Document:

Article of Agreement, dated June 17, 2005

 Exhibit 10.25 
  
 2005 - 2008 
 Waterway 
  
 AGREEMENT 
  
 BETWEEN 
  
 INNOPHOS INC. 
  
 WATERWAY PLANT 
 CHICAGO, ILLINOIS

  
 And 
  
 HEALTH CARE, PROFESSIONAL, TECHNICAL, OFFICE, 
 WAREHOUSE, AND MAIL ORDER EMPLOYEES 
 UNION 
 LOCAL NO. 743 
  
 AFFILIATED WITH 
  
 THE INTERNATIONAL BROTHERHOOD 
 OF TEAMSTERS 
  
 For the Period of 
 8:00 a.m., June 17, 2005 to 8:00 a.m., June 17, 2008 

  
 TABLE OF CONTENTS

  

					
	 ARTICLE

	  	 	  	PAGE

			
	 I
	  	Parties and Recognition	  	1
			
	 II
	  	Union Security	  	2
			
	 III
	  	Wages and Hours of Work	  	5
			
	 IV
	  	Overtime and Premium Pay	  	6
			
	 V
	  	Vacations	  	11
			
	 VI
	  	Holidays	  	13
			
	 VII
	  	Seniority	  	15
			
	 VIII
	  	Grievance and Arbitration Procedure	  	20
			
	 IX
	  	Paid Absences	  	24
			
	 X
	  	Unpaid Leaves of Absence	  	25
			
	 XI
	  	Company, Employee and Union Relations	  	27
			
	 XII
	  	Benefits	  	29
			
	 XIII
	  	Safety	  	33
			
	 XIV
	  	General	  	35
			
	 XV
	  	Duration and Conditions of Agreement	  	36

  
 ARTICLE I

  
 Parties and Recognition 
  
 Section 1. Parties. This Agreement is between
Innophos Inc. on behalf of its Waterway Plant, 612 East 138th Street, Chicago, Illinois, hereinafter called the “Company,” and the Health Care, Professional, Technical, Office, Warehouse, and Mail Order Employees Union, Local 743,
affiliated with the International Brotherhood of Teamsters, hereinafter called the “Union.” 
  
 Section 2. Recognition and Unit. The Company recognizes the Union as the exclusive representative of all employees in the unit
described below for the purposes of collective bargaining: 
  

			
	 Included:
	  	All production, maintenance and warehouse employees, including office janitors, employed by the Employer at its Waterway plant located in Chicago, Illinois.
		
	 Excluded:
	  	Office clerical employees, storekeepers, professional employees, technical employees, independent contractors and employees of independent contractors, guards and supervisors as defined in
the Act.

  
 The Company shall not enter into any
agreements with Union members that would violate the terms of the Contract during the life of this Agreement. 
  

 1 

 ARTICLE II 
  
 Union Security 
  
 Section 1. Union Shop. It shall be a condition of employment that all employees of the Company covered by this Agreement who are
members of the Union in good standing on the effective date of this Agreement shall remain members in good standing. Those who are not members on the effective date of this Agreement shall become and remain members in good standing in the Union on
the thirtieth (30th) day following the effective date of this Agreement. It shall also be a condition of employment that all employees covered by this Agreement, and were hired on or after its effective date shall, on the thirtieth
(30th) day following the date of such hire, become and remain members in good standing in the Union. For purposes of this Section, “Good standing” shall mean the payment of dues and initiation fees uniformly required of all its
members. 
  
 Section 2. Check-Off. The
Company agrees that on the 1st day of the 2nd month following each anniversary of this Agreement, the Company will include on the Dues Pre-Billing Report submitted to the Local Union, the current hourly wage rate for each employee who is a member of
the Union. 
  
 Upon receipt of a written authorization from the
employee, the Company agrees to deduct initiation fees and monthly dues from the pay of each such employee in the amount and manner prescribed by the Union in accordance with the International’s Constitution and the Local 743 By-Laws.

  
 Such deductions must be deducted on the first pay period of
each month and must be submitted to the Union no later than the fifteenth (I5th) of the month in which the money is deducted; except that the withdrawal fees shall be held by the Company and forwarded to the Union only as required by Union
procedure. In the event the amounts cannot be forwarded by the 15th of the month, the amounts deducted shall be submitted to the Union no later than ten (10) working day from the date of deduction. 
  

 2 

 These authorizations for deduction shall be in the following form: 
  
 HEALTH CARE, PROFESSIONAL, TECHNICAL, 
 OFFICE, WAREHOUSE, AND MAIL ORDER 
 EMPLOYEES UNION 
 Local 743, I.B. of T. 
 4620 S. Tripp Ave., Chicago, Illinois 60632 
 Phone: (773) 254-7460 
  
 APPLICATION AND AUTHORIZATION 
  
 Although I am aware that I am not required to sign any dues check-off
assignment, or any membership application card, or any other Union form, and I further realize that under the provisions of the Labor-Management Relations Act of 1947, as amended, and the contract between the above Local Union and the Company, I am
not required, as a condition of employment, to become a member of said Union until the thirtieth (30th) day following the beginning of my employment or the effective date of such contract, whichever is the later, nevertheless, I desire,
voluntarily, to sign this form. 
  
 I, the undersigned, hereby
apply for membership in the above Union. 
  

	EMPLOYEE’S	SIGNATURE:
                                        
                     

  
 I, the undersigned, authorized and irrevocably direct Innophos, Inc. to deduct from my wages each and every month dues and initiation fees which may be
charged against me by Local 743 which is required to maintain me as a member in good standing in said Union, in accordance with the By-Laws of the Union and in compliance with the Labor-Management Relations Act of 1947. The amount deducted each
month shall be forwarded to Local 743. 
  

 3 

 The authorization and direction shall be irrevocable for the period of one (1) year, or until the
termination of the collective agreement between the Company and Local 743, whichever occurs sooner; and I agree and direct that this authorization and direction shall be automatically renewed, and shall be irrevocable for successive periods of one
(1) year each or for the period of each succeeding applicable collective agreement between the Company and Local 743, whichever shall be shorter, unless written notice is given by me to the Company not more than twenty (20) days and not
less than ten (10) days prior to the expiration of each period of one (1) year, or of each applicable collective agreement between the Company and Local 743, whichever occurs sooner. 
  
 EMPLOYEE’S SIGNATURE: 
  

											
	 	  	Male	  	 	  	Female	  	 
						
	 Address:
	 	 	  	Zip Code:	  	 	  	City:	  	 
				
	 Starting Date:
	 	 	  	Home Phone:	  	 
						
	 Date of Birth:
	 	 	  	Dept.:	  	 	  	Clock No.	  	 
				
	 Beneficiary:
	 	 	  	Relationship:	  	 
				
	 Soc. Sec. No.:
	 	 	  	Date:	  	 

  
 Such deductions shall
be forwarded to the Union before the fifteenth (15th) of the month in which the money is deducted. 
  
 When any employee for whom a written authorization has been submitted to the Company completes his first thirty (30) days of employment, the monthly
dues and initiation fees shall be deducted beginning with the first day of the month following that month in which such thirtieth (30) days falls. 
  

 4 

 Section 3. It is understood and agreed in connection with said deductions that Company
assumes no responsibility of any kind other than to remit to Union the amounts actually deducted by it. 
  
 Section 4. Union agrees to indemnify and hold Company harmless from any and all claims or loss of whatsoever nature arising out of
deductions made by Company pursuant to this Article. 
  
 ARTICLE III 
  
 Wages and Hours of
Work 
  
 Section 1. Pay
Rates. Attached hereto and marked Exhibit “A” and made a part hereof is a list of all classifications covered by this Agreement and the straight time base rates of pay therefore. 
  
 Section 2. Wage Rates - Temporary Assignments. If
an employee is assigned temporarily to a higher rated job, he shall receive the higher rate of pay for the time worked, provided the work in the higher paid classification is for a period of one (1) hour or more. If an employee is required to
fill temporarily the job of another employee receiving a lower rate of pay, his rate of pay shall not be changed. 
  
 After an employee has qualified on and been assigned to a temporary vacancy in a higher rated classification for a period of thirty (30) consecutive
working days, he shall receive the classification while he continues on such temporary assignment. 
  
 Jobs that are filled on a temporary basis for three (3) consecutive months will be posted in accordance with the job bidding procedure. When the
temporary vacancy no longer exists, those affected employees will return to their regular classifications. 
  

 5 

 Section 2. Wage Rates - Temporary Assignments. If an employee is
assigned temporarily to a higher rated job, he shall receive the higher rate of pay for the time worked, provided the work in the higher paid classification is for a period of one (1) hour or more. If an employee is required to fill temporarily
the job of another employee receiving a lower rate of pay, his rate of pay shall not be changed. 
  
 Section 3. Hours of Work. (a) For payroll purposes the workweek shall consist of seven (7) consecutive days,
commencing at 8:00 a.m., Monday; a workday shall consist of a twenty-four (24) hour period, commencing at 8:00 a.m. 
  
 (b) The Company shall have the right to establish and change hours of work, and nothing herein contained shall constitute a guaranteed minimum or maximum
workday or workweek. 
  
 (c) The regular hours of work assigned
employees shall normally be eight (8) consecutive hours per day and forty (40) hours per week. 
  
 Non-rotating shift employees will be allowed a thirty (30) minute unpaid lunch period. Rotating shift employees including second (2nd) and third (3rd) shift shipping department employees will eat their
meals while on duty. 
  
 ARTICLE IV 
  
 Overtime and Premium Pay 
  
 Section 1. Overtime Pay. One and one-half (1
1/2) times the regular rate of pay shall be paid for: 
  

	 	(a)	Work performed in excess of eight (8) hours in any workday or forty (40) hours in one workweek; 

  

 6 

	 	(b)	Work performed on the seventh (7th) day of the workweek. 

  
 Double the regular rate of pay shall be paid for hours actually worked: 
  

	 	(a)	On the seventh (7th) consecutive day worked in one (1) workweek; provided, the employee has worked at least eight (8) hours on each of the six (6) preceding
days; 

  

	 	(b)	On Sunday that are in excess of eight (8) hours worked on that day, or 

  

	 	(c)	On Sunday that are in excess of forty (40) hours worked in the workweek. 

  

Section 2. Schedule. An employee will not be asked to take a scheduled day of work off solely to offset overtime. 

 
 If an employee works non-scheduled hours, he shall be allowed to work the
remainder of his scheduled work week. 
  
 An employee who is
temporarily assigned to another classification for an entire week shall share in the overtime opportunities in that classification for the entire week as if the employee held the classification on a permanent basis. 
  
 If the employee is temporarily assigned to multiple classifications during a
week, he shall share in the daily overtime of the classification he is working as if the employee held the classification on a permanent basis, but reverts to his regular classification during his off days. An employee performing non-classified work
reverts to his regular classification for overtime opportunities on his off days. 
  
 Section 3. Assignment. The Company will endeavor to assign necessary overtime within a job classification by seniority in that classification whenever practical. This will not 

  

 7 

 
apply in cases of job continuation, hold-overs or SEC coverage. In the event qualified employee(s) are unable to meet the overtime requirements, the least
senior qualified employee(s) in the plant must work the overtime assignment. 
  
 If an employee has been overlooked for an overtime assignment, the individual will be given the opportunity to work the equivalent hours when it is mutually convenient for the Company and the employee. The overtime
opportunity must be completed within 30 days or the hours will be forfeited. If the overtime missed is four (4) or more hours, it is to be made up in not less than four (4) hour blocks. 
  
 In administering overtime assignments outside a classification, it is hereby
acknowledged that there exist three (3) clearly distinguishable departments within the plant. Below is shown these departments and job classification makeup of each department. 
  

					
	 Production

	  	 Maintenance

	  	 Shipping

	Blend Plant Operator	  	Multi - Trade	  	Shipper
	Met A Operator	  	Leadperson	  	Inv Ctrl Coord
	Bulk Matl Handler	  	Sr. Tech A	  	 
	Packager	  	Maint Tech A	  	 
	Utility	  	Maint Apprentice B	  	 
	Maint Apprentice C	  	Maint Helper	  	 

  
 Overtime requirements
are filled from within a classification by seniority with certain exceptions. When all resources within a classification have been exhausted, the Company fills the overtime by seniority and qualifications from within the department which contains
the job or which the overtime task is most closely related to. If unable to fill the overtime in this manner, the Company will go to another department(s) by seniority and qualifications of employees in that department(s) in the following manner.

  

					
	 Production

	  	 Shipping

	  	 Maintenance

	Shipping	  	Production	  	 
	Open	  	Open	  	Open

  

 8 

 This will confirm the understanding reached between the Company and Union on May 21, 1984,
and continuing through June 17, 2005, concerning an exception to assigning overtime within a classification by seniority. When an extra job requiring overtime arises during a shift, the Company will first offer the work to the employee in that
classification on the next shift. If the overtime is not filled in this manner, the job will be offered to the off-shift employee(s) in accordance with seniority. 
  
 The Company will not cover vacancies in a classification and thereby create overtime in another classification. Exceptions
to this provision may occur in unforeseen short-term vacancies or extended vacancies of thirty (30) or more days. 
  
 In scheduling overtime to fill temporary vacancies on rotating shift jobs, such overtime shall be divided between the remaining employees scheduled on the
job. 
  
 Employees who are scheduled to package on a shift (either
straight time or overtime) may be assigned as the needs of the plant require to jobs for which they are qualified. Overtime occurring on packaging jobs on the following shift will be offered to the employee in the classification already performing
the work; if refused by that employee, the overtime work will be offered to any qualified packaging employee in seniority order currently working. 
  
 Section 4. Computation. In the event both an overtime and/or a premium rate are applicable to the same hours worked, only
one shall be paid, and there shall be no pyramiding or duplication of overtime and/or premium rates. Hours 

  

 9 

 
for which overtime and/or premium rates are payable under one provision of this Agreement shall be excluded in computing hours for which overtime and/or
premium rates are payable under any other provision hereof. 
  
 Section 5. Shift Differential. In addition to his straight time hourly rate shown in Exhibit “A” attached hereto, an employee regularly scheduled on rotating shifts shall receive forty five ($.45) cents
per hour for all hours worked on the second shift and eighty-five ($.85) per hour for all hours worked on the third shift; “the bonus payments apply to the specified hours only and do not carry over into the following hours. Shift differential
shall be considered a part of the employee’s regular rate of pay for the purpose of computing overtime compensation. 
  
 A non-rotating shift employee who works the second or third shift shall receive the shift premium applicable to that shift. 
  
 Section 6. Call-In Pay. An employee called in after
having left the plant, for work outside of his regular scheduled working hours, shall be paid for a minimum of five (5) hours at the straight time base rate of pay or time and one-half (1 1/2) the regular rate of pay or where greater pay is
provided for contractually for the hours actually worked, whichever is greater. This premium and/or guarantee shall not be applicable to hours worked immediately preceding and extending into, or immediately following, an employee’s regular
scheduled working hours. 
  
 When an employee is required to work
continuously two (2) hours or more after being called in, under this provision, he shall be supplied a meal allowance at the end of two (2) hours and thereafter at the end of each four (4) hour interval while he continues to work
during the call-in period. 
  

 10 

 In administering overtime, an emergency shall be defined as an event which requires calling an employee
to report back to the plant less than two (2) shifts after the employee has left the plant, a holdover and job continuation. 
  
 Section 7. Report-In Pay. An employee reporting for work at his usual assigned starting time and who has failed to
receive notice not to report to work shall be guaranteed four (4) hours work or four (4) hours pay at the straight time base rate of pay in lieu thereof. This provision shall not apply in case of cessation of operations due to fire,
explosion, hurricane, flood, stoppage of work by other employees, government restriction, riot, insurrection, act of God or an act of public enemy. 
  
 Section 8. Overtime Meal. (a) When a employee is required to work continuously two (2) hours or more beyond his
scheduled quitting time, he shall be supplied a meal allowance at the end of two (2) hours and thereafter at the end of each four (4) hour interval while he continues to work. This provision shall not apply to those hours for which an
employee was scheduled prior to the time he reported for work. 
  

	 	(b)	When an employee is entitled to a meal allowance under the provisions of this Section he shall receive a meal allowance not to exceed seven dollars ($7.00).

  
 ARTICLE V 
  
 Vacations 
  
 Section 1. Length of Vacation. Except as
hereinafter provided, each employee upon completing: One (1) year of continuous service, shall be entitled to a vacation of one (1) week with pay; two (2) years of continuous service, shall be entitled to a vacation of two
(2) weeks with pay; five (5) years 

  

 11 

 
of continuous service, shall be entitled to a vacation of three (3) weeks with pay; ten (10) years of continuous service shall be entitled to a
vacation of four (4) weeks with pay; twenty (20) years continuous service shall be eligible for five (5) weeks with pay. 
  
 Section 2. Vacation Pay. Vacation pay shall be based upon the hourly rate of the employee’s permanent job
classification at the time the vacation is taken, and shall be computed on the basis of forty (40) hours at the employee’s straight time base rate of pay for each week of vacation due. Average shift premium will be added to a rotating
shift employee’s straight time base rate. There shall be no pay in lieu of an employee taking his vacation without the written approval of management. A minimum of two (2) weeks (10 days) vacation must be taken each year, with any
remainder available for pay in lieu. 
  
 Section 3. Scheduling Vacations. Vacation shall be taken in accordance with a schedule prepared by the Company. The Company will cooperate with employees in working out their vacation period consistent with
continuity of plant operation. Vacations shall not be accumulated and shall be taken during the calendar year in which the employee becomes eligible for vacation. All vacations shall consist of seven (7) consecutive days beginning on Monday
during the annual vacation period of January 1 through December 31. 
  
 Section 4. Reduced Vacation Pay. Employees absent from work for ninety (90) consecutive days or more shall have their vacation pay reduced one-fourth (1/4) for each ninety
(90) consecutive days lost during the qualifying year. 
  
 Section 5. Holidays in Vacation Period. If a holiday under Article IV hereof falls during an employee’s vacation period, the Company will endeavor to allow the employee to take an extra day of vacation
either on the last scheduled day 

  

 12 

 
before, the first scheduled day after, or to be paid for the holiday, with primary consideration given to the efficient operation of the plant. 

 
 Section 6. One Day Vacations. Employees
who are eligible may utilize four (4) weeks (20 days) of vacation for any reason provided they receive approval from the Company at least seventy-two (72) hours in advance. The Company reserves the right to reject such requests.

  

	 	A.	Employees absent a minimum of two (2) days for illness may request reimbursement by utilizing vacation days if they provide medical documentation of their illness.

  

	 	B.	Employees may request the utilization of vacation days for any reason provided they receive approval from the Company at least seventy-two (72) hours in advance. The Company
reserves the right to reject such requests. 

  
 ARTICLE VI 
  
 Holidays

  
 Section 1. Holidays
Observed. The following calendar days shall be observed as holidays: 
  

			
	New Year’s Day	  	Thanksgiving Day
	Good Friday	  	Day after Thanksgiving
	Memorial Day	  	Christmas Eve
	Independence Day	  	Christmas Day
	Labor Day	  	Employee’s Birthday
	Floating Holiday	  	President’s Day

  
 If any of the above
holidays falls on Sunday, the following Monday shall be recognized as the holiday when two (2) successive holidays fall on Sunday and Monday, the holiday 

  

 13 

 
falling on Sunday shall be observed on the preceding Saturday. Any of the above holidays which are governed by the Federal Holiday laws will be observed in
accordance with the laws. The birthday holiday must be taken during the pay period in which it falls. 
  
 Section 2. Holiday Pay. If any of the above-named holidays falls on a day that an employee would normally be scheduled to
work and such employee is not required to work on said holiday, he shall receive eight (8) hours pay at the straight time base rate of his permanent job classification if qualified therefore, and shall have said eight (8) hour period
considered as hours worked for the purpose of computing weekly overtime. Average shift premium will be added to a rotating shift employee’s straight time base rate. If any of the above-named holidays falls outside of an employee’s
regularly scheduled workdays, such employee shall receive eight (8) hours pay at the above rate if qualified therefore, but such hours shall not be considered as hours worked for the purpose of computing weekly overtime. 
  
