Exhibit
10.3


 


WORKING AGREEMENT


BETWEEN


 


MINUTEMAN INTERNATIONAL, INC.


111 SOUTH ROHLWING RD.


ADDISON, IL 60101


 


&


 


SIGN, DISPLAY, PICTORIAL ARTISTS


& ALLIED WORKERS


LOCAL #830


AFFILIATED WITH THE


PAINTERS DISTRICT COUNCIL 14


 


MAY 22, 2003


 


TO


 


MAY 21, 2008


 

















 


INDEX


 


	
  SECTION

  	
   

  	
  SUBJECT

  
	
   

  	
   

  	
   

  
	
  I

  	
   

  	
  Union
  Recognition

  
	
  II

  	
   

  	
  Union Security

  
	
  III

  	
   

  	
  Management

  
	
  IV

  	
   

  	
  Representation

  
	
  V

  	
   

  	
  Adjustment of
  Grievances

  
	
  VI

  	
   

  	
  Strikes and Lockouts

  
	
  VII

  	
   

  	
  Seniority/Right
  of Employment

  
	
  VIII

  	
   

  	
  Probationary
  Employees

  
	
  IX

  	
   

  	
  Promotions and
  Transfers

  
	
  X

  	
   

  	
  Reduction, Layoff and Recall

  
	
  XI

  	
   

  	
  Hours
  of Work

  
	
  XII

  	
   

  	
  Overtime
  Distribution

  
	
  XIII

  	
   

  	
  Premium
  Pay

  
	
  XIV

  	
   

  	
  Job Classifications

  
	
  XV

  	
   

  	
  Wages

  
	
  XVI

  	
   

  	
  Drug and
  Alcohol Substance Abuse

  
	
  XVII

  	
   

  	
  Leave of Absence

  
	
  XVIII

  	
   

  	
  Death in Family

  
	
  XIX

  	
   

  	
  Jury
  Service

  
	
  XX

  	
   

  	
  Military Service

  
	
  XXI

  	
   

  	
  Holidays

  
	
  XXII

  	
   

  	
  Vacations

  
	
  XXIII

  	
   

  	
  Insurance

  
	
  XXIV

  	
   

  	
  General

  
	
   

  	
   

  	
  - Safety Shoes/Glasses
  (24.6)

  
	
   

  	
   

  	
  - Tuition
  Reimbursement (24.7)

  
	
   

  	
   

  	
  - State/National
  Elections (24.10)

  
	
  XXV

  	
   

  	
  Duration of
  Agreement

  
	
   

  	
   

  	
   

  
	
  Exhibit A

  	
   

  	
  Job Classifications

  
	
   

  	
   

  	
   

  
	
  Exhibit B

  	
   

  	
  Drug/Alcohol Policy

  



 

















 


WORKING
AGREEMENT


BETWEEN


 


MINUTEMAN
INTERNATIONAL, INC.


111 SOUTH ROHLWING RD, ADDISON, IL
60101


 


&


 


SIGN,
DISPLAY, PICTORIAL ARTISTS & ALLIED WORKERS


LOCAL
#830


AFFILIATED
WITH THE PAINTERS DISTRICT COUNCIL 14


 


AGREEMENT


 


This Agreement has
been entered into at Addison, Illinois, between Minuteman International, Inc.,
with respect only to the hereinafter defined employees employed at its plant facilities
located at 111 South Rohlwing Road, Addison, Illinois 60101, and referred to as
the “Company”, and Sign, Display, Pictorial Artists & Allied Workers, Local
#830, affiliated with the Painters District Council 14, and referred to as the
“Union”.


 


SECTION I - Recognition


 


1.1      The Company recognizes the Union as the
exclusive collective bargaining representative of its hereinafter defined
employees for the purpose of collective bargaining, in accordance with the
terms of the Agreement and subject to and in accordance with the provisions of
the Labor Management Relations Act of 1947, as amended.  The term “employees” or “employee”, as used
in this Agreement shall mean and include all production and maintenance employees.  It shall exclude all office clericals, plant
clericals, professional employees, guards and supervisors.


 


SECTION II - Union Security


 


2.1      UNION SHOP:  It shall be a condition of employment that
all employees covered by this Agreement who are members of the Union in good
standing on the effective date of this Agreement, shall remain members in good
standing.  Those who are not members on
the effective date of this Agreement shall, on or after the 30th day following
the effective date of this Agreement, become and remain members in good standing
in the Union.  It shall also be a
condition of employment that all employees covered by this Agreement and hired
on or after its effective date shall, on or after the 30th day following the
date of employment, become and remain members in good standing in the
Union.  In the interest of maintaining a
stable work force, the Union shall notify the Company of any member’s
delinquency in dues or initiation fees at least five days before requesting
his discharge under the terms of this Section, in order to permit the
assistance of the Company in restoring such delinquent member to good standing.


 


2.2      In accordance with the provisions of
Section 302 (C) of the Labor Management Relations Act of 1947 as amended for
each employee covered by this Agreement who executes and submits to the Company
a valid written authorization form acceptable to the Company, the Company will
deduct initiation fees and monthly dues from the pay


 


1

















 


of each such employee in the amount and manner prescribed by the Union,
in accordance with its constitution and by-laws.  Said deduction shall be made monthly from each such employee’s
pay for the pay period in each month, which includes the first day of the
calendar month.  If an employee has no
pay due at said pay period, said deduction shall be made from the first pay
period thereafter that the employee has pay due to him.  Such deductions shall be forwarded to the
Union before the 15th of the month in which the money is so deducted.


 


2.3      The Union agrees to indemnify, hold and
save the Company harmless of, from and against any and all claims, demands,
suits, liabilities and expenses that may arise out of or by reason of any
action taken or not taken by the Company for the purpose of complying with any
of the provisions of paragraph 2.2, or in reliance of any notice, authorization
or assignment furnished pursuant to the aforesaid provisions of this Section
II.


 


SECTION III - Management


 


3.1      It is agreed that the Company retain all
management rights and functions possessed prior to the Agreement, except such
rights as are expressly relinquished or restricted in this Agreement, and that
the Company retains the sole right to manage its facilities and business, and
the right to plan, direct, control and maintain order and efficiency in its
operation.


 


3.2      The Company retains the right to control
and regulate the use of all equipment and other Company property; the Company,
in its judgement, will increase, decrease, change operations, remove or install
machinery or appliances, and determine work 
assignments,  processes  and 
procedures; and  the Company
retains the right to determine the extent to which the plant shall be operated
or shall be shut down, and the right to move or relocate all or any part of the
present plant operations to any other location, and establish new or additional
facilities at other locations.


 


In the event the
Company moves or relocates its entire operations, existing at the date of this
Agreement, to another location, the employees covered by this Agreement shall
be granted the opportunity to follow to the new location.  The terms of this Agreement shall, likewise,
be in full force and in effect at such new location.


 


3.3      The Company retains the right to make
reasonable plant rules and regulations, enact Company policies, hire, direct
its working forces, assign work, promote, transfer and relieve employees from
duty because of lack of work or other legitimate reasons; discharge for just
cause, subject to the grievance procedure.


 


3.4      The Company shall have the right to
contract out work, provided that it will not directly result in the layoff of
any of its employees, provided further that in any event and not withstanding
the foregoing provision, the Company shall have the right to contract out work
if:


 


•          The
Company has no qualified employees readily available to perform the work in
question; or


 


•          The
Company does not have the machinery, equipment or tools necessary to perform
the work in question; or


 


•          Contracting
out is necessary because of production schedules or to maintain or insure
efficient production operations; or


 


•          Contracting
out is necessary in order to complete the work in question, within a required
time; or


 


2

















 


•          The work
in question is of an emergency nature.


 


3.5      All of the above rights are subject to the
regulations and restrictions provided for in this Agreement, and all of the
above does not exclude other prerogatives of management not specified in this
Agreement.


 


SECTION IV - Representation


 


4.1      There will be one chief steward, one
assistant steward for night shift and four committee people.  The chief steward shall be responsible for
investigation and presentation of grievances. 
The assistant steward will be in charge in the absence of the chief
steward.  All stewards shall be
available to the Company for discussion of departmental problems  The Union will furnish the Company with the
names of the stewards and the committee people.  The committee, stewards and the Union Business Manager or
Representative can meet once a month or at their discretion immediately after
normal working hours on Company property with prior approval of the Company.


 


4.2      A steward may receive, but not solicit,
complaints and grievances before or after work or during breaks.  Approval to leave his work area during
working hours must be obtained from his supervisor.


 


4.3      It is agreed that union representatives,
who are not employees of the Company, shall obtain permission from the President
of the Company, or his designated representative, before entering the plant on
union business.


 


4.4      The Company shall place a bulletin board
at a mutually agreeable location, which shall be used exclusively by the Union,
only for postings for a reasonable time of Union notices, consisting only of
Union meetings, recreational and social events, Union elections and Union
appointments.  All material shall be
subject to prior inspection by the Company.


 


SECTION V - Adjustment of Grievances


 


5.1      In order to provide an orderly method of
handling and disposing of all disputes, misunderstandings, differences, or
grievances arising between the Company and the Union, and/or the employees
covered by this Agreement as to the meaning, interpretation, and application of
the provisions of this Agreement, such differences shall be settled in the
following manner:


 


A.     Step 1 - The union or aggrieved employee, with the shop steward,
shall first take up the case with the Foreman.


 


B.      Step 2 - If the matter is not settled at Step 1 above, the
aggrieved employee may appeal the matter to the Plant Manager, in writing,
within three working days, following the date of the Foreman’s decision in Step
1.  Within three working days after receiving
the grievance, the Plant Manager will arrange a meeting with the aggrieved
employee and his steward.  He will
render his decision within two working days, following the aforesaid grievance
meeting.


