VOL 3/3 - Primary Response Class Action

VOL 3/3

Court File No.: CV-18-00603648 OOCP

ONTARIO SUPERIOR COURT OF JUSTICE

BETWEEN:

KIONNA HORNER

Plaintiff

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PRIMARY RESPONSE INC. and GARDA CANADA SECURITY CORPORATION

Defendants

Proceeding under the Class Proceedings Act, 1992

MOTION RECORD OF THE PLAINTIFF (CERTIFICATION)

(Returnable December 19 and 20, 2019)

-, January 25, 2019

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GOLDBLATTPARTNERSLLP 20 Dundas Street West, Suite 1039 Toronto ON MSG 2C2

Charles Sinclair LS#43178A Tel: 416-979-4234 Email: [email protected]

Christine Davies LS#57309F Tel: 416-979-4055 Email: [email protected]

Joshua Mandryk LS#68823D Tel: 416-979-6970 Email: [email protected]

Fax: 416-591-7333

Lawyers for the Plaintiff

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TABLE OF CONTENTS

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1. Notice of Motion (Certification), returnable December 19 & 20, 1-7 2019

2. Affidavit of Kionna Horner, sworn January 14, 2019 8-24

A. Exhibit "A": Statement of Claim, issued August 20, 2018 25-40

B. Exhibit "B": Employment Agreement with Primary Response, dated 41-59 January 26, 2016

C. Exhibit "C": Invoice from Primary Response, dated February 6, 2016 60-62 and Uniform Acquisition Form, dated January 27, 2016

D. Exhibit "D": Uniform Acquisition Form, dated May 17, 2017 63-65

E. Exhibit "E": Employee Calendar, from January 1, 2016 -April 20, 2018 66-109

F. Exhibit "F": Statements of Earnings, from January 2016 -June 2018 110-171

G. Exhibit "G": Order to Pay Wages, issued July 4, 2018 172

H. Exhibit "H": Reasons for Decision, Claim Number 70203792-9 173-178

I. Exhibit "I": Correspondence from Ministry of Labour regarding 179-196 Freedom of Information Request

J. Exhibit "J": File from Ministry of Labour, File No: P-2018-00682/GDD 197-698

K. Exhibit "K": Proposed Common Issues 699-700

L. Exhibit "L": Litigation Plan 701-708

3. Affidavit of Timothy Yorke, sworn January 15, 2019 709-713

A. Exhibit "A": Statements of Earnings, from February, 2016 - June 2017 714-720

4. Affidavit of Adrian Wasylyk, sworn January 16, 2019 721-725

A. Exhibit "A": Copies of paystubs, from September 2017 -July 2018 726-753

B. Exhibit "B": Primary Response Handout entitled "Security Officer 754-790 Orientation"

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history with Primary Response. This information is then compiled into a centralized registrant

database which I review regularly. As of the swearing of this affidavit, the registrant database

currently includes 74 unique registrants. We continue to receive registrations on a regular

basis.

FREEDOM OF INFORMATION

3. GP made requests under the Freedom of Information and Protection of Privacy Act for

records of the Ontario Ministry of Labour ("MOL") relating to Primary Response. Copies of

our requests and correspondence with the MOL are marked collectively as Exhibit "A".

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4. In response to our requests, the MOL provided copies of inspection documents, lists of

employment standards claims and appeals, applications and correspondence with respect to

excess hours and overtime averaging, and a log of comments by MOL staff. Copies of the

documents provided by the MOL on October 16, 2018 and December 17, 2018 are marked

collectively as Exhibit "B" (the "FOI documents").

5. According to the FOI documents, there was an inspection report dated June 22, 2017

which found contraventions with respect to payment of wages, overtime pay, public holidays,

hours of work, vacation pay, deductions from wages, and resulted in a compliance order.

There were a total of 46 employment standards claims against Primary Response for the

period at issue (August 6, 2016 to the date of the request, September 14, 2018), and 16

appeals.

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- UNIONIZATION

8. Class counsel, Christine Davies, has provided me with copies of two decisions of the

Ontario Labour Relations Board ("OLRB") dated March 22, 2018 and July 13, 2018

(collectively the "OLRB decisions"), marked as Exhibits "C" and "D", addressing the

purchase of Primary Response by Garda Canada Security Corporation ("Garda") and the

subsequent unionization of Primary Response. A copy of the Garda-USW collective

agreement, with a term of July 1, 2014 - June 30, 2018, provided to me by Davies, is marked

as Exhibit "E". The proposed class definition set out in the Statement of Claim excludes

employees employed under a collective agreement.

TORONTO STAR ARTICLE

9. An August 24, 2018 Toronto Star article by Sara Mojtehedzadeh entitled "Class-action

suit alleges security guards stiffed on wages, overtime" is marked as Exhibit "F".

10. I swear this affidavit in support of a motion for certification of this action as a class

proceeding and for no other or improper purpose.

SWORN BEFORE ME at the City of Toronto, in

the Province of Ontario, this 16th day of January,

2019.

A Commissioner for t

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GOLDBLATT PARTNERS

Christine Davies Direct Line: 416.979.4055

Fax: 416.591.7333 [email protected]

Our File No. 18-1217

- September 14, 2018

Via E-mail {[email protected] and [email protected]) Via Regular Mail

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Freedom of Information & Privacy Office 400 University Avenue, 10th Fl., Toronto, ON M7A 1T7

Att'n: Mr. James Houston and Mr. Jude Gurudevan

This is Exhibit "A" to the Affidavit of Tanya At:¥,erfold-Desilva, sworn before me this J.![' day of Ianuary, 2019.

.• :~V~~ To Whom it May Concern:

Re: - Ministry of Labour Records re: Employment Standards Act, 2000 and Primary Response Inc.

For the period August 6, 2016 to present, we request copies of any and all correspondence, submissions, emails, letters, affidavits, memoranda, witness statements, notes, reports, transmissions, certificates, notifications, notices, or materials relating to employment standards investigations, inspections, blitzes, complaints, prosecutions, orders and convictions with respect to compliance with or violations of or potential violations of the Employment Standards Act, 2000 by Primary Response Inc.

We request a copy of the overtime averaging agreement under s. 22.1 of the Employment Standards Act, 2000 between Primary Response Inc. and the Director of Employment Standards that expired August 5, 2016, copies of any applications for overtime averaging agreements made by Primary Response Inc. to the Director of Employment Standards for the period 2013-present, any records relating to communications between Primary Response Inc. and the Director of Employment Standards concerning the issue of overtime averaging agreements for the period 2013-present, and any records of the Director of Employment Standards' consideration or evaluation of Primary Response Inc.'s overtime averaging applications or agreements from 2013- present.

• Goldblatt Partners LLP · Lawyers · 416-977-6070 · www.goldblattpartners.com

20 Dundas St. W., Suite 1039, Toronto, ON M5G 2C2

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800 Tanya Atherfold

From: Sent: To: Cc: Subject:

Houston, James (MOL) <[email protected]> September 18, 2018 8:53 AM Louisa Tsa Andreiev, Raluca (MOL) RE: Ministry of Labour Records re: Employment Standards Act, 2000 and Primary Response Inc.

Good morning, Louisa.

This is to confirm receipt of your email and attachment.

As of yesterday, we still hadn't received the material via mail.

Once received we will open an access request file, and contact your firm.

Thanks, James

James Houston, CIPP /C I Program Adviser -- Freedom ofinformation & Privacy Office I Ontario Ministry of Labour 400 University Ave, 10th Fl I Toronto ON I M7A 1T7

~ T: 416-326-4885 I F: 416-314-8749

E: [email protected] I W: www.labour.gov.on.ca/english/about/foi.php

From: Louisa Tsa [mailto:[email protected]] On Behalf Of Christine Davies Sent: 14-Sep-18 4:16 PM

..__,. To: Houston, James {MOL) <[email protected]>; Gurudevan, Jude {MOL) <[email protected]> Subject: Ministry of Labour Records re: Employment Standards Act, 2000 and Primary Response Inc.

Please see the attached correspondence w/o enc.

Original letter + enclosed cheque are being delivered to you by regular mail.

Louisa Tsa - Legal Assistant to Christine Davies and Louis Century

T 416.979.6974 F 416.591.7333 E [email protected]

[C:i GOU)BLEARTT · .· .. PARTN .... ·.s 20 Dundas Street W .. Suite 1039 Toronto ON MSG 2C2 www.goldblattpartners.com

THIS E-MAIL MAY CONTAIN CONFIDENTIAL INFORMATION WHICH IS PROTECTED 1

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Ministry of Labour

Freedom of Information and Privacy Protection Office

400 University Ave 10th Floor Toronto, Ontario M7A 1T7

Telephone: (416) 326-7786 Fax: (416) 314-8749

Ministere du Travail

Bureau de l'acces a l'infonnation et de Ia protection de la vie privee

400, avenue Universite, tne etage Toronto (Ontario) M7A 1T7

Telephone: (416) 326-7786 Telecopieur: (416) 314-8749

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t?ontario p~ OCT 11 2018

GOLDBLAIT PARTNERS LLP

Our File - Notre reference G-2018-00664 / LAM Your File - Votre reference

OCT o 9 2018 Ms. Christine Davies Goldblatt Partners LLP . 20 Dundas St W. Suite 1039 Toronto, ON M5G 2C2

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Dear Ms. Davies:

I am responding to your request made under the Freedom of Information and Protection of Privacy Act (FIPPA) for access to the following information as clarified on September 20, 2018:

a) A Brief Employment Summary of all employment standards claims filed against Primary Response Inc. for the time period from August 6, 2016 to present;

b) Copies of all inspection reports concerning Primary response Inc. created during ministry Inspection Blitz's concerning the Employment Standards Act (ESA), 2000 along with any compliance tools issued for any of the blitz's from August 6, 2016 to present;

- c) A listing of all prosecutions with respect to violations of the ESA by Primary

Response in from August 6, 2016 to present; · ·

d) Copy of the overtime averaging agreement under section 22.1 between Primary Response Inc. and the Director of Employment Standards that expired August 5, 2016;

e) Copies of any applications for overtime averaging agreements made by Primary Response Inc. to the Director of Employment Standards for the period from 2013 to present;

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lf confirmation to proceed with a request is not received within 30 days from the date of a fee Jetter, it is our practice to administratively close our file as it is assumed that the requester is no longer interested in the records.

If you have any questions, please contact Program Advisor, Larissa Migus at 416-326- 9112.

We look forward to hearing from you.

I

L Sincerely,

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I<~ Kamini Heeralal-Khan Manager(A)

Enclosure

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~ GOLDBLATT. ~ PARTNERS

Christine Davies Direct Line: 416.979.4055

Fax: 416.591.7333 [email protected]

Our File No. 18-1217

October 11, 2018

Via Regular Mail

Freedom of Information & Privacy Office Ministry of Labour 400 University Avenue, 10th Fl., Toronto, ON M7A 1T7

To Whom it May Concern:

Re: Kionna Horner and Primary Response Inc., Ministry of Labour Records Your File: G-2018-00664 I LAM Request Number: G-2018-00664 Invoice Number: INV-00728

Further to your letter of October 9, 2018, please be advised that we would like to proceed with our request. Enclosed please find our cheque for $14.00 payable to the Minister of Finance representing the final fee as required. We clarify that item f) in your letter relates to communications with the Director of Employment Standards.

Sincerely,

Christine Davies CD:lt/cope 343 Encl.

F:\18-1217101204895.DOCX

• Goldblatt Partners LLP · Lawyers· 416-977-6070 · www.goldblattpartners.com

20 Dundas St. W., Suite 1039, Toronto, ON MSG 2C2

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g) Any records of the Director of Employment Standards consideration of evaluation of Primary Response lnc.'s overtime averaging applications or agreements from 2013 to present;

h) Copies of any applications by Primary Response Inc. to the Director of Employment Standards with respect to excess hours under s. 17.1 for the period 2013 to present;

i) Copies of any approved applications of Primary Response Inc. under s.17.1 for the period 2013 to present;

j) Any records relating to communications between Primary Response Inc. and the Director of Employment Standards concerning the issue of excess hours agreements for the period 2013 to present and

k) Any records of the Director of Employment Standards consideration or evaluation of Primary Response lnc.'s excess hours applications or agreements from 2013 to present.

Apart from the exemptions noted in our decision letter of October 9, 2018, copies of the requested records are enclosed.

If you have any questions, please contact me at 416-326-9112.

Sincerely,

c/~fl1rJus Larissa Migus Program Advisor

Enclosure

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Toronto · Ottawa 812

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made to employees. Please provide us with any documents, records, emails, correspondence, notes, transmissions, memoranda, letters, witness statements, transmissions or other materials pertaining to the self-audit or the additional pay by Primary Response in relation to Compliance Order 80052106-CO.

With respect to the list of appeals provided, please provide the file numbers, the dates of the appeals, and the standard(s) at issue in the appeals.

Thank you for providing a copy of the application dated June 20, 2017 under s. 22.1 of the ESA. Please also provide copies of any correspondence reflecting whether the application was approved or denied, as well as any records of the Director of Employment Standards' consideration or evaluation of the application (e.g. memos or other notes or analysis), as requested in our initial letter of September 14, 2018.

Please provide us with a copy of the approval for application 60037524, which was missing from the materials previously provided.

With the materials previously provide, there was a single page sheet showing what appeared to be a log of comments by MOL staff. The log sheet reflects that there was a recommendation to revoke the approval for application 60050117. Please provide us with any documents pertaining to the Ministry of Labour's consideration of revoking the approval for application 60050117, including any memoranda, notes, records, notifications, submissions, emails, or correspondence. Please confirm whether application 60050117 was revoked and if so, on what date. In addition, the log entry recommending revocation of the approval for application 60050117 refers to a "document attached" - please provide us with a copy of this document.

Please do not hesitate to contact me with any questions or concerns.

Sincerely,

Christine Davies CD:lt/cope 343

F:\18-1217101217724.DOCX

• Goldblatt Partners LLP · Lawyers· 416-977-6070 · www.goldblattpartners.com

20 Dundas St. W., Suite 1039, Toronto, ON MSG 2C2

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4) A copy of the approval for application 60037524

5) In one of the records that was provided as a responsive record during the first request there was a recommendation to revoke the approval for application 60050117

a) All records pertaining to the Ministry's decision of revoking the approval for 60050117;

b) Confirmation whether the application was revoked and if so on what date; and

c) The document also refers to an "attached document". The requester requires this document.

6) With respect to the list of appeals provided in the previous requests, provide the file numbers, the dates of the appeals, and the standard(s) at issue in the appeals.

This is to inform you that access will be granted in part to the records. Some information contained in the records is protected from release under FIPPA.

It will be necessary to withhold and sever the following information pursuant to the personal privacy provisions in section 21 of FIPPA:

1) The names of several claimants; 2) The claim numbers of several individuals; 3) The payroll audit results of several individuals; and 4) The statement of earnings and deductions of numerous individuals.

For Part 5 of your request, the ministry's Employment Practices Branch has confirmed that the Director did not render a decision on the recommendation for revocation, and accordingly there are no records. The application was not revoked. A copy of the document recommendation for revocation will be provided.

The final fee for the requested records is $16.60, as itemized in the enclosed fee statement. Enclosed is a copy of section 57 of the Act and the relevant regulations regarding fees. To proceed with your request, we require your written acceptance of this fee and cheque or money order made payable to the Minister of Finance. Please quote the file number G-2018-00815 /LAM.Upon our receipt of your acceptance and payment, the records will be forwarded to you.

Under section 50(1) of FIPPA, you may request that the Information and Privacy Commissioner review this decision. Please note that you have 30 days from the receipt of this letter to request a review. Please be aware that there is a $25 appeal fee. The Commissioner's office is located at 2 Bloor Street East, Suite 1400, Toronto Ontario, M4W 1 AS, and can be reached by phone at 416-326-3333.

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The Freedom of Information and Protection of Privacy Act

57 Fees (1) A head shall require the person who makes a request for access to a record to pay fees in the amounts prescribed by the regulations for,

.(a) the costs of every hour of manual search required to locate a record;

(b) the costs of preparing the record for disclosure;

(c) computer and other costs incurred in locating, retrieving, processing and copying a record; ( d) shipping costs; and (e) any other costs incurred in responding to a request for access to a record. 1996, c. 1, Sched. K, s. 11 (1 ). (2) Repealed: 1996, c. 1, Sched. K, s. 11 (1).

Estimate of costs (3) The head of an institution shall, before giving access to a record, give the person requesting access a reasonable estimate of any amount that will be required to be paid under this Act that is over $25. R.S.O. 1990, c. F.31, s. 57 (3).

Waiver of payment ( 4) A head shall waive the payment of all or any part of an amount required to be paid under subsection (1) if, in the head's opinion, it is fair and equitable to do so after considering, (a) the extent to which the actual cost of processing, collecting and copying the record varies from the amount of the payment required by subsection (1); (b) whether the payment will cause a financial hardship for the person requesting the record; (c) whether dissemination of the record will benefit public health or safety; and (d) any other matter prescribed in the regulations. R.S.O. 1990, c. F.31, s. 57 (4); 1996, c. 1, Sched. K, s. 11 (2).

Review (5) A person who is required to pay a fee under subsection (1) may ask the Commissioner to review the amount of the fee or the head's decision not to waive the fee. R.S.O. 1990, c. F.31, s. 57 (5); 1996, c. 1, Schad. K, s. 11 (3).

Disposition of fees (6) The fees provided in this section shall be paid and distributed in the manner and at the times prescribed in the regulations.1996, c. 1, Sched. K, s. 11 (4).

Regulation 460 I 823 Fees for General Records Requests

Search time:

Record preparation:

$7.50 per 15 minutes required to search and retrieve records $7.50 per 15 minutes required to prepare records for release (2 min. per page)

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Invoice Page 1 of 1 818

Fee Invoice

Ms. Christine Davies 20 Dundas St W. Suite 1039 Toronto, Ontario M5G2C2 CANADA

06-12-2018

Request Number: Request Date:

G-2018-00815 19-11-2018

Invoice Number: !NV-00762

Item Quantily Application Fee 0.00 Reproduction (e.g., Photocopy and Computer Print Outs) 83.00

Sub-Total:

Payment Received Suh-Total:

Units Unit Price Unit Total

5.00 perpage 0.20 16.60

21.60

(5.00) (5.00)

Total: 16.60

Amount Due: 16.60

DETACH HERE·-·-·--··--------··------·-···-----·

To ensure proper credit, please return this portion with your payment

Request Number. Invoice Number. Amount Due:

G-2018-00815 !NV-00762 16,60

Make check payable to: Minister of Finance

Malito: 400 University Ave 10U1 Floor Toronto, Ontario M7A 1T7 ·-···-··----------·-·------··-·-·-··········-··-··-··---·----··----·---------------···---- .. ·· ...... .... ·-·--·

https://ws.foi.mol.gov .on.ca/Privasoft/ AccessPro/Reports/GenerateReport.aspx?Commit= ... 12/06/2018

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Ministry of Labour

Freedom of Information and Privacy Protection Office

400 University Ave 10th Floor Toronto, Ontario M7A1T7

Telephone: (416) 326-7786 Fax: (416)314-8749


Bureau de l'acces a l'information et de la protection de la vie prlvee

400, avenue Unlversite, 10e etage Toronto (Ontario) M7A 1T7

Telephone: (416) 326-7786 Telecopieur: (416) 314-8749

f'~ Vontario

Our File - Notre reference G-2018-00815 / LAM Your File - Votre reference

DEC 1 7 2013

Ms. Christine Davies Goldblatt Partners LLP 20 Dundas St. W. Suite 1039 Toronto, ON M5G 2C2

Dear Ms. Davies:

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Thank you for your payment in the amount of $16.60 as the total cost of processing your request under the Freedom of Information and Protection of Privacy Act (FIPPA).

Apart from the exceptions noted in our letter of December 6, 2018, copies of the requested records are enclosed.

;;::1~r Larissa Migus Program Advisor

Enclosure

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g) Any records of the Director of Employment Standards consideration of evaluation of Primary Response lnc.'s overtime averaging applications or agreements from 2013 to present;

h) Copies of any applications by Primary Response Inc. to the Director of Employment Standards with respect to excess hours under s. 17.1 for the period 2013 to present;

i) Copies of any approved applications of Primary Response Inc. under s.17.1 for the period 2013 to present;

j) Any records relating to communications between Primary Response Inc. and the Director of Employment Standards concerning the issue of excess hours agreements for the period 2013 to present and

k) Any records of the Director of Employment Standards consideration or evaluation of Primary Response lnc.'s excess hours applications or agreements from 2013 to present.

Apart from the exemptions noted in our decision letter of October 9, 2018, copies of the requested records are enclosed.

If you have any questions, please contact me at 416-326-9112.

Sincerely,

d~nfJus Larissa Migus Program Advisor

Enclosure

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.... ' . 824 The employer has agreed to conduct a self-audit for overtime pay, deductions from wages, unpaid wages, and public holiday pay and period of 2016/11/28 to 2017/06/16 to calculate outstanding amounts owed to employees. The results of the self audit are to be provided to this officer by 2017/08/25. Affected employees are to be paid by 2017/08/25 .

..... The results of the inspection do not affect a person's right to file a claim if he/she believes a contravention of the Act has occurred.

As part of the Ministry's mandate to monitor levels of compliance, a re-inspection of this workplace may occur at a later date.

~fficer

Cindy Lanteigne ~~Pl<?.y~er,t St~11-~~rds_ q~~er ~5? _

! i Date I 2011-os-2s ;

I ' .............. , .•. - .. -······-······· .

Note: Pursuant to S. 93 of the Act, you are required to post this report in or upon your premises in a conspicuous place where it is likely to come to the attention of the employees, for a minimum period of 30 days from the date of issue.

v.05/2015

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wages payable to an employee, make a deduction from an employee's wages or cause the employee to return his or her wages to the employer unless authorized to do so under this section by June 22, 2017.

Reasons for Decision are attached.

Cindy Lanteigne Employment Standards Officer #852

PURSUANT TO SECTION 93 OF THE ACT, YOU ARE REQUIRED TO POST THIS ORDER IN OR UPON YOUR PREMISES IN A CONSPICUOUS PLACE OR PLACES WHERE IT IS LIKELY TO COME TO THE ATTENTION OF EMPLOYEES, FORA PERIOD OF 30 DAYS FROM THE DATE OF ISSUE

v.OB/2014

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• by telephone: 1-877-339-3335 (toll free), 416-326-7500, or 416-212-7036 (TIY)

• on the Internet at http://www.olrb.gov.on.ca/english/FormsCasetype.htm o Look under the heading "Employment Standards Act 2000" for Form A-103 and

Information Bulletin No. 24 .

./ STEP 2: FILL OUT THE APPLICATION FOR REVIEW FORM (Form A-103)

You must include a general statement providing the reason you are requesting a review of the officer's decision. You must also include a concise statement of the facts and events you are relying on to support your request for a review.

You must also attach photocopies of all documents related to the officer's decision. These documents include the following: ·

• the officer's Decision Letter • the officer's Order/ Notice of contravention / Compliance order • the officer's Reasons for Decision • the officer's Worksheet(s)/Assessment Document(s)/Appendices

./ STEP 3: DELIVER PHOTOCOPIES OF THE APPLICATION FOR REVIEW FORM AND OTHER DOCUMENTS TO:

1. THE EMPLOYEE(S) ..... 2. THE MINISTRY OF LABOUR

3. ANY OTHER PERSON WHO MAY BE AFFECTED BY THE APPLICATION FOR REVIEW.

Before you file your Application for Review with the OLRB, you must deliver certain materials to: • the employee AND • the Ministry of Labour, AND • any other person whom you identify as potentially affected by the application for review.

The delivery requirements are as follows:

I. Materials that you must deliver to the employee(s) and to any other person who may be affected by the application for review:

1. photocopy of your Application for Review form (Form A-103) that you have filled out

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2. photocopies of a// the documents that the employment standards officer sent to you with his or her decision > For example, the employment standards officer may have sent you some or all

of these documents: o the officer's Decision Letter o the officer's Order / Notice of contravention / Compliance order o the officer's Reasons for Decision

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ii.Payment: The Ministry of Labour prefers that you deliver the payment or letter of credit by regular mail. Alternatively, you may deliver it by courier or by hand. Please include the "tear away" portion of the Order with your payment or letter of credit.

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Email: [email protected]

Fax: 1-855-251-5025

Mail/Courier/Hand: Director of Employment Standards Employment Practices Branch Ministry of Labour 400 University Avenue, 9th Floor Toronto, ON M7A 1T7

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PAYMENT REQUIREMENTS

The payment requirement that applies depends on 1) whether you are a director, an employer, or a client of a temporary help agency and 2) the type of Order or Notice that you are applying to review.

If you are a director applying for a review of an Order to pay wages issued against you personally in your capacity as director, you are not required to pay any monies into trust to complete your application for review.

If you are an employer applying for a review of an Order to pay wages, you must pay the total amount of the Order (including the administrative cost) to the Director of Employment Standards in trust. The payment must be received within 30 calendar days of the date that the order was served*.

If you are an employer applying to review an Order to pay compensation or a client of a temporary help agency applying to review an Order to pay compensation, you must pay the amount of the order or $10,000.00 (whichever is less) to the Director of Employment Standards in trust. The payment must be received within 30 days of the date that the order was served*.

If you are an employer applying for a review of an Order to pay fees, you must pay the total amount of the Order (including the administrative cost) to the Director of Employment Standards in trust. The payment must be received within 30 calendar days of the date that the order was served*.

You may, as an alternative to making payment prior to the review, provide an irrevocable letter of credit in favour of the Director of Employment Standards for the required amount prior to the review. The letter of credit must be acceptable to the Director. (For information on the criteria that the Director generally uses in deciding whether a Letter of Credit is acceptable, please see the Letter of Credit information sheet available on the Ministry's website at www.labour.qov.on.ca.)

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832

- Ministry of Labour Ministere du Travail "'~ t "> r. Ontario REASONS FOR DECISION

· Employment Standards Act, 2000

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Inspection Number: 90019467

Business Name: PRIMARY RESPONSE INC.

Standard(s) At Issue:

1. Public holiday pay 2. Payment of wages 3. Overtime pay 4. Limit on Hours of work weekly 5. Payment of vacation pay 6. Deductions from wages

Evidence, Decision and Reason(s) With Respect to Each Standard at Issue:

As a result of investigations into multiple claims filed against the employer an expanded limited inspection is being conducted. The investigation revealed the following employment standards issues:

FINDINGS

Public Holiday Pay - s. 24(1)

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The employer pays public holiday pay but not in accordance with section 24. (1) which states that "an employee's public holiday for a given public holiday shall be equal to the total amount of regular wages earned and vacation pay payable to the employee in the four work weeks before the work week in which the public holiday occurred, divided by 20". If the employee's regular wages in the four work weeks prior to the week where the public holiday occurs exceeds 40 hours per week, then the public holiday pay will be more than 8 hours. For example if an employee worked 44 regular hours each of the four work weeks prior to the week of the public holiday the employee would be entitled to payment of 8.8 hours (44 hours x 4 weeks= 176 divided by 20 = 8.8 hours).

It was also found that the employer sometimes fails to pay public holiday pay where an employee failed to work a shift before or after the public holiday but had reasonable cause to not work the shift. Employees who fail, without reasonable cause to work all their last regularly scheduled day of work before the public holiday or all of their first scheduled day of work after the public holiday are not entitled to public holiday pay. (Note: this does not mean simply the last calendar day before the public holiday and the first calendar day after the public holiday - it means the last scheduled day of work before the public holiday and the first scheduled day of work after the public holiday). If any employee fails to work either of those days, but had reasonable cause, he

Page 1 of3

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834 cover an insurance deductible because the employee was involved in an at-fault accident. Even if the employee had signed an authorization to allow the deduction, which the claimant did not, the authorization would be invalid.

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Action(s) Taken by Officer:

Issuing Compliance Order#80052106-CO on June 22, 2017 requiring the employer to comply with the hours of work limits, overtime pay, unpaid wages, vacation pay, deduction from wages, public holiday pay provisions of the ESA, 2000.


v.OS/2014

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------------------------------------&48 3. Additional Locations Where WorkWill Be Performed If work will be performed at the main business address only, do not complete this section. Go to Section 4. If there are additional work locations where this application applies, please enter required information. Attach additional pages as necessary.

Name of Business*

Street Number Suffix (e.g. A) Street Name !Type I Direction I Unit Number

Rural Route PO Box Postal Station I Cityffown* Province* I Postal Code* 4. Application Type (Please select the following application types)*

r-- D Excess Weekly Hours of Work Complete sections 5, 7 (if applicable), 8, 1 O and 11.

IZJ Averaging Hours of Work for Overtime Pay Purposes Complete sections 6, 7 (if applicable), 9, 10 and 11

5. Employee Information for Excess Weekly Hours Application Attach additional pages as necessary.

Occupation*

Number of Excess Weekly Hours" Number of Employees*

Requested Duration:* D 1 year D 2 years D 3 years D Check here if duration is less than one year and enter start and

end date.

Start Date (yyyy/mm/dd) End Date (yyyy/mm/dd)

Are written agreement(s) in place, or will they be put in place, in accordance with the ESA, for employee(s) to work the requested number of hours?" 0Yes 0No Are employees in this occupation unionized? * D Yes D No If yes, Union Name and Local

Occupation*



end date.


Are written agreement(s) in place, or will they be put in place, in accordance with the ESA, for employee(s) to work the requested number of hours?" 0Yes 0No Are employees in this occupation unionized? * D Yes . D No If yes, Union Name and Local

Occupation*


Requested Duration:* 0 1 year O 2 years D 3 years O Check here if duration is less than one year and enter start and

end date.


Are written agreement(s) in place, or will they be put in place, in accordance with the ESA, for employee(s) to work the requested number of hours?* OYes ONo Are employees in this occupation unionized? * D Yes D No If yes, Union Name and Local

MOL-ES-001E (2016/06) Page 2 of4

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8. Reasons for Excess Weekly Hours Application Complete for Excess Weekly Hours Application. Maximum 500 characters per answer. * 1. Why do you require the specific number of hours requested?

2. Will you be taking any measures to avoid or reduce excess weekly hours of work? If not, why not?

. 3. Are there any health and safety issues raised by increasing the hours of work of employees? If so, how will you address these issues?

9. Reasons for Averaging Application

Complete for Excess Weekly Hours Application. Maximum 500 characters per answer. * 1. Why do you require the specific averaging period requested?

Full-time employees are nonnally scheduled to work seven 12 hour shifts in a 2 week period and their hours of work may be averaged over the 2 week period

2. Does the averaging period requested benefit the employees in the occupations listed? Yes the scheduling system provides flexible schedullng, more conUnuous time away from work and improved work/life balance.

10. In The Last Three Years Has the employer ever pied guilty to or been convicted of an offence under the ESA? If yes, please indicate the most recent conviction date, if known. (Do not include orders made by employment standards officers or orders made or affirmed by the Ontario Labour Relations Board.)*

I Date (yyyy/mm/d.d)

0Yes ~ No .

Does the Employer have any unpaid monetary orders under the ESA for which the time to apply for a review has expired? If yes, please indicate the most recent monetary order date, if known. *

0Yes IR] No I Date (yyyy/mm/dd)

11. Declaration Please note that it is an offence to provide false or misleading information under the ESA. I, the undersigned declare that, to the best of my knowledge, this information and any additional information submitted in support of the employer's application is complete and accurate. Name {Please Print)* Signature* Date {yyyy/mm/dd}*

Meredith Cranswick online 2017/06/20

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Employment Standards Information line: 416-326-7160 / 1-800-531-5551

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Dear Meredith Cranswick,

Your application requesting approval from the Director of Employment Standards to average hours of work for overtime pay purposes is currently under review. Further information is being requested to help us assess your application. Section 22.(1) of the Employment Standards Act, 2000 (ESA) states that overtime pay for most employees is payable after 44 hours per week. With the approval of the Director of Employment Standards, Section 22.(2) of the ESA permits an employer to average an employee's hours of work over separate, non-overlapping, adjoining periods of two or more consecutive weeks for the purposes of determining the employee's entitlement, if any, to overtime pay. Section 22.(7) permits the Director to take into consideration any factors that may be relevant in deciding whether it is appropriate to issue the approval to the employer.

One of the factors the Director considers relevant is whether there are benefits of overtime averaging for employees. Failure to clearly demonstrate the benefits to employees will likely result in a refusal of the application by the Director of Employment Standards.

Please outline the benefits to employees, as well the weekly threshold after which overtime is paid and company policy for overtime pay, if applicable, by Thursday, December 15th, 2017. The evaluation of your application will include any information submitted. If a response is not received by the due date, it is likely that the application will be refused.

Please note: In a non-unionized workplace, an employer can only average hours of work where there is approval from the Director of Employment Standards and an employee has agreed in writing and where the agreement is valid under the ESA.

Sincerely,

Ananth Rasaratnam Hours of Work Unit Reviewer Employment Practices Branch Ministry of Labour Tel: 416-212-6640 Fax: 416-212-7900 / 1-866-588-9998



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3. For Office Use Only

- I

4. Application Type. Please select the following application types. " - IX! Excess Weekly Hours of Work D Averaging Hours of Work for Overtime Pay Purposes

Complete sections 5, 7 (if applicable), 8, 10 and 11. Complete sections 6, 7 (if applicable), 9, 10 and 11.

5. Employee Information for Excess Weekly Hours Application. Attach additional pages as necessary.

occupation" Number of Number of Excess Weekly Employees "

SECURIT- Hours"

YGUARD S

55 1300

Requested Duration: * D 1 year D Check here if duration is less than one year and enter start and end date. D 2 years Start Date End Date 003~~ Y Y Y Y MM DD Y Y Y Y MM DD

Are written agreement(s) in place, or will they be put in place, in accordance with the ESA, for employee(s) to work the requested

number of hours? * [ZJYes D No

Are employees in this occupation unionized? * D Yes 00 No If yes, Union Name and Local:

Occupation*

MOBILE- .,,.._ GUARDS-

AND SUP ERVISOR s

-,;;,

Occupation*

SECURIT- YDISPA- TCH/COM-

~= MUNICAT- IONS GU- ARDS

Number of Number of Requested Duration: * Excess Weekly Employees* D 1 year D Check here If duration is less than one year and enter start and end date. Hours*

55 150 D 2years Start Date End Date

00 3years y y y y M M D D y y y y M M D D

Are written agreement(s) in place, or will they be put In place, in accordance with the ESA, for employee(s) to work the requested number of hours? *

00 Yes D No Are employees In this occupation unionized? *

D Yes [xi No If yes, Union Name and Local:

Number of Number of Requested Duration: * Excess Weekly Employees* D 1 year D Check here If duration Is less than one year and enter start and end date. Hours*

55 50 D 2years Start Date End Date

!xi 3 years y y y y M M D D y y y y M M D D

Are written agreement(s) in place, or will they be put in place, in accordance with the ESA. for employee(s) to work the requested

number of hours? * 00 Yes D No

Are employees in this occupation unionized? * 0 Yes Ix! No If yes, Union Name and Local:

Fann MOL-ES-001E-T2 (01/2006) © Queen's Printer for Ontario, 2006 Page 2 of4

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8. Reasons for Excess Weekly Hours Application. Complete for Excess Weekly Hours Appltcation. Maximum 500 characters per answer. *

1. Why do you require the specific number of hours requested? The vast majority of Guardswork on a 2/3 rotation equalling 84 hours in each two week period. This - for many years has been the preference of our Employee base.

