Pertinent changes to The Cement League Agreement Article XII Section 7 Page 31 Wage Increases July 1, 2011 to June

30, 2012: July 1, 2012 to June 30, 2013: July 1, 2013 to June 30, 2014: July 1, 2014 to June 30, 2015: July 1, 2015 to June 30, 2016: 0 $2.60 $2.65 $2.70 $2.70

Article XI Section 10 Page 27 Employees employed on the last legal working day before

Christmas Day and before New Year's Day and who report to work on such days, shall receive three (3) hours afternoon pay

without working. The employer will have the option of paying its employees three (3) hours holiday pay and benefits in lieu of working the scheduled four (4) hour work day. Work performed on

the afternoons of said days shall be paid at the double-time rate only. Fringe Benefit Contributions will be payable on the half-holidays referred to herein. Article XII Section 8 Pages 31-32 Section 8. There will be a market recovery rate that the

Cement League Association contractor can use for targeted jobs that the Union will set parameters for: Eighty percent (80%) Market Recovery rate on all outer

borough work with Residential and Hospitality primary use. Eighty percent (80%) Market Recovery rate on all

Manhattan buildings twenty (20) stories or less with Residential Hospitality. Section 8 (a). Market Recover Committee to meet for all

other jobs to discuss whether Economic Recovery rates can apply. Committee mechanism to be jointly agreed. (a). 2 CL, 2 DCC Members who will establish criteria for evaluation and rapid procedure, with a mutually agreed Market Recovery arbitrator. (b). CL Members will be the only beneficiaries of the

Market Recovery rate. (c). For maintained. review Recovery and decision, will be confidentiality notified to will be

terms

all

Cement

League members. (d). Concrete Alliance Unions will be asked to join in on Market Recovery efforts.

ANTI-CORRUPTION MEASURES AND FULL MOBILITY Section 1. Introduction. The parties to this Agreement acknowledge that certain anti-corruption measures (Anti-Corruption Measures) provided for herein, are essential for eliminating corruption on work sites, improving the competitiveness of employers, and creating greater employment opportunities for members. The parties further acknowledge and understand that with respect to the New York City and Vicinity Carpenters Labor-Management Corporation (Corporation) and the Anti-Corruption Measures, the Review Officer appointed pursuant to the terms of the Stipulation and Order entered on June 3, 2010, in the matter of United States v. District Council, et al., 90 Civ. 5722, SDNY (RMB), is vested with specific authority over any decision of the New York City and Vicinity District Council of Carpenters (District Council) regarding said Corporation and Anti-Corruption Measures. Without limitation, the parties acknowledge and understand that the required notice of the Anti-Corruption Measures and Corporation has been provided to the Review Officer and that the Review Officer has the authority to approve expenditures, contracts, appointments, and rules changes regarding decisions made by the District Council concerning said AntiCorruption Measures and Corporation; has the authority to take steps to remain fully informed about the District Councils actions; has the authority to utilize investigative powers and receive reports and referrals; and has the authority to review and report to the government and the Court on the operation of these AntiCorruption Measures and the District Councils actions pertaining to them. By entering into this Agreement, the parties hereby agree to develop and abide by all procedures necessary to effectively implement the Anti-Corruption Measures and to abide by the Rules and Penalties issued by the Corporation (see below) as described or referenced herein, so as to warrant adjustment of the 50/50 rule provided for by the May 26, 2009 Order issued by Judge Charles Haight in United States v. District Council, et al., 90 Civ. 5722, SDNY(RMB) (Judge Haight Order). Provided further, the parties acknowledge that the AntiCorruption Measures and the Rules and Penalties of the Corporation as described herein, shall only become effective upon the effective rescission or adjustment of the May 26, 2009 Orders 50/50 rule. Should the May 26, 2009 Order not be revised or adjusted with regard to the 50/50 Rule, the 2011 District Council

