Agreement Between













 






 






 






 






 






Agreement Between






 






 






 






 







UNITED STEELWORKERS  


 



AFL-CIO-CLC


 


On behalf of USW


 



AMALGAMATED LOCAL #4






 






 






 






and






 






 






 






ROCK OF AGES CORPORATION






 






Manufacturing Division












 












 












 












 












 












 












 












April 25, 2009 - April 29, 2011












 












 












 












 












 












 












 


 










 










































 










































 










































 










































 










































 










































 










































AGREEMENT



 



by and between



 


Rock of Ages Corporation


 



and



 


United Steelworkers, AFL-CIO-CLC


 


 


 


 


 


 


 


 


April 25, 2009




 




 




 









































TABLE OF CONTENTS

 


AGREEMENT
.................................................................................................................................1

 

ARTICLE 1 Term
............................................................................................................................1

 

ARTICLE 2 Hours of Work
- Overtime
...........................................................................................1

           
2.1 Regular Hours
................................................................................................................1

           
2.2 Maintenance Men
...........................................................................................................1

           
2.3 Saturday and Sunday
Pay..............................................................................................2

           
2.4 Extra Shift
......................................................................................................................2

           
2.5 Miscellaneous
................................................................................................................2

 

ARTICLE 3 Layoff Job
Opportunity
................................................................................................3

           
3.1 Layoff Job
Opportunity.................................................................................................3

 

ARTICLE 4 Wages
...........................................................................................................................3

           
4.1 Wage Increases and Minimum Wages
...........................................................................3

           
4.2 Employment
...................................................................................................................4

           
4.3 Wage Negotiations
.........................................................................................................4

           
4.4 Wage
Adjustment..........................................................................................................5

           
4.5 Transfers
........................................................................................................................5

           
4.6 Infirm
Employees..........................................................................................................5

           
4.7 Payment of Wages
.........................................................................................................5

           
4.8 Workers' Compensation
.................................................................................................6

           
4.9 Jury Duty
........................................................................................................................6

 

ARTICLE 5 Military
Service
............................................................................................................6

           
5.1 Military Service
.............................................................................................................6

 

ARTICLE 6 Holiday Pay
..................................................................................................................6

           
6.1 Paid Holidays
.................................................................................................................6

           
6.2 Eligibility
.......................................................................................................................7

           
6.3 Holiday Work
.................................................................................................................8

           
6.4 Holiday Change
.............................................................................................................8

           
6.5 Holiday Premium
...........................................................................................................8

 

ARTICLE 7
Vacations......................................................................................................................8

           
7.1 Vacation Period
...............................................................................................................8

           
7.2 Vacation
Payments..........................................................................................................9

           
7.3 Requirements
...................................................................................................................9

           
7.4 Amount of Vacation
........................................................................................................10

           
7.5 Severance of Employment
..............................................................................................12

 


i














 

ARTICLE 8
Bereavement/Birth of a Child
......................................................................................12

           
8.1 Five (5) Day Bereavement
............................................................................................12

           
8.2 Three (3) Day Bereavement
..........................................................................................12

           
8.3 Internment
.....................................................................................................................12

           
8.4 One (1) Day Bereavement
.............................................................................................13

           
8.5 Birth or Adoption of a Child
...........................................................................................13

           
8.6 Bereavement While on Vacation
.....................................................................................13

 

ARTICLE 9 Insurance
......................................................................................................................13

           
9.1 Insurance
........................................................................................................................13

           
9.2 Benefits
...........................................................................................................................13

           
9.3
Contributions...................................................................................................................15

           
9.4 Disability
..........................................................................................................................15

           
9.5 Retired Employees
...........................................................................................................15

           
9.6 Consultant
........................................................................................................................16

           
9.7 Insurance Objectives
........................................................................................................16

           
9.8 Delinquency
.....................................................................................................................16

 

ARTICLE 10 Pension Plan
Agreement
...............................................................................................16

           
10.1 Merger of the Pension Plan
...............................................................................................16

           
10.2 Incorporated
Documents...................................................................................................16

           
10.3 Contribution
Rate.............................................................................................................17

           
10.4 Covered Employees
........................................................................................................17

           
10.5 Hours
Worked................................................................................................................17

           
10.6 Payment of
Contribution..................................................................................................17

           
10.7 Coverage - Newly Hired Employees Not Previously
Covered.........................................17

           
10.8 Coverage - Newly Hired Employees Who Were Previously
Covered..............................17

           
10.9 Contribution Reports and
Data.......................................................................................17

           
10.10 Delinquent
Employers..................................................................................................18

 

ARTICLE 11 401K Plan
..................................................................................................................18

           
11.1 401K
Plan....................................................................................................................18

 

ARTICLE 12 Notices
.....................................................................................................................18

           
12.1 Bulletin Boards
............................................................................................................18

           
12.2 Holiday Notice
............................................................................................................18

           
12.3 Emergencies
................................................................................................................18

           
12.4 Plant Bidding
...............................................................................................................18

           
12.5 Union Postings
.............................................................................................................19

 

ARTICLE 13 Layoff,
Recall, Reinstatement After On-the-Job Injury
...................................................19

           
13.1 Layoff and Recall
............................................................................................................19

           
13.2
Layoffs...........................................................................................................................20

           
13.3 Layoff Job
Opportunity...................................................................................................20

           
13.4
Seniority.........................................................................................................................21

           
13.5 Seniority Roster
..............................................................................................................21

 


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ARTICLE 14 Union
Security
..........................................................................................................21

           
14.1 Union Security
............................................................................................................21

 

ARTICLE 15 Check-off
.................................................................................................................21

           
15.1 Check-Off
..................................................................................................................21

           
15.2 Union Copy
................................................................................................................21

           
15.3 Dues Penalty
...............................................................................................................22

           
15.4 Journeyman Dues
........................................................................................................22

           
15.5 Sign-Ups
.....................................................................................................................22

 

ARTICLE 16 Dispute
Settlement
....................................................................................................22

           
16.1 Dispute Settlement
......................................................................................................22

           
16.2 Company Grievances
..................................................................................................23

           
16.3 Signed Grievances
.......................................................................................................23

           
16.4 Rules
...........................................................................................................................23

 

ARTICLE 17 Plant Access
.............................................................................................................24

           
17.1 Plant Access
...............................................................................................................24

 

ARTICLE 18
Nondiscrimination
.....................................................................................................24

           
18.1 Non Discrimination
.....................................................................................................24

 

ARTICLE 19 Public
Insurance
.......................................................................................................24

           
19.1 Reinstatement to Job
..................................................................................................24

           
19.2 Unemployment/Workers Compensation
.....................................................................24

 

ARTICLE 20 Mutual
Cooperation
.................................................................................................25

           
20.1 Mutual Cooperation
...................................................................................................25

 

ARTICLE 21 Labor
Management Team
........................................................................................25

           
21.1 Labor-Management Team (LMT)
..............................................................................25

 

ARTICLE 22 Safety
Measures
.......................................................................................................26

           
22.1 Safety Glasses
............................................................................................................26

           
22.2 Miscellaneous
.............................................................................................................26

           
22.3 Plant Heat
..................................................................................................................27

           
22.4 Consultation and Enforcement
.....................................................................................27

           
22.5 Legal Obligations
........................................................................................................27

 

ARTICLE 23 Probationary
Period
..................................................................................................28

           
23.1 Probationary Period
....................................................................................................28

 

ARTICLE 24 Apprentices
..............................................................................................................28

           
24.1 Apprentices
................................................................................................................28

           
24.2 Reduction of Work
.....................................................................................................28

           
24.3 Apprentice Wages
......................................................................................................28

 


iii














 

 

ARTICLE 25 Leaves of
Absence
....................................................................................................28

           
25.1 General Leave of Absence - Leave
..............................................................................28

           
25.2 Union
Leave................................................................................................................29

           
25.3 Presidential - Executive Board
Leave...........................................................................29

 

ARTICLE 26
Discipline/Discharge
..................................................................................................29

           
26.1 Discipline/Discharge
....................................................................................................29

           
26.2 Written Warnings
........................................................................................................29

 

ARTICLE 27
Interdivisional Maintenance Work
..............................................................................29

           
27.1 Interdivisional Maintenance Work
................................................................................29

 

ARTICLE 28
Subcontracting
..........................................................................................................30

           
28.1 Subcontracting
............................................................................................................30

 

ARTICLE 29 Management's
Rights
.................................................................................................30

           
29.1 Management's Rights
...................................................................................................30

 


SIGNATURES...............................................................................................................................31

 

CALENDAR OF
HOLIDAYS.......................................................................................................32














 













 













 













 













 













 













 













 













 













 













 













 


iv





















AGREEMENT




Agreement
entered into as of April 25, 2009 by and between the ROCK OF AGES CORPORATION
of Graniteville, Vermont (the Company) its successors and assigns and the UNITED
STEELWORKERS, AFL‐CIO‐CLC on behalf of USW Amalgamated Local #4
(the Union).  In consideration of the mutual covenants herein contained, it is
agreed as follows: 




ARTICLE 1


Term




This Agreement
shall be effective April 25, 2009 and shall continue in full force and effect
through April 29, 2011 and from year to year thereafter, unless either party
gives notice to the other, not less than sixty (60) days prior to April 29, 2011
or prior to April 29 of any year thereafter, that it desires to alter, amend or
terminate any or all of the terms hereof.




