**Exhibit 10.4**

**November 1, 2005 – October 31, 2008Labor AgreementBetween**

**INTERNATIONAL EXTRUSTION CORP.**

**and**

**CABINET MAKERS, MILLMEN AND INDUSTRIALCARPENTERS LOCAL 721AFFILIATED WITH THE UNITED BROTHERHOOD OF CARPENTERS ANDJOINERS OF AMERICA**

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**TABLE OF CONTENTS**
|                       |   |                                      |   | ** ** | **PAGE** |
|-----------------------|--------|-------------------------------------------|--------|------------|----------|
| ** **            |   |                                      |   | ** ** |
|                  |   | AGREEMENT                                 |   | 2          |     |
| ARTICLE 1             |   | SAVINGS CLAUSE                            |   | 2          |     |
| ARTICLE 2             |   | UNION SECURITY                            |   | 2          |     |
| ARTICLE 3             |   | EQUAL EMPLOYMENT OPPORTUNITY              |   | 3          |     |
| ARTICLE 4             |   | MANAGEMENT RIGHTS                         |   | 3          |     |
| ARTICLE 5             |   | PROBATIONARY PERIOD                       |   | 3          |     |
| ARTICLE 6             |   | REGULAR WORK TIME                         |   | 4          |     |
| ARTICLE 7             |   | ADDITIONAL SHIFTS                         |   | 5          |     |
| ARTICLE 8             |   | OVERTIME                                  |   | 5          |     |
| ARTICLE 9             |   | RIGHTS OF UNION REPRESENTATIVES           |   | 6          |     |
| ARTICLE 10            |   | SHOP STEWARDS                             |   | 7          |     |
| ARTICLE 11            |   | PAY PERIODS                               |   | 8          |     |
| ARTICLE 12            |   | SHOW-UP TIME                              |   | 8          |     |
| ARTICLE 13            |   | CHECK-OFF                                 |   | 8          |     |
| ARTICLE 14            |   | JOINT COMMITTEE ON INDUSTRIAL RELATIONS   |   | 9          |     |
| ARTICLE 15            |   | WAGES                                     |   | 9          |     |
| ARTICLE 16            |   | HEALTH AND SAFETY                         |   | 10         |     |
| ARTICLE 17            |   | WORK CLASSIFICATIONS                      |   | 11         |     |
| ARTICLE 18            |   | GRIEVANCE AND ARBITRATION PROCEDURE       |   | 11         |     |
| ARTICLE 19            |   | NO STRIKE – NO LOCKOUT               |   | 12         |     |
| ARTICLE 20            |   | SENIORITY                                 |   | 12         |     |
| ARTICLE 21            |   | TERMINATION OF SENIORITY                  |   | 14         |     |
| ARTICLE 22            |   | JOB BIDDING                               |   | 14         |     |
| ARTICLE 23            |   | HEALTH, WELFARE, AND DENTAL PLAN          |   | 16         |     |
| ARTICLE 24            |   | PAID VACATIONS                            |   | 17         |     |
| ARTICLE 25            |   | UNION LABEL                               |   | 18         |     |
| ARTICLE 26            |   | SICK PAY                                  |   | 19         |     |
| ARTICLE 27            |   | LEAVE OF ABSENCE                          |   | 20         |     |
| ARTICLE 28            |   | HOLIDAY PAY                               |   | 20         |     |
| ARTICLE 29            |   | JURY DUTY PAY                             |   | 21         |     |
| ARTICLE 30            |   | FUNERAL PAY                               |   | 22         |     |
| ARTICLE 31            |   | EMPLOYEE RETIREMENT SAVINGS PROGRAM       |   | 23         |     |
| ARTICLE 32            |   | GENERAL PROVISIONS                        |   | 24         |     |
| ARTICLE 33            |   | SOLE AND ENTIRE AGREEMENT                 |   | 25         |     |
| ARTICLE 34            |   | DURATION OF AGREEMENT                     |   | 26         |     |
|                  |   |                                      |   |       |     |
| SIGNATURES            |   |                                      |   | 26         |     |
|                  |   |                                      |   |       |     |
| EXHIBIT “A” |   | CLASSIFICATION & HOURLY WAGE SCHEDULE |   | 27-28      |     |
| EXHIBIT “B” |   | MAINTENANCE & DIE REPAIR PROGRESSION  |   | 29         |     |
| EXHIBIT “C” |   | ATTENDANCE POLICY                         |   | 30-31      |     |
|                       |        |                                           |        |            |          |  |

 

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## ***AGREEMENT***

**THISAGREEMENT** is made and entered into this 1st day of November, 2005, between **INTERNATIONAL EXTRUSION CORPORATION**,located at 1000 Meridian Avenue, Alhambra, California, hereinafter called “Company”or the “Employer”: and the **SOUTHWEST REGIONALCOUNCIL OF CARPENTERS AND JOINERS OF AMERICA, AND CABINET MAKERS****AND MILLMEN LOCAL 721,**hereinafter known asthe “Union”.

It is agreed between theparties signatory hereto, that the above mentioned Union is and shall remain,as long as this Agreement is in force, the sole and exclusive bargaining representativeof all persons working for the Company. Employees working as guards, office workers, salesmen, supervisorypersonnel, and all administrative employees are excepted as defined by theLabor-Management Relations Act of 1947, as amended.

## ***ARTICLE 1*SAVINGS CLAUSE**

In the event any Federal, State or local lawconflicts with any provisions of this Agreement, the provision or provisions soaffected shall no longer be operative or binding upon the parties, but theremaining portion of this Agreement shall continue in full force and effect.

## ***ARTICLE 2*UNION SECURITY**

**Section****a)**             The Company agrees that all production,maintenance, transportation and tool and die employees in the bargaining unit,including leadpersons, shall be, or thirty-one (31) days after theiremployment, as a condition of employment, become and remain members in goodstanding of Cabinet Makers and Millmen Local 721, of the United Brotherhood ofCarpenters and Joiners of America.

**Section****b)**             A member in good standing isdefined to mean: An employee who tenders uniform initiation fees and thecurrent month’s regular Union dues. Failure to comply with this and upon official written notification bythe Union to the Company, said employee shall be terminated within five (5)working days.

**Section****c)**             The Company agrees tofurnish the Union with a list of all new hire-ins and re-hires once a month.

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## ***ARTICLE 3*EQUAL EMPLOYMENT OPPORTUNITY**

**Section****a****)**             Neither the Company nor theUnion shall discriminate against any employee because of such employee’s race,color, religion, sex, national origin or age (to the extent prohibited by theage discrimination act only) or physical handicap (to the extent they are ableto perform the duties assigned.)

**Section****b****)**             All grievances alleging aviolation of this Section shall be furnished to the other party in writing.

**Section****c****)**             If no satisfactorysettlement is reached by Step 3 of the Grievance Procedure, such grievancesshall not be subject to Step 4 (Arbitration) of the Grievance Procedure, butmay be the basis of a complaint before the Federal or State Agency which hasjurisdiction over the subject matter.

**Section****d****)**             Whenever the masculinepronoun is used in the Agreement, it shall refer to both genders.

## ***ARTICLE 4*MANAGEMENT RIGHTS**

Except to the extentexpressly abridged by a specified provision of this Agreement, the Companyreserves and retains all of its rights to manage the business.  The rights of management shall include butare not limited to, its right to determine prices of products; volume ofproduction and methods of financing; to drop a product line; to establish orcontinue policies, practices and procedures for the conduct of the business andto change or abolish such policies, practices and procedures; the right todetermine the number and type of its operations, and the methods, processes,and materials to be employed; to discontinue processes or operations; to selectand determine the number and types of employees required; to transfer, promoteor demote employees, or to lay off, terminate for just cause, or otherwiserelieve employees from duty for lack of work or other legitimate reasons; andto make and enforce reasonable rules for the maintenance of discipline.  (Provided however, before the Company changesplant rules, the Company and the Union will meet and discuss suchchanges).  If no agreement can be reachedas to the rule being reasonable or with the established rules, the rule maybecome effective and then subject to the provisions of Article 18.

