Exhibit 10.1


 


Agreement


 


STEINWAY & SONS


 


WITH


 


LOCAL 81102, F.W.


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


 


 


JANUARY 1, 2010


 

















 


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


 


WITNESSETH:


 


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


 


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


 


ARTICLE 1.


EMPLOYEES COVERED BY THIS


AGREEMENT


 


The term “Employees” whenever used herein
shall apply to all present and future employees of the Company employed in New
York City, except the following who are expressly excluded:  executives, supervisory employees (including
all foremen, and assistant foremen), clerical, administrative and Retail Sales
Department personnel.  This Agreement
covers all Employees.


 


ARTICLE 2.


UNION SECURITY


 


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


 


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


 


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


 


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


 


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


 


F.              The Union agrees
to accept all new Employees as members without limitations, provided such
Employees remain in good standing.


 


ARTICLE 3.


CHECK-OFF


 


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


 


ARTICLE 4.


STRIKES AND LOCKOUTS


 


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


 


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


 


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


 


D.            During any
period in which any Employees are engaged in any Stoppage, the Company will not
be required to bargain with the Union with respect to such Employees.


 


E.              In the event of
any Stoppage or in the event of any threat thereof, the Union will in its
discretion, or upon written request by the Company mail to the Employees
involved in such action a notification that such action is Unauthorized and a
direction that such Employees either promptly return to or remain at their
respective jobs and that they cease any action which may adversely affect
production.  A copy of such notification
shall be mailed to the Company when notification is mailed to the Employees.  Upon written notice to the Union by the
Company, if the Union’s notification has not brought about a termination of
such action, the Union will take such further steps as the Union, in its
discretion, deems reasonable and appropriate to bring about compliance with
such notice.


 


ARTICLE 5.


SAFETY AND HEALTH


 


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


 


ARTICLE 6.


SHOP RULE CHANGE


 


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


 


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


 


ARTICLE 7.


TRIAL PERIOD


 


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


 


ARTICLE 8.


DISCHARGE OF EMPLOYEES


 


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


 


B.             After the Trial
Period, the Company shall, upon adequate prior notice to the Union, have the
right to discharge any Employee only for cause, which shall include being under
the influence of or in the possession of any open container of alcoholic
beverage or the influence of or illegally in possession of drugs while within
Company facilities, dishonesty, insubordination, repeated refusal to obey
orders, smoking in the plants or failure otherwise to comply with Company Rules and
Regulations, as amended from time to time. 
The Company shall have the right to discharge any Employee for
incompetence and any Employee for uneconomic productivity.


 


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


 


ARTICLE 9.


INJURED AND UNFIT EMPLOYEES


 


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


 


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


 


ARTICLE 10.


HOURS OF WORK


 


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


 


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


 


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


 


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


 


(iii)                 Outside Retail Service Employees will be
required to obtain their schedule prior to the beginning of each day and call
in at the end of each job.


 


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


 


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


 


(vi)                Outside Service Employees who must travel more
than fifty (50) miles from their home to their first job or from their last job
to their home will be compensated at their regular hourly rate, plus overtime
if applicable.  Hours worked will be
calculated on the basis of fifty (50) miles traveled equals one hour
worked.  If an Employee hired after the date
of this Agreement moves his or her residence after being hired and such relocation
results in additional travel, then the application of this subsection (vi) shall
be in the discretion of the Company.


 


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


 


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


 


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ARTICLE 11.


WAGE
RATES


 


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


 


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


 


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


 


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


 


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


 


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


 


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


 


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


 


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


 


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the Company will not be commissionable, but major repair jobs and
service contracts will be.  This
provision does not apply to new or used piano sales.


 


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


 


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


 


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


 


(iv)           The current service price
list will be issued to all Retail Service Employees.  This service list will state prices for
various services and the applicable employee commission for the sale of those
services.  Where n.a. appears, no
commission will be paid for sale of such services.  New or additional services added to this price
list for sale by service Employees, will be commissionable at five (5%) percent.