2. Will you be taking any measures to avoid or reduce excess weekly hours of work? If not, why not? No - the rotation in place is very common to our Industry and largely in place at the preference of - our Guards.

3. Are there any health and safety issues raised by increasing the hours of work of employees? If so, how will you address these issues? NO

9. Reasons for Averaging Application.

Complete for Averaging Hours Appltcatlon. Maximum 500 characters per answer. * 1. Why do you require the specific averaging period requested?

2. Does the averaging period requested benefit the employees in the occupations ltsted?

~ ~ 10. In the last three years: Has the employer been convicted of an offence under the ESA by a judge or justice of the peace? If yes, please indicate the most n-« (NNo Date recent conviction date, tf known. (Do not include orders made by employment standards officers or orders made or affirmed by the

y y y y M M D D

Ontario Labour Relations Board.) * Does the Employer have any unpaid monetary orders under the

Date

ESA for which the time to apply for a review has expired? If yes, y y y y M M D D

please indicate the most recent monetary order date, if known. * Oves ~No

11. Declaration. Please note that it is an offence to provide false or misleading information under the ESA. I, the undersigned declare that, to the best of my knowledge, this information and any additional information submitted in support of the employer's application is complete and accurate.

Name (Please print) *

Yvonne MacDonald

Signature*

online

Date• y y y y

2 0 1 3

M M

1 D D

8

Fenn MOL-ES-001 E-T2 (01/2006) © Queen's Printer for Ontario, 2006 Page 4 of4

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860 Ministry of Labour


f;>ontario

APPLICATION IDENTIFICATION NUMBER: 60040809

APPROVAL: EXCESS WEEKLY HOURS OF WORK

Under Section 17 .1 of the Employment Standards Act, 2000

Issued to: PRIMARY RESPONSE INC. 901 - 250 CONSUMERS ROAD NORTH YORK ON M2J 4V6

This approval permits employees to work more than 48 hours in a work week up to the specified weekly maximum set out below. This approval only applies to an employee who has agreed (or if unionized, the employee's union has agreed) in writing to work excess hours in accordance with s.17(3)(a) of the Act. Where an employee has revoked an agreement to work excess hours in accordance with subsection 17(6), this approval no longer applies with respect to that employee.

The maximum number of hours an e_mployee may work is the lesser of: (i) the number of hours listed in the chart below and (ii) the number of hours the employee (or union) has agreed to in writing.

SECURITY GUARD 55 HOURS

MOBILE GUARDS & SUPERVISOR 55HOURS

SECURITY DISPATCH/ COMMUNICATIONS GUARDS 55HOURS

APPROVAL VALID THROUGH: NOVEMBER 26, 2016

. -

A copy of this approval must be posted in at least one conspicuous place in every workplace of the employer where employees in respect of whom the approval applies works so that it is likely to come to the attention of the employees it applies to. The employer must keep the approval posted until it expires or is revoked, and must then remove it

IMPORTANT INFORMATION FOR EMPLOYERS

This approval was issued based on information the employer provided. Where an employer has indicated that a special rule or exemption under the Act. or its regulations regarding hours of work applies, the issuance of an approval is not a binding ruling on the application of the Act or its regulations. Such a ruling can only be made by an employment standards officer following a full investigation, by the Ontario Labour Relations Board or, ultimately the courts.

This approval does not relieve an employer from the requirement to comply with any other applicable provincial legislation that governs an employee's hours of work.

IMPORTANT INFORMATION FOR EMPLOYEES

An employer must provide a non-unionized employee with a copy of the Ministry of Labour's Information Sheet, "Information for Employees About Hours of Work and Overtime Pay", before the employee enters into a written agreement to work in excess of 48 hours in a work week.

The Information Sheet includes important information about employees' rights and employers' obligations for hours of work, rest periods and overtime .

An employer is prohibited from penalizing an employee in any way for exercising rights under the Act. These rights include:

• Refusing to enter into an agreement to work excess hours • Cancelling his/her agreement to work excess weekly hours by providing two weeks written notice

For answers to questions about the Act including how to obtain the Information Sheet, please contact the Employment Standards Information Centre at 416-326-7160 in Toronto or toll-free at 1- 800-531-5551. Information about the Act, the Information Sheet, and Fact Sheets are also available

Page 1 of4

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862

£;.> Ontario

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LE NOMBRE D'IDENTIFICATION D'APPLICA TION : 60040809

APPROBATION: DEPASSEMENT DES PLAFOND D'HEURES DE TRAVAIL PAR SEMAINE

En vertu de !'article 17 .1 de la Loi de 2000 sur Jes normes d'emploi

Delivree a !'attention de: PRIMARY RESPONSE INC. 901 - 250 CONSUMERS ROAD NORTH YORK ON M2J 4V6

La presente approbation autorise les employes a travailler plus de 48 heures par semaine jusqu'a un . maximum hebdomadaire precise ci-dessous. L'approbation ne s'applique qu'a l'employe qui a consenti (ou s'il est syndique, si son syndicat a consenti), par ecrit, au depassernent des plafonds des heures de travail contormernent a l'alinea 17 (3) a) de la Loi. Si un employe a revoque son consentement a travailler au-dela du plafond etabli conformement au paragraphe 17 (6), la presente approbation ne s'applique plus a cet employe.

Le nombre maximal d'heures de travail que peut effectuer un employe ne doit pas depasser le moindre des nombres suivants : (Q le nombre d'heures indique dans le tableau ci-dessous et (ii) le nombre d'heures auquel remploye (ou le syndicat) a consenti par ecril

SECURITY GUARD MOBILE GUARDS & SUPERVISOR 55 HEURES

SECURITY DISPATCH/ COMMUNICATIONS GUARDS 155 HEURES L'APPROBATION VALIDE PASSE:

NOVEMBRE 26, 2016

Une copie de !'approbation doit etre affichee a au moins un endroit bien en vue de chacun des lieux de travail de l'employeur ou les employes eoncernes travaillent afin qu'ils puissent en prendre connaissance. L'employeur doit laisser !'approbation afflchee [usqu'a son expiration ou sa revocation, puis l'enlever.

RENSEIGNEMENTS IMPORTANTS A L'ATTENTION DES EMPLOYEURS

La presente approbation est delivree en fonction des renseignements foumis par l'employeur. Si un employeur a invoque !'application d'une regle speciale ou d'une exemption en vertu de la Loi ou de ses reglements concemant les heures de travail, la delivrance d'une approbation ne constitue pas une decision executolrs au sujet de l'application de la Loi ou de ses reglements. Ce genre de decision ne peut etre rendue que par un agent des normes d'emploi apres une enquete complete, par la Commission des relations de travail de !'Ontario ou, en demier recours, par les tribunaux.

La prssente approbation ne libere pas l'employeur de !'obligation de se conformer aux autres lois provinciales applicables qui regissent les heures de travail de l'employe.

RENSEIGNEMENTS IMPORT ANTS A L'A TTENTION DES EMPLOYES

L'employeur dolt remettre a l'employe non syndique une copie de la feuille de renseignements du mlnlstere du Travail intitulee « Heures de travail et heures supplementaires », avant qu'il n'accepte, par ecrit, de travailler plus de 48 heures par semaine.

Le feuille de renseignements contient des renseignements importants au sujet des droits des ernployes et des obligations des employeurs concernant les heures de travail, les perlodes de repos et les heures supplernenteires,

L'employeur n'a pas le droit de penaliser un ernploye pour avoir exerce les droits que lui centers la Loi, comme par example:

• Refuser de signer une entente de depassement des plafonds d'heures de travail • Annuler son accord de depasser les plafonds d'heures de travail par semaine sur presentation d'un

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General Information Submit this form to:

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Ministry of Labour

Employment Standards Program

The Director, Employment Standards 400 University Avenue, 9th Floor Toronto, Ontario, M7A 1T7 Fax: 1-866-588-9998 or 416-212-7900

Incomplete or inaccurate information may delay the processing of your application. If the application is faxed after 5:DD p.m. or on a day on which the Director's office is closed, the service of the application shall be deemed to be effected on the next day on which the Director's office is not closed. The employer must have the written agreement of employees (or their union) to work excess hours or to have their hours of work averaged. In the event that this application is approved, the employer must still comply with the daily and weekly rest periods (section 18), eating periods (section 20) and overtime pay (section 22) provisions in the Employment Standards Act, 2000 (ESA) .

Hours of Work and Averaging Hours Application Form This information is collected under the authority of the ESA to assist in the processing of applications for excess hours and overtime averaging. Collection, use and disclosure of information in this form is regulated by the Freedom of Information and Protection of Privacy Act, R.S.0.1990F31 (as amended). If you have any questions regarding Freedom of Information (FOi) matters, you may contact the Ministry of Labour FOi Coordinator at (416) 326-7786.

. You rriust. co~plete ~ff areas marked by a~ asterisk (*lJrr 'qr,d~r f~r usJo"prqc~ss' your appllriatior:i; : •....•.. · .. ··• '' lfyo~ do'riotcomplete: t.lteseiai'eaa y<Sur'.applicatitm forrn:rnay,.be returnedto you (iri which case.the '. '' · applicatio11wm not 6~ consideredto>have been s~rved.}~;?:\t< ', . . . . ',,',,',, . '' .. Oi . - ,,',. ,, . · ...

1. Employer Information Employer BusinessfTrade Name* PRIMARY RESPONSE INC. Legal Name* PRIMARY RESPONSE INC. Business Number

- Renewals [XI Check here if you were issued an approval effective March 1, 2005 or later and are seeking a renewal.

2. Employer Contact Information First Name* MEREDITH

Last Name* CRANSWICK

- Position GENERAL MANAGER Telephone Qndude area code)* ( 416 ) 658-4536

Extension Fax Number Qnclude area code) 102 ( 416 ) 658-3707

E-mail Address meredith.cranswick@primaryrespon

Preferred method of receiving correspondence * 0 Mail 00 E-mail

Preferred language of communication * 00 English O French

Street Number Suffix (e.g. A) Street Name I Type I Direction I Unit/Suite 60 MODERN RD

Rural Route PO Box Postal Station CityfTown * SCARBOROUGH

Province/State * Country* I Postal Code/Zip Code * ONTARIO CANADA M1R386

Employer Main Business Address

- Form MOL-ES-001E-T2 (01/2006) © Queen's Printer for Ontario, 2006 Page 1 of 4

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6. Employee Information for Averaging Application. Attach additional pages as necessary. - Occupation* Number of Number of Requested Duration: *

Weeks to Employees* D 1 year D Check here if duration is less than one year and enter start and end date. Average Over * D 2years Start Date End Date

D 3years y y y y M M D D y y y y M M D D

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Are written agreement(s) in place, or will they be put In place, In accordance with the ESA, to average the hours of work of

employees? * Oves 0No

Are employees In this occupation unionized? * 0 Yes D No If yes, Union Name and Local:

Are written agreement(s) in place, or will they be put in place, In accordance with the ESA, to average the hours of work of employees? * ·

Oves 0No

Are employees In this occupation unionized? * D Yes D No If yes, Union Name and Local:

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Number of Employees*

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Are written agreement(s) in place, or will they be put in place, in accordance with the ESA, to average the hours of work of employees? *

Oves 0No

Are employees in this occupation unionized? * D Yes D No If yes, Union Name and Local:

7. List Union Contact Details. If you provided Union Name and Local in section 5 and/or 6, please enter required Information. Attach additional pages as necessary.

- Union Name and Local Union Contact Full Name Telephone Number Extension

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Ministry of Labour Employment Practices Branch

400 University Ave. 9th Floor Toronto, Ontario M7A 117 Telephone: (416) 326-2450 Fax: (416) 326-7061

Ministere du Travail Direction des pratiques d'emploi

400, avenue University 9e etage Toronto, Ontario M7A1T7 Telephone: (416) 326-2450 Telecopleur: (416) 326-7061

"~ t "> . tr Ontario

.-

12/04/2016

Primary Response Inc. 60MODERN RD SCARBOROUGH ON M1 R 386

RE: Approval For Excess Weekly Hours of Work ID#: 60050117

Following a review of your application, the attached approval for Excess Weekly Hours of Work has been issued. The employer is required to have the written agreement of employees (or their union) before employees work excess hours in accordance with the approval. A copy of the approval must be posted in at least one conspicuous place in every workplace such that it is likely to come to the attention of the employees it applies to.

Non-unionized employers must provide employees with a copy of the Information Sheet, Information for Employees About Hours of Worl< and Overtime Pay, available on the Ministry of Labour website www.labour.gov.on.ca before the agreement to work excess hours is made.

An approval may be revoked by the Director at any time upon providing an employer with such notice as the Director considers reasonable in the circumstances. In determining whether to revoke an approval, the Director may consider any relevant factors including contraventions of the Employment Standards Act, 2000 (ESA) and the health and safety of employees.

Employees are entitled to daily, between shifts, and weekly/bi-weekly rest periods in accordance with the ESA. These rest periods, and all other requirements in the ESA and the Occupational Health and Safety Act, continue to apply even if an employer has an approval for Excess Weekly Hours of Work. For more information, refer to the Ministry's website www.labour.gov.on.ca.

Please note the listing of a specific occupation in an approval should not be taken as necessarily indicating that the Ministry is of the view that an employee in the occupation is covered by the hours of work limits and/or overtime pay requirements set out in the ESA. Employees in certain industries and job categories are exempt from such limits and requirements. For more information on industry and job specific exemptions please refer to Your Guide to the Employment Standards Act, Chapter "Industries and Jobs with ESA exemptions and/or Special Rules" available on the Ministry's website.

If you have any questions regarding the approval, please contact our office at (416) 326-2450.

Sincerely,

Director of Employment Standards

Attachment

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Labour Ministere du Travail

£?ontario


APPROVAL: EXCESS WEEKLY HOURS OF WORK

Under Section 17 .1 of the Employment Standards Act, 2000

Issued to: Primary Response Inc. 60M0DERNRD SCARBOROUGH ON M1 R 3B6

This approval permits employees to work more than 48 hours in a work week up to the specified weekly maximum set out below. This approval only applies to an employee who has agreed (or if unionized, the employee's union has agreed) in writing to work excess hours in accordance with s.17(3)(a) of the Act. Where an employee has revoked an agreement to work excess hours in accordance with subsection 17(6), this approval no longer applies with respect to that employee.

The maximum number of hours an employee may work is the lesser of: (0 the number of hours listed in the chart below and (ii) the number of hours the employee ( or union) has agreed to in writing.

Security Guards 55HOURS

Mobile Guards and Supervisors 155HOURS

Security Dispatch/Communications Guards 55HOURS

APPROVAL VALID THROUGH: APRIL 12, 2019 -

- -



This approval was issued based on information the employer provided. Where an employer has indicated that a special rule or exemption under the Act or its regulations regarding hours of work applies, the issuance of an approval is not a binding ruling on the application of the Act or its regulations. Such a ruling can only be made by an, employment standards officer following a full investigation, by the Ontario Labour Relations Board or, ultimately the courts.



An employer must provide a non-unionized employee with a copy of the Ministry of Labour's Information Sheet, "Information for Employees About Hours of Work and Overtime Pay", before the employee enters into a written agreement to work in excess of 48 hours in a work week.

The Information Sheet includes important information about employees' rights and employers' obligations for hours of work, rest periods and overtime.

An employer is prohibited from penalizing an employee in any way for exercising rights under the Act. These rights include:

• Refusing to enter into an agreement to work excess hours • Cancelling his/her agreement to work excess weekly hours by providing two weeks written notice

For answers to questions about the Act including how to obtain the Information Sheet, please contact the Employment Standards Information Centre at 416-326-7160 in Toronto or toll-free at 1- 800-531-5551. Information about the Act, the Information Sheet, and Fact Sheets are also available

Page 1 of 4

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Minisbyof Labour


872

~Ontario

LE NOMBRE D'IDENTIFICATION D'APPLICATION: 60050117

APPROBATION: DEPASSEMENT DES PLAFOND D'HEURES DE TRAVAIL PAR SEMAINE

En vertu de !'article 17.1 de la Loi de 2000 sur /es normes d'emploi

Delivree a !'attention de: Primary Response Inc. 60M0DERN RD SCARBOROUGH ON M1 R 386

La presente approbation autorise les ernployes a travailler plus de 48 heures par semaine jusqu'a un maximum hebdomadaire precise ci-dessous. L'approbation ne s'applique qu'a l'employe qui a consenti (ou s'il est syndique, si son syndicat a consenti), par ecrit, au depassernent des plafonds des heures de travail conformernent a l'alinea 17 (3) a) de la Loi. Si un employe a revoque son consentement a travailler au-dela du plafond etabli conformement au paragraphe 17 (6), la presente approbation ne s'applique plus a cet ernploye,

Le nombre maximal d'heures de travail que peut effectuer un ernploye ne doit pas depasser le moindre des nombres suivants : (i) le nombre d'heures indique dans le tableau ci-dessous et (ii) le nombre d'heures auquel l'employe (ou le syndicat) a consenti par ecril

Security Guards 55 HEURES

Mobile Guards and Supervisors 55 HEURES

Security Dispatch/Communications Guards 55HEURES

L'APPROBATION VALIDE PASSE: AVRIL 12, 2019

--

Une copie de !'approbation doit etre afflchee a au moins un endroit bien en vue de chacun des lieux de travail de l'employeur ou les employes concernes travaillent afin qu'ils puissent en prendre connaissance. L'employeur doit laisser !'approbation afflchee jusqu'a son expiration ou sa revocation, puis l'enlever.

RENSEi'GNEMENTS IMPORTANTS A L'ATTENTION DES EMPLOYEURS

La presente approbation est delivree en fonction des renseignements foumis par l'employeur. Si un employeur a invoque l'application d'une regle speclale ou dune exemption en vertu de la Loi ou de ses reglements concemant les heures de travail, la delivrance d'une approbation ne constitue pas une decision executoire au sujet de ('application de la Loi ou de ses reglements. Ce genre de decision ne peut etre rendue que par un agent des normes d'emploi apres une enquste complete, par la Commission des relations de travail de !'Ontario ou, en demier recours, par les tribunaux.

La presents approbation ne libere pas l'employeur de !'obligation de se conformer aux autres lois provinciales applicables qui regissent les heures de travail de l'employe.

RENSEIGNEMENTS IMPORTANTS A L'ATTENTION DES EMPLOYES

L'employeur doit remettre a l'employe non syndique une copie de la feuille de renseignements du rninistere du Travail intitulee « Heures de travail et heures supplernentaires », avant qu'il n'accepte, par ecrit, de travailler plus de 48 heures par semaine.

Le feuille de renseignements contient des renseignements importants au sujet des droits des employes et des obligations des employeurs concernant les heures de travail, les periodes de repos et les heures supplementeires,

L'employeur n'a pas le droit de penaliser un employe pour avoir exerce les droits que lui confere la Loi, comme par example:

• Refuser de signer une entente de depassement des plafonds d'heures de travail • Annular son accord de depasser les plafonds d'heures de travail par semaine sur presentation d'un

Page3of4

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874

Created: 2018-06-28 Type: comment ER's Excess Hours Approval (60050117) was recommended for revocation by ESO, Document attached.

Created: 2017-12-14 Type: Comment Confirm refusal as ER has prior history of non compliance with the ESA and numerous violations in recent inspection Including ER allowed EE's to have hours averaged without approval In place from DES,

<---------------------------------------..1

created: 2011-12-14 Type: Note Notebook Reference: ER's stated benefit to EEs Is rotation. 7 days of work per 14 days, After further investigation of previous contraventions (OC, VC, and ongoing) - reviewer is recommending refusal.

(s.21) evant contraventions: CO) - OT unpaid] CO} - violated excess hours approval] CO) - OT unpaid] VC) - OT unpaid}

I'. Created: 2017-12-11 Type: Note . Emailed ER requesting add Info. Documented email.

\~if Ji~r~~~f ~}ij{:~;;f ;{{~~~;r'i~;:;::f rt Notebook Reference:

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876

3. For Office Use Only

4. Application Type. Please select the following application types. • D Excess Weekly Hours of Work ~ Averaging Hours of Work for Overtime Pay Purposes

Complete sections 5, 7 (if applicable), 8, 10 and 11. Complete sections 6, 7 (if applicable), 9, 1 O and 11.

5. Employee Information for Excess Weekly Hours Application. Attach additional pages as necessary.

Occupation* Number of Excess Weekly Hours*


Requested Duration: *

D 1 year D Check here if duration Is less than one year and enter start and end date.

D 2 years Start Date End Date 03years Y Y Y Y M M D D Y Y Y Y M M D D


number of hours?* 0Yes D No

Are employees in this occupation unionized? * D Yes D No If yes, Union Name and Local:

Occupation* Number of Number of Requested Duration: * Excess Weekly Employees* D 1 year D Check here if duration Is less than one year and enter start and end date. Hours* D 2years Start Date End Date



number of hours? • 0Yes D No

Are employees In this occupation unionized? * D Yes O No If yes, Union Name and Local:

Occupation* Number of Excess Weekly Hours*

Number of Employees•

Requested Duration: *

0 1 year D Check here if duration is less than one year and enter start and end date.

0 2 years Start Date End Date 03~~ Y Y Y Y MM D DY Y Y Y MM D D

Are written agreement(s) In place, or will they be put in place, in accordance with the ESA, for employee(s) to work the requested

number of hours? " Oves D No

Are employees in this occupation unionized? * 0 Yes O No If yes, Union Name and Local:

Form MOL-ES-001E-T2 (01/2006) © Queen's Printer for Ontario, 2006 Page 2 of 4

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878

8. Reasons for Excess Weekly Hours Application.

Complete for Excess Weekly Hours Appllcatlon. Maximum 500 characters per answer. * 1. Why do you require the specific number of hours requested? ..

2. Will you be taking any measures to avoid or reduce excess weekly hours of work? If not, why not?

3. Are there any health and safety issues raised by increasing the hours of work of employees? If so, how will you address these issues?

9. Reasons for Averaging Application.

Complete for Averaging Hours Application. Maximum 500 characters per answer. * 1. Why do you require the specific averaging period requested? Th e2/3 rotation has been used since Company inception for the vast majotly of positions. It remain s the rotation of choice for our Employees.

2. Does the averaging period requested benefit the employees in the occupations listed? Yes - this rotation benefits all staff and is the preferred rotation due to the quantity of days off it allows.

10. In the last three years: Has the employer been convicted of an offence under the ESA by a judge or justice of the peace? If yes, please indicate the most

0Yes lliJ No Date recent conviction date, if known. (Do not include orders made by employment standards officers or orders made or affirmed by the y y y y M M D D Ontario Labour Relations Board.)*

Does the Employer have any unpaid monetary orders under the Date ESA for which the time to apply for a review has expired? If yes, y y y y M M D D please indicate the most recent monetary order date, if known. * Oves lliJ No 11. Declaration. Please note that it is an offence to provide false or misleading information under the ESA. I, the undersigned declare that, to the best of my knowledge, this information and any additional information submitted in support of the employer's application is complete and accurate.

Name (Please print) •

Yvonne MacDonald

Signature*

online

Date* Y Y Y Y M M D D

2014 0728

Fenn MOL-ES-001E-T2 (01/2006) © Queen's Printer for Ontario, 2006 Page4 of4

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880 Ministry of Labour

Ministere du Travail f;.> Ontario


APPROVAL: AVERAGING HOURS OF WORK FOR OVERTIME PAY PURPOSES

Under Section 22.1 of the Employment Standards Act, 2000


This approval pennits the employer to average an employee's hours of work over separate, non-overlapping, adjoining periods of two or more consecutive weeks up to a specified maximum averaging period ( outlined below) for the purpose of detennining the employee's entitlement, if any, to overtime pay. This approval only applies to an employee who has agreed (or if unionized, his/her union has agreed) in writing to have hours of work averaged in accordance with s.22(2)(a) and (3) of the Act

The maximum number of weeks an employee's hours of work may be averaged over is the lesser of: (i) the number of weeks set out in the chart below and (iO the number of weeks the employee (or union) has agreed to in writing.

· • '; · Maxim~m .•• \4yeragi'i1g

· -Period .. : .·--···

I SECURITY GUARDS j2WEEKS I MOBILE SECURITY GUARDS & SUPERVISORS j2 WEEKS COMMUNICATIONS OPERATIVES/DISPATCHERS 2 WEEKS

APPROVAL VALID THROUGH: AUGUST 05, 2016

A copy of this approval must be posted in at least one conspicuous place in every workplace of the employer where employees in respect of whom the approval applies works so that it is likely to come to the attention of the employees it applies to. The employer must keep the approval posted until it expires or is revoked, and must then remove it.


This approval was issued based on infonnation the employer provided. Where an employer has indicated that a special rule or exemption under the Act or its regulations regarding hours of work applies, the issuance of an approval is not a binding ruling on the application of the Act or its regulations. Such a ruling can only be made by an employment standards officer following a full investigation, by the Ontario Labour Relations Board or, ultimately the courts.



An employee who has entered into an agreement to average hours of work over a stated number of weeks and is in an Occupational Group listed above will qualify for overtime pay if the average number of hours worked over the averaging period exceeds the applicable overtime threshold. (Unless a special rule applies, the overtime threshold is 44 hours.)

An averaging agreement cannot be cancelled until the expiry date of the agreement or the employee and employer both agree in writing to cancel it.

If the employee is not unionized, an averaging agreement must expire within two years of the date the agreement takes effect

A non-unionized employee can refuse to enter into an agreement to average hours of work for overtime pay purposes.

Page 1 of 4

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Ministry of Labour

Ministere du Travail f):-::;,,

£,r Ontario 882

LE NOMBRE D'IDENTIFICATION D'APPLICATION: 60043524

APPROBATION: CALCUL DE LA MOYENNE DES HEURES DE TRAVAIL AUX FINS DE LA REMUNERATION DES HEURES SUPPLEMENTAIRES

En vertu de !'article 22.1 de la Loi de 2000 sur Jes normes d'emploi


La presente approbation autorise l'employeur a calculer le nombre d'heures de travail d'un employe en moyenne au cours de periodes distinctes, non chevauchantes et contigues d'au moins deux semaines consecutives si la periode de calcul de la moyenne ne depasse pas un certain nombre de semaines (precise ci-dessous), afin d'etablir le droit de l'employe a se faire rernunerer ses heures supplementaires, le cas echeant, L'approbation ne s'applique qu'a l'ernploye qui a consenti ( ou s'il est syndlque, si son syndicat a consenti), par ecrit, au calcul de la moyenne de ses heures de travail conformemsnt aux paragraphes 22 (2) a) et (3) de la Loi.

La periode de calcul de la moyenne ne doit pas depasser le moindre des nombres suivants : (Q le nombre de semaines lndlque dans le tableau ci-dessous et (iQ le nombre de semaines auquel l'employe (ou le syndicat) a consenti par ecrit,

P~9fJ;~~I.QN - -:; /: ··-· ,- - e~ri~~ d,~.Fa!~4

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SECURITY GUARDS 2SEMAINES

MOBILE SECURITY GUARDS & SUPERVISORS 2SEMAINES

COMMUNICATIONS OPERATIVES/DISPATCHERS 2SEMAINES

L'APPROBATION VALIDE PASSE : A00T 05, 2016

Une copie de !'approbation dolt etre affichee a au moins un endroit bien en vue de chacun des lieux de travail de l'employeur ou les employas concernes travaillent afin qu'ils puissent en prendre connaissance. L'employeur doit laisser !'approbation affichee [usqu'a son expiration ou sa revocation, puis l'enlever.

RENSEIGNEMENTS IMPORTANTS A. L'ATIENTION DES EMPLOYEURS

La presente approbation est delivree en fonction des renseignements foumis par l'employeur. Si un employeur a Invoque !'application d'une regle speclale ou d'une exemption en vertu de la Loi ou de ses reglements concemant Jes heures de travail, la delivrance d'une approbation ne constitue pas une decision executoire au sujet de l'application de la Loi ou de ses reglements. Ce genre de decision ne peut etre rendue que par un agent des normes d'emploi apres une enquste complete, par la Commission des relations de travail de !'Ontario ou, en dernier recours, par les tribunaux.

La presente approbation ne libere pas l'employeur de !'obligation de se conformer aux autres lois provinciales applicables qui regissent Jes heures de travail de l'employe,

RENSEIGNEMENTS IMPORTANTS A L'ATIENTION DES EMPLOYES

L'employe qui a conclu une entente de calcul de la moyenne des heures de travail pour un certain nombre de semaines et qui se trouve dans l'un des groupes professionnels enurneres ci-dessus, sera admissible a la remuneration des heures supplementaires, si le nombre moyen d'heures de travail effectuees au cours de la perlode de calcul de la moyenne depasse le seuil des heures supplementalres applicable. (Sous reserve de l'application d'une regle speclals, le seull des heures supplernentalres est fixe a 44 heures.) L'entente de calcul de la moyenne ne peut pas etre annulee avant sa date d'expiration ou avant que l'ernploye et l'ernployeur y consentent taus deux par ecrit.

L'employe non syndique peut refuser de conclure une entente de calcul de la moyenne des heures de travail aux fins de determination de la remuneration des heures supplementaires.

Page 3 of 4

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r-~ t "> r Ontario

General Information Submit this form to:

Ministry of Labour Employment Standards Program

The Director, Employment Standards 400 University Avenue, 9th Floor Toronto, Ontario, M7A 1T7 Fax: 1-866-588-9998 or 416-212-7900

Incomplete or inaccurate information may delay the processing of your application. If the application is faxed after 5:00 p.m. or on a day on which the Director's office is closed, the service of the application shall be deemed to be effected on the next day on which the Director's office is not closed. The employer must have the written agreement of employees (or their union) to work excess hours or to have their hours of work averaged. In the event that this application is approved, the employer must still comply wlth the daily and weekly rest periods (section 18), eating periods (section 20) and overtime pay (section 22) provisions in the Employment Standards Act, 2000 (ESA).

Hours of Work and Averaging Hours Application Form This information is collected under the authority of the ESA to assist in the processing of applications for excess hours and overtime averaging. Collection, use and disclosure of information in this form is regulated by the Freedom of Information and Protection of Privacy Act, R.S.0.1990F31 (as amended). If you have any questions regarding Freedom of Information (FOi) matters, you may contact the Ministry of Labour FOi Coordinator at (416) 326-7786.

ID. (Ministry Use) . . .

60037524

You must complete all areas. marked by an asterisk r} in order for us to process: your applicationi · If You dol1ot ccmpletethese areas your application form. nl~y be returned to you (in which case· the appl{cc1.tionwillnotbeconsideredto:have,beenserved)#\/ < <. . .. ··.· ... ·. <'>: ... <: .. ·· 1. Employer Information Employer Business/Trade Name* PRIMARY RESPONSE INC. Legal Name* PRIMARY RESPONSE INC. Business Number 894027531

Renewals [XI Check here if you were issued an approval effective March 1, 2005 or later and are seeking a renewal.

2. Employer Contact Information First Name* YVONNE

I Last Name* MACDONALD

Position MANAGER, HUMAN RESOURCES Telephone (include area code)* ( 416 l 658-4536

Extension Fax Number (include area code) 118 ( 416 l 658-3707

E-mail Address yvonne.macdonald@primaryresponse

Preferred method of receiving correspondence * 0Mall IZJE-mail

Preferred language of communication * IZJ English D French

Employer Main Business Address Street Number Suffix (e.g. A) Street Name I Type I Direction I Unit/Suite 250 CONSUMERS RD 9th F Rural Route PO Box Postal Station City/Town*

NORTH YORK Province/State * Country* I Postal Code/Zip Code * ONTARIO CANADA M2J 4V6

Form MOL-ES-001 E-T2 (01/2006) © Queen's Printer for Ontario, 2006 Page 1 of 4

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6. Employee Information for Averaging Application. . · Attach additional pages as necessary •

Occupation*

SECURIT Y GUARD s

Number of Weeks to Average Over*

2


1500

Requested Duration: * D 1 year D Check here if duration is less than one year and enter start and end date. [&12 years Start Date End Date D 3years Y Y Y Y M M D D Y Y Y Y M M D D


~Yes D No

Are employees in this occupation unionized? * D Yes [ZI No If yes, Union Name and Local:

Occupation*

MOBILE GUARDS AND SUP ERVISOR s

Number of Number of Requested Duration: * Weeks to Employees* D 1 year D Check here if duration is less than one year and enter start and end date. Average Over*

2 50 !ZJ 2 years Start Date End Date



[Z] Yes D No Are employees in this occupation unionized? *

D Yes [Z] No If yes, Union Name and Local:

Occupation * Number of Number of Requested Duration: * Weeks to Employees* D 1 year D Check here If duration is less than one year and enter start and end date.

DISPATC- Average Over *

HER 2 30 ~ 2years Start Date End Date D 3years y y y y M M D D y y y y M M D D


[Z]Yes D No Are employees in this occupation unionized? *

D Yes lxJ No If yes, Union Name and Local:

7. List Union Contact Details. If you provided Union Name and Local in section 5 and/or 6, please enter required information. Attach additional pages as necessary.

Union Name and Local Union Contact Full Name Telephone Number Extension

Form MOL-ES-001 E·T2 (01/2006) © Queen's Printer for Ontario, 2006 Page 3 of4

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Ministry of Labour


890

t.>ontario


APPROVAL: AVERAGING HOURS OF WORK FOR OVERTIME PAY PURPOSES

Under Section 22.1 of the Employment Standards Act, 2000


This approval permits the employer to average an employee's hours of work over separate, non-overlapping, adjoining periods of two or more consecutive weeks up to a specified maximum averaging period (outlined below) for the purpose of determining the employee's entitlement, if any, to overtime pay. This approval only applies to an employee who has agreed (or if unionized, his/her union has agreed) in writing to have hours of work averaged in accordance with s.22(2)(a) and (3) of the Act.

The maximum number of weeks an employee's hours of work may be averaged over is the lesser of: (i) the number of weeks set out in the chart below and ~i) the number of weeks the employee (or union) has agreed to in writing.

