failing settlement under Section 9(c) of any difference between the parties arising from the application, interpretation or alleged violation of the Agreement, such difference may be taken to Arbitration as provided in this Agreement. If no written request for Arbitration is received within ten (10) working days after the decision in Section 9(c) is given, the grievance shall be deemed to have been forfeited.

(e) All decisions arrived at between the Union Grievance Committee and the Employer and/or his representative shall be final and binding on the Employer, the Employee and the Union.

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(f) Such time limits as outlined in this Article may be extended by mutual agreement in writing.

(g) Where any difference arises between the parties relating to the interpretation, application or administration of the Agreement, including any question as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting any grievance procedure established by this Agreement, notify the other party in writing of its desire to submit the difference or allegation to arbitration and the notice shall contain the name of the first party’s appointee to an arbitration board. The recipient of the notice shall within five (5) days inform the other party of the name of its appointee to the arbitration board. The two appointees so selected shall, within five (5) days of the appointment of the second of them, appoint a third person who shall be the Chairman. If the recipient of the notice fails to appoint an arbitrator, or if the two appointees fail to agree upon a chairman within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party.

(h) The arbitration board shall hear and determine the difference or allegation and shall issue a decision and the decision is final and binding upon the parties and upon any employee or employees affected by it. The decision of the majority is the decision of the arbitration board, but if there is no majority the decision of the chairman governs.

(i) Each of the parties to this Agreement shall pay the cost of the arbitrator appointed by it and the parties shall each pay one-half the cost, if any, of the chairman.

(j) No matter will be submitted to arbitration unless the parties have attempted to arrive at a settlement by the means provided in Section 9(c) of the Agreement.

(k) In the event that one of the parties presents more than one grievance on the same or related subject, such complaints shall be dealt with as one and the same grievance for the purposes of this procedure, even if more than one employee is involved.

SECTION 10 – DISCHARGE

The Employer may discharge or discipline an employee for just cause. On request an Employee shall receive reasons for discharge or discipline in writing within two (2) working days of the date of discharge or discipline. An employee shall have access to the grievance and arbitration process as described in Section 9.

The Company has the right to discharge probationary employees if in the opinion of the Company they do not meet the standards required of them by the Company.

If after twelve (12) months from the date of a disciplinary letter, there has been no need for a further disciplinary letter, the disciplinary letter will be removed from the employees record.

If an employee is to be formally disciplined or discharged, he shall have the right to have a union representative present. The absence of a union representative, if reasonable attempts have been made to ensure the attendance of a union representative, does not nullify discipline or any action taken at the meeting.

If no union representative is available as above, the employee shall have the right to have another bargaining unit member present as a witness.

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SECTION 11 – EXPENSES

The Employer shall pay all authorized expenses incurred by an employee in the service of the Employer, upon submission of expense reports, vouchers and bills in a form prescribed by the Employer. The Employer shall reimburse all employees who use their own vehicles on authorized Company business at the current rate set by the Company from time to time as Company policy. The rate set will not be less than thirty cents ($0.30) per kilometer and will increase to thirty-two cents ($0.32) per kilometer effective July 1, 2005.

All expense claims shall be submitted for approval for the current month by the 25th of that month. Employees who are on approved leave shall submit their expenses within three (3) days of their return.

SECTION 12 – HOURS OF WORK

(a) The normal hours of work for employees of the Cobourg Daily Star and Port Hope Evening Guide shall be seven (7) hours which shall constitute a day’s work and five (5) days shall constitute a week’s work.

(b) The normal hours of work for employees of the Campbellford Herald, Warkworth Journal and the Receptionist and Classified clerk of the Cobourg Daily Star and Port Hope Evening Guide shall be seven and one-half (7 ½ ) hours which shall constitute a day’s work and five (5) days shall constitute a week’s work.

(c) The normal hours of work for a Part-time employee is 24 hrs/week or less on a regular basis. A Part-time employee may work over 24 hrs/week from time to time. Three hours shall be the minimum shift. However, an employee may be excused at his/her request without pay if no work is available.

(d) Schedules of hours of work shall be posted one week prior to the start date of the new schedule. Whenever possible there shall be forty-eight hours notice of any change in schedule. Section 12 (d) does not apply to employees in the Editorial Department.

(e) Maximum Hours Employees may work up to a maximum of no more than ten (10) hours in any one day.

(f) Notwithstanding (e), under special circumstances and with prior approval from the Union employees may work up to a maximum of no more than twelve hours in any one day.

SECTION 13 – OVERTIME

(a) For Full-time employees overtime shall be considered as time worked before or in excess of the regular shift hours.

