**Exhibit 10.1**

 

Agreement

 

STEINWAY & SONS

 

WITH

 

LOCAL 81102, F.W.

I.U.E.-C.W.A, A.F.L., C.I.O.

 

 

JANUARY 1, 2010

 

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AGREEMENT made as of January 1, 2010between Steinway, Inc.d.b.a. Steinway & Sons, (the “Company”) and Local 81102,F.W.,I.U.E.-C.W.A. AFL-CIO, (the “Union”.)

 

WITNESSETH:

 

WHEREAS, it is the intent and desire of boththe Company and the Union to cooperate with each other in the administration ofthe provisions of this Agreement in order to achieve more stable and desirableconditions of employment for the employees covered hereby and more harmoniousand profitable operations for the Company;

 

NOW, THEREFORE, in consideration of thesepremises, the parties hereto do hereby covenant, promise and agree as follows:

 

ARTICLE 1.

EMPLOYEES COVERED BY THIS

AGREEMENT

 

The term “Employees” whenever used hereinshall apply to all present and future employees of the Company employed in NewYork City, except the following who are expressly excluded:  executives, supervisory employees (includingall foremen, and assistant foremen), clerical, administrative and Retail SalesDepartment personnel.  This Agreementcovers all Employees.

 

ARTICLE 2.

UNION SECURITY

 

A.           Present Employees who aremembers of the Union shall remain members in good standing for the duration ofthis Agreement as a condition of employment.

 

B.             PresentEmployees who are not members of the Union and new Employees shall becomemembers of the Union thirty (30) days after the date of hiring, and remainmembers in good standing for the duration of this Agreement as a condition ofemployment.

 

C.             Subject to anyapplicable State or Federal law, the Company agrees that upon the writtenrequest of the Union, it will not continue in its employ any Employee who isnot a member of the Union in good standing.

 

D.            An Employeeshall be deemed in good standing hereunder as long as such Employee pays his orher initiation fee and monthly Union dues as they come due.

 

E.              The Companyshall have the right to obtain new Employees from any possible source whatsoever.However, the Company shall notify the Union of any vacancy or vacancies andgive the Union an opportunity to send its members to become applicants for suchvacancies.  The Company agrees that itwill not discriminate against any applicant sent by the Union.

 

F.              The Union agreesto accept all new Employees as members without limitations, provided suchEmployees remain in good standing.

 

ARTICLE 3.

CHECK-OFF

 

The Company agrees to deduct the currentmonthly dues of each Employee who is a member of the Union in the first payrollof each month and to remit monies so deducted to the Union within two (2) weeksof such deduction, provided however, that the Company has received from eachsuch Employee a written assignment of such funds to the Union.  No dues or other monies shall be collected bythe Union on the premises of the Company.

 

ARTICLE 4.

STRIKES AND LOCKOUTS

 

A.           The Union, its officers,agents, members and any organization to which the Union may be affiliated,shall not be liable for damages to the Company for Unauthorized Stoppages (ashereafter defined) by any Employees, but any Employee committing any unlawfulact, other than a breach of contract by Unauthorized Stoppage, shall be liableto the Company for any damages it thereby suffers.  In the event of any Unauthorized Stoppage,the Executive Board of the Union shall forthwith disaffirm such actions in awriting mailed to the Company.  The word “Stoppage”whenever used herein shall include any stoppage, strike, quit, walkout,picketing, slowdown or any concerted activity in violation of this Agreement.

 

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B.             The Union shallnot authorize or engage in, nor shall Employees engage in, any Stoppage, andthe Company shall not lock out said Employees.

 

C.             In the event ofany Stoppage, the Company shall, subject to the limitations of paragraph Aabove, have and reserve the right to prosecute and take any suit, action orproceeding and assert any and all claims or remedies, legal, equitable orotherwise, including but not limited to damage suits, injunctions, discharges,loss of seniority and other rights, and other disciplinary action, that may beafforded to it.  In the event that theUnion complies with this Agreement, no such suit, action or proceeding shall bemaintained against the Union.

 

D.            During anyperiod in which any Employees are engaged in any Stoppage, the Company will notbe required to bargain with the Union with respect to such Employees.

 

E.              In the event ofany Stoppage or in the event of any threat thereof, the Union will in itsdiscretion, or upon written request by the Company mail to the Employeesinvolved in such action a notification that such action is Unauthorized and adirection that such Employees either promptly return to or remain at theirrespective jobs and that they cease any action which may adversely affectproduction.  A copy of such notificationshall be mailed to the Company when notification is mailed to the Employees.  Upon written notice to the Union by theCompany, if the Union’s notification has not brought about a termination ofsuch action, the Union will take such further steps as the Union, in itsdiscretion, deems reasonable and appropriate to bring about compliance withsuch notice.

 

ARTICLE 5.

SAFETY AND HEALTH

 

The Company agrees to abide by all Federal,State and Municipal rules and regulations for the safety and health of itsEmployees.

 

ARTICLE 6.

SHOP RULE CHANGE

 

The Company may change its present factory Rules andRegulations (a copy of which is annexed hereto as Appendix I) from time totime.  Except in cases of emergency, theCompany

 

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shall provide forty-eight (48) hours notice to the Union, and shallconsult with the Union before implementing any such changes.

 

ARTICLE 7.

TRIAL PERIOD

 

“Trial Periods” shall be (i) one monthfor porters, (ii) six months in the Coating, and the Rim & VeneerDepartments, (iii) twelve months in the Top-Making, Case-Making, ActionRegulating, Upright Finishing, Damper-Making, Action-Tone Regulating,Belly-men, Fly Finishing, Tuning, and Action Departments and (iv) threemonths in and for all other departments.

 

ARTICLE 8.

DISCHARGE OF EMPLOYEES

 

A.           During a Trial Period, theCompany shall have the absolute right to discharge any new Employee, orre-transfer any old Employee, with or without cause, after notifying the shopsteward or, in his absence, the Union president.

 

B.             After the TrialPeriod, the Company shall, upon adequate prior notice to the Union, have theright to discharge any Employee only for cause, which shall include being underthe influence of or in the possession of any open container of alcoholicbeverage or the influence of or illegally in possession of drugs while withinCompany facilities, dishonesty, insubordination, repeated refusal to obeyorders, smoking in the plants or failure otherwise to comply with Company Rules andRegulations, as amended from time to time. The Company shall have the right to discharge any Employee forincompetence and any Employee for uneconomic productivity.

 

C.             All Employeesdischarged shall be given final pay in the next applicable pay period.

 

ARTICLE 9.

INJURED AND UNFIT EMPLOYEES

 

The Company, after consultation with theUnion, will endeavor wherever possible, to provide other employment forEmployees injured during the course of their employment and for Employees whootherwise become unable to perform the work theretofore performed by them.

