Beruflich Dokumente
Kultur Dokumente
Table of Contents
Topic About this Handbook All About Ryder Ryder System Inc.s Goals Ryder System Inc.s Company Overview Our History The Power of R Ryders Service Offerings And Specifically About Canada Ryder Canadas Address and Contact Listings Principles of Employment at Ryder Overview of the Principles of Business Conduct About Your Employment Employee Categories Recruitment, Transfers and Promotions Personnel Records Employee Personal Information Protection Policy Attendance, Punctuality and Dependability Dress Code Appearance Conduct Communications Use of Company Property Solicitations, Distributions and Use of Bulletin Boards Reference Checks Employee Expenses About Pay Pay Timing for Hourly Employees Overtime Pay Direct Deposit Time Records About Your Performance Performance Review Process Progressive Discipline About Your Development Training & Development at Ryder Tuition Aid Policy Online and Self Study Courses Ryder Internal Training Courses Page 6 8 9 10 11 15 16 18 19 20 21 25 26 27 29 30 35 35 36 36 36 37 38 39 40 41 42 42 42 42 44 45 46 47 48 48 49 49
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Taking Time Away from Work 50 Statutory Holidays 51 Vacation Policy 52 Bereavement Leave 56 Leaves of Absence 57 Compassionate Care Leave 58 Emergency Leave (Ontario Only) 59 Maternity and Parental Leave 60 Away from Work Due to Illness 61 About Your Benefits 62 A Word to Begin 63 About Your Benefits Guide 64 Respecting Your Privacy 65 General Information 66 Eligibility 66 Definitions 66 Enrolment 67 Cost and Participation 67 Optional Benefits 68 Effective Date 68 Changes in Coverage 68 Benefits at Age 65 69 Termination of Coverage 69 Naming Your Beneficiary 69 Earnings 70 Third Party Compensation Benefits 71 Your Benefits at a Glance 72 Compulsory Government Programs 72 Ryder Benefits 73 Insurers and Policy Numbers 75 Defining Special Terms 76 Your Benefits and Tax Considerations 77 You were Asking 78 Health and Dental Care 80 Introduction 81 Extended Health Benefit 82 Dental Benefit 83 Optional Dental Benefit 84 Health & Dental Care Provincial Health Insurance 85 Extended Health Care Plan 86 Extended Health Pay Direct Drug Benefit 90 Extended Health Vision Benefit 92 Extended Health Supplementary Hospital Benefit 94 Extended Health Supplementary Health Care Benefit 95 Extended Health Out-of-Province Emergency and Travel Assistance Benefit 98
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Travel Assistance Services Dental Plan Dental Provision Basic Benefit Dental Provision Basic Restorative Benefit Dental Provision Major Restorative Benefit Dental Provision Orthodontic Benefit How to Submit a Claim Access to Your Benefits is Easy on the Internet Survivor Protection Introduction Summary of Insurance Basic and Optional Member Life Insurance Provision Optional Dependant Life Insurance Provision Basic & Optional Member Accidental Death and Dismemberment Optional Dependant Accidental Death & Dismemberment Disability Benefits Introduction Ryders Disability Management Program Short Term Disability Claims Process Return to Work Policy (Non-Occupational Absence) Summary: Ryder Disability Benefits Ryder Disability Benefits Short Term Disability Benefits Long Term Disability Benefits Government Benefits Retirement & Savings Plan Benefits Introduction Summary: Retirement & Savings Plans General Information Ryder Plans Ryder Retirement Plan Terms Used to Determine Your Benefit Retirement Benefits Retirement Account Benefits on Early Retirement Benefits on Postponed Retirement Payment of Benefits Payment of Your Retirement Account Benefit Disability Benefit Maternity and Parental Leave Leaving the Company Death Before Retirement Group Registered Retirement Savings Plan (Group RRSP) Ryder Deferred Profit Sharing Plan (DPSP) Leaving the Company DPSP Government Plans
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101 105 108 110 112 114 116 118 119 120 120 121 123 125 128 131 132 133 135 137 138 140 142 148 152 153 154 155 157 159 163 164 165 167 167 168 169 169 169 170 171 173 178 181 182
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Old Age Security (OAS) Employee Assistance Program (EAP) Employee Stock Purchase Plan (RyderShares) Safety At Work Safety, Health & Security Policy Accidents and Emergencies Use of Seat Belts Policies to Know Preventing Workplace Violence Ryder Drug and Alcohol Policy Computer, E-Mail, Internet and Voice Mail Policy Electronic Recording Policy Anti-Nepotism Policy Employee Expenses Leaving Ryder Terminations Final Actions Acknowledgement of Receipt of the Ryder Employee Handbook Sign Off
183 184 186 187 188 189 190 191 192 195 199 205 207 208 209 210 214 215
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Please Note
Any written or oral statement by a supervisor, manager, officer or other agent of the Company, which contradicts the policies in this handbook, is invalid and should not be relied upon by any prospective or current employee.
Previous Documents/Changes
The information in this handbook supersedes all policies, procedures, location handbooks, location work rules and guidelines on the same topics published prior to the date of the publication of this handbook. The procedures, practices, policies and benefits described here may be changed or discontinued from time to time with or without notice. The Company will try to inform you of any changes as they occur.
Confidentiality
This handbook and the information it contains are confidential. No portion of this handbook should be disclosed, except to Ryder employees or persons affiliated with Ryder whose knowledge of the information is required in the normal course of business. For more details in regards to confidential or proprietary information, please refer to the Principles of Business Conduct & Ethics on pages 22-25.
Exclusions
This handbook contains Ryders policies. If you are covered by a valid and current written customer contract or a collective bargaining agreement and specific provisions of the customer contract or collective bargaining agreement
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contradict the policies found in this handbook, the provisions of the customer contract or collective bargaining agreement supersede those in this handbook provided they do not violate the law.
Further Information
All of the information provided in the handbook is in general terms. It is your responsibility to read the full Principles of Business Conduct & Ethics policy and the full Drug & Alcohol policy. If you want more information on any of the policies in this handbook, please talk to your manager or Human Resources. You may also address questions concerning your eligibility for a particular benefit, or how a policy applies to you, to your manager or Human Resources manager. Note: The terms of written insurance policies and plan documents govern all related issues.
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Emphasize Safety
Ryder will continue to promote safe practices as a critical value throughout the organization.
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Our History
With only a $35 Model A Ford truck, Ryder began its business hauling concrete back in 1933. In 1938, a Miami beverage distributor agreed to lease five trucks, launching Ryders full-service leasing business. From those beginnings, Ryder has evolved into one of the worlds leading suppliers of supply chain and transportation management solutions with nearly $5 billion in annual revenue. Throughout Ryders 70-year history there have been many important events that have shaped the success of the organization. Presented below is a chronicle of some of those historical occurrences. 1933 Company founded by James A. Ryder in Miami, Florida. First Ryder truck, a black, 1931 Model A Ford. A second truck, a 1934 Ford V-8, doubled the size of the fleet. 15 trucks in service. Champagne Velvet Beer business became the first Ryder lease account. Fleet expanded to 50 trucks. Revenue topped $100,000 for the year. Started dedicated contract carriage for The Miami Herald, a relationship that continues today. Expanded operations to five branches and 450 trucks. Revenue from truck leasing and rental activities topped $1 million. Became nationally recognized with the acquisition of Great Southern Trucking. Headquarters moved to Jacksonville, Florida. Ryder System, Inc. incorporated. Became a publicly traded company with the issue of 160,000 shares of common stock overthe-counter at $10 per share. Headquarters returned to Miami. Began international operations, offering truck leasing and rental in Canada.
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1949
1952
1955
1957
Stock listed on the New York Stock Exchange. Sold Ryder Truck Lines. Introduced Ryder Programmed Maintenance Service. Entered the auto transport business by acquiring M&G Convoy. Launched One Way Yellow Consumer Truck Rental offering. Entered insurance industry with acquisition of Southern Underwriters, a managing general insurance agency. Acquired a chain of six Truck stops of America. Entered United Kingdom market, offering truck leasing and rental. Moved to current Miami Headquarters building. Entered the Netherlands market, offering truck leasing. James A. Ryder, founder and chairman, retired. Leslie O. Barnes names President and Chief Executive Officer, elected Chairman of the Board. Corporate revenue surpassed the $1 billion mark. M. Anthony Burns elected President and Chief Operating Officer. Entered aviation business with acquisition of Aviation Sales Company. M. Anthony Burns became Chief Executive Officer. Sold Truck stops of America. Leslie O. Barnes retired as Chairman of the Board. M. Anthony Burns elected Chairman of the Board in addition to duties as President and Chief Executive Officer. Entered school bus business with acquisition of Rustman Bus Co. Entered public transportation management with the acquisition of ATE Management and Service Company. Entered German market offering truck leasing. Expanded automotive transportation operations to Canada. Formally established International division. Began operations in Poland. Spun off aviation subsidiaries.
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1970
1971
1979 1982
1986
1988
1992 1993
1994
Began operations in Mexico. Began Logistics Management with acquisition of LogiCorp. Began operations in Argentina and Brazil. Sold One Way Consumer yellow Truck Rental division. Sold Automotive Carrier division. Names most admired highway transportation company by Fortune magazine. Again named most admired highway transportation company by Fortune. Named best large Florida company for women to work for by the Florida Commission on the Statute of Women. Names one of Americas best companies for African-Americans, Asians and Hispanics by Fortune. Names one of the 50 best workplaces for Hispanic women by Latina Style. Opened the nations first Charter School in the workplace. Sold Ryder Public Transportation Services. Hired C.J. (Corky) Nelson as new Senior Executive Vice President Finance and CFO. Hired Gregory T. Swienton as President and COO. Named one of the 100 best workplaces for Hispanics by Hispanic magazine for the eighth consecutive year. Again named one of the 50 best workplaces for Hispanic women by Latina Style. Formally established an ecommerce group. Created Company-wide Asset Management Group. Launched used vehicle sales web site. Launched e-channel Solutions, an internetbased end-to-end fulfillment solutions. Launched RyderFleetProducts.com, a web site providing resources for planning, ordering and delivering of fuel, lubricants and wide range of parts and equipment. Names top Third-Party Logistics provider, for the third consecutive year, by Inbound Logistics magazine. M. Anthony Burns retires as CEO, retains role as Chairman of the Board. Gregory T. Swienton named President and CEO. Launched Asia-Pacific headquarters acquisition of Singapore-based Ascent Logistics Pte. Ltd. M. Anthony Burns retires as Chairman of the Board. Gregory T. Swienton named to Chairman of the Board, retaining roles as President and Chief Executive Officer. Settles trademark infringement lawsuit with Budget Group, Inc. Named top Third-Party Logistics Provider, for the fifth consecutive year, by Inbound Logistics magazine. Named one the 50 best workplaces for Hispanic women by Latina Style for the fifth consecutive year.
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1998
1999
2000
2001
2002
2003
Named one of the 100 best workplaces for Hispanics by Hispanic magazine for the tenth year.
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The Power of R
Did you know? That Ryder is the only company on the New York Stock Exchange with a ticker symbol that is a single letter, R. As a Ryder employee, you have the opportunity to purchase Ryder shares at a discount through the RyderShares program. For more information, please refer to the information booklet that you received when you joined us about RyderShares.
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Product supply
Inbound transportation of raw materials and/or components.
Product distribution
Outbound transportation and distribution of finished goods.
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Capacity management
A technology driven system for matching existing freight with available capacity in our network of customers
Contract Maintenance
Tailored to meet the needs of the customers fleet, from selected services at a Ryder shop or a complete turnkey maintenance operation on the customers site
On-site maintenance
Ensures that vehicle and transportation problems do not interfere with the customers business
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Ryder Canada
Canada Head Office
2233 Argentia Road, Suite 300 Mississauga, Ontario L5N 2X7 Phone: 905-826-8777 1-800-565-8495 Fax: 905-826-0079
905-759-2005
514-782-4287
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Conflicts of Interest
A conflict of interest may occur when an individuals personal interests interfere or appear to interfere with Ryders interests. Perceived conflicts of interest can be as damaging as actual conflicts. We must avoid the appearance of impropriety at all times. Gifts: You may accept or provide nominal gifts worth less than $100.00 or entertainment if it does not influence, or have the appearance of influencing objective decision making; occurs infrequently; arises out of the ordinary course of business; involves reasonable, not lavish, expenditures; does not violate the other partys companys policies; and takes place in settings that are reasonably appropriate and fitting to you, your hosts or guests, and the business at hand. Financial Interests/Investment in Other Companies: You must ensure that your financial interests do not create conflicts, as it relates to ownership of securities, participation in financial offerings or accepting loans. Providing Services to Other Companies, Including Your Own: You should not serve as an advisor, consultant, or employee of a customer, supplier, vendor, or competitor of the Company (unless the Company is being paid for these services), without written approval. You may provide services to other companies such as a not-for-profit organization or your own business, without pre-approval if there is no actual or apparent conflict of interest or violation of the Companys confidentiality policies, and you continue to meet the performance standards of your job. Reporting to Family Members and Others With Whom You Have a Close Personal Relationship/Nepotism: Working relationships between family members and close, personal friends will be evaluated as to the potential to cause an actual or apparent conflict of interest or the perception of impropriety. You must disclose these relationships to management and human resources for guidance and possible work reassignment. Further, you must ensure that your personal relationships do not interfere with your business responsibilities as it relates to inappropriate reporting relationships or providing business opportunities to them.
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Environmental Policy
Ryder supports the important goals of sustainable development, environmental protection, and pollution prevention in its business of providing transportation and logistics solutions around the world. Ryders environmental leadership team works with all levels of staff and operating employees to develop and administer programs in support of the Companys environmental policy. Employees have a responsibility to stay informed about environmental policies and programs and to take immediate corrective action to address any adverse situation or condition.
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customers, suppliers or competitors that unfairly restrain trade and/or attempt to improperly gain market share.
Consult the Principles of Business Conduct for more detailed guidance on all of the policies listed above. You may report a violation of the Principles without fear of retaliation through human resources, any manager, the Global Corporate Compliance Group at 1-800-62-RYDER or ethics@ryder.com, the Director of Audit Services, the Ryder HOTLINE at 800-815-2830, or by completing a report through ryder.com.
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Employee Categories
Employee
An individual who is paid by or receives benefits through Ryders payroll system, where Ryder withholds taxes and contributions and/or provides taxable benefits. Based on the conditions of employment, employees of Ryder fall into one of the categories defined below.
Temporary Employee
An employee who has a finite duration of time that they will be working for Ryder. They are hired to fill a temporary need. The employee is not eligible for group benefits but will receive statutory holiday pay.
Student/Co-op
Employee is currently enrolled in a learning institution and is supplementing his/her studies through a paid work term with the company. Students/Co-ops are not eligible for group benefits but are eligible for statutory holidays.
Independent Contractor
A contract person has a position assignment and is paid directly or indirectly through Ryders Accounts Payable department. The company pays for services invoiced by the individual. The contract is finite and the hours are variable. The individual is responsible for his/her own statutory tax remittance to the government and benefit coverage.
Agency Employee
A temporary worker that is placed by an agency, their employer, at a Ryder location.
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There is a Career Planning process at Ryder through the use of the Individual Development Plan. Employees are accountable for their own career planning however a number of resources internally are available to assist you. If you are interested in a particular position or career path at Ryder, talk to you manager or Human Resources to find out what skills are needed in that role.
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Personnel Records
To keep Company records up to date, you must notify your Manager and Human Resources of any changes in your: name and/or marital status address and/or telephone number number of eligible dependents emergency contact and/or your emergency contacts telephone number, or banking information. Ryder Canada respects the privacy of all employees and is committed to collect, use, disclose, secure and maintain accurate, confidential personal information in its possession, as well as, in the possession of its third party providers. Ryder complies with the Federal Personal Information Protection and Electronic Documents Acts (PIPEDA). Personal information can be defined as, but is not limited to, name, age, gender, income, social insurance number, ethnic origin, home address, personal phone number, date of birth, bank information, medical records, credit card record, etc. Ryder Canada is committed to having an open door policy. As such, upon written request, an employee can view their personal information, with manager supervision, to verify its accuracy and completeness. Ryder Canada will respond to the request within thirty (30) days. Should the information not be accurate, the employee can request, in writing, that the information be amended, if appropriate. If however, your request is denied due to cost, legal or security reasons, the employee will be advised accordingly.
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Employee Consent Under the Act, employee consent can be defined as follows: Implied consent: Consent is reasonably inferred from the action/inaction taking place. Example: Providing your social insurance number to the payroll department to set up your personnel file on the payroll system in order to receive your pay as well as obtaining your T4s for income tax purposes. Expressed consent: Consent is given either orally or in writing (signing a consent form). Exception Clause Ryder Canada reserves the right to use personal information without the employees knowledge or consent only:
If it is in the employees best interest and the consent is not available in a timely manner. If knowledge or consent would compromise the availability or accuracy of the information and collection that is required to investigate a breach of an agreement or contravention of a federal or provincial law. If the information is publicly available as specified in the regulations. If there is an emergency threatening life, health, or security.