 


ARTICLE 12.


NEW OPERATIONS AND METHOD CHANGES


 


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


 


If within thirty (30) days of regular work
commencing on such operation or method both parties fail to present a written
grievance regarding such rate, it shall be conclusively deemed properly
established.  If a grievance is filed
within such period, the Employees shall continue to work at such rate until
such grievance has been finally determined, at which time, if the rate is
increased, each Employee shall be paid the amount of such increase for each
hour worked by him at the lesser rate. 
If the rate is decreased, the Employee shall, after the date of final
determination be paid at such new rate but no Employee shall be obliged to
refund any overpayment made.  When a job
previously performed by hand is mechanized, the same shall be deemed a new
method and subject to the foregoing provisions.


 


ARTICLE 13.


TRANSFER


 


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


 


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


 


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


 


C.             Permanent.  (i) New Seniority shall be acquired by
permanent transfers, effective from the date of transfer.  (ii) No one shall, without the Union’s
consent, be permanently transferred to lower rate operations unless there is,
at the time, insufficient work for full employment of all Employees in the
higher rate operation.  (iii) Any
Employee permanently transferred to a higher rate operation shall, after his
Trial Period, receive such higher rate, provided he is in all respects
qualified to perform the work.  (iv) Any
Employee permanently transferred and laid off within a two (2) year period
of such transfer for at least thirty (30) consecutive days shall retain
seniority rights in the position held immediately prior to such transfer.


 


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


 


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


 


ARTICLE 14.


LEADPERSON AND INSTRUCTORS


 


The Union and Company will agree as to each
operation upon the instruction time and production rate to be allocated for
each Trial Period.  No Employee may
refuse to instruct another Employee in his work without a good reason.


 


The Company may determine a need for and
designate a “leadperson” in those areas where assistance to the Foreman may be
required distributing materials or work assignments, recording of completed
work, set-up or work preparation, in process review or inspection, or other
administrative duties which aid production.


 


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


 


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


 


Leadperson designation does not alter that
employee’s status as an employee covered by this agreement or seniority in any
way, and may be transferred or ended based on the Company’s determination of
need or employee’s performance. .


 


Leadperson responsibilities do not include
authority to discipline employees.


 


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ARTICLE 15.


WORK RECORDS


 


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


 


ARTICLE 16.


 SENIORITY


 


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


 


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


 


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


 


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


 


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


 


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


 


B.  A
reduction in force (“RIF”) — If either (i) sales demand declines to a
point that management deems it appropriate to reduce the daily production
rates, or (ii) operations are eliminated or combined making certain
positions unnecessary, then an indefinite layoff of employees shall be
effected.  Layoffs implemented pursuant
to a RIF will be carried out in accordance with the following criteria:


 


·                  Temporary Employees shall be laid off prior to
Regular Employees.


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


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


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


·                  An employee performing a given operation in
one department may transfer to another department which contains the same or
substantially identical operation and shall maintain his/her seniority from the
prior department.


·                  An employee laid off from one operation may
transfer to another operation or category for which he/she has the demonstrated
skill set (e.g. previously performed the operation) provided
that (i) such transfer can only occur if the transferred
employee has greater overall seniority than the existing incumbents in such
department/category and (ii) any layoffs in the transferred department
necessitated by the transfer can be completed without adversely impacting the
Company’s ability to manufacture.


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


 


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


 


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


 


In any event, the President, Secretary
Treasurer and Shop Steward shall, during their respective terms of office have
plant-wide seniority on layoffs and recalls, provided such officials can
satisfactorily perform the operation affected. 
The Union shall immediately upon election of the above officials advise
the Company thereof.


 


Union delegates shall, during their respective
terms of office, have department-wide seniority on layoffs and recalls provided
they can satisfactorily perform the affected operation. They shall not be
subject to prior seniority of the other Union officials. The Union shall
provide the Company a list of officers and delegates along with their election
dates and terms of service.  This article
shall not apply to any Employee while on leave of absence.