 

Any Employee, not otherwise compensatedtherefore by insurance, shall, if injured on the Company premises in the courseof his work and in the sole, conclusive opinion of the Company’s management, beunable to continue for the balance of the day, be entitled to pay for thebalance of that day.

 

ARTICLE 10.

HOURS OF WORK

 

A.           The regular hours, workdayand workweek shall be set from time to time the same as heretofore.  Except as provided in sections B through Cbelow, time and one-half shall be paid for all hours worked (i) onSaturdays, (ii) in excess of eight (8) in any one (1) day, (iii) forty(40) in any one (1) workweek, or (iv) on the holidays listed in Article 21.  Double, but in no event triple, time shall bepaid for all hours worked on Sundays.

 

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B.             In the case of MaintenanceDepartment employees, the workweek may be staggered to include Saturday, Sundayand holidays, without additional premiums as such, except that they shall bepaid time one-half for all hours worked on a sixth (6th workday and double timefor all hours worked on a seventh (7th) workday, in any one (1) forty (40)hour workweek.

 

C.             (i)                       Outside RetailService Employees (i.e. employees whose job responsibility includes performingservice at a customer location) will work an eight hour day and not be limitedto a specific number of jobs per day. Overtime will begin after eight hours in any one day or forty hours inany one week.

 

(ii)                    Start times for the work daywill be established to meet customer requirements and may vary from employee toemployee.  The Company will endeavor tonot change an individual Service Employee’s starting time and will give theRetail Service Employee sufficient notice of any such change.  The Company believes it will be possible toschedule start times on a voluntary basis. However if Company needs are not being met on a voluntary basis, theCompany reserves the right to hold further discussions on this matter with theUnion in an effort to reach agreement on a mutually acceptable schedule.

 

(iii)                 Outside Retail Service Employees will berequired to obtain their schedule prior to the beginning of each day and callin at the end of each job.

 

(iv)                When an Outside Retail Service Employee isbeginning the workday off the Company’s premises, the workday will begin at thetime of arrival at the first call.  Theworkday will end at the completion of the last call.

 

(v)                   The Company will pay travel expenses atdesignated rates for Outside Retail Service Employees required to travel to andfrom Steinway Hall on Company business. It will also pay travel expenses for the outbound trip to anyoff-premises jobs, and travel between off-premises jobs and for the trip fromthe last job back to the Outside Retail Service Employee’s residence.  The Company will pay all tolls incurred whiletraveling on Company business, including any tolls incurred while returninghome from the last call.

 

(vi)                Outside Service Employees who must travel morethan fifty (50) miles from their home to their first job or from their last jobto their home will be compensated at their regular hourly rate, plus overtimeif applicable.  Hours worked will becalculated on the basis of fifty (50) miles traveled equals one hourworked.  If an Employee hired after the dateof this Agreement moves his or her residence after being hired and such relocationresults in additional travel, then the application of this subsection (vi) shallbe in the discretion of the Company.

 

D.            No overtime premiums shall beduplicated for any hour; however, the higher premium applicable to any hourshall be payable.

 

E.              The Company may at any timereasonably require any Employee to work overtime.  Any Employee with a reasonable, bona fideexcuse preventing working overtime shall not be required to work such overtimeand due consideration will be given to individual Employee’s needs.  The Union and Company shall make reasonableefforts to assist each other in effecting the intent that the Company’sproduction should not be unreasonably impeded

 

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ARTICLE 11.

WAGERATES

 

A.           Wages.  The wage of each Employee covered by thisAgreement shall remain unchanged for the duration hereof, unless the Employeechanges operations and, therefore, qualifies for a different rate of pay.

 

Effective January 1, 2010   [  0%] of base rate per hour

 

Effective January 1, 2011   [  0%] of base rate per hour

 

Effective January 1, 2012   [  0%] of base rate per hour

 

The average shall be conformed in all aspectsto reflect the changes in wages.

 

B.             Rate of Pay.  The official list of hourly rates for eachoperation and skill classification is maintained in the office PayrollDepartment, a copy of which is furnished to the Union.  Each foreman has in his possession anup-to-date list of operations and skill classifications in his department,which may be inspected any time during regular business hours by any employeein the department.

 

Hiring rates for all Employees may be higher,depending on experience and as the Company may deem proper.

 

New Employees shall, after a thirty (30) dayinitiation period, be granted either an increase of $.25 per hour or such centsas is necessary to bring him up to the maximum of his classification rate,whichever is the lesser in amount.  Eachnew day work Employee will be granted an additional $.25 per hour increaseafter eight (8) weeks of employment and every eight weeks thereafter untilsuch Employee reaches the maximum of his classification rate.  With respect to the last two sentences ofthis paragraph, an Employee must have worked each day of the initiation periodor subsequent eight weeks period(s).  Ifthe Employee is absent from work for any reason other than a scheduled holidayas provided in Article 21, initiation period of subsequent eight weekperiod(s) will be extended accordingly. The Company may establish, after consultation with the Union, a new listof operations and skill classifications. Each hourly rated job will be evaluated and placed in one of the newclassifications.  No present Employee’shourly rate will, as a result, be less than his rate, for the same operation,payable at the time his operation is assigned a new skill classification.

 

C.             Commissions.  The Company will pay to any Employee a fivepercent (5%) commission on the invoiced amount of any sale of service workbrought to it initially by that Employee. In order to qualify for the commission, the Employee must eitherpersonally write the sale or provide the name of the customer and service tothe Retail Sales Manager.  Routine work(see below) which is performed on a call booked by

 

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the Company will not be commissionable, but major repair jobs andservice contracts will be.  Thisprovision does not apply to new or used piano sales.

 

(i)                  Commissions will be paid outonly on invoiced and paid service/sales.

 

(ii)               “Routine work” means workbooked by the Company and assigned to the technician, as well as minoradjustments and repairs performed in the first two hours of routine servicecall, e.g., easing of keys, adjusting pedals, pitch raise, replacing strings,evening out voicing, etc.

 

(iii)            “Major repair” means any jobwhich requires more than two hours (including tuning) in the customers’ home;any job which has to be brought into the shop; any service, part, or servicecontract on the price list valued at more than $150 which was not part of aservice order written by the Company.

 

(iv)           The current service pricelist will be issued to all Retail Service Employees.  This service list will state prices forvarious services and the applicable employee commission for the sale of thoseservices.  Where n.a. appears, nocommission will be paid for sale of such services.  New or additional services added to this pricelist for sale by service Employees, will be commissionable at five (5%) percent.

 

ARTICLE 12.

NEW OPERATIONS AND METHOD CHANGES

 

The Company may institute new operations andmethods, and determine the skill classification thereof, and work thereon shallcommence when and continue as long as the Company directs.  Rates shall be determined by the Company bycomparison of time and skill with existing operations and methods and therelated hourly rate and applicable outside information.