_ . occa.JP.t-TION . .

l'J!iµ:irinun Avelclging

· · .•. Per!Q~ . SECURITY GUARDS 2WEEKS

I MOBILE SECURITY GUARDS & SUPERVISORS

I COMMUNICATIONS OPERATIVES/DISPATCHERS J2WEEKS

J2WEEKS

APPROVAL VALID THROUGH: AUGUST 05, 2016



This approval was issued based on information the employer provided. Where an employer has indicated that a special rule or exemption under the Act or its regulations regarding hours of work applies, the issuance of an approval is not a binding ruling on the application of the Act or its regulations. Such a ruling can only be made by an employment standards officer following a full investigation, by the Ontario Labour Relations Board or, ultimately the courts.



An employee who has entered into an agreement to average hours of work over a stated number of weeks and is in an Occupational Group listed above will qualify for overtime pay if the average number of hours worked over the averaging period exceeds the applicable overtime threshold. (Unless a special rule applies, the overtime threshold is 44 hours.)

An averaging agreement cannot be cancelled until the expiry date of the agreement or the employee and employer both agree in writing to cancel it

If the employee is not unionized, an averaging agreement must expire within two years of the date the agreement takes effect.

A non-unionized employee can refuse to enter into an agreement to average hours of work for overtime pay purposes.

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Ministry of Labour

Ministere du Travail f'r:> v--= Ontario

892

LE NOMBRE D'IDENTIFICATION D'APPLICATION : 60043524

APPROBATION: CALCUL DE LA MOYENNE DES HEURES DE TRAVAIL AUX FINS DE LA REMUNERATION DES HEU RES SUPPLEMENT AIRES

En vertu de !'article 22.1 de la Loi de 2000 sur Jes normes d'emploi


La presente approbation autorise l'employeur a calculer le nombre d'heures de travail d'un employe en moyenne au cours de periodes distinctes, non chevauchantes et contlques d'au mains deux semaines consecutlves si la periode de calcul de la moyenne ne depassa pas un certain nombre de semaines (precise ci-dessous), afin d'etablir le droit de l'employe a se faire remunerer ses heures supplementaires, le cas echeant. L'approbation ne s'applique qu'a l'employe qui a consenti (ou s'il est syndique, si son syndicat a consenti), par ecrit, au calcul de la moyenne de ses heures de travail conformernent aux paragraphes 22 (2) a) et (3) de la Loi.

La periode de calcul de la moyenne ne doit pas depasser le moindre des nombres suivants : (i) le nombre de semaines indlque dans le tableau ci-dessous et (i~ le nombre de semaines auquel l'employe (ou le syndical) a consenti par ecrit.

,, ,, ,,,,

SECURITY GUARDS 2SEMAINES

I MOBILE SECURITY GUARDS & SUPERVISORS 2SEMAINES

COMMUNICATIONS OPERATIVES/DISPATCHERS 2SEMAINES

L'APPROBATION VALIDE PASSE: A00T 05, 2016

Une copie de !'approbation doit etre afflchee a au moins un endroit bien en vue de chacun des lieux de travail de l'employeur ou Jes ernployes concernes travaillent afin qu'ils puissent en prendre connaissance. L'employeur doit laisser !'approbation affichee jusqu'a son expiration ou sa revocation, puis l'enlever.

RENSEIGNEMENTS IMPORTANTS A. L'ATTENTION DES EMPLOYEURS

La presents approbation est delivree en fonction des renseignements fournis par l'employeur. Si un employeur a invoque !'application d'une regle speeiale ou d'une exemption en vertu de la Loi ou de ses reglements concernant les heures de travail, la delivrance d'une approbation ne constitue pas une decision executoire au sujet de !'application de la Loi ou de ses reglements. Ce genre de decision ne peut etre rendue que par un agent des normes d'emploi apres une enquete complete, par la Commission des relations de travail de !'Ontario ou, en demier recours, par Jes tribunaux.

La presente approbation ne libere pas l'employeur de !'obligation de se conformer aux autres lois provinciales applicables qui regissent Jes heures de travail de l'employe.

RENSEIGNEMENTS IMPORTANTS A. L'ATTENTION DES EMPLOYES

L'ernploye qui a conclu une entente de calcul de la moyenne des heures de travail pour un certain nombre de semaines et qui se trouve dans l'un des groupes professionnels enumeres ci-dessus, sera admissible a la remuneration des heures supplementalres, si le nombre moyen d'heures de travail effectuees au cours de la perlode de calcul de la moyenne depasse le seuil des heures supplernentaires applicable. (Sous reserve de !'application d'une regle speciale, le seuil des heures supplernentaires est fixe a 44 heures.) L'entente de calcul de la moyenne ne peut pas etre annulee avant sa date d'expiration ou avant que l'ernploye et l'employeur y consentent tous deux par ecrit,

L'employe non syndique peut refuser de conclure une entente de calcul de la moyenne des heures de travail aux fins de determination de la remuneration des heures suppiernentaires,

Page 3 of4

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From: To: Subject: Date:

leagh PageJ Lanteigne. Cindy (MOL} RE: ES Inspection 90019467 - Compliance Order and Self Audit Demand June 22, 2017 3:20:55 PM

Hello Cindy,

We are in receipt of Compliance order and Self audit demand

Thank you,

Leagh Pagel I Coordinator, Human Resources PRIMARY RESPONSE INC. 60 Modern Road, Toronto, ON MlR 3B6 (416) 658-4536 x 139 I (888) 643-0333 Fax: 416-658-3707

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Please consider the environment - do you really need to print this email? ~

Confidentiality Notice: This email, and attachments, transmission is intended for the use of the individual or entity to which it is addressed and may contain confidential information belonging to the sender. If you are not the intended recipient, you are hereby notified that any disclosure, copying, distribution, or the taking of any action in reliance on the contents of this information is strictly prohibited. If you have received this transmission in error, please notify the sender immediately by e mail and delete the original message.

From: Lanteigne, Cindy (MOL) [mailto:[email protected]] Sent: June-22-17 2:21 PM To: Leagh Pagel <[email protected]> Subject: ES Inspection 90019467 - Compliance Order and Self Audit Demand

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Hi Leagh,

As per our telephone conversation this morning attached please find a compliance order and self-audit demand. I will also send you a notification of compliance form that you will have to complete and return once the self-audit is completed and to show the employer is in compliance. In addition I will also issue an inspection report and send to you shortly. Please post the compliance order and reasons for decision in the workplace for a period of 30 days in a conspicuous place where it is likely to come to the attention of employees. If you have any questions please contact me.

Thank you.

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From: To: Subject: Date: Attachments:

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Lanteigne, andy (MOL) "Leaqh Pagel" ES Inspection 90019467 - Compllance Order and Self Audit Demand June 22, 2017 2:21:00 PM compHance order cover letter - Primary Response.pdf compliance Order aoos2106-CO - Primary Response.pdf reasons for decision - compnance order - primary response.pdf self-audit demand - pcJmary response Jnc,pdf

Hi Leagh,


Thank you.

-

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Cindy Lanteigne Employment Standards Officer #852 Employment Standards Program Ministry of Labour Toll Free Phone: 1 (800) 461-9847 Direct Line: (705) 235-1939 Fax: 1 (888) 252-4684

This e-mail may contain PRIVILEGED and CONFIDENTIAL INFORMATION that is intended only for the use of the Addressee(s). If you are not the intended recipient of this e- mail or the employee or agent responsible for delivering it to the intended recipient, you are hereby notified that any dissemination or copying of this e-mail is strictly prohibited. If you have received this e-mail in error, please notify the sender immediately and permanently delete the e-mail, including any attachments, without making a copy. Thank you.

,.,...

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COMPLIANCE ORDER f'\:- t "> t»: Ontario EMPLOYMENT STANDARDS ACT, 2000

Statutes of Ontario, 2000, Chapter 41 ORDER#:

80052106-CO DATE ISSUED:

June 22, 2017

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ISSUED TO: PRIMARY RESPONSE INC.

I find that you have contravened the Public Holidays/Public Holiday Pay provisions of the Employment Standards Act, 2000. Pursuant to section 108 of the Act, you are ordered to comply withs. 24(1)(a) An employee's public holiday pay for a given public holiday shall be equal to the total amount of regular wages earned and vacation pay payable to the employee in the four work weeks before the work week in which the public holiday occurred, divided by 20 by June 22, 2017.

I find that you have contravened the Payment of Wages provisions of the Employment Standards Act, 2000. Pursuant to section 108 of the Act, you are ordered to comply withs. 11 (1) An employer shall establish a recurring pay period and a recurring pay day and shall pay all wages earned during each pay period, other than accruing vacation pay, no later than the pay day for that period in accordance with 0. Reg 285/01 s. 6 (1) Subject to subsection (2), work shall be deemed to be performed by an employee for the employer (a) where work is (i} permitted or suffered to be done by the employer in regard to training time for training required by the employer by June 22, 2017.

I find that you have contravened the Overtime Pay provisions of the Employment Standards Act, 2000. Pursuant to section 108 of the Act, you are ordered to comply with s. 22(1} An employer shall pay an employee overtime pay of at least one and one-half times his or her regular rate for each hour of work in excess of 44 hours in each work week or, if another threshold is prescribed, that prescribed threshold by June 22, 2017.

I find that you have contravened the Hours of Work: Excess Daily or Weekly provisions of the Employment Standards Act, 2000. Pursuant to section 108 of the Act, you are ordered to comply with s. 17 (3) An employee's hours of work may exceed the limit set out in clause (1)(b) if (a) the employee has made an agreement with the employer that he or she will work up to a specified number of hours in a work week in excess of the limit; (b) the employer has received an approval under section 17.1 that applies to the employee or to a class of employees that includes the employee; and (c} the employee's hours of work in a work week do not exceed the lesser of(i) the number of hours specified in the agreement, and (ii) the number of hours specified in the approval by June 22, 2017.

I find that you have contravened the Vacation PayNacation Time provisions of the Employment Standards Act, 2000. Pursuant to section 108 of the Act, you are ordered to comply with s. 36(1) Subject to subsections (2) to (4), the employer shall pay vacation pay to the employee in a lump sum before the employee commences his or her vacation by June 22, 2017.

I find that you have contravened the Deductions from Wages provisions of the Employment Standards Act, 2000. Pursuant to section 108 of the Act, you are ordered to comply with s. 13(1) An employer shall not withhold

Page 1 of2

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901

- Ministry of Labour Ministere du Travail f'):..:: t "> µF Ontario

- EMPLOYER/DIRECTOR APPLICATION FOR REVIEW INFORMATION

SHEET

HOW TO APPLY FOR A REVIEW OF AN EMPLOYMENT STANDARDS OFFICER'S DECISION

Anyone who disagrees with an order or a notice that has been issued against them, can apply to the Ontario Labour Relations Board (OLRB) to have it reviewed.

Applications for review under the Employment Standards Act, 2000 are heard and decided by the OLRB. The OLRB is a quasi-judicial administrative tribunal. It makes its decisions independently of the Ministry of Labour.

- 30 DAY TIME LIMIT

If you are applying for a review, you must complete the application process described below (See "Application Process - Steps 1 to 4") within 30 calendar days of the date that the officer's order or notice was served. (If the order or notice was sent by mail, it is generally presumed to have been served five days after the date it was mailed. If the order or notice was sent by courier, it is generally presumed to have been served two days after the courier takes it from the Ministry of Labour.)

The OLRB may extend the time for applying for a review if it considers it appropriate to do so.

APPLICATION PROCESS - STEPS 1 TO 4 [How to File an Application for Review)

./ STEP 1: OBTAIN THE APPLICATION FOR REVIEW FORM AND INFORMATION BULLETIN #24 FROM THE OLRB

You can obtain the Application for Review form (Form A-103) and Information Bulletin #24 (which provides more information about applying for a review) from the OLRB in the following ways: • by writing to the OLR~ at 505 University Avenue, 2nd Floor, Toronto, Ontario M5G 2P1

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o the officer's Worksheet(s)/Assessment Document(s)/Appendices 903

- 3. a copy of the OLRB's Information Bulletin #24 - "Applications for Review under

the Employment Standards Act, 2000".

You may deliver these materials by hand, courier, fax or regular mail.

If you do not know the employee's current address in order to deliver these materials and want to know how the OLRB will process your review application, contact the OLRB at 505 University Avenue, 2nd Floor, Toronto, ON M5G 2P1, Telephone: 1-877- 339-3335 (toll free), 416-326-7500, or 416-212-7036 (TTY).

II. Materials that you must deliver to the Ministry of Labour:

1. Photocopy of your Application for Review form (Form A-103) that you have filled out

2. Photocopies of a// the documents that the employment standards officer sent to you with his or her decision i. For example, the employment standards officer may have sent you some or

all of these documents: o the officer's Decision Letter o the officer's Order / Notice of contravention / Compliance order o the officer's Reasons for Decision o the officer's Worksheet(s)/Assessment Document(s)/Appendices

3. If your application for review requires that you make a payment (see "Payment Requirements" below for details}, you must submit a cheque or money order for the required amount made payable to the "Director of Employment Standards in trust", or alternatively you may submit an irrevocable letter of credit in the required amount made in favour of the Director of Employment Standards, provided that the letter of credit is acceptable to the Director. (A Letter of Credit information sheet that provides information on the criteria that the Director generally uses in deciding whether a Letter of Credit is acceptable, is available on the Ministry's website at www.labour.gov.on.ca.)

How to deliver the materials to the Ministry of Labour

You can send the Application for Review Form and the other documents separately from the payment (if one is required):

i.App/ication for Review Form and other documents: The Ministry of Labour prefers that you deliver these documents by email or fax. Alternatively, you may deliver them by regular mail. The least preferred methods of delivery are by courier or by hand.

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If you are applying to review a Notice of contravention or a Compliance order, you are not required to pay any monies into trust to complete your application for review.

*If the order was sent by mail, it is generally presumed to have been served five days after the date it was mailed. If the order was sent by courier, it is generally presumed to have been served two days after the courier takes it from the Ministry of Labour.

Your review application will not proceed if you do not make the payment or provide an acceptable letter of credit .

./ STEP 4: FILE YOUR APPLICATION WITH THE OLRB.

No later than 5 days after completing Step 3 (not including weekends, statutory holidays or any other day that the OLRB is closed), file your application package with the OLRB. This package consists of:

1. The signed, completed original Application for Review form (Form A-103), and

2. A photocopy of the signed, completed original Application for Review form, and

3. Photocopies of the document(s) that the officer sent you with his or her decision.

Deliver or send your application to the OLRB using any method other than fax, e-mail or registered mail, to:

The Registrar Ontario Labour Relations Board 505 University Avenue, 2nd Floor Toronto, ON MSG 2P1

Telephone: 1-877-339-3335 (toll free), 416-326-7500, or 416-212-7036 (TTY)

INFORMATION ABOUT THE REVIEW PROCESS

In most cases, a Ministry of Labour representative will not participate or be in attendance during the review process.

Please tell the Ontario Labour Relations Board (OLRB) if you wish to communicate in French or if you require accommodation because of a disability.

For further information about the review process, please refer to the OLRB Information Bulletin No. 24.

v.04/2013

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or she will still qualify for the public holiday pay entitlements. It was found that employees had 9 O 7 reasonable cause or were on approved vacation time off and they were not paid public holiday pay or given a substitute day off with public holiday pay.

Excess Hours of Work Weekly and Averaging of Overtime Pay - s. 17 ( 1) & s. 22(2)

It was found that the employer has averaging agreements with employees to allow the employer to average overtime over a two week period. The employer had an approval to allow averaging of overtime hours over a two week period however the approval expired on August 5, 2016. The payroll records also showed that there were some averaging periods where an employee worked in excess of 88 hours and was paid at straight time for all hours.

The employer has excess hours of work agreements where employees agree to work up to 60 hours per week. However, the employer has an excess hours of work permit allowing excess hours up to 55 hours per week. The payroll records showed that some employees worked in excess of 55 hours per week. The employer is in contravention of the ESA, 2000 s. 17(3)- "An employee's hours of work may exceed the limit set out in clause (1)(b) if (a) the employee has made an agreement with the employer that he or she will work up to a specified number of hours in a work week in excess of the limit; (b} the employer has received an approval under section 17.1 that applies to the employee or to a class of employees that includes the employee; and (c) the employee's hours of work in a work week do not exceed the lesser of (i) the number of hours specified in the agreement, and (ii) the number of hours specified in the approval". The employer is allowing employees to work in excess of the number of hours as set out in the approval for excess weekly hours.

Payment of Wages - s. 11 (1)

It was found that the employer failed to pay an employee for training where it was determined that the training taken by the employee was mandatory training that was required as a condition of continued employment. It is Program policy that time spent in training that is required by the employer or by law as a condition of employment or continued employment will be considered working time. It was also found that the employer sometimes failed to pay all wages earned in the pay period on the pay day for that pay period. S. 11 (1) requires that all wages earned in a pay period be paid on the pay day for that pay period.

Vacation Pay - s. 36(1)

Section 36(1) requires employers to pay vacation pay in a lump sum before the vacation time is taken. It was found that an employee took vacation time and wasn't paid vacation pay.

Deduction from Wages - s. 13(5)2.

Section 13(5) prohibits an employer from withholding wages, making deductions from wages or causing an employee to return wages in certain circumstances, even though the employer has a written authorization from the employee to make the deduction in accordance with s. 13(3). One example is where the deduction is made for faulty work. This provision prevents employers from making deductions from an employee's wages because of the employee's mistakes, even if the employee has authorized the deduction in writing. Without such protection, an employee could be charged by way of wage deduction for every item or piece of work spoiled or rejected. Employers who want to recover damages due to employees' faulty work may choose to sue for damages in court, but they cannot make deductions from the employees' wages. Referees in decisions under the former Employment Standards Act have held that no deduction could be made in the following circumstances on grounds that they constituted faulty work: The claimant continued to drive a company car that was overheated, thus causing severe damage; The claimant damaged a vehicle when moving it at the employer's place of business; A salesperson damaged a car while backing it into the showroom. It was found that the employer withheld wages from an employee to

Page 2 of3

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909 Ministry of Labour Provincial Claims Centre

70 Foster Drive, Suite 410 Sault Ste. Marie, ON P6A 6V4 Telephone: 705 945-6389 Toll Free: 1 866-382-6274 Fax: 1 888 252-4684

Mlnistere du Travail Centre provincial de reception des reclamations 70 promenade Foster, bureau 410 Sault Ste. Marie, ON P6A 6V4 Telephone. : 705 945-6389 Sans frais : 1 866-382-6274 Telecopieur. : 1 888 252-4684

r~ Vontario

June 22, 2017

LEAGH PAGEL PRIMARY RESPONSE INC. 60M0DERN RD SCARBOROUGH ON M1R 386

BY EMAIL

Dear LEAGH PAGEL:

Re: PRIMARY RESPONSE, Inspection#: 90019467

One of the Ministry of Labour's goals is to ensure that Ontario's workplaces observe fair workplace practices that benefit both employers and employees. The self-audit is designed to promote self-reliance of Ontario employers while allowing the Ministry to ensure compliance with the Employment Standards Act, 2000 (ESA).

You are required to conduct a self-audit of your payroll records to calculate outstanding wages owed to current and former employees. The authority to require a self-audit is found in section 91.1 of the ESA.

You must conduct a self-audit for the period between November 28, 2016 and June 16, 2016 for the following standards:

• overtime pay • deductions from wages • unpaid wages - re: wages earned where employee attending training required by employer • public holiday pay

The self-audit is to be conducted for all employees. If an employee included in the self-audit has filed a claim or subsequently files a claim you can apply the amount paid through the self-audit in the claim investigation.

If your self-audit finds that employees are owed wages, you must pay your employees the wages that are found owing.

You must provide me with the results of your self-audit by August 25, 2017. These results must include:

1. The full name of every employee who is owed wages and the gross amount of wages owed to the employee, 2. An explanation of how the amount of wages owed to the employee was determined, and 3. Confirmation that you paid the employee the amount found owing.

Page 1 of2

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From: To: Subject: Date: Attachments:

Dianne comer Lanteigne. Cindy <MOL) RE: ES Inspection 90019467 - Notification of Compliance form and Inspection Report August 31, 2017 10:26:27 AM May 2011,xls

Hi Cindy,

Yes, I mucked up May sorry, please see attached and yes all were paid.

Thanks,

Dianne Corner I Vice President PRIMARY RESPONSE INC. 60 Modern Road, Scarborough, ON MlR 3B6 (416) 658-4536 Ext. 103 I (888) 643-0333

Please consider the environment - do you really need to print this email? ~ Confidentiality Notice: This email, and attachments, transmission is intended for the use of the individual or entity to which it is addressed and may contain confidential infonnation belonging to the sender. If you are not the intended recipient, you are hereby notified that any disclosure, copying, distribution, or the taking of any action in reliance on the contents of this information is strictly prohibited. If you have received this transmission in error, please notify the sender immediately by e mail and delete the original message.

From: Lanteigne, Cindy (MOL) [mailto:[email protected]] Sent: August 30, 2017 3:13 PM To: Dianne Corner <[email protected]> Subject: RE: ES Inspection 90019467 - Notification of Compliance form and Inspection Report

Hi Dianne,

The self-audit results for April and May appear to be the same except for three differences. Please advise if there was an error in reporting. Please also advise if payments have been made to the affected employees.

Thank you.


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Please consider the environment - do you really need to print this email?

--- Original message--- From: Lanteigne, Cindy {MOL) Date: Mon, Jun 26, 2017 9:11 AM To: Leagh Pagel; Cc: Subject:ES Inspection 90019467 - Notification of Compliance form and Inspection Report

Hi Leagh,

Attached please find the Notification of Compliance form and inspection report. Please post the inspection report in the workplace for a period of 30 days in a conspicuous place where it is likely to come to the attention of employees. Also please complete the Notification of Compliance form once the self-audit is complete and return to me.

I also noticed that there is a typo in the self-audit demand letter. To clarify the self-audit period is Nov 28/16 to Jun 16/17.

Thank you.


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From: Leagh Pagel [maHto:[email protected]] Sent: June 22, 2017 3:21 PM To: Lanteigne, Cindy (MOL) Subject: RE: ES Inspection 90019467 - Compliance Order and Self Audit Demand

Hello Cindy,

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Date: Mon; Jun 26, 2017 9:11 AM To: Leagh Pagel; Cc: Subject:ES Inspection 90019467 - Notification of Compliance form and Inspection Report

Hi Leagh,



Thank you.


This e-mail may contain PRIVILEGED and CONFIDENTIAL INFORMATION that is intended only for the use of the Addressee(s). If you are not the intended recipient of this e- mail or the employee or agent responsible for delivering it to the intended recipient, you are hereby notified that any dissemination or copying of this e-mail is strictly prohibited. If you have received this e-mail in error, please notify the sender immediately and permanently delete the e-mail, including any attachments, without making a copy. Thank you.

From: Leagh Pagel [mailto;[email protected]] Sent: June 22, 2017 3:21 PM To: Lanteigne, Cindy (MOL) Subject: RE: ES Inspection 90019467 - Compliance Order and Self Audit Demand

Hello Cindy,

We are in receipt of Compliance order and Self audit demand

Thank you,

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delete the e-mail, including any attachments, without making a copy. Thank you.

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Vontario Ministry of Labour Inspection Report Operations Division Employment Standards Act, 2000 Employment Standards Program

]Inspection Date ]Inspection Number June 22, 2017 90019467 Employer Name PRIMARY RESPONSE INC. o/a PRIMARY RESPONSE

11nscectiorr:r ~ocatioit. _. .... : ... ·· .. ~ .::1(LJ{t;f.' .·~-- .. : :f'.;; .;,. ¥:.~~~ :\{J,. i·~·.::·-~ ~(;~.f.::t :'~ ~-< :~_/,-~·~::~~.:-:~·\ z, : ,·:,-_:: .;: / . '.:'.'.'·.} :· '-:: .,.

I5treet No. I I l

JUnit No. !Street Name = Postal Code :60 MODERN M1R 386

City/fown Province If elephone No. ext Fax No. $CARBO ROUGH ON (416) 658- 139 (416) 658-3707 l4536

._l.l",. Os.&·,', ... ;.:_ • .:: he purpose of the inspection is to inspect the workplace, interview employees and employer and examine

records to determine com Hance with various provisions of the Em lo ment Standards Act 2000.

I conducted an inspection to ensure compliance with the Employment Standards Act, 2000. Payroll and employment records for the test period of 2016-02-24 to 2017-04-28 were reviewed.

C No, Contraventions of the Employment Standards Act, 2000 were not revealed at this time.

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~ Yes, Contraventions of the Employment Standards Act, 2000 were revealed at this time.

Contraventions of the Employment Standards Act, 2000 were determined as follows: • Payment of Wages • Overtime Pay • Public Holidays/Public Holiday Pay • Hours of Work: Excess Daily or Weekly • Vacation PayNacation Time • Deductions from Wages

As a result:

A Notification of Compliance form has been issued requesting confirmation of compliance. The employer has agreed to return the form by 2017/08/25.

Order to Comply# 80052106-CO was issued to comply with the public holidays/public holiday pay, payment of wages, overtime pay, hours of work: excess daily and weekly, vacation pay/vacation time and deduction from wages provisions of the Employment Standards Act, 2000, S.O. 2000, Chapter 41 by 2017/06/22.

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925

Notification of Compliance

Visit Date (yyyytmm/dd) 2017/06/22

Inspection Number 90019467

Company Information Company Name Primary Response Inc. Address Unit No. I Street Number

60 I Street Name Modern Road

PO Box

Cityffown Scarborough

Province ON

Postal Code M1R3B6

Fax Number 416 658-3707 !Telephone Number

416 658-4536 Email Address [email protected]

Take Notice Order(s) were issued under the authority of the Employment Standards Act, 2000. This Notification of Compliance is being submitted to the Ministry of Labour to confirm compliance has been achieved.

Description of Order{s)

Order Order ESA Section Date Issued Comments Date Compiled

Type Number Number (yyyy/mm/dd) (e.g. Standards, Action Required) (yyyy/mm/dd}

co 80052106 24(1) 2017/06/22 public holiday pay

co 80052106 11(1) 2017/06/22 payment of wages re: training time

co 80052106 22(1) 2017/06/22 overtime pay

co 80052106 17(3) 2017/06/22 hours of work: excess weekly

co 80052106 36(1) 2017/06/22 · vacation nav/vacation time

co 80052106 13(1) deductions from wages

Self Audit Details - -

ESA Section Date Issued Comments Date Complied

Number (yyyy/mm/dd) (e.g. Standards, Action Required) (yyyy/mm/dd)

22(1) 2017/06/22 overtime pay - Nov 28/16 to Jun 16/17

13(1) 2017/06/22 deductions from wages - Nov 28/16 to Jun 16/17

11(1) 2017/06/22 unpaid wages re: training time - Nov 28/16 to Jun 16/17

24(1) public holiday pay-Nov 28/16 to Jun 16/17

- Signature Form completed by Name - MOL-ES-024E (2016/06) © Queen's PrlnlerforOntarlo, 2016 Dlsponlble en franc;als Page1 of2

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Leagh Pagel I Coordinator, Human Resources PRIMARY RESPONSE INC. 60 Modern Road, Toronto, ON M1R 386 (416) 658-4536 x 139 I (888) 643-0333 Fax: 416-658-3707


Confidentiality Notice: This email, and attachments, transmission is intended for the use of the Individual or entity to which it is addressed and may contain confidential information belonging to the sender. If you are not the Intended recipient, you are hereby notified that any disclosure, copying, distribution, or the taking of any action In reliance on the contents of this Information is strictly prohibited. If you have received this transmission In error, please notify the sender immediately by e mail and delete the original message.

From: Lanteigne, Cindy (MOL) [majlto:[email protected]] Sent: June-22-17 2:21 PM To: Leagh Pagel <[email protected]> Subject: ES Inspection 90019467 - Compliance Order and Self Audit Demand

Hi Leagh,


Thank you.

-

- -

Cindy Lanteigne Employment Standards Officer #852 Employment Standards Program Ministry of Labour Toll Free Phone: 1 (800) 461-9847 Direct Line: (705} 235-1939 Fax: 1 (888) 252-4684

This e-mail may contain PRIVILEGED and CONFIDENTIAL INFORMATION that is intended only for the use of the Addressee(s). If you are not the intended recipient of this e mail or the employee or agent responsible for delivering it to the intended recipient, you are

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From: To: Subject: Date:

Leagh Page) Lanteigne. Ondy {MOLl RE: ES Inspection 90019467 - Notificatlon of Compliance form and Inspection Report June 26, 201711:18:01 AM

Hello Cindy,

Thank you, this has been posted.

Thank you,

Leagh Pagel I Coordinator, Human Resources

PRIMARY RESPONSE INC. 60 Modern Road, Toronto, ON MlR 3B6 {416) 658-4536 x 139 I (888) 643-0333 Fax: 416-658-3707

Please consider the environment - do you really need to print this email?

- Confidentiality Notice: This email, and attachments, transmission is intended for the use of the Individual or entity to which it is addressed and may contain confidential information belonging to the sender. If you are not the intended recipient, you are hereby notified that any disclosure, copying, distribution, or the taking of any action in reliance on the contents of this information is strictly prohibited. If you have received this transmission In error, please notify the sender immediately by e m all and delete the original message.

- From: Lanteigne, Cindy (MOL) [mailto:[email protected]] Sent: June-26-17 9:10 AM To: Leagh Pagel <[email protected]> Subject: ES Inspection 90019467 - Notification of Compliance form and Inspection Report

Hi Leagh,


- I also noticed that there is a typo in the self-audit demand letter. To clarify the self-audit period is Nov 28/16 to Jun 16/17.

Thank you.

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Hi Leagh,


Thank you.

-

-


This e-mail may contain PRIVILEGED and CONFIDENTIAL INFORMATION that is intended only for the use of the Addressee(s). If you are not the intended recipient of this e- mail or the employee or agent responsible for delivering it to the intended recipient, you are hereby notified that any dissemination or copying of this e-mail is strictly prohibited. If you have received this e-mail in error, please notify the sender immediately and permanently delete the e-mail, including any attachments, without making a copy. Thank you .

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60 Modern Road, Scarborough, ON M1R 3B6 (416) 658-4536 Ext. 103 I (888) 643-0333

Please consider the environment - do you really need to print this email? ~ Confidentiality Notice: This email, and attachments, transmission is intended for the use of the individual or entity to which it is addressed and may contain confidential information belonging to the sender. If you are not the intended recipient, you are hereby notified that any disclosure, copying, distribution, or the taking of any action in reliance on the contents of this information is strictly prohibited. If you have received this transmission in error, please notify the sender immediately by e mail and delete the original message.

From: Leagh Pagel Sent: June 26, 2017 9:33 AM To: Dianne Corner <[email protected]> Subject: Fw: ES Inspection 90019467 - Notification of Compliance form and Inspection Report

- Kind regards,

Leagh Pagel I Coordinator, Human Resources PRIMARY RESPONSE INC. 60 Modern Road, Toronto, ON MlR 386 (416) 658-4536 x 139 I (888) 643-0333


-- -

-- Original message--- From: Lanteigne, Cindy (MOL) Date: Mon, Jun 26, 2017 9:11 AM To: Leagh Pagel; Cc: Subject:ES Inspection 90019467 - Notification of Compliance form and Inspection Report

- -

Hi Leagh,



Thank you. -

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Hi Leagh,


Thank you.

--. Cindy Lanteigne Employment Standards Officer #852 Employment Standards Program Ministry of Labour Toll Free Phone: 1 (800) 461-9847 Direct Line: (705) 235-1939 Fax: 1 (888) 252-4684

This e-mail may contain PRIVILEGED and CONFIDENTIAL INFORMATION that is intended only for the use of the Addressee( s ). If you are not the intended recipient of this e mail or the employee or agent responsible for delivering it to the intended recipient, you are hereby notified that any dissemination or copying of this e-mail is strictly prohibited. If you have received this e-mail in error, please notify the sender immediately and permanently delete the e-mail, including any attachments, without making a copy. Thank you.

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937 Ministry of Labour Provincial Claims Centre

70 Foster Drive, Suite 410 Sault Ste. Marie, ON P6A 6V4 Telephone: 705 945-6389 Toll Free: 1 866-382-6274 Fax: 1 888 252-4684

Mlnistere du Travail Centre provincial de reception des reclamations 70 promenade Foster, bureau 410 Sault Ste. Marie, ON P6A 6V4 Telephone. : 705 945-6389 Sans frais: 1 866-382-6274 Telecopieur. : 1 888 252-4684

June 22, 2017

LEAGH PAGEL PRIMARY RESPONSE INC. 60M0DERN RD SCARBOROUGH ON M1 R 386

BY EMAIL

Dear LEAGH PAGEL:

Re: PRIMARY RESPONSE, Inspection#: 90019467

Please find enclosed a Compliance Order issued pursuant to section 108 of the Employment Standards Act 2000.

Pursuant to section 132 of the Act, a person who contravenes the Employment Standards Act, 2000 or the regulations or fails to comply with an order, direction or other requirement under the Act or regulations is guilty of an offence and is liable upon conviction to a fine and/or imprisonment.

If you wish to apply for a review of the Order, an application for review must be made in writing to the Ontario Labour Relations Board within 30 calendar days of the date the Order was served. Please refer to the enclosed Employer/Director Application for Review Information Sheet for information on how to file an application for review.

Yours truly,


Telephone: 1 (705) 235-1939 Toll Free: 1 (800) 461-9847 ext 1939

04/2012

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wages payable to an employee, make a deduction from an employee's wages or cause the employee to 9 9 return his or her wages to the employer unless authorized to do so under this section by June 22, 2017.

Reasons for Decision are attached.


PURSUANT TO SECTION 93 OF THE ACT, YOU ARE REQUIRED TO POST THIS ORDER IN OR UPON YOUR PREMISES IN A CONSPICUOUS PLACE OR PLACES WHERE IT IS LIKELY TO COME TO THE ATTENTION OF EMPLOYEES, FORA PERIOD OF 30 DAYS FROM THE DATE OF ISSUE

v.08/2014

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941 • by telephone: 1-877-339-3335 (toll free), 416-326-7500, or 416-212-7036 (TTY)

• on the Internet at http://www.olrb.gov.on.ca/english/FormsCasetype.htm o Look under the heading "Employment Standards Act 2000" for Form A-103 and

Information Bulletin No. 24 .

../ STEP 2: FILL OUT THE APPLICATION FOR REVIEW FORM (Form A-103)

You must include a general statement provldinqthe reason you are requesting a review of the officer's decision. You must also include a concise statement of the facts and events you are relying on to support your request for a review.

