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|                         |   |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                       | PAGE   |
|------------------------------|--------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|--------|
| ARTICLE I                    |   | UNION AND MANAGEMENT                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                       |   |
| Section   1   | .      | Parties and Effective Date                                                                                                      | 1      |
| Section   2.  | .      | Expiration Date and Renewal                                                                                                     | 1      |
| Section   3.  | .      | Recognition                                                                                                                     | 1      |
| Section   4.  |   | Management                                                                                                                      | 1-2    |
| Section   5.  |   | Union Shop                                                                                                                      | 2      |
| Section   6.  |   | Check-off                                                                                                                       | 2-3    |
| Section   7.  |   | Non-Discrimination                                                                                                              | 3      |
| Section   8.  |   | Trial Period Employees                                                                                                          | 3-4    |
|                         |   |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                       |   |
| ARTICLE II                   |   | REPRESENTATIVE, GRIEVANCES AND ARBITRATION                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                 |   |
| Section   1.  |   | Stewards                                                                                                                        | 4      |
| Section   2.  |   | Grievance Procedure                                                                                                             | 4-6    |
| Section   3.  |   | Arbitration                                                                                                                     | 6      |
| Section   4.  |   | No Strike or Lockouts                                                                                                           | 6-7    |
|                         |   |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                       |   |
| ARTICLE III                  |   | HOURS OF WORK AND OVERTIME                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                 |   |
| Section   1.  |   | Regular Work Week                                                                                                               | 7      |
| Section   2.  |   | No Staggering                                                                                                                   | 7      |
| Section   3.  |   | Changing Workweek                                                                                                               | 7      |
| Section   4.  |   | Overtime                                                                                                                        | 8      |
| Section   5.  |   | Shift Premium                                                                                                                   | 8      |
| Section   6.  |   | Preference of Shift and Overtime                                                                                                | 8      |
|  Section                |   | Lunch Periods                                                                                                                   | 8      |
| Section   8.  |   | Rest Periods                                                                                                                    | 9      |
| Section   9.  |   | Reporting Pay                                                                                                                   | 9      |
| Section   10. |   | Call-Back Pay                                                                                                                   | 9      |
| Section   11. |   | No Pyramiding                                                                                                                   | 9      |
|                         |   |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                       |   |
| ARTICLE IV                   |   | SENIORITY                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                  |   |
| Section   1.  |   | Basis of Seniority                                                                                                              | 9      |
| Section   2.  |   | Effect of  Seniority                                                                                                  | 9-10   |
| Section   3.  |   | Seniority List                                                                                                                  | 10     |
| Section   4.  |   | Temporary Layoffs                                                                                                               | 10-11  |
| Section   5.  |   | Temporary Transfers                                                                                                             | 11     |
| Section   6.  |   | Options                                                                                                                         | 11     |
| Section   7.  |   | Demotion                                                                                                                        | 11-12  |
| Section   8.  |   | Rights on Recall                                                                                                                | 12-13  |
| Section   9.  |   | Skill & Ability                                                                                                             | 13     |
| Section   10. |   | Vacancies                                                                                                                       | 13-14  |
| Section   11. |   | On-the-Job-Training                                                                                                             | 14     |
| Section   12. |   | Leave of Absence                                                                                                                | 15     |
| Section   13. |   | Loss of Seniority                                                                                                               | 15-16  |
| Section   14. |   | Promotion to Exempt Positions                                                                                                   | 16     |