collective bargaining agreement with [insert the name of the Employers Association that is executing the Agreement], shall be null and void. Article __is not subject to, and may not be modified for, any most-favored nations clause. Section 2. Definitions. The following definitions shall apply when used in Article ___ of the Agreement. a. District Council Member. A District Council Member is an Employee directly hired for a Project who is, or may be obligated to become, a member of a Local Union affiliated with the District Council. b. Non-District Council Member. A Non-District Council Member is an Employee directly hired for a Project who is not a District Council Member. c. Employee. An Employee is a person performing work covered by the Agreement on a Project, but does not include any foreperson or Shop Steward on a Project. d. Full Mobility Employer. A Full Mobility Employer is an Employer which is a member of [insert the name of the Employers Association which is executing the Agreement] or which becomes a member of [insert the name of the same Employers Association] that agrees to abide by and implement the Anti-Corruption Measures, and whose members are, therefore, allowed to utilize Full Mobility. e. Full Mobility. Full Mobility describes the practice whereby qualified persons may seek employment with a Full Mobility Employer whether or not they are on the District Council Out-ofWork List (OWL) (see below) or if they are on it, regardless of their position on the OWL; provided, however, the District Council shall dispatch a Shop Steward as the second person hired to any job where more than two Employees are working; provided further, the District Council shall not dispatch a Shop Steward to jobs where a Full Mobility Employer plans to employ and does employ no more than two Employees. A Full Mobility Employer may hire directly any or all Employee(s), necessary to staff a Project, subject to the Match. (See below). The Shop Steward on the Project shall be dispatched from the OWL, and shall match the foreman on the Project. An Employee may solicit work from an Employer for a Project and, if

hired, shall be considered to have been directly hired by the Employer

for that Project. Full Mobility shall apply on any Project requiring more than two Employees. f. Match. Match refers to the ratio of OWL referrals who must be hired to ensure that a Full Mobility Employer is employing an equal number or greater than equal number of OWL Referrals as it employs Non-District Council Member; and is the required condition on a Project when there is an equal or greater number of OWL Referrals to Non-District Council Members on a Project. The Match must be maintained at all times for the entire term of the Project. g. Project. Project shall mean a jobsite at which work covered under this Agreement is performed by an Employer. h. OWL. The OWL is the District Council Out-of-Work List, which is operated in accordance with the District Council Job Solicitation, Registration and Referral System Work Rules. (Referral Rules) i. OWL Referral. An OWL Referral is an Employee referred from the OWL. An OWL Referral may not be requested by name nor directly hired by an Employer; provided, however, that an Employer may request that an OWL Referral possess specific skills needed for a Project. j. Non-Full Mobility Employer. A Non-Full Mobility Employer is a Full Mobility Employer that has been penalized with the revocation of Full Mobility, pursuant to the Corporations Rules and Penalties. A Non-Full Mobility Employer must staff a Project pursuant to the terms of the above referenced Judge Haight Order. k. Membership Identification Card. The Membership Identification Card is the card issued by a District Council Members Local Union, which identifies a person by name and Local Union affiliation. l. Employer. An Employer shall mean a Full Mobility Employer or a Non-Full Mobility Employer. m. Scan or Scanning. Scan or Scanning the process by which representative(s) of the Inspector Generals Office (IGO) of the District Council, Shop Steward(s), Labor Management Corporation (see below) representative(s), and District Council representative(s), enter information about an Employers Employees at a particular project into a District Council-approved hand-held scanning device, in accordance with the Member Scan Shop Steward User Manual. (Steward Manual)

n. The Labor Management Corporation: The parties to this Agreement have authorized the Labor Management Corporation (Corporation) to investigate and adjudicate alleged violations of Anti-Corruption

Measures; and to adopt procedural rules for such investigations and adjudications and penalties for such violations (Rules and Penalties); and to establish and administer a joint adjustment board for each signator Employers Association (Association). Section 3. Staffing a Project Under Full Mobility A. Full Mobility Employer. A Full Mobility Employer may staff a Project by directly hiring all Employees for a Project; provided however, that for each Non-District Council Member directly hired as an Employee for a Project, the Employer shall hire an OWL Referral as an Employee for the same Project. An Employer must maintain the Match during the duration of a particular Project; its failure to do so shall be adjudicated in accordance with the Rules and Penalties. If a Full Mobility Employer does not directly hire any or all of the Employees necessary to staff a Project, the remaining position(s) shall be filled by OWL Referral(s). B. Non-Full Mobility Employer. A Non-Full Mobility Employer must staff a Project pursuant to the terms of the above-referenced Judge Haights Order. B. Shop Steward Requirement for a Project.