Limiting Use, Disclosure and Retention Ryder Canada is committed to only obtain, use, retain or disclose personal information for the purpose it was requested. If Ryder Canada requires the personal information for other purposes, and an expressed consent is deemed required, all employees concerned will be contacted. Ryder Canada is required to disclose your personal information to third party providers that perform services on behalf of the company. Rest assured that although your personal information is shared with third party providers, it will remain protected under this policy. A list of the current third party providers is enclosed. See Appendix A. Accuracy Ryder Canada will maintain accurate and complete personal information. Should you need any changes to be made, you are required to inform the appropriate department. Safeguarding Personal Information Ryder Canada has developed appropriate safeguards to ensure the personal information of all employees is secure.
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Openness Access to Personal Information Ryder Canada is committed to having an open door policy. As such, upon written request, an employee can view their personal information, with manager supervision, to verify its accuracy and completeness. Ryder Canada will respond to the request within thirty (30) days. Should the information not be accurate, the employee can request, in writing, that the information be amended, if appropriate. If however, your request is denied due to cost, legal or security reasons, the employee will be advised accordingly. Note: All written requests must be submitted to your Manager. Complaint Procedure At Ryder Canada, the complaint procedure is based on the chain of command process outlined below: 1st step: 2nd step: 3rd step: The employee should speak to their immediate supervisor/manager. If the employees concern remains unsatisfied, the employee should speak to their supervisor/manager once removed (supervisor/managers manager). If the employees concern remains unsatisfied after second the step, the employee should speak to their designated Human Resources Manager.
If the employee does not feel they can receive fair treatment through the chain of command process outlined above, the employee can approach any member of the management team or human resources department at any time. Note: Ryder Canada reserves the right to amend any policies, safeguard procedures and agreements with third party providers as deemed necessary without prior notice or written consent. Any changes to this policy will not change our commitment to you. In Conclusion As an employer, Ryder Canada is committed to maintaining the privacy of employees personal information in the course of administering their responsibilities. If you have any questions concerning this policy, please do not hesitate to contact the your designated Human Resources Manager.
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APPENDIX A
Third party providers that perform services on behalf of the company
Third Party Provider Name Sunlife Manulife Towers Perrin American express ADP Royal Bank ADT Security Medisys Smith & Barney SAP United Way O.C. Tanner Drivercheck Carlson Travel Bell Canada WSIB/CSST Partners & Profile Law Firms Iron Mountain Dunn & Bradstreet GM Safety Databank Tax jurisdictions (CCRA)
Purpose/Service Benefits RRSP defined contribution pension plan Defined benefit pension plan Company credit card Payroll Corporate banking Access to the building Disability for salaried employees Ryder Shares Payroll Fund raising Service award Pre-employment medical Business Travel Bell Canada calling card Workplace accident Reference checks Legal matters Storage/archive Credit checks Car discount certificate Driver information Tax information
Note: Ryder Canada reserves the right to add, change or delete third party providers from this list as deemed necessary without prior notice or written consent.
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APPENDIX B
Example of types of personal information Name Age/date of birth Social insurance number (SIN) Home address and home phone number Gender Ethnic origin Banking information Medical records and credit card records Benefit claims Marital Status and family status Vacation and leave of absence Previous work history and references Emergency contact information Educational background Language and other job-related skills Performance evaluations Attendance Discipline Workplace accidents Promotion/demotion Years of service Salary and bonus
Use of Personal Information During your employment, Ryder Canada will require personal information from employees to carry out its responsibilities as an employer and in order for employees to derive full benefit from their employment. Employees can reasonably expect that Ryder Canada may require personal information for the following purposes:
To pay employees through direct deposit; To determine suitability for employment, promotion, training and development purposes; To review and evaluate performance; To monitor attendance; To determine eligibility for salary increases, bonuses, and other incentivebased compensation; To administer all benefit programs; To determine physical and/or mental fitness for work; To comply with legal requirements such as Income Tax Act, Employment Standards, Workers Compensation, agencies and government bodies administering those statutes.
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If you are going to be late or absent from work, you must notify your manager directly each day of your absence or if you are going to be late. Unless your operation has other requirements, this notification must be made no later than one hour before your scheduled arrival time. Important: If your position requires a replacement, you must notify your manager at least four hours before your scheduled start time.
If your manager is not available, contact another manager at your location or the individual your manager has designated as the contact person when he/she is away. Employees who fail to make this notification may be considered as having voluntarily resigned.
Dress Code
Our goal at Ryder is to deliver quality performance in a professional manner. We support employees desire to dress comfortably, while maintaining a professional, business-like appearance acceptable to our customers and employees. Many of our locations require that employees wear a uniform. In general, shorts are not permitted in Ryder locations; speak to your manager in regards to the specific requirements for your location.
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Appearance
As an employee of Ryder, you are expected to avoid extremes in dress. The Company, at its sole discretion, may ask you to leave the work area to remove articles of clothing or piercings, or cover particular body parts if they are deemed to be inappropriate or a safety hazard and are not needed as a reasonable accommodation.
Conduct
Ryder requires order and discipline to succeed and to promote efficiency, productivity, and cooperation among employees. As an employee of Ryder, you are expected to maintain proper standards of professional conduct at all times.
Communications
In order to ensure that you have the information you need to do your job well and to take advantage of the many benefits available to you as a Ryder employee, we are committed to communicating with you openly and regularly. So that employees can have an opportunity to ask their manager any questions about different communications, many communications are sent to managers first and then cascaded to employees through meetings. All communications, public speaking engagements, interviews, submissions to industry publications, in which Ryder Canada will be mentioned, must be approved by senior management before hand.
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Persons not employed by Ryder may not solicit Ryder employees on Company premises for any purposes.
Bulletin Boards
Bulletin boards maintained by Ryder are to be used for posting or distributing only these materials:
notices containing matters directly concerning Company business announcements of a business nature which are equally applicable and of interest to employees
Authorization
All posted material must have authorization from senior management.
Employee Responsibility
You are expected to:
check bulletin boards periodically for new and/or updated information and follow the rules set forth in all posted notices.
Please check with your manager in regards to where communications are posted at your location.
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Reference Checks
No Ryder employee may issue a reference letter or provide a telephone reference statement on behalf of any current or former employee. Failure to follow this policy will result in disciplinary action, up to and including termination.
Handling Inquiries
All inquiries, in writing or by telephone, regarding current or former Ryder employees must be referred to Human Resources. Personnel Records will:
furnish or verify only an employees name, dates of employment, job title, department, and validate salary information.
No other data or information will be furnished unless the employee provides a written request to the Company or Ryder is required by law to furnish the information. If the employee provides a written request, it must contain:
an authorization to furnish specific information, and a statement releasing Ryder from liability in connection with furnishing the specified information.
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Employee Expenses
In order to claim for reimbursement of expenses, you must complete the Travel Expense Statement, have your manager approve the expense statement, and then forward it onto the Shared Services Center in Alpharetta, Georgia for processing. You must attach all of your original receipts to the statement. Please ensure you include the location code where the expense should be charged to on the statement. If you have a Corporate American Express card, all expenses should be charged using this credit card.
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Overtime Pay
Ryder does not encourage work beyond normal working hours. However, there may be times when, based upon the Companys business needs, you will be required to work overtime. Prior approval of a manager is required on a daily basis before any eligible employee works overtime. Employees working overtime without their managers approval are subject to disciplinary action, up to termination. Where applicable, overtime wages are included in your pay covering your hours worked in the prior weekly period. You must calculate your overtime on a weekly basis.
Direct Deposit
All Ryder Canada employees will receive their pay by direct deposit. With direct deposit your salary payment is deposited directly into your savings or chequing account at the bank of your choice.
Time Records
Attendance documents are Company records and as such, care must be exercised in recording regular work hours, time taken for lunch and other breaks, overtime hours and absences. Employees may not: Alter, tamper with, or falsify time records in any way, or Clock or sign in or out for other employees, even with their permission.
Any violation of this policy will result in: Immediate and appropriate discipline, up to and including immediate termination and/or
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Employees Responsibilities Hourly employees are responsible for their own daily record keeping. Employees must record, on their own time records, their times of arrival, start and end of meal periods and departure. Lunch and Break Times In most locations and for most positions, lunch time is 30 minutes and employees have two 15-minute breaks. Any exceptions must be indicated on your time record and approved by your manager on a daily basis. Start time Failure to begin work immediately once you clock or sign in is considered falsification of your timekeeping records. If you forget to clock or sign in, you must immediately notify your manager so that your time may be accurately recorded for payroll purposes.
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Purpose:
The purpose of the Performance Review process is to: Set and communicate goals. Evaluate performance against goals. Improve and develop work skills. Hold themselves accountable for the results.
Review Dates
Every employee should normally receive an annual review. Most newly hired hourly employees are eligible to receive performance reviews at the completion of six months service and at least annually thereafter.
Pay Increases
Pay rates are reviewed on an annual basis. This review may or may not result in an increase to your pay. Increases to pay are based on a variety of factors, including business conditions and satisfactory work performance as documented by a performance review.
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Progressive Discipline
Ryders Expectations
The Company expects all of its employees to meet its standards of work performance as set forth in this handbook and by the employees manager.
Progressive Discipline
Progressive discipline is designed to encourage a change in behaviour by providing employees with guidance in areas that need improvement. If you do not meet the Companys standards and/or performance expectations, the Company may, under appropriate circumstances, use progressive discipline including: Verbal warning; Written warning; Final written warning, Suspension, or Last Chance Agreement; and Termination The intent of progressive discipline is to formally document problems while providing the employee with a reasonable time within which to improve performance. Important: In some circumstances, for a very serious offence, the company may not use progressive discipline and choose to move to any step in the process, up to and including termination. There is no right to or guarantee of progressive discipline. It is the discretion of the Manager, in conjunction with Human Resources, to initiate the appropriate level of discipline after reviewing the frequency and severity of the incident.
Previous Offences
If after a period of 12 months, in which the employee has been incident free, the previous performance issues or offences will be deemed to be no longer relevant. It is very important to note that during the 12-month period following the last offences, there have been no further incidents or the previous offences will remain relevant.
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Statutory Holidays
All regular full time employees and regular part time employees are eligible for statutory holidays. Here is a chart to show the statutory holidays by provincial or federal legislation:
New Years Day Good Friday Victoria Day Memorial Day Canada Day 1st Monday in August Labour Day Thanksgiving Day Remembrance Day Christmas Day Boxing Day Fed. X X X X X X X X X Alta. X X X X X X X X BC X X X X X X X X X Man. X X X X X X X X NB X X Nfld X X X X X X X X X X X X X X X X X X X X X X X X X X NS X X Ont X X X Que X X X
In Quebec, there is an additional National holiday observed on June 24th. In Alberta, there is an additional holiday for Family Day on the third Monday in August. In Manitoba, it is not provided that employees are paid for Remembrance Day if they are not required to work. In Nova Scotia if an employee is required to work, he or she shall be given a holiday with pay on another agreed upon day. As an hourly employee, to receive pay for a holiday you must work the last scheduled workday preceding the holiday and the first scheduled workday following the holiday. In addition, if you are a regular full time or regular part time employee, you are also eligible for a floating holiday, which is to be used on your birthday or the day closest to your birthday, as approved by your manager. Important: If you do not use your floating day, you will not be paid for it.
Holidays on Weekends The Company observes paid holidays that fall on a weekend on another day. Please check with your manager who receives a schedule each year. Exceptions Employees subject to collective bargaining agreements are otherwise subject to a specific customers holiday policy may not be covered by this policy.
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Vacation Policy
Policy
To provide opportunities for rest, relaxation and personal pursuits, Ryder provides vacation time off with pay for regular full time or part time employees who work 30 hours or more per week.
Eligibility
Based upon continuous service with the Company, employees earn vacation on their anniversary date of hire. Eligibility is based on service with the Company. Vacation days are allocated in accordance with the following schedule: Completed Years of Service 1 to 4 years 5 to 9 years 10 to 19 years 20 years or more Vacation Entitlement 2 weeks 3 weeks 4 weeks 5 weeks
Employees are entitled to take vacation time after the completion of each year of service. Employees will accrue vacation pay on a weekly basis according to the following schedule: Completed Years of Service 0 to 3.99 4 to 8.99 9 to 18.99 19 or more Vacation Accrual Process Hourly employees will see on each pay stub, their current weeks vacation accrual, as well as their total outstanding accrual balance. This balance represents the amount outstanding from their current year entitlement, if any, as well as the accrual for next years entitlement. This is also the amount an employee would be paid if they were to terminate employment with the company. When an employee reaches their vacation anniversary date, the accrual balance for that week ending will be used for calculating the new year vacation payment entitlement. Hourly employees must take two weeks of their vacation entitlement as vacation time, meaning that two weeks of the hourly employees accrual as of their last vacation anniversary date will be used to pay the employee during the Vacation Pay Percentage 4% 6% 8% 10%
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time they are off on vacation. Any additional vacation entitlement that the employee is eligible for may be taken as pay in lieu of vacation time, if they prefer. Please see Pay in lieu of vacation time for further information and clarification. Requests for Vacation Time Employees should make their vacation requests as far in advance as possible and/or in accordance with your locations vacation planning procedures. Your manager must approve vacation requests. Based upon the needs of the business, the Company will attempt to grant the requested dates. Your manager has the right to deny a vacation request, if it does not meet the needs of the business at that time. Managers will not refuse reasonable requests, if they can be accommodated. Please note, if a request is submitted less than 3 weeks prior to the requested vacation dates, the payment for the request may be delayed. Requests for Vacation Payments for Vacation Time Taken Managers are required to complete a Vacation Payment Request Form, including signatures, and fax this to the Payroll Department three weeks prior to the expected payment date. Payroll will calculate the vacation payment amount in accordance with the policy and process the payment on the week ending corresponding with the vacation time taken. Requests for Vacation Payments for Pay in Lieu of Vacation Time Employees are required to complete the applicable Vacation Payment Request Form, including signature, and submit this to their manager for approval. If approved, the manager will fax the signed form to the Payroll Department three weeks prior to the expected payment date. Payroll will calculate the vacation payment amount in accordance with the policy and process the payment accordingly. Managers Responsibility It is the responsibility of the location manager and employee to keep track of the vacation days requested and taken. Employees can only take vacation time or pay in lieu of vacation time that they are eligible for in any given anniversary year. Although they may have money in their vacation accrual at the time, it does not mean they are eligible to take vacation time or pay in lieu of vacation since it depends on the days, or pay in lieu, the employee has taken so far in their vacation anniversary year.
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It is also the location managers responsibility to complete, where necessary, and fax the applicable Vacation Payment Request Form to the Payroll Department three weeks prior to the expected payment date. Statutory Holidays When a statutory holiday falls on a scheduled vacation day, that day is not counted as a vacation day and should be paid as Holiday Pay. Birthday Holidays Birthday Holidays should be paid as Holiday Pay and not as vacation time. The vacation accrual does not include entitlement for the Birthday Holiday. Note: if your timesheet does not have a column for Holiday Pay use the column for Regular Pay and note Birthday Day in the comments section. Illness During Vacation If an employee falls ill or is injured while off on vacation, these days continue to count as vacation time. Vacation is not to be used for unexpected absences due to illness. Rehired or Reinstated Employees Under some circumstances, rehired or reinstated employees are given credit for their prior service with Ryder in determining vacation entitlement. In the case of rehired employees, service is bridged if the employees prior length of service was greater than the period of time between their termination date and their rehire date. Adjusted Service Date When a former employee is rehired with a bridge of service, an adjusted service date must be calculated. The date is calculated by moving the employees original hire date forward by the number of days that elapsed between termination and rehire. When an adjusted service date applies, the employees Vacation Anniversary Date would be based on the employees Rehire Date, not their Adjusted Service Date. Vacation Anniversary Date This date represents the anniversary of the original hire date for employees who have been in continuous employment with Ryder; the rehire date for employees who have left Ryder and have subsequently been rehired; or, the date an employee has transferred from part time to full time employment.
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Vacation Carry-Over Annual vacation entitlement must be taken during the year it is earned. Employees may not carry over vacation days to future years, unless there are extenuating circumstances and the employees manager must approve this in writing. Otherwise, unused vacation time is not preserved and will be forfeited. Split Vacations Normally, vacation should be scheduled on consecutive days. A split vacation may be arranged as long as the business operation is not seriously affected. However, employees must take off at least five consecutive weekdays at least once during the year. The remaining time can be split up in any way, depending upon approval by management. Pay in Lieu of Vacation Time Applies to employees who have greater than two weeks vacation entitlement during their anniversary year. If an employee has greater than two weeks vacation, they have the option of requesting the third or subsequent weeks as pay in lieu of vacation time. Pay in Lieu of Vacation Time can be requested any time during the anniversary year, however the payments must be requested in weekly increments equivalent to one or more weeks vacation pay. Employees cannot request pay in lieu of vacation time in daily amounts. Please note that pay in lieu of vacation time is taxed at a very high percentage since it is deemed a lump sum bonus payment in the Income Tax Act. Terminating Employees Employees will be paid any earned vacation pay on their final pay. Collective Agreements For all employees covered by a collective agreement, the collective agreement will be the binding document, not the policy.