You must also attach photocopies of all documents related to the officer's decision. These documents include the following:

• the officer's Decision Letter • the officer's Order / Notice of contravention / Compliance order • the officer's Reasons for Decision • the officer's Worksheet(s)/Assessment Document(s)/Appendices

../ STEP 3: DELIVER PHOTOCOPIES OF THE APPLICATION FOR REVIEW FORM AND OTHER DOCUMENTS TO:

1. THE EMPLOYEE(S) 2. THE MINISTRY OF LABOUR 3. ANY OTHER PERSON WHO MAY BE AFFECTED BY THE APPLICATION

FOR REVIEW.

Before you file your Application for Review with the OLRB, you must deliver certain materials to: • the employee AND • the Ministry of Labour, AND • any other person whom you identify as potentially affected by the application for review.

The delivery requirements are as follows:

I. Materials that you must deliver to the employee(s) and to any other person who may be affected by the application for review:

1. photocopy of your Application for Review form (Form A-103) that you have filled out

2. photocopies of a// the documents that the employment standards officer sent to you with his or her decision };;>, For example, the employment standards officer may have sent you some or all

of these documents: o the officer's Decision Letter o the officer's Order/ Notice of contravention I Compliance order o the officer's Reasons for Decision

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ii.Payment The Ministry of Labour prefers that you deliver the payment or letter of credit by regular mail. Alternatively, you may deliver it by courier or by hand. Please include the "tear away" portion of the Order with your payment or letter of credit.


Fax: 1-855-251-5025

Mail/Courier/Hand: Director of Employment Standards Employment Practices Branch Ministry of Labour 400 University Avenue, 9th Floor Toronto, ON M7A 1T7

PAYMENT REQUIREMENTS

The payment requirement that applies depends on 1) whether you are a director, an employer, or a client of a temporary help agency and 2) the type of Order or Notice that you are applying to review.

If you are a director applying for a review of an Order to pay wages issued against you personally in your capacity as director, you are not required to pay any monies into trust to complete your application for review.

If you are an employer applying for a review of an Order to pay wages, you must pay the total amount of the Order (including the administrative cost) to the Director of Employment Standards in trust. The payment must be received within 30 calendar days of the date that the order was served*.

If you are an employer applying to review an Order to pay compensation or a client of a temporary help agency applying to review an Order to pay compensation, you must pay the amount of the order or $10,000.00 (whichever is less) to the Director of Employment Standards in trust. The payment must be received within 30 days of the date that the order was served*.

If you are an employer applying for a review of an Order to pay fees, you must pay the total amount of the Order (including the administrative cost) to the Director of Employment Standards in trust. The payment must be received within 30 calendar days of the date that the order was served*.

You may, as an alternative to making payment prior to the review, provide an irrevocable letter of credit in favour of the Director of Employment Standards for the required amount prior to the review. The letter of credit must be acceptable to the Director. (For information on the criteria that the Director generally uses in deciding whether a Letter of Credit is acceptable, please see the Letter of Credit information sheet available on the Ministry's website at www.labour.gov.on.ca.)

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r-~ f > 1,.tF Ontario Ministry of Labour Inspection Report Operations Division Employment Standards Act, 2000 Employment Standards Program

!Inspection Date !Inspection Number June 22, 2017 90019467 Employer Name PRIMARY RESPONSE INC. o/a PRIMARY RESPONSE nsoect1o~at1on;,· ,.,j' ,,,;, ·.·~--~:·--:~

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'Unit No. !Street No. jStreet Name ro Box· Postal Code 60 MODERN M1R 386

City/Town Province rTelephone No. ext Fax No. SCARBOROUGH ON (416) 658- 139 (416) 658-3707 14536

The purpose of the inspection is to inspect the workplace, interview employees and employer and examine records to determine compliance with various provisions of the Employment ~tandards Act 2000.

I conducted an inspection to ensure compliance with the Employment Standards Act, 2000. Payroll and employment records for the test period of 2016-02-24 to 2017-04-28 were reviewed.

D No, Contraventions of the Employment Standards Act, 2000 were not revealed at this time.

~ Yes, Contraventions of the Employment Standards Act, 2000 were revealed at this time.

Contraventions of the Employment Standards Act, 2000 were determined as follows: • Payment of Wages • Overtime Pay • Public Holidays/Public Holiday Pay • Hours of Work: Excess Daily or Weekly • Vacation PayNacation Time • Deductions from Wages

As a result:

A Notification of Compliance form has been issued requesting confirmation of compliance. The employer has agreed to return the form by 2017/08/25.

Order to Comply# 80052106-CO was issued to comply with the public holidays/public holiday pay, payment of wages, overtime pay, hours of work: excess daily and weekly, vacation pay/vacation time and deduction from wages provisions of the Employment Standards Act, 2000, S.O. 2000, Chapter41 by 2017/06/22.

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Ministry of Labour Ministere du Travail f''r:: Vontario

- REASONS FOR DECISION

Employment Standards Act, 2000

Inspection Number: 90019467

Business Name: PRIMARY RESPONSE INC.

Standard(s) At Issue:

1. Public holiday pay 2. Payment of wages 3. Overtime pay 4. Limit on Hours of work weekly 5. Payment of vacation pay 6. Deductions from wages

Evidence, Decision and Reason(s) With Respect to Each Standard at Issue:

As a result of investigations into multiple claims filed against the employer an expanded limited inspection is being conducted. The investigation revealed the following employment standards issues:

FINDINGS

Public Holiday Pay - s. 24( 1)

The employer pays public holiday pay but not in accordance with section 24. (1) which states that "an employee's public holiday for a given public holiday shall be equal to the total amount of regular wages earned and vacation pay payable to the employee in the four work weeks before the work week in which the public holiday occurred, divided by 20". If the employee's regular wages in the four work weeks prior to the week where the public holiday occurs exceeds 40 hours per week, then the public holiday pay will be more than 8 hours. For example if an employee worked 44 regular hours each of the four work weeks prior to the week of the public holiday the employee would be entitled to payment of 8.8 hours (44 hours x 4 weeks = 176 divided by 20 = 8.8 hours).

It was also found that the employer sometimes fails to pay public holiday pay where an employee failed to work a shift before or after the public holiday but had reasonable cause to not work the shift. Employees who fail, without reasonable cause to work all their last regularly scheduled day of work before the public holiday or all of their first scheduled day of work after the public holiday are not entitled to public holiday pay. (Note: this does not mean simply the last calendar day before the public holiday and the first calendar day after the public holiday - it means the last scheduled day of work before the public holiday and the first scheduled day of work after the public holiday)'. If any employee fails to work either of those days, but had reasonable cause, he

Page 1 of 3

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cover an insurance deductible because the employee was involved in an at-fault accident. Eve~j 7 the employee had signed an authorization to allow the deduction, which the claimant did not, the authorization would be invalid.

Action(s) Taken by Officer:

Issuing Compliance Order#80052106-CO on June 22, 2017 requiring the employer to comply with the hours of work limits, overtime pay, unpaid wages, vacation pay, deduction from wages, public holiday pay provisions of the ESA, 2000.


v.OB/2014

-

Page 3 of3

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I will review the results of your self-audit. You are required to maintain the records of this self-audit. You mcit5 9 ·also be subject to a future inspection to ensure ongoing compliance with the ESA.

Be advised that it is a contravention of the ESA to hinder, obstruct or interfere with an Employment Standards Officer or to fail to produce a record or other thing as demanded by an Officer.

You may wish to visit the Ministry of Labour's Employment Standards website at Ontario.ca/EmploymentStandards, where you can access materials and resources that will help you

- understand and apply the ESA.

I will be pleased to answer any questions related to the self-audit.

Thank you for your anticipated co-operation.

- Yours truly,


Telephone: 1 (705) 235-1939 Toll Free: 1 (800) 461-9847 ext 1939

04/2012 -

-

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3. Additional Locations Where Work Will Be Performed If work will be performed at the main business address only, do not complete this section. Go to Section 4. If there are additional work locations where this application applies, please enter required information. Attach additional pages as necessary.

Name of Business*

Street Number Suffix (e.g. A) Street Name Type Direction Unit Number

Rural Route PO Box Postal Station . I City/fawn*

Province* Postal Code*

4. Application Type (Please select the following application types)* D Excess Weekly Hours of Work

Complete sections 5, 7 (if applicable), 8, 1 O and 11. [Zl Averaging Hours of Work for Overtime Pay Purposes

Complete sections 6, 7 (if applicable), 9, 1 O and 11

5. Employee Information for Excess Weekly Hours Application - Attach additional pages as necessary. Occupation*

Number of Excess Weekly Hours"

- Number of Employees*

Requested Duratlon:" D 1 year D 2 years D 3 years D Check here if duration is less than one year and enter start and

end date.


- Are written agreement(s) in place, or will they be put in place, in accordance with the ESA, for employee(s) to work the requested number of hours?* 0Yes 0No Are employees in this occupation unionized? * D Yes D No If yes, Union Name and Local Occupation*


Requested Duration:* D 1 year D 2 years D 3 years Start Date (yyyy/mm/dd) End Date (yyyy/mm/dd) D Check here if duration is less than one year and enter start and

end date.

- Are written agreement(s) in place, or will they be put in place, in accordance with the ESA, for employee(s) to work the requested number of hours?* QYes 0No Are employees in this occupation unionized? * D Yes D No If yes, Union Name and Local

Occupation"



end date.


Are written agreement(s) in place, or will they be put in place, in accordance with the ESA, for employee(s) to work the requested number of hours?* 0Yes 0No Are employees in this occupation unionized? * D Yes D No If yes, Union Name and Local

MOL-ES-001 E (2016/06) Page 2 of4

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8. Reasons for Excess Weekly Hours Application

Complete for Excess Weekly Hours Application. Maximum 500 characters per answer. * 1. Wny do you require the specific number of hours requested?

- 2. Will you be taking any measures to avoid or reduce excess weekly hours of work? If not, why not?

3. Are there any health and safety issues raised by increasing the hours of work of employees? If so, how will you address these issues?

9. Reasons for Averaging Application . .-. --------------------------------------------------

Complete for Excess Weekly Hours Application. Maximum 500 characters per answer. * 1. Why do you require the specific averaging period requested?

Full-time employees are normally scheduled to work seven 12 hour shifts in a 2 week period and their hours of work may be averaged over the 2 week period

2. Does the averaging period requested benefit the employees in the occupations listed? Yes the scheduling system provides flexible scheduling, more continuous time away from work and Improved work/life balance.

~ 10. In The Last Three Years Has the employer ever pied guilty to or been convicted of an offence under the ESA? If yes, please indicate the most recent conviction date, if known. (Do not include orders made by employment standards officers or orders made or affirmed by the Ontario Labour Relations Board.)*

I Date (yyyy/mm/dd)

0Yes [R]No .

,..,,,. Does the Employer have any unpaid monetary orders under the ESA for which the time to apply for a review has expired? If yes, please indicate the most recent monetary order date, if known. *

----. - _._lD_a_te-(y_yyy_/m_m_/_d_d) _ 0Yes !Kl No .

11. Declaration Please note that it is an offence to provide false or misleading information under the ESA. I, the undersigned declare that, to the best of my knowledge, this information and any additional information submitted in support of the employe(s application is complete and accurate. Name (Please Print)* Signature* Date (yyyy/mm/dd)*

Meredith Cranswick online 2017/06/20

MOL-ES-001 E (2016/06) Page 4 of4

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Reference ID: 60055521

- -

NOTICE OF REFUSAL: APPLICATION TO AVERAGE HOURS OF WORK FOR OVERTIME PAY

PURPOSES Under Section 22.1 (17) of the Employment Standards Act, 2000 (ESA)

To: PRIMARY RESPONSE INC. 60 MODERN RD SCARBOROUGH ON M1 R 386

The employer's application dated 2011/os/20 to average hours of work of employees for the purpose of determining entitlement to overtime pay has been refused. This notice was issued on 2011/12/14.

The employer must not average an employee's hours of work for the purpose of determining entitlement to overtime pay whether or not an employee has agreed (or if unionized, the employee's union has agreed) in writing to averaging hours in accordance with s.22(2)(a) and (3) of the ESA.

In general, the ESA provides that an employee is entitled to overtime pay of at least 1½ times their. regular rate of pay after working 44 hours in a work week.


- For answers to questions about the Act, please cont ct the Employment Standards Information Centre at 416-326-7160 in Toronto or tol~fre at 1-800-531-5551. Information

on the Ministry's website: www .gov.on.ca/lab/main .htm.

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1D#60055521

Dear Meredith Cranswick,

Your application requesting approval from the Director of Employment Standards to average hours of work for overtime pay purposes is currently under review. Further information is being requested to help us assess your application. Section 22.(1) of the Employment Standards Act, 2000 (ESA) states that overtime pay for most employees is payable after 44 hours per week. With the approval of the Director of Employment Standards, Section 22.(2) of the ESA permits an employer to average an employee's hours of work over separate, non-overlapping, adjoining periods of two or more consecutive weeks for the purposes of determining the employee's entitlement, if any, to overtime pay. Section 22.(7) permits the Director to take into consideration any factors that may be relevant in deciding whether it is appropriate to issue the approval to the employer.

One of the factors the Director considers relevant is whether there are benefits of overtime averaging for employees. Failure to clearly demonstrate the benefits to employees will likely result in a refusal of the application by the Director of Employment Standards.

Please outline the benefits to employees, as well the weekly threshold after which overtime is paid and company policy for overtime pay, if applicable, by Thursday, December 15th, 2017. The evaluation of your application will include any information submitted. If a response is not received by the due date, it is likely that the application will be refused.

Please note: In a non-unionized workplace, an employer can only average hours of work where there is approval from the Director of Employment Standards and an employee has agreed in writing and where the agreement is valid under the ESA.

Sincerely,

- Ananth Rasaratnam Hours of Work Unit Reviewer Employment Practices Branch Ministry of Labour Tel: 416-212-6640 Fax: 416-212-7900 / 1-866-588-9998

Email: ananth,rasaratnam@ontario,ca


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Ministry of Labour Employment Practices Branch

400 University Ave. 9th Floor Toronto, Ontario M7A 117 Telephone: (416) 326-2450 Fax: (416) 326-7061

Ministere du Travail Direction des pratiques d'emploi

400, avenue University Se etage Toronto, Ontario M7A 117 Telephone: (416) 326-2450 Telecopieur: (416) 326-7061

f'~ t > r Ontario

November 26, 2012

Primary Response Inc. 9th F - 250 CONSUMERS RD NORTH YORK ON M2J 4V6

RE: Approval For Averaging Hours of Work for Overtime Pay Purposes ID#: 60037524

Following a review of your application, the attached approval for Averaging Hours of Work for Overtime Pay Purposes has. been issued. The employer is required to have the written agreement of employees (or their union) before averaging hours of work for overtime pay purposes in accordance with the approval. A copy of the approval must be posted in at least one conspicuous place in every workplace such that it is likely to come to the attention of the employees it applies to.

An approval may be revoked by the Director at any time upon providing an employer with such notice as the Director considers reasonable in the circumstances. In determining whether to revoke an approval, the Director may consider any relevant factors including contraventions of the Employment Standards Act, 2000 (ESA) and the health and safety of employees.

Employees are entitled to daily, between shifts, and weekly/bi-weekly rest periods in accordance with the ESA. These rest periods, and all other requirements in the ESA and the Occupational Health and Safety Act, continue to apply even if an employer has an approval for Averaging Hours of Work for Overtime Pay Purposes. For more information please refer to the Ministry's website, www.Iabour.gov.on.ca .

Employees are entitled to daily, between shifts, and weekly/bi-weekly rest periods in accordance with the ESA. These rest periods, and all other requirements in the ESA and the Occupational Health and Safety Act, continue to apply even if an employer has an approval for Excess Weekly Hours of Work. For more information, refer to the Ministry's website www.labour.gov.on.ca.

Please note the listing ofa specific occupation in an approval should not be taken as necessarily indicating that the Ministry is of the view that an employee in the occupation is covered by the hours of work limits and/or overtime pay requirements set out in the ESA. Employees in certain industries and job categories are exempt from such limits and requirements. For more information on industry and job specific exemptions, please refer to Your Guide to the Employment Standards Act, Chapter "Industries and Jobs with ESA exemptions and/or Special Rules" available on the Ministry's website.

If you have any questions regarding the approval, please contact our office at (416) 326-2450.

Sincerely,


Attachment

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employee's regular rate ot pay (time and a halt).

The Act sets limits on an employee's hours of work. An employee is also entitled to daily, between shifts, and weekly/bi-weekly rest periods in accordance with the Act These limits and entitlements apply even if an employer has an approval to average hours for overtime pay purposes.

For answers to questions about the Act, please contact the Employment Standards Information Centre at 416-326-7160 in Toronto or toll-free at 1·800-531-5551. Information about the Act and Fact Sheets, are also available on the Ministry's website: www.labour.gov.on.ca.

Application Served: 2012-11-19 Approval Comes into Effect: 2012-11-26


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supplementaires. Toutefois, certains employe; occupent d~s emplois auxquels les dispositions sur les heures supplernentalres de la Loi sur /es normes d'emploi ne s'appliquent pas et pour lesquels le seuil des heures supplernentalres est superieur a 44 heures par semaine. La remuneration des heures supplernentalres correspond a au moins une fois et demie le taux de salaire normal de l'ernploye.

La Loi limite les heures de travail des employee. Les employee ont droit a des periodes de repos quotidiennes, entre les quarts de travail et toutes les semaines/deux semaines, conrormement a la Loi. Ces limites et droits s'appliquent msme si l'employeur a obtenu !'approbation d'effectuer le calcuJ de la moyenne des heures de travail aux fins de determination de la remuneration des heures supplernentalres.

Pour des renseignements sur la Loi, veuillez appeler le Centre d'information sur les normes d'emploi, au 416 326-7160, a Toronto, ou sans frais, au 1800531-5551. Des renseignements sur la Loi et les feuilles de renseignements sont egalement consultables sur le site Web du rnlnlstere, a www.Iabour.gov .on.ca.

Date de signification de la demande: 2012-11-19 Date de !'approbation: 2012-11-26

Directeur des normes d'emploi

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1. Primary Response Inc. v. 116(c) of the ESA

ORLB no. 3171-17 ES Issues: Orders to Pay and Notices of Contravention Date of Appeal: February 28, 2018

(s.21) ESA- Employer Appeal under s.

2. Primary Response Inc. v.- and director of employment standard ESA Employer Appeal under s. 116 ( c) of the ESA

OLRB no. 3172-17 ES Issues: Orders to Pay and Notices of Contravention Date of Appeal: February 28, 2018

3. Primary Response Inc. v. and Director of employment Standard- ESA Employer Appeals-under s. 116( c) of the ESA

(s.21)


4. Primary Response Inc. v. . and Director of employment Standard - ESA Employer Appeals - under 116 ( c) of the BSA


(s.21)

5. Primary Response Inc. v. (c) of the BSA

(s.21) ESA Employer Appeals - under 116

OLRB no. 3164-17-ES · Issues: Orders to Pay and Notices of Contravention Date of Appeal: February 28, 2018

6. Primary Response Inc. v. (c) of the ESA



7. Primary Response Inc. v oftheESA

(s.21) - ESA Employer Appeals - under 116 ( c)

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OLRB no. 1190-18 ES Issues: Notice of Contravention Date of Appeal: July 11, 2018

15. Primary Response Inc. v. (c) of the ESA


OLRB no. 1191-18-ES Issues: Notice of Contravention Date of Appeal: July 11, 2018

16. Primary Response Inc. v. ESA- Employer Appeal under s. 116 ( c) of the BSA (this file was closed, the parties reached a settlement agreement- file was adjourn Sine Die for 9 months)

(s.21)

OLRB no.1075-17 ES Issues: Notice of Contravention Date of Appeal: July 12, 2017

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2. As set out in the Board's decision dated February 27, 2018, a hearing is scheduled for May 22, 2018. 3. A distinct issue was raised by Primary early on in the proceeding (as well as in Board File 2927-17-R). Specifically, Primary requested that the union either produce a blank copy of the membership card or that the Board provide Primary with a redacted copy of the membership card filed by Primary. The UFCW resisted the request.

4. In a decision dated February 26, 2018, the Board declined Primary's request.

5. Primary seeks reconsideration of the Board's February. 26, 2018 decision.

6. The Board will consider any submissions filed by the other parties in response to the request for reconsideration. Such submissions must be filed by March 29, 2018. Primary will have until April 4, 2018 to file any reply submissions.

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I remain seized with the distinct issue of the membership

"Matthew R. Wilson" for the Board

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980 - ' This is Exhibit "D" to the Affidavit of

Tanya Atherfol~-Desilva, sworn before me this ¼-'"day of January,

~ 2019. (lD

Helen Falbo. a Commlssiooer. ate.. PnMnce of Omallo, for GoklJlalt Partners U,P, Bantslers and Sollclbn. E,qia November 10, 2021.

~ ~ Ontario

ONTARIO LABOUR RELATIONS BOARD

OLRB Case No: 2832-17-R

United Food and Commercial Workers International Union, Local 333, Applicant v Primary Response Inc., Responding Party v United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers International Union (United Steelworkers), United Food and Commercial Workers Canada, Local 1006A, and G4S Secure Solutions (Canada) Ltd., Intervenors

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United Food and Commercial Workers International Union, Local 333, Applicant v Primary Response Inc., Responding Party v United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers International Union (United Steelworkers), United Food and Commercial Workers Canada, Local 1006A, and G4S Secure Solutions (Canada) Ltd., Intervenors


Primary Response Inc., and Garda Canada Security Corporation, Applicants v United Food and Commercial Workers International Union, Local 333, and United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers International Union (United Steelworkers), Responding Parties v United Food and Commercial Workers Canada, Local 1006A, and G4S Secure Solutions (Canada) Ltd., Intervenors

BEFORE: Bernard Fishbein, Chair

APPEARANCES: Mike Biliski, Ernie Schirru, David Ragni, Frank Ragni, Jeff Ketelaars and Geoff Gosselin appearing on behalf of United Food and Commercial Workers International Union, Local 333; Sundeep Gokhale, Emillie Albert Merin and Daniel Heath appearing on behalf of

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4. Because of the complicated factual background here, the Board directed a Case Management Hearing on May 18, 2018 and a further one on July 6, 2018. During those two days (and periods in between and afterwards) the parties devoted extensive efforts to arrive at an overall settlement of the broad issues between them - and for this the Board commends them.

5. By Minutes of Settlement dated July 9, 2018 the parties resolved all outstanding matters as follows:

BETWEEN:

GARDA CANADA SECURITY CORPORATION ("Gard a")

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PRIMARY RESPONSE INC. ("Primary")

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UNITED FOOD AND COMMERCIAL WORKERS INTERNATIONAL UNION LOCAL 333

("Local 333")

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UNITED STEEL, PAPER AND FORESTRY, RUBBER, MANUFACTURING, ENERGY, ALLIED INDUSTRIAL AND SERVICE WORKERS INTERNATIONAL UNION (UNITED

STEELWORKERS) ("USW")

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UNITED FOOD AND COMMERCIAL WORKERS INTERNATIONAL UNION LOCAL 1006A

("Local 1006")

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G4S SECURE SOLUTIONS (CANADA) LTD. ("G4S")

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the City of Scarborough" subject to certain exclusions ("the G4S-USW Regional Agreement");

6. Primary and Local 333 are parties to a collective agreement effective from December, 2017 to November 30, 2020 and applicable to a bargaining unit described therein as "all employees employed by the Company as security guards at 13990 Dufferin Street in King City, Ontario (King Campus) and 1750 Finch Avenue East in North York (Newnham Campus)", subject to certain exclusions ("the Primary-UFCW Regional Agreement);

7. Effective January 15, 2018, Garcia became the sole owner and operator of Primary;

8. Upon the purchase of Primary by Garcia, employees of Primary ( except for those already represented by Local 333) became an accretion to the bargaining unit covered by the Garda-USW Province-wide Agreement;

9. On or about January 31, 2018, Local 333 filed an application for certification concerning security guards working at a site known as Luna Vista [Board file number 2832-17-R] and the USW intervened in that application;

10. On or about February 8, 2018, Local 333 filed an application for certification concerning security guards working at a site known as Humber College [Board file number 2927-17-R] and the USW intervened in that application;

11. On or about February 22, 2018 , Garcia filed an application under section 69 and/or subsection 1(4) of the Act seeking, among other things, declarations that Garcia and Primary are related employers that carry on business under common direction and control and that employees of Primary and Garcia are covered by the province-wide bargaining rights held by USW;

12. The parties agree that the conditions precedent to a declaration of sale of business under section 69 have been met and that the Board Is equipped with the authority under subsection 1(4) and/or section 69 of the Act to issue the orders necessary to give effect to these Minutes of Settlement;

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6. In these Minutes of Settlement, the Effective Date is defined as September 1, 2018.

7. All employees of Garcia who are currently covered by the Garda-UFCW Regional Agreement will be covered by the Garda-USW Province-Wide Agreement and any renewals thereof commencing on the Effective Date.

8. The parties request the Board declare, pursuant to section 58(3) of the Labour Relations Act, 1995 that the Primary-UFCW Regional Agreement expires as of the date of the Decision of the Board as set out below.

9. All employees of Garda who are currently represented by Local 333 will be covered by the Garda-USW Province-Wide Agreement and any renewals thereof commencing on the Effective Date. For clarity, this includes but is not limited to employees currently covered by the Primary-UFCW Regional Agreement.·

10. All employees of G4S who are currently covered by the G4S-USW Regional Agreement will be covered by the G4S-UFCW Province-wide Agreement and any renewals thereof commencing on the Effective Date.

11. Commencing on the Effective Date, the bargaining rights of Local 1006 and Local 333 will be deemed to be extinguished with respect to any employees of Garda, including but not limited to bargaining rights pursuant to the Garcia- UFCW Regional Agreement and the Primary-UFCW Regional Agreement.

12. Commencing on the Effective Date, the bargaining rights of USW will be deemed to be extinguished with respect to any employees of G4S, including but not limited to bargaining rights pursuant to the G4S-USW Regional Agreement.

13. The Garda-UFCW Regional Agreement, the G4S-USW Regional Agreement, and the Primary-UFCW Regional Agreement will not be renewed as bargaining rights will be extinguished.

14. Commencing the Effective Date, Article 2.02(e) of the Garda-USW Province- Wide Agreement is null and void and not enforceable. For clarity, Article 2.02 (e) currently provides that:

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continuous service at their site and/or with their respective employer under the terms of the collective agreement which will apply to them as of the Effective Date;

b. as of the Effective Date immediately become eligible, · without any waiting period, for benefits provided

under the collective agreement which will apply to them as of the Effective Date; and

c. shall be subject to no reduction in wages. Any employee whose wages would be reduced as a result of a change in bargaining agent shall be "red-circled" such that they will receive either:

i. the wages which they received immediately before the Effective Date; or

ii. the wages under the terms of the collective agreement applicable to them as of the Effective Date,

whichever is greater and/or most favourable to the employee.

Wage increases for the period March 1, 2017 to December 31, 2017 for all employees in the Garda UFCW Regional Agreement will be paid as a lump sum of $300.00 to each employee employed as of July 6, 2018 who was also employed on March 1, 2017. The lump sum shall be paid forthwith. USW and Garcia agree that the employees belnq transferred from the UFCW will not be eligible for any payment with respect to grievances 01-12-2018-G and 01-28- 2018-G.

19. Employees of G4S who become members of Local 333 on the Effective Date will cease to accumulate service credits under the Steelworker Members' Pension Benefit Plan. Otherwise, nothing in these Minutes of Settlements alters those employees' rights under that pension plan and/or pursuant to applicable statutes.

20. By no later than July 20, 2018, Garcia and G4S will each pay the amount of $27,000.00 to the Steelworkers' Benefit Plan. This amount includes any tax consequences of making such payment. The payments will be by cheques delivered to: Legal Department, Canadian National Office, United

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Date, Local 333 is a successor union to the USW and has carriage to enforce grievances filed by the USW on or after the date of these Minutes of Settlement.

27. USW, Local 1006 and Local 333 recognize and affirm that nothing in these Minutes of Settlement derogates from their obligations to fairly represent union members as required under the Act.

28. The parties agree that the Board has the jurisdiction to put these Minutes of Settlement into a Decision of the Board and to declare that the terms of these Minutes of Settlement are enforceable as orders of the Board. The parties request that the Board do so.

29. These Minutes of Settlement are a settlement of a proceeding under the Act and are enforceable under section 96(7) of the Act.

6. In the circumstances of these cases, and upon the agreement of the parties, the Board issues and makes all of the agreed upon declarations and orders.

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COLLECTIVE AGREEMENT

.. Between -

GARDA CANADA SECURITY CORPORATION

-And-

UNITED STEELWORKERS

This is Exhibit "E" to the Affidavit of Tanya AtherfollDesilva, sworn before me this } day of January,

I 2019. ~

\.' UNITY AND STRENGTH FOR WORKERS

United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and

Services Workers International Union (UNITED STEELWORKERS)

On behalf of its Local Union 2020, 5296, 9597

July 1, 2014 to June 30, 2018

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ARTICLE 15 -TRANSFERS 33 ARTICLE 16 - CALL-IN PAY 33 ARTICLE 17 - PAYMENT FOR INJURED EMPLOYEES 34 ARTICLE 18- VACATIONS WITH PAY 34 ARTICLE 19 - LEA VE OF ABSENCE 35

CANADIAN" CITIZENSIIIP 36 MILITARY LEA VE 36 ACCOMMODATION FOR RELIGIOUS MINORITIES 37

ARTICLE 20 - COURT, JURY AND CROWN WITNESS DUTY 37 COURT LEA VE 37 JlJRY DUTY AND CROWN WITNESS LEA VE 3 7

ARTICLE 21 -PAID HOLIDAYS 37 FOR FULL-TIME EMPLOYEES: 38 FORPART-TIJ\1E EMPLOYEES: 38

ARTICLE 22 -BEREAVEMENT PAY 39 ARTICLE 23 - FRINGE BENEFITS 40

UNIFORMS 40 SECURITY LICENSE 41 EDUCATION FUND 41 LEGAL PROTECTION 42 HUMANITY FUND 43

ARTICLE 24 - BULLETIN BOARDS 43 ARTICLE 25 - RATES OF PAY 44

VEHICLE SIIBLTER. 47 PARK.ING 48 TRA.INING AND WAGES , 48 CLASSIFICATIONS 48 ERRORS OR OMISSIONS 48

ARTICLE 26 - BENEFITS 48 BENEFITS 48 LIFELINE 49 SICK LEA VE WITH PAY 49 PENSION PLAN 50 NEW MEMBERS' KTI'S 52

ARTICLE 27 - HEALTH & SAFETY 52 REFUSAL OF UNSAFE WORK 54

ARTICLE 28 - NOTICE OF CLIENT CONTRACTS 55 ARTICLE 29 - DURATION OF THE AGREEMENT 57 LETTER OF AGREEMENT 59 LABOUR MAN"AGEJ.\IBNT MEETINGS 59

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--,

vss

995

(d) Office, clerical and sales staff;

(e) All employees represented as of the date of this Collective Agreement by the United Food and Commercial Workers International Union (hereinafter "the UFCW"} pursuant to a valid current Collective Agreement with the Employer;

2.02 {a) The Parties agree that "supervisor" is deemed to include Site Supervisor, Shift Supervisor, Mobile Patrol Supervisors, Field Supervisors, Dispatcher and other persons who exercise managerial functions within the meaning of section 1(3} of the Labour Relations Act, R.S.O. 1990, c. L.2, as amended.

(b) Positions created by the employer shall automatically be included in the bargaining unit unless specifically excluded pursuant to Article 2.01 a, b, c, d and e.

2.03 The Parties agree that only employees who are in the bargaining unit will perform bargaining unit work except:

(a) as otherwise provided in this Agreement;

(b) for the purpose of instruction; and/or

(c) as an ancillary part of their function, security guard work only:

(i) at sites at which only patrol and inspection checks are required;

(ii) in cases of emergency, such as flood or fire or another similar reason; or

(iii) in other circumstances for not more than three (3} consecutive hours or ending as soon as possible thereafter.

2.04 (a) Without limiting the generality of the foregoing and subject to this Article, all employees assigned to provide service pursuant to client contracts executed by the Employer after the date of this Collective Agreement will be members of the bargaining unit covered by this Collective Agreement.

2

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--,

966

997

person at the sites where the United Steelworkers are the official bargaining agent for any employees at that site and any future sites and in particular during a strike by the Employer's client's employees.

2.07 Any violation of Article 2.06 may result in discipline up to and including discharge.

SPECIAL EVENTS

2.08 For the purposes of this Agreement, "special events" are defined as:

(a} contracts between the Employer and a client to provide services for a period of not more than sixty (60) calendar days and may include seasonal, sport, cultural, educational and commercial events, exhibitions, trade shows, fairs and political conventions; or

(b) contracts between the Employer and a client to provide services during a strike by a client's employees.

STRIKES AND LOCKOUTS

2.09 In the event of a strike or a lockout at a client's site involving the client's employees, Security Officers assigned to the site shall be paid at the highest client-dictated rate, if applicable, for no more than the duration of the strike, where possible and subject to client approval.

2.10 Security Officers displaced as a result of a strike or a lockout at a client's site involving the client's employees, will be placed in accordance with Article 12 at the nearest geographical site and shall have their wage rate maintained or they shall be paid at the wage rate of the specific site to which they are assigned, if higher. It is further understood that the affected employees will be returned to their original site when the labour dispute is over.

ARTICLE 3 - NO STRIKE OR LOCKOUTS

3.01 The Employer agrees that, during the term of this Agreement or any extension thereof, it will not cause or direct any lockouts of its employees and the Union agrees that during the lifetime of this Agreement or any extension thereof, there

4

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866

999

Thereafter, the Parties shall jointly investigate the complaint and prepare a joint report outlining their respective or joint findings, as the case may be, and this, within seventeen (17) days of the filing of the complaint.

Without limiting the Employer's management rights pursuant to the Collective Agreement, the Union may make recommendations to the Employer with respect to the disposition of the complaint.

A failure on the part of the Union to make itself reasonably available shall not prevent or impede an investigation by the Employer.

ARTICLE 5 - ANTI-SEXUAL & ANTI-RACIAL HARASSMENT

5.01 The Employer and the Union shall take all reasonable steps to maintain a working environment which is free from sexual and/or racial harassment.

5.02 For the purposes of the Article, "sexual harassment" includes:

(a} unwanted sexual attention of a persistent or abusive nature, made by a person who knows or ought reasonably to know that such attention in unwanted; or

(b) implied or expressed promise of reward for complying with a sexually oriented request; or

(c} implied or expressed threat or reprisal, in the form either of actual reprisal or the denial of opportunity, for refusal to comply with a sexually oriented request; or

{d) repeated sexually oriented remarks and/or behaviour which may reasonably be perceived to create a negative psychological and/or emotional environment for work and study.