 


ARTICLE 17.


ADJUSTMENT OF GRIEVANCES AND DISPUTES


 


All disputes shall be settled in the following order between:


 


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


 


(b)         the shop steward
and either the area  plant  or service manager


 


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


 


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


 


It is agreed that grievances will be
expeditiously processed by both parties, and that the parties will use their
best efforts to consider disputes within the following time periods:


 


	
  At Step (a)

  	
  1 working day

  
	
  At Step (b)

  	
  5 working days

  
	
  At Step (c) & (d)

  	
  10 working days

  



 


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


 


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


 


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


 


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


 


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


 


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


 


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


 


The grievant may be present at any step of the
grievance procedure, at the Union’s option, provided that such attendance will
not unreasonably interfere with plant operations.


 


ARTICLE 18.


VETERANS


 


Any Employee who leaves the Company for United
States military service shall, upon his request within three (3) months
from the date of his discharge, be reinstated, without loss of seniority in his
former position, provided that he is (i) available for work within six (6) months
after discharge and (ii) in the Company’s opinion after consultation with
the Union, still competent to perform his prior job satisfactorily.  In so rehiring him, the Company may discharge
any of his successors.  If he is mentally
or physically unable to perform his prior work, or if the operation has been
discontinued, the Company will endeavor, wherever possible, after consultation 


 


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


 


Nothing herein limits the rights of veterans
as provided under any law, regulation, order, award, judgment or decree of the
United States Government, or of the state of New York, or of any of their
respective subdivisions, agencies, departments, boards, courts, or tribunals,
and compliance therewith by the Company shall not be deemed a breach of this
Agreement.  To the extent that any provision
hereof shall be inconsistent with same, such provision shall be deemed modified
so as to conform with same.  The Company
shall notify the Union of any action, proceeding or hearing commenced by any
veteran affecting the provisions of this Article.  The Union agrees that it shall not require
the Company to deny to any such Employee any right properly asserted by him.


 


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


 


ARTICLE 19.


HOLIDAYS


 


New Year’s Day, Lincoln’s Birthday, Presidents
Day, Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans Day,
Thanksgiving and the day after Thanksgiving and Christmas are the only legal
holidays hereunder and will be celebrated in accordance with the New York
Uniform Holiday Act.  Except in the event
of emergency, no Employees, other than outside tuners and maintenance
department employees, shall be required to work on Sundays or said legal
holidays.


 


Employees shall be paid for such holidays without
working, at the Employee’s then regular hourly rate for eight (8) hours,
provided that the Employee works his regular shift of work days immediately
preceding and following the holiday unless prevented from working because,
within one (1) month immediately preceding the holiday date, he was either
bona fide ill or laid off.  An Employee
shall not lose his holiday pay if on such work days preceding and following the
holiday he loses work not exceeding a total of three (3) hours spread over
both days, provided that his loss of work is not arbitrary, or without
justifiable cause or is in accordance with his regular working practices.
Holidays shall be included, in determining hours worked for overtime
purposes.  If a holiday occurs within any
Employee’s vacation period, his vacation shall be extended one (1) day.


 


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


 


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


 


ARTICLE 20.


VACATION AND CHRISTMAS BONUSES


 


A.           Vacation.


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


 


11

















 


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


 


	
   

  	
   

  	
  DAYS WORKED

  	
   

  
	
   

  	
   

  	
  Less than

  	
   

  	
  80 thru

  	
   

  	
  160 days

  	
   

  
	
  Service as of June 1

  	
   

  	
  80 days

  	
   

  	
  159 days

  	
   

  	
  and over

  	
   

  
	
  0-6 months

  	
   

  	
  0

  	
   

  	
  0

  	
   

  	
  0

  	
   

  
	
  6 mos. to 1 year

  	
   

  	
  0

  	
   

  	
  40 hrs.