## ***ARTICLE 5*PROBATIONARY PERIOD**

All new production andmaterial handling employees hired after the signing of this Agreement shall beon probation for the first thirty (30) calendar days of employment orreemployment and all skilled craftsman employees hired after the signing ofthis Agreement, shall be on probation for the first ninety (90) calendar daysof employment or reemployment.  Duringthis probationary period an employee shall have no seniority rights.  The company shall have the absolute right, inits sole discretion, to discharge or layoff any probationary employee for anyreason.  A probationary employee’s entirework record will be reviewed by the Company in making the determination as tocontinued employment.  Upon satisfactorycompletion of the probationary period seniority will be computed from theemployees original date of hire or most recent re-hire date.  Extension of the probationary period may bejointly agreed upon by the company and the Union.

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## ***ARTICLE 6*REGULAR WORK TIME**

Eight (8) hours shall constitute a regularworkday.  Five (5) days shall constitutea regular workweek from Monday to Friday inclusive.  The first shift shall start between 6:00 a.m.and 8:00 a.m. and each shift shall have an established starting time. Exceptthat the Company may schedule regular shifts at other start times from thefirst Monday in June until the first Monday in October to meet electrical powerrequirements and rate availability. Written notice will be posted, with a copyto the Union, at least one (1) calendar week prior to such change and the newschedule will be in effect for at least four (4) calendar weeks.  Upon mutual agreement between the Company andthe Union or the majority of employees in a department, for Saturday work only,the normal starting time maybe changed to 5:00 a.m. without overtimepenalty.  This option may also apply to aregular work shift by a department, but only with the approval of the Company,the Union and the majority of employees. The Company shall notify the Union in writing, of the time elected tostart the regular workday.  The regularworkday shall continue uninterruptedly for eight (8) hours, except for a mealperiod of one-half (1/2) hour.  If themeal period is less than one-half (1/2) hour, (at the Company’s option) itshall be a paid meal period, except by mutual agreement, between the Companyand the Union, for production employees only, there shall be no staggeredshifts.  Also, a ten (10) minute restperiod is to be provided midway in the morning and ten (10) minutes midway inthe afternoon.  This shall be applicableto all shifts.  Any employee who works ascheduled ten (10) or more hour day shall be entitled to a third ten (10)minute rest period during the ten (10) or more hour day.  The time of this third rest period is to bedetermined by mutual agreement.

All hours worked before or after the shift, above and beyond theregular eight (8) hours, to which the employee is regularly assigned, shall bepaid as overtime pay hours.  In the eventthe employee works eight (8) hours or less, in the preworking hours before hisregular starting time, he will be paid overtime if he also completes his normal(8) hour shift.  However, in the eventthe Company elects to send the employee home prior to the completion of hisnormal shift, all hours working prior to his normal starting time will be paidfor at time and one-half (1 1¤2).

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## ***ARTICLE 7*ADDITIONAL SHIFTS**

**Section****a)****            **All employees regularlyassigned to the swing shift shall receive thirty cents ($.30) per hour abovethe regular straight time hourly rate of pay and all employees assigned to thegraveyard shift shall receive forty cents ($.40) per hour above the regularstraight time hourly rate of pay.

**Section****b)**             Shift differential shall bepaid for only those hours worked on swing or graveyard shift, unless otherwisespecified.

**Section****c)****            **A first shift differentialof twenty-five cents ($.25) per hour shall be paid for only those hours workedbefore 6:00 A.M.

## ***ARTICLE 8*OVERTIME**

The rate of wages forovertime work shall be as follows:

**Section****a)****            **For the first two (2) hours afterthe first eight (8) hours worked in any one day, and work on Saturdays for thefirst eight (8) hours, time and one-half (1 1⁄2) the regular hourly rate shall bepaid.

**Section****b)****            **All overtime workthereafter, and work performed on Sundays, shall be paid for at the rate ofdouble (2) time.

**Section****c)****            **Herein listed holidays whenworked shall be paid for at the rate of double (2) time plus the holiday pay.

**Section****d)****            **If a regularly assignedswing or graveyard shift which begins on Friday or the day before a holidaycontinues into holiday or Saturday hours, or if a regularly scheduled graveyardshift starts prior to 12:01 a.m. Monday, those shift hours which fall on aSaturday or holiday shall be worked at the applicable straight time rate plusshift differential and not at an overtime rate.

**Section****e)****            **Whenever possible, anyemployee, when required to work overtime during the regular workweek, must benotified by mid-shift of that day.

**Section****f)****              **When an employee is requiredto work on Saturday or Sunday, he must be notified no later than the end of hisregular shift on Thursday.

**Section****g)****           **To the extent practical, theCompany will make an effort to achieve equalization of overtime within aclassification and department.

**Section****h)****           **Whenever possible, overtimework will be assigned to employees who normally perform the work in question.

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**Section****i)****              **The Company will requestqualified employees to work overtime on a voluntary basis, if less than a fullcrew, department or plant are going to work overtime.  If a sufficient number of qualified employeeshave not volunteered, the Company reserves the right to schedule the remainingqualified employees to work overtime work.

**Section****j)****              **The Company will make everyreasonable effort to relieve any employee who has a good reason to be excusedif a suitable and qualified replacement can be found.  A request naming the qualified replacementmay be made in writing and given to the immediate supervisor.  If a request is made in this manner, a denialon the part of the Company must be signed by the appropriate department managerand the appropriate steward being advised of the decision.

**Section****k)****          **All work to be worked by anemployee on a fourth consecutive Saturday and Sunday will be voluntary.

**Section****l)****              **An approved absence undersection (j), when a replacement is found will not be charged to the excusedemployee.

**Section****m)****        **The Company will provide abulletin board located in the time clock area for notices of an employeeseeking a qualified replacement to work overtime.

**Section****n)****           **Incorrect assignments ofovertime will be resolved by the aggrieved party being offered the nextopportunity to work available overtime rather than direct payment of any type.

## ***ARTICLE 9*RIGHT OF UNION REPRESENTATIVES**

**Section****a)****            **An accredited representativeof the Union, after making his presence known to the General Manager or PlantManager or their designated representative, shall have reasonable access to theCompany’s place of business for the purpose of handling legitimate Unionbusiness during working hours.

**Section****b)****            **The Company will providespace on bulletin boards for posting notices of Union business.  Such notices must be submitted to the PlantManager for approval before posting.

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## ***ARTICLE 10*SHOP STEWARDS**

**Section****a)****            **The Company will make theShop Stewards known to all new employees.

**Section****b)****            **Shop Stewards shall havereasonable time during the day to handle Union business.

**Section****c)****            **Each Shop Steward shallobtain authorization from his supervisor before leaving his work to perform hisfunctions, and shall also report on his return to his department.  In the event that Shop Steward is on a job,which affects the production of another employee or a group of employees, theShop Steward shall remain on the job until arrangements can be made to obtain arelief.  The supervisor should make thenecessary arrangements to relieve the Shop Stewards as soon as practical.  When it is necessary for a Shop Steward toenter a department other than his own, he shall notify the supervisor of thatdepartment of his presence and of the nature of his business therein.

**Section****d)****            **If available, a Shop Stewardis to be present at the time of a suspension or discharge of an employee.

**Section****e)****            **The Shop Steward shall benotified three (3) days prior to any major layoff whenever possible.

**Section****f)****              **Shop Stewards shall befurnished a weekly list of all newly hired employees.

**Section****g)****           **Shop Stewards must have atleast three (3) years of service with the Company and will be granted superseniority for layoff purposes only.  Atthe time of a layoff, by mutual agreement between the Company and the Union,the Shop Steward will be assigned to an available job on the same shift,thereby enabling him to continue in the performance of his duties as a ShopSteward.