 When an employee is required to work on any of the above-named holidays, he
shall be paid one and one-half (1 1/2) times the regular rate of pay for time actually worked in addition to eight (8) hours’ holiday pay at the straight time base rate of pay of his permanent job classification, if qualified therefore,
and the hours worked shall be counted for the purpose of computing weekly overtime. 
  
 If an employee is required to work more than eight (8) hours on a holiday he shall be paid only two and one-half (2 1/2) times the regular rate of pay for those hours worked in excess of eight (8) hours, but
these hours shall not count as hours worked for the purpose of computing weekly overtime. 
  

 14 

 Section 3. Eligibility. To be eligible for holiday pay an employee must have:

  

	 	(a)	Worked all of his last regularly scheduled workday prior to, and all of his first regularly scheduled workday after such holiday unless absent by permission of the Plant Manager;

  

	 	(b)	Worked on said holiday if instructed to do by the Company; 

  

	 	(c)	Not been laid off, off due to sickness, or on leave of absence of any nature at the time of said holiday, except that an employee, who (1) is laid off due to lack of work, or
(2) is off due to illness or injury, which began not more than five (5) days before the holiday, shall receive holiday pay for the holiday(s) which occur during such five (5) day period; 

  

	 	(d)	For the purpose of this Section, absence in accordance with the funeral leave or jury duty provision of this Agreement shall count as days worked. 

  
 ARTICLE VII 
  
 Seniority 
  
 Section 1. Seniority is defined as the length of an
employee’s latest period of continuous service with the Company at the Waterway plant. It is agreed that the seniority list with reference to all employees appearing thereon, dated May 25, 1970, approved by Company and Union will be the
starting point from which future revised lists will be made. 
  
 Section 2. Newly hired employees shall be on a probationary basis the first ninety (90) calendar days of employment, at the end of which time they will be added to the bottom of the seniority list from their last
date of hire. During the probationary period, they may be released or transferred without recourse to the grievance procedure. 
  

 15 

 Section 3. Layoff and Re-Call. When it becomes necessary to reduce the working
force the least senior employee hired shall be the first employee laid off provided the remaining employees have the ability to perform the work available. When the work force is again increased the employees are to be recalled in reverse order to
which they were laid off provided they are qualified to perform the work available. In all cases, part-time employees (those regularly scheduled twenty hours or less per week) shall be laid off first, regardless of seniority. 
  
 Employees displaced due to job elimination may bump the least senior employee
in a classification of equal or lesser pay, provided the job is held by a junior employee, they have previously worked the classification and have the ability to perform the work with up to one (1) week of refresher training. Employees may
exercise these bumping rights one time per each job elimination. 
  
 Section 4. Job Postings and Promotions. The Company will post all permanent job openings on the bulletin board for three (3) days, i.e., seventy-two (72) hours, excluding Saturdays, Sundays and holidays.
The posting notice will contain the job title, rate and shift involved. Employees interested in bidding on the promotional opening must submit their bids during the specified time. Employees on vacation when a job is posted shall be allowed to bid
provided they do so within two weeks from the date the job is posted. The Company reserves the right to give applicable skill tests and examinations as it considers necessary for the proper execution of this provision. There will be a training
period of up to thirty work days, which may be extended upon mutual agreement of the company and union, during which the successful bidder must demonstrate satisfactory performance in the new position, and document training received according to the
established SOPs (standard operating procedures). The successful bidder may 

  

 16 

 
within ten (10) working days of being placed in the new position, evaluate the job responsibilities/activities of the awarded position to determine if he/she
will remain on the awarded position or return to their former position. If none of the bidders possess the necessary qualifications, the vacancy may be filled from any source. 
  
 An employee may be allowed to bid laterally or downward provided he has extenuating reasons acceptable to the Company. The
Company may award a lateral or downward job bid to a less senior employee if extenuating reasons exist and are acceptable to the Company. If he is successfully awarded a job under this provision, he shall not be permitted to make another job bid for
a period of twelve (12) months unless agreed to by the Company. 
  
 An Employee will be allowed to bid laterally or downward to non-rotating jobs. If he is successfully awarded a job under this provision, he shall not be permitted to make another job bid for a period of twelve (12) months unless he has
extenuating reasons acceptable to the Company. 
  
 Section 5. Promotions are to be made on the basis of attendance and qualifications, which consist of skill, experience, training and physical fitness. When the qualifications are relatively equal, seniority shall govern.
Attendance will only be taken into account for absences after June 17, 2005. 
  
 An employee who has been bumped from the open position within the last nine (9) months shall be given first priority before the job is posted for bid. 
  
 Section 5A. In the event that a permanent opening occurs in a classification, and the awarding of
the job is between a less senior employee who is more qualified because of training by the Company in a temporary classification, and a more senior employee who has not had this training, the job 

  

 17 

 
will be awarded to the more senior employee. This provision is intended to cover only this specific situation and is an exception to the preceding section of
awarding jobs on the basis of qualifications. 
  
 Section 5B. It is further understood that when a job opening occurs the employees within that same job classification have the option of transferring from a rotating shift to a straight day shift to fill the job. This
transfer will be made on the basis of seniority. However, an employee making such a transfer will be prohibited from making another such transfer or bidding on any permanent job opening for a period of twelve (12) months. 
  
 It is hereby agreed that in filling maintenance positions during the term of the contract,
dated June 17, 2005, the following stipulations apply: 
  

	 	1.	The Company will post all maintenance openings and attempt to fill the positions with internal candidates. 

  

	 	2.	The posting will be only to determine which employees are interested and will not control the selection process. Selection criteria will include, but is not limited to, the
following; Mechanical/Electrical Aptitude, Longer Term Employee, Previous Work Record - success on previous job, how well performed and attendance, Production Experience (familiar with equipment) preferred, and Physical Fitness.

  

	 	3.	The Company reserves the right to select the candidate. Selection will be based on employee’s ability to meet qualification requirements for the position.

  

	 	4.	The selected candidate will be placed in the bid classification, and will be paid the wage rate for that classification. 

  

 18 

	 	5.	The Company reserves the sole right to approve when the candidate is to be promoted to higher classifications. The candidate will be required to complete 2 maintenance courses of
study at an accredited educational institution before moving to the next higher classification; this will apply only to movement into Apprentice C, Apprentice B, or Maintenance A classifications. 

  

	 	6.	Employees entering the Maintenance Department as Helpers must complete at least 2 years in the Department before moving into the Maintenance A classification. Additionally, an
employee may not spend more than 2 years in any of the Helper, Apprentice C or Apprentice B classifications. Any employee taking longer than this to complete the required 2 courses of study for movement upward, will be returned to a position outside
of the Maintenance Department, using contract bumping language, Article VII, Section 3. 

  

	 	7.	Within the first 90 days of moving into the Maintenance Department, the Company reserves the right to determine that the selected candidate does not have the aptitude to
successfully complete training and perform the work at a level of competency satisfactory to the Company, in which case the candidate will be returned to his original position. In this event, all resulting employee movements will be revised.

  
 Section 6. Termination of
Seniority. Seniority is broken under the following conditions when the employee: 
  

	 	(a)	Resigns or is discharged for just cause. 

  

	 	(b)	Fails without an excuse acceptable to the Company, to return to work within five (5) days after having been recalled from a layoff. 

  

 19 

	 	(c)	Is absent for three (3) consecutive working days without notifying the Company. 

  

	 	(d)	Is laid off for a period of more than one (1) year. 

  

	 	(e)	Does not return to work at the expiration of a leave of absence or accepts employment elsewhere on leave of absence. 

  

	 	(f)	Retires. 

  
 Section 7. When employees are hired on the same day, a lottery system shall be used to determine the seniority of each employee. Employees currently within the employment of the Company having the
same hire date will use a lottery system to determine seniority. 
  
 ARTICLE VIII 
  
 Grievance and
Arbitration Procedure 
  
 Section 1.
Grievance Defined. The term “grievance,” as used in this Agreement, means a specific claim of a violation by the Company of an express provision of this Agreement. 
  
 Section 2. Processing Grievance. (a) The procedures established by this Article shall
be the exclusive remedy for any grievance. Any grievance not presented and processed in the manner and within the time limits established herein shall be waived, and thereafter such a grievance may not be made the basis for any action, either under
this Agreement or otherwise. Saturdays, Sundays and holidays shall be excluded in applying the time limits of this Article. The time limits set forth herein may be extended by mutual agreement of the Company and Union. 
  

 20 

 (b) Grievances shall be presented and processed as follows: 
  

			
	 Step 1.
	  	As soon as possible, but in no event later than ten (10) days from the date the employee knew or should have known of the alleged violation, he or she shall discuss the grievance
with his or her supervisor in an effort to settle it. If the employee so desires, the Steward may take part in such discussion. Answer shall be given within three (3) days.
		
	Step 2.	  	If the grievance is not settled or withdrawn, the Union shall, within five (5) days following the Step 1 response, present the grievance in writing, signed by the aggrieved
employee, to the Operations Manager and request a meeting for the purpose of attempting to settle it. Such meeting shall be held within ten (10) days following presentation of the written grievance. The Operations Manager shall answer the
grievance in writing within three (3) working days of the meeting.
		
	 Step 3.
	  	If the grievance is not settled or withdrawn, the Union shall, within five (5) days from the date of the Operations Manager’s decision, appeal the grievance to the Plant
Manager. A meeting will be scheduled within the next ten (10) working days between the aggrieved employee if he or she so desires, the steward, a representative of the Union, the Plant Manager and a representative of the Employee Relations
Department. The Plant Manager shall give his or her answer within seven (7) working days.

  
 Section 3. Complaints of Discharge or Suspension. Any employee who is discharged or suspended for disciplinary reasons and who wishes a hearing concerning such discharge or suspension must make a written
grievance to the Plant Manager within five (5) days of the notification of the 

  

 21 

 
discharge or suspension; otherwise, said employee is hereby declared to have accepted such discharge or suspension without protest. After a grievance
concerning a suspension has been filed with the Plant Manager, it will then be handled as any other grievance at Step 2. After a grievance concerning a discharge has been filed with the Plant Manager, it will be handled as any other grievance at
Step 3. 
  
 Section 4. Arbitration
Procedure. (a) If the grievance is not settled or withdrawn, the Union shall, within ten (10) days from the date of the Plant Manager’s decision or the expiration of the time to render such a decision, given written notice of its
desire to submit such grievance to arbitration. 
  

	 	(b)	Company agrees to submit to arbitration, under the terms of this Article, only grievances which satisfy all of the following conditions: 

  

	 	(1)	The grievance was filed in writing during the life of this Agreement and processed in the manner and within the time limits prescribed. 

  

	 	(2)	The grievance involves either (1) a specific claim of a violation by Company of an express provision of this Agreement, which raises a bona fide issue regarding the proper
application or interpretation of such provision; or (2) a claim by an employee that he has been discharged or otherwise disciplined without just cause. 

  

	 	(3)	The written grievance or notice of desire to arbitrate designates specifically the section or sections of this Agreement alleged to have been violated. 

  

 22 

	 	(c)	Arbitrable Grievance. If the grievance satisfies all of the conditions prescribed by Section 4 of this Article, Company and Union shall, within fifteen
(15) days after Company’s receipt of Unions’ notice of desire to arbitrate, select an arbitrator, either by mutual agreement or by jointly requesting the Federal Mediation and Conciliation Service to submit a list of five
(5) arbitrators. Within fifteen working (15) days of receipt of such list, Company and Union shall eliminate four (4) names from there by alternately striking one. The person whose name remains on the list shall serve as the sole
arbitrator for such grievance. Within ten (10) days of receipt of the arbitrator’s available hearing dates, the Company and Union shall select a date. Unless the parties mutually agree otherwise, only one (1) grievance shall be heard
by an arbitrator, and grievances shall be submitted to arbitration in the order in which they are appealed to arbitration. The arbitrator, when so selected, shall proceed as soon as practicable to hold a hearing. Each party shall pay its own
expenses of arbitration, and the expenses and fee of the arbitrator shall be divided equally between Company and Union. 

  

	 	(d)	 Arbitrator’s Authority. The sole function and jurisdiction of the arbitrator shall be to determine whether Company or Union is correct with
reference to the application or interpretation of the identified contract provision in the respect alleged in the written grievance and/or notice of desire to arbitrate. The arbitrator shall have no power to change, amend, modify, supplement, fill
in, or otherwise alter in any respect whatsoever this Agreement or any part thereof, and the express terms of this Agreement shall be the sole source of 

  

 23 

	 	 
rights and/or obligations adjudicated or declared by the arbitrator. The decision of the arbitrator, within the limits prescribed by this Article, shall be
final and binding on all parties. Any case referred to the arbitrator on which he has no power to rule shall be referred back to the parties without a decision. 

  

	 	(e)	The arbitrator shall render a decision in writing as soon as possible. 

  
 ARTICLE IX 
  
 Paid Absences 
  
 Section 1. Funeral Leave. In the event of death in an employee’s immediate family, the Company will allow three
(3) consecutive days off within the period two (2) days preceeding and two (2) days following the day of the funeral. Upon satisfactory proof of death and relationship, the employee will be paid eight (8) hours pay for each
scheduled day lost at this permanent straight time rate. 
  
 Time
off will not be considered as hours worked for purposes of computing overtime. 
  
 Immediate family is defined as the employee’s spouse, son, daughter, mother, father, brother, sister, father-in-law, mother-in-law, brother-in-law, sister-in-law, grandparents, step-fathers, step-mothers,
step-daughters, step-sons, half-brothers and half-sisters. 
  
 Section 2. Jury Duty. An employee who has completed his probationary period shall be paid the difference between the employee’s straight time base rate with a maximum of eight (8) hours pay per day and
the amount received from the court for jury service for regularly scheduled work 

  

 24 

 
missed due to such jury service, provided the following requirements are met: 
  

	 	(a)	Employees shall notify their supervisor immediately upon receipt of jury summons so that proper relief may be scheduled. 

  

	 	(b)	Employees shall furnish proof satisfactory to the Company of the performance of jury service and of the amount received therefore. 

  

	 	(c)	Immediately upon being released or discharged from jury service, employees shall report to the Plant Manager by the telephone or in person and shall return to work as directed.

  
 ARTICLE X 
  
 Unpaid Leaves of Absence 
  
 Conditions governing unpaid leaves are as follows: 
  
 Section 1. Personal Leave. The Company may grant a
leave of absence up to thirty (30) days duration provided the reason for such request justifies such leave and does not interfere with the practical operation of the plant and such request was not made to accept other employment. The
employee’s request will be submitted in writing to the Plant Manager who will give his answer in writing. 
  
 Section 2. Union Leave. An employee chosen as a delegate to a Union Convention or Conference shall, upon written request from
the Union, be granted a leave of absence not to exceed two (2) weeks in order to attend such Union Convention or Conference. Not more than one (1) employee shall be granted such leave at any one time. Written request for such leave shall
be made at least two (2) weeks prior to the commencement of such leave. 
  

 25 

 Section 3. Medical Leave. Any full-time employee, who furnishes proper evidence
from a physician that he is incapacitated and prevented from performing the duties of his job, will be granted a Medical Leave with payment under the Short Term Disability Plan and then, if necessary, under the Long Term Disability Plan. Application
for and receipt of Short Term Disability benefits, and, when appropriate, Long Term Disability benefits, will be considered approval of a Medical Leave. In no case will Medical Leave be extended beyond a total period of time in excess of his
accumulated seniority or a period of one (1) year whichever shall be the lesser. An employee with more than ten (10) years of service may have his leave extended to a maximum of eighteen (18) months, and an employee with more than
fifteen (15) years of service may have his leave extended to a maximum of twenty-four (24) months. 
  
 Section 4. Family Medical Leave. Employees with a minimum of one year’s service and who have worked 1250 hours on the
preceding 12 months are eligible for 12 weeks of unpaid, job-protected leave for certain family and medical reasons, pursuant to the FMLA Human Resources policy. This leave will be granted for any of the following reasons: 
  
 To care for an employee’s child after birth, or placement for adoption
for foster care. 
  
 To care for an employee’s spouse, son,
daughter, or a parent, who has a serious health condition; or 
  
 For a serious health condition that makes the employee unable to perform the employee’s job. 
  
 Requests for FMLA leave of absence shall be made in writing to the employee’s immediate supervisor 30 days in advance when the leave is
“foreseeable.” The request must be supported by medical certification concerning the serious 

  

 26 

 
health condition, and may require second or third opinions (at Company expense) and a fitness for duty report to return to work. 
  
 Upon return from FMLA leave, the employee will be credited with seniority
accumulated during the leave and the employee will be reinstated in his/her former position at the then current rate of pay. During the leave, the employee may continue in the Medical, Dental, Life, Personal Accident and the Reimbursement Account
and will be responsible for the monthly employee contribution toward these plans. A fact sheet with more details about FMLA leave is available upon request. 
  
 ARTICLE XI 
  
 Company, Employee and Union Relations 
  
 Section 1. Teams. The Team agreement as approved by both the Company and the Union in 2001 is hereby incorporated into this
Collective Bargaining Agreement. Team responsibilities include but are not limited to: emergency coverage on off-shifts, call-ins and call-offs, work orders, GMP, safety and environmental issues, security on off-shifts, time cards, record keeping,
trouble shooting, ordering supplies, follow-up on corrective actions, and meeting performance objectives. Team status pay is included in the contractual base wage rate effective 6/17/05. 
  
 Section 2. No Strike or Lockout. During the term
of this Agreement, there shall be no lockout on the part of the Company, and there shall be no strike, slow-down, picketing or other curtailment of or interference with production or other work in or incident to employer’s plant by Union or any
employee. If an employee violates the provisions of this Article, he shall be subject to discharge. 
  

 27 

 Section 3. No Discrimination. It is the continuing policy of the Company and
the Union that the provisions of this Agreement shall be applied to all employees without regard to race, color, religion, age, national origin, disability, or sex so long as such application is consistent with State and/or Federal Laws. 

 
 All references to “employee,” “employees,”
“he”, “his” in this Agreement cover both male and female employees. The terms are used for the purpose of brevity and understanding only. 
  
 Section 4. Bulletin Board. The Company will provide a bulletin board for the Union to keep its members informed on Union
business and meetings. 
  
 Section 5.
Stewards. The Company recognizes the right of the Union to designate job stewards and alternates, and the Union shall furnish the Company the names of such stewards in writing. 
  
 The authority of job stewards and alternates so designated by the Union shall
be limited to, and shall not exceed, the following duties and activities: 
  

	 	(a)	The investigation and presentation of grievances in accordance with the provisions of the collective bargaining agreement; 

  

	 	(b)	The collection of dues when authorized by appropriate Local Union action; 

  

	 	(c)	The transmission of such messages and information which shall originate with, and are authorized by the Local Union or its officers provided such messages and information
(1) have been reduced to writing, or (2) if not reduced to writing, are of a routine nature and do not involve work stoppage, slow-downs, refusals to handle goods, or any other interference with the employer’s business.

  

 28 

 Job stewards and alternates have no authority to take strike action, or any other action interrupting the
employer’s business, except as authorized by official action of the Union. 
  
 The Company recognizes these limitations upon the authority of job stewards and their alternates and shall not hold the Union liable for any unauthorized acts. The Company in so recognizing such limitations shall have
the authority to impose proper discipline including discharge, in the event the shop steward has taken unauthorized strike action, slow-down, or work stoppage in violation of this Agreement. 
  
 A steward desiring to leave his work for the purpose of adjusting a grievance
must so inform his immediate supervisor as far in advance as possible. He shall first obtain permission from his supervisor to leave his work and, upon returning to his work, he shall report to his supervisor. The supervisor shall grant permission
as soon as working conditions reasonably permit. 
  
 Section 6. Disciplinary Action. Documented disciplinary action will be active for a period of 6 to 12 months, based upon the significance of the infraction. 
  
