AGREEMENT BETWEEN THE SUDBURY STAR and LOCAL 30232 THE NORTHERN ONTARIO NEWSPAPER GUILD (CLC AFL-CIO)

MAY 1, 2011-APRIL 30, 2014

Index
Article 1 -Coverage Article 2 - Guild Membership Article 3 - Check Off Article 4 - Information Article 5 - Grievance Procedure Article 6 -Job Security Article 7 - Probationary Period Article 8-Automation Article 9 - Promotions and Transfers Article 10- Leaves of Absence Article 11 -Jury Duty Article 12 - Military Service Article 13 - Outside Activities Article 14- Expenses, Professional and Safety Standards Article 15- Severance Pay Article 16 Holidays Article 17-Vacations Article 18 - Hours and Overtime Article 19 - Wage Schedules *(see also Appendix) Article 2 0 - General Wage Provisions Article 21 - Miscellaneous Article 2 2 - Management's Rights Article 2 3 - Expressions of Dissatisfaction Article 2 4 - Duration and Renewal Classifications Letters :........ 2-3 3 3 4 4-5 4-5 6 6-7 7 8 8 8-9 9 9-10 10

10 11-12 12-13 13 13-14 14-15 15 15-16 16 17 18-21

Appendix A - Wage Schedules (attached)

This agreement is made and entered into by and between The Sudbury Star, through its authorized representatives, party of the first part, hereinafter called the Company, and The Northern Ontario Newspaper Guild, Local 30232, The Newspaper Guild (CLC AFLCIO) through a committee duly authorized to act on its behalf, party of the second part, hereinafter called the Guild, and on behalf of all the employees of the Company described in Article 1. ARTICLE 1 - COVERAGE a) Editorial or News Departments - This agreement covers the employees of the Company in its Editorial or News Department as defined by the Certificate of Recognition issued to the Guild by the Labour Relations Board of the Province of Ontario on the 25th day of April 1973, except Managing Editor, Editorial Page and News Editor, City Editor, Lifestyle Editor, Photographic Supervisor and persons regularly employed for not more than 24 hours per week, and the Company recognizes the Guild as the sole collective bargaining agent for said employees. b) i) Part-time Editorial or News Department Employees - This agreement covers the employees of the company in its Editorial or News Department as defined by the Certificate of Recognition issued to the Guild by the Labour Relations Board of the Province of Ontario on the 27th day of September 1973, who regularly work less than 24 hours per week save and except students employed exclusively during the school summer vacation period and students on work placement from journalism schools. ii) Pay for all part-time employees shall be calculated on the basis of the weekly salary provided in this agreement pro-rated to the hours actually worked. c) Accounting - This agreement covers the employees of the Company in its Accounting Department as defined by the Certificate of Recognition issued to the Guild by the Labour Relations Board of the Province of Ontario on the 25th day of April 1973, except Chief Accountant, Assistant Chief Accountant, Publisher's two Confidential Secretaries, Payroll Clerk, and persons regularly employed for not more than 24 hours per week, and the Company recognizes the Guild as the sole collective bargaining agent for said employees. Circulation - This agreement covers the employees of the Company in its Circulation Department as defined by the Certificate of Recognition issued to the Guild by the Labour Relations Board of the Province of Ontario on the 30th day of March 1977, except Reader Sales and Service Manager, Distribution Manager and persons regularly employed for not more than 24 hours per week and students employed exclusively during the school summer vacation period, and the Company recognizes the Guild as the sole collective bargaining agent for said employees. No Contracting Out - Part-time employees shall not be used nor independent contractors utilized for work which is regularly performed by regular full-time employees when such use or utilization would eliminate or displace these employees, and it is recognized that the Company may use special contributors or freelancers whose contributions may be purchased from time to time but such use shall not eliminate or displace these employees.

0 Building Maintenance - This agreement covers the employees of the building maintenance department as defined by the Certificate of Recognition issued to the Guild by the Labour Relations Board of the Province of Ontario of the j j a y of 1989 except the foreman and persons employed for not more than 24 hours per week and students employed during the school summer vacation period, and the Company recognizes the Guild as the sole bargaining agent for said employees. g) Advertising Department - This agreement covers all employees in the Advertising Department of The Sudbury Star in the Regional Municipality of Sudbury, save and except Director of Advertising, Retail Advertising Manager, Promotions Manager, Classified Supervisor, persons regularly employed for not more than twenty-four hours per week and students employed during school vacation periods. h) The Company shall notify the Guild in writing of its intention to hire personnel in areas where the Guild represents employees and will provide a description of positions the new personnel are to fill. i) Any Guild member has the right to have a Guild representative present during any meeting which may result in disciplinary action. The employee concerned shall be advised by the Company that he/she may have a Guild representative at the meeting if he/she so desires. ARTICLE 2 - GUILD MEMBERSHIP a) Employees shall be required as a condition of employment to apply for membership in the Guild within 30 days of employment. It shall be a condition of employment of all employees that they shall remain members of the Guild in good standing during the term of this agreement. The Guild agrees that it will accept into and retain in membership any employee, subject to the Constitution and Bylaws of the Guild and further agrees that an employee shall not be discharged in the application of this provision except for non-payment of dues uniformly required of all members. b) There shall be no interference or attempt to interfere with the operation of the Guild.