ARTICLE 2


Hours of Work ‐
Overtime




2.1 Regular Hours




(a)  Eight (8)
hours shall constitute a day's work, five (5) days shall constitute a week's
work, Monday to Friday inclusive.  Daily working hours will begin no earlier
than 7:00 a.m. and end no later than 3:30 p.m., except as follows:  The hours
of operations may be changed by a majority vote of each union and agreed to by
the company.




(b)  All work
done outside the working hours as prescribed above and work done during the
regular lunch period shall be paid at time and one‐half.




(c)  Overtime
will be distributed as equitably as is practicable and will be assigned to
employees based on such factors as who regularly works in the areas, who
regularly performs the work and special circumstances.  Refusal of overtime
shall not preclude a man from future overtime.  However, any refused hours will
be included when determining equitable distribution.


Whenever possible, weekday
overtime requests will be made no later than noon on the preceding day, and weekend requests will be made by noon on Thursday.  If there are not sufficient
volunteers, employees are to be assigned on the basis of inverse seniority,
subject to demonstrated ability to perform the work on those shifts.




 (d) An employee
and an employer may, by mutual agreement, arrange a schedule for the employee
which differs from the general schedules set forth in this Article.  The Union will be notified of such arrangement.  No such arrangement shall extend for more than
two (2) weeks unless approved by the Union.




2.2 Maintenance Men




            The working day
for maintenance men, regularly employed as such, shall be of eight (8) hours'
duration to be worked between 7:00 a.m. and 3:30 p.m. and the working week shall be of forty (40) hours' duration to be worked from Monday to Friday,
inclusive.  The overtime rate shall be at time and one‐half for all hours
worked over any continuous eight (8) hour period, excluding lunch hour.  The
lunch hour of thirty (30) minutes is to be taken at the option of the employee.















1



















 




2.3 Saturday and Sunday Pay




 




All work done on
Saturday shall be paid at time and one‐half.  Work shall be regarded as
being performed on Saturday only if an employee's shift begins on Saturday. 
Work done on Sunday shall be paid at double time.




 




2.4 Extra Shift




 




(a)  It is
agreed that the Company shall have the privilege of operating three (3)
shifts.  One (1) shift is to be the established working day and to be paid as
per Article 4 of this Agreement.  The second (2nd) and third (3rd) shifts shall
be of eight (8) hours' duration including a one‐half (1/2) hour meal
period which will be paid.  In addition to payment for work performed in
accordance with Article 4 of this Agreement, employees and apprentices working
on the second (2nd) or third shift shall receive a shift premium of One Dollar
and Seventy-five Cents ($1.75) per hour.




 




(b)  The Company
shall not require any employee to work alone unless a telephone is readily
available on the premises and a beeper with an automatic safety call‐in
every fifteen (15) minutes unless deactivated by the employee. 




 


2.5 Miscellaneous




 




(a)  Saturday
Work.  It is mutually agreed that work done on Saturday by grouters, tool
grinders and saw helpers shall not include any crane operation, boxing, or
mechanical repair work.




 




(b)  Regular
Lunch Period.  No work is to be done during the regular lunch period except in
a case of emergency where it is necessary.  If the Company desires to change
the regular lunch period from one (1) hour to one‐half (1/2) hour, the
Company has the option to make such change if a majority of the employees
represented by this Union and a majority of the employees represented by any
other local Union, voting separately in a vote conducted by the respective
Union representatives, approve that change in hours.




 




(c)  Notice of
Absence.  Employees are obligated to give notice, as soon as possible, to the
Company on the day they are unable to report for work.  This should be done as
soon as possible and include the reason for absence or lateness. An absence for
three (3) consecutive scheduled workdays without notifying the Company will
subject the employee to discipline, up to and including discharge.




 




(d)  Report
Pay.  In the absence of a notice not to report to work, should any employee
report to work and be discharged before work begins or during the first two (2)
hours of the day, he shall be paid no less than two (2) hours' pay.

































(e)  In assigning employees to work on the second (2nd) and/or third (3rd)
shift, the Company shall first seek volunteers with preference being given on
the basis of length of service (seniority) with the Company subject to
demonstrated ability to perform the work on those shifts.  If there are not
sufficient volunteers, employees shall be assigned on the basis of inverse
seniority, subject to demonstrated ability to perform the work on those shifts.











 











 











 




 




2












 




ARTICLE 3


 Layoff Job Opportunity




3.1 Layoff Job Opportunity




In the event of
a layoff of employees covered by this contract and if the Company has need for
additional manpower in any of its other divisions in Barre or Bethel, the
Company will offer these positions to the laid‐off employees by seniority
subject to ability and physical fitness and a sixty (60) day probationary
period.  The employee selected may accept the position offered or elect to take
the layoff.  During the probationary period, the successful employee may revert
to layoff status at his option.  If the position available is covered by a
different contract, the employee shall not be required to change groups unless
he is not returned to his former position within twelve (12) months.  The
employees shall suffer no loss of seniority for such assignment when he is
returned to his former position.  Employees will be returned to their former
positions by seniority if and when work becomes available.




It is
contemplated that the employees choosing to work in a new division will be
assigned entry level positions.  If the employee is assigned to a
classification higher than laborer, grouter, plant sweeper, tool grinder or
quarryman, the employee shall not hold the position for more than sixty (60)
days without the consent of the Union.  Those accepting assignment in another
division will be the lowest in seniority in that division.  If an employee does
not honor a recall notice to his former position, or is employed in the new
division for more than twelve (12) months, his seniority in his prior division
shall be lost and his seniority date in his new division shall be his start
date with that division except if otherwise agreed by the Company and Union.




The Company and
the Union agree that as a new and untested provision, either the Union or the Company may cancel this provision with thirty (30) days' prior written notice
of cancellation.


ARTICLE 4


Wages




4.1 Wage Increases and Minimum
Wages




(a)  Effective April
26, 2009 each employee in the bargaining unit shall receive the following
minimum wage rates:




April 26,2009




Group A


Drivers‐Permanently
assigned over‐the‐road



(Barre area),
10‐wheel, carrying blocks


or slabs over 15
tons, with a majority of


time spent in
such over‐the‐road driving 
.........................................................$19.00


 


 


 


 


3












 





























Group B


Maintenance 
.....................................................................................................$18.80




 




Group C


Lumpers/crane
operators, Boxer/Washstand, Grouter, Plant Sweeper


Fork Lift
Operator, Yardman, Shipper, Tool Grinder, Saw Helper


 Light Truck
Drivers  .......................................................................................$18.70




 




Note:  all existing employees
grandfathered at existing pay levels if over new minimums.




(b)  Effective May
2, 2010 each employee in the bargaining unit shall receive a wage increase of fifty
cents ($.50) per hour, and the minimum wage rate shall be as follows:




 




May 2, 2010




 




Group A


Drivers‐Permanently
assigned over‐the‐road


(Barre area), 10‐wheel,
carrying blocks


or slabs over 15
tons, with a majority of


time spent in
such over‐the‐road driving  .....................................................$19.50




 




Group B


Maintenance 
..................................................................................................$19.30




 




Group C


Lumpers/crane
operators, Boxer/Washstand, Grouter, Plant Sweeper


Fork lift
operators, Yardman, Shipper, Tool Grinder, Saw Helper


Light Truck
Drivers 
......................................................................................$19.20




 




(c) Apprentice
wage rates shall be the following percentage of the applicable journeyman rate:




 


Start:                           70%                 After
6 months:           90%


After 3 months:           80%                 After
1 year:                100%




 




4.2 Employment




 




It is mutually
agreed and understood between the Company and the Union that employment on a
weekly basis shall not be permitted in any plant covered by this Agreement
unless agreed upon by the Union.




 




4.3 Wage Negotiations




 




        It is mutually
agreed by both parties that types of labor performed for which no
classification or minimum wage rates have been fixed can at any time be opened
by either party and submitted to the Labor Management Team (LMT) of the Union and the Company.  The decisions of the LMT under this Article shall be subject to
ratification by the Company and the Union.  If the LMT fails to agree or if the
Agreement is not ratified by both parties, either party may invoke arbitration
within twenty (20) calendar days after the LMT has failed to agree or the
parties have failed to ratify, as the case may be.  The arbitration procedure
will otherwise be in accordance with Article 16.1 beginning at Step 4.




4



















 




4.4 Wage Adjustment




If at any time
during the existence of this Agreement an increase should be granted, any
employee receiving more than the minimum wage as provided in this Agreement
should receive the same wage adjustments but for no reason shall his wages be
reduced before making said adjustments.




4.5 Transfers




When a employee,
except an apprentice, is required to fill the place of another employee
receiving a higher rate of wages, under Article 4, he shall receive the higher
contract rate while performing these duties, but if required to fill the place
of another employee receiving a lower rate, for a period of thirty (30) days
his rate will not be changed.




            The Union understands
that there is a need for flexibility within the Company to assure for an
efficient operation.  The Company and Union agree that the Company may assign
employees from one plant to work "temporarily" in another plant.  The word
"temporary" is understood and agreed to mean the limited covering for sickness,
vacations, injuries, operational emergencies and/or the scope and/or the
duration of a particular project or projects.  It is not the intent of the
Company to use temporary assignments as a means to replace or displace an
employee in one plant with an employee from another plant.  In the event the Union believes that the Company has not complied with this provision, the Union may bring
the situation in question to the Labor-Management Team ("LMT") for resolution. 
If the matter cannot be resolved by the LMT, the Union shall have the right to
grieve it.




4.6 Infirm Employees




Employees who
through infirmity or other reasons are not able to earn the wage given in this
Agreement may work for such wages as may be satisfactorily agreed upon between
the Union representative, the employee and the Company.