 

If within thirty (30) days of regular workcommencing on such operation or method both parties fail to present a writtengrievance regarding such rate, it shall be conclusively deemed properlyestablished.  If a grievance is filedwithin such period, the Employees shall continue to work at such rate untilsuch grievance has been finally determined, at which time, if the rate isincreased, each Employee shall be paid the amount of such increase for eachhour worked by him at the lesser rate. If the rate is decreased, the Employee shall, after the date of finaldetermination be paid at such new rate but no Employee shall be obliged torefund any overpayment made.  When a jobpreviously performed by hand is mechanized, the same shall be deemed a newmethod and subject to the foregoing provisions.

 

ARTICLE 13.

TRANSFER

 

A.           Notice.  All transfers shall be upon notice to theUnion, at which time it shall be determined whether the transfer is permanentor temporary.  Except where the partiesotherwise agree, a transfer shall be deemed temporary for six (6) months,after which it shall be deemed permanent.

 

B.             Temporary.  (i) Seniority rights shall not beaffected by temporary transfers.  If anyEmployee so transferred would by reason of Article 16 be required to belaid off, he shall instead be transferred back to his old department and resumehis seniority status there.

 

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(ii)     Where an Employee is, for theCompany’s convenience, temporarily transferred from his regular operations tolower rate operations, he shall be paid for such temporary operation at anhourly rate equivalent to his average hourly earnings.  If he is so transferred to a higher rateoperation, he shall receive the higher rate for such operation.  (iii) Temporary transfers accepted inlieu of layoff are for the convenience of the Employee who shall in such casebe paid the existing wage rate for such operation.

 

C.             Permanent.  (i) New Seniority shall be acquired bypermanent transfers, effective from the date of transfer.  (ii) No one shall, without the Union’sconsent, be permanently transferred to lower rate operations unless there is,at the time, insufficient work for full employment of all Employees in thehigher rate operation.  (iii) AnyEmployee permanently transferred to a higher rate operation shall, after hisTrial Period, receive such higher rate, provided he is in all respectsqualified to perform the work.  (iv) AnyEmployee permanently transferred and laid off within a two (2) year periodof such transfer for at least thirty (30) consecutive days shall retainseniority rights in the position held immediately prior to such transfer.

 

D.            Foreman.  Any Employee who is made a foreman shallretain his seniority status in all respects for one (1) year as long as hecontinues Union membership with payment of dues and assessments, and if re-transferredto his former position shall resume his seniority status as if his status hadbeen uninterrupted.  After one (1) year,or upon termination of Union membership, whichever is earlier, such foremanshall, in the event of re-transfer, thereafter be entitled only to theseniority achieved after his transfer into the operation to which he returned.

 

E.              Minimum Period.  An Employee who has transferred from oneposition to another must remain in that position for a minimum period equal tothe Trial Period plus six (6) months, but in no event greater than fifteen(15) months.

 

ARTICLE 14.

LEADPERSON AND INSTRUCTORS

 

The Union and Company will agree as to eachoperation upon the instruction time and production rate to be allocated foreach Trial Period.  No Employee mayrefuse to instruct another Employee in his work without a good reason.

 

The Company may determine a need for anddesignate a “leadperson” in those areas where assistance to the Foreman may berequired distributing materials or work assignments, recording of completedwork, set-up or work preparation, in process review or inspection, or otheradministrative duties which aid production.

 

The leadperson may function as the temporarydepartmental supervisor in the Foreman’s absence.

 

The designated lead person will receive ascompensation $1.00 per hour above his posted hourly rate.

 

Leadperson designation does not alter thatemployee’s status as an employee covered by this agreement or seniority in anyway, and may be transferred or ended based on the Company’s determination ofneed or employee’s performance. .

 

Leadperson responsibilities do not includeauthority to discipline employees.

 

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ARTICLE 15.

WORK RECORDS

 

Each Employee shall record work performed,indicating quantity and description of, and hours spent on, each unit ofproduction.  No records shall be acceptedunless approved by the foreman.

 

ARTICLE 16.

 SENIORITY

 

“Regular Employees” - Those employeescontinuously in the Company’s employ for two (2) years or more.   All other Employees are considered “TemporaryEmployees” for purposes of layoff and recall.

 

“Department” — A subdivision of the production facilityidentified for both accounting and operating purposes by a unique number, comprisedof one or more categories of manufacturing processes.  (e.g. the Mill or Action department.)  Departments may be combined or divided fromtime to time.

 

“Category” — A group of similar operations within theproduction cycle linked together by both the type of operation performed andthe flow of production.  (e.g. polishingor machine operator.) Categories may cross departmental lines.

 

“Operation” — The specific task performed by an individualemployee in the course of manufacturing. This is the lowest level of the manufacturing process relevant forpurposes of this Agreement.  (e.g.saw  operator, drill operator.)

 

“Layoffs” — There are two types of layoffs that may occurduring the term of this Agreement.

 

A.  Plantwide shutdowns — In addition to regularly scheduled shutdown periods (e.g.summer/vacation shutdown) the Company may schedule additional shutdown periodsin order to maintain appropriate inventory levels.  The Company will consult with the union priorto scheduling such additional plant wide shutdowns.  It is understood that certain departments (orportions thereof) may continue working during such shutdown periods.  Plant wide shutdowns do not result in theelimination of any positions and, therefore, seniority is not a factor.

 

B.  Areduction in force (“RIF”) — If either (i) sales demand declines to apoint that management deems it appropriate to reduce the daily productionrates, or (ii) operations are eliminated or combined making certainpositions unnecessary, then an indefinite layoff of employees shall beeffected.  Layoffs implemented pursuantto a RIF will be carried out in accordance with the following criteria:

 

·                  Temporary Employees shall be laid off prior toRegular Employees.

·                  Unless there is a consolidation or combinationof previously separate operations, an RIF layoff will be based on the seniorityof the employees in the respective operation or category.

·                  When two or more operations are beingcombined, the RIF will be effected based on the seniority and skill set of theaffected employees as applied to the newly combined operation.

·                  Layoffs conducted in connection with theelimination of operations shall be based on seniority at the category level andskill set of the employees involved.

·                  An employee performing a given operation inone department may transfer to another department which contains the same orsubstantially identical operation and shall maintain his/her seniority from theprior department.

·                  An employee laid off from one operation maytransfer to another operation or category for which he/she has the demonstratedskill set (e.g. previously performed the operation) ***providedthat*** (i) such transfer can only occur if the transferredemployee has greater overall seniority than the existing incumbents in suchdepartment/category and (ii) any layoffs in the transferred departmentnecessitated by the transfer can be completed without adversely impacting theCompany’s ability to manufacture.

·                  It is agreed and understood that any layoffdecision based on seniority is subject to the employee’s ability to effectivelyand efficiently perform the operation in question.

