Agreement between National Beef and United Food dated December 20, 1999



 Exhibit 10.19 
  

	 Agreement
	  	2
	 Base Rate/Job Grades
	  	24
	 Bidding Process
	  	10
	 Bulletin Boards
	  	31
	 Check-Off
	  	3
	 Disability Insurance
	  	23
	 Duration and Termination
	  	32
	 Education, Safety and Cultural Fund
	  	31
	 Equipment Furnished by the Company
	  	14
	 Employee Meat Purchase Plan
	  	15
	 Ergonomics
	  	20
	 Funeral Leave
	  	20
	 Grievance Procedure
	  	15
	 Guarantee
	  	3
	 Health Benefits
	  	22
	 Holidays
	  	12
	 Hours of Work
	  	4
	 Layoff and Recall
	  	11
	 Leaves of Absence
	  	18
	 Management Rights
	  	2
	 Meal Periods - Rest Periods
	  	14
	 Memorandums of Understanding I-II
	  	31
	 No Strike - No Lockout
	  	15
	 Non-Discrimination
	  	2
	 Orientation
	  	11
	 Overtime Work
	  	5
	 Pension Fund
	  	21
	 Prescription Card
	  	22
	 Recognition and Bargaining Unit
	  	2
	 Savings Clause
	  	17
	 Seniority
	  	5
	 Subcontracting
	  	18
	 Union Visitation
	  	2
	 Vacation
	  	13
	 Wages
	  	23
	 Waiver
	  	17

  

 1 








 AGREEMENT 
  

THIS AGREEMENT made and entered into this 20th day of December 1999 by and between NATIONAL BEEF, of Liberal, Kansas hereinafter referred to as
the “Company”, and UNITED FOOD AND COMMERCIAL WORKERS INTERNATIONAL UNION, AFL-CIO-CIC, UFCW DISTRICT LOCAL TWO, hereinafter referred to as the “Union”. 
  
 RECOGNITION AND BARGAINING UNIT 
  
 The Company recognizes the Union, United Food and Commercial Worker’s International Union, AFL-CIO-CIC, UFCW DISTRICT
LOCAL TWO as bargaining agent of all full time and regular part time production and maintenance employees employed by National Beef Packing Company at its facility located at 1501 E. 8th Street, Liberal, KS but excluding all office and clerical
employees, lab, professional employees and supervisors as defined by the National Labor Relations Act for the purpose of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment. 
  
 MANAGEMENT RIGHTS 
  
 Section 1 The Management of the plant and the direction of the working
force - including the right to hire, suspend, discipline or discharge for just cause; to assign jobs; to transfer, promote or demote employees; to increase and decrease the working force; production standards and rules applicable to the employees;
to determine products to be handled, produced or manufactured; the schedules of production; and the methods, processes and means of production or handling; as well as the right to determine the qualifications and ability of employees; are vested
exclusively in the company, provided this will not be used for the purpose of discrimination against any employee or to avoid any of the provisions of this agreement. 
  
 Section 2 Supervisors or other personnel may perform any duties that are necessary in the conduct of the business and
do not result in the displacement of bargaining unit employees. 
  
 Section 3 It is mutually agreed that the Company retains all management rights and prerogatives heretofore held except such rights as are specifically relinquished herein. 
  
 NON -DISCRIMINATION 
  
 Section 1 Neither the Company nor the Union will discriminate unlawfully against any employee or applicant for employment or union member because
of race, color, creed, sex, age, veterans status, handicaps, religion, or natural origin or because of membership or non-membership in the Union. 
  
 Section 2 The parties of this agreement will comply with any and all affirmative action requirements. 
  
 Section 3 The Company shall not discriminate against or discharge any
employee because of immigration hearings and/or deportation hearings that are initiated or are pending, provided advance permission is obtained from the employee’s immediate supervisor. In the event an employee is unable to obtain advance
permission, satisfactory written verification from the agency involved will be required. 
  
 UNION VISITATION 
  
 Union
representatives shall have the right to visit the work place to inspect working conditions 

  

 2 








 
and to generally carry out the terms of this Agreement providing they make prior arrangements and report to a designated Company representative upon entering
the job site, and so long as such visits do not interfere with operations. 
  
 CHECK-OFF 
  
 Section 1
If authorized and directed to do so by any employee in writing and so long as both such authorization and the contract between the Company and the Union remain in effect, the Company shall deduct the equivalent of the initiation fee, if
applicable, of the Union and the equivalent of the weekly Union dues from the pay of such employee. Deductions shall be made from the employee’s pay each week, and the Company shall promptly remit the same to the officer designated by the
Union. The Company agrees to recognize the form for check-off authorization which is found at the end of this contract. The Company agrees to furnish the Union with a mailing list of all bargaining unit employees upon request by the Union, however,
such requests shall not exceed four (4) times per any calendar year. The Unions agree to defend, indemnify, and hold harmless the Company from any and all claims, suits and damages arising out of or in any way connected with actions taken by the
Company, for the purpose of complying with this article of the contract including disposition of such funds after they have been remitted by the Company to the Union. 
  
 Section 2 Neither the Union, its officers, nor its members shall intimidate, harass, or coerce employees to cause
them to join the Union nor shall the Company intimidate, harass, or coerce employees to prevent them from joining or cause them not to join the Union. 
  
 Section 3 The Company will make a deduction for the Union’s Active Ballot Club from the wages of the employees who voluntarily authorize such
deductions in writing, based on authorizations received two (2) weeks prior to the deduction date and will forward the Active Ballot Club deduction to the Union. 
  
 Such Active Ballot Club deductions will be made fifty-two (52) times during each calendar year during the term of this
agreement unless the authorization is canceled with the Union, in writing, by the employee. 
  
 Section 4 It is also understood by all parties that the Company shall be required to make deductions only from wages earned for each individual pay period. There shall be no make-up provisions should an
employee be off work for any reason, with the exception of vacation. 
  
 GUARANTEE 
  
 Section 1 Unless notified of
a layoff on or before Saturday of the prior week all regular full-time employees will receive a weekly guarantee in the amount of thirty-six (36) hours work or pay in lieu of work at their straight time rate. 
  
 The Company shall have the right to reduce the weekly guarantee of hours to
thirty-two (32) hours, not more than ten (10) weeks per contract year. Notification of the reductions for any week must be made on the previous Friday. If notification is given and then thirty-six (36) or more hours are worked, it shall not count as
a week against the ten (10) weeks. 
  
 The guarantee shall be
reduced by time absent for any reason and for eight (8) hours each full day in which the plant is unable to operate due to conditions beyond the Company’s control such as: fire, explosion, power failure, storm, strike, or boycott by a labor or
similar group. When a holiday or holidays occur in the same work week, eight (8) hours of the holiday pay for each holiday 

  

 3 








 
shall be applied toward the guarantee for the week. 
  
 Section 2 The guaranteed work week shall apply only to regular full-time employees who commence work on the first scheduled day of the work-week.
Employees displaced because of operations of the seniority provisions shall receive pay only for those hours worked in the week hired or displaced. 
  
 Section 3 Employees called to work will be provided with a minimum of four (4) hours of work or pay in lieu of work. 
  
 Section 4 Employees who are called to work outside their regular work
schedule after once going home for the day and not at a time when such work merges with their regular shift shall be guaranteed four (4) hours work at one and one-half (1 1/2) times their regular rate of pay and the employees called to work outside their regular shift shall be paid in accordance with the provisions outlined in the Hours of Work
Article. 
  
 Section 5 The guaranteed work week
shall apply to those regular full-time employees who have completed their probationary period prior to the commencement of that payroll week.  
  
 Section 6 All regular full-time employees will be paid gang time on the day they are injured, up to a maximum of eight (8) hours with the exception
of maintenance employees who are scheduled for a twelve hour shift. Those maintenance individuals will be eligible for up to a maximum of twelve (12) hours pay. 
  

HOURS OF WORK 
  
 Section 1 The work week for payroll purposes shall start at 12:01 a.m. on Monday and ends at midnight Sunday evening. 
  
 Section 2 Hours of work shall be scheduled in line with production
requirements and employees will be notified in advance of changes in shift schedules except where such change is due to circumstances beyond the control of the Company 
  
 Section 3 Regular full-time employees working on holidays shall receive their regular holiday pay and shall be paid
at twice their regular rate for work actually performed on such holiday. 
  
 Section 4 Gang time for the kill floor will be figured on the work assigned to the gutter. Gang time for the fabrication floor will be figured on the work assigned to the hind saw. 
  
 Certain covered workers shall be paid gang time plus six (6) minutes time
spent in the following activities: (1) putting on unique, specialized safety equipment (mesh aprons, mesh gloves, arm and belly guards, sleeves, or leggings); (2) taking off unique, specialized safety equipment; (3) walking from the place of work on
the production line to the wash station to wash equipment mentioned above;(4) waiting in line at the wash station; and (5) washing the unique, specialized safety equipment. The time spent in such activities may vary from job to job, worker to
worker, department to department, and six (6) minutes is a reasonable agreed upon average. If these provisions are held by a court of law not to comply with FLSA, such provisions and/or the payments for gang time shall be suspended and subject to
re-negotiation. 
  
 Section 5 For the purpose of computing
pay for hours worked on Sunday or paid holidays, a shift cutting across two (2) calendar days shall be treated as work on the day which the shift begins. 
  
 Section 6 There shall be no pyramiding of premium pay. Any work performed on a holiday, Sunday, or the day designated in lieu of Sunday as provided
herein shall be paid at twice the regular hourly rate only and these hours shall not be used in computing weekly overtime. 
  