Each Project requiring more than two Employees shall have a Shop Steward for each shift worked who shall be an OWL Referral. An Employer who fails to obtain an OWL Referral or Shop Steward for a project shall be adjudicated in accordance with the Rules and Penalties.

Section 4. Anti-Corruption Measures. The Anti-Corruption Measures shall consist of: A Scanning Program to be administered and monitored by the District Councils Inspector Generals Office (IGO); A requirement that an officer(s) of an Employer certify the accuracy of each weekly payroll submitted by the Employer; The Corporations administration of the process by which the adherence by Employers to the Anti-Corruption Measures is investigated and adjudicated; and in the event an Employer violates the Anti-Corruption Measures, the Corporation shall mete out appropriate penalties. A. Employers Obligations

Each Employer must report each of its Projects to the District Council before commencing any work on such Project; provided, however, an Employer may report a particular Project up to twenty-four hours after it commences, where the Employer did not know, and could not be expected to know in advance, the specific start date or starting time of the Project in question. Each Project shall be assigned a Job Number by the District Council. An Employers failure to do so shall be adjudicated in accordance with the Corporations Rules and Penalties. (Rules and Penalties) An Employer must request from the District Council a Shop Steward for each shift requiring more than two Employees working on a Project; its failure to do so shall be adjudicated in accordance with the Procedures and Penalties. An Employer shall permit a Shop Steward, at the beginning of each shift of the Project, to scan in each Employee of an Employer on a Project; in addition, the Employer shall notify the Shop Steward if an Employee(s) reports to work after the beginning of a shift and permit the Shop Steward to scan in that Employee(s). The Employer must not deny access to its Project by IGO representative(s), (who shall have primary responsibility for monitoring an Employers compliance with the scanning procedures described herein), Corporation representative(s), and District Council representative(s), to any Project for the purpose of scanning, and for any other purpose related to their enforcement of this Agreement; provided,

however, the above-referenced representatives must comply with all safety and security rules the Employer and/or the owner/developer of the Project site generally requires of visitors to the site. After scanning each Employee working on a project, the Shop Steward shall enter information into the scanner for the Project as to the expected length of the workday for each Employee; provided, however, that if any Employee leaves the

Project prior to the end of the scheduled work day, or otherwise works more or fewer hours than provided for in the scheduled work day, the hours worked for that particular Employee shall be adjusted accordingly by the Shop Steward. The information entered into the scanner for each Project indentified by a Job Number shall be transmitted to Standard Data Corporation (SDC) at the end of each shift of a Project by the Shop Steward. This information shall be provided by SDC to the District Council, the District Council Funds, and the Corporation, on a weekly basis, or more frequently if requested. The information shall be provided to the Employer on a daily basis. Subject to the representatives compliance with the safety and security rules in place for visitors to the Project site, an Employer may not deny or hinder access of IGO representative(s), Shop Steward(s), Corporations representative(s), and/or District Council representative(s), to any Project for the purpose of scanning Employees or enforcing this Agreement; its denial or hindrance of access by these officials shall be adjudicated in accordance with the Corporations Rules and Penalties. An Employer is ultimately responsible to correct an inaccurate Shop Stewards scanning report identifying Employees working during a particular payroll week and reciting the hours they worked no later than the end of the first day of the following payroll week. These corrections shall be immediately forwarded to the administrator of the scanning system (to the addresses provided by the District Council) electronically or by facsimile transmission. Any Shop Steward who does not satisfactorily fulfill his or her scanning duties on a Project, may be penalized pursuant to the District Council Shop Steward Review Process. Furthermore, a Shop Steward may face internal union disciplinary charges in accordance with the District Council Charge and Trial Procedures.

District Council representative(s) shall be assigned by the District Council to visit a Project at least once during the Projects term. The District Council representative shall be required to scan in upon arrival with the Shop Steward at the Project. Each District Council representative shall also have a functioning, operational scanner and may scan Employee(s) at a Project. Each Project visit by a District Council representative shall be recorded on a District Council Profile Sheet, maintained for this purpose

B.

Verification.