 ARTICLE XII 
  
 Benefits 
  
 The bargaining unit employees of the Waterway plant are eligible to
participate in the same Flex Benefits Plan that is provided to the salaried employees, at the same employee cost per program or option. It is understood that the employee cost will vary depending upon the options the employee selects, the age of the
employee, and the number of dependents the employee is covering. 
  

 29 

 The Flex Benefits Plan Includes: 
  
 Medical Plan 
 Dental Plan 
 Vision 
 Life Insurance 
 (Basic, Supplemental, Dependent Life, and Personal Accident) 
 Long Term Disability 
 Long Term Care

 Flexible Spending Account 
  
 Short Term Disability - All bargaining unit employees will be covered by the Short Term Disability program for non-occupational injury and illness.
Employees with less than two (2) years of service at the time they become disabled will receive their full base pay for up to ten (10) weeks. Employees with more than two (2) years of service will receive their full base pay for up to
six (6) months from the date they become disabled. 
  
 Payment will not be made for: 
  

	 	a)	The first three (3) days of absence per occurrence unless involving hospital admittance, 

  

	 	b)	Any period of incapacity during which you are not under treatment by a licensed physician; or 

  

	 	c)	Any sickness or injury caused directly or indirectly by war, riot, or strike, or 

  

	 	d)	Any intentional self-inflicted injury; or 

  

	 	e)	Any disability which is incurred in employment, by the Company or another employer, which is covered by Workmen’s Compensation Law. 

  

 30 

 This program will be administered in accordance with the provisions of the Waterway Attendance Control
Program. 
  
 Retirement Plan - The bargaining unit
employees of the Chicago Heights plant will be eligible to participate in the same Defined Contribution retirement plan that is provided to the salaried employees. For benefit plan purposes, normal retirement age shall be 65. 
  
 Eligibility for Retiree Healthcare - Employees eligible for
Pre-Medicare Medical and Pre-65 Dental plans must be at least fifty-five (55) years of age with ten (10) years of service acquired after age forty-five (45). Employees must have been previously covered by medical, dental, and/or life
insurance prior to retirement. 
  
 Eligible employees retiring
before age sixty (60) will pay the full cost of the premiums for Pre-Medicare Medical, Pre-65 Dental, and Post-Medicare Medical, and will not become eligible for Benefit Allowances at any point in the future. 
  
 Eligible employees retiring with at least sixty (60) years of age with
ten (10) years of service after age fifty (50) will be eligible for Pre-Medicare Medical and Dental Benefit Allowances. 
  
 Benefit Allowances - Effective June 1, 1999, the Company will provide a Pre-Medicare Medical Benefit Allowance equal to 50% of Medical Option
04 (subject to a Company cap of $3200/year for Retiree only; $6400/year for Retiree plus one; $8800/year for Retiree plus two or more) to eligible employees who retire before age sixty five. 
  
 Effective June 1, 1999, the Company will provide a Pre-65 Dental Benefit
Allowance of 50% of Dental Option 

  

 31 

 
02 (subject to a Company cap of $260/year for retiree only; $520/year for Retiree plus one; $780/year for Retiree plus two or more) to eligible employees who
retire before age sixty five. 
  
 Post-Medicare Retiree
Healthcare - Retirees that met eligibility requirements for Pre-Medicare Benefit Allowances who are enrolled in a Company group medical insurance plan at the time they become eligible for Medicare, will be eligible for a post-Medicare Medical
Benefit Allowance of $500 for single coverage and $1000 for retiree plus spouse. Post-65 Dental coverage is not available. 
  
 Eligible employees retiring at age 65 or higher, who are enrolled in a Company group medical insurance plan immediately prior to retirement, will be
eligible for a Post-Medicare Medical Benefit Allowance of $500 for single coverage and $1000 for retiree plus spouse. Post-Medicare Dental coverage is not available. 
  
 The Innophos Inc. 401(k) plan described in the plan booklet is available to the employees covered by this Agreement.
The Company reserves the right to alter, modify and/or discontinue the 401(k)Plan at any time. 
  
 Perfect Attendance - Employees who achieve perfect attendance for the six month period January 1 to June 30 or July 1 to December 31 will receive a perfect attendance award of two
(2) days base pay. Employees who achieve perfect attendance for the calendar year (January 1 to December 31) will receive an additional award of three (3) days base pay. The maximum individual payout in any calendar year will be five
(5) days base pay. 
  
 Credit Union Savings - Upon
written authorization from the employee, the Company agrees to make deductions from an employee’s paycheck, in an amount specified by such 

  

 32 

 
employee, and remit to the Credit Union office after the first of each month. The Union agrees to indemnify and hold the Company harmless from all claims or
loss of whatsoever nature arising out of Credit Union deductions made by the Company pursuant to this Agreement. 
  
 ARTICLE XIII 
  
 Safety 
  
 The
Company shall continue to maintain safe and healthful working conditions and the employees shall cooperate in the maintenance of such conditions. To further this objective, a joint committee of the Company and the Union will be formed. The Union
will ensure that its designees to this committee shall be representative of the various plant departments; likewise the Company will appoint a management representative(s) to the committee to ensure management level commitment. The safety committee
will meet at least nine (9) times (at regular intervals) throughout the year for the purpose of promoting accident prevention. 
  
 Employees will be issued a check in the amount of $250 for the purchase of safety shoes each June 1. 
  
 The Company will provide periodic physical examinations and specific medical
testing(s) and the employees agree to take such examinations as a condition of employment. The results of such testing will be confidential. However, such results will be made available to the employees’ personal physicians upon written
request. 
  
 The Union recognizes the Company’s right to
establish medical standards and will not dispute such standards. Further, the Company may require employees to take medical examinations and/or tests and the employees shall take the tests. 
  

 33 

 Employees may be removed from their present jobs temporarily or permanently, based upon such examinations
and/or tests. 
  
 Employees with fifteen (15) or more years
of continuous service who are removed from their jobs because of a failure to pass such examination or test shall be: 
  

	 	1.	Transferred to a job equally or lower rated which they are physically qualified to perform and possess the ability to perform with minimal training not to exceed a maximum of five
(5) days training. 

  

	 	2.	The Company may displace a less senior employee to provide a job which the disabled employee has the physical qualifications and ability to perform with minimal training, provided
that the loss of such displaced employee’s skills does not impair the efficiency of the operation. The Company will use the same procedure for such displaced employee. In all cases the final decision of placement rests with the Company.

  

	 	3.	Transferred employees due to disability will immediately receive the rate of the job transferred to. 

  

	 	4.	If the Company is unable to place a disabled or displaced employee into a job, such employee shall be laid-off with recall rights as stated in the labor agreement.

  
 Employees will take relevant medical
examinations and tests, and in the event a question arises as to the validity of the Company doctor’s decision on the need to remove an employee from his job, the Company’s Director of Occupational Medicine will consult both the Company
doctor and the employee’s doctor. If necessary, the Director of Occupational Medicine, in consultation with the employee’s doctor, will appoint a third doctor for another opinion. 
  

 34 

 ARTICLE XIV 
  
 General 
  
 Section 1. Subcontracting. Management agrees that it will not contract out work normally performed by members of the
bargaining unit whenever there are sufficient and readily available employees on layoff from the plant of proven ability to perform the required work, provided the Company has the necessary equipment to perform said work. 
  
 Section 2. Non-bargaining Unit Employees
Working. No non-bargaining unit employee shall perform the work of any employee covered by this Agreement, except for the purpose of training and instruction; for experimental work (new idea); when regular qualified employees are not
immediately available to perform work; when production difficulties are encountered; during an emergency; or when necessary to protect Company property. 
  
 It is agreed between the parties that the Company may make use of a maximum of two mechanic contractors to continue the work in which they are currently
engaged on a permanent basis. It is not the Company’s intent to expand on these numbers. However, should the Company find it necessary to increase these numbers other than on a temporary basis, it will discuss its plans with the Union.
Disagreements arising out of these discussions may be made subject to the grievance procedure. This agreement is an exception to and is exempt from the language above. 
  

 35 

 ARTICLE XV 
  
 Duration and Conditions of Agreement 
  
 Section 1. Duration. This Agreement shall become effective as of 8:00 a.m. June 17,
2005, and shall continue in effect to 8:00 a.m., June 17, 2008, and from year to year thereafter unless written notice of a desire to terminate or modify the Agreement is given by either party to the other not later than sixty (60) days
prior to such expiration date of any anniversary thereof. 
  
 Section 2. Conditions of Agreement. (a) This Agreement shall constitute the entire contract between the Company and Union and shall supersede and replace all other obligations or agreements, whether
written or oral or expressed or implied, between or concerning the employees and Company. 
  
 (b) The Company and Union waive the right during the term of this Agreement to bargain collectively with respect to any subject or matter which is either covered or not covered by this Agreement, regardless of whether
such subject or matter was or could have been discussed during the negotiation of this Agreement. 
  
 (c) If an amendment, modification or addition to this Agreement should be mutually agreed to by the parties, it shall not be effective unless it is
reduced to writing and duly executed by the Company and Union. 
  
 Section 3. Manager’s Rights. (a) The Company shall continue to have and may exercise all of the rights which it had prior to the selection by the employees of a collective bargaining agent, except
as such rights may be expressly limited by express provisions of this Agreement. The enumeration of certain rights in Paragraph (b) of this Section is for the purpose of illustration only and shall not be construed as a limitation of this
Paragraph. 
  
 (b) The rights retained by the Company include, but
are not limited to, the right, power and authority (1) to manage, control and operate its business; (2) to modify or terminate its operations or any part thereof; (3) to hire employees and determine the number to be employed;
(4) to suspend, 

  

 36 

 
discharge or otherwise discipline employees for just cause, subject to the grievance procedure; (5) to study or introduce new, improved or different
methods of operations and determine the manning of such; (6) to establish, maintain and enforce rules and regulations which are not in conflict with the provisions of this Agreement; (7) to assign and reassign the work to be performed by
employees or classifications of employees as the Company may deem necessary or expedient; (8) to promote or demote employees; (9) to determine what work, if any, shall be performed by outside contractors, subject to Article XIV,
Section 1, and (10) to terminate or lay off employees for lack of work or curtailment or cessation of operations, subject to Article VII, Seniority. 
  

In the event Federal or State of Illinois legislation is passed requiring employers to give notice of plant closings, such legislation shall be
considered as being incorporated in this Agreement. 
  
 Section 4. Separability. The invalidation of any provision of this Agreement shall not affect any other portion hereof, and the provisions not invalidated shall remain in full force and effect. 

 
 In witness whereof, the parties hereto have caused this Agreement to be
executed by their duly authorized representatives on this the 17th day of June, 2005. 
  

					
	 INNOPHOS, INC.
	 	 	 	 Health Care, Professional, Technical, Office,
 Warehouse and Mail Order Employees Union
 LOCAL
743

			
	 /s/ Illegible
	 	 	 	 /s/ Illegible

			
	 /s/ Illegible
	 	 	 	 /s/ Illegible

			
	 /s/ Illegible
	 	 	 	 /s/ Illegible

			
	 /s/ Illegible
	 	 	 	 /s/ Illegible

			
	 /s/ Illegible
	 	 	 	 /s/ Illegible

  

 37 

			
	Exhibit ‘A’	  	Innophos, Inc.

  
 Waterway Plant, Chicago, IL

  
 JOB CLASSIFICATIONS AND WAGE RATES 
  

										
	 	  	Effective
6/17/05

	  	Effective
6/17/06

	  	Effective
6/17/07

	 Blend Plant Operator
	  	$	20.37	  	$	20.98	  	$	21.50
	 Metaphos Operator
	  	$	20.37	  	$	20.98	  	$	21.50
	 Bulk Mtl Handler
	  	$	20.18	  	$	20.79	  	$	21.31
	 Packager
	  	$	20.11	  	$	20.71	  	$	21.23
	 Production Utility
	  	$	17.81	  	$	18.35	  	$	18.81
	 Shipper
	  	$	20.01	  	$	20.61	  	$	21.12
	 Inv. Ctrl. Coord.
	  	$	21.00	  	$	21.63	  	$	22.17
	 Maint. Multi-Trade
	  	$	24.26	  	$	24.99	  	$	25.61
	 Maint. Leadperson
	  	$	24.26	  	$	24.99	  	$	25.61
	 Maint. Senior Tech A
	  	$	23.38	  	$	24.08	  	$	24.68
	 Maint. Tech A
	  	$	22.43	  	$	23.10	  	$	23.68
	 Maint. Apprentice B
	  	$	20.80	  	$	21.42	  	$	21.96
	 Maint. Apprentice C
	  	$	20.44	  	$	21.05	  	$	21.58
	 Maint. Helper
	  	$	20.01	  	$	20.61	  	$	21.12

  
 The above job classifications and
pay rates are listed for pay purposes only. 
  
 Employees shall earn an
additional $.75/hr. when serving as the designated Shift Emergency Coordinator. 
  

 38 

 The parties, having met for purposes of negotiating a Collective Bargaining Agreement, declare that the foregoing
represents the sole and complete Agreement between the Company and the Union for the period of 8:00 a.m., June 17, 2005 to and including June 17, 2008, and further that each had the opportunity to bargain on all issues and matters during
the negotiations and that all other requests and proposals made by both of the Parties are waived and withdrawn herewith. 
  

					
	 INNOPHOS, INC.
	 	 	 	 Health Care, Professional, Technical, Office,
 Warehouse and Mail Order Employees Union
 LOCAL 743

			
	 /s/ Illegible
	 	 	 	 /s/ Illegible

			
	 /s/ Illegible
	 	 	 	 /s/ Illegible

			
	 /s/ Illegible
	 	 	 	 /s/ Illegible

			
	 /s/ Illegible
	 	 	 	 /s/ Illegible

			
	 /s/ Illegible
	 	 	 	 /s/ Illegible

  

 39 

 

 

 

 

 INTERIM AGREEMENT 
  
 BETWEEN 
  
 INNOPHOS, INC. 
  
 WATERWAY PLANT 
 CHICAGO, ILLINOIS 
  
 AND 
  
 Health Care, Professional, Technical, Office, Warehouse and Mail Order Employees Union 
 LOCAL NO. 743 
  
 AFFILIATED WITH THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS 
  
 It is hereby agreed by and between Innophos Inc., for its Waterway, Chicago, IL plant, and Health Care, Professional, Technical, Office, Warehouse and Mail Order
Employees Union and its Local Union No. 743, International Brotherhood of Teamsters; that this Agreement shall become and is effective as of 8:00 a.m. June 17, 2005, being subject only to ratification by the Local Union Membership. 

 This Agreement between the parties beginning 8:00 AM June 17, 2005 shall continue in full force and effect until 8:00
AM June 17, 2008, except as modified and amended. 
  
 Article II.

  
 SECTION 2. Check-Off 
  
 The Company agrees that on the 1st day of the 2nd month following each anniversary of this Agreement, that the Company will include on the Dues Pre-Billing Report submitted to the Local Union, the current
hourly wage rate for each employee who is a member of the Union. 
  
 Upon receipt
of a written authorization from the employee, the Company agrees to deduct initiation fees and monthly dues and withdrawal fees from the pay of each such employee in the amount and manner prescribed by the Union in accordance with the
International’s Constitution and the Local 743 By-Laws. 
  
 Such deductions
must be deducted on the first pay period of each month and must be submitted to the Union no later than the fifteenth (15th) of the month in which the money is deducted; except that the withdrawal fees shall be held by the Company and forwarded to the Union only as required by Union procedure. In the event the amounts cannot be forwarded by the
15th of the month, the amounts deducted shall be submitted to the Union no later than ten (10) working days from the
date of deduction. 
  
 When any employee for whom a written
authorization has been submitted to the Company completes his first thirty (30) days of employment, the monthly dues and initiation fees shall be deducted beginning with that month in which such thirtieth (30) days falls. The initiation fee will be
deducted in three (3) monthly installments. 
  
 These
authorizations for deduction shall be in the following form: 
  

 Page 1 of 4 

 Health Care, Professional, Technical, Office, Warehouse and Mail Order Employees Union 
 Local 743, International Brotherhood of Teamsters 
 4620 South Tripp Avenue, Chicago, Illinois 60632 
 Phone: (773) 254-7460 
  
 APPLICATION AND AUTHORIZATION 
  
 Although I am aware that I am not required to sign any dues check-off
assignment, or any membership application card, or any other Union form, and I further realize that under the provisions of the Labor-Management Relations Act of 1947, as amended, and the contract between the above Local Union and the Company, I am
not required, as a condition of employment, to become a member of said Union until the thirtieth (30th) day
following the beginning of my employment or the effective date of such contract, whichever is the later, nevertheless, I desire, voluntarily, to sign this form. 
  

I, the undersigned, hereby apply for membership in the above Union. 
  
 EMPLOYEE’S SIGNATURE:
                                        
                                        
     
  
 I, the undersigned, authorized and
irrevocably direct Innophos, Inc. to deduct from my wages each and every month dues and initiation fees which may be charged against me by Local 743 which is required to maintain me as a member in good standing in said Union, in accordance with the
By-Laws of the Union and in compliance with the Labor-Management Relations Act of 1947. The amount deducted each month shall be forwarded to Local 743. 
  
 The authorization and direction shall be irrevocable for the period of one (1) year, or until the termination of the collective agreement between the
Company and Local 743, whichever occurs sooner; and I agree and direct that this authorization and direction shall be automatically renewed, and shall be irrevocable for successive periods of one (1) year each or for the period of each succeeding
applicable collective agreement between the Company and Local 743, whichever shall be shorter, unless written notice is given by me to the Company not more than twenty (20) days and not less than ten (10) days prior to the expiration of each period
of one (1) year, or of each applicable collective agreement between the Company and Local 743, whichever occurs sooner. 
  
 EMPLOYEE’S SIGNATURE:
                                        
                                        
         Male              Female                 

  
 Address:
                                        
                                        
                         Zip Code:
                     City:
                     
  
 Starting Date:
                                        
                                        
         Home Phone:
                                        
         
  
 Date of Birth:
                                        
                                        
         Dept.:                          Clock No.
                     
  
 Beneficiary:
                                        
                                        
         Relationship:
                                        
         
  
 Soc. Sec. No.:
                                        
                                        
     Date:
                                        
                     
  

 Page 2 of 4 

	 	•	 	Amend paragraph 132, page 30 to read: 

  
 The bargaining unit employees of the Waterway plant will be eligible to participate in the same Defined Contribution retirement plan that is provided to the salaried
employees. 
  

	 	•	 	Delete the last sentence of paragraph 33, page 8, regarding payment for missed overtime hours. Paragraph to read: 

  
 If an employee has been overlooked for an overtime assignment, the individual will be given
the opportunity to work the equivalent hours when it is mutually convenient for the Company and the employee. The overtime opportunity must be completed within 30 days or the hours will be forfeited. If the overtime missed is four (4) or more hours,
it is to be made up in not less than four (4) hour blocks. 
  

	 	•	 	Amend paragraph 64, page 15 to read: 

  
 SECTION 2. Newly hired employees shall be on a probationary basis the first ninety (90) calendar days of employment, at the end of which time they will be added to
the bottom of the seniority list from their last date of hire. During the probationary period, they may be released or transferred without recourse to the grievance procedure. 
  

	 	•	 	Modify page 17, paragraph 70 to state: 

  
 SECTION 5. Promotions are to be made on the basis of attendance and qualifications, which consist of skill, experience, training, and physical fitness. When
qualifications are relatively equal, seniority shall govern. Attendance will only be taken into account for absences after June 17, 2005. 
  

	 	•	 	Amend paragraph 140, page 32 to read: 

  
 The Innophos Inc. 401(k) plan described in the plan booklet is available to the employees covered by the Agreement. The Company reserves the right to alter, modify,
and/or discontinue the 40l(k) plan at any time. 
  

	 	•	 	Modify Article XII to reflect the name change in the plan and delete obsolete language about the Rhodia plan. 