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| TABLE OF CONTENT'S CONT'D   |
|-----------------------------|
|                        |   |   | PAGE |
| ARTICLE V                   |   | VACATION AND HOLIDAYS |   |
| Section   1. |   | Eligibility Amount of Vacation                                                                                         | 16-17 |
| Section   2. |   | Minimum Hours                                                                                                | 17 |
| Section   3. |   | Computation of Vacation Pay                                                                                                | 18 |
| Section   4. |   | Scheduling of Vacations                                                                                                | 18 |
| Section   5. |   | Date Due                                                                                                | 18 |
| Section   6. |   | Consecutive  Days, etc                                                                                                | 18 |
| Section   7. |   | Retiree Pro-Rata Vacation Pay                                                                                                | 19 |
| Section   8. |   | Holidays and Holiday pay                                                                                                | 19-20 |
| Section   9. |   | Floating Holiday                                                                                                | 20 |
|                        |   |   |   |
| ARTICLE VI                  |   | WAGES |   |
| Section   1. |   | Rates                                                                                                | 20 |
| Section   2. |   | Cost Of Living                                                                                                | 20-21 |
| Section   3. |   | New Classifications                                                                                                | 20 |
| Section   4. |   | Upgrading                                                                                                | 20 |
| Section   5. |   | New Experienced Employees                                                                                                | 21 |
| Section   6. |   | Payday                                                                                                | 21 |
| Section   7. |   | Piece Work                                                                                                | 21 |
| Section   8. |   | Pension Plan                                                                                                | 21-22 |
|                        |   |   |   |
| ARTICLE VII                 |   | INSURANCE | 22 |
|                        |   |   |   |
| ARTICLE VIII                | GENERAL PROVISIONS |   |
| Section   1. |   | Saving   Clause                                                                                                | 22 |
| Section   2. |   | Bulletin  Board                                                                                                | 22-23 |
| Section   3. |   | Election Day                                                                                                | 23 |
| Section   4. |   | Supervisors                                                                                                | 23 |
| Section   5. |   | Right of Access                                                                                                | 23 |
| Section   6. |   | Conflict with State & Federal Laws                                                                                                | 23 |
| Section   7. |   | Female Employees                                                                                                | 23 |
| Section   8. |   | Paid Leave of Absence                                                                                                | 23-24 |
| Section   9. |   | Jury Service                                                                                                | 24 |
| Section 10.                 |   | Safety and Health Provisions                                                                                                | 25 |
| Section 11.                 |   | Union Employee Educational Assistance Program                                                                                                | 26 |
| Section 12.                 |   | Call-In Sick / Personal Day | 27 |
| Section 13.                 |   | Inventory Shutdown Scheduling                                                                                                | 27 |
| Section 14.                 |   | Severance Plan                                                                                                | 27 |
| Section 15.                 |   | 401K Savings Plan                                                                                                | 27 |
| APPENDIX "A"                | Wage Scale - Effective 06-29-09                                                                                                | 28-31 |
|                        |   |   |   |
| APPENDIX "B"                | Insurance Coverage for Employees & Dependents                                                                                                | 32 |
|                        |   |   |   |
| APPENDIX "C"                | Piece Work / Incentive System                                                                                                         | 33 |
|                        |   |   |   |
| APPENDIX “D”    |  Memorandum of Understanding  - Effective  06-28-10                                                                                                | 35 |

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|   | (a) | Trial Period: New employees shall be on trial until they have been employed for a period of sixty (60) calendar days and during such period the Company shall have the right to dismiss or retain the employee at its own discretion.  Upon completion of such sixty (60) calendar days of employment, the employee shall be deemed to be a regular employee.  In all instances where a trial period employee is laid off for lack of work or granted a leave of absence for illness or other good cause, such reduction from active employment shall be deemed to be a layoff, unless at the date it occurs, the employee is given a written notice stating that he/she is terminated. |
|--------|-----|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | Return from Leave or Recall of Laid Off Trial Period Employee: Trial period employees who are laid off and by election of the Company subsequently recalled or who are granted a leave of absence and subsequently return to work, must complete sixty (60) calendar days of trial period active employment within six (6) months of the date of their original hire date in order to become a regular employee.  Periods of trial period active employment, as referred to above, shall include any week in which the employee works at least one full day.  At such time as the employee completes sixty (60) calendar day trial period active employment, his/her "original hiring date", for the purpose of determining his/her length of service (in accordance with Article IV, Section 3(b)) shall be established as that date sixty (60) calendar days prior to the date of completion of the trial period employment requirement. |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (c) | Trial Period Employee Recalled Before Expiration of Six-Month Period: Trial period employees who have not completed sixty (60) calendar days of trial period employment within six (6) months from their original date of hire, but who are recalled or return from a leave of absence prior to the expiration of such six-month period will be permitted to complete the trial period requirement, although the six-month period elapses before such trial period is completed, provided the employee is not laid off before he/she completes his/her trial period employment.  If such a layoff occurs before the employee bas completed his/her trial period and the six-month period has expired, said employee will be considered to have been terminated rather than laid off. |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (d) | Extension of Trial Period: The Company shall have the right to extend the trial period to ninety (90) calendar days upon written notice to the Union and the employee prior to completion of the normal sixty (60) day trial period and shall retain the right to dismiss such employee during this extension period without being subject to review.  In all instances where the trial period of a new employee is so extended, such employee's responsibility to become and remain a member of the Union in good standing as a condition of employment after sixty (60) days shall not be affected; and any benefits of the contract such as holiday pay and insurance coverage shall accrue to such- employee at the end of the initial sixty day period. |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

