**Exhibit10.1**

 

**Labor ContractAgreement**

 

between

 

**Musser-Timpani Division**

Division of Conn-Selmer,Inc.

 

and

 

**Carpenter Local 1027**

Mill-Cabinet- IndustrialDivision

 

 

affiliate ofChicago and NortheastIllinois DistrictCouncil of Carpenters

 

 

Effective November 19,2002Through November 20, 2004

 

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**TABLE OF CONTENTS**

 
| **AGREEMENT**    |                                            |   |
|------------------|-------------------------------------------------|--------|
|             |                                            |   |
| **ARTICLE I**    |                                            |   |
| 1.1              | Recognition                                     |   |
| 1.2-1.3          | Union Security                                  |   |
| 1.4              | Dues Checkoff                                   |   |
| 1.5              | Hiring of New Employees                         |   |
| 1.6-1.7          | No Discrimination                               |   |
|             |                                            |   |
| **ARTICLE II**   |                                            |   |
| 2.1              | Management Rights                               |   |
|             |                                            |   |
| **ARTICLE III**  |                                            |   |
| 3.1              | Union Representative                            |   |
| 3.2              | Union Steward                                   |   |
| 3.3              | Union Label                                     |   |
|             |                                            |   |
| **ARTICLE IV**   |                                            |   |
| 4.1-4.3          | Hours of Work                                   |   |
| 4.4-4.5          | Overtime                                        |   |
| 4.6              | Medical Absence                                 |   |
| 4.7              | Wash Up Time                                    |   |
| 4.8              | Rest Periods                                    |   |
| 4.9              | Shift Differential                              |   |
|             |                                            |   |
| **ARTICLE V**    |                                            |   |
| 5.1-5.4          | Holidays                                        |   |
|             |                                            |   |
| **ARTICLE VI**   |                                            |   |
| 6.1              | Bereavement                                     |   |
|             |                                            |   |
| **ARTICLE VII**  |                                            |   |
| 7.1-7.7          | Vacations                                       |   |
|             |                                            |   |
| **ARTICLE VIII** |                                            |   |
|             | Job Classifications and  Wages                  |   |
| 8.1              | Pay  Day                                        |   |
| 8.2-8.6          | Categories and Wages                            |   |
| 8.7              | Working Supervisors                             |   |
|             |                                            |   |
| **ARTICLE IX**   |                                            |   |
| 9.1-9.3          | Grievance & Arbitration  Procedure          |   |
| 9.4              | Steps  to Grievance & Arbitration Procedure |   |

 

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| **Article  x**    |                             |   |
|-------------------|----------------------------------|--------|
| 10.1-10.6         | Seniority                        |   |
| 10.5(c)           | Leave of Absence                 |   |
| 10.6              | Job Opportunities Posting        |   |
|              |                             |   |
| **Article  xi**   |                             |   |
| 11.1              | Insurance                        |   |
| 11.2              | Pension                          |   |
|              |                             |   |
| **Article  xii**  |                             |   |
| 12.1              | Severance                        |   |
|              |                             |   |
| **Article  xiii** |                             |   |
| 13.1              | Christmas Bonus                  |   |
|              |                             |   |
| **Article  xiv**  |                             |   |
| 14.1              | Jury  Duty                       |   |
|              |                             |   |
| **Article  xv**   |                             |   |
| 15.1              | Duration                         |   |
| 15.2              | Successorship                    |   |
| 15.3              | No Strike - No Lockout           |   |
| 15.4              | Partial Invalidity of  Agreement |   |
|              |                             |   |
| Signatures        |                             |

 

----

 

**AGREEMENT**

 

This Agreement, made and entered into this 19th day of November 2002,by and between **Musser-Timpani Division,** a Division of **Conn-Selmer, Inc.** (hereinafter referred to as the **“Company”** and/or **“Employer”** whereappropriate), and **Carpenter Local 1027** of the **Chicago andNortheast Illinois District Council of Carpenters,** of the **UnitedBrotherhood of Carpenters and Joiners of America** (herein afterreferred to as the “Union”).

 

The general purpose of this Agreement is to promote the mutualinterests of both parties.  Both partiesagree that the continued growth and competitive strength of the Company is totheir mutual interest.  Therefore, thisAgreement is made to provide for the operation of the plants of the Company at415 E. Shawmut and 505 E. Shawmut, LaGrange, Illinois, under methods which willfurther to the fullest extent possible the safety and welfare of the employees,the economy of operation, the elimination of waste, the quality of service,cleanliness of the plants, protection of the property, and the welfare,interest, and competitive position of the Company.  The Union recognizes that it is the obligation of each employeeto give the Company a full day of efficient and cooperative work for a day’spay.  Under this Agreement it is theduty of the Company, the Union, and the employees to cooperate fully,individually, and collectively for the advancement of these conditions.

 

**ARTICLEI****RECOGNITION**

 

1.1      TheCompany recognizes the Union, during the term of this Agreement, as the soleand exclusive representative of all its production, maintenance, warehouseemployees, including leadmen of the company (herein after referred to as **“Employee”or “Employees”**), for the purpose of collective bargaining in respectto rates of pay, wages, hours of work and working conditions covered by thescope of the Agreement.

 

**UNIONSECURITY**

 

1.2      AllEmployees encompassed in the terms and provisions of this Agreement shall beobligated to become and remain members in good standing in the Union.  The Company shall notify the Union at anytime a new employee is placed in the bargaining unit.  After sixty (60) working days said Employee shall make applicationto the Union at which time any applicable fees and the payment of dues shallcommence.

 

1.3      TheCompany agrees, upon written notice from the Union, that any Employee failingto maintain their membership in good standing, shall be discharged, unless suchEmployee reinstates their membership within five (5) working days of suchnotice.

 

**DUESCHECKOFF**

 

1.4      TheCompany agrees to deduct and forward to the Local Union on a monthly basis dueslevied by the Union from the pay of each employee who executes or has executedan authorization for checkoff of dues form. Dues will be deducted from thepaycheck that is distributed on the fourth Friday of each month.  The Union shall indemnify the Companyagainst any and all claims or liabilities arising by reason of the deduction ofsuch dues.

 

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**HIRINGOF NEW EMPLOYEES**

 

1.5      TheCompany may request additional employees from time to time if needed, from theUnion, or may hire such employees from any other available source.  All new employees may be required to work aprobationary period of sixty (60) days of actual work.

 

**NODISCRIMINATION**

 

1.6      Thereshall be no discrimination engaged in by either the Employer or the Union inthe employment of employees based on race, color, religion, creed, sex,national origin, or age.

 

1.7      Whereverin the Agreement the words his, her, their are used it is understood that thesewords shall be gender-free and refer to all employees.