 4 








 Section 7 Time and one-half (1 1/2) will be paid for all hours worked in excess of forty (40) hours in any one week, or eight (8) hours in any one day except as provided under section 9 of this article

  
 All employees other than part time and temporary
employees shall be compensated at one and one-half (1 1/2) time their regular rate for work performed on their
sixth (6th) consecutive day of work within the work week provided they have worked all scheduled hours during the first (1st) five (5) days of said work week. 
  
 Section 7, Any employee off work for union business will not be paid for those hours by the Company but that time off will be considered time worked as it relates to the computation of sixth consecutive day over-time pay. 

 
 Section 8 Employees working on Sundays with the exception of
regularly scheduled employees shall be compensated at twice their regular hourly rate. For employees working on a day designated as their Sunday in lieu of the calendar Sunday, they shall be compensated at twice their regular hourly rate for work
performed on the day designated as the employee’s Sunday. 
  
 Section 9 Regularly-scheduled maintenance employees who work a twelve (12) hour schedule per day, four (4) days per week will be paid time and one-half (1 1/2) for all hours worked in excess of forty (40) hours in any one week or twelve (12) hours in any one day. 
  
 Section 10, Work over 12 hours in any one day shall be on a voluntary basis except in situations beyond the
Company’s control such as: fire, explosion, power failure, or storm (This list is by way of example and not intended to be inclusive). Hours beyond twelve (12) hours will be offered to the most senior divisional employees first. Less senior
employees may be required to finish the work. 
  
 OVERTIME WORK

  
 Section 1 Overtime work for a department shall be
divided as fairly and equally as possible between the same departments on different shifts. 
  
 Section 2 It is understood and agreed that such equalization cannot be affected on a daily, weekly, or even monthly basis but efforts will be made to change any such imbalance over reasonable periods of time.

  
 SENIORITY 
  
 Section 1 Seniority should operate on both divisional and department
basis. Divisions and departments within the plant are as follows: 
  
 A. Slaughter Division 
  
 1. Slaughter, Offal and Yards 
  
 2.
Coolers and Freezers 
  
 B. Processing Division

  
 1. Production 
  
 2. Material Handling 
  
 3. Loadout 
  
 C. Maintenance Division 
  
 1. Slaughter Maintenance/By-Products 
  
 2. Processing Maintenance 
  
 3. Generation/Refrigeration 
  

 5 








 4. General Maintenance 
  
 5. Material Warehouse 
  
 6. Load Out/Material Handling Maintenance 
  
 D. By-Products 
  
 1. Hides 
  
 2. Rendering 
  
 Section 2 Divisional seniority should be established as the date the employee enters the division. There shall be no transfers of divisional
seniority unless an employee who believes they possess the required skills to enter that division submits a request for transfer to the Personnel Office. 
  
 Upon receipt of such request the employee will be given fair and reasonable consideration for placement within a different division based upon the need of
the request and the required skills of the available job. Requests will be considered on a case by case basis and disposition of the request will be made within twenty-one (21) days of the date the request is filed. The Company will document
requests and actions taken for periodic review by a Union Representative. 
  
 Section 3 Departmental seniority shall be established as the date the employee is deemed qualified after the first successful bid in that department, or the date the employee is permanently assigned a job as a
result of the job being posted with no successful bidder. 
  
 Section 4 All employees shall be classified as probationary employees for the first sixty (60) days of employment. During this period they shall have no seniority and shall be entitled to no benefits except as provided in specific
statements within this contract. Time spent on layoff, leave of absence, absence due to injury or illness shall not count as days of service toward the sixty (60) days. However, the union shall extend this period by thirty (30) days if the Company
requests an extension in writing prior to the completion of the initial sixty (60) days. 
  
 Upon successful completion of the probationary period, the employee shall be classified as a regular full-time employee and shall have seniority access to the grievance procedure and the benefits set forth herein.

  
 At the Company’s sole discretion, the Company may
discipline, or terminate a probationary employee and no grievance shall be filed or processed on that employee’s behalf. Employees successfully completing the probationary period shall become regular full-time employees and shall have seniority
commencing as of the last date of hire. 
  
 Section 5 A
departmental and divisional seniority list shall be maintained on a bulletin board in the plant and shall be republished on a six (6) month basis. 
  
 Section 6 An employee’s seniority and employment shall be forfeited for the following: 
  

	 	1.	 	Voluntary quitting or discharge for proper cause. 

  

	 	2.	 	Being absent for three (3) consecutive days without proper notification to the employer. 

  

	 	3.	 	Failure to return from a layoff within five (5) days after written notice has been sent by certified mail to last known address on Company record that had been provided by employee.


  

	 	4.	 	Absence due to lay-off for more than twelve (12) months. 

  

	 	5.	 	Retirement. 

  

	 	6.	 	Over staying a leave of absence or breaching terms thereof. 

  

 6 








 Section 7 Absences of less than twelve (12) months due to a work/non-work related illness/injury
shall not interrupt an employee’s seniority. 
  
 Section 8
Employees on authorized leave of absence shall retain and accumulate seniority during such leave. 
  
 Section 9 Jobs will be posted for bidding on the following basis: Layoff, discharge, resignation, creation of a permanent job, qualification of a
former job holder or disqualification of a successful job bidder, except, the Company is not required to post a job it does not intend to fill. Employees shall not be able to bid during their first six (6) months of employment. 
  
 Section 10 All job postings shall state the job title, department, and
the rate of pay for that job. If a permanent job vacancy occurs, the job will be posted for a period of three (3) working days and the successful bidder moved to the new job within twenty-one (21) days or paid the rate of said job. 
  
 Job bids will be awarded to the employee with the most divisional seniority
within that department who possesses the ability to perform the job. If there is no eligible departmental bidder, the bid may then go to the most senior eligible divisional bidder from another department. After the first successful bid into a new
department, that bidder’s divisional seniority date shall then govern for future bids within that new department. 
  
 Section 11 Vacancies not filled from within the department will be awarded to the senior divisional bidder. An employee transferring into a new
department will forfeit their former department seniority at the time they qualify on the new job. 
  
 Section 12 In the event an employee is the senior bidder on two or more jobs which have been bid concurrently, the employee will be allowed to
choose the bid they desire. The job (or jobs) not selected under this circumstance shall be awarded to the next senior bidder without the need to re-post. 
  
 Section 13 The successful bidder will be given a reasonable period of time to demonstrate proficiency/qualify. At the time the employee has
qualified for a newly bid job, the employee shall be paid the rate of the job and shall be considered a permanent transfer/qualified. For the purpose of this Article, “reasonable period of time to demonstrate proficiency/qualify,” shall be
left to the sole discretion of the Company. 
  
 Section 14
A successful bidder who disqualifies himself after having been deemed the successful bidder but prior to qualification shall be returned to their former job and frozen from further bidding for a period of twelve (12) months. A successful bidder
who is disqualified by management shall be returned to their former job and not be penalized for such disqualification except the employee will be restricted from bidding on the job from which the employee was disqualified for a period of twelve
(12) months. This section shall apply to all upward bids. 
  
 Section 15 A successful bidder on a lateral or downward bid will be frozen from further bidding for twelve (12) months except in the case of a valid medical reason. A lateral or downward bid shall be an instance in which an employee
successfully bids a job equal to or lower in job grade than the employee’s previous successful bid. This section does not apply to employees in the Maintenance Division. 
  
 Section 16 An employee who bids upward or laterally will be paid the rate of their former job (or base in the case of
an employee who was not on a bid job) until the employee has qualified on the new job. Upon qualification the employee shall receive the rate of pay associated with that job. An employee who has bid to a job with a lower rate of pay shall be paid
the lower rate as soon as said 
  

 7 








 
employee is moved to the new job bid. 
  
 Section 17 When a temporary vacancy exists and will exist for more than one (1) week, the employee in that department with the most divisional
seniority and who is fully qualified to immediately perform the vacant job, may request placement on the vacant job, provided it is operationally practical to honor the request, such employee may fill the temporary vacancy. In the absence of such
requests, if operationally impractical, the Company may place an employee on the vacant job. A job vacated by a requested employee is not subject to seniority requests or bid posting. 
  
 Section 18 The Company reserves the option to disqualify a job holder, once previously qualified, if that individual
can no longer perform the job due to technological changes, production speeds, or other inability to perform the job. Any freeze imposed as a result of that individual bidding such a job will be removed and the employee shall be allowed to bid or
will be subject to assignment by management. 
  
 Section 19
If an employee’s job is deleted because of technological changes, the employee shall not lose their rate of pay for a period of three (3) weeks and the employee will be placed in a position where needed until the employee bids successfully to
another job. If an employee declines or gets disqualified from a job equal to or greater in pay then the employee forfeits their guaranteed rate of pay and gets the applicable rate of pay for the job they are performing, provided, they are qualified
for this job. If a deleted/eliminated job causes the employee’s freeze, the freeze will be dropped. If a job is reinstated, the employee will be allowed to return to the job, provided, this occurs within ninety (90) days from the point at which
the said job was deleted. 
  
 Section 20 In the event a job
is not filled through the bidding procedure, an employee will be assigned to the job which shall be considered as a regular bid job except it shall not be used for the administration of freezes as described in sections within this article. For
clarification purposes, a job that is assigned is a job that had been up for bid and did not have anyone bid this particular job. After an individual is assigned a job, that individual shall hold that job as they would a regular selected job. That
individual once qualified will also begin accumulating seniority for further bidding purposes, will be paid the qualified rate for both work and holidays, have all bidding options open to them, and will not have any freezes imposed upon them.

  
 Section 21 All base jobs shall be excluded from the
bidding process. The Company may at its sole discretion place employees on these jobs who are not job holders as outlined in previous sections under the Seniority Article. 
  