ARTICLE 3 - CHECK OFF a) The company shall deduct weekly from all employees in the bargaining unit who are on staff at the start of the month in which the dues are collected and shall pay to the Northern Ontario Newspaper Guild, Local 30232, immediately following the last pay of the month, all Guild membership dues. Such membership dues shall be deducted from the employee's earnings in accordance with the Guild's schedule of dues furnished to the Company by the Guild. Such schedule may be amended by the Guild to take effect the month following the month in which the notice is given.

ARTICLE 4 - INFORMATION a) Upon signing of this agreement and once a year thereafter, the Company shall supply the Guild with a list containing the following information for each Guild member: 1. Name, address, sex, date of birth, and social insurance number. 2. Date of hiring 3. Classification 4. Experience rating and experience anniversary date 5. Salary b) Within two weeks of hiring a new employee, the Company shall furnish the Guild in writing with the data specified in section (a) for each new employee. c) The Company shall notify the Guild in writing with reasonable frequency with respect to resignations, terminations, deaths, and other revisions in the data listed on (a) with effective dates. ARTICLE 5 (a) - GRIEVANCE PROCEDURE STEP1 A complaint by an employee or the union shall be presented in writing to his/her immediate supervisor or the publisher within twenty one (21) days of the event giving rise to the complaint. The immediate supervisor or the publisher shall provide a written reply to the complaint within five days of receiving the complaint. Such complaint must be submitted on a grievance form approved by the parties. STEP 2 Should the matter fail to be resolved in Step 1, then the complaint shall be presented to the Grievance Committee within five (5) days of the decision being rendered by the publisher and/or supervisor. The grievance Committee shall be maintained to consist of one (1) representative of the company and one (1) representative of the Guild, and in the case of vacancy or prolonged absence, another shall be immediately appointed in his/her place. Such Grievance Committee shall meet within five (5) days of any matter being referred to it and shall render a written decision within ten (10) days of the meeting. Should the matter fail to be resolved at that stage then either party may refer the matter to arbitration. ARTICLE 5 (b) - ARBITRATION PROCEDURE A grievance which is not settled at the last step of the grievance procedure may be referred by either party to a sole arbitrator for final and binding settlement without stoppage of work. The party requesting arbitration must notify the other party in writing of their choice of an arbitrator within ten (10) days of the decision rendered at the last stage of the grievance procedure. Should the parties fail to agree to an arbitrator within thirty (30) days then the Ministry of Labour of the Province of Ontario shall be requested to appoint one. By mutual consent of the parties the matter may be referred to a Board of Arbitration.

ARTICLE 5 (c) - TIME LIMITS It is intended that grievances shall be processed as quickly as possible. If the grieving party does not appeal the grievance to the next successive stage within the specified appeal time limit, the grievance shall be deemed to be abandoned and shall not thereafter be reinstated. If the responding party does not answer the grievance within the specified answer time limit for each stage, the grievance shall automatically proceed to the next stage. Notwithstanding the above, the appeal and answer time limits as specified may be extended by mutual agreement of the parties. ARTICLE 5 (d) Management grievances may be submitted commencing at Step 2 of the grievance procedure. ARTICLE 6 - JOB SECURITY a) No employee shall be dismissed except for just and sufficient cause. Notice of dismissal and reason thereof shall be given in writing to the employee and the Guild. b) The Company recognizes that every reasonable effort shall be made to lessen the impact on employees of loss of employment and will discuss with the Guild three months in advance of any layoff, ways and means which may lessen their impact. During the discussion, the Company shall inform the Guild of the number and classification affected. The Company shall also notify the affected employees in advance of the proposed layoff. At least three months in advance of the layoff, the Company shall accept voluntary resignations from employees in the classifications involved. The number of employees to be laid off shall be reduced by the number of voluntary resignations received. c) Whenever it is determined necessary to reduce staff, employees will be laid off within any classification on the basis of the reverse order of their total length of Company service since last hired, provided that those remaining are qualified to perform the work required. An employee in a classification being reduced in number may elect to go to another classification in which he/she has proven competency, providing his/her total Company seniority is greater than that of the employee whom he/she is "bumping". If competency has not been' proven, the Company may grant a one-week familiarization period to demonstrate the required competency. d) Employees will be recalled to work in the same classification in the reverse order from that in which they have been laid off, provided they are qualified and suitable for the work required and provided however, that such recall takes place within twelve months from the date of layoff after which they are removed from the rehiring list. Time spent on layoff up to said period shall not constitute a break in service, but the layoff period shall not be included in calculating total service with the Company.