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Bereavement Leave
Policy
In the unfortunate event of a death in a Ryder employees immediate family, the Company will grant that employee a paid leave of absence of up to three days. The employee can take the day before the funeral, the day of the funeral and the day after the funeral. Bereavement leave covers only scheduled working days; therefore if an employee were on vacation, bereavement leave would not apply. If additional time off is needed, employees may use vacation time or make arrangements with their manager for unpaid leave pursuant to the Leaves of Absence policy.
Sibling
Exceptions
For all employees covered by a collective agreement, the collective agreement will be the binding document not the policy.
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Leaves of Absence
Overview
Depending on the circumstances, all regular full time and part time employees may be eligible for Personal Leave Without Pay. The different types of leaves are described below.
Required Documentation
You must put your request for Personal Leave in writing. Your manager and Human Resources Manager must approve your request.
Benefits
Your benefits will not continue during Personal Leave.
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Eligibility
All permanent and part time employees are entitled to this leave.
Required Documentation
The medical certificate must be issued by a qualified medical practitioner, stating that the family member has a serious medical condition and as a result, there is a significant risk of death within 26 weeks.
Reinstatement
Following your leave you will be reinstated into your former position, or be given a comparable position in the same location and with the same wages and benefits.
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Emergency days are counted as full days, even if the employee only takes part of the day.
Required Notification
An employee must inform their manager that they will be taking an emergency leave of absence. If an employee has to begin an emergency leave before notifying their manager, they must inform the employer as soon as possible after starting the leave.
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Those returning from a maternity or parental leave will be entitled to their previous position, or one of comparable value, at the minimum salary before the leave. You must provide a written request to your Manager two weeks prior, if you intend to change your return to work date.
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A word to begin
Ryder Logistics and Transportation Solutions Worldwide is committed to its employees. A significant part of this commitment is a comprehensive benefit program that provides extensive financial protection for you and your family. Many of these benefits are paid for entirely by Ryder. Others are available on an optional basis to meet your own individual needs at attractive group rates. We provide a range of plans that work to minimize the financial impact of catastrophic events on you and your family. This coverage can make all the difference when you really need it. Of course, we must balance your need for adequate protection with Ryders need to manage the cost of benefits. We will continue to review the plans; obviously, what is appropriate today may not be in the future. These benefits are an important part of your total compensation at Ryder. Together with the Companys contributions on your behalf to government benefit plans, they represent a significant portion of your total compensation package. Please make sure you understand how they work so you can use them effectively. This section of your handbook outlines each of the plans in your benefits program. We realize that continuous communication about your benefits will help ensure that they are used properly and that they therefore serve as a true enhancement of your total Ryder compensation package. We will therefore update this section as often as required. Please ensure that you keep this handbook updated with the inserts you will receive by lotus notes or from your manager or that we will update on the intranet. We will provide you with the necessary information for you to access the information or continue to receive updates as they become available. Read through this information, and share it with your family. Remember, however, that this is only a summary of the official documents (insurance contracts and policy documents) that govern actual benefits and services. For more information, simply call Nadia Arnone at 905-812-2370 or Lesley Kerr at 905-812-2384.
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Your Plan Administrator is Nadia Arnone and she can be reached at 905-8122370.
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The statements in this booklet are only a summary of some of the provisions in the master policy. If you need further details on the provisions which apply to your group benefits you must refer to the master policy (available from Human Resources)
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General Information
Eligibility
You are eligible, and continue to be eligible, to be a member while you meet all of the following conditions: 1. You are actively working for Ryder Truck Rental Canada Ltd. 2. You regularly work for Ryder Truck Rental Canada Ltd., at least 30 hours each week. 3. You have been continuously employed by Ryder Truck Rental Canada Ltd., at least as long as the waiting period. 4. You are a resident of Canada. Waiting Period the first of the month following 30 days of employment (from the date of hire). You are eligible, and continue to be eligible, for dependant coverage while you meet all of the following conditions: 1. You are a member. 2. You have at least one dependant. 3. Your dependants are residents of Canada.
Definitions
Dependant: Means your spouse or a dependent child of you or your spouse. If Sun Life does not approve evidence of insurability required for a dependant, he/she will not be a covered dependant. Means a natural, adopted or step-child who is not married or in any other formal union recognized by law, who is entirely dependent on you for maintenance and support and who is: 1. under 21 years of age, 2. under 26 years of age and attending a college or university full-time, or 3. physically or mentally incapable of self-support and became incapable to that extent while entirely dependent on you for maintenance and support and while eligible under 1) or 2) above.
Dependent child:
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Spouse:
Means your spouse by marriage or under any other formal law, or a person of the opposite or same sex who is living with you in a conjugal relationship for 12 consecutive
Enrolment
An eligible person enrolls for Optional Life Insurance by submitting a completed enrolment form and evidence of insurability to Sun Life. A member requests Optional Dependant Life Insurance by submitting a completed enrolment form and evidence of insurability to Sun Life. An eligible person enrolls for all other coverage by submitting a completed enrolment form. A member requests all other dependant coverage by submitting a completed enrolment form. If you enroll more than 31 days after you become eligible, you are considered a late entrant and you must submit evidence of insurability to Sun Life. If you request dependant coverage more than 31 days after you become eligible, you are considered a late entrant and must submit evidence of insurability for each dependant to Sun Life. If you have no dependants when you enroll and later acquire one, request dependant coverage, (e.g. birth of a first child, marriage). If your new dependant is a common-law spouse, see your Plan Administrator to find out how to enroll for dependant coverage. For late entrants, evidence of insurability submitted to Sun Life is at your expense.
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Optional Benefits
You may apply for optional benefits when you first become eligible for them. The following conditions apply: You may rejoin the Optional Hospital Benefit and/or Optional Dental Benefit on August 1st of any year. If you apply for the Optional Hospital Benefit and/or Optional Dental Benefit, you must keep this coverage in effect for at least 12 months. You may cancel other optional benefits at any time. You may apply for optional life and accident insurance benefits at any time. Optional life insurance benefits are subject to approval by Sun Life. You (or your spouse) must complete a statement of health to provide evidence of insurability.
Effective Date
Your coverage is effective on the latest of the first of the month coinciding with or following the date that you became eligible, the date that you enroll for coverage, or the date that Sun Life approves your evidence of insurability.
Your dependant coverage is effective on the latest of the date that you become eligible for dependant coverage, the date that you request dependant coverage, or the date that Sun Life determines the insurability of all of your dependants and approves at least one dependant.
If you are absent from work on the date your coverage or your dependant coverage would be effective, then that coverage will not be effective until the date you return to active work.
Changes in Coverage
If you request an increase in the amount of Optional Life Insurance, you must submit evidence of insurability to Sun Life. If you request an increase in the amount of Optional Dependant Life Insurance, you must submit evidence of insurability for your dependant to Sun Life. The increase in the amount of
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coverage will be effective on the date that Sun Life approves the evidence of insurability. If Sun Life does not approve an increase in the amount of your coverage or the amount of your dependant coverage, any further increase in the maximum benefit amount will not be effective unless evidence of insurability is approved. An increase in the maximum benefit amount will be effective on the date Sun Life approves the evidence of insurability. If, due to disease or injury, you are not actively working on the date of an increase in your benefits, the amount of your coverage or the amount of your dependant coverage would be effective, the increase becomes effective on the date you return to active work. Sun Life may require evidence of insurability to establish the date that you are physically and mentally fit to return to active work. If so, the increase becomes effective on the date Sun Life establishes. If Sun Life does not approve the evidence of insurability required, the increase will not be effective.
Termination of Coverage
Your coverage could terminate for a number of reasons. For example, you are no longer eligible, (i.e. you are no longer actively working), you reach the Termination Age, for optional coverage, the month in which your last contribution is paid, the provision of the policy terminates.
Coverage for your spouse and/or dependants may end earlier than this, if they no longer meet the definition of eligibility. Your drug card must be returned to your manager upon termination.
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beneficiary, the benefit(s) will be paid to your estate. Please contact your Plan Administrator if you wish to review or change your beneficiary designation. You are automatically the beneficiary for any Optional Life and/or Accident Insurance you purchase for your spouse and children.
*In Quebec, designation of your legal spouse may be considered irrevocable and cannot be changed without the permission of your spouse.
Earnings
Explanation of Benefits Calculations - all employees on the hourly benefit program, regardless of the method of remuneration (i.e. by trips, kilometers, etc.), will have benefit coverage for basic life insurance, accidental death and dismemberment and short term and long term disability benefit coverage amounts calculated using a base number of hours per week times an hourly rate of pay. Now and until future notice, the base number of hours per week is 40 hours per week for all material handlers and/or service employees and 45 hours per week for all drivers. Eligible part-time employees will be based on standard scheduled hours per week.
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Guaranteed basic health care services Income replacement insurance for employees injured while working Income replacement insurance for employees who are terminated
Employment Insurance
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Ryder Benefits
Benefit Summary Costs For more details Page
Health & Dental Benefits Extended Health Covers many health Plan Drug, expenses not covered Supplementary by your Provincial Health, Basic Health Insurance Plan Hospital, Out-ofProvince and Travel Assistance Benefits, Optical Semi-private hospital Optional room Hospital benefit
Dental plan
Preventive, basic, major and orthodontic services Increase in yearly maximum benefit from the Ryder paid dental plan.
Optional benefit. Employee pays cost. Opportunity to add this benefit every August 1st for a minimum of a 12-month period. Ryder pays the cost Optional benefit. Employee pays cost. Opportunity to add the benefit every August 1st for a minimum of a 12-month period.
Disability Benefits After 1st day of Ryder pays cost. Short Term accident/hospitalization Disability Plan or 4th day of illness, partial earnings paid up to 15 weeks from Sun Life and a further 11 weeks from EI. 60% of earnings, taxEmployee pays Long Term mandatory free, up to cost Disability Plan age 65, if totally disabled.
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Survivor Protection Life Insurance 1 X annual earnings Basic Life Insurance Units of $10,000, up to Optional Life $250,000 Insurance Units of $10,000 up to Optional Life $250,000 Insurance Spouse $10,000 per child Optional Life Insurance Children Accident Insurance Basic Employee 1 X annual earnings Accidental Death & Dismemberment (AD&D) Units of $10,000, up to Optional Employee AD&D $250,000 Optional AD&D Units of $10,000, up to $250,000 Spouse Optional AD&D Children $10,000 per child
Ryder pays cost Optional benefit. Employee pays cost. Optional benefit. Employee pays cost. Optional benefit. Employee pays cost. Optional benefit. Employee pays cost.
Optional benefit. Employee pays cost. Optional benefit. Employee pays cost. Optional benefit. Employee pays cost. Ryder pays cost.
Retirement & Savings Plans Provides a lifetime Ryder Retirement Plan: monthly income based on your service and Pension career earnings. Account Accumulates a lump Retirement sum amount used to Account buy an annuity. You may use your Ryder Group accumulated savings Registered to provide a lifetime Retirement retirement income Savings Plan (Group RRSP) When you contribute to Ryder Deferred the Group RRSP, Profit Sharing Ryder makes matching Plan (DPSP) contributions to the DPSP up to certain limits.
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Not applicable Retirement Pension Plan: 10000564 Group RRSP: 20000564 Deferred Profit Sharing Plan: 30000564 Not applicable
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My parents live with me and depend on me for support. Does the benefits program cover them?
No. Only your spouse and/or dependent children who meet the definition of eligibility are covered by the benefits program in addition to you.
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What if I turn 65 and continue to work at Ryder, what happens to my benefit coverage then?
After age 65, your benefit coverage will change based on the fact that the government now covers some of your coverage. Your health and dental coverage and your out-of-province health coverage will continue as is until age 70. Your short and long term disability benefits will end at age 65. You are eligible for 50% of any Basic or Optional Life Insurance you have up until age 70. If you have any questions, please contact Nadia Arnone at 905-812-2370.
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*The deductible applies per calendar year. The deductible applies to the combined eligible expenses of Part C and E. **Maximum for eyeglasses/contact lenses every 24-month period for you and for each covered dependant. Other maximums are listed under the appropriate Provision page. ***Limited to 31 days per disability. ****Optional Hospital Benefit: additional 31 days per disability. NOTE: If optional hospital is elected, this benefit will be applied before the regular hospital benefit.
Lifetime Maximum: $350,000 for you and each covered dependant for the combined eligible expenses under Parts A, B, C, D and E. Termination Age: members 70th birthday or retirement, if earlier.
Version: December 2006 Ryder Truck Rental Canada Ltd. Page 82
Dental Benefit
Part Benefit Deductible Per Per person family unit None None $50* $150* $50* $50* $150* $150* Reimbursement Maximum
A B C D
$1,000** ** ** $1,500***
*The deductible applies per calendar year. The deductible applies to the combined eligible expenses of Parts B, C and D. **The maximum amount payable applies to the combined eligible expenses incurred in a calendar year under Parts A, B and C for you and for each covered dependant. ***The maximum lifetime amount payable applies to the eligible expenses incurred under Part D for you and for each covered dependant. Late Entrant Maximum: If you or your eligible dependant becomes covered more than 31 days after the date you became eligible for the Dental coverage, the maximum amount payable for the combined eligible expenses of all parts incurred during the first 12 months of coverage will be limited to $250 for you and for each covered dependant. Termination Age: members 70th birthday or retirement, if earlier. Dental Fee Guide: The applicable fee guide is the one in force for general practitioners on the day when and in the province where the expense is incurred or, for expenses incurred outside Canada, in the province of residence of the member. For expenses incurred in Alberta, or outside Canada by an Alberta resident, the applicable fee guide is the 1997 Alberta Fee Guide plus an inflationary adjustment determined by Sun Life.
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A B C D
$1,500** ** ** $1,500***
*The deductible applies per calendar year. The deductible applies to the combined eligible expenses of Parts B, C and D. **The maximum amount payable applies to the combined eligible expenses incurred in a calendar year under Parts A, B and C for you and for each covered dependant. ***The maximum lifetime amount payable applies to the eligible expenses incurred under Part D for you and for each covered dependant. Late Entrant Maximum: If you or your eligible dependant becomes covered more than 31 days after the date you became eligible for the Dental Coverage, the maximum amount payable for the combined eligible expenses of all parts incurred during the first 12 months of coverage will be limited to $250 for you and for each covered dependant. Termination Age: members 70th birthday or retirement, if earlier. Dental Fee Guide: The applicable fee guide is the one in force for general practitioners on the day when and in the province where the expense is incurred or, for expenses incurred outside Canada, in the province of residence of the member. For expenses incurred in Alberta, or outside Canada by an Alberta resident, the applicable fee guide is the 1997 Alberta Fee Guide plus an inflationary adjustment determined by Sun Life.
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Benefit
Your Provincial Health Insurance Plan pays for most of your basic medical expenses. While coverage varies slightly from province to province, most plans pay for: Doctors and surgeons fees Specialists fees, when referred by a general practitioner Diagnostic procedures, including x-rays and lab tests Maternity care Standard ward hospital accommodation Out-patient treatment
For more information on your Provincial Health Insurance Plan, contact your provincial health ministry.
Cost
Ryder pays the full cost of your Provincial Plan premiums in provinces where premiums apply. In some other provinces, Ryder pays a payroll tax toward the cost of your Provincial Plan coverage.
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Benefit
You will be reimbursed when you submit proof to Sun Life that you or your covered dependant has incurred any of the eligible expenses for medically necessary services required for the treatment of disease or bodily injury. To determine the amount payable, the total amount of eligible expenses you claim will be adjusted as follows: The maximums described throughout the extended health benefit provisions are applied, Then the deductible, which must be satisfied each calendar year, is subtracted, and The reimbursement percentage is applied.
The intentional omission, misrepresentation or falsification of information relating to any claim constitutes fraud.
Co-ordination of Benefits
If you or your covered dependant are covered under another plan and the other plan does not contain a co-ordination of benefits clause, payment under the other plan must be made first. If the other plan does contain a co-ordination of benefits clause, priority of payment will be attributed in the following order: Member 1. The plan where the person is covered as a member, 2. If a person is covered under two plans, priority goes to The plan where the member is a full-time employee, The plan where the member is a part-time employee,
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Spouse
3. The plan where the person is covered as a member Dependent Child 4. The plan of the parent with the earlier birth date (month/day) in the calendar/benefit year. 5. The plan of the parent whose first name begins with the earliest letter in the alphabet, if the parents have the same birth date. 6. In situations where parents are separated/divorced, then the following order applies, The plan of the parent with custody of the dependent child, The plan of the spouse of the parent with custody of the dependent child, The plan of the parent not having custody of the dependent child, The plan of the spouse of the parent not having custody of the dependent child. If a dental accident occurs, health plans with dental accident coverage will pay benefits before dental plans. If priority cannot be established in the above manner, the benefits will be prorated in proportion to the amount that would have been paid under each plan had there been coverage by only that plan. Following payment under another plan, the amount of benefit payable under this plan will not exceed the total amount of eligible expenses incurred less the amount paid by the other plan. Subrogation Subrogation is a legal practice giving Ryder Truck Rental Canada Ltd. the right to be reimbursed for benefits paid to you if you have been compensated by another person who is responsible for your loss. The intent of subrogation is to limit your benefit payments to the amount you actually lost. Lets assume a person is responsible for your disability, and is required to compensate you for any of the loss that results from your disability. If Ryder Truck Rental Canada Ltd. is paying or has paid your loss of income benefits, you may be receiving more income than you earned before you became disabled. In that case, you would reimburse Sun Life for the loss of income benefits Sun Life has paid. If you receive an amount for future loss of income, that amount will reduce your future loss of income benefits from Ryder Truck Rental Canada Ltd.