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|   | Step 1. |   | The employee, his/her Steward or both, shall present the matter in dispute for settlement to his/her Supervisor.  If the Supervisor's decision is not satisfactory or is not given within three (3) working days, Step 2 will be followed. |
|--------|---------|--------|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | Step 2. |   | Such grievance shall then be presented by the Chief Steward within three (3) working days after the Supervisor's unsatisfactory decision or failure to give a decision, whichever is applicable, to the Department Head.  If the Department Head's decision is not satisfactory or is not given within three (3) working days, Step 3 will be followed. |
|--------|---------|--------|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | Step 3. |   | Such grievance shall then be presented by the Business Representative of the Union within five (5) working days from receipt of the Department Head's unsatisfactory decision or failure to give a decision, whichever is applicable, to the Human Resources Director who shall give his/her answer not later than five (5) working days after the presentation of the grievance to him/her.  |
|--------|---------|--------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

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|   | (a) | Overtime on a job shall be assigned to those regularly doing that job in their respective departments pursuant to the principle of "line intact". |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | If additional help is required, employees with the greatest seniority in their classification in the department concerned and capable of doing the job in that department will be selected. |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (c) | In the event no qualified employees wish the overtime assignment, it shall be assigned to and worked by the junior employee. |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------|

|   | (d) | If necessary to go outside of that particular department, plant wide seniority will prevail if capable of doing the job. |
|--------|-----|--------------------------------------------------------------------------------------------------------------------------|

|   | (e) | In the event an employee is requested by the Company to work overtime, daily or Saturday, and he/she agrees to perform the overtime work but: (1) fails to notify the Company of his/her inability to report to work; or (ii) fails to give good cause explaining his/her inability to report for work; or (iii) fails to report for work, the employee shall not be permitted to work any overtime in any department for a period not to exceed thirty (30) days following the time the employee was requested to perform the overtime work. |
|--------|-----|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

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|   | (a) | Except as otherwise provided in this Agreement, the Seniority List is to be used to determine an employee's seniority as to layoffs, recalls, promotions and demotions.  An employee shall have his/her seniority date computed from his/her original date of employment in the bargaining unit, in determining the employee's seniority in cases of layoffs, recalls, promotions and demotions. |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | The Seniority List is to be used to determine which bracket in the vacation schedule is applicable.  Since an employee's vacation is based on his/her length of service with the Company, his/her original hiring date or date of rehire will determine the length of his/her vacation.  The amount of vacation pay for any one (1) year may be adjusted to comply with the minimum hours provision in this Agreement, but such adjustment shall not affect a succeeding year or years. |
|--------|-----|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (c) | Employees having the same seniority (hired on the same date) will, if necessary, be rated by the Company based on their attendance and tardiness record.  The employee with the least number of day absences in the contract year would be rated as having the most seniority.  If no seniority can be determined by attendance, then the employee with the least amount of tardiness in the contract year will be rated as having the most seniority. |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

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|   | (a) | If temporarily assigned to a job in a higher labor grade, the employee shall be paid, for the time involved, the next higher rate above his/her regular job rate in the progression scale for the higher grade. |
|--------|-----|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | If temporarily assigned to a job in a lower labor grade, the employee shall be paid his/her regular job rate. |
|--------|-----|---------------------------------------------------------------------------------------------------------------|

|   | (a) | In the event of a reduction in force, or reduction in the work force of a job classification, all probationary employees in the classification shall first be removed from the classification or laid off.  If further reduction is required; |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | Employees below the maximum rate in their respective classification shall be removed beginning with the lowest wage group in such classification based upon their plant seniority. |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

