**Exhibit 10.14**

 

JOS. A. BANK CLOTHIERS

 

COLLECTIVE BARGAINING

AGREEMENT

 

Baltimore Regional Joint Board

UNITE

 

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**AGREEMENT dated March 1,2003 by and between**

 

 

**Joseph A. Bank Mfg. Co., Inc.(Hampstead Distribution**

 

**Center & HampsteadNational Tailoring Service)**

 

**And**

 

**Baltimore Regional Joint Board,UNITE**

 

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**TABLE OR CONTENTS**

 
|                                                                   | **Page** |
|------------------------------------------------------------------------|----------|
| ** **                                                             |     |
| **ARTICLE I—Coverage**                                       | 1        |
|                                                                   |     |
| **ARTICLE II – Union Recognition**                           | 1        |
|                                                                   |     |
| **ARTICLE III – Union Security**                             | 2        |
|                                                                   |     |
| **ARTICLE IV – Wages**                                       | 3        |
|                                                                   |     |
| **ARTICLE V – Reporting Pay**                                | 4        |
|                                                                   |     |
| **ARTICLE VI – Hours of Work**                               | 4        |
|                                                                   |     |
| **ARTICLE VII – Equipment Breakdown Time and  Working Time** | 6        |
|                                                                   |     |
| **ARTICLE VIII – Vacations**                                 | 6        |
|                                                                   |     |
| **ARTICLE IX – Holidays**                                    | 15       |
|                                                                   |     |
| **ARTICLE X – Bereavement Pay**                              | 17       |
|                                                                   |     |
| **ARTICLE XI – Equal Division of Work**                      | 18       |
|                                                                   |     |
| **ARTICLE XII – Payment of Wages and Checkoff**              | 19       |
|                                                                   |     |
| **ARTICLE XIII – Insurance**                                 | 19       |
|                                                                   |     |
| **ARTICLE XIV – Pensions**                                   | 20       |
|                                                                   |     |
| **ARTICLE XV – Health and Welfare Fund**                     | 20       |
|                                                                   |     |
| **ARTICLE XVI – Military Service**                           | 20       |
|                                                                   |     |
| **ARTICLE XVII – Discharges and Discipline**                 | 21       |
|                                                                   |     |
| **ARTICLE XVIII – Grievance and Arbitration  Procedure**     | 21       |
|                                                                   |     |
| **ARTICLE XIX – Civil Rights**                               | 23       |
|                                                                   |     |
| **ARTICLE XX – Strikes, Stoppages and  Lockouts**       | 24       |

 

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| **ARTICLE XXI – Leave of Absence**                                 | 25     |
|------------------------------------------------------------------------------|--------|
|                                                                         |   |
| **ARTICLE XXII – More Favorable Practices**                        | 27     |
|                                                                         |   |
| **ARTICLE XXIII – Jury Duty**                                      | 27     |
|                                                                         |   |
| **ARTICLE XXIV – Technological Change**                            | 28     |
|                                                                         |   |
| **ARTICLE XXV – Separability**                                     | 30     |
|                                                                         |   |
| **ARTICLE XXVI – Voluntary Checkoff for  Political Contributions** | 30     |
|                                                                         |   |
| **ARTICLE XXVII – Safety and Health Study  Committee**             | 30     |
|                                                                         |   |
| **ARTICLE XXVIII – Federal Funds**                                 | 31     |
|                                                                         |   |
| **ARTICLE XXIX – Sub Program**                                     | 31     |
|                                                                         |   |
| **ARTICLE XXX – Organizational Hiring**                            | 31     |
|                                                                         |   |
| **ARTICLE XXXI – Personal Days Off Without  Pay**                  | 32     |
|                                                                         |   |
| **ARTICLE XXXII – Successors and Assigns**                         | 33     |
|                                                                         |   |
| **ARTICLE XXXII – Term of Agreement**                              | 33     |

 

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**AGREEMENT dated March 1, 2003 by and between Joseph A. Bank Mfg.Co., Inc. (hereinafter referred to as the “Employer”) and the BALTIMOREREGIONAL JOINT BOARD, UNITE, an unincorporated association (hereinaftercollectively referred To as the “Union”), for and in behalf of itself and theemployees now employed, or hereafter to be employed by the Employer at itsHampstead, Maryland, Distribution Center and National Tailoring Service branch.**

 

**In consideration of the mutual covenants, promises and agreementsherein Contained, the parties hereto agree as follows:**

 

**ARTICLE I**

 

**COVERAGE:**

 

**A.****                                   ****The term “Employees” as used inthis Agreement shall include all Employees of the Employer’s Hampstead,Maryland, Distribution Center and Hampstead Maryland, National TailoringService branch, except executive, administrative, office Clericals, supervisorsand guards as defined in the National Labor Relations Act. This Collectivebargaining agreement is gender neutral, and wherever the pronouns “he” or “his”are used in the interests of brevity, they are intended to mean femaleemployees as well.**

 

**ARTICLE II**

 

**UNION RECOGNITION:**

 

**A.****                                   ****The Employer recognizes the Unionas the exclusive collective bargaining Agent for the employees in thebargaining unit described above with reference to wages, hours and workingconditions.**

 

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**B.****                                   ****The Employer shall recognize anddeal with such representatives of the Employees as the Union may elect orappoint and shall permit such representatives elected or appointed by the Unionto visit its Hampstead Distribution Center and Hampstead NTS at any time duringworking hours in accordance with existing rules.**

 

**C.****                                   ****The Employer agrees to makeavailable to the Union such payroll and production records as the Union may reasonablyrequire as the collective bargaining agent and/or contracting party hereunder.**

 

**ARTICLE III**

 

**UNION SECURITY:**

 

**A.****                                   ****In the manner and to the extentpermitted by law, membership in the Union on completion of the trial period ofeach employee or on and after the 30th day following execution ofthis Agreement, whichever is later, shall be required as a condition of continuedemployment of each employee. In the event that the trial period is less than thirty(30) days, membership in the Union shall not be required until thirty (30) daysafter date of employment. All employees who are now members or hereafter becomemembers of the Union shall, as a condition of continued employment, remainmembers in good standing during the term of this Agreement.**

 

**B.****                                   ****Trial Period:  Hampstead Distribution Center and HampsteadNTS; All new Experienced employees shall have a trial period of two (2) weeks.All new inexperienced Employees shall have a trial period of two (2) weeks.All new inexperienced employees shall have a trial period of ninety (90) days.**