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Subrogation also applies to any medical and/or dental expenses you have been paid as a result of an injury caused by another person. Once the person who is responsible for your loss compensates you, you must reimburse Ryder Truck Rental Canada Ltd. If subrogation applies to your claim, Sun Life will contact you to obtain the information required to proceed. You will be required to sign an undertaking to reimburse Sun Life for any amount recovered, which exceeds 100% of income or expenses. Before agreeing to a settlement of your claim, Ryder Truck Rental Canada Ltd.s approval must be obtained.
Claims
A claim must be received by Sun Life within 18 months of the date that the expense is incurred. However, if your coverage terminates, any claim must be received by Sun Life no later than 90 days following the end of the coverage. For the assessment of a claim, itemized bills, attending physician statements or other necessary information are required. If your physician is recommending medical treatment that is expected to cost more than $1,000, you should request pre-authorization to ensure that the expenses are covered. There is a time limit for proceedings against Sun Life for payment of a claim. Proceedings must be started within 1 year of Sun Lifes receipt of the proof of claim.
Exclusions
No benefit is payable for Expenses for which benefits are payable under a Workers Compensation Act, Workplace Safety and Insurance Act or a similar statute, Expenses incurred due to intentionally self-inflicted injuries, Expenses incurred due to civil disorder or war, whether or not war was declared, Expenses for services and products, rendered or prescribed by a person who is ordinarily a resident in the patients home or who is related to the patient by blood or marriage, Expenses for which benefits are payable under a government plan, Expenses for benefits which are legally prohibited by the government from coverage,
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At Termination
If, on the date of termination of your coverage, You have a medically determinable physical or mental impairment due to injury or disease which prevents you from performing the regular duties of the occupation in which you participated just before the impairment started, regardless of the availability of work for you, or Your covered dependant has a medically determinable physical or mental impairment due to injury or disease, is receiving treatment from a physician and is confined to a hospital or his home,
Benefits will be payable for eligible expenses related to the impairment provided they are incurred within 90 days of the date of termination and this provision continues in force.
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pharmacist will review an eligible drug against your past drug claims for possible harmful effects to your health, such as a severe drug interaction.
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Eligible Expenses
Eligible expenses mean reasonable and customary charges for the following items of expense: 1. eye examinations by an ophthalmologist or optometrist limited to one examination in a 24-month period. 2. eyeglasses and contact lenses and repairs to them that are necessary for the correction of vision and are prescribed by an ophthalmologist or optometrist, limited to the maximum specified in the Summary of Benefits for eligible expenses incurred during a 24 month period for you and for each covered dependant. 3. eyeglasses and contact lenses certified by an ophthalmologist as necessary due to a surgical procedure or the treatment of keratoconus, limited to a lifetime maximum of $200 for the non-surgical treatment of keratoconus for you and for each covered dependant and a maximum of $200 for expenses incurred within six months of each surgical procedure.
Exclusions
No benefit is payable for 1. expenses incurred under any of the conditions listed on the Extended Health Provision page as an Exclusion.
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Exclusions
No benefit is payable for 1. expenses incurred under any of the conditions listed on the Extended Health Provision page as an exclusion.
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program provided however that covered expenses shall be limited to the same hourly rate as that payable by such home care program, and services shall be limited to 100 hours per month, and a calendar year maximum of $25,000. 4. the services of a dental surgeon, including dental prosthesis, required for the treatment of a fractured jaw or for the treatment of accidental injuries to natural teeth if the fracture or injury was caused by external, violent and accidental means, provided the services are performed within 12 months of the accident but excluding services required in conjunction with such fracture or injury due to a condition that existed before the accident. A physician's prescription is not required. 5. licensed ground ambulance service to the nearest hospital equipped to provide the required treatment when the physical condition of the patient prevents the use of another means of transportation. 6. emergency air ambulance service to the nearest hospital equipped to provide the required treatment when the physical condition of the patient prevents the use of another means of transportation, and, if the patient requires the services of a registered nurse during the flight, the services and return air fare for a registered nurse. 7. orthopaedic shoes, orthopaedic modifications to shoes, and orthotics, when they are required for the correction of deformity of the bones and muscles and provided they are not solely for athletic use, limited to $150 in a calendar year. 8. hearing aids and repairs to them, excluding batteries, limited to $750 for eligible expenses incurred during a 3-year period. 9. trusses and crutches. 10. braces, provided they are not solely for athletic use. 11. artificial limbs or other prosthetic appliances. 12. oxygen. 13. diagnostic laboratory and x-ray examinations. 14. blood glucose monitors for insulin dependent diabetics, limited to $150 for eligible expenses incurred during a 5-year period.
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15. rental, or purchase at our option, of durable equipment which is required for temporary therapeutic use in the patient's home and is approved by Sun Life. Eligible durable equipment includes, but is not limited to, items such as: a. wheel chairs, b. wheel chair repairs, limited to a lifetime maximum of $250, c. walkers, d. hospital beds, e. traction kits. 16. the following hospital and medical services which are not offered in the province of residence and are performed following written referral by the attending physician in the patient's province of residence. a. public ward accommodation and auxiliary hospital services in a general hospital limited to, after deducting the amount payable by a government plan, $75 a day for 60 days in a calendar year. b. services of a physician limited to, after deducting the amount payable by a government plan, the level of physicians' charges in the patient's province of residence. Items of expense incurred outside Canada are eligible only if they are not offered in any province in Canada.
Exclusions
No benefit is payable for 1. expenses for the services of a registered nursing assistant (R.N.A.), licensed practical nurse (L.P.N.) or homemaker, 2. expenses for items purchased solely for athletic use, 3. dental expenses, except those specifically provided under Eligible Expenses for treatment of accidental injuries to natural teeth, 4. utilization fees which are imposed by the provincial health care plan for the use of a service, 5. expenses incurred under any of the conditions listed on the Extended Health Provision page as an Exclusion.
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Definitions:
Emergency means a sudden, unexpected occurrence (disease or injury) that requires immediate medical attention. This includes treatment (non-elective) for immediate relief of severe pain, suffering or disease, which cannot be delayed until you or your covered dependant, is medically able to return to your province of residence. For example, if you or your covered dependant has a medical condition that required treatment or a change in medication in the three months prior to departure, you should discuss the stability of the medical condition with your physician. If a questionable claim occurs, you will be asked to provide medical information from your physician to show that the expenses could not have been foreseen. Family member means you or your covered dependant. Reasonable and customary charges mean those, which are usually made to a person without coverage for the items of expense, listed under Eligible Expenses and which do not exceed the general level of charges in the area where the expense is incurred.
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a. return transportation for covered dependent children who are under the age of 16, or who are handicapped, if they are left unattended because you or your spouse is hospitalized outside your province of residence. We will arrange the transportation of the dependent child to your home, and if necessary, an escort will be provided to accompany him. The maximum payable for the return transportation is a one-way economy fare for each dependent child. b. return transportation for family members, if the hospitalization of a family member prevents them from returning home on the originally scheduled, pre-paid transportation, and consequently requires them to purchase new return tickets. The extra cost of each return fare is payable to a maximum of a one-way economy fare, less any amount reimbursed for the unused, return tickets. c. visit of one relative, if a family member is hospitalized for more than 7 days while traveling without a relative. This includes meals and accommodation up to a maximum of $150 per day, and round-trip economy transportation, for one relative. These expenses are also covered when it is necessary for a relative to identify a deceased family member before the release of his body. d. meals and accommodation up to a maximum of $150 per day per family, if a trip is extended because a family member is hospitalized. The combined maximum amount payable for the above family assistance benefits is $5,000 for one travel emergency. 2. return of a deceased family member. The necessary authorizations will be obtained and arrangements made for the return of the deceased to his province of residence. The maximum amount payable for the preparation and return of the deceased is $5,000. Preparation of the deceased includes expenses for cremation at the place of death. Return of the deceased includes a basic shipping container, but excludes expenses for burial, such as burial caskets and urns. 3. return of a vehicle. If a family member is unable to operate a vehicle (owned or rented) because he is being returned to Canada for medical treatment, Sun Life will administer reimbursement of the cost of returning this vehicle to his province of residence, or the nearest appropriate rental agency. This benefit is also payable in the event of a family member's death. The maximum amount payable for returning the vehicle is $1,000.
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When calling the 24-hour help line, please be ready to state your Plan No., Certificate No., ID No., and Provincial Medical Coverage Plan/Health Card Number. Please give Worldwide Assistance your hospital, hotel or other current telephone number, so they can stay in touch with you. In an emergency, contact Worldwide Assistance Services Inc. as soon as possible. Physicians and hospitals can call to confirm benefits and arrange direct payment. Worldwide Assistances operations center in Washington, D.C. is open 24 hours a day. In the USA and Canada, call: In Mexico, call: Elsewhere, call collect: Fax: E-mail: 1 800 511 4610 001 800 368-7878 (202) 296-7493 (202) 331-1528 ops@worldwideassistance.com
Remember to add the long-distance calling code to the USA at the beginning of the (202) numbers above. You should carry your Medi-Passport card with you whenever you travel outside your province. If you do not have a card, please contact Nadia Arnone at 905812-2370, to receive one.
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Due to conditions such as war, political unrest, epidemics, and geographic inaccessibility, emergency assistance services may not be available in certain countries. For more information on travelling conditions and the availability of Worldwide Assistance services in a particular country, please call the appropriate 24-hour help line. Neither Sun Life nor Worldwide Assistance is responsible for the availability, quality or results of the medical treatment received by you or your covered dependant, or for the failure to obtain medical treatment.
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Dental Plan
Benefit
You will be reimbursed when you submit proof to Sun Life that you or your covered dependant has incurred any of the eligible expenses for necessary dental services performed by a dentist. To determine the amount payable, the total eligible expenses claimed are adjusted as follows: 1. the deductible, which must be satisfied each year, is subtracted, 2. the reimbursement percentage is applied, and 3. the maximums specified in the Summary of Benefits are applied. The intentional omission, misrepresentation or falsification of information relating to any claim constitutes fraud. Sun Life reserves the right to refuse any assignment of benefits under this provision.
Co-ordination of Benefits
If you or your covered dependant are covered under another plan and the other plan does not contain a co-ordination of benefits clause, payment under the other plan must be made first. If the other plan does contain a co-ordination of benefits clause, priority of payment will be attributed in the following order: Member 1. 2. The plan where the person is covered as a member, If a person is covered under two plans, priority goes to the plan where the member is a full-time employee, the plan where the member is a part-time employee, the plan where the member is a retiree.
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Dependent Child 4. The plan of the parent with the earlier birth date (month/day) in the calendar year. 5. The plan of the parent whose first name begins with the earlier letter in the alphabet, if the parents have the same birth date. 6. In situations where parents are separated/divorced, then the following order applies, the plan of the parent with custody of the dependent child, the plan of the spouse of the parent with custody of the dependent child, the plan of the parent not having custody of the dependent child, the plan of the spouse of the parent not having custody of the dependent child. If a dental accident occurs, health plans with dental accident coverage will pay benefits before dental plans. If you or your covered dependant incurs expenses for the services of a dentist for the treatment of accidental injuries to teeth, payment for these expenses must be made under an extended health coverage plan that includes these expenses as eligible expenses, before payment will be made under this provision. If priority cannot be established in the above manner, the benefits will be prorated in proportion to the amount that would have been paid under each plan had there been coverage by only that plan. Following payment under another plan, the amount of benefit payable under this plan will not exceed the total amount of eligible expenses incurred less the amount paid by the other plan.
Subrogation
Subrogation is a legal practice giving Ryder Truck Rental Canada Ltd. the right to be reimbursed for benefits paid to you if you have been compensated by another person who is responsible for your loss. The intent of subrogation is to limit your benefit payments to the amount you actually lost. Let's assume a person is responsible for your disability, and is required to compensate you for any of the loss that results from your disability. If Ryder Truck Rental Canada Ltd. is paying or has paid your loss of income benefits, you may be receiving more income than you earned before you became disabled. In that case, you would reimburse Sun Life for the loss of income benefits Sun Life has paid. If you receive an amount for future loss of income, that amount will reduce your future loss of income benefits from Ryder Truck Rental Canada Ltd.
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Subrogation also applies to any medical and/or dental expenses you have been paid as a result of an injury caused by another person. Once you are compensated by the person who is responsible for your loss, you must reimburse Ryder Truck Rental Canada Ltd. If subrogation applies to your claim, Sun Life will contact you to obtain the information required to proceed. You will be required to sign an undertaking to reimburse Sun Life for any amount recovered, which exceeds 100% of income or expenses. Before agreeing to a settlement of your claim, Ryder Truck Rental Canada Inc.s approval must be obtained.
Claims
A claim must be received by Sun Life within 18 months of the date the expense is incurred. However, if your coverage terminates, any claim must be received by Sun Life no later than 90 days following the end of the coverage. For the assessment of a claim, itemized bills, commercial laboratory receipts, reports, records, pre-treatment x-rays, study models, independent treatment verification or other necessary information may be required. If your dentist has recommended dental treatment that is expected to cost more than $500, you must have your dentist prepare a pre-treatment plan. There is a time limit for proceedings against Sun Life for payment of a claim. Proceedings must be started within 1 year of Sun Life's receipt of the proof of claim.
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Exclusions
No benefit is payable for 1. expenses for cosmetic services, 2. expenses incurred for the treatment of malocclusion or for orthodontic treatment,
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3. expenses for replacement of space maintainers which have been lost, stolen or mislaid, 4. expenses incurred for full mouth reconstructions, for vertical dimension correction or for correction of temporomandibular joint dysfunction, 5. expenses incurred under any of the conditions listed on the Dental Provision page as an Exclusion or Limitation.
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Exclusions
No benefit is payable for 1. expenses for cosmetic services, 2. expenses incurred for the treatment of malocclusion or for orthodontic treatment, 3. expenses for replacement of space maintainers which have been lost, stolen or mislaid, 4. expenses incurred for full mouth reconstructions, for vertical dimension correction or for correction of temporal mandibular joint dysfunction, 5. expenses incurred under any of the conditions listed on the Dental Provision page as an Exclusion or Limitation.
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h. anaesthesia (if performed in conjunction with oral surgery) general anaesthesia neuroleptanalgesic conscious sedation i. in office laboratory procedures Replacement of an existing denture, bridgework, crown, inlay or onlay is an eligible expense if the replacement is required to replace an existing denture, bridgework, crown, inlay or onlay which was installed at least 5 years before the replacement, limited to a maximum eligible expense of the value and quality of the original denture, bridgework, crown, inlay or onlay. The addition of teeth to an existing partial denture or bridgework is an eligible expense if the addition is required to replace one or more teeth removed while you or your covered dependant is covered under this benefit.
Exclusions
No benefit is payable for 1. expenses for cosmetic services, 2. expenses for initial dentures and bridgework (including crowns and inlays forming the abutments) to replace a tooth or teeth missing before you or your covered dependant became covered under this benefit or to replace a tooth or teeth congenitally missing, 3. expenses for crowns and onlays, placed on a tooth not functionally impaired by incisal angle or cuspal damage, 4. expenses for replacement of periodontal appliances or dentures which have been lost, stolen or mislaid, 5. expenses for prosthetic devices which are ordered while you or your or covered dependant is covered under this benefit but are installed after termination of this benefit, 6. expenses for replacement of dentures, bridgework, crowns, inlays or onlays and addition of teeth to existing dentures or bridgework except as provided under Eligible Expenses, 7. expenses for permanent splinting, 8. expenses for full mouth reconstructions, for vertical dimension correction or for correction of temporomandibular joint dysfunction, 9. expenses incurred under any of the conditions listed on the Dental Provision page as an Exclusion or Limitation.
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Exclusions
No benefit is payable for 1. expenses for replacement of orthodontic appliances which have been lost, stolen or mislaid. 2. expenses incurred for full mouth reconstructions, for vertical dimension correction or for correction of temporomandibular joint dysfunction, 3. expenses incurred under any of the conditions listed on the Dental Provision page as an Exclusion or Limitation.