  	
   

  	
  40 hrs.

  	
   

  
	
  1 year thru 5 years

  	
   

  	
  0

  	
   

  	
  40 hrs.

  	
   

  	
  80 hrs.

  	
   

  
	
  5 years thru 14 years

  	
   

  	
  0

  	
   

  	
  60 hrs.

  	
   

  	
  120 hrs.

  	
   

  
	
  15 years and over

  	
   

  	
  0

  	
   

  	
  80 hrs.

  	
   

  	
  160 hrs.

  	
   

  
	
  20 years and over *

  	
   

  	
  0

  	
   

  	
  100 hrs.

  	
   

  	
  200 hrs.

  	
   

  



 






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


 


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


 


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


 


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


 


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


 


B.             Christmas Bonus


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


 


12

















 


C.            Absences


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


 


D.            Layoffs


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


 


ARTICLE 21.


ELIMINATION
OR CHANGE OF OPERATIONS


 


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


 


B.             As to new
operations performed at the Company’s Plants: 
(i) The Company may institute any new department or operation. (ii) The
Union shall have the opportunity to furnish for such operation the best labor
then available in the open market. (iii) Trial Periods shall be jointly
determined for new Employees; for old, thirty (30) days.  Permanent transfers to these operations shall
be with the Employee’s consent; if not, revert to his prior status.  In temporary transfers, seniority shall
neither be acquired nor affected. (iv) New operations may be suspended or
discontinued at the Company’s discretion provided that the provisions in Section D
have been or will be satisfied. 
Moreover, on discontinuance, Employees shall revert to their prior
seniority, if any, in other departments.


 


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


 


D.            (i) The Company will
give the Union reasonable notice of its intent to change operations or to
purchase foreign parts where the effects of its action would be to permanently
displace an Employee from his current job. 
If requested, the Company will meet with the Union to discuss its
intended action.  (ii) In any such
discussion the Company shall explain the reason why it needs to take any
proposed action and the Union may respond on the merits including the
suggestion of any alternative action consistent with the Company’s needs.  The Company will consider such suggestion
before making the final decision.  (iii) In
the event that an Employee will be permanently displaced from his current job
because of a change in operations or the Company’s purchase of foreign parts,
the Company will make reasonable efforts to find him another available job for
which he is qualified within the plant, including returning him to a


 


13

















 


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


 


ARTICLE 22.


TERMINATION OF EMPLOYMENT


 


An Employee shall be deemed terminated in any
of the following events:  (i) discharges
for cause, (ii) voluntary quitting, (iii) in the case of temporary
Employees with less than three (3) months service, when laid off, (iv) when
an Employee has been laid off for more than twelve (12) months unless the
Employee has at least seven (7) years service in which case employment
will be terminated when the Employee has been laid off more than twenty four
(24) months, (v) in the case of any Employee, temporary or permanent, if
he fails to report back within three (3) days after being recalled for
work, unless such failure is due to a bona fide excuse preventing his
return.  Other employment shall be no
excuse under any circumstances.  Layoff
of permanent Employees shall not, except as provided above, affect their right
of re-employment.  Every employee absent
from work for three (3) or more consecutive work days shall cause the
Company to be notified of the cause thereof, or be subject to termination.


 


ARTICLE 23.


LEAVES OF ABSENCE


 


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


 


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


 


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


 


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


 


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


 


ARTICLE 24.


CALL-IN PAY


 


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


 


14

















 


ARTICLE 25.


INSURANCE


 


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


 


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


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


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


 


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


 


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


 


To the extent that in the manner above
mentioned, the Company joins with other companies in the Furniture, Bedding and
Piano Industries, who have made or may make contracts containing provisions
similar to those set forth in this section, in maintaining the said Fund, it
being understood, however, that the Fund will be held and managed by Trustees
thereof under the terms and provisions of a Declaration of Trust or Trust
Agreement to which the Trustees of the Fund are parties.  It is further understood and agreed that the
Company shall be under no obligation to see to the application of monies paid
to the Trustees pursuant to this paragraph for the purposes and use
above-mentioned.