**Section****h)****           **If an employee is to bedisciplined, he may request that a Shop Steward be present.

**Section****i)****              **The Shop Steward and theemployees will not suffer any loss in pay from regularly scheduled hours ofwork while attending Step 3 grievance meetings with the Company.  Any time spent outside of the regularlyscheduled hours will not be paid for by the Company.

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## **ARTICLE 11****PAY PERIODS**

Employees shall be paidweekly.  Employees shall be paid the fullamount of wages due on each pay day, except that in order to facilitate thehandling of the payroll, the Company shall be permitted to hold back not morethan one (1) week’s pay between such paydays.

## ***ARTICLE 12*SHOW-UP TIME**

Providing they areavailable at the regular starting time, employees ordered to work for whom nowork is provided shall receive a minimum of four (4) hours pay and if worked(5) hours or more, shall receive eight (8) hours pay.  If any employee elects to leave hisemployment before the end of the shift with the permission of the Company, heshall be paid only for the actual time worked. Employees shall be considered as having been ordered to work if theforeman or working superintendent or person in charge of operations or hisrepresentative fails to notify them not to report at the end of the previous workday or shift.

There will be noobligation for the Company to pay the minimum referred to in this Article inthe event of floods, fires, power failure or other occurrences such as: bombthreats, earthquakes, major breakdowns, etc., which are beyond the Company’scontrol.

## ***ARTICLE 13*****CHECK-OFF**

The Company and the Unionagree to a voluntary check-off for monthly Union dues and initiation fees, withthe following stipulations:

**Section****a)****            **The Union agrees to furnishthe Company with signed voluntary authorization cards.  The Union also agrees to furnish the Companymonthly with a duplicate list of all employees who have signed authorizationcards.

**Section****b)****            **During the term of hisAgreement and during any extension thereof, as provided in this Agreement, theCompany shall deduct on the second pay period of each month the Union dues andinitiation fees as designated on the voluntary authorization cards signed bythe individual employee.  The Companyshall remit such deductions together with a duplicate copy of the check-offlist to the Union no later than one (1) week after such deductions are made.

**Section****c)****            **Upon notification from theUnion that any employee is in arrears in Union dues or initiation fee or anypart thereof, the Company will deduct the amount of arrears or unpaidinitiation fee at the same time that deductions are made for the Union dues tothe extent that such deduction is authorized by said voluntary authorizationcard.

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## ***ARTICLE 14*JOINT COMMITTEE ON INDUSTRIAL RELATIONS**

The members of the GrievanceCommittee shall serve with Company representatives as employee members of theJoint Committee on Industrial Relations. The purpose of the Joint Committee is to afford a better means ofcommunication between the employees and the Company through informaldiscussions of matters of mutual interest. The Joint Committee will meet monthly or as jointly agreed upon by theChairman of the Grievance Committee and the Company from time to time.

## ***ARTICLE 15*****WAGES**

**Section****a)****            **All employees working inclassifications covered by this Agreement shall be paid no less than the hourlywage set forth in Exhibit “A”, attached hereto and made a part hereof.

**Section****b)****            **It is understood that therates listed in Exhibit “A” are hourly rates for experienced employees (afternormal progression) for each classification. Any employee receiving more than these rates, while being classified assuch, are not to be reduced during the life of this Agreement.  However, employees who are reclassified intoa lower paying position on a permanent basis, due to bidding down, demoted forjust cause, or request for voluntary transfer to a lower paying job will havetheir rate adjusted to reflect such change.

**Section****c)****            **Any employee who isreclassified into a lower paying position due to a reduction in force shallreceive the contract rate or their old rate when they were classified as such,whichever is the higher of the two.

**Section****d)****            **Employees whose currenthourly rate is above the classification rate for the position which theycurrently hold or have bid and were promoted, will retain their rate if suchbid is within the same classification or will retain their rate or the newclassification rate to which they bid and were promoted, whichever is thehigher of the two.

**Section****e)****            **All non-progressionaryemployees shall receive the negotiated increase in wages regardless of theirpresent rate of pay.   No employee shallreceive a reduction in pay because of the terms of this Agreement unlessexpressly provided for as in Article 15 (b).

**Section****f)****              **Transfers to higher paidclassifications shall be offered to the most senior qualified employees who canperform the job. The Companyshall have the right to make all other temporary transfers without regard toseniority for a period of up to thirty (30) days.  Further extensions of the thirty (30) daytransfer may be agreed to by the Company and the Union.  Employees temporarily assigned to a lowerclassification shall not have their wages reduced.  After attaining the classification rate, anyemployee who works at a classification which requires a higher rate of payshall receive the higher rate of pay for the actual hours worked in thatclassification.

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**Section****g)****           **Employees involuntarilytransferred to another shift shall have placement priority in the first openingin their job classification on their former shift after ten (10) working days.

## ***ARTICLE 16*HEALTH AND SAFETY**

**Section****a)****            **The Company shall makereasonable provisions for the safety and health of its employees in the plantduring their hours of employment.  TheCompany agrees that it will furnish and maintain first-aid equipment.  The Union and its members will cooperate inmaintaining sanitary conditions and in the use of safety devices, makingsuggestions so as to improve the safety and health of the employees, and takingreasonable care for any safety material provided.

**Section****b)****            **Employees injured on the jobwill not suffer a loss of wages due to visits to the doctor or hospital forexamination or treatment during working hours on the day of injury.  Visits to a doctor or hospital after the dayof the injury shall be on non-working time; provided, however, if an employeemust see a specialist during normal working hours, the Company shall providetime off with pay not to exceed an aggregate of three (3) hours.

**Section****c)****            **By mutual agreement betweenthe Company, the Union and the employee’s doctor, the employee, who is unableto perform the duties of his job because of the injury or physical handicap,may be placed in a different job classification at a reduced rate of pay ifsuch a position is available and the employee is physically able to perform thejob.

**Section****d)****            **The Company reserves theright to send, at any time and at the Company’s expense, an employee to arecognized doctor, hospital or medical clinic to have the employee examined ortested to ensure that he is physically, mentally or emotionally capable ofperforming his job.  All employees agreeas a condition of employment to abide by this procedure and authorize anymedical facility so used to release information obtained to the appropriateCompany representatives.

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## ***ARTICLE 17*WORK CLASSIFICATIONS**

If the Companyestablishes a new job classification within the bargaining unit during the termof this Agreement, the Company will notify the Union of any new classificationand initially set the rate of pay for such new job classification.  If the Union is not satisfied with the rateof pay established by the Company, it shall have the right within ten (10) daysafter the establishment of such new classification to file a grievance pursuantto Article 18 of this Agreement.  If thegrievance proceeds to the arbitration, the arbitrator shall have jurisdictionto determine only whether or not the rate of pay established for such new jobclassification bears a fair relationship to the other rates of pay set forth inthis contract, and if not, what rate of pay would bear such relationship.

## ***ARTICLE 18*GRIEVANCE & ARBITRATION PROCEDURE**

**Section****a)****            **Should any difference arisebetween the Company and the Union or between the Company and any employeecovered by this Agreement as to the meaning and application of the provisionsof this Agreement, an earnest effort shall be made to settle such differences,providing such difference has been submitted within ten (10) working days(except for terminations which shall be five (5) working days) of the incidentor discovery or knowledge of the incident.

**Section****b)****            **All disputes of employeesshall be taken up for settlement in the first instance verbally with theimmediate supervisor by the employee and his Shop Steward.  The group should endeavor to reach settlementof the matter within twenty-four (24) hours.

**Section****c)****            **If the dispute is notsettled with the twenty-four (24) hour period, it will then be reduced towriting, signed by the employee and the Steward, or the Stewards in a groupcase and specifying the Article and Sections of the Agreement believed violatedand what relief is sought and be submitted to the Plant Manager within anadditional twenty-four (24) hours.