 

Recalls shall be based on the same criteriaused to determine layoffs as set forth above. Accordingly, the Company mayrecall out of turn any Employee where he, and no one preceding him on the list,can satisfactorily perform the work to be done. In the event of dispute, the Company’s recall choice shall control,until final determination of the dispute. If the Union’s choice is 

 

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sustained, he shall receive the difference in the pay he would haveearned and the pay actually earned from the time he became entitled to recallto the date he is recalled.  Employeesrecalled out of turn shall be passed over on their next regular turn in orderthat wherever practicable there will be equal division of work.

 

In any event, the President, SecretaryTreasurer and Shop Steward shall, during their respective terms of office haveplant-wide seniority on layoffs and recalls, provided such officials cansatisfactorily perform the operation affected. The Union shall immediately upon election of the above officials advisethe Company thereof.

 

Union delegates shall, during their respectiveterms of office, have department-wide seniority on layoffs and recalls providedthey can satisfactorily perform the affected operation. They shall not besubject to prior seniority of the other Union officials. The Union shallprovide the Company a list of officers and delegates along with their electiondates and terms of service.  This articleshall not apply to any Employee while on leave of absence.

 

ARTICLE 17.

ADJUSTMENT OF GRIEVANCES AND DISPUTES

 

All disputes shall be settled in the following order between:

 

(a)          the aggrieved Employee,department delegate and either foreman or department head.

 

(b)         the shop stewardand either the area  plant  or service manager

 

(c)          the President or designatedRepresentative and either the plant manager or management representative

 

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(d)         The respective executives ofthe parties.  In case of any dispute,work shall continue to be performed in accordance with the Company positionuntil such dispute has been fully determined.

 

It is agreed that grievances will beexpeditiously processed by both parties, and that the parties will use theirbest efforts to consider disputes within the following time periods:

 
| At Step (a)                | 1 working day   |
|----------------------------|-----------------|
| At Step (b)                | 5 working days  |
| At Step (c) & (d) | 10 working days |

 

If a dispute cannot be settled after either (c) or(d) above, the dispute shall, at the written request of either party, besubmitted to arbitration within four (4) business days and determinedpursuant to the New York Arbitration Law in accordance with the AmericanArbitration Association rules in effect, by an arbitrator chosen from apanel of persons to be provided by said Association. Alternate disputeresolution may be utilized if agreed upon by both parties.

 

If either party, after due demand and notice,refuses to arbitrate or fails to appear, the other party may neverthelessproceed to arbitration as above provided.

 

Any findings, decisions and awards, includingreinstatement, shall be binding and conclusive upon the parties and judgmentthereon may be entered in any court of the forum having jurisdiction.  The expense of the arbitrators’ fees andrelated costs shall be jointly borne by the parties.

 

No award shall be retroactive prior to thedate of the formal Presentation in writing of any grievance by the Union.

 

All Union grievances to the date of theexecution of this Agreement are deemed to have been settled and determined.

 

All Union grievances or disputes shall bedeemed conclusively settled, determined and rejected unless submitted toarbitration within thirty (30) days from the date they first reached state (c) and(d) above.

 

In case of disputes, a walkout constitutes abreach of contract by the Employees. Work shall continue to be performed in accordance with the Company’sdecision until such dispute has been fully determined pursuant to thisgrievance procedure.

 

The grievant may be present at any step of thegrievance procedure, at the Union’s option, provided that such attendance willnot unreasonably interfere with plant operations.

 

ARTICLE 18.

VETERANS

 

Any Employee who leaves the Company for UnitedStates military service shall, upon his request within three (3) monthsfrom the date of his discharge, be reinstated, without loss of seniority in hisformer position, provided that he is (i) available for work within six (6) monthsafter discharge and (ii) in the Company’s opinion after consultation withthe Union, still competent to perform his prior job satisfactorily.  In so rehiring him, the Company may dischargeany of his successors.  If he is mentallyor physically unable to perform his prior work, or if the operation has beendiscontinued, the Company will endeavor, wherever possible, after consultation 

 

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with the Union, to provide him with some other suitable work for whichpurpose the Company may discharge any Employee hired during his absence.

 

Nothing herein limits the rights of veteransas provided under any law, regulation, order, award, judgment or decree of theUnited States Government, or of the state of New York, or of any of theirrespective subdivisions, agencies, departments, boards, courts, or tribunals,and compliance therewith by the Company shall not be deemed a breach of thisAgreement.  To the extent that any provisionhereof shall be inconsistent with same, such provision shall be deemed modifiedso as to conform with same.  The Companyshall notify the Union of any action, proceeding or hearing commenced by anyveteran affecting the provisions of this Article.  The Union agrees that it shall not requirethe Company to deny to any such Employee any right properly asserted by him.

 

Veterans shall, on request, be granted a leaveof absence not exceeding one (1) year to attend industrial trainingschools sponsored by the Government.

 

ARTICLE 19.

HOLIDAYS

 

New Year’s Day, Lincoln’s Birthday, PresidentsDay, Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans Day,Thanksgiving and the day after Thanksgiving and Christmas are the only legalholidays hereunder and will be celebrated in accordance with the New YorkUniform Holiday Act.  Except in the eventof emergency, no Employees, other than outside tuners and maintenancedepartment employees, shall be required to work on Sundays or said legalholidays.

 

Employees shall be paid for such holidays withoutworking, at the Employee’s then regular hourly rate for eight (8) hours,provided that the Employee works his regular shift of work days immediatelypreceding and following the holiday unless prevented from working because,within one (1) month immediately preceding the holiday date, he was eitherbona fide ill or laid off.  An Employeeshall not lose his holiday pay if on such work days preceding and following theholiday he loses work not exceeding a total of three (3) hours spread overboth days, provided that his loss of work is not arbitrary, or withoutjustifiable cause or is in accordance with his regular working practices.Holidays shall be included, in determining hours worked for overtimepurposes.  If a holiday occurs within anyEmployee’s vacation period, his vacation shall be extended one (1) day.

 

In the event that Federal or State legislationreplaces one (1) or more of these holidays with another calendar day, thensuch other day or days shall become the holiday under this Article, in place ofand not in addition to the superseded holiday date.

 

The Company shall allow Employees to departfrom work at 11:30 a.m. on Christmas Eve and New Year’s Eve.  Each Employee who has worked the full four (4) hours(i.e. 7:30 — 11:30) prior to such early departure shall receive four (4) hoursadditional pay at said Employee’s average hourly pay for each of thesedays.  Saturday holidays will becelebrated on the Friday prior to the holiday. Sunday holidays will be celebrated on the Monday after.  Christmas Eve and New Year’s Eve will be thelast work day before the holiday.

 

ARTICLE 20.