 

**ARTICLEII****MANAGEMENT**

 

2.1      Exceptto the extent expressly abridged by a specific provision of this Agreement, theCompany reserves and retains, solely and exclusively all of its rights tomanage the business.  Furthermore, thesole and exclusive rights of management, which are not abridged by thisAgreement shall include but are not limited to determine prices of products;volume of production and methods of financing; to drop a product line; theright to determine and from time to time re-determine the number, location,relocation, and types of its operations, and the methods, processes andmaterials to be employed; to determine the number of hours per day or per weekoperations shall be carried on, except as provided for in Article Four, Section4.3 hereof; to select and to determine the number and types of employeesrequired; to assign work to such employees in accordance with the requirementsdetermined by management; to establish and change work schedules andassignments; to transfer, promote, or demote employees, or to lay off,terminate, or otherwise relieve employees from duty for lack of work or otherlegitimate reasons; to suspend, discharge, or otherwise discipline employeesfor cause and otherwise to take such measures as management may determine to benecessary for the orderly, efficient and profitable operation of the business;and to make and enforce reasonable rules for the maintenance of discipline,provided that any complaint as to the rules or the application thereof to anyemployee or employees may be challenged in accordance with the grievance  procedure including arbitration as set forthin this Agreement.

 

a)                        Themanagement of the shop and the direction of the working forces, and the rightto relieve employees of their duty shall vest exclusively in the Company,provided, however, that this shall not be used for the purpose of discriminationagainst any member of the Union, or against any employee because of bona fideactivities on behalf of the Union.  Allfunctions of management not expressly limited by this Agreement are reserved toand vested exclusively in the Company.

 

**ARTICLEIII****UNION REPRESENTATIVE**

 

3.1      TheBusiness Representative of the Union shall be permitted to confer withemployees of the Company during working hours when necessary, provided propernotification has been given to plant management, and provided further that saidBusiness Representative shall in no way interfere with the progress of thework.

 

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**UNIONSTEWARD**

 

3.2      TheUnion shall appoint or elect such stewards as it deems necessary for theefficiency of its operations and shall notify the Company of its selection butsuch stewards shall always be selected from Employees of the Company.  Such Stewards shall be classed as having thehighest seniority.  In the event anybargaining unit work is being performed, the Steward (or designated alternatesteward) shall work provided he or she is qualified for the available work.

 

**UNIONLABEL**

 

3.3      It ishereby understood and agreed by the Employer and the Union that should anapplication be made for the Union Label to the First General Vice President ofthe United Brotherhood of Carpenters and Joiners of America and if theapplication is approved, and the Union Label is issued by the UnitedBrotherhood to be placed on products manufactured by the Employer, the Labelshall remain the property of the United Brotherhood of Carpenters and shall beat all times in the possession of a member of the United Brotherhood; and thatsaid Union Label shall at no time be used in any manner that will bedetrimental to the interest and welfare of the members of the UnitedBrotherhood.  Use of said Label may bewithdrawn from the Company any time, at the discretion of the InternationalUnion.

 

**ARTICLEIV****HOURS OF WORK**

 

4.1      Thenormal scheduled work week shall constitute forty (40) hours of work asfollows: eight hours a day on Monday through Friday commencing at any timebetween the hours of 7:00 A.M. and 8:00 A.M.

 

4.2      When anemployee reports to work at the regular starting time and regular work is notavailable, he shall be transferred to work he is capable of doing and/or heshall be guaranteed a minimum of four (4) hours pay at his regular day rateexcept for conditions referred to as “Acts of God” i.e. power failure, flood,fire, etc.

 

4.3      However,if it is not efficient to operate the plant on a forty (40) hour normal workweek, the Company may reduce its normal scheduled work week to not less thanfour (4) eight (8) hour days, but not until all employees of two (2) years orless seniority shall have been laid off, which lay off shall conform with theseniority provisions of this contract.

 

**OVERTIMEPAY**

 

4.4      Anemployee shall be paid at the rate of time and one-half pay of all time workedin excess of eight (8) hours in any one day which shall not pyramid because ofbeing paid under any other provisions of this Agreement.  When conditions require the Company toschedule work on Saturday, time and one-half pay shall be paid for all work onsuch Saturday.  Double time pay shall bepaid for all work on Sunday and paid holidays.

 

4.5      TheCompany agrees to endeavor to distribute overtime work on an equitable basiswhenever practical.  The Company willrequest voluntary overtime within a department on a rotational basis (subjectto production requirements of the Company and the skill and ability of availableemployees to perform the work in question). Lacking enough volunteer, it shall assign as many junior qualifiedemployees as needed in that classification or department to perform thework.  In the application of thisprovision, no employee shat be required to work in excess of ten (10) overtimehours per week and not for more than three (3) consecutive weeks.

 

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**MEDICALABSENCE**

 

4.6      Nowritten excuse is required from a medical doctor for three (3) or less days ofmedical absence, however the Company shall be notified no later than one hour afterthe Employee’s scheduled starting time the first day absent.  Employees expecting to be off for more thanthat day should let the Employer know. Absences in excess of three (3) days shall require a medical excuse.

 

**WASH-UPTIME**

 

4.7      Allemployees shall be allowed a five (5) minute wash-up time prior to lunch and atthe end of the shift.

 

**RESTPERIODS**

 

4.8      Employeeswill be permitted to take two (2) scheduled rest periods during each eight (8)hour shift at times to be determined by the Company.  Each period shall be fifteen minutes in duration.  Should scheduled overtime exceed two hourson a normal work day, a third rest period shall be provided at what would havebeen the end of a regular work day.

 

**SHIFTDIFFERENTIAL**

 

4.9      Employeeswho work on the second shift shall receive an additional hourly payment of tenpercent (10%) of their regular hourly rate for each hour worked on the secondshift.

 

**ARTICLEV****HOLIDAYS**

 

5.1      Allemployees who have worked for the Company thirty (30) days shall receive eight(8) hours pay at regular hourly rates for the following holidays:

 
| **2003**                              |   | **2004**                   |
|---------------------------------------|--------|----------------------------|
| New Year’s Day 1/1/03            |   | New Year’s Day 1/1/04 |
| Good Friday 4/18/03                   |   | Good Friday 4/9/04         |
| Memorial Day 5/26/03                  |   | Memorial Day 5/31/04       |
| Labor Day 9/1/03                      |   | Fourth of July 7/4/04      |
| Thanksgiving Day   11/27/03      |   | Labor Day 9/6/04           |
| Day After Thanksgiving 11/28/03       |   |                       |
| Christmas Eve Day 12/24/03            |   |                       |
| Christmas Day   12/25/03         |   |                       |
| Observance of Fourth of July 12/26/03 |   |                       |
| *Floating Holiday 1   12/29/03   |   |                       |
| *Floating Holiday 2   12/30/03   |   |                       |
| *Floating Holiday 3   12/31/03   |   |                       |

 

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* (To be used in conjunction with Christmas Eve and Christmas Day toprovide one week of shutdown.)

