Employeehandbook CN

Ryder Canada Employee Handbook For Hourly Employees
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
Version: December 2006
Ryder Truck Rental Canada Ltd.
Page 2
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
Version: December 2006 Ryder Truck Rental Canada Ltd. Page 3
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
Version: December 2006 Ryder Truck Rental Canada Ltd.
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
Page 4
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
Page 5
About this Handbook

The purpose of this handbook is to provide you with a guide to your employment relationship with Ryder Canada. We have tried to put as much information in this handbook as possible, so that you do not have to find the information you need elsewhere. However, please keep in mind that due to the number of topics we wanted to cover, we had to be brief and have only included general information and guidelines. This handbook is not intended to address all possible situations and if you have a specific question in regards to the application of a policy or procedure, you should refer to your manager or the Human Resources department for further guidance. Please see your manager for any location specific policies.
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
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.
Page 7
All About Ryder
Page 8
Ryder System Inc.s Goals

Improve Financial Performance
Ryder will increase shareholder value by; delivering year-over-year improvement across a range of financial goals; investing strategically, and controlling costs.
Increase Client Satisfaction

Ryder will provide leading edge logistics and transportation management solutions, as measured by improved client satisfaction and retention.
Become an Employer of Choice

Ryder will enhance employee satisfaction and performance through teamwork and career enrichment and by valuing individual contributions and diversity.
Improve Asset Management

Ryder and its employees will manage all assets to maximize their utilization and total financial return to the company.
Emphasize Safety
Ryder will continue to promote safe practices as a critical value throughout the organization.
Page 9
Ryder System Inc. Company Overview

Jim Ryder started the Company with only a $35 Model A Ford truck hauling bricks in the 1930s. Today, Ryder is a global leader in supply chain and transportation management solutions with $4.78 billion in annualized revenues, operations on four continents, employing nearly 30,000 employees. Throughout its evolution, one constant has been the Companys focus on servings its customers in a timely, cost-effective and reliable manner. Ryder understands that the supply chain is a lifeline of a company. From raw material suppliers, through inventory, production, distribution and downstream to end-use customers, a cost-effective supply chain is vital to success. By making a supply chain more efficient and responsive, customer service can be improved, sales can be increased and a competitive position improved. Ryder takes pride in delivering a comprehensive range of flexible, customized solutions that uniquely position its customers to leverage the power and connectivity of todays high-speed, global marketplace. Ryder is committed to achieving customer success and worldwide leadership in each of its business solutions.
Page 10
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.
Ryder Truck Rental Canada Ltd. Page 11
1934 1937 1938
1939 1942 1945
1949
1952
1955
1957
1960 1965 1967 1968
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.
1970
1971
1973 1977 1978
1979 1982
1983 1984 1985
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.
1995 1996 1997
1998
1999
2000
2001
2002
2003
Named one of the 100 best workplaces for Hispanics by Hispanic magazine for the tenth year.
Page 14
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.
Page 15
Ryders Service Offerings

Supply Chain Management Solutions Integrated Logistics Operations
Optimizes the functional components of a customers business, creating an integrated smooth operating supply chain.
Lead Logistics Management

Provides global distribution network capabilities with comprehensive supply chain solutions involving the coordination of all logistics providers in the network.
Logistics Network Consulting

Analyzes a customers entire supply chain, from suppliers to customers, identifying specific ways to add value to their business.
Distribution Management Solutions Network consulting

Optimizes the customers transportation, distribution and inventory processes at a single site or enterprise wide.
Product supply
Inbound transportation of raw materials and/or components.
Product distribution
Outbound transportation and distribution of finished goods.
Product support services

Additional services which Ryder can handle.
Transportation Management Solutions Network consulting

Improves supply chain performance by evaluating process design, mode and route optimization, asset utilization, inventory/transportation trade-offs, cycle time and technology. Carrier Procurement Determines the best modes and carriers for each shipment to reduce shipping costs. Shipment planning and execution Optimizes the transportation of freight by consolidating shipments, selecting route and carrier, aggregating orders into loads, dispatching, tracking and confirming delivery with full documentation and freight visibility, customized reports and freight bill and audit payment
Page 16
Dedicated Transportation Management Solutions Dedicated contract carriage

A turnkey transportation service from drivers and equipment to complete administration and management
Capacity management
A technology driven system for matching existing freight with available capacity in our network of customers
Fleet Management Services Solutions Fleet support

Value-added products to supplement leasing or maintenance solutions
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
Full service lease

A comprehensive package of services, including vehicle configuration, financing, purchasing, maintenance management and disposal
Commercial truck rental

An immediate solution to temporary vehicle needs such as handling periods of peak demands
Page 17
And Specifically About Canada

Ryder has been operating in Canada for over 40 years. The FMS operations in Canada include full service leasing, commercial rental and programmed maintenance. We also offer fleet support services such as insurance, fuel services and compliance services. As of December 31, 2003, we had a fleet of approximately 10,000 commercial trucks, tractors and trailers leased or rented through approximately 20 locations throughout 8 Canadian provinces. In 2003, we had over 1,200 full service lease customer accounts in Canada. The Canadian operations also include a full range of SCS and DCC services including lead logistics management services and distribution and transportation solutions. Given the proximity of this market to our U.S. operations, the Canadian operations are highly coordinated with their U.S. counterparts, managing crossborder transportation and freight movements. As of December 31, 2003, we have approximately 50 SCS customer accounts in Canada.
Page 18
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
Ryder Canada Head Office Human Resources Listing

General HR inquiries HR Confidential Fax Recruitment Recruitment Hotline Recruitment E-Mail All Positions All Management Positions Recruitment Fax Line FMS & Team 31 Employee Relations 800-565-8495, x. 283 905-826-8567 or 905-826-1673 800-565-8495, x. 232 1-877-JOINRYDER Join_ryder@ryder.com Canada_careers@ryder.com 1-888-838-4136 800-565-8495, x. 305
Ryder Canada HR Contact Listing

Employee relation matters for accounts as follows: Ryder/General Motors/Johnson Controls/ Automodular Ryder/SCS London Hub Ryder/Imperial Tobacco Ltd Ontario, Calgary & Vancouver Ryder/Imperial Tobacco Ltd Quebec, Maritimes & Winnipeg
800-647-2210, x. 310 800-339-2834, x. 257
905-759-2005
514-782-4287
Ryder Canada Head Office Payroll & Benefits Listing

General Payroll inquiries SCS hourly payroll FMS hourly payroll Salary payroll Pension & Benefits Payroll Confidential Fax
800-565-8495, x. 234 800-565-8495, x. 267 800-565-8495, x. 243 800-565-8495, x. 222 905-826-8718
Page 19
Principles of Employment at Ryder
Page 20
Overview of the Principles of Business Conduct

This overview will help you become familiar with the Principles of Business Conduct. The overview is provided for your convenience, but you are expected to read and abide by the policies outlined the full text of the Principles as a condition of your employment. If you have any questions, contact your supervisor, human resources, or Global Corporate Compliance at 1-800-62RYDER or ethics@ryder.com. The Principles apply in every country in which we do business and to every employee, officer, director, and member of the Board of Directors. Every employee has the right and the obligation to promote ethical conduct, and to report known or suspected violations of the Principles, Ryder policy, or the law.
Reporting Mechanism and Policy Against Retaliation

If you reasonably believe that a violation has occurred, you must report that immediately to your supervisor, human resources, any manager, the Global Corporate Compliance Group at 1-800-62-RYDER or ethics@ryder.com, or the Director of Audit Services, and you may do so confidentially. You may make a confidential and anonymous report through the Ryder HOTLINE at 800-8152830, 24 hours a day, seven days a week, or by completing a report through ryder.com. There are no tracking or tracing mechanisms such as caller ID or other email identifiers. The reporting mechanisms are available to customers, suppliers, vendors, or anyone who has information about a suspected violation. Ryder forbids retaliation against any employee who files a good faith report. If you believe that you have experienced retaliation, contact any manager, human resources or the Global Corporate Compliance Group at 1-800-62-RYDER or ethics@ryder.com immediately.
Equal Employment Opportunity Policy

Employment, recruitment, hiring and placement, compensation, benefits, promotion, training and termination at Ryder are based upon personal capabilities and qualifications regardless of: race, colour, national origin, gender, sexual orientation, religion, disability status, veteran status, any other status protected by law. If you believe that someone has violated this policy, contact any supervisor (even outside your chain of command, if that makes you more comfortable), human resources, or the Global Corporate Compliance Group at 1800-62-RYDER. Any employee willfully violating this policy may be subject to appropriate disciplinary action, up to and including termination.
Page 21
Open Door Process

You may raise any work related concerns with any member of management without fear of retaliation. It is important that human resources and all appropriate levels of management have an opportunity to review your question, suggestion, or complaint. However, if you do not feel comfortable speaking with your supervisor, you may skip that person and go directly to the next level.
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.
Page 22
Bribery and Corruption

Ryder develops and maintains good relationships and effective communications with all levels of government in all areas in which we conduct business, and complies with all domestic and international anti-bribery laws such as the Foreign Corrupt Practices Act.
Confidential or Proprietary Information of Ryder, Its Competitors and Its Employees

Both during and after your employment with the Company you may not disclose, copy, sell or distribute Ryders confidential or proprietary information to any third party, or any other Ryder employee (unless it is on a need to know basis). When you leave the Company, you must immediately return all Ryder-related information, equipment and property in your possession. Employees who reveal confidential information are subject to immediate and appropriate discipline, up to and including termination, and when appropriate, legal action. Information about competitors, customers, and suppliers is a valuable asset in our highly competitive industry. However, you should not engage in unauthorized copying or reveal or encourage others to reveal or use any trade secrets of a former employee or other competitor in connection with your Ryder employment. The Company complies with the applicable privacy and data protection laws in the countries in which we operate.
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.
Antitrust and Fair Dealing Policy

You must deal fairly with Ryders customers, suppliers, competitors and employees. No one should take unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material facts, or any other unfair-dealing practices. Never engage in activities with customers, suppliers or competitors that unfairly prevent or limit competition, or could appear to do so. Never engage in independent actions with respect to
Page 23
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.
Page 24
About Your Employment
Page 25
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.
Regular Full Time

An employee is regularly scheduled to work what is considered a normal full time work week (across 7 days per week, 37.5 to 60 hours). The employee is eligible for all company benefits (group and statutory). The employment contract has no fixed end date. They are eligible for benefits on the first day of the next month following 30 days of continuous, active employment. Regular full-time employees may be paid a salary or on an hourly basis.
Regular Part Time Employee

An employee who is regularly scheduled to work at least 30 hours per week. They are eligible for benefits.
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.
Page 26
Recruitment, Transfers and Promotions