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|   | (c) | Employees effected by a reduction in force of job classifications five (5) or above first shall be offered a position which they bad previously held provided that they have sufficient seniority to displace an existing employee in the particular job classification and they have not previously "signed off" during the life of this agreement on that job classification.  If an employee does not have the seniority to be transferred to a previously held job classification in a higher classification, the employee shall be offered a previously held job classification in a lower classification.  If the employee does not have sufficient seniority for any previously held job classification, the employee shall be given an option to be transferred to a position in classification four (4) or below, provided that the employee has sufficient seniority to displace an individual currently working in the particular job classification.  Employees not having sufficient seniority for a previously held job classification or any position in job classification four (4) or below shall be laid off in accordance with contractual requirements. |
|--------|-----|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (d) | Employees working in job classification four (4) or below during a reduction in force in those classifications shall first be offered a previously held position if they have sufficient seniority to displace an individual from the particular job classification.  Otherwise, the employee shall be transferred to another job classification within classifications four (4) or below for which the employee has sufficient seniority to displace an employee of lesser plant seniority.  If the employee does not have seniority to displace any individual in job classification four (4) or below, the employee shall be laid off in accordance with contractual requirements. |
|--------|-----|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (e) | All employees transferred during a reduction in force to another job classification which they have not previously performed shall be subject to a three (3) day qualifying period.  During this time, the employee may elect to relinquish the position for any reason and/or "sign-off" the job classification.  An employee who voluntarily elects to relinquish a position by signing off the job classification shall be laid off.  During this three (3) day qualifying period the Company reserves the right to determine in its sole discretion whether an employee can adequately perform a particular job within the three (3) day qualifying period and the Company may then decide to lay off the employee.  An employee who signed off voluntarily shall not be permitted to transfer to that job classification in the event of a future reduction in force for the life of this Agreement.  An employee laid-off by the Company for being unable to adequately perform the job classification shall not be permitted to transfer to that job classification in the event of a future reduction in force until the employee provides that he/she possesses sufficient skill and ability to satisfactorily perform the work to be done. |
|--------|-----|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (f) | All recalls during an increase in the work force shall be made in reverse order of seniority and pursuant to the applicable subsections of Article IV, Section 7 and 8. If there are vacancies in job classifications which they have previously performed, unless they have sufficient seniority to return to the classification from which they were originally removed as the need for additional employees in such job classifications presents itself, they will be given an opportunity to fill such vacancies.  An employee with seniority may be recalled to Code 4 or lower even though he/she has not previously performed the work in such classification. |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

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----

|   | (a) | The number to be considered for training will be in relation to the number needed to fill the posting at the time of posting. |
|--------|-----|-------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | Selection for training will be on the basis of related education, prior employment experience, current employment experience as related to the training to be given.  Qualifications being comparable, seniority will govern. |
|--------|-----|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (c) | Evaluation of qualifications for training, as well as the progress of the trainee, will be determined by the Company. |
|--------|-----|-----------------------------------------------------------------------------------------------------------------------|

|   | (d) | A trainee who is unable to progress satisfactorily will be returned to his/her prior classification without loss of seniority. |
|--------|-----|--------------------------------------------------------------------------------------------------------------------------------|

|   | (a) | The Company may grant leaves of absence without pay to all regular employees of the Company for good cause, taking into consideration not only the personal problems of the employee but also the Company's operational needs for production.  Such leaves for good cause other than for medical reasons shall not exceed ninety (90) days except for Union activity, which may be indefinite.  Leaves of absence for illness will be granted for such periods as have been recommended by competent medical authority but not to exceed one (1) year.  In the event an employee is hospitalized in excess of seven (7) days, an automatic leave of absence shall be granted up to thirty (30)days, provided that the Human Resources Director of the Company is notified of the hospitalization within three (3) working days from the last day worked.  Any other request for leave of absence for illness must be made by an employee on forms provided by the Company and must be accompanied by a report from the employee's doctor recommending the time required for leave of absence. |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | Because pregnancy by itself is not a disabling condition for any fixed period of time, the Company agrees to grant maternity leaves of absence based upon the medical opinion of the employee's physician.  The leave of absence shall begin when it is determined by the employee's physician that the employee is no longer able to perform those duties characteristic of her position.  The leave shall continue until, and only until, the employee, on the basis of her physician's opinion, is able to return to work, not to exceed one (1) year. |
|--------|-----|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (c) | Employees on a bona fide leave of absence, when returning to work, shall return to their former classification if such work is being performed.  Application forms of all leaves of absence must be completed and be submitted to the Company within five (5) working days from their last day worked or their date of recall, and such application for leaves shall be required for any period of seven (7) or more consecutive calendar days in which the employee is out of the service of the Company. |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | d) | Employees granted a leave of absence will not be asked or required to use their remaining vacation days left before granting said leave. |
|--------|----|------------------------------------------------------------------------------------------------------------------------------------------|