4.7 Payment of Wages




(a)  Wages may
be paid by cash or check in an envelope at the option of the Company.  In the
event of a default in payment of such check by the Company, such option shall
be revoked and payment shall thereafter be in cash.  Wages to be paid in full
weekly and within five (5) days of the time they become due, and to be paid
during working hours; not more than five (5) days to be retained.




(b)  Any
employee discharged shall receive his pay immediately.  Any employee leaving
shall notify the Company and having complied with this requirement shall
receive his pay in cash or check on the regular pay day for the week of
separation in person or by mail at the option of the employee.




(c)  The Company
shall be required to furnish employees with written information weekly which
shall designate the total earnings, total withholdings, number of hours worked
at straight time and number of hours at overtime and rate of pay.




 




 


5



















 




4.8 Workers' Compensation




 




If an employee
has to leave work because of a workers' compensation injury and is unable to
return, he shall suffer no loss of straight time pay for that day.


 


4.9 Jury Duty




 




An employee who
is required to report for jury duty on a day when he otherwise would have
worked shall receive regular straight‐time pay for up to a maximum of
thirty (30) days per calendar year.  The Company can require verification of
jury duty served.  It is understood that if an employee is released from jury
duty so that he can reasonably report for work at least three (3) hours before
the end of his scheduled shift, he must report for work that day.


 


ARTICLE 5


Military Service


 


5.1 Military Service




 




Employees'
rights shall not be forfeited because of service with the Government during national
emergencies.  The Company agrees to abide by national laws covering rehiring of
veterans.


 


ARTICLE 6


Holiday Pay


 


6.1 Paid Holidays




 





(a)  There shall be up to 11 paid holidays.  The paid holidays shall
be:  the day preceding Town Meeting Day, Town Meeting Day, Memorial Day,
July Fourth, Labor Day, Veterans' Day, Thanksgiving Day, Friday after
Thanksgiving Day and Christmas Day, and shall be paid regardless of whether the
holiday falls on a Saturday or Sunday.  In addition, there shall be a paid
holiday for New Year's Day, subject to the following terms and conditions. 
To be eligible for this holiday, an employee must satisfy all eligibility
requirements of this Article.  In addition, the employee must work during
the week in which the New Year's holiday falls.  Payment of the Christmas
holiday does not affect eligibility for the New Year's holiday.  There
shall be a paid holiday for Rock of Ages Employee Appreciation Day to be
observed by all employees on the Tuesday following Labor Day holiday.  The
holidays will be observed during the term of this contract on the dates shown on
the attached Calendar of Holiday Observances. .  In the event the Veteran's
Day holiday shown on the attached Calendar does not fall on the designated
National holiday, employees may take paid vacation or unpaid personal time to
attend Veteran's Day observances given notice to management of at least one
week.




 




(b)  If a
holiday falls on Saturday or Sunday, it shall be observed on the following
Monday, in accordance with the holiday calendar attached hereto. 




 




(c)  Employees
who are laid off during either of the weeks in which Town Meeting days or
Thanksgiving falls shall not be eligible for holiday pay in those weeks. 
Instead, such employees must as individuals report to work on the first (1st)
work day following the conclusion of any such layoff and such employees may
collectively and mutually agree with the Company on days when they will, as a
group, take personal days off with pay if they were otherwise eligible for the
holiday pay.  Such personal days must be taken within thirty (30) days after
the first work day following the conclusion of the layoff in question and if
mutual agreement is not reached, the employees will receive pay in lieu of any
holidays to which they were entitled.




 




6












 




(d)  An employee
absent because of an off-the-job accident or sickness who is receiving sickness
and accident benefits will be paid his regular-wage holiday pay in lieu of his
daily sickness and accident benefit.




6.2 Eligibility




(a)  The
employee must have at least thirty (30) working days accumulated service to be
eligible for paid holidays.  After completing thirty (30) working days' service
any paid holiday that fell within the thirty (30) working day period becomes
payable.  If an employee quits before he has accumulated thirty (30) working
days' service, no holiday pay is due.  If he is laid off or is discharged
through no fault of his own before he has accumulated thirty (30) working days'
service, any holiday which fell within the period of his employment and
discharge becomes due and payable.




(b)  Subject to
the provisions of 6.1 (c), any employee who works to within four (4) working
days of a paid holiday and who has thirty (30) working days' accumulated
service with the Company and is then discharged or laid off will receive
nevertheless the holiday pay.




(c)  When a
holiday falls in an employee's vacation week, the employee shall receive pay
for that day at straight time in addition to vacation pay.




(d)  During the
week of a paid holiday, the employee must work a minimum of a full scheduled
work week excluding the holiday or holidays less one (1) scheduled workday. 
Exceptions to the above ruling can be made only by prior arrangements with the
Company.  Sickness during the week of a holiday shall not disqualify an
employee if he has notified the Company.




(e)  No employee
shall be entitled to the holiday pay as provided in this Article if such
employee is not working and is receiving compensation or benefits during such
period in which he is not working, whether he is receiving such compensations
or benefits under the State Unemployment Compensation Act, State Workers
Compensation Act , Granite Group Insurance Trust, or from any similar source to
which the Company contribute except as provided for under Article 6, subsection
6.1(d). Apprentices are eligible for paid holidays.




 











6.3 Holiday Work


 


Work done on the
following holidays, namely, January 1st, the day preceding Town Meeting Day,
Town Meeting Day, Memorial Day, July Fourth, Labor Day, Employee Appreciation
Day, Veterans Day, Thanksgiving Day, Friday after Thanksgiving Day and
Christmas Day, shall be paid as double time.




 




6.4 Holiday Change




In the event of
a state or federal law affecting the date on which holidays are celebrated, the
parties hereto will negotiate with respect to appropriate changes in this
Article with the understanding that the number of holidays shall remain the
same as set forth above.




 


7

































 




6.5 Holiday Premium




 




Any paid days
off to which an employee is entitled under this Article shall include second
(2nd) and/or third (3rd) shift premiums, as the case may be, if the employee is
assigned to such shift on the day(s) for which he is entitled to such pay.




 




 




ARTICLE 7


Vacations


 


 


7.1 Vacation Period




 




(a)  The
vacation period shall be May 1 to April 30, subject to the following
conditions:  In the event of a shutdown, the employee can defer his vacation to
another date mutually agreed upon with his employer, in which case the Company
shall notify the Union of the employees' names and deferred vacation dates; if
there is a conflict in dates among employees seeking the same vacation time,
seniority shall govern unless the Company can show that the senior employee's
presence in the requested period is indispensable.  Employees who are entitled
to vacation who are scheduled to perform maintenance work may schedule and take
vacations in accordance with existing practices.  (The practice of permitting
an employee to take a leave of absence without pay will be continued.)




 




(b)  Beginning
in 2010, employees will be required to use a full week of vacation during the
week of July 4th if the company chooses to shut down that week.




 




(c)  An employee
must take at least one (1) week's vacation away from the job per contract year
unless otherwise mutually agreed by the Company and the employee and approved
by the Union.




 




(d)  Employees
must apply for vacations in writing prior to March 1.  The company will notify
employees of their intention to close the plant for the week of July 4th
prior to the March 1st vacation request deadline.  Written rejection
stating the reason why in accordance with 7.1(a) shall be returned to the
employee by March 15th or the vacation requested shall be deemed approved.











 (e) Subject to
the advance approval of management (which approval shall not be unreasonably
withheld), employees may occasionally take one-half (1/2) day of vacation. 
Half-days cannot be scheduled on the annual vacation calendar.











 




7.2 Vacation Payments




(a)  Payments of
vacation pay to employees will be made in advance. If an employee is
permanently laid off or resigns, vacation pay or fraction thereof shall be
payable in cash or check on the regular pay day for the week of separation.




 






 






8












 


7.3 Requirements




(a)  Vacations
will be granted to employees who have fulfilled the following requirements
prior to May 1:




            (i) 
An employee must have worked ninety percent (90%) or more of the regular hours
worked by the plant during his period of employment for the twelve (12) months
preceding May 1, the start of the vacation period, to be eligible for full
vacation earned.




            (ii) 
Three‐fifths (3/5ths) of full vacation earned if employee has worked
eighty percent (80%) of the plant hours scheduled.




            (iii) 
No vacation earned if employee has worked less than eighty percent (80%) of the
plant hours scheduled.




            (iv)
 Overtime hours worked shall be included in determining whether an employee has
met the requirements of subsections (i) and (ii).




            (v)  
For apprentices, vacation accruals will begin once the employee has been with
the Company for three (3) months and will be retroactive to his date of hire.




(b)  For the
purpose of determining whether the requirements above have been fulfilled and
in computing the amount of vacation to which an employee is entitled under
Section 7.4 below, the following additional rules shall govern:




            (i) 
Temporary layoff of sixty (60) days or over, USW strike time or shutdowns due
to business conditions do not count as earned time but do not terminate length
of accumulated service.  Permanent layoff, resignation, or discharge breaks
length of service.  If an employee is temporarily laid off and later asked to
return to work with a guarantee of at least three (3) months' work and refuses
to do so, then this constitutes a break in his length of service.  If he is
employed at a later date, it will be necessary to begin anew to build up years
of service and earned time.  Example:  A man works two (2) years for one (1)
employer and then is laid off for a period of nine (9) months.  At the end of nine
(9) months he returns to work for the same employer and works two (2) more
years.  His earned time is four (4) years.