  
 Paragraph 123: Replace “FlexOptions Plan” with “Flex Benefits Plan”

  
 Paragraph 124; Amend to read: 
  
 “The Flex Benefits Plan includes: 
  
 Medical Plan 
  
 Dental Plan 
  
 Vision 
  
 Life insurance (Basic, Supplemental, Dependent Life, and
Personal Accident) 
  
 Long Term Disability

  
 Long Term care 
  
 Flexible Spending Account” 
  

	 	•	 	Incorporate Letters of Understanding in the Agreement. 

  

	 	•	 	Modify Article VI, Section 1, paragraph 54. Add sentence at the end of the paragraph to read: 

  
 Employee’s Birthday holiday shall be observed within the same pay period that it falls. 
  

 Page 3 of 4 

	 	•	 	Amend 1st step of grievance procedure (page 19,
paragraph 85) to read: 

  
 Step1. As soon as possible, but in no event later than ten (10) days from the date the employee knew or should have known of the alleged violation, he or she shall discuss the grievance with his or her
supervisor in an effort to settle it. If the employee so desires, the Steward may take part in such discussion. Answer shall be given within three (3) days. 
  

	 	•	 	Amend 2nd step of grievance procedure (page 20,
paragraph 86) to read: 

  
 Step 2. If the grievance is not settled or withdrawn, the Union shall, within five (5) days following the Step 1 response, present the grievance in writing, signed by the aggrieved employee, to the Operations
Manager and request a meeting for the purpose of attempting to settle it. Such meeting shall be held within ten (10) days following presentation of the written grievance. Within three (3) working days of the meeting incident to said written
grievance, the Operations Manager shall answer the grievance in writing within three (3) working days of the meeting. 
  

	 	•	 	Amend 3rd step of grievance procedure (page 20, paragraph 87) to read: 

  

Step 3. If the grievance is not settled or withdrawn, the Union shall, within five (5) days from the date of the Operations Manager’s decision, appeal the
grievance to the Plant Manager. A meeting will be scheduled within the next ten (10) working days between the aggrieved employee if he or she so desires, the steward, a representative of the Union, the Plant Manager and a representative of the
Employee Relations Department. The Plant Manager shall give his or her answer within seven (7) working days. 
  
 Amend timing for choosing an arbitrator from 10 days to 15 working days (pages 21 and 22, paragraph 91). 
  

	 	•	 	General Wage Increase: 

  
 The 3% team incentive pay is incorporated in the contractual general base wage rate. 
  
 Upgrade the pay rate for Metaphos Operators to the same rate as for Blend Plant Operators. 
  
 The Company proposes a general wage increase of 2.5% the first year of the contract, 3% the
second year of the contract, and 2.5% the third year of the contract. 
  
 If the
Collective Bargaining Agreement is ratified by June 8, 2005, the Company will pay a one-time early signing bonus of $450 for each hourly employee on or before June 24, 2005. 
  
 The proposed contractual changes have the unanimous recommendation of the Union negotiation committee. 
  

			
	                                        
                             Dated: May 26, 2005
	 	 
	 INNOPHOS, INC.
	 	Health Care, Professional, Technical, Office,
	 	 	Warehouse and Mail Order Employees Union
	 	 	LOCAL 743
		
	  
 /s/ [ILLEGIBLE]

	 	 /s/ [ILLEGIBLE]

		
	 /s/ [ILLEGIBLE]

	 	 /s/ [ILLEGIBLE]

		
	 /s/ [ILLEGIBLE]

	 	 /s/ [ILLEGIBLE]

		
	 /s/ [ILLEGIBLE]

	 	 /s/ [ILLEGIBLE]

		
	 /s/ [ILLEGIBLE]

	 	 /s/ [ILLEGIBLE]

  

 Page 4 of 4Collective Agreement, dated May 1, 2003

 Exhibit 10.26 
  
 COLLECTIVE AGREEMENT 
  
 MADE EFFECTIVE THIS 
 FIRST DAY OF MAY, 2003

 AT PORT MAITLAND, ONTARIO 
  
 BETWEEN 
  
 RHODIA CANADA INC. 
  
 PORT MAITLAND PLANT 
  
 (herein after called “The Company”) 
 OF THE FIRST PART 
  
 AND 
  
 THE UNITED STEELWORKERS 
 OF AMERICA

  
 (herein after called “The Union”) 
 OF THE SECOND PART 
  
 May 1, 2003 – April 30, 2005 
  

 1 

					
	TABLE OF CONTENTS	  	 	  	Article
			
	 	  	 	  	Page

	 ARBITRATION
	  	22:01	  	33
	 APPENDIX “C”
	  	 	  	47
	 BEREAVEMENT LEAVE
	  	9:01	  	16
	 CALL-IN PAY
	  	17:01	  	28
	 INDEX CHANGE OF ADDRESS
	  	8:04	  	15
	 CLOTHING
	  	33:01	  	41
	 COLA CLAUSE
	  	34:00	  	42
	 COMMITTEE PERSONS
	  	13:01	  	22
	 DEMOTIONS
	  	10:01	  	17
	 DISCHARGES, SUSPENSION, DISCIPLINE
	  	11:01	  	21
	 DISCRIMINATION
	  	6:01	  	7
	 EMPLOYEE DEFINITION
	  	3:01	  	4
	 GENERAL PURPOSES
	  	1:01	  	4
	 GRIEVANCE PROCEDURE
	  	21:01	  	32
	 GRIEVANCE OMIT STEP 2
	  	11:00	  	21
	 GROUP BENEFIT PLAN
	  	30:00	  	37
	 HANDICAPPED EMPLOYEES
	  	26:00	  	36
	 HOLIDAYS
	  	19:01	  	29
	 HOURS OF WORK
	  	14:00	  	22
	 JOB POSTING
	  	27:00	  	36
	 JURY SERVICE
	  	25:00	  	35
	 LEAVE OF ABSENCE
	  	28:01	  	37
	 LEAVE OF ABSENCE S.E.S.
	  	7:27	  	14
	 LAYOFFS
	  	10:01	  	17
	 LAYOFF NOTIFICATION
	  	10:05	  	20
	 MANAGEMENT FUNCTIONS
	  	4:01	  	5
	 NOTICE BOARDS
	  	12:01	  	22
	 OVERTIME
	  	15:00	  	25
	 OVERTIME DISTRIBUTION
	  	15:01	  	25
	 OVERTIME MEALS
	  	15:06	  	27
	 PAY PERIODS
	  	7:00	  	7
	 PENSIONS
	  	32:00	  	41
	 PREMIUMS - SHIFT
	  	16:00	  	28
	 - SUNDAYS
	  	16:02	  	28
	 - SHIFT CHANGE
	  	14:05	  	23
	 - 16 HOUR CLAUSE
	  	16:04	  	28
	 - LUNCH PERIOD WORKED
	  	14:02	  	23
	 - STAT HOLIDAY WORKED
	  	19:04	  	30
	 - CALL-IN
	  	17:01	  	28
	 PROGRESSIONAL SEQUENCE
	  	10:02	  	17

  

 2 

					
	 PROMOTIONS
	  	10:01	  	17
	 RECALL
	  	10:01	  	17
	 RECOGNITION
	  	2:01	  	4
	 RELIEF PERIODS
	  	29:00	  	37
	 REPORTING PAY
	  	18:01	  	29
	 SAFETY & HEALTH
	  	24:00	  	34
	 SENIORITY
	  	8:01	  	14
	 - LOSS OF
	  	8:03	  	14
	 - OUTSIDE BARGAINING UNIT
	  	8:06	  	15
	 - POSTED LIST
	  	8:07	  	15
	 - PROBATIONARY PERIOD
	  	8:02	  	14
	 - REHIRING
	  	8:05	  	15
	 STEWARDS
	  	13:01	  	22
	 STRIKES AND LOCKOUTS
	  	23:01	  	34
	 TERMINATION
	  	35:00	  	43
	 TOOLS, CLOTHING, BOOTS
	  	33:00	  	41
	 TEMPORARY TRANSFERS
	  	7:14	  	11
	 UNION DUES
	  	5:03	  	5
	 UNION SECURITY
	  	5:01	  	5
	 VACATION
	  	20:00	  	31
	 VACANCY
	  	10:02	  	17
	 WAGES
	  	7:00	  	7
	 - SIMPLE EFFECTIVE SOLUTION (S.E.S.)
	  	7:01	  	7
	 - GENERAL
	  	7:24	  	13
	 - STD. HOURLY WAGE SCALE
	  	7:03	  	7
	 - JOB DESCRIPTION
	  	7:02	  	7
	 - LEARNER RATES
	  	7:15	  	11
	 - OUT-OF-LINE DIFFERENTIAL
	  	7:06	  	10
	 - TEMPORARY TRANSFERS
	  	7:14	  	11
	 - TRAINING RATES
	  	7:23	  	13
	 WASH UP
	  	31:00	  	41
	 WORK SCHEDULE POSTING
	  	14:04	  	23

  

 3 

 ARTICLE 1 
 GENERAL PURPOSES 
  

	1:01	The purpose of this Agreement is to maintain a harmonious and orderly relationship between the Company and the Union; to establish working conditions, wages, hours and provide
formal machinery for the settlement of grievances. 

  
 ARTICLE 2 
 RECOGNITION 
  

	2:01	The Company recognizes the Union as the sole and exclusive collective bargaining agent for all employees of the Company employed at the Township of Sherbrooke, Ontario Plant, save
and except Supervisors and those above rank of Supervisors, Sales Staff, one Secretary to each of the Plant Manager, Security Guards and students on a cooperative training basis with an established school of learning who are not receiving
remuneration for their training. 

  

	2:02	Except by mutual agreement, employees excluded from the bargaining unit defined in Article 2:01 – Recognition, shall not perform work of employees covered by this Agreement,
except in cases of emergency. It is recognized that excluded employees and supervisors do certain routine work, and this clause does not apply to such persons, provided that any work so performed shall not serve to displace or lay off any bargaining
unit personnel. 

  
 ARTICLE 3 
 EMPLOYEES 
  

	3:01	The terms “Employee” and “Employees” when used in this Agreement shall mean persons employed by the Company within the bargaining unit described herein above in
Article 2, recognition and covered by this Agreement. It is understood that where an Employee is referred to as “he” or “she” such referral shall include Employees of both sexes as defined in Article 2. 

 

 4 

 ARTICLE 4 
 MANAGEMENT FUNCTIONS 
  

	4:01	It is the exclusive function of the Company to manage the enterprise in which it is engaged, to determine the products to be manufactured and the schedule of their production, to
determine the methods, systems, processes and means of manufacture, the kinds and location of machines and equipment to be used, the control of materials, parts, the extension, limitation, curtailment or cessation of operations, the location, number
and size of plants, the direction of the working forces and to maintain order and efficiency in all matters concerning the operation, management, supervision and control of the Company and its business, works, plants and operations.

  

	4:02	The Company has the right to hire, layoff, recall after layoff and to transfer, promote and to maintain discipline subject to the terms of this Agreement. 

 

	4:03	Management functions shall not be limited, except as provided for specifically by the terms of this Agreement. 

  

	4:04	It is the right of management to make and alter from time to time and enforce rules and regulations to be observed by the Employees, provided that such rules and regulations are not
inconsistent with the provisions of this Agreement. Before the installation or alternation of such rules, the Company will discuss them with the Union. 

  
 ARTICLE 5 
 UNION SECURITY 
  

	5:01	All present Employees shall become members of the Union as of the effective date of this Agreement and remain members in good standing of the Union for the term of this Agreement as
a condition of employment. 

  

	5:02	All new employees shall become members of the Union and remain members in good standing of the Union for the term of this Agreement as a condition of employment.

  

	5:03	All Employees, upon becoming members of the Union, shall authorize deductions of monthly union membership dues. This authorization shall be in writing signed by the Employee before
a witness on the form attached hereto as Appendix “A”. 

  

	5:04	Union Dues: The Company shall deduct Union dues including, where applicable, initiation fees and assessments, on a bi-weekly basis, from the total earnings of each employee covered
by this Agreement. The amount of dues shall be calculated in accordance with the Union’s Constitution. 

  

 5 

	5.05	All dues, initiation fees and assessments shall be remitted to the Union forthwith and in any event no later than 15 days following the last day of the month in which the remittance
was deducted. The remittance shall be sent to the International Secretary Treasurer of the United Steelworkers of America, AFL-CIO-CLC, P.O. Box 13083 Postal Station “A”, Toronto, Ontario M5W 1V7 in such form and shall be directed by the
Union (if the Collective Agreement does not have the International Union as the party then the word “Union” should be changed to the “International Union”) to the Company along with a completed Dues Remittance Form R-115. A copy
of the Dues Remittance Form R-115 will also be sent to the Union office designated by the Area Coordinator. 

  

	5.06	The remittance and the R-115 form shall be accompanied by a statement containing the following information: 

  

	 	a)	A list of the names of all employees from whom dues were deducted and the amount of dues deducted: 

  

	 	b)	A list of names of all employees from whom no deductions have been made and reasons; 

  

	 	c)	This information shall be sent to both Union addresses identified in 5.05 in such form as shall be directed by the Union to the Company. 

  

	5.07	The union shall indemnify and save the Company harmless against all claims or other forms of liability that may arise out of any actions taken by the Company in the compliance with
this Article. 

  

	5.08	The Company, when preparing T-4 slips for the employees, will enter the amount of Union dues paid by the employee during the previous year. 

  

 6 

 ARTICLE 6 
 DISCRIMINATION 
  

	6:01	There shall be no discrimination against any Employee or Employees in any manner whatsoever, because of race, creed, colour, national origin, sex, age, union membership, or union
activities consistent with the provisions of this Agreement. 

  
 ARTICLE 7 
 WAGES 
  

	7:00	a) 

  
 i) All employees will receive wages earned in the preceding 2 weeks by direct deposit to their respective bank accounts. 
  
 ii) Pay will be deposited on the Friday morning of each second week before 1:00 a.m. except in the case of a statutory holiday on the Friday in which
case the pay will be deposited on the Thursday morning. Employees will inform the Human Resources Department of their Bank Branch and the account to which they wish their pay to be deposited. 
  

	 	b)	Each employee will make reasonable efforts to select a bank which will enable direct deposit to be made as per the above schedule. 

  

	7:01	Effective October 1, 1997, the Simple Effective Solution (S.E.S.) job evaluation rating system is incorporated into this Agreement and its provision shall apply as is set forth in
full herein, provided that reference in the manual to such jobs as testing or inspection, and instructor, shall not of itself establish existence of such jobs in the operations of the Company or determine that such jobs are within or are not within
the jurisdiction of the bargaining unit. 

  

	7:02	Each Employee’s job shall be described and classified and a rate of pay applied to such Employee in accordance with the provisions of this Agreement. 

 

	7:03	Year 1: 

  

	 	Effective May 1, 2003, 4% wage increase to all rates. 

  

 7 

	 	Year 2: 

  

	 	Effective May 1, 2004, 2.5% wage increase to all rates. 

  

	7:03	a) Effective May 1, 2003, and continuing until April 30, 2004 and as per S.E.S. agreed rates, the standard hourly wage scale is as follows: 

  

				
	 S.E.S.
 Job Class

	  	 Standard
 Hrly. Rate

	1	  	$	21.69
	2	  	$	22.07
	3	  	$	22.46
	4	  	$	22.86
	5	  	$	23.24
	6	  	$	23.63
	7	  	$	24.01
	8	  	$	24.41
	9	  	$	24.78
	10	  	$	25.18
	11	  	$	25.55
	12	  	$	25.96
	13	  	$	26.34
	14	  	$	26.73
	15	  	$	27.11
	16	  	$	27.50
	17	  	$	27.88
	18	  	$	28.27
	19	  	$	28.66
	20	  	$	29.06
	21	  	$	29.43
	22	  	$	29.83
	23	  	$	30.20
	24	  	$	30.61
	25	  	$	30.97

  

	7:03	b) Effective May 1, 2004 and continuing until April 30, 2005, a 2.5% increase to all job classes will apply, the standard hourly wage scale is as follows: 

 

				
	 S.E.S.
 Job Class

	  	Standard
Hrly. Rate

	1	  	$	22.23
	2	  	$	22.62
	3	  	$	23.02
	4	  	$	23.43
	5	  	$	23.82
	6	  	$	24.22
	7	  	$	24.61
	8	  	$	25.02
	9	  	$	25.40
	10	  	$	25.81
	11	  	$	26.19
	12	  	$	26.61
	13	  	$	27.00
	14	  	$	27.40
	15	  	$	27.79
	16	  	$	28.19
	17	  	$	28.58
	18	  	$	28.98
	19	  	$	29,38
	20	  	$	29.79
	21	  	$	30.17
	22	  	$	30.58
	23	  	$	30.96
	24	  	$	31.38
	25	  	$	31.74

  

 8 

	7:04	Effective on the dates specified in Section 7:03, all Employees have their rates of pay adjusted as follows: 

  

	 	a)	If the Employee is not receiving an out-of-line differential prior to the dates specified in Section 7:03, the rate of pay of such Employee shall be adjusted to conform to the
standard hourly rate for that Employee’s job, as provided in Section 7:03. 

  

	 	(b)	If the Employee is receiving an out-of-line differential prior to the dates specified in Section 7:03, the rate of pay of such Employee shall be increased by the amount by which the
rate for job Class 1 has been increased as provided in Section 7:03 and the following shall govern: 

  
 (i) If the Employee’s new rate resulting from such increase is greater than the standard hourly rate for the job, as provided in Section 7:03, the
amount by which such Employee’s new rate is greater than the rate provided in Section 7:03, shall become such Employee’s new out-of-line differential (which shall replace the former out-of-line differential) and shall apply in accordance
with the provision of this Agreement. 
  

 9 

 (ii) If the Employee’s new rate resulting from such increase is equal to or less than the standard
hourly rate for the job, as provided in Section 7:03, the rate of pay of such Employee shall be adjusted to conform to the standard hourly rate for the job, as provided in Section 7:03, and the former out-of-line differential shall be terminated.

  

	7:05	An employee’s regular job is the job he/she holds by the most recently dated Form 10, on record in the Human Resources Department, and which is awarded as a result of a
decision made under the terms of Article 10 or a transfer subsequent to a decision made under Article 10. 

  
 OUT-OF-LINE DIFFERENTIAL 
  

	7:06	The Company shall furnish to the Union a list agreed to by the Company and the Union of Employees who are to be paid “out-of-line differentials”. Such list shall contain
the following information: 

  

	 	(a)	Name of incumbent to whom such out-of-line differential is to be paid. 

  

	 	(b)	Job title of job on which out-of-line differential is to be paid. 

  

	 	(c)	Job classification of such job. 

  

	 	(d)	Standard hourly rate of such job. 

  

	 	(e)	Amount of out-of-line differentials. 

  

	 	(f)	Date such out-of-line differential became effective. 

  

	7:07	Except as such out-of-line differential may be changed by the means hereinafter provided, any Employee included in the list referred to in Section 7:08 shall continue to be paid
such out-of-line differential during such time as the Employee continues to occupy the job for which the differential was established. 

  

	7:08	If an Employee with an out-of-line differential is transferred or assigned to a job having a higher standard hourly rate, then the differential shall be reduced by the amount of the
increase in the standard hourly rate. 

  

	7:09	If, as a result of lay-off and the exercise of seniority rights, an Employee with an out-of-line differential is moved to a job having a lower standard hourly rate, then the
out-of-line differential shall be cancelled. 

  

 10 

	7:10	If such Employee referred to in Section 7:10 and 7:11 shall be returned to the job for which the out-of-line differential was established, the out-of-line differential shall be
reinstated except as it may have been reduced or eliminated by other means. 

  

	7:11	When an Employee would, in accordance with the terms of this Agreement, be entitled to receive his/her regular rate, he/she shall also receive any out-of-line differential to which
he/she is entitled. 

  

	7:12	In addition to the means herein provided, increases in the increment between job classes shall be used to reduce or eliminate out-of-line differentials. 

  

	7:13	Except for the application of the out-of-line differentials as called for herein, the terms of this Agreement governing transfers shall apply. 