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Pre-Treatment Review
If you or an eligible family member requires major dental work, you may find our in advance how much of the cost will be covered by this plan. Simply pick up a dental claim form from your Benefits administrator and ask your dentist to complete Part One of the form. Submit the form to Sun Life for review before any work begins. Sun Life will then let you and your dentist know how much the plan will pay and how much you will need to pay on your own. You are encouraged to take advantage of the pre-treatment review process to avoid unpleasant surprises.
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Internet
When you sign up for direct deposit, you can submit claims on our Plan Member Services site. Your payment gets to you faster deposited directly to your bank account, usually within 24 to 48 hours from the time your claim has been processed. Just follow the easy steps to submit your claim. When your claim has been processed, we will send you an e-mail to notify you about the status of your claim.
Mail
All eligible expenses can be claimed by mailing your claim submissions. You can get claim forms from Nadia Arnone or, using your Access ID and password to enter our Plan Member Services Web site; you can download personalized medical and dental forms. Just complete the claim form, enclose the original receipts and mail it to the Sun Life office nearest you. Be sure to keep a copy of the claim form and receipts for your records. For most medical and dental claims, Sun Life can usually process your claim in three to five working days from when they receive it. More complex claims can take longer. Upon approval of your first claim, you will receive a claim statement in the mail.
Electronic Submission
Many dentists choose to submit claims electronically on behalf of their patients. This means you wont need to complete a claim form.
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Once you have signed up, instead of receiving a paper claims statement and a reimbursement cheque in the mail, you will receive an e-mail letting you know when your claim has been processed. You can then sign on the Plan Member Services site to view or print the details of your claim. You claim details are available for six months. If you require paper copies for future reference, please make sure to print your claim statements as soon as possible. Direct deposit is a fast and easy way to receive reimbursement for your eligible expenses.
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Sign up for direct deposit and submit claims for faster claims processing. View medical and dental claim information to help you keep track of your claims. Update your personal information on the site, such as your address, telephone number, e-mail address and password. Traveling soon? Print a wallet card so you have contact number while youre away. Print a personalized Pay-Direct drug card. Check the balance of your Health Spending Account to help you manage your account. Check when youre eligible for your next pair of eyeglasses, so you know when you are covered to purchase a new pair. Check when youre eligible for coverage of your next dental exam book your appointment when you know youll be covered. Download personalized medical and dental claim forms less information for you to complete.
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Survivor Protection
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Survivor Protection
Introduction
For peace of mind, its important to make adequate plans for the financial security of our survivors, especially those who are partly or entirely dependent on us for support. Permanent injury or loss of function due to an accident is another risk that can have serious financial consequences. Ryder lays the foundation for solid financial protection by providing you with basic life and accident insurance. Ryder pays the full cost of this basic coverage. You can build on this foundation by selecting optional life and accident insurance benefits for yourself and your family members, available through Ryders benefit program at competitive group rates. Additional survivor benefits may also be payable from Ryders Retirement & Savings Plans and from government plans (Canada/Quebec Pension Plan and the provincial workers compensation plan). Ryder pays the full cost of the Retirement Plan and makes contributions on your behalf to the other plans. These benefits are paid in addition to the survivor benefits provided by Ryders basic and optional life and accident insurance plans.
Survivor Protection
Summary of Insurance Life Insurance and Accidental Death & Dismemberment:
Class of Members Hourly Employees Benefit Formula 1X earnings Maximum Benefit $850,000
Benefit Reduction: Reduces by 50% on 65th birthday. Termination of Insurance: Life: -none Accidental Death and Dismemberment: 70th birthday or retirement, if earlier
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Hourly Employees
Units of $10,000
$250,000
Claims
A death claim must be received by Sun Life within 6 years of the date of death. The claimant must submit proof of the claim and the right to receive the benefit to Sun Life.
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If you become totally disabled and are also insured for group Long Term Disability Insurance with Sun Life, you must submit a disability claim along with your claim under the group Long Term Disability Insurance to Sun Life. If you become totally disabled and are not insured for group Long Term Disability Insurance with Sun Life, you must submit a disability claim to Sun Life after you have been totally disabled continuously for 6 months but not beyond 12 months after the date you became totally disabled. There is a time limit for proceedings against Sun Life for payment of a claim. Proceedings must be started within 1 year of Sun Life's receipt of the proof of claim.
At Termination
If your Life Insurance terminates because you are no longer eligible, and this provision continues in force, you may convert it to an individual policy on your life up to the lesser of the amount of the insurance terminated, the maximum amount of insurance for which you have been insured under this provision less the total amount of individual insurance still in force on your life which was previously obtained through the Conversion Privilege of this provision, or $200,000 (Basic and Optional Life Insurance combined).
If your insurance terminates while this provision continues in force and you die within 31 days after termination of insurance, the amount of insurance which you could have converted to an individual policy on your life through the Conversion Privilege of this provision will be paid to your beneficiary.
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If your Life Insurance terminates because this provision terminates, and you have been continuously insured under this provision for the five-year period before the termination of this provision, you may convert it to an individual policy on your life up to the lesser of the amount of the insurance terminated less the amount of insurance in force under a new group policy that replaces this policy, or 3 times the Year's Maximum Pensionable Earnings as established under the Canada Pension Plan in the year that this provision terminated.
If you convert your Life Insurance, you must apply and pay the premium to Sun Life within 31 days after termination of insurance. If you have any questions about this conversion privilege, please contact your plan administrator or the nearest Sun Life office.
Claims
A claim must be received by Sun Life within 6 years of the date of death. You must submit proof of claim and the right to receive the benefit to Sun Life. There is a time limit for proceedings against Sun Life for payment of a claim. Proceedings must be started within 1 year of Sun Life's receipt of the proof of claim.
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No benefit is payable for the death of a fetus, which, after complete separation from the mother, shows no sign of life, unless the remains legally require a burial. No benefit is payable for any amount of Optional Dependant Life Insurance that has been in force for less than 2 years if death is due to suicide, while sane or insane.
At Termination
If your Dependant Life Insurance for your spouse terminates due to the termination of your Member Life Insurance and this provision continues in force, your spouse may convert the amount of the dependant insurance terminated to an individual policy on his/her life. Your spouse must apply and pay the premium to Sun Life within 31 days after termination of insurance. If your Dependant Life Insurance terminates while this provision continues in force and your spouse dies within 31 days after termination of insurance, the amount of insurance, which your spouse could have converted to an individual policy on his/her life through the Conversion Privilege of this provision, will be paid to you.
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Basic and Optional Member Accidental Death and Dismemberment Insurance Provision
Benefit
The amount of death benefit will be paid to your beneficiary upon your death. If no beneficiary has been appointed or, if the beneficiary has predeceased you, we will pay your estate. The amount of dismemberment benefit will be paid to you. If a claim is submitted for Repatriation, Sun Life will pay your estate. If a claim is submitted for Occupational Training for Spouse, Sun Life will pay your spouse. If a claim is submitted for Education Benefit for Dependant Child, Sun Life will pay your dependent child. Depending on the loss suffered by you, the amount of benefit is limited to the percentage shown in the Schedule of Losses.
Schedule of Losses
Loss of Life Hemiplegia Paraplegia Quadriplegia Loss of Both Hands, Both Feet or Sight of Both Eyes Loss of One Hand and One Foot Loss of One Hand and Sight of One Eye Loss of One Foot and Sight of One Eye Loss of Speech and Hearing Loss of Use of Both Hands or Both Feet Loss of Use of One Hand and One Foot Loss of One Arm or One Leg Loss of Use of One Arm or One Leg Loss of One Hand, One Foot or Sight of One Eye Loss of Use of One Hand or One Foot Loss of Speech or Hearing Loss of Hearing in One Ear Loss of Thumb and Index Finger of One Hand Loss of Four Fingers of One Hand Loss of All Toes of One Foot 100% 200% 200% 200% 100% 100% 100% 100% 100% 100% 100% 75% 75% 67% 67% 50% 50% 33% 33% 25%
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If you suffer more than one of the losses listed above as a result of one accident, Sun Life will pay the amount of benefit for only one loss. That loss will be the highest of the losses suffered by you. When proof is received by Sun Life that you have suffered any of the losses due directly to bodily injury caused solely by an accident, the amount of benefit will be paid, provided all of the following conditions are met:
The accident must occur while you are insured under this provision. The loss must occur within 365 days of the date of the accident.
If you become totally disabled, your Accidental Death and Dismemberment Insurance may be continued without payment of premiums as long as your Member Life Insurance premiums are waived.
Repatriation
If you suffer loss of life, Sun Life will pay the reasonable and customary expenses, limited to a maximum of $10,000, for the preparation and transportation of your body from the place of the accident to your place of permanent residence. The accidental death must occur at a distance of 150 kilometres or more from your place of permanent residence.
Rehabilitation
If you suffer any of the losses, Sun Life will pay the reasonable and customary expenses, limited to a maximum of $10,000, to train you for active employment in an occupation for which you would not have engaged except for those injuries. The expenses must be incurred within 2 years of the date of the accident. No payment will be made for room or board or other ordinary living, travelling, or clothing expenses.
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No payment will be made for room or board or other ordinary living, travelling, or clothing expenses.
Claims
A death claim must be received by Sun Life within 6 years of the date of death. A claim for a loss must be received by Sun Life within 3 months of the date of the loss. All other claims must be received by Sun Life within 3 months of the date that the expense is incurred. The claimant must submit proof of claim and the right to receive the benefit to Sun Life. There is a time limit for proceedings against Sun Life for payment of a claim. Proceedings must be started within 1 year of Sun Life's receipt of the proof of claim.
Exclusions
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No benefit is payable for a loss directly or indirectly due to 1. 2. 3. 4. 5. 6. suicide, while sane or insane, self-inflicted injuries, while sane or insane, disease, civil disorder or war, whether or not war was declared, full-time service in the armed forces of any country, injuries received while riding in, or on, or boarding or alighting from an aircraft if, when the injuries were received, a. you were operating, learning to operate or serving as a member of a crew of any aircraft, or b. the aircraft was being used for crop dusting, crop spraying, seeding, skywriting, racing, testing, exploration or any other purpose except transportation.
Schedule of Losses
Loss of Life Hemiplegia Paraplegia Quadriplegia Loss of Both Hands, Both Feet or Sight of Both Eyes Loss of One Hand and One Foot Loss of One Hand and Sight of One Eye Loss of One Foot and Sight of One Eye Loss of Speech and Hearing Loss of Use of Both Hands or Both Feet
Version: December 2006 Ryder Truck Rental Canada Ltd.
100% 200% 200% 200% 100% 100% 100% 100% 100% 100%
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Loss of Use of One Hand and One Foot Loss of One Arm or One Leg Loss of Use of One Arm or One Leg Loss of One Hand, One Foot or Sight of One Eye Loss of Use of One Hand or One Foot Loss of Speech or Hearing Loss of Hearing in One Ear Loss of Thumb and Index Finger of One Hand Loss of Four Fingers of One Hand Loss of All Toes of One Foot
100% 75% 75% 67% 67% 50% 50% 33% 33% 25%
If your insured dependant suffers more than one of the losses listed above as a result of one accident, Sun Life will pay the amount of benefit for only one loss. That loss will be the highest of the losses suffered by your insured dependant. When proof is received by Sun Life that your insured dependant has suffered any of the losses due directly to bodily injury caused solely by an accident, the amount of benefit will be paid, provided all of the following conditions are met: The accident must occur while your dependant is insured under this provision. The loss must occur within 365 days of the date of the accident.
No benefit is payable for any loss suffered by an insured dependant if the loss occurs before he reaches the age of 2 years. If you become totally disabled, your Dependant Accidental Death and Dismemberment Insurance may be continued without payment of premiums as long as your Member Life Insurance premiums are waived.
Repatriation
If your dependant suffers loss of life, Sun Life will pay the reasonable and customary expenses, limited to a maximum of $10,000, for the preparation and transportation of your dependant's body from the place of the accident to his place of permanent residence. The accidental death must occur at a distance of 150 kilometres or more from your dependant's place of permanent residence.
Claims
A death claim must be received by Sun Life within 6 years of the date of death. A claim for a loss must be received by Sun Life within 3 months of the date of the loss. All other claims must be received by Sun Life within 3 months of the date that the expense is incurred. The claimant must submit proof of claim and the right to receive the benefit to Sun Life.
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There is a time limit for proceedings against Sun Life for payment of a claim. Proceedings must be started within 1 year of Sun Life's receipt of the proof of claim.
Exclusions
No benefit is payable for a loss directly or indirectly due to 1. 2. 3. 4. 5. 6. suicide, while sane or insane, self-inflicted injuries, while sane or insane, disease, civil disorder or war, whether or not war was declared, full-time service in the armed forces of any country, injuries received while riding in, or on, or boarding or alighting from an aircraft if, when the injuries were received, a. your insured dependant was operating, learning to operate or serving as a member of a crew of any aircraft, or b. the aircraft was being used for crop dusting, crop spraying, seeding, sky-writing, racing, testing, exploration or any other purpose except transportation.
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Disability Benefits
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Disability Benefits
Introduction
Loss of income due to illness or injury is a serious financial risk for anyone who works for a living. Thats why it is reassuring to know that Ryders income protection plans are there if you ever need them. They provide disability benefits for short-term absences due to illness or injury (paid from 1st day accident/hospitalization and from 4th day due to illness) and longer-term absences due to total disability. Ryder pays the full cost of your Short Term Disability coverage. You are required to pay the cost of your Long Term Disability coverage so that the benefits will be tax-free if you ever need to make a claim. If you become disabled due to an accident, you may also be eligible for benefits under Ryders Accidental Death and Dismemberment Plans (see the Survivor Protection section for more details). In some circumstances, financial assistance may also be available from government plans. In this case, the benefits provided by Ryders plans may be subject to an adjustment.
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Sunlife provides disability management support to Ryder by acting as a third party disability management provider. Sunlifes role is to assist you, the employee, by: Objective validation of the claim Maintaining confidentiality of your medical information Managing return to work strategies and accommodation for an early and safe return to work. The work that you do for us each day is very important. We want to ensure that if you are hurt on the job or become ill or are in an accident off the job, that you are given the best possible care to return you to your former level of health. We also want to ensure that we are doing everything we can to accommodate you with a safe return to work. Sunlife has the resources and expertise to assist Ryder with our Disability Management program.
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In Summary
Plan Ryder Disability Benefits Short Term Disability After 1st day of accident/hospitalization or 4th day of Plan illness, pays partial weekly earnings for up to 15 weeks by Sun Life, and a further 11 weeks from Employment Insurance. The participation in this benefit is automatic and paid for by Ryder. After 26 weeks of disability, pays 60% of monthly earnings until age 65, if totally disabled, to a maximum benefit of $10,000 per month.
The participation in this benefit is mandatory and is paid for by the employee. Due to the fact the employee pays the premiums for this benefit, it is a tax-free benefit. Government Disability Benefits Your Ryder disability benefits are coordinated with the following government disability benefits. Employment Insurance Pays a sickness benefit equal to 55% of your insurable earnings for up to 15 weeks. Canada/Quebec Pension Pays a monthly disability pension for you, plus extra Plan benefits if you have dependent children. Workers Compensation Continues a significant portion of your earnings if you are unable to work due to a work-related injury or disease. Other Ryder Benefit Plans While you are receiving disability benefits under Ryders plans: Health & Dental Care You coverage continues for up to 2 years; if you wish to maintain your optional hospital or optional dental coverage you must continue to pay your premiums.
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Life & Accident Insurance Your coverage continues up to age 65; after six months of disability your premiums for optional insurance are waived. Ryder Retirement & Savings Plans While you are receiving disability benefits under Ryders plans: Ryder Retirement Plan Pays a disability pension, if eligible. Ryder Group Registered The accumulated value of your account continues to Retirement Savings Plan earn investment income. (Group RRSP) Ryder Deferred Profit The accumulated value of your account continues to Sharing Plan (DPSP) earn investment income.
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Earnings
Explanation of Benefits Calculations all employees on the hourly benefit Program, regardless of the method of remuneration (i.e. by trips, kilometres, etc.) will have benefit coverage for basic life insurance, accidental death and dismemberment and short term and long term disability benefit coverage amounts calculated using a base number of hours per week times an hourly rate of pay. Now and until future notice, the base number of hours per week is 40 hours per week for all material handlers and service employees and 45 hours per week for all drivers. Eligible part-time employees will be based on standard scheduled hours per week.
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If you want to maintain the optional benefits for yourself and any insured family members, you must continue to pay the required premiums during your leave. Long Term Disability Payments are mandatory. Short and Long Term Disability benefits are not payable during parental leave. However, if you are unable to return to work, as previously arranged, due to a health-related reason, you will be eligible for these benefits provided you meet the usual requirements.
Retirement
Your disability coverage terminates at age 65 or your actual retirement date, whichever comes first.
Tax Information
Your Short Term Disability benefits are considered to be taxable income. Since you pay the premiums for your Long Term Disability coverage, the benefit payments are not subject to income tax or other deductions if you make a claim.