 

**It is agreed that the Employer shall pay to an employee who hascompleted his probationary period indicated in the collective bargainingagreement at least twenty-five (25) cents an hour above the then existingFederal or State minimum wage whichever is**

 

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**higher. This provision is not to substitute for or supersede higherstraight-time hourly rates and incentive base rates, if any exist.**

 

**ARTICLE IV**

 

**WAGES:**

 

**1.****                                     ****Effective March 1, 2003, theEmployer shall grant a wage increase of $1.00 per hour to all employees in thebargaining unit.**

 

**2.****                                     ****Effective March 1, 2004, theEmployer shall grant a wage increase of 50 cents per hour to all employees inthe bargaining unit.**

 

**3.****                                     ****Effective March 1, 2005, theEmployer shall grant a wage increase of 50 cents per hour to all employees inthe bargaining unit.**

 

**4.****                                     ****If an employee is temporarilytransferred from one job to another at the Request of the Employer, he shall,while working on the job to which he has been Transferred, be paid (a) ifan hourly paid employee, his regular hourly straight-time rate to payprevailing at the time of the transfer or the hourly straight-time rate of thejob to which he is transferred, whichever shall be higher; or (b) if anincentive paid employee, his regular straight time hourly incentive rate* orthe hourly straight-time base rate for the job to which he is transferred,whichever shall be higher.**

 

**5.****                                     ****For all employees hired on andafter March 1, 2003, the minimum starting rate shall be $9.00 per hour.**

 

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**.* An incentive employee’s regular straight-time hourly incentive rateis the employee’s average straight-time hourly earnings for the first thirteen(13) weeks of the calendar year, effective July 4 of each year.**

 

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**ARTICLE V**

 

**REPORTING PAY:**

 

**Employees who report for work at their regular starting time, or atsuch hour Designated by the Employer, shall be paid their regular straight-timehourly incentive rate, or regular, whichever is applicable, straight-timehourly rate of pay for all work performed between the hour they report for workand the hour that they are dismissed, but in no event shall they be paid lessthan six (6) hours, or four (4) hours on Saturday. This clause shallnot apply in the event of power failure, fire, or other cause over which TheEmployer has no control. In the case of the first five (5) hours of callin pay, failure Of other employees to report for work shall be considered causeover which the Employer has no control only if an emergency arises which itcould not foresee and it had taken adequate steps to train and provide reliefworkers. Excessive absenteeism shall relieve the Employer of the obligation topay the sixth hour of call in pay.**

 

**ARTICLE VI**

 

**HOURS OF WORK:**

 

**1.****                                     ****Regular Work Week:  The regular hours of work for all employees may beeight (8) hours in any one day, from Monday to Friday inclusive. The timewhen work shall begin and end each day shall be agreed upon by the Employer andthe Union.**

 

**2.****                                     ****Overtime:  Time and one-half shall be paid for all workoutside the regular daily hours. As long as the regular work week shall be fromMonday to Friday inclusive, time and one-half shall be paid for all workperformed on Saturdays and double time for work performed on Sundayirrespective of the number of hours worked during the week.**

 

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**In the event the Employer deems it necessary for business reasons toinstitute a multi-shift operation during the regular work week Monday throughFriday, inclusive, it will give the Union no less than thirty (30) days noticeof such intention, and the parties shall meet promptly for the purpose ofnegotiating a shift premium(s).**

 

**3.****                                     ****In the event the Employer deemsit necessary for business reasons to adopt a seven day operation, Saturday and/orSunday will become part of a regular five day work week for thoseemployees scheduled regularly to work either or both of those days and Saturdayand Sunday premium pay will not be applicable to those employees so scheduled.**

 

**It is further understood, however, that premium pay of time andone-half for Saturday work and double time for Sunday work, whichever isappropriate, will continue to be applicable to those employees for whomSaturday or Sunday work constitutes a sixth or seventh consecutive work day.**

 

**4.****                                     ****No work shall be performed on adesignated holiday except by mutual agreement of the parties, and, if agreedupon, at double time. Overtime pay for work on a designated holiday shall be inaddition to holiday pay to which the employee is entitled pursuant to theprovisions hereinafter set forth in HOLIDAYS, Article IX, Sections B1 or B2,whichever is applicable.**

 

**5.****                                     ****Notice of Overtime:  The Employer agrees to give reasonable noticeto the Employees and the appropriate union shop committee representative whenovertime is to be worked.**

 

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**ARTICLE VII**

 

**EQUIPMENT BREADDOWN TIME AND WAITING TIME:**

 

**An employee paid on an incentive basis who is required to wait for workdue to equipment breakdown beyond his control shall be compensated at hisstraight-time hourly incentive rate for all such waiting time in excel offifteen (15) minutes per day. An employee paid on an incentive basis who isrequired to wait for work due to cause beyond his control other than forequipment breakdown shall be compensated at his straight-time hourly incentiverate for all such waiting time in excess of thirty (30) minutes per day. However,in no event will the combined unpaid equipment down time and waiting timeexceed thirty minutes per day. Any employee who finds it necessary to wait forwork shall, on each separate occasion, notify his immediate supervisor both atthe beginning and end of such waiting period. Payment for waiting time shallcover only such time as follows such notification. The Employer may transfersuch employees to other equipment during equipment down time, in the samedepartment or to another department if the employee is qualified to perform therequired work, and the employee will be paid his straight-time hourly incentiverate.**

 

**ARTICLE VIII**

 

**VACATIONS:**

 

**I.****                                        ****Hampstead Distribution Center**

 

**A.****                                   ****Vacation Period. It is mutuallyagreed that there shall be the following vacation periods for the HampsteadDistribution Center employees entitled to vacation pay as hereinafter provided.**

 

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**1.****                                     ****Unless changed by mutualagreement between the Employer and the Union, the Summer Vacation Period shallbe June 1 through August 31. There shall be no shut down ofDistribution Center operations for the purpose of observing summer vacations. SummerVacations shall be scheduled individually with due regard to seniority andsubject to the approval of the Employer based upon business needs.**

 

**2.****                                     ****The Christmas Vacation Periodshall be between Christmas Day and New Year’s Day of each year.**

 

**3.****                                     ****Fourth and fifth weeks ofvacation for Hampstead Distribution employees:**

 

**(a)****                                 ****Any Hampstead Distributionemployee with 20 years but less than 25 years of employment with the Employeris entitled to a fourth (4th) week of paid vacation.**