  
 TEMPORARY TRANSFER 
  

	7:14	An Employee who is temporarily transferred from his/her regular job for one hour or more shall be paid the standard hourly rate of the job to which he/she has been transferred,
provided such rate is not less than that of his/her regular job. If the rate of the job to which he/she is temporarily transferred, but not as a result of a layoff, is less than the rate of his/her regular job, he/she shall be paid the rate of
his/her regular job during the period of such temporary transfer. Should overtime be involved during a temporary transfer, the same rule for payment will apply. 

  
 An Employee’s regular job is the job he/she holds by the most recently dated Form 10, on record in the Human Resources
Department, and which is awarded as a result of a decision made under the terms of Article 10 or a transfer subsequent to a decision made under Article 10. 
  
 LEARNER RATES 
  

	7:15	Learner jobs requiring “learner” rates due to lack of adequate training opportunity provided by the promotional sequence of related jobs, shall be negotiated and made a
part of this Agreement. 

  

	7:16	A schedule of learner rates for the respective learning periods of 520 hours of actual learning experience with the Company on jobs for which training opportunity is not provided by
the promotional sequence of related jobs, shall be established at the level of the Standard Hourly Wage Scale rates for the respective job classes. This determination shall be on the basis of the required employment training and experience time
specified in Factor SK2 of the job classification record of the respective job as follows: 

  

 11 

	 	a)	Seven to twelve months: 

  

	 	l)	One learner period classification at a level two job classes below the job class of the job. 

  

	 	b)	Thirteen to eighteen months: 

  

	 	1)	A first learner period classification at a level four job classes below the job class of the job, and 

  

	 	2)	A second learner period classification at a level two job classes below the job class of the job. 

  

	 	c)	Nineteen months and above: 

  

	 	1)	A first learner period classification at a level six job classes below the job class of the job. 

  

	 	2)	A second learner period classification at a level four job classes below the job class of the job, and 

  

	 	3)	A third learner period classification at a level two job classes below the job class of the job. 

  

	 	4)	Employees who have had no related work experience in relation to the respective job shall serve an additional 520 hours of work in the learner period two job classes below the job
class of the job. 

  

	7:17	The learner periods, as provided in Section 7:16 shall apply to those jobs listed in APPENDIX “B” of this Agreement, except as otherwise mutually agreed between the
Company and the Union and so indicated in APPENDIX “B”. Learner periods shall apply only to jobs in Job Class 8 and up, except where training rates are applicable. 

  

	7:18	The Company shall furnish the Union a list of jobs agreed to by the Company and the Union as appropriate for the application of learner rates. Such list may be added to or deleted
from by mutual agreement of the Company and the Union. The schedule of learner rates set forth in Section 7:16 shall apply only to jobs in this list. 

  

	7:19	Employee’s time spent on a job requiring a learner schedule shall be cumulative. Periods of less than 8 hours shall not be counted toward completion of a learner schedule, but
shall be paid for at the standard hourly rate of the job. 

  

	7:20	Any Employee who has qualified for a job through a learner schedule shall not be required to repeat that learner schedule. 

  

	7:21	The established learner rate of pay for each learner period classification shall apply in accordance with the learner training periods as defined in Section 7:18. However, an
Employee whose current rate of pay is higher than the minimum rate of a learner job to which he/she has acceded, shall maintain his/her current rate, but not higher than the standard hourly rate of the job being learned until such time as the rate
for the applicable learner period classification is equal to or exceeds his/her present rate. In the application of this section it is agreed that an Employee on a job which is higher rated than the starting rate of the job being learned and who is
not from the department that the vacant job is in, shall not receive the full rate but not less than 3 job classes above the starting rate for the job being learned. 

  

 12 

	7:22	Any employee, when assigned to a job on which a learner rate applies, shall be credited in the learner schedule with all time previously worked on such job, or in the case of a
grouped job, on a job in such group. It is agreed that such past time shall be computed from reasonably recent records of the Company. 

  
 TRAINING RATES 
  

	7:23	The Company may apply a training rate to a trainee on any job for a period of time sufficient to learn to do the job provided that such period does not exceed 520 hours while such
trainee is an extra man/woman on the job of for a period not to exceed 1 month in duration when the Employee may be permitted to work alone. Employees completing either of the above time periods will be paid the top rate of the job. Such Employees
shall be selected according to the promotional criteria outlined in sub section 10:01 and shall be intended to provide replacements for job vacancies or anticipated job vacancies. 

  
 This trainee rate will be: 
  

	 	a)	In the case of an Employee hired for the training job the standard hourly rate for Job Class 2; or 

  

	 	b)	In the case of an Employee transferred from another job in the Plant, the lower figure of: 

  

	 	1)	The standard hourly rate of the job from which transferred 

  
 or 
  

	 	2)	The standard hourly rate of the job being learned. 

  
 GENERAL 
  

	7:24	Any mathematical or clerical errors made in the preparation, establishment or application of job descriptions, classifications, or standard hourly rates shall be corrected to
conform the provisions of this Agreement. 

  

	7:25	Except as otherwise provided no basis shall exist for an Employee covered by the Agreement to allege that a wage rate inequity exists. 

  

	7:26	The term “incumbent” as used herein, shall mean an Employee regularly assigned to a job at the date the Standard Hourly Wage Scale is made operative.

  

 13 

 LEAVE OF ABSENCE FOR 
 UNION S.E.S. COMMITTEE 
  

	7:27	For new or changed jobs the Company agrees to grant leave of absence from their regular work to two Employees who shall be selected by the Union to act on its S.E.S. Committee. Such
leave of absence for the transaction of Union business shall be given to delegated members of the Union in the Plant provided proper application is made by the Union and approved by the Plant Manager. 

  
 Employees so selected shall: 
  
 (a) Accumulate any seniority to which they normally would be entitled.

  
 (b) Be reimbursed, at their regular rate, for wages lost
while attending to such duties during normal working hours and on the Company’s property. 
  
 (c) Return to their regular employment when their work on the S.E.S. Committee is completed. 
  

	7:28	The Committees shall meet at such intervals as the work load requires and at least on a bi-monthly basis when outstanding work exists. 

  
 ARTICLE 8 
 SENIORITY 
  

	8:01	The Plant seniority of an Employee shall be the length of continuous service in the employ of the Company at its Port Maitland Plant, in accordance with the list posted as of the
date of the signing of this Agreement and subject to the provisions of this Agreement. 

  

	8:02	1) Probationary Employees – All Employees with less than ninety (90) calendar days of continuous employment with the Company shall be considered as probationary
Employees and will have no seniority rights. 

  
 2) Employees – All Employees completing ninety (90) calendar days of continuous employment with the Company shall acquire seniority standing at this time and their names shall be entered on the plant seniority list,
according to the last date of hire. 
  
 Employees released from
the Company due to a layoff shall retain seniority rights under terms of this provision and for the purpose of Article ten (10) only shall accumulate seniority while on layoff. An Employee shall have recall rights within a 18 month period following
their last date of layoff. 
  

	8:03	The following conditions shall result in loss of all seniority rights for an Employee: 

  

	 	a)	He/she quits, resigns or retires. 

  

	 	b)	Is discharged for just cause and is not reinstated through the grievance procedure. 

  

 14 

	 	c)	When any Employees classified in 8:02 have been continuously unemployed by the Company for a period in excess of the applicable recall period from their last date of layoff.

  

	 	d)	Is absent from work for three consecutive working days without notifying his/her Supervisor, giving satisfactory reasons. 

  

	 	e)	When recalled to work, fails to report for work within 10 days of notice sent by registered mail to the address on record with the Company. 

  

	 	f)	Is absent beyond the time limit of an authorized sick leave or leave of absence granted by the Company. 

  

	8:04	It shall be the duty of all Employees to notify the Company promptly of any change in their address. If an Employee fails to do this, the Company will not be responsible for failure
to contact the Employee. 

  

	8:05	If seniority is broken and a person is hired subsequently, he/she shall be considered a new Employee. 

  

	8:06	An Employee who is transferred out of the Bargaining Unit after May 1, 1975 will retain but not accumulate his/her seniority. 

  
 An Employee subsequently returned to the Bargaining Unit may exercise
his/her seniority if sufficient to claim the lowest job in the sequence which at the time of his/her return would lead to his/her former job. For this purpose, training vacancies as defined in 10:03 shall be considered as part of the sequence.

  
 An Employee not originating from a sequence will exercise
his/her seniority as described in Article 10:01. 
  
 An Employee
transferred out of the Bargaining Unit who is subsequently returned to the Bargaining Unit within a ninety (90) day period may exercise his/her seniority to return to his/her former job. 
  

	8:07	The Company will maintain a Plant seniority list, a copy of which will be posted quarterly and a copy supplied to the Union. 

  

 15 

 ARTICLE 9 
 BEREAVEMENT LEAVE AND PAY 
  

	9:01	In event of a death in an Employee’s family, bereavement leave will be granted as follows: 

  

	 	a)	Three full days within a four day calendar period, provided one of the three days is the day of the funeral for: 

  

			
	 (i) Mother
	 	(vii) Mother-in-law
	 (ii) Father
	 	(viii) Father-in-law
	 (iii) Sister
	 	(ix) Wife
	 (iv) Brother
	 	(xi) Husband
	 (v) Children
	 	(xi) Grandparents
	 (vi) Grandchildren
	 	(xii) Spouse’s Grandparents

  
 In the event of
cremation, one day of the above three days may be taken at the time of internment. 
  

	 	b)	One day’s leave of absence on the day of the funeral for: 

  
 (i) Spouse’s Brother or Sister 
 (ii) Brother’s Wife 
 (iii) Sister’s Husband 
 (iv) Son-in-Law 
 (v) Daughter-in-Law 
  

	9:02	An Employee will receive bereavement pay at his/her regular straight time hourly rate for time lost from his/her regular straight time scheduled hours. For the purpose of this
article, the regular hourly rate will be the rate of the job to which the Employee is assigned by his/her position on the work schedule or his/her regular rate by Form 10, whichever is the greater. 

  

 16 

 ARTICLE 10 
 PROMOTIONS, DEMOTIONS, LAYOFFS, 
 RECALLS, TRANSFERS 
  

	10:01	a) In all cases of promotions, demotions, transfers, layoffs and recalls, Plant seniority will govern when the capabilities of doing the job are relatively equal except in the
specific cases outlined in 10:02 and 10:03. 

  
 b)
In the event that an employee is to be displaced from his/her permanent job, he/she will be entitled to displace a junior employee in accordance with the provisions of 10:01 (a) or to any of the jobs listed below according to his/her seniority.

  
 Packer Fork Lift 
 Lubricator Mechanic 
 Multi Trade Helper

 Trackmobile Helper 
  

	10:02	(i) Vacancies in a, b and c listed below will be filled by the senior qualified Employee with the capabilities of doing the job and who has experience on the preceding job or jobs
in the progressional sequence. 

  

	 	a)	Shipper 

 Trackmobile operator 

Shipper’s Assistant 
 Packer Fork Lift 
  
 Trackmobile Helper 

	 	b)	Phosphates Lead Hand 

 Phosphates Operator
No. 1 
 Phosphates High Density Operator 
 Ortho Liquor Mix Operator 
  

	 	c)	Senior Chemical Technician 

 Chemical
Technician 
  

 17 

 PROGRESSIONAL SEQUENCE 
 Article 10:02 (ii) 
  
 NON SEQUENCE JOBS 
  
 NOTE: In the event of job class changes in
any of the above jobs, their relative position in the sequence will be slotted from top to bottom in descending order of their respective job class. In the event that sequence jobs are of equal class then position in the sequence will be mutually
agreed upon through the S.E.S. Committees. 
  

					
	(a)	  	(b)	 	(c)
	Shipper	  	Phosphates	 	Senior
	(17)	  	L.H.	 	Technician
	Chemical	  	 	 	(20)
	 	  	(20)	 	 
	 	  	 	 	 
	Trackmobile	  	No. 1 Phos	 	 
	(13)	  	Operator	 	 
	 	  	(14)	 	 
	 Shipper’s
 Assistant
	  	 	 	 
	(12)	  	 	 	 

  

 18 

					
	Packer	  	H.D.Phos.	 	 
	Fork Lift	  	Operator	 	 
	(12)	  	(13)	 	 
			
	Trackmobile	  	O.L.Mix	 	Chemical
	Helper	  	Operator	 	Technician
	(11)	  	(13)	 	(15)

  

	10:03	a) If a permanent vacancy occurs in any job previously posted as a training vacancy, all Employees who have successfully completed the training period shall be offered the permanent
position in accordance with their plant seniority. Should all such eligible candidates decline the job, it shall be posted subject to Article 27. 

  

Jobs to be posted as training vacancies will be mutually agreed upon by the Company and the Union and may be posted from time to time. 
  
 They will include the following jobs: 
  

			
	 Trackmobile Helper
	  	{sequence (a)}
	 Mix Operator
	  	{sequence (b)}
	 Chemical Technician
	  	{sequence (c)}
	 Thermal Acid No. 2
	  	{no specific sequence}
	 General Clerk 2
	  	{no specific sequence}
	 Procurement/Stores Coordinator
	  	{no specific sequence}

  

	10:03	b) If a training vacancy occurs in any sequence job as listed in 10:02, other than the entry level job, it will be posted. If the successful candidate, as selected by 10:02, does
not currently hold a Form 10 on the preceding job to that which is being posted, he/she will be transferred to the preceding job and be classified in it by Form 10, prior to the commence of training. 

  
 At the completion of the training period, he/she will remain in the
sequence, in 
  

 19 

 the job preceding that to which he/she has been training and for which he/she currently holds a Form 10,
until such time as he/she becomes a successful candidate on a subsequent posting. 
  
 Any Employee who has been trained as outlined above and has been out of the sequence for more than a two consecutive year period will have his/her qualifications reviewed. In the event that it is determined that
retraining is necessary, he/she will be required to post on the next training vacancy. Should he/she not post, he/she will be considered ineligible for future permanent vacancies and remain ineligible until he/she has posted and completed another
training vacancy for that job that he/she was reviewed for. 
  

	10:03	c) For the positions listed below, baseline aptitude and knowledge is required to qualify to be a successful candidate on a training posting. The baseline will be determined by
requiring the candidates to write pre-established tests. 

  
 Baseline tests will be developed and agreed to by Union and Management during the duration of the contract. 
  
 Chemical Technician 
 General Clerk 2

 Procurement/Stores Coordinator 
  
 In the event that there is more than one successful candidate passing the test, it is understood that the senior person who has met the baseline aptitude
and knowledge test will be given the training. 
  

	10:03	d) When an employee has been declared the successful candidate on a training vacancy posting, the employee will not be eligible to post on another training vacancy for a 12 month
period, unless posting for a position in a higher or equivalent job class than his/her current permanent position. 

  

	10:04	Vacancies which last for less than thirty (30) days or any vacation vacancies will be filled by temporary transfer and Articles 10:01 and 10:02 will not apply. Time spent on a
temporary transfer shall not be taken into consideration in 10:01 and 10:02. 

  
 Vacancies caused by leave of absence, sickness, accident, which last longer than thirty (30) days will be posted as such and Employees affected will return to their regular jobs when the vacancy is terminated.

  

	10:05	Employees other than probationary who are to be laid off shall be given ten (10) calendar days notice in advance. The Union Committee shall be given adequate notice of pending
layoffs. This provision of this article does not apply in the case of a temporary layoff because of conditions beyond the control of the Company, such as fire or flood; or for other reasons that will cause a cessation of operations.

  

 20 

 More than ten (10) calendar days notice will be given when required by the Employment Standards Act.

  
 A student hired for a specific period of time will be
considered as having been notified of layoff on the date hired and the above notification will not apply. 
  

	10:06	a) In the event of a final closing or shutdown of the plant or if an entire department or section of the plant is shut down on a permanent basis (i.e. for a period of not less than
twelve (12) months), Employees who are permanently separated from the Company’s service as a result of the shutdown will be paid a severance allowance of one (1) week’s pay for each full year of continuous service and two (2) weeks for
each year after twenty (20) year’s service, no cap. Employees will be considered for transfer in the event of work at the present facility being moved to a new geographic area. 

  
 b) Rates of pay will be computed on the basis of forty (40) hours for each
week of pay based on the Employee’s regular hourly rate, as shown on his/her latest Form 10, exclusive of shift or other premium pay. 
  
 c) In the event that provincial legislation relating to the subject matter of this clause specifies greater severance allowance than provided herein, then
such legislative provision shall supersede this clause. 
  
 ARTICLE 11 
 DISCHARGES, SUSPENSIONS AND DISCIPLINE 
  

	11:01	A claim from an Employee that he/she has been discharged, suspended or disciplined without just cause shall be treated as a grievance. If it is maintained that any Employee who has
completed his/her probationary period has been suspended, discharged or formally disciplined without just and sufficient cause, the grievance will start at the 2nd Step of the Grievance Procedure within the next five (5) working days. The Employee
is entitled prior to suspension, discharge or formal discipline to be notified at a meeting with management of the reason for considering such action. The Employee shall be accompanied by the Union President or his/her representative.

  

	11:02	Only written warnings will become part of an Employee’s file. A copy of each written warning will be sent to the Union. Each warning will be removed from an Employee’s
file two (2) years after the date of issue. 

  

	11:03	If it is agreed or decided at any stage of the Grievance Procedure or Arbitration that any Employee has been disciplined, suspended or discharged without just and sufficient cause,
the Company will reinstate him/her in his/her job without loss of seniority and will reimburse him/her in full or in part for the loss of wages, or will apply any penalty agreed upon between the parties or decided by the Arbitrator.

  

 21 

 ARTICLE 12 
 NOTICE BOARDS 
  

	12:01	The Company will provide the Union with one special bulletin board for the purpose of posting official Union notices and papers that have been approved by the Management.

  
 ARTICLE 13 
 UNION COMMITTEE PERSONS AND STEWARDS 
  

	13:01	The Company agrees to recognize one shop steward for each department and a chief shop steward for the Plant. The Company further agrees to recognize a grievance committee made up of
three (3) Employees; the chief shop steward, the steward for the department where the grievance originates and one more designated by the Union. 

  

	13:02	The Company further agrees that the shop stewards may have alternates to assist in giving adequate coverage. 

  

	13:03	Members of the grievance committee shall not lose pay for time spent in the plant during regularly scheduled working hours attending scheduled meetings with management
representatives except for arbitration. 

  

	13:04	Union representatives shall be entitled, after having received permission from their Supervisor, to leave their regular work for a reasonable period of time without loss of pay in
order to make inquiry on a grievance and attempt to settle it. Such permission shall not be unreasonably withheld. On return to work they will report to their supervisor. If a grievance committee person is employed on urgent work, he/she shall not
leave his/her work until the urgency of the job is over. 

  
 ARTICLE 14 
 HOURS OF WORK 
  

	14:00	For the purpose of computing pay under the provisions of this Agreement the standard work day and standard work week shall be as follows: 

  
 a) The standard work day shall be the calendar day, ie. from 12:00
o’clock midnight to the next following 12:00 o’clock midnight and shall consist of twenty-four (24) consecutive hours. 
  

 22 

 b) The standard work week shall be the calendar week, i.e. seven standard work days as herein above
defined, Sunday to Saturday inclusive. 
  

	14:01	The regular schedule of hours of work shall be eight (8) hours per day and forty (40) hours per week for “Day Workers” and for “Shift Workers”.

  
 The regular schedule of hours of work shall be
seven and one half (7 1/2) hours per day and thirty-seven and one half (37 1/2) hours per week for “Modified Day Workers”. 
  
 This should not be construed as a guarantee of such hours to any Employee.

  

	14:02	A “Day Worker” is an Employee who is assigned to noncontinuous operations normally scheduled from 8:00 a.m. to 4:30 p.m., with a thirty (30) minute unpaid lunch period.

  
 The term “Modified Day Worker” shall
have reference to and include Employees assigned to noncontinuous operation normally scheduled 8:30 a.m. to 4:30 p.m. with a thirty (30) minute unpaid lunch period. 
  