**Section****d)****            **The Plant Manager willanswer the grievance within five (5) days and present it to the Shop Stewardand the Union.  If the Plant Manager’sanswer is still unsatisfactory, then within five (5) days, the Union BusinessRepresentative or Shop Steward shall schedule a meeting with arepresentative  of management designatedby the Company.  If the grievance is notresolved at the meeting, the Company will reply to the Shop Steward and theUnion within five (5) days.

**Section****e)****            **If the dispute is still notresolved, the Union or the Company may appeal the grievance to arbitrationwithin an additional five (5) days.  Theparties shall jointly engage an impartial arbitrator to adjust the dispute,whose decision shall be final and binding upon both parties.

**Section****f)****              **The arbitrator shall nothave the right to add to nor subtract from nor modify any of the terms of hisAgreement.

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**Section****g)****           **It is agreed and understoodthat only one (1) issue shall be submitted to one (1)  arbitrator unless the Union and the Companyshall mutually agree to submit more than one (1) grievance to the samearbitrator.

**Section****h)****           **The arbitrator shall submithis decision in writing within thirty (30) working days after he has heard thecase.  His decision must specify in whatmanner the amount (if pay is involved) is to be received by the aggrievedparty.

**Section****i)****              **The cost of the arbitratorshall be borne equally by the parties.

**Section****j)****              **All time limits specifiedabove exclude Saturdays, Sundays, and holidays.

**Section****k)****          **American ArbitrationAssociation shall furnish a panel of arbitrators whose selection shall bedetermined by the rules of that organization.

**Section****l)****              **All of the time limitsprovided herein may be extended by mutual agreement.

## ***ARTICLE 19*NO STRIKE-NO LOCKOUT**

During the term of thisAgreement, all disputes, grievances, complaints and adjustments pursuant tothis Agreement shall be settled in accordance with the Grievance andArbitration Procedure outlined in Article 18 and the Union agrees for itselfand it’s members that there shall be no strike of any kind, walk-out, sympathystrike, slowdown, picketing, stay-in, or work stoppage of any type, orinterference with production coercive or otherwise, or violation of thisAgreement.  The Company agrees that thereshall be no lock-out in violation of this Agreement on its part.

## ***ARTICLE 20*****SENIORITY**

**Section****a)****            **The purpose of this Articleis to provide a declared policy of work security for qualified employees,measured by length of service with the Company.

Seniority as used hereinmeans length of service with the Company since the date of hire or rehire.

**Section****b)****            **Seniority shall beconsidered to encompass the following:

1)              Lengthof continuous service;

2)              Knowledge, skill andefficiency;

3)              Physical fitness forthe job in question.

When 2) and 3) are relatively equal, length of serviceshall govern.

**Section****c)****            **The Company agrees to notifythe Shop Stewards at the earliest possible moment before any general layoff.

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**Section****d)****            **If a reduction of theworking force is necessary, employees shall be laid off in accordance withtheir seniority, and the employee with the least amount of seniority being laidoff first, provided that the employee with the greatest amount of seniority isable to perform the work.

**Section****e)****            **In increasing the workingforce after a layoff, the reverse of the above mentioned procedure shall befollowed.

**Section****f)****              **An up-to-the-date senioritylist will be maintained by the Company and a copy furnished to the Shop Stewardupon request.

**Section****g)****           **Any employee laid off andre-employed within one (1) year shall not forfeit any seniority rights.  An employee shall lose his seniority if he,having been laid off, fails without reasonable excuse to report for work withinfive (5) working days after a personal notice or a registered, return-receiptnotice is mailed to the employee at his last known address.

**Section****h)****           **When the Company reduces thework week for more than two (2) weeks duration in a sixty (60) day period, theCompany shall be compelled to lay off those employees with the least seniorityin order to ensure a five (5) day work week for the remaining employees.

**Section****i)****              **In order to maintain workflow at the time of restaffing, the Company will first recall those employeeswith a right to recall and may recall any available employee, regardless oftheir seniority, for a temporary period of five (5) days before recalling theprior employees from lay off.  Staffingdone in this manner would last only until all qualified and senior employeeswere recalled in accordance with the normal recall provisions called for inArticle 20 – Seniority.

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## ***ARTICLE 21*TERMINATION OF SENIORITY**

An employee’s seniorityshall terminate:

1)             Upon discharge for cause.

2)             Uponvoluntary termination of employment (quit).

3)             Uponfailure to return to work following layoff within the time provided as specifiedin Article 20, section (g).

4)             Unreportedabsence from work for three (3) consecutive days (voluntary quit).

5)             Uponfailure to return to work after expiration of a leave of absence.

6)             Uponlayoff or any leave of absence for a period in excess of one (1) year.(excluding Industrial Accidents which shall be up to eighteen (18) months.)

## ***ARTICLE 22*****JOB BIDDING**

**Section****a)****            **New or permanent jobclassifications or vacancies shall be posted at least forty-eight (48) hours ona bulletin board in the plant prior to the filling of these jobspermanently.  The bid shall state the jobtitle, if it is permanent or temporary, shift, rate of pay and department,where applicable.  Any employee who feelshe possesses the necessary capabilities may make applications for the jobopenings by following the instructions on the posted bid.

**Section****b)****            **If in the opinion of theCompany, (2) and (3) of the seniority provisions are relatively equal, lengthof service shall be the determining factor.

**Section****c)****            **Before any notice of thesuccessful bidder is posted on the bulletin board, the Plant Manager willreview the bid list with the departmental Union Steward.  Employees whose names remain on the notice atthe end of the official posting period shall be considered for the job and shouldthey be the successful bidder, must accept the job.  The name of the successful bidder will beposted when the job is awarded.

**Section****d)****            **In the case where a junioremployee has been awarded a job bid, the Company shall notify the senioremployee or employees in writing as to the reason for the denial.

**Section****e)****            **An employee who is eligiblefor and receives a job shall be allowed a trial period, the length of whichshall be determined by the Plant Manager, but in any case the trial periodshall not exceed thirty (30) calendar days for production and material handlingpositions, and ninety (90) calendar days for skilled crafts positions, unlessan extension is mutually agreed to by the Company and the Union.  The skilled craft position shall be Maintenance,Tool & Die, and Die Repair.

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**Section****f)****              **If it is determined by theCompany within the above referred to trial period that the job bidder orassignee is not qualified, the disqualified employee will thereupon be returnedto his former job without loss of seniority of rate of pay on such former job.

**Section****g)****           **There shall be no deliberatedisqualifications on the part of the employee or by the supervisor within thetrial period on the basis of personalities and/or employees personal desires.

**Section****h)****           **Postings shall remain openfor up to thirty (30) calendar days.  Ifadditional openings should occur within a particular classification,department, and shift or because of a disqualification, then the next senior personon the list shall be awarded the position if he or she qualifies in accordancewith Article 20, Section (b) of the Agreement.

**Section****i)****              **Any employee assigned orselected for a posted job may be denied consideration for any job posted forsix (6) months immediately following his selection, or appointment except for anewly created job, a job at a higher rate of pay or an undue hardship case asagreed by the Company and the Union.

**Section****j)****              **The successful bidder willreceive twenty-five cent ($.25) increase or the rate of the job, whichever isless, at the time he is moved to the new job.

**Section****k)****          **An employee whose rate isstill in progression shall receive the twenty-five cents ($.25) increase whenhe is moved to the new job and then continue with such regular progressionincreases until he reaches the top rate of the classification to which he bid.

**Section****l)****              **The promotion and demotionof the Leadperson shall be at the sole discretion of the Company, and notsubject to the provisions of Article 18 providing however, in the event of anydemotion the Company will discuss the basis for its decision with the Unionbefore doing so.

**Section****m)****        **On a “temporary job bid” theCompany will record on the job bid notice as much information concerning thestatus of the job and person, as they are aware of.  Any individuals who become the successfulbidder of such a job may be converted to permanent, without further bidding, ifthe employee who was absent does not return.