 

**(b)****                                 ****Any Hampstead Distributionemployee with 25 or more year of employment with the Employer is entitled to afifth (5th) week of paid vacation.**

 

**(c)****                                 ****Fourth (4th) and fifth(5th) weeks of paid vacation shall be taken during the ensuingtwelve (12) month period following the date on which the employee reaches hisor her qualifying anniversary date of employment.**

 

**(d)****                                 ****The schedule of 4thand 5th week vacations shall be fixed by mutual agreement with theUnion in accordance with the needs of business. Individual employees may bidfor an available week(s) in order of seniority or such other rational system asmutually agreed to with the Union. If mutually agreed to with the Union, anemployee may elect to work during the employee’s week(s) of vacation atstraight time in addition**

 

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**to vacation pay. The amount of time off and pay shall be the same asthe preceding Winter Vacation.**

 

**4.****                                     ****In the event that a paid holidayfalls within the employee’s vacation, Hampstead Distribution Center employeesentitled to holiday pay shall be entitled to such holiday pay in addition tovacation pay hereinafter provided.**

 

**B.****                                   ****Eligibility and Pay for HampsteadDistribution Center Employees Employed Prior to October 1, 1985:**

 

**1.****                                     ****For the Summer Vacation:**

 

**(a)****                                 ****All employees who have been onthe payroll of the Employer for at least six (6) months prior to thecommencement of the Summer Vacation period and, except as hereinafter provided,who are on such payroll at the commencement of the Summer Vacation Period areeligible for a paid vacation.**

 

**(b)****                                 ****The amount of each employee’svacation pay for Summer Vacation shall be determined in the manner set forth inthis subparagraph. If the employee has been on the payroll of the Employer:**

 

**(i)****                                   ****Six (6) months but less thannine (9) months, he shall receive one-half of one week’s pay,**

 

**(ii)****                               ****Nine (9) months but lessthan one (1) year, he shall receive three-fourths of one week’s pay,**

 

**(iii)****                           ****One year or more, he shall receivetwo (2) week’s pay.**

 

**(c)****                                 ****(i)****                                   ****First Week:  One week’s pay shall be forth (40) times the employee’sregular straight-time hourly incentive rate if an incentive paid employee scheduledto work forth (40) hours per week, or (40) times the employee’s straight-time**

 

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**hourly rate if so compensated. The full amount of the wage increasesscheduled to be paid on March 1, 2004 and March 1, 2005 shall beincluded as applicable.**

 

**(ii)****                               ****Second Week:  An eligible employee who has worked not less than1000 hours in the 12 months beginning June 1st in the previouscalendar year and ending May 31st in the current vacation yearshall receive for his second week’s vacation pay the same amount as theemployee’s vacation pay for the first week.**

 

**(d)****                                 ****For those eligible HampsteadDistribution Center employees regularly scheduled to work less than eight (8) hoursdaily, one week’s vacation pay shall consist of their regular straight-timehourly incentive rate or regular straight-time hourly rate of pay, whichever isapplicable, times the average weekly hours they were scheduled to work duringthe twelve (12) months beginning June 1st in the previouscalendar year and ending May 31st in the current vacation year.**

 

**(e)****                                 ****For those eligible employees whoworked less than 1000 hours during the entire aforesaid twelve (12) monthsperiod, the second week’s vacation pay shall be two and one-half percent (2 1⁄2%)of the employee’s straight-time earnings for up to forty (40) hours per week inthe twelve (12) months beginning June 1st in the previous calendaryear and ending May 31st in the current vacation year.**

 

**2.****                                     ****For the Christmas VacationPeriod:**

 

**(a)****                                 ****All Hampstead Distribution Centeremployees who have been on the payroll of the Employer one year or more priorto December 1st and, except as hereinafter provided, who are onsuch payroll at the commencement of the Christmas Vacation Period are eligiblefor a paid Christmas vacation.**

 

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**(b)****                                 ****The amount of each employee’svacation pay for the Christmas Vacation Period shall be determined in themanner set forth in the following subparagraphs;**

 

**(i)****                                   ****An employee who has worked notless than 1000 hours in the entire aforesaid twelve (12) months period, shallreceive 40 times his regular straight time hourly incentive rate or forty (40)times his straight-time hourly rate, whichever is applicable, adjusted bythree-quarters of the wage increases scheduled to be paid pursuant to Article IVhereof, as applicable.**

 

**(ii)****                               ****An employee who worked less than1000 hours in the entire**

 

**aforesaid twelve (12) months period shall receive one week’s vacationfor up to forty (40) hours calculated on the basis of two and one-half percent(2 1⁄2%) of his straight time earnings in the twelve (12) months beginning December 1stin the previous calendar year and ending November 30th in thecurrent vacation year.**

 

**C.****                                   ****Eligibility for HampsteadDistribution Center Employees Employed After October 1, 1985:**

 

**Each employee hired by the Employer on or after October 1, 1985shall receive Vacation pay in accordance with the following requirements:**

 

**(i)****                                   ****On completion of 1 year ofservice, 1 week vacation at the next ensuing regularly scheduled vacationperiod (either winter or summer, whichever comes first).**

 

**(ii)****                               ****On completion of 2 years ofservice, 2 weeks of summer vacation except that an employee who first becomeseligible for two weeks of vacation prior to the**

 

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**winter vacation shall receive one week of winter vacation and one weekof summer vacation.**

 

**(iii)****                           ****On completion of 3 years ofservice, 2 weeks of summer vacation and 1 week of winter vacation.**

 

**II.****                                    ****Hampstead National TailoringService Employees**

 

**A.****                                   ****Vacation Period**

 

**It is mutually agreed that there shall be the following vacationperiods for Hampstead National Tailoring Service employees entitled to vacationpay as hereinafter provided.**

 

**1.****                                     ****The Summer Vacation Period shallbe July 15 through September 15 of each calendar year.**

 

**2.****                                     ****The Winter Vacation Period shallbe January 15 through March 15 of each calendar year.**

 

**3.****                                     ****If mutually agreed to with theUnion, an employee may elect to work during the employee’s vacation weekat his/her straight-time hourly rate in addition to vacation pay. The amount oftime off and pay shall be the same as that to which the employee was entitledduring the immediately preceding vacation period.**

 

**B.****                                   ****Eligibility and Pay for HampsteadNational Tailoring Service Employees**

 