 A “Day Worker” or “Modified Day worker” who, due to assignment of work, does not commence his/her lunch
period by 1:00 p.m. will be paid thirty (30) minutes at time and one half their regular rate of pay and be given sufficient time off with pay at a later time to consume his/her lunch. 
  

	14:03	The term “shift worker” shall have reference to and include Employees working alternating shifts with a twenty (20) minute paid lunch period. 

  
 Normal hours of work will be as follows: 
  
 Shift 1: 12:00 midnight to 8:00 a.m. Night Shift 
  
 Shift 2: 8:00 a.m. to 4:00 p.m. Day Shift 
  
 Shift 3: 4:00 p.m. to 12:00 midnight Afternoon Shift 
  
 The above shifts in 14:02 and 14:03 can only be changed by mutual agreement
of the parties. 
  
 Guidelines for employees working 10 and 12
hour shifts are detailed in the Letters of Agreement for 10 and 12 hour shifts. 
  

	14:04	Shift schedules shall be posted in their respective departments not later than Wednesday of the preceding week. These may be amended until 12:00 noon Friday and it shall be the
department’s responsibility to notify Employees of such change. Employees will co-operate by supplying, whenever possible, a telephone number where they can be reached. 

  

	14:05	l) Time worked on one shift following a change in the shift schedule after 12:00 noon Friday, shall be paid for at one and one half (1.5x) times the Employee’s straight time
hourly rate. 

  

 23 

 2) A “change in shift schedule” shall occur when any of the following happen: 
  

	 	a)	An Employee is rescheduled from one to any other of day, afternoon or night shifts in a day. 

  

	 	b)	An Employee’s scheduled day off is rescheduled to another day. 

  

	 	c)	An Employee who has been scheduled to work on a specified holiday is scheduled to not work on that holiday. 

  

	 	d)	An Employee who has been scheduled off on a specified statutory holiday is scheduled to work on that holiday. 

  

	 	e)	Any combination of (a), (b), (c) or (d). 

  
 3) The one shift worked to be paid at premium rate following a change in the “Shift Schedule” shall be: 
  

	 	(i)	For (a) above, the shift to which the Employee is rescheduled. 

  

	 	(ii)	For (b) above, the shift worked on original day off or the first shift worked following the revised day off whichever occurs first. 

  

	 	(iii)	For (c) above, the first shift worked following the statutory holiday that would have been paid at the regular rate had the cancellation not been made. 

  

	 	(iv)	For (d) above, the first shift worked following the statutory holiday that would have been paid at the regular rate had the statutory holiday not have been worked.

  

	 	(v)	For (e) above, one shift only will be paid at premium rate. It will be the first shift as determined in applying (i), (ii), (iii) and (iv). 

  

	14:06	An Employee’s regular days off shall be consecutive. 

  

	14:07	Hours of work for a “day worker” who is assigned to noncontinuous operation shall normally be eight (8) continuous hours with a paid twenty (20) minute lunch period to be
taken as work permits. 

  
 A relief period of ten
(10) minutes away from work will be provided between 10:00 a.m. and 11:00 a.m. only. 
  
 No time will be provided for personal wash up. 
  
 Articles 14:02, 29 and 31, will not apply to a “day worker” 
  
 For the Union, 80% of the day workers will constitute consent for a trial or stoppage of a trial period. 
  

 24 

 ARTICLE 15 
 OVERTIME 
  

	15:01	Overtime shall be: 

  
 a) All authorized time worked in excess of eight (8) hours in any twenty-four (24) hour period, or 
  
 b) All authorized time worked in excess of forty (40) hours in any one week,
or 
  
 c) All authorized time worked on regularly scheduled day
of days off. 
  
 d) For Employees only assigned to “Modified
Day Worker” schedules all authorized time worked in excess of seven and one half (7 1/2) hours in any
twenty-four (24) hour period or all authorized time worked in excess of thirty-seven and one half (37 1/2) hours
in any one week. 
  

	15:02	All authorized overtime worked shall be paid for at one and one half (1.5x) times the Employee’s straight time hourly rate. 

  

	15:03	There shall be no compounding of overtime and/or other premium payments. 

  

	15:04	Each Employee is expected to perform his/her fair share of overtime work in their department and shall not unreasonably refuse to work overtime. The Company shall give notice of
overtime to be worked as far in advance as is practicable. 

  

	15:05	Unless otherwise restricted by local law, overtime will be distributed as equitable as circumstances will permit among the qualified Employees in the various operating and
occupational groups performing the same work at the same department. 

  
 A) Overtime will be distributed as equitable as circumstances will permit among the qualified Employees in the various operating and occupational groups performing the same work in the same department as determined by
their name appearing on the departments Work and Shift Schedule as assigned to a specific S.E.S. described job for the week in which the overtime is worked. 
  
 Departments will be as follows: 
  
 Maintenance 
 Production Liquid Phosphates 
 Production Dry Phosphates 
 Packing and Material handling 
 Steam Plant 
 Technical 
 Commercial 
  
 B) Overtime hours for day workers and modified day workers as outlined in 14:02 will be equitably distributed as follows: 
  
 (i) Lists of Employees will be compiled by groups posted and updated weekly
on the first scheduled working day of the week. Overtime hours in a group will be offered to the Employee with the least hours first and most hours last. 
  

 25 

 Hours Charged to the List 
  

	 	a)	All scheduled hours of overtime worked. 

  

	 	b)	All carry over hours of overtime worked. 

  

	 	c)	All hours of overtime offered and not worked either by decline or by not being able to be contacted (including call-in) or as a result of leave of absence. 

 
 (Employees on a leave of absence for whatever reason will not be offered
overtime from the commencement of the L.O.A. until their return on their next regular scheduled shift, but will be charged with the hours of overtime not worked when their turn appears on the list during the leave of absence. 
  
 Hours Not Charged to the List 
  

	 	a)	All hours of overtime worked on a call-in. 

  

	 	b)	All hours of overtime worked on a job other than in the group where the Employee is listed. 

  
 (ii) Carry Over Overtime 
  
 Overtime hours required to complete a job already in progress will be offered first to the Employee working on the job, whether their own or assigned,
when the job runs into overtime, and not by (i) above, regardless of his/her position in the group. 
  
 (iii) Interrupted Overtime 
  
 In the event that a job being worked on an overtime basis is interrupted but later continued on an overtime basis on the same or following 2 days, the
overtime hours required will be offered first to the Employees who were working on the job when it was last interrupted. 
  
 C) Shift Workers 
  
 When a full shift of overtime is to be worked, it will be offered as follows: 
  

	 	a)	first to the Employee (i) on a corresponding shift off (ii) previous shift off (iii) following shift off. 

  

	 	b)	second to be split four (4) hours to the Employee from the previous shift and four (4) hours to the employee on the following shift. 

  

	 	c)	third all to the Employee on the previous shift. 

  

	 	d)	fourth all to the Employee on the following shift. 

  

	 	e)	then to any other Employee. 

  

	 	f)	Distribution of overtime for shift workers between two employees on the same shift, doing the same job is covered by Letter of Agreement. 

  

	 	g)	Specific provisions with respect to Overtime Distribution for individual work groups will be set out under separate Letter of Agreement. 

  
 When only a part shift is judged to be worked the hours will be offered all
to the Employee on the shift to which the hours are consecutive. 
  

 26 

 D) The obligation of distributing overtime hours within a 24 hour period to any one Employee will be
limited to 16 hours including regular hours worked. 
  
 When
grievances arising out of overtime distribution 
  
 E) paid the
monies lost. 
  
 F) Distribution of overtime for shift workers
between two employees on the same shift, doing the same job is covered by Letter of Agreement. 
  
 G) Specific provisions with respect to Overtime Distribution for individual work groups will be set out under separate Letter of Agreement. 
  

	15:06	Effective May 1, 1987 Employees will be provided a hot meal plus 115 cents or compensation of $4.00 at the Employee’s option as follows: 

  
 a) After two (2) hours of authorized overtime worked continuously beyond a
regular or overtime shift and after each succeeding four (4) hours of overtime. 
  
 b) After two (2) hours of authorized overtime worked continuously prior to the beginning of their regular day shift. 
  
 c) After two (2) hours of call-in work if the work overlaps a normal meal hour and after each succeeding four (4) hours of continuous call-in work.

  
 d) After each continuous four (4) hours of call-in work.

  
 Sufficient paid time will be allowed to consume each meal.
This clause does not apply to a scheduled full shift of overtime unless otherwise stated above. 
  

 27 

 ARTICLE 16 
 PREMIUMS 
  

	16:01	a) A premium shall be paid for each hour worked on these shifts: 

  
 Afternoon Shifts: 101 cents 
  
 Night Shifts: 117 cents 
  

	16:02	a) A premium shall be paid for each hour worked on Sundays: 

  
 Sunday Premium: 400 cents 
  

	16:03	Time exchanged between Employees will be allowed subject to the approval of the Supervisor concerned; such approval will not be unreasonably withheld and Article 15:00 will not be
applicable in such cases. 

  

	16:04	Unless otherwise restricted by local law, in the event an Employee works sixteen or more hours in any consecutive twenty-four hours, he/she shall upon completion of such required
work be scheduled off for eight (8) consecutive hours. 

  
 Should such eight (8) consecutive hours overlap the commencement of their next regularly scheduled shift, he/she shall be paid at straight time for such unworked hours from the start of their next regularly scheduled shift to the expiration
of this consecutive eight (8) hour period. Following the Employee’s return to work he/she shall be paid their regular rate in accordance with the provisions of this Agreement. Should operational requirements dictate that such Employee return to
work before eight (8) hours have elapsed, such Employee shall be entitled to pay at the rate of straight time for those hours from the time the Employee returned to work; and one and one half (1.5x) times for all regular hours worked during such
shifts and for hours worked consecutive to the end of the shift. 
  
 ARTICLE 17 
 CALL-IN PAY 
  

	17:01	An Employee who is requested to return to work after he/she exited through any of the plant gates shall be paid at a rate consistent with Article 15:02 but not less than:

  
 a) four (4) hours pay at their regular straight
time hourly rate. 
  
 OR 
  

 28 

 b) five (5) hours pay at their regular straight time hourly rate if called in and enters through any of
the plant gates between the hours of 10:00 p.m. and 6:00 a.m. 
  

	17:02	Hours paid at straight time rate in 17:01 shall not be used when computing overtime in 15:02. 

  

	17:03	The Employee concerned must work four (4) hours if requested to do work that would constitute a call-in. 

  

	17:04	An Employee who is requested to return to work before exiting through any of the plant gates is not considered called in. 

  
 ARTICLE 18 
 REPORTING PAY 
  

	18:01	An Employee who is scheduled for work at his/her regularly scheduled time and has not been notified by the Company not to report, shall receive not less than four hours work, at
their regular straight time hourly rate, or pay in lieu thereof at the discretion of the Company, provided that failure to provide work is due to circumstance within the control of the Company. 

  

	18:02	A phone call to the number on record in the Employee’s name in the Human Resources Department will be considered as proof of notification. An Employee who leaves no phone
number by which they can be contacted forfeits the right to the four hours mentioned in 18:01. 

  
 ARTICLE 19 
 HOLIDAYS 
  

	19:01	The following twelve (12) holidays will be observed: 

  

			
	New Year’s Day	 	Civic Holiday
	January 2nd	 	Labour Day
	Heritage Day	 	Thanksgiving Day
	Good Friday	 	Christmas Day
	Victoria Day	 	Boxing Day
	Canada Day	 	Floating Holiday*

	*	To be taken on a mutually agreeable day at or near the Christmas Season or any other day in the year as mutually agreed between the Union and the Company. 

 

 29 

	19:02	To be entitled to pay for the above holidays, the Employee must have worked his/her full scheduled working day immediately prior to and must have worked his/her full scheduled
working day immediately succeeding the holiday, except when absent due to approved sick leave, bereavement leave, jury leave, or other leave approved by the Company. 

  
 In the case of students and part-time employees being hired for periods of less than thirty (30) days, to be entitled to pay
for the above holidays, the Employee must have worked his/her two full scheduled working days immediately prior to and must have worked his/her two full scheduled working days immediately succeeding the holiday, except when absent due to approved
sick leave, bereavement leave, jury duty leave, or other leave approved by the Company. 
  

	19:03	Pay for the holiday will be eight (8) times the regular hourly rate for Employees assigned as “Shift Workers” and seven and one half (7 1/2) times the regular hourly rate for Employees assigned as “Modified Day Workers”. For the purpose of this
article the regular hourly rate will be the rate of the job to which the Employee is assigned by their position on the work schedule or their regular rate by Form 10, whichever is the greater. 

  

	19:04	For all time worked on a holiday the Employee shall be paid at one and one half (1.5x) times his/her straight time hourly rate in addition to the holiday pay. Christmas Day shall be
an exception and shall be paid at two (2.0x) times his/her straight time hourly rate in addition to the holiday pay. 

  

	19:05	An Employee who is scheduled to work on a holiday and who fails to report to work shall forfeit the holiday pay unless their absence is excused by the Company.

  

	19:06	An Employee who is on temporary layoff, as referred to in clause 10:05 of Article 10, when any of the above-mentioned holidays are observed will receive the holiday pay.

  

	19:07	An Employee who is not disqualified by Article 19:02 and who is on vacation when any of the above mentioned holidays are observed will receive the holiday pay. In the event he/she
requests an additional compensating day off without pay, at a later date, he/she will be given another day off, provided that such day off does not interfere with efficient operational or maintenance requirements. 

  

	19:08	Holiday pay will be considered as hours worked for the purpose of computing overtime in Article 15:01 (b) and (d) and for the determination of the regular work week in Article
14:01. 

  

 30 

 ARTICLE 20 
 VACATION 
  

	20:01	Employees who have completed less than one year of seniority on May 31st of the current year shall receive one day of vacation for each full calendar month of continuous service in
the employ of the Company up to May 31st, not to exceed a maximum of ten (10) working days. The pay for such vacation shall be four (4%) of the Employee’s wages earned between his/her date of last employment and the last complete pay week in
May, as shown by the Company payroll. 

  

	20:02	Employees who have completed one (1) year seniority or more on or before May 31st of the current year shall receive two weeks vacation. The pay for such vacation shall be four
percent (4%) of the Employee’s wages earned during the 52 week period ending with the last complete pay week in May, as shown by the Company payroll or 80 times their regular hourly rate, whichever is the greater. 

  

	20:03	Employees who attains three (3) years seniority during the current vacation year ending May 31st, will receive three weeks vacation. Such vacation entitlement will commence June 1st
of the same current vacation year. The pay for such vacation shall be six percent (6%) of the Employee’s wages earned during the 52 week period ending with the last complete pay week in May, as shown by the Company payroll or 120 times their
regular hourly rate, whichever is the greater. 

  

	20:04	Employees who attains ten (10) year seniority during the current vacation year ending May 31st, will receive four weeks vacation. Such vacation entitlement will commence June 1st of
the same current vacation year. The pay for such vacation shall be eight percent (8%) of the Employee’s wages earned during the 52 week period ending with the last complete pay week in May, as shown by the Company payroll or 160 times their
regular hourly rate, whichever is the greater. 

  

	20:05	Employees who attains twenty (20) years seniority during the current vacation year ending May 31st, will receive five weeks vacation. Such vacation entitlement will commence June
1st of the same current vacation year. The pay for such vacation shall be ten percent (10%) of the Employee’s wages earned during the 52 week period ending with the last complete pay week in May, as shown by the Company payroll or 200 times
their regular hourly rate, whichever is the greater. 

  

	20:06	Employee’s who attains twenty five (25) years seniority during the current vacation year ending May 31st, will receive six weeks vacation. Such vacation entitlement will
commence June 1st of the same current vacation year. The pay for such vacation shall be twelve percent (12%) of the employee’s wages earned during the 52 week period ending with the last complete pay week in May, as shown on the Company payroll
or 240 times their regular hourly rate, whichever is the greater. 

  

	20:07	The Company retains the right to schedule vacations of each Employee according the requirements of production and the efficient and orderly operation of the plant. The Company will,
as far as practicable, give consideration to requests for vacation dates on the basis of plant seniority. 

  

 31 

	20:08	Any Employee who is laid off or whose employment is terminated shall be entitled to vacation payment for the portion of the year during which he/she was employed at the percentage
rate applicable as of the date of such termination. 

  

	20:09	Employees will not be allowed to waive their vacations and have them accumulate from year to year. 

  

	20:10	Before leaving for vacation, the Employee should be aware of his/her first shift scheduled to work upon his/her return from vacation. Unless notified otherwise during the period of
his/her vacation, the Employee shall be considered to be scheduled to recommence work on the shift and date indicated prior to his/her departure. Notification in this case means the employee has been informed by the Company, by 12:00 midnight Friday
if on a 7 day schedule, or 12:00 midnight Saturday if on a 5 day schedule. 

  

	20:11	Employees assigned to Modified Day Work as described in 14:02 will have their percent of wages for vacation purposes compared to hours of regular pay on the basis of:

  

			
	 %

	  	Hours of Regular Pay

	 4
	  	75.
	 6
	  	112.5
	 8
	  	150.
	 10
	  	187.5
	 12
	  	225.

  
 ARTICLE 21

 GRIEVANCE PROCEDURE 
  

	21:01	A grievance is any difference of opinion or dispute with respect to the interpretation of this Agreement or alleged violation of this Agreement. 

  
 A grievance shall be handled as outlined below: 
  

	21:02	Step No. 1 – Any Employee shall take up his/her complaint directly with their Supervisor, alone, or with the Department Steward. 

  

	21:03	Step No. 2 – If a satisfactory settlement is not obtained within three (3) working days, in Step No. 1, the grievance may be referred in writing to the Plant Manager who
shall, within five (5) working days, hold a joint meeting of the Company and Union grievance committees. The Plant Manager’s answer will be given in writing within the next five (5) working days. 

  

 32 

	21:04	A grievance not submitted to Arbitration by either party within two weeks after the rendering of a decision at the 2nd step or within ten (10) days after the expiry of the delay,
the grievance shall be deemed to have been settled. 

  

	21:05	In the event that either of the parties does not take a grievance to the next higher step within ten (10) days after the rendering of a decision, or within ten (10) days after
expiry of the delay in which a decision should have been given, the grievance shall be deemed to have been settled. 

  

	21:06	A grievance shall be presented as soon as practicable but in no event later than ten (10) working days after the occurrence causing the grievance would be known to the grievor. Any
difference not so presented shall not be deemed to be a grievance and shall not be entitled to consideration thereafter. 

  

	21:07	The Company and/or the Union may make use of the foregoing grievance procedure starting at Step No. 2 but in no event later than ten (10) working days after the occurrence causing
the grievance would be known to the grievor. 

  

	21:08	When an agreement has been reached between the Company and the Union at any stage of the grievance procedure, it shall be put in writing and it shall be final and binding on both
parties. 

  

	21:09	The time limits specified in the above may be extended if it is agreed there are extenuating circumstances. 

  
 ARTICLE 22 
 ARBITRATION 
  

	22:01	Any grievance which has not been settled between the Plant Manager and the Union Grievance Committee in accordance with Article 21 may be referred to arbitration in accordance with
the following procedure. 

  

	22:02	When notice is given in accordance with clause 21:05, either of the parties may notify the other party in writing of its desire to submit the grievance to arbitration. The grieving
party shall also suggest an arbitrator or arbitrators. 

  

	22:03	Within five working days thereafter the other party shall agree or nominate an alternate arbitrator and so advise the other party in writing. 

  

	22:04	Should the parties fail to agree upon an arbitrator within a reasonable time, the Minister of Labour of the Province of Ontario shall be requested to appoint an arbitrator.

  

	22:05	The arbitrator shall have jurisdiction to interpret the provisions of this Agreement insofar as shall be necessary to the determination of the grievance, but shall not have
jurisdiction or authority to alter in any way, add to, subtract from or modify any of the terms hereof, nor make any decision inconsistent with the terms of this Agreement. 

  

 33 

	22:06	The decision of the arbitrator shall be final and binding upon the parties hereto and the Employee or Employees concerned. 

  

	22:07	Each of the parties shall pay its own expenses in connection with any such arbitration proceeding and bear jointly the expense of the arbitrator. 