 In the event an employee does not have any bidding freezes imposed as outlined in the Article that employee may submit a
request for transfer to the Personnel Office. Each request will be given consideration based upon seniority, ability to perform the job and physical ability. 
  
 Section 22 The parties recognize and agree that the below listed jobs have been excluded from the bidding process. Additional jobs may be
identified that need to be added or excluded from said list. The Company and Union will mutually agree on those changes. 
  
 Section 23 Employees who are hired on the same date shall have their seniority determined by alphabetical order of the last name of that employee.

  
 Section 24 Subject to all applicable laws, an employee
may notify the company of a change of name or social security number. Subject to legal verification, such name or social security number change shall be made without loss of seniority or benefits. 
  

 8 








 SLAUGHTER 
  

	 PERMANENT

	  	 	    	 TEMPORARY

	  	 
	 Hock Cutter Operator
	  	3010	    	 Knife Room
	  	 
	 First Dehorner
	  	3010	    	 Hang Inedible
	  	 
	 Midline Trim And Stamp
	  	3010	    	 Clean Office and Outside Area
	  	 
	 Hock Blower Operator
	  	3010	    	 Cutting Tail Swithces
	  	 
	 Put On Hide Straps
	  	3010	    	 Wash Tongues and Heads
	  	 
	 Trim Weasands
	  	3010	    	 Bag Bungs
	  	 
	 Flush Heads
	  	3010	    	 	  	 
	 Pull Paunches From Gut Table
	  	3010	    	 	  	 
	 Cut Off Knuckles
	  	3010	    	 	  	 
	 High Wash
	  	3010	    	 	  	 
	 Wash Foreshanks
	  	3010	    	 	  	 
	 Saw Horns
	  	3010	    	 	  	 
	 Pick and Screen Brains
	  	3020	    	 	  	 
	 Save Pituitary Glands
	  	3020	    	 	  	 
	 Put CO2 In Offal Boxes/Trim
	  	3020	    	 	  	 
	 Pituitary Glands
	  	3020	    	 	  	 
	 Cut Large Intestines To Length
	  	3020	    	 	  	 
	 Box And Weigh Large Intestines
	  	3020	    	 	  	 
	 Cut Small Intestines
	  	3020	    	 	  	 
	 Feed Stricker Machines
	  	3020	    	 	  	 
	 Strapper Operator
	  	3020	    	 	  	 
	 Defat Intestines
	  	3020	    	 	  	 
	 Box and Weigh Small Intestines
	  	3020	    	 	  	 
	 Cattle Drive (Kill Floor Ramp)
	  	3010	    	 	  	 
	 Tag Head Carcasses
	  	 	    	 	  	 
		
	FABRICATION	  	 
				
	 PERMANENT

	  	 	    	 TEMPORARY

	  	 
	 CO2 Injection
	  	3140	    	 Pick Flap Meat
	  	3160
	 Clean Floors
	  	3140	    	 Transfer Loin Tails
	  	3170
	 Clean Floors
	  	3160	    	 Navel Flipper
	  	3150
	 Contamination Trimmers
	  	3140	    	 Trolley Line
	  	3170
	 Loin Turner
	  	3169	    	 Maja Feeder
	  	3170
	 Pre ID
	  	3169	    	 Tail Flipper
	  	3170
	 Floor Cleaner
	  	3168	    	 Dispense Co2 in Combo
	  	3173
	 Clean Floor
	  	3170	    	 Shank Belt Picker
	  	3173
	 Hydraulic Knuckle Puller
	  	3172	    	 Combo Plate Bones
	  	3173
	 Clean Floors
	  	3172	    	 Combo Rib Caps
	  	3173
	 Anyl Ray
	  	3173	    	 Combo Fat From Whiz Table
	  	3173
	 Check Trim Belt
	  	3173	    	 Transfer Short Ribs
	  	3176

  

 9 









	 Extruder Trapper Operator
	  	3173	  	Feed Maja Skinner	  	3191
	 Make Boxes
	  	3173	  	Pole Boxes	  	3166
	 Stack Boxes
	  	3173	  	LFTB Dumper	  	3530
	 Check Bone Belt
	  	3173	  	Watch Metal Detector	  	3530
	 Check Fat Belt
	  	3173	  	 	  	 
	 Make Combos
	  	3173	  	 	  	 
	 Box Femur Bones
	  	3173	  	 	  	 
	 Combo Neck Bones
	  	3173	  	 	  	 
	 Lean Pickers
	  	3173	  	 	  	 
	 Feed Baader
	  	3173	  	 	  	 
	 Floor Cleaner
	  	3173	  	 	  	 
	 Watch Metal Detector
	  	3173	  	 	  	 
	 Passout Gloves
	  	3173	  	 	  	 
	 Clean Floors
	  	3174	  	 	  	 
	 Clean Floors
	  	3163	  	 	  	 
	 Clean Floors
	  	3176	  	 	  	 
	 Bone Cleaner
	  	3191	  	 	  	 
	 Bag and Box Meat
	  	3166	  	 	  	 
	 (Except Chucks)
	  	 	  	 	  	 
	 8300’s #2,#5
	  	3166	  	 	  	 
	 Leaker Line
	  	3166	  	 	  	 
	 Load Baggers
	  	3166	  	 	  	 
	 8300 #7, 8, and 9
	  	3171	  	 	  	 
	 Bag and Box Meat
	  	3171	  	 	  	 
	 (Except Full Rounds)
	  	 	  	 	  	 
	 Load Bagger
	  	3171	  	 	  	 
	 Anyl Ray
	  	3530	  	 	  	 
	 Box Chubs
	  	3530	  	 	  	 
	 Labeler
	  	3530	  	 	  	 
	 Combo Dumper
	  	3530	  	 	  	 

  
 MAINTENANCE

  
 TEMPORARY 
  
 Take Refrigeration Readings 
 Clean-up Engine Room 
 Locker Room 
  
 BIDDING PROCESS

  
 Section 1 Employees will start with assigned jobs.
The job the employee is on the date a contract is signed shall be that employee’s job. When the bidding process begins, these jobs will be used as the starting point. 
  
 Section 2 Lead Man, Scalers, Quality Control, and Trainer jobs are not subject to bid but employees who wish to be
considered for such assignments may file written requests for transfer to 
  

 10 








 any of these positions. The Company shall select employees to fill these jobs from among employees having made requests
for transfer. The parties recognize and agree that in compliance with the OSHA Agreement dated December 5, 1991, some of the jobs listed above will be excluded from the bidding process after job evaluation and ergonomic analysis and that some jobs
will become involved in rotation requirements. It is agreed that jobs listed above and which are not modified or exempted from bidding during the term of this agreement shall be subject to the bidding process. 
  
 LAYOFF AND RECALL 
  
 Section 1 When department reductions are necessary, employees with the
least amount of departmental seniority shall be laid off. Employees laid off from a department shall have the right to displace the least senior employee in the division whose seniority is less than the employee exercising displacement rights.

  
 Section 2 A senior employee being laid off who does not
wish to exercise displacement rights may elect to take a layoff but cannot there after exercise displacement rights until recalled in line with seniority to the employee’s department and subsequently laid off. 
  
 Section 3 Upon notification of a layoff the Company shall furnish the
employees who have displacement rights with sufficient information to exercise their choice in order of seniority. The employee must indicate their intent within twenty-four (24) hours of notification of layoff. 
  
 Section 4 Employees shall furnish the Company in writing their address
for the purpose of giving notices required. All notices shall be deemed to be given to employees when mailed to the last address furnished to the Company by the employee. 
  
 Section 5 Employees who exercise displacement rights under this section and are recalled to their original department
in line with seniority but do not wish to return may remain in the department they displaced to and their seniority in that new department shall commence from the day they entered the department. Such employee will lose all seniority in their
previous department but will not lose their accrued plant seniority. 
  
 Section 6 When recalling employees on layoff they shall be recalled in reverse order of layoff. 
  
 Section 7 Employees recalled from layoff will have five (5) working days to return to work after the date the recall notice is sent by certified
mail, return receipt requested, with such notice sent to the last address provided by the employee. Employees failing to report within five (5) working days of the date the letter is sent will be considered as a voluntary quit. 
  
 Section 8 When day to day openings occur during layoffs due to
absences/leave of absence such openings will be filled first in line of seniority of laid off employees present at the plant looking for replacement work provided the qualifications, ability to immediately perform the work, and physical abilities
are equal among employees eligible for consideration. 
  
 Section 9 Absences in excess of twelve (12) months due to any reason shall cause an employee to forfeit employment. However, if unusual circumstances exist, that time limit may be extended at the Company’s sole discretion.

  
 ORIENTATION 
  
 The Company agrees to allow, during new employee orientation, a Union
Business Agent the opportunity to discuss the Union’s role at National Beef, Liberal, Kansas. Such presentations will not exceed thirty (30) minutes. 
  

 11 








 HOLIDAYS 
  

Section 1 Regular full-time employees shall receive without working, pay at their straight time rate in effect at the time of the holiday for
eight (8) hours per day (maintenance employees, scheduled on twelve (12) hour shifts, will receive twelve (12) hours holiday pay) for each of the following holidays provided they have worked their full scheduled work day immediately before and
immediately after such holiday except in case of an excused absence which began not more than seven (7) calendar days before the holiday with the supervisors written permission or in the case of an emergency leave of absence as described under
Funeral Leave or Leaves of Absence Section 9 contained here-in, which began not more than 14 calendar days before the holiday with the supervisor’s written permission. 
  
 Section 2 The holidays observed will be as follows: 
  

	 New Years Day

	 Memorial Day

	 Independence Day

	 Labor Day

	 Veterans Day

	 Thanksgiving Day

	 Christmas Day

	 Christmas Eve Holiday



  
 If a holiday
falls on Sunday, it will be observed the following Monday. 
  