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|   | (a) | Discharge for cause. |
|--------|-----|----------------------|

|   | (b) | Quitting. |
|--------|-----|-----------|

|   | (c) | Absence from work for three (3) working days without notifying the Human Resources Department of the Company. |
|--------|-----|---------------------------------------------------------------------------------------------------------------|

|   | (d) | Failure to apply for a leave of absence as required. |
|--------|-----|------------------------------------------------------|

|   | (e) | Exceeding leave of absence without notification to the Human Resources Department presenting good cause. |
|--------|-----|----------------------------------------------------------------------------------------------------------|

|   | (f) | Working for another employer for wages while on leave of absence (this does not apply to leaves of absence for Union activity or layoffs). |
|--------|-----|--------------------------------------------------------------------------------------------------------------------------------------------|

|   | (g) | Layoff or sick leave for a continuous period in excess of one (1) year for purposes of seniority only. |
|--------|-----|--------------------------------------------------------------------------------------------------------|

|   | (h) | Failure to report for work on recall or to notify the Human Resources Department of intention to report within three (3) regularly scheduled working days following the date notification is sent by mailgram or certified letter to the employee's last known address registered with the Human Resources Department. |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (a) | All employees who on June 1st have been employed by the Company (in or out of the bargaining unit) six (6) months or more but less than twelve (12) months, shall be granted one-half (1/2) week's vacation with pay; |
|--------|-----|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | All employees who on June 1st have been employed by the Company (in or out of the bargaining unit) for a period of twelve (12) or more months, but less than two (2) years, shall be granted one (1) week's vacation with pay; |
|--------|-----|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (c) | All employees who on June 1st have been employed by the Company (in or out of the bargaining unit) for two (2) years or more, but less than ten (10) years, shall be granted two (2) weeks' vacation with pay; |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

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|   | (d) | All employees who on June 1st have been employed by the Company (in or out of the bargaining unit) ten (10) years or more, but less than fifteen (15) years, shall be granted three (3) weeks' vacation with pay; |
|--------|-----|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (e) | All employees who on June 1st have been employed by the Company, (in or out of the bargaining unit), fifteen (15) years, but less than twenty-five (25) years, shall be granted four (4) weeks vacation with pay; |
|--------|-----|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (f) | All employees who on June 1st have been employed by the Company (in or out of the bargaining unit) twenty-five (25) years or more, shall be granted five (5) week's vacation with pay; |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (g) | Additional vacation with pay shall be granted to those employees who as of December 31, have accrued seniority which would entitle them to additional vacation benefits over those to which they were entitled on the preceding June 1. The same limitations and requirements as prescribed for in Article V shall- also apply and the date, June 1, shall be replaced by the date December 31, where appropriate. |
|--------|-----|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | Section 2.  Minimum Hours: |
|--------|--------------------------------------|

|   | (a) | Employees with seniority (in or out of the bargaining unit).  One (1) year or more.  To qualify for full vacation benefits, the employee, as of June 1st with seniority, must have worked, or have been available for work eighty (80%) percent of the work year prior to June 1st.  Time off due to occupational injury, jury duty or layoff shall be considered as time available for work.  No vacation benefits shall be paid to an employee who has worked less than thirty (30%) percent of the work year prior to June 1st.  An employee who has worked more than thirty (30%) percent of the work year, but has worked or been available for work less than eighty (80%) percent of the work year prior to June 1st, will be granted a vacation which will be equal to his/her vacation bracket multiplied by the percentage of time worked and time available for work. |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | If an employee is on layoff, in military service, or bona fide leave of absence as of June 1st, he/she shall be paid at vacation time, the same portion of his/her vacation as the time actually worked bears to the work year, When he/she is recalled he/she must return within three (3) working days and work at least two (2) weeks.  If he/she does so, he/she shall then receive the unpaid balance of his/her vacation benefit to which he/she is entitled. |
|--------|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | Employees with seniority (in or out of the bargaining unit) of at least six (6) months, but less than one (1) year.  To qualify for full vacation benefits the employee, as of June 1st with seniority, must have worked (availability for work does not apply) eighty (80%) percent of the time from date of employment to June 1st.  An employee who has worked more than thirty (30%) percent but less than eighty (80%) percent of the time from date of employment to June 1st, will be granted a vacation equal to twenty (20) hours multiplied by the percentage of time actually worked.  No vacation benefits will be paid to an employee who has worked less than thirty (30%) percent of the time from date of employment to June 1st. |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