5.03 For the purposes of this clause, "racial harassment" includes engaging in a course of comment or conduct that is known or ought reasonably to be known to be unwelcome where such comment or conduct consists of words or actions by the Employer, supervisor, or a co-worker in the bargaining unit, which disrespects or

6

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-

--,

-;

000~

1001

orientation, aboriginal status or disability are entitled to equal employment opportunities.

ARTICLE 6 - MANAGEMENT RIGHTS

6.01 The Union acknowledges that all management rights and prerogatives are vested exclusively with the Employer except as limited by the provision of the Agreement and without limiting the generality of the foregoing; it is the exclusive function of the Employer:

(a} to maintain order, discipline, efficiency and in connection therewith to establish reasonable rules and regulations, enforce and alter from time to time rules and regulations to be observed by the employees. Recognizing that rules and regulations will change from time to time, given the needs of the business, the Employer will apprise and discuss with the Union any such changes;

(b) to select, hire, transfer, layoff, recall, promote, demote, classify, assign duties, establish qualification, dismiss, suspend or otherwise discipline employees, provided that a claim that an employee who has been dismissed or otherwise disciplined without just cause may be subject of a grievance under Articles 9 and 10 of this Agreement. All other matters not otherwise dealt with elsewhere in this Agreement are solely and exclusively the responsibility of the Employer;

(c) generally to operate and manage its business in all respects and in accordance with its discretion, commitments, obligations and responsibilities. The right to determine the number of employees required from time to time, determine the kind of operations, the methods of execution, to decide on expansion, cutbacks, or the

. termination of operations in compliance with the provisions of the Agreement, the content of jobs, the standards or performance, the methods, procedures, machinery and equipment to be used, schedules of work, and all other matters concerning the Employer's operations not otherwise dealt with elsewhere in this Agreement are solely and exclusively the responsibility of the Employer.

6.02 The Employer agrees that in the exercise of these rights it shall at all times be governed by the terms ofthis Agreement.

,,._ 8

6

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·uo,::i.n:i.1:1.suoJ s,uo,un a4:i. 4:i.JM a:>Uep10::i::ie LI! pa:i.e1n::i1e:> aq 11e4s sanp JO iunowe a41 ·:i.uawaa18v SJ4l Aq paJaAoJ saaA01dwa 4::iea Jo s8u1u1ea 1e:i.o:i. a4:i WOJJ 's1seq A1>1aaMJq e uo 's:iuawssasse pue saaJ uo,:i.emu! 'a1qe:>udde aJa4M 8u,pnpu1 sanp uoiun :i.:>npap 11e4s JaA01dw3 a41 lO'l

·11e:>aJ JO a1,4a.1 'aJ!4 10 a:iep a4:1. uo uo,un a4::i. JO Jaqwaw e awo::,aq :i.snw aaA01dwa pa11e:>aJ pue pa1,4a.1 'Mau A1aA3 ·8uJpue:i.s poo8 U! uo1un a4::i. JO .1aqwaw e awo:>aq aaA01dwa AlaAa 1,e4i :i.uawA01dwa :.1-0 uompuo:> e aq 11e4s +I tO"l

Al1HnJ3S NOINn • £ 31JllH'1

·aw,:i. o:i. aW!l WOJJ papuawe se 'sooz 'O!.Je:iuo :1,0 l::l't;/ sp.Jen9 A:i,pmas pue SJo::i,e§J:isaAUI aieAJJd a4i 4l!M A1dwo:> 01, paJJnba.1 a.Je saaA01dwa a4:i. pue JaA01dw3 a41 ::i.e4:i sa8pa1MoU>pe uo,un a41 ~o·g

-

., - -

-- zoo~

1003

-;,

arrears for the amount of dues deductions, the arrears shall be debt owed by the employee to the Union. Where, however, the employee owing such a debt remains in the employ of the Employer, recovery is to be made by deducting one additional deduction each two (2) week pay period in an amount not to exceed the established pay period deduction until arrears are recovered in full. Where an error results in the over-deduction of dues, the Employer shall have no liability to the Union or the employee for such an error.

7.06 The Employer, when preparing T-4 slips for the employees, will enter the amount of Union dues, charitable deductions paid by each employee during the previous year.

A ARTICLE 8 - UNION REPRESENTATION

- 8.01 The Employer acknowledges the right of the Union to appoint or otherwise select stewards and other authorized Union representatives for the purpose of representing employees in the handling of complaints and grievances.

8.02 The Employer agrees to meet with by appointment, the Union's authorized representatives, stewards and officers to discuss and settle any current grievance or complaint.

8.03 The authorized Union representatives, stewards and officers shall be recognized as the official representatives of the employees.

8.04 The Union shall inform the Employer in writing of the names of the authorized stewards and officers and the Employer will not be obligated to recognize such stewards and officers until it has been so notified.

8.05 Subject to operational requirements and with prior management approval, stewards, authorized representatives and officers shall be granted reasonable time during working hours to perform their duties without loss of pay. Such granting shall not be unreasonably withheld.

8.06 If an authorized representative, who is not employed by the Employer, wants to speak to Local Union representatives and/or a Union member about a grievance or other official business, he shall advise the Account Manager or his designated representative, who shall then call the Local Union representative to an

10

II

·aAoqe (q) rapun sisanbar JO UOJSSJWqns i34l JO sAep .8UJ>jJOM (s) i3A!J U!4l!M UO[UO at.n oi papuodsai iou seq JaA01dw3 a4l aJa4M paxordde pawaap aq 11e4s saouasqe JO aAeal (p)

·a+!S a4:i JOJ 8u1u1eJl paAJaJa.J aAe4 04M saaA01dwa 4l!M pue s:iuawu81sse aWJl.JaAo-uou Aq )(JOM raxoo oi siduiaue a1qeuoseaJ a>jew ll!M .1aA01dw3 a4:i. :i.eqi pooisrapun S! ll ·aw,uaAo Aed ci .8u1Ae4 JaA01dw3 a4:i. UJ :i.1nsaJ iou ll!M aAea1 ipns :1-0 .8UJlUeJ8 a41 (:>}

pue ~a::iueApe LI! sAep .iepuajeo (oi:) uai :isea1 ae apew seM isenbai ipns :i.e4:i. (q)

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.suouipuoo 8u[MOIJOJ a4:i. .Japun uojun a4+:1-o seouarajuoo pue s8u1:iaaw pusue oa uo1un a4:i Aq pa:i.eu81sap saaAordwa oi .10 saie8a1ap s.uojun a4i or aAea1 :i.ue.18 11e4s .JaA01dw3 a4:i. 's:iuawa.11nba1 1euo1ieJado o:i. pafqns 60-8

·:i.uawaa.18\f S!4l JO zi: ap!l.1\1 4l!M a:>uepJo:>:>e LI! A1,po1uas JO uoseaJ Aq pa1:i1:iua aq Aew Aa4:i 4JJ4M o:i. ai[s .10 UOJl!SOd Ja4:io 4::ms o:i. JO a:i1s >jJOM sno,Aa.1d .11a4:i. :i.e LIO!l!SOd sno1Aa.1d JJi34l o:i. uJnia.1 o:i. a:>1:i.ou ,sAep .1epua1e:> (oi:) ua:i. 8U!fl!8 uo aWJl Aue :i.e :i.4.8p a4:i. aAe4 11e4s 81:J!l.l\1 S!4l Japun a:>uasqe JO aAea1 8up1e:i saaA01dw3 80"8

'PF~44l!M A1qeuosea.1un aq :i.ou 11e4s aAea1 4:>ns JO su,:i.ue.1.8 a41 ·aAea1 4::rns JO uo1.ie.Jnp pue :i.uawa:>uawwo:> :1-0 a:iep a4:i. 8u1:ie:i.s 'a:>uawwo:> o:i S! aAeaJ a4i a.JoJaq sAep Jepua1e::> (01) ua:i :i.sea1 :i.e Ja.8euelt\l :i.unoJJ'if a4:i. Ol .8U!lJ.JM UJ apew aq ll!M :i.sanbaJ 'if ·sa1:i.np .11a4:i. 8U!WJOJJad a.rn Aa4:i. l.JJ!4M .8upnp popad at.p. JO:J.. a::iuasqv JO aAea1 e o:i pall!:i.ua aq 11e4s uo,un 1euo1:i.eUJa+u1 Jo 1e::>01 a4:i. JOJ A:i.pede:> 1epJ.:J..:J.O ue UJ )fJOM o::i. papa1as uaaq aAe4 04M saaA01dwa 's:iuawa.11nba1 1euo1:ieJado o:i. :i.Jafqns Lo·s

3A'131 NOINn

·suo1:i.e1ado 1ew.Jou 4'.1-!M aJaJ.JalU! :i.ou ll!M .Aa4:i ::i.e4:i. os paE!ue1.1e aq [l!M S)jje+ asa41 ·A1a:i.eAJ.Jd 1aJUOJ .Aew Aa4:i. a.1a4M a:>e1d a:i.epdoJdde

--

-

vOOL

1005

8.10 The Employer agrees to recognize, d_eal with, and grant leaves of absence to a Negotiating Committee along with representatives of the Union for the purposes of negotiations.

8.11 The Union shall endeavour to notify the Employer in writing of the names of the employees on the Negotiating Committee and the dates requested no later than fifteen (15) days in advance of such leave taking place.

8.12 Employees taking leave of absence pursuant to Articles 8.07 and 8.09 shall be paid in accordance with Article 19.04 of this Agreement.

8.13 An employee who is absent under Article 8 shall continue to accumulate his seniority during his absence. Employees on Union leave pursuant to Article 8 shall also retain the right to post for and be awarded any positions that become available during current said leave. Should the employee be awarded the position prior to the leave ending, the Employer may fill the posting as a temporary assignment.

8.14 The Union shall decide on the number of stewards to be appointed or otherwise selected provided that the ratio of stewards to employees shall not exceed one

= (1) to twenty-five {25) or greater proportion thereof.

8.15 Each steward must be an employee of the particular Employer to which he refers labour relations matters, concerns, grievances or disputes on behalf of one or more employee of the Employer. It is further understood by the Parties that Union Officers (excluding stewards) and/or Local Union Executive regardless of their employers may on occasion where required handle the above-noted matters.

ARTICLE 9-GRIEVANCE PROCEDURE

9.01 It is the mutual desire of the Parties hereto that any complaint or cause for dissatisfaction arising between an employee and the Employer with respect to the application, interpretation or alleged violation of this Agreement shall be adjusted as quickly as possible.

9.02 It is generally understood that an employee has no complaint or grievance until he has first given his Account Manager an opportunity to adjust the complaint.

12

£I

'OMl dais rapun paA1a:>aJ s1 uojspap a4:i Ja:ije sAep repuajeo {OE) AlJ!4l LI!4l!M auiu Aue re i:i:: ap!:J.JV LI! pap!AOJd se uoi:i.eJ+!qJV oa A+Jed Ja4:i.1a Aq .8u1:t.!JM LI! paJJaJaJ aq Aew a::,ueAap.8 ay:i. 'OMl dais :i.e pa4::,ea.J iou s1 a::>Ue11.ap8 ay:i. JO :i.uawa1:uas 1eu11 JI so·G

·AJo:i,epuew iou pue AJO+JaJJP paiapjsuoo aq 11e4s aJnpa:>OJd a::,ueAap9 ay:i. UJ Sl!WJI awg ay:i.

1Ja+JeaJa41 ·:i.uawaaJ.8\f a4:i. :J.O uo1:i.e10JA pa.8a11e a4:i. JO

aJeMe aurecaq +SJ!:J. JOAap.8 a4:i. .Ja:i,:1,e sAep .8uppoM {o,:) uai UJ4l!M panrasard rou S! 4:>J4M a:>ueAap.8 Aue rapjsuoo oi psnnbar aq aou 11e4s Ja.8eue1t11 :i.uno:>:>'if a41 170"6

'uoiun a4:i. or l! LIJn:i.aJ pue WJO.J. a::>UeAa!.J.8 a4:i. uo 'lluJ:i.!JM LI! uojspap s14 aAJ.8 sAep .8UJ)I.JOM (or) uai Ja4:i.JnJ e LI!4l!M 11e4s :i.uap1saJd-aJJA a41 ·~ued Ja4:i.1a Aq paisanbar .J.! .8u1:i.aaw s14:i. :ie auasard aq Aew J0Aap9 a4:i. Jo/pue uo1un a4:i. JO aA!lE+uasaJdaH .:14e:i.s ';/ ·a:>ueAap.8 a4:i a/\1osaJ oa iduiaue 1euy. e LI! ':iuawa.8eueV\) JO s,M1:ie:i.uas~udaJ a:i,epdoJdde a4i pue Jaqwnu UJ (E) aaJ4:i. paaoxa oi tou 'aan1wwo:> a::>ueAap.8 uo1un a4:i pue aaA01dwa a4:i. uaaM:iaq .8u,:iaaw e p104 sAep .8uppoM (s,:) uaa'.ij!J LIJ4l!M '11e4s 04M a:i.eu.81sap :i.uawa.8eueV\I Jo :i.uap1saJd-aJ!A a4:i. o:i. pan1wqns aq Aew a::>ueAa!J.8 a4:i. 'A.Jo:i.:>e.4-s1:ies :i.ou S! asuodsaJ 4:>ns pue aAoqe auo dais o:i A1daJ s1Ja.8eueV\) a4i .8UJ/\JaJaJ Ja'.ije sAep .8uppoM (01) uai U!4l!M

0Mld31S

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3NO d3.l.S

:pa)fO/\U! aq Aew aJnpa::>oJd a::>ueAap.8 a4i :J.O sda:is .8u!MOIIOJ a4:i ua4:i. '{.8UJl!JM u1) sa1ued a4:i Aq o:i paaJ.8e uaaq aAe4 Aew LJJ!LfM popad Ja.8uo1 Aue LI!L!l!M Jo sAep 2uppoM (s) aA!J U!Lfl!M a1uas :i.ou s, :i.u1e1dwo:> 4Jns pue Ja.8euelN :i.uno::>J';f a4:i 4l!M :i.u1e1dwo::, a4:i .8upa:i.s1.8aJ Ja'.ije 'JI E0"6

-.

-

....

.....

900~

1007

- 9.06 Employer grievances will be submitted directly to the servicing Staff

Representative in the respective area.

9.07 All time limits in this Article may be extended by mutual agreement of the Parties.

- 9.08 The Union agrees that all correspondence from the Union shall be on official letterhead.

-.,

9.09 All Policy grievances shall be submitted to the Vice-President, Human Resources at Step Two and all Group grievances shall be submitted to the Area Vice President at Step Two within the time limits contained in Article 9.03.

9.10 If final settlement of the grievance is not reached at Step Two, the grievance may be referred in writing by either Party to Arbitration as provided in Article 11 - Arbitration, at any time within thirty (30} calendar days after the decision is received under Step Two.

9.11 For any grievance of a continuous nature, the Employer's liability shall be limited to thirty (30) calendar days prior to filing of the grievance, provided that the Union has received notice pursuant to Article 28.01.

9.12 Prior to a grievance being scheduled or presented for arbitration, either party may request a pre-arbitration meeting. This meeting may be attended by the griever, grievance committee and the Staff Representative of the Union.

9.13 Where stewards are required to attend meetings with the Employer outside of his regular hours of work, such time spent shall be considered time worked. For the purposes of this Article. call-in pay provisions in this. Agreement shall not apply.

ARTICLE 10 - DISCHARGE AND DISCIPLINARY ACTION

10.01 A claim by an employee that he has been discharged or suspended, without just cause, shall be a proper subject for a grievance. Such a grievance shall be submitted in writing to the Employer at Step Two within ten (10) working days after the employee receives notice that he has ceased to work for the Employer

- 14

pasodord a4:i :1-0 auou 'sAep ~uppoM (S) aA!J UJ4l!M 'JI ·s;o:ieJ:itqJe a1qeidaJJe (E) aaJ4l asodord 11e4s Aa4:i 'uo1:ie.1::i1q.1e ci a:iueAap§ e sJaJaJ /q.Jed Ja4:i1a ua4M EO"l't

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NOl.l'VH.Ll8HV • lt 31Jl.lHV

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-

BOO~

1009 - arbitrators are acceptable to the other Party, they shall propose three (3) other arbitrators. If an acceptable arbitrator is not agreed upon (within ten (10) working davs), the Parties may either submit more proposed arbitrators or request the Ministry of Labour to appoint an arbitrator.

11:04 Except where otherwise provided for in this Agreement, each of the Parties hereto will bear its own expense with respect to any arbitration proceedings. The Parties hereto will jointly bear the expenses of the arbitrator on an equal basis.

11.05 No matter may be submitted to arbitration which has not first been properly carried through all preceding steps of the grievance procedure.

11.06 The arbitrator shall not be authorized, nor shall the arbitrator assume authority, to alter, modify, or amend any part of this Agreement, nor to make any decision

...,. inconsistent with the provisions thereof, or to deal with any matter not covered by this Agreement.

11.07 The decision of the arbitrator shall be final and binding on the Parties.

ARTICLE 12- SENIORITY

12.01 (a) The Parties recognize that job opportunity and security shall increase in proportion to length of service. It is therefore agreed that in the cases of vacancy, layoff and recall after layoff, the senior employee, as defined in this Agreement, shall be entitled to preference in accordance with this Article.

(b) In recognition, however, the responsibility of the Employer for the efficient operation of the Employer's business, it is understood and agreed that in all cases referred to in paragraph (a) above, management shall have the right to pass over any employee if it is established, by the Employer, that the employee, after a reasonable period of on-site training if required, could not fulfill the requirements of the job or would not possess the necessary qualifications to fulfill the requirements of the job.

12.02 For the purposes ofthis Agreement, the following definitions shall apply:

- 16

LI

pue !sAep pue S>jaaM 's.1eaA LI! pamseaur pue 'JaA01dw3 aqi Ljl!M :iuawA01dwa aw1i-11n:J. JOJ aJ!4 :1,0 aiep :i.se1 a4:i. aouis a:>j/\.las snonuuuoo JO 4:}.2ua1 (!)

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'.)jaaM .1ad s.1no4 (172) 1noJ-/quaM:i. ue4:i. a..1ow S)IJOM ApeJn8aJ 04M auo SJ 11aaA01dwa aw1:i.-11n:J.11 e (q)

~iuawaaJ~\f s14:i. LI! JO:J. papJAOJd as1M.1a4:i.o ssa1un 1ssa1 .10 >1aaM ..1ad

s..1no4 (17l) .1no1-A:i.uaMl S)j.lOM Apeqn8a1 04M auo S! 11aaA01dwa awi:i.-:µed11 e (e)

-

o~o~

1011

-

-

(ii) 50% of the length of continuous service worked since the last date of hire for part-time and floater employees of the Employer, as expressed in years, weeks and days, as applicable, provided that there were no breaks in service between periods described in (i) and (ii) respectively.

{b) In the event that records are unavailable to determine the hours worked by part-time employees prior to the coming into force of this Agreement, the affected employees will be credited with fifty percent (50%} of their continuous service since last date of hire with the Employer, measured in years, weeks and days.

(c) Seniority shall be acquired once the employee has attained seniority status in accordance with Article 12.03 and it shall be retroactive to his first day of work.

12.06 Where the Employer is awarded a contract for the performance of security guard services at a site where, immediately prior to such award, individuals were performing substantial similar security guard services ("the incumbent employees") and the incumbent employees are unionized with the Union, the

- employees working at that site including any employees on leave of absence will be deemed hired and consequently, the Employer shall become the successor Employer, unless one of the following sltuatlons occurs: -

--

(a) the incumbent employee's job duties were not primarily at that site during the thirteen {13} weeks before the Employer takes over;

(b) the incumbent employee is temporarily away and his duties were not primarily at that site during the last thirteen (13} weeks when he worked;

(c) the incumbent employee has not worked at that site for at least thirteen (13) weeks of the twenty-six (26) weeks before the Employer takes over the contract. The twenty-six (26} week period is extended by any period where services were temporarily suspended or where the employee was on a pregnancy/parental leave pursuant to the provisions of the Employment Standards Act, 2000, as amended from time to time.

18

61

.suoseai 8U\Mo110:1- a4:i. :J.O auo Aue .10:1- sasodrnd 11e JOJ paieuiuua; aq 11e4s pue .1aA01dw3 a4i 4+!M srueis aaA01dw3 pue s:i.4§p A:i,poJuas aAe4 oi aseso 11e4s aaA01dwa uv tt''Zt

lN311\1AOldl/\13 ONV Al.ll:IOIN3S .:10 SSOl

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·sp.1eMais pue saA.J+e:i.uasa.JdaH preoq aouamsuj pue AiaJes a:::>efd)IJOM 'saAJ+e:i.uasa.JdaH A:i.a:1-es pue 4:i.1eaH pa!:1-n.1aJ 'A.1e:i.a.1:::>a5 1epueu!.:1 '.1a.1nsea.11 'A1e:i.a.1Ja5 au,p10JaH 'iuap1sa.1d-aJ1/\ 'suos.1ad.11e4J ':i.uap1saJd .apnpu] 11e4s 11s.1a::>!:J.:J.O uojun, (e) O't"Zt

Alll:IOIN3S lVl.lN3l:13.:13l:ld

·+dJaJa.1 JO awg pue aiep a4:i. 4+!M iuawA01dwa JOJ uoueoudde 4::>ea dureis 11e4s .1aA01dw3 a4.1 ·suo1:i.e::>1Jdde JO aoueadaooe aqi JO .1ap.10 atp. uo paseq aq 11e4s A:ipoJuas 'Aep awes a4:i uo pa.114 saaA01dwa JOJ A:ipo,uas 8u1u1w1a:i,ap JO sasodmd a4::i. .10.:1 GO'Zt

'l66l '17 aunr 8upuawwo::> A:ipo1uas 4+!M pai,pa.1::> sq 11e4s aaA01dwa a4:i uaq; 'aiojsq 10 l661 '17 aunr soujs .1aA01dwa sno1/\a.Jd Aue JO:J. a:i.,s a4i re pa)IJOM A1snonu1:iuOJ se4 aaA01dwa a4:i. a.1a4M pue 'l66! '17 aunr ueqi :i.ua::>a.J aroui aiep Aipo,uas e LI! si1nsa.J (!) 4de.18e.1edqns a.1a4M (!!)

.10 '.1aA01dwa sno,Aa.1d a4:i. 4+!M A1:i::>aJ!P aJ!/\Jas snonu1:i.uo:> 8upnp pa..11nb::>e Awo1uas (!)

:4:J.!M pa:i.,paJJ aq 11e4s .1aA01dw3 a4:i. Aq pa.114 pue a:i.,s :i.e4:i. :i.e 8ur>JJOM aaA01dwa ue 'pe.1:i.uo::> :i.uaip e o:i.ui gupa:i.ua 48no.14:i. .10 Auedwo:i e JO uoi:t.!S!nb:>e 48no.14:i. ..1a4:i1a a:i.1s e pa.11nbJe .1aA01dw3 a4:i. :i.e4:i. :i.ual\a a4:i. UJ 80'lt

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1013 - (b) if the employee is discharged for just cause and is not reinstated in

accordance with the provisions of this Agreement;

......

- (c) if the employee is laid-off and fails to return without reasonable excuse

within five (S) work days after he has been notified to do so by the Employer by registered mail to his last known address (a copy of such notice shall be sent to the Union), and by personal contact by the Employer. The employee shall keep the Employer informed of his current address. The employee shall be deemed to have received notice to return to work if the Employer sends him such notice by registered mail or priority post;

- (d) if the employee has been on layoff for lack of work for a period of more than twelve {12) consecutive months or the length of his seniority whichever is the shorter;

- (e) in the case of floaters or part-time employees as defined in this _Agreement, if the employee has not worked one (1) shift in a period of two (2) or more consecutive months;

(f) absence from work for three {3) or more working days without notice and without reasonable excuse;

(g} if an employee uses a leave of absence for reasons other than that for which the leave was granted;

(h) if an employee fails to return to work on the expected date of return to work without reasonable excuse following an approved leave of absence;

(i) - notwithstanding Article 12.13, any absence of more than twenty-four (24} months, where there is no reasonable likelihood of return to work;

U) if the employee refuses to work two (2) shifts within thirty {30) consecutive days without a reasonable excuse.

12.12 Employment and seniority shall be maintained and accumulated until it is lost under Article 12.11 above.

- 20

-aureums Aq rapro 1e:>1:i,aqe4d1e ui pauuuqns aq ll!M +S!I aaA01dwa LI\f ·JaqwnN aouamsuj 1epos pue 'apoo eaie 8u!pnpu! Jaqwnu auoud 11a:> Jo/pue aurcq 'apoo 1e:i.sod 'ssaippe S!4 JO uoiun a4:i pue JaA01dw3 a4:i. '8ui:i.pM LI! 'WJOJU! oi A+JIJqJsuodsaJ s1aaA01dwa a4:i SJ ll ·s:is1xa qons a.ia4M uo,:ie:>!J!ssep pue 'JaqwnN aouernsuj 1epos 'apoo eaJe 8u1pnpu! 'raqumu auo4da1a:i auroq 'apoo 1e:i.sod 'ssaippe - aaA01dwa 4:,ea JOJ sapnpu] '+S!I /qpo1uas e uo paujeiuoo uoueuuojui aq; or uouippe UJ 'LP!4M +S!I e S! 11+S!J aaA01dwa11 ue {!!)

pue .srueis Ja:i,eo11 Jo srueis awJ+-lJed Jo aw1:i-11n:1- ':i.uawaa.1~v s14:i. .Lp.JM aoueproooe LI! parnseaur A:i.poJuas JO iunouie 'aweu aaA01dwa ~u1pnpuJ +SJI e SJ 1+SJ1 A:i.po1uas11 e (!)

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"i3JJ/\.li3S JO uo1:idnua:i.u1 ue a:inmsuo::> :i.ou 11e4s 'JaA01dw3 a4:i. Aq pazpoy:i.ne as1MJa4:io JO ':i.uawaaJS\f a4:i Aq pap!AOJd sa:,uasqe a4:i ':iuawaaJ8y S!4l Jo sasodJnd JO:! El'Zt

-

-

vlOl

1015

-

(b) All seniority list and employee lists shall be updated February 1, June 1 and October 1 of each year, by the Employer and each updated list up to a maximum of one (1} copy per Union Office, shall be promptly:

(i) sent by e-mail to the Union Officers or representatives as designated by the Union;

(ii) only seniority lists be made available to employees covered by this Agreement on the request of such employees attending at Employer offices during regular business hours; and

-

(iii) made available to a Union representative at any time after making an appointment with the Employer.

(c) All seniority and employee lists shall be submitted electronically in an Excel formatted spreadsheet. In addition, the Employer shall provide the Union with a complete monthly lists of newly-hired and terminated employees, including contact information, electronically in an excel formatted spreadsheet.

12.15 The seniority list may be corrected at any time upon the written request of an employee, addressed to the Employer and the Union. If the Employer and Union agree to correct the seniority lists, or if through an arbitration award the seniority lists are corrected at an employee's request, the correction shall be effective only from the date of the Agreement or the arbitration award.

LAYOFF

12.16 (a) Subject to the Employer's right to maintain a competent workforce and in situations where a reduction of the workforce is necessary, the Employer

- shall first determine the site and number of positions to be affected. The Employer shall then issue notice of layoff and a record of employment with recall rights no later than two (2} weeks after the current pay cycle following the layoff to the employee(s) at the affected site and such employee(s) shall hereinafter be referred to as the "surplus employee(s)".

(b) All displacement rights under this Agreement are subject to the condition that the employee exercising those rights can fulfill the requirements of -

22

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Aq pa.1aA11ap aq 11e4s a::>1:iou aseo 4::>!LfM LIJ ua/\J.8 aq or S[ a:mou ua4M )(.IOM :ie iou S! aaA01dwa ipns ssajun (a1q1ssod A1qeJ1pe.1d se uoos se 'l!ewa Jo auw1s::>e.:1- Aq a::>J..J...J.O uojun 1e:>01 ay:i o; Ado::, e ap!AO.Jd oi apaur sq 11e4s pue) aaA01dwa papejje a4:i oi paJaA!F3P puey aq 11e4s u0Ae1 JO aJ!lON · {:>)

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- '

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1017

registered mail. However, the Parties agree that in some locations, due to geographical distances, hand delivery of such notice will not be practicable. In those locations, notice of layoff will be sent by registered mail or email.

VACANT OR NEWLY-CREATED POSITIONS DEFINITION

12.18 (a) For the purposes of this Agreement, a vacancy shall be defined as a bargaining unit job which has not been posted and filled in accordance with this Article, including but not restricted to vacancies due to promotion and demotion. A job shall not be considered vacant if that job is created pursuant to a contract for services to be provided for a period of less than forty-five {45) calendar days. Notwithstanding anything to the contrary in this Agreement, a special event as defined in this Agreement shall be not considered a vacant job and therefore shall not be posted.

NOTICE OF VACANCIES

(b) (i) - -

All vacancies or newly-created positions for contracts of over forty five (45) calendar days will be posted (in locations agreed to by the Parties) immediately upon the creation of the vacancy for a period of at least five (5} full working days prior to the filling of a vacancy. Job postings must show the actual wage rate and any other benefits and/or premiums.

-

-

(ii) In addition to the above, each Branch Office of the Employer shall provide emailed postings as soon as possible to the respective Local Union Officers so that employees wishing to contact the Local Union at its toll free telephone numbers may do so. In so doing, the Employer shall not be responsible for any information being conveyed to employees by the Union with respect to said postings. Employees are encouraged to contact the Employer directly with their requests. The Employer shall provide a telephone job listing of all current job vacancies.

- POSTING FOR VACANCIES

(c) Employees desiring consideration in the filling of a vacancy shall signify their desire by:

24

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aroui ou JO pousd e JOJ 'saaA01dwa s1:iua1p a4:i Aq a)!!JlS e Supnp auatp e JOJ )fJOM paAIOAU! 4J!4M pue aptU\f s14:i 4l!M aoueprooae LI! paisod uasq seq 4J!4M 'k>ue::>eA e II!¾ o; aaA01dwa ue wwad oi (!!)

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- -

8LOL

1019

-

---

NOTICE OF SUCCESSFUL APPLICANT

(h) The Employer shall post (in locations agreed to by the Parties) the name of the successful applicant not later than five (5) working days following expiration of the posting period with a copy to the Local Union.

(i) It is agreed that the successful applicant for a permanent job shall not be permitted to re-apply for another job for a period of six (6} months. This six (6) months waiting period would be waived if another vacancy deemed a promotion occurs at the same time. For the purposes of this clause, "promotion" shall be defined as a move from part-time to full-time or a change in shift provided it does not require additional training.

SUBSEQUENT VACANCIES

(j}. The job posting procedure provided for herein shall apply to the original vacancy and the subsequent vacancy created by the filling of the original vacancy.

(k) The Employer may fill vacancies created following the exhaustion of the above provisions by transferring an employee to the vacancy but only with the consent of such employee. However, where no employee consents to such transfer the Employer shall have the right to assign the employee with the least seniority who works at a site within forty (40} kilometer radius of the vacancy. No employee shall suffer a loss of pay as a result of such transfer.

SPECIAL ASSIGNMENT LIST

(I)

-

Through the use of a list, with a copy to the Union, which may be signed by employees interested in assignments to other sites, where the Employer has the right to appoint or hire pursuant to Article 2.08 (Special Events) or Article 12.18 (eL (f) the Employer undertakes to make reasonable efforts to temporarily transfer an employee to such assignments before filling such assignments with a new hire. Such employee will be entitled to return to his former job and (i) above shall have no force or effect. All temporary transfers will be in accordance with Article 12.01. In the event of a temporary transfer as defined in this Article or where temporary posting results in unnecessary unbilled time/training or a permanent

26

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1021

EMPLOYEE PROTECTION

1. EMPLOYEE'S PAY MAINTENANCE CHART

0-12 months seniority 14 calendar days 1-3 years seniority 45 calendar days 4-7 years seniority 60 calendar days 8-12 years seniority 90 calendar days 13 + years seniority 120 calendar days

2. Where a Client requests an employee be removed from the site (Do Not Return), the Employer will endeavour to discuss the reasons for the site removal with the Client and propose alternatlve solutions, if appropriate.

The Employer retains the right to remove an employee from the site on the written request of a Client (a copy of which will be provided to Union and Staff Representative) provided that:

3. NON-CULPABLE REASONS

(a} the Employer assigns the employee to a site which has a vacancy or will otherwise maintain the employee's hours through the use of floater pool, within a forty (40) kilometer radius of the site from which the employee has been DNR'ed or the employee's home, whichever is closer, and further provided the employee has access to public transportation or has access to other suitable transportation; and,

(b} the assigned shift and hours of work are the same as or as close as possible to the shift and hours of work at the site the employee has been DNR'ed from; and,

- (c) there shall be no reduction in the employee's pay, subject to the chart

above. Thereafter, the employee's rate of pay shall be governed by the provisions of the Collective Agreement.

{d} in the event the employee refuses to accept any shift offered, subject to paragraph (a), (b) and (c) above, the Employer's obligation pursuant to these provisions shall immediately cease.

28

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1023

It is agreed and understood that removal from site for culpable reasons is a culpable penalty permissible only where there is just cause for such penalty. Where a culpable removal is found to be without just cause, such removal will be amended to a non-culpable removal.

-

6. OTHER

{a) Failure on the part of the Employer to provide a copy of the Client's request however shall not void any removal.

(b) Where the Employer is unable to comply with paragraph 3 above, the affected employee will be laid-off and immediately entitled to enhanced severance as follows:

{i) Two (2) weeks pay per year of completed seniority to a maximum of twenty six (26) weeks pay. For clarity the enhanced severance includes any and all entitlements for termination and/or severance pay under the Employment Standards Act, 2000, as amended from time to time.

ARTICLE 13 - NEW OR CHANGED JOBS

13.01 The Employer agrees to advise the Union of the rate of pay for any new or changed job which does not fall within an existing classification, prior to implementing such change. The Union shall have the right to grieve whether or not the rate is proper based on its relationship to related or similar jobs.

13.02 In the event that an employee is requested or required to perform duties that are outside of his traditional security functions, the Employer shall meet with the employee and a representative of the Union to discuss the additional duties.

ARTICLE 14 - HOURS OF WORK AND OVERTIME

14.01 The standard hours of work for which each employee shall receive his basic hourly rate shall be forty-four (44) working hours in a one (1) week period. Where an employee works hours outside of his regularly scheduled hours of work at the request of the Employer, the Employer agrees not to alter an

30

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-,

-

1025

(iv} The Employer agrees to provide transportation to the affected employee where the employee is required to stay in accordance with this Article and the employee has no means of public transportation.