           
(ii)  An employee who has been employed by the Company for at least six (6)
months shall be credited with up to a maximum period of one (1) year, time lost
by employee's sickness or accident or absence sanctioned by management in
writing, as earned timed and accordingly the employee will be paid vacation pay.




Example: A man
works two (2) years and three (3) months for one (1) employer and then is
absent from work for nine (9) months because of sickness.  At the end of the
nine (9) months' sickness, he returns to work. The earned time is three (3)
years.  If, after receiving vacation pay he then only works another two (2)
months, he is entitled to two‐twelfths (2/12ths) of two (2) weeks'
vacation; six (6) months, six‐twelfths (6/12ths) of two (2) weeks, and so
forth.




 




9



















           




7.4 Amount of Vacation




Vacations will
be granted to employees as follows:




(a)  First (1st)
Week.  One (1) week's vacation or fraction thereof will be granted employees
with less than one (1) year of industry service on May 1 based upon the number
of months he has been employed in accordance with the table below.  This will
establish him on a May 1 to May 1 basis for future vacation calculations.




 




Length of
Industry Service                                                      
Vacation


1 mo.                           1/12
of a week                                    3.3 hours


2 mos.                          2/12
of a week                                    6.6 hours


3 mos.                          3/12
of a week                                    10.0 hours


4 mos.                          4/12
of a week                                    13.3 hours


5 mos.                          5/12
of a week                                    16.5 hours


6 mos.                          6/12
of a week                                    20.0 hours


7 mos.                          7/12
of a week                                    23.1 hours


8 mos.                          8/12
of a week                                    26.4 hours


9 mos.                          9/12
of a week                                    30.0 hours


10 mos.                        10/12
of a week                                  33.0 hours


11 mos.                        11/12
of a week                                  36.3 hours


12 mos.                        1
week                                                 40.0 hours




 




(b)  Second (2nd)
Week.  Employees with one (1) or more years of industry service on May 1 shall
be entitled to two (2) weeks' vacation or any fraction thereof computed in
accordance with the following table:




 




Length of
Industry Service                                                       
Vacation


1 mo.                           1/12
of 2 weeks                                   6.6 hours


2 mos.                          2/12
of 2 weeks                                   13.3 hours


3 mos.                          3/12
of 2 weeks                                   20.0 hours


4 mos.                          4/12
of 2 weeks                                   26.6 hours


5 mos.                          5/12
of 2 weeks                                   33.3 hours


6 mos.                          6/12
of 2 weeks                                   40.0 hours


7 mos.                          7/12
of 2 weeks                                   46.6 hours


8 mos.                          8/12
of 2 weeks                                   53.3 hours











9 mos.                          9/12
of 2 weeks                                   60.0 hours


10 mos.                        10/12
of 2 weeks                                 66.6 hours


11 mos.                        11/12
of 2 weeks                                 73.3 hours


12 mos.                        2
weeks                                               80.0 hours




 


 


 


10

































            (c)  Third (3rd)
Week.  Employees will be granted a third (3rd) week's vacation or fraction
thereof computed on a May 1 to May 1 basis beginning with the second (2nd) May
of his continuous employment in the industry as follows:




2nd May    ‐     1
day      ‐     8 hours


3rd May     ‐     2
days     ‐     16 hours


                                    4th
May     ‐     3 days     ‐     24 hours


5th May     ‐     1
week    ‐     40 hours




Payment for such
third (3rd) week's vacation or fraction thereof will be paid in accordance with
Section 7.2 of this Article.




(d)  Fourth
(4th) Week.  Employees will be granted a fourth (4th) week's vacation computed
on a May 1 to May 1 basis beginning with the twenty‐fifth (25th) May of
his continuous employment with the Company.  Payment for such fourth (4th) week
of vacation shall be in accordance with 7.2(a).




Employees will
be granted a fourth (4th) week's vacation or fraction thereof computed on a May
1 to May 1 basis beginning with the twenty‐first (21st) May of his
continuous employment with the Company as follows:




21st May    ‐     1
day      ‐     8 hours


                                    22nd
May  ‐     2 days     ‐     16 hours


23rd May   ‐     3
days     ‐     24 hours


24th May   ‐
    4 days     ‐     32 hours


25th May   ‐
    5 days     ‐     40 hours




(e)  Such
vacation (time off) or vacation pay shall be paid at the straight time hourly
rate of pay in effect for said employees at the time of taking vacation or
receiving fractional vacation pay upon separation from employment.  In figuring
all earned vacation, a percentage of the regular straight time hours worked
during the year preceding May 1 will be used to determine the vacation pay. 
Overtime is not to be used in computing vacation time.


Vacation pay and
vacation bonuses shall include shift premiums for employees regularly assigned
to the second (2nd) or third (3rd) shifts, as the case may be, when such
vacation or bonus 


pay becomes due and payable.




(f)  For the
purpose of this Article, an employee's industry service shall be deemed
terminated in the event the employee voluntarily leaves the industry.




(g)  For the
purpose of computing vacation pay or fractions thereof, an employee hired on or
before the fifteenth (15th) day of a month shall be credited with the full pro
rata vacation pay otherwise attributed to that month, and an employee hired
after the fifteenth (15th) day of a month shall not be credited with any pro
rata vacation pay for that month.  An employee whose employment terminates on
or after the fifteenth (15th) of the month shall be credited with full pro rata
vacation pay otherwise attributable to that month.  An employee whose
employment terminates before the fifteenth (15th) of the month shall not be
credited with pro rata vacation pay for that month.  




 




11












 




EXAMPLE: A man
comes to work on February 13, 1980.  On May 1, 1980 he has completed three (3) months of employment and he is entitled to fractional vacation pay of three‐twelfths
(3/12ths) of one (1) week.  On May 1, 1981, the second (2nd) May of his employment,
he is entitled to two (2) weeks' vacation pay payable at vacation time and one
(1) day of vacation payable on the fourth (4th) regular pay day after his
return to work.  On May 1, 1982, he would be entitled to two (2) weeks and two
(2) days; May 1, 1983 ‐two (2) weeks and three (3) days; and May 1, 1984 ‐ three (3) weeks.  It is assumed in this example that the man worked at
least ninety percent (90%) of the scheduled hours worked by the plant during
each of the applicable twelve (12) month periods.  If he has worked eighty
percent (80%) of the time, he will receive three‐fifths (3/5ths) of the
vacation pay otherwise due.


 


7.5 Severance of Employment




 




A new employee
or an employee who is laid off, discharged or quits is to be allowed the
vacation benefit to which he is entitled under Section 7.4 above, prorated
according to his months of service; for example, one (1) month  = 1/12th; three
(3) months = 3/12ths; ten (10) Months = 10/12ths; etc.  Employees discharged
for cause shall not be eligible for pro rata vacation.




 




ARTICLE 8


Bereavement/Birth
of a Child




 




8.1 Five (5) Day Bereavement




 




In the event an
employee suffers the death of his child/stepchild, spouse, mother or father,
and the funeral and its arrangements occur during the employee's scheduled workdays,
the employee shall be allowed up to five (5) days off with pay, at his rate of
pay.


 


8.2 Three (3) Day Bereavement




 




In the event an
employee suffers the death of his brother, sister, stepmother, stepfather,
spouse's father, spouse's mother, grandchild, and the funeral and its
arrangements occur during the employee's scheduled workdays, the employee shall
be allowed up to three (3) days off with pay, at his rate of pay.  In the event
an employee suffers the death of his spouse's stepmother or stepfather and the
funeral and its arrangements occur during the employee's scheduled workdays,
the employee shall be allowed up to three (3) days off with pay, at his rate of
pay.




 




8.3 Internment




 




If interment is
postponed to a later date and occurs during the employee's scheduled work day,
the employee may take one (1) of the three (3) foregoing days off with pay on
the day of interment.













8.4 One (1) Day Bereavement




If an Employee
attends the funeral of a significant other, an in-law, grandparent or the
grandparent of his spouse or his spouse's brother or sister and it takes place
on a day when he otherwise would have worked, he shall not suffer a loss of any
straight time pay for that day.  




Any paid days
off to which an employee is entitled under this Article shall include second
(2nd) and/or third (3rd) shift premiums, as the case may be, if the employee is
assigned to such shift on the day(s) for which he is entitled to such pay.




12












 




8.5 Birth or Adoption of a
Child




 




An employee
will be entitled to one (1) day off with pay for the birth of the employee's
biological child or the day of adoption of a child.




 




8.6    Bereavement
While on Vacation




 




            Employees who are on
vacation when death occurs will receive the bereavement benefit, and may use
the affected vacation days at a later date.




 




 




ARTICLE 9


Insurance




 




9.1 Insurance




 




The Company
agrees to provide group insurance to employees and dependents as set forth
herein.




 




9.2 Benefits




 




(a)  The health
and welfare plan administered by the Company or its administrator as selected
by the Company shall provide for benefits as follows:




 




          
(i) 
Group Term Life Insurance ‐ $75,000.  The benefit amount will increase to
$80,000 effective May 1, 2010.




 




          (ii) 
Sickness and Accident Insurance ‐ $380.00 per week effective April 25,
2009 and $390.00 per week effective May 2, 2010 for fifty-two (52) weeks with a
Social Security offset for the last twenty-six (26) weeks thereof; eligibility
commences on the first (1st) day of accident or hospitalized sickness and the
fifth (5th) day of non‐hospitalized sickness.  If an employee qualifies
for sickness and accident insurance because of five (5) days of non‐hospitalized
sickness and remains qualified for at least one (1) additional week, the
Company will pay the employee the current rate for the unpaid five (5) day
qualifying period.