 Section 3 Probationary and part-time employees shall not be eligible for holiday pay. 
  
 Section 4 Holiday pay will not be considered time worked for the purpose of computing weekly overtime. 
  
 Section 5 All hours worked on a holiday will be paid at two (2) timed
the straight time rate for time worked plus holiday pay. 
  
 Section 6 If a holiday falls within an employee’s vacation period that employee will be paid for the holiday in addition to their regular vacation pay once they have worked the full scheduled day preceding and following said
vacation. 
  
 Section 7 Absences for the following reason
will not effect the employee’s eligibility for holiday pay. 
  

	 	1.	 	Death of an immediate family member. This shall include husband, wife, father, mother, sister, brother, grandmother, grandfather, father-in-law, mother-in-law, aunts, uncles,
children, step child or foster child living in the employee’s home in accordance with provisions outlined within this agreement. 

  

	 	2.	 	Jury duty/call in accordance with provisions outlined within this agreement. 

  

	 	3.	 	Duty with National Guard or Reserves in accordance with provisions outlined within this agreement. 

  

	 	4.	 	A tardy or home early the day before and/or the day after a holiday shall not disqualify an employee from receiving holiday pay provided: 

  

	 	A.	 	The tardy is less than three (3) hours. 

  

	 	B.	 	An employee who is sent home sick the day before or the day after a holiday 

  

 12 









	 	 
provided the employee worked at least one-half ( 1/2) the scheduled shift. 


  
 VACATION 
  
 Section
1 Regular full-time employees shall be entitled to vacations with pay, equal to forty hours pay at the employee’s master rate or 1/52nd of the employee’s prior annual earnings as indicated by previously issued W-2, whichever is greater for the employee, at the end of each full and continuous year of employment with the Company as
follows: 
  
 After one (1) year through three
(3) years, one (l) week 
  
 After three (3)
years through ten (10) years, two (2) weeks 
  
 After ten (10) years through twenty years, three (3) weeks 
  
 After twenty (20) years and all consecutive years, four (4) weeks 
  
 Section 2 To qualify for a paid vacation the employee must have passed their anniversary date and have worked at least forty-four(44) weeks during
the preceding anniversary year. For the purpose of this section only, a week in which the employee works at least one (1 ) day will be counted as a week worked. Credit will be given in any one (1) anniversary year for weeks missed because of jury
duty, vacation, a maximum of twenty-six (26) weeks of compensable injury, four (4) weeks of consecutive medical leave, one (1) week of Union leave, and two (2) weeks of leave for employees required to participate in the official activities as a
member of the National Guard or any United States Military Reserve. 
  
 Section 3 A vacation bid sheet shall be prepared by March 30 of each year. Employees shall be given their preference of vacation based on departmental seniority provided the choice is made prior to April 15. After April 15, vacations
will be scheduled on a first come first serve basis and subject to Company approval. 
  
 Section 4 Vacation will not accrue from year to year but must be taken the year following the date it is earned. If the vacation is not scheduled during the year, it will automatically be paid. 
  
 Section 5 Employees who file a timely request (two (2) weeks in
advance) shall receive their vacation pay on a regular pay day immediately preceding the commencement of their vacation. 
  
 Section 6 The Company agrees to give due consideration to the preference of employees in scheduling vacations; however, the Company shall have
final approval and decision in such matters and may limit the number of employees on vacation in any department so as to maintain efficient operations. 
  
 Section 7 Employees who have qualified for a vacation under this article at the time their employment is terminated will be paid for such vacation
earned but not taken. 
  
 Section 8 It is understood by all
parties that any adjusted seniority dates currently being used by the Company will remain in effect for the life of this contract for the purposes of calculating and accrual of vacation benefits. 
  
 Section 9 Upon request, all employees, with the exception of
Maintenance and Load Out personnel, eligible for vacation, shall receive the Saturday prior to their vacation as an unpaid excused in advance absence, provided they have ninety (90) consecutive days of perfect attendance immediately preceding the
start of such vacation. However, those employees who do not meet this criteria and request the Saturday off will be reviewed on an individual basis. 
  

 13 








 MEAL PERIODS—REST PERIODS 
  
 Section 1 Employees shall receive a meal period without pay of at least thirty (30) minutes and not more than one (1)
hour with time and length scheduled by company. This meal period shall be scheduled no earlier than the fourth and one-half (4- 1/2) hour nor later than the fifth and one-half (5- 1/2) hour, unless six (6) hours
completes the work day. 
  
 Section 2
Employees shall be allowed a paid fifteen (15) minute rest period which shall commence anytime during the third hour of work each day. Time shall be determined from and to the work station and scheduled by the company. 
  
 Section 3 If the Company has scheduled more than eight (8) hours work
for the day, an additional paid rest period shall be scheduled by the company after the meal period and before the end of the shift. 
  
 Section 4 If the Company has scheduled more than ten (10) hours work for the day a third (3rd) rest period shall be scheduled by the Company more
than one and one half (1  1/2) hours after the second (2nd) rest period and before the end of the shift.

  
 Section 5 If unscheduled overtime results in
employees working more than eight (8) hours the second (2nd) paid rest period will be set by the Company during the ninth (9th) hour of work and if more than ten (10) hours the third (3rd) paid rest period will be set by the Company during the
eleventh (11th) hour of work. In the event an Employee’s shift goes beyond twelve (12) hours a fifteen (15) minute paid rest period will be set during the thirteenth (13) hour of work. 
  
 Section 6 For the purpose of this Article, a work day which exceeds
the scheduled shift ending time by seven (7) minutes or less shall not be a qualifying factor for rest periods as outlined in the previous sections. 
  
 Section 7 In establishing the second (2nd) or third (3rd) break the Company shall have the option of observing the break or allowing pay in lieu of
such break. 
  
 EQUIPMENT FURNISHED BY THE COMPANY

  
 Section 1, The Company will provide the employees
and the employees will assume the obligation to return or pay for the following items should the Company determine their job requires said items. Steel-toed rubber boots for maintenance employees, steels, pouches, mesh, cotton, cut resistant, or any
other type of gloves, knives, ear protection, maintenance hand tools, and safety equipment required by the Company or government with the exception of proper and reasonable foot wear which shall continue to be the responsibility of the employee
unless other-wise noted. 
  
 Section 2 Employees issued
Company owned equipment shall sign a receipt for such equipment and agree to be responsible for the safe and efficient use of the same and for its custody until returned to the company. Company owned equipment which is not returned to the Company or
is damaged prior to its return will be paid for by the employee. In such cases the Company may deduct the cost of the item from the employee’s wages. 
  
 Section 3 Those employees using tools and equipment furnished by the Company will be paid for the time spent preparing and repairing, provided such
preparation and repair are required by the Company. The Company may at its option assign specific employees to perform such duties. 
  
 Section 4 The Company will provide an employee or employees to sharpen knives for all employees required to use knives. 
  
 Section 5 The Company will issue and provide for the laundering of
cotton gloves and frocks to 
  

 14 








 employees whose job requires such items. These items remain Company property, employees have the same obligation to
properly care for the items and to return or pay for the items and to return or pay for such issued items. Replacement will be provided only upon return of the dirty items. 
  
 Section 6 The Company shall replace, at no cost to the employee, rubber gloves, aprons and plastic sleeves for all
packaging and saw operator, slaughter, hide room, and rendering employees provided the worn out item is exchanged and no evidence exists of deliberate destruction of the item. 
  
 Section 7 The Company shall replace, at no cost to the employee, hairnets, provided the worn out item is exchanged
and no evidence exists of deliberate destruction of the item. 
  
 Section 8 The Company will give all employees the option of payroll deducting insulated boots provided they are ordered through the Company. 
  
 Section 9 The Company will give employees the option of payroll deducting freezer coats provided; the employee works in an area where the Company
feels they would be of benefit and the freezer coat is ordered through the company. 
  
 NO STRIKE—NO LOCKOUT 
  
 Section 1 The Union agrees that neither it nor any of the employees in the bargaining unit covered by this agreement will collectively or individually authorize, cause, ratify, condone, aid or take part in any strike, slow down, work
stoppage, sit down, picketing or in any other interference with work during the term of this agreement. In the event any employee shall engage in any of said activities, the employee shall be subject to immediate discharge. 
  
 Section 2 The Company agrees that it will not lock out any of the
employees covered by this agreement; it being understood that the Company’s exercise of its rights under this agreement shall not constitute a lock out. 
  
 EMPLOYEE MEAT PURCHASE PLAN 
  
 The Company agrees that it shall have an employee meat purchase program. The Company will have the sole discretion of all pricing, standards methods of payment and hours
of operations. These exclusive rights are vested entirely in the Company. 
  
 GRIEVANCE PROCEDURE 
  
 Section 1 In the event a grievance should arise between the Union and the Company or between a regular full-time employee and the Company over a matter alleged to be a violation of a part of this Agreement, the grievance shall be
processed as follows: 
  
 STEP ONE—The aggrieved employee(s)
shall discuss the matter with the employee’s immediate supervisor within two (2) working days of the incident or the matter will be considered closed. If the employee and immediate supervisor are not able to resolve the matter within the two
(2) working days following discussion, the aggrieved employee may then appeal the matter to the next step. 
  
 STEP TWO—If the matter is appealed to the second step, the grievance shall be reduced to writing, signed by the aggrieved employee and presented to
the Departmental Superintendent. All grievances except those regarding a discharge must be filed in writing 
  

 15 








 
at this step within seven (7) calendar days after the date of the commission of the alleged offense. Any grievance involving a discharge must be filed within
five (5) calendar days after the discharge. Any grievance not filed in writing at this step within these time limits will be considered as untimely and waived. Following receipt of the written grievance, the Departmental Superintendent or other
Company representative shall provide a written answer to the grievance within five (5) calendar days. If the matter is not resolved, the Union may appeal the matter to the next step. 
  