 

5.2      Noemployee shall qualify for pay for the above named holidays who has not beenpresent at work the full scheduled work day before and the full scheduled workday after the holiday, provided, however, each employee on the active payrollof the Company shall be credited with an excused absence or 

 

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tardiness the scheduled work days before or the scheduled work daysafter a paid holiday for the following reasons:

 

a)                        An illnessof or accident to, such employee, provided the illness or injury and theemployee’s inability to work is verified in writing to the Company by theattending physician; however, no holiday pay will be paid an employee receivingsick pay or compensation pay for the same day.

 

b)                       The deathof the employee’s spouse, child, grandchild, grandparent, parent, brother,sister, step-parents, step-children, or in-law relative.

 

c)                        Any othergood and valid reason approved in writing by the Union and the Company; andprovided further, each such employee shall have a total allowance each yearof  four hundred eighty (480) minutes ofunexcused absences or tardiness the scheduled work days before and thescheduled work days after paid holidays.

 

5.3      Anemployee laid-off during the week in which a holiday occurs will receive thatholiday pay.

 

5.4      Employeesscheduled to work during Christmas shutdown shall be permitted to take theirholidays during the following year at their convenience.

 

**ARTICLEVI****BEREAVEMENT**

 

6.1      Upon thedeath of an employee’s spouse, child, grandchild, grandparent, parent, brother,or sister, such employee shall receive three (3) days off with pay at suchemployee’s regular hourly rate exclusive of any coinciding paid vacation orpaid holidays of such employee.  Uponthe death of an in-law relative or step-child, or step-parent, one full day offwith pay and two days at no pay, if requested, will be allowed.

 

**ARTICLEVII****VACATIONS**

 

7.1      Effectiveon the annual anniversary date of each employee’s date of employment, eachemployee who has been continuously employed by the Company one (1) year on suchdate shall be eligible for one (1) week vacation with pay; each employee whohas been continuously employed by the Company two (2) years on such date shallbe eligible for two (2) weeks vacation with pay; each employee who has beencontinuously employed by the Company eight (8) years on such date shall beeligible for three (3) weeks vacation with pay; and each employee who has beencontinuously employed by the Company for thirteen (13) years on such date shallbe eligible for four (4) weeks vacation with pay; and each employee who hasbeen continuously employed by the Company for twenty (20) years on such dateshall be eligible for five (5) weeks vacation with pay.  Each such employee shall take his paidvacation during the twelve months following his anniversary date at a timeagreeable to the Company and the employee. Company policy will be to close the Plant for two (2) full weeks.  All employees will be required to take two(2) weeks’ vacation at this time. Employees with more than two (2) weeks of vacation shall schedule theirremaining time with their respective supervisors.  If the Fourth of July holiday falls during  the vacation shut down, then the Company andUnion by mutual agreement shall designate its observance on another date or mayagree to allow employees to observe the holiday, with prior approval, at anytime.

 

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7.2      TheCompany shall have the right to require some employees to work during thevacation period in case of emergency or unusual conditions with such employee’sconsent.

 

Likewise, certain departments will be scheduled to work during thevacation period to provide for necessary maintenance, the shipment of product,and provide service for our customers.

 

Employees asked to work during the plant shutdown period shall scheduletheir vacation at another time.

 

7.3      Anemployee receiving two weeks or less of vacation may take a week off at a date otherthan shutdown if the following conditions are met:

 

a)                        Theemployee who wants a week off at a later date must request to work during theplant shutdown period and schedule his one week of vacation.  The Company may or may not assign theemployee to work during the shutdown.

 

b)                       Also, timeoff up to a week may be granted to an employee with two weeks or less ofvacation without requesting to work during the plant shutdown if a two weeknotice is given to take the time off and the reason for taking the time off isof an important nature.

 

7.4      Eachweek of vacation pay of each employee shall be at such employee’s regularhourly rate at the time of such vacation. In order to be eligible for full vacation pay an employee must haveworked 1,680 hours during the year previous on his anniversary date.  If the employee during such year worked lessthan 1,680 hours but more than 1,260 hours, he shall receive seventy-fivepercent (75%) of his full vacation pay; less than 1,260 hours but more than 840hours, he shall receive fifty percent (50%) of his full vacation pay; less than840 hours but more than 420 hours, he shall receive twenty-five percent (25%)of his full vacation pay; and if he worked less than 420 hours in such year heshall receive no vacation pay.  Regularpaid vacations and regular paid holidays during such year shall be consideredas hours worked.

 

7.5      Forthose employees with less than one year’s service as of July 1 of any year,vacation pay will be paid per the schedule in Article 7.3 above.  For employees with more than one year’sservice as of July 1, July 1 remains as their anniversary date for vacation paypurposes.

 

7.6      If anemployee eligible for paid vacation is laid off, he may request to be paid hisaccrued vacation to the date of layoff. An employee who quits after one (1) year of continuous employment withthe Company shall be paid his accrued vacation to the date of his terminationof employment.  Employees who aredischarged for good cause approved by the Company and the Union shall receiveno accrued paid vacation.

 

7.7                   TheCompany shall supply the Union representative with a vacation list and willsupply the Union with all necessary wage data.

 

**ARTICLEVIII****JOB CLASSIFICATIONS AND WAGESPAY DAY**

 

8.1      Thereshall be a pay day on Friday of each week following the previous work week, andpay shall be made in currency or by check. Not more than five (5) days’ pay shall be held back.  Such pay shall be delivered to the Employeesat or before the regular quitting time each Friday.

 

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8.2      The followingshall constitute the job title of each Employee placed in “Groups” for thepurpose of wage classifications.

 

**JOB CLASSIFICATIONS AND RATES**

 
| **JOB  CLASSIFICATION**             |   | **EFFECTIVE  11-19-02** |   |
|-------------------------------------|--------|-------------------------|--------|
|                                |   |                    |   |
| **GROUP  “A”**            |   | $                       | 15.76  |   |
| Tool & Die Maker                |   |                    |   |
|                                |   |                    |   |
| **GROUP  “B”**            |   | $                       | 15.39  |   |
| Maintenance                         |   |                    |   |
| Set-Up (Mill,  Drill, Lathe)        |   |                    |   |
| Automatic Kettle Finisher           |   |                    |   |
|                                |   |                    |   |
| **GROUP  “C”**            |   | $                       | 15.24  |   |
| Tool and Die  Maker “B”   |   |                    |   |
| Ringer Timpani                      |   |                    |   |
|                                |   |                    |   |
| **GROUP  “D”**            |   | $                       | 14.96  |   |
| Saw Tuner                           |   |                    |   |
| Polisher “A”              |   |                    |   |
| Punch Press (Set  Up & Operate) |   |                    |   |
| Chime Tuner  (Final Tune)           |   |                    |   |
| Inspector -  Tester                 |   |                    |   |
| Triple Tuner                        |   |                    |   |
|                                |   |                    |   |
| **GROUP  “E”**            |   | $                       | 14.69  |   |
| Maintenance  Helper                 |   |                    |   |
| Heavy Assembler  (Timpani)          |   |                    |   |
| Kettle Finisher  (Timpani)          |   |                    |   |
| Machine Operator  (Timpani)         |   |                    |   |
| Driver &  Material Handler      |   |                    |   |
| Vibe Bar Milling  and Rough Tuner   |   |                    |   |