         
(iii)  Accidental Death or Dismemberment Insurance ‐ $75,000. The benefit
amount will increase to $80,000 effective May 1, 2010.




          (iv) 
Paid‐up Term Life Insurance.




                        (1)  Employees with ten (10) or more years of
service retiring on a regular pension will be given an $8,000 term insurance
policy or other funding mechanism on terms satisfactory to the Union.




                        (2)  Employees with ten (10) or more years of
service retiring on an early retirement pension will be covered by a regular
$8,000 term insurance policy or other funding mechanism on terms satisfactory
to the Union; or until age sixty‐five (65) when it will be eliminated and
replaced by a $8,000 term insurance policy or other funding mechanism on terms
satisfactory to the Union.




       




13












 




                       
(3)  Any employee with ten (10) or more years of service becoming totally
disabled after May 1, 1981 will continue to receive coverage for the full amount
of life insurance then in effect until he becomes substantially employed, as
determined by the Company and Union at which time the insurance will be
eliminated completely; or until age sixty‐five (65) when it will be eliminated
and replaced by a $8,000 term insurance policy or other funding mechanism on
terms satisfactory to the Union.




                        (4)  The full amount of life insurance shall
apply to employees with at least ten (10) years service, and the amount of
insurance shall be prorated down by years of service for employees with less
than ten (10) years of service.            




(v)
Health Insurance ‐ Health Insurance ‐  The Company shall provide
four (4) health insurance plans equivalent to the Blue Cross Vermont Health
Partnership (VHP),  the Blue Cross Vermont Freedom Plan 100 (VFP100), the Blue
Cross Vermont Freedom Plan  500 (VFP500) and the Blue Cross J Plan, subject to
the following general conditions:  


1.  Company will provide J or equivalent plan (including vision), with
employee contributions of 19 % going to 20% as of January 1, 2010.  


2.  Company will provide VHP or equivalent plan (including vision and
dental) with employee contributions of 18% going to 20% as of January 1, 2010. 



3.  Company will provide VFP 100 or equivalent plan (including vision) with
employee contributions of 17% going to 18% as of January 1, 2010. 


4.  Company will provide VFP 500 or equivalent plan (including vision) with
employee contribution of 3% going to 7% beginning January 1, 2010.  


5.  The Company has the right to rate the health plans separately.  


6.  New employees may not enroll in VHP or J plans.  If they take health
insurance, they must take a VFP plan.  They will be eligible to take other
plans, if offered, after they are with the company for six years.  


7.  Employees who are enrolled in the J or VHP plans cannot switch between
these two plans, but may switch to a VFP plan when it is available.  Once an
employee selects a VFP plan or opts out of the health insurance plan, the
employee is not eligible for a VHP or J plan.  











8.  Employees on either VFP Plan may purchase dental by paying 50% of the
premium.  


9.  Employees may choose to opt out of health plans and obtain a monthly
stipend of $300 paid once per month through payroll.  To be eligible, an
employee must demonstrate that he has insurance elsewhere.




(b)  The
insurance benefits which are provided for by the Company shall be described in
a brochure which shall be distributed to employees by the Company.  The terms
and conditions under which such benefits are provided are governed by insurance
agreements between the Company and its insurance carriers.


14































 


9.3 Contributions




 




The Company shall
maintain life insurance coverage for three (3) months and shall continue its
contributions for the health insurance coverage of a laid‐off employee
for three (3) calendar months (provided the employee makes his contribution if
any is required).  If the employee is laid off on or before the fifteen (15th)
of a month, that month shall be considered the first of the three (3) months;
and if the employee is laid off after the fifteenth (15th) of a month, the
following calendar month shall be considered the first (1st) of the three (3)
months.  If an active employee dies, the Company will continue health insurance
coverage for qualifying survivors (if any) for a period of three (3) months at
no cost to said survivor(s).  This provision shall not apply to employees on
layoff, Workers Compensation, or sickness and accident insurance.  To keep
policies in force, both Company and employee must pay his share while the
employee is off the job because of sickness and accident, strike or lockout or
any other suspension in the industry beyond the control of either management or
labor.




 


 


9.4 Disability




 




If an employee is permanently and totally disabled, the Company shall
continue its contribution for up to six (6) months, as described in previous
section "Contributions."  Thereafter, the Company will provide such
health insurance contributions (provided the employee makes his contribution,
if any is required) for five (5) years from the date when he ceased to work due
to such disability.  At the end of such five (5) year period, the Company shall
thereafter continue its contributions for individual coverage only, as long as
the employee is permanently and totally disabled, or until he reaches age
sixty-five (65), whichever occurs sooner; provided, that the Company will not
make any contributions described in this subsection (a) during any period when
the employee or his spouse is employed and group health insurance benefits are
available to them, or after he reaches age sixty-five (65).  The Company and
the Union may amend this subsection in their discretion.




 




9.5
Retired Employees




 




            Effective May 2, 1981, any employee who has retired between April 30, 1975 and April 28, 1990 under the provisions of the Barre Belt Granite Employer‐Union
Pension Plan shall be allowed to continue group insurance coverage in the
amount of $3,000 of term insurance, subject to any applicable insurance carrier
rules and regulations. The full cost of such coverage will be paid by the
retired employee at the group rate applicable to the term life insurance
including such insurance for retired employees being provided through the
Company.  The premium shall be paid by such retired employee.  The Company
agrees to pay one (1) month's health care premium for each five (5) years of
service with the Company, up to a maximum of three (3) month's premium.




 




9.6
Consultant




The Company is authorized to utilize the services of an impartial
professional consultant as deemed necessary to advise concerning the proper
operation of the insurance program.




 




 




 




15








































 




 


9.7 Insurance
Objectives




 




The parties agree to consider and implement by agreement health insurance
cost containment measures with a view to improving and increasing the quality
and efficiency of health care.


 


9.8
Delinquency




 




If the Company is delinquent more than thirty (30) days pursuant to this
section; if the Union gives written notice to the Company of its intent to
withhold the services of employees; and if the Company has not cured the
delinquency by the appropriate payment or by entering into an arrangement satisfactory
to the Trustees by the sixtieth (60th) day after the delinquency began; then
the Union shall have the right to withhold the services of employees beginning
on the sixtieth (60th) day of delinquency or fifteen (15) days after notice
from the Union, whichever occurs later, if, and as long as, the Company is in
violation of this section.  For purposes of this paragraph, the Trustees shall
be deemed to have delegated the judgment concerning whether the appropriate
payment or a satisfactory arrangement has been reached to the Administrator. 
In addition, the Company shall be responsible for the payment of all wages
(including interest at the legal rate in Vermont) that would have been earned
in normal working hours during any strike called on account of delinquent
contributions.




 




 




ARTICLE 10


Pension Plan
Agreement




 




10.1 Merger of the Pension
Plan




 


The Barre Belt Granite Employer - Union Pension Plan
(the "Plan") has merged with and into the Steelworkers Pension Trust (the
"Pension Trust") pursuant to the terms of a certain merger agreement (the
"Merger Agreement") between the Plan and the Pension Trust, the terms of which
are incorporate herein by reference. (Hereafter, the merger of the Plan and the
Pension Trust is referred to as the "Merger".)




 




10.2 Incorporated Documents




 


This Article 10 incorporates by reference the terms of
a Merger Agreement between the Plan and the Pension Trust, and the provisions
of the documents governing the Pension Trust.




 











10.3 Contribution Rate




The month for
which the contribution is due is referred to as the "benefit month" and the
month prior to the benefit month is referred to as the "wage month."  Effective
May 3rd, 2009, the Employer shall contribute to the Pension Trust
each and every benefit month a sum of money equal to $1.70 per hour for each
hour worked by all Covered Employees during the wage month.  Effective May 2,
2010, the contribution shall increase to $1.75 per hour.  




 


 


16































 


10.4 Covered Employees


 


Covered Employees are all employees employed within
the Union's Bargaining Unit who were actively employed by the Employer for any
length of time during the wage month.  The Employer is required to make a
contribution to an employee whose employment is terminated during the wage
month.




 




10.5 Hours Worked




 


The term "Hours Worked" means not only hours actually
worked by Covered Employees, but also hours not actually worked but for which
Covered Employees were paid because of vacation, holidays, jury duty or
bereavement leave.




 




10.6 Payment of Contributions




 




Contributions are
due from the Employer on the fifteenth (15th) day of the benefit month,
commencing with the benefit month of February 1999 and each and every month
thereafter so long as this agreement is in force.




 




10.7 Coverage - Newly Hired
Employees Not Previously Covered


 


Newly hired employees not previously covered by the
Pension Trust are not considered Covered Employees until the first day of the
first calendar month immediately after the commencement of employment.  Such
calendar month is the new employee's first benefit month.  The immediately
preceding calendar month is the employee's first wage month.




 




10.8 Coverage - Newly Hired
Employees Who Were Previously Covered


 


Newly hired employees previously covered by the
Pension Trust are considered Covered Employees as of the first day of the first
calendar month immediately after the commencement of employment.  This calendar
month is the employee's first benefit month and the immediately preceding
calendar month is the employee's first wage month.


 


10.9 Contribution Reports and
Data




 




            The Employer
shall transmit to the Pension Trust with each contribution a contribution
report on the form furnished by the Pension Trust on which the Employer shall
report the names, status, hire and termination dates as applicable, as well as
the total hours paid to each covered employee during the wage month.  The
Employer shall provide a copy of this report to the Union.  The Employer
further agrees to supply to the Pension Trust such further information as may
from time to time be requested by it in connection with the benefits provided
by said Pension Trust to said employees, and to permit audits of its books and
records by the Pension Trust for the sole purpose of determining compliance
with the terms and conditions of this Agreement.