Your Manager or Human Resources is available to work with you throughout your career with Ryder. You can discuss your educational goals and desired career paths with them to further your professional aspirations. Ryder promotes internal advancement by posting new opportunities for you to progress to more challenging positions. Our goal is to post all open positions. However, the exceptions to this are departments, which are currently overstaffed and have qualified employees available for transfer to the position; where a potential layoff situation exists; or where candidates have been identified through the Senior Management Succession Planning process. The Job Posting will give a general overview of the position, responsibilities and qualifications. The usual duration of a posting is one week, and applications should be made during this time. You are encouraged to have a minimum of one full year in your current job, and have permission from your manager to apply. In all cases, please inform your manager or supervisor of your application. The job postings are available through Lotus Notes and are posted on bulletin boards in each location. Where appropriate, external recruitment can be conducted concurrently when the hiring Manager and Human Resources determines that there are no likely qualified internal candidates available for the position. Each candidate is judged on an individual basis, depending on the needs of both departments involved, and the employees qualifications. To apply for a change in position you must normally have a record of good performance, attendance and punctuality. Many Ryder employees have been approached by family and friends interested in working here. Our Employee Referral Program provides an incentive and reward to employees for helping to attract the best candidates to the career opportunities at Ryder. While Ryder doesnt prohibit the employment of relatives, the company does stipulate that employees not report to a family member. Ryder encourages all employees to improve their work by planning to learn from everyday work assignments, projects, mentoring and by soliciting feedback from management and co-workers. Opportunities exist in your current position to challenge your capabilities and accelerate your development. You learn a great deal from day-to day challenges, but you may also pursue internal and external learning opportunities through courses, seminars and conferences in order to meet new challenges. Creating a development plan will help you identify opportunities and develop the insights, confidence and competence you need to take an active role in your success.
Page 27
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.
Page 28
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.
Page 29
Employee Personal Information Protection Policy

This policy was created to comply with the spirit and intent of the Federal Personal Information Protection and Electronic Documents Act (PIPEDA), as well as, its corresponding provincial privacy legislation. Although not all employees are legally protected under the Act, Ryder Canada made the decision to implement an Employee Personal Information Protection Policy for all employees across the country. Purpose To establish the guideline and procedure in regards to protecting all employee personal information gained by Ryder Canada as a result of their employment relationship. Scope This policy applies to all subsequent, current and new employees of Ryder Canada, effective January 1, 2004. Policy 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. A list of third party providers is enclosed. See Appendix A. Definition of Personal Information Personal information is just that personal. 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. More details are provided. See Appendix B. Accountability As a Corporation, Ryder Canada is responsible for ensuring compliance with this policy and related legislation. To ensure our commitment, Ryder Canada appointed a Chief Privacy Officer, from its United States Head Quarters, as well as a Canadian Executive Team Leader. However, be reminded that it is the responsibility of each and every one to protect their own personal information. Identify the purpose Ryder Canada will ensure that the purpose for collecting the information is clearly communicated to employees prior to, or at the time the information is collected. This communication can be verbal or written.
Page 30
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.
Page 31
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.
Page 32
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.
Page 33
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.
Page 34
Attendance, Punctuality and Dependability

Attendance, punctuality, dependability and a commitment to do the job right are essential functions of every position at Ryder. Because the Company depends heavily upon its employees, it is important that you attend work as scheduled. You are expected to: Be at work on all scheduled work days and during all scheduled work hours, and Report to work on time.
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.
Page 35
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.
Page 36
Use of Company Property

Ryders Expectations
Ryder provides the supplies, uniforms, equipment, vehicles and materials necessary for you to perform your job. These items are to be used solely for Company purposes. The Company expects you to: Exercise care in the use of its equipment and property, and Only use such equipment and property for Company purposes.
Loss, damages or theft of Company property must be reported immediately.
Negligence in use of property

Negligence in the care and use of Company property may be considered grounds for disciplinary action, up to and including termination as well as possible legal action.
Page 37
Solicitations, Distributions and Use of Bulletin Boards

Solicitations and Distributions
Employees may not solicit other employees of the Company during working time, nor may they distribute literature in work areas unless the solicitation and/or distribution:

is co-sponsored by the Company, or has management approval.
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.
You may not remove material from Company bulletin boards.
Please check with your manager in regards to where communications are posted at your location.
Page 38
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.
Page 39
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.
Page 40
About Your Pay
Page 41
Pay Timing for Hourly Employees

Hourly employees are paid once a week for all hours on the time sheet for the particular week ending period.
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
Page 42
Civil and/or criminal legal proceedings, if appropriate.
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.
Page 43
About Your Performance
Page 44
Performance Review Process

What is it?
The Performance Review process is where an employee and their manager meet on a semi-annual and annual basis to review the employees performance and provide them with some feedback in regards to their performance and any areas for improvement. These performance conversations will occur throughout the year, this is just the formal process to document an individuals performance and summarize what has been previously discussed.
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.
Page 45
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.
Page 46
About Your Development
Page 47
Training & Development At Ryder

Our goal is to help employees develop the skills, knowledge, and competencies needed to be successful in their jobs and to ensure that Ryder has the culture and talent necessary to meet our strategic goals. When a training need is identified, Human Resources will work with the manager to determine the best solution and assist in implementing that solution.
Tuition Aid Policy

Ryder Canada is committed to building an environment where learning is encouraged for career development and personal growth, and valued as a key contributor to the success of the company. Tuition aid provides financial assistance to eligible employees who wish to enhance their career development and personal growth through external education taken outside of regular business hours. All active permanent employees working full-time and part-time (must be over 30 scheduled hours per week) for Ryder Canada are eligible for tuition aid. The employee must be classified as a permanent, full-time or part-time employee at the beginning and end of the course for which tuition aid is requested. This policy does not apply to employees covered by collective bargaining agreements. The tuition aid program provides 75% reimbursement of eligible expenses, up to a limit of $3,000 per calendar year. Only qualifying expenses will be reimbursed: Course tuition fees Required textbooks and course materials Financial assistance is provided for courses from a recognized college or university or another place of learning licensed through the Ministry of Education. The education must be completed on the employees own time. A course is approved when the employees manager considers it work-related or a part of a work-related degree program. Manager and Senior Manager (manager once removed) approval must be obtained prior to enrolment.
Page 48
Online & Self-Study Courses

Ryder has a number of online and self-study courses available to employees. The online or self-study courses can be accessed through the Ryder Training Group intranet. Here is how: 1. 2. 3. 4. Launch Internet Explorer. Type Ride in the address line. Click on Ryder Training Group on the right hand side of the screen. On the Ryder Training home page, choose LMS Student Interface on the left hand column of the screen. 5. The Logon ID and password is your SAP number. If you dont know what this number is, please contact your Human Resources representative. 6. Then go into My Courses, which is at the top of the screen. 7. There you will find all of the online and self-study courses available at Ryder. If you have any questions, please contact Lesley Kerr at 905-812-2384.
Ryder Internal Training Courses

As different overall training needs are identified that impact a number of employees, internal training courses will be provided. These courses will either be developed in Ryder or by an external vendor to meet the specific training need of the applicable group. Also, there are a number of internal courses that are already available through our US training group. These courses can be found on the Ryder Training Group intranet site. All of these courses can be delivered in Canada, where there is a widespread need, or employees can take these courses in the US. In order to attend an internal training course, you must have the approval of your manager.
Page 49
Taking Time Away from Work
Page 50
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.
Page 51
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%
Page 52
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.
Page 53
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.
Page 54
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.
Page 55
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.
Immediate Family Definition

For the purpose of this policy, immediate family is defined as one of the following: Spouse Domestic partner Child Parent (including in-laws) Grandchild Roommate Relative residing at your home at the time of death Anyone serving in the place of one of the above family members Grandparent
Sibling
Notification of Request for Leave

Employees are responsible for notifying their supervisor in a timely manner of their need for bereavement leave. Employees may be required to show proof of the death (i.e. death notice, newspaper obituary, funeral home notice). The supervisor is responsible for notifying Human Resources if the length of the leave is beyond the policy of 3 days to ensure consistent application of the policy and any exceptions to it.
Exceptions
For all employees covered by a collective agreement, the collective agreement will be the binding document not the policy.
Page 56
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.
Personal Leave Without Pay

Subject to approval by your manager and your Human Resources Manager, you may be eligible for a personal leave without pay for a maximum period of 90 days within a rolling 12-month period.
Pay and Benefits During Leave

You may use your earned vacation or floating holiday, but otherwise your Personal Leave is without pay or benefits.
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.
Page 57
Compassionate Care Leave

Policy
Employees are entitled to up to 8 unpaid weeks of compassionate care leave to provide care and support to a gravely ill family member. A certificate is required from a qualified medical practitioner, stating that the family member has a serious medical condition with a significant risk of death within 26 weeks.
Eligibility
All permanent and part time employees are entitled to this leave.
Definition of a Family Member

The employees spouse or common-law partner; the employees child(ren) or the child(ren) of the employees spouse or common-law partner; and a parent of the employee or spouse or common-law partner of the parent are all considered family members. Common law partner means a person who is cohabiting with the individual in conjugal relationship, having so cohabited for a period of at least one year.
Pay and Benefits During Leave

This leave is unpaid. However, your benefits will continue during the period you are off. If you have elected any optional benefits, you must pay these premiums while you are off for them to continue along with your LTD benefit premiums.
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.
Page 58
Emergency Leave (Ontario only)

Emergency leave is unpaid, job-protected leave of up to 10 days each year. Emergency leave may be taken in the case of illness, injury and certain other emergencies or urgent matters. An employee can take emergency leave for up to 10 days unpaid leave of absence due to: personal illness, injury or medical emergency, and death, illness, injury, medical emergency or urgent matters relating to: a spouse or same-sex partner a parent, step-parent, foster parent, child, step-child, foster child, grandparent, step-grandparent, grandchild or stepgrandchild of the employee, the employees spouse or the employees same-sex partner the spouse or same-sex partner of an employees child a brother or sister of the employee a relative of the employee who is dependent on the employee for care or assistance.
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.
Pay and Benefits

An Emergency Leave is unpaid. However, benefits do continue during this period. And an employee continues to earn credit for service while they are off.
Page 59
Maternity and Parental Leave

Ryder Canada employees are entitled to both unpaid maternity and parental leaves, in accordance with the applicable provincial or federal legislation. Here are the numbers of weeks by province and for federally regulated accounts. You must provide your manager with 4 weeks written notice of when you intend to start your maternity or parental leave. Jurisdiction Federal Alberta British Columbia Manitoba New Brunswick Newfoundland Nova Scotia Ontario Quebec Maternity Leave 17 weeks 15 weeks 17 weeks 17 weeks 17 weeks 17 weeks 17 weeks 17 weeks 18 weeks Parental Leave 37 weeks 37 weeks 37 weeks; 35 weeks if maternity leave is taken 37 weeks 37 weeks 35 weeks 52 weeks; 35 weeks if maternity leave is taken 37 weeks; 35 weeks if maternity leave is taken 52 weeks
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.
Page 60
Away from work due to illness

Occasionally, all of us may need to miss some time from work due to illness. When you are away from work for more than 3 days due to illness, you must apply for short-term disability. It is your responsibility to get the paperwork completed by your physician in order to apply for the benefit. If you return to work from illness on the third day, you are not required to apply for short-term disability. The days that you are away from work due to illness are unpaid days, unless you apply for short-term disability and are approved.
Page 61
About Your Benefits
Page 62
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.
Page 63
About Your Benefits Guide

Keep in a safe place
This portion of your handbook, about your benefits, is a valuable source of information for you and your family. It provides you with the information you need about Ryders group benefit plan with Sun Life Assurance Company of Canada (Sun Life), a member of the Sun Life Financial group of companies. Please keep it in a safe place. We also recommend that you familiarize yourself with this information and refer to it when making a claim for group benefits.
Your Plan Administrator is there to help

Your plan administrator can: help you enroll in the plan provide you with the forms you need to claim group benefits answer any questions you may have
Your Plan Administrator is Nadia Arnone and she can be reached at 905-8122370.
Benefits and claims information at your fingertips

For more information about your group benefits or claims, please call Sun Lifes Customer Care Centre toll-free number at 1 800 361-6212.
Were on the Internet!