**1.****                                     ****Hampstead NTS employees shall beentitled to receive paid vacations in accordance with the following schedule:**

 
| **Length of Service** | ** ** | **Vacation Entitlement**                  |
|---------------------------------|------------|------------------------------------------------|
|                            |       |                                           |   |   |
| **a)**                          | ** ** | **One (1) year but less than two (2)**    | ** ** | **One (1) week’s vacation with pay** |
|                            |       |                                           |   |   |
| **b)**                          | ** ** | **Two (2) years but less than three (3)** | ** ** | **Two (2) weeks’ vacation with pay** |

 

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| **c)** |   | **Three (3) years but less than twenty (20)**   |   | **Three (3) weeks vacation with pay**   |
|--------|--------|------------------------------------------------------|--------|----------------------------------------------|
|   |   |                                                 |   |                                         |
| **d)** |   | **Twenty (20) years but less than twenty-five (25)** |   | **Four (4) weeks of vacation with pay** |
|   |   |                                                 |   |                                         |
| **e)** |   | **Twenty-five (25) years or more**                   |   | **Five (5) weeks of vacation with pay** |

 

**f)****                                       ****One (1) week’s vacation payfor eligible employees who worked not less than 1000 hours in the 12 monthspreceding their vacation shall consist of forty (40) times the employee’s thencurrent regular straight-time hourly rate of pay.**

 

**g)****                                    ****For eligible employees who workedless than 1000 hours in the twelve (12) month period preceding their vacation,one (1) week’s vacation pay shall be two and one half percent (2 1⁄2%) oftheir straight time earnings in the preceding twelve (12) months.**

 

**h)****                                    ****Employees entitled to more thanone (1) week’s vacation with pay may schedule up to two (2) weeksduring either of the Winter or Summer vacation periods.**

 

**i)****                                       ****All scheduled vacations aresubject to approval of the Employer based upon business needs.**

 

**j)****                                       ****Where a dispute arises betweentwo (2) or more employees seeking to schedule the same vacationperiod, preference shall be determined by order of seniority.**

 

**III.****                                ****General Vacation Conditions:**

 

**1.****                                     ****In the event a paid holiday fallswithin an employee’s vacation, if the employee is entitled to holiday pay, heshall receive such holiday pay in addition to vacation pay.**

 

**2.****                                     ****An employee otherwise eligiblefor a paid vacation shall not be deemed ineligible because of the fact that heis temporarily laid off or ill at the commencement of the vacation period. TheArbitrator is expressly empowered to determine, in accordance**

 

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**with the arbitration procedure provided in this Agreement, whether anemployee discharged prior to the commencement of a vacation period but otherwiseeligible for a paid vacation, shall be entitled to vacation pay.**

 

**3.****                                     ****An employee who has been in the employof the Employer a sufficient length of time to have earned a paid vacation aherein set forth but whose employment has been terminated because oftermination of business shall be entitled to vacation pay pro-rated as of thedate of termination of employment.**

 

**4.****                                     ****Vacation pay as hereinaboveprovided shall be paid on the pay day immediately preceding the applicablevacation period.**

 

**5.****                                     ****Where an employee has beenpermanently and formally scheduled to work less than the regular work week forhis operation the work eligibility and vacation pay for such employee shall beadjusted pro-rata.**

 

**6.****                                     ****Retired and Permanently DisabledEmployees:**

 

**Employees who, during any vacation year, retire or receive Federal OldAge Social Security Retirement Benefits, or become totally and permanentlydisabled so as to become eligible for an subsequently receive disabilityinsurance benefits pursuant to the Social Security Act, as amended, shallreceive pro-rata vacation pay for any untaken vacation for which they wereeligible. The vacation pay herein provided shall be paid upon presentation tothe Employer of proof of retirement or the Certificate of Award issued by theSocial Security Administration, as appropriate.**

 

**7.****                                     ****Anything to the contrarynotwithstanding contained in this Article VIII, the Union shall have theright to present to the Employer the question of vacation pay for the Christmasvacation period on behalf of a Hampstead Distribution Center Employee who doesnot qualify for same because he was employed after December 1st  but**

 

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**prior to Christmas Day during the previous calendar year. If agreementbetween the Union and the Employer is not reached, the Arbitrator is expresslyempowered to settle said matter.**

 

**8.****                                     ****For the purpose of Sections I. Band C and II. A, above, an employee who has completed a probationary periodwith a prior employer in contractual relationship with the Union and who hasbeen unemployed because of layoff or plant closing and is reemployed in thesame local market within one year of loss of employment shall receive creditfor each year of employment with the prior employer.**

 

**9.****                                     ****Employees entitled to a fourth (4th)week or fifth (5th) week of vacation may take such weeks one (1) dayat a time subject to:**

 

**(a)****                                 ****Mutual agreement between theemployee and his supervisor on the vacation day to be taken. The Company’sagreement will not be unreasonably withheld.**

 

**(b)****                                 ****Where more than one (1) employeeseeks to take the same vacation day off, the Company shall have the right tolimit the number of employees permitted off in order not to interfere with theproduction process.**

 

**(c )****                              ****Where more than one employeeseeks the same vacation day off and production requirements will not so permit,the choice shall  be made by seniority.**

 

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**ARTICLE IX**

 

**HOLIDAYS:**

 

**A.****                                   ****1.****                                     ****All employees shall be entitledto the following eleven (11) holidays with pay subject to paragraph E:**

 

**New Years Day;  NationalObservance of Martin Luther King, Jr.’s Birthday;**

**Good Friday; Easter Monday; Memorial Day; Independence Day; Labor Day; ThanksgivingDay; Friday After Thanksgiving Day; Last Weekday Prior to the Commencement ofChristmas Vacation; Christmas Day.**

 

**The Employer and the Union may substitute two other holidays forthose listed above, by mutual agreement. In that regard, the Employer and theUnion are mutually agreed that for Hampstead NTS employees, Christmas Eve shallbe substituted for the Last Weekday prior to the commencement of theirChristmas Vacation.**

 

**Should any of the above holidays fall on Sunday, the day celebrated assuch shall be considered the holiday.**

 

**2.****                                     ****All such holidays shall be paidfor irrespective of the day of the week on which the holiday falls.**

 

**3.****                                     ****In the event of back-to-back paidholidays, if a worker is absent without reasonable excuse, either the daybefore or the day after the paid holiday, he shall lose only one holiday’s pay.**

 

**B.****                                   ****The pay for each holiday shallbe:**

 