 


C.      Step 3 - If the matter is not settled in Step 2 above, the
Union shall, within three working days of the Manager’s decision in Step 2
above, submit the matter to the President or a Vice President of the
Company.  Within three working days
after receiving the grievance, the President or a Vice President will arrange a
meeting with the aggrieved employee, the Union


 


3

















 


steward, the grievance
committee, committee persons from Section IV, and the Union
representative.  The Company shall
render a decision within three working days of this Step 3 meeting.


 


D.     Step 4 - The Company shall submit, in writing, copies of the
terms of the settlement to the steward, the grievant, and the Union.


 


E.      Step 5 - Any settlement in Step 1, Step 2, or Step 3 above,
shall be binding on the Company, the Union, and the aggrieved employee.


 


F.      Step 6 - Arbitration: 
In the event that the matter is not settled in any of the foregoing
steps, the Union shall, within three working days of the Company’s last
decision, notify the Company of its intent to submit the grievance to
arbitration.  The Company and the Union
shall then refer the matter to an arbitrator. 
He shall be selected by joint agreement, or from a list of seven
submitted by the Federal Mediation and Conciliation Service, and the cost of
the arbitrator’s services shall be borne equally by the Company and the
Union.  The decision of the arbitrator
shall be final and binding on the Company, the Union, and the aggrieved
employee.


 


5.2      The arbitrator shall not have the right to
add or subtract or modify the terms of this Agreement.


 


5.3      Retroactive settlements, at any time in
the grievance procedure, may or may not be made in accordance with the equities
of the case, or as decided by the arbitrator; however, in no case will
retroactivity be made prior to the signing of this Agreement.


 


5.4      No matter shall be considered the subject
of a grievance unless complaint is made and grievance filed within five working
days after the cause of the alleged grievance occurs, or when using reasonable
diligence, the party complaining could have known of the occurrence.


 


SECTION VI - Strikes and Lockouts


 


6.1      No strikes, stoppage of work, slowdown, or
walkout by the Union or any employee or group of employees covered by this
Agreement, and no lockout by the Company, shall occur during the terms of this
Agreement or any extension of it.


 


6.2      The Union shall, in the event of the
occurrence or threat of any unauthorized illegal or wildcat strike, stoppage of
work, slowdown or walkout, promptly denounce publicly such action or threatened
action, and shall make prompt and honest efforts to prevent or end such action.


 


The Company shall
have the sole discretion as to the disciplinary action to be taken against the
participants in any and all unauthorized or illegal strikes, work stoppages,
slowdowns, walkouts, and such disciplinary action shall not be the subject of a
grievance.


 


6.3      Neither the Company, nor the Union, shall
resort to action before any court of law or governmental agencies in the
settlement of any dispute or grievance arising under this Agreement, or to
recover damages resulting from it, until after the exhaustion of the provisions
of this section.


 


4

















 


6.4      The Union shall not be liable to the
Company in any court of law, or before any governmental agency, for any strike,
stoppages of work, or walkout; unless it fails to comply with the provisions of
paragraph 6.2 of this section.


 


SECTION VII - Seniority


 


7.1      Seniority is a right or preference given
in the matter of layoffs, recalls and promotions.  Increases or decreases in the number of employees in a given
department or job classification, or variations in the hours worked in each
department or job classification as the case may be, shall be governed entirely
by the conditions applicable to the plant as a whole.


 


7.2      The employees in the following skilled job
classifications shall have top seniority:


 


	
  •

  	
  Union Steward

  	
   

  
	
  •

  	
  Skilled Workers

  	
   

  
	
   

  	
  Paint Sprayer

  	
   

  
	
   

  	
  Repairmen

  	
   

  
	
   

  	
  Sheet Metal Worker

  	
   

  
	
   

  	
  Combination Welder

  	
   

  
	
   

  	
  Machinist

  	
   

  
	
   

  	
  Tool & Die Maker

  	
   

  
	
   

  	
  Maintenance Man

  	
   

  



 


7.3      The seniority list shall be prepared by
the Company, and posted upon the bulletin board, within thirty days after the
signing of this Agreement, and shall be revised semi-annually.  Said list shall show the name of each
regular employee, his or her job grade, job classification, and seniority
date.  Currently, with each such
posting, the Company will forward, to Local 830, a copy of said list, together
with the wage rate of each employee. 
Following the posting of the original list, or any revisions thereof, an
employee shall have the right, within 20 days from the day of posting, to file
with the Company a written objection with respect to his seniority or any
changes or revisions pertaining to him on the posted list. If no objection is
filed within said period of time, then such seniority or the revised seniority
as the case may be, shall be deemed to be correct as to each employee and shall
be final, and the Company may rely on said revisions for all purposes.  In the event more than one employee starts
to work on the same day, each such employee’s standing on the seniority list
shall be determined in accordance with the alphabetical order of the first
letter of each employee’s surname at the time of employment; and if the first
letter of two or more such employee’s surnames are identical, then in
accordance with the alphabetical order of the subsequent letter or letters, as
the case may be, in the respective surnames.


 


7.4      Any employee who is promoted to a position
or job outside of the bargaining unit, shall continue accumulating seniority in
the bargaining unit but only for a continuous period of not more than six
months after such promotion.  Seniority
shall not apply to promotions to managerial or supervisory positions outside
the bargaining unit, and the Company shall have the sole discretion with
respect to such promotions.


 


7.5      An employee shall lose seniority and the
right of employment if:


 


A.     Employee has voluntarily terminated his employment.


 


B.      Employee has been laid off and fails to report for work within
three working days, after notice by the Company to report.  Any employee, upon being laid off, shall
leave his address with the personnel department or on a form provided for that
purpose; and in the event of recall, the personnel department shall notify each
such employee, in his turn, by certified letter or telegram.  It is agreed that the


 


5

















 


responsibility of
maintaining a current address on file with the Company shall rest upon the
employee, and an alleged injustice done because of lack of proper address on
file with the Company, shall not be subject to the grievance procedure.


 


C.      Employee has been discharged for just cause.


 


D.     Employee has been laid off for a continuous period of not more
than six months.


 


E.      Employee is incapable of performing his duties after a
protracted illness and refuses an offer in a related job classification.


 


F.      Employee has been absent three consecutive days from work
without having made satisfactory arrangements agreeable with the Company.


 


G.      Employee has been laid off fails to advise Company of correct
address.


 


H.     Employee on leave of absence overstays his leave of absence
without making satisfactory arrangements agreeable to the Company.


 


I.       Employee has worked at other gainful employment while on leave
of absence.


 


J.       Employee has been absent from Company’s employ for more
than  six months due to illness.  However, the Company will permit the
employee to request an  extension  of the leave, if the employee’s doctor
specifies that the employee will return to work in a reasonable period of
time.  The Company has the right to
approve this leave at its sole discretion.


 


7.6      When it is necessary to take inventory,
the Company shall determine the employees necessary for the taking of the
inventory, and may retain or recall such employees, without regard to the
seniority provisions of this Agreement.


 


7.7      Any employee who, because of age, or who
has been incapacitated at his regular work by injury or compensable disease
while employed by the Company, or as a result of surgical operations or severe
illness, is unable to perform the work in his department in a manner comparable
with that performed by other workers at the average speed and ability within
said department, may be employed by the Company at its sole discretion, but the
Company is not obligated to retain such employee in the employ of the Company
in other work in the plant which he is physically able to do without regard to seniority,
and the Company may fix a rate for such employee in such new work commensurable
with the ability of such employee to perform such work.


 


SECTION VIII - Probationary Employees


 


8.1      New employees, and those hired after their
seniority is broken, will be regarded as probationary employees for a period of
ninety consecutive days, during which time such employee shall not be
considered a regular employee of the Company.


 


8.2      The Company shall have the right and
privilege and sole discretion to layoff, discharge or otherwise discipline any
such employee during such probationary period, without assignment of cause and
without limitation.


 


6

















 


The decision of the Company with respect to such probationary employees
shall be final and binding upon all of the parties, and neither any such
employee nor the Union, shall have recourse to grievance or arbitration
proceedings provided for in this Agreement; nor shall there be any obligation
on the part of the Company to recall or re-employ such provisionary employee
who is discharged or laid off during such probationary period.  No such probationary employee shall, during
the first ninety days of such probationary period, come under any of the terms
of this Agreement or be entitled to any of the benefits hereunder including,
but not limited to, insurance benefits and holiday pay granted to the regular
employees covered by the terms of this Agreement, except as to wages and
overtime pay.


 


8.3      During the probationary period, such
probationary employee shall have no seniority rights under this Agreement, but
the Company will accumulate actual days worked as probationary employee toward
their attainment of their status as regular employees.  If and when such probationary employees are
retained by the Company beyond the probationary period, such probationary
employee shall be considered a regular employee, and shall receive seniority
credit for the said ninety consecutive days.


 


SECTION IX - Promotions and Transfers


 


9.1      Should a new job classification be
created, other than skilled jobs, or should a permanent vacancy develop in an
existing job classification other than Grade 9 classifications, or other than
those skilled jobs detailed in Section VII, the Company shall post a notice of
such opening for a period of three working days, stating the grade and job
classification in which the opening exists, the shift, the rate of pay, and the
date when the position will be vacant.


 


Applications for
filling such vacancies shall be in the employee’s own handwriting.  It is agreed that all openings created as a
result of the original job opening shall be posted in the same manner.


 


9.2      Job openings shall be filled by a
qualified bidder determined by the following factors:


 


A.    The employee’s ability and skill, and not
experience.


 


B.     Plant-wide seniority date.  When factor (A) is relatively equal, then
seniority date, factor (B) shall govern.


 


9.3      Should no employee bidder qualify, then
the Company has the right to hire a new employee for said job.  The Company shall have the right to fill a
job temporarily during the period of posting and until said job is permanently
assigned.