 The written grievance shall identify: 
  

	 	a.	 	the general facts giving rise to the grievance 

  

	 	b.	 	the complaint of the grievance 

  

	 	c.	 	and the relief requested. 

  
 STEP THREE—A Union Steward or business agent may appeal the grievance by presenting a copy of the grievance and the Departmental
Superintendent’s written answer to the Divisional Manager within seven (7) calendar days of the date of the Departmental Superintendent’s answer. The Union and Company shall discuss and attempt to resolve the matter. The Company shall
provide the Union with a written answer within seven (7) calendar days after their discussion. If the matter is not resolved, the Union may appeal the matter to the next step. 
  
 PRE ARBITRATION—Within seven (7) days after the date of the Company’s written answer a Staff Representative of the
Local Union may request a meeting with the Vice President, General Manager to see if the grievance can be resolved prior to Arbitration. This meeting will be held at a mutually convenient time and each party may include such additional parties as
they choose. If the matter is not resolved, the Union through a Staff Representative may request Arbitration of the grievance. Such request shall be file in writing within fifteen (15) days after the meeting. 
  
 ARBITRATION—If within ten (10) days after receipt of such written
request, the parties are unable to agree on an arbitrator, either party may request a list of five (5) names from the Federal Mediation and Conciliation Service. The Union shall strike two (2) names from the panel of proposed arbitrators and submit
such two (2) names to the company within ten (10) days after the Union’s receipt of the panel. The Company shall then strike two (2) names and submit the same to the Union within ten (10) days after the Company’s receipt of the names
stricken by the Union. The remaining name on the panel of arbitrators shall act as the arbitrator of the dispute. The arbitrator’s decision in the grievance shall be final and binding on the parties, provided he shall not have authority other
than to apply terms and conditions specifically set forth in this Agreement. The arbitrator shall submit his decision in writing within thirty (30) days after the conclusion of the hearing or date for submission of briefs. The compensation and
necessary expenses of the arbitrator shall be shared equally by the Company and the Union. 
  

 16 








 In the event an employee is reinstated by an arbitrator, the maximum liability of the Company shall be
the employee’s lost National Beef Packing Company earnings reduced by all compensation received by the employee during the discharge period from other employment, unemployment compensation, workers compensation or other earnings. 
  
 Section 2 The presentation of the grievance is to be made on Union
Representatives and employees own time at all steps of the process except that members of the grievance committee shall be paid for work time missed while attending the Step Three (3) meetings and Pre-Arbitration meetings. 
  
 Section 3 The settlement of any grievance from and after Step Two (2)
will be reduced to writing and signed by both parties. Such settlement shall be final and binding on all parties to the matter. 
  
 Section 4 The time for perfecting any step of the grievance procedure may be extended by mutual agreement of the Company and the Union. Extension
agreements shall be in writing and signed by a representative for both the Company and the Union. 
  
 Section 5 A grievance committee of not more than three (3) regular full-time employees shall be designated by the Union from its members. The Union
shall advise the Company in writing of the names of committee members and any changes. This committee shall be permitted time off with pay to attend Step Three (3) meetings and Pre-Arbitration meetings. 
  
 Section 6 At any step in this grievance procedure, the Executive Board
of the Local Union shall have the final authority, in respect to any aggrieved employee covered by this agreement, to decline to process a grievance, complaint, difficulty or dispute further if in the judgment of the Executive Board such grievance
or dispute lacks merit and lacks justification under the terms of this agreement to the satisfaction of the Union Executive Board. 
  
 Section 7 The Company will provide a copy of the Employee Action Record Form, Should discipline be issued, to the effected employee. 
  
 SAVINGS CLAUSE 
  
 It is assumed by the parties hereto that each provision of this contract is
in conformity with all applicable laws of the United States and the State of Kansas. Should it later be determined that it would be in violation of any legally - effective Governmental or State Order or Statute to comply with any provision or
provisions of this Agreement, the parties hereto agree to renegotiate such provision or provisions of this Agreement for the purpose of making them conform to such Governmental or State Order or Statute, and the other provisions of this Agreement
shall not be affected thereby, but shall remain in full force in effect. 
  
 WAIVER 
  
 Section 1 The Company and the
Union, for the term of this agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this Agreement
or with respect to any subject or matter not referred to or covered in this Agreement, even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time that they negotiated or
signed this Agreement. 
  
 Section 2 The parties
acknowledge that during the negotiations which resulted in this Agreement 

  

 17 








 
each have had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of
collective bargaining and that the understanding and agreements arrived at by the parties after and exercise of that right and opportunity are set forth in this Agreement. 
  
 Section 3 This is the complete agreement defining all wages and benefits to which any employee may be entitled and it
is expressly understood and agreed that the Company has no obligation to pay wages or benefits other than those specifically provided herein. 
  
 Section 4 In the event a new job is created during the term of this agreement, the Company shall discuss the applicable rate for the job with the
Union. In the absence of agreement, the Company shall establish a grade and post the job. After the job has operated thirty (30) days and if agreement is not then reached, the Union may grieve the grade so established. 
  
 SUBCONTRACTING 
  
 The parties to this Agreement have discussed subcontracting of work being
performed by bargaining unit employees and agree as follows: 
  
 Both parties desire to minimize the effects of subcontracting on the job security of employees and will work to that end. 
  
 When subcontracting of any existing operations becomes necessary or desirable, in the sole judgment of the Company, the Company will notify the Union. If
the Union desires to discuss the effects on the job security of the employees, the parties will meet for that purpose. The Company agrees to delay any layoffs caused by subcontracting until at least two (2) weeks subsequent to the Company’s
notice to the Union of the Company’s intention, so that the parties have ample time to suggest methods of avoiding the layoffs or minimizing their adverse effects. The Company further agrees not to subcontract an entire department. 

 
 LEAVES OF ABSENCE 
  
 Section 1 The Company may grant leaves of absence to regular full-time
employees. While on a leave of absence, the employee’s seniority shall continue; the time on leave will not be considered as time worked and the Company may grant the leave with continuation of insurance benefits, for thirty (30) calendar days.

  
 Section 2 PERSONAL LEAVE—A leave for personal
reasons may be requested in writing and if approved by the Company, may be granted for up to thirty (30) days and extended for additional terms not to exceed thirty (30) days upon Company approval. 
  
 Section 3 MEDICAL LEAVE—A leave for non-work related medical
reasons may be requested in writing and shall be accompanied by explanation from the employee’s physician. Medical emergencies verified by the Company shall entitle the Company, at its discretion, to place the employee on medical leave. Medical
leaves, if granted, shall be for an initial period of not more than one hundred and eighty (180) days with continuation of insurance during such time and subject to termination sooner upon recovery if such occurs within the initial period. If the
medical condition continues, the leave may be extended by the Company under such conditions, with or without benefits, and upon such medical confirmation as the Company requires, including examination by a physician selected by the Company. Failure
to immediately notify the Company and offer to return to work upon release by the treating physician shall be a breach of the terms of a medical leave and 

  

 18 








 
grounds for discharge. 
  
 Section 4 UNION LEAVE 
  
 A. Not more than two (2) regular full-time employees who become elected or appointed to a full-time position with the Union, and upon written confirmation
from the Union, shall be granted a leave of absence without pay or benefits and with continuing seniority for a term not to exceed the life of this Agreement. Upon one (1) week notice of their desire to return to work they shall be placed on their
job previously held without loss of seniority, provided they report for work within thirty (30) calendar days of the date their full-time position with the Union terminates. 
  
 B. Regular full-time employees chosen by the Union to attend Union business outside the plant, shall with permission of
Company Management, be granted a leave of absence without pay for a period not exceeding thirty (30) days. The Company may limit the number of such employees granted leave to three (3) with no more than two(2) from any single department require
confirmation of the Union business from the Union office and require advance notice of the need for such leave. 
  
 Section 5 MILITARY LEAVE—Regular full-time employees who leave their employment with the Company to enter active military service will retain
all rights to reemployment as are granted by law. Regular full-time employees who are members of the National Guard or United States Military Reserve will be granted leaves or absence to attend required training periods upon providing the Company
with written confirmation of such drills or training periods within two (2) working days of the receipt of any orders or any other written notification that the employee may have received. 
  
 Section 6 JURY LEAVE—A regular full-time employee called to jury
duty in the County, State or Federal Courts shall be granted a leave for jury duty service upon presenting the employee’s immediate supervisor a copy of the summons within two (2) working days of the receipt of the summons. Provided the
employee complies with the advance notice requirement said employee will be paid the amount they would have earned had they not been prevented from working by the jury service, but not to exceed eight (8) hours per day or forty (40) hours per week.
Maintenance employees, scheduled on twelve (12) hour shifts, shall be paid up to twelve (12) hours per day and/or a maximum of thirty-six (36) hours per week. To qualify for such pay, the employee shall pay to the Company the amount received for
jury service, retaining any amounts received as expenses in excess of the daily pay for such jury service. Employees released from jury duty during the employee’ s scheduled working hours or prior to the employee’ s scheduled working hours
shall promptly notify their supervisor who shall either excuse them for the balance of that shift or require them to report for work. 
  
 Section 7 Employees on leave of absence are required to notify the Company promptly if the reason the leave was requested no longer exists. Failure
to do so shall be grounds for immediate termination of the leave or for discharge. 
  
 Section 8 Any employee on any type of leave who commences work for any other person or firm or who commences a self employment venture shall be deemed to have voluntarily quit their employment. 
  