e) Seniority shall be defined as length of continuous service with the Company. An

employee shall lose seniority and employment in the event that: 1. The employee resigns. 2. The employee is discharged for just and sufficient cause (and when such discharge is not reversed through the grievance procedure). 3. The employee has been laid off for a period exceeding eighteen (18) consecutive months. 4. The employee fails to report for work after notification of recall to work following layoff without providing a reasonable explanation to the employer. 5. The employee fails to report for work after an authorized leave of absence without providing a reasonable explanation to the employer. 6. The employee has been absent for three working days without providing a reasonable explanation to the employer. 7. The employee retires. f) The Guild and the Company agree that there shall be no dismissals as a result of putting this agreement into effect. ARTICLE 7 PROBATIONARY PERIOD New employees shall be considered probationary employees for the first 90 calendar days of their employment. The probationary period may be extended for up to 90 calendar days by mutual agreement of the parties in writing. Upon the successful completion of the probationary period, an employee's length of service shall be dated from their original hiring date. At the end of each month of the probationary period, or more often if required, an employee's progress will be reviewed and discussed with his/her department head. A copy of such review shall be supplied to the Guild, with the consent of the individual concerned. Termination of employment during or at the end of the probationary period shall not be subject to the grievance procedures of this agreement. ARTICLE 8 - AUTOMATION a) The Guild shall be given at least three (3) month's notice in advance of the introduction of new or modified equipment or processes which will have a substantial impact on any employee(s) in the bargaining unit. During this three (3) month period the Company shall discuss with the Guild the probable impact on the staff. b) The Company agrees to retrain and keep in its employ that number of regular full-time employees required to meet the needs of the new or modified operation. An employee to be retrained or displaced may elect to fill a job opening in some other position for which the employee has transferable skills. c) Displaced employees who are not retrained and retained in the employment of the Company shall receive severance pay as provided for in Article 15. d) Opportunities for retraining and retained employment with the Company shall be offered in order of length of service with the Company with first opportunities provided to employees with the longest service, providing the employee with the longest service demonstrates a reasonable ability to perform the new job function.

e)

A pregnant employee who normally works on VDTs may request to be reassigned to

work that does not involve the use of VDTs, if such work is available within her classification or department, at a salary appropriate to the work being performed. Permission to be reassigned shall not be unreasonably withheld. If no alternative employment is available an unpaid leave of absence will be granted upon request. Automation Committee - Re: VDT installation. The Sudbury Star agrees to meet with a committee from the Guild prior to and after the installation of VDTs. The committee will review the physical layout of desks and terminals and will seek to avoid glare on screens. The company will consider suggestions in this regard. ARTICLE 9 - PROMOTIONS AND TRANSFERS a) Employees shall receive first consideration for vacancies in positions covered by this agreement. Notice of such vacancies will be given to the Guild for posting. b) Employees promoted to a higher classification shall be given a trial period of two months, which period may be extended or shortened by agreement with Guild. During such trial period an employee shall receive at least the minimum next higher than the classification from which he/she advanced. During the initial three weeks of such trial period the employee may elect to return to the classification from which he/she advanced. c) At the end of the two-month period or extended period the employee shall be confirmed in the higher category or returned to the lower classification. If an employee elects to return to the lower classification or if he/she is not confirmed, in which case he/she shall receive the rate of the lower classification but his/her period of service in the higher classification shall be counted for all purposes as service in the classification from which he/she advanced. d) An employee temporarily assigned to a higher classification for a period of more than one week would receive at least the minimum next higher than his/her classification. e) The Company agrees not to initiate transfers to any other enterprise without the consent of the employee. An employee shall not be penalized for refusing to accept such a transfer. f) The Company shall provide a written explanation to an employee and the Guild, why he/she is denied a promotion. g) The company agrees not to alter an employee's normal work routine in any significant way without prior notification to the employee. The employee's input shall be given serious consideration before any changes are made.

ARTICLE 10- LEAVES OF ABSENCE a) Leaves of absence without pay shall be granted, subject to (b) of this Article, by the Company for good and sufficient cause providing that such leave can be arranged without interference with the efficient operation of a department. No more than one employee in a department need be granted leave at one time. b) Except as provided in (c) of this Article, all conditions of the leave and return to work must be in writing and agreed to by both the Company and the employee before the leave is effective. c) (i) Upon three weeks' written notice, a leave of absence without pay shall be granted to an employee elected or appointed delegate to conventions or conferences or special meetings of The Newspaper Guild (CLC AFL-CIO). Not more than one person from a classification shall be absent on such leave at any time, and not more than two persons shall be absent on such leave at any time. It is understood that the above is subject to the operational requirements of the Company, with respect to a request for leave for two employees from the same department. (ii) Upon one month's notice, a leave of absence shall be granted to an employee appointed or elected delegate to conventions of the Ontario Federation of Labour or Canadian Labour Congress. Not more than one employee shall be absent on such leave at any time except by agreement of the Company. d) Upon request, maternity leave in accordance with provincial legislation shall be provided. Such leave may be extended by mutual agreement. e) Bereavement leave of up to three days shall be provided to employees, if the funeral is attended, in event of the death of the wife, husband, child, mother, father, stepmother, stepfather, brother, sister, mother-in-law, father-in-law of the employee. Such leave shall be one day in the death of a grandparent if the funeral is attended. Up to five days will be granted for attendance at funerals out of province. In the event of a bereavement, the Company will endeavour to accommodate the employee. ARTICLE 11 -JURY DUTY An employee called for service by any legal court shall receive the difference between the court rate and the amount of straight-time earnings lost by reason of such service. To qualify, an employee must produce proof that his/her absence was in response to a summons for jury duty or service as a juror and he/she must make him/herself available for work whenever excused from such duty for one half day or more. ARTICLE 12 - MILITARY SERVICE a) An employee called to active duty by a branch of the Armed Forces shall be granted a leave of absence without pay for the time required by military orders. Upon honourable discharge, the employee may claim reinstatement in his/her former position or a comparable one within 90 days. At that time the leave commences, the employee shall receive accrued vacation to the date of departure. b) Time spent on military leave will be counted for the purposes of establishing vacation

