TEAM-IFPTE Local 161 Informational Meetings on the Memorandum of Agreement and Pension Plan Letter of Understanding March 3 rd, 4 th, 5 th and 7 th, 2008

Agenda  Welcome  Voting Procedure  Bargaining Update  Since the “No” Vote  Memorandum of Agreement  Message from the Bargaining Committee  Q and A

 You can mail your vote today.  You are voting on the Memorandum of Agreement AND the self-standing Defined Contribution Pension Plan Letter of Understanding.  Deadline: March 28,  Ballot counting and Result: April 1 st,  Note: Voting instructions say put ballot in brown envelope. Shortage of brown envelopes necessitated using small white envelopes instead. Voting Procedure

 We have a tentative deal with the Company: It’s a package – the vote is on the two agreements. 1. Memorandum of Agreement 2. Letter of Understanding regarding the Company proposed Defined Contribution Pension Plan.  Bargaining timeline: April First membership survey February 22, First day of bargaining September 19, Company’s Final Offer October 22, TEAM filed Unfair Labour Complaint October 29, Membership rejected Company Offer February 22, Began final day of bargaining  There have been gains since the “No” vote. These gains are significant enough that we are recommending you vote “Yes”. Bargaining Update

 The Defined Contribution Pension Plan Letter of Understanding: - The Company removed the Defined Contribution Pension plan from the bargaining process. - The Defined Contribution Pension plan issue was sent back to the legal arena where it belonged in the first place. - TEAM maintained the right to challenge the introduction of a DC pension plan through an injunction on the basis that it is connected to the pension lawsuit. - However, the Company required that TEAM agree to only communicate views on a DC en mass via TEAM’s own systems i.e. not the Company’s. - Maintaining our lines of communication through the Communication Action Network is critical. Since the “No” Vote

 Improved pay settlement: - One million extra dollars in the pockets of TEAM members. - 2%, 2.5%, 2.5% with no delays, (effective February 20), with retro pay back to February 2007: 4.5% + retro on pay cheques around one month after ratification. - The new VPP of 1% for 301 to 305’s starts in 2009, with a payout in The VPP for 306 to 308’s increases by 1% in 2009, with a payout in Since the “No” Vote

 Agreement on contractors: - Clarification in a downsizing - If a TEAM member can perform the work being done by a contractor, and has the required qualifications, then the contractor will go, not the TEAM member. - TEAM agreed to a new Contractor Letter of Understanding, reducing the cap from 90 to 80 in June, and from 80 to 70 in June  Clarification and agreement on Recognition and Scope: - TEAM is not restricted to Manitoba.  Blue Cross: - “Me Too” Provision. TEAM to benefit from gains by CEP and IBEW. - Company indicated possibility of something similar to previous years i.e. lump sum payments for each year of the Collective Agreement. Money can be used to minimize future Blue Cross increases.  Other minor wording retained from our 2004 Collective Agreement. Since the “No” Vote

 A commitment from the Company to work closely with TEAM on managing out-of-scope position changes (Appendix “A”).  There were disappointments too. It was tough bargaining: - Nothing to fix “C” scale. It remains TEAM’s view that members on this pay scale are underpaid for the work they are doing when compared to other companies. - No changes to help achieve a Blue Cross re-opener. - Nothing on workload issues. TEAM will take the above issues to the new Labour Management Committee. Members will be kept fully informed of progress made, or lack thereof. - TEAM proposed Sell-off article: The requirements placed on TEAM members by the Company’s wording were unfair and unrealistic. TEAM withdrew the proposal. Since the “No” Vote

 Recognition and Scope - TEAM is not restricted to Manitoba.  Duration of Agreement - Three years. Effective to February 19,  Respect in the Workplace (New) - No discrimination for participation in TEAM. - No discrimination or harassment in the workplace.  Labour Management Committee (New) - Quarterly meetings with management & senior management.  Lateral Transfers - Clarification on purpose of lateral transfers, including members gaining experience. - Enhanced record keeping and notifications to TEAM will help identify problem areas and potentially increase laterals. Memorandum of Agreement

