Common use of Highlights Clause in Contracts

Highlights. The tentative agreement provides for a classification adjustment and three years of general economic increases as follows: • April 1, 2025 2% general economic increase • April 1, 2026 2% general economic increase Wages for all Employees will be retroactive to April 1, 2024, or the date of hiring if after that date. Effective April 1, 2024 and members will be paid an hourly rate of $36.79. Effective April 1, 2025 the hourly rate will be $37.52. Other gains include: • National Day for Truth and Reconciliation as a paid holiday • Time and a half for hours worked after 4:00pm on Christmas Eve and New Years Eve • Increased matched RRSP contributions • 16 hours of sick leave for relief workers • Increased reimbursement rates for family care (formerly childcare) expenses when overtime is required • 5 consecutive working days paid leave for pregnancy loss • Bereavement leave for relief workers We will be holding a ratification vote meeting(s). Further details to come. The bargaining team and a representative from the PSAC will be at this meeting to explain the changes and answer any questions that you have before you vote. Your Bargaining Team, comprised of: ▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇, PSAC Negotiator recommends the acceptance of the tentative agreement. If a majority of those voting ratify this tentative agreement, your bargaining team will sign a new collective agreement with the Employer. If a majority of those voting reject this tentative agreement, we will proceed to conciliation. In Solidarity, <.. image(A signature on a white background AI-generated content may be incorrect.) removed ..> ▇▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇▇▇ PSAC Regional Executive Vice-President, Atlantic cc. ▇▇▇▇▇ ▇▇▇▇▇▇▇, A/Regional Political Communications Officer Negotiations Section ▇▇▇ ▇▇▇▇▇▇, Director, Representation and Legal Services ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇, Atlantic Regional Coordinator ▇▇▇▇▇▇ ▇▇▇▇▇▇, Regional Negotiator ▇▇▇▇▇▇ ▇▇▇▇▇▇▇, Regional Representative ▇▇▇▇▇ ▇▇▇▇▇, Manager, Membership Administration ▇▇▇▇▇ ▇▇▇▇▇, Administrative Assistant, Membership Administration ROB National Mobilization ▇▇▇▇ ▇▇▇▇▇▇▇, Manager, Member Information ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇, Social Justice Fund Officer ▇▇▇▇▇ ▇▇▇▇▇▇, Social Justice Fund Advisor The Employer proposes the following settlement package in full and complete resolution of all unresolved issues between the Parties. This comprehensive Settlement Proposal is "All Inclusive" — in addition to previously Agreed Provisions between the Parties as attached in Appendix "A" AND including those provisions of the current Collective Agreement which neither Party has sought to change. Acceptance of this Package requires the withdrawal of any outstanding Employer or Union Proposals which are not addressed in this Package. These Proposals are offered as a Package and are tabled in an effort to resolve all outstanding issues between the Parties. They are conditional on the Parties reaching a final agreement on all issues outstanding as set out in this offer. Accordingly, if this Proposal is not accepted as a Package, any Employer agreement to individual items is withdrawn. Acceptance requires a positive recommendation at ratification. The Employer proposes as follows

Highlights. The tentative agreement provides for a classification adjustment and three years of general economic increases as follows: • April 1, 2024 18.84% classification adjustment + 3% general economic increase • April 1, 2025 2% general economic increase • April 1, 2026 2% general economic increase Wages for all Employees will be retroactive to April 1, 2024, or the date of hiring if after that date. Effective April 1, 2024 and members will be paid an hourly rate of $36.79. Effective April 1, 2025 the hourly rate will be $37.52. Other gains include: • 5 days paid leave for pregnancy loss • Employer provided menstrual products in all toilet facilities • National Day for Truth and Reconciliation as a paid holiday • Time and a half for An additional 12 hours worked after 4:00pm on Christmas Eve and New Years Eve of paid family related leave • Increased Increase in matched RRSP contributions from 3% to 5% in 2025 and from 4% to 6% in 2026 • 16 50% of casual hours of sick leave for relief workers counted toward seniority upon being hired into a permanent position • Increased reimbursement rates compensation for family care (formerly childcare) expenses when overtime is required members acting as Designated Executive Director • 5 consecutive working days Employer paid leave membership in relevant professional association annually for pregnancy loss • Bereavement leave for relief workers each worker We will be holding a ratification vote meeting(s). Further details to come. The bargaining team and a representative from the PSAC will be at this meeting to explain the changes and answer any questions that you have before you vote. Your Bargaining Team, comprised of: ▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇▇-▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇, PSAC Negotiator recommends the acceptance of the tentative agreement. If a majority of those voting ratify this tentative agreement, your bargaining team will sign a new collective agreement with the Employer. If a majority of those voting reject this tentative agreement, we will proceed to conciliation. In Solidarity, <.. image(A signature on a white background AI-generated content may be incorrect.) removed ..> ▇▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇▇▇ PSAC Regional Executive Vice-President, Atlantic cc. ▇▇▇▇▇ ▇▇▇▇▇▇▇, A/Regional Political Communications Officer Action and Communication Officer, Atlantic Negotiations Section ▇▇▇ ▇▇▇▇▇▇, A/Director, Representation and Legal Services ▇▇▇▇▇▇ Branch ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇, Regional Coordinator, Atlantic Regional Coordinator ▇▇▇▇▇▇ ▇▇▇▇▇▇, Regional Negotiator ▇▇▇▇▇▇ ▇▇▇▇▇▇▇, Regional Representative ▇▇▇▇▇ ▇▇▇▇▇, Manager, Membership Administration ▇▇▇▇▇ ▇▇▇▇▇, Administrative AssistantSupervisor, Membership Administration ROB National Mobilization ▇▇▇▇ ▇▇▇▇▇▇▇, Manager, Member Information Manager ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇, Social Justice Fund Officer ▇▇▇▇▇ ▇▇▇▇▇▇, Social Justice Fund Advisor The Employer proposes the following settlement package in full and complete resolution of all unresolved issues between the Parties. This comprehensive Settlement Proposal is "All Inclusive" — in addition to previously Agreed Provisions between the Parties as attached in Appendix "A" AND including those provisions of the current Collective Agreement which neither Party has sought to change. Acceptance of this Package requires the withdrawal of any outstanding Employer or Union Proposals which are not addressed in this Package. These Proposals are offered as a Package and are tabled in an effort to resolve all outstanding issues between the Parties. They are conditional on the Parties reaching a final agreement on all issues outstanding as set out in this offer. Accordingly, if this Proposal is not accepted as a Package, any Employer agreement to individual items is withdrawn. Acceptance requires a positive recommendation at ratification. The Employer proposes as followsAdvisor