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*The first 15 weeks are payable at 70% of regular weekly earnings, up to the EI maximum. The next 11 weeks are payable at the difference between E.I. and 70% of regular weekly earnings. **The E.I. maximum is equal to the current percentage of the maximum insurable earnings in force under the Employment Insurance regulations at the beginning of disability. Basic Reductions: QAA benefits and Workers' Compensation, Workplace Safety and Insurance Act or other similar legislations benefits Total disability or Totally disabled means that, you have a medically determinable mental or physical impairment due to injury or disease which prevents you from performing the regular duties of the occupation in which you participated just before the disability started. The availability of work for the member does not affect the determination of "totally disabled".
Qualifying Period
3 consecutive work days of total disability, or, if shorter, the period before the first day the patient was admitted to a hospital as an in-patient who is hospitalized overnight, or none if total disability is due to an accidental injury caused by an unforeseen event and total disability began within 30 calendar days of the initial injury.***
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***Where Workers' Compensation, Workplace Safety and Insurance Act or similar legislations benefits are payable, the qualifying period will equal the Workers' Compensation, Workplace Safety and Insurance Act or similar legislations waiting period. Benefit Period: 26 weeks Termination Age: 65th birthday or expiration of the Benefit Period, whichever is later
Benefit
The amount of weekly benefit will be paid to you when proof is received by Sun Life that you are absent from active work because you are totally disabled. If you are absent from active work for more than half of a day because you are totally disabled, the absence is considered one day of disability. Benefits are payable from the later of: the end of the qualifying period, or the date you are no longer entitled to receive regular earnings or benefits under a salary continuance plan or short-term disability income plan. The weekly benefit is payable concurrently with any disability benefit you are entitled to receive under the Workers Compensation Board, Workplace Safety and Insurance Board or other similar board. If you are receiving disability income or retirement income from other sources, the weekly benefit will be reduced so that the total amount of disability and retirement income receivable by you from all sources does not exceed 100% of your weekly rate of earned income in force on the date you became totally disabled.
Subrogation
Subrogation is a legal practice giving Ryder Truck Rental Canada Ltd. the right to be reimbursed for benefits paid to you if you have been compensated by another person who is responsible for your loss. The intent of subrogation is to limit your benefit payments to the amount you actually lost. Lets assume a person is responsible for your disability, and is required to compensate you for any of the loss that results from your disability. If Ryder Truck Rental Canada Ltd. is paying or has paid your loss of income benefits, you may be receiving more income than you earned before you became disabled. In that case, you would reimburse Sun Life for the loss of income benefits Sun Life has paid. If you receive an amount for future loss of income, that amount will reduce your future loss of income benefits from Ryder Truck Rental Canada Ltd.
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Subrogation also applies to any medical and/or dental expenses you have been paid as a result of an injury caused by another person. Once you are compensated by the person who is responsible for your loss, you must reimburse Ryder Truck Rental Canada Ltd. If subrogation applies to your claim, Sun Life will contact you to obtain the information required to proceed. You will be required to sign an undertaking to reimburse Sun Life for any amount recovered, which exceeds 100% of income or expenses. Before agreeing to a settlement of your claim, Ryder Truck Rental Canada Ltd.s approval must be obtained.
At Termination
If this Weekly Indemnity provision terminates while you are totally disabled, you will continue to be eligible for this benefit as if it were still in force.
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Your Ryder disability benefits during this period will come from the following sources: Benefit Ryder Short Term Disability insurance benefit Payable From 1st day accident or hospitalization or from the 4th working day you are absent due to illness for up to 15 weeks. After you have received the STD benefit for 15 weeks, the EI sickness benefit comes into effect for up to 11 weeks. After you have received the STD benefit for 15 weeks, this takes effect for up to 11 weeks. Amount of Benefit 70% of your regular weekly earnings*, up to the EI maximum insurable earnings. 55% of your EI insurable earnings, up to the EI maximum.
The difference between the EI benefit and 70% of your regular weekly earnings*, up to the EI maximum.
Please note: After 26 weeks of disability, you may qualify for the Long Term Disability benefit.
Cost
Ryder pays the full cost of the STD and SUB benefit premiums. You and Ryder both contribute to Employment Insurance.
Proof of Disability
You must be under the regular care of a physician at all times and you must be following the treatment prescribed by your physician. Medical evidence must be provided on request and renewed periodically. You may also be required to undergo a medical examination by a physician designated by the insurance company. For drug and alcohol disability, you must be actively supervised by and be receiving continuous treatment for that disability from a rehabilitation centre, a physician or an institution provincially registered for that treatment. For psychological disorders, you must be under the active and continuous care of a psychiatrist or registered psychologist and be following the treatment prescribed for that disability.
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Recurring Disability
If you have been receiving Short Term Disability benefits and you return to work, and then become disabled again, your second period of disability will be considered a continuation of the first period if you have been back at work for less than 90 days. After 90 days, any subsequent disability will be considered as a new claim. In any event, a disability will be considered to be a new claim if it results from an injury or sickness, which is entirely unrelated to the cause of the previous disability.
Termination of Benefits
Your Ryder Short Term Disability benefits will stop after 26 weeks of payments or earlier, if: you are no longer disabled or are working elsewhere for remuneration or profit you do not submit proof of continued disability or submit to a medical examination by a physician designated by the insurance company or Ryder When you reach age 65 these benefits stop, but an existing claim will be paid for the remainder of the benefit period. These benefits are not payable after your death.
Claims
To qualify for payment, claims must be submitted no later than 3 months after you become disabled.
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Sun Life may require: 1. Proof that the member continues to be totally disabled. 2. A medical examination by an independent physician appointed by Sun Life, and 3. Other information Sun Life considers necessary for the assessment of a claim. Proof of claim is at the claimants expense. There is a time limit for appeals in regards to the payment of a claim. An appeal must be started within one year of Sun Lifes receipt of the application for claim.
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Your condition must be a mental or physical impairment that can be medically assessed. Qualifying Period: later of 26 weeks or expiration of Weekly Indemnity and EI benefit payment periods. Benefit Period: 5 years but not beyond the Termination of Insurance Termination of Insurance: 65th birthday
Benefit
If you are totally disabled after your Short Term Disability benefits expire, you will be eligible for Long Term Disability benefits. These benefits start after you have been disabled for 26 weeks (the qualifying period). Benefits continue as long as you continue to qualify, until age 65 or earlier recovery.
*Earnings
Explanation of Benefits Calculations all employees on the hourly benefit program, regardless of the method of remuneration (i.e. by trips, kilometres, etc.) will have benefit coverage for basic life insurance, accidental death and dismemberment and short term and long term disability benefit coverage amounts calculated using a base number of hours per week times an hourly rate of pay. Now and until future notice, the base number of hours per week is 40 hours per week for all material handlers and service employees and 45 hours per week for all drivers. Eligible part-time employees will be based on standard scheduled hours per week.
Cost
You pay the cost of this insurance (for a tax-free benefit).
psychiatrist or registered psychologist and be following the treatment prescribed for that disability.
Rehabilitation
Where appropriate, the insurance company will assist you through a rehabilitation program designed to help you return to your own job or other suitable work. If you enrol in a rehabilitation program approved by the insurance company, you may continue to receive Long Term Disability benefits. If necessary, your benefit will also be reduced so that your combined income from all sources, including your rehabilitative earnings, does not exceed 100% of your earnings at the time you became disabled.
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Recurring Disability
If you have been receiving Long Term Disability benefits and you return to work, and then become disabled again, your second period of disability will be considered a continuation of the first period if you have been back at work for less than 6 months. After 6 months, any subsequent disability will be considered as a new claim. In any event, a disability will be considered to be a new claim if it results from an injury or sickness, which is entirely unrelated to the cause of the previous disability.
Termination of Benefits
Your Long Term Disability benefits will stop after the earlier of the following events: you are no longer disabled or are working elsewhere for remuneration or profit you do not submit proof of continued disability or submit to a medical examination by a physician designated by the insurer you do not participate in an approved rehabilitation program or vocational assessment you reach age 65 These benefits are not payable after your death.
Claims
If you are likely to be off work for more than 26 weeks, you should submit a Long Term Disability claim as soon as possible. To qualify for payment, claims must be submitted no later than 3 months after the end of the 26-week qualifying period. Claim forms are available from your manager or Joyce Lafleur. Joyce can be reached at 905-812-2383.
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Government Benefits
In addition to your coverage under Ryders benefit program, you may qualify for disability benefits from the following government sponsored plans. As described earlier, these benefits are taken into consideration when determining your benefits under the Short and Long Term Disability Plans.
Employment Insurance
Employment Insurance pays sickness benefits equal to 55% of your insurable earnings for up to 15 weeks.
Workers Compensation
Your provincial workers compensation plan provides you with monthly income if you are temporarily or permanently disabled as a result of a work-related injury or illness. The monthly benefit is equal to a substantial portion of your regular earnings. If you suffer a work-related injury or illness, you should apply for workers compensation benefits immediately.
For more information on these government programs, consult the appropriate government office (their telephone numbers can be found in the blue pages in your telephone directory).
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In summary
Benefits
Participation
provides a life-time monthly income based on your service and career earnings
Optional, anytime after you Ryder complete 2 years of continuous service (full-time employees); provided you have also earned at least 35% of YMPE or worked at least 700 hours in each of two consecutive years (part-time and temporary employees)* Optional, anytime after you Ryder complete 2 years of continuous service (full-time employees); provided you have also earned at least 35% of YMPE or worked at least 700 hours in each of two consecutive years (part-time and temporary employees)* Optional, any time after date of hire (full-time employees and part-time or temporary employees who work at least 30 hours per week) you
Retirement Account
Ryder Group Registered Retirement Savings Plan (Group RRSP) Ryder Deferred Profit Sharing Plan (DPSP)
you may use your accumulated savings to provide a life-time retirement income when you contribute to the Group RRSP, Ryder makes matching contributions to the DPSP up to certain limits
Eligible on the January 1 or Ryder July 1 on or after you complete 2 years of continuous service (full-time employees); provided you have also earned at least 35% of YMPE or worked at least 700 hours in each of two consecutive years (part-time and temporary employees)
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GovernmentSponsored Plans Canada/Quebec Pension Plan (C/QPP) Old Age Security (OAS) provides a life-time monthly pension, may start as early as age 60 provides a life-time monthly pension starting at age 65, subject to a claw back for high income individuals Automatic Ryder and you
Automatic
general taxes
* or such earlier date as set out under the plan or as may be required by applicable pension laws
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Eligible Employees{ TC }
The benefits outlined in this chapter apply to all permanent full-time and eligible part-time and temporary employees.
Government Registration{ TC }
The Retirement Plan for Employees of Ryder Truck Rental Canada Ltd. is registered under the Pension Benefits Act (Ontario) and with the Canada Revenue Agency under Registration No.0531491. The plan is administered by
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Ryder in accordance with applicable pension legislation. The plan has a fiscal year ending December 31. The Group Registered Retirement Savings Plan specimen plan is registered with the Canada Revenue Agency under Registration No. 206-045. The Deferred Profit Sharing Plan for Canadian Employees of Designated Subsidiaries and Affiliates of Ryder System, Inc. is registered with the Canada Revenue Agency under Registration No. 0678565.
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Benefits
The Retirement Plan for Employees of Ryder Truck Rental Canada Ltd. (the Ryder Retirement Plan) combines the two main types of pension benefits (defined benefit and defined contribution) so you can share in the advantages each one has to offer. These benefits are provided through a Pension Account and a Retirement Account, as described in detail later in this section under Retirement Benefits.
Eligibility
As a full-time employee, you may join the Ryder Retirement Plan on the first day of the month that falls on or after the date on which you complete two years of continuous service* (or at an earlier date, if set out under the plan or as required by applicable pension laws). If you are a part-time or temporary employee, you may join the Ryder Retirement Plan on the first day of the month that falls on or after the date on which you complete two years of continuous service; provided that, in each of two consecutive calendar years, you had either: earned at least 35% of the Years Maximum Pensionable Earnings (YMPE*) as defined under the Canada/Quebec Pension Plan or worked at least 700 hours (or at an earlier date, if set out under the plan or as required by applicable pension laws). Continuous Service, YMPE and other key terms are defined later in this section. If you are a pensioner who is receiving monthly retirement income from the Ryder Retirement Plan and you are re-hired, you will not be eligible to rejoin the Ryder Retirement Plan, but will continue to receive your monthly retirement income. If you are a former employee who used to be a member and you are re-hired, you will be eligible to re-join the Ryder Retirement Plan when you meet the usual eligibility requirements.
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Funding
The employer contributions to the Ryder Retirement Plan in respect of your Pension Account benefits (under the defined benefit component of the plan) are determined based on the advice of an actuary. The employer contributions in respect of your Retirement Account benefits (under the defined contribution component of the plan) are determined based on the contribution formula under the plan, as described later in this section under Retirement Account. The Ryder Retirement Plan documents provide that any surplus under the plan may be used to reduce employer contributions or may be returned to Ryder, subject to approval by regulatory authorities and to the extent allowed under applicable legislation. If the plan is ever terminated, any surplus remaining after all plan liabilities have been satisfied will be returned to the employers, subject to approval by regulatory authorities. In addition, if the assets of the plan on termination are insufficient to meet the liabilities of the plan, pension benefits could be reduced. Members are not required or permitted to contribute to the Ryder Retirement Plan.
Tax Features
Employer contributions to the Ryder Retirement Plan on your behalf do not result in a taxable benefit to you. However, amounts paid from the plan upon retirement, termination of employment or death are subject to income tax unless they qualify for a tax-deferred rollover to another retirement plan under the Income Tax Act (Canada). Both the amount of the annual pension credit you earned in the Pension Account in the previous year and the employer contributions made on your behalf to the Retirement Account in the current year will reduce your allowable RRSP contribution room for the current year. For more details, please refer to the Pension Adjustment paragraph in the Group Registered Retirement Savings Plan section below.
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Retirement Date
Your normal retirement date under the Ryder Retirement Plan is the first day of the month coinciding with or immediately following your 65th birthday. You may retire under the plan on a reduced pension on the first day of any month on or after age 55 provided you have vested rights. For more details on vested rights, please see the section in this chapter on Leaving the Company. If you continue to work for Ryder after your normal retirement date, you may postpone your retirement until the first day of any month following your normal retirement date. However, payment of your pension must commence no later than the first day of December in the calendar year in which you attain age 69.
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Retirement Benefits
The Ryder Retirement Plan provides two kinds of pension benefits; (i) defined benefits, which are notionally credited to your Pension Account; and (ii) defined contribution benefits, which accumulate in your Retirement Account:
Pension Account
The Pension Account is a notional account under the defined benefit component of the plan that provides a lifetime pension benefit based on your years of Plan Membership and your earnings in each year of such Plan Membership. This kind of pension is referred to as a defined benefit pension. A Pension Account is set up in your name. It is important to note that your Pension Account does not contain assets per se, nor are contributions made to your Pension Account per se. Rather, the assets relating to the defined benefit component accumulate and are held in the Pension Fund for purposes of the plan, including, without limitation, the payment of expenses and to provide benefits for all entitled plan beneficiaries, all according to the terms of the plan. However, each year throughout your career, notional credits are added to your Pension Account. At retirement, the total credits in your Pension Account represent the annual income you will receive if you retire at age 65.
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Retirement Account
Your Retirement Account benefit reflects the investment performance of the investments selected by you. The Retirement Account provides a lump sum benefit at retirement, to be used to provide you with a lifetime monthly income. This kind of pension is referred to as a defined contribution pension. Each year, contributions are allocated to your Retirement Account, based on your Earnings that year. These contributions are then invested as described above, under Investment of the Defined Contribution Component, until you retire.
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The following example shows how these two types of benefits work.
EXAMPLE (Assuming earnings in 2003 of $45,000) A) PENSION ACCOUNT ANNUAL BENEFIT CREDIT 1.1% x $39,900 (2003 YMPE) Plus 1.5% x $5,100 ($45,000 - $39,900) Total Annual Benefit Credit $438.90 $ 76.50 $515.40
If this individuals earnings continued at the same rate with no change in YMPE, the retirement benefit in his/her Pension Account would increase as follows: Years of Participation 1 5 10 20 30 B) Total Annual Benefit Credits $515.40 $2,577.00 $5,154.00 $10,308.00 $15,462.00 Monthly Benefits $42.95 $214.75 $429.50 $859.00 $1,288.50
If this individuals earnings continued at the same rate, the retirement savings in his/her Retirement Account would increase as follows: Years of Participation 1 5 10 20 30 Total Retirement Account Balance* $450.00 $2,250.00 $4,500.00 $9,000.00 $13,500.00
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* Adjusted for investment returns based on the performance of the defined contribution investments selected by this individual. Not a guarantee of any particular level of investment return. Actual returns may vary.