An Employer, through a principal or an officer, shall submit weekly to the Corporation, a Certification Form for each weekly payroll that is signed and dated by the principal or officer. (A copy of the Certification Form is attached and marked as Exhibit ___, and incorporated into this Agreement.) Copies of such certification forms shall be made available to the IGO upon its request to the Corporation. The Certification Form shall identify by name and membership identification number, where applicable, each Employee on the Employers payroll for the week in question; and, the number of hours each Employee, foreman, and Shop Steward, worked during the week in question. By signing the Certification Form, the Employer represents that the information provided is true and accurate to the best of the Employers knowledge and belief. An Employer must submit accurate weekly payroll Certification Forms; its failure to do so shall be adjudicated and penalized in accordance with the Rules and Penalties. C. Inspector Generals Office

The IGO shall have authority to investigate alleged violations of AntiCorruption Measures, to refer these alleged violations to the Corporation and to present them as grievances to the appropriate Joint Adjustment Board in accordance with the Corporations Rules and Penalties. D. Corporation

The Corporation shall establish and administer Joint Adjustment Boards (Board or Boards) for each Signatory Employer Association (Association)

composed of persons appointed by the Association, District Council, and General President of the United Brotherhood of Carpenters and Joiners of America; it may be chaired by an impartial arbitrator with the authority to break deadlocks between Board members. The Board shall process and adjudicate all alleged violations of Anti-Corruption Measures in accordance with the Corporations Rules and Penalties. The Rules and Penalties, and Exhibits thereto, are hereby incorporated by reference into this Agreement; the parties also agree that the Corporation may amend the Rules and Penalties in the future, and that the amended Rules and Penalties will be binding on each party.

The Corporation shall also employ persons who shall investigate, and bring before the Board, grievances charging entities that it has a reasonable basis to believe engaged in violations of Anti-Corruption Measures. 1. Joint Adjustment Boards Each Board shall process, adjudicate, and penalize, if required, alleged violations of the Anti-Corruption Measures. Any dispute, alleged violation of or question concerning the application or interpretation of the Anti-Corruption Measures under Article ____ of the Agreement shall be determined by a Board in accordance with the Rules and Penalties. All other alleged violations or disputes under the Agreement shall be processed under the Agreements Grievance Procedure. See, Article ___, of the Agreement. The Board shall also adopt rules that govern its investigations of alleged violations of the Anti-Corruption Measures; its adjudication of such violations; its imposition of penalties for confirmed violations; and its enforcement of penalties imposed.

Rules and Penalties of the Labor Management Corporation 1. Board Resolutions - Anti-Corruption Measures: The Labor Management

Corporation (Corporation) has been authorized by a resolution of its Directors to participate in the administration of a set of anti-corruption protocols agreed to by the District Council of Carpenters of New York City and Vicinity (Union) and the [names of Associations] in their recently executed collective bargaining agreement (CBA) (these anti-corruption protocols are referred to in the CBA and shall be referred to hereafter as Anti-Corruption Measures). 2. Labor Management Corporation Powers of the Chair: The Board of Directors of

the Corporation has by resolution, appointed an Executive Director with the authority to administer the Anti-Corruption Measures program (Program). Pursuant to that resolution, the Executive Director shall have: The authority to expend the funds approved by the Directors as

necessary for the administration of the Program; The authority to administer each Joint Adjustment Board(Board or

Boards) created by a CBA between the Union and an Employer Association in order to adjudicate alleged violations of the Program; investigators; The authority to investigate alleged violations by Employers, shop The authority to employ a Principal Investigator and up to eight

stewards or others of the Anti-Corruption Measures based on reasonable suspicion, information received from a reliable source or randomly; The authority to refer to the appropriate Board alleged violations of the

Program when the Principal Investigator believes that there are reasonable grounds supporting his/her belief that a violation of the Anti-Corruption Measures by an Employer has occurred;

The authority to refer to the Union alleged violations by a shop steward

where the Principal Investigator believes there are reasonable grounds supporting his/her belief that a violation of the Anti-Corruption Measures has occurred;

The authority to propose to the Corporation one or more amendments

to these Rules as circumstances dictate. 3. Labor Management Corporation: Responsibilities of The Executive Director:

The Executive Director shall be responsible to: Administer the investigation of alleged violations of the Program; Hire and manage a Principal Investigator and up to eight investigators

(at least five of whom must have backgrounds in law enforcement) and direct them to investigate alleged violations of the Program, with a focus on violations occurring on jobs reported to the District Council as two person jobs. Establish Boards responsible for adjudicating alleged violations of the