14.07 Where -

(a) an employee is required to stay at the employee's post because the employee's replacement does not report for work; and

(b) the Employer has been given more than six (6) hours notice for an eight (8} hour shift, or more than ten (10} hours notice for a twelve {12) hour shift, that the replacement will not be reporting for work to replace the employee, the employee will be paid at the rate of one and one-half (1½) times the employee's regular hourly rate for all hours worked after the employee's regular shift.

There shall be no pyramiding of overtime pay rate and holiday pay rates.

14.08 It is mutually agreed that overtime shall be distributed as equitably as reasonably possible among the employees who normally perform the relevant work and who normally work at the relevant site.

SWITCHING SHIFTS

14.09 Insofar as possible, the Employer shall strive to grant changes in shifts between two (2) employees, subject to the following conditions:

(a) the request shall be made in writing using a special form supplied by the Employer and duly signed by the two (2) employees concerned, at least three (3.) days in advance;

(b) the two (2} working shifts must be scheduled within the same work week;

(c) the change in shift does not lead to the payment of overtime;

(d) the change in shift does not hinder operations (for example: the employees are trained for the site); and

32

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to report to an alternative site, provided the employee has access to suitable transportation.

ARTICLE 17 • PAYMENT FOR INJURED EMPLOYEES

17.01 In the event that an employee is injured in the performance of his duties, he shall, to the extent that he is required to stop work and receive treatment, be paid for wages for the remainder of his shift. If it is necessary, the Employer will provide or arrange for, suitable transportation for the employee to the doctor or hospital and back to the site and/or to his home as necessary.

ARTICLE 18 · VACATIONS WITH PAY

18.01 (a) Employees having less than one (1) year of service shall receive vacation pay only in accordance with the provisions of the Employment Standards Act, 2000, as amended from time to time.

{b) An employee with more than twelve (12} months of continuous service shall be entitled to two (2) weeks vacation at four percent (4%) of his gross earnings.

(c) An employee with five (5) years or more of continuous service shall be entitled to three (3) weeks vacation at six percent (6%) of his gross earnings.

(d) An employee with ten (10) years or more of continuous service shall be entitled to four (4) weeks vacation at eight percent (8%) of his gross earnings.

{e) An employee with twenty (20) years or more of continuous service shall be entitled to four (4) weeks vacation at ten percent (10%) of his gross earnings.

18.02 An employee shall make their request no later than four (4) weeks in advance for vacation time. Vacation pay shall be paid on the payday immediately preceding the start of the employee's vacation or upon request of the employee.

18.03 Requests for vacation time of one (1) week or more shall be made in writing at least four weeks in advance of the start of the vacation. For requests of two (2)

34

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·a/\ea1 a4::i. JO a::>ueApe LI! JaA01dw3 a4:i. oi pap!/\OJd pue uo1un a4:i. Aq 21U!l!JM LI! pazpo4:i.ne aq 11e4s a:lUasqe JO aAea1 l.pns ·:i.uawa:i.e:i.s Ap1aaM-Jq e JO 1d1a::>aJ :J.O sAep (0£) A+J!4l LI!4l!M :i.uaw.Aed l!:J.auaq pue aBeM lpns JO:J. .1aA01dw3 a4:i. asJnqw1a.1 11e4s uo1un a4:i. pue ssau1snq uo1un uo )IJOM WOJJ :i.uasqe aaA01dwa Aue :J.O Aed a4:i. anu1iuo::> o:i. saa.1Be ..1aA01dw3 a4.t 170'6t

·.1aA01dw3 a4:i. 01 aaA01dwa a4:i. Aq a pew seM :i.sanba.1 uanpM a4:i. Ja:ije sAep (Pt) uaa:i,JnO:J. U!4l!M uo1spap Sl! :J.O aU!l!JM U! :i,ue::>11dde a4:i A:J.!lOU 11e4s JaA01dw3 a4.1 E0'6't

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0£0t

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leave will be without pay and that the Employer may request written proof prior to granting such leave.

ACCOMMODATION FOR RELIGIOUS MINORITIES

19.10 Members of religious minority groups shall have the right to absent themselves from working on their religious holidays without pay. The employee must advise the Employer, in writing, of the specific holidays for the twelve (12) month period in advance.

ARTICLE 20 - COURT, JURY AND CROWN WITNESS DUTY

COURT LEAVE

20.01 (a} An employee called to serve as a witness in relation to the performance of his duties shall suffer no loss of pay at his regular hourly rate, for the normally scheduled number of hours the employee would have otherwise worked. This clause shall not apply to time spent as a witness in proceedings arising from grievances or complaints arising under this Agreement, or any employment related statute.

JURY DUTY AND CROWN WITNESS LEAVE

(b) An employee called to serve as a juror or as Crown witness must inform his Employer as soon as he receives the subpoena and the Employer will reimburse him the difference between his jury or witness duty fee, and his regular wages. Said employee will be paid as if he had worked for time spent during regularly scheduled workdays for the employee. An employee shall suffer no loss of wages while serving as a subpoenaed Crown witness or jury duty during regular working hours, if selected.

If an employee is excused from jury or witness duty directly related to his duties for one (1) or more scheduled work days due to court adjournment or other reasons, the employee must report for work on his regularly scheduled shift.

ARTICLE 21- PAID HOLIDAYS

21.01 The following shall be deemed to be the paid holidays to which an employee is entitled to under the Agreement:

37

8£

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21.04 The Employer shall not purposely replace permanently assigned employees with floaters on scheduled holidays for the sole purposes of avoiding its holiday pay obligations under this Article.

21.05 Any authorized work performed by an employee on any of the above-named holidays shall be paid one and one-half (1½) times his regular hourly rate in addition to holiday pay.

21.06 When any of the holidays are observed during an employee's scheduled vacation period, he shall receive holiday pay as provided in Article 21.03 above and shall be granted an additional day off.

ARTICLE 22- BEREAVEMENT PAY

22.01 The Employer agrees that in the event of a death in the immediate family, the Employer shall grant bereavement leave of three (3) consecutive calendar days with pay. This leave includes both working and non-working days.

22.02 In Article 22.01, immediate family is deemed to mean spouse (which includes same sex partner where they have been cohabitating a minimum of six (6) months), child and stepchild, mother, father, sister, brother, grandparent, mother-in-law or father-in-law.

22.03 The Employer agrees that in the event of the death of a grandchild, aunt, uncle, brother-in-law or sister-in-law, the Employer shall grant bereavement leave of two {2} consecutive calendar days with pay. This leave includes both working and non-working days.

22.04 In the event that travel, due to reasons described in Articles 22.01 or 22.03, is required beyond a distance of four hundred and eighty {480) kilometers, the Employer will grant two (2) extra days of leave without pay.

22.05 In the event that leave pursuant to this Article falls within previously scheduled vacation, any unused vacation time shall be taken at a time mutually agreed upon by the Employer and the employee.

39

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sa1:i. (l) OM.l s:i.ued (Z) OM.l

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·sap1:i1e :i.so1 Aue 10/pue a:.>ueua:i.uiew w10:i.1un JO:J. a1q1suodsa1 aJe saaA01dwa :i.e4:i. poo:i.s1apun Apeap s1 ll ·suo1:i.eJa:i.1e pue 8upo11e:i. a1qeuosea1 11e JO :i.so:, a4:i. Aed ll!M pue ApadoJd s:i.1:1, WJO:J.JUn a4:i. ie4:i. 8u1Jnsua JO:J. a1q1suodsa.J aq ll!M JaA01dw3 a4.L

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- up to one hundred and twenty dollars ($120.00); Year 4 - up to one hundred and twenty dollars ($120.00) . In the case of new employees, they shall be paid immediately after the employee's probationary period.

23.03 Where an employee is terminated, he shall be required to return all equipment and uniform items to the Employer within seven {7) days of his termination date, failing this the Employer shall be permitted to withhold the cost· of the unreturned items from the employee's final pay cheque.

SECURITY LICENSE

23.04 The Employer shall reimburse the full cost for full and part-time employees {including deemed hired employees pursuant to Article 12.06) on a bi-weekly basis for renewing required licenses under the Private Security and Investigative Service Act, R.S.O. 2005, as amended, including the cost of photos. New hires excluding deemed hired are required to assume their licensing costs.

For employees with three (3) or more years of service with the Employer, the Employer shall reimburse the full cost for full-time employees (including deemed hired employees pursuant to Article 12.06) for renewing required licenses under the Private Security and Investigative Services Act, R.S.O. 2005, as amended upon presentation of an original receipt.

EDUCATION FUND

23.05 The Employer shall contribute two cents ($0.02) per hour for all hours worked by employees to a Steelworkers Security Officers Education Fund.

23.06 Remittances in accordance with Article 23.05:

(a) shall be made forthwith and no later than the fifteenth (15th) of the. month following the month during which the earnings occurred;

(b) shall be forwarded by the Employer to a person and address designated by the Union; and

{c) shall be accompanied by a statement showing the name, address, date of birth, Social Insurance Number (which the employees hereby consent to the disclosure of) and hours earned, of each employee for whom

41

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·pJen:8 Al!Jn:>as e se sJaMod s14 JO asnqe :iua8118au Jo a:ieJaq11ap JO A:inp JO UO!:P!laJap ssoJ8 oi paiunouie asore sa8Je4:> a4:i. 4J!4M WOJ:J. aaA01dwa a4:i. JO suouoe a4::i. aJa4M SOTZ: ap1:µv Aq pannba, as1MJa4:i.o :i.uawAed asnJaJ Aew JaA01dw3 a4:i. 'SOTZ: apJlJ\f 8u1pue+SLJl!MlON 60"El

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·sa8..1e4:, 4:>ns JO asua1ap a4:i. LI! paJJn:>LI! s:i.so:> 1e.8a1 a1qeuoseaJ pue AJessa:>au a4:i. JOJ ..1aA01dw3 a4:i. Aq pa!J!uwapu! aq 11e4s 'sai:i.np s14 JO 4+!E?J poo.8 LI! a:>uew..1oµad pa:i.dwaue a4:i. LI! auop s:pe JO asne:,aq a:>ua:1-:1-0 AJo:i.nie:i.s Jo 1euiwp:> e JO A+l!n8 puno:1- :iou :i.nq 4l!M pa8..1e4:> aaA01dwa uv LO'EZ

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--,

9£0~ -,

1037

23.12 For greater clarity, employees shall not be indemnified for legal costs arising from:

{a) grievances or complaints arising under this Agreement; or

{b) actions or omissions of members acting in their capacity as private citizens. ,,._

HUMANITY FUND

23.13 The Employer agrees to deduct the amount of one cent (0.01) per hour from the wages of all employees in the bargaining unit for all hours worked.

23.14 The total amount deducted pursuant to Article 23.11 shall be remitted to the Steelworkers Humanity Fund at United Steelworkers, 234 Eglinton Ave. E., Toronto, Ontario, M4P 1K7.

23.15 Remittances pursuant to Article 23.12 shall be made at the same times as Union dues are remitted in accordance with Article 7 of this Agreement.

23.16 When remittances are made pursuant to Article 23.12, the Employer shall advise in writing both the Union and the Humanity Fund that such payment has been made, the amount of such payment and the names and addresses of all employees in the bargaining unit on whose behalf of such payment had been made, Social Insurance Number (which the employees hereby consent to the disclosure of) and hours worked. Such statements shall also list the names, including Social Insurance Number {which the employees hereby consent to the disclosure of) of the employees from whom no deductions have been made, along with any forms required by the Steelworkers Humanity Fund.

23.17 The Employer shall bear no liability for any errors made in deductions.

23.18 The Employer agrees to record all contributions on each employee's T-4 slip. (Registered #119172278RR001).

ARTICLE 24 - BULLETIN BOARDS

24.01 The Employer agrees to provide bulletin board space or binder, on Employer premises, in areas accessible to employees for the purpose of posting meeting

43

Jo ~awri ci auiu WOJ;J. papuauie se 'oooz ':PV sprapueig :i.uawA01dw3 aln rapun a.8eM urnununu 'sa:i1s Msn-uou JO sasodmd a4:i. JOJ (e)

.aq 11e4s saaA01dwa or a1qeAed a:ieJ a8eM ojseq wnwJU!LU a4:i. ':i.uawaaJ8'7' s14:i. LI! ..10:1- pap1Ao..1d asJMJa4:i.o ssa1un zo·sz

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8£0L -

1039

(b) for the purposes of USW sites, see table below.

Seniority GTA Ottawa All Other Locations 0 to 24 months Level ESA+ .17 ESA+.17 ESA + .17

1 2 years to 3 years Level ESA+ .35 ESA+ .30 ESA + .25

2 3 years to 4 years Level ESA + .70 ESA + .45 ESA+ .30

3 4 years to 5 years Level ESA+ .81 ESA + .56 ESA+ .40

' 4

5 years or more Level {ESA + .81) x wage {ESA + .56) x wage (ESA + .40) x wage 5 increase in increase in increase in

accordance with accordance with accordance with 25.08 25.08 25.08

,_

(For clarity, the Greater Toronto Area is defined to include the Cities of Toronto, Markham, Vaughan, Mississauga and Brampton. All sites outside of this definition that are currently paid at GTA wage rates shall remain at those rates while the Employer holds the current book of business.)

Notwithstanding anything to the contrary herein, floaters shall receive the minimum basic wage referred to herein irrespective of where the floater is assigned subject to the Employer's right to increase the actual wage rate paid to the floater or a contract by contract or site by site basis in accordance with the Employer's rights contained in Article 25.03 and 25.10. Floaters actual wage rates however, shall only be subject to the increases provided in this Article 25.02.

25.03 In the event that a client contract provides for wage rates greater than the minimum basic wage rates, the wage rates payable by the Employer shall be the wage rate set out in the client contract.

25.04 Where the Employer enters into a client contract for the provisions of security services at a non-USW site, the actual wage rate for all employees shall be the minimum basic wage rate as set out in Article 25.02 unless a greater amount is required to be paid by the Employer pursuant to the provisions of the Employment Standards Act, 2000, as amended from time to time, in regulations thereunder. In addition, during the first year in which the Employer acquires a non-USW site, the Employer may refrain from providing benefits pursuant to

45

917

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-

ova~ -

1041

Notwithstanding the scheduled increases referred to herein, where the Employer is awarded a contract and commences work at the contract (be it a USW or non USW site) and where employees have received an increase from his predecessor employer within the last six (6) months prior to the commencement of the Employer contract, the incumbent employee will not be eligible for the next scheduled wage increase. Thereafter, all wage increases shall apply.

-

25.09 Notwithstanding Article 25.08, where a vacancy exists, it will be posted and filled at the minimum basic wage rate or minimum client dictated· rate, as the case may be. Where a vacancy is not filled internally in accordance with Article 12, the Employer may hire a new employee who shall be paid in accordance with Article 25.02 subject to the circumstances provided for under Article 25.11.

25.10 In the event that a client contract provides for wage increases which exceed those increases set out in Article 25.08, the wage increases in the client contract shall prevail and the increases provided by Article 25.08 shall not apply. For clarity, an employee is entitled to the greater of the wage increase provided for under Article 25.10 or Article 25.08 or any pro-rated combination of the two, subject to - twelve (12) months shall be used as a reference period for the purposes of comparing wage increases provided in a client contract to those provided for in the Article 25.08.

25.11 Where it becomes necessary to increase a wage set out in this Agreement for recruitment purposes, the Employer may do $0 with mutual agreement of the Parties.

VEHICLE SHELTER

25.12 (a) Where the Employer requires an employee to use his personal vehicle as shelter, the employee will receive a premium of two dollars ($2.00) per hour in addition to his actual wage rate.

(b) In circumstances where an employee is required to commence or end his work where public transportation is not· available, the Employer will provide transportation to and from the employee's place of residence except in cases outside of the Employer's control such as but not limited to a public transit strike.

47

817

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-

-

lvOL .,._

1043

Effective July 15\ 2016 the Employer shall increase the contribution rate to $0.68

per each hour an employee has worked.

Effective July 15\ 2017 the Employer shall increase the contribution rate to $0.70

per each hour an employee has worked.

Benefit contributions for new hires shall begin after completion of probationary period.

-- -

-

26.02 Remittances in accordance with Article 26:

(a) shall be received by the person set forth in Article 26.02 {b) no later than the fifteenth (15th) of the month following the paid hours occurred;

(b) shall be forwarded by the Employer to a person and address designated by the Union; and

(c) shall be accompanied by a statement showing the name, address, date of birth, Social Insurance Number (which the employees hereby consent to the disclosure of), hours earned, date of severance of employment, date of death and gender of each employee for whom payments have been made, the total amount remitted per employee and the period for which those amounts have been paid. Such statements shall also list the names, including Social Insurance Number {which the employees hereby consent to the disclosure of), of the employees from whom no deductions have been made, along with any forms required by the Steelworker's Trusteed Benefit Plan.

LIFELINE

26.03 Effective January 1 each year the Employer agrees to pay to Lifeline Foundation the sum of $20,000.00 to establish and maintain an employee assistance program available to all bargaining unit employees. Such payments shall be made no later than January 15th each year and shall be sent to 25 Cecil St., Toronto, ON, MST 1N1, Attention: Lifeline Foundation Coordinator.

SICK LEAVE WITH PAY

26.04 Full-time employees who have completed one (1) year of employment shall be entitled to four {4) days sick leave per year, each sick day will be with pay and

49

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·Aed .:J.O a:i.eJ 1ew.Jou S!Lf Aq pa11d1:i.1nw )!JOM 10 sJno4 1ewJou s,aaA01dwa a4:i. uodn paseq aq 11e4s pue Aed Lf+!M aq [l!M Aep )!J!S 4Jea 'JeaA Jad aAea1 )!J!S sAep {S) aA!.:J. o:i. pa1:i.riua aq 11e4s wawA01dwa JO s.JeaA a.Jow Jo (s) arq.:J. 4+!M saaA01dwa aw,:i. 11n:1 so·gz

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....,

-

- -

1045

- reasonable liquidated damages and reasonable costs, if the Employer has failed in making its contributions.

The Union and Employer acknowledge and agree that under applicable current pension legislation, and/or regulations, the Employer has no requirement to fund any deficit in the Plan, but is required to contribute only that amount as required by the Collective Agreement in force between the parties.

-

The contributions shall be remitted to the Plan by the Employer within fifteen (15) days after the end of the calendar month in which the pay period ends.

The Employer agrees to provide to the Plan, on a timely basis the specific information which the Administrator may reasonably require in order to properly record and process pension contributions and pension benefits, including the information required pursuant to the Pension Benefits Act and Income Tax Act.

The Employer agrees provide the Plan Administrator with timely notification of new hires, terminations, and retirements.

For further specificity, the information required for each employee is as follows:

(i) To be provided and commencement of participation for each Employee:

- -

• Date of Hire • Date of Birth • Date of Birth Contribution • Address • Social Insurance Number

(ii) To be provided with each remittance of contributions for each Plan participant: - • Name • Social Insurance Number • Amount of Remittance • Total earnings/Gross Wages

{iii} To be provided initially and on a status change:

51

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-

-.

9vOl I \

1047

.-

27.02 The Parties recognize the importance of the Occupational Health and Safety Act of Ontario and its regulations thereunder in effect as of May 31, 2001 shall form a part of this Collective Agreement.

27.03 Further the Employer and the Union agree that they will jointly develop agreed to Terms of Reference governing the Employer's Joint Health and Safety Committee, no later than sixty (60) days following the date of ratification. These Terms of Reference shall be reviewed annually and address items such as, but not limited to, inspections, investigations, meetings, records, accident prevention, procedures and recommendations. The Terms of Reference will form part of this Collective Agreement.

27.04 The Employer agrees to continue to provide training for the required certified worker representatives.

27.05 The Employer shall ensure that equipment, materials and protective devices as prescribed are provided to its employees.

27.06 Each employee shall use or wear the equipment, materials and protective devices or clothing that the Employer requires to be worn or used.

27.07 From among its worker members on the Joint Health and Safety Committees, the Union may designate one as the worker Health and Safety Chair of its side of the Joint Health and Safety Committee. This member must be a worker member of a Joint Health and Safety Committee. Such Chair shall be granted not more than one (1) day per month (not including monthly meetings) for the purposes of his duties as Chair. The Parties agree that the Joint Health and Safety Committee will promote safety and industrial hygiene at the workplace.

27.08 The powers of a Health and Safety Committee shall be to:

(a) identify situations that may be a source of danger or hazard to employees;

(b} make recommendations to the Employer and the employees for the improvement of the health and safety of employees;

(c) recommend to the Employer and the employees the establishment,. maintenance and monitoring of programs, measures and procedures respecting the health and safety of employees;

53

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4. Where, following the investigation or any steps taken to deal with the circumstances that led to the employee's refusal, the employee has reasonable grounds to believe that the condition(s} set out in (1) above still exist, the employee may refuse to do the work and a Ministry of Labour inspector shall be notified to investigate the work refusal.

5. Following his investigation, the Ministry of Labour inspector shall decide whether the machine, device, thing or workplace is likely to endanger the worker or another person. The inspector shall give his decision in writing as soon as is practicable to the Parties and the employee who refused to do the work.

6. Pending the inspector's investigation and decision, the employee who refused to do the work shall remain at a safe place near his work station during his normal working hours unless assigned by the Employer to reasonable alternative work.

7. Pending the investigation and decision of the Ministry of Labour inspector, no employee shall be assigned to do the work refused by the other employee unless, in the presence of a worker Joint Health and Safety Committee representative, such employee has been advised of the other employee's refusal and the reasons for it.

8. No employee shall be disciplined because the employee has acted in compliance with the Act or regulations or sought the enforcement of the Act or its regulations.

It is understood by the Parties that the above is not intended in any way to interpret, replace, supplement and/or supersede the work refusal provisions in the Occupational Health and Safety Act, but is intended only to aid the workplace Parties in the efficient handling of the work refusal process, it being the intent of the Parties that in the event ofany dispute between them regarding a work refusal, the provisions of the Occupational Health and Safety Act shall be the sole governing provisions.

ARTICLE 28 - NOTICE OF CLIENT CONTRACTS

28.01 Within ten (10) days of the execution of a contract for services between the - Employer and a client, the Employer shall advise a Union Officer, to be identified

by the Union, of:

55

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ARTICLE 29 - DURATION OF THE AGREEMENT

29.01 This Agreement shall become effective on the 1st of July 2014, and shall continue in effect up to and including the so" day of June 2018.

29.02 Either party desiring to renew or amend this Agreement may give notice in writing of its intentions during the last ninety {90) days of its operation.

29.03 If notice of the intention to renew or amend is given by either party pursuant to Article 28.02 negotiations shall commence not later than fifteen {15) days after such notice or as soon thereafter as is mutually agreed.

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LETTER OF AGREEMENT

LABOUR MANAGEMENT MEETINGS

The Employer and the Union recognize the value of open and effective communication in maintaining a constructive labour management relationship. To this end, labour management meetings will provide a regular opportunity to discuss ongoing issues and problems and a chance to resolve these problems to the benefit of both Parties.

Labour management meetings will be held on a quarterly basis, or as otherwise agreed by the Parties, at the regional level. The meeting will be held between two (2) representatives of the Union and two (2) representatives of the Employer.

Where appropriate and agreed by the Parties, meetings may be held by conference call or video conferencing.

The Parties will exchange proposed agenda items at least one (1) week prior to the meeting. These items will be listed in order of priority. A single agenda will be typed and distributed to committee members prior to the meeting. Emergency Items arising after the agenda is prepared can be entertained on the agreement of the Parties at the outset of the meeting. Business arising from the minutes of the previous meeting will be handled as a first item on each meeting's agenda.

Immediately following the meeting, the Parties will compare notes and agree to the minutes which will then be typed by the Employer and a copy of same will be made available to each of the committee members.

Annually, or as otherwise agreed to by the Parties, a labour management meeting may be held at the Provincial level involving delegates from Local Unions representing employees of the Employer and the appropriate officials of the Employer.

59

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Class-action suit alleges security guards stiffed on wages, overtime I The Star Page 1 of 3 1054

This is Exhibit "F" to the Affidavit of Tanya Jt:Jierfold-Desilva sworn before me this :tt--d.1~8:uy.2019.

Helen Falbo. a Commissioner. etc. PloiJlnce of OU!o. for 8oklltall Par1neq UP. 8antstofs and Sollcllors. &i*es November 10. 2021.

'IITUV CTADlr This copy is for your personal non-commercial use only. To order presentation-ready copies of Toronto Star content for distribution to colleagues, clients or customers, or inquire about permissions/licensing, please go to: www.TorontoStarReprints.com

Class-action suit alleges security guards stiffed on wages, overtime

By SARA MOJTEHEDZADEH Work and Wealth Reporter Fri., Aug. 24, 2018

An Ontario-based company owned by security giant Garda failed to appropriately compensate employees and misled them about the existence of a so-called averaging agreement to avoid paying overtime, a proposed $25 million class-action lawsuit claims.

According to the class action, which requires court approval to proceed, Garda subsidiary Primary Response also instructed security guards to arrive 15 minutes before their official start time to perform unpaid duties and made illegal deductions from their paycheques for uniform expenses.

Kionna Horner worked for Primary Response as a security guard at Conestoga College in Kitchener between 2016 and June 2018. She is the representative plaintiff in a proposed class-action lawsuit.

"This is about defending core employment standards protections for a group of precarious workers facing well-documented barriers to enforcing their rights," said Joshua Mandryk, a lawyer with Toronto-based Jabour law firm Goldblatt Partners, which initiated the suit.

"Although the law is quite clear, off-the-clock work and unpaid overtime similarto that alleged in this case are all too common in our economy. We hope this case sends a strong reminder that 'off-the-clock' time required by an employer is work which must be compensated."

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Class-action suit alleges security guards stiffed on wages, overtime I The Star Page 3 of 3 1056

A AEP0RT AN ERROR 0 JOURNAU5TIC STANDARDS cr) ABOUT THE STAR

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Hand Book, dated February 27, 2011, attached hereto and marked as Exhibit "A" (The "2011

Hand Book")

3. The 2011 Hand Book is divided into sections addressing appearance, conduct, safety

and a number of other employment duties of class members.

4. The 2011 Hand Book states:

THE TIME YOU ARRIVED ON SITE: This is simply the time you arrived on location at the account where you are working. You should be on site about 15 minutes prior to the start of your shift. This is to ensure that you have enough time to get changed into your uniform, receive a proper briefing, complete the equipment transfer and be ready to relieve the off going Guard promptly at the end of their shift. (page 22}c___

Managers do not give suggestions about policies; they are orders which must be followed without exception. (page 56)

THINGS THAT WILL GET YOU IN TROUBLE

Failing to report for duty at least fifteen minutes prior to shift change. All Security Guards are responsible for arriving before their actual shift commences and be ready to start their shift at the prescribed time. (page 64)

= Be on site ready to go in full uniform at least 15 minutes before your scheduled shift start. (page 72)

THE TEN ATTRIBUTES OF A PRIMARY RESPONSE SECURITY OPERATIVE EXP ANDED Be On Time - Be on site and in full uniform 15 minutes prior to your shift. (page 87)

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BASIC I I

TRAINING STUDENT HAND BOOK VERSION 1.11

THIS IS IMPORTANT TO YOU, YOU MUST READ THIS ENTIRE MANUAL BEFORE YOUR

FIRST SHIFT.

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Table of Contents ,-. SECURITY LICENSE RENEWAL POLICY ·""·"··""·""··""""""""""""""·"""""."""·"·""""""""""·"··""···"·"·"".""""·"·""·"·"""·"·5

THE ROLE OF THE SECURITY GUARD"""""··"""···"""·""""""·"·""·"·"""·"""""."""·"""·""·"""."" .... """.""··""""·"·"·"""""·"· 7 REQUIREMENTS OF A SECURITY GUARD·"·"""""" .. """""""" " ... " .. """ .. "··"""·"·""""·"""""""·""."""""".""""""·"···""" " 9 APPEARANCE OF A SECURITY GUARD"" ... " .... "." ... """""""" " .. """·" ... "" ... " ... "" .. """."""·"""" .. """ .. " .. ""·"""""""."" " 11

RELATIONS WITH THE LOCAL POLICE."········"·"·"·······"···"···"··· .. ""·"·····"·········"···""···"····"·" "" " .. ··"· .. ··"·······"···"····".12

THE 24 HOUR CLOCK "·"···""·"·""·"""·"·············" .. " .. ··""····"·"··""""····"·"···"·"······"···"·"·····"······· .. ····"····"··"···"······"·····""··· 13 THE MEMOBOOK .. " "···"···"··"··"""··""··"··············"···""·· .. ··"······"···"······"····"·········"···"···"""··"····"···""··"···""················"··" 15 MEMO BOOK RULES "···"·""·"·"···""·"······················" .... ""·"···""···········"··········"·"··"········"·····"······"·"··········"··"····· .. ·········" .. " .. 18

""-.:: OBSERVATION AND REPORT WRITING."···"·················"··""""····"················"················"····""···" .. ·····"·····"·"""" .. " " 25 WHAT TO WRITE IN YOUR MEMOBOOK" .. ""·"·"·""·""."" ... "".""""""·""·"·""""·"·""""""""""·"·"·"""""·"·"".""""""""·""" 28

DRESS AND DEPORTMENT "" "···············"··"······""···················""···"···"··"·"·········"····· .. ··"·················"··"···"·····"30 ,_.._ UNIFORM 31

- -

,-.. .

UNIFORM EXAMPLE .... "···""··""···········"··"················"····""""·"····"······"···"··········""··"····"····"·"""············"·····"·····"···"··········"···"32

UNIFORM COMPLETENE~S ·······""··"······"···"···"·········· .. ····"···""···"·"··"···"··"······"···"··················"···"··········"··"··········"······"·······" 33 UNIFORM STANDARDS: .... ""······"·"·······"""··············" .. """""·"····"····"·····"···"····"··········""········"····"·""·····················"········""····"36 FAILURE TO COMPLY:."···"···"·····"··"·······"·······"·"···"·······" .. " .. "·····"·""····"········"·········· .. ······""···"··""·"··"········"""···"···"·····"···"36 PRIMARY RESPONSE POLICY.""·"··········"· ···········"·"··" .. ".""··"···" .. ""·"·"···"···"·"·"···"··········"·····""" .. ".·"···"·····"··""···· 37 BOOKING OFF SCHEDULED SHIFTS." " " ""··"··············"····· .. ·····"······"""···"······"·"····"· .. "·····"···"···· " ".43 OHSA (OCCUPATIONAL HEALTH & SAFETY ACT) ·"·"""""""""""" """"··""·"·" .. "" ""·" .. "·"· .. ·"" "·"·"·"" .. " 46 WHMIS" " .. ""·· .. "·····"··· .. ···"·········" .. ···"·"·"··········" .. " " " " "" "·····"·· 47

CLASS A- COMPRESSED GAS " "····""·······"··"·········· "······"··········"· .. ·······"······ 48

CLASS B - FLAMMABLE AND COMBUSTIBLE MATERIAL." .. " .... "."" " "."·"·"· ".""""".""·"""·"""""·"·" .. "·" .. "" .. "48

CLASS C-OXIDIZING MATERIAL" .. "" .. "" ""·" """""""·" .. "" "."""" .. " """·" " .. "·"·"""."" "·"·" 48

CLASS D - POISONOUS AND INFECTIOUS MATERIAL.. ""·" .. " " .. " "" .. ""·" .. """""·"·"·" .. ·"·"" .. ·""" " " ".48

D1 IMMEDIATE AND SERIOUS TOXIC EFFECTS " .... "." .. "·" .. "" .. "" .. "·"" .. ""·"···"·"""" .. "" " .. "·""" .. ""·" """."""" .. "49

D2 OTHER TOXIC EFFECTS " ".""······"··"············"··"····"··"" "." " " .. ""···"····"·····" .. " 49

D3 BIOHAZARDOUS INFECTIOUS MATERIAL " .. " "." ""·"······"·""·"·"·"···"·"""··········"······"··"······49

CLASS E- CORROSIVE MATERIAL"···"············" """····"···"·····"······"·"·"·"""" .. ········"· .. ··"" " ".""····""··"" 49

CLASS F - DANGEROUSLY REACTIVE MATERIAL."""""·"·"""""""·"·""."""""."""""·""""""·"""."""""""" ... """"""·"". 49

LABELS .. " .. ""·····" ...... """··"""·"··"""""··"·"··"·········"·····"····"""····"··········"·"·······""······""····"·····"··""·"···"···"· .. ··"··"""·····"·"····"50 WSIB OBLIGATIONS (WORKPLACE SAFETY INSURANCE BOARD)·""· .. """" .. ""·" .. ".""" .. ""·"""""""·"·"""""·"·""" .. """".""" 52 TAKING DIRECTION/ CHAIN OF COMMAND ." .. "··"·"""""""·""""""·"·""""""".""""" ... "."""·" " .. ·"""··"" .. " .. " ..... " .. "" ...... "."55 THE IMPORTANCE OF FOLLOWING THE RULES ".""·" "" ...... "."" .... """ .. """"""··"·""" " """·"·" .. """"""""".""""" .. "56 LOW HOURS AND REFUSAL OF WORK""" .. " "·"·" " .. "."""·"""""""·"·"" .. """""·""" " " ""·""" "" " .. " 57

CODE OF BEHAVIOR.".·"····"·········"··· .. ··" .. ····"···"·· .. ·"···· ""··""····"····"········· .. ····"··"·····"···"······"···"···""·········"············" 58 CHANGE OF PERSONAL INFORMATION ".·"·······"·"··""···"·····"·"········ " "·······""········"·""····"····"· .. "···" " "60 TRAINING COURSES""·····""···"·""····""····"··"··········"····""··"····" " " .. """ ".".""·"··"····"··········· .. ··"······· " 61

DISCIPLINARY POLICY " "···"·"······"·"·········"····"·" .. ··""··········""····"·········""······"············ .. "· .. ·""·······""·········""·""···· 62 THINGS THAT WILL GET YOU IN TROUBLE"".""""""""""""""""".""""·"·"""""·"""·"""""."""."""."""""""·"""""."""·""."" 64 THINGS THAT WILL GET YOU FIRED " "."""·""·"" ".""""".""·" " "·"·"··" "."""·" """" " .. ··""· .. ·""· " " "" 66 SLEEPING ON DUTY "" .. "·"·"···" .. " " "···········""."" .. """·· .. "·······"·"··· .. ······" " " "····"69

Version 1.11 PRIMARY RESPONSE INC,

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1066

SECURITY LICENSE RENEWAL POLICY

RENEWAL PROCEDURE:

-

It is each employee's responsibility to ensure their license is kept current and up to date.

Each employee is responsible for paying for their own license.