 


9.4      Any employee who successfully bids for an
opening, including an employee who refuses to accept the job during this trial
period, shall not be permitted to bid again for a period of six months from the
date of placement on the job, without the prior approval of the Company and the
Union.


 


9.5      When an employee obtains a job as a result
of the bid, he shall be placed in that job as soon as a replacement can be made
for him, and he will be given up to ten working days or such extended time as
the Company may deem necessary, to prove his ability to perform the work
required.  Should the Company decide
that this work in the new job classification is not satisfactory during the
trial period, or should the employee himself decide during the trial period
that he cannot fill the position, he will be returned to his former job
classification, and any employee moved as a result of said employee’s
returning, will revert to his former position without loss of seniority.


 


7

















 


9.6      With respect to skilled job openings, the
Company shall have the right to fill such skilled job openings by hiring
qualified employees from the outside or by transferring an employee to such
opening, and the seniority and job posting provision shall not apply.


 


9.7      The Company has the right to make a
transfer of employees from one job classification to another, or from one
department to another, in the same pay grade. 
Transfers from one shift to another must be posted.  Employees may be transferred at any time and
will be paid in accordance with said employee’s wage rate at the time of
transfer, for a period not to exceed one hour. 
Any employee temporarily transferred to a higher wage rate job for more
than one hour will, beginning on the second hour of transfer, be compensated
for the difference between their wage rate and the higher wage rate.


 


SECTION X
- Reduction, Layoff and Recall


 


10.1    The Company shall have the right to reduce
or layoff a force of employees at any time in any job classification or
classifications or in the plant. 
Regular employees to be laid off for an indefinite period of time shall
be given not less than one week’s notice of layoff or one week’s pay, except in
case of emergency, such as fire, storms, breakdown of equipment, inability to
get power or materials, act of God, or any other causes beyond the control of
the Company.


 


10.2    In the event of reduction of the number of
employees in a job classification or classifications due to fire, storm,
breakdown of equipment, power failure, act of God, or other emergencies, the
Company may, as an exception to the layoff and recall procedure, without regard
to seniority, layoff employees from a job classification from the plant for the
balance of the shift in which the reduction occurs for a period not to exceed
two continuous work days thereafter.


 


The Company shall
have the right to assign an employee so laid off to any kind of available work
in the department or in the plant for the period of such layoff, and such
employee shall receive the rate of the job to which he is assigned for all work
performed on such assigned job.


 


10.3    When all or any of the employees within the
bargaining unit are laid off, the regular employee or employees with the least
seniority shall be laid off first and so on, progressively through the list of
employees in the plant.  If a regular
employee is laid off from work at a time when there is work in another job
classification, paying the same or lesser maximum hourly rate of pay, and said
work is being performed by another employee with lesser plant seniority, the
affected employee shall be entitled to replace that lower seniority employee in
that other position, provided such senior employee fully qualifies and has the
ability to perform the job, and does not require training to meet established
production standards for the new job.


 


10.4    Recall will be made in the reverse order of
layoffs, provided the employee is fully qualified to perform the work on which
he or she would be placed.


 


8

















 


SECTION XI - Hours of Work


 


11.1    This section is intended solely to provide
the description of the regular work day and the regular work week for computing
overtime and premium pay, and the Company does not in any manner guarantee full
employment for hours of work to any employee.


 


A.    The regular work day shall be 8 hours in a
consecutive 24 hour period.


B.     The work day for each employee is a 24 hour
period, immediately following the time the employee is scheduled to start work.


C.     The regular work week shall consist of 40
hours.


D.     The payroll period shall be Monday through
Sunday.


E.     The work week for all employees and the
determination of overtime, other premium pay, and for payroll purposes shall
begin at 12:01 a.m. on Monday and end at 12:01 a.m. on the following Monday.


 


11.2                          Determination
of the starting time of the daily schedule shall be made by the Company.  The Company may make reasonable changes in
the starting time provided they are discussed with the Union as far in advance
as is possible.  It is understood that
the schedule may be changed from time to time by the Company to accommodate
varying conditions of the Company’s business.


 


SECTION XII - Overtime Distribution


 


12.1    No employee should be entitled to overtime,
unless he is capable of doing the available work.  Overtime shall be distributed as evenly as practical among the
employees regularly assigned to such work within the department. The Company
has the right to require that overtime be worked provided at least 48 hours
prior notification is given.  The
Company shall have the sole discretion to waive this requirement based upon
facts and circumstances of each case, provided 24 hour prior notification is
given.  In the event overtime scheduled
for Saturday, Sunday or holiday per the above is cancelled employees will
receive four (4) hours pay except in case of emergency, such as fire, storms,
breakdown of equipment, inability to get power or materials, act of God, or any
other causes beyond the control of the Company.


 


12.2                    If
the Company does not obtain enough employees regularly assigned to such work to
perform the needed  overtime work, the
Company shall have the right to request, upon proper notice, other qualified
employees to do the overtime work in question at the rate of the job to be
performed.


 


SECTION XIII - Premium Pay


 


13.1                    All
work in excess of 40 hours in any one week shall be paid for at 1-1/2 times the
regular rate for such work.  All work
performed on the holidays specified in Section 21.1 of the collective
bargaining agreement shall be paid for at 1-1/2 times the regular straight-time
rate and, in addition, the employee shall receive the holiday pay allowance of
8 hours’ pay at his regular straight-time rate, collective.


 


13.2        A shift premium of 5%
per hour for a second shift and 7% per hour for a third shift shall be paid for
all scheduled work performed on an afternoon and night shift, respectively.


 


13.3        All work performed on
Sunday shall be paid for at two times the regular rate, unless this is part of
an employee’s normal 40 hour shift.


 


9

















 


13.4    It
is expressly agreed that there shall be no pyramiding of overtime or other
premium pay including, for example, extra compensation provided by the
provisions of Section XIII; it being expressly understood and agreed that where
the particular work falls under two or more premium pay provisions of this
Agreement, only the single highest premium pay application to such hours worked
under any provision of this Agreement shall be paid.


 


SECTION XIV - Job Classifications


 


14.1    Job classification titles, as set forth in
Exhibit A, are for the purpose of general identification, and the job
classification of an employee shall not preclude the Company from assigning the
employee to work other than that which normally falls within the meaning of the
job classification; for example, an employee engaged in a job classification
relating to maintenance shall be required to perform any and all types of
maintenance work for which he is qualified, regardless of the job
classification title that he holds at the rate paid for his regular job.


 


14.2    New job classifications are subject to union
challenge.


 


SECTION XV - Wages


 


15.1                    The
regular hourly wage rates to be paid to employees for the various labor grades
at the outset and through the term of this Agreement are set forth in
accordance with the following schedule.


 


 


	
  Grade

  	
   

  	
  Present

  Rate

  	
   

  	
  Rate

  Effective

  5/22/03

  	
   

  	
  Rate

  Effective

  5/22/04

  	
   

  	
  Rate

  Effective

  5/22/05

  	
   

  	
  Rate

  Effective

  5/22/06

  	
   

  	
  Rate

  Effective

  5/22/07

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  4

  	
   

  	
  16.21

  	
   

  	
  16.21

  	
   

  	
  16.37

  	
   

  	
  16.70

  	
   

  	
  17.03

  	
   

  	
  17.54

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  7

  	
   

  	
  14.90

  	
   

  	
  14.90

  	
   

  	
  15.05

  	
   

  	
  15.35

  	
   

  	
  15.66

  	
   

  	
  16.13

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  8

  	
   

  	
  14.21

  	
   

  	
  14.21

  	
   

  	
  14.35

  	
   

  	
  14.64

  	
   

  	
  14.93

  	
   

  	
  15.38

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  9

  	
   

  	
  12.71

  	
   

  	
  12.71

  	
   

  	
  12.84

  	
   

  	
  13.10

  	
   

  	
  13.36

  	
   

  	
  13.76

  	
   

  



 


15.2    Any wage increases provided for in this
Agreement shall not exceed the applicable permissible adjustments permitted by
the wage control laws and regulations then in existence. The Company has the
right at its sole discretion to pay above the normal wage rate.  Circle pay given or  withdrawn is solely at the Company’s
discretion and not subject to grievance or arbitration.


 


10

















 


15.3    A new employee shall have job wage
progressions, as follows:


 


A.    Starting rate will be 70% of the existing
labor grade rate.


 


B.     After three months of employment, there
will be an increase to 72.5% of the then existing labor grade rate.


 


C.     After six months of employment, there will
be an increase to 75% of then existing labor grade rate.


 


D.     After nine months employment, there will be
an increase to 77.5% of then existing labor grade rate.


 


E.     After twelve months of employment, there
will be an increase to 80% of then existing labor grade rate.


 


F.     After fifteen months of employment, there
will be an increase to 82.5% of the then existing labor grade rate.


 


G.     After eighteen months of employment, there
will be an increase to 85% of then existing labor grade rate.


 


H.     After twenty-one months of employment,
there will be an increase to 87.5% of the then existing labor grade rate.


 


I.      After twenty-four months of employment,
there will be an increase to 90% of the then existing labor grade rate.


 


J.      After twenty-seven months of employment,
there will be an increase to 92.5% of the then existing labor grade rate.


 


K.     After thirty months of employment, there
will be an increase to 95% of the then existing labor grade rate.


 


L.     After thirty-three months of employment,
there will be an increase to 97.5% of the then existing labor grade rate.