**Section****n)****           **Quality Control positionswill be part of the job bid list.

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## ***ARTICLE 23*HEALTH, WELFARE, AND DENTAL PLAN**

Effective November 2005hours worked, the Company agrees to pay 90% of the cost of the compositemedical and dental insurance premium to the Southern California Lumber IndustryWelfare Fund in the amount of Five Hundred Seven Dollars and Forty Seven Cents($507.47) for each eligible employee who works seventy (70) straight time hoursor more during the month of November, 2005.

Effective December 2005hours worked, the company agrees to pay 90% of the cost of the tiered medicaland dental insurance premium to the Southern California Lumber Industry WelfareFund.

**MONTHLYCONTRIBUTION RATES AS OF JANUARY 1, 2006**

| Coverage               | ** ** | **Monthly Premium** | ** ** | **Company** | ** ** | **Employee** | ** ** |
|------------------------|------------|--------------------------|------------|-------------|------------|--------------|------------|
| Employee               |       | $                        | 303.40     |        | $          | 273.06       |       | $ | 30.34 |   |
| Employee +  Spouse     |       | 556.95                   |       | 501.26      |       | 55.69        |       |
| Employee +  Child(ren) |       | 490.59                   |       | 441.53      |       | 49.06        |       |
| Family                 |       | 698.18                   |       | 628.36      |       | 69.82        |       |
|                        |            |                          |            |             |            |              |            |  |  |  |

 

The benefit packageincludes Medical, Dental, Prescription Drug, Vision and Life Insurance

**INCREASESIN CONTRIBUTIONS:**

The employees’ cost for the programs will be TenPercent (10%) of the composite rate for hours worked in November, 2005.  The employees’ cost for the programs will beTen Percent (10%) of the tiered rate according to the employee election, as setforth above, for hours worked beginning in December, 2005.  Thereafter, any cost increases in the Planwill be shared equally (50%-50%) by the Company and the employee.  The Company or the Union will give the otherparty thirty (30) days written notification of any cost changes under the Plan.

**WELFARE CONTRIBUTIONS:**

Beginning on the effective date of thisagreement, based on hours worked or paid for in the preceding month andcontinuing each month for the duration of this Agreement; or any furtherextension thereof, the Employer agrees to make monthly contributions asspecified above to the Southern California Lumber Industry Welfare Fund’sManaged Care plan for each employee who works or is paid for seventy (70) hoursor more. Contributions shall be paid by the fifteenth (15th)of the month following the month in which they are earned. The contributionrates are set by the Trustees on an annual basis.

**INITIAL CONTRIBUTION RULE:**

Each employee under thisagreement must work a period of  ninety(90) calendar days before the Employer is required to make the initialcontributions. Contributions on new employees are due the first (1st) of the month following thequalifing period.

**BENEFITS AND ELIGIBILITY:**

The benefits provided under the Managed CarePlan and the rules by which employees and dependents, if applicable, becomeeligible for benefits, shall be determined by the Board of Trustees of theSouthern California Lumber Industry Welfare Fund and shall be described in thePlan Document and other materials published by the Trustees.

**TRUST AGREEMENT:**

The Employer and Union subscribe to andagree to be bound by the provisions of the Trust Agreement creating theSouthern California Lumber Industry Welfare Fund, as revised and restatedSeptember 1, 1986,

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and all amendments thereafter adopted.This includes Article IX, Sections 4 and 5, which gives the Board of Trusteesthe authority to set contribution rates on an annual basis.

**CONFLICT WITH OTHER SECTIONS:**

The provisions of thisSection supersede any and all other language contained in this Agreement (orany extension thereof or side agreement) if it conflicts with the language ofthis Welfare Contributions Section.

## ***ARTICLE 24*PAID VACATIONS**

**Section****a)****            **Each employee shall receiveone (1) week’s vacation with pay after one (1) year of service with theEmployer and two (2) weeks vacation with pay after two (2) years of servicewith the Employer, three (3) weeks vacation with pay after eight (8) years ofservice with the employer and four (4) weeks vacation after fifteen (15) yearsof service with the Employer.

**Section****b)****            **Vacation pay for each weekof vacation shall be computed by multiplying the employee’s normal straighttime rate of pay by forty (40) hours for each week of vacation.  Payment for accrued vacation will be made onthe payroll period following the employee’s anniversary date.

**Section****c)****            **Each employee shall beconsidered as having a year’s continuous service and a year’s eligibility forvacation for each completed year, starting from the date of his employment, inwhich he has worked at least fourteen hundred (1400) straight time hours forthe Company.

**Section****d)****            **The employee shall take hisvacation within the fifty-two (52) weeks after he has become eligible for avacation, and he shall not receive vacation pay in lieu thereof unless thereare extenuating circumstances requiring his particular skill or service beyondthe fifty-two (52) week period.  Anyeligible employee who is permanently laid off or discharged shall be paid forhis accrued vacation at the time of such layoff or discharge.  Vacations earned over two (2) successiveyears must be separated by a minimum period of thirty (30) days.

**Section****e)****            **The Company, in schedulingvacations, will, insofar as possible without interfering with efficientoperations consider the wishes of the employees.  In the event of a conflict in vacationschedules, recognition shall be given to seniority.

**Section****f)****              **If a recognized holidayoccurs during the time an employee is absent on an earned vacation, he mayabsent himself for one (1) more day and he shall become entitled to anadditional eight (8) hours of pay at the straight time rate, providing hequalifies in all other respects for such holiday pay.

**Section****g)****           **Any employee who has workedless than fourteen hundred (1400) straight time hours or who is terminatedafter he has completed twelve (12) months or more of continuous service withthe Company since the date he was last employed, shall be granted one-twelfth(1/12) of one (1), two (2) or three (3) weeks, etc., vacation pay,

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whicheverapplies, for each month of service since his last anniversary date in whichmonth he has completed one hundred-twenty (120) straight time hours.

**Section****h)****           **Those employees whoterminate or have been terminated and who have had less than one (1) year’sservice will not be eligible for any vacation payment.  Thos employees who are laid off for lack ofwork and who have had less than one (1) year’s service will be eligible foraccumulated vacation payment at the rate of one-twelfth (1/12) of one (1) weekfor each month of service since their hire date in which they have completedone hundred-twenty (120) straight time hours.

**Section****i)****              **Any employee laid offthrough reduction of force, or any other reason beyond the employee’s control,and re-employed in conformance with seniority provisions shall be considered ashaving been continuous service completed.

**Section****j)****              **The amount of taxes to bededucted from the employee’s anniversary vacation and sick leave check will beat the same tax rate that was taken from the regular pay check for that weekhad vacation or sick leave not been paid.

## ***ARTICLE 25*****UNION LABEL**

It is hereby understoodand agreed by the Company and the Union that an application shall be made forthe Union Label to the First General Vice-President of the United Brotherhoodof Carpenters and Joiners of America.  Ifthe application is approved, and the Union Label is issued by the UnitedBrotherhood of Carpenters and Joiners to be placed upon the Company’s products,it is understood and agreed that the Label shall remain the property of theUnited Brotherhood of Carpenters and Joiners of America, and shall be at alltimes in the possession of a member of the United Brotherhood of Carpenters andJoiners of America; and that said Union Label shall at no time be used in anymanner that will be detrimental to the interest and welfare of the members ofthe United Brotherhood, and upon evidence that said Union Label is being usedin a manner detrimental and harmful to the members of the United Brotherhood ofCarpenters and Joiners of America, then the use of the said Label shallimmediately be withdrawn from the mill, shop, factory, or manufacturingestablishment of the Company.

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## ***ARTICLE 26*****SICK PAY**

**Section****a)****            **All employees covered bythis Agreement who have worked for the company one (1) year shall commence toaccumulate up to two (2) days sick pay in equal monthly increments to a maximumof sixteen (16) hours.

**Section****b)****            **All employees covered bythis Agreement who have worked for the Company three (3) consecutive years shallcommence to accumulate up to three (3) days sick pay in equal monthlyincrements to a maximum of twenty-four (24) hours.