  

	22:08	No person may be appointed as an arbitrator who has been involved in an attempt to negotiate or settle the grievance. 

  

	22:09	At any stage of the arbitration procedure the conferring parties may have the assistance of the Employee or Employees concerned, any necessary witnesses and to view any disputed
operations. 

  
 ARTICLE 23 
 STRIKES AND LOCKOUTS 
  

	23:01	The Union agrees that it will not cause, authorize, or sanction its members to cause or take part in any sitdown, stay-in, or slow down in any department or any strike or stoppage
of any of the Company’s operations or any curtailment of work or restriction of or interference with production or any picketing of the Company’s premises during the term of this Agreement. 

  

	23:02	The Company agrees that it will not cause or sanction a lockout during the term of this Agreement. 

  
 ARTICLE 24 
 SAFETY AND HEALTH 
  
 The Company and the Union will cooperate to
the fullest possible extent toward the prevention accidents and the promotion of safety and health of the Employees. 
  
 An employee shall report to their Supervisor any safety hazard which concerns his/her work and he/she may also report the hazard to a Union Steward of the Health and
Safety Committee. 
  
 The Company agrees to continue to maintain adequate
conditions throughout the Plant, to make reasonable provisions for safety and health of its Employees during the hours of their employment; to make available protective devices and wearing apparel which in the opinion of the Company is necessary to
protect the Employee from injury. 
  
 An Employee who is disabled as a result of
an industrial injury shall be paid for the balance of the day or shift on which he/she is injured. 
  
 The Company will continue to recognize a joint advisory Safety Committee comprised of 
  

 34 

 three (3) representatives of the Company and a like number of regular Employees appointed by the Union, which committee
shall meet at mutually agreeable times for the purpose of discussing and furthering the accident prevention program. The Company agrees to provide certification training to all members of the joint advisory Safety Committee. 
  
 When a lost time accident investigation is being conducted by the Company the Area
Representative of the Union Safety Committee, shall be invited to attend the investigation. Should he/she be absent from work an alternate will be invited. 
  
 Within the spirit and intent of the Ontario Occupational Health and Safety Act, annual medicals will continue to be provided and paid for by the Company. 
  
 Medicals will be performed by the Company Medical Doctor and scheduled to be taken in the
plant medical office during the Employees regularly scheduled working hours. Employees will not lose pay from their regular scheduled hours to attend to the medical. 
  
 Notwithstanding the provisions of the Occupational Health and Safety Act, a worker may refuse to work or do particular work where he or she
has reason to believe that: 
  

	1.	Any equipment, machine, device or thing the employee is to use or operate is likely to endanger themselves or another employee or 

  

	2.	The physical condition of the workplace or the part thereof in which the employee works or is to work is likely to endanger themselves or another employee, or

  

	3.	Any substance, material, agent or chemical the employee is to use is likely to endanger themselves, another employee or the environment, or 

  

	4.	Any equipment, machine, device or thing the employee is to use or operate or the physical condition of the workplace or the part thereof in which the employee is to work is in
contravention of the Act or its regulations and such contravention is likely to endanger themselves or another employee. 

  
 If as set down in paragraphs 1, 2, 3, & 4, an employee refuses to work or do particular work, the employee shall promptly report the circumstances of their refusal to
their supervisor, who shall forthwith investigate the report with the employee and a member representing workers on the Committee. 
  
 Pending the outcome of the investigation in the above paragraph, the employee shall be found reasonable alternative work until such time that the job has been made safe
or determined to be safe to work on. 
  
 ARTICLE 25

 JURY SERVICE 
  
 The Company will grant the necessary permission to any Employee called upon to serve as a juror or as a subpoenaed witness. For each working day that the Employee is
required to be in 
  

 35 

 court, the Company will pay the difference between his/her straight time hourly rate for the number of hours which he/she
would normally work on their regular job and his/her jury pay or witness pay. The Employee will present proof of service and the amount of pay received prior to payment under this clause. 
  
 ARTICLE 26 
 HANDICAPPED EMPLOYEES 
  
 In the event of Employees sustaining
injuries at work, or becoming affected by occupational disease during the course of their employment and becoming physically handicapped as a result thereof, the Company will give the handicapped Employee such suitable employment as is available.
Special consideration regarding seniority may be considered by the parties in the application of this Article. 
  
 ARTICLE 27 
 JOB POSTING 
  
 All newly created positions or vacancies expected to exceed one month in duration shall be
posted for seven (7) full calendar days on the bulletin board of the department concerned and one on central board specifically provided for job notices. A copy of the notice shall be given to the Union at the same time. 
  
 An Employee desiring the position must make application to management within the seven (7)
day posting period. The posting notice shall indicate the title of the occupation, qualifications required and the rate and job grouping or classification. The Company will post a notice indicating the employee selected within 30 days of the posting
being removed unless the selection is delayed due to one of the applicants being on vacation or approved leave of absence. An Employee selected for a job shall not be permitted to reapply to fill the vacancy in his/her old job which resulted from
his/her acceptance to the new job. 
  
 It is understood, however, that the Company
may make a temporary appointment for such period as is necessary to complete the posting and filling of such vacancy. 
  
 Subsequent vacancies due to the transfer of Employees into the initial vacancy will be filled by the transfer of other senior and qualified Employees in accordance with
Article 10. A list of the transferred Employees will be included in the notice of successful candidate to the posting. 
  
 An Employee who is on an approved leave of absence or vacation during all of the posting period will be considered as having applied for the vacancy. 
  

 36 

 ARTICLE 28 
 LEAVE OF ABSENCE 
  

	28:01	The Company may grant, on request in writing, leave of absence for personal reasons for a period not exceeding thirty (30) days to an Employee. Such leave may be extended if an
Agreement is made between the Employee and the Company. 

  
 All seniority rights to be retained while on leave of absence. 
  
 No Employee shall accept employment during a leave of absence without the Company’s consent. 
  
 The Company will grant requests in writing from the Union for reasonable leave of absence for Union members to attend conventions and conferences. Such
leave of absence would be granted without pay and normally only two individuals at the same time for durations not in excess of 2 weeks each except that such number may be increased by up to two (2) individuals in the event the Union requests it and
the Company determines that such time off would not interfere with efficient operation requirements. A maximum of ten (10) weeks would be granted during a contract year. A one week’s notice of such leave will be given to the Company.

  

	28:02	An Employee appointed a full time Union official, who can be replaced by an Employee who is equally competent will be granted leave of absence without pay for a period up to 12
months without loss of seniority. 

  
 ARTICLE 29

 RELIEF PERIODS 
  
 A relief period of ten (10) minutes away from work will be provided between the second and third hours of each half shift. It is understood, however, that the scheduling
of such relief periods can be changed as operations warrant. 
  
 ARTICLE 30 
 GROUP BENEFIT PLAN 
  
 The Group Benefit Plan shall provide the following: 
  

	30:01	Weekly Indemnity 

  
 The weekly indemnity will not be less than the maximum E.I. benefit amount. 
  

	30:02	Salary Continuance 

  
 An Employee who qualified for weekly indemnity will receive salary continuance in accordance with the following table, with the following exception:

  
 Starting with an employee’s second call off occurrence
during a contract year, the employee will be subject to an unpaid waiting period of 1 scheduled working day. Absences due to hospitalization or accidents requiring urgent medical attention are exempted from the 1 day unpaid waiting period.

  

							
	 	  	 Service

	  	 Salary
 Continuance

	  	 Weekly
 Indemnity

	 	  	 Under 3 months
	  	0	  	0
	 	  	 Over 3 months
	  	0	  	26 weeks
	 	  	 Over 6 months
	  	4 weeks	  	22 weeks
	 	  	 Over 12 months
	  	10 weeks	  	16 weeks
	 	  	 Over 18 months
	  	18 weeks	  	8 weeks
	 	  	 Over 24 months
	  	26 weeks	  	0

  

 37 

 Salary continuance is on 1 – 1 basis. 
  
 Group Medical Benefits continue during salary continuance and/or weekly indemnity. 
  
 The Company reserves the right to verify all absences/illnesses by a Company
designated physician. 
  

	30:03	Semi-private hospital coverage unlimited. 

  

	30:04	Effective May 2, 1982, Employees having completed six (6) months of continuous service with the company are eligible for Long Term Disability benefits. Your coverage will take
effect on the first of the month following the completion of eligibility requirements provided you are at work. If you are not at work on that date, your coverage will commence as soon as you return to work on a full-time basis.

  
 Long Term Disability benefits are payable after
you have been totally and continuously disabled from sickness or accident for twenty-six weeks. The Plant guarantees that, if you are totally disabled, your combined income will not be less than 66 2/3% of your base salary at the time of disability. This means that, if you receive a disability benefit under the Canada Pension Plan, or Workers’
Compensation, your income benefit from the Company Plan will be the difference between your government income benefits and 66 2/3% of your pay. You will receive this income up to age 65, or until you are no longer disabled, whichever occurs first. Your disability must be certified by a physician. 
  
 In addition, the Plan allows you to participate in a rehabilitation program
for a maximum period of twenty-four months. During this period, your Plan benefit will be reduced by only 80% of the income you earn from such rehabilitative employment. If you do not get disability income benefits from any other group plan,
government plan, Worker’s Compensation, or other employer-sponsored source, then the Plan will pay the full 66 2/3% up to a maximum benefit of $2,800 a month. Disability benefits are taxable under present Federal Income Tax Law. You are considered totally disabled and eligible for disability pay if – during the first two years of your
disability you are completely unable to perform any and every duty of your regular job – after two years you are unable to work at any gainful occupation for which you are reasonably qualified by your education, training and experience.

  

 38 

 You must be under the regular care of a physician, but house confinement is not a requirement.

  
 The Plan does not cover disabilities caused by intentionally
self-inflicted injuries, pregnancy, childbirth, abortion, miscarriage, war, insurrection, rebellion or voluntary participation in a riot or criminal act. 
  
 Group Medical Benefits during Long Term Disability will be continued as outlined in the Memorandum of Agreement dated June 20, 1977 and the Group Benefit
Plan No. 4. 
  
 Group Life Insurance is continued in force
without payment of premiums provided disability occurs prior to age 65 provided that proof of disability, satisfactory to Group Insurance Carrier, is submitted. 
  

	30:05	a) Three dollars ($3.00) deductible drug plan, unless processed through MEDI Trust (no user’s fees). 

  
 b) Limit of $20,000 per 36 months for employees, spouses, dependents up to
age 21 (25 if full attendance in school). 
  
 The benefits to be
eligible until retirement or termination and include all extended health costs and ManuAssist World Travel Assistance Plan expenses and costs. 
  

	30:06	Dental Plan equivalent to Blue Cross No. 9 for employees and their dependents: 

  

	 	•	 	Services covered by Rider No. 1 

  

	 	•	 	Services covered by Rider No. 2 on a 50/50 co-insurance basis. 

  

	 	•	 	Services covered by Rider No. 4 on a 50/50 co-insurance basis. 

  
 Effective Oct. 1, 1997, services covered by Rider No. 3 on a 50/50 co-insurance basis $1000.00 maximum per lifetime. Employees listed on the P4 dental
plan will have their appointments scheduled by the Company during normal working hours and will not lose pay from regular hours as a result of such appointments. 
  
 The current O.D.A. Fee Schedule is applicable to all dental work including work performed by a specialist. 
  

	30:07	Vision Care Benefit – Effective May 1, 1994, one hundred and fifty dollars ($150.00) reimbursed every two (2) years on each claim for prescription glasses, or contact lenses,
for employees and their adult dependents and per 12 months for dependents under age 18. 

  

	30:08	In addition to the above, other benefits as well as terms and conditions, are outlined in the Group Benefit Plan No. 4: 

  

					
	 	 	Section I	    	Medical Benefit
	 	 	Section II	    	Weekly Indemnity
	 	 	Section III	    	Long Term Disability
	 	 	Section IV	    	Dental*

  
 The cost of the above
Group Insurance Plan is fully paid by the Company. 

	*	and as amended in Amendment Number 5 to Group Benefit Plan No. 4, effective October 1, 1997. 

	**	“Employee medical and dental benefits listed in the Collective Agreement, Group Benefit Plan No. 4 and in Amendment Number 5 to Group Benefit Plan No. 4 will not be altered
during the term of this Agreement.” 

  

 39 

  

	30:09	The Company will pay the full cost of the Ontario Health Tax Insurance Plan premiums. 

  
 Life Insurance 
  

	30:10	(i) Effective May 1,1994, you are insured to retirement date for an amount of Life Insurance equivalent to two and one-half times your annual salary to a maximum of $125,000.00, no
age limit. Annual salary for the purpose of this calculation shall be your straight time regular hourly rate in effect on January 1st, multiplied by 2080 taken to the next higher multiple of $1,000, if not already a multiple thereof. This amount
will be paid to your beneficiary in case of your death from any cause. (ii) Should you become totally disabled prior to age 65, your Life Insurance will be continued in force to normal retirement date without payment of premiums, provided proof of
total disability is submitted at least once every year. 

  
 (iii) Effective May 1, 2000, at the time of retirement, an employee will receive paid up Life Insurance in the amount of seven thousand five hundred dollars ($7,500). (iv) You name your own beneficiary. You may change the beneficiary at any
time upon request, subject to the laws governing such changes. 
  
 Accidental Death and Dismemberment 
  
 (v) In
case of death by accidental means within 90 days of such accident, your beneficiary will receive, in addition to the amount of Life Insurance, an amount equivalent to your annual salary taken to the next higher multiple of $l,000, if not already a
multiple thereof. 
  
 In the case of the accidental loss of any
two members of the body (hands, feet or eyes) within 90 days of such accident the full amount is paid to you. Similarly, seventy-five per cent (75%) of the amount will be paid for the loss of one member. Thirty-three and one-third (33 1/3) of the amount will be paid for the loss of the thumb and 
  

 40 

	 	any finger of the same hand. Should the loss occur while you are riding as a fare paying passenger in a public conveyance (such as a bus, taxi, streetcar, train, ship or commercial
aircraft) which is licensed to transport passengers for hire; or as the direct result of the burning of a hotel, theatre, school or government building, if the fire commenced while you were in the building, the amount payable will be doubled.

  

	 	In addition to the above, terms and conditions are outlined in the Manulife Master Policy. 

  

	 	The cost of the above Life Insurance Plan is fully paid by the Company. 

  
 ARTICLE 31 
 WASH-UP 

 
 Employees on non-continuous operations shall be allowed a wash-up period of ten (10)
minutes on Company time before their regular quitting time whenever Company operations permit. 
  
 ARTICLE 32 
 PENSION 
  
 As described in Pension section of this Agreement. 
  

ARTICLE 33 
 GENERAL

  

	33:01	The present practice on clothing and tools will not be changed prior to agreement with the Union. Suits of clothing deemed suitable by the Company will be supplied as follows:
Shirts, pants, denim jackets, coveralls, wool shirt, parka and insulated coveralls. 

  

	 	Newly hired employees shall be eligible for a 50% Company contribution on each unit until such time as they have completed three (3) months service. 

  

	 	Employees of the Commercial Department are excluded from clothing issue. 

  

	33:02	Safety Shoes 

  

	 	Effective May 1, 2003 - $115.00 per contract year for employees of Commercial department only. 

  

	33:03	Effective May 1, 2003, shoe and clothing allowances will amount to $300 per year. This 

  

 41 

 amount to be spent as the needs of the employee dictate. The value of clothing units will be posted in
May and November each year. 
  

	 	Employees classified as students will be entitled to $15.00 towards the purchase of safety shoes, payable upon completion of 320 hours of work. 

  

	33:04	Tool Allowance 

  

	 	Effective May 1, 2003, the tool allowance for tradesmen (M.T.I, M.T. II and M.T. III) will be $100.00 per year payable annually upon completion of tool kit passing inspection.

  
 ARTICLE 34 
 COST OF LIVING ALLOWANCE 
  

	A.	In the event that C.P.I. (1961 = 100) should exceed 5.0% increase during the 12 months from May 1, 2003 to April 30, 2004 the base rate will be adjusted upwards by the difference
between 5.0% and the actual percent multiplied by $26.34 and will become effective on April 30, 2004. 

  

	B.	A bonus will be paid calculated by multiplying the hours paid from the date the C.P.I. exceeds 5.0% to April 30, 2004 by 50% of the increase calculated in paragraph A) above.

  

	C.	Hours paid for the above calculations will be: 

  
 For hours paid at regular rate 1 
  
 For hours paid at 1 1/2 x regular rate 1.5 
  

	D.	In the event that C.P.I. (1961 = 100) should exceed 5.00% increase during the 12 months from May 1, 2004 to April 30, 2005 the base rate will be adjusted upwards by the difference
between 5.00% and the actual percent multiplied by $27.00 and will become effective on April 30, 2005. 

  

	E.	A bonus will be paid calculated by multiplying the hours paid from the date the C.P.I. exceeds 5.00% to April 30, 2005 by 50% of the increase calculated in paragraph D) above.

  

	F.	Hours paid for the above calculations will be: 

  
 For hours paid at regular rate 1 
  
 For hours paid at 1 1/2 x regular rate 1.5 
  

 42 

 ARTICLE 35 
 TERMINATION 
  
 This agreement shall be in
effect until April 30, 2005 and shall thereafter, continue from year to year unless during the ninety (90) day period immediately preceding the expiration date, either party shall give written notice to the other that it desires revision of this
agreement at its expiration date. Where notice of revision is given, negotiations shall commence within thirty (30) days of the receipt of such notice. 
  
 In witness whereof, the Company and the Union have caused these presents to be executed by their duly authorized representatives, at Port Maitland, Ontario, on this 2nd
day of July, 2003. 
  
 FOR RHODIA CANADA INC., PORT MAITLAND PLANT, SHERBROOKE
TOWNSHIP: 
  
 Mike Phelan 
  
 Peter Vrba 
  
 Mark Fleguel 
  
 Joe Maddaloni 
  
 FOR LOCAL 6304, UNITED STEELWORKERS OF AMERICA: 
  
 Phil Head 
  
 Terry A. Chenier

  
 Gregory J. Garmon 
  
 Karl S. Smith 
  
 Brian W. Greenaway 
  

 43 

 APPENDIX “A” 
  
 AUTHORIZATION FOR DUES DEDUCTION 
  
 I, the undersigned Employee of Rhodia Canada Inc., at their Plant in Port Maitland, Ontario, hereby authorize and direct the Company to
deduct each month, Union dues in the amount prescribed by the Constitution of the United Steelworkers of America, from my wages, and to pay the amount so deducted to the Secretary-Treasurer of the United Steelworkers of America directly or to the
Financial Secretary of Local 6304, United Steelworkers of America. 
  

					
	Signed	 	  

	 	 
			
	Witness	 	  

	 	 
			
	Date 	 	________________________	 	 

  

 44 

 APPENDIX “B” 
  
 Applies to learner rate as per article 7:17 to 7:24 inclusive. 
 Jobs where learner rate may be applied: 
  
 MULTI TRADE I 
 MULTI TRADE II 
  

 45 

 APPENDIX “C” 
 JOB TITLES & CLASSIFICATIONS 
  

									
	 Job Title

	  	Job
Class

	  	May 1
2003

	  	May 1
2004

	 Multi Trade II L.H.
	  	24	  	$	30.61	  	$	31.38
	 Multi Trade I L.H.
	  	23	  	$	30.20	  	$	30.96
	 Multi Trade III L.H.
	  	21	  	$	29.43	  	$	30.17
	 Multi Trade II
	  	21	  	$	29.43	  	$	30.17
	 Phosphates L.H.
	  	20	  	$	29.06	  	$	29.79
	 Multi Trade I Auto Coord
	  	20	  	$	29.06	  	$	29.79
	 Multi Trade I
	  	20	  	$	29.06	  	$	29.79
	 Senior Chemical Technician
	  	20	  	$	29.06	  	$	29.79
	 Liquid Phosphates L.H.
	  	18	  	$	28.27	  	$	28.98
	 Multi Trade III
	  	18	  	$	28.27	  	$	28.98
	 Procurement/Stores
	  	18	  	$	28.27	  	$	28.98
	 Coordinator
	  	 	  	 	 	  	 	 
	 Shipper
	  	17	  	$	27.88	  	$	28.58
	 Chemical Technician
	  	15	  	$	27.11	  	$	27.79
	 No. 1 Phosphates Operator
	  	14	  	$	26.73	  	$	27.40
	 Ortho Liquor Mix Operator
	  	13	  	$	26.34	  	$	27.00
	 H.D.Operator
	  	13	  	$	26.34	  	$	27.00
	 Trackmobile Operator
	  	13	  	$	26.34	  	$	27.00
	 Shippers Assistant
	  	12	  	$	25.96	  	$	26.61
	 Packer Fork Lift
	  	12	  	$	25.96	  	$	26.61
	 Lubricator Mechanic
	  	11	  	$	25.55	  	$	26.19
	 Trackmobile Helper
	  	11	  	$	25.55	  	$	26.19
	 General Clerk 2
	  	10	  	$	25.18	  	$	25.81
	 Labourer
	  	3	  	$	22.46	  	$	23.02

  

 46 

 RHODIA CANADA INC. 
  