 


M.    After thirty-six months of employment, there
will be an increase to 100% of then existing labor grade rate.


 


11

















 


15.4        An employee will be docked for time off
on the following formula:


 


	
  A.

  	
   

  	
  1 to 6 Minutes Off

  	
   

  	
  -

  	
   

  	
  1/10 of an Hour

  
	
  B.

  	
   

  	
  7 to 12 Minutes Off

  	
   

  	
  -

  	
   

  	
  2/10 of an Hour

  
	
  C.

  	
   

  	
  13 to 18 Minutes Off

  	
   

  	
  -

  	
   

  	
  3/10 of an Hour

  
	
  D.

  	
   

  	
  19 to 24 Minutes Off

  	
   

  	
  -

  	
   

  	
  4/10 of an Hour

  
	
  E.

  	
   

  	
  25 to 30 Minutes Off

  	
   

  	
  -

  	
   

  	
  5/10 of an Hour

  
	
  F.

  	
   

  	
  31 to 36 Minutes Off

  	
   

  	
  -

  	
   

  	
  6/10 of an Hour

  
	
  G.

  	
   

  	
  37 to 42 Minutes Off

  	
   

  	
  -

  	
   

  	
  7/10 of an Hour

  
	
  H.

  	
   

  	
  43 to 48 Minutes Off

  	
   

  	
  -

  	
   

  	
  8/10 of an Hour

  
	
  I.

  	
   

  	
  49 to 54 Minutes Off

  	
   

  	
  -

  	
   

  	
  9/10 of an Hour

  
	
  J.

  	
   

  	
  55 to 60 Minutes Off

  	
   

  	
  -

  	
   

  	
  1 Hour

  



 


SECTION XVI - Drug and Alcohol Substance Abuse


 


16.1        The Company and Union  have mutually agreed to a Drug and Alcohol
Testing Program, which is attached to this Contract, and made part hereof as
Exhibit B.


 


SECTION XVII - Leave of Absence


 


17.1        Upon reasonable notice, regular
employees shall have the right to make application for leaves of absence
without pay on account of illness, accident or justifiable reasons.  The Company will give consideration to the
circumstance of each application with the Company’s business requirements, and
shall have the right to determine the starting date and duration of such a
leave of absence.  Employees desiring a
leave of absence for other than illness, accident, or other emergency, shall
make application, in writing, at least two weeks prior to the desired starting
time.  The Company shall have the right,
but shall not be required to grant any leave of absence.


 


17.2        The Company will grant a short-term
leave of absence, without pay, for authorized Union business provided the
number of employees does not exceed one in any calendar year, and provided that
such a leave of absence shall not be for duration of more than four weeks in
any one calendar year, provided that the employee in question shall give the
Company two weeks’ prior written notice before leaving on such leave of
absence.


 


17.3    All benefits, including right to promotion,
to which an employee may otherwise be entitled under this Agreement, will be
forfeited during the leave of absence - except insurance - for which employee
must pay the cost for the period after thirty days of his leave of absence.


 


17.4    The employee on a leave of absence shall not
be permitted to return to work prior to the expiration of the leave, except by
the consent of the Company, unless the employee shall give the Company at least
five days’ prior notice of his or her desire and ability to return to work.


 


17.5        An employee on leave
of absence will not lose any seniority.


 


SECTION XVIII - Death in Family


 


18.1        In the case of the death of an
employee’s mother, mother-in-law, father, father-in-law, brother, sister,
husband, wife, child, grandparent, or grandchild, the Company will grant three
working days with pay; in the case of


 


12

















 


the death of an employee’s son-in-law, daughter-in-law, brother-in-law
or sister-in-law, the Company will grant one working day with pay and two working
days without pay; and in the case of the death of an employee’s spouse’s
grandmother or grandfather, the Company will grant three working days off
without pay. Time granted off must be within one week of death.  Proof of death and relationship must be
submitted.


 


SECTION XIX - Jury Service


 


19.1    An employee who is called for jury duty and
reports shall be excused from work on the days he spends performing jury
duty.  Such employee will be reimbursed
for any loss of income for each day spent on jury service, by receiving for
each such day, if the employee would have been otherwise scheduled for work by
the Company, the difference between the straight-time hourly pay and the daily
jury service fee.  In no event will this
exceed fourteen (14) days.


 


19.2        To receive payment under this section,
the employee must furnish the Company with the court statement showing the days
and the pay for jury service performed.


 


19.3        At least five days prior to jury
service, such employee must furnish the Company with a copy of the court
summons.  This Section XIX shall not
apply to any employee who - without being summoned - volunteers for jury
service.


 


SECTION XX - Military Service


 


20.1    Any regular employee who is called into the
service of the United States Armed Forces will, upon honorable discharge from
such service, be reinstated in accordance with the requirements of the law and
regulations in effect at the time of his return.


 


SECTION XXI - Holidays


 


21.1    Each employee, in the active employ of the
Company, will be paid eight hours of straight-time pay, plus shift premium for
the following holidays during each year of this contract:


 


New Years Day


Memorial Day


Independence Day


Labor Day


Good Friday


Thanksgiving Day


Day After
Thanksgiving Day


Day Before
Christmas Day


Christmas Day


New Year’s Eve


 


provided, however,
that he or she is eligible under the provisions of paragraph 21.3, except that
an eligible part-time employee shall receive holiday pay, in proportion that
his regular hours worked bear to 40.


 


21.2    When any of the foregoing
holidays fall on a Sunday and the following Monday is observed as the holiday
by the State or Federal Government, that Monday will be paid as such
holiday.  When any of the foregoing
holidays falls on a Saturday, that holiday will be celebrated as a paid holiday
on the prior Friday, except where this may conflict with the Government
declared legal holiday.  In such cases,
the Company will notify the employees at least 30 days in advance of the
holiday, as to the date on which that holiday will be celebrated.


 


13

















 


21.3    In order to be paid for the aforementioned
holidays, the employee shall meet all of the following eligibility
requirements:


 


A.    Employee must have completed his
probationary period as of the date of the holiday; 90 days.


 


B.     The employee shall have worked the last
scheduled work day preceding and the first scheduled work day following said
holiday, unless prevented by proven emergency or illness of a duration of not
more than three days, or unless as to an employee who has been laid off within
five working days before the holiday, with the exception of the four holidays
of Day before Christmas Day, Christmas Day, Day before New Year’s Day and New
Year’s Day, which will be paid to all employees on layoff, provided they have
worked one day in December before the above holidays.


 


SECTION XXII - Vacations


 


22.1    Each full-time employee of the Company
accrues vacation on a weekly basis according to the following schedule.


 


	
  Employee’s Length

  of Continuous Service

  	
   

  	
  Accrued
  Vacation Hours

  
	
   

  	
   

  	
   

  
	
  1
  Year

  	
   

  	
  5 Days

  
	
  2
  Years

  	
   

  	
  10 Days

  
	
  10
  Years

  	
   

  	
  15 Days

  
	
  18
  Years or more

  	
   

  	
  20 Days

  



 


However,
those  employees who have earned 25 days
vacation as of 5/21/03 will be entitled to keep those earned 25 days each year
and are not subject to the above schedule.


 


To qualify for a
vacation an employee must have:


 


A.           Completed one (1) full
year of service.


 


B.             Worked 39 weeks of
the year immediately preceding his vacation period.  Any request by an employee who has not met this requirement may
be granted vacation, but it will be at the sole discretion of the Company.


 


22.2    Vacation pay shall be computed at the
employee’s straight-time hourly rate of pay including shift premium in effect
for such employee, at the time he takes his vacation.  It shall exclude overtime premium or extra compensation of any
kind.  Employees will receive their
vacation pay at the beginning of their vacation period, unless the Company is
required by law to withhold said vacation pay or any part thereof.


 


22.3    If any one of the holidays referred to in
this section occurs during an employee’s vacation, the employee will receive an
extra day of vacation.


 


14

















 


22.4    Vacation time may not be accumulated from
year to year until the employee reaches ten days entitlement, at which time the
employee is eligible to participate in the “Minuteman International, Inc.
Vacation Bank”.


 


In the event an
employee terminates employment during the course of the year, vacation time
will be paid based upon the prorated portion of time that has been earned.


 


22.5    An employee terminated for gross
misbehavior, murder, rape, theft, etc., is considered as having forfeited any
vacation time previously accrued.


 


22.6    The Company retains the right to implement,
at their discretion, a mandatory vacation shut-down for one or two weeks during
the year, a minimum of which one week will be during the summer months.  If the second week off is not during the
summer months, the Company will give the employees a one month notice of a
plant shutdown.


 


A.    Employees that have accrued vacation of one
week will be given a leave of absence for the second week.


 


B.    Employees that have accrued vacation of one
or two weeks will take their vacation at this time.


 


C.    Employees that have accrued vacation in
excess of one or two weeks will take one or two weeks of their vacation at this
time, and will be given their preference as to the time of their excess
vacation (vacation time accrued in excess of two weeks) whenever possible.  Conflicts of choice between employees will
be determined on the basis of seniority provided such requests are received at
the same time, otherwise the request received first will prevail.


 


D.    In 1989, the Company has only insisted upon
one weeks vacation being taken during the two week plant shut-down period, and
the Company will use its best efforts in the years to come to do the same.  However, if the Company feels it is
necessary to implement items A, B. and C above, discussions will be held with
the Union prior to implementation of such policies.


 


22.7    Vacations must be taken in weekly increments
with the following exception:  Employees
with approval may take up to two (2) vacation days annually in daily increments
provided any remaining vacation is still taken in weekly increments or the
total days remaining are taken at one time if less than a week.  Any deviation from this practice will be at
the sole discretion of the employer and not a matter subject to grievance or
arbitration.