 Section 9—Reasonable time off without pay, length of time to be
determined by the Company, however, such excused absences shall not exceed seven (7) days, will be granted to employees who have personal proceedings with the Immigration and Naturalization Service, provided documentation verifying the days of
release is furnished in advance. 
  

 19 








 FUNERAL LEAVE 
  
 Section 1 Absences due to the death of a member or the regular full-time employee’s immediate family will be
treated as an excused absence. A regular full-time employee so absent will be paid for those days which are scheduled as work days for the employee provided they are on the active payroll. The employee will be paid at their master rate eight(8)
hours pay, except maintenance employees scheduled on twelve (12) hour shifts, will receive twelve (12) hours pay, for each of three consecutive days (one of which must be the day of the funeral) on which the employee would otherwise be scheduled to
work. 
  
 Section 2 The employee must notify the Company of
the purpose of their absence on or before the first day of such absence. 
  
 Section 3 The employee shall be required to furnish proof satisfactory to the Company of the death, the employee’s relationship to the deceased, the date of the funeral and the employee’s actual
attendance at the funeral. 
  
 Section 4 Any funeral pay
shall not be included in the computation of overtime or any other type of premium pay. 
  
 Section 5 Immediate family shall be defined as the employee’s spouse, child, mother, father, sister, brother, grandmother, grandfather, father-in-law or mother-in-law, step child or foster child living in
the employee’s home. 
  
 Section 6—Reasonable
time off, without pay, length of time to be determined by the Company, will be granted to employees who will be traveling to a distant location to attend the funeral of an immediate family member, as defined in Section five (5). 
  
 EROGONOMICS 
  
 Section 1, Ergonomic/Safety Program: 
  

	 	•	 	The Company will assure that significant attention is given to ergonomic/safety issues in the plant. 

  

	 	•	 	The Company recognizes that worker involvement is crucial to the success of any ergonomic/safety program. 

  

	 	•	 	The Company agrees to evaluate new economically feasible technology and process changes for ergonomic risk factors prior to implementation. 

  

	 	•	 	The Ergonomic/Safety Program includes a full-time monitor position, nine (9) ergonomic/safety monitors and a joint labor/management ergonomic/safety committee.


  
 Section 2, Full Time
Ergonomic Monitor: The monitor will be responsible for: 
  

	 	•	 	Discussions with employees on ways to improve their jobs. 

  

	 	•	 	Submit projects to management for consideration. 

  

	 	•	 	Work with management on ergonomic projects. 

  

	 	•	 	Set an agenda and meet monthly with ergonomic monitors to discuss projects in their designated areas and any problems they are having with the program. 

  

	 	•	 	Attend joint labor/management ergonomic/safety committee meetings. 

  

	 	•	 	Document progress on ergonomic projects for the joint labor/management committee and give these to the monitors for their designated areas. 

  

	 	•	 	 Regularly review the list of workers on light or alternate duty jobs, as well as those in the conditioning program and what jobs they are performing, with the
Company Nursing Department. The Nursing Department should work with the full-time ergonomic monitor if 



  

 20 









	 	 
problems arise regarding the job assignments for injured workers. The full-time ergonomic monitor can troubleshoot with these types of problems.



  
 Section 3, Joint Labor/Management
Ergonomic/Safety Committee: Committee members will be responsible for: 
  

	 	•	 	Assuring worker input in the identification and resolution of ergonomic hazards. 

  

	 	•	 	The members of the Ergonomic/Safety Committee will receive two (2) days of training by the Company. A half-day refresher course will be held annually. 

  

	 	•	 	The Committee will meet monthly to review and discuss program progress and related issues. 

  

	 	•	 	The Committee will receive from the Company justification when economically feasible engineering controls were tested and not implemented. 

  

	 	•	 	The Committee will periodically review copies of the OSHA 200 log. 

  
 Section 4, Ergonomic/Safety Committee Monitors 
  

	 	•	 	This committee shall consist of no more than ten (10) bargaining unit employees, all designated by the Union, 1 (one) full-time monitor, two (2) each from Fabrication A-Shift and
B-Shift, one (1) each from Slaughter A-Shift and B-Shift, one (1) from Hides, one (1) from Rendering, and (1) from Maintenance. 

  

	 	•	 	The ergonomic monitors (EM) will have a designated area of responsibility, such that the entire plant will be covered. 

  

	 	•	 	The EM will work with the Company, Safety Department, the joint labor/management Ergonomic Committee and the full-time monitor providing input into the identification of ergonomic
stressors, analysis of those jobs, and the development and evaluation of recommended solutions. 

  

	 	•	 	The EM will conduct a twice-monthly walk-around inspection of a designated area to assist in the identification of problem areas and offer potential solutions.


  

	 	•	 	The EM will be included in all pending ergonomic projects in their areas and they will be provided time to consult with the workers affected to explain any changes and to assist in
gathering employee feedback. 

  

	 	•	 	The EM will be provided with ergonomic hazard report forms to submit suspected problem areas to the Company. 

  

	 	•	 	The Company will post pictures of monitors including the EM’s name and work area on the ergonomic bulletin board in the main hallway. 

  

	 	•	 	The EM will meet monthly with the joint labor/management Ergonomic Committee. 

  


	 	•	 	The EM will be granted a minimum of four (4) hours each month to conduct these activities. 

  
 PENSION FUND 
  
 Section 1, The Employer shall contribute nineteen dollars ($19.00) per month on behalf of each and every eligible employee, provided they meet the
requirements for eligibility each such month. Upon ratification and through year three (3) of the CBA, the monthly contribution amount shall increase $1.00 each anniversary year. During year four of the CBA, the amount shall increase $2.00 upon the
anniversary year. 
  
 Section 2, Eligibility for pension
contributions shall be defined to include any employee who has completed at least 12 months of employment with the Employer, provided that each such employee, for each such month of employment, in order to be eligible, shall have worked or earned a
minimum of eighty (80) hours of straight-time, overtime, holiday and/or vacation for each such month, but 

  

 21 








 
excluding persons on unpaid leaves of absence due to disability or workers compensation injuries. 
  
 Section 3 New employees shall not be eligible to participate in the
Employer’s 401K plan. 
  
 Section 4 The Union agrees
to a “free look rule” (ERISA Sec. 4210) which exempts the Employer from any withdrawal liability for up to six (6) years after executing a Participation Agreement with the UFCW Union Industry Pension Fund. 
  
 HEALTH BENEFITS 
  
 Health Benefits will become effective “upon ratification of this agreement”. This
is a summary of benefits. Details will be included in the contract from the provider. Premiums for employee health insurance upon ratification of this agreement will be at $10.00 per week and will increase an additional $1.00 each anniversary year
of this Agreement.  
  

	 EE/FAM

	 	 EPO

	 	 OUT OF
 NETWORK

	 	 PPO

	 	 OUT OF
 NETWORK


	 Office Visit Co-Pay
	 	$15	 	Ded. + 30%	 	Ded. + 20%	 	Ded. + 40%
	 E R Deductible
	 	$0	 	$50	 	$25	 	$50
	 Deductibles
	 	$100/$300	 	$300/$900	 	$150/$450	 	$300/$900
	 Co-Insurance
	 	90/10	 	70/30	 	80/20	 	60/40
	 Out of Pocket Max
	 	$1,100/$3,300	 	$3,300/$9,900	 	$2150/$6,450	 	$3,300/$9,000
	 Hospital Stay
	 	 $100/Day-4 Day
 Max
	 	Ded. + 30%	 	Ded. + 20%	 	Ded. + 40%
	 Lifetime Maximum
	 	$1,000,000	 	 	 	 	 	 
	 Eligibility
	 	180 Days	 	 	 	 	 	 
					
	 DENTAL PLAN:
	 	 	 	 	 	 	 	 
	 Deductible
 Type A (Cleanings)
 Type B (Fillings)
 Type C (Bridges)
	 	 $50/$100
 100% After Ded.
 80% After Ded.
 50% After Ded.
	 	 	 	 	 	 
	 Maximum
	 	$750/$1,500	 	 	 	 	 	 
					
	 VISION PLAN:
	 	 	 	 	 	 	 	 
	 Deductible
	 	0	 	 	 	 	 	 
	 Frames
	 	$14.00	 	 	 	 	 	 
	 Single Vision Lens
	 	$10.00	 	 	 	 	 	 
	 Bifocal Lens
	 	$15.00	 	 	 	 	 	 
	 Trifocal Lens
	 	$17.50	 	 	 	 	 	 
	 Aphakle of Lenticular
	 	$17.50	 	 	 	 	 	 
	1 Eye exam per year per subscriber	 	$17.00	 	 	 	 	 	 

  

	                     PCS Card:        
	  	 Formulary or Generic Prescriptions at $12.50

	 	  	Name Brand Prescriptions at $17.50

  
 All regular, full-time employees will
become eligible for $5,000 in life insurance, at no cost to 
  

 22 








 
the employee, on the first (1st) of the month following said employee’s first (1st) 365 days of continuous service.

  
 DISABILITY INSURANCE 
  
 Section 1 Disability insurance will be provided for all bargaining
unit employees. Weekly benefits will be paid if an employee is deemed eligible for such benefits. The determination of eligibility will be vested exclusively in the Company. 
  
 Section 2 
  

	 	A.	 	Effective through 12/23/02, the weekly benefit amount will be $200.00. The calendar year maximum will be $2,000.00. On 12/23/02 eligible employees will receive a weekly benefit
amount of $210.00 with a calendar year maximum of $2,100.00 to remain in effect for the duration of the agreement. 

  
 Section 3 
  

	 	A.	 	To be eligible during an illness the employee must be off work with a physician’s verification for a period of not less than eight (8) consecutive days.