Note: Primary Response Inc. will not call to remind you except at the 2 week mark, at which point you must have a renewed security license.

The Ministry of Community Safety and Correctional Services will send a renewal form to fill out usually 2 months prior to your expiration date, to the address that they have on file. If you have moved since you got your license you will need to notify the Ministry of Community Safety and Correctional Services of your new address. You must fill this form out, submit your payment and renew your license as soon as possible. The company does not renew licenses, nor a provide compensation to pay for the license.

When you get your new license you must photocopy the license and provide it to the HR department as soon as possible. Please ensure that the HR department got your license update by contacting the person you sent it to, or delivering it in person.

If you do not receive the form, you can find it on the Ministry Website: http://www.mcscs.jus.gov.on.ca/english/PISG/licencesandForms/private inv sec.html

To ensure that no one is working without a valid license, Effective June 1·, 2011 ALL employees are required to provide the office five (5) weeks prior to their license expiring, a copy of the renewal form that you have sent to the Ministry.

All employees are still responsible for sending their renewal to the Ministry, we merely require a copy as proof that you have sent in you paperwork in adequate time.

You can send via email to [email protected] or by faxing to the Attention of Human Resources at: 416-658-3707.


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1068

THE ROLE OF THE SECURITY GUARD

• The role of a Security Guard is to protect people, property and information.

• Security Guards are regular citizens with only a private citizens powers of arrest

• Security Guards are private citizens who must carry while working an identification card issued by the Ministry of Community Safety and Correctional Services to identify themselves which must be shown to anyone who asks. Security Guards are prohibited from carrying a badge.

• Security Guards may only carry company approved equipment and must receive special training to carry specific tools / weapons at specific sites which the company has approved.

.. Increased expectations come from the Client to protect people, but this does not mean the Guard must endanger - • ·• themselves or others to do so. This may require the Security Guard recording information and contacting Police to

intervene.

SECURITY GUARD JOB SUMMARY

• Observes and reports activities and incidents at an assigned client site, providing for the security and safety of client property and personnel.

• Makes periodic tours to check for irregularities and to inspect protection devices and fire control equipment.

• Preserves order and may act to enforce regulations and directives for the site pertaining to personnel, visitors, and premises.

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ESSENTIAL FUNCTIONS

The functions listed describe the business purpose of this job. Specific duties or tasks may vary and be documented separately. The employee might not be required to perform all functions listed. Additional duties may be assigned, and functions may be modified, according to business necessity. All assigned duties or tasks are deemed to be part of the essential functions, unless such duties or tasks are unrelated to the functions listed, in which case they are deemed to be other (non-essential) functions. Employees are held accountable for successful job performance. Job performance standards may be documented separately, and may include functions, objectives, duties or tasks not specifically listed herein. In performing functions, duties or tasks, employees are required to know and follow safe work practices, and to be aware of company policies and procedures related to job safety, including safety rules and regulations. Employees are required to notify superiors upon becoming aware of unsafe working conditions. All functions, duties or tasks are to be carried out in an honest, ethical and professional manner, and to be performed in conformance with applicable company policies and procedures. In the event of uncertainty or lack of knowledge of company policies and procedures, employees are required to request clarification or explanations from superiors or authorized company representatives.

• Controls access to client site or facility through the admittance process; assists visitors with a legitimate need to gain entry to the facility; screens visitors and client employees in an efficient manner in order to expedite their admittance to the site or facility.

• Provides an atmosphere in which all client employees and visitors know that the client responds to and cares about their needs; provides a courteous, respectful and pleasant interaction with each client employee and visitor as perceived from their point of view; presents a good image of the client and its security department.

• Communicates in a manner that is open, honest and responsive in all situations; to the extent authorized, provides information regarding the site and surrounding area as requested by visitors.

• Monitors entrances and exits; acts to prevent unapproved or unlawful entry; controls entrances, the movement of people and vehicles, and parking; operates a gate and examines vehicles entering and leaving; monitors remote entrances using closed circuit television; operates remote access devices; in a calm manner directs persons who cause a disturbance to leave the property.


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690~ '----····-

1070

REQUIREMENTS OF A SECURITY GUARD

As a Security Guard you require the following:

ABILITY:

ALERTNESS:

ATTITUDE:

·-· COURTESY:

DISCIPLINE:

CONDUCT:

JOB PRIDE:

INTEGRITY:

TACT:

To be able to handle any normal situation which might be encountered and know how, where and when to get help if it is needed. To be alert at all times while on duty, to be always on the watch for activities, conditions or hazards which could result in injury or damage to a client's property or equipment. The Security Guard is frequently the first contact a visitor has with the client or the property. The way in which the visitor is greeted and the way their questions are answered or problems handled will play a significant part on the visitor's appraisal of the clients company. Human and employee relations depend a great deal upon the attitude of the Security Guard. Security Guards must be courteous at all times. A Guard need not be belligerent to be firm. A Guard can be courteous and well mannered and still be effective. Personal likes and dislikes should not swerve a Security Guard from his or her duty. Prompt obedience and proper execution of all orders given by superiors' is expected from all security Guards. Discipline does not meant punishment. True discipline is indicated by proper conduct under all conditions - by individuals away from the presence of their supervisors. To conduct ourselves at all times in a manner which will reflect credit on ourselves and Primary Response. Security Guards should take pride in their duties and maintain a keen interest in their jobs. This will show in the manner in which they perform their duties and will be recognized by all who come in contact with· them. · A security Guard is placed in a position of trust. Their actions must always be done in an honest manner. Honesty is the human quality of communicating and acting truthfully related to truth as a value. This includes listening, and any action in the human repertoire - as well as speaking. Superficially, honesty means simply stating facts and views as best one truly believes them to be. Integrity is consistency of actions, values, methods, measures and principles. A Security Guard should act without haste or undue emotion. Do not argue with people, and avoid force unless absolutely necessary. Present a calm, dignified bearing.

WE PROTECT THE CLIENT'S PROPERTY AND INTERESTS BY

• Observing irregular or unusual conditions and activities during each and every shift and correcting or reporting those conditions immediately.

• Permitting only authorized materials into or out of the clients premise.

• Permitting only authorized persons into the clients property and ensuring that proper Identification is received and recorded for everyone as required.

• Enforcing rules and regulations on the property as they pertain to the standing or post orders.

• Controlling keys and diligently recording the issue and return of keys under our control.

• Fire hazards, including burnt out exit lights and inspecting fire safety equipment

= A fire hazard is any situation, process, material or condition that on the basis of applicable data may cause a fire or explosion or provide a ready fuel supply to augment the spread or intensity of the fire or explosion and that poses a threat to life or property.

• Safety hazards

• Security Threats or Hazards

= A security threat or hazard is any act, omission or condition that could weaken or destroy the protective system and invalidate its integrity. Such threats compromise the total security defense and leave personnel, property and information vulnerable. These fall into 2 categories (1) Human and (2) Natural

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1072

APPEARANCE OF A SECURITY GUARD

:, Deportment is defined in the Oxford dictionary it is "behaviour or the bearing of a person."

At Primary Response we believe appearance of the Security Guard is of paramount importance in projecting that all - important image when dealing with members of the public as well as with the client. A professional Security Guard sells his/her company by consistently doing an excellent job. A neat uniform shows a professional person.

• White shirts should be kept white by cleaning after wearing every day. A plain white undershirt should be worn. Iron after washing or have uniform dry cleaned.

• Ties must be worn at all times when in uniform this includes when going to and from work.

• Polish your boots. Dirty shoes show a lack of care and professionalism

• Hair should be kept neat and washed.

• It should be short for males, off the collar and above the ear in a professional style cut.

• Mohawks or insignia shaved into the hair is not professional.

• Ponytails are not acceptable, as they cause a safety risk when dealing with potential violence.

• Shower before every shift.

• Males should shave prior to the commencement of every shift.

• Deodorant and perfume I cologne are recommended in moderation.

• Cologne and perfume are not substitutes for bathing or improper hygiene.

All interactions with people should be done in a professional courteous and friendly manner. Never mistake that being friendly to people means you are friends. You do not have to be friends with people, only act in a friendly manner. · Do not respond to negative comments made toward you in a negative way. Allow people to vent emotions and respond to the problem not the verbal abuse When emergency situations arise, your response will aid people in determining how they are to respond. A calm and composed guard will convey authority and aid in controlling a situation. Remember the dignity factor in dealing with people. As security we may see people at their worst. When someone dies, making morbid jokes to cheer them up may be fine with your friends, but in the security field it will result in hurtful feelings and an unprofessional view from the public. Be considerate of others feelings. When using force or dealing with upset persons, it is important to control your own temper and act within the scope of your authorities and duties. Applications of force should be done in accordance with the law. Arrests should be made only within the guidelines of company and site policies. Whether dealing with a suspect and being in an interview stance, or simply watching over a food court, a proper stance is important. Hands in pockets, leaning on objects, being lax or complacent is never acceptable. Move through your account with a sense of purpose. Do not scurry or rush, rather walk as if you had a destination and watching everything around you. A neat clean work environment adds to the overall professional impression. Having objects that a subject could grab could lead to further problems for the guard.

Food should be cleaned up properly, not left for cleaners to take care of. • A positive person promotes a positive work environment. When people are negative they bring down the entire

department and lead to a reduced overall performance.

• Be self motivating.

• Be for things not against them.

• Look for ways to improve yourself and the overall security of the building.


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1074

THE 24 HOUR CLOCK

We work with the 24 hour clock. There are no AM or PM times. 11am is written as 1100 hours. 2 pm is written at 1400 hours.

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1076

THE MEMOBOOK

Is the basis on which the entire Reporting System rests. Every action a Security Guard is involved with, sees, hears or is advised of, must be recorded in his/her Memobook. "If it is not in the Memobook, there is no proof that it did or did not happen". Dependent upon your work placement, the Memobook may go home with you, or remain in the security office at your site. This will be communicated to you on your first shift. Your Memo book is your confidential record of what you do every shift. Your supervisor/ mobile supervisor/ Primary Response Manager may inspect it and sign in it per shift or as they visit your site. No one else has the right to look at you Memo Book: not the client (unless pre-approved by Primary Response, which almost never happens) and not a Police Officer. The ONLY exception to this would be in the event that you use your Memobook to support your testimony in court. The lawyer who cross-examines you may inspect the entries you have referred to while testifying. It is clear that the Memo Book is a very important document, which must be treated with respect. Memobooks are vital to the integrity of the security guard. They provide written proof of incidents and help refresh memory of events Many things happen on a shift, and some may seem inconsequential at the time. At later dates they may become very important to a client and proper documentation is important to verify what happened, was done or not done.

SUMMARY

• r-

• • • • • • • • • • • • . .,. • •

• The memo book is a very important piece of equipment which when used correctly becomes invaluable when recalling incidents for report writing purposes, for court purposes, for litigation purposes and serves as an official record of duties performed.

Supervisors use the memo book as a tool to communicate performance issues whether good or bad .

Full details of all duties and tasks performed should be recorded in a neat and legible manner .

Entries must be detailed, concise, factual and accurate .

Memo book entries must be accurately reflected in the Site Occurrence book .

Security Guards must be in possession of the memo book at all times while on duty .

When not in use the memo book must be kept in a safe place .

Unauthorized persons must not have access to the memo book .

A Security Guard will not have more than one memo book in use at any one time .

Security Guards must offer the memo book to a Supervisor for inspection .

The memo book must be kept up to date .

Abbreviations should not be used unless catalogued at the back of the memo book .

Use proper English at all times .

Use a black pen .

Record important and/or frequently used telephone numbers in the memo book

Take pride in the memo book, it is a reflection on a Security Guard's overall performance .

Version 1.11 PRIMARY RESPONSE INC.

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1078

MEMOBOOK - CARE OF

• A Security Guard is responsible for the care of the memo book while in his/her possession. The information contained in it is extremely confidential and will undoubtedly contain information that could be detrimental to the client or other individual if it should fall into the wrong hands.

• The memo book must be kept in a safe place when not on duty. It should not be left in any place where unauthorized persons may have access to the information contained in it.

• If the memo book is lost or otherwise misplaced the Primary Operations Centre should be informed immediately. The Security Guard is responsible for the replacement cost of a lost memo book.

• The memo book should be treated as any other piece of equipment and should always be in a presentable condition.

MEMOBOOK-STORAGE

• Memo books should not be taken home but stored in a secure location on site. This allows access to the memo book should an issue arise that requires immediate clarification.

• Security Guards who "float" between sites will take their memo books with them however extreme care must be taken to ensure that the memo book does not fall into the wrong hands. The memo book should not be left in personal vehicles or any other place where unauthorized persons will have access to it.

• Completed memo books are stored at 250 Consumers Road for a period of seven years.

SUPERVISORY INSPECTIONS

Supervisors and managers may inspect the memo book of any security Guard at any time. The purpose of this inspection is to ensure that the Security Guard is performing his / her assigned duties and is also used as a communication tool, making other supervisors aware of ongoing performance issues. A Security Guard must offer his/her memo book to the supervisor or manager for inspection as required. The Supervisor will check the entries and ensure that the memo book is being properly used. 'The Supervisor will sign in the margin of the memo book to indicate that it has been inspected. If a Supervisor finds a fault in the completion of the memo book, or any other matter that requires attention, a comment will be entered in the memo book and the Supervisor's signature will follow the comment. Such comments could include, warned regarding wearing white socks, memo book not up to date, article of uniform requires repair. Other Supervisor's will read the comments and the Security Guard should have corrected any deficiencies outlined by a supervisory comment.


27-FEB-11 17

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• The memo book is the property of Primary Response. As it is confidential and an internal document, it is not to be shown to anyone except Primary Response supervisors and managers. It should not be shown to any non Primary Response person.

• A mobile supervisor or a manager is empowered to view the memo book of any Security Guard at any site and at any time.

• A supervisor must sign each Security Guard's memo book each shift.

• Security Guards must record, on each occasion, the arrival and departure times of a supervisor. On each occasion the Security Guard must offer the supervisor the memo book for inspection.

• When a Supervisor signs a memo book he/she must do so in the margin so that it may be easily noticed.

-


27-FEB-11 19

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MONDAY 02 APRIL 2007

(0900-1700) HOURS

PRIMARY RESPONSE

250 CONSUMERS ROAD

9TH FLOOR, SUITE 901

TORONTO, ONTARIO

THE HEADING:

The heading of your memo book is the first piece of information you enter every shift. It is completed using the format in the example on the left side of the page and separates each day's entries.

The heading of the memo book entry contains four pieces of information and each of them is documented on a separate line.

1. THE DATE 2. YOUR SHIFT TIME 3. THE NAME OF THE ACCOUNT 4. THE ADDRESS OF THE ACCOUNT

THE DATE:

The date is documented using the four-part date. This means we start with the day of the week, followed by the date, then the month and lastly the year. You will notice that there are no abbreviations. We spell the day and month completely and the date and year numerically.

YOUR SHIFT TIME:

The shift time is documented using military time. This means we do not use am or pm. After 1259 hours, the next time documented would be 1300 hours. (1300 = 1 pm, 1400 = 2 pm, etc ... )

THE NAME OF THE ACCOUNT:

The name of the account is written out in full. We do not abbreviate any part of the account name, if there is an abbreviation that is part of the account name, it is acceptable to use this.

THE ADDRESS OF THE ACCOUNT:

The address of the account is written out in full. We do not abbreviate any part of the address. The words street, road, boulevard etc ... would be written out in full as well. Include the City and Province.


27-FEB-11 21

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0901 BEGAN PERIMETER PATROL

0918 COMPLETED LAST. AAO.

0919 ACCESS CONTROL DUTIES

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HALLWAY FOR SMELL OF

SMOKE. - 0925 ATTENDED HALLWAY AND

FOUND TENANT OF SUITE 101 '"" -.... IN HALLWAY SMOKING A

CIGARETTE

0926 NOTIFIED NORM FROM

PROPERTY MANAGEMENT

- --- entries continue every 20

Minutes or as events occur --

--

THE BODY:

The body of your memo book is where you document all details of any occurrences during your shift. This is your personal record of your observations during your shift. Details of anything you see, hear, or anything you are involved in should be documented. Make sure you record all the details. Do not leave anything out. Things that may not seem Important at the time are usually helpful later. No detail is too small to be included. Entries are to made every 20 minutes or as events occur. This means that the maximum time between entries should not be longer than 20 minutes. Any time you start a new duty, you should record the time and place you started. BE ACCURATE -When you record anything in your memo book you are accountable for it. Do not round times - if the time you document an entry is 1357 HOURS, then that is the time that should be · documented, not 1355 or 1400. Make sure your notes are legible. PRINT IN BLOCK CAPITALS. Correct all errors by putting a single line through the error and making the correction. Do no try to cover your mistakes. Sign off at the end of each day's entry. Your signature should be the last thing entered into your memo book for each shift.

THE CLOSING: The closing of your memo book entry is where you enter the details of the conclusion of your shift. This is where you sign off on all details of each day's entries and verify that they are

- Version 1.11

PRIMARY RESPONSE INC. 27-FEB-11 23

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OBSERVATION AND REPORT WRITING

- -

STOP! LOOK! LISTEN! In a sense guards are paid observers. As a guard your role is PREVENTION. When an offense has been committed, it is your responsibility to OBSERVE and REPORT. You may be required to:

• Report to the police • Write a report for your company • Testify as to what you saw, heard and did

FACT vs. CONCLUSION. You will need to know the difference between a fact and conclusion.

• A FACTis what has actually happened, or is known to be true. • A CONCLUSION is a judgment or opinion formed as a result of the facts.

Peace officers and your employer are interested only in the FACTS. With proper facts, they can reach their own conclusions. For example:

FACT: - CONCLUSION:

As I came around the corner, I saw two men kneeling at the door. One was holding a crowbar. The door had markings around the lock.

The men are burglars.

-

FACTS CONCLUSIONS A man was walking inside of a fenced area, looking at A man was wandering around looking for something to the loadina dock. steal. A young man was weaving back and forth and almost He was drunk and couldn't even walk right. fell down twice in the two minutes I observed him. A woman cot into the car and tried to start it She tried to steal the car A girl picked up the necklace, examined it placed it in After she stole the necklace, she tried to get away by her nurse and walked directlv to the north exit the north exit.

- PRACTICE THIS SKILL! It will take practice to become a good OBSERVER and to be able to REPORTfacts instead of conclusions.

- When you write a report, remember to include these six facts:

1. Who 2. What 3. Where 4. When 5. How 6. Names of witnesses


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Jewelry Shirt watch, ring, bracelet, nose style, colour, sleeves, - ring, earrings, tie clip collar

Sex Extras male or female belt, chains, scarf

- Age Skin estimate colour, pimples, pock

marks, acne, clean

-- shaven, tattoos Height compared to your own height, Pants - colour, style (bell bottoms,

shorts), cuffs Weight estimate

Socks

\) colour. pattern, length

Build - fat, husky, slim, muscular Shoes colour, style (laces,

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hat, coat , sweater, tie, r- dress, boots, etc.

Glasses size, shape, colour

General appearance neat, sloppy, clean, dirty, etc.

-

- -

Version 1,11 PRIMARY RESPONSE INC,

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Opinion: The accused was drunk.

Observations: The individual staggered down the street, and when I approached within about three feet I could smell a strong odour of liquor on him. His eyes were glassy and bloodshot, and when I spoke with him his speech was heavily slurred. l asked ...

Remember ... Your main duties are to deter, detect observe and report.

The key to writing good notes is to record as many details as possible. This is why it is important to make your notes right after you observe something, before you start forgetting the details. Record information received with all your senses, not just what you see. If you hear or smell something unusual, it could be important later on. It is better that you write too much instead of too little, as some information may end up being more important than you realize. For example, someone may try to distract you by telling you that there is a problem in the parking lot, meanwhile a robbery is taking place inside the building. If you have a clear description of the person who told you about the problem in the parking lot, it may be helpful during an investigation. If you observe an incident that you know you will need to write a report about, make sure your notes include the answers to these important questions: Who, What, Where, When, Why, and How.

- - -

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.-

- Version 1.11


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UNIFORM

• The whole uniform must be worn while working, on the job site. Parts or pieces of the uniform are not to be worn at any time while off duty.

• If travelling to and from work in uniform the entire uniform must be worn if the Primary Response Logo can be seen.

• You must wear only issued uniform items, unless authorized in writing from the Operations Manager.

• •

Under no circumstances are employees authorized to create their own uniforms to wear while on duty .

It is the Security Guard's responsibility to maintain a clean, pressed uniform that is in good repair.

• All Security Guards are required to wear dark socks and polished black safety shoes with their uniform.

ISSUED UNIFORM ITEMS WILL INCLUDE:

-

./ White Uniform shirt

./ Navy Uniform pants (tactical)

./ Navy Blue clip-on tie

./ Navy/Yellow 3-season jacket

./ Name Tag (worn on outer most layer of clothing)

./ Navy sweater (as required)

./ PR Baseball hat (optional)

./ Tri-form Notebook issued by Primary Response

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WHAT YOU WILL PROVIDE:

- ......

./ Black polishable Shoes or Boots (Safety boots/shoes must be worn at all site which request it and construction areas (CSA certified green triangle).

./ Black or Navy Socks

./ Black pens

./ Inexpensive Watch

./ Black/Navy gloves (optional)

./ Black/Navy toque (no tassels) for cold weather (optional)

./ Black Duty belt and gear (optional)

./ Ballistic vest with Navy external carrier or white internal carrier (as required & optional) ........

-

The HR Department at Primary Response distributes uniforms to all Security Guards.

In order to pick up a Primary Response uniform you must visit the office during the hours of 9:00 am to 3:00 pm, Monday to Friday.

Personnel in uniform and/or in a non-uniformed position will maintain a respectful, approachable demeanor while maintaining an edge of authority.

- -


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1094 - UNIFORM COMPLETENESS - The whole uniform must be worn while working. Parts or pieces of the uniform are not to be worn at any time while off duty. You must wear only Primary Response issued/purchased uniform items, unless authorized in writing from a Manager. Under no circumstances are employees authorized to create their own uniforms to wear while on duty. A high standard of personal hygiene and grooming is expected from all employees. Daily use of deodorant is recommended. All personnel should shower or bath at a time as close as practically possible to the start of their shift. In addition to the uniform, a Security Guard must also carry/have the following: A Black Ink Pen Wristwatch or timepiece

.- Security licence (legal requirement) Radio (if required)

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No Primary Response employee shall carry, wear, utilize or have in their possession the following while on duty:

1. A knife of any kind or other edged weapon (except Multi-tools) Knives of any kind are not allowed, this includes Swiss Army or Clip knives.

Handcuffs and or Handcuff pouches (without company approved training and company authorization card)

Primary Response provides training on Self-Defense and Handcuffing. Even if you have taken training with another company, you are NOT ALLOWED to carry handcuffs or have them in your possession while working with Primary Response until you have completed our in-house training program and received an AUTHORIZATION TO CARRY CARD. Anyone found in violation of this policy may warrant serious disciplinary action up to and including immediate termination.

Batons and or Baton holders pouches (without company approved training and company authorization card)

Primary Response provides training on Expandable Tactical Batons. Even if you have taken training with another company, you are NOT ALLOWED to carry a Baton or have one in your possession while working with Primary Response until you have completed our in-house training program and received an AUTHORIZATION TO CARRY CARD. Anyone found in violation of this policy may warrant serious disciplinary action up to and including immediate termination.

Magazine / Ammunition pouches Only while in the process of working as an armed guard may uniformed security guard carry on their person pouches designed or recognizable as for use with ammunition or firearms.

Pepper spray or mace or Repellant Spray If any time a security guard is found in possession of a repellent spray of any kind, they and the employing agency may be subject to prosecution for possession of a prohibited weapon and may have their licence suspended or revoked. This includes oleoresin capsicum spray or foam, pepper spray of any kind, mace or bear/animal spray. The regulations to the Criminal Code provides the following definition for a prohibited weapon as it pertains to a repellent spray: Any device designed to be used for the purpose of injuring, immobilizing or otherwise incapacitating any person by the discharge there from of (a) Tear gas, Mace or other gas: or (b) Any liquid, spray, powder or other substance that is capable of injuring, immobilizing or otherwise incapacitating any person.' Section 91 (2) of the Criminal Code lists the offence and penalty for possession of a prohibited weapon. Exemptions to the legislation are also identified in the Criminal Code. A peace r is authorized by law to possess a repellent spray while in the line of duty. Security guards do not fall within this exemption.

Personal electronic devices including but not limited to: a. MP3 players / lpods or other such devices b. Cell phones, Blackberries, lphones, Palm pilots, etc c. Laptop computers d. Portable DVD players e. Electronic video games or other such devices f. Tasers, Stun Guns or other such devices

Homework and or personal reading material including but not limited to: a. Books b. Magazines c. Newspapers d. Periodicals

PROHIBITED ITEMS FOR CARRY WHILE IN UNIFORM

- Version 1.11


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1098

PRIMARY RESPONSE POLICY

--

-

1. All employees are required to accept ALL placements in accordance with their agreement on the application forms and placement forms filled out prior to employment.

2. Regardless of whether the employee is initially assigned to rotating shifts or not, the employee must be willing and able to work all shifts on a rotating basis, based on their condition of hire. Full time employees must be available any day of the week for any shift, this includes weekends. Part time employees must be available every weekend. This is a strict condition of hiring as the employee's assignment may be changed from time to time.

3. All Employees are hired at a base pay rate no lower then minimum wage. Site pay rates are established for each contract. The pay rate is based upon the negotiated contract rate and the employee is paid in accordance with that site or duty assignment, which will change from site to site.

4. All documents submitted as part of the application process become the property of Primary Response Inc and are kept on file as part of the employment application. All records are kept in accordance with applicable laws governing applications and privacy issues.

5. All employees are required to cooperate in company investigations. Employees are not allowed to withhold or lie about important information with regards to any investigation.

6. Employees are prohibited from allowing friends, relatives, or any other unauthorized personnel on a site under any circumstances. Violations are considered a breach of Primary Response policy and will result in the employee's termination of employment.

7. If the employee is charged with an offense under the Criminal Code of Canada, the employee shall immediately notify the Operations Manager. This includes offenses that the employee is charged with committing while not on duty. The employee is also to advise the Operations Manager should the employee be found guilty or convicted of any offense.

8. The use of derogatory, threatening, profane, rude, impolite and/or unprofessional language is not permitted while on site and/or on duty, and is contrary to Company Policy.

9. Male Officers are required to maintain neat haircuts with trimmed sideburns no longer than the bottom of the opening of the ear and hairstyles must conform to a corporate image. Any questions should be directed to Human Resources Department. Hair must be kept off the ears and off the collar. Radical hairstyles/ haircuts are not permitted. No earrings or studs will be worn while in uniform. No nose, tongue, lip or eyebrow rings are to be worn while in uniform or on duty.

10. Female Officers are not governed by specific regulations regarding hair, except that due care must be taken with respect to long hair, which could be used to pull the Officer off her feet or which could be entangled in machinery, etc. Hairstyles must conform to a corporate image. Any questions should be directed to the Operations Department. Jewelry is to be limited to avoid detracting from the uniform appearance. Heavy chains and bracelets, which are visible and other excessive amounts of Jewelry, are not acceptable. No nose, tongue, lip or eyebrow rings or studs are to be worn while in uniform or on duty.

11. Employees must wear their issued full uniform at all times while on duty. The wearing of jackets and outerwear is dictated by the weather and site conditions but other issued uniform items (shirts, ties, uniform pants, etc.) are not optional. Dark socks are required when wearing uniform pants.

12. Security Officers are not allowed to carry, be in possession of or use, while on site and/or on duty, personal equipment including; pagers, cellular phones, computers, televisions, CD players, cassette tape players, radios, fax machines, electronic games, etc.

13. The use of telephones on the client's premises is restricted to calling Primary Response or emergency calls. It is illegal and an offense to incur charges on a telephone without the subscriber's permission in advance.


27-FEB-11 37

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DERELICTION OF DUTY

- • Leaving post during a shift without relief

• Leaving a post after a shift without being relieved or excused

• Failure to comply with the standing or post orders

• Failure to complete required memobook or occurrence reports

• Failure to complete required patrols or duties as required

• Failure to complete hourly Radio checks or phone checks as required

INSUBORDINATION TO:

• Client Personnel

• Company Management Personnel

• Locations Supervisor

• Dispatchers \ Communications Personnel

• Field Supervisors

• Shift Supervisor

• Primary Response Management Delegates

IMPROPER CONDUCT PERTAINING TO

• Client's Property

• Company Property

• Public Property

WITNESSED ACTS\COMMENTS OF DISCRIMINATION OR HARASSMENT

- • Against the Client

• Against the Client staff

• Against any member of the public

• Against a co-worker

• Against any person

SLEEPING ON DUTY

- • Premeditated

• Appearing to, or otherwise

ALCOHOL AND\OR ILLEGAL SUBSTANCES

• Intoxicated or under-the-influence when on Duty

• Drinking on Duty

• Smelling of Alcohol

• Under the influence of an illegal substance


27-FEB-11 39

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.-

1102

RULES REGARDING COMPUTER

,.,. ... ,

• Primary Response Employees are prohibited from using a clients or personal computer at any worksite to surf the net, check personal email or download programs. This includes checking Facebook, Twitter, MySpace, Hotmail, Gmail, Yahoo Mail etc.

• Primary Response Employees are prohibited from using a clients or personal computer at work to look at pornography, including Sunshine Girls/Boys.

• Primary Response Employees are prohibited from using a clients or personal computer at work to do homework

• Primary Response Employees are prohibited from using a clients or personal computer at work to do security duties unless you have been given express written permission (standing orders or memo from management)

• Primary Response Employees are prohibited from making or taking a copy of any software from a worksite for "HOME" use, even if the CD was found in the trash.

ANY VIOLATION OF THE ABOVE MAY RESULT IN IMMEDIATE DISCIPLINARY ACTION UP TO AND INCLUDING TERMINATION OF EMPLOYMENT AND MAY LEAD TO CRIMINAL CHARGES FOR BREACHES OF THE CRIMINAL CODE.

OTHER CONCERNS REGARDING COMPUTERS:

• Various virus's exist that can cause harm to computers and hackers can enter past most software programs and gain access to vital information.

• In the work place, an anti-virus program should be in place. 1/T departments should be contacted before any programs are installed on systems.

• Watch for people removing computer chips, flash drives, CD's or sending files via email and FTP servers.

• People can steal information from computers various ways be observant

• Software has copyright protections. Companies pay a lot for licenses for that software. Be watchful for employees that are removing copies of software for "HOME" use.

- Version 1.11

PRIMARY RESPONSE INC, 27-FEB-11 41

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Sll:13N38

1104

BOOKING OFF SCHEDULED SHIFTS

BOOK OFFS {IN PERSON, NO THIRD PARTY ORV MAIL)

Certain rules apply to what is considered reasonable notification regarding an inability to report for a scheduled shift, whether this is a day of your regularly scheduled rotation or an overtime shift you have committed to attending. There are 2 types of book offs. The first is for EMERGENCIES ONLY and a minimum of 4 hours notice is required. For non-emergencies, 7 days written notice is required!

BOOKING OFF SHORT NOTICE - FOR EMERGENCIES ONLY!

Book offs are accepted in person only, by phone. You must actually speak to a supervisor or manager in authority. Voice mail messages and Emails are not acceptable for booking off short notice. · YOU MUST SPEAK TO SOMEONE TO BOOK OFF and have the BOOK OFF ACCEPTED. No third party book offs are accepted (please call in person, unless you are hospitalized or so ill you cannot speak. A doctor's note will be required before you return to work). Friends or Family arenot allowed to book off of a shift for you. Four hours notice is required, one day is preferred if you know you are severely ill and will not make it in. Contact Dispatch at 416-658--4536 and advise them of the need to book off. You will need to provide a reason for the book off. It is at the discretion of the dispatcher to accept or deny the book off due to operational needs.

BOOK OFFS FOR NON-EMERGENCY - UNSCHEDULED SHIFT CHANGES

Book offs that are non-emergency (School or Course Exams, Doctor Appointments, Personal reasons, etc) must be in writing, and sent to the scheduling co-ordinator a minimum of 7 days in advance. This can be done by Email or Faxing in a Request. It is preferred that Guards SHIFT SWAP to avoid pay issues. Requests for unscheduled shift changes must be kept to a minimum (i.e. reserved for truly important situations where no other alternative is available). The Guard who has agreed to switch shifts must co-sign the Report. Primary Responses reserves the right to decline all such requests that negatively impact on staffing issues or its service to its clients. Abuse of the above procedure will cause all similar, future requests to be declined. Short notice book offs cause tremendous difficulties for the persons responsible for scheduling and operations supervision. The procedures we require are not difficult and, if you compare them to many other companies, not just security, you will see that they are very fair. Providing us with enough time to fill your schedule with a properly trained guard will not jeopardize the account. Not giving proper notice does jeopardize the account, which jeopardizes your job and the job of the rest of the guards, assigned to that location. Please be fair, and take into consideration that there are many people relying on their job, and responsible for ensuring that we do not lose accounts.


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1106

in uniform, at your post, fully briefed, in possession of all required equipment, and completely ready to assume your duties at the official shift start time. Report to the security desk or security office for briefing. Sign for all keys and equipment transferred. Note condition and count. You are required to stay on site through your entire shift until properly relieved or authorized to leave site by a SUPERVISOR. You are required to book ON and OFF duty with dispatch. Ensure that you call before your shift start time and call OFF DUTY at the end of the day, to avoid pay complaints later on.

HOURLY RADIO OR TELEPHONE CHECKS

As a matter of Security Operative safety, all employee's working in single person locations must make hourly checks via radio or telephone to the 24 hour dispatch centre. These hourly checks are recorded for operative safety. It is important to make these hourly checks to ensure that each employee is safely accounted for. Failure to comply with this policy and directive will result in severe disciplinary actions up to and including suspension and/or termination of employment.


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1108

WHMIS

WHAT IS WHMIS?

= This unique Canadian system is part of a federal law package called Bill C-70. It helps protect workers through education and prevention. WHMIS provides this protection by giving you the "right to know'' about the risks you may face from exposure to workplace chemicals. = The Workplace Hazardous Materials Information System (WHMIS) was set up to protect workers who work with or near hazardous materials.

THREE MAIN PARTS

WHMIS requires employers to: • Label containers of hazardous materials;

• Provide a Material Safety Data Sheet (MSDS) with information about the hazardous material;

• Provide workers with training about how to work safely with the hazardous material.

This "three prong attack" is sometimes referred to as the WHMIS Triad.