eligibility but not accrual. ARTICLE 13 - OUTSIDE ACTIVITIES a) Employees shall be free to engage in any activities outside of working hours, provided such activities do not consist of service performed in competition with the Company, do not result in any conflict of interest with respect to the employee's duties with the newspaper and do not exploit an employee's connection with the Company. b) It is understood that competition includes The National Post, The Toronto Star, The Globe & Mail, and all media in the Sudbury Star circulation area, electronic or otherwise. c) It is understood that employees may engage in work for media that would normally be considered competition, provided the employee has the prior permission of the Company and the Company receives credit for the employee's connection with the Company. Such permission shall not be unreasonably withheld. ARTICLE 14 - EXPENSES, PROFESSIONAL & SAFETY STANDARDS a) An employee's by-line or credit line shall not be used over his/her protest.

b) Whenever possible, substantive changes in material submitted shall be brought to an employee's attention before publication. c) The Company will reimburse the employee for all legitimate expenses authorized and incurred in carrying out the instructions of the Company. Forms for claiming such expenses shall be freely available to those employees requiring same. d) Each employee using at Company vehicle (if any are in operation as determined by the Company) shall be responsible for reporting malfunctions and other operating data, as prescribed by Company regulations. No employee is permitted or required to operate a vehicle in unsafe condition. e) All employees will be required to have their own automobile when the position so requires. An employee who is required and authorized to use his/her own automobile by the Company shall be reimbursed for mileage driven in the service of the Company at the rate of 44 cents per kilometre. f) Reimbursement for all expenses authorized and approved shall be made once a month. Employees shall be required to submit their expense claims by the 22nd day of the month following the month in which the expenses were incurred. Failure to do so shall result in forfeiture of reimbursement. g) The company will provide reimbursement of up to $20 a month for those required to use their cell phone for business use upon submission of bill. h) On the basis of the rates of compensation in this contract the Employer is the owner of all copyrights on all material produced by editorial employees in the course of their employment with the Sudbury Star and has the full right to reproduce, publish, translate, broadcast,

distribute, archive, sell or license this material in any manner, form or medium that the Employer chooses, including electronic form and Internet. It is agreed that any employee producing content or material waives any and all rights, including more rights, with regard to that content or material. ARTICLE 15 - SEVERANCE PAY Severance pay at the rate of two (2) weeks wages for each completed year of continuous service or major fraction thereof shall be paid to employees who are permanently laid off for any reason (including lack of work, technological change or transfer of work), up to a maximum of thirty-six(36) weeks. If an employee is recalled prior to the end of the period for which he/she received severance pay, he/she shall refund the unexpired portion of the severance pay to the Employer upon his/her return. Reasonable terms shall be arranged if required by the employee. Employees, who have over twenty-five (25) but less than thirty (30) years of continuous service, shall be paid a lump sum of three (3) additional weeks for a total of thirty-nine (39) weeks severance pay. Employees who have over thirty (30) years of continuous service, shall be paid a lump sum of five (5) additional weeks for a total of forty-one (41) weeks severance pay. There shall be no duplication or pyramiding of severance under the provisions of the Employment Standards Act. If severance pay is required to be paid under the Employment Standards Act, the amount of severance pay paid or payable under this agreement shall be reduced by the amount of such statutory severance pay. ARTICLE 16-HOLIDAYS a) The Company observes the following days: New Year's Day, Family Day, Good Friday, Victoria Day, Canada Day, Civic Holiday, Labour Day, Thanksgiving Day, Christmas Day and Boxing Day or days celebrated as such. b) An employee not required to work on anyone of the above holidays shall be paid for the day, subject to c) below. c) If an employee is away the day before or the day after a statutory holiday, he shall be paid for the holiday when the Company is satisfied with the reason for his/her absence or when a doctor's certificate is produced on his/her return to work. d) An employee required to work on the holiday shall receive not less than time and one-half for the hours worked which shall be in addition to holiday pay, to be paid in cash or its equivalent off work (time and one-half) at the option of the employee, who must advise the Company in writing within twenty-four (24) hours. Such time off shall be granted as soon as possible after it is earned but in no case later than sixty (60) days after it is earned. ARTICLE 17 - VACATIONS a) Employees who have completed the following specified periods of service as of March 31 each year shall receive an annual vacation with pay for that year on the following basis, and calculated on the straight time rate of pay.