 EMPLOYEES’ 
 PENSION PLAN 
  
 FOR 
  
 MEMBERS OF UNITED 
  
 STEELWORKERS OF AMERICA 
  
 LOCAL 6304 
  
 PORT MAITLAND, ONTARIO 
  

 47 

 TABLE OF CONTENTS 
  

					
	 Section

	  	 	  	Page

	 1.
	  	 DEFINITIONS
	  	49
			
	 2.
	  	 MEMBERSHIP
	  	50
			
	 3.
	  	 NORMAL RETIREMENT DATE
	  	50
			
	 4.
	  	 PENSION BENEFIT
	  	50
			
	 5.
	  	 CREDITED SERVICE
	  	51
			
	 6.
	  	 PENSION OPTIONS
	  	52
			
	 7.
	  	 FUNDING
	  	53
			
	 8.
	  	 BENEFITS ON TERMINATION OF EMPLOYMENT
	  	53
			
	 9.
	  	 TRANSFERS
	  	54
			
	 10.
	  	 ADMINISTRATION
	  	54
			
	 11.
	  	 CHANGE OR TERMINATION OF PLAN
	  	54
			
	 12.
	  	 GENERAL PROVISIONS
	  	55
			
	 13.
	  	 PERIODICAL REPORTING
	  	56
			
	 14.
	  	 SUPPLEMENTAL PENSIONS
	  	57

  

 48 

 INTRODUCTION 
  
 The following text is the “Plan Text” of the pension plan constituted by the labour agreement enacted May 1, 1973, between ERCO
Industries Limited and USWA Local 6304 and as subsequently may be amended. This Plan Text replaces the Employees Pension Plan as described in any previous publication with respect to benefits accruing after the Effective Date. Benefits credited
before the Effective Date for members of the Prior Plan will continue to be payable in accordance with the terms of that plan. 
  
 SECTION 1 
 DEFINITION 

 
 In this Text the following words and phrases shall have the meanings given: 
  

	1:01	Company means Rhodia Canada Inc. 

  

	1:02	Effective Date of the Plan is 1st May, 1973. 

  

	1:03	Employee means any person employed by the Company who is classified as a member of United Steelworkers of America, Local 6304. 

  

	1:04	Member means an Employee who is a Member of the Plan as per Section 2. 

  

	1:05	Plan means the Employee’s Pension Plan for the Employees of Rhodia Canada Inc. as described herein or as may be amended from time to time. 

  

 49 

	1:06	Prior Plan means that ERCO Industries Limited Employees Pension Plan in effect for Employees prior to 1st May, 1973. 

  

	1:07	Fiscal Year is the Contract Year. 

  
 SECTION 2 
 MEMBERSHIP 
  
 All Employees who complete their probationary period in terms of the Collective Agreement are
deemed to be Members of the Plan from either the Effective Date or the date of hire, whichever is later. 
  
 SECTION 3 
 NORMAL RETIREMENT DATE 
  
 A Member’s Normal Retirement Date shall be the first of the month coincident with or
next following the 65th birthday. 
  
 SECTION 4 

PENSION BENEFIT 
  

	4:01	Effective May 1, 2003 the pension benefit at normal retirement date will be at the rate of $48.75 per month for each year of credited service calculated as per section 5 from date
of hire to April 30, 2004. 

  
 Effective May 1,
2004 the pension benefit at normal retirement date will be at the rate of $49.75 per month for each year of credited service calculated as per section 5 from date of hire to April 30, 2005. 
  
 Special circumstances where Employees have had interrupted service will be
adjusted according to the separate memorandum agreed to by the Company and the Union May 1, 1982. 
  

 50 

	4:02	Additional Pensions 

  
 Any pension payable under Old Age Security or the Canada or Quebec Pension Plan or Supplemental Pensions (see Section 14) or which may have been purchased
by Additional Voluntary Contributions (see Section 7:02) will be payable in addition to the above. 
  

	4:03	Payment of Pension 

  
 Pension will commence to be payable monthly on Normal Retirement Date, Benefits under the Plan cease with the death of the Member except when death occurs
after retirement and the Member has elected the optional pension described in Section 6:02. 
  

	4:04	Cash Settlement In Lieu Of Small Pension 

  
 If the pension calculated according to Section 4:01 would be less than $120.00 per annum, a cash sum will be paid in lieu thereof at Retirement Date.

  
 SECTION 5 
 CREDITED SERVICE 
  
 Credited Service is service as Member calculated in years and tenths of years as follows: 
  
 Any contract year in which a Member receives payment for the equivalent of 1800 regular hours worked or more shall
constitute one year of Credited Service. 
  
 Where a Member has
fewer than 1800 such paid hours to his/her credit during a contract year, he/she shall be credited with one tenth year of service for each full unit of 180 paid regular hours completed during such contract year. Hours worked shall include paid
vacation and paid holidays. 
  
 Approved leave of absence due to
illness, injury or layoff or due to authorized union business during which the Member may not receive pay from the Company will be considered as paid hours for purpose of this plan, to the extent of normal hours the Member would otherwise have
worked during the period. However, unless such approved leave of absence is due to illness or injury, such a member who does not report for work within five years of when earlier recalled shall be treated as a termination in accordance with Section
8 from the date the layoff or leave of absence commenced. 
  

 51 

 Where a Member on approved leave of absence due to illness or injury does not report for work within five
years, he/she shall be treated as a termination only from the date of expiry of the said five years. 
  
 SECTION 6 
 PENSION OPTIONS 
  

	6:01	Early Retirement 

  
 At the Member’s option a reduced pension may be taken at or after age 55 provided the Member has at least 10 years of continuous service. 

 
 The pension payable on Early Retirement will be the normal pension
credited to the date of retirement reduced by  1/4 of 1% for each month by which the retirement is earlier than
age 65 and later than age 60 and  1/2 of 1% for each month by which the retirement is earlier than age 60 and
later than age 55. 
  
 Effective May 1, 1990, an
unreduced pension is provided at age 60 or later provided the sum of age plus service is equal to or higher than 85. 
  

	6:02	Joint Pension With Beneficiary 

  
 A Member may by written request to the Company at any time before Retirement Date elect to convert the pension otherwise payable on retirement into the
form of a joint pension with a beneficiary. Under this option a reduced actuarially equivalent amount of pension is payable throughout the Member’s lifetime with the provision that after the Member’s death the payment shall continue during
the life-time of his/her spouse or other dependent who has been designated as his/her beneficiary, if such person is then living. 
  
 The joint pension with beneficiary can be further selected to: 
  

	 	a)	continue the pension in the same amount to the survivor, or 

  

	 	b)	reduce the survivor’s pension to two-thirds of the joint pension, or 

  

	 	c)	reduce the survivor’s pension to one-half of the joint pension. If the Member or his/her designated beneficiary dies before Retirement Date the election of this option will
automatically cancelled. 

  

 52 

 SECTION 7 
 FUNDING 
  

	7:01	Company Contributions 

  
 The Plan will be funded through an Investment Fund Contract to which the Company will contribute such amounts as will make the total yearly remittance not
less than the amount certified in an Actuarial Report prepared by a Fellow of the Canadian Institute of Actuaries to be necessary to provide the pension accruing to the Members during the current year plus any amount required for liabilities or
experience deficiencies in accordance with any applicable legislation and regulations thereunder and any additional sums as may be required to cover the administrative expenses of the Plan. The assets of the fund will be invested in the securities
and loans prescribed by applicable legislation. 
  

	7:02	Employees Voluntary Contributions 

  
 The full cost of the Plan is paid by the Company but Members may voluntarily make additional contributions by payroll deduction within the limits
prescribed by the Income Tax Act, for the purpose of purchasing additional pension. For administrative purposes the amount of voluntary contribution must be at least $300.00 per annum. The amount of pension so purchased cannot be guaranteed as it
depends on the investment performance of the pension fund but samples at various assumed interest rates may be supplied on request to the Human Resources Department. Such voluntary contributions cannot be withdrawn while in the service of the
Company. 
  
 SECTION 8 
 BENEFITS ON TERMINATION OF EMPLOYMENT 
  

	8:01	A Member whose employment terminates before Retirement Date and who on the date of termination has been in the service of the Company for a continuous period of ten years shall
receive a deferred life annuity payable from Normal Retirement Date calculated in respect of Credited Service at the Date of Termination. 

  

	8:02	The deferred life annuity is not capable of surrender or commutation during the life-time of the Member and does not confer upon any Member, personal representative or dependent, or
any other person any right or interest in such a deferred life annuity capable of being surrendered or commuted during the life-time of the Member. 

  
 NOTE: 
  

	 	l)	For the purposes of this Section continuous service includes continuous service with Albright & Wilson Americas Buckingham and/or Sherbrooke Metallurgical.

  

 53 

	 	2)	Benefits accumulated under the Prior Plan will also be payable in accordance with the terms of that plan. 

  

	 	3)	Additional Voluntary Contributions made in accordance with Section 8 may be taken in the form of a cash surrender value or as pension at the Member’s option.

  
 SECTION 9 
 TRANSFERS 
  
 Employees who cease to qualify for Membership by reason of transfer from the category defined in Section 1:03 to other employment with the Company will retain Credit Service accumulated up to the date of transfer. In
the event of subsequent retirement or termination of service the terms of Sections 4 or 8 will apply. 
  
 Employees becoming eligible by reason of transfer from other employment in the Company will resume or commence to accumulate Credited Service under the Plan from the date of transfer provided that he/she is otherwise
eligible in accordance with Section 2. 
  
 SECTION 10

 ADMINISTRATION 
  
 The pension plan shall be administered by the Company and the total cost of the administration shall be borne by the Company. 
  
 There shall be a Pension Plan Committee comprising three members of the Union and three
Company members. The Committee will meet on an annual basis or more often if requested. The duties of the Committee shall be: 
  

	 	•	 	review of pension plan statistics 

  

	 	•	 	review of periodic financial and actuarial reports on the plan 

  

	 	•	 	verification of service credits 

  

	 	•	 	audit the entitlement to pensioners 

  
 Members who have a difference of opinion regarding the application of the pension agreement that is not settled by the Pension Committee may file a grievance as provided
under the appropriate collective agreement. 
  
 SECTION 11

 CHANGE OR TERMINATION OF THE PLAN 
  

	11:01	The Plan is subject to renewal or termination on 1st May, 2005 or to amendment at any time as may be required by legislation. However, the Plan will continue from year to year,
unless either party gives notice to the other of its intention to change, discontinue or otherwise modify the Plan. 

  

 54 

	11:02	If the Plan is amended the benefits accrued in respect of Credited Service prior to the date of amendment will not be adversely affected. Replacement of the Plan by another shall be
considered as an amendment to the Plan. 

  

	11:03	Subject to the provision of any relevant legislation if the Plan is terminated and is not replaced, the accrued benefits of retired members shall vest fully in them and the accrued
benefits of other Members and former Members shall vest in the form of deferred life annuities payable from Retirement Date. If there are remaining assets in the Deposit fund after liabilities for all benefits under the Plan to the date of
termination have been provided for, the balance of the Deposit fund shall be returned to the Company or used as the Company so directs, subject to any applicable legislation. 

  
 SECTION 12 
 GENERAL PROVISIONS 
  

	12:01	The Company shall provide each Member with a written explanation of the terms and conditions of the Plan and amendments thereto which explain the rights and duties of Members with
reference to the benefits and options available under the Plan. 

  

	12:02	The pensions and other benefits provided under the terms of the Plan are not capable of assignment or alienation and do not confer upon any Member, personal representative or
dependent, or any other person, any right or interest in the pensions and other benefits capable of being assigned or otherwise alienated. 

  

	12:03	Nothing contained herein shall confer upon any Employee the right to be retained in the service of the Company nor shall it interfere with the right of the Company to discharge or
otherwise deal with Employees. 

  

	12:04	Members shall furnish the Company with such information as may be required to establish proof of age for himself/herself or a joint pensioner. 

  

	12:05	If it is determined that any person entitled to a payment hereunder is incompetent by reason of physical or mental disability or for any other reason incapable of giving a valid
receipt, the Company may in good faith cause any payment due to such person to be made to another person for his/her benefit. Payments so made shall fully discharge the Company from further liability thereto. 

  

 55 

	12:06	Department of National Revenue Rules 

  
 Taxation regulations require it to be stated that pension under the Plan must not exceed at retirement, termination of employment or termination of the
Plan, the lesser of: 
  

	 	(i)	$1143 times the number of years of service not exceeding 35, or 

  

	 	(ii)	an amount that is the product of: 

  

	 	(a)	2% per year of service not exceeding 35 years, and 

  

	 	(b)	the average of the best five years of remuneration paid to the Employee by the Employer. 

  
 SECTION 13 
 PERIODICAL REPORTING 
  

	13:01	Initial Registration 

  
 Registration Form T.510 was filed with the Department of National Revenue and Registration Form No. 1 was filed with the Ontario Pension Commission
together with copies of the Funding Contract, Actuarial Report and the Plan text containing the Terms of the Plan. The Ontario Certificate of Registration Number of the Plan is G13330 and the D.N.R. Registration Number is 37583. 
  

	13:02	Annual Information Return 

  
 Annual Information Return Form No. 2 will be filed by the Company with the Pension Commission of Ontario not later than six months following the end of
each fiscal year of the Plan. 
  

	13:03	Triennial Review and Cost Certificate 

  
 As of the end of each three year period following the Effective Date, an Actuarial Report, and Cost Certificate shall be prepared for submission by the
Company as soon as possible after the end of each period in accordance with the Pension Benefits Act regulations. This review will form the basis of the cost of the plan for the following three year interval and will be referred to for the purposes
of Section 7. In the event of the Plan being amended, a copy of the amendment together with an Actuarial Report prepared in a similar manner, if necessitated by the amendment, will be submitted by the Company likewise. 
  

 56 

 SECTION 14 
  

	14:00	Effective May 1, 1982: 

  

	 	a)	All current members of this plan will have their credits as outlined in Section 5, made retroactive to their last date of hire or to an adjusted date as established in accordance
with the separate memorandum agreed to by the Company and the Union. 

  

	 	b)	Benefits accruing to any current member of the plan from any previous plan or plans will be as outlined in the separate memorandum agreed to by the Company and the Union.

  

	 	c)	Future members of this plan will have their credits established as outlined in Sections 2, 5 and 9. 

  
 RHODIA CANADA INC. 
 PORT MAITLAND PLANT 
  
 SAFETY POLICY

  
 No task or job is so urgent or so important that we cannot
take the time to do it safely. 
  
 High safety awareness exists
continuously. Hazards are identified, eliminated or properly guarded. All Employees are trained in safe practices and consistently apply them. The work environment is such that zero lost time is a reality. Personal suffering does not exist.

  

 57 

 QUALITY POLICY 
  
 Provide high quality and cost effective products to satisfy the needs of our customers. 
  
 Use Good Manufacturing Practices to produce safe food grade phosphates.

  
 Committed to continuous improvement to the Quality Management
System. 
  

 58 

 INTERIM AGREEMENT 
  
 BETWEEN 
  
 INNOPHOS CANADA, INC. 
  
 PORT MAITLAND, CANADA PLANT 
  
 AND 
  
 UNITED STEEL WORKERS OF AMERICA 
  
 LOCAL UNION NO. 6304 
  
 It is hereby
agreed by and between Innophos Canada, Inc., for its Port Maitland Canada Plant and United Steelworkers of America Local 6304, that this Agreement shall become effective as of May 1, 2005, being subject only to ratification by the Local Union
Membership. 

 PAGE 1 OF 2 
  
 This Agreement between the parties beginning May 1, 2005 shall continue in full force and effect until April 30, 2008, except as modified and amended as follows:

  

	 	•	 	Amend Article 10:01 (b), Add Shipper’s Assistant and O.L. Mix Operator to the list. 

  

	 	•	 	Amend Article 10:03 (a) to read “If a permanent vacancy occurs in any job previously posted as a training vacancy, all employees who have successfully completed the training
period shall be offered the permanent position in accordance with their plant seniority. Should all such eligible candidates decline the job, it shall be posted subject to Article 27. When there are no successful candidates for a job posting,
the qualified person with the minimum seniority will be committed to the vacancy at the rate of pay for that job. Placement in the job will occur in a time period not to exceed six months after completion of training for that job. Jobs to be
posted as training vacancies will be mutually agreed upon by the Company and the Union and may be posted from time to time”. 

  

	 	•	 	Add Article 10:03 (e) to read, “Any employee in a training posting who completes 160 hours of training or more is committed to complete that training. The employee will be
informed by Plant management when the 160 hours are reached”. 

  

	 	•	 	Ten and twelve hour shift agreement. Modify 2D for 12-hour shift agreement and 2 for10-hour shift to read, “When a holiday falls during the week and the plant is scheduled
down, employees will be permitted to make mutual changes to make up lost time at no additional cost to the Company or the employee. It is understood that the employee does not have to work the day of the statutory holiday to make up lost time”.

  

	 	•	 	General. All existing letters to be renewed and include those signed during the past contract; which are as follows: 

  

	 	•	 	Memorandum of Agreement on Salary Continuance 

  

	 	•	 	Memorandum of Understanding on Safety Boots 

  

	 	•	 	Memorandum of Agreement on Mutual Changes for lead hands 

  

	 	•	 	Section 4 – Pension Benefit, paragraph 4:01 to read, 

  
 “Effective May 1, 2005 the pension benefit at normal retirement date will be at the rate of $51.75 per month for each year of credited service calculated as per
section 5 from date of hire to April 30, 2006. 
  
 Effective May 1, 2006 the
pension benefit at normal retirement date will be at the rate of $52.75 per month for each year of credited service calculated as per section 5 from date of hire to April 30, 2007. 
  
 Effective May 1, 2007 the pension benefit at normal retirement date will be at the rate of $53.75 per month for each year of credited
service calculated as per section 5 from the date of hire to April 30, 2008”. 

 PAGE 2 OF 2 
  

	 	•	 	General wage pay increase of 2.50% the first year of the contract, 2.50% the second year, and 2.50% the third year. 

  

	 	•	 	Article 34, Cost of Living Allowance language will be adjusted to run through the contract term. 

  

	 	•	 	Modify vision care by increasing this benefit $150.00 the first year of the contract. 

  

	 	•	 	Article 16:02 (a), Increase Sunday shift premium to $5.00 the second year of the contract. 

	 	•	 	On a non-precedent setting basis the Company proposes a one-time, early ratification bonus of $1,000.00 for each employee based on the ratification of the Collective Bargaining
Agreement by April 8, 2005. 

  

			
	  

	  	

	  

	  	

	  

	  	

	  

	  	

	 	  	  

	 	  	  

		
	 INNOPHOS CANADA INC.
 PORT MAITLAND PLANT
	  	 UNITED STEELWORKERS OF AMERICA
 LOCAL
6304

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00094-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00094-of-00352.parquet"}]]