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| New Years' Day                    |  Christmas Day                         |
|-----------------------------------|---------------------------------------------|
| Dr. Martin Luther King's Birthday |  Fourth of July                        |
| Washington's Birthday             |  Labor Day                             |
| Good Friday                       |  Thanksgiving Day                      |
| Memorial Day                      |  Friday after Thanksgiving Day         |
| Christmas Eve Day                 |  One Floating Holiday                  |
|                              |     See Section 9 below |
|                              |                                        |

|   | (a) | Worked the regularly scheduled workday preceding and the regularly scheduled workday succeeding the holiday, unless an absence for one of such days shall be excused for good cause, substantiated by the employee, or |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | Been at work in the two (2) weeks preceding said holiday and laid off during such preceding two (2) weeks, or |
|--------|-----|---------------------------------------------------------------------------------------------------------------|

|   | (c) | Is on a bona fide leave of absence starting within the two (2) weeks immediately preceding such holiday, or on the workday immediately following such holiday, or |
|--------|-----|-------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (d) | If no work is scheduled between two (2) holidays, to be eligible for pay for both holidays, an employee must work his/her preceding scheduled workday and his/her scheduled workday succeeding such holidays.  To be eligible for pay for one (1) of the holidays, an employee must work either his/her scheduled workday preceding the first holiday or his/her scheduled workday succeeding the second holiday. |
|--------|-----|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (e) | An employee who fails to work any portion of the last hour on the regularly scheduled workday preceding and the regularly scheduled workday succeeding a holiday or holidays, shall not lose holiday pay for such holidays if excused by the Company for good cause. |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

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| Effective June 28 2010: |
|-------------------------|
| HMO Plan:               | Employee | - | $13.55 per week |
|                    | Plus Spouse | - | $26.79 per week |
|                    | Employee + child (ren)- | $26.71 per week |
|                    | Family | - | $40.31 per week |
|                    |
| PPO Plan:               | Employee | - | $36.74 per week |
|                    | Plus Spouse | - | $80.36 per week |
|                    | Employee + child (ren) | - | $80.31 per week |
|                    | Family | - | $132.20 per week |

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|   | 1. | Educational courses must be related to the classification of work being or to be performed by the employee. |
|--------|----|-------------------------------------------------------------------------------------------------------------|

|   | 2. | Such courses and institutions must be approved by the Company prior to enrollment. |
|--------|----|------------------------------------------------------------------------------------|

|   | 3. | Courses are to be taken during non-scheduled working hours. |
|--------|----|-------------------------------------------------------------|

|   | 1. | For employees who complete specialized courses, the Company will pay up to 100% of the tuition charges per semester at the satisfactory (grade "C" or better) completion of the course material in an approved school. |
|--------|----|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 2. | When education expenses are partially paid by assistant-ships, scholarships, fellowships, or G.I. Bill Benefits, tuition reimbursements is based on the net amount actually paid by the employee, excluding amounts paid through assistantship, scholarships, fellowships, or G.I. Bill Benefits. |
|--------|----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

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|   | 1. | To be eligible for tuition refund, the employee must, prior to the time of enrollment, fill out an application form per semester, for course(s) contemplated. |
|--------|----|---------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 2. | Obtain the approval of the employee's supervisor who in turn will get the Company approval through Human Resources. |
|--------|----|---------------------------------------------------------------------------------------------------------------------|

|   | 3. | Upon completion of course(s), submit to the employees supervisor a written statement from the school stating that the course(s) have been satisfactorily completed.  This is usually a copy of the grade statement. |
|--------|----|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 4. | A tuition receipt. |
|--------|----|--------------------|