Program, in cooperation with the Union and Employer Associations; Ensure that penalties meted out by a particular Board are

implemented and fines imposed are collected. Maintain detailed records of each allegation of a violation of the

Program, including by whom the grievance(s) was made or referred, to which investigator the grievance(s) was assigned, a description of the outcome of each investigation, a notation indicating whether the Principal Investigator prosecuted the alleged violation before a Board, the outcome of the prosecution and the status of the penalties, if any, imposed; Report to the Corporation at least once a calendar quarter via a written

summary of the activities of the Principal Investigator, investigators and the Boards. The summary should include, at a minimum, a running statistical calculation of the number of charges of violations received, the number of investigations conducted, the number

of grievances resulting in prosecutions, the outcome of the prosecutions, the types of penalties imposed and the status of the penalties; Investigator; Refer to the Review Officer and Inspector General any allegations of

organized crime influence referred to the Corporation or raised by the Principal

Refer to the appropriate law enforcement agency and Inspector

General threats of violent acts or violent acts directed against the Principal Investigator, investigators or any other employees of the Corporation; Perform all other acts within the power of the Corporation that will

ensure the effective implementation of the Anti-Corruption Measures. 4. Joint Adjustment Boards: Pursuant to the authority vested in it by the CBAs between the Union and various employer associations, the Corporation shall establish Joint Adjustment Board (Board or Boards) to carry out the responsibilities assigned to it by each such CBA. 5. Funding: Each Board shall be funded by the Corporation, based on a proposed budget which the Executive Director submits to the Directors of the Corporation and on the funds available to the Corporation. 6. Composition: Each Board shall be comprised of four members and an Impartial Chairperson. Two of the members shall be appointed by and serve at the pleasure of the Union; two of the members shall be appointed by [name of Association]; and the Chairperson of each Board shall be selected as set out in paragraph 10 below. 7. Board Members -Alternates: The Union and each Employers Association, and the General President, may appoint an indefinite number of alternates who may serve in place of the four members of each Board. Reference to members shall be interpreted to refer to alternates as well.

8. Quorum: The presence of one member appointed by an Employer Association and one member appointed by the Union shall constitute a quorum for the transaction of all business by a Board. 9. Board -Vote: The two members appointed by the Union and the two members appointed by the Employers Association shall each have one vote. All affirmative decisions must be unanimous; deadlocks shall be submitted to the Impartial Chairperson for resolution. 10. Impartial Chairperson: The Impartial Chairperson for a particular Board shall be selected as follows: The Union shall submit to all the signator Employer Associations the names of five arbitrators who have reputations for impartiality and fairness; and the Employer Associations shall collectively submit a similar list of the names of five arbitrators who have reputations for impartiality and fairness. The Union may strike three names from the Associations list and the Associations may strike three names from the Unions list. The four remaining arbitrators shall serve as a rotating panel of Impartial Chairpersons, with each agreeing to sit for up to two days a month for three consecutive months as the Impartial Chairperson for each Board that has hearings on one or both days of the month scheduled for such hearings. If the members of a particular Board deadlock on either the existence of or on the appropriate penalty for a violation, the Impartial Chairperson shall vote to break the deadlock. The Impartial Chairperson shall issue an oral ruling, within one hour after the hearing is closed, and issue a brief, written confirmation of the oral ruling within twenty-four (24) hours of the issuance of the oral ruling. 11. Administrative Personnel: Each Board shall be administered by the Executive Director of the Corporation (Executive Director), who shall provide space for hearings, teledata and copying facilities, secretarial assistance and room for files for the Boards. 12. Grievances: All grievances alleging violations of Anti-Corruption Measures that come to the attention of the Corporation shall be logged-in and processed pursuant to the procedures set forth in Exhibit A, Process for Grievances attached hereto. After processing, a particular grievance shall be referred to the Principal