  

	 	B.	 	To be eligible during an injury the employee may qualify on the first (1st) day provided the employee can provide a physicians statement showing that the time off required for the injury will exceed eight (8) consecutive days. 

  

	 	C.	 	Eligibility—A new employee will become eligible for disability insurance on the first (1st) of the month following said employees first (1st) 365 days of
continuous employment. 

  
 WAGES 

 
 Section 1 The wage schedule for employees covered by this Agreement
shall be as follows: 
  
 A. Slaughter Division and By Products
Division 
  

	Grade

	 	Upon
Ratification

	 	12/18/00

	 	12/17/01

	 	12/23/02


	 Base
	 	9.50	 	9.70	 	9.95	 	10.25
	 1
	 	9.60	 	9.80	 	10.05	 	10.35
	 2
	 	9.70	 	9.90	 	10.15	 	10.45
	 3
	 	9.80	 	10.00	 	10.25	 	10.55
	 4
	 	9.90	 	10.10	 	10.35	 	10.65
	 5
	 	10.05	 	10.25	 	10.50	 	10.80
	 6
	 	10.45	 	10.65	 	10.90	 	11.20
	 7
	 	10.70	 	10.90	 	11.15	 	11.45
	 8
	 	10.90	 	11.10	 	11.35	 	11.65

  
 B. Processing Division

  

 23 









	 Base
	 	9.20	 	9.40	 	9.65	 	9.95
	 1
	 	9.30	 	9.50	 	9.75	 	10.05
	 2
	 	9.40	 	9.60	 	9.85	 	10.15
	 3
	 	9.50	 	9.70	 	9.95	 	10.25
	 4
	 	9.70	 	9.90	 	10.15	 	10.45
	 5
	 	9.75	 	9.95	 	10.20	 	10.50
	 6
	 	10.15	 	10.35	 	10.60	 	10.90
	 7
	 	10.40	 	10.60	 	10.85	 	11.15
	 8
	 	10.70	 	10.90	 	11.15	 	11.45

  
 C.
Maintenance Division 
  

	 Base
	 	9.50	 	9.70	 	9.95	 	10.25
	 1
	 	9.55	 	9.75	 	10.00	 	10.30
	 2
	 	9.80	 	10.00	 	10.25	 	10.55
	 3
	 	10.05	 	10.25	 	10.50	 	10.80
	 4
	 	10.45	 	10.65	 	10.90	 	11.20
	 5
	 	11.30	 	11.50	 	11.75	 	12.05
	 6
	 	11.85	 	12.05	 	12.30	 	12.60
	 7
	 	12.20	 	12.40	 	12.65	 	12.95
	 8
	 	13.00	 	13.20	 	13.45	 	13.75

  
 D. The starting rate for new employees
shall be $0.50 below the base. Upon qualification on the job, the employee will be paid the full qualified rate of the job. 
  
 Section 2 All Employees who work between the hours of 6:00 P.M. and 6:00 A.M. will be paid twenty cents ($0.20) per hour over their regular rate
except no premium will be paid on the day shift kill if the kill starts less than forty-five (45) minutes prior to 6:00 A.M. 
  
 Section 3 Any employee who does not receive an increase during any year of this Agreement due to the fact their original rate of pay prior to this
Agreement was higher than wage grades/rates agreed to by both the Company and the Union, for the term of this Agreement will not have their wages reduced provided that the employee stays on the same job through the term of this Agreement.

  
 BASE RATE 
  

	 Slaughter
	  	 Fabrication

	 Tub, Cheek, Lips Hdmt
	  	 Clean Floor

	 Split Heads/Remove Brain
	  	 Extruder Operator

	 Remove Brain/Pick Brain
	  	 Check Trim & Fat Belts

	 Save Pit Gland
	  	 Make Combos

	 Pack Salivary Glands & Tendon
	  	 Pull Paddle Bones

	 Hang Paunch
	  	 Make Trim Boxes

	 Ethicon Machine
	  	 Supply Room

	 Measure String
	  	 Sealer


  

 24 









	 Ethicon Counts & Pack
	  	 Unhook Chucks

	 Flush Intestine
	  	 Knife/Glove Room

	 Split Intestine
	  	 Box Chubs

	 Pack Intestines
	  	 Bag Meat

	 Squeegee
	  	 Hang Off Chucks

	 Save Fetal Blood
	  	 Label Boxes

	 Condemned Room
	  	 Rework Leakers

	 Pack Tripe
	  	 Anal Ray

	 Pack Inedible
	  	 Meat Puller

	 Drive Cattle (ramp)
	  	 Knuckle Puller

	 Remove Hind Leg
	  	 Remove Front Feet

	 1st Hang off
	  	 Box Liner and Label Inv.

	 2nd Hang off
	  	 
	 Dehorn
	  	 
	 Strap Hides
	  	 
	 Tag Carcasses & Heads
	  	 Offal Pack Room

	 Clean up Man (Hides)
	  	 
	 Hock Blower
	  	 Offal Packers

	 Remove Knuckles
	  	 
	 Flush Heads
	  	 
	 Cut Cardio Artery
	  	 
	 Palpate Tongues
	  	 
	 FPS
	  	 
	 Remove Tail & Tendon
	  	 
	 Remove Tunic Tissue
	  	 Maintenance

	 Tag Hot Weight
	  	 
	 Run Fetal Blood/Freezer Man
	  	 All Maint. New & Rehires

	 Watch Runaways
	  	 
	 Cold Chain Feeder
	  	 
		
	 Quality Assurance
	  	 
	 Chill Box (Hotbox Spacers)
	  	 
	 Trim Sweetbread
	  	 
	 All New & Rehires
	  	 
		
	 By-Products
	  	 
	 Fat Separator (Chopped Beef)
	  	 

  
 GRADE 1

  

	 Slaughter
	  	 Fabrication

	 Trim Glands
	  	 Box Machine Operator

	 Pull & Separate Lg Intestine
	  	 Hang Rounds

	 Scissor Intestine
	  	 Clean Bones


  

 25 









	 Rail Off/Rail Sacker
	 	 Box Mean/Except Chucks & Rounds

	 Ear Tag Remover
	 	 Pull Chux Short Rib

	 Hide Puller Helpers
	 	 Employee Meat Orders

	 Head Trim
	 	 Cap Meat

	 Incise Cheeks
	 	 Hanging Tenders

	 Heart Inciser
	 	 Hang off Fores

	 Trim Lung & Remove Heart
	 	 Feed Chain/Pull Tag

	 Save Fat
	 	 Trim Flank Steaks

	 Pull Paunches
	 	 Trim Clods

	 Save Pancreas
	 	 Trim Chuck Tenders

	 Tie Gut Sets
	 	 Cut off Brisket/Hanging Tenders

	 Save Inedible. Heart, Lung, Liver
	 	 Reject Line

	 Neck Trim
	 	 Trim Inside & Outside Skirts

	 Remove Spinal Cord
	 	 Unhook Ribs/Navel

	 Tail Wash & Trim
	 	 Re-trim

	 High Trimmers
	 	 Trim Necks

	 Laundry
	 	 Stack Trim

	 Line Palletizers
	 	 Trim & Load Fat Cattle

	 Cattle Driver (Yards)
	 	 Trim Shank Meat

	 Remove Kidney
	 	 Cut off Clods

	 Rail Off & Roll Angus
	 	 Case Scaler

	 USDA Roller Man
	 	 Triangles

	 Midline Trim
	 	 Drop Flank

	 Cut Hyoid Bone
	 	 Whizzard Operator

	 Forklift Operator
	 	 Rose Meat

	 Remove Sweetbreads
	 	 Trim and Pack Kidney

	 Cut and Hang Honeycomb
	 	 Flap Meat

	 Cut Intestines to Length
	 	 Trim Rib/Short Rib

	 Trim Weasand
	 	 Trim Forequarters

	 Trim Paunch
	 	 Cut off Paddle Bone

	 Trim Sweetbreads
	 	 Box Loader

	 	 	 Box Stacker

	 	 	 High Stand Trimmer

	 By Products
	 	 
	 Green Hide Trimmer
	 	 
	 Chopped Beef Boxer
	 	 
	 Hide Droppers/Trimmers
	 	 
	 Strapper Operator
	 	 
		
	 Maintenance
	 	 
	 Electrician
	 	 
	 Refrigeration
	 	 
	 Power Plant
	 	 

  

 26 









	 Generation
	  	 
	 P/S (Scale)
	  	 Maintenance

	 Warehouse
	  	 Welder

	 Corrugated Waste
	  	 Machinist

	 Pallet Repair
	  	 Kill Mechanic

	 Rendering
	  	 Material Transfer

	 Fabrication
	  	 Draftsman

	 Construction
	  	 Forklift Mechanic

	 Shop Mechanic
	  	 

  
 GRADE 2

  

	 Slaughter
	  	 Fabrication

	 Whizzard Knife
	  	 Loin Wings

	 Trim Tongue
	  	 Trim Briskets

	 Remove Peck
	  	 Trim Strips

	 Open Paunch
	  	 Trip Top Butts

	 Round Runner
	  	 Trim Button Butts Ball/Tri

	 Unload & Wash Pens
	  	 Trim Insides

	 Computer Rail Off
	  	 Trim Goose Necks

	 Pull Fat
	  	 Trim Knuckles

	 Strip Weasand
	  	 Box Chucks/Rounds

	 Trim Liver/Hearts
	  	 Trim Eyes & Flats

	 Loadout
	  	 Separate Briskets from Chux

	 Shackler
	  	 Line Box Picker

	 Knocker
	  	 Remove Brisket Bone

	 Pre-Gut
	  	 Trim Brisket

	 Remove Interior Pizzel/High Trim
	  	 Seam out Bottom Butt/Split Butt

	 Remove Tendon
	  	 Pull Flank

	 	  	 Panel Operator

	 By Products
	  	 Back Strapper

	 Tank puller
	  	 Computer

	 Head Trimmer
	  	 K-Pac

	 Forklift op. (Hides)
	  	 8300

		
	 Maintenance
	  	 
	 Electrician
	  	 
	 Refrigeration
	  	 
	 Power Plant
	  	 
	 Generation
	  	 
	 P/S (scales)
	  	 