 


22.8    Only unused and unscheduled vacation time,
time not taken will be, at the discretion of the employee, compensated to the
employee in the second pay period prior to the end of the year, or put into the
Minuteman International Vacation Bank.


 


22.9    The “Minuteman International Vacation Bank”
allows employees with two (2) years employment, to accumulate up to twenty (20)
vacation days per year, to a maximum of one hundred twenty (120) days.


 


15

















 


A.    Vacation Bank deposits must:


 


•      Be increments
of days.


 


•      Be deposited
in the Vacation Bank, prior to December 5th of the year in which the
vacation is entitled.


 


•      Be in
writing, signed by the employee.


 


B.    Vacation Bank withdrawals will be made:


 


	
  •

  	
   

  	
  Upon the employee’s
  retirement or termination, with payment being made to twelve (12) months

  
	
  after the occurrence,
  if the employee so requests.

  
	
   

  	
   

  	
   

  
	
  •

  	
   

  	
  Upon the employee’s
  written request, vacation days may be taken in any subsequent year.

  
	
   

  	
   

  	
   

  
	
  •

  	
   

  	
  Upon employee’s death.

  



 


SECTION XXIII - Insurance


 


23.1    The Company agrees to maintain a group
health insurance plan.  The Company
reserves the right to switch insurance carriers at its discretion.


 


23.2    The Company agrees that coverage for Union
and Non-Union employees will be the same. 
The Company, at its discretion, shall have the right to change coverage.


 


23.3    Each employee covered by health insurance
will contribute as determined by the Company. 
The Company agrees, beginning in 2003, to provide several options for
health care of which one health option will be for family coverage that will
not exceed $95 per month the first year. 
The Company agrees it will increase this amount only once annually, if
necessary, and this increase will not exceed 25% per year of the above employee
contribution.


 


23.4    The Company will include a prescription drug
plan in its health care coverage, however, the Company can drop this coverage
from its plan should a more cost effective plan become available through the US
Government or other means.


 


23.5    No matter respecting the group insurance
plan shall be the subject of a grievance procedure established in this
Agreement.


 


23.6    The Company will maintain a disability
insurance plan.  The plan will have the
following benefits:


 


A.    $175.00 Weekly benefit for a maximum of 20
weeks.


 


B.    Benefits start from the first day of
non-occupational accident and the eighth day of sickness.


 


23.7    The Company will provide
life insurance for each full-time employee in the amount of $50,000.


 


16

















 


23.8    The Company will have the right to amend any
coverage without regard to the foregoing in the event of any future federal
mandated national health insurance program.


 


SECTION XXIV -  General


 


24.1    Each employee shall have, on file with the
Company, his address and telephone number, if any; and the Company shall be
entitled to rely on the last address and telephone number shown on his records.


 


24.2    During working hours, all employees covered
by this Agreement shall perform the work in an efficient and workmanlike
manner, confining their activities during working hours to matters pertaining
directly to the business of the Company, as directed by their supervisors and
in accordance with the Company’s reasonable and  general factory rules and regulations, made pursuant to the
provisions of Section III. Both the Company and the Union agree that neither
the Union nor its members shall transact Union business on Company time, except
such business as is provided for in this Agreement.


 


24.3    Supervisory/engineering personnel shall not
be allowed to perform work ordinarily done by regular employees.  This shall not be construed, however, to
prevent supervisory/engineering personnel from doing such work in case of
emergency or when it is necessary to instruct or train new employees, or to
assist in running production where it would otherwise necessitate stopping of a
job or sending employees home, or for test purposes, process and equipment
development, or working on new equipment for the purpose of only tryout and
experiment and working out bugs; provided, however, that in the application of
this provision, no regular employee shall be displaced.


 


24.4    Should any provision of this Agreement
become invalid because of any existing or future Federal or State legislation,
or any executive order, or other administrative ruling, or judicial
determination, the validity and the legality of all the other provisions of
this Agreement shall not be effected thereby. 
Any provision which becomes invalid due to legislation will be
renegotiated.


 


24.5    Benefits heretofore granted by the Company
and not otherwise expressly and specifically covered by any provision of this
Agreement, including the way or remuneration and not limited to merit increases
and year-end bonuses, gifts and other considerations, shall during the entire
term of this Agreement, remain within the sole discretion of the Company.


 


24.6    The Company shall make provisions in
accordance with the Federal and State safety laws for the safety and health of
its employees in the plant during their hours of work. The Company  will 
maintain  and  keep in a clean and stocked manner a first
aid room.  For each employees’ safety,
they will be required to wear, while in the plant, safety glasses and safety
shoes.  Any employee that is written up
three times in any six month period for not wearing safety shoes or safety
glasses will be automatically terminated. 
The Company will provide the first $ 65.00 toward the purchase of one
pair of safety shoes per calendar year and will pay a maximum of $ 90.00 in the
second year, in the event shoes were not purchased during the first year,
provided the employee has been employed in excess of one year.  The Company will pay the entire cost of one
pair of standard safety glasses and frames, per year and per employee, and will
provide the first $ 25.00 toward the eye examination once every two years,
provided the employee has been employed in excess of one year.  Employees requiring additional safety glasses
will be charged accordingly for them.


 


A plant safety
coordinator will be maintained.


 


17

















 


24.7    TUITION
REIMBURSEMENT: In order to encourage the educational and academic
background of the Employee, for the betterment of the Company, the Company
shall reimburse the Employee for tuition paid and required books purchased to
attend technical school, business school, and college courses, in a curriculum
which benefits the Company in the Employee’s performance of his duties.  The amount of hourly rate of reimbursement
for tuition may not exceed the tuition rate actually charged.  All classes must be requested, in writing,
three weeks in advance, and are subject to the Company’s sole discretion and
approval.  Tuition shall be reimbursed
to the Employee upon satisfactory completion of the course, in accordance with
the following schedule:


 


	
  Grade:

  	
   

  	
  A or Pass

  	
   

  	
  100

  	
  %

  
	
  Grade:

  	
   

  	
  B

  	
   

  	
  75

  	
  %

  
	
  Grade:

  	
   

  	
  C

  	
   

  	
  50

  	
  %

  
	
  Grade:

  	
   

  	
  Less than C or Fail

  	
   

  	
  No Reimbursement

  	
   

  



 


24.8    The Company and the Union
agree that in their respective practices and policies, and with regard to the
application of any provision of this Agreement, they shall comply with, and to
the extent of, all applicable and valid State and Federal laws regarding non-discrimination.  Use of either male or female gender in this
Agreement shall be construed to also refer to the other.  Neither the Company nor the Union shall
discriminate in any manner whatsoever against any employee because of race,
color, creed, religion, sex, national origin, marital status, citizenship
status, status with regard to public assistance, disability, age, sexual
orientation or status as a special disabled or Vietnam era veteran.


 


The
Company and the Union agree that in their respective practices and policies,
and with regard to the application of any provision of the Agreement, they
shall comply with applicable and valid State and Federal laws regarding the
Family and Medical Leave Act (FMLA).


 


24.9    The Company shall have the right to employ part-time
and summer employees.  Anything in this
Agreement to the contrary, notwithstanding if a part-time employee covered by
the terms of this Agreement is otherwise eligible for a fringe benefit shall be
reduced in the proportion of the number of hours regularly worked by such
employee per day or per week bears to 8 or to 40 hours as the case may be.
Fringe benefits such as vacation, health, life and disability insurance will
not be covered for summer employees.  All
other benefits will be prorated.


 


24.10  Each
employee shall be allowed time off from the regular work day to vote in State
and national elections based on the following qualifications and rules:


 


	
  A.

  	
   

  	
  Employees must be a
  registered voter.

  
	
   

  	
   

  	
   

  
	
  B.

  	
   

  	
  Each employee must let
  his supervisor know a day ahead of time if he needs time off from the job to
  vote.

  
	
   

  	
   

  	
   

  
	
  C.

  	
   

  	
  Each employee
  requesting time off from the regular work day to vote must present a valids

  
	
  voter’s registration
  card to his supervisor.

  
	
   

  	
   

  	
   

  
	
  D.

  	
   

  	
  Employees will be
  allowed the last work hour from the regular 8 hour work day to vote.

  
	
   

  	
   

  	
   

  
	
  E.

  	
   

  	
  Each employee taking
  time off from the regular work day to vote shall be paid at his regular
  straight-time rate.

  



 


18

















 


	
  F.

  	
   

  	
  Employee must provide
  Voter receipt the next day.

  



 


24.11  The Company will continue to give the same
established rest and lunch periods to the employees.  The wash up period at the end of each day will be two minutes.


 


24.12  An employee who is injured on the job will be
entitled to pay to the extent compensated by the Worker’s Compensation
Insurance Carrier.  The only exception
will be that said employee will be paid at his regular straight time rate for
the day on which the injury occurred.


 


24.13  An employee who is required
to report for work shall be paid for a minimum of four hours, except in case of
emergency, such as fire, storms, breakdown of equipment, inability to get power
or materials, act of God, suspension, or any other causes beyond the control of
the Company.


 


24.14  The parties hereto
acknowledge that during the negotiations which resulted in this Agreement, each
had the unlimited right and opportunity to make demands and proposals with
respect to any subject or matter not removed by law from the area of collective
bargaining, and that the understandings and Agreements arrived at by the
parties after the exercise of that right and opportunity, set forth in this
Agreement.  Therefore, the Company and
the Union, for the life of this Agreement, each voluntarily and unqualifiedly
waive the right, and each agrees that the other shall not be obligated to
bargain collectively with respect to any subject or matter not specifically
referred to in this Agreement, even though such subject and matters may not
have been within the knowledge or contemplation of either or both the parties
at the time they negotiated and signed this Agreement.