** **

----

 

**JOB CLASSIFICATIONS AND RATES**

 
| **JOB  CLASSIFICATION**         |   | **EFFECTIVE  11-19-02** |   |
|---------------------------------|--------|-------------------------|--------|
|                            |   |                    |   |
| **GROUP  “F”**        |   | $                       | 14.42  |   |
| Bench Assembly  (Heavy)         |   |                    |   |
| Final Tuner                     |   |                    |   |
| Sprayer                         |   |                    |   |
| Order Packer                    |   |                    |   |
| Bar Driller                     |   |                    |   |
| Punch Press  Operator           |   |                    |   |
| Cut Off Saw  Operator           |   |                    |   |
| Stock Room Clerk                |   |                    |   |
| Sub-Assembly  (Timpani)         |   |                    |   |
| Resonator  Assembly (Heavy)     |   |                    |   |
| Bar Finisher                    |   |                    |   |
|                            |   |                    |   |
| **GROUP  “G”**        |   | $                       | 14.14  |   |
| Degreaser                       |   |                    |   |
| Final Assembly                  |   |                    |   |
| Polisher-Trainee                |   |                    |   |
| Machine  Operator-Light         |   |                    |   |
|                            |   |                    |   |
| **GROUP  “H”**        |   | $                       | 13.86  |   |
| Material Handler                |   |                    |   |
| Bell and Fork  Tuner            |   |                    |   |
| Light Packer  & Parcel Post |   |                    |   |
| Bench Assembler                 |   |                    |   |
| Resonator  Assembly (Light)     |   |                    |   |
| Inspector                       |   |                    |   |
|                            |   |                    |   |
| **GROUP  “I”**        |   | $                       | 13.14  |   |
| Tuner Trainee                   |   |                    |   |
| Small Bell Tuner                |   |                    |   |
|                            |   |                    |   |
| **GROUP  “J”**        |   | $                       | 10.76  |   |
| Mallet Assembly                 |   |                    |   |
|                            |   |                    |   |
| **GROUP  “K”**        |   | $                       | 10.66  |   |

 

8.3      Theamount of any negotiated wage increase during the term of this Agreement shallthen be added to the wage rates then paid to employees.

 

8.4      Groupleadersshall receive a minimum of seventy-five ($.75) cents per hour over the highestjob classification wage rate under their lead (red circled job rates areexcluded from this consideration).

 

8.5      Thepolicy of Musser-Timpani is to have on file and make available for allinterested employees the Job Classifications for all jobs within thedepartments.

 

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a)                        Allemployees interested in further explanation of the details and requirements ofa specific job may request a meeting with the supervisor.

 

b)                       Employeesaccepted and attaining enough proficiency to be retained in a job shall receivethe designated wage for that job in no longer than twelve (12) months.

 

c)                        Theminimum starting rates of skilled employees (Groups A, B, C, D) will be $10.00per hour minimum; semi-skilled employees (Groups E, F, G, H) will be $9.00 perhour minimum; and unskilled employees (Group I) will be $8.00 per hourminimum.  The Company may hire part-timehelp, provided such help does not constitute in excess of five percent (5%) ofthe total work force covered by this contract.

 

8.6      It isunderstood that the above established wage rates in no way prohibit theemployer from paying above the established rates.

 

8.7      Supervisoryemployees shall not perform work on any hourly rated job classification ifthe result would be to displace an employee in the bargaining unit, but thisprovision shall not prevent such work (1) in emergencies, when regularemployees are not immediately available; (2) in the instruction or training ofemployees; (3) in testing materials and production; and (4) in the performanceof necessary work when production difficulties are encountered.  It is not the intent of this Section tocircumvent Article I Recognition.

 

**ARTICLEIX****GRIEVANCE AND ARBITRATIONPROCEDURE**

 

9.1      For thepurpose of peacefully settling all complaints and grievances, both partiesshall be governed by the grievance procedure as outlined in this article.

 

9.2      Timelimits will be strictly adhered to in all steps.  Should either party fail to adhere to a time limit, that partywill lose the right to any further objection, and the grievance in questionshall be considered at an end and shall be resolved in favor of the otherparty.  The parties may agree to awaiver of time limits in the event an emergency arises.

 

a)                        Nocomplaint will be considered a grievance unless the incident causing thecomplaint is reported orally within three (3) working days of the time itbecomes known to the person making the complaint to his or her supervisor.(Step One (a) of Section 9.4 below). Thereafter the employee must comply with the time limits for putting hisor her complaint in writing that are set forth in Section 9.4 below.

 

b)                       In casemore than one Employee is party to a grievance, a settlement on one shall bebinding to all.

 

c)                        Anyagreements between the Company and the Union when signed by both parties shallbe binding on both parties.

 

d)                       A grievanceshall be made in writing and in triplicate on a form supplied by theUnion.  The Union, the employee, and theCompany shall receive one copy each. The grievant shall have the right to be 

 

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present at each step of the grievance procedure.  No steward of the Union shall leave his orher department without notifying his or her foreman.

 

9.3      No morethan three (3) employees shall be paid their straight time hourly wages fortime lost while in negotiations with Company representatives during workinghours.

 

9.4            **STEPS TO THE GRIEVANCE & ARBITRATION PROCEDURE**

 

**STEP ONE**

a)                        Anyemployee of the Company having a grievance must first discuss this grievancewith his supervisor within three (3) working days of the time the complaintbecomes known to the employee.  Anyemployee may have the assistance of his or her department steward at this step.The supervisor in question shall reply to the employee within eight (8) workinghours from the time of the complaint.

 

b)                       If theUnion or any individual employee believes a grievance exists, and in the caseof an individual employee’s grievance, within three (3) working days after heor she has received an unfavorable response to Step One (a) (oral discussion),the grievance must be submitted in writing to a representative of theCompany.  The grievance shall state thefacts of the case and the remedy requested and shall be signed by thesteward.  Any employee shall have theassistance of his or her steward at this step.

 

c)                        Thesupervisor shall answer the grievance in writing as soon as possible and in nocase later than ten (10) working days of his receipt of it, indicating hisdecision and the reason for it.

 

**STEP TWO**

a)                        If theparty presenting the grievance is not satisfied with the supervisor’s answer,that party or his steward shall turn the matter over to the Union BusinessAgent.

 

b)                       Should theBusiness Agent deem the grievance to be valid, within ten (10) working days ofthe receipt of the supervisor’s written response, a written request for ameeting with the Plant Manager shall be submitted to him.  The Plant Manager will set a time for hismeeting with the Business Agent within ten (10) working days.  The decision of the Company reached as aresult of this meeting will be submitted in writing to the Shop Steward withinten (10) working days after such meeting.

 

c)                        Witness-TheUnion or the Company shall have the right to call as witness any employee totestify as to the facts concerning any dispute during the hearing of agrievance or complaint.