**1.****                                     ****For Hampstead Distribution Centeremployees regularly scheduled to work forty (40) or more hours per week, eighttimes their regular straight-time hourly incentive rate or regularstraight-time hourly rate of pay, whichever is applicable. For**

 

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**those Hampstead Distribution Center employees regularly scheduled to workless than eight (8) hours daily, their regular straight-time hourlyincentive rate or regular straight time hourly rate of pay, whichever isapplicable, times the daily hours they are regularly scheduled to work.**

 

**2.****                                     ****For Hampstead NTS employees eight(8) times the employee’s then current straight-time hourly rate of pay.**

 

**C.****                                   ****Any employee who, withoutreasonable excuse is, absent from work or who does not work all his scheduledhours on the work day before or the work day after a holiday shall not beentitled to holiday pay. Reasonable excuse shall be limited to the following:**

 

**1.****                                     ****Illness of the employee;**

 

**2.****                                     ****Death in the immediate family ofemployee;**

 

**3.****                                     ****Lack of work for the employee.**

 

**D.****                                   ****Notwithstanding the provisions ofthis Article IX, it is understood that holiday pay shall not be paid anyemployees of the Employer’s Hampstead Distribution Center or Hampstead NTS,whichever is applicable, if such operation is shutdown for five (5) consecutiveweeks as follows:**

 

**1.****                                     ****The entire two (2) weeksimmediately preceding the week in which such paid holiday occurs; and**

 

**2.****                                     ****The entire week during which suchpaid holiday occurs; and**

 

**3.****                                     ****The entire two (2) weeksimmediately following the week in which such paid holiday occurs.**

 

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**E.****                                     ****Trial Period, InterveningHolidays:  If a holiday falls within theinitial Trial period, the employee shall receive his holiday pay on the firstfull pay period following the successful completion of the trial period. If theemployee does not complete the initial trial period for any reason no holidaypay is payable. This paragraph shall not apply to employees who have completedtheir initial trial period with any employer in contractual relations with theUnion.**

 

**ARTICLE X**

 

**BEREAVEMENT PAY:**

 

**A.****                                   ****An employee who has been on thepayroll of the Employer for six (6) months or more shall be grantedbereavement pay in the event of a death in his immediate family.**

 

**B.****                                   ****The immediate family is definedas father, mother, sister, brother, spouse, children, mother-in-law,daughter-in-law, son-in-law, grandmother, grandfather and grandchildren.**

 

**C.****                                   ****Bereavement pay shall be paid forthe day before, the day of and the day following the funeral when these daysfall on days the employee would otherwise have worked. In the event that thedeath occurs outside the United States and notice thereof does not reach theemployee until after the funeral, bereavement pay shall be paid for the three (3) daysfollowing receipt of notice provided that such days are days on which the employeewould otherwise have worked.**

 

**D.****                                   ****For each day of bereavementleave, pay shall be calculated for Hampstead Distribution Center employeesscheduled to work forty (40) hours per week at the rate of eight (8) timesthe employee’s regular straight-time hourly incentive rate if an**

 

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**incentive paid employee, or eight (8) times the employee’s regularstraight-time hourly rate if paid on that basis. Distribution Center employeesscheduled to work less than eight (8) hours daily shall for each day ofbereavement leave receive their regular straight-time hourly incentive rate orregular straight-time hourly rate of pay, whichever is applicable, times thedaily hours they are regularly scheduled to work. Hampstead NTS employees shallreceive eight (8) times their regular straight-time hourly rate of pay foreach day of bereavement leave.**

 

**E.****                                     ****No bereavement pay will begranted unless the employee notifies the employer and requests leave. At itsdiscretion, the Employer may require evidence of death and kinship.**

 

**ARTICLE XI**

 

**EQUAL DIVISION OF WORK:**

 

**During any slack season or whenever there is insufficient work, theavailable work shall be divided, insofar as is practicable, equally among allregular employees of the Employer in order that continuity of employment may bemaintained unless the Employer and the Union shall mutually agree upon alay-off and the conditions Applicable thereto.**

 

**It is understood that this clause has been mutually interpreted toprovide for Seniority of the employee as the basis for layoff.**

 

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**ARTICLE XII**

 

**PAYMENT OF WAGES AND CHECKOFF:**

 

**A.****                                   ****The Employer agrees to pay itsemployees on a prescribed day in each week.**

 

**B.****                                   ****The Employer shall deduct fromthe wages of its employees upon written authorization of the employees, uniondues, initiation fees and assessments. The amounts deducted pursuant to suchauthorization shall be transmitted at intervals to the properly designatedofficial of the Union, together with a list of names of the employees from whomthe deductions were made on forms to be provided by the Union. Sums deducted bythe Employer as union dues, initiation fees or assessments shall be kept separateand apart from general funds of the Employer and shall be deemed trustfunds. The above mentioned monies are to be paid to the Baltimore RegionalJoint Board, UNITE, immediately after it is collected at least once a month.**

 

**ARTICLE XIII**

 

**INSURANCE:**

 

**The Employer will continue the existing Amalgamated Cotton Garment and AlliedIndustries Fund (social insurance) program and adopt any adjustments in premiumcost  negotiated between the CMA andUNITE during their next negotiations that as of their effective date or dateswould fall due during the life of this collective bargaining agreement.**

 

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**ARTICLE XIV**

 

**PENSION**

 

**The monthly benefit under the pension plan shall, effective March 1,2005, be increased to $9.25 per year for each year of benefit servicesubsequent to March 1, 2005.**

 

**ARTICLE XV**

 

**HEALTH AND WELFARE FUND:**

 

**The Employer agrees to contribute sums of money equal to two (2) percentof its payroll to the Baltimore Regional Joint Board, UNITE, Union Health andWelfare Fund, to be used to provide health and welfare benefits to the members.The terms and provisions of Exhibit I attached hereto being specificallyincorporated herein by reference.**

 

**ARTICLE XVI**

 

**MILITARY SERVICE:**

 

**In the event that an employee enlists or is conscripted into the ArmedForces of the United States of America or is called into service as a member ofthe National Guard or Army, Navy, Air Force or Marine Corps Reserves, he shall,upon discharge from service be reinstated with all his rights and privilegesenjoyed by him at the time he entered service; provided, that he shall requestreinstatement within the period fixed by law and provided that the Employershall have the right to discharge any person whom it hired by reason of theentry into military service of the person to be reinstated.**

 

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**ARTICLE XVII**

 

**DISCHARGES AND DISCIPLINE:**

 