Learn more by going on Sun Lifes web site. The address is: www.sunlife.ca
Page 64
Respecting Your Privacy

Sun Life is committed to protecting your privacy. They maintain a confidential file in their offices containing personal information about you and Ryders contract with Sun Life. These files are kept for the purpose of providing you with benefits under the Ryder group benefit plan. Access to your personal information is restricted to those employees and representatives who are responsible for the administration and servicing of the Ryder contract with Sun Life, or any other person that you authorize. You are entitled to consult the information contained in Sun Lifes file and, if applicable, to have it corrected by sending a written request to Sun Life. To find out more about the Sun Life Privacy Policy, visit their web site at www.sunlife.ca, call 1 800 361-6212, or send a written request by e-mail to privacyofficer@sunlife.com, or by mail to Privacy Officer, Sun Life Financial, 225 King St. West, Toronto, Ontario M5V 3C5 to request that a copy of the Sun Life Privacy Brochure be sent to you.
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)
Page 65
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:
Page 66
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.
Cost and Participation

Ryder pays for most of your benefits and provides them to you automatically. One mandatory benefit, the Long Term Disability Plan, is employee-paid in order to ensure that the benefit payments will be tax-free. Additional benefits are offered on an optional basis at competitive group rates, allowing you to tailor your coverage to your particular needs and circumstances. You should assess your situation, examine your benefit options and select the coverage that best meets your needs. Current costs for all optional benefits are available on the HR intranet or from Human Resources.
Page 67
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
Page 68
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.
Benefits After Age 65

Once you reach age 65, your benefit coverage will change. You will no longer be eligible for short term or long-term disability. Your basic life insurance and Accidental Death & Dismemberment coverage will reduce by 50% and all optional benefit coverage will end. Your health and dental coverage will remain unchanged to age 70.
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.
Naming Your Beneficiary

Subject to any applicable provincial law*, you may name anyone you choose as your beneficiary for Life and Accident Insurance benefits payable on your death and you may change your beneficiary at any time. If you do not name a
Page 69
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.
Page 70
Third Party Compensation Benefits

In some situations (such as automobile accident) you may be entitled to receive compensation benefits from another person or that persons insurance company due to a loss that is also covered under our plan. If this situation arises, our plan will pay you no more than the amount needed to bring your total reimbursement up to the amount of your actual loss. In this situation, you are expected to co-operate fully with our insurance company to allow them to do what is reasonably necessary to assert its rights in this regard. Our insurance company will contact you to obtain the information required to proceed. You will be required to sign an undertaking to reimburse our insurer for any amount recovered, which exceeds 100% of income or expenses. Before agreeing to a settlement of your claim, you must obtain our insurance companys approval.
Page 71
Your benefits at a glance
Compulsory government programs

Program Summary Canada Pension Plan / Provides minimal protection Quebec Pension Plan in case of retirement, disability or death. Costs Shared contributions (the amount paid is a percentage of earnings to a set maximum). Ryder: 50% Employee: 50% Contributions paid by Ryder Contributions paid by Ryder (a portion of earnings to a set maximum) Shared contributions (the amount paid is a percentage of your earnings within a set maximum determined annually by Revenue Canada)
Provincial Health Coverage Workers Compensation
Guaranteed basic health care services Income replacement insurance for employees injured while working Income replacement insurance for employees who are terminated
Employment Insurance
Page 72
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
Ryder pays cost
Dental plan
Optional Dental benefit
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.
Page 73
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.
Ryder pays cost
Optional benefit. Employee pays cost.
Ryder pays cost.
Page 74
Insurers and Policy Numbers

Please find below the contact name, number and policy numbers for the different components of your benefit plan. Program Health & Dental benefits Survivor Protection Life Insurance Accident Insurance Disability benefit payments Disability benefits Retirement & Savings Plans Insurance Company Contact Information Sun Life Financial 1-800-361-6212, 7:00 am to 8:00 pm (EST), Monday to Friday (excluding holidays) www.sunlife.ca/member Sun Life 1-800-361-6212 Manulife Financial 1-888-727-7766 or www.manulife.ca/GRO FGI Canada-wide (English): 1800-268-5211 Canada-wide (French): 1800-363-3872 www.fgiworldmembers.com Username: ryder Password: ryder101 Policy Number 83444
Not applicable Retirement Pension Plan: 10000564 Group RRSP: 20000564 Deferred Profit Sharing Plan: 30000564 Not applicable
Employee Assistance Program
Page 75
Defining Special Terms

The table below contains the definitions of the key terms used throughout the Employee Benefits section of this handbook. Term Actively working and active work Benefit Calculations Earnings Definition Means the performance of all of the regular duties of the persons own occupation for one full working day or shift. All members of the hourly benefit program, regardless of the method of remuneration (for example, by trips, kilometers, etc.) will have benefit coverage for basic life, accidental death and dismemberment, short term and long term disability benefit coverage amounts calculated using a base number of hours per week multiplied by an hourly rate of pay. The base number of hours per week is: 40 hours per week for all material handlers and shop employees. 45 hours per week for all drivers. Standard scheduled hours per week for all eligible part-time employees. Means January 1 to December 31 Means a person who is insured, but does not include a dependant. Means a doctor of medicine (M.D.) legally licensed to practice medicine.
Calendar Year Member Physician
Page 76
Your Benefits and Tax Considerations

Most of the benefits you receive under the benefits program will not affect your income tax situation. However, contributions and premiums for group insurance coverage are treated differently in the different provinces. In addition, some of the additional benefits you may receive will also affect your income tax. In provinces where Ryder pays the Provincial Health Insurance Plan premium on your behalf, you must pay income tax on the premium. Except in Quebec, you do not pay income tax on Ryders cost of providing you with Extended Health Care and Dental Plan benefits (in Quebec, you must pay provincial income tax on this amount). Your Optional Hospital Benefit premiums (if elected) qualify as a medical expense for income tax purposes. If any of your health and dental expenses are not fully reimbursed by Ryders plans or any other plan, you may claim the remaining amount as a medical expense for income tax purposes. The benefits paid to you for health and dental claims are not subject to income tax.
Page 77
You were asking

What do I need to do to change my coverage?
If you wish to make changes to your benefits, please contact your manager for the appropriate forms. You may also contact Nadia Arnone at 905-812-2370 if you require further information. If you want to add any optional coverage, you have the opportunity to add this once a year to be effective August 1st.
What happens to my benefits when I retire?

If you retire after attaining age 55 with at least 10 years of service and 5 years of membership in the Ryder Retirement Plan but before age 65, your health and dental coverage will continue for both yourself and your eligible family members until you reach age 65. At that time, both your coverage and your familys coverage will stop. Unless you qualify for continuing benefits as described above, your health and dental coverage ceases at retirement. Disability coverage also stops at retirement or age 65, whichever occurs first. If you retire after at least five years of service, your Basic Life Insurance is reduced to 25% of your highest annual earnings while employed at Ryder, subject to a maximum benefit of $50,000. This amount remains in effect for the rest of your life at no cost to you. The rest of your life and accident insurance coverage and any coverage on your spouse and children cease at retirement.
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.
What happens to my coverage if I change positions at Ryder?

Eligibility for the benefits program is the same throughout Ryder. Once you are eligible for coverage, you will remain eligible unless you change employment status and are no longer working full time or part time (minimum of 30 scheduled hours) on a permanent basis. If you have any questions, please contact Human Resources.
Page 78
What happens to my benefits if I leave Ryder?

Your coverage under the benefits program ends when you leave Ryder. However, you will have the option of converting your life insurance coverage to an individual policy. If you want more information in regards to this, please contact Nadia Arnone at 905-812-2370.
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.
What happens with my benefits during maternity and parental leave?

Your Company-paid health and dental coverage continues automatically during any maternity and parental leave. If you want to maintain the optional hospital or optional dental benefit for yourself and any insured family members, you must continue to pay the required premiums during your leave. You are also required to pay the Long Term disability premiums throughout your leave.
In the case of death, what happens to my familys benefit coverage?

If you die while covered by these health and dental plans, your insured family members will continue to be covered for another 60 days.
Page 79
Health & Dental Care
Page 80
Health and Dental Care

Introduction
Quality health and dental care is something everyone needs. While you may usually need only regular check-ups and the occasional prescription drug, you never know when you may require special services such as home nursing care or major dental procedures. While each province has its own health insurance plan, the benefits from these plans are generally limited to basic medical care and hospital accommodation. To help you meet both predictable and unexpected needs that are not covered by your Provincial Plan, Ryder provides comprehensive extended health care and dental plans for both you and your family members, at no cost to you. If you wish, you may select additional hospital and/or optional dental coverage at an attractive group rate.
Page 81
Health and Dental Care

In summary
Extended Health Benefit

Part A B C D E F Benefit Drug: Pay Direct Vision: $150**** Hospital: ward to semiprivate** Optional Hospital: ward to semi-private*** Supp. Health Care Out-of-province Emergency and Travel Assistance Deductible Per Per family person unit None None None None $50* $150* None $50* None None $150* None Reimburse ment 80% 100% 80% 100% 80% 100%
*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.
Dental Benefit
Part Benefit Deductible Per Per person family unit None None $50* $150* $50* $50* $150* $150* Reimbursement Maximum
A B C D
Basic Basic Restorative Major Restorative Orthodontic
80% 80% 50% 50%
$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.
Page 83
Optional Dental Benefit

Part Benefit Deductible Per Per person family unit None None $50* $150* $50* $50* $150* $150* Reimbursement Maximum
A B C D
Basic Basic Restorative Major Restorative Orthodontic
80% 80% 75% 50%
$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.
Page 84
Health & Dental Care Provincial Health Insurance

Eligibility
This benefit is available to everyone who has resided in the province for the minimum period of time required by your provincial plan. If you have any questions or would like to verify your eligibility, please contact your provincial health ministry (you can find their phone number in the blue pages in your telephone directory).
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.
Page 85
Extended Health Care Plan

This plan helps pay for many supplies and services not covered by your Provincial Plan. It includes the following benefits: Basic Drug Benefit Supplementary Health Benefit Basic Hospital Benefit Out-of-Province Benefit Optical Benefit Travel Assistance Benefit
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,
Page 86
Spouse
The plan where the member is a retiree.
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.
Page 87
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,
Page 88
Out-of-province expenses for elective (non-emergency) medical treatment or surgery.
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.
Page 89
Extended Health Pay Direct Drug Benefit

Eligible Expenses
Eligible expenses are the reasonable and customary charges for the following items of expense, provided they are medically necessary for the treatment of disease or injury, prescribed by a physician or dentist and dispensed by a registered pharmacist or physician: 1. drugs, which legally require a prescription and are identified in the Monographs section of the current Compendium of Pharmaceuticals and Specialties as a narcotic, controlled drug, or requiring a prescription. 2. life-sustaining drugs which may not legally require a prescription and are identified in the Therapeutic Guide section of the current Compendium of Pharmaceuticals and Specialties under the following headings: anti-anginal agents antiparkinsonism agents bronchodilators antihyperlipidemic agents hyperthyroidism therapy parasympathomimetic agents tuberculosis therapy anticholinergic preparations anti-arrhythmic agents glaucoma therapy insulin preparations oral fibrinolytic agents potassium replacement therapy topical enzymatic debriding agents 3. injectible drugs 4. compounded prescriptions where one of the ingredients is an eligible expense. 5. needles, syringes, and chemical diagnostic aids for the treatment of diabetes.
Drug Utilization Review (DUR)