**Section****c)****            **All employees covered bythis Agreement who have worked for the Company four (4) consecutive years shallcommence to accumulate up to four (4) days sick pay in equal monthly incrementsto a maximum of thirty-two (32) hours.

**Section****d)****            **All employees covered bythis Agreement who have worked for the Company five (5) consecutive years shallcommence to accumulate up to five (5) days sick pay in equal monthly incrementsto a maximum of forty (40) hours.

**Section****e)****            **Sick leave pay will beaccrued in equal monthly increments throughout the year for any month theemployee had worked a major portion thereof, and may not be taken faster thanaccumulated.

**Section****f)****              **The unused portion of sickleave will be paid off at the employee’s anniversary date of employment.

**Section****g)****           **Any employee laid offthrough reduction of force and re-employed within twelve (12) months shall beconsidered as having been continuously employed for purposes of determiningconsecutive years of service.

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## ***ARTICLE 27*LEAVE OF ABSENCE**

**Section****a)****            **Personal Leave – At thediscretion of the Company, leaves of absence may be granted for personalreasons for a period not to exceed thirty (30) days upon writtenapplication.  No employee shall receivemore than thirty (30) days total personal leave of absence in any one (1) yearexcept under special circumstances.

**Section****b)****            **The Company will grantleaves of absences in accordance with the law, provided employees’ requests forsuch leaves are timely and accompanied with the appropriate documentation,including a certificate from a qualified physician when applicable.

**Section****c)****            **In no event does the Companyhave to grant a personal leave or sick leave of absence in excess of the timethe employee has been employed by the Company.

**Section****d)****            **Any employee on a personal,industrial or sick leave of absence must notify the Company and the Unionpersonally every thirty (30) days in order to retain such leave rights or maybe terminated.  Also, a personal leave orsick leave of absence shall not be granted under this clause to workelsewhere.  Any employee workingelsewhere while on a personal leave or sick leave of absence may be terminated.

**Section****e)****            **The Union and the Stewardshall be provided a list monthly of all employees on personal leave or sickleave of absence, who have been absent in excess of thirty (30) days.

**Section****f)****              **All requests for leave ofabsence must be in writing and all leaves of absence granted must be inwriting.  Seniority status willaccumulate and continue during leave of absence.

## ***ARTICLE 28*****HOLIDAY PAY**

**Section****a)****            **The Company will recognizeholidays as follows:

| Labor Day                  |   | Day before or after Christmas Day        |
|----------------------------|--------|------------------------------------------|
| Good Friday                |   | Christmas Day                            |
| Memorial Day               |   | Day before or  after New Year’s Day |
| Fourth of July             |   | New Year’s Day                      |
| Thanksgiving Day           |   | Employee’s  Anniversary Date        |
| Friday after  Thanksgiving |   |                                     |

 

**Section****b)****            **An employee who has been onthe payroll of the Company for a period of sixty (60) days or more prior to arecognized holiday and has worked his last scheduled working day prior to theholiday, and his next scheduled working day after the holiday, shall receiveholiday pay based on the number of hours that would have been worked had suchday not been a holiday, times his straight time hourly rate, including thoseholidays falling on Saturday or Sunday. Where a recognized holiday falls on a Saturday or Sunday, it will becelebrated on Friday or Monday.

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**Section****c)****            **An employee absent for aperiod not to exceed thirty (30) days for industrial   accident, lay off or absence for illness(which is substantiated with doctor’s verification), shall qualify for holidaypay if the holiday falls within that period.

**Section****d)****            **The anniversary date holidaywill be paid on the employee’s anniversary but the day off may be observed onsome other day within a following ninety (90) day period by mutual agreementbetween the employee and his supervisor. Employees must schedule the day of observance of the holiday at leastone (1) week in advance.

**Section****e)****            **If the anniversary dateholiday is to be observed on a day other than the employee’s anniversary dateand scheduling such results in interfering with efficient operations,recognition shall be given to seniority in scheduling of those employeesrequesting that day.

**Section****f)****              **By mutual agreement, betweenthe Company and the Union, the observance of this anniversary date holiday maybe moved off the anniversary date, by shift, so as to provide that the swing orgraveyard shifts do not have to begin or end a shift on Christmas Day orChristmas Eve.

**Section****g)****           **Any employee who is calledin and/or is excused for being late less than one quarter (1/4) hours inreporting to work on the last scheduled working day prior to the holiday or thenext scheduled working day after the holiday will be eligible for the holidaypay.  Should there be two (2) days holidayin succession, lateness on the “day before the Holiday” will then apply toqualifying for holiday pay on the first of the two (2) holidays and lateness onthe “Holiday” or the “day after the Holiday” will apply to qualifying forholiday pay on the second holiday.

**Section****h)****           **Upon approval, any employeewho has earned safety hours can use those hours before or after a holidayprovided they give their supervisor one (1) weeks notice.

**Section****i)****              **The Company will make everyeffort not to schedule work the weekends of Labor Day, Memorial Day and GoodFriday.  All work on these weekendsshould be on a voluntary basis.

## ***ARTICLE 29*JURY DUTY PAY**

An employee called forjury duty shall be entitled to the difference between his jury duty pay foreach day of jury duty and eight (8) times his hourly rate of pay in effect atthe time he is called to serve.  Expensemoney received by the employee as a result of jury duty service shall not beincluded when calculating the difference.

A swing or graveyardshift employee will be excused from work on days on which he has served juryduty.  Jury duty pay for such employeeshall include his regular shift bonus.

Jury duty differentialpay shall be given for each day of actual jury duty service, not to exceed inthe aggregate thirty (30) days during any twelve (12) month period for anyemployee.

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In order to be eligiblefor payment, an employee must notify the personnel office within twenty-four(24) hours of the receipt of notice of selection of jury duty and must furnisha written statement from the appropriate public official showing the date andtime served and the amount of jury pay received.

## ***ARTICLE 30*****FUNERAL PAY**

**Section****a)****            **In the event of the death ofa member of the immediate family, an employee will, at his request, be grantedup to three (3) consecutive work days off with pay of eight (8) times hisstraight time hourly rate of pay per day, to attend the funeral.  Should the employee attend a funeral outsidea three hundred (300) mile radius, the employee will be granted up to four (4)consecutive work days off with pay and be granted an additional six (6)consecutive days off without pay if requested. Should a funeral occur during an employee’s vacation or on a holiday,time off from work will be extended for an equivalent period.

**Section****b)****            **“Immediate family” isdefined as spouse, parents of the employee or spouse, step parents, brothersand sisters, or step brothers and step sisters, children, (natural, step oradopted or children in the process of being adopted), and grandparents.

**Section****c)****            **Proof of death, attendanceat the funeral and relationship to the deceased must be submitted by theemployee for funeral leave pay to be granted.

**Section****d)****            **An employee who does notattend the funeral will not be eligible for any funeral pay.

**Section****e)****            **Considering possibleoperational difficulties, extensions granting additional time will be reviewedon an individual basis when they occur.

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## ***ARTICLE 31*EMPLOYEE RETIREMENT SAVINGS PROGRAM**

**Section****a)****            **EffectiveNovember 1, 1977, and under government regulations, a contributory savings planwas established whereby the Company and eligible employee may contribute aspecified amount for each hour worked. The funds will be placed into a Retirement Trust Account and will bemanaged by an independent trustee. Company contributions remain in the Trust Fund and cannot be returned tothe Company under any circumstances. Provisions are made for withdrawals of all or part of each employee’scontributions, temporary suspensions of participation and sharing of Companycontributions and fund earnings, all in accordance with government regulations.

**Section****b)****            **Theschedule of Company contributions is as follows:

Effective November 1, 2002 $.50 perhour of each hour worked.

Effective November 1, 2003 $.55 perhour of each hour worked.

Effective November 1, 2004 $.60 perhour of each hour worked.

The amount of the minimumparticipant’s contributions for the term of the contract will be as follows:

$.25 per hour foreach hour worked.

