...But other than that I'm having a GOOD day!

TO: Steve Karmazenuk

FROM: Julie Schembri, Bell Canada

SUBJECT: Surplus Situation

Sir,

Further to today's discussion, this is to advise you that, as a result of changes in the organization effective April 27 2006, your services will no longer be required as of June 22, 2006 (Minimum of 8 weeks from Surplus Notice date). Such decisions are always difficult and I want to assure you that it was not taken lightly.

The following summarizes key information pertaining to your situation. Should you not be redeployed before June 22, 2006, you will be entitled to an advance notice of termination, of 3 months of base salary. This advance notice will start with a period of salary continuance, during which you will be provided with all pertinent documentation regarding your severance allowance.

NET CREDITED SERVICE DATE: September 23, 2000

MINIMUM OF 8 WEEKS SURPLUS NOTICE AS PER LABOUR AGREEMENT:

• Begins on April 28 2006
• You continue regular employment (no changes to working conditions or salary treatment) unless you deide to leave the company during notice period
• 912M prepared with Leader
• Possible internal redeployment through Bell People First or Transfer Management Group
• Prior to proceeding on salary continuance you will be provided with personal information on your termination allowance and provisions
• End of the 8 weeks' minimum Surplus Notice date: June 22, 2006

SALARY CONTINUANCE (1 MONTH)

• Begins on June 23, 2006
• You no longer come in to work; however, you are paid as usual for 1 month and you are still covered under the company's healthcare benefits.
• Entitlement to short-term or long-term disability ceases.
• Possible internal redeployment t hrough Bell People First or Transfer Management Group.
• DBM career transition services begin for a period of 3 months

TERMINATION OF EMPLOYMENT IF YOU ARE NOT REDEPLOYED INTERNALLY

• Last day in the company: July 22, 2006
• You will receive the remainder of your severance allowance: 2 months of base salary (first month of severance having been paid in the form of salary continuance)
• Healthcare benefits coverage, Employee Savings Plan and Group RSP cease
• Outstanding vacation, if any, is paid out
• AIP payout will not be made in cases of in-year terminations

In the days to come, you will work closely with your leaderto complete a 912 M which is the first step towards your internal redeployment. The Transfer Management Group will be supporting you as you apply for vacant positions and can be reached at 1-888-391-0005. Should you be interested in seeking redeployment within lines of business other than Bell Canada, please contact a Redeployment Specialist at 1-866-819-0484 to discuss te redeployment process.

While on salary continuance, should you be redeployed in the Bell family, then your salary continuance will be cancelled and you will continue employment with your new group.

If you do not wish to participate in the Bell People First program, please advise your manager. Your salary continuance will then be paid in a lump sum, along with the remainder of your notice period.

Should you have questions or need clarification about your benefits or other issues related to leaving, please feel free to ask me or contact Employee Services at 1-888-391-0005 or by e-mail at employee.services@bell.ca

In closing, I want to offer you my best wishes for the future and thank you for the contribution you have made over the years. Rest assured that we remain available to assist you in any way we can.

(signed)

Julie Schembri

Associate Director - SMB Performance & Strategy