Sun Life provides a Drug Utilization Review (DUR) to ensure the safe and effective use of drugs prescribed for you and your insured dependant. Your
Page 90
pharmacist will review an eligible drug against your past drug claims for possible harmful effects to your health, such as a severe drug interaction.
Regie de lassurance du Quebec (RAMQ) Formulary Drugs for Quebec Residents

In addition to the above eligible expenses, this benefit includes all drugs covered by Quebec basic drug formulary, as established by the RAMQ. The minimum reimbursement percentage required by provincial legislation is applied up to the annual out-of-pocket maximum, as specified by law. This formulary is reviewed on a regular basis and is subject to change as new drugs and drug products are introduced. For Quebec residents, any maximums included in this benefit do not apply to eligible drugs covered by the RAMQ formulary.
Limitations and Exclusions

No benefit is payable for the portion of expenses for which reimbursement is provided by a government plan, expenses for drugs which, in Sun Lifes opinion, are experimental, expenses for dietary supplements, vitamins, and infant foods, expenses for contraceptives (other than oral), expenses for drugs which are used for cosmetic purposes, expenses for drugs used for the treatment of erectile dysfuntion, expenses for smoking cessation aids, expenses for drugs used for treatment of infertility, expenses for drugs for the treatment of obesity, and expenses incurred under any of the conditions listed on the Extended Health Provision page as an exclusion.
Page 91
Extended Health Vision Benefit

Definitions
Ophthalmologist: Optometrist: Means a person licensed to practice ophthalmology. Means a member of the Canadian Association of Optometrists or of a provincial association associated with it. 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.
Reasonable and customary charges:
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.
Page 92
Preferred Vision Services (PVS)

The Preferred Vision Services (PVS) vision care program enables you to purchase eyewear at savings of up to 20%. These savings are available on all frames, prescription lenses and lens add-ons at registered PVS locations. Most locations will also apply the discount to non-prescription eyewear and accessory items. PVS locations can be identified by calling the PVS information centre toll-free number 1-800-668-6444. You will need to show your group benefits identification certificate when you visit the practitioner. You can then submit your claim to Sun Life.
Page 93
Extended Health Supplementary Hospital Benefit

Eligible Expenses
Eligible expenses mean reasonable and customary charges for 1. semi-private accommodation in a hospital for a period of 31 days per disability, limited to the difference between the charges for public ward and semi-private accommodation for each day of hospitalization. 2. semi-private accommodation in a convalescent hospital limited to $25 per day and 120 days per disability.
Exclusions
No benefit is payable for 1. expenses incurred under any of the conditions listed on the Extended Health Provision page as an exclusion.
Page 94
Extended Health Supplementary Health Care Benefit

Eligible Expenses
To be eligible, the expenses must be medically necessary for the treatment of disease or bodily injury and prescribed by a physician. Eligible expenses are the reasonable and customary charges for the items of expense listed below. 1. the services of a registered nurse (R.N.) providing private duty nursing services in the patient's home, limited to $25,000 in a calendar year. To qualify as an eligible expense, the patient's treatment must require the level of expertise of an R.N. 2. the services of the following practitioners, limited to $20 per visit to a calendar year maximum of $200 for each practitioner. a. a physiotherapist, b. a registered massage therapist, c. a speech language pathologist, d. a psychologist, e. a chiropractor*, including one x-ray examination per calendar year, f. an osteopath*, including one x-ray examination per calendar year, g. a naturopath*, and h. a podiatrist or chiropodist*, including one x-ray examination per calendar year, i. an acupuncturist. * physician's prescription not required. The practitioner must be registered with the appropriate association or registry. Where applicable, expenses for practitioners' services eligible under a provincial health care plan will not be reimbursed until your expenses exceed the annual maximums under your provincial plan. 3. the services of a homemaker other than members of the employee's family, provided through the government sponsored home care program of the employee's province of residence, but only if the employee or dependent (i) requires such services as a result of a diagnosed illness or injury, and (ii) qualifies for the maximum "Homemaker" benefit under such home care
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.
Page 96
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.
Page 97
Extended Health - Out-of-Province Emergency and Travel Assistance Benefit

To be covered for this benefit, you and your covered dependant must have provincial health care coverage. Expenses for hospital/medical services and travel assistance benefits are eligible if 1. they are incurred as a result of emergency treatment of a disease or injury which occurs outside your home province, 2. they are medically necessary, and 3. they are incurred due to an emergency, which occurs during the first 60 days of traveling on vacation or business outside your home province. Your 60 days of coverage starts on the day you or your covered dependant departs from your home province.
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.
Page 98
Relative means your spouse, parent, child, brother or sister.
Eligible Expenses for Hospital/Medical Services

Eligible expenses mean reasonable and customary charges for the following items of expense, less the amount payable by a government plan: 1. public ward accommodation and auxiliary hospital services in a general hospital, 2. services of a physician, 3. economy air fare for the patient's return to his province of residence for medical treatment, 4. licensed ground ambulance service to the nearest hospital equipped to provide the required treatment, or to Canada, when the patient's physical condition prevents the use of another means of transportation, 5. emergency air ambulance service to the nearest hospital equipped to provide the required treatment, or to Canada, when the patient's physical condition prevents the use of another means of transportation, and if the patient requires a registered nurse during the flight, the services and return air fare for the registered nurse. The maximum lifetime amount payable for the above Eligible Expenses is $1,000,000 for you and for each covered dependant. Expenses that are included as Eligible Expenses under Drug, Vision, Hospital or Supplementary Health Care benefits are also eligible while you or your covered dependant is travelling outside Canada. These expenses are subject to the deductibles and reimbursement percentages listed under the appropriate benefit in the Summary of Benefits.
Eligible Expenses for Travel Assistance Benefits

Eligible expenses mean reasonable and customary charges for the following items of expense: 1. family assistance benefits, which include reimbursement for the cost of:
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.
Page 100
Travel Assistance Services

Benefit
This benefit is available for the first 60 days of any trip away from home. It gives you access to a 24-hour-day toll-free number for emergency information from anywhere in the world (such as referrals to a physician, hospital or translator). With Medi-Passport from Sun Life, you are one call away from Worldwide Assistance Services, Inc. (Washington, DC), one of the largest and most experienced emergency assistance companies in the world. By calling the 24-hour helpline, Worldwide Assistance will be able to provide you and your covered dependants with the following emergency assistance services during the first 60 days of travel: 1. physician and hospital referrals, 2. on-going monitoring of medical treatment if a family member is hospitalized, 3. coordination of transportation arrangements via ground or air ambulance if it is medically necessary to return a family member to Canada or transfer him to another hospital that is equipped to provide the required treatment, 4. payment assistance for hospital/medical expenses, 5. legal referrals, 6. a telephone interpretation service, 7. a message service for you, your family, friends and business associates.
Page 101
Emergency Payment Assistance Eligible Hospital/Medical Expenses:

To ensure payment of these expenses, 1. Call the 24-hour help line immediately. If you are physically unable to call the help line yourself, then have a family member, traveling companion or medical personnel call for you. Simply showing your Sun Life travel assistance card to a doctor, nurse or hospital personnel will NOT ensure payment of these expenses. 2. Worldwide Assistance will verify your extended health coverage and provincial health care coverage so payments can be arranged on behalf of you or your covered dependant. 3. You will be required to sign an authorization form allowing Worldwide Assistance to recover any amounts payable by the provincial health care plan. 4. For expenses that require a percentage paid by you, or that are not covered under this plan or the provincial health care plan, you must reimburse us for the excess amount of the payment. 5. If you receive any subsequent bills for these expenses, please forward them to Worldwide Assistance and they will coordinate payments with the provincial health care plan and Sun Life.
24 Hour Help line

If emergency assistance is needed, a 24-hour help line is available. Multilingual coordinators at Worldwide Assistance can access a worldwide network of professionals who offer help with medical, legal, and other travel related emergencies. The 24 hour help line can assist you and your covered dependant if you have lost your passport or visa, if you need to find a local legal advisor, or if you require telephone interpretation services. You can also call the help line and leave important messages for family, friends or business associates; likewise, they can call the help line and leave messages for you while you travel. Worldwide Assistance will hold such messages for 15 days.
Page 102
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.
Exclusions and Limitations

No benefit is payable for 1. expenses incurred by you or your covered dependant due to an emergency which occurs more than 60 days after departure from your province of residence, 2. expenses for the regular treatment of an injury or disease which existed before your departure or your covered dependant's departure from your province of residence, 3. expenses incurred on a non-emergency or referral basis, 4. expenses incurred under any of the conditions listed as an Exclusion in the Extended Health Provision. If you are covered as a retired employee, you and your covered dependants must return to your province of residence for at least 30 consecutive days before becoming eligible for another 60 days of coverage.
Page 103
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.
Page 104
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.
Spouse 3. The plan where the person is covered as a member.
Page 105
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.
Page 106
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.

No benefit is payable for expenses for which benefits are payable under a Workers' Compensation Act, Workplace Safety and Insurance Act or other similar legislation, expenses incurred due to intentionally self-inflicted injuries, expenses incurred due to civil disorder or war, whether or not war was declared, expenses for which benefits are payable under a government plan. Anaesthesia and laboratory procedure charges must be completed in conjunction with other services and the amount payable will be limited to the reimbursement percentage of the services they are being performed in conjunction with. Laboratory charges are also limited to 66 2/3% of the fee for the procedure in the Dental Fee Guide shown on the Summary of Benefits.
Page 107
Dental Provision - Basic Benefit

Eligible Expenses
Eligible expenses mean reasonable and customary charges for the following items of expense Procedures a. examination and diagnosis: oral examination, limited examination, recall oral examination (once every 6 months), special oral examination, treatment planning, minor emergency treatment, consultation, house call, institutional call and office visit, b. tests and laboratory examinations: biopsy of oral tissue, pulp vitality tests, c. radiographs: periapical (one complete series every 36 months), occlusal, bitewing (twice per year), extra oral, sialography, radiopaque dyes to demonstrate lesions, panoramic (once every 24 months), interpretation of radiographs received from another source, tomography, d. preventive services: dental prophylaxis (once every 6 months), topical application of fluoride phosphate (once every 6 months), pit and fissure sealant (for persons under 19 years of age), interproximal discing, scaling, e. oral hygiene instruction:
Exclusions
No benefit is payable for 1. expenses for cosmetic services, 2. expenses incurred for the treatment of malocclusion or for orthodontic treatment,
Page 108
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.
Page 109
Dental Provision - Basic Restorative Benefit