Investigator, who shall cause each such grievance to be promptly investigated pursuant to Exhibit A. 13. References to the Board: A Board shall only hear grievances referred for prosecution to it by the Principal Investigator, after consultation with the Executive Director, and by the Inspector General of the District Council. After a grievance is received, the Board shall schedule a hearing as soon as the Board can be convened. 14. Service of Grievances: The Board shall expeditiously serve a Notice of Grievance on the party grieved with a summary of the grievance referred to the Board by the Principal Investigator, or the Inspector General, pursuant to the procedures set out in Exhibit A and sufficiently in advance of the scheduled hearing to give the aggrieved party a reasonable opportunity to prepare, but in no event less than one (1) week prior to the hearing. The grievance may be sent by overnight mail, email or as a facsimile. 15. Appearances: A grievance shall be presented to the Board by the Principal Investigator or his/her designee. A grievance may also be presented to the Board by the Inspector General or his/her designee. Each grievance shall be responded to by a representative of the grieved party. The parties shall have the right to be represented by counsel. 16. The Hearing: The grievances shall be presented via testimonial and documentary evidence. All witnesses shall swear to testify truthfully. Each side shall be allowed two hours (inclusive of its cross-examinations of adverse witnesses) to present its case, unless the Board, in its discretion, allows additional time or provides for additional hearings. The ordinary rules of evidence shall not apply.

17. Decisional Process: At the close of the hearing, the Board shall retire to consider the evidence; it shall make a decision in no more than two hours or at such time as the Board in its discretion shall determine. If the Board cannot reach a unanimous decision, the matter will be regarded as deadlocked and shall be submitted to the Chairperson who may proceed to decide the matter pursuant to paragraph 10. 18. Penalties: If the Board finds an Employer has committed a violation of the Anti-Corruption Measures it shall impose the appropriate penalty based on the category the violation is assigned as described in more detail in Exhibit B Penalties, to the Rules and Penalties; provided, however, either the Association-appointed Board

members or the Union-appointed Board members may petition the Impartial Chairperson in writing to impose a lesser or greater penalty on the ground that the prescribed penalty would, if imposed, result in a manifest injustice. Such a petition must be filed with the Impartial Chairperson no later than seventy-two hours after the Board imposes a penalty; the other two Board members shall have an additional fortyeight hours to state their opposition to the requested relief. The Impartial Chairperson shall issue a brief written ruling no later than five business days after receiving the petition seeking relief. 19. The unanimous decisions of the Board and all decisions of the Impartial Chairperson shall be final and binding, and not subject to further review.

Exhibit B Penalties Adjudicated violations of the Anti-Corruption Measures shall result in minimummandatory penalties; provided, however, a Board may suspend the imposition of a penalty for a Category 2 violation that occurs within the first three months after the Agreement is executed by both parties. Violations by an Employer shall include, but not be limited to: failure to timely obtain a Job Number prior to the start of the job; failure to have a shop steward on a Project; failure to timely correct an inaccurate shop stewards (scanned) report; intentional submission of a false Certification Form; submission of an inaccurate Certification Form; failure to maintain a proper Match on a Project; denying or hindering access to a Project for purposes of scanning by IGO

representative(s), shop steward(s), Corporation representative(s), and/or District Council representative(s).

Each specific violation shall carry a minimum-mandatory penalty up to and including revocation of Full Mobility; provided, however, inadvertent and unintentional violations may not warrant the imposition of a minimum-mandatory penalty where to do so would result in a manifest injustice. Violations of the Anti-Corruption Measures shall be categorized as either a Category 1 or a Category 2 violation. Any alleged violation is serious, and a violation found by the BOARD warrants appropriate punishment. However, it is recognized that some violations are more serious, and warrant stronger punishment. Upon such a finding of a Category 1 or Category 2 violation, the Board will impose specific, mandatory penalties

on an offending Employer for each established violation.

A Category 1 violation shall be considered to be the most serious, and, therefore, warrant the strongest penalty. Accordingly, an Employer found to have committed a Category 1 violation shall have Full Mobility revoked for the duration of the Agreement. The penalty will be mandatory. CATEGORY OF VIOLATION Category 1 Category 2 First Violation Category 2 Second/Third Violation Category 2 Fourth Violation MINIMUM-MANDATORY PENALTY Revocation of Full Mobility for duration of the Agreement $1000 $2000 (second) $5000 (third) Revocation of Full Mobility for duration of the Agreement

VIOLATION Intentional submission of a false Certification Form Intentional failure to make all payments required by the Agreement to an Employee; Intentional falsification of Fringe Benefit remittance reports;

PENALTY Category 1 Category 1

Category 1

Refusal to make Fringe Benefit contributions in response to a Court order or an arbitrators order after time for an appeal has expired; Failure to timely report a Project Failure to timely obtain a Job Number for a Project; Failure to have a steward on a Project