**A.****                                   ****No employee covered by thisAgreement shall be discharged without just cause. The Union shall present allcomplaints of discharge without  justcause to the Employer within seven (7) days after the discharge. If thecomplaint cannot be adjusted by mutual consent, it shall be submitted to theArbitrator hereinafter designated in this Agreement for determination pursuantto the procedure provided. The Arbitrator shall issue his decision and awardwithin seven (7) days from the conclusion of the hearing of the dischargein dispute. If the Arbitrator finds that the employee was discharged withoutjust cause, he shall order reinstatement and may require the payment ofback pay in such amount as, in his judgment, the circumstances warrant. Thisparagraph shall not apply to an employee during his trial period.**

 

**B.****                                   ****In the manner and to the extentpermitted by law, it shall not be a violation of this Agreement nor grounds fordischarge, discipline or permanent replacement for employees covered by thisAgreement to refuse voluntarily to cross a lawful picket line.**

 

**ARTICLE XVIII**

 

**GRIEVANCE AND ARBITRATION PROCEDURE:**

 

**A.****                                   ****Any complaint, grievance ordispute arising under, out of or relating directly or indirectly to theprovisions of this Agreement between the Union or any employees and theEmployer, or the interpretation or performance thereof, shall, in the firstinstance be taken up for adjustment by a representative of the Union and arepresentative of the Employer. Any and all matters in dispute, including a disputeconcerning the**

 

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**interpretation or application of the arbitration provision, which havenot been adjusted pursuant to the procedure therein provided shall be referredfor arbitration and final determination to the Arbitrator herein designated,and his decision or award shall be final, conclusive and binding on allparties; and the parties hereby stipulate and consent that the Arbitrator may makefindings, decisions and awards which may be enforced by appropriatejudgment thereon to be entered in a Court of Law or Equity.**

 

**Any grievance which is submitted to arbitration shall be heard by one of the members of a panel of threearbitrators, shall be Jerome H. Ross, Charles Feigenbaum, and Joseph M.Sharnoff. These arbitrators shall hear grievances on a rotating basis in orderset forth above, provided that if the arbitrator whose turn it is to hear agrievance cannot meet the timetable set forth herein, the next availablearbitrator shall hear the case and the rotation shall continue from there. Ifnone of the arbitrators can hear the case within said timetable, then thearbitrator who can hear it first will be utilized and the rotation willcontinue from there.**

 

**Hearings shall be held no later than fifteen calendar days after thearbitrator has received his assignment at a place mutually agreeable to theUnion and the Company. The hearing shall be conducted by the arbitrator inwhatever manner will most expeditiously permit the full presentation of allevidence and arguments for both parties, provided, however, that the partiesshall have the right to file written briefs with the arbitrator within sevencalendar days following the closing of the hearing record.**

 

**The award of the arbitrator shall be rendered no later than tencalendar days from the day the hearing concluded or the briefs are submittedunless an extension of time is**

 

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**mutually agreed upon by the parties. A lengthy opinion shall not berequested or required from the arbitrator. Rather, the arbitrator is instructedto issue an award and a summary statement of no more than five pages whichbriefly sets forth the basis for the award. The parties may request thearbitrator to notify them of his award by telephone after the award has beenmailed.**

 

**The decision of the arbitrator shall be limited to the matter presentedto him; he shall have no authority to amend, alter or change any provision ofthis Agreement. The decision of the arbitrator shall be final and conclusive onthe Company, the Union and the employee(s) involved. The arbitrator’s fees andexpenses shall be borne equally by the Union and the Company.**

 

**Except as expressly provided otherwise in the Agreement, with respectto any dispute subject to arbitration or any claim, demand, or act arisingunder the Agreement which is subject to arbitration, the procedure establishedin this Agreement for the adjustment thereof shall be the exclusive means forits determination. No proceeding or action in a court of law or equity oradministrative tribunal shall be initiated with respect thereto other than tocompel arbitration or to enforce, modify, or vacate an award. This paragraphshall constitute a complete defense to or ground for a stay of an actioninstituted contrary hereto.**

 

**ARTICLE XIX**

 

**CIVIL RIGHTS**

 

**1.****                                     ****The Employer and the Union shallnot discriminate nor perpetuate the effect of past discrimination, if any,against any employee or applicants for employment on account of race, color,religion, creed, sex, or national origin. This clause shall be**

 

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**interpreted broadly to be co-extensive with all federal, state or localanti-discrimination laws and where available, judicial interpretations thereof.**

 

**2.****                                     ****Representatives of the Employerand the Union shall meet to review compliance with this provision and tomutually agree upon such steps as are necessary to achieve compliance. If, uponfailure to so mutually agree, either party invokes the arbitration procedure ofthe Agreement to resolve the dispute, the Arbitrator shall fashion his award togrant any and all relief appropriate to effectuate this Article.**

 

**ARTICLE XX**

 

**STRIKES, STOPPAGES AND LOCKOUTS**

 

**A.****                                   ****This Agreement provides for anorderly adjustment of differences. strikes, stoppages, and lockouts aretherefore prohibited. If a strike, stoppage or lockout Shall occur thenthe parties agree that any remedy sought by either party arising from such actshall be resolved through the medium of the arbitration machinery and theaggrieved party shall have the right to demand an immediate hearing ontwenty-four (24) hours notice before the Arbitrator.**

 

**B.****                                   ****In the event either party failsto comply with the decision or award of the Arbitrator within ten (10) daysafter service of a copy thereof, the other party shall be free to call astrike, stoppage or lockout as the case may be, unless the failure tocomply is the result of a suit filed by either party in the U.S. District Courtof  Maryland within ten (10) daysfrom the date of receipt of the Award seeking to set aside or modify the award.**

 

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**ARTICLE XXI**

 

**LEAVE OF ABSENCE:**

 

**A.****                                   ****Leave of absence shall be grantedan employee upon request if the employee is ill or a member of his immediatefamily is seriously ill. Illness shall be certified by a doctor’s certificate. Leaveon account of illness shall include leave of absence in maternity cases. Leaveof absence shall be for an initial period of not more than one (1) month. Inthe event of a leave of absence for personal illness including maternity, theleave of absence may be extended to an additional period of one (1) montheach up to a total of one (1) year unless the employee was employed forless than six (6) months. In the event of a leave of absence because ofserious illness in the employee’s immediate family, the initial leave andextension shall not extend for more than three months unless mutually agreedotherwise. Such employee shall upon return to work from such leave bereinstated to his previous job. In the case where a job or operation has beenabolished during employee’s absence such provision shall apply to re-employmentas would have applied had such employee been at work at the time the job oroperation was abolished.**