 


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


 


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


 


ARTICLE 26.


PENSIONS


 


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


 


Effective January 1, 2010 - 6.09%


Effective January 1, 2011 – 6.43%


Effective January 1, 2012 -  6.78%


 


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


 


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


 


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


 


15

















 


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


 


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


 


D.                 All provisions of this Article 26 shall
be subject to the agreement, as amended, made June 25, 1974 between the
Trustees of the United Furniture Worker’s Pension Plan A and the Trustees of
the Steinway & Sons Pension Fund, the United Piano Workers, Local
81102 of the United Furniture Workers of America, AFL-CIO and Steinway &
Sons.


 


ARTICLE 27.


LAYOFF


 


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


 


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


 


In the event the Union and the Company cannot
agree that the Company had a legitimate business reason for a lay-off or that
the Company identified the proper Employees to be laid-off, the Union retains
the right to submit the question to binding arbitration.


 


If an Employee has been laid off, the work
performed by that Employee may not be performed by persons from another
category, department or operation for more than two [2] days per week without
the Union’s consent.


 


The Company shall notify the Union before
assigning overtime to any Employee in the category or operation previously
occupied by a laid-off Employee.  The
Company shall not use overtime to avoid the recall of a laid-off Employee.


 


16

















 


ARTICLE 28.


SHOP STEWARD


 


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


 


ARTICLE 29.


WAR WORK


 


If, the Company shall become engaged in war work,
Employees engaged in such work (i.e., other than regular piano work) shall not
be entitled to or acquire any of the seniority benefits of this Agreement, it
being the intention of the parties that Employees acquire seniority only to the
extent employed on piano work.


 


ARTICLE 30.


JURY DUTY PAY


 


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


 


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


 


ARTICLE 31.


BEREAVEMENT PAY


 


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


 


ARTICLE 32.


SICK LEAVE


 


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


 


17

















 


ARTICLE 33.


MISCELLANEOUS


 


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


 


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


 


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


 


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


 


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


 


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


 


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


 


H.                 This Agreement contains the entire
understanding between the parties and shall not be waived or in any respect
changed, except in a writing signed by both parties.  All oral waivers, representing and changes
are hereby expressly renounced and excluded.


 


I.                      Employees required to use
their automobiles for Company business will be reimbursed at the appropriate
rate per mile authorized by the Internal Revenue Service.


 


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


 


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


 


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


 


18

















 


ARTICLE 34.


TERMINATION
AND RENEWAL


 


This Agreement shall remain in full force and
effect for the period from the date hereof until December 31, 2012.  Not less than sixty (60) days prior to the
expiration of this Agreement, either party desiring terminations or
modifications thereof shall make known its demands in writing to the other
party, and if neither party shall give such notice, this Agreement shall
continue in full force and effect for the period of one (1) additional
year, and similarly, from year to year thereafter.  If either party shall give such notice, then
negotiations shall commence forthwith. 
Only matters set forth in such demands shall be considered in
negotiations.  This Agreement, including
the wage provisions thereof, is not subject to reopening, change or modification
during the term, for any cause whatsoever unless the parties hereto agree
otherwise.


 


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


 


 


	
   

  	
   

  	
  STEINWAY, INC.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
  By:

  	
  /s/ Ronald Losby

  
	
   

  	
   

  	
  Ronald Losby

  
	
   

  	
   

  	
  President

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  Local 81102 F.W.

  
	
   

  	
   

  	
  I.U.E.- C.W.A., AFL-CIO

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
  By:

  	
  /s/Rohannarain Somarain

  
	
   

  	
   

  	
  Rohannarain Somarain

  
	
   

  	
   

  	
  President

  



 


 


APPENDIX I.