Eligible Expenses
Eligible expenses mean reasonable and customary charges for the following items of expense Procedures a. space maintainers: b. plastic fillings: amalgam, acrylic or composite resin, transitional restoration of fractured anterior, steel crown, plastic crown, c. endodontics: pulpotomy, root canal therapy, periapical services, other endodontic procedures, emergency procedures, d. periodontics: non surgical services, occlusal equilibration (not exceeding 8 time units every year), root planning (not exceeding 8 time units every year), e. denture repairs f. relining and rebasing of dentures g. surgical services: uncomplicated removals, surgical removals and repositioning, surgical excision, surgical incision, fractures, lacerations, frenectomy, miscellaneous surgical services, h. anaesthesia (if performed in conjunction with oral surgery): general anaesthesia, neuroleptanalgesic, conscious sedation, i. drug injections j. in office laboratory procedures
Page 110
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.
Page 111
Dental Provision - Major Restorative Benefit

Eligible Expenses
Eligible expenses mean reasonable and customary charges for the following items of expense Procedures a. crowns, inlays, onlays: metal inlay restorations, composite inlay restorations, porcelain inlay restorations, porcelain/ceramic inlay restorations crowns, other restorative services, hemisection, b. fixed bridgework: bridge pontics, retainers, other prosthetic services, c. partial and complete dentures: complete dentures, partial dentures, d. repairs and adjustments: porcelain repairs, recementing crown, adjustment to dentures, remake partial dentures, repairs to bridges, e. periodontics: surgical services, post-surgical treatment, adjunctive procedures, post treatment evaluation, f. major surgery: alveoplasty, excision of tumor, dislocations, g. examinations: oral examination, temporomandibular joint x-rays, diagnostic casts,
Page 112
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.
Page 113
Dental Provision - Orthodontic Benefit

Eligible Expenses
Eligible expenses mean reasonable and customary charges for the following items of expense incurred for the treatment of malocclusion or for orthodontic treatment Procedures a. observation, adjustment: oral examination, skull and facial bone survey, cephalometric radiograph, hand and wrist radiograph, diagnostic cast, surgical services, observation, adjustment, repairs, alterations, active appliances for tooth guidance or uncomplicated tooth movement retention appliances, b. appliances to control oral habits: c. comprehensive treatment: d. anaesthesia (if performed in conjunction with oral surgery) general anaesthesia neuroleptanalgesic conscious sedation e. in office laboratory procedures
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.
Page 114
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.
Page 115
How to submit a claim

If you have a medical or dental expense that the benefit plan either fully or partially covers, there are a number of easy ways to submit a claim for reimbursement. To submit a claim, you will need to know the policy number which is 83444, and your member ID number. If you dont know what your member ID number is, you can find it on your Sun Life drug card or you can contact Nadia Arnone at 905-812-2370.
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.
Sign up for direct deposit

Direct deposit lets you arrange to have claim payments deposited directly to your bank account. Its easy to sign up for this convenient service on the Plan Member Services site. Just click on Direct Deposit at the top of the screen.
Page 116
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.
Page 117
Access to your benefits is easy on the Internet

Sun Lifes Plan Member Services site makes it easy to access the benefits information you need and make claims for expenses covered by your plan. Here are some of the things you can do at www.sunlife.ca/member:
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.
How to sign up for Plan Member Services

To access the Sun Life web site, you will need your Access ID and password. You can register online for your Access ID and password. Once you have them, go to www.sunlife.ca/member and sign in. You will now have access to your benefits on the Internet!
Page 118
Survivor Protection
Page 119
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
Optional Life Insurance and Accidental Death and Dismemberment Insurance

Class of Members Benefit Formula Maximum Benefit
Page 120
Hourly Employees
Units of $10,000
$250,000
Termination of Insurance: 65th birthday or retirement, if earlier.
Optional Dependant Life Insurance

Spouse: units of $10,000 to maximum $250,000 Each child: $10,000 Termination of Insurance: the earlier of the members 65th birthday, retirement, or the spouses 65th birthday.
Optional Dependant Accidental Death & Dismemberment Insurance

Spouse: units of $10,000 to maximum $250,000 Each child: $10,000 Termination of Insurance: the earlier of the members 65th birthday, retirement, or the spouses 65th birthday.
Basic and Optional Member Life Insurance Provision

Benefit
The amount of Life and Optional Life benefit (if applicable) will be paid to your beneficiary upon your death. If no beneficiary has been appointed or if the beneficiary has predeceased you, payment will be made to your estate. If you become totally disabled before age 65, your Life Insurance only may be continued. Premiums for the continued insurance will be waived after you have been totally disabled from the same or related causes for six continuous months or, if you are also insured for group Long Term Disability Insurance with Sun Life, when you begin receiving group Long Term Disability payments.
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.
Page 121
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.
Death Benefit Exclusions

A "pre-existing" condition is one for which you received medical attention, consultation, diagnosis or treatment, during the 12 months before you became insured. Premiums will not be waived if a disability is related to a pre-existing condition and begins within 12 months of you becoming insured. This exclusion does not apply if you, after becoming insured, have been actively working for 3 consecutive months with no absence related to the pre-existing condition. This exclusion does not apply to a member who was insured for similar coverage under a previous policy issued to this group, if the previous policy was replaced by this provision within 31 days of its termination. No benefit is payable for any amount of Optional 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 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.
Page 122
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.
Optional Dependant Life Insurance Provision

Benefit
The amount of benefit will be paid to you upon the death of your insured dependant. For Optional Spouse Life Insurance, if you have appointed a beneficiary, the amount of benefit will be paid to the beneficiary upon the death of your insured spouse. If you become totally disabled, your Dependant Life Insurance may be continued without payment of premiums as long as your Member Life Insurance premiums are waived.
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.
Death Benefit Exclusions
Page 123
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.
Page 124
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%
Page 125
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.
Occupational Training for Spouse

If you suffer loss of life, Sun Life will pay the reasonable and customary expenses, limited to a maximum of $10,000, to enrol your spouse in an accredited occupational training program to qualify him for active employment in an occupation for which he would not otherwise have sufficient qualifications. The expenses must be incurred within 3 years of the date of the accident.
Page 126
No payment will be made for room or board or other ordinary living, travelling, or clothing expenses.
Education Benefit for Dependent Child

If you suffer loss of life, Sun Life will pay the reasonable and customary tuition expenses to enrol your dependent child as a full-time student at a postsecondary institution provided 1. your dependent child is enrolled as a full-time student at a post-secondary institution at the time of the accident, or 2. your dependent child is a student at the secondary school level and, within 365 days of the date of the accident, he enrols as a full-time student at a postsecondary institution. The maximum amount of benefit payable for each year that your dependent child is enrolled as a full-time student at a post-secondary institution will be the lesser of: 1. 5% of your amount of benefit, or 2. $5,000. The amount of benefit will be paid each year, up to 4 consecutive years, after Sun Life receives proof that your dependent child is enrolled as a full-time student at a post-secondary institution. No payment will be made for: 1. tuition expenses incurred before the date of the accident. 2. room or board or other ordinary living, travelling, or clothing expenses. A post-secondary institution includes any accredited university, colleges d'enseignement general et professionnel, trade school, community college, or private college that provides an education above the secondary school level.
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
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.
Optional Dependant Accidental Death and Dismemberment Insurance Provision

Benefit
The amount of benefit will be paid to you. For Optional Spouse Accidental Death and Dismemberment Insurance, if you have appointed a beneficiary, the amount of benefit payable as a result of your spouse's death will be paid to the beneficiary. Depending on the loss suffered by your insured dependant, 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
Version: December 2006 Ryder Truck Rental Canada Ltd.
100% 200% 200% 200% 100% 100% 100% 100% 100% 100%
Page 128
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.
Page 129
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.
Page 130
Disability Benefits
Page 131
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.
Page 132
Ryders Disability Management Program

From time to time, we all experience some form of illness or injury. Usually this does not interfere with our ability to do the things we normally do, or at least not affect us for very long. Occasionally, however, an illness or injury is severe enough to interfere with what we can and cannot do for several days or even weeks. At Ryder, we recognize that both employees and managers need support and resources during these times.
Thats where Ryders Disability Management Program comes in.

At Ryder, our Disability Management program seeks to: Support the relationship between the employee and the workplace throughout an absence, through ongoing communication. Assist the employee in their effort to return to health, by providing access to information and professional support. Ensure appropriate financial support to the employee during an absence, through the disability benefit program. Assist in the employees recovery, positive self-image and provide the benefit of the employees skill to the workplace by seeking to provide transitional work wherever available.
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.
Page 133
The Key Elements of Ryders Disability Management program is:

Response that is appropriate for the medical situation. Problem solving and services to address the issues that may interfere with a successful return to work. Partnership with a provider of professional Disability Management service Sunlife. As in all aspects of work at Ryder, success comes from collaboration and role clarity. When there is a health issue, some of the things we do might need to change slightly, but the need for collaboration and role clarification remains just as important.
Roles in the Disability Management Process

Employee Participate fully in the disability management process, in particular by seeking appropriate care, communication, allowing communication relevant to the disability management process, and being actively involved in return to work plans. Supervisor/Manager Support employees timely return to work by understanding limitations, seeking to accommodate needs with transitional work, and participating in problem solving related to return to work barriers. Human Resources Provide input into the disability management process by responding to issues that relate to Ryder policy. Sun Life Provide expertise, a problem solving structure, and coordination of resources that support the employees return to health, and work. Sun Life, our benefit carrier, is your contact point for all benefits. If you have questions in regards to your short term disability payment, then contact Sun Life. All payments are made by Sun Life and will be sent directly to you, if you disability claim is approved. For Long Term disability claims, Sun Life handles the disability management process, so you may contact them.
Page 134
Short Term Disability Claims Process

Here is the process to follow if you are going to be off of work for more than 3 days due to a non-work related injury or illness: 1. Notify your manager of any absence from work, every day that you are going to be absent. If your absence exceeds, or you know it will exceed 3 consecutive working days and you did not get sick or injured at work, you are required to let your manager know immediately. 2. Your manager has the responsibility to contact Joyce Lafleur at 905-8122383 in regards to any absences that are going to exceed 3 days so that Joyce can complete the Employer Statement and notify Sunlife of the pending claim. 3. Your manager is responsible for providing you with the appropriate form, and Employee and Attending Physician Statement, to apply for the benefit. 4. You must complete the Employee portion and have your treating physician/specialist complete the Attending Physician portion of the statement and fax it directly to Sunlife within 24 hours. This form must be received by Sunlife early as possible in order to ensure continuance of your benefit and to initiate planning for your earliest and safe return to work. The fax number at Sunlife is 1-866-209-7215. 5. You will receive notification of your benefit status and expected return to work date. 6. Your medical diagnosis and treatment plan are kept strictly confidential with Sunlife. Ryder will be informed only of your ability or inability to function within your own job duties, and the expected duration of your absence. 7. Communication between you and your immediate manager is required as per Ryder policy while you are absent from the workplace. You are in no way obligated to reveal the nature of your medical condition/diagnosis to your manager or anyone at Ryder. 8. You will receive payment for approved disability claims from Sun Life directly.
Page 135
Who do I contact if I have a question about my claim?

If you have a question about the status of your claim, please contact Sun Life at 1-800-361-6212
Who do I contact if I have a question about my disability benefit payment?