10

Employees who have worked for the employer for one year or more, but less than three consecutive years, shall be entitled to two weeks vacation with pay or four (4) per cent of total earnings, whichever is greater. Employees who have worked for the employer for three consecutive years or more shall be entitled to three weeks vacation with pay or six (6) per cent of total earnings, whichever is the greater. Employees who have worked for the employer for nine consecutive years or more shall be entitled to four weeks vacation with pay or eight (8) per cent of total earnings, whichever is greater. Effective April 1, 2007 employees who have worked for the employer for eight consecutive years or more shall be entitled to four weeks vacation with pay or eight (8) per cent of total earnings, whichever is greater. Employees who have worked for the employer for seventeen consecutive years or more shall be entitled to five weeks vacation with pay or ten (10) per cent of total earnings, whichever is greater. Employees who have worked for the employer for twenty-seven consecutive years or more shall be entitled to six weeks vacation with pay or twelve (12) per cent of total earnings, whichever is greater. Employees wishing to take their vacation during the first three months of the calendar year shall notify the Company of the specific dates by the end of the first week in January. The Company shall respond to such requests within 10 days. b) The vacation schedule shall be arranged by the Company with due consideration for work loads and convenience of the employees and posted by March 31 in each year. It is the clear intent of this section that the right of the Company to decide the number of employees on vacation at any time is confirmed. c) Employees shall be granted at least two weeks' consecutive vacation during the preferred period (June 1 to Labour Day). Sports and life reporters will not be grouped with other reporters for purposes of vacation scheduling. Employees may take three weeks' consecutive vacation during the preferred period; and up to four weeks' consecutive vacation outside the preferred period; providing staff and production requirements can be met. Permission for four consecutive weeks of vacation shall not be unreasonably withheld. d) Employees shall provide the Company with preferred vacation dates by March 15 in each year and in event of a conflict over vacation dates, seniority will govern. Failure of an employee to designate a preferred vacation may cause the employee to lose a preference to which seniority might otherwise have entitled an employee. e) An employee whose employment is terminated for any reason shall receive pro rata vacation pay for the period to which the employee is entitled. f) If any holiday(s) designated under this agreement are observed during an employee's vacation period, such an employee shall be granted another day(s) off. In accordance with past practice, the Company will endeavour to schedule such day(s) and an employee's weekly day off immediately to precede or follow his/her vacation.

11

ARTICLE 18 - HOURS AND OVERTIME a) The work week shall consist of five days of seven and one-half hours each, falling within eight and one-half hours. For Classifications M-1 the work week shall consist of five days of seven and one-half hours each, falling within eight hours. M-1 staff working other than day shifts must remain in the building during their lunch period provided both maintenance employees are working overlapping shifts. At least one maintenance employee must be in the building during the night shift for security reasons. For employees required to work night shift, the work day shall consist of seven hours within eight hours. The Company shall endeavour to provide consecutive days off during the work week. b) Overtime shall be defined as work authorized and required in excess of the work day or work week specified above and shall be compensated for at one and one-half time the normal hourly rate, as herein provided. c) For employees in Classifications E-1, E-2, and C-1, the Company will provide the equivalent time off at the rate of time and one-half for all work in excess of a regular week's work as set out above, except that overtime in excess of three hours in anyone week will be paid in cash at the rate of time and one-half. d) The hours of work shall be scheduled by the Company not later than Wednesday prior to the work week in which the work applies. Such schedule may be changed only by mutual agreement. However, changes may be made by the Company to cover emergency situations. e) Upon ratification, employees whose major portion of a shift falls between 7 p.m. and 7 a.m. will be paid a shift differential of $11.00 per shift. f) In a week in which a holiday as listed in Article 16 (Holidays) is observed, all time worked in excess of the remaining days in the work week shall be recognized as overtime. g) Employees in Classifications E-1, and E-2, when required to work split shifts, which will be limited to four per month per employee during each year of this agreement, except that an unlimited number of such shifts may be assigned to sports staff, shall receive $7.50 per split shift effective September 1, 1990. It is understood that to fuifil normal operational requirements, an employee may be required to work more than four split shifts in a calendar month, but without the employee's written consent, will not be required to work more than 48 split shifts in a calendar year. Employees in Classification C-1 when required to work split shifts, which will be limited to two per week, shall receive $7.50 per split shift. h) There shall be a minimum of eleven hours between scheduled shifts. Such turn around time may be shortened by mutual agreement between the employee and the Company. i) Where an employee is granted time off in lieu of cash for overtime worked, it shall be at the employee's discretion when that time off is taken. Such time off must be taken

12

within three weeks of when it was worked and notice must be given on the Tuesday prior to the work schedule being posted. j) In conjunction with the posting of the vacation schedule, the company shall post weekend and holiday schedules for the next year. It is understood this schedule is intended as a guide only and may be subject to change to meet production and staff requirements. k) Advertising Retail Staff, Outside Classified Salespersons and NIE/Literacy Coordinator are excluded from the overtime provisions of this agreement. Such overtime to be worked at the discretion of the employee.
ARTICLE 19 - WAGE SCHEDULES

Weekly minimum schedules for Guild employees Classifications and Steps shall be as outlined in Appendix A, which forms part of, and is attached to this collective agreement. When the sports reporter is assigned to do the sports editors work for a full shift, he/she shall be paid the sports editors rate of pay. In any event, the adjustment shall be up to a maximum of $20 per shift. Retroactive pay will be paid to all employees, who are covered by this collective agreement at ratification, for all hours worked since May 1, 2006.
ARTICLE 20 - GENERAL WAGE PROVISIONS

a) In the application of the schedule of minima, experience shall include all employment in comparable work relevant to the work for which a person is hired to perform. An employee shall be classified by the Company as to job title and experience rating at the time of employment. b) An employee shall not be transferred to work which he/she is not familiar with for the purpose of declaring him/her incompetent. c) There shall be no reduction of salaries as provided herein or as a result of putting this agreement into effect.

d) Payment of salaries shall be made every two weeks by electronic deposit. ARTICLE 21 MISCELLANEOUS a) "Coffee breaks" shall continue in the same manner as in the past. It is understood that said breaks are not interpreted as meaning "rest periods." b) The new FlexMedia benefit plan for all full-time employees of Sun Media will be applicable to all full-time employees covered by this collective agreement and these employees will participate in such plan. The terms and conditions of the company benefits plan, including coverage of benefits shall be no less than those described and disclosed to the union during negotiations.