WHMIS IS LAW

The Workplace Hazardous Materials Information System (WHMIS) is a legislated system that provides information regarding the dangers and safe handling of materials used in the workplace. The system was initiated and developed through joint consultation between representatives from industry, labour, and government. The legislation requires suppliers of hazardous materials (referred to as controlled products) to provide specific information on their products through material safety data sheets and labels. Employers who use products are required by provincial regulations to inform their workers of the risks related to the materials and to implement safe work practices. The WHMIS system is an important component of the duties of an employer with respect to all chemical and biological substances.

WHO MUST BE TRAINED IN WHMIS?

As a Security Officer you should not have to work directly with hazardous materials. However, you have the right to know about the ones that are used at your site, as you may be exposed to them while you are on patrol or dealing with issues on the site. Anyone who works with hazardous materials or could be affected by a leak or a spill of chemical or biological products will require training. However, not all workers will require the same level of training. For example, training for warehouse staff may only need to include the safe handling of products and what to do if a spill occurs. Industrial workers will need extensive training on the safe use of all hazardous products in the workplace. Office workers and retail cashiers, for example, do not require such an intensive training program. Security

,- Officers should be well aware of the different products at their job sites. A trained worker should be contacted at once should a Officer have any concerns about products marked with any of these labels. When a hazardous material meets the classification criteria of any of the WHMIS classes it is called a controlled product.

Version 1.11 PRIMARY RESPONSE !NC,

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1110

D1 IMMEDIATE AND SERIOUS TOXIC EFFECTS

® Exposure to these materials is gained through skin or eye contact, ingestion and inhalation. Materials may cause serious injury or death following contact, even for small exposures.

D2 OTHER TOXIC EFFECTS

Chemicals in this division can produce health effects that do not appear right away, or may not be immediately life threatening.

D3 BIOHAZARDOUS INFECTIOUS MATERIAL

® These materials may cause diseases in animals or humans. Example: Blood samples infected with the herpes virus

Corrosive materials can attack steel, non-clad aluminum surfaces, or human tissue. With human tissue the hazard that is posed is similar to third-degree burns, i.e., death of the tissue. Example: Acids (such as battery acid), bases (such as lye), or mercury

Dangerously reactive materials can: • Polymerize, decompose or condense vigorously;

• Become self-reactive under shock, pressure or temperature changes;

• React vigorously with water to release a toxic gas.

Example: Hardeners in resin kits for model cars, some pool chemicals.


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111 2

WORKPLACE LABELS

These labels are required when: • a supplier label is no longer legible;

• the hazardous material is transferred from its original container into another container; or

• the material is used solely at that worksite. The workplace label does not have as many requirements as a supplier label.

1. The product identifier

2. Basic risk statement

3. A statement that a Material Safety Data Sheet is available

( l, PRODUCT IDEN11Fil!R)

GASOLINE

(%, PRECAUllONARY /RISK STATEMl!Nl')

JilGHLY FLAMMABLE

KEEP AWAY FROM OPEN FLAME

( 3. reference ill MSDS)

REFER TO MATERIAL SAFTEY DATA SHEETS FOR ADDITIONAL

INFORMATION


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1114

PAY PERIOD / PAY DAYS

Employees are paid every two weeks through direct deposit. Pay days are on FRIDAYS. You are paid from the Monday for two weeks to the previous Sunday before the pay. For example the pay period ending November 09, 2008 would be paid on Friday November 14, 2008.

PAY DISCREPANCIES

All pay discrepancies must be promptly (within 1 month) reported to the Operations Manager. A written report will be submitted, including supporting documentation and all pertinent details to the attention of the Operations Manager for resolution, ASAP. It is the employee's responsibility to promptly follow these matters up, including the obligation to report any error resulting in an overpayment. If you have concerns or a pay complaint, contact the office with the required information. Pay issues should be directed to Primary Responses only. Do not ever take pay concerns to the Client.

• Check your pay every time.

• If you have concerns or a pay Discrepancy, contact Operations Manager the office with the required information as soon as possible. DO NOT WAIT WEEKS!

• You will need to put the information in writing, including dates and copies of memo book entries, for the entire pay period.

• Provide a brief description of the problem (example. I am missing 5 hours from this pay period)

• Adjustments will appear on your NEXT PAY.

OVERTIME PAY

All overtime must be pre-approved by the Operations Manager and entered into the schedule. Approved overtime will be compensated at time and a half, as provided by the Employment Standards Act and the AGREEMENT TO AVERAGE HOURS FOR THE PURPOSES OF CALCULATING OVERTIME PAY. Overtime is paid after 88 hours in a two week period (refer to APPLICATION PART 3 NEW HIRES WAIVERS AND FORMS)

RADIO'S AND OTHER EQUIPMENT

In the event that Security Guards are in charge of company equipment (i.e. two way radios, vehicles, keys, etc.) they are to be handled with care. Security Guards will be responsible for any damage or loss due to negligence.

ENTERING UNDERGROUNDS, INACTIVE LOCATIONS, FOR PATROL

If solo, you must contact Primary Response Dispatch prior to, and at completion, of attending a patrol in an underground or inactive area. If this is a multiple staffed location you must ensure your partner(s) are aware of your location at all times. If ever in doubt of your safety contact Primary Response.

READING ON DUTY

You are prohibited from reading any material while on duty other than Standard Operating Procedures, Directives, Post Orders, Policy and Procedures and\or other security related material approved by Primary Response.

@ TELEPHONES

Using location telephones or personal cell phones for personal calls is strictly prohibited. This includes long distance calls, 411 calls and\or any call that is not directly related to a location security matter. You are not allowed to carry your personal cell phone on duty. Violations if this policy will result in serious disciplinary actions up to and including termination of employment.


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1116

TAKING DIRECTION / CHAIN OF COMMAND

- Security Guards take direction from Post/Standing Orders, Supervisors, Mobile Supervisors, Dispatchers and the Primary Response Management Team. If a Security Guard is unsure what to do, they should always seek guidance from a superior in the chain of command. · All Security Guards must follow directions from Mobile Supervisors or from Dispatchers. Failure to comply with instructions from superiors in the chain of command will result in disciplinary actions up to and including termination of employment.

_..._

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1111 ..

-

Rank structure is important. It is like a link of chains. This chain forms a link between the Management and the Security Guards with a clear order of responsibility and authority. This chain allows transmission of instructions anywhere in the chain of command and for that issued order to go down the chain to the level at which it needs to be accomplished. Also it allows for those at the bottom to know who they report too and who to seek guidance from. It also allows for the smooth operation of many assorted tasks to be accomplished efficiently and quickly. But this chain can become weakened when someone does not follow the chain up the through the command for grievances or does not follow the orders of those who are placed above them. By not following orders or by trying to go around those who are placed above them, they cause others to see that the rank structure is unimportant and this causes the rank structure to breakdown and can eventually lead to chaos and anarchy.

In addition, when Guards do not follow orders they are putting themselves and the Company in Liable positions which can lead to Criminal or Civil prosecution.


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1118

LOW HOURS AND REFUSAL OF WORK

COMPANY REQUIREMENTS FOR CONTINUED EMPLOYMENT

Full time:

Part Time:

Casual:

Must work minimum of 70 hours in a pay period

Must work a minimum of 32 hours in a pay period

Must work a minimum of 8 hours in a pay period

--

Employees going 2 complete pay periods with less than the minimum hours will be sent a low hours letter indicating they have 1 pay period to meet the requirements. Any employee not responding or completing the necessary hours will be considered to have abandoned their position.

Employees are ASSIGNED posts within the range they indicated on their placement forms. Employees do not choose where they work; they are assigned based on operational needs, skills and client requirements. These assigned positions may vary from week to week or may be consistent based on job performance and availability of placements.

Employees who continually refuse work or placements that are reasonably within the work areas they have indicated on their placement forms will need to meet with H/R to determine their suitability to retain employment. The maximum number of refusals of work within a pay period is three (3).

Full time employment status will change for employees who refuse work or work less than the required hours because of refusals of sites, or shifts; which could also result in a loss of benefits due to the status change.

PROBATIONARY PERIOD

All new employees are on a probationary period of 520 hours of work as signed in the New Hires Waivers and Forms. During this probationary period employees must comply with all company policies and procedures. Employees can be terminated for any reason during the probationary period without cause and without notice.

: WHAT IS A PROBATIONARY EMPLOYEE? • Essentially, probation is a trial period ensuring which the employer will assess and evaluate the employee

to determine if he or she is suitable for long term employment with the organization. In Mitchell v. The Queen (1979) 23 O.R. (2d) 65 ( H.C.J.), Van Camp J. describes the probationary employee in these words, at page 83:

The term is well understood in business and industry as an employee, who is being tested to enable the employer to ascertain the suitability of the employee for its purposes. Probation is a period when the employee may prove that he is suitable for regular employment as a permanent employee and will meet the standards set by the employer.


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1120

OPERATIVE SAFETY

Safety is paramount. We are in a business where risks are prevalent. When you put on a uniform, you assume the inherent risks. PRIMARY RESPONSE takes proactive steps to ensure there are as many reasonable safety measures as possible in place to protect you on the job. This includes field support resources, two-person patrol when determined necessary, portable radios, Expandable batons (course required), personal body armour, communication and defensive tactics training, and a policy of putting a person's safety first. We do not blindly walk into dangerous situations, or take risks that are unnecessary in relation to the protection of our clients. Your team has a safety plan that involves alarm and patrol tactics, emergency situations, communication and back-up contingency plans. All these steps are designed to promote safe work habits and support within the team structure. Ultimately, operative safety is your responsibility ... common sense, sound prioritization, application of training, and a degree of situation awareness and a suspicious approach will help protect you .

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1122

TRAINING COURSES

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The company provides over 60 courses to its employee's free of charge. Employees are not paid for these programs as the company is absorbing the cost of each certification program. Each month a calendar is provided with the available courses for that month. Employees will book in to training based on their availability. Employees must show up for any program they book into and are not allowed to book off shifts to attend training programs. New employees must complete the following training programs during their 520 work hours probationary period.

• Legal Authorities for Security

• Tactical Communications (Basic Level)

• Note Taking and Report Writing

• Non-Violent Crisis Intervention

• First Aid and CPR/AED

.......

-

Examples other courses available to Employees: Introduction to Duties and Responsibilities - Part One Introduction to Duties and Responsibilities - Part Two Traffic Control Alarm Systems Explosive Devices and Bomb Threats

• Personnel and Material Access Control • Note Taking and Report Writing for Protection

Officers Emergency Response Fire Prevention, Detection & Life Safety Patrol Techniques and Procedures Security Communications and Control Centre's Building Operations & HVAC Systems Certified Protection Officer (IFPO & CGSB Certification)

• Public Relations, Ethics & Professionalism Customer Service for the Security Professional Police and Security Relations Issues in Diversity - Community Oriented Security ·

• Note Taking and Report Writing for Use of Force Non-Violent Crisis Intervention

• Tactical Communications (Basic/ Intermediate) Basic Self-Defense Tactics & Weapons Awareness Handcuffing & Restraint Tactics Pressure Point Control Tactics Spontaneous Knife Defense Tactics

• Ground Avoidance, Ground Escape Monadnock Defensive Tactics System

• Monadnock Basic PR-24 Side Handle Baton Monadnock Expandable Tactical Baton Advance Self Defense and Scenario Training Understanding the Reactionary Gap Human Rights Code & Ontarians with Disabilities Act Interviewing and Investigation Techniques Crime Scene Preservation & Evidence Court Preparation and Courtroom Etiquette

EMPLOYEE EVALUATIONS/ RATE INCREASES

Employee evaluations are done yearly on or around their anniversary date started with the company or 1 year after being promoted into a new position. This means the first day you started working or 1 year after your last promotion. Employees are requested to contact the operations manager close to their anniversary date and ask for an evaluation. Rate increases are dependent upon training programs completed and job performance. A lot of people think that because they have experience and no complaints at work that it is sufficient to get them a significant raise and then they are shocked when their performance review comes along and they are not given

- what they expected. If you don't meet the requirements at the time of your review it is another year before you will be evaluated again, which means you will not get a rate increase for at least a year.

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1124

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Should a subsequent incident or infraction similar in nature to that addressed in a written warning occur, the supervisor must again meet with the employee. The supervisor will listen to the employee's explanation before making any decision whether to impose a disciplinary measure, or regarding what measure to impose. The supervisor need not make either of these decisions at this meeting, and is encouraged to consult with his or her supervisor and/or with Human Resources.

While it is desirable that a disciplinary regimen be progressive, there may be circumstances or factors that cause the supervisor to determine that a warning is the most appropriate course of action. If so, he or she should proceed with a written warning.

If a greater sanction is indicated than would normally be the next step in a progressive discipline model, then the supervisor must consult with his or her supervisor and Human Resources for guidance. A letter of reprimand or an unpaid suspension are typical examples of disciplinary sanctions. The principles to be followed are that (1) the selected sanction should be proportionate to the severity of the infraction and (2) continuing misconduct should be met with sanctions of Increasing severity. There is no one formula that will apply to all cases. The imposition of the sanction is to be communicated directly to the employee, in writing, copied as per the Warning Level. Such written communication should normally remind the employee that continued misconduct will lead to further discipline which could include termination of employment.

Once a sanction is imposed, further misconduct is dealt with at the Sanction Level or at the Dismissal Level.

DISMISSAL LEVEL (TERMINATION)

Termination of employment for cause may be the ultimate conclusion of a progressive discipline regimen, the last in a line of progressively severe sanctions. The steps involved are the same as for the Sanction Level, except that there are additional considerations due to the finality of the action. The supervisor must send the employee to meet with Human Resources. Termination of employment can only be done by the Operations Manager, Client Services Manager, Human Resources Department, General Manager or President. Termination of employment can never be conducted by Supervisory Staff.

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27-FEB-11 63

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-- 1126

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._:.; • • - • • •

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billed to the Security Guard involved. This equipment may consist of photocopier machines, fax machines, telephones (for reasons other emergencies), long distance lines, coffee makers, computers, printers, etc. Wilful neglect or refusal to perform job duties you are responsible for and/or wilful disregard of company or client's instructions, post orders or procedures .

Fighting while on duty or in uniform . Being in possession of and/or removing client or PRIMARY RESPONSE documents off site. Copying in any manner documents belonging to the client and/or removing equipment (keys, documents, etc.) off site belonging to the client. tenants, and/or PRIMARY RESPONSE. ·

Fraternization with tenants, clients, contractors and/or visitors while you are on duty .

Deliberate destruction and/or damage to company or client's property . Failing to immediately advise PRIMARY RESPONSE of any activity, action or occurrence that is contrary to the Criminal Code of Canada, done on site by anyone including other employees.

INSUBORDINATION OR DELIBERATELY NEGLECTING THE ORDERS OF A SUPERIOR AND/OR CLIENT.

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27-FEB-11 65

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USING CLIENTS COMPUTERS

Company policy clearly states that employees are not to use client computers to surf the net or do homework etc. Computers may be used for security duties if and only if, express written permission is given. This means there must be a document from Primary Response that authorizes the use of the computer. Standing orders or something in writing from a Primary Response Manager is the only acceptable form of documentation.

Not only are you failing to follow company directives by using clients computers you are also failing to do your job, and committing criminal offences. Yes more then one.

MISCHIEF

430. (1) Every one commits mischief who willfully (a) destroys or damages property; (b) renders property dangerous, useless, inoperative or ineffective; (c) obstructs, interrupts or interferes with the lawful use, enjoyment or operation of property; or (d) obstructs, interrupts or interferes with any person in the lawful use, enjoyment or operation of property.

Mischief in relation to data

(1.1) Every one commits mischief who willfully (a) destroys or alters data;

· (b) renders data meaningless, useless or ineffective; (c) obstructs, interrupts or interferes with the lawful use of data; or (d) obstructs, interrupts or interferes with any person in the lawful use of data or denies access to data to any person who is entitled to access thereto.

Punishment (2) Every one who commits mischief that causes actual danger to life is guilty of an indictable offence and liable to imprisonment for life. ·

Punishment (3) Every one who commits mischief in relation to property that is a testamentary instrument or the value of which exceeds five thousand dollars

(a) is guilty of an indictable offence and liable to imprisonment for a term not exceeding ten years; or (b} is guilty of an offence punishable on summary conviction.

Idem . (4) Every one who commits mischief in relation to property, other than property described in subsection (3),

(a) is guilty of an indictable offence and liable to imprisonment for a term not exceeding two years; or (b) is quiltv of an offence punishable on summary conviction.

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27-FEB-11 67

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1130

SLEEPING ON DUTY

Most employees who are caught sleeping on duty lie about it, and this results in termination for Breach of Trust. However if you put in your memobook that you were awake and doing something else, then you are falsifying an employment record. Many clients have cameras that record what happens in the building. Video or picture evidence is often sent to the H/R Manager about the behaviour of employees. This evidence is checked against your memobook and that would support the basis for a criminal charge. Neglecting to fill out your memobook is also falsification.

LEAVING SITE WHILE ON DUTY

~ Many employees think that during their break time they are free to leave site. THIS IS NOT THE CASE. Employees are required to remain on site throughout their entire break. Below is from the Employment's Standards Act

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EA TING PERIODS AND BREAKS

Employers are required to provide eating periods to employees, but they are not required to provide other types of

breaks. Eating Periods

• An employee must not work for more than five hours in a row without getting a 30-minute eating period (meal break) free from work. However, if the employer and employee agree, the eating period can be split into two eating periods within every five consecutive hours. Together these must total at least 30 minutes. This agreement can be oral or in writing.

• Meal breaks are unpaid unless the employee's employment contract requires payment. Even if the employer pays for meal breaks, the employee must be free from work in order for the time to be considered a meal break.

• Meal breaks, whether paid or unpaid, are not considered hours of work, and are not counted toward overtime.

Coffee Breaks and Breaks Other Than Eating Periods • Employers do not have to give employees "coffee" breaks or any other kind of break other than meal

breaks. • Employees who are required to remain at the workplace during a coffee break or breaks other than

eating periods must be paid at least the minimum wage for that time. If an employee is free to leave the workplace during the coffee break or other type of break, the employer does not have to pay for the time.

All breaks are paid by Primary Response and employees are instructed in Post Orders and Standing Orders that they are to remain on site during their break time. Leaving site is a serious breach of employee conduct and is Gross Misconduct. If something were to happen on the property while you were off site the company would be in a liable position and you as the employee would also be held accountable for your actions .

FALSELY BOOKING ON / OFF DUTY

Employees who call on duty are expected to be on site when they call to book on. If it is found they were not on site at the time they called in to report they are on site, that is FALSIFICATION OF A TIME CARD / EMPLOYMENT RECORD (SECTION 398). Similarly employees who leave work early and fail to advise they left early, or call in that they are leaving, but have already left site would also be falsifying an employment record. In both instances, this will result in immediate disciplinary actions for criminal acts.

- PRIMARY RESPONSE INC. 27-FEB-11 69

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1132

STANDING ORDERS

Standing Orders are the detailed contract between the client and Primary Response, which define and describe our responsibilities and duties. They must be read thoroughly and understood on your first shift, and reviewed ideally once a week. They are formulated as a result of a request for security services. A survey is done to determine what has to be done to meet the client's needs, and then the Standing Orders are prepared outlining

your duties and responsibilities.

Post Orders are always kept at each job site and at each assigned post within the job site. Post Orders are for the exclusive use of Primary Response employees and shall not be shown to anyone else without authorization

from Primary Response Operations.

One of the first duties to be performed at any new site is to read the set of Post Orders for your assignment. The orders will give the Security Guard all the information needed to competently perform the duties assigned to that post, every site will have different Post Orders.

• • • • • • •

_,.. • • •

•

Specifically, the Standing Orders are important because they serve many purposes. They:

Delegate to you certain legal authority that the client possesses to protect his private property . Make clear the client's concerns and wishes . Define the purpose of security at this site . Define your accountability . Define your areas of responsibility . Describe the details of the contract between you, as agent of Primary Response, and the client. By providing background information, help you to see the big picture, understand your function and the importance of your responsibilities. Outline your duties . Give you "how to" information regarding the performance of your duties . Ensure that your duties are performed within the guidelines of standard Primary Response policies and

procedures. Define situations which are exceptions to normal policies and procedure .

DO NOT ASSUME that the orders are the same as previous places you have worked or that you know what you are supposed to do because you have worked security before. READ THE POST/ STANDING ORDERS to ensure you understand what this client expects of you. If you have questions call our 24 hour Dispatch to clarify any questions. Post Orders must be constantly reviewed by all Security Guards to ensure that they are aware of any changes or

revisions made to them.

: IF YOU ACT UPON INSTRUCTIONS FROM UNAUTHORIZED PEOPLE, YOU ARE PLACING YOURSELF, THE CLIENT, PRIMARY RESPONSE, AND POSSIBLY THE GENERAL PUBLIC AT GREAT RISK. ALSO YOU WILL BE MOVING INTO UNKNOWN TERRITORY WITHOUT THE FULL PROTECTION OF THE LAW, AND PRIMARY RESPONSE, AND AT YOUR OWN RISK!

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PRIMARY RESPONSE INC. 27-FEB-11

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1134

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KEY HOLDER SHIFTS These types of shifts require the guard to unlock and lock doors for contractors. Guards are not to enter Tenant suites (unless given direction otherwise by DISPATCH or SUPERVISORS). Guards must monitor open / unlocked doors to ensure no unauthorized people go into these suites, and to ensure contractors are not removing anything without authorization. Note: If the Guard is to enter the suite with the contractor, they are not to watch TV, sit on furniture, look through personal belongings of Tenants, read books, eat food, or drink beverages.

• If you are working a key holder shift, these are usually scheduled for a set period of time. If the contractor wants to stay longer YOU MUST CONTACT DISPATCH to advise them and get authorization.

• If the contractor is done early. YOU MUST CONTACT DISPATCH and advise them.

• Once the contractor is done work your shift is done.

• Fire Picket or Fire Watch Shifts :, Fire Picket/ Fire Watch Shifts are conducted at buildings where the Fire Alarm I Detection system

is not working, or where the sprinkler system is shut off. These sites require the guard to conduct

regular patrols.

Note: Patrols must be conducted on a regular basis with attention to areas where fire is likely to occur. Guards are not to be found sitting at the desk for prolonged periods of time.

• If you are working a fire picket shift, these are usually scheduled for a set period of time. If you are requested to stay longer YOU MUST CONTACT DISPATCH to advise them and get authorization.

• If you are advised the fire picket is done early. YOU MUST CONTACT DISPATCH and advise them.

EVENT SECURITY Event Security Guards should become familiar with the area surrounding the buildings and how to find parking. Guards provide a direct communication link to summon Police, Fire, or Medical aid. Guards should provide the following hospitality, safety, and security special event services:

• Provide guests with directions on where to enter the venue for the special event.

• Welcome guests as they arrive at the venue and assist in their registration.

• Assist guests with finding their way and direct them to restrooms, payphones, and concessions.

• Monitor closed areas of the venue.

• Guard event equipment and vehicles.

• Monitor compliance with alcohol and amplified sound policies.

• Check backpacks and perform searches at designated events (as required).

- • Check access passes or wrist bands and know the proper levels of access for each pass .


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1136

RADIO USAGE

Keep radio communications to a minimum. At large events there will be a lot going on and it's important to keep the radio free for essential communications only.

DEPORTMENT

Image is everything. You are representing the company at this event. • Stand up straight

• Look attentive

• Keep hands out of pockets

• No gum chewing

• No smoking in public view

• No swearing. Keep all conversations professional • Make sure you have your complete uniform (ties must be worn the entire shift). This includes sweaters

& jackets for working outside

LATENESS Being late to the event will not be tolerated. Anyone who is late (even one minute) will be documented and paid only from the time they arrive at their post. All lateness will be subject to our progressive disciplinary policy.

BEING PROPERLY RELIEVED FOR A SHIFT

You are to remain on site, in full uniform at your post until such times as you are properly relieved.

SITES WHERE YOU ARE NOT RELIEVED BY ANOTHER GUARD

• If you work at a site where you are not relieved by anyone you are not allowed to leave the site until the end of your scheduled shift.

• This also requires you to be in full uniform until the end of that shift. You are not allowed to change out or uniform or be out of uniform (remove ties, put on civilian jacket, etc)

• No leaving 15 minutes early. • If your shift is scheduled until 1600 hours you are to be in full uniform on site at your post until 1600

hours, keeping detailed notes etc.

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- PRIMARY RESPONSE INC, 27-FEB-11 75

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1138

KEY CONTROL

OUR KEYS TO SUCCESS

Given the significant business risk when it comes to managing and controlling keys in our numerous sites, we strive to ensure that our security Guard's have a complete understanding of the importance of following procedures, especially Key Control Procedures. Over time, keys can get misplaced or go missing for other reasons. , Under certain circumstances, Primary Response as a company could be held responsible for the lost/missing keys, especially in the case of a security Guard losing a patrol ring. If that were to happen, the company would be liable for re-keying the building at a significant cost. Further more, poor management of keys is a disservice to our clients. In the event of an emergency where the keys are required, that disservice and liability exposure increases dramatically. In the hopes of both reducing our re-keying liability exposure and to improve our security services to our clients, we have revisited our key control procedures and processes in place. To reduce our liability exposure in this area, and to improve the level of service to our clients, it is important that proper key control procedures be followed.

KEY CONTROL PROCEDURES

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- Everyone obtaining keys from security staff will be required to sign the keys in and out, including Management staff. Never let a key leave your possession without documenting who took it. All keys, which are issued to contractors, must be authorized via written confirmation from the client or a supervisor. All contractors and cleaners (or other outside citizens) obtaining keys from security staff will be required to provide valid photo identification for the key ring(s) being signed out. All contractor key activity should be documented on an appropriate key log. If applicable, for all cleaners' keys, valid photo identification or a designated Cleaning Representative (Supervisor) must be present for signing out of keys All base building personnel will also be required to sign keys in and out via a key log. A new or separate sign in/out sheet should be used for each category every day. All keys, which are distributed to contractors, cleaners and base building staff must be audited daily. And any deficiencies should be documented immediately and reported to a supervisor for follow up. Appropriate disciplinary action will be taken against those employees who do not follow the above procedures.

KEY CONTROL - EQUIPMENT

Security Guards carrying keeps must have some way to securethem to their belt. Key clips are recommended. Carrying Keys in your pocket can lead to lose of keys. Under NO circumstances are keys permitted to be removed from key rings. This is regardless of whether or not you have permission from Clients or anyone else. Key rings are not permitted to be removed from the site at any time. All key rings should be kept under a securable lock when not in use. Security Guards may not take the keys home with them. Under no circumstances are Security Guards to duplicate keys. Authorization to duplicate keys must be in writing from a Primary Response MANAGER. Appropriate disciplinary action will be taken against those employees who do not follow the above procedures. - KEY AUDITS

At some sites guards are responsible for a KEY PRESS which will contain various key rings and access cards for the complex. Key audits MUST be completed at least ONCE per shift. If you have time check them twice. A Key Audit is completed when you have counted every key on every ring and checked each pass card, or verified who has signed out any missing key rings. All key presses have a corresponding key log which records the key ring ID and the number of keys on that key ring.

- Version 1.11


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1140

RADIO COMMUNICATIONS

When using the radio, be aware that you are being heard by many people, including non Security personnel. You never know who might be listening. Good radio procedures can greatly enhance your professional image. Conversely, inappropriate radio procedures or etiquette can do great damage.

• Courtesy and consideration must be displayed at all times.

• Do not cut into other people's transmissions.

• Do not use the paging encoder when others are transmitting.

• If someone else cuts into your transmission, do not retaliate with derogatory comments; most interruptions are inadvertent.

• Avoid unnecessary transmissions such as excessive numbers of radio checks or time checks.

• Use the telephone for lengthy, non-urgent, and/or personal conversations.

• ,......

When using the Radio:

• Hold the radio approximately 6 inches away from your mouth.

• Make sure the volume is high enough to hear

• Make sure you are on the proper channel

• Press the mike key and hold before speaking.

• Wait approximately 1 second after pressing the mike before speaking to ensure your communication goes through completely and is not cut off at the start.

• Speak at a normal voice level.

• Enunciate clearly .

.. · • Think-before you speak to avoid stuttering and repetition.

• Be brief and to the point.

• Release the mike key when done speaking so you can hear the other person.

• Do not use slang, including C-B jargon. Ours is not a C-B operation.

• For example, NEVER use "Roger, Over and Out," or "That's a Big 10-4, good buddy."

• All cases of radio abuse will result in serious disciplinary actions. Abuse includes but is not limited to:


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1142

RADIO 10 CODES

Radio ten codes create a more professional presence on the radio and are also good ways to ensure that only people who are trained understand the messages used. Below is a list of the most common radio 1 O codes used. Code Meaning 10-0 Radio Check 10-1 Recelvinq poorly 10-2 Recelvino clearly 10-3 Stop transmittina 10-4 Acknowledged / ok 10-6 Busv Stand-by 10-7 Out of Service 10-8 In service 10-9 Repeat transmission 10-19 Return to Station 10-20 Location 10-21 Call bv Telephone 10-30 lmorooer Radio use 10-32 OFFICER DOWN -ASSISTANCE REQUIRED 10-33 EMERGENCY 10-36 Correct time 10-78 Officer Needs Assistance 10-100 Bomb Threat

PHONETIC ALPHABET

ALPHA N NOVEMBER novem ber A alfah B BRAVO BRAHVOH 0 OSCAR ass cah ar C CHARLIE char/iee p PAPA paH pah D DELTA dell taH Q QUEBEC keh beck E ECHO ECK oh R ROMEO ROW me oh F FOXTROT foks trot s SIERRA see air rah G GOLF aolf T TANGO tanc uo H HOTEL hoh TELL u UNIFORM YOU nee form I INDIA IN dee ah V VICTOR VIK tore J JULIETI JEW/eeETT w WHISKEY WISS kev K KILO KEY/oh X XRAY ECKS RAY L LIMA LEE mah y YANKEE YANK key M MIKE mike z ZULU Zoo loo


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and how they affect you. You wouldn't use Mountain Dew as a sports drink. And a drink like Red Bull and vodka is more like strong coffee and whisky than anything else.

Caution is warranted even for healthy adults who choose to consume energy beverages. Consumption of a single energy beverage may not lead to excessive caffeine intake; however, consumption of two or more beverages in a single day can. Other stimulants such as ginseng are often added to energy beverages and can enhance the effects of caffeine, and ingredients such as guarana themselves contain caffeine. Adverse effects associated with caffeine consumption in amounts greater than 400 mg include nervousness, irritability, sleeplessness, increased urination, abnormal heart rhythms (arrhythmia), decreased bone levels, and stomach upset. The concentration of sugar in a sports drink is recommended to be 6-7% carbohydrate to allow maximum absorption and minimize spikes and crashes in blood sugar. Higher concentrations such as those seen in energy drinks will slow fluid absorption into the blood and energy system, increasing the possibility of dehydration. When a high level of sugar is in the blood stream the body cannot get the water into the cells that it needs because the water is busy trying to dilute concentration of sugar in the blood stream.

In the United States, energy drinks have been linked with reports of nausea, abnormal heart rhythms and emergency room visits. The drinks may cause seizures due to the "crash" following the energy high that occurs after consumption.

Physical activity however, seems to have a much more consistent and lasting effect in raising the metabolism, and consequently increasing alertness. Physical activity does not necessarily mean going jogging or doing aerobics. However, some simple stretching or flexing of muscle groups can provide a quite dramatic effect in waking up. Probably the best way to integrate physical activity into the job is by walking (Patrolling) at your account. If you catch yourself "spiraling down", do an extra patrol. It will help you stay sharp and the client will get the added value of your service.

If you are a console Guard or at a fixed post, consider doing isometrics. Isometrics basically involve briefly pitting one set of muscles against another or against the resistance offered by and immovable object. For example, clasp your hands in front of you about 18 inches from your chest. Push your hands against each other as hard as you can for about 6 seconds and then relax. You can do exercises similar to this for almost any muscle group in your body without looking too strange while you're doing it.

Here are some other exercises you can do.

A note on terminology: A "repetition" or "rep" is one complete movement of a given exercise. A "set" is a given number repetitions done in sequence. Start by doing one set for each exercise - if you feel good, you can add a second set.


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Neck Stretch Muscles stretched: Neck Sit or stand with your head upright. Slowly turn your head to the right as far as comfortably possible and hold, then turn slowly to the left and hold. Next, let your head fall gently toward your chest and hold. Avoid tilting your head backward - it weighs about 1 O pounds, so this can put too much stress on your upper spine.

Staying awake is not easy and it requires a great deal of discipline. But being aware of, and understanding the consequences that could materialize if one falls asleep, are good motivators.

Prepare for your shift and get the sleep you need. If you are growing tired, get moving and stay active. You can't fall asleep if you are walking and moving about.

,.......


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THE TEN ATTRIBUTES OF A PRIMARY RESPONSE SECURITY OPERATIVE EXPANDED

W-"' ,;_ • Jf. ~~». ,;1~~~~~ %7~·1"~1.\:~~.,,,:r.~ ~~i;;!!.lt~~~.e. "f~·/r:i, } ·~ · ~. oJt , -~'?::.~ ,1i,1,.,,-,>1-~~~, t.$J ~~t.~~~-~~~t?fi~~~~wi:~Jt~ ~ ~. •• • o ·:~i;. ~~{~tiit &.~~- -~•. ,;· ~. ~ ~~ ~.:,rt·:~;,. !::-~' :: ·· · ~. ..~~~·.:·~ ·1·~t~1l~!\1i~~£i~fu~~~h~lflfffe-~i~"{:i~ Accept Shifts As much as possible.

Be On Time Be on site and in full uniform 15 minutes prior to your shift.

Be in a clean, neat and full uniform at all times while on duty.

Look Professional A tie, black pen, watch, memo book, black socks, name tag and security licence are to be considered as a part of your complete uniform. Maintain good personal habits.

While you're in uniform you'll be representing your entire company. Practice good manners, be polite, be responsible, admit mistakes, learn from experiences, accept

Act Professional criticism, cooperate with other Operatives, Supervisors, Management and their clients and pursue training. Do your work.

Obey Orders Promptly and to the best of your abilities.

Be Respectful Treat others, the way you would want to be treated.

Use Your Initiative If you come across a problem, try to figure out a solution yourself and act. If you don't know what to do or need help ask another Operative or a Supervisor.

Be Prepared, Stay This is important to your welfare and safety. Alert & Stay Awake REMEMBERTHIS: STAYAWAKE

Continue Improving By learning new or refining skills with continuous training, pursuing advancement opportunities and by accepting challenges.

Contribute Be a contributor, not a contaminator.


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For questions or queries: Training & HR Development Primary Response Inc. 9-250 Consumers Rd Toronto ON M2J 4V6


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VOL 3/3 - Primary Response Class Action

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Transcript of VOL 3/3 - Primary Response Class Action