VACATION AND CHRISTMAS BONUSES

 

A.           *Vacation*.

1.               For purposes of vacation paycalculations, June 1 is used as the cutoff date.  All

 

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Employees will receive vacation pay in accordance with the schedulebelow.  All hours paid as vacation payshall be computed, at the Employee’s posted average hourly rate then in effect.

 
| ** **                    | ** ** | **DAYS WORKED** | ** ** |
|-------------------------------|------------|-----------------|------------|
| ** **                    | ** ** | **Less than**   | ** ** | **80 thru** | ** ** | **160 days** | ** ** |
| **Service as of June 1** | ** ** | **80 days**     | ** ** | **159 days** | ** ** | **and over** | ** ** |
| 0-6 months                    |       | 0               |       | 0 |   | 0 |   |
| 6 mos. to 1 year              |       | 0               |       | 40 hrs. |   | 40 hrs. |   |
| 1 year thru 5 years           |       | 0               |       | 40 hrs. |   | 80 hrs. |   |
| 5 years thru 14 years         |       | 0               |       | 60 hrs. |   | 120 hrs. |   |
| 15 years and over             |       | 0               |       | 80 hrs. |   | 160 hrs. |   |
| 20 years and over *           |       | 0               |       | 100 hrs. |   | 200 hrs. |   |

 

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* Note: Only Employees employed as of December 31, 2009 areeligible for 200 hours of vacation.

 

In determining whether an Employee qualifiesfor twenty (20) years employment he shall be entitled to credit only forcalendar years in which he actually worked for the Company at least one hundredand sixty (160) days.

 

2.                         For the purposeof determining worked days as provided in this section, bona fide days ofillness and layoff (in the aggregate not exceeding twenty-five (25) daystowards the eighty (80) day minimum and forty-five (45) days towards the 160day minimum) as well as days off for vacation and holiday shall be deemedWorking Days.

 

3.                         The Company hasthe option of shutting its plant for a two week or three week vacation periodduring the months of July and August. The Company will continue its practice of allowing for additionalvacation due those Employees, pursuant to the eligibility requirements above,outside such vacation period, but within the vacation year.  The Company, when given reasonable advancenotice, will not unreasonably deny requests of Employees for the taking of theadditional vacation at a desired time. To this end the Union and Company shall make reasonable efforts toassist each other in effecting this clause. The Company’s production needs will not be impeded and due considerationwill be given to the Employees’ individual needs.  If there is more than one request in the sameDepartment for the same time period seniority will prevail.  If the Company has work, an Employee withfour (4) or five (5) weeks of vacation eligibility, may choose towork and be paid for such vacation time, in lieu of actual time off, and alsoreceive regular compensation for work performed during this period, payment forsuch vacation time to be effected on June 1.  If the Company shuts down its plant for atwo-week or three-week period the Company will notify the Union of the date atleast thirty (30) days in advance.

 

4.                         Vacations shallbe prorated for Employees who have at least one (1) full year of serviceas of June 1 of any year, and whose employment is terminated.  Such pay to be prorated on the basis of1/240th of the Employee’s vacation entitlement for each day worked as that termis described in Subsection C. below.

 

B.             *Christmas Bonus*

All Employees continuously employed by theCompany (i) for at least six (6) months but less than one (1) yearimmediately preceding December 1st of each year of the term hereof, shallreceive twelve (12) hours, or (ii) those so employed by the Company forone (1) year or more shall receive a sixteen (16) hour  Christmas bonus in each of the first two [2]years ,and twenty four hour bonus in the final year of this agreement.  The bonus shall be computed at the Employee’shourly rate then in effect Employees must have worked for the Company for eighty (80) working days in case (i) andfor one hundred and sixty (160)  workingdays in case (ii) in the twelve (12) months immediately preceding December 1st .  Suchbonus shall be paid in the second pay check in December.

 

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*C.**           **Absences*

Absences shall not be deemed “work”,hereunder, except as provided in Article 20 Section A-2.  If any Employee works any part of a day, heshall be entitled to a full day’s credit for work in computing vacation andChristmas bonus days worked provided that there is justifiable and reasonablecause for not working the balance of the day. Further, all time lost due to injury on the job (which qualifies as a workers’compensation injury) shall be counted toward vacations and Christmas bonus.

 

*D.**           **Layoffs*

If the aggregate general layoff of an entiredepartment or plant shall exceed forty (40) days, then as to each Employeeaffected by such layoff, there shall be included all paid holidays to each suchEmployee so entitled during the term as actual working days in computingvacation and Christmas bonus days worked thereunder.

 

ARTICLE 21.

ELIMINATIONOR CHANGE OF OPERATIONS

 

A.           As to operationspresently performed at the Company’s Plants: No such work shall be performed elsewhere by the Company unless theprovisions in Section D have been or will be satisfied.

 

B.             As to newoperations performed at the Company’s Plants: (i) The Company may institute any new department or operation. (ii) TheUnion shall have the opportunity to furnish for such operation the best laborthen available in the open market. (iii) Trial Periods shall be jointlydetermined for new Employees; for old, thirty (30) days.  Permanent transfers to these operations shallbe with the Employee’s consent; if not, revert to his prior status.  In temporary transfers, seniority shallneither be acquired nor affected. (iv) New operations may be suspended ordiscontinued at the Company’s discretion provided that the provisions in Section Dhave been or will be satisfied. Moreover, on discontinuance, Employees shall revert to their priorseniority, if any, in other departments.

 

C.             The partiesrecognize the general principle between them that they will mutually cooperateto avoid the elimination of a department or change of operation as the resultof the purchase of foreign parts.  It is,however, recognized that this principle shall not apply to any plant of theCompany which may be situated abroad, to the purchase of raw materials,incidental small parts or hardware not customarily manufactured by the Company,or purchased by it within the United States, regardless of place of origin, norshall this principle apply to any other purchases within the United States,regardless of the place of origin of the article purchased nor to any otherpurchases outside the United States which neither effects the elimination of adepartment or material change in operation, or which is being purchased by theCompany at any time that an agreement between the parties hereto is made.

 

D.            (i) The Company willgive the Union reasonable notice of its intent to change operations or topurchase foreign parts where the effects of its action would be to permanentlydisplace an Employee from his current job. If requested, the Company will meet with the Union to discuss itsintended action.  (ii) In any suchdiscussion the Company shall explain the reason why it needs to take anyproposed action and the Union may respond on the merits including thesuggestion of any alternative action consistent with the Company’s needs.  The Company will consider such suggestionbefore making the final decision.  (iii) Inthe event that an Employee will be permanently displaced from his current jobbecause of a change in operations or the Company’s purchase of foreign parts,the Company will make reasonable efforts to find him another available job forwhich he is qualified within the plant, including returning him to a

 

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prior position which may have held. His rate for such job will be the rate commonly associated with thejob.  If no available job exists, theCompany shall lay the Employee off provided that Company shall demonstratelegitimate business reasons for the change in operations or the purchase offoreign parts.  In the event that theUnion and the Company cannot agree that the Company had legitimate businessreasons for a change in operations or the purchase of foreign parts, thisquestion shall be submitted for binding arbitration.