(b) For Part-time employees overtime shall be considered as time worked in excess of seven (7) hours a day. Overtime for part-time employees in the Editorial and Composing department will be as per section 13 (i) (j).

(c) When a full-time employee works his regular day off or a sixth or seventh shift, he shall be paid at the overtime rate.

(d) Overtime shall be paid at the rate of time and one-half.

(e) With the approval of their supervisor an employee may take time off in lieu of overtime pay at the rate of time and one-half (1 ½). Time off will be taken when mutually agreed upon by the Supervisor and the employee.

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(f) If the time off cannot be arranged within a thirty (30) day period, the employee will receive the time owed in cash at the rate of time and one-half.

(g) This section shall apply when work is performed on a statutory holiday.

(h) Overtime shall only be worked when required and assigned by the Employer.

(i) In the Editorial Department and the Composing Department of the Cobourg Daily Star and Port Hope Evening Guide overtime shall be after thirty-five (35) hours per week.

(j) In the Editorial Department and the Composing Department of the Campbellford Herald and Warkworth Journal overtime shall be after thirty-seven and one-half ( 37 ½) hours per week.

SECTION 14 – LUNCH PERIOD

A lunch period of up to one hour shall be allowed for each shift or after five (5) hours of continuous work for a Part-time employee, such time not to be included in the number of hours of the shift being worked.

SECTION 15 – SANITARY REGULATIONS

The Employer agrees to furnish a clean, healthful, sufficiently ventilated, properly heated and lighted place for the performance of all work in the plant.

SECTION 16 – NOTICE AND SEVERANCE PAY

(a) In the event of consolidation, suspension of operations or discharge to reduce the work force, all regular employees affected who have been employed three months or more shall be given notice in accordance with the provisions of the Employment Standards Act of Ontario.

(b) In addition to the above, employees discharged to reduce the force shall receive severance pay in accordance to the Employment Standards Act of Ontario.

SECTION 17 – FULL SHIFT AND SPLIT SHIFT

No regular, full-time employee shall be employed for less than a full shift except when discharged for cause or is authorized to leave work at his own request.

No regular, part-time employee shall be employed for less than his usual shift, on that particular day, except when discharged.

When an employee is required to work their shift as a split shift they shall be paid a $6.00 split shift premium. A split shift is defined as a shift with a break of more than two (2) consecutive hours.

SECTION 18 – JURY DUTY

For employees employed by Northumberland Publishers for more than six months the following provision will apply.

When an employee is called for jury duty the Employer agrees to pay for any regular straight time wages lost while serving on jury duty on receipt of notice of amounts paid to the employee for such duty.

It is understood that an employee will return to work if excused from jury duty for one half day or more.

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SECTION 19 – LEAVE OF ABSENCE

The Employer may grant a leave of absence without pay or paid benefits, to any employee for a legitimate personal reason, and such leave will not be unreasonably withheld. To be valid, every application must be submitted in writing and approved by the Employer in writing.

A leave of absence, without pay or paid benefits, for a period not to exceed one year may be granted an employee with three or more years seniority in order to attend a recognized college, university, or trade or technical school full time, or to further develop and expand their skills through a related activity, provided the course of instruction or activity is consistent with the employee’s employment opportunities with the employer. Such request will not be unreasonably withheld.

An employee on a valid leave of absence shall maintain their seniority as of the time their leave commenced.

An employee granted a leave of absence for compassionate reasons (example: death or extended illness of family member as defined in Section 21 (a) shall continue to accrue their seniority while on leave.

An employee on a valid leave of absence may continue with the company benefit program at the employee’s own expense where permitted by the insurer.

SECTION 20 – BULLETIN BOARD

The Employer will provide a Bulletin Board in each location for the posting of Union correspondence.

SECTION 20:01 – SHOP STEWARD

The Shop Steward in each location will be recognized by the Employer as the Union representative and one part-time Shop Steward will be recognized by the Employer as the Union representative; however the Shop Steward’s union duties will not interfere with the normal routine or work.

SECTION 21 – BEREAVEMENT LEAVE

(a) For the purpose of attending the funeral, all regular employees having a death in the immediate family will be compensated by the Employer up to a maximum of three (3) days or nights, absence with pay, up to and including the day of the funeral, if such days fall within said employee’s regular work week, and will be paid at regular straight time rates. The immediate family will consist of the employee’s spouse (including common-law), children, father, mother, brothers, sisters, grandfather, grandmother, grandchildren, father in-law, mother in-law, brother-in-law and sister-in-law.