If you have a question about your disability benefit payment, please contact Sun Life directly at 1-800-361-6212.
Page 136
Return to Work Policy (NonOccupational absence)

Once the period of total disability has concluded or if the individual is no longer recommended for benefits, the employee is expected to return to work. Every effort will be made to ensure an employees current position is available for him/her upon return. However, based on changes in the business or based on changes to customer requirements, occasionally an employees previous position will no longer be available or has changed to the point that the employee is no longer able to fulfill the requirements of the position. If that is the case, every effort will be made to find an alternate position within Ryder meeting the qualifications of the employee. If alternate work within Ryder is not available, the employee will be provided with notice and any outstanding wages and/or vacation pay. If an employee is only able to return to work on a modified schedule, every effort will be made to find work that can be completed on a modified schedule meeting his/her restrictions outlined in the modified return to work plan. However, there may be instances where Ryder cannot find modified duties at the employees home location; that meets the employees restrictions; or, meets the employees personal requirements, i.e. shift schedule, etc. If this occurs, Ryder will work with Sun Life to find alternate means for rehabilitation for the employee so that they are able to return to full duties in the future.
Page 137
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.
Long Term Disability
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.
Page 138
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.
Page 139
Ryder Disability Benefits

Ryders Disability Benefits program includes the following plans: Short Term Disability Plan Long Term Disability Plan The following provisions apply to both of these plans (unless otherwise specified).
Other Benefits While Disabled

While you are receiving Short Term Disability benefits, all of your Health, Dental, Life and Accident coverage continues. However, you must continue to make your own premium payments for any optional benefits. While you are receiving Long Term Disability benefits: your Health and Dental coverage continues for the first two years of long term disability, then stops your Life and Accident coverage continues for the duration of your disability, up to age 65 your premiums for optional benefits (except Optional Hospital and Optional Dental) are waived
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.
Maternity & Parental Leave

Short Term Disability benefits are payable during maternity leave for the health related portion of the leave as determined by a medical certificate. Also, if you need to start your leave earlier than planned due to medical difficulties validated by a medical certificate, you will be eligible for short-term disability benefits during this period.
Page 140
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.
Leaving the Company

Your disability coverage terminates when you leave the Company.
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.
Page 141
Short Term Disability Benefits

Ryders Short Term Disability Plan consists of two types of benefits: the Short Term Disability benefit, provided through an insurance contract the Ryder Supplementary Unemployment Benefit (SUB), provided through an insurance contract These benefits are integrated with your sickness benefit from Employment Insurance (EI) as shown below. Class of Members Hourly Employees Benefit Formula 70% of weekly earnings (up to the EI Maximum)* Maximum Weekly Benefit E.I. maximum**
*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.***
Page 142
***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.
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.

No benefit is payable for a disability due to intentionally self-inflicted injuries, a disability due to civil disorder or war, whether or not war was declared. No benefit is payable during any leave of absence mutually agreed upon by you and your employer. A maternity leave of absence will begin on the earlier of the agreed leave date or the date of birth of the child. No benefit is payable for loss of income due to elective cosmetic or experimental surgery unless the surgery or treatment is for accidental injuries or unless the surgery is medically necessary as determined by the provincial medicare plan in the province where you reside. You are not considered totally disabled unless you are under the active and continuous care of a physician whom Sun Life considers to be appropriate to your total disability and you are following the treatment prescribed by the physician for that disability. You are not considered totally disabled due to the use of drugs or alcohol unless you are being actively supervised by and receiving continuous treatment for that disability from a rehabilitation centre, a physician or an institution provincially designated for that treatment.
Page 144
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.
Employment Insurance (EI) sickness benefit
Ryder Supplementary Unemployment Benefit (SUB) Plan
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.
Page 145
Income from Other Sources

Your Short Term Disability benefits will be reduced by any income replacement benefit you are eligible to receive from the Quebec Automobile Insurance Act or any provincial workers compensation Plan. 100% Rule: Your Short Term Disability benefits will also be reduced so that your combined income from all sources, including those described above, does not exceed 100% of your earnings at the time you became disabled. The sources considered for this purpose include: income replacement payments from any automobile insurance plan disability benefits payable under the Canada/Quebec Pension Plan a disability pension from the Ryder Retirement Plan
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.
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.
Page 147
Long Term Disability Benefits

Class of Members Hourly Employees Benefit Formula 60% of monthly earnings Maximum Monthly Benefit $10,000
Monthly Disability Benefit

Your monthly disability benefit is the lesser of 1. and 2. below: 1. the benefit formula applied to your gross monthly earnings, limited to the maximum monthly benefit, less any disability and retirement income you receive from: a. the Canada/Quebec Pension Plan or a similar pension plan, excluding benefits for dependent children. b. the Workers Compensation Act, Workplace Safety and Insurance Act or other similar legislation. 2. 85% of your gross monthly earnings in force on the date you became totally disabled if the benefit is subject to income tax, or your net monthly earnings if the benefit is not subject to income tax, less any disability and retirement income you receive from: a. the Canada/Quebec Pension Plan or a similar pension plan, excluding benefits for dependent children. b. the Workers Compensation Act, Workplace Safety and Insurance Act or other similar legislation. c. an automobile insurance policy. d. another group insurance policy. e. a retirement income plan providing income that becomes payable after you are no longer actively at work. If your employer pays any portion of the Long Term Disability premium, your monthly disability benefit is subject to income tax. If you pay 100% of the Long Term Disability premium, your monthly disability benefit is not subject to income tax.
Definition of Totally Disabled

For Long Term Disability benefits, totally disabled is defined as follows: during the 26-week qualifying period and the next two years, it means you are totally and continuously disabled due to illness or an off-the-job injury and, as a result, are unable to perform the regular duties or your normal occupation. after this time, you will be considered totally disabled if you are unable to perform the duties of any occupation: for which you have at least the minimum qualifications, and that provides at least as much income as your long term disability benefit (adjusted for increases in the cost of living)
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).
Proof of Total 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.
Income from Other Sources

When you are disabled you may be eligible to receive disability benefits from other sources. If this happens, your Long Term Disability benefits will be reduced by any of the following benefits: disability benefits payable under the Canada/Quebec Pension Plan on your behalf (this does not include any benefits payable on behalf of your dependents or future cost-of-living adjustments) benefits payable under any provincial workers compensation plan 85% Rule: Your Long Term Disability benefit will also be reduced so that your combined income from all sources, including those described above, does not exceed 85% of your net earnings at the time you became disabled.
Disabilities Not Covered

Long Term Disability benefits are not payable for disabilities due to: intentionally self-inflicted injuries civil disorder or war (declared or undeclared) If you become disabled due to a condition for which you received medical attention during the 12-month period before you became injured, you will not be eligible for Long Term Eligibility benefits. This restriction is removed if you work three consecutive months with no absence related to the condition for which you received medical attention. In any case, this restriction is removed after you have been insured for at least 12 months.
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.
Page 150
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.
Page 151
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.
Canada/Quebec Pension Plan

If you are considered to be disabled according to the plan for a minimum period of time, the C/QPP may provide monthly income for you plus additional monthly income for each of your eligible dependent children. C/QPP benefits are payable from the fourth month after you are considered to have become disabled. There is a limit on retroactive payments if you apply late. If you are likely to be disabled for longer than four months, you should apply for these benefits as soon as possible.
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).
Page 152
Retirement & Savings Plan Benefits
Page 153
Retirement and Savings Plan Benefits

Introduction{ TC \l "1"}
Retirement is a life event that people not only expect, but can actually look forward to. It can be a time to do more of the things we enjoy, discover new interests and try new pursuits. For a productive and rewarding retirement, it is important to have a reasonable level of financial security. Ryder sponsors three plans to help build up the resources you will need to enjoy your retirement years. Two of these plans, the Ryder Retirement Plan and the Ryder Deferred Profit Sharing Plan, are paid for entirely by Ryder. The third is a Group Registered Retirement Savings Plan funded by your own voluntary contributions. The Ryder Retirement Plan is designed to mesh with the Canada/Quebec Pension Plan, to which Ryder also contributes. This plan, along with Old Age Security, provides another significant source of retirement income. This introduction contains general information about Ryders Retirement and Savings Plans. It is followed by detailed descriptions of each plan. The following information regarding Ryders Retirement Plan, Deferred Profit Sharing Plan and Group Registered Retirement Savings Plan is not intended to give you advice on how much to contribute to these plans or how to invest contributions made to these plans. Each persons financial circumstances and goals are different; Ryder cannot offer any advice on this important matter. You may wish to consult with a qualified investment advisor before making your decisions. The purpose of this chapter of the handbook is to explain the Ryder Retirement and Savings Plans in everyday language. This chapter outlines the main provisions of the plans but does not add to the plans. It cannot be relied upon to interpret or vary the plan documents. It does not confer or offer any employment, contractual or legal rights. While Ryder will attempt to keep this chapter up todate, changes to the plans and corresponding changes to the handbook will inevitably be required from time to time as a result of changes to applicable laws, regulatory requirements or otherwise. If there is any inconsistency between the information contained in this chapter and the terms of the plans, the terms of the plans will prevail. If you would like additional information respecting the Ryder Retirement and Savings Plans, please contact your Plan Administrator. These Retirement and Savings Plans are a major component of the comprehensive benefit program provided to you as a Ryder employee.
Page 154
In summary
{ TC \l "1"} Fun ded By
Retirement Savings Plan Ryders Plans Ryder Retirement Plan:Pension Account
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
accumulates a lump sum amount used to buy an annuity
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)
Page 155
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
Page 156
General Information Ryder Plans{ TC }

The following provisions apply to the:
Ryder Retirement Plan Ryder Group Registered Retirement Savings Plan (Group RRSP) Ryder Deferred Profit Sharing Plan (DPSP)
Eligible Employees{ TC }
The benefits outlined in this chapter apply to all permanent full-time and eligible part-time and temporary employees.
Naming Your Beneficiary{ TC }

Subject to any applicable provincial law, you may name anyone you choose as your beneficiary for any benefits payable from the Ryder retirement plans on your death and you may change your beneficiary at any time by providing Ryder with the necessary information in writing in a form acceptable to Ryder. You should contact the Payroll Department to obtain copies of the relevant forms. If you do not name a beneficiary, the benefit(s) will be paid to your estate. Under the Retirement Plan, death benefits are automatically payable to your surviving spouse or same-sex partner, if you have one, unless a waiver of such benefits has been made in accordance with applicable laws where permitted. Please contact your Plan Administrator if you wish to review or change your beneficiary designation.
Regular Statements and Information{ TC }

Each year you will receive regular statements showing your current benefits under the Ryder Retirement Plan and the Deferred Profit Sharing Plan. You will also receive regular statements showing the status of your account in the Group Registered Retirement Savings Plan. Currently, such statements will be provided to you semi-annually. Information on your account in the Deferred Profit Sharing Plan, the Group Registered Retirement Savings Plan and the defined contribution component of the Ryder Retirement Plan can also be viewed through the Internet. Please contact your Benefits Administrator to determine how to access information on your accounts through the Internet.
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
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.
Page 158
Ryder Retirement Plan

{ TC }
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.
Fees and Expenses

All fees and expenses incurred in respect of the Ryder Retirement Plan 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.
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.
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.
The Pension Fund

The assets of the defined benefit component of the Ryder Retirement Plan are held by a financial institution. The assets of the defined contribution component are held in individual accounts by a life insurance company under the terms of an insurance contract.
Page 160
Investment of the Defined Benefit Component (the Pension Account)

The assets of the defined benefit component of the Ryder Retirement Plan are invested in accordance with applicable legislation and with the following investment objective: to meet the defined benefit components obligations by maximizing long-term returns, taking into account Ryders risk tolerance, the long-term nature of the obligations and the financial position of the plan.
Investment of the Defined Contribution Component (the Retirement Account)