 


24.15  This Agreement shall be
binding upon both parties, their successors and assigns. In the event of a
significant change in ownership this contract will automatically become null
and void provided the Company notifies the Union prior to signing.


 


SECTION XXV - Duration of Agreement 


 


25.1        This
Agreement shall become effective May 22, 
2003 and shall remain in full force and effect to and including May 21,
2008; and from year to year thereafter, unless either party shall give written
notice to the other by registered or certified mail at least 60 calendar days
prior to May 20,  2008, or prior to
May 20th, of any subsequent year thereafter, of its intention
to alter, amend, modify or terminate this Agreement.


 


19

















 


25.2        In
witness, whereof, the parties hereunto executed this Agreement this 28th day of May, 2003.


 


 


	
  On Behalf of Union Employees:

  	
  On Behalf of the Company:

  
	
   

  	
   

  
	
  /s/ William E. Anderson

  	
   

  	
  /s/ Gregory J. Rau

  	
   

  
	
  William E. Anderson

  	
  Gregory J. Rau

  
	
   

  	
   

  
	
  /s/ Jesse M. Guadalupe

  	
   

  	
  /s/ Dean W. Theobold

  	
   

  
	
  Jesse M. Guadalupe

  	
  Dean W. Theobold

  
	
   

  	
   

  
	
  /s/ Harley E. DeJong

  	
   

  	
  /s/ Christopher D.
  Hagemann

  	
   

  
	
  Harley E. DeJong

  	
  Christopher D. Hagemann

  
	
   

  	
   

  
	
  /s/ Edwin Morales

  	
   

  	
  /s/ Thomas J. Nolan

  	
   

  
	
  Edwin Morales

  	
  Thomas J. Nolan

  
	
   

  	
   

  
	
  /s/ Bruce E. Merritt

  	
   

  	
   

  
	
  Bruce E. Merritt

  	
   

  
	
   

  	
   

  
	
  /s/ Mark F. O’Donnell

  	
   

  	
   

  
	
  Mark F. O’Donnell

  	
   

  



 


20

















 


WORKING
AGREEMENT


 


EXHIBIT A


 


JOB
CLASSIFICATION TITLES BY LABOR GRADE


 


	
  Grade
  9

  
	
   

  
	
   

  	
  Assembler

  
	
   

  	
  Drill Press Operator

  
	
   

  	
  Laborer

  
	
   

  
	
  Grade 8

  
	
   

  
	
   

  	
  Spot - Welder

  
	
   

  	
  Material Handler

  
	
   

  	
  Machine Operator

  
	
   

  	
  Journey Person

  
	
   

  
	
  Grade
  7

  
	
   

  
	
   

  	
  Paint Sprayer

  
	
   

  	
  Receiving Clerk

  
	
   

  	
  Repairman

  
	
   

  	
  Shipping Clerk

  
	
   

  
	
  Grade
  4

  
	
   

  
	
   

  	
  Sheet Metal Worker

  
	
   

  	
  Maintenance Man

  
	
   

  	
  Combination Welder

  
	
   

  	
  Tool & Die Maker

  
	
   

  	
  Machinist

  



 


21

















 


WORKING
AGREEMENT


 


EXHIBIT B


 


DRUG / ALCOHOL TESTING


 


Minuteman International is concerned about the safety and well-being of
its employees, and in accordance with Illinois State Law, effective
May 22, 1992, the following policy will be in force and implemented at
Minuteman International:


 


	
  I.

  	
   

  	
  WORK
  RULES RELATING TO DRUGS AND ALCOHOL:

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  A.

  	
  No employee of Minuteman International is to
  possess, use, sell or transfer any controlled substance or alcohol on Company
  property or premises.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  B.

  	
  No employee of Minuteman International is to operate
  a Company vehicle, machinery, or equipment under the influence of drugs or
  alcohol.

  



 


	
  II.

  	
   

  	
  WHO IS
  SUBJECT TO TESTING:

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  A.

  	
  Any person who is an
  employee of Minuteman International on a full-time regular, full-time
  temporary, or part-time temporary basis, and is paid directly by Minuteman
  International.

  
	
   

  	
   

  	
   

  
	
  III.

  	
   

  	
  DRUG /
  ALCOHOL TESTING CIRCUMSTANCES:

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  A.

  	
  When a new hire is offered a position within any
  department of Minuteman International, that person must submit to a
  drug/alcohol test during a pre-employment physical.  This physical is required of all applicants who are offered
  employment, the offer being conditional based on the outcome of the
  drug/alcohol test and meeting the minimum requirements on the physical
  examination itself.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  B.

  	
  If any supervisor or manager has reasonable
  suspicion to believe that any employee of Minuteman International has
  violated the company’s work rules prohibiting the possession, use, selling or
  transferring of any controlled substance or alcohol on Company property
  during working hours, that person may be requested to submit to a
  drug/alcohol test.  No test will be
  performed until the “reasonable suspicion” for the belief the employee has
  violated the Company’s work rules is documented by at least two (2)
  management officials, at least one (1) of whom is not the employee’s
  immediate supervisor, and until the employee’s Union representative is
  advised and given a copy, in writing.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  C.

  	
  If any supervisor or manager finds reasonable
  suspicion that any person employed by Minuteman International is under the
  influence of drugs or alcohol during their working hours, and on Company
  property, that person may be requested to submit to a drug/alcohol test,
  which will take place immediately at the closest qualified testing facility.  No test will be performed until the
  “reasonable suspicion” the person is under the influence is documented by at
  least two (2) management officials, at least one (1) of whom is not the
  employee’s immediate supervisor and until the employee’s Union representative
  is advised and given a copy, in writing.

  
					



 


22

















 


	
   

  	
   

  	
  D.

  	
  If a person in the employ of Minuteman International
  chooses to go through chemical dependency evaluation treatment, and aftercare
  after a positive drug/alcohol test result, that person may be required to be
  re-tested once at any time during or following the chemical dependency
  treatment and/or aftercare for up to six (6) months.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  E.

  	
  Any employee who is involved in any property damage
  or physical injury accident during working hours will, at the Company’s sole
  discretion, be required to submit to a drug/alcohol test.

  
	
   

  	
   

  	
   

  
	
  IV.

  	
   

  	
  CONSEQUENCES
  OF DRUG/ALCOHOL TEST REFUSAL OR POSITIVE TEST RESULTS:

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  A.

  	
  Job Applicant Offered Employment

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
  1.

  	
  If a job applicant refuses to submit to a
  drug/alcohol test, the conditional job offer will be withdrawn.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
  2.

  	
  In the event of a confirmed positive test result,
  the conditional job offer will be withdrawn.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  B.

  	
  Employee Requested to Undergo Drug/Alcohol Testing

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
  1.

  	
  Any employee who refuses to submit to a drug/alcohol
  test pursuant to the circumstances listed in Section III.B and C, will be
  discharged from employment at Minuteman International.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
  2.

  	
  In the event of an employee’s positive test result,
  the employee shall be offered the opportunity to undergo a chemical
  dependency assessment.  If chemical
  dependency counseling or treatment are deemed necessary following the
  assessment, the employee shall have the opportunity to participate in the prescribed
  program.  Such program to be mutually
  agreed upon by the Company and the Union. 
  Any expenses for the assessment and the prescribed program not covered
  by insurance shall be paid by the employee. In the event of a change in
  current insurance coverage, the Company will pay for reasonable expenses
  associated with the assessment and prescribed program, comparable to those
  covered on the prior insurance program.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
  2-A

  	
  If the employee refuses a chemical dependency
  assessment and/or any subsequent prescribed 

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
  counseling and/or treatment program, the individual
  will be subject to discipline up to 

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
  and including discharge from employment at Minuteman
  International.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
  2-B

  	
  If the employee chooses to undergo a chemical
  dependency assessment and any subsequent

  
	
   

  	
   

  	
   

  	
  counseling and/or treatment program as prescribed
  and fails (i.e., early withdrawal from program,

  
	
   

  	
   

  	
   

  	
  positive test result during or after program) to
  successfully complete it, the individual will be subject

  
	
   

  	
   

  	
   

  	
  to discipline up to and including discharge from
  employment at Minuteman International.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
  3.

  	
  In the event of an employee’s second such positive
  test result, the employee may be subject to discipline up to and including
  discharge from employment at Minuteman International.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
  4.

  	
  The employee may be suspended or transferred until
  the outcome of a confirmatory test 

  
							



 


23

















 


	
   

  	
   

  	
   

  	
   

  	
  if the employer believes it reasonably necessary to
  protect the health and safety of the employee, co-employees, or the general
  public.  The employee will receive
  back pay if confirmatory test or retest is negative.

  



 


	
   

  	
   

  	
   

  
	
  V.

  	
   

  	
  RIGHTS
  OF INDIVIDUALS SUBJECT TO DRUG/ALCOHOL TESTING:

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  A.

  	
  An employee has the right to refuse to undergo a
  drug/alcohol test. However, the individual will be subject to the
  consequences for refusal specified in Section III.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  B.

  	
  An employee has the right to request and receive a
  copy of the test report.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  B.

  	
  An employee has the right to explain, in writing, a
  positive test result within three (3) working days of receiving notice.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  C.

  	
  An employee has the right to retest the original
  sample, at their own expense, provided he/she informs, in writing, Minuteman
  International within five (5) working days of receiving notice.  If the retest is negative, the Company
  will reimburse the cost of the test, and shall, immediately reemploy that
  person and compensate, in full, for any lost time or benefits.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  D.

  	
  No Waiver of Legal Rights.  The Company and the Union agree that this program shall not
  diminish the rights of individual employees under State and/or Federal laws
  pertaining to drug and/or alcohol testing.

  
	
   

  	
   

  	
   

  
	
  VI.