 

ARTICLE 22.

TERMINATION OF EMPLOYMENT

 

An Employee shall be deemed terminated in anyof the following events:  (i) dischargesfor cause, (ii) voluntary quitting, (iii) in the case of temporaryEmployees with less than three (3) months service, when laid off, (iv) whenan Employee has been laid off for more than twelve (12) months unless theEmployee has at least seven (7) years service in which case employmentwill be terminated when the Employee has been laid off more than twenty four(24) months, (v) in the case of any Employee, temporary or permanent, ifhe fails to report back within three (3) days after being recalled forwork, unless such failure is due to a bona fide excuse preventing hisreturn.  Other employment shall be noexcuse under any circumstances.  Layoffof permanent Employees shall not, except as provided above, affect their rightof re-employment.  Every employee absentfrom work for three (3) or more consecutive work days shall cause theCompany to be notified of the cause thereof, or be subject to termination.

 

ARTICLE 23.

LEAVES OF ABSENCE

 

Employees while on leave are not deemed laidoff and retain all seniority rights but acquire no benefits.  The business agent shall be deemed on leaveduring the term of his office or this Agreement, whichever is shorter.  No leave shall be longer than six (6) months.

 

Employees must be employed for more than sixty(60) days to be eligible for a medical leave of absence.  Employment will be terminated when an Employeeis on a medical leave (including Worker’s Compensation) for more than twelve(12) months unless the Employee has at least seven (7) years service inwhich case employment will be terminated when the Employee has been on amedical leave more than twenty four (24) months.

 

During any periods, no more than ten percent(10%) of the Company’s key Employees or of any department or of the entireplant personnel shall be on leave.  Allapplications for leave must be in writing, submitted to the Company at leastsixty (60) days before the proposed date of departure and the Employee shallreceive written notice of approval or disapproval at least (30) days beforesuch date of departure.  No leaves shallbe retroactive.

 

All applications for leave will be reviewed bya committee of four (4), two (2) appointed by the Company and two (2) bythe Union.  Consideration will be givenfirst to the need for production in the applicant’s department, and the effectof his leave on other departments. Consideration will be next given to the applicant’s length of service,the reason for leave, and his record of prior leaves of absences.

 

The recommendation of a majority of thecommittee shall be required for, and govern the right to, any leave, and shallbe binding upon all of the parties.

 

ARTICLE 24.

CALL-IN PAY

 

Employees who are requested to report for workand do so on time are guaranteed a minimum of four (4) hour’s work or payin any day.

 

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ARTICLE 25.

INSURANCE

 

During the term hereof, the Company shall paya contribution of the United Furniture Workers’ Insurance Fund on or before thefifteenth day of each month for each Employee covered herein as may be coveredunder such Fund who was an Active Employee during the previous month.  The rate of contributions per Employee shallbe as follows:

 

Effective for the month of January 2010(payableFebruary 15, 2010) $795.00 per month

Effective for the month of January 2011(payable February 15, 2011) $850.00 per month

Effective for the month of January 2012(payable February 15, 2012) $905.00 per month

 

An “Active Employee” is any Employee who hasreceived pay for actual work performed at any time during the month (includingEmployees on vacation or sick days paid by the Company but excluding Employeeson lay-off or leave of absence).

 

Such Insurance Fund shall be a trust fund forthe sole benefit of the Employees of the Company and of other companies whichsimilarly contribute to said Fund, for the purchase, or provision by selfinsurance, of group Life Insurance, Group Accident, Death and DismembermentInsurance, Group Accident and Health Insurance, Hospitalization Insurance andGroup Surgical Insurance as the Fund’s Trustees determine to provide.

 

To the extent that in the manner abovementioned, the Company joins with other companies in the Furniture, Bedding andPiano Industries, who have made or may make contracts containing provisionssimilar to those set forth in this section, in maintaining the said Fund, itbeing understood, however, that the Fund will be held and managed by Trusteesthereof under the terms and provisions of a Declaration of Trust or TrustAgreement to which the Trustees of the Fund are parties.  It is further understood and agreed that theCompany shall be under no obligation to see to the application of monies paidto the Trustees pursuant to this paragraph for the purposes and useabove-mentioned.

 

The Company agrees to furnish to the Union andto the Fund above named, records of Employees hired, classifications ofEmployees, names, social security numbers and wages paid.

 

The Union represents that said trust fund isexempt from the restrictions contained in Section 302(c) of the LaborManagement Relations Act of 1947 and that said fund shall at all times continueto be a Fund conforming with and entitling the Company to exemption under theNew York Disability Benefits Law.

 

ARTICLE 26.

PENSIONS

 

Subject to the provisions below, the Companyshall contribute to the United Furniture Workers’ Pension Fund A a sum equal tobut not exceeding the following percentages of its previous month’s payroll forsuch Employees covered herein as may be covered under such fund:

 

Effective January 1, 2010 - 6.09%

Effective January 1, 2011 – 6.43%

Effective January 1, 2012 -  6.78%

 

Said Fund shall continue to be subject to the following conditions:

 

A.                Said Fund shall be a plan entitling theemployer to a tax deduction as an ordinary expense under the tax laws for anycontributions made by it to said Fund certified by the Commissioner of InternalRevenue as tax deductible under Section 162 of the Internal Revenue Code.

 

B.                  During any period that piano work is frozen byGovernment order or authority, the

 

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Company’s contribution to said Fund shall be made only as to Employeeswho had previously been engaged in piano work and who continue to work for theCompany during the period of such freeze, and shall not be required to be madeas to any other Employees.

 

C.                  During the period a new foreman retains hisfull seniority status as described in Article 13(D), pension contributionsfor him will be held in reserve.  Ifafter such period, the foreman continues in such capacity, he may apply for the“Withdrawal Benefit” provided under Section IV D(1) of the UnitedFurniture Worker’s Pension Plan A. However, if the foreman returns to his prior position, the reserve willbe transferred to the United Furniture Worker’s Pension Plan A.  No other adjustments will be made in favor ofthe United Furniture Worker’s Plan A., either at the time of promotion toforeman or in the event of demotion after the one (1) year temporaryperiod.

 

D.                 All provisions of this Article 26 shallbe subject to the agreement, as amended, made June 25, 1974 between theTrustees of the United Furniture Worker’s Pension Plan A and the Trustees ofthe Steinway & Sons Pension Fund, the United Piano Workers, Local81102 of the United Furniture Workers of America, AFL-CIO and Steinway &Sons.

 

ARTICLE 27.