	 Warehouse
	  	 
	 Rendering
	  	 

  

 27 









	 Fabrication

	 Construction

	 Forklift Mechanic

	 Welder

	 Machinist

	 Kill Mechanic

	 Shop Mechanic


  
 GRADE 3

  

	 Slaughter
	  	 Fabrication

	 Scald Tripe
	  	 Brisket Boner

	 Mgt. Scale Computer Input-Cooler
	  	 Seam Rounds

	 Saw Brisket
	  	 Packaging Utility Person

	 Cut off Heads
	  	 Packaging Analyst

	 Drop Tongues
	  	 Pull 13th Bone

	 Hot Scaler
	  	 Panel Operator/Ground Beef

	 Clear Gullets
	  	 Trim Navels

	 Manifester
	  	 Trim Tenders

	 Bung Dropper
	  	 Bone Shoulders

	 Chisel Heads
	  	 Bone Shanks

	 Rod Weasand
	  	 
	 Sticker
	  	 
	 Hang Heads
	  	 Maintenance

	 	  	 Shop Mechanic

	 	  	 Electrician

	 	  	 Refrigeration

	 	  	 Power Plant

	 	  	 Generation

	 	  	 P/S (Scales)

	 By Products
	  	 Rendering

	 Basement Op
	  	 Fabrication

	 Skim Tank/Feed Grade Op
	  	 Construction

	 Grader/Folder
	  	 Forklift Mechanic

	 Stacker
	  	 Welder

	 Green Hide Graders
	  	 Machinist

	 Dryer Operator
	  	 Kill Mechanic


  
 GRADE 4

  

 28 









	 Slaughter
	 	 Fabrication

	 Lead Man—Tripe
	 	 Bone Strips

	 Saw/Rib Man
	 	 Box Manifester

	 Lead Man—Ethicon
	 	 Drop Knuckles

	 Lead Man—Intestine Room
	 	 Drop Rounds

	 Freezer Man/Forklift Op
	 	 Bone Navels

	 Mark Pattern/Open Front Shank
	 	 
	 Pull Inside Skirts
	 	 Maintenance

	 Remove Pizzle/Open midline
	 	 
	 Trim Rail
	 	 Shop Mechanic

	 Clear Necks
	 	 Electrician

	 Templer
	 	 Refrigeration

	 Outside Rails
	 	 Power Plant

	 	 	 Generation

	 	 	 P/S (Scales)

	 	 	 Machinist

	 	 	 Kill Machinist

	 	 	 Rendering

	 By Product
	 	 Fabrication

	 Blood System/Hammer Mill
	 	 Construction

	 Forklift Op/Load Meat
	 	 Forklift Mechanic

	 Cooker Op
	 	 Welder

		
	 Quality Assurance
	 	 
	 QC Scaler
	 	 

  
 GRADE 5

  

	 Slaughter
	 	 Fabrication

	 Cheek
	 	 Aitch Boner

	 Rumper
	 	 
	 Flankers
	 	 
	 Lead Man—Freezer Loadouts
	 	 Maintenance

	 Rim Over Brisket
	 	 Shop Mechanic

	 Hide Puller Skinner
	 	 Electrician

	 Lead Man—Cooler/transfer chain
	 	 Refrigeration

	 Hide Puller Op
	 	 Machinist

	 1st Leg
	 	 Kill Mechanic

	 2nd Leg
	 	 Power Plant

	 	 	 Generation

	 By Products
	 	 P/S (Scales)

	 Flume/Flesher
	 	 Rendering

	 Lead Man-Hide Take-Up
	 	 Fabrication


  

 29 









	 Rend. Op (Edible Rend. tallow Op)
	 	 Forklift Mechanic

	 Tissue/chopped beef Op
	 	 Welder


  
 GRADE 6

  

	 Slaughter
	 	 
	 Knife Grinder
	 	 
	 (Air Knife/Straight Knife)
	 	 Fabrication

	 1st Butter
	 	 Hind Quarter Saw

	 2nd Butter
	 	 Chux Saw

	 	 	 Rib & Navel Saw

	 Maintenance
	 	 Shell Saw

	 Refrigeration
	 	 Rib Saw

	 Electrician
	 	 Strip Saw

	 Shop Mechanic
	 	 Knife Forequarters

	 Kill Mechanic
	 	 Well Saws/Hydraulic Saw

	 Power Plant
	 	 Red Hat (+$0.15)

	 Generation
	 	 
	 P/S (Scales)
	 	 
	 Rendering
	 	 
	 Fabrication
	 	 Quality Assurance

	 Forklift Mechanic
	 	 QC Lineman

	 Welder
	 	 
	 Machinist
	 	 
		
	 By Products
	 	 
	 Lead Man—Flesher
	 	 
	 Lead Man—Gel Bone
	 	 

  
 GRADE 7

  

	 Slaughter
	 	 Fabrication

	 Gutter
	 	 Mark Paddle Bones

	 Saw Man
	 	 Bone Butts

	 Lead Man—Offal Floor
	 	 Drop Hinds

		
	 By Products
	 	 
	 Lead Man—West Rendering
	 	 

  
 GRADE 8

  

 30 









	 Slaughter
	 	 Fabrication

	 Lead Man - Kill Floor
	 	Trainers
	 	 	Pull Tenderloins
	 	 	Chuck Boners
	 	 	Pull Clods
	 	 	Bone Ribs

  
 MISCELLANEOUS

  
 BULLETIN BOARDS 
  
 The Company will provide for the Union’s exclusive use a bulletin board in the main
hallway and a bulletin board in the walk-in entrance of Security for the Union to post its notices. 
  
 EDUCATION, SAFETY AND CULTURAL FUND 
  
 Section 1 The Employer agrees to contribute, the following amounts per year to the UFCW District Local Two Education, Safety and Cultural Fund:

  
 Section 2 The Employer hereby agrees to be bound by
the terms of the Trust Agreement which governs the operation of the Fund and hereby agrees to accept the Employer Trustees of the Fund who have been selected as provided therein, as its representatives in the joint administration of the Fund.

  
 Section 3 The foregoing contributions shall be utilized
by the trustees of the Education, Safety and Cultural Fund for the operation of an Education, Safety and Cultural program pursuant to such terms and conditions and rules and regulations which the Trustees may hereafter adopt. Said Fund shall have
its principal office in the City of                      and shall be administered by a board of Trustees consisting of an equal number
of Union and Employer Trustees selected in accordance with the Declaration of Trust. 
  
 Section 4 The Employer hereby acknowledges the provisions of the Trust Agreement dealing with the authority of the Trustees to compel and enforce payment of contributions required. 
  
 Section 5 The rules of eligibility for coverage, waiting periods for
coverage and the benefits to be provided to employees and/or their dependents shall be as provided in the plan of benefits of the fund. The provisions contained in this Article regarding the dates for the payment of contributions to the Fund shall
not bear upon the date when coverage commences. 
  
 MEMORANDUMS
OF UNDERSTANDING 
  
 I. Layoff & Recall, Section 9

  
 Any employee who was placed on a leave of absence prior to the
ratification of the 1999 Collective Bargaining Agreement will remain under the negotiated agreement of the previous Collective Bargaining Agreement in regard to Layoff and Recall, Section 9. These employees will not forfeit employment unless they
exceed a leave of absence period of eighteen (18) months. 
  
 II. Contract Printing/Translation 
  
 The parties agree that the
contract and insurance summary of benefits will be printed in English, 
  

 31 








 Spanish and Vietnamese. The Union will translate the above, into Vietnamese, at their sole expense. The Company will
print the above at their sole expense. 
  
 The parties recognize that the
translations are being done for the convenience of the bargaining unit employees. The Company and Union have agreed, however, that the English version will rule in all matters. 
  
 DURATION OF TERMINATION 
  
 This Agreement shall become effective and remain in full force and effect from the 20th Day of December, 1999 until midnight on the 21st day of December, 2003. Either party may, on or before sixty (60) days prior to December 21, 2003, give notice to the other party of the desire of the
party giving such notice to terminate the Agreement. If such notice is not given, the Agreement shall renew itself for successful one year period until such notice is given. 
  
 For the Company 
  

	 /s/    George Hall—Human Resource Director

	 	 /s/    Steve James—Vice President, General Manager


		
	 /s/    Sheila Burke—Asst Human Resource Director

	 	 

  
 For the Union

  

	 /s/    Tom B. Price—President, UFCW District Local 2

	 	 /s/    Nicholas Romero—Business Agent, UFCW District Local 2


		
	 /s/    Martin Rosas—Business Agent, UFCW District Local 2

	 	 /s/    Mylinda Howell—Hourly Production Worker


		
	 /s/    Libby Garcia—Business Agent, UFCW District Local 2

	 	 /s/    Thach Cao—Hourly Production Worker


		
	 /s/    Dorothy J. Parker—Hourly Production Worker

	 	 /s/    Efrain P. Brito Gonzalez—Hourly Production Worker


		
	 /s/    Salvador Regaldo—Hourly Production Worker

	 	 /s/    Gilberto Rojas—Hourly Production Worker


		
	 /s/    Leroy Earnest—Hourly Production Worker

	 	 /s/    Sonia E. Hernandez—Hourly Production Worker


		
	 /s/    Van Dewey Rucker—Hourly Production Worker

	 	 

  

 32