|   | The supervisor will forward this information to the Human Resources Director and within two (2) weeks the employee will receive a check containing the proper tuition refund as well as his/her tuition receipt and grade statement. |
|--------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 5. | If for any reason employment is terminated before completion of the program, then the Company's obligation ceases. |
|--------|----|--------------------------------------------------------------------------------------------------------------------|

| Signed this             |   30th | day of                                 |   June | ,2010. |
|-------------------------|-------------|----------------------------------------|-------------|--------|
|                    |        |                                   |
| Wells Gardner           |        | Local 1031,                            |
| Electronics Corporation |        | International Brotherhood              |
|                    |        | Of Electrical Workers,                 |
|                    |        | AFL-CIO                                |
|                    |        |                                   |
|                    |        |                                   |
| Anthony Spier           |        | José A. Caez                      |
| President               |        | Business Manager/Financial Sec’y |

----

|               | JOB CLASSIFICATION            | START  |   | 2MO    |   | 3MO    |   |   |   |   |
|--------------------|-------------------------------|--------|--------|--------|--------|--------|--------|--------|--------|--------|
| 2-8                | Sweeper                       |   |   |   |   |   |   |   |   |   |
|               | Effective 06/28/10            | 9.02   |   | 12.92  |   | 13.03  |   |   |   |   |
| 3-2                | Assy., Wirer-Solderer         |   |   |   |   |   |   |   |   |   |
| 3-5                | Riveter                       |   |   |   |   |   |   |   |   |   |
|               | Effective 06/28/10            | 9.02   |   | 13.03  |   | 13.13  |   |   |   |   |
|               |                          |   |   |   |   |   |   |   |   |   |
|               |                          | START  |   | 2MO    |   | 12MO   |   | 24MO   |   | 36MO   |
|               | Hired After 7/1/97            | 8.03   |   | 8.75   |   | 9.45   |   | 10.87  |   | 13.13  |
| G.L. Specialist    |                          |   |   |   |   |   |   |   |   |
| Effective 06/28/10 |                          |   | 13.74  |   |   |   |   |
|               |                          |   |   |   |   |   |   |   |   |
|               | JOB CLASSIFICATION            | START  |   | 2MO    |   | 3MO    |   |   |   |   |
| 4-1                | Wire Cutting Machine Operator |   |   |   |   |   |   |   |   |   |
| 4-3                | Bailer-Sweeper                |   |   |   |   |   |   |   |   |   |
| 4-5                | Packer-Final Assembly         |   |   |   |   |   |   |   |   |   |
|               | Effective 06/28/10            | 9.04   |   | 13.04  |   | 13.27  |   |   |   |   |
|               |                          |   |   |   |   |   |   |   |   |   |
|               |                          | START  |   | 2MO    |   | 12MO   |   | 24MO   |   | 36MO   |
|               |                          |   |   |   |   |   |   |   |   |   |
|               | Hired after 7/1/97            | 8.23   |   | 8.94   |   | 9.74   |   | 11.22  |   | 13.27  |
|               |                          |   |   |   |   |   |   |   |   |   |
| G.L                | Specialist                    |   |   |   |   | 3MO    |   |   |   |   |
|               | Effective 06/28/10            |   |   |   |   | 13.74  |   |   |   |   |