 Postings - Debriefing for pre-screened applicants. - Debriefing for unsuccessful interviewees.  Temporary Appointments - Clarification on purpose of Acting and Temporary positions. - Company to provide reasons for waiving postings, and reasons for extending Temporary Appointments.  Maternity Leave - Modified job functions brought into line with Canada Labour Code.  Parental Leave (New) - Added Company Parental Leave policy wording.  Bereavement Leave (New) - Added Company policy wording. - Company insisted on grievance restrictions. Memorandum of Agreement

 Compassionate Care Leave (New) - Added Company policy wording. - Company insisted on grievance restrictions.  Scheduled Increments - Jury Duty will no longer delay scheduled increments.  Vacation Scheduling - Added emphasis to scheduling of vacations. - Alternate dates for vacation requests must be reasonable.  Company Holidays - Remembrance Day to be a floater when it falls on a weekend. - Louis Riel Day will be added to the list of statutory days. Memorandum of Agreement

 Layoff - Significant improvements for the TEAM membership. - Prior to layoff announcement, meeting to be held with Company to explore ways to mitigate layoffs. - Broader position groupings: - Single Incumbents are not so single anymore! Position will be grouped with larger like job function group. - ‘Headquarters’ removed from all downsizing selection criteria. - Comparison between employees changed from “no differences” to “relatively equal”. Gives greater emphasis and value to your NCS date. - TEAM members will have the opportunity to displace contractors, and receive up to four weeks training to enable them to do so. - Recall: - Doubled from 90 days to 180 days. - ‘Headquarters’ removed from recall criteria. Recall will not be limited to your original headquarters, increasing possibility of being recalled. Memorandum of Agreement

 Renewed Letters of Understanding (i.e. no changes) - Banking of Vacation/Vacation Overtime Credit - Employment Equity - Sales Bonus/Commission Plans - Net Credited Service (NCS) - Northern Retention Premium - Job Evaluation/Reclassification - Hay Job Evaluation Plan - Self Identification/Voluntary Departure  Outsourcing (New) - Acknowledgement that affected employees retain all rights under the Collective Agreement.  IT Progression Letter of Understanding - Added existing LOU to the Collective Agreement. - Progression from Programmer through to Programmer Analyst.  Grad/Community College Salary Letter of Understanding - Added existing LOU to the Collective Agreement. - Purpose, training, development plans and mentoring. Memorandum of Agreement

 Benefit Status During Recall - Maintaining coverage option increased from 90 days to 180 days.  Variable Pay Plan - Effective January 1, 2009: 1% for 301 to 305’s (New), increased to 6% for 306 to 308’s.  Retroactive Payment of Wages - Back pay to be paid retroactively to February 19,  Voluntary Retirement Incentive Program (VRIP) - Letter of Understanding retained. - Broader VRIP opportunities by grouping Single Incumbent positions with larger like job function group. Increases VRIP opportunities, with potential to minimize or avoid layoffs.  Union Dues - Engagees Performing Bargaining Unit Work - Reducing contractor numbers will provide more opportunities for TEAM members. - Company to pay TEAM same dues amount as members pay. Memorandum of Agreement

 Allstream Acquisition - Company will not force move a TEAM member out of Manitoba.  Appendix “A” - Eight positions will be moved out-of-scope.  Schedule of Wages - 2%, 2.5%, 2.5% with no delays, effective February 20 th of each year.  Blue Cross - “Me Too” agreement. TEAM to benefit from gains by CEP and IBEW.  Housekeeping - Delete all references to MTS Media. Memorandum of Agreement

From the Bargaining Committee  Our lawyers support the Defined Contribution Pension Plan Letter of Understanding. It provides the rights needed to protect your MTS DB pension through the pension lawsuit in the courts.  Your Bargaining Committee unanimously recommends these agreements to the membership.  It truly was a team effort. - We asked you to give us a mandate to return to the bargaining table. - You responded - your “No” vote was not without risk. - You supported and trusted your Bargaining Committee. Thank You, you helped make this happen. Your TEAM Bargaining Committee

Q & A  Documents available on the web: Memorandum of Agreement Memorandum of Agreement DC Pension Plan Letter of Understanding