LAYOFF

 

A general layoff of an entire department orplant shall be upon at least one (1) calendar week’s notice to the Union,except in cases of an Act of God or public enemy, emergency, contractcancellation, government priorities, strike, fire, epidemic, floods or any causes,similar or dissimilar to the foregoing, not within the Company’s control.  In the event of a general lay-off exceedingsix (6) consecutive calendar weeks, such Employees so laid off shall atthe end of the sixth (6th) consecutive week of their layoff, unless theretoforeterminated as provided in Article 22, be paid forty (40) hours regularstraight time computed at their average hourly earnings at the date of layoff.

 

If the Company shall find it necessary to layoff any Employees for any reason other than lack of work, the Company will givethe Union at least five (5) business day’s notice before the lay-off,including the names, positions and seniority dates of the Employees to belaid-off.  If requested, the Company willmeet with the Union to discuss its intended action.  In any such discussion the Company shallexplain the reason why it needs to take any proposed action and the Union mayrespond on the merits including the suggestion of any alternative action consistentwith the Company’s needs.  The Companywill consider and respond to such suggestions prior to implementing anylay-off.

 

In the event the Union and the Company cannotagree that the Company had a legitimate business reason for a lay-off or thatthe Company identified the proper Employees to be laid-off, the Union retainsthe right to submit the question to binding arbitration.

 

If an Employee has been laid off, the workperformed by that Employee may not be performed by persons from anothercategory, department or operation for more than two [2] days per week withoutthe Union’s consent.

 

The Company shall notify the Union beforeassigning overtime to any Employee in the category or operation previouslyoccupied by a laid-off Employee.  TheCompany shall not use overtime to avoid the recall of a laid-off Employee.

 

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ARTICLE 28.

SHOP STEWARD

 

Inasmuch as the Company deems that suchservices facilitate the operation of its factory, the Company agrees that timespent in processing grievances by the Shop Steward while such Steward is a Company Employee on Companypremises and during regular working hours, shall be paid by the Company at suchEmployee’s regular hourly rate.

 

ARTICLE 29.

WAR WORK

 

If, the Company shall become engaged in war work,Employees engaged in such work (i.e., other than regular piano work) shall notbe entitled to or acquire any of the seniority benefits of this Agreement, itbeing the intention of the parties that Employees acquire seniority only to theextent employed on piano work.

 

ARTICLE 30.

JURY DUTY PAY

 

A.                Regular Employees who have completed one (1) yearof continuous service with the Company whose absence from work is necessitatedby service as a juror, shall receive jury duty pay based upon the differencebetween the compensation said Employee received for his services as a juror andhis average hourly pay effective at the time of such service.  Jury duty pay shall be paid only for days onwhich the Employee would otherwise have worked his regularly scheduled workday.  In no case shall jury pay be paid for morethan ten (10) days in each contract year.

 

B.                  In order to be eligible for jury duty pay, anEmployee who is summoned for jury duty must immediately present such summons tohis supervisors and the Employee must provide the Company with a statementsigned by an official of the court certifying as to the Employee’s service as ajuror of reporting for jury duty, the date or dates of such service, and thecompensation paid him therefore.

 

ARTICLE 31.

BEREAVEMENT PAY

 

In the event that the spouse, child, parent,brother or sister, stepmother, stepfather, stepsister, or stepbrother of anEmployee shall die, such Employee shall be entitled to three (3) daysbereavement pay at the regular hourly rate for eight (8) hours per day,provided that the time is actually taken off. The Company reserves the right to require proof of death.

 

ARTICLE 32.

SICK LEAVE

 

A.                On the first anniversary of their employmentwith the Company, each Employee shall be entitled to two (2) paid sickdays (eight (8) hours at the regular hourly rate) in the event of sicknesson the second anniversary of their employment with the Company, each Employeeshall be entitled to three (3) additional paid sick days in the event ofsickness.  On January 1, Employeesshall be entitled to five (5) paid sick days in the event ofsickness.  Sick days shall benoncumulative and if not taken in any one (1) contract year shall be paidon the first pay period following the close of that contract year.  Notwithstanding the prior sentence, Employeesin the employ of the Company for a period of one (1) year who do not usetheir two (2) sick days may accumulate those days and use them in thefollowing year.  Employees will be paidtheir sick day entitlement for the first 2, 3, or 5 absences in the contractyear.  Sick days taken pursuant to this Article willnot be used against Employees for disciplinary reasons.  Notwithstanding the foregoing, the Companyand the Employee may agree on the Employee’s use of sick time for reasons otherthan sickness.

 

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ARTICLE 33.

MISCELLANEOUS

 

A.                The Company shall not move its plant outsidethe five boroughs of New York City.

 

B.                  Any authorized Union representative may, atany reasonable time during business hours, enter the Company’s premises by wayof the office, provided there is no Union organization or activity on Companytime or property.

 

C.                  Except as specifically modified hereunder orin the Company’s reasonable discretion from time to time hereunder, the presentgeneral practices and conditions of employment shall continue.

 

D.                 The masculine gender herein shall apply tofemales wherever the context permits.

 

E.                   This Agreement shall be binding upon and inureto the benefit of the respective parties, their successors and assigns.

 

F.                   Foremen and assistant foremen may continue toperform production work as heretofore. Additional production work may not be performed by them unless theEmployees who regularly perform such work are not available.

 

G.                  This Agreement shall be at all times subjectto the laws, rules, regulations, orders and edicts, State and Federal,including national emergency and Priority orders and rulings, now or hereafterenacted or promulgated, and it shall not be a breach if either party is therebyprevented from performance hereof, in whole or part.

 

H.                 This Agreement contains the entireunderstanding between the parties and shall not be waived or in any respectchanged, except in a writing signed by both parties.  All oral waivers, representing and changesare hereby expressly renounced and excluded.

 

I.                      Employees required to usetheir automobiles for Company business will be reimbursed at the appropriaterate per mile authorized by the Internal Revenue Service.

 

J.                     Those Employees who arerequired to wear safety shoes will be reimbursed up to $75 per year by theCompany for the purchase of a pair of safety shoes.

 

K.                 The Company will provide each Employee, at aprovider of the Company’s choice, an annual eye exam and a single pair ofsafety glasses at no cost to the Employee.

 

L.                   The Company shall post all job openings otherthan for entry level positions for three (3) business days.

 

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ARTICLE 34.

TERMINATIONAND RENEWAL

 

This Agreement shall remain in full force andeffect for the period from the date hereof until December 31, 2012.  Not less than sixty (60) days prior to theexpiration of this Agreement, either party desiring terminations ormodifications thereof shall make known its demands in writing to the otherparty, and if neither party shall give such notice, this Agreement shallcontinue in full force and effect for the period of one (1) additionalyear, and similarly, from year to year thereafter.  If either party shall give such notice, thennegotiations shall commence forthwith. Only matters set forth in such demands shall be considered innegotiations.  This Agreement, includingthe wage provisions thereof, is not subject to reopening, change or modificationduring the term, for any cause whatsoever unless the parties hereto agreeotherwise.