 

**STEPTHREE**

a)                        If andwhen the procedure under the two previous steps of this Section fails to bringabout an amicable settlement, then the Union within twenty (20) days of theCompany’s determination under Step Two above, shall submit a written request tothe Company for Arbitration.

 

b)                       The Companyand the Union by their designated representatives shall elect an impartialarbitrator to hear and determine the case and whose decision shall be final andbinding on all concerned.  The impartialarbitrator shall be selected as follows: The Federal Mediation Service shall berequested to submit a list of five (5) candidates from which the selectionshall be made.  Each party, within ten(10) days of receiving such list, shall delete alternately two (2) names fromsuch list and the remaining candidate shall be the impartial arbitrator.

 

----

 

c)                        Thearbitrator shall have no power to add to, subtract from, or modify any of theterms of this agreement.  The finaldecision of the arbitrator shall be rendered as soon as possible after thesubmission of the case to him.  The feeand any expense incurred by impartial arbitration hereby shall be borne equallyby the Company and the Union.  It isfurther agreed that there shall be no unnecessary delay in such proceedings.

 

**ARTICLEX****SENIORITY**

 

10.1    Allemployees who have been on the Company payroll and who have completed theirprobationary period as provided in Article I, Section 1.5, hereof, are includedon the seniority list.  Plant seniorityshall be observed and determined by the last hiring date of each employee.  Seniority shall operate as follows: First asto occupation (job title) within the department; second, on a departmentalbasis; third, on a plant-wide basis.

 

10.2    Should alayoff become necessary, the layoff will operate in the following manner:  In the affected department(s), theemployee(s) with the least seniority shall be bumped from the department.  Such employee(s) shall have the right tobump other employee(s) in the bargaining unit with less seniority provided theysatisfy the following training performance criteria.

 

a)                        Theemployee shall have a maximum four (4) week training period.  The first week the employee will not begoverned by job efficiencies.  Thesecond week the employee must average 50% of standard or higher. The third weekthe employee must average 75% of standard. The fourth week the employee must average 90% or higher ofstandard.  Failure to satisfy theserequirements constitutes automatic disqualification and the employee shall beplaced on layoff status with no further “bumping” options.

 

b)                       Should anemployee exercise his or her seniority rights bumping to a higherclassification, at the satisfactory completion of the four week training periodthat employee will receive a fifteen ($.15) cent hourly wage increase providedthe increase would not exceed the top rate for that classification.  Should this increase fall below the entryrate of the new classification the employee wage will automatically be that ofthe entry rate.  (Normal periodicincreases will follow.)

 

c)                        **Exempt Jobs.**  Notwithstanding the above, an employee withprior experience on an exempt job may bump into that job providing that theemployee can perform to Company standards immediately, except that thisprovision shall not apply to the classification of Groupleader, which willcontinue to be totally a management prerogative.

 

d)                       Thefollowing jobs are exempt from bumping:

 

Tool and Die

Maintenance

Ringer Timpani

Chime Tuner

Set-Up Operators

Musser TimpaniGroupleaders

 

10.3    **Recall**

 

a)                        Employeesshall be recalled in order of seniority.

 

----

 

b)                       Should anemployee be recalled for a job other than his own he shall be eligible for thefour week training period outlined in Section 10.2 (a) above.  Should the employee disqualify during  training he will be returned to layoff andbe recalled only when his permanent job is open, or in the case of an employeewhose permanent job has been eliminated, only when his seniority qualifies himto be recalled for another job.

 

c)                        Anemployee may, when recalled for a job other than his own, choose one of threeoptions:

 

1)              Accept the jobsubject to satisfying the training procedure.

 

2)              Decline, awaitingthe next call back.

 

3)              Decline, awaitingcall back for his permanent job.

 

10.4    When anemployee is transferred from his permanent job to another on a temporaryassignment, the employee will be paid at the higher rate of pay of the two jobclassifications.

 

10.5    Anemployee who quits or is discharged for cause, or fails to report for workwithin three (3) work days after he is called to work, unless he has beenexcused in writing by the Company’s personnel office, copies of which shall begiven to the Steward, shall lose all seniority and be considered a new employeeif ever re-employed.  All employee callbacks will be via certified mail, return receipt requested to the last addresson file in the personnel office.

 

a)                        Effectivethe date of this Agreement, an employee who is transferred to a job outside thebargaining unit shall retain the seniority he has as of the date he leaves theunit.  If such employee is latertransferred back to a job within the bargaining unit, he may exercise saidseniority.  Employees outside thebargaining unit will retain their accumulated seniority through November 18,1987.

 

b)                       Eachemployee must conduct himself or herself in accordance with the posted rulesand regulations of the Company. Unreasonable absence from an employee’s work position contrary to theorders of his foreman, department head, or stopping work before the warningbell may subject the employee to discipline or discharge.  If an employee is absent three (3) days andhas failed to contact or notify the Company within the three (3) days, theemployee will be dismissed.

 

**LEAVE OFABSENCE**

 

c)                        TheCompany may grant leave of absence on such conditions as it deems necessary,which shall be in writing, copies of which shall be furnished to the Stewardupon proper request.

** **

----

 

**JOBOPPORTUNITIES POSTING**

 

10.6    All jobsother than groupleader status will be posted on all Bulletin Boards for two (2)consecutive working days during the normal work week.  During that time period, all employees shall have the right to bidon all jobs so posted by signing their names on a bidding sheet which shall beposted with the job notice.

 

a)                        Job ordepartment seniority shall be given preference in filling vacancies of apermanent nature or a newly created job, provided that the senior employee iscapable of performing the particular work involved.

 

b)                       Theemployee shall have a maximum four (4) week training period.  The first week the employee will not begoverned by job efficiencies.  Thesecond week the employee must average 50% of standard or higher.  The third week the employee must average 75%of standard.  The fourth week theemployee must average 90% or higher of standard.  Failure to satisfy these requirements constitutes automaticdisqualification and the employee shall return to previous job, forfeitingrights to re-bid on that job one (1) year.

 

c)                        Should anemployee exercising their Bidding rights qualify for a higher payclassification, at the satisfactory completion of the four week training periodthat employee will receive a fifteen ($.15) cent hourly wage increase providedthe increase would not exceed the top rate for that classification.  Should this increase fall below the entryrate of the new classification the employee wage will automatically be that ofthe entry rate. (Normal periodic increases will follow.)

 

d)                       DuringCompany shutdown of the plant and resulting layoffs for the purpose of takinginventory, the Company may select employees to assist in the inventory for aperiod of up to two (2) full work days without regard to the seniorityhereunder of the employees selected. Employees not so selected may take these days as vacation to which theyare entitled under Article VII hereof.

 

e)                        This jobis being posted as a backup job. Employees being accepted for backup jobs will be provided with trainingso they can work on the job.  Whenassistance is required, backup employees will be transferred to the jobrequiring assistance in accordance with the Agreement.  If a vacancy occurs in this jobclassification, the employees who are considered backup employees will havepreference in filling the vacancy in order of seniority.