You determine how the assets in your Retirement Account will be invested from among the wide choice of investment options selected by the administrator. Excellent tools are available 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 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.
Foreign Property Limits

It is your responsibility to ensure that the investments in your Retirement Account which are considered foreign property for purposes of the Income Tax Act (Canada) do not exceed the limits set out under the Income Tax Act (Canada). Any penalties that are assessed as a result of your Retirement Account exceeding these limits will be deducted from your Retirement Account. If you would like more information about the foreign property limits, please call 1-800-463-6361 (toll-free).
Page 161
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.
Page 162
Terms Used to Determine Your Benefit

Continuous Service: Your uninterrupted service with Ryder, or with another company acquired by Ryder or that participates in the plan, from the date you commenced such service. Continuous service includes certain periods of disability and authorized leaves of absence. Earnings: Your earnings for pension purposes include your base pay, overtime pay, commissions, bonus and holiday pay, but exclude special compensation such as stock options, car allowances and moving expenses. For periods of credited service in which you have no earnings, your earnings rate immediately prior to the interruption will be used for pension purposes if your absence meets the requirements for pension accrual. Plan Membership: The total number of years and months of service while you were a member of the Ryder Retirement Plan and for which you earn benefits under the Pension Account or contributions are made on your behalf under the Retirement Account. Plan membership includes certain periods of disability and authorized leaves of absence as described later in this section. YMPE: Your Pension Account benefit takes into consideration the Years Maximum Pensionable Earnings (YMPE) as defined under the Canada/Quebec Pension Plan (C/QPP). This is the maximum amount of your annual earnings on which you make contributions to the C/QPP. The YMPE is increased each year to reflect increases in the Average Industrial Wage. For 2004, the YMPE was $40,500. For 2005, the YMPE is $41,100.
Page 163
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.
Pension Account Formula

For each year of Plan Membership on or after January 1, 1997, you will receive a Pension Account credit for an amount of annual pension equal to: 1.1 % of your Earnings up to the YMPE plus 1.5% of your Earnings above the YMPE For years of Plan Membership before January 1, 1997, you will receive a credit based on the formula in effect at the time. Your total Pension Account benefit may be limited by the maximum limits imposed by the Income Tax Act (Canada). Your normal retirement benefit will be paid monthly, in an amount equal to 1/12 of the total annual benefit credits in your Pension Account as calculated above.
Page 164
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.
Retirement Account Formula

For each year of Plan Membership, your Retirement Account will be allocated contributions equal to 1.0% of your Earnings. In addition, your Retirement Account will be credited or debited, as applicable, with investment returns based on the performance of the assets in which you have invested your Retirement Account. At retirement, the balance in your Retirement Account will be used to provide you with a lifetime retirement income, through a transfer of your Retirement Account balance to a locked-in retirement vehicle or through the purchase of an annuity. For more details, please see the section in this chapter on Payment of Your Retirement Account Benefit.
Page 165
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
RETIREMENT ACCOUNT ANNUAL ALLOCATION: 1% x $45,000 = $450.0
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
Page 166
* 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.
Benefits on Early Retirement

If you choose to retire early, the amount of your Pension Account benefit will be reduced based on the age at which you retire and your years of service with Ryder as shown on the Early Retirement Schedule (see below). The reduction reflects the fact that the annuity that you may purchase with your Pension Account benefit at early retirement is expected to be paid over a longer period. EARLY RETIREMENT SCHEDULE: Pension Account Benefit Reduction Based on Retirement Age Retire at age 55 or later with 10 or more years of Continuous Service 100% 100% 100% 100% 91.66% 83.74% 79.16% 75% 70.84% 66.67% 62.50% Leave the Company with less than 10 years of Continuous Service 100% 93% 86% 79% 72% 65% 58% 51% 44% 37% 30%
Retirement Age 65 64 63 62 61 60 59 58 57 56 55
Benefits on Postponed Retirement

If you continue to work for Ryder or another company that participates in the plan after your normal retirement date, you will continue to earn benefits under this plan until your actual retirement date. However, your actual retirement date cannot be later than December 1 of the year in which you attain age 69. The amount of annuity that you may purchase with your Retirement Account benefit at postponed retirement will reflect the shorter period over which your annuity is expected to be paid. Note: Special conditions apply under certain pension laws.
Page 167
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
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.
Payment of Your Retirement Account Benefit

On retirement, the balance in 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 be used to purchase a life annuity. If you have a spouse or same-sex partner and you elect to purchase a life annuity, the annuity contract must include the spousal or samesex partner benefit described under Normal Form above. If you and your spouse or same-sex partner wish, you may waive the spousal or same-sex partner benefit by signing the applicable waiver form where permitted by applicable legislation. You may then choose another form of annuity payment. If you elect to purchase an annuity, the amount of your annuity will depend on your age, the form of pension and the annuity rates available when you retire.
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.
Maternity and Parental Leave

Where required by provincial law, you will continue to earn Pension Account and Retirement Account credits under this plan during any maternity and parental leave, subject to any time limit under applicable legislation. During this period, you will accrue benefits based on your rate of earnings before your leave commenced.
Page 169
Leaving the Company

Vested Rights
Your entitlement to a benefit from the plan if you terminate your employment before retirement is known as your Vested Rights. You will have Vested Rights to your accrued benefits in your Pension Account and to your Retirement Account balance if you meet at least one of the following conditions on termination of employment: you have 2 years of Continuous Service as a plan participant you were employed in Alberta between January 1, 1987 and January 1, 2000 or New Brunswick and you have 5 years of Continuous Service you are employed in Manitoba and you have 2 years of Continuous Service you are employed in Quebec and have joined the Ryder Retirement Plan
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.
Page 170
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.
Death Before Retirement

If you die after becoming entitled to Vested Rights, your spouse or same-sex partner will, subject to the requirements of any applicable pension laws, receive a lump sum payment equal to the value of your Pension Account benefits earned to the date of your death, plus the value of your Retirement Account balance at your date of death, unless your spouse or same-sex partner has waived such entitlements in accordance with applicable legislation where permitted. Your spouse or same-sex partner may, subject to the requirements of any applicable pension laws, transfer this payment to an RRSP, to another pension plan (if that plan accepts such transfers) or to an insurance company to buy an annuity payable for his/her lifetime unless otherwise required by applicable legislation. If you do not have a spouse or same-sex partner or if your spouse or same-sex partner has waived his or her entitlement to the death benefit in accordance with applicable legislation where permitted, your designated beneficiary will receive this payment in a lump sum. If, at the time of your death, you were age 55 with at least 10 years of Continuous Service, your spouse or same-sex partner will receive a monthly income equal to 50% of your Pension Account benefits (reduced based on a 50% Spouse Option), in lieu of the lump sum payment described above, unless your spouse or same-sex partner has waived such entitlement in accordance with applicable legislation where permitted. The lump sum value of this 50% benefit shall be at least equal to the lump sum value of the death benefit payment described in the previous paragraph. In addition, a lump sum equal to the value of your Retirement Account balance at your date of death will be payable to your spouse or same-sex partner, unless your spouse or same-sex partner has waived such entitlement in accordance with applicable legislation where permitted. If you die before becoming entitled to Vested Rights, your spouse, same-sex partner or beneficiary would not receive any benefits from the plan.
Page 171
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.
Death During Retirement

If a retiree, who is receiving a pension from the plan, dies, an immediate family member should advise the Benefits Administrator at Ryder.
Plan Changes or Termination

Ryder reserves the right to amend or terminate the plan at any time (subject to the terms of any applicable collective agreement). You will be notified of any amendments that affect your rights under the plan.
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.
Page 172
Group Registered Retirement Savings Plan (Group RRSP) { TC }

The Ryder Group RRSP is a convenient way to build up extra retirement savings to supplement the income available from the Ryder Retirement Plan and other government plans. It has all the advantages of an ordinary RRSP, with the added convenience of regular payroll deductions and immediate adjustment to the amount of income tax withheld from your pay.
Link with the Ryder Deferred Profit Sharing Plan

When you become eligible to participate in the Ryder DPSP, your contributions to the Group RRSP will be matched by employer contributions on your behalf to the DPSP, up to certain limits (see the next section for details).
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
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
Page 174
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.

It is your responsibility to ensure that the investments in your Group RRSP account which are considered foreign property for purposes of the Income Tax Act (Canada) do not exceed the limits set out under the Income Tax Act (Canada). Any penalties that are assessed as a result of your account exceeding those limits will be deducted from your account. If you would like more information about the foreign property limits, please call 1-800-463-6361 (toll-free).
Page 175
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.
Page 176
Leaving the Company

If you terminate employment, the balance in your account or the account you established in the name of your spouse or same-sex partner, must be transferred to another RRSP or RRIF or withdrawn in cash. Your savings will remain tax-sheltered unless you decide to withdraw them.
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.
Statements and Information

As was noted previously, you will receive regular statements showing the status of your Group RRSP account. You can get up-to-date information about your account 24 hours a day by calling: 1-800-463-6361 (toll-free). For more information about the Group RRSP, please see the Group RRSP brochure and other investment planning documents available from your Benefits Administrator.
Page 177
Ryder Deferred Profit Sharing Plan (DPSP) { TC }

Eligibility
The eligibility conditions for the DPSP are the same as those for the Ryder Retirement Plan. Please refer to the commentary under Eligibility in the Ryder Retirement Plan section of this booklet. When you complete the required application form, you will be asked to designate your beneficiary under this plan.
Link with Your RRSP Contributions

Ryder makes an annual contribution to the DPSP on your behalf that matches your annual contribution to the Group RRSP up to the following limits: Years of Continuous Service Less than 5 years 5 years or more Ryder matches Your Group RRSP contributions up to 2% of your annual earnings Your Group RRSP contributions up to 3% of your annual earnings
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.
Page 178
Fees and Expenses

Fees and expenses incurred in the general administration of the DPSP shall be paid from the member accounts 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.
Investment of the DPSP Fund

As noted above, you determine how the assets in your DPSP account will be invested from among the wide choice of investment options. Excellent tools are available 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 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.