 

IN WITNESS THEREOF, the parties hereto havecaused these presents to be signed by their respective duly authorized officersas of the day and year first above written.

 

 
|   |   | STEINWAY, INC.          |
|--------|--------|-------------------------|
|   |   |                    |
|   |   |                    |
|   | *By*:  | /s/ Ronald Losby        |
|   |   | Ronald Losby            |
|   |   | *President*             |
|   |   | * *                |
|   |   | * *                |
|   |   | Local 81102 F.W.        |
|   |   | I.U.E.- C.W.A., AFL-CIO |
|   |   |                    |
|   |   |                    |
|   | *By*:  | /s/Rohannarain Somarain |
|   |   | Rohannarain Somarain    |
|   |   | *President*             |

 

 

APPENDIX I.

 

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APPENDIX 1

FACTORY RULES AND REGULATIONS

 

1.       This is a Union Shop, and your attention is drawn to our Unionagreement which is available in printed form, and is binding on the Company,the Employees and the Union.

 

2.       The regular working time is eight (8) hours daily, from7:30 a.m. to 4:15 p.m. with three-quarters of an hour for lunchbetween 12:00 Noon and 12:45 p.m. Everyone is expected to start work promptly and to remain at their workuntil quitting time; five (5) minutes is allowed for washing and dressing,both before lunch and at the end of the day, indicating by blowing thewhistle.  Factory gates will be openedthirty (30) minutes before starting time and closed twenty (20) minutes afterquitting time.

 

3.       Every Employee must log in at assigned time clock ordepartment when arriving and when leaving the Factory.  It is forbidden to log someone else’s timefor him.

 

4.       It is the duty of every person employed in this establishmentto carry out and complete the work assigned to him with care and diligence andwithout interruption during regular work hours.

 

5.       Employees are prohibited from visiting other departments thanthose in which they are employed for the purpose of talking with others duringworking hours, except in discharge of their proper duties.

 

6.       It is forbidden to threaten or molest other workmen, or todetain them in any manner from their work, to quarrel with them, or to indulgein loud or boisterous language.  Radiosshould be kept tuned down so as not to interfere with other workers.  The use of headphone radios, tape players,cellular phones or similar devices is strictly prohibited on the shop floorduring work hours.

 

7.       Workmen fighting (or involved in an altercation) in theFactory, or in the immediate vicinity of the Factory during work hours, will bedischarged at one.

 

8.       Safety is important to all of us, and we expect everyone toavoid injury, and to report promptly to the foreman any unsafe condition thatcould cause an accident.

 

9.       Any accident, no matter how minor it may seem, must beimmediately reported to the foreman.

 

10.     It is a basic condition of employment that each Employee workthe full scheduled time for his operation each day.  If an unforeseen illness or emergency shouldprevent anyone from working, the Company must be promptly notified for thereason.

 

11.     Every workman must clean up his working place daily, and sweepall dirt and shavings from under and at least two (2) feet around hisbench, and shut the window, turn out lights, and shut off all utilities, power,or equipment under his control before leaving the shop.

 

12.     Workmen must allow the doorkeeper, on request, to inspect thecontents of bundles, packages, etc. that they may carry in or out of thefactory.

 

13.     Smoking, drinking intoxicating liquor, or use of controlled orillegal substances and gambling are absolutely prohibited in the factory.

 

14.     No one is permitted to do work for himself of others in thefactory, unless authorized by the foreman.

 

15.     The Company phones are not to be used for personalbusiness.  In the event of emergency,

 

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you can be reached through our switchboard.  Pay telephones are available for employeesuse during other than working hours.

 

16.     It is prohibited to call or hold meetings in any part of theestablishment, or to distribute or put up any placards, posters, or circulatelists, or make collection for any purpose whatsoever, without authorization.

 

17.     No visitors of any kind are permitted in the factory without authorizationfrom the office.

 

18.     Employees who engage in violent criminal activities outside theplant whose continued employment will pose a serious and imminent threat to thehealth, safety and welfare of other Employees may be terminated.

 

19.     These rules and regulations must be observed by everyEmployee, and any breach will be cause for disciplinary action, subject to thegrievance procedure in our Union contract.

 

20.     It is absolutely prohibited to bring firearms or other weaponsinto the workplace.  Employees who do sowill be discharged at once.

 

21.     The Company reserves the right to remove (or request removal) ofposters, banners or other materials which depict images or convey sentimentswhich are inappropriate or offensive. (This right does not extend to notices posted by the Union.)

 

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| ** **                                | ** ** | **Sections**  |
|-------------------------------------------|------------|---------------|
| Bereavement Pay                           |       | 31            |
| Call-In Pay                               |       | 24            |
| Change of Operations                      |       | 12, 21        |
| Check-off                                 |       | 3             |
| Christmas Bonus                           |       | 20B           |
| Covered Employees                         |       | 1             |
| Discharge                                 |       | 8, 22         |
| Division of Work                          |       | 16            |
| Employee                                  |       | 1             |
| Foreman                                   |       | 13D, 26C, 33G |
| General Lay-off                           |       | 27            |
| Grievance Procedure                       |       | 4D, 17        |
| Health                                    |       | 5, 9, 25      |
| Hiring                                    |       | 2E, F         |
| Hiring Rates                              |       | 11B           |
| Holidays                                  |       | 19            |
| Hourly Rates                              |       | 11B, 12       |
| Hours of Work                             |       | 10, 16        |
| Injured and Aged Employees                |       | 9             |
| Instructors                               |       | 14            |
| Insurance                                 |       | 25            |
| Jury Duty Pay                             |       | 30            |
| Layoff and Recall                         |       | 16, 27        |
| Leave of Absence                          |       | 18, 23        |
| Lockout                                   |       | 4             |
| New Operations & Methods Changes |       | 12, 21        |
| Overtime                                  |       | 10 D-E        |
| Pension                                   |       | 26            |
| Safety                                    |       | 5             |
| Seniority                                 |       | 13, 16        |
| Shop Chairman                             |       | 28            |
| Shop Rules                                |       | 6, 9          |
| Sick Leave                                |       | 32            |
| Strikes                                   |       | 4             |
| Terminations                              |       | 8, 22         |
| Termination and Renewal                   |       | 34            |
| Transfers                                 |       | 13            |
| Trial Period                              |       | 7             |
| Tuning Department                         |       | 10C           |
| Union Activities                          |       | 3, 33B        |
| Union President                           |       | 16, 17, 33B   |
| Union Security                            |       | 2             |
| Vacations                                 |       | 20            |
| Veterans                                  |       | 18            |
| Wages                                     |       | 11            |
| Work Records                              |       | 15            |
| Work & Seniority                 |       | 16            |
| Workweek                                  |       | 16            |

 

22

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Notes

 

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