**Section****c)****            **Eachparticipant will have the option to contribute the minimum participantscontributions as specified above or an amount equal to twice (2) the Company’scontribution, though not to exceed ten percent (10%) of the participant’ annualearnings for all participating years in five cents ($.05) per hourincrements.  A participant may elect tohave his contributions raised from the minimum yearly rate to the maximum rateat any time during the year.

**Section****d)****            **Aparticipant contributing the maximum may reduce his contribution back tominimum at any time, however, he may not elect to move up to the maximumcontribution again until the next anniversary date of the contract.

**Section****e)****            **Regardlessof which option the participant selects, the Company’s contribution will onlybe the amount specified above.

**Section****f)****              **Asummary of the Plan shall be made available to all employees.

**Section****g)****           **Acopy of the entire Plan will be furnished to the Union.  Such plan will be available for inspection atthe office of the Company and/or the Union during normal business hours.

**Section****h)****           **SuchPlan is continually subject to Internal Revenue Service approval and othercognizant authority.  The Company and theUnion acknowledge that if changes are required in order to maintain tax exemptstatus and qualifications, such changes will be submitted by the company andthe Union will be notified.

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## ***ARTICLE 32*GENERAL PROVISIONS**

**Section****a)****            **Thecompany reserves the right to schedule inventories at any time.  When scheduling inventories, the Company willrequest those employees it considers best suited for the inventory.  However, if a sufficient number of theseemployees have not volunteered, the Company reserves the right to schedule theremaining qualified employees. Individuals selected for the taking of physical inventories may be doneso without regard to seniority or equalization of hours during the time thatthe inventory is taken.  The Companyretains the right to schedule any salaried management employee to perform anyof the functions in the performance of the inventory.

The rate of pay fortaking physical inventories will be the regular straight time hourly rate ofpay of the employee.

The Company will makeevery reasonable effort to relieve any employee who has good reason to beexcused if, in the Company’s opinion, a suitable replacement can be found.

**Section****b)****            **Supervisorypersonnel shall not perform work on a Bargaining Unit job if the result wouldbe to displace active employees from gainful employment, but this will notprevent such work; 1) in emergencies affecting or threatening to affect thesafety of person, building or equipment, 2) in the instruction and training ofemployees, 3) in testing materials and production, 4) development of newproducts, new or changed equipment or procedures; and 5) in the performance ofnecessary work when production difficulties are encountered.  If a supervisor is going to perform suchduties as described above for an extended period, he shall first notify theShop Steward.

**Section****c)****            **TheGeneral Work Rules, Safety Rules, Absentee Policy, and Sexual Harassment Policyand Drug, Alcohol and Controlled Substance Policy have been reviewed andapproved to become part of this Agreement, but will be posted and issued inseparate form rather than as part of the main body of this Agreement.  The rules or policies may be revised or addedto as changing conditions may require, but no new rules or policies will beenforced until adequate notice has been given by posting the new rule or policyon the Company bulletin board.  Beforeposting of any rules changes or the changing of these Company’s policies, theCompany will meet with the Union to explain the necessity and reasonableness ofthe revision or addition.

**Section****d)****            **Thewaiver of any breach or condition of this Agreement by either party shall notconstitute a precedent for any further waiver of any such breach or condition.

**Section****e)****            **Headingto Articles, Sections, or Subsections of this Agreement have been supplied forconvenience only and are not to be taken as limiting or extending the meaningof any of the provisions of the Agreement.

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**Section****f)****    **Words used in thesingular form shall be deemed to include the plural, and vice versa, in allsituations where they would apply.

**Section****g)****   **It shall be theresponsibility of employees to notify the Company Personnel Office in writingof their current address and telephone number and any change thereof.  The Company shall be considered as havingcomplied with any notice requirements if such notice is sent to the employee’slast address on record.  The Company willsupply change of address forms.

**Section****h)****   **The Company may usetemporary service bureau employees when there are no regular full timeemployees on layoff status or, if so, are not interested in working short–termassignments.  Additionally, under normalcircumstances, no temporary service bureau employee shall remain a non-Companyemployee after a maximum of forty-five (45) days of employment without a jointagreement between the Company and the Union.

## ***ARTICLE 33*SOLE AND ENTIRE AGREEMENT**

This Agreement concludesall collective bargaining between the parties hereto during the term hereof andconstitutes and supersedes all prior agreements and undertaking, oral orwritten, expressed or implied, or practices, between the Company and the Unionor its employees, and expresses all obligations and restrictions imposed oneach of the respective parties during its term.

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**ARTICLE 34DURATION OF AGREEMENT**

 

This AGREEMENT shallremain in full force and effect until October 31, 2008, and shall continue fromyear to year thereafter unless either party notifies the other of a desire toamend, modify, or terminate, in which event notice shall be given in writing atleast sixty (60) days, but not more than seventy-five (75) days prior to theexpiration date thereof. In the event of a notice of intention to terminate,modify or amend, negotiations shall begin within fifteen (15) days after the deliveryof such notice.

**FOR THE COMPANY:**

INTERNATIONAL EXTRUSIONCORPORATION1000 Meridian AvenueAlhambra, California
| By     | /s/ [ILLEGIBLE] |   |
|--------|-----------------|--------|
|   |            |   |
| Date   | 11/12/05        |   |

 

**FOR THE UNION:**

CABINET MAKERS ANDMILLMEN LOCAL 721
| By     | /s/ [ILLEGIBLE] |   |
|--------|-----------------|--------|
|   |            |   |
| Date   | 11/18/05        |   |

 

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**EXHIBIT “A”**

**CLASSIFICATION& HOURLY WAGE SCHEDULE**
| **Classification**           | ** ** | **11/05** | ** ** | **11/06** | ** ** | **11/07** | ** ** |
|------------------------------|------------|-----------|------------|-----------|------------|-----------|------------|
|                         |       |      |       |      |       |      |       |
| **GRADE  #1**                |       | $         | 16.60      |      | $          | 16.90     |       | $ | 17.20 |   |
| 62 Die Repair A              |       |      |       |      |       |      |       |
| 90 Maintenance               |       |      |       |      |       |      |       |
| 97 Tool &  Die Maker A   |       |      |       |      |       |      |       |
| 69 MPS  Coordinator          |       |      |       |      |       |      |       |
|                         |       |      |       |      |       |      |       |
| **GRADE  #2**                |       | $         | 13.67      |      | $          | 13.97     |       | $ | 14.27 |   |
| 73 Maintenance B             |       |      |       |      |       |      |       |
| 85 Semi Truck  Driver        |       |      |       |      |       |      |       |
| 86 Die Repair B              |       |      |       |      |       |      |       |
| 96 Tool &  Die Maker B   |       |      |       |      |       |      |       |
|                         |       |      |       |      |       |      |       |
| **GRADE  #3**                |       | $         | 12.98      |      | $          | 13.28     |       | $ | 13.58 |   |
| 65 D.C. Operator             |       |      |       |      |       |      |       |
| 68 Press  Operator           |       |      |       |      |       |      |       |
| 99 Quality  Control          |       |      |       |      |       |      |       |
|                         |       |      |       |      |       |      |       |
| **GRADE  #4**                |       | $         | 12.23      |      | $          | 12.53     |       | $ | 12.83 |   |
| 12 Paint Equipt  Operator    |       |      |       |      |       |      |       |
| 80 Truck Driver              |       |      |       |      |       |      |       |
| 93 Crane  Operator           |       |      |       |      |       |      |       |
|                         |       |      |       |      |       |      |       |
| **GRADE  #5**                |       | $         | 11.39      |      | $          | 11.69     |       | $ | 11.99 |   |
| 32 Assistant  D.C. Operator  |       |      |       |      |       |      |       |
| 40 Lift Truck  Driver        |       |      |       |      |       |      |       |
| 50 Saw Operator              |       |      |       |      |       |      |       |
| 54 Furnace  Operator         |       |      |       |      |       |      |       |
| 64 Fabricator                |       |      |       |      |       |      |       |
| 67 Assistant  Press Operator |       |      |       |      |       |      |       |
|                         |       |      |       |      |       |      |       |
| **GRADE  #6**                |       | $         | 10.87      |      | $          | 11.17     |       | $ | 11.47 |   |
| 10 Die Repair C              |       |      |       |      |       |      |       |
| 33 Head  Stretcher           |       |      |       |      |       |      |       |
| 34 Data Entry                |       |      |       |      |       |      |       |
| 42 Maintenance C             |       |      |       |      |       |      |       |
| 51 Water  Treatment Operator |       |      |       |      |       |      |       |
|                         |       |      |       |      |       |      |       |
| **GRADE  #7**                |       | $         | 8.90       |      | $          | 9.20      |       | $ | 9.50 |   |
| 22 Material  Handler         |       |      |       |      |       |      |       |
| 26 Janitor                   |       |      |       |      |       |      |       |