SECTION 22 – STATUTORY HOLIDAYS

(a) The Employer recognizes the following statutory holidays and employees normally will not be required to work on these days:

New Year’s Day Good Friday

Canada Day Victoria Day

Civic Holiday Labour Day

Thanksgiving Day Christmas Day

Boxing Day

or day celebrated in lieu of the above.

Part-time employees who have completed three months service will be paid three and one-half (3 ½)% of earnings each pay period in lieu of statutory holiday pay as outlined in the Employment Standards Act of Ontario, and subject to (c) below.

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(b) An employee required to work on one of the above holidays shall receive overtime pay for the hours worked in addition to holiday pay, to be paid in cash. Alternatively, when mutually agreed between the employee and the employer, the overtime may be taken in lieu time at the rate of time and one half.

(c) If an employee is not at work the day before and the day following a statutory holiday, he shall be paid for the holiday only when he has satisfied the Employer of the reason for his absence. Employees not required to work shall receive straight time pay for the above named holidays.

(d) As Boxing Day is a publishing day at Northumberland Publishers, staffing is required to put the newspapers out for that day. This will be done with as few staff as possible, and those who are scheduled, on a voluntary basis or by reverse order of seniority, to work on Boxing Day, will have a day off in lieu according to seniority arranged by mutual agreement with their department managers.

SECTION 23 – VACATION

(a) Employees with less than one year’s service shall receive with pay one week vacation after six months service or two weeks vacation after one year of service (not both).

(b) After four years of continuous employment each employee shall receive three weeks vacation with pay.

(d) After eighteen years of continuous employment each employee shall receive five weeks vacation with pay.

(e) Part-time employees will be paid vacation pay when a vacation of at least one week in duration is taken, or annually on June 1^st at the employees option.

(f) A vacation list will be posted in each department of each location by January 15 of each year and the employees must indicate proposed dates of vacation by the following February 15.

(g) Vacations will be chosen by order of seniority within a classification at each location.

(h) The Employer shall decide the number of employees on vacation in each classification in each department of each location to meet the needs of the office. The employer will allow at least one employee in each classification away at any one time, except in the editorial department. In the editorial department, the Employer will allow at least one employee in the department away at any one time. It is understood that advertising staff wishing vacation in November and December will first clear the dates with their supervisor. Any person wishing to take more than two consecutive weeks vacation must have prior approval of their union steward and department head.

SECTION 24 – EMPLOYEE BENEFITS – FULL-TIME

The Employer agrees to continue to provide employee benefits currently in force and will pay for or share in the cost of these benefits as follows:

GROUP LIFE INSURANCE

100% EMPLOYER PAID

Accidental Death and Dismemberment and Dependent Insurance

LONG TERM DISABILITY

100% EMPLOYEE PAID

No benefits will be extended during Long Term Disability

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DENTAL CARE PLAN

100% EMPLOYER PAID

Effective January 1, 2003 – 1996 ODA schedule

Effective January 1, 2004 – 1998 ODA schedule

Effective January 1, 2005 – 2000 ODA schedule

Effective January 1, 2006 – 2002 ODA schedule

VISION CARE 100% EMPLOYER PAID

Plan provided up to $150 over twenty-four (24) months towards the purchase price of frames and lenses, for employees only. Where the use of safety glasses is required the employer shall provide prescription safely glasses to those employees who need and request such.

Effective January 1, 2006, the above will increase to up to $175 over twenty-four (24) months.

HEALTH CARE PLAN

100% EMPLOYER PAID

The Employer will provide each employee with a Drug Card for the purpose of acquiring approved prescriptions under their Health Care Plan. One dollar ($1.00) deductible per prescription applies.

A SHORT TERM SICKNESS PLAN (to commence on the fourth day of sickness)

Benefits will be extended during Short Term disability but no increase in benefits will take place during Short Term.

(See employee benefit booklet)

SECTION 24.01 -EMPLOYEE BENEFITS – PART-TIME

The employer agrees to continue to provide employee benefits currently in force and will share in the cost of these benefits as follows:

GROUP LIFE INS –

*60% EMPLOYER PAID

**25% EMPLOYER PAID

Accidental Death and Dismemberment and Dependent Insurance (Maximum Benefit $10,000.00)

HEALTH CARE PLAN –

*60% EMPLOYER PAID

**25% EMPLOYER PAID

The Employer will provide each employee with a Drug Card for the purpose of acquiring approved prescriptions under their Health Care Plan. One ($1.00) deductible per prescription applies.