 




10.10 Delinquent Employers


 


            In the event
that an Employer fails to maintain affiliation in good standing with the
Pension Trust, the Employer shall be in violation of this Article 10, in
addition to all other applicable standards.  Immediately upon termination of
the Employer's affiliation with the Pension Trust, the Union and the employees
may withhold all services from the delinquent Employer until such time as the
default has been cured to the satisfaction of the Pension Trust and the Union.  In addition, the Company shall be responsible for the payment of all wages
(including interest at the legal rate in Vermont) that would have been earned
in normal working hours during any strike called on account of delinquent
conditions.




17



















 


 




ARTICLE 11


401(k) Plan




11.1 401(k) Plan




 




The Company
agrees to establish and administer one (1) 401(k) program for all its Union
employees which will comply with all the requirements of ERISA, the Internal
Revenue Code and any other applicable laws.




 




The Company
agrees to a match of thirty-five (35%) percent on an employee's first $1,000
contribution per year and ten (10%) percent thereafter per year up to the
maximum contribution allowable by law per year.




 


 


ARTICLE 12


Notices




 




12.1 Bulletin Boards




 




The Company
shall install a bulletin board at each time clock for joint use of the Company
and Union, including IP, high bay, boxing and press rolls.




 




12.2 Holiday Notice




 




Before
suspending operations the day before or the day after a scheduled holiday, at
least three (3) calendar days' notice must be posted on the bulletin board.


 


12.3 Emergencies




 




Except in
circumstances which the Company could not reasonably foresee, at least twenty‐four
(24) hours' notice of any other suspension of operations must be posted on
bulletin boards stating when the plant will close as well as when work is to be
resumed.




 











12.4 Plant Bidding











 




Positions either
vacant or new will be posted within the affected plant.  Employees will have
two (2) days to bid for the posted job.  The Company will fill the job based on
seniority, ability, and physical fitness.  Ability means knowledge and/or
experience relating to the job in question at the time of the posting for the
position.  Should no bidder have the immediate ability to perform the posted
job and the Company has an immediate need to fill the vacancy, the Company may
hire a qualified outside applicant.  If a training period is acceptable,
bidders will be given preference over outside applicants.  Situations which
require extended training periods will be subject to a negotiated wage.  Cross
training will occur where it makes sense and based on ability.




 




12.5 Union Postings




 




The Company
agrees to post notices of official Union business which are received by the
Company from the Union.




 




 


18












 




ARTICLE 13


Layoff, Recall, Reinstatement
After On‐the‐Job Injury


 


 


13.1 Layoff and Recall




 




(a) In the
layoff and recall of employees, length of service shall be recognized subject
to ability and physical fitness among employees engaged in the same category of
work as enumerated in the classifications set forth in Section 4.1(a) of this
Agreement.  Employees shall have recall rights for twelve (12) months from the
date of layoff.




 




 (b)  In the
event a temporary seasonal layoff is to be implemented by the Company, the
Company will post an announcement of the layoff and its anticipated duration. 
The Company agrees that employees may elect to take the layoff on a voluntary
basis by seniority subject to ability.  If all employees with the ability to do
a particular job which will be worked during the layoff elect to take a
voluntary layoff, then the Company will require the least senior employee with
the ability to do the work.  The voluntary layoff will be only for the posted
duration of the layoff.  If for any reason the layoff is to be extended beyond
the posted period, the Company will notify those employees who have elected the
voluntary layoff of the extension of the layoff and the anticipated duration of
the extension.  Senior employees on voluntary layoff with the ability to perform
the jobs being worked during the extension of the layoff shall have the option
to displace any junior employees performing the work or continue their
voluntary layoff.  This process shall continue until the end of the layoff.  In
accordance with 12.1 (a), no employee may extend his voluntary layoff beyond
twelve (12) months since recall rights would be forfeited.




 




(c)  It is the
intent of the Company to attempt to return all employees suffering an injury on
the job to their regular job as set forth herein.  An employee disabled by a
compensable injury under applicable Workers Compensation law will be reinstated
by the Company when his or her inability to work ceases provided recovery
occurs within two (2) years of the onset of the disability.  An employee who
recovers within two (2) years of the onset of the disability will be reinstated
to a position suitable for the Employee given the position the Employee held at
the time of the injury and the Employee's ability to safely perform the duties
of the available position.  An employee shall suffer no loss of seniority when
reinstated in accordance with this Section 13.1 (c).




 




13.2 Layoffs




 




            Layoffs are to be by
individual plant(s).  Of the laid-off personnel, the individual with the most
seniority, subject to ability and/or physical fitness, will be afforded an
opportunity to "temporarily transfer" to one of the other Rock of Ages
facilities listed in Section 13.4 below if an opening exists and if he is
qualified.




            While temporarily
employed at one of the other Rock of Ages facilities, the employee will
continue to accumulate seniority at the plant from which the employee was laid
off prior to the temporary transfer.




 




13.3 Layoff Job Opportunity




 




Job openings at a specific
plant will be handled per section 12.4 above.  In the event the Company has
laid off employees at other Company plants or Divisions covered by this
contract, the Company will offer these positions first to the laid off
employee(s) by seniority subject to ability and physical fitness before hiring
outside applicants.  The employee(s) selected may either accept the available
position or elect to take a voluntary layoff any time during the initial sixty
(60) day period. The employee(s) may revert to a voluntary layoff status at his
or her option or at the option of the Company.




 




 




19












 





























  If the position available is covered by
another contract (i.e. Quarry) the employee(s) shall not be required to change
groups unless he/she is not returned to his/her former position within the
twelve (12) month layoff and recall period.











 


             The employee(s) shall suffer no loss of
seniority for such assignment when returned to the former position.  Employees
will return to former positions by seniority, subject to ability and physical
fitness, if and when work becomes available.


 




            The Union will be immediately notified of the
employee(s) who accept assignment in another plant and/or division.  Upon
acceptance these employees will initially hold the lowest seniority in that
plant and/or division.




 




            Upon recall, if an employee does not honor a
"recall notice," (return receipt requested at last known address), or has been
employed at a new plant and/or division for more than twelve (12) months,
his/her seniority at the former plant and/or division shall be lost.  The
seniority date at the new plant and/or division shall be the employee's start
date with that plant and/or division except as otherwise agreed upon between
the Company, employee and Union.




 




            In the event the Union believes the Company
has not complied with this provision, the Union may bring the situation in
question to the Labor Management Team (LMT) for resolution.  If the matter
cannot be resolved by the LMT, the Union shall have the right to grieve it.




 





























13.4 Seniority











 




One seniority list will be
maintained for the Rock of Ages Manufacturing Plant, Saw Plant and Press Roll
Plant.  Seniority for employees who were part of the former Saw Plant and Press
Roll Plant seniority group as of April 29, 2006 will be grandfathered in the event of a layoff.




 




 




13.5 Seniority Roster




 




The Company
shall provide the Union with a seniority roster semi‐annually, in April
and October.




 




 




 




 




 




 




 




 




 




 




 




 




20












 


ARTICLE 14


Union Security


 


14.1 Union Security




 




It shall be a
condition of employment that all employees of the Company covered by this
Agreement who are members of the Union in good standing on the effective date
of this Agreement shall remain members in good standing and those who are not
members on the effective date of Agreement shall, on or before the thirty-first
(31st) calendar day following the effective date of this Agreement, become and
remain members in good standing in the Union.  It shall be also a condition of
employment that all employees covered by this Agreement and hired on or after
its effective date shall, on or before the thirty‐first (31st) calendar
day following the beginning of such employment, become and remain members in
good standing of the Union.


 


 


ARTICLE 15


 Check‐off


 


15.1 Check-Off




 




The Company
agrees to deduct each month from the wages payable to any employee who
authorizes the employer to do so, through a signed authorization card (Union
Form 530), the Union monthly dues, assessments uniformly imposed on all members
and, if owed, the Union's initiation fee.   Said amount shall be as designated
by the International Treasurer of the Union.  The Company shall remit by the
end of each month on Form R-115 all sums so deducted to the International
Treasurer, United Steelworkers, P.O. Box 951667, Cleveland, Ohio 44193.




 




15.2 Union Copy




 




The Company also
shall transmit by the end of each month to an officer designated by the local Union a copy of the list of employees from whom deductions are made and the amount deducted
as well as a list of new hires during the month with their date of hire and
classification.











15.3 Dues Penalty




The Company will
be responsible for the deduction and collection of dues prior to final payment
to the employee as a result of quit or discharge and be liable for payment of
said dues to the Union if it fails to do so.




15.4 Journeyman Dues




Journeyman
employed will have dues automatically deducted from their pay from the first
(1st) day of hire and submitted according to Article 15, Section 15.1.




15.5 Sign-Ups




The Company
agrees to sign up new employees upon their hire and submit the section of the
Authorization Card (Union Form 530) to the Local Union President within thirty
(30) days.




 


21












 




ARTICLE 16


Dispute Settlement




 




16.1 Dispute Settlement




 




Any difference
which may arise as to the meaning or application of this Agreement or any
memorandum agreement between the parties as to compliance with the terms of
such agreements shall be resolved as follows:




 




Step 1:  Between
the foreman and employee involved and/or Union Steward and/or other Union
representative.  Grievances must be submitted within ten (10) workdays of the
time the subject of the grievance becomes or should have become known to the
aggrieved employee or Union.