 


19
















 


APPENDIX 1


FACTORY RULES AND REGULATIONS


 


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


 


2.       The regular working time is eight (8) hours daily, from
7:30 a.m. to 4:15 p.m. with three-quarters of an hour for lunch
between 12:00 Noon and 12:45 p.m. 
Everyone is expected to start work promptly and to remain at their work
until quitting time; five (5) minutes is allowed for washing and dressing,
both before lunch and at the end of the day, indicating by blowing the
whistle.  Factory gates will be opened
thirty (30) minutes before starting time and closed twenty (20) minutes after
quitting time.


 


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


 


4.       It is the duty of every person employed in this establishment
to carry out and complete the work assigned to him with care and diligence and
without interruption during regular work hours.


 


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


 


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


 


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


 


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


 


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


 


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


 


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


 


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


 


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


 


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


 


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


 


20

















 


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


 


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


 


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


 


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


 


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


 


20.     It is absolutely prohibited to bring firearms or other weapons
into the workplace.  Employees who do so
will be discharged at once.


 


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


 


21

















 


	
   

  	
   

  	
  Sections

  
	
  Bereavement Pay

  	
   

  	
  31

  
	
  Call-In Pay

  	
   

  	
  24

  
	
  Change of Operations

  	
   

  	
  12, 21

  
	
  Check-off

  	
   

  	
  3

  
	
  Christmas Bonus

  	
   

  	
  20B

  
	
  Covered Employees

  	
   

  	
  1

  
	
  Discharge

  	
   

  	
  8, 22

  
	
  Division of Work

  	
   

  	
  16

  
	
  Employee

  	
   

  	
  1

  
	
  Foreman

  	
   

  	
  13D, 26C, 33G

  
	
  General Lay-off

  	
   

  	
  27

  
	
  Grievance Procedure

  	
   

  	
  4D, 17

  
	
  Health

  	
   

  	
  5, 9, 25

  
	
  Hiring

  	
   

  	
  2E, F

  
	
  Hiring Rates

  	
   

  	
  11B

  
	
  Holidays

  	
   

  	
  19

  
	
  Hourly Rates

  	
   

  	
  11B, 12

  
	
  Hours of Work

  	
   

  	
  10, 16

  
	
  Injured and Aged Employees

  	
   

  	
  9

  
	
  Instructors

  	
   

  	
  14

  
	
  Insurance

  	
   

  	
  25

  
	
  Jury Duty Pay

  	
   

  	
  30

  
	
  Layoff and Recall

  	
   

  	
  16, 27

  
	
  Leave of Absence

  	
   

  	
  18, 23

  
	
  Lockout

  	
   

  	
  4

  
	
  New Operations & Methods Changes

  	
   

  	
  12, 21

  
	
  Overtime

  	
   

  	
  10 D-E

  
	
  Pension

  	
   

  	
  26

  
	
  Safety

  	
   

  	
  5

  
	
  Seniority

  	
   

  	
  13, 16

  
	
  Shop Chairman

  	
   

  	
  28

  
	
  Shop Rules

  	
   

  	
  6, 9

  
	
  Sick Leave

  	
   

  	
  32

  
	
  Strikes

  	
   

  	
  4

  
	
  Terminations

  	
   

  	
  8, 22

  
	
  Termination and Renewal

  	
   

  	
  34

  
	
  Transfers

  	
   

  	
  13

  
	
  Trial Period

  	
   

  	
  7

  
	
  Tuning Department

  	
   

  	
  10C

  
	
  Union Activities

  	
   

  	
  3, 33B

  
	
  Union President

  	
   

  	
  16, 17, 33B

  
	
  Union Security

  	
   

  	
  2

  
	
  Vacations

  	
   

  	
  20

  
	
  Veterans

  	
   

  	
  18

  
	
  Wages

  	
   

  	
  11

  
	
  Work Records

  	
   

  	
  15

  
	
  Work & Seniority

  	
   

  	
  16

  
	
  Workweek

  	
   

  	
  16

  



 


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Notes


 


23