13

Part Time Employees Part-time employees will continue to be covered under the prior benefit program if they so qualify. If, during the term of this collective agreement, a new benefit plan is introduced for all part-time employees of Sun Media, then that plan will be applicable to all part-time employees covered by this collective agreement and these employees will participate in such plan with the union's consent which shall not be unreasonably withheld. Short Term Disability If an employee is absent for more than three consecutive days and has not completed a Short Term Disability form in anticipation of an absence longer than ten working days, he or she will be required to provide a doctor's note for those days. For purposes of clarity, legitimate (see below) casual illness or absenteeism prior to eligibility for Short Term Disability under the Flex plan will be paid at regular straight time pay for the time absent from work. For absences that fall outside the Short Term Disability Plan under Flex Media, employees may be required to provide a doctor's note to the employer to authorize their absence from work as well to qualify for payment of wages. The request for the doctor's note will be based on reasonable criteria which are as follows: 1) The employee has an excess record of absenteeism; 2) The employee exhibits a pattern of absences; or 3) The company has reasonable grounds to suspect that the illness was not legitimate; in which case the employee may be required by the Company to provide a doctor's note. The employee pool will be unionized employees within Central and Western Canada. This pool will exclude the unionized employees in Eastern Canada (Quebec). FlexMedia credits for these employees will be modified to provide for a 50/50 blended cost sharing approach for all premium increases or decreases. Though LTD is paid for entirely by the employee, increases in LTD will be included in the calculations of the blended approach. The Company will take 50% of the premium increase/decrease and will increase or decrease the credits based on the table for single, couple or family selections. c) The Company shall provide four bulletin boards and erect one in each of the two areas where Guild members are located, to be used solely by the Guild and for matters relevant to Guild activities. d) The Guild and the Company agree there shall be no discrimination against an employee or prospective employee because of his membership or non-membership in the Guild, nor because of age, sex, race, creed, colour, national origin, marital or parental status. It is recognized that employees have political freedom as contained in the Canadian Charter of Rights and Freedoms. e) The Guild agrees that during the term of this agreement there shall be no strike, slowdown or stoppage of work or interference with production. The Company agrees that there shall be no lockout of employees during the term of this agreement.

14

f) The company shall furnish a clean, healthful, sufficiently ventilated, properly heated and lighted workplace for the performance of all work. The union agrees that it will follow accepted rules of sanitation and good housekeeping. ARTICLE 22 - MANAGEMENT'S RIGHTS The Guild acknowledges that it is the exclusive function of the Company to: a) Maintain order, discipline and efficiency. b) Hire, discharge, classify, direct, transfer, layoff, promote and discipline for cause subject to grievance and other rights as herein provided by this agreement. c) Make and alter from time-to-time rules and regulations to be observed by the employees, provided that they are not inconsistent with the provisions of this agreement; and generally to manage the enterprise in which the Company is engaged, and to determine the methods and equipment to be used. d) The Company shall have the sole right to determine the specific days on which publication shall be maintained, the number of editions to be published, when other work shall be performed, shall be the judge of the number of employees required in any capacity, and shall be the judge of competency. e) The parties agree that the management rights herein stated shall be subject to the terms and provisions of this collective agreement and where such management rights are in conflict with the terms and conditions of this collective agreement, the terms and conditions of this collective agreement shall prevail. ARTICLE 23 EXPRESSIONS OF DISSATISFACTION Copies of written criticism or reprimands shall be furnished to the Guild with the consent of the individual concerned. If such written criticism or reprimand becomes part of a personnel file, any replies to the criticism or reprimand shall become part of that file. ARTICLE 24 DURATION & RENEWAL a) This agreement shall remain in effect for a term of three years, expiring on April 30, 2014. Within 90 days, prior to the termination of this agreement, the Company or the Guild may, on written notice to the other party, initiate negotiations for a new agreement. b) If pursuant to such negotiations an agreement is not reached prior to the expiration date of this agreement, this agreement shall continue in full force and effect until execution of a new agreement or completion of conciliation proceedings as prescribed by law, whichever shall first occur.