 

**ARTICLEXI****INSURANCE**

 

11.1    TheCompany agrees to maintain and keep in full force and effect a ComprehensiveMajor Medical Expense Insurance Plan and a Group Life Insurance Plan coveringall employees of the Company who make proper application for coveragethereunder.  The benefits to be providedby such Plans shall be those which were negotiated.  The rights, privileges, benefits, and duties of each coveredemployee shall be subject to all provisions contained in such group contractsand the individual certificate issued thereunder, and the Company assumes noresponsibility thereunder other than the payment of premiums due as hereinafterprovided.

 

a)                        All newemployees hired by the Company shall be required to wait ninety (90) days fromthe date of employment before coverage applies.

 

----

 

b)                       Anyemployee who has been employed by the Company for at least ninety (90) days whowishes to cover dependents must fill out an enrollment application formrequesting Family Plan Coverage.

 

c)                        Theemployee’s weekly contribution for the Comprehensive Major Medical ExpenseInsurance Plan will be as follows:

 

January 1, 2003 $12.00 family, $6.00 employee only

January 1, 2004 $18.00 family, $9.00 employee only

 

d)                       Theemployee’s weekly contribution for Dental Insurance Plan will be as follows:

 

May 1, 2003     $3.65 family, $1.60 employee only

January 1, 2004 $5.29 family, $1.92 employee only

 

**PENSIONPLAN**

 

11.2    EffectiveNovember 23, 1981, all active hourly employees of Ludwig and Musser covered bythis Agreement will participate in Conn-Selmer, Inc. Pension Plan for HourlyEmployees.

 

All contributions to the Plan will be made by the Company.

 

a)                        Forpurposes of determining eligibility for benefits under this Plan, the Companywill recognize up to five (5) years of continuous service with Ludwig or Musserbased on actual hours worked by year during the period of November 23, 1976 toNovember 23, 1981.

 

b)                       EffectiveNovember 23, 1981, the accrued monthly pension benefits due eligible employeesshall be computed by multiplying an eligible employee’s years of BenefitService as defined in the Plan up to a maximum of 40 years by

 

$21.50 per month if the employee’s last working day ison or after January 1, 2003;

 

$22.50 per month if the employee’s last working day ison or after January 1, 2004;

 

The Company will provide the Union with a copy of the Pension Planwhich provides for the various options and requirements.

 

**ARTICLEXII****SEVERANCE**

 

12.1    Ifeconomic or competitive conditions make it necessary to move a part or all of aplant to a new location, the employees affected by the moves shall have thefollowing rights:

 

a)                        Employeeswhose jobs are affected due to job elimination shall be required to exercisetheir option of bidding, bumping, accept layoff or severance pay as provided inthis Agreement.  Employees electing anyof the above options, other than severance pay, forfeit the right to suchseverance pay at the time of such election except as provided for in thisAgreement.

 

----

 

Employees electing any of the above options, otherthan severance pay, forfeit the right to such severance pay at the time of suchelection except as provided for in this Agreement.

 

b)                       Allemployees actively employed at the time of relocation of operations will beeligible for severance pay based on original hire date with Ludwig, Musser, orSelmer.

 

c)                        Activeemployees who are eligible for early retirement may elect their retirement andreceive severance in accordance with this section provided they qualify underthe provisions of the pension plan set forth in Section 11.2 above.

 

d)                       Severancepay for affected employees shall be at the rate of one (1) week’s pay for eachfull year of seniority at the current rate of pay at the time of severance.

 

e)                        Employeesaccepting severance pay shall forfeit all seniority rights at that time,retaining only vested rights, if any, in the pension plan.

 

f)                          Nothingin this Agreement shall restrict the Company’s right to introduce newproduction methods or facilities, to discontinue present jobs, to introduce newengineering changes or methods, to introduce new materials or to substitute newmaterials, to purchase or sub-contract any items.  This Agreement pertains only and specifically to closing a partor all of the plant and relocating it to a new location.

 

**ARTICLEXIII****CHRISTMAS BONUS**

 

13.1    An annualChristmas Bonus will be paid to all hourly employees, based on full years ofservice as of December 31st each year, in accordance with the followingschedule:

 
| **SERVICE**               |   | **BONUS** |   |
|---------------------------|--------|-----------|--------|
| Over 3 months to  5 years |   | $         | 50.00  |   |
| Over 5 years to  10 years |   | $         | 100.00 |   |
| Over 10 years             |   | $         | 200.00 |   |

 

**ARTICLEXIV****JURY DUTY**

 

14.1    TheCompany agrees to pay any employee called for jury duty his or her regularstraight-time hourly rate for an eight hour day less any jury fee he or shereceives for such jury duty during each day he or she is absent from work andin court attendance on official jury duty.

 

**ARTICLEXV****DURATION**

 

15.1    The termof the Agreement shall commence on the 19th day of November 2002 and shall endat 12:01 a.m. on the 20th day of November 2004.  Thereafter, it shall continue in force from year to year unlesseither party hereto shall notify the other in writing at least (60) days priorto the expiration date of the term, or any extended term of the Agreement ofany intention to make changes in or terminate Agreement.

** **

----

 

**SUCCESSORSHIP**

 

15.2    If theownership and/or management of the Employer should change, or if the legalidentity should change, this Agreement will be recognized in its present formby the new party.

 

**NOSTRIKE-NO LOCKOUT**

 

15.3    TheCompany agrees that so long as this Agreement is in effect, there shall be nolockouts.  The closing down of the Plantor any part thereof or curtailing any operations for business reasons shall notbe construed to be a lockout.  TheUnion, its officers, agents, members, and employees covered by this Agreementagree that so long as this Agreement is in effect, there shall be no strikes,sit-downs, stoppage of work, boycott or any unlawful acts that interfere withthe Company’s operations or the production or sale of its products, andfurthermore shall take affirmative action to prevent or stop unauthorizedstrikes by notifying its members that it disavows the strike.  Such affirmative action must be taken by theUnion within five (5) days of any violation of the foregoing by any employee oremployees.  Thereafter, any violation ofthe foregoing provisions may be made the subject of disciplinary action,including discharge, and such action or management’s determination of the factson which such action is based, may not be raised as a grievance under thisAgreement.

 

**PARTIALINVALIDITY OF AGREEMENT**

 

15.4    Anyprovision of the Agreement which conflicts with the provision of a Federal orState Statute, or Executive Order having the effect of law, now in force orhereafter enacted, shall be considered to be automatically modified to suchextent as is necessary to remove such conflict and the fact that any suchprovision as originally written is determined to be invalid shall not affectthe validity of the remainder of this Agreement.

 

----

 

IN WITNESS WHEREOF, the parties hereto set their hands and seals as ofthe 18th day of May, 2004.