It is your responsibility to ensure that the investments in your DPSP account which are considered foreign property for purposes of the Income Tax Act (Canada) do not exceed the limits set out under the Income Tax Act (Canada). Any penalties that are assessed as a result of your account exceeding these limits will be deducted from your account. If you would like more information about the foreign property limits, please ask your Benefits Administrator for further details.
Page 179
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.
Page 180
Leaving the Company

Vested Rights
Your entitlement to a benefit from the DPSP if you terminate your employment before retirement is known as your vested rights. You have full rights to Ryders DPSP contributions after 2 years of plan membership. You become entitled to the full amount of contributions made on your behalf once you have at least two years of plan membership or if you retire due to a disability or if you die prior to termination of employment. If you have vested rights, you may elect to receive your vested DPSP account balance in one of the optional forms described above (see Retirement above). If you do not have vested rights when you terminate employment, you do not receive any benefits from the DPSP.
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.
Page 181
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.
Page 182
Old Age Security (OAS){ TC }

This government-sponsored plan also pays you a lifetime monthly pension once you reach-age 65, provided you meet the governments residency requirements.
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).
Page 183
Employee Assistance Program (EAP)

The Employee Assistance Program (EAP) provides professional assistance for a wide range of issues, including: Personal and work related stress Couple and marital relationships Childcare and parenting issues Eldercare concerns Depression and anxiety Alcohol and drug misuse Family matters Bereavement Financial concerns Career issues Crisis counseling/Trauma Other concerns
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.
Page 184
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)
Page 185
Employee Stock Purchase Plan

Eligible employees can purchase shares of Ryder common stock through RyderShares. To participate, you must be a regular full-time or regular part-time employee who was employed for 90 days prior to the offering period. Shares are purchased at the end of each calendar quarter. The price is 85 percent of the closing price on either the first trading day or the last trading day of the quarter, whichever is less. Additional information is sent to employees once they become eligible.
Page 186
Safety At Work
Page 187
Safety, Health and Security Policy

Company Commitment
Ryder is firmly committed to protecting its employees, customers, assets, and the general public. Safety, Health and Security are key business objectives. Responsibilities All managers, supervisors and employees must ensure that safety, health, and security processes are incorporated into all aspects of our business. Managers and employees at all levels of the organization are responsible and accountable for safely performing all work operations and protecting Company employees and assets. Condition of Employment It is Ryders belief that every collision, injury and security incident is preventable. Working safely is a condition of employment.
Page 188
Accidents and Emergencies

Ryders Position Maintaining a safe work environment requires the continuous cooperation of all Ryder employees. The Company strongly encourages its employees to communicate with fellow employees regarding safety issues. Employee Care For injuries or illnesses while on Company business, all employees will be provided care and first-aid or emergency service, when possible and as required. Reporting Incident In the event of an accident or emergency, you must immediately: Call 911, if necessary, and Contact your manager (or the nearest manager if yours is not available) Contact the Safety department and the Safety Administrator
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.
Page 189
Use of Seat Belts

Policy Ryders belief in a strong safety program goes beyond the shop and office to include all employees operating Ryder-owned vehicles. All Ryder employees are required to wear seat belts when operating any vehicle on Company business.
Page 190
Policies to Know
Page 191
Preventing Workplace Violence

Policy
Ryder will not tolerate the following actions by anyone at any level: Violence Threats of violence Harassment Intimidation Any conduct that creates an intimidating or otherwise offensive work environment Any conduct that creates a direct threat to the safety of the employee or others Other prohibited conduct described in this document This policy is designed to enhance the protection and safety of all Ryder employees, customers, suppliers, vendors and contractors, as well as the general public. Violence or threats of violence, even if made in jest, are grounds for immediate termination.
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
Firearms, Weapons, Explosives, etc.

No firearms, weapons, dangerous materials or chemicals, or explosives of any kind may:
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.
Reporting Threats of Violence

If you have knowledge of actions or behaviours prohibited by this policy, you are required to communicate with knowledge to your manager or any individual in your locations chain of command. Additionally, you may contact: Human Resources through the Open Door Process
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.
Page 194
Ryder Drug & Alcohol Policy

Ryder Canada is committed to the safety and productivity of all operations on behalf of employees, customers, and the communities in and through which we conduct business. We recognize that the use of illicit drugs and the misuse of alcohol or other drugs can limit an employees ability to properly do their job, and can have a serious negative impact on the health and safety of themselves and others. Therefore, the implementation of this policy is one more component of our overall safety program, which minimizes the risks associated with out operations in order to ensure a safe, healthy and productive workplace. Sections I to III Appendix I apply to all Ryder Canada employees. If you are a driver and travel to the United States, the above plus appendices II and III apply to you. Appendix IV applies to Managers involved in the Alcohol and Drug Policy management process. All managers are expected to be aware and knowledgeable in this process.
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.
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.
Page 196
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;
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.
Page 198
Computer, e-mail, Internet and voice mail policy

Overview
Certain employees of Ryder may be provided with access to the Internet to assist them in performing their jobs. The Internet can be a valuable source of information and research. In addition, voice mail and electronic mail (e-mail) can provide an excellent means of communicating with other employees, our customers, outside vendors and other businesses. However, use of these systems must be tempered with common sense and good judgment. The Company maintains this policy for the purpose of monitoring and ensuring lawful, appropriate and productive use of its computer and voice mail systems. Every employee is responsible for using Ryders computer and voice mail systems, including, without limitation, its e-mail system and the Internet, properly and in accordance with this policy. This policy is not intended to violate any employees legal rights. Ryder reserves the right to modify this policy at any time, with or without notice. Important: Employee use of the Companys computer and voice mail systems constitutes consent to all terms and conditions of this policy. Any questions regarding this policy should be addressed to Ryders Human Resources.
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.
Page 199
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.
Companys Right to Monitor

The company has the right to monitor any and all aspects of its computer system, including: Sites on the Internet visited by employees Chat and news groups Material downloaded or uploaded to the Internet by users, and E-mail sent and received by users.
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.
Confidentiality of E-mail and Voice Mail

Employees are not authorized to retrieve, read or listen to any e-mail or voice mail messages not sent to them. Even though the company has the right to retrieve, listen to, and delete any information created, sent, received or stored on its systems, e-mail and voice mail messages should still be: Treated as confidential by other employees, and Accessed only by the intended recipient.
Page 200
Professional Use of Systems

When using the Companys computer or voice mail systems, employees should conduct themselves in a professional manner and be courteous to other users of the system. E-mails and voice mails are sometimes misdirected or forwarded and may be viewed or heard by persons other than the intended recipient. Employees should always create e-mail and voice mail communications with no less care, judgment and responsibility than they would use for letters or internal memoranda written on Ryder letterhead. Important: Employees should be aware that deletion of any e-mail messages or files would not truly eliminate them from the system. All e-mail messages are stored on a central back-up system.
Voice Mail Greetings

Voice mail greetings represent Ryder to outside callers. Employees should ensure that their greetings are professional and courteous.
Use of Speaker Phone

In order to avoid disclosing contents of a message to unauthorized listeners, employees should avoid listening to voice mail messages while using the speakerphone feature.
Offensive and Inappropriate Material

Ryders policies regarding equal employment opportunities and harassment, discrimination and retaliation apply fully to the Companys computer and voice mail systems, and any violation of these policies is grounds for discipline, up to and including termination. Therefore, no e-mail or voicemail messages should be created, sent or received if they contain intimidating or offensive material including, but not limited to, any of the following subjects: Race Colour Religion Sex Age National Origin Ancestry Disability Marital status Veteran status Sexual orientation Other classifications protected by law
Page 201
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.
Disclaimer of Liability for Use of Internet

Ryder employees accessing the Internet do so at their own risk. Ryder is not responsible for material viewed or downloaded from the Internet by users. The Internet is a worldwide network of computers that contains millions of pages of information. Employees should be aware that many of these pages include offensive, sexually explicit and inappropriate material. Even a harmless search request may lead to sites with highly offensive content. In addition, having an email address on the Internet may lead to the receipt of unsolicited e-mail containing offensive content.
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.
Page 202
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.
Care of Computer Resources

Employees must not deliberately perform acts that waste computer resources or unfairly monopolize resources to the exclusion of others. These acts include, but are not limited to:

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.
Voice Mail System Maintenance

As users of Ryders voice mail system, employees are responsible for routinely deleting outdated or unnecessary messages. This will help keep the system running smoothly and effectively, as well as minimize maintenance costs.
Page 203
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.
Copyrights and Trademarks

Employees must receive prior authorization from senior management (Senior Vice President or above) to use the Companys computer system to send (upload) or receive (download) copyrighted materials, trade secrets, proprietary financial information or similar materials. If employees are uncertain about whether certain information is copyrighted, proprietary or otherwise inappropriate for transfer, they should:

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.
Page 204
Electronic Recording Policy

Policy
Employees are not permitted to record or film conversations or actions at any Company facility, area or operation with a tape recorder, video camera or other recording device without:

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.
Reference Checks on Current or Former Employees Policy

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 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.
Page 205
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.
Page 206
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.
Page 207
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.
Page 208
Leaving Ryder
Page 209
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.
Page 210
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
Page 211
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
Page 212
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.
Page 213
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
Page 214
Acknowledgment of Receipt of the Ryder Employee Handbook

I acknowledge that I have received a copy of Ryders Employee Handbook (the Handbook). I agree to read it thoroughly, including the statements in About this Handbook describing the purpose and effect of the Handbook. I agree to abide by the policies in the Handbook and that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources department. I understand that if I am covered by a collective bargaining agreement or a valid customer contract and specific provisions of that agreement or contract contradict the policies found in the Handbook, the provisions of the collective bargaining agreement or customer contract supersede those in the Handbook. I also understand that nothing contained in this Handbook creates a promise of future benefits or a binding contract with Ryder for benefits or for any other purpose. In addition, I understand that the Handbook states Ryders policies and practices in effect on the date of publication and that policies and procedures are continually evaluated and may be changed or eliminated at any time.
Name (Please Print): SAP Number: Location: Position: Signature: Date:
___________________________________________ ___________________________________________ ___________________________________________ ___________________________________________ ___________________________________________ ___________________________________________
(Please detach or print this page and return this form to your manager)
Page 215

Employeehandbook CN

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Employeehandbook CN

Uploaded by

Copyright:

Available Formats

Ryder Canada Employee Handbook For Hourly Employees

Version: December 2006

Ryder Truck Rental Canada Ltd.

Version: December 2006

Ryder Truck Rental Canada Ltd.

About this Handbook

Version: December 2006

Ryder Truck Rental Canada Ltd.

All About Ryder

Version: December 2006

Ryder Truck Rental Canada Ltd.

Ryder System Inc.s Goals

Increase Client Satisfaction

Become an Employer of Choice

Improve Asset Management

Version: December 2006

Ryder Truck Rental Canada Ltd.

Ryder System Inc. Company Overview

Version: December 2006

Ryder Truck Rental Canada Ltd.

1934 1937 1938

1939 1942 1945

Version: December 2006

1960 1965 1967 1968

1973 1977 1978

1983 1984 1985

Version: December 2006

1995 1996 1997

Version: December 2006

Version: December 2006

Ryder Truck Rental Canada Ltd.

Version: December 2006

Ryder Truck Rental Canada Ltd.

Ryders Service Offerings

Lead Logistics Management

Logistics Network Consulting

Distribution Management Solutions Network consulting

Product support services

Transportation Management Solutions Network consulting

Version: December 2006

Ryder Truck Rental Canada Ltd.

Dedicated Transportation Management Solutions Dedicated contract carriage

Fleet Management Services Solutions Fleet support

Full service lease

Commercial truck rental

Version: December 2006

Ryder Truck Rental Canada Ltd.

And Specifically About Canada

Version: December 2006

Ryder Truck Rental Canada Ltd.

Ryder Canada Head Office Human Resources Listing

Ryder Canada HR Contact Listing

800-647-2210, x. 310 800-339-2834, x. 257

Ryder Canada Head Office Payroll & Benefits Listing

800-565-8495, x. 234 800-565-8495, x. 267 800-565-8495, x. 243 800-565-8495, x. 222 905-826-8718

Ryder Truck Rental Canada Ltd.

Principles of Employment at Ryder

Version: December 2006

Ryder Truck Rental Canada Ltd.

Overview of the Principles of Business Conduct

Reporting Mechanism and Policy Against Retaliation

Equal Employment Opportunity Policy