DENTAL CARE PLAN –

*60% EMPLOYER PAID

**25% EMPLOYER PAID

Effective January 1, 2003 – 1996 ODA schedule

Effective January 1, 2004 – 1998 ODA schedule

Effective January 1, 2005 – 2000 ODA schedule

Effective January 1, 2006 – 2002 ODA schedule

VISION CARE –

*60% EMPLOYER PAID

**25% EMPLOYER PAID

Plan provided up to $150 over twenty-four (24) months towards the purchase price of frames and lenses, for employees only. Effective January 1, 2006, the above will increase to up to $175 over twenty-four (24) months.

A SHORT TERM SICKNESS PLAN (to commence on the fourth day of sickness)

Benefits will be extended during Short Term disability but no increase in benefits will take place during Short Term.

(See Booklet)

*The Company will pay sixty percent (60%) of benefit costs for Employees who average twenty (20) hours or more per week during the preceding three (3) month period.

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**The Company will pay twenty-five percent (25%) of benefit costs for employees who average ten (10) hours or more per week over the preceding three (3) month period.

Eligibility is reviewed every three (3) months.

SECTION 25 – SICK LEAVE

(a) The Employer will allow sick leave benefits to employees who have completed the probationary period.

(b) Part-time employees will receive sick leave pay pro rata; the basis being the number of hours worked relative to those worked by full-time employees.

(c) Each employee will receive up to nine (9) days sick leave pay at the regular rate of pay each year. Any employee not using all nine (9) sick days in one calendar year may carry over a maximum of three (3) days for use in the following calendar year.

(d) Employees shall earn sick leave at the rate of three-quarters (3/4) of one day per month. Employees who have successfully completed their probationary period shall be credited with two and one-quarter (2 ¼) days of sick leave.

(e) After completion of the probationary period, employees may use six (6) days in advance.

(f) The first day of sick leave will be paid at one-half (1/2) the regular rate of pay except in the case where an employee provides the Employer with a medical certificate. Where such evidence of illness is provided, or the employee is hospitalized, he shall receive full regular pay for the first day of illness. When sick leave benefits are applied for, the Employer reserves the right to ask for a medical certificate from a licensed physician.

(g) Full-time employees shall receive a $150.00 bonus if they do not use any sick days in the preceding calendar year, or a $75.00 bonus if they use only one sick day in the preceding calendar year. Part-time employees shall receive a $75.00 bonus if they do not use any sick days in the preceding calendar year, or a $35.00 bonus if they use only one sick day in the preceding calendar year. Employees entitled to a bonus as outlined above shall be paid by February 28 of the following calendar year. No employee will be entitled to a bonus outlined above until he/she has completed one full calendar year of service.

SECTION 26 – PREGNANCY AND PARENTAL LEAVE

Pregnancy and Parental Leave shall be as per the “Employment Standards Act of Ontario”.

SECTION 27 – STRIKES AND LOCKOUTS

The parties agree that there shall be no strikes or lockouts during the term of this Agreement. The terms “strike” and “lockout” shall be interpreted in accordance with the definitions set out in the Ontario Labour Relations Act, R.S.O. 1980.

SECTION 28 – COVERING HIGHER CLASSIFICATIONS

An employee covering a minimum of one shift in a higher Bargaining Unit classification shall be paid the rate of the higher classification. An employee covering a minimum of one (1) shift in a non-Bargaining Unit position will be paid fifteen per cent (15%) over his own classification rates.

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It is understood that the employee must perform the majority of the duties of the position being covered to qualify for the higher rate.

SECTION 28:01 – NEW CLASSIFICATIONS

The Employer may introduce new job classifications during the term of this Agreement and set an appropriate rate for the job. The Employer will discuss the rate with the Union, if there is no agreement the dispute may be the subject of arbitration.

SECTION 28:02 – NON-BARGAINING UNIT EMPLOYEES

Employees who are not members of the bargaining unit will not be prevented from performing any job classifications in Northumberland Publishers a division of Osprey Media Group Inc. However, bargaining unit employees will not be displaced by such employees.

SECTION 29 – NEW EQUIPMENT

In the event of the introduction of any new equipment purchased and replacing equipment currently used by bargaining unit employees, the Employer will give the Union up to thirty (30) days notice of the introduction of this equipment. Present employees will be given up to three (3) months training in order to become proficient on the new equipment.

SECTION 30 – NO DISCRIMINATION

Both parties agree to observe and abide by the terms of the Ontario Human Rights Code and the Ontario Labour Relations Act and the regulations pertaining thereto with respect to the application of the Agreement and with respect to the practice of discrimination.

PETERBOROUGH TYPOGRAPHICAL UNION LOCAL 248

EXPIRES: JUNE 30, 2006

PREAMBLE

RENEWAL OF AGREEMENT