 

This is to certify that this Agreement entered into between **MUSSER-TIMPANIDIVISION**, a Division of **CONN-SELMER INC.** and **LOCAL 1027** of the **UNITED BROTHERHOOD OF CARPENTERS ANDJOINERS OF AMERICA** has been acknowledged.

 

 
| **FOR:**                                         |   |
|--------------------------------------------------|--------|
| **CHICAGO  AND NORTHEAST ILLINOIS**              |   |
| **district council of carpenters**               |   |
|                                             |   |
|                                             |   |
| Earl J. Oliver                                   |   |
|                                             |   |
|                                             |   |
| Jeffrey Isaacson                                 |   |
|                                             |   |
|                                             |   |
| **FOR:**                                         |   |
| **musser-timpani division**                      |   |
| Division of Conn-Selmer, Inc.                    |   |
|                                             |   |
| Michelle Hammer, Vice President, Human Resources |   |

 

----

 

2yr. Proposal - 4/16/03

 

Labor Contract SettlementAgreementBetween

 

Musser Division(Division of Conn – Selmer, Inc.)andCarpenter Local 1027Mill-Cabinet-Industrial

 

Affiliate ofChicago and Northeast Illinois DistrictCouncil of Carpenters

 

The Labor Contract between the above named parties, expired on November19, 2002 at 12:01a.m. shall not change except for the following:

 

1.               A two-yearagreement expiring as of 12:01a.m. on Saturday, November 20, 2004.

 

2.               The current(11-19-01) wage rate assigned to each labor grade (A – K) shall be increased byfive cents ($.05).

 

3.               After applicationof the five cent adder to each labor grade, wages of each individual employee(excluding Group Leader premium) will be increased by the following

 
| **2003** |   | **2004** |   |
|----------|--------|----------|--------|
|     |   |     |   |
| 2.25     | %      | 2.00     | %      |

 

Effective on the first Monday following ratificationand thereafter on Monday, November 24, 2003.

 

4.               The monthly pensionbenefit will be increased as follows:

 
| **1/1/03** |   | **1/1/04** |   |
|------------|--------|------------|--------|
| $          | 21.50  |       | $      | 22.50 |   |
|            |        |            |        |  |  |

 

Increase in benefit will be effective on January 1 ofeach of the respective years.

 

5.               The Sickness andAccident benefit will be increased as follows:

 
| **2003** |   | **2004** |   |
|----------|--------|----------|--------|
| $        | 255    |     | $      | 265 |   |
|          |        |          |        |  |  |

** **

Increase in benefit will be effective on January 1 ofeach of the respective years.

 

6.               Group Leaders paywill be increased by $.25 per hour to $.75 per hour.

 

7.               Paragraph 4.5regarding overtime has been changed (see attached paragraph 4.5)

 

----

 

8.               The Bar Finisherclassification will be upgraded from wage rate G to wage rate F.

 

9.               The Kettle FinisherAutomatic will be wage rate B.

 

10            The starting rates willbe increased in paragraph 8.5 (c) to A, B, C, D - $10.00; E, F, G. H -$9.00 andI - $8.00.

 

NOTE:  Items 6,7, 8, 9 and 10 and will be effective on the first Monday following contractratification.

 

11.         The attached Health CarePlan will go into effect on January 1, 2003.

 

12.         The employee weeklycontributions for the Health Care Plan will be as follows:

 
|   |   | **1/01/03** |   | **1/01/04** |   |
|--------|--------|-------------|--------|-------------|--------|
|   |   |        |   |        |   |
| Single |   | $           | 6.00   |        | $      | 9.00 |   |
| Family |   | $           | 12.00  |        | $      | 18.00 |   |

 

13.         The attached Dental CarePlan will go into effect on May 1, 2003

 

14.         The employee weeklycontributions for the Dental Care Plan will be as follows:

 
|   |   | **5/01/03** |   | **1/01/04** |   |
|--------|--------|-------------|--------|-------------|--------|
|   |   |        |   |        |   |
| Single |   | $           | 1.60   |        | $      | 1.92 |   |
| Family |   | $           | 3.65   |        | $      | 5.29 |   |

** **

15.         Basic Life Insurance –Increase Company Paid Life Insurance to $15,000 effective May 1, 2003.

 

16.         Items 2 and 3 ($.05 adderand wage increases) shall be retroactive to November 19, 2002 and shall bepayable for all hours actually worked and/or for paid time off (e.g., holiday,vacation) during the period November 19, 2002 through January 18, 2003.  This retroactive payment shall only applyand be made if there is a unanimous recommendation of the Union and itsbargaining committee.  This retroactivepayment will be made no later than Friday, May 9, 2003.

 

17.         Vacation Payout Option –Employees will have the following three (3) options with regard to vacationpayout:

 

a.               Vacation lump sumpayment – Written request for lump sum payment must be received by no laterthan June 1st of each year for the upcoming vacation year.

b.              Vacation Advances –Employees must submit a written request for a vacation advance two (2) weeksprior to their scheduled vacation in order to insure their check is receivedprior to their vacation.

c.               Vacation payreceived during normal payroll cycle.

d.              Under no circumstancesreceive any advance vacation pay prior to July 1st for the followingvacation year.

 

2

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18.         If the contract isratified, employees not recalled to work on Monday, April 21, 2003 may file forunemployment.  In such case, the Companywill not contest the application.

 

 
| Date:   |   |   |   |
|---------|--------|--------|--------|
|    |   |   |
| Company |   | Union  |
|    |   |   |
|    |   |   |   |
|    |   |   |   |
|    |   |   |   |
|    |   |   |   |
|    |   |   |   |
|         |        |        |        |  |  |

 

3

----

 

**Conn-Selmer,Inc.**

 