Retirement Age 65 64 63 62 61 60 59 58 57 56 55
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Payment of Benefits
Payment of Your Pension Account Benefit
Normal Form (no spouse or same-sex partner): The normal form of payment if you do not have a spouse or same-sex partner is a monthly pension paid for your lifetime equal to 1/12 of the total annual benefit credit in your Pension Account. If you have a spouse or same-sex partner your retirement benefit includes a surviving spouses or same-sex partners pension. Normal Form (with spouse or same-sex partner): The normal form of payment if you do have a spouse or same-sex partner when you retire is a lifetime pension determined as above, but reduced to include the following spousal or same-sex partner benefit: if you should die first, 60%, or such other amount as required under applicable legislation, of your reduced pension will be paid to your spouse or same-sex partner for his/her remaining lifetime. If you and your spouse or same-sex partner wish, you may waive the spousal or samesex partner benefit by signing the applicable waiver form where permitted by applicable legislation. You may then choose one of the forms of pension payment listed under Optional Forms, below: Optional Forms*: The following options may be elected in lieu of the normal form (with a signed waiver, where applicable): 10 Years Certain and Life - a monthly income payable to you during your lifetime and guaranteed for 10 years. In the event of your death during the 10-year period, your designated beneficiary will receive the same monthly benefit for the remainder of the 10 years, at which time the benefit will cease. Your retirement benefit will be adjusted to take into account the 10-year guarantee if you elect this option. Joint and Contingent Options - A monthly income payable to you during your lifetime, with 60%, 66%, 75% or 100% (depending on the percentage you choose) of your monthly income continuing to your surviving designated beneficiary for life, after your death. This option may apply to beneficiaries other than your spouse or same-sex partner. Your monthly income will be adjusted to reflect the payment to your surviving contingent beneficiary following your death. Level Income Option - an increased monthly income payable to you until the date you are expected to begin to receive benefits from government-sponsored retirement plans. After you begin to receive government benefits, your monthly income is reduced. This way, your total
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income each month, both before and after your government benefits begin, should be about the same. There are no retirement plan benefits payable to anyone after your death. This option is available only to active participants who are eligible for and request early retirement with immediate benefits upon termination. * Other options for payment may be permitted under applicable pension legislation.
Disability Benefit
If you are totally and permanently disabled, as defined in the plan and in receipt of the C/QPP disability benefit, you will receive a disability pension from the Ryder Retirement Plan provided you are age 45 and have 15 years of continuous service. The disability pension will start after you have been totally disabled for at least 6 months and after the plan administrator has received supporting medical evidence.
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When you leave Ryder you may be entitled to vested pension benefits.
Pension Account
If you terminate employment after you have Vested Rights, you will receive any benefits you earned under your Pension Account. These Pension Account benefits will be payable commencing at your normal retirement date, unless you use the funds as described below (see Locked-in Benefits) or elect to have your lifetime pension start anytime after you attain age 55, subject to an actuarial reduction.
Retirement Account
If you terminate employment after you have Vested Rights in your Retirement Account, you are entitled to transfer the balance in your Retirement Account to a personal locked-in retirement vehicle (such as a locked-in retirement account), to a new employers plan (if that plan accepts the transfer) or to a life insurance company for the purchase of a life annuity.
Locked-in Benefits
If you have Vested Rights, the benefits you have earned in respect of your Pension Account and your Retirement Account balance are locked-in.
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When benefits are locked-in, you cannot take a cash withdrawal of the funds they must be used to provide retirement income. Locked-in benefits under your Pension Account may be transferred to a personal locked-in retirement vehicle (such as a locked-in retirement account) or to a new employers plan (if that plan accepts such transfers), used to purchase a life annuity or you may leave them in the Ryder Retirement Plan and receive these benefits in the form of a pension at age 65 or a reduced pension anytime after age 55. As indicated previously, locked-in benefits under your Retirement Account must be transferred to a personal locked-in retirement vehicle (such as a locked-in retirement account) or to a new employers plan (if that plan accepts such transfers) or used to purchase a life annuity.
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Protection of Benefits
The Ryder Retirement Plan is designed to provide you with regular monthly income after you retire. You may not borrow against or assign benefits due to you under the plan, nor can they be attached, levied or garnisheed in any way except as required by a court order or a domestic contract dividing pension benefits upon marriage breakdown or as otherwise required by applicable legislation.
Examination of Documents
You are entitled on written request, and free of charge, to inspect, make extracts from or copy certain documents related to the Ryder Retirement Plan as provided in applicable provincial legislation. Alternatively, the plan administrator will provide a copy of such documents upon request and payment of applicable fees.
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Eligibility
Full-time employees and part-time or temporary employees who work at least 30 hours per week may elect to participate in the Group RRSP. Participation in the Group RRSP is optional. You may enroll and set up a Group RRSP account in your name or the name of your spouse or same-sex partner any time after you begin employment with Ryder. When you complete the application form you will be asked to designate your beneficiary under this plan.
Cost
All fees and expenses incurred in respect the Group RRSP shall be paid from the assets of the plan unless otherwise paid by Ryder in its sole discretion. Fees and expenses incurred in relation to a specific member account shall be paid from that member account unless otherwise paid by Ryder in its sole discretion.
Tax Features
The Group RRSP is a convenient and tax-effective way to save for retirement. Your contributions are tax-deductible within the limits set out in the Income Tax Act (Canada). You will receive contribution receipts for income tax purposes twice a year (in March for the first 60 days of that year and in January for the remainder of the previous year). This plan has all the tax advantages of an ordinary RRSP, plus immediate adjustment to the amount of income tax withheld from your pay. When you contribute by payroll deduction, the amount of tax deducted from your pay is adjusted immediately, so you do not need to wait for a refund. While your
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savings accumulate and grow in your Group RRSP account, the investment income is sheltered from income tax. However, when you withdraw money from the Group RRSP or receive it in the form of retirement income, the amount paid out is subject to income tax.
Administration
The Group RRSP is provided through a contract with a financial institution, which is responsible for holding the funds, keeping track of your contributions, investment choices and beneficiary designations and issuing tax receipts. The contract is registered with the Canada Revenue Agency.
Benefit
At retirement, your accumulated Group RRSP savings can be used to provide a regular monthly income that will be subject to income tax as it is received.
Contributions
The Group RRSP is funded by your contributions and investment income earned on these contributions. Subject to the limits discussed below, you may specify a dollar amount to be deducted from your regular pay as a Group RRSP contribution. You may increase, decrease or suspend your payroll deduction amount at any time during the calendar year. You may also make lump sum contributions in an amount of at least $100. Please contact the Benefits Administrator for more details on making lump sum contributions. You may contribute up to 18% of your annual earned income (as defined in the Income Tax Act (Canada)) in the previous year, subject to the annual maximum prescribed under the Income Tax Act (Canada), less your pension adjustment (see below). This contribution limit applies to the total of all your RRSP contributions, including any personal RRSPs. Pension Adjustment (PA): Your allowable contribution will be limited by your government-legislated pension adjustment. Your PA is the value of your annual benefits earned in the previous year under the Ryder Retirement Plan and DPSP. It is calculated according to a formula defined by the Income Tax Act (Canada) and is reported every February on your T4. The PA is the total of the following amounts: The amount of annual pension credit you earned in the Ryder Retirement Plan Pension Account in a year multiplied by 9; then reduced by $600; plus Ryders contribution on your behalf in a year to the Ryder Retirement Plan Retirement Account and the Ryder DPSP
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It is your responsibility to ensure that you do not exceed your RRSP contribution limit. Your RRSP contribution limit for the current taxation year appears on the Notice of Assessment you received from the Canada Revenue Agency after you filed your income tax return for the previous year. Consult your Benefits Administrator for further details.
Investment Options
The Ryder Group RRSP offers you a wide choice of investment options. Excellent tools are made available to you to help you decide the portfolio mix that is right for you. The decision as to which investments to select is up to you. It will depend on your personal financial situation, risk tolerance and investment goals. You are encouraged to seek your own independent investment advice in order to help you make your investment decisions. You decide how to invest your Group RRSP account. You may change your investment options for future contributions at any time. You may also transfer past contributions from one fund to another at any time. If you move money from a GIC before the maturity date, a market value adjustment may reduce the amount of interest paid. There is no fee for inter-fund transfers made via the Internet or telephone, regardless of the number of such transfers. If you make more than four inter-fund transfers in a year by paper (not by internet or telephone) there will be a fee charged for each additional paper inter-fund transfer (in excess of four) which will be deducted from your account. The current fee in this regard is $25. This amount is subject to change. The administrator reserves the right, under exceptional circumstances, to impose restrictions on maximum fund withdrawal or transfer amounts where the withdrawal or transfer may risk the integrity of the fund.
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Withdrawals
You have full rights to your Group RRSP account balance at all times. However, if you withdraw your current year contribution before the end of the year, you will not receive the matching employer contribution for the current year. An administration fee applies to funds withdrawn or transferred to other institutions. Currently, there is no charge for the first withdrawal by a member during a calendar year. The current fee in respect of each additional withdrawal is $25. These amounts are subject to change. While withdrawals are permitted, the primary purpose of this plan is to encourage long-term savings for your retirement. Any cash withdrawals are subject to income tax in the year in which the withdrawal is made. As required by law, the administrator will withhold tax from your cash withdrawal (transfers to another RRSP remain tax-sheltered).
Retirement
The balance in your Group RRSP account must be paid out or transferred from the plan no later than December 31st of the year in which you attain age 69. Similarly, the balance in an account that you established in the name of your spouse or same-sex partner must be paid out or transferred from the plan no later than December 31st of the year in which your spouse or same-sex partner, as applicable, attains age 69. At retirement, you may use your accumulated contributions to buy an annuity or transfer the funds to a registered retirement income fund (RRIF). Each of these options allows you to continue sheltering your contributions from tax until you receive annuity payments or withdraw money from the RRIF. If you are not yet 69 years old when you retire, you may also transfer your contributions to another RRSP. Alternatively, you may take your accumulated contributions in cash. However, income tax will be withheld and the full amount will be added to your taxable income in the year in which the payment is made.
Leave of Absence
You may continue to make contributions during any maternity, parental or adoption leave or any other period of approved leave. For details concerning the method of making such contributions, please contact your Benefits Administrator.
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Death
If you should die before retirement, the current balance in your Group RRSP account will be paid to your designated beneficiary. The tax status of these kinds of payments in the hands of your beneficiary depends on this persons relationship to you. Please consult the Canada Revenue Agency or a financial advisor for further details. Up-to-date information is available 24 hours a day from a toll-free hotline.
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An eligible employees RRSP contribution will qualify for matching contributions under the DPSP by regular payroll deductions to the Group RRSP.
Tax Features
When Ryder makes contributions on your behalf to the DPSP, you do not need to include these contributions in your taxable income. Also, while these deposits accumulate and grow in your DPSP account, the investment income is sheltered from income tax. However, when your DPSP account is paid out on termination of employment, death or retirement, the amount paid out is subject to income tax, unless it is transferred to another tax-sheltered plan (such as an RRSP).
Benefit
Your Ryder matching contribution is made to the DPSP trust fund established with the plan trustee. You determine how your matching contribution will be invested from among the wide choice of investment options. The returns on the investment option(s) chosen by you will be allocated to your account within the DPSP.
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Retirement
At retirement, you may elect to receive your DPSP account balance as follows: you may receive it in a lump sum you may receive it in ten equal installments, payable at least annually and over not more than 10 years you may use the balance to purchase a lifetime annuity contract you may transfer the balance to another tax-exempt plan (such as an RRSP) Your benefits from the plan are taxable when you receive them.
Leave of Absence
Periods of approved leave of absence count as service for determining your eligibility and matching limit under the DPSP.
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Death
If you die before retirement, your spouse, same-sex partner or beneficiary will receive any contributions made to the DPSP on your behalf, adjusted to reflect related investment returns. Your spouse, same-sex partner or beneficiary may elect to receive this payment in a lump sum or ten equal installments. Alternatively, if the payment is being made to your spouse or same-sex partner, he or she may elect to purchase a life annuity or transfer the funds to an RRSP in his/her name.
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Government Plans
Canada/Quebec Pension Plan (C/QPP){ TC }
The Canada/Quebec Pension Plan is a government-sponsored plan that pays you a lifetime monthly pension beginning any time after age 60.
Eligibility
All working Canadians participate in the C/QPP and remain in the plan for their working years.
Retirement Benefit
Ryder and you contribute equal amounts to the C/QPP Typically, you begin receiving your pension from the C/QPP once you reach age 65. However, you may choose to receive reduced benefits starting any time after age 60 if you are considered to have ceased working. The amount of pension depends on how long you have contributed to the plan and how much you have earned during each year of participation. Your C/QPP pension is adjusted annually to help keep pace with increases in the cost of living. If you receive your C/QPP pension before age 65, the government reduces the monthly amount to account for a longer payment period. The reduction is .5% for each month (6% for each year) you are under age 65 when the payments begin.
Cost
As a C/QPP member, you make regular contributions based on your earnings. Contributions to C/QPP are deducted from your earnings. Ryder also makes matching contributions to C/QPP on your behalf.
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Eligibility
If you are a Canadian citizen and you meet the residency requirements, you qualify for an Old Age Security pension. At age 65, you must apply to the government for your OAS pension.
Retirement Benefit
You receive your Old Age Security pension in monthly payments. OAS benefits are paid as a monthly flat-rate benefit. The amount of your pension depends on how long you have been a Canadian resident. In addition, OAS benefits are subject to a claw back tax for high income individuals. The benefits are adjusted every three months to help keep pace with increases in the cost of living.
Cost
The OAS pension is funded through general tax revenues. For more information on these government programs, consult the appropriate government office (their telephone numbers can be found in the blue pages in your telephone directory).
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These services are provided by FGI, Canadas largest and most respected behavioural health service provider. Professional Counseling The EAP is a voluntary, confidential, short-term counseling and advisory service that connects you and your eligible family members to a network of dedicated professionals who are available to give you assistance 24 hours a day. This network is made up of experienced counselors, psychologists, social workers and specialists. Our experts are ready and waiting to assist you with your special concern, anytime you need help. WorkLife Solutions WorkLife Solutions is a confidential advisory service that assists you and your family in balancing work/life issues. Professional WorkLife Specialists provide telephone assessment, consultation, resources, and advice. They can also send you a package of information, educational material, website listings and books to give you the tools you need to get things done. WorkLife Solutions is available 24 hours a day, 7 days a week to answer your questions, offer advice, and refer you to helpful resources.
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WorkLife Online is a website that provides you and your family with easy access to relevant and timely information on a wide array of work/life topics, including reference materials, articles, books and links. You can also access counseling or information via an on-line appointment request form. Visit www.fgiworldmembers.com. How much does it all cost? There is no cost to you or your family. This benefit is 100% Ryder paid. If long-term or specialized care is required, your professional advisor will help you with a referral to an affordable community resource. At this point, you would be responsible for any fees that the benefit plan or provincial health insurance does not cover. Is the service really confidential? Yes. Absolutely! FGI does not share any information with anyone outside of FGI without an individuals informed, voluntary and written consent, with the exceptions listed below.* Unless you tell them, no one at your workplace will even know that you have contacted the EAP.
*Understandably, certain exceptions apply when information must be provided to others, whether or not consent is given such as when a person appears to pose a threat of serious injury to themselves or others. Also, FGIs professionals are legally required to report suspicion of child abuse and to disclose information required by law (e.g. a court order).
Toll-free English language services: Canada-wide: 1-800-268-5211 TDD 1-800-363-6270 (Hearing impaired) Service en francais: Ligne sans frais au Canada: 1-800-363-3872 ATS: 1-800-263-8035 (personnes malentendantes)
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Safety At Work
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Your manager is responsible for notifying Ed Gordon, WSIB Claims Administrator of the incident. Important: You must report all work-related accidents and injuries immediately.
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Policies to Know
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Prohibited Conduct
The following are examples (by no means exhaustive) of conduct, which is prohibited by Ryders Preventing Workplace Violence Policy: Direct, indirect or implied threats toward persons or property Vulgar, profane or offensive language toward others Disparaging or derogatory comments or slurs Offensive sexual flirtations or propositions Verbal intimidation or bullying Name-calling or belittling behaviour Hitting, striking, pushing, kicking or holding Impeding or blocking movement of another person or urging others to do the same Using, threatening or implying the use of any weapon or object that could be used as a weapon Derogatory or offensive posters, cartoons, drawings or publications
Be brought by Ryder employees onto Company property or the property of our customers, suppliers or vendors, or Carried by any person on Company business
Company property includes owned or leased office or maintenance locations, parking areas and Company vehicles. These restrictions exclude materials present on Company property or in Company vehicles resulting from contractual obligations between Ryder and a customer, vendor, or supplier. Note: For the purpose of this policy, firearms and weapons include, but are not limited to, air pistols and air rifles, switchblades or other knives, toxic agents, chains or other items which are threatening by their nature or which are displayed in a threatening or intimidating manner.
Disciplinary Action/Prosecution
Any employee whose conduct is prohibited by this policy or whose action is contrary to the companys best interests will be subject to disciplinary action, up to and including termination. Ryder will prosecute employees who commit criminal offenses against the Company, and when appropriate, will cooperate in the prosecution of employees who commit criminal offenses against others.