  	
   

  	
  UNION
  RIGHTS:

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  A.

  	
  Further, the Company agrees to save and hold the
  Union harmless for any responsibility for the application of this Drug and
  Alcohol Testing Policy, and shall pay the cost of defending the Union for any
  reason whatsoever because of the application of the provisions of this Drug
  and Alcohol Testing Policy.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  B.

  	
  The Union shall have the right, at any time, to
  challenge discipline related to alleged substance impairment or to an
  employee’s refusal to submit to a test under the Drug and Alcohol Testing
  Policy, under the terms of Section V of the collective bargaining agreement.

  



 


VII.         THRESHOLD LEVELS:


 


The following is a listing of the threshold levels for a positive test
result under the Drug and Alcohol Testing Policy.


 


	
  Drug Group

  	
   

  	
  Drug or Metabolite

  	
   

  	
  Screen

  Detection

  Level

  	
   

  	
  Confirmatory 

  Detection

  Level

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Cocaine

  	
   

  	
  Benzoylecgonine

  	
   

  	
  300ng/ml

  	
   

  	
  150ng/ml

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Metabolites

  	
   

  	
  Cocaine

  	
   

  	
  300ng/ml

  	
   

  	
  150ng/ml

  	
   

  
	
   

  	
   

  	
  Ecgonine Methyl Ester

  	
   

  	
  300ng/ml

  	
   

  	
  150ng/ml

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Marijuana

  	
   

  	
  Delta-9-THC-9-Cooh

  	
   

  	
  100ng/ml

  	
   

  	
  15ng/ml

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Metabolites

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  



 


24

















 


	
  Opium

  	
   

  	
  Codeine

  	
   

  	
  300ng/ml

  	
   

  	
  300ng/ml

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Metabolites

  	
   

  	
  Total Morphine

  	
   

  	
  300ng/ml

  	
   

  	
  300ng/ml

  	
   

  
	
   

  	
   

  	
  Heroin

  	
   

  	
  300ng/ml

  	
   

  	
  300ng/ml

  	
   

  
	
   

  	
   

  	
  Hydromorphone

  	
   

  	
  300ng/ml

  	
   

  	
  300ng/ml

  	
   

  
	
   

  	
   

  	
  Nalorphine

  	
   

  	
  300ng/ml

  	
   

  	
  300ng/ml

  	
   

  
	
   

  	
   

  	
  Oxycodone

  	
   

  	
  300ng/ml

  	
   

  	
  300ng/ml

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Phencyclidine

  	
   

  	
  PCP

  	
   

  	
  25ng/ml

  	
   

  	
  25ng/ml

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Barbituates

  	
   

  	
  Secobarbital

  	
   

  	
  300ng/ml

  	
   

  	
  200ng/ml

  	
   

  
	
   

  	
   

  	
  Pentobarbital

  	
   

  	
  300ng/ml

  	
   

  	
  200ng/ml

  	
   

  
	
   

  	
   

  	
  Phenobarbital

  	
   

  	
  300ng/ml

  	
   

  	
  200ng/ml

  	
   

  
	
   

  	
   

  	
  Butabarbital

  	
   

  	
  300ng/ml

  	
   

  	
  200ng/ml

  	
   

  
	
   

  	
   

  	
  Amobarbital

  	
   

  	
  300ng/ml

  	
   

  	
  200ng/ml

  	
   

  
	
   

  	
   

  	
  Butalbital

  	
   

  	
  300ng/ml

  	
   

  	
  200ng/ml

  	
   

  
	
   

  	
   

  	
  Thiopental

  	
   

  	
  300ng/ml

  	
   

  	
  200ng/ml

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Benzodiazepine

  	
   

  	
  Oxazepan

  	
   

  	
  300ng/ml

  	
   

  	
  200ng/ml

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Metabolites

  	
   

  	
  Alprazolam

  	
   

  	
  300ng/ml

  	
   

  	
  200ng/ml

  	
   

  
	
   

  	
   

  	
  Chlordiazepoxide

  	
   

  	
  300ng/ml

  	
   

  	
  200ng/ml

  	
   

  
	
   

  	
   

  	
  Clorazepate

  	
   

  	
  300ng/ml

  	
   

  	
  200ng/ml

  	
   

  
	
   

  	
   

  	
  Diazepam

  	
   

  	
  300ng/ml

  	
   

  	
  200ng/ml

  	
   

  
	
   

  	
   

  	
  Flurazepam

  	
   

  	
  300ng/ml

  	
   

  	
  200ng/ml

  	
   

  
	
   

  	
   

  	
  Lorazepam

  	
   

  	
  300ng/ml

  	
   

  	
  200ng/ml

  	
   

  
	
   

  	
   

  	
  Temazepam

  	
   

  	
  300ng/ml

  	
   

  	
  200ng/ml

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Methadone

  	
   

  	
  Methadone

  	
   

  	
  300ng/ml

  	
   

  	
  300ng/ml

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Methaqualone

  	
   

  	
  Methaqualone

  	
   

  	
  300ng/ml

  	
   

  	
  300ng/ml

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Propoxyphene

  	
   

  	
  Propoxyphene

  	
   

  	
  300ng/ml

  	
   

  	
  300ng/ml

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Alcohol

  	
   

  	
   

  	
   

  	
  10mg/dl

  	
   

  	
  10mg/dl

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Amphetamine

  	
   

  	
  Amphetamine

  	
   

  	
  1000ng/m

  	
   

  	
  1500ng/ml

  	
   

  
	
   

  	
   

  	
  Methamphetamine

  	
   

  	
  1000ng/ml

  	
   

  	
  500ng/ml

  	
   

  
	
   

  	
   

  	
  Dextroamphetamine

  	
   

  	
  1000ng/ml

  	
   

  	
  500ng/ml

  	
   

  
	
   

  	
   

  	
  Phentermine

  	
   

  	
  1000ng/ml

  	
   

  	
  500ng/ml

  	
   

  



 


25

















 


DRUG / ALCOHOL TESTING  


EMPLOYEE / JOB APPLICANT CONSENT AND INFORMATION FORM


 


Date:


 


 


Individual:


 


Receipt
of Company Testing Policy:


 


I have received a copy of Minuteman International, Inc.’s, Drug and
Alcohol Testing Policy.  


 


Relevant
Information:


 


In an effort to insure accurate and reliable test results, please
indicate any information, without limitation - including any medication you are
currently taking or recently took, that would be relevant to the reliability of
a positive test result, or explain a positive test result. 


 


 


	
  Signature:

  
	
   

  
	
   

  	
   

  
	
  Employee/Job Applicant

  
	
   

  
	
  Date Signed:

  	
   

  	
   

  
			



 


26

















 


NOTIFICATION OF DRUG/ALCOHOL TEST RESULTS


EMPLOYEE/JOB APPLICANT


 


Date:


 


Individual:


 


This notice is to inform you of a NEGATIVE result for your recent
drug/alcohol test on:


 


                An Initial
Screening Test


 


                A Confirmatory
Test


 


                A Confirmatory
Test


 


A copy of the test result report is available upon request, provided it
is received, in writing, within three working days from the date specified
above.


 


I have received a copy of this form:


 


	
  Signed:

  	
   

  	
   

  
	
   

  
	
  Date:

  	
   

  	
   

  



 


27

















 


NOTIFICATION OF DRUG / ALCOHOL TEST RESULTS


JOB APPLICANT


 


Date:


 


Individual:


 


This notice is to inform you of the POSITIVE result on a
                        
Confirmatory Test or                         
Confirmatory Re-Test from the drug and/or alcohol testing you recently
underwent.


 


A copy of the test result report is available, upon written request,
within three working days from the date specified above.


 


You may provide additional information, to that provided on the
Pre-Test Information and Consent Form, that would explain the positive test
result.  This must be done within three
working days of the date specified above.


 


You may request, in writing, a Confirmatory Re-Test of the original
sample, at your own expense and at a testing laboratory that is statutorily
authorized to perform drug or alcohol test analysis within the next five
working days from the date specified above.


 


I received a copy of this form:


 


	
  Signed:

  	
   

  	
   

  
	
   

  
	
  Date:

  	
   

  	
   

  



 


28

















 


Index


 


	
  Topic

  	
   

  	
  Page

  	
   

  	
  Paragraph

  	
   

  
	
  Address, Must be on file

  	
   

  	
  6, 16

  	
   

  	
  7.5(G), 24.1

  	
   

  
	
  Alcohol Abuse

  	
   

  	
  12, Exhibit B

  	
   

  	
  16.1

  	
   

  
	
  Bidding for jobs

  	
   

  	
  7, 8

  	
   

  	
  9.1 — 9.7

  	
   

  
	
  Breaks

  	
   

  	
  19

  	
   

  	
  24.11

  	
   

  
	
  Bulletin board

  	
   

  	
  3

  	
   

  	
  4.4

  	
   

  
	
  Classification
  of jobs

  	
   

  	
  5, 10, Exhibit A

  	
   

  	
  7.2, 14.1 — 14.2

  	
   

  
	
  Complaints

  	
   

  	
  3

  	
   

  	
  4.2

  	
   

  
	
  Contracting Work

  	
   

  	
  2, 3, 17

  	
   

  	
  3.4, 24.3

  	
   

  
	
  Death in family

  	
   

  	
  12, 13

  	
   

  	
  18.1

  	
   

  
	
  Discharging
  employees

  	
   

  	
  2, 5, 6

  	
   

  	
  3.3, 7.5

  	
   

  
	
  Drug Abuse

  	
   

  	
  12, Exhibit B

  	
   

  	
  16.1

  	
   

  
	
  Duration of
  contract

  	
   

  	
  19

  	
   

  	
  25.1

  	
   