15

CLASSIFICATIONS Newsroom Group E-1: Editor Group E-2: MMJ, MMJ-Deskperson, Graph Artist in contract and in Appendix A Group E-3: Photo Technician Group E-4: Editorial Clerk Accounting Department Group A-2: Accounting Clerk, Switchboard

Advertising Department Group B-1: NIE/Literacy Co-ordinator, Display Sales, Outside Classified Sales Group B-2: Classified Clerk Group B-3: Local Advertising Clerk, National Advertising Clerk Circulation Department Group C-1: Circulators Group C-2: Circulation Clerk Building Maintenance Group M-1: Building Maintenance Workers

THIS AGREEMENT MADE AND ENTERED INTO THIS 7 m DAY OF JULY, 2011

TH

Q n
FOR THE COMPANY FOR THE GUILD

16

Letter No. 1 March 14,2007 Mr. David Kilgour Publisher & General Manager The Sudbury Star Dear Mr. Kilgour On behalf of the Northern Ontario Newspaper Guild, Local 30232, The Newspaper Guild, and in connection with the negotiated dause covering bulletin boards, it is our dear understanding that the Guild assumes full responsibility in assuring that notices on the bulletin boards shall not contain material that is libellous, scurrilous or detrimentaltothe labour management relationship. Yours truly, Denis St. Pierre President The Newspaper Guild, Local 30232

Letter No. 2 Re: Weekend Manpower Requirements 1. The listing is appropriate as a guideline only. It must be subject to production requirements which shall not be unreasonably imposed. 2. Friday Nights Desk 3. Saturday Reporters Sports Photo Circulation 4. Sunday Desk

Up to six (in addition to sports editor above)

Up to two Up to two Up to two One rep. and one derk, 6 a.m. to 2 p.m.

Up to six

17
*

Maintenance

One

5. There shall be no splitting of weekend shifts. 6. Circulation representatives or clerks will not be scheduled to start a weekend shift earlier than 6 a.m. 7. When an employee works a weekend shift, it shall be by mutual agreement when the day owed to him is taken off.

Letter No. 3 In a cooperative effort to minimize the impact of weekend work on all employees, the parties agree that as long as production requirements are met, the number of full-time circulation representatives on the Saturday shift will be limited to two, and the maintenance employee(s) will be inserted into the weekend rotation.

Letter of Understanding: Training The Company is committed to provide the necessary training to affected employees in the operation of any new or modified processes introduced during the course of the contract.

Letter of Understanding: Group RRSP The parties agree that a Group RRSP will be established effective January 1,2000 for the employees of the Northern Ontario Newspaper Guild, Local 30232. The plan will be administered by an independent third party that has no affiliation with the union or the employer. Employees currently enrolled in the company pension plan will have a one time option (on June 1,2000) of choosing to remain in the company plan or switching to the Group RRSP. Employees will not be able to be participants of both plans. Empbyees hired subsequent to January 1,2000 will have the option of joining either the company plan or the Group RRSP, but not both. The Company agrees to contribute as follows for each employee who is a participant of the group RRSP. Effective upon ratification: Effective May 1,2008: Effective May 1,2009: Effective May 1,2010: Effective Nov. 1,2010: Effective Jan. 1,2012: Effective Jan. 1,2013: $5.50 per straight-time shift $6.50 per straight-time shift $7.50 per straight-time shift $8.25 per straight-time shift $9.00 per straight-time shift $10.00 per straight-time shift $ 11.00 per straight-time shift

18

Contributions shall be made for any straight-time shift for which an employee receives compensation (e.g. vacations, holidays, disability insurance, bereavement leave, sick leave). The Employer's sole liability as to pension benefits for the employees participating in the Group RRSP is limited to its negotiated contributions. The Publisher specifically assumes no responsibility for the benefits promised the participants.

Letter of Understanding: Joint Labour-Management Committee The parties mutually recognize the importance of providing a work environment that fosters efficiency, productivity and job satisfaction. The parties also agree to strive for a more harmonious labour-management relationship. The parties therefore agree to establish a joint labourmanagement committee comprised of one union representative from each bargaining unit and three representatives from the Company. The committee will meet at the request of either party, with a minimum requirement for quarterly meetings. The party requesting the meeting will provide the other with an agenda of discussion items, at least one week in advance of the meeting. The joint committee shall develop recommendations to resolve issue (s) of concern. In the event the committee fails to agree, the matter in dispute shall be placed before the Publisher, who shall render a decision in a timely fashion. The Publisher's decisions, as well as any recommendations made by the committee and endorsed by the Publisher shall be implemented in a timely fashion.

Letter of Understanding: Sick Leave Abuse The parties agree to work together in addressing any potential for sick leave abuse, the goal being to limit the possibility of sick leave abuse and getting all employees back to work as safely and as soon as possible.

Letter of Understanding: Work Boots

It is agreed that the building maintenance worker will be required to show an acceptable receipt to the Company in order to be reimbursed for the cost of work boots as provided for in the Collective Agreement. Letter of Understanding: The company will continue to provide reimbursement for business expenses for cell phones in RSS for the following people: Bob Chartrand, Craig Smith, Rick Hynes and Cosimo Micelotta.

19

Letter of Understanding: MMJ Work in the Multi-Media Journalist job classification will be focused in two fields: text and images. Text includes news or feature articles, columns, editorials and the written word in other forms (for example, blogs). Images include still photography, video, online slide shows and other forms of multi-media such as audio. Employees formerly classified as reporters or photographers shall continue to be given assignments in their superior skilled field (text or images) as long as such work is available. They may be assigned duties in the other field (i.e. not their superior skilled field) but duties in the other field shall not represent the majority of their duties on an ongoing basis. Whenever it is determined necessary to reduce staff, employees will be laid off within any classification on the basis of the reverse order of their total length of Company service since last hired. Any employee in a classification being reduced in number may elect to go to another classification in which s/he has proven competency, providing his/her total Company seniority is greater than that of the employee whom s/he "bumping." If competency has not been proven, the company may grant a one-week familiarization period to demonstrate the required competency. Should the required competency not be attained in the one week familiarization period, the bumping shall be reversed.