Immediate Action
In order to minimize the potential risk to co-workers during the period pending an investigation, the Company may take appropriate steps to protect employees against whom threats have been made.
Investigation
All reported threats of violence will be investigated.
Senior Manager, Safety, Health & Security The GUIDELINE (for anonymous reporting) at 800-815-2830.
Information to be reported should include, but not be limited to the following details: Name of the person making the threat Name of the person(s) being threatened Specific language or form of the threat Any specific conduct by the person making the threat When and where the threat was made Names of others who observed or may know of the threat Knowledge regarding prior threats or violent conduct by the person who made the threat.
False Reports
Any employee who knowingly makes a false report against another employee is subject to disciplinary action, up to and including termination. Any employee who in good faith reports what appears to be a threat even if the reported incident is determined not to be a threat will not be subject to disciplinary action.
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i.
Scope
This policy and the specific prohibitions will apply to all employees while engaged in Company business, working on Company premises, and driving company vehicles. In support of a responsible approach to alcohol and drug use, the company prohibits: Anyone being unfit for work because of the use or after effects of alcohol or other drugs; The misuse of medications, both prescribed and over-the-counter; The use, possession, distribution, offering or sale of illicit drugs, or any prescription drug which is not obtained and used under a lawfully-issued prescription; and The use, possession, distribution, offering or sale of alcoholic beverages.
For the purposes of this policy, drugs of concern include illegal drugs, alcohol and medications, which inhibit or may inhibit an employees ability to perform their job safely and productively. Violations of these provisions are grounds for disciplinary action, up to and including termination. These provisions, in whole or in part, may be applied to contractors and their employees while providing services to Ryder, as determined by company management. All contractors will be advised of the applicable provisions of this policy, and in particular, the rules around fitness for duty and those associated with alcohol and other drug use or possession. They will be expected to enforce these requirements for their employees, sub-contractors and agents. Any contravention will be considered a breach of their contract.
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ii.
Responsibilities
There is a shared responsibility for the success of this policy: Ryder will provide access to assistance programs in a way that ensures confidentiality, fairness and respect for individuals; Any employee who may have a problem is expected to assume ownership of their problem, and use the counselling and treatment services that are available through the Company and community; and All employees are personally responsible for compliance with this policy and are always expected to place a priority on workplace safety in their job performance and practices. Because quality, excellence, profitability and safe operations cannot be achieved in a workplace where job performance is adversely affected by the use of alcohol or other drugs, Ryder will: Actively promote a safe and healthy working environment that strives to eliminate any negative effects due to the inappropriate use of alcohol or other drugs; Provide prevention programs emphasizing awareness, education, training and peer participations; Provide access to confidential assessment, counseling, referral and aftercare services; Emphasize job performance management as a major tool for the success of this policy; Identify specific standards to be met by individuals holding safe-sensitive positions; Monitor and take appropriate action if an employee that is required to have a valid drivers license as a condition of employment receives an impaired driving charge or conviction at any time; Undertake drug testing for applicants and alcohol and drug testing for current employees as outlined in the administrative guidelines; and Reserve the right to conduct searches for alcohol and illicit drugs on premises owned, contracted, or otherwise controlled by the Company.
iii.
PURPOSE
These guidelines are intended to provide further details on all aspects of the Ryder Policy on Alcohol and Other Drug Use to ensure understanding of the provisions and uniform implementation of the main policy statement. The following provisions became effective as of July 1, 1996. The policy and administrative guidelines are subject to ongoing review and evaluation, and may be amended from time to time.
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iv.
Definitions
1. Company Business refers to all business activities undertaken by employees in the course of the companys operations, whether conducted on or off company premises. It includes all situations when an employee is representing the company. 2. Company Premises includes but is not necessarily restricted to, all land, property, structures, installations, vehicles, and equipment owned, leased, operated or otherwise directly controlled by the company, or under the companys operating authority. 3. Contractor refers to any contractor or supplier and their representatives providing services to Ryder and not on the company payroll. This includes: Category A Contractors: owner-operators and their employees that provide exclusive services to Ryder; and; Category B Contractors: service and product suppliers including companies providing maintenance, loading and other services, and driver leasing companies. 4. Drug means any substance, including alcohol, illicit drugs or medications, the use of which has the potential to change or adversely affect the way a person thinks, feels or acts. For purposes of this policy, drugs of concern are those that inhibit a workers ability to perform his or her job safely and productively. 5. Alcohol means the intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohols including methyl and isopropyl. 6. Illicit drug means any drug or substance whose use; sale, possession, purchase or transfer is restricted or prohibited by law (e.g. street drugs such as marijuana and cocaine). 7. Employees include all regular full time, regular part time, seasonal, temporary and casual employees when on company business or premises. 8. Fitness for Work/Duty in the context of this policy means being able to safely and acceptably perform assigned duties without any limitations due to the use or after-effects of alcohol, illicit drugs or medications. 9. Safety-sensitive Functions are functions performed when a driver is: Waiting at a terminal, facility or other property to be dispatched; Performing pre-trip inspections or servicing the vehicle;
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At the driving controls of a commercial motor vehicle in operation; In or upon a commercial motor vehicle (except when resting in the sleeper berth); Loading or unloading a vehicle, supervising or assisting in the loading or unloading, attending a vehicle being loaded or unloaded; Remaining in readiness to operate the vehicle; Giving or receiving receipts for shipments loaded or unloaded; and Repairing, obtaining assistance or remaining in attendance upon a disabled vehicle. 10. Safety-sensitive Positions are positions in which individuals have a key and direct role in an operation where impaired performance could result in safety risk to self, co-workers, property, the community or the environment. In addition, these positions have no direct, or very limited supervision to provide frequent operational checks. This definition includes all employees that may be required to rotate through or temporarily relieve a safety-sensitive position. For purposes of this policy, safety-sensitive positions include all employee drivers and Category A contractors whose primary job responsibility is driving a commercial motor vehicle used for hauling purposes on highways, as defined under the Ontario Highway Traffic Act and other applicable provincial and federal legislation and regulations. Any individual, including management personnel that could reasonably be expected to be called upon to drive a commercial motor vehicle will be included in this category. A list of designated positions will be developed and approved by Company management, and will be kept up to date to reflect changes in personnel and job content. 11. Senior Management refers to the Vice President and General Manager, Vice President, Vertical Account Operations, Managing Director Operations, Area Manager or their designate. 12. Supervisor means the individual in authority over a particular area or shift, including team leaders, managers and others in position of authority. This policy, which became effective July 1, 1996, will be communicated to all employees who are responsible for understanding its application to themselves and others. Implementation details are provided in the administrative guidelines. This policy and guidelines are subject to ongoing review and evaluation, and may be amended from time to time. For more complete details, see full policy and appendices, which is given to every employee upon hiring. Additional copies can be obtained from the Human Resources or Safety Departments.
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Company Property
Ryders computer and voice mail systems are Company property and are provided for use in conducting Company business. Use of these systems for anything more than incidental and occasional personal purposes is prohibited. All communications and information transmitted by, received from and created or stored in its systems (whether through word processing programs, e-mail, the Internet, voice mail or otherwise) are Company records and property of the Company. Surfing the Net is not a legitimate business activity and is not an approved use of the Internet.
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No Expectation of Privacy
The Company provides computers, computer accounts, Internet accounts and voice mail to its employees to assist them in the performance of their jobs. Employees should not have an expectation of privacy in anything they create, store, send or receive on the Companys systems.
The Company may use its right to monitor, access, retrieve and delete any matter stored in, created on, received on, or sent over its computer or voice mail systems for any reason and without permission of or notice to any employee. Use of passwords or other security measures does not in any way diminish the Companys right to monitor and access materials in its systems, nor does it create any privacy rights of employees in the messages and files on the systems. Any password used by an employee must be revealed to the Company upon request: When files need to be accessed by the Company in the employees absence, or For any other reason that the Company in its discretion deems appropriate.
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Further, material falling into one of the following categories may not be downloaded from the Internet or displayed or stored in the Companys computers: Fraudulent Harassing Embarrassing Sexually explicit Profane Offensive Obscene Intimidating Defamatory Unlawful Inappropriate
Employees who encounter or receive this kind of material are responsible for: Replying to the sender that they do not wish to receive such material, and Immediately reporting the incident to their manager or Human Resources Manager.
Solicitations
The Companys systems, including but not limited to e-mail, voice mail, the Intranet and the Internet, may not be used to solicit for:
Religious or political causes Commercial enterprises Outside organizations, or Other non-job related causes.
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Virus Detection
Files obtained from sources outside the Company may contain dangerous computer viruses that may damage Ryders computer network. These include:
Disks brought from home Files downloaded from the Internet, news groups, bulletin boards or other online services Files attached to e-mail, and Files provided by customers or vendors.
Employees must never download files from the Internet, accept e-mail attachments from outsiders or use disks from non-Company sources without first scanning the material with Company-approved virus-checking software. If there is a suspicion that a virus has been introduced into the Companys network, employees are responsible for immediately notifying the Help Desk at 888-793-3733.
Sending mass mailings or chain letters Spending excessive amounts of time on the Internet Playing games Engaging in online chat groups Printing multiple copies of documents, or Otherwise creating unnecessary network traffic.
Because audio, video and picture files require significant storage space, files of this or any other sort may not be downloaded without prior approval from the employees supervisor. Employees may not use the Companys Internet connection to download games or other entertainment software, including wallpaper and screen savers, nor may they play games over the Internet.
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Because of the storage space required for voice mail messages, employees should not send voice mail messages to large numbers of recipients without prior approval from their supervisor.
Resolve their doubts in favour of not transferring the information, and Consult with senior management.
Employees are responsible for complying with copyright laws and applicable licenses that may apply to any software, files, graphics, documents, messages or other material they wish to download or copy. Employees may not agree to a license or download any material for which a registration fee is charged without first obtaining expressed, written permission from their supervisor. Further, any Ryder-approved material that is posted or sent via the Companys computer system should contain all proper copyright and trademark notices. Without prior approval from senior management to act as an official representative of the Company, employees posting information must include a disclaimer in that information stating, "Views expressed by the author do not necessarily represent those of the Company."
Violation of Policy
Violations of this policy may result in:
Disciplinary action, up to and including termination, and Civil and/or criminal action, when appropriate.
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Prior approval from a senior level manager, and Consent from all parties involved.
Consequences of Violations
Any violation of this policy may result in disciplinary action, up to and including termination. In addition, recording a conversation without someone elses consent is a criminal act in some states. Ryder will cooperate fully with authorities in prosecution of these offences.
Handling Inquiries
All inquiries, in writing or by telephone, regarding current or former Ryder employees must be referred to the Human Resources department. Personnel Records will:
Furnish or verify only an employees name, dates of employment, job title, department, and Validate salary information.
No other data or information will be furnished unless the employee provides a written request to the Company or Ryder is required by law to furnish the information.
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An authorization to furnish specific information, and A statement releasing Ryder from liability in connection with furnishing the specified information.
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Anti-nepotism Policy
Policy
The purpose of this policy is to avoid actual or apparent conflicts of interest. Members of an employees immediate family will be considered for employment on the basis of their qualifications. Therefore, an immediate family member, roommate or an individual who is currently involved in a romantic or sexual relationship with a Ryder employee may not be hired in the same department or work group or continue to work in that group if the employment would:
Create a supervisor/subordinate relationship with any individual described above Have the potential for creating an adverse impact on work performance, or Create an actual conflict of interest, the appearance of a conflict of interest or the perception of unfairness to other employees.
Depending on the circumstances, employees who become family members (through marriage, domestic partnerships or otherwise) may be prohibited from continuing in working relationships that would create one of the above conditions. This policy must be considered when assigning, transferring or promoting an employee.
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Employee Expenses
All expenses must have prior manager approval. You manager must be aware of the expense prior to the expense being incurred. In order to claim for reimbursement of expenses, you must complete the Travel Expense Statement, have your manager approve the expense statement, and then forward it onto the Shared Services Center in Alpharetta, Georgia for processing. You must attach all of your original receipts to the statement. Please ensure you include the location code where the expense should be charged to on the statement. If you have a Corporate American Express card, all expenses should be charged using this credit card.
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Leaving Ryder
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Terminations
Workforce Management
Our objective is to provide continuing, challenging employment to our employees. However, this is balanced against productivity and profitability requirements prescribed by competitive and economic factors. Our goal is to manage Ryders growth and the changes within our workforce as our business continues to evolve. Involuntary reassignment may occur as a result of:
A reduction of hours of work available A reduction in the number of positions required to perform the work A significant revision of job content A redundancy of positions, either organizationally or technologically Geographic relocation of the position A permanent disability that is medically substantiated.
Ryders goal is to provide continuity of employment should such reassignments occur. We support a long-term approach to workforce management where we may sacrifice some short-term effectiveness or productivity to invest in retraining existing employees, demonstrating our commitment to employees and preserving our company culture. If you are to be reassigned as a result of an impending change, you will receive the appropriate advanced written notice. During that notice period, Human Resources and management involved will strive to identify alternate job placement. Reassignment will be based on your:
Qualifications, potential, ability, and willingness to perform the work available, and Documented performance history, and Length of service with Ryder.
In situations where several employees who will potentially be reassigned will be seeking reassignment, preference will be given to those employees with the greatest seniority, all other criteria being equal.
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Voluntary Terminations
If, after due consideration, you decide to leave the Company, you are requested to provide Ryder with at least two weeks advance written notice. Vacation days may not be included in the two-week notification period. You will be paid for all your unused vacation hours that you have earned up to the point of your resignation date. If, as sometimes happens, your supervisor requests you to leave prior to the end of your notice period, you may be paid for the remainder of that period, at the discretion of the Company. Ryder does not have a mandatory retirement age. may change once the employee turns age 65. However, benefit coverage
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Involuntary Terminations
Ryder takes its responsibility in establishing, maintaining and terminating employment relationships very seriously. In appropriately compensating terminated employees, it is the Corporations intent to:
Treat employees consistently with dignity and respect and maintain, to the extent possible, the goodwill of terminated employees Comply with applicable legislation and remain consistent with external practices Control costs through reduced severance expenditures, avoid negotiations around severance packages and avoid costs of litigation
Ryder tries to correct unacceptable employee conduct through the use of progressive discipline. However, there are certain serious offences that, in the Companys judgment, may be appropriate for immediate termination with or without progressive discipline. Any employee whose conduct, actions or performance violates or conflicts with Ryders policies may be terminated immediately and without prior written or oral warning for this or any other offence. The following examples of grounds for immediate dismissal are representative, but not all inclusive, of the types of activities that may result in your immediate dismissal:
Breach of trust or dishonesty A felony conviction Wilful violation of an established policy or rule Falsification of Company records Gross negligence Insubordination Falsification of expense reports Abuse of travel and entertainment policies Conviction of a misdemeanour offence with a connection to your position Violation of the Harassment and Discrimination policy Time card or sign-in book violations Unauthorized absence from duty during regularly scheduled work hours Non-performance of work Theft or the unauthorized possession of, or the use of, property belonging to any co-worker, visitor or customer of Ryder Possession of weapons on the premises Threats or acts of violence against other employees and/or customers, vendors or suppliers
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Unauthorized possession, use or copying of any records that are the property of Ryder Unauthorized posting or removal of notices from bulletin boards Excessive absenteeism or lateness Marring, defacing or other wilful destruction of any supplies, equipment or property of Ryder Failure to call or directly contact your supervisor when you will be late or absent from work Fighting or serious breach of acceptable behaviour Violation of the Companys Alcohol and Drug Policy Violation of Ryders Principles of Business Conduct Gambling, conducting games of chance or possession of related devices on the premises or during work hours Leaving the work premises during work hours without authorization Sleeping on duty Mistreatment of, or excessive complaints from customers Inability to accept constructive criticism
The above list is neither exhaustive nor intended to be comprehensive. Ryder will consider court precedent and follow legislative requirements in its termination practices. It will also consider relevant individual circumstances of the terminated employee, competitor practices, economic conditions and the like. Ryder may choose to end the employment relationship if performance expectations are not being met after corrective action/progressive discipline measures have been unsuccessful. This could also result from an inappropriate fit between the employee and the position. A probationary termination occurs if, within the first three months of employment, performance expectations are not met.
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Final Actions
Exit interviews are usually conducted only when an employee resigns (voluntary termination). They are normally conducted on the employees last day of employment by Human Resources, or a member of management other than the employees immediate manager. The exit interview provides Ryder with an opportunity to assess the quality of the workplace, and identify any potential problems. On your last day of employment with Ryder, your supervisor will make arrangements for you to return all Company property and, if appropriate, the end of your access to any of the Companys systems. Unless otherwise prohibited by law, Ryder may deduct from your final pay any money, which you may owe the Company, including, but not limited to:
Vacation taken but not earned. Your relocation, or A tuition reimbursement. Commissions or bonuses that must be repaid in accordance with plans Salary advances or loans Unpaid balances on your corporate credit card Any other appropriate deductions as determined by the Company
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(Please detach or print this page and return this form to your manager)
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