 

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**EXHIBIT “A”**

For the term of thisAgreement Leadpersons and MPS Coordinators shall receive a rate of eighty-fivecents (85¢) per hour over the rate of the highest classification supervised oreighty-five cents (85¢) per hour over Grade #3 level, whichever is the highest.

The employees who, as ofthe effective date of this Agreement, are receiving a rate of pay in excess ofthat provided for in Exhibit “A”, shall be classed as Red Circle rate employeesand shall not have their Red Circle rate reduced during the life of thisAgreement so long as they continue to work in the classification to which theyare assigned as of the date of the signing of this Agreement.

New employees shall notbe hired at less than the State minimum hourly wage.  Within thirty (30) days, they shall beclassified and they will receive progressionary increases in an amount no lessthan twenty cents ($.20) per hour on the first Monday of the month until theyreach the proper rate of pay for their classification.

Furnace Clean-up:  A premium of thirty-five cents ($.35) perhour to be paid during the time the inside of the furnace is being cleaned bythe crew.

**IMPLEMENTATION OF THE GENERALWAGE INCREASE**

FIRST YEAR (11/1/05 –10/31/06)

Continue rates of pay forall employees.

SECOND YEAR (11/1/06 –10/31/07)

Increase the rate of payfor all non-progressionary employees thirty cents ($.30) per hour.

THIRD YEAR (11/1/07 –10/31/08)

Increase the rate of payfor all non-progressionary employees thirty cents ($.30) per hour.

All employees, includingthose employees who are receiving Red Circle rates, but excluding employees whoare in progression, shall receive the cents per hour increase that the rate oftheir job increases.  Employees inprogression will continue to move toward rate with normal progressionaryincreases.

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**EXHIBIT “B”**

**MAINTENANCE& DIE REPAIR PROGRESSION**

It is agreed that thefollowing progressions shall be effective in the Maintenance and Die RepairDepartments:
| Maintenance   | ** ** | **Die Repair** | ** ** |
|---------------|------------|----------------|------------|
|          |       |           |       |
| Maintenance C |       | Die Repair C   |       |
| Maintenance B |       | Die Repair B   |       |
| Maintenance A |       | Die Repair A   |       |

 

Jobs above the startinglevel in these departments will be bid only if there is no one in thedepartment qualified to advance at the time of the opening.

Employees at the C levelwill have their performance reviewed by the Company after one (1) year on thejob and each six (6) months thereafter to determine if they are qualified tomove to the next progression level. Employees at the B level will have their performance reviewed at six (6)months intervals to determine if they are qualified to move to the nextprogression level.

The Company may at itsdiscretion, accelerate the rate of progression for employees who demonstrateexceptional job performance.  Ratesbetween the specified progression levels will be used only in unusualcircumstances.

The Company willdetermine how many employees are needed at the C, B, or A level at any onetime.

As part of this programmaintenance jobs descriptions will be written with the goal of morespecifically outlining qualification requirements at each level, including thestarting jobs.

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**EXHIBIT “C”**

**ATTENDANCEPOLICY**

**General**

The purpose of thispolicy is to provide guidelines, so that employees will know the acceptablelimits of absenteeism and tardiness, and to provide a framework for consistentdisciplinary action when such limits are exceeded.

Each employee is expectedto be on the job during all scheduled working hours, including properlyscheduled overtime.  Each supervisor isresponsible for the correct application of this policy.

The main telephone numberat International Extrusion is (626) 576-2424 8:00 a.m. – 5:00 p.m.

| Extrusion Dept |   | - |   | (626) 943-2326 |
|----------------|--------|---|--------|----------------|
| Anodizing Dept |   | - |   | (626) 943-2346 |
| Packing Dept   |   | - |   | (626) 943-2351 |
| Die Shop       |   | - |   | (626) 943-2381 |
| Paint Dept     |   | - |   | (626) 943-2309 |
| Maint Dept     |   | - |   | (626) 943-2368 |
| Foundry        |   | - |   | (626) 943-2345 |
| Shipping       |   | - |   | (626) 943-2328 |

 

**Notification**

Employees are required tonotify their supervisor **prior** to thestart of their work shift in order for the call-in to be considered valid.  Whenever possible, the call should be placeddirectly by the employee.  If that isimpossible, notification from someone in the employee’s household will beacceptable.  The supervisor should alsobe informed of the reason for the absence or tardiness and the expected date(or time) of return to work.

**Excused Absence**

The supervisor willexcuse an employee’s absence for the reasons such as:

·                  Jury Duty

·                  Military Leave

·                  Funeral Leave

·                  Approved Vacation and Paid Sick days

·                  Family or Pregnancy Leave

·                  Reported on-the-job injuries whileunder the care of a doctor

·                  Holidays

·                  Temporary lack of work or lay-off

·                  Hospitalstays not to count against attendance record provided the employee has a doctor’sexcuse.

**Excessive Absenteeism orTardiness**

We realize that a certainamount of absenteeism may occur. Occasionally it may be necessary for employees to be absent from workfor purely personal reasons.  The designof the following system allows for such occurrences and yet provides a means totake positive disciplinary action when employee’s records become excessive.

·                  Eachtime an employee fails to come to work as scheduled, it will be counted as anoccurance of absence unless excused for one of the reasons listed above.

·                  Anytime an employee leaves work early, which results in an employee working lessthan one half (1/2) the normal scheduled hours for that day will be treated asone (1) absence.

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·                  Latenessor leaving early, but after the employee has worked more than one half (1/2)the normal scheduled hours for that day will be treated as a tardy.

The following guidelinesare to be used in implementing this system:

**Absences**
| a) |   | 3 incidents = | Verbal Warning         |
|----|--------|---------------|------------------------|
| b) |   | 4 incidents = | Written Warning        |
| c) |   | 5 incidents = | One (1) Day Suspension |
| d) |   | 6 incidents = | Possible Termination   |

 

Unreported, unexcusedabsences (No call-No Show) will result in a written warning for the firstoffense, suspension (3 days) for the second offense and termination for thethird offense.  These absences will alsocount as incidents.

**Tardies**
| a) |   | 11 incidents = | Verbal Warning         |
|----|--------|----------------|------------------------|
| b) |   | 13 incidents = | Written Warning        |
| c) |   | 15 incidents = | One (1) Day Suspension |
| d) |   | 17 incidents = | Possible Termination   |

 

A rolling year will bethe time frame considered.  It is definedas a twelve (12) month period starting the month of the first incident occurred(absence or tardy).  After a one (1) yearperiod from the first incident, as each new month finishes the incidents in thecorresponding month of the prior year will be dropped.

**No call No Shows**
| a) |   | 1st offense = | Written Warning          |
|----|--------|--------------------|--------------------------|
| b) |   | 2nd offense = | three (3) Day Suspension |
| c) |   | 3rd offense = | termination              |

 

After receiving three (3)suspensions in a rolling year, an employee may be terminated at the nextincident of absence or tardiness even though the employee may have less thansix (6) absentee incidents or 17 tardiness incidents.

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