Category 1

Category 2 Category 2 Category 2

where required; Failure to maintain the Match; Submission of more than three (3) inaccurate Certification Forms within a rolling twelve month period; Failure to submit a Certification Form; Denying or hindering access to a Project for purposes of scanning by IGO representative(s), shop steward(s), Corporation representative(s), and/or District Council representative(s). Category 2 Category 2 Category 2 Category 2

Exhibit A Processing Grievances and Conducting Investigations Complaints about possible violations of the Anti-Corruption Measures may come to the Corporation through a variety of sources including a member, another employer, the Review Officer, Inspector Generals Office of the District Council (IG), District Council Representatives, a Shop Steward or a Corporation investigator . All complaints will be investigated and reviewed and a determination shall be made by the Principal Investigator in consultation with the Executive Director, or by the IG pursuant to IG Procedures, either that the evidence does not support a preliminary finding that a violation has occurred; or that the evidence supports a reasonable belief that a violation has occurred; or that the evidence of a violation is inconclusive or that referral to a Board is unwarranted. Each allegation of a violation shall be assigned an identifying number, shall be electronically filed (with back-up), shall have attached to it in an appropriate file the notes, if any, of the investigator assigned to the case, the notes of the Principal Investigator, if any, and a scanned version of all documents reviewed in the course of the investigation and scanned versions of all other relevant documents or comments made by related parties, including the Employer involved. The electronic file of each matter investigated shall be password protected and access restricted to all except those with a need to know the contents of the files. At each stage of the grievance process, the decisions made and the individuals responsible for those decisions will be documented in writing and signed off by the individual or the appropriate supervisor or head of the respective department. A staff person within the office of the Corporation will be designated by title or duties as the Intake Person. Any intake either by phone, investigation or electronic mail will be documented with date and time on the Intake Form. The Intake Person will record all information offered by complainant and get the following information:

1. Name of complainant, UBC ID # (if any) and contact information 2. Date of alleged offense 3. Employer, or Shop Steward,committing alleged violation and any relevant information on Employer including: a. Site location b. Foreman on site c. Shop Steward on site d. Facts supporting allegation e. Complainants relation to employer (e.g. employee, steward, witness).

4. The intake form will then be given an identification number, and delivered to the Principal Investigator or his designee within 24 hours for assignment for follow up by one or more investigators.

When an investigation is completed and there are findings supporting a belief by the Principal Investigator, in consultation with the Executive Director, or the IG, that there is evidence of a violation or violations of the Anti-Corruption Measures by an Employer, a Notice of Grievance will be drafted which will include: 1. Name of Employer, Address and Contractor ID # 2. Site of violation and date(s) of alleged violation(s) 3. Job # 4. Date for the hearing of allegations; and 5. Rules governing the hearing process

The Notice of Grievance will be sent to the principal officer of the Employer in question, the Review Officer, the IG, and the appropriate Employer Association and the District Council. Before a Notice of Grievance shall issue the Principal Investigator, Executive Director and IG shall meet with the Employer grieved in good faith effort to settle or adjudicate the matter.

When a case is developed by the random field visits of the Corporations investigators a similar process will be followed. The facts will be recorded by the investigator on the intake form and be given an identification number. Further investigation will be conducted as determined after an initial review and approval by the Principal Investigator. This may include interviews of employees of the Employer, review of payrolls, benefit fund payments and access to all information available from either the District Council records and staff or the District Council Fringe Benefit Funds. The case will proceed until such time as there is a reasonable belief to create a Notice of Grievance or the case will be closed because there was no finding of cause to believe a violation occurred. Coordination of efforts The Executive Director, the Principal Investigator and the IG shall meet no less than weekly to review cases, determine whether the Corporation or the IG will be primarily responsible for investigating a case or reviewing the information received. These coordination meetings will be essential to eliminate unnecessary duplication of efforts. Access to Records In order to properly investigate and evaluate alleged violations, the Corporations investigative staff will be authorized to require an Employer to provide documents necessary to make an assessment in a particular case. These documents may include:

1. Forepersons activity reports 2. Bid documents 3. Shop steward reports or scanner reports 4. Invoices/requisitions for payments 5. Overtime tickets 6. Job coordination meeting notes 7. Emails and other communication between Employers and site supervision