Highlights. The tentative agreement provides for a classification adjustment and three years of general economic increases as follows: • April 1, 2024 23.5% classification adjustment + 3% general economic increase • April 1, 2025 2% general economic increase • April 1, 2026 2% general economic increase Wages for all Employees will be retroactive to April 1, 2024, or the date of hiring if after that datehiring. Effective April 1, 2024 and members Employees who were employed during this period but are no longer working at Chrysalis will be paid an hourly rate entitled to retroactive pay upon giving the Employer notice within 30 days of $36.79. Effective April 1, 2025 the hourly rate will be $37.52signing of this agreement. Other gains include: • National Day for Truth and Reconciliation as a paid holiday • Time and a half for hours worked after 4:00pm on Christmas Eve and New Years Eve • Increased matched RRSP contributions • 16 12 hours of sick leave for relief workers • Increased vacation pay for relief workers after six years • Increased break times for all shifts • Improvements around critical incident debriefing and leave • Increased reimbursement rates for family care (formerly childcare) expenses when overtime is required • 5 consecutive working days paid leave for pregnancy loss • Bereavement Employer provided menstrual products • Increased bereavement leave for relief workers We will be holding a ratification vote meeting(s). Further details to come. The bargaining team and a representative from the PSAC will be at this meeting to explain the changes and answer any questions that you have before you vote. Your Bargaining Team, comprised of: ▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇, PSAC Negotiator recommends the acceptance of the tentative agreement. If a majority of those voting ratify this tentative agreement, your bargaining team will sign a new collective agreement with the Employer. If a majority of those voting reject this tentative agreement, we will proceed to conciliation. In Solidarity, <.. image(A signature on a white background AI-generated content may be incorrect.) removed ..> ▇▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇▇▇ PSAC Regional Executive Vice-President, Atlantic cc. ▇▇▇▇▇ ▇▇▇▇▇▇▇, A/Regional Political Communications Action and Communication Officer Negotiations Section ▇▇▇ ▇▇▇▇▇▇, Director, Representation and Legal Services ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇, Atlantic Regional Coordinator ▇▇▇▇▇▇ ▇▇▇▇▇▇, Regional Negotiator ▇▇▇▇▇▇ ▇▇▇▇▇▇▇, Regional Representative ▇▇▇▇▇ ▇▇▇▇▇, Manager, Membership Administration ▇▇▇▇▇ ▇▇▇▇▇, Administrative Assistant, Membership Administration ROB National Mobilization ▇▇▇▇ ▇▇▇▇▇▇▇, Manager, Member Information ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇, Social Justice Fund Officer ▇▇▇▇▇ ▇▇▇▇▇▇, Social Justice Fund Advisor The Employer proposes the following settlement package in full and complete resolution of all unresolved issues between the Parties. This comprehensive Settlement Proposal is "All Inclusive" — in addition to previously Agreed Provisions between the Parties as attached in Appendix "A" AND including those provisions of the current Collective Agreement which neither Party has sought to change. Acceptance of this Package requires the withdrawal of any outstanding Employer or Union Proposals which are not addressed in this Package. These Proposals are offered as a Package and are tabled in an effort to resolve all outstanding issues between the Parties. They are conditional on the Parties reaching a final agreement on all issues outstanding as set out in this offer. Accordingly, if this Proposal is not accepted as a Package, any Employer agreement to individual items is withdrawn. Acceptance requires a positive recommendation at ratification. The Employer proposes as followsAdvisor