 




Step 2:  Between
the Union Steward and/or other Union representatives and the Plant Manager.  If
the matter is not settled within five (5) workdays of initiating this step, it
may be referred to Step 3.




 




Step 3:  Between
the Union Representative and/or Union Steward and the Division Vice President
and/or the Plant Manager.  If the matter is not settled at this step, then a
formal written grievance will be submitted within five (5) working days.




 




Step 4:  Between
the United Steelworkers Staff Representative, Local Union #4 President, the
President of the Company, the Division Vice President and/or the Plant Manager.
If the matter is not settled within five (5) working days of initiating this
step, it may be referred to Step 5.











Step 5:  Submit
the grievance to arbitration and pursuant to existing voluntary labor
arbitration rules of the American Arbitration Association within thirty (30)
days following the Step 4 answer.  The Arbitrator shall have no authority to
alter in any way the terms and conditions of this Agreement and shall confine
his decision to a determination of the facts and an interpretation and
application of this Agreement.  The decision of the Arbitrator shall be final
and binding on all parties.  The fees and expenses associated with arbitration
of the grievance shall be borne equally by the parties to the grievance or
dispute.




In the event a
difference is not appealed to the next succeeding step of the above procedure
within the time limit specified, the right of appeal shall be lost.




The aggrieved
employee may attend any steps of the grievance procedures.  Time limits may be
extended by mutual agreement.




 




16.2 Company Grievances




Grievances may
be initiated by the Company.  The grievance shall be discussed between the
Company representative and the Steward, Local Union President or other Union
representative.  In the event such difference is not settled through such
discussion, the dispute will be further processed in accordance with the
provisions of Section 16.1, Steps 3, 4, 5.




 




 




22












 


16.3 Signed Grievances




Grievances
processed in accordance with the provisions of this Article must be in writing
and signed by the grieving party for submission to Step 4 and succeeding
Steps.  It is mutually understood that the words "Foreman" or
"Plant Manager" may be replaced by the word "Company" where
appropriate.  Time limits may be extended by mutual agreement.




 




16.4 Rules




The Union agrees that during the term of this Agreement neither the Union nor its members shall
encourage or engage in any strikes, stoppages, slowdowns or other interruption
of work, and the Company agrees that there shall be no lockouts.




It is understood
and agreed that in the event of any alleged violation of this Agreement, which
violation is not authorized or ratified by the International Union, there shall
be no liability for damages on the part of said International Union, Local
Union or any of their officers or agents, and the sole recourse and exclusive
remedies of the Company shall, in such event, be those which are specifically
provided for in this Agreement.




It is understood
and agreed that in the event of any strike, work stoppage, interruption or
impeding of work on the part of any employee during the life of the Agreement,
there shall be no liability on the part of the International Union, Local Union
or any of their officers or agents, provided such strike, work stoppage,
interruption or impeding of work was not authorized or ratified by the
International Union, Local Union or any of their officers or agents, and
provided further that, upon the occurrence of such unauthorized strike, work
stoppage, interruption or impeding of work, the International Union or the Local
Union shall, upon request of the Company, notify the employees involved that
such action by said employees was unauthorized and direct said employees to
return to work promptly, and shall take further steps as are reasonable and
appropriate under the circumstances to bring about a termination of such
unauthorized strike, work stoppage, interruption or impeding of work, impose
such disciplinary measures upon the employees involved as are not inconsistent
with the provisions of this Agreement.




 




 




 




 




 




 




 




 


23








































ARTICLE 17


Plant Access




 




17.1 Plant Access




 




It is agreed
that a representative of the Union shall be permitted to enter any Rock of Ages
property covered by this Agreement during working hours for the purpose of
administering the provisions of this Agreement.  A committee wishing to enter
any Rock of Ages property covered by this Agreement during working hours must
first get permission at the office.     




 




 




ARTICLE 18


Nondiscrimination




18.1 Non Discrimination




 




There shall be
no discrimination for or against any employee because of his performing the
duties of a Union Officer or committeeman. The Company shall comply with
applicable laws prohibiting discrimination against employees on account of
race, color, sex, sexual orientation, religion, national origin, or age.  Any reference
in this Agreement to one gender shall be deemed to apply equally to the other. 




 




 




ARTICLE 19


Public Insurance




 




19.1 Reinstatement to Job




 




It is the intent
of the Company to attempt to return all employees suffering an injury on the
job to their regular job as set forth herein.  An Employee disabled by a
compensable injury under applicable Workers Compensation law will be reinstated
by the Company when his or her inability to work ceases provided recovery
occurs within two (2) years of the onset of the disability will be reinstated
to his former job or one suitable under the law given the position the Employee
held at the time of the injury and the Employee's ability to safely perform the
duties of the available position.  An Employee shall suffer no loss of
seniority when reinstated in accordance with this Section 19.1.




 




19.2 Unemployment/Workers
Compensation




 




The Company
agrees to comply with applicable laws governing Unemployment Compensation
Insurance and Workers' Compensation Insurance for employees.




 


 


  


 


24



















 











ARTICLE 20


Mutual Cooperation




 




20.1 Mutual Cooperation




 




The Company and
the Union agree that, for the best interest of the employees, the Company and
the community as a whole, they favor and will encourage the progress and growth
of the Granite Industry in Vermont.




 




The Company
shall not be restricted in his manning of and assignment of operations to
existing, new or automated equipment and systems which do not impose an
unreasonable safety hazard to employees or require an unreasonable workload.




 




The Company
agrees that, in the assignment of primary operators to equipment, the present
jurisdiction of the Union will be preserved.  The Union agrees that
jurisdictional restrictions will not apply to 1) incidental operation of machines for expediency, 2) coverage due to an
absence caused by sickness or vacation, or 3) coverage when a machine operator
is busy with other job responsibilities.  To ensure 40 hours of pay the worker
may be assigned to duties outside of their traditional jurisdictional duties
for a period not to exceed 16 hours per week for items not covered in
categories 1, 2 and 3 above.  The Company further agrees that employees
covered by the Agreement shall be given reasonable opportunity to become
proficient with new equipment. 




 




The Company
agrees to maintain an average union staffing level of approximately 30% USW.




 




The Company
agrees to allow the Union Business Representative/President or the Health and
Safety Chairman the opportunity to sit in on health and safety meetings and shall
provide to the Union at least three (3) days prior notice of the date, time and
place of said meeting.




 




 


 


ARTICLE 21


Labor Management
Team


 


21.1 Labor-Management Team
(LMT)




 




It is mutually
agreed to form a Labor Management Team (LMT) composed equally of Union
representatives, including the union stewart, and management representatives in
such total number as may be agreed from time to time by the Union and Company. 
The LMT shall meet quarterly if requested by the Union or the Company to
discuss and resolve issues of safety, health, betterment, interdivisional job
opportunities, productivity and other items as may be appropriate.  The Union
representatives and/or Management must submit a list of specific agenda items
for each meeting at least one (1) week in advance of the meeting or the meeting
is cancelled.




 




Two (2) employee
representatives per plant will be paid overtime pay for any meetings held
outside their scheduled shift.  The Local Union President or his representative
will be allowed to attend and participate in these meetings.




 




The LMT is
intended to increase joint cooperation and develop an active employee
involvement process.  These efforts shall not interfere with any provisions of
this Agreement nor circumvent the grievance procedure, nor interfere with
management's rights, but it is a goal of the LMT to avoid circumstances or
practices which could give rise to a claim by either party that the provisions
of this Agreement were not adhered to and to create an atmosphere of
cooperation so as to minimize events leading to grievances.




 




25



















 




The LMT may have
various divisions or advisory groups as mutually agreed and may meet jointly
with USW LMTs formed in other divisions at the Company.




 




The objectives
of the LMT will also focus on increasing customer service and satisfaction,
more effective methods of operation, enhancing employee morale and creating and
assuring full and open communication among employees and the Company.  The LMT
will analyze and solve identified problems and participate and support in the
implementation of agreed solutions.  The LMT will also investigate and
recommend actions to the Company and Union to increase employee involvement and
responsibility in the areas of production, production teams, and quality
control.




 




The Company
shall forward minutes of LMT meetings to the Union and LMT members within ten
(10) days of the meeting.  The minutes shall include the names of those in
attendance, and the date, time and place of the meeting.




 




 




ARTICLE 22


Safety Measures


 


22.1 Safety Glasses




 




The Company
shall provide safety glasses for its employees, upon the request of such
employees.  If an employee needs prescription safety glasses, he shall pay for
his own eye examination and shall furnish the prescription to the Company.  The
Company shall then provide such prescription glasses at no additional cost to
the employee.  Broken safety glasses shall be replaced by the Company on a
reasonable basis.




 




22.2 Miscellaneous




 




(a)  The Company
agrees that all stands for the washing of granite shall be properly housed.




 




(b)  No
machinery shall be greased or oiled while in operation, with such exceptions as
may be determined by the LMT or safety committees in respective plants.  No
engine shafting or machinery shall be started in any plant without giving a
warning, either by whistle or bell.




 




(c)  Dust
control equipment shall at all times be maintained in efficient working order
and use.  Inspections shall be carried out at the request of the Company or Union by the state unit charged with industrial hygiene or the United States Public Health
Service and reports of inspections given to both the manager, owner,
superintendent, or other responsible person of the particular Company and to
the Union.











(d)  Drinking
water with sanitary bubblers must be furnished in every plant.