**GreatWest Life – Effective 1/1/03**

**PPO –PHCS**

 
| **Major  Medical Benefits:**           |   | **In-Network**                        |      | **Out-of-Network** |   |
|----------------------------------------|--------|---------------------------------------|-----------|--------------------|--------|
| Deductible/Family                      |   | $400 / $800                           |      | $800 / $1,600      |   |
| Co-Insurance Percentage                |   | 80 / 20                               |      | 60 / 40            |   |
| Out-Of-Pocket Max / Family             |   | $2,400 / $4,800                       |      | $4,800 / $9,600    |   |
| **Hospital Adm. Deductible**           |   | **None**                              |      | **$250**           |   |
|                                   |   |                                  |      |               |   |
| **Plan Maximum**                       |   | Unlimited                             |      |               |   |
|                                   |   |                                  |      |               |   |
| **Hospital Benefits:**                 |   |                                  |      |               |   |
| Room and Board                         |   | Major Medical                         |      |               |
| Miscellaneous Charges                  |   | Major Medical                         |      |               |
| Outpatient Sickness                    |   | Major Medical                         |      |               |
| Outpatient Accident                    |   | Major Medical                         |      |               |
|                                   |   |                                  |      |               |   |
| Physician  Benefits:                   |   |                                  |      |               |   |
| Surgical Charges                       |   | Major Medical                         |      |               |
| In-Hospital Visits                     |   | Major Medical                         |      |               |
| Diagnostic X-Ray and Lab               |   | Major Medical                         |      |               |
| Services for Accidents                 |   | $10 co-pay                            |      | Major Medical      |   |
| Office Visits                          |   | $10 co-pay                            |      | Major Medical      |   |
|                                   |   |                                  |      |               |   |
| **Other Benefits:**                    |   |                                  |      |               |   |
| Well Baby/Nursery Charges              |   | Yes / Yes                             |      |               |
| Prescriptions Retail                   |   | $10 G / $15 B / $30 NF  (not <20%) |      |               |
| Mail Order                             |   | $20 G / $30 B / $60 NF  (not <20%) |      |               |
| Mammograms/Pap smears                  |   | $10 co-pay                            |      | Major Medical-DW   |   |
| Pre-admission testing                  |   | $100% - DW                            |      | 60% - DW           |   |
|                                   |   |                                  |      |               |   |
| **Mental/Nervous & Drug/Alcohol:** |   |                                  |      |               |   |
| Impatient/Lifetime – M&N      |   | 50%, 30 day/year: 90  day lifetime    |      |               |
| Outpatient/Annual – M&N (1)   |   | $10 co-Pay                            | 30 visits | Major Medical      |   |
| Impatient/Lifetime – D&A      |   | Included in M&N                   |      |               |
| Outpatient/Annual – D&A (1)   |   | Included in M&N                   |      |               |
|                                        |        |                                       |           |                    |        |  |  |  |

 

----

(1) Stop Loss not applicable to M&N or D&A

 

**Comments/Limitations and SpecialConsiderations:**

•                  Pre-admissionreview and second surgical opinion required or $500 additional deductible.

•                  Confinementbeyond agreed length of stay results in additional $100 deductible.

•                  Pre-surgeryreview and certification required or additional $500 deductible.

•                  Preventive Care:

 
| Routine physicals:                                          |   | Over age 16                  |   | $150 limit per year – in or out of network |
|-------------------------------------------------------------|--------|------------------------------|--------|-------------------------------------------------|
|                                                        |   | Child age 0-5                |   | $100 limit per year – in or out of network |
| Well woman exam:                                            |   | Once/year; deductible waived |
| Pap smear and mammograms:  One/year; deductible waived |
| PSA test for men age > 50: Deductible  waived            |

 

----

 
| **DENTAL PLAN** |                                                  |   | **LIFE INSURANCE PLAN**             |                          |
|-----------------|-------------------------------------------------------|--------|-------------------------------------|-------------------------------|
|            |                                                  |   |
| •          | Deductible - $50/individual: $150/family              |   | •                              | Company provides $15,000.00   |
| •          | Preventive – payable at 100% (deductible waived) |   |                                |                          |
| •          | Basic Procedures –   Payable at 80%         |   | **SICKNESS & ACCIDENT BENEFIT** |                          |
| •          | Major Procedures – Payable at 50%                |   |                                |                          |
| •          | Annual Maximum – $1,000 per person               |   | •                              | Company provided $255.00/week |
| •          | Orthodontia – payable at 50%; lifetime           |   |                                |                          |
|            | maximum $1,000; treatment limited to                  |   |                                |                          |
|            | 19 years of age or younger                            |   |                                |                          |
|                 |                                                       |        |                                     |                               |  |  |

 

 
| ***FLEXIBLE SPENDING ACCOUNTS****   |                                                                                                                                                    |                                    |   |
|-------------------------------------|---------------------------------------------------------------------------------------------------------------------------------------------------------|-----------------------------------------|--------|
|                                |                                                                                                                                                    |                                    |
| *Healthcare  Reimbursement Account* |                                                                                                                                                    | *Dependent  Care Reimbursement Account* |
| •                              | Allows you to use before-tax dollars to pay for  typical out-of-pocket health care expenses such as deductibles, co-payments,  and non-covered expenses |                                    | • | Allows you to use before-tax dollars to pay for  child care or care for an elderly or disabled family member |
|                                |                                                                                                                                                    |                                    |   |   |
| •                              | Up to $2,500 can be contributed                                                                                                                         |                                    | • | Up to $5,000 can be contributed if married |
|                                |                                                                                                                                                    |                                    |   | Up to $2,500 can be contributed if single |
|                                     |                                                                                                                                                         |                                         |        |  |  |

 

IMPORTANT TIPS ABOUT YOUR FLEXIBLE SPENDING ACCOUNTS*

•                  IRS regulationsrequire that any money left in your account after submitting eligible 2003expenses be forfeited.

•                  The depositamount you select will remain in effect during the 2004 plan year and can onlybe changed if there is a change in status.

•                  Pre-taxcontributions reduce your federal income tax as well a your social securitytax.

However, the tax savings usually more than offset thisreduction.

•                  You may spendyour total annual allocation as quickly as your eligible expenses allow you todo so, i.e., if there is not enough money in your account, the Company willadvance your account money to a maximum of your annual allocation.

** **

----

 

**JobDescriptionIdentification**

 

Date:  November14, 2002

 

**JobTitle:****                   **BarFinisher

 

**PrimaryFunction:****                                          **Deburr,chamfer, sand and finish parts and Bars (Notes)

 

**Working Procedure:**

 

Operator to set up and operate Timesaver and various machines to finishparts and Bars to specification. Operator must visually inspect work as it is being performed and makevarious equipment adjustments to ensure the highest quality finish.  Must be able to work from oral and writteninstructions.  Physical effort requiredup to (60) lbs required.

May be called upon to perform other duties as production demands.  Must follow and use safety procedures anddevices as provided by company.

 

**Tools and Equipment:**

Timesaver and various sanding machines, safety glasses and shields, variousfixtures, gloves, sanding belts, polishing wheels and charts.

 

 

*Company proposed that this job be aGroup B and that it be exempt from bumping. (Artcle X, 10.2 (d))*

 
|   | */s/ Robert Doebel* |   |
|--------|---------------------|--------|
|   | *10/29/02*          |   |

 

1

----

 

**JobDescriptionIdentification**

** **

Date:  October24, 2002

 

**JobTitle:****                   **TimpaniKettle Finisher-Automatic.

 

**PrimaryFunction:****                                          **Sand,buff and polish Timpani Drum Kettles.

 

**Working Procedure:**

 

Operator to set up and operate Automatic Polishing machine to sand,polish and buff kettle to a high finish. Operator must visually inspect work as it is being performed and makevarious program and equipment changes to ensure the highest quality kettlefinish.

Must be able to work from oral and detailed written instructions.  Physical effort required up to (60) lbsrequired.  The knowledge of basiccomputer skills to operate and modify various polishing programs is required.

May be called upon to perform other duties during automatic polishcycle as production requirements demand. Must follow and use safety procedures and devices as provided bycompany.

 

**Tools and Equipment:**

Safety glasses and shields, various fixtures, gloves, sanding belts,polishing and buffing wheels, polishing compounds.

 

1

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