20

APPENDIX A: WAGE SCHEDULES

Start 1. Group E-1 Editor 1-Nov-10 1-May-11 1-May-12 1-May-13 1,069.76 1,069.76 1,080.46 1,096.66

After 1

After 2

After 3

After 4

After 5

After 6

0.000% 1.000% 1.500%

1,081.16 1,081.16 1,091.97 1,108.35

1,092.66 1,092.66 1,103.59 1,120.14

2. Group E-2 MMJ, MMJ-Deskperson, Graph Artist in contract and in Appendix A Group B-1: NIE/Literacy Co-ordinator, Display Sales, Outside Classified Sales 1-Nov-10 1-May-11 1-May-12 1-May-13 621.44 621.44 627.65 637.07 668.41 668.41 675.09 685.22 740.49 740.49 747.89 759.11 832.21 832.21 840.53 853.14 915.19 915.19 924.34 938.21 1,006.81 1,006.81 1,016.88 1,032.13 1,069.76 1,069.76 1,080.46 1,096.66

0.000% 1.000% 1.500%

3. Group B-3 Local Advertising Clerk 1-Nov-10 1-May-11 1-May-12 1-May-13 727.40 727.40 734.67 745.69 825.28 825.28 833.53 846.04 878.04 878.04 886.82 900.12 924.44 924.44 933.68 947.69 972.92 972.92 982.65 997.39

0.000% 1.000% 1.500%

4. Group E-4 Editorial Clerk 1-Nov-10 1-May-11 1-May-12 1-May-13 674.98 674.98 681.73 691.96 744.18 744.18 751.62 762.90 791.76 791.76 799.68 811.67 833.61 833.61 841.95 854.58 877.31 877.31 886.08 899.37

0.000% 1.000% 1.500%

5. Group E-4 Editorial Part-Time Clerk 1-Nov-10 1-May-11 1-May-12 1-May-13 645.08 645.08 651.53 661.30 711.22 711.22 718.33 729.11 756.70 756.70 764.27 775.73 796.69 796.69 804.66 816.73 838.45 838.45 846.83 859.54

0.000% 1.000% 1.500%

21

6. Group C-1 Circulators -l-Nov-10 1-May-11 1-May-12 1-May-13 615.24 615.24 621.39 630.71 661.72 661.72 668.34 678.36 733.07 733.07 740.40 751.51 823.90 823.90 832.14 844.62 906.04 906.04 915.10 928.83 996.74 996.74 1,006.71 1,021.81 1,059.05 1,059.05 1,069.64 1,085.69

0.000% 1.000% 1.500%

7. Group M-1 Building Maintenance Workers 1-Nov-10 1-May-11 1-May-12 1-May-13 618.42 618.42 624.60 633.97 681.46 681.46 688.27 698.60 724.98 724.98 732.23 743.21 763.25 763.25 770.88 782.45 803.27 803.27 811.30 823.47

0.000% 1.000% 1.500%

8. Group E-3 Photo Technician 1-Nov-10 1-May-11 1-May-12 1-May-13 456.44 456.44 461.00 467.92 563.87 563.87 569.51 578.05 646.81 646.81 653.28 663.08 734.67 734.67 742.02 753.15 799.41 799.41 807.40 819.52

0.000% 1.000% 1.500%

9. Group B-2 Classified Clerk 1-Nov-10 1-May-11 1-May-12 1-May-13 814.71 814.71 822.86 835.20 897.85 897.85 906.83 920.43 955.26 955.26 964.81 979.28 1,005.33 1,005.33 1,015.38 1,030.61 1,058.03 1,058.03 1068.61 1084.64

0.000% 1.000% 1.500%

10. Group C-2 Circulation Clerk 1-Nov-10 1-May-11 1-May-12 1-May-13 784.85 784.85 792.70 804.59 867.93 867.93 876.61 889.76 920.23 920.23 929.43 943.37 968.86 968.86 978.55 993.23 1,019.66 1,019.66 1,029.86 1,045.30

0.000% 1.000% 1.500%

11. Group A-2 Accounting Clerk 1-Nov-10 1-May-11 1-May-12 1-May-13 12. Group A-2 706.60 706.60 713.67 724.37 778.70 778.70 786.49 798.28 828.49 828.49 836.77 849.33 872.27 872.27 880.99 894.21 918.03 918.03 927.21 941.12

0.000% 1.000% 1.500%

22

Switchboard 1-Nov-10 1-May-11 1-May-12 1-May-13 769.71 769.71 777.41 789.07 848.26 848.26 856.74 869.59 902.50 902.50 911.53 925.20 950.19 950.19 959.69 974.09 999.99 999.99 1,009.99 1,025.14

0.000% 1.000% 1.500%

13. Group B-3 National Advertising Clerk

1-Nov-tO
1-May-11 1-May-12 1-May-13 0.000% 1.000% 1.500%

727.40 727.40 734.67 745.69

825.28 825.28 833.53 846.04

878.04 878.04 886.82 900.12

924.44 924.44 933.68 947.69

972.92 972.92 982.65 997.39

23