(e)  Toilets
connected with running water must always be kept in sanitary condition,
thoroughly boxed in and ventilated so as to eliminate all odors in conformity
with health laws.




(f)  All
overhead cranes will have a device installed which will either automatically or
manually be sounded (by the operator) to give warning to other employees when
stones or any other materials are being carried through the plant.  Horns will
be installed on all forklifts which will automatically or manually be sounded
(by the operator) to give warnings while operating.




26












          


             (g)  The Company
will provide measuring tapes, where required, and aprons and boots to employees
on the washstand as long as the employee turns in the above for replacement
when necessary.






















(h)  On or
around May 1st of each year, the Company will pay each employee an
allowance of ninety dollars ($90.00) in year one and one hundred dollars
($100.00) in year two to be used towards the cost of approved safety footwear. 
An employee who has already completed his probation period and is laid off or
otherwise absent from work for a period of not more that twenty-six (26) weeks
on May 1st of each year will receive the allowance when he returns
to work.




 




 




22.3 Plant Heat




 




Cutting plants
and air for pneumatic machines will be heated to at least sixty (60) degrees. 
Hot water must also be provided. If the Union initiates a grievance for the
Company's failure to heat the plant to sixty (60) degrees, the arbitrator is
authorized to impose a penalty of two (2) hours' pay for time lost due to lack
of heat.  The arbitrator shall be authorized to impose a penalty of up to four
(4) hours' pay in situations where the Company has been found to have
repeatedly failed to heat the plant as required under this Section and if the
arbitrator finds that the circumstances of such violations warrant an
additional penalty.  The Company, Union and employees will continue existing
practices of cooperating in emergency situations and in cases of extreme
weather.


 


 




22.4 Consultation and
Enforcement




 




(a)  The Company
will confer with the Union through the LMT regarding safety and other rules and
regulations affecting the health, safety and comfort of the employees.




 




(b)  The Union agrees to cooperate with the Company in enforcing safety rules and practices in an
effort to reduce hazards and insure safe working conditions.




 




 




22.5 Legal Obligations




 




Any National,
State or Municipal law enacted for the betterment of wages or working
conditions in the granite trade will not be violated. The employees must
utilize safety equipment required by any National, State or Municipal law.




 




 




 




 




 




 




 




 




 




 




 


27



















 











 











ARTICLE 23


Probationary
Period


 


23.1 Probationary Period




 




There shall be a
probationary period of thirty (30) calendar days for journeymen (sixty (60)
days for apprentices), excluding shutdowns/layoffs, with the right to extend
such probationary period by mutual agreement.  A discharge during the
probationary period shall not be subject to the grievance or arbitration
provisions of this Agreement.  Upon completion of the probationary period, the
employee's seniority date shall be retroactive to his most recent date of hire.




 




 




ARTICLE 24


Apprentices




 




24.1 Apprentices




 




The term of
apprenticeship shall be one (1) year.  If the Company employs apprentices, it
must have two (2) journeymen, crane operators, boxers/washstand to each
apprentice it employs.  An apprentice, one (1) year after starting to work, as
such, shall, regardless of the hours during that period, receive the minimum
rate of pay for journeymen.




 




24.2 Reduction of Work




 




It is agreed
that in the event of reduction of work an apprentice may be required to do work
by the Company below the standard work week and on overtime and Saturday work,
such work as may be available shall be done by journeymen, crane operators and
boxers/washstand employees.




 




24.3 Apprentice Wages




 




Apprentice wage
rates shall be as set forth in Section 4.1(d).




 




 




ARTICLE 25


Leaves of Absence


 


25.1 General Leave of Absence
- Leave




 




Any employee may
be granted a period of ninety (90) days' leave of absence in any one  (1)
calendar year without pay and without loss of seniority with the consent of the
Company and the Union.  Such employee is forbidden to accept employment
elsewhere for wages; except that an employee who is granted a leave of absence
for reasons of health may accept employment during such leave of absence.  Upon
the request of the Company, the employee shall secure a doctor's certificate
with respect to his condition of health.  Employees granted a leave of absence
for reasons of health shall accumulate seniority during such leave of absence. 





 




  


28








































 











25.2 Union Leave











 




Management
agrees to grant, on request, a leave of absence to employees for Union
activities or political purposes when request is made in writing and such time
will not be deductible from an employee's earned time.  The seniority for such
employees shall accumulate for a maximum period of one (1) year during such
leave of absence.




 




25.3 Presidential - Executive
Board Leave




 




An employee who
is a member of the Union Executive Board shall be granted a leave of absence of
up to three (3) years to serve as full-time President of the Union.  During
such leave he shall accumulate industry service and shall retain seniority with
the Company as of the date the leave begins; he shall not be eligible for wages
or fringe benefits.


 


ARTICLE 26


Discipline/Discharge




 




26.1 Discipline/Discharge




 




An employee who
has completed his probationary period shall not be discharged or otherwise
disciplined without just cause.  A copy of written disciplinary action taken
against an employee shall be sent to the Local Union office within ten (10)
days of its issuance.  Failure to notify the Union in writing as set forth
above will constitute the warning being null and void.




 




26.2 Written Warnings




 




The Company and Union agree that a written warning more than eighteen (18) months old may not be used as
the justification for discipline or discharge of an Employee.  Subject to the
immediately preceding sentence, in progressive discipline cases, the Company will
continue to consider in accordance with past practice that a written warning or
suspension without a follow‐up discipline or suspension for the same
cause for a period of six (6) months, not including time lost for workers
compensation, layoff or Sickness & Accident, as restarting the progressive
discipline process from the next succeeding written warning or suspension for
the same cause.  All inactive disciplinary records will be purged from an
employee's record after five (5) years from the date the record was written unless
that disciplinary record indicates otherwise.  Nothing in this section shall be
construed to prevent the Company from discharging or otherwise disciplining an
Employee for just cause or to prevent the Company and the Union from keeping
all disciplinary reports in an employee's personnel file and providing the same
to the appropriate parties under the Dispute Settlement procedures of Article
16.




 




ARTICLE 27


Interdivisional
Maintenance Work




 




27.1 Interdivisional
Maintenance Work




 




            The Company has
two (2) maintenance groups, one (1) at the plant division (manufacturing plant,
press roll plant, and saw plant) and the other at the quarries division.  The Union understands that there is a need for flexibility at the Company to assure that all
equipment operates efficiently and is repaired in a timely fashion.  The
Company understands that the seniority of both maintenance groups must be
separate and that maintenance employees will normally work in their division.




29












 




The Company and Union agree that the Company may assign maintenance employees in one (1) division to work
temporarily in the other division.  The word temporarily is understood and
agreed to cover sickness, vacations, injuries, operational emergencies, and/or
the scope and duration of a particular project or projects.  It is not the
intent of the Company to displace or replace a maintenance person in one (1)
division with a person in another.




 




In the event the
 Union believes the Company has not complied with this provision, the Union may bring the situation in question to the LMT for resolution.  If the matter cannot
be resolved by the LMT, the Union shall have the right to grieve it.




 




ARTICLE 28


Subcontracting




 




28.1 Subcontracting




 




The Company
agrees to subcontract bargaining unit work only for legitimate business reasons
and not to avoid the terms of the contract. The Company will notify the Union in advance of an intent to subcontract bargaining unit work which will result in
either layoffs or a reduction in the work week below forty (40) hours; and,
upon request, will bargain with the Union about the decision and its impact
upon the employees.




 




 




ARTICLE
29


Management's
Rights


 


29.1 Management's Rights


 


            In the
interest of harmony and stability, it is recognized that except as limited by
the terms of this Agreement, the management and direction of Company business
and operations are vested exclusively in the Company, including the right to
hire, lay off, train, promote, control manning of, classify, transfer, assign
work to, and discipline or discharge employees for reasons other than the employee's
Union status; the right to make changes in and introduce new methods and
processes of operation or production; the right to expand or reduce its
operations and to make rules and regulations for the orderly and safe conduct
of work and production; and the right to make payments of non-wage compensation.




 


 


 


 


 


 


 


 


 


 


 


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FOLLOWS]


 


 


 


 


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Will be provided by
USW




 




 




 




 




 




 




 




 




 




 




 




31








































CALENDAR OF HOLIDAY OBSERVANCES


DURING 2009 - 2011
CONTRACT






 






 






 






2009


Memorial Day                                                 May
25                         Monday


Independence Day                                          July
3                            Friday  


Labor Day                                                      September
7                 Monday


Employee Appreciation Day                            September
8                 Tuesday                       


Veterans Day*                                                November
16               Monday


Thanksgiving Day                                            November
26               Thursday


Day After Thanksgiving                                   November
27               Friday


Christmas Day                                                 December
25               Friday




 




 




 


2010


New Years Day                                              January
1                     Friday


Day Before Town Meeting                              March 1                       Monday


Town Meeting Day                                         March
2                       Tuesday


Memorial Day                                                 May
31                        Monday


Independence Day                                          July
5                           Monday


            Alternative for shut down                     July
12                         Monday


Labor Day                                                      September
6                Monday


Employee Appreciation Day                            September
7                Tuesday


Veterans Day*                                                November
15              Monday


Thanksgiving Day                                            November
25              Thursday


Day After Thanksgiving                                   November
26              Friday


Christmas Day                                                December
24               Friday




 




 




 


2011


New Years Day                                              December
31               Friday


Day Before Town Meeting                              February
28                 Monday


Town Meeting Day                                        
March
1                       Tuesday






 






 






 






*Veteran's Day will be observed on the first day of rifle
season.






 






 


            




32