  
	
  Federal Laws

  	
   

  	
  17, 18

  	
   

  	
  24.4, 24.5, 24.8

  	
   

  
	
  Grievance,
  procedure

  	
   

  	
  3, 4

  	
   

  	
  5.1-5.4

  	
   

  
	
  Health Insurance

  	
   

  	
  16, 17

  	
   

  	
  23.1 — 23.8

  	
   

  
	
  Holidays

  	
   

  	
  13, 14

  	
   

  	
  21.1 — 21.3

  	
   

  
	
  Hours of work

  	
   

  	
  9

  	
   

  	
  11.1 — 11.2

  	
   

  
	
  Injured on the
  Job

  	
   

  	
  19

  	
   

  	
  24.12

  	
   

  
	
  Insurance,
  Health

  	
   

  	
  16

  	
   

  	
  23.1 — 23.8

  	
   

  
	
  Insurance, Life

  	
   

  	
  16

  	
   

  	
  23.7

  	
   

  
	
  Inventory

  	
   

  	
  6

  	
   

  	
  7.6

  	
   

  
	
  Job
  classification

  	
   

  	
  5, Exhibit A

  	
   

  	
  7.2

  	
   

  
	
  Job openings

  	
   

  	
  7, 8

  	
   

  	
  9.1 — 9.7

  	
   

  
	
  Jury Duty

  	
   

  	
  13

  	
   

  	
  19.1 — 19.3

  	
   

  
	
  Layoffs

  	
   

  	
  8

  	
   

  	
  10.1 — 10.4

  	
   

  
	
  Leave of Absence

  	
   

  	
  6, 12

  	
   

  	
  7.5(H), 17.1 — 17.5

  	
   

  
	
  Life Insurance

  	
   

  	
  16

  	
   

  	
  23.7

  	
   

  
	
  Lunch period

  	
   

  	
  19

  	
   

  	
  24.11

  	
   

  
	
  Management,
  Rights

  	
   

  	
  2, 3

  	
   

  	
  3.1 — 3.5

  	
   

  
	
  Military Service

  	
   

  	
  13

  	
   

  	
  20.1

  	
   

  
	
  New Employees

  	
   

  	
  6, 7, 11

  	
   

  	
  8.1 — 8.3, 15.3

  	
   

  
	
  Notice posting

  	
   

  	
  7

  	
   

  	
  9.1

  	
   

  
	
  Overtime

  	
   

  	
  9

  	
   

  	
  12.1 — 12.2, 13.1

  	
   

  
	
  Part Time
  Employees

  	
   

  	
  18

  	
   

  	
  24.9

  	
   

  
	
  Pay , Rules

  	
   

  	
  9, 10, 11, 19

  	
   

  	
  13.1 — 13.4, 15.1 —
  15.4, 24.13

  	
   

  
	
  Pay, Vacation

  	
   

  	
  14

  	
   

  	
  22.2

  	
   

  



 


 


29

















 


	
  Policies, Making

  	
   

  	
  2

  	
   

  	
  3.3

  	
   

  
	
  Posting notices
  (job openings)

  	
   

  	
  7

  	
   

  	
  9.1

  	
   

  
	
  Premium, shift

  	
   

  	
  9

  	
   

  	
  13.2

  	
   

  
	
  Probation period

  	
   

  	
  6

  	
   

  	
  8.1

  	
   

  
	
  Probationary
  Employees

  	
   

  	
  6, 7, 14

  	
   

  	
  8.1 — 8.3, 21.3(A

  	
  )

  
	
  Promotions

  	
   

  	
  2, 5, 7, 8

  	
   

  	
  3.3, 7.4, 9.1 — 9.7

  	
   

  
	
  Recall

  	
   

  	
  8

  	
   

  	
  10.1 — 10.4

  	
   

  
	
  Red Circle

  	
   

  	
  10

  	
   

  	
  15.2

  	
   

  
	
  Rules, Making

  	
   

  	
  2, 9, 17

  	
   

  	
  3.3, 11.2, 24.2

  	
   

  
	
  Safety

  	
   

  	
  17

  	
   

  	
  24.6

  	
   

  
	
  Safety glasses
  & shoes

  	
   

  	
  17

  	
   

  	
  24.6

  	
   

  
	
  Seniority, Loss
  of

  	
   

  	
  5, 6, 12

  	
   

  	
  7.5, 17.5

  	
   

  
	
  Seniority

  	
   

  	
  5, 6

  	
   

  	
  7.1 — 7.7

  	
   

  
	
  Seniority —
  Definition of

  	
   

  	
  5

  	
   

  	
  7.1

  	
   

  
	
  Seniority List

  	
   

  	
  5

  	
   

  	
  7.3

  	
   

  
	
  Shift Premium

  	
   

  	
  9

  	
   

  	
  13.2

  	
   

  
	
  Shut Down

  	
   

  	
  15

  	
   

  	
  22.6

  	
   

  
	
  Skilled jobs

  	
   

  	
  5, 8

  	
   

  	
  7.2, 9.6

  	
   

  
	
  State Laws

  	
   

  	
  17, 18

  	
   

  	
  24.4, 24.5, 24.8

  	
   

  
	
  Strikes

  	
   

  	
  4, 5

  	
   

  	
  6.1 — 6.4

  	
   

  
	
  Sunday Pay

  	
   

  	
  9

  	
   

  	
  13.3

  	
   

  
	
  Terminating
  employees

  	
   

  	
  2, 5, 6, 14

  	
   

  	
  3.3, 7.5, 22.5

  	
   

  
	
  Time off

  	
   

  	
  12

  	
   

  	
  15.4

  	
   

  
	
  Transfers

  	
   

  	
  7, 8

  	
   

  	
  9.1 — 9.7

  	
   

  
	
  Tuition
  reimbursement

  	
   

  	
  18

  	
   

  	
  24.7

  	
   

  
	
  Union dues

  	
   

  	
  1, 2

  	
   

  	
  2.2

  	
   

  
	
  Union Steward

  	
   

  	
  3, 5

  	
   

  	
  4.1 — 4.4, 7.2

  	
   

  
	
  Union,
  Definition of

  	
   

  	
  1

  	
   

  	
  1.1

  	
   

  
	
  Union,
  Representation

  	
   

  	
  3

  	
   

  	
  4.1 — 4.4

  	
   

  
	
  Union, Security

  	
   

  	
  1

  	
   

  	
  2.1

  	
   

  
	
  Vacation (unused
  compensation)

  	
   

  	
  15

  	
   

  	
  22.8

  	
   

  
	
  Vacation Bank

  	
   

  	
  15

  	
   

  	
  22.4, 22.8, 22.9

  	
   

  
	
  Vacation
  Conflicts

  	
   

  	
  15

  	
   

  	
  22.6

  	
   

  
	
  Vacation,
  Accrual of

  	
   

  	
  14

  	
   

  	
  22.1

  	
   

  
	
  Vacation, Pay

  	
   

  	
  14

  	
   

  	
  22.2

  	
   

  
	
  Voting

  	
   

  	
  18, 19

  	
   

  	
  24.10

  	
   

  
	
  Wage docking

  	
   

  	
  12

  	
   

  	
  15.4

  	
   

  
	
  Wage Increases

  	
   

  	
  10

  	
   

  	
  15.2

  	
   

  



 


30

















 


	
  Wage
  progressions

  	
   

  	
  11

  	
   

  	
  15.3

  	
   

  
	
  Wage Scale

  	
   

  	
  10

  	
   

  	
  15.1

  	
   

  
	
  Wash up time

  	
   

  	
  19

  	
   

  	
  24.11

  	
   

  



 


 


 


 


31

















 


MINUTEMAN
INTERNATIONAL, INC.


 


UNION
CONTRACT


 


MAY 22,
2003


 


As an agreement
separate from the Union contract, the following is agreed to:


 


The Company hereby
agrees to pay each member of the Union one-time only bonuses after the
ratification, approval and signing of this new contract as follows:


 


	
  1.

  	
   

  	
  A one-time bonus of
  $300 will be paid to all full-time Union members employed by the Company as
  of July 7, 2003, payable on July 18, 2003.

  
	
   

  	
   

  	
   

  
	
  2.

  	
   

  	
  A one-time bonus
  of  $150  will be paid to all full-time Union members employed by the
  Company as of July 5, 2004, payable on July 16, 2004.

  



 


In witness, whereof, the parties hereunto executed this Agreement this
28th day of May, 2003.


 


	
  On Behalf of Union Employees:

  	
  On Behalf of the Company:

  
	
   

  	
   

  
	
  /s/ William E. Anderson

  	
   

  	
  /s/ Gregory J. Rau

  	
   

  
	
  William E. Anderson

  	
  Gregory J. Rau

  
	
   

  	
   

  
	
  /s/ Jesse M. Guadalupe

  	
   

  	
  /s/ Dean W. Theobold

  	
   

  
	
  Jesse M. Guadalupe

  	
  Dean W. Theobold

  
	
   

  	
   

  
	
  /s/ Harley E. DeJong

  	
   

  	
  /s/ Christopher D.
  Hagemann

  	
   

  
	
  Harley E. DeJong

  	
  Christopher D. Hagemann

  
	
   

  	
   

  
	
  /s/ Edwin Morales

  	
   

  	
  /s/ Thomas J. Nolan

  	
   

  
	
  Edwin Morales

  	
  Thomas J. Nolan

  
	
   

  	
   

  
	
  /s/ Bruce E. Merritt

  	
   

  	
   

  
	
  Bruce E. Merritt

  	
   

  
	
   

  	
   

  
	
  /s/ Mark F. O’Donnell

  	
   

  	
   

  
	
  Mark F. O’Donnell

  	
   

  



 


32