 

**B.****                                   ****Leaves of absence shall begranted for justifiable personal reasons. the Employer may limit thenumber of leaves for personal reasons granted at any given time to avoid anunreasonable effect on the Employer’s ability to operate. Such leaves may belimited to an initial period of two (2) weeks with extensions granted bymutual agreement.**

 

**C.****                                   ****An employee who becomes a paidofficer of the Union shall be entitled  to a leave of absence for the term of hisoffice.**

 

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**D.****                                   ****FAMILY AND MEDICAL LEAVE  PURSUANT TO THE FMLA ACT:**

 

**1.****                                     ****An employee who has been employedby the Employer for at least twelve (12) months (and who has worked at least1,250 hours during the twelve (12) months immediately preceding the employee’srequest for leave under the paragraph) shall be entitled to at least twelve(12) weeks of unpaid Family Leave, within any twelve (12) month period, withoutloss of seniority rights for the following reasons:**

 

**a.****                                      ****For the birth or placement of achild for adoption or foster**

 

**care; or**

 

**b.****                                      ****To care for a spouse, child orparent with a serious health condition as such terms are defined by the Familyand Medical Leave Act of 1993 (“FMLA”); or**

 

**c.****                                      ****To take medical leave when theemployee is unable to work because of the employee’s own serious healthcondition as defined in the FMLA.**

 

**2.****                                     ****An employee requesting FamilyLeave shall present satisfactory proof of the reason for such leave.**

 

**3.****                                     ****Family Leave may be taken onan intermittent basis under 1b) and c) above when there is a medical necessityfor such intermittent leave as provided in the FMLA.**

 

**4.****                                     ****Leave pursuant to FMLA shall becoordinated with any other leave of absence provided for in this Agreement. Theyshall not be cumulated, and one shall be offset against the other.**

 

**E.****                                     ****Child Care Facilities:  The Employer and the Union shall establish a localcommittee to study the availability of child care facilities.**

 

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**ARTICLE XXII**

 

**MORE FAVORABLE PRACTICES:**

 

**Any custom or practice existing at the time of the execution of thisAgreement more favorable to the employees than the provisions hereof shall becontinued as heretofore. It is understood that this clause is to be mutuallyinterpreted to provide that prior contrary past practices do not prevail over subsequently negotiated contract provisions.**

 

**ARTICLE XXIII**

 

**JURY DUTY:**

 

**Hampstead Distribution Center employees scheduled to work forty (40)hours per Week and Hampstead NTS employees called for involuntary trial juryduty will be paid each day for the period of such jury duty the difference, ifany, between the pay received for such jury duty and their regular straight-timehourly rate or straight-time hourly incentive rate, whichever is applicable,for up to eight (8) hours. Hampstead Distribution Center employeescalled  to such jury duty who arescheduled to work less than eight (8) hours daily shall receive for eachday of jury duty the difference, if any, between the pay received for such juryservice and their straight-time hourly rate or straight-time hourly incentiverate for the daily hours they are regularly scheduled to work. The employee shallpresent a receipt for the amount of jury duty pay received. An employee who receivesa notice to serve as a juror must notify the Employer not later than the next workday.**

 

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**ARTICLE XXIV**

 

**TECHNOLOGICAL CHANGE:**

 

**The parties hereto anticipate the possibility of technological changein the equipment of the Employer’s Hampstead Distribution Center and HampsteadNTS designed to improve productivity and efficiency.**

 

**The Employer and the Union recognize that such change should not reducethe wages of the workers affected thereby or result in workers losingemployment provided they are capable of being trained within a reasonableperiod of time to operate the new or modified equipment involved.**

 

**In the interests of improving productivity and efficiency and at thesame time protecting the earning opportunity and job security of the employeeaffected by technological change the parties hereto are agreed that:**

 

**1.****                                     ****The Employer shall give priornotice to the Union of such change.**

 

**2.****                                     ****Rates for newly introduced orchanged equipment shall be established by mutual agreement.**

 

**3.****                                     ****Reasonable training periods forthe new or modified equipment shall be established by mutual agreement.**

 

**4.****                                     ****During any required trainingperiod, employees employed on the new or modified equipment shall be paid onthe basis of wages earned plus the difference, if any, between the expectedearnings under the newly established rates and their prior earnings.**

 

**5.****                                     ****Where the new or changedequipment eliminates the need for an employee or employees or an employeeemployed on the new or modified equipment is**

 

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**unable after the agreed upon training period to perform the new orchanged job satisfactorily, the employee or employees so affected shall not beterminated.**

 

**Instead, if a job or job is available on a substantially equivalentoperation with the opportunity for substantially equivalent earnings, theemployee or employees may be transferred to such job or jobs. When sotransferred, employees will receive a period of re-training equal to the normaltraining period for similarly experienced workers during which they willreceive their former average hourly earnings.**

 

**If there are no jobs available on a substantially equivalent operationwith the opportunity for substantially equivalent earnings to which theaffected employee or employees may transfer, they shall have the option to(a) accept any other available job and receive the normal training periodon such job during which they will receive their former average hourly earningsor (b) they can leave the employee of the Employer voluntarily and receiveseverance pay in an amount mutually agreed to by the Employer and the Union.**

 

**A displaced employee who at first elects to take an available job whichdoes not provide substantially equivalent earning opportunity, at thecompletion of the normal training period may at that time elect to acceptseverance pay and voluntarily leave the employ of the Employer. In that eventthe employee’s severance pay shall be reduced by any makeup pay paid theemployee during his normal training period.**

 

**In the event an employee elects to accept severance pay, he shallretain for one year his seniority  andrecall rights to his former job if such an opening becomes available.**

 

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**ARTICLE XXV**

 

**SEPARABILITY:**

 

**Should any part or provision of this Agreement be rendered ordeclared illegal by reasons of any existing or subsequently enacted legislationor by any decree of a court of competent jurisdiction or by the decision of anyauthorized government agency such invalidation of such part or provisionshall not invalidate the remainder thereof. In such event, the parties agree tonegotiate substitute provisions.**

 

**ARTICLE XXVI**

 

**VOLUNTARY CHECKOFF FOR POLITICAL CONTRIBUTIONS:**

 

