1. 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

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

3.  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, 2008.  Ballot counting and Result: April 1 st, 2008.  Note: Voting instructions say put ballot in brown envelope. Shortage of brown envelopes necessitated using small white envelopes instead. Voting Procedure

4.  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 2006 - First membership survey February 22, 2007 - First day of bargaining September 19, 2007 - Company’s Final Offer October 22, 2007 - TEAM filed Unfair Labour Complaint October 29, 2007 - Membership rejected Company Offer February 22, 2008 - 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

5.  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

6.  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 2010. - The VPP for 306 to 308’s increases by 1% in 2009, with a payout in 2010. Since the “No” Vote

7.  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 2009.  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

8.  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

9.  Recognition and Scope - TEAM is not restricted to Manitoba.  Duration of Agreement - Three years. Effective to February 19, 2010.  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

10.  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

11.  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

12.  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

13.  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

14.  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, 2007.  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

15.  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

16. 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

17. Q & A  Documents available on the web: Memorandum of Agreement Memorandum of Agreement www.teamunion.mb.ca/resources/negotiations/2008-02-23_Memorandum_of_Agreement_(MTS_-_TEAM).pdf DC Pension Plan Letter of Understanding www.teamunion.mb.ca/resources/negotiations/2008-02-23_DC_LOU_(MTS_-_TEAM).pdf