**In the event that voluntary authorization to deduct voluntary politicalContributions weekly from an individual member’s pay is signed, the Employeragrees to deduct the said amount and remit the said sum to the BaltimoreRegional Joint Board Political Education Committee. The Union shall reimbursethe Employer for Any expense incurred due to this provision.**

 

**ARTICLE XXVII**

 

**SAFETY AND HEALTH STUDY COMMITTEE:**

 

**A Safety and Health Study Committee composed of an equal number ofManagement members and Union members from the bargaining unit shall beestablished. It will meet regularly at dates, times, and place to be determinedby management after consultation with the Union. The employees shall be paidtheir established hourly straight-time rate of pay by the Employer whileattending such meetings.**

 

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**ARTICLE XXVIII**

 

**FEDERAL FUNDS:**

 

**The Union shall cooperate with the Employer to facilitate theavailability of federal funds for training programs.**

 

**ARTICLE XXIX**

 

**SUB PROGRAM:**

 

**Should the employees agree to purchase additional insurance coverageprovided by the Amalgamated Life Insurance Company, The Employer shall check offthe employees’ cost of the program, upon presentation of proper authorization, andpay the same over to the Amalgamated Life Insurance Company as required by thecontract between the employees and the Amalgamated Life Insurance Company.**

 

**ARTICLE XXX**

 

**ORGANIZATIONAL HIRING:**

 

**The Employer agrees that it will hire employees who have beendischarged from other employers during an organizing campaign conducted by theUnion. The Employer is not required by this Section to hire an employeewho is not qualified to perform the job that is being applied for. TheEmployer is not required to employ such applicants if it does not have jobsavailable. Any employee hired under this Section is subject to the Employer’sregular probationary period for new employees.**

 

**The Employer is not required to unlawfully give preference to employeesapplying under this section.**

 

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**The Union will hold the Employer harmless for any liability, includedbut not limited to attorney’s fees imposed by enforcement of this clause.**

 

**ARTICLE XXXI**

 

**PERSONAL DAYS OFF WITHOUT PAY**

 

**In the administration of the Employer’s Absence and Lateness Policy,the parties Are agreed that:**

 

**1)****                                    ****Starting from March 2, 2003,employees who have a perfect attendance record for six (6) consecutivemonths under the criteria set forth in the Attendance and Lateness Policy willbe entitled to one (1) personal day off without pay to be taken within thenext consecutive six (6) months.**

 

**Example****:   Those employees who have perfect attendancerecords measured by the six (6) consecutive months ending August 31,2003 Will thereafter be entitled to one (1) personal day off without payto Be taken within the next consecutive six (6) months, without that time offbeing counted as an occurrence.**

 

**2)****                                    ****Personal days off shall bescheduled by mutual agreement between the employee so entitled and his/herimmediate supervisor. The Employer’s agreement shall not be unreasonablywithheld.**

 

**3)****                                    ****The Employer shall have the rightto limit the number of employees who chose to take the same day as a personalday off when granting such requests**

 

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**would interfere with production needs. In the event that only a certainnumber of employees may be permitted to take the same personal day off,the choice shall be decided by seniority.**

 

**4)****                                    ****Personal days off may not becumulated and no more than two (2) personal days off may be taken inany one contract year.**

 

**ARTICLE XXXII**

 

**SUCCESSORS AND ASSIGNS**

 

**This Agreement shall be binding upon the parties hereto and thereafterupon any successor, purchaser, transferee, lessee or assignee of the Employer’sHampstead Distribution Center and/or Hampstead National Tailoring Service. TheEmployer shall Give notice in writing of the existence of this Agreement to anysuccessor, purchaser, transferee, lessee or assignee with a copy to the Unionno later than the effective date of such purchase, sale, transfer, lessee orassignment.**

 

**ARTICLE XXXIII**

 

**TERM OF AGREEMENT:**

 

**This Agreement shall be effective upon the date hereof and shall remainin full force and effect until midnight February 28, 2006. It shall beautomatically renewed from year to year thereafter unless on or before December 31,2005, or December 31, of any year thereafter, notice in writing bycertified mail is given by either the Employer or the Union to the other of itsdesire to propose changes in this Agreement or of intention to terminate thesame, in either of which events this Agreement shall terminate upon the ensuingFebruary 28 (or 29 in a Leap Year).**

 

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**IN WITNESS WHEREOF, the parties hereto have caused their signatures tobe affixed effective the day and year hereinabove first written.**

 
|   | **JOSEPH A BANK MFG. CO.**               |   |
|--------|------------------------------------------|--------|
|   |                                     |   |
|   |                                     |   |
|   |                                     |   |
|   | **BALTIMORE REGIONAL JOINT BOARD UNITE** |   |
|   |                                     |   |
|   |                                     |   |
|   | **Co-Manager**                           |   |
|   |                                     |   |
|   |                                     |   |
|   | **Co-Manager**                           |   |

 

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**EXHIBIT 1**

 

**SUPPLEMENTAL AGREEMENT dated as of March 1, 2003 by and between JOSEPHA. BANK MFG., CO. (hereinafter called the “Employer”) and the BALTIMOREREGIONAL JOINT BOARD, UNITE (hereinafter called the “Union”).**

 

**WITNESSETH:**

 

**The Employer and the Union have executed a Collective Bargaining Agreementwherein the Employer agreed to contribute 2% of its gross payroll to a fund tobe used to provide medical benefits to employees, subject to such conditions asthe Trustees may determine with reference to length of service in theclothing industry and length of payment by the Employer of contributions to theFund. The Trustees shall have the right at any time and from time to timemodify, change, amend or terminate to any extent any or all of the terms orprovisions of such plan and to make rules and regulations to carry out theprovisions hereof.**

 

**This SUPPLEMENTAL AGREEMENT, EXHIBIT I, is hereby made a part ofthe Collective Bargaining Agreement and shall run concurrent to the date of itsexpiration.**

 

 
|   | **JOSEPH A. BANK MFG. CO.**               |   |
|--------|-------------------------------------------|--------|
|   |                                      |   |
|   |                                      |   |
|   |                                      |   |
|   |                                      |   |
|   | **BALTIMORE REGIONAL JOINT**              |   |
|   | **BOARD, UNITE**                          |   |
|   |                                      |   |
|   |                                      |   |
|   | **Joan Davis, Co-Manager**                |   |
|   |                                      |   |
|   |                                      |   |
|   | **Carmine D’Alessandro, Co-Manager** |   |

 

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