----

|   | JOB CLASSIFICATION                 | START  |   | 2MO    |   | 6MO    |   |   |   |   |
|--------|------------------------------------|--------|--------|--------|--------|--------|--------|--------|--------|--------|
|   |                               |   |   |   |   |   |   |   |   |   |
| 7-11   | Building Fireperson                |   |   |   |   |   |   |   |   |   |
|   | Effective 06/28/10                 | 8.94   |   | 13.52  |   | 13.82  |   |   |   |   |
|   |                               |   |   |   |   |   |   |   |   |   |
| G.L.   | Specialist                         |   |   |   |   |   |   |   |   |   |
|   | Effective 06/28/10                 |   |   |   |   | 14.18  |   |   |   |   |
|   |                               |   |   |   |   |   |   |   |   |   |
|   |                               |   |   |   |   |   |   |   |   |   |
|   | JOB CLASSIFICATION                 | START  |   | 2MO    |   | 6MO    |   | 9MO    |   |   |
| 8-2    | Tester-Phaser "B" (Printed Boards) |   |   |   |   |   |   |   |   |   |
| 8-3    | Bonding Machine Operator           |   |   |   |   |   |   |   |   |   |
| 8-4    | Fine Patcher                       |   |   |   |   |   |   |   |   |   |
|   | Effective 06/28/10                 | 9.57   |   | 13.57  |   | 13.74  |   | 14.00  |   |   |
|   |                               |   |   |   |   | 6MO    |   |   |   |   |
| G.L.   | Specialist                         |   |   |   |   |   |   |   |   |   |
|   | Effective 06/28/10                 |   |   |   |   | 14.45  |   |   |   |   |
|   |                               |   |   |   |   |   |   |   |   |   |
|   |                               |   |   |   |   |   |   |   |   |   |
|   | JOB CLASSIFICATION                 | START  |   | 2MO    |   | 6MO    |   | 9MO    |   | 12MO   |
| 10-2   | Tool Crib Worker                   |   |   |   |   |   |   |   |   |   |
|   | Effective 06/28/10                 | 9.79   |   | 13.81  |   | 13.93  |   | 14.12  |   | 14.27  |
|   |                               |   |   |   |   |   |   |   |   |   |
| 11-2   | Tester                             |   |   |   |   |   |   |   |   |   |
| 11-6   | Cabinet Finisher                   |   |   |   |   |   |   |   |   |   |
|   | Effective 06/28/10                 | 9.89   |   | 13.87  |   | 14.02  |   | 14.18  |   | 14.37  |
|   |                               |   |   |   |   |   |   |   |   |   |
| G.L.   | Specialist                         |   |   |   |   |   |   |   |   | 12MO   |
|   | Effective 06/28/10                 |   |   |   |   |   | 14.93  |
|   |                               |   |   |   |   |   |   |   |   |   |

----

|   | JOB CLASSIFICATION                 | START  |   | 2MO    |   | 6MO    |   |   |   |   |
|--------|------------------------------------|--------|--------|--------|--------|--------|--------|--------|--------|--------|
|   |                               |   |   |   |   |   |   |   |   |   |
| 7-11   | Building Fireperson                |   |   |   |   |   |   |   |   |   |
|   | Effective 06/28/10                 | 8.94   |   | 13.52  |   | 13.82  |   |   |   |   |
|   |                               |   |   |   |   |   |   |   |   |   |
| G.L.   | Specialist                         |   |   |   |   |   |   |   |   |   |
|   | Effective 06/28/10                 |   |   |   |   | 14.18  |   |   |   |   |
|   |                               |   |   |   |   |   |   |   |   |   |
|   |                               |   |   |   |   |   |   |   |   |   |
|   | JOB CLASSIFICATION                 | START  |   | 2MO    |   | 6MO    |   | 9MO    |   |   |
| 8-2    | Tester-Phaser "B" (Printed Boards) |   |   |   |   |   |   |   |   |   |
| 8-3    | Bonding Machine Operator           |   |   |   |   |   |   |   |   |   |
| 8-4    | Fine Patcher                       |   |   |   |   |   |   |   |   |   |
|   | Effective 06/28/10                 | 9.57   |   | 13.57  |   | 13.74  |   | 14.00  |   |   |
|   |                               |   |   |   |   | 6MO    |   |   |   |   |
| G.L.   | Specialist                         |   |   |   |   |   |   |   |   |   |
|   | Effective 06/28/10                 |   |   |   |   | 14.45  |   |   |   |   |
|   |                               |   |   |   |   |   |   |   |   |   |
|   |                               |   |   |   |   |   |   |   |   |   |
|   | JOB CLASSIFICATION                 | START  |   | 2MO    |   | 6MO    |   | 9MO    |   | 12MO   |
| 10-2   | Tool Crib Worker                   |   |   |   |   |   |   |   |   |   |
|   | Effective 06/28/10                 | 9.79   |   | 13.81  |   | 13.93  |   | 14.12  |   | 14.27  |
|   |                               |   |   |   |   |   |   |   |   |   |
| 11-2   | Tester                             |   |   |   |   |   |   |   |   |   |
| 11-6   | Cabinet Finisher                   |   |   |   |   |   |   |   |   |   |
|   | Effective 06/28/10                 | 9.89   |   | 13.87  |   | 14.02  |   | 14.18  |   | 14.37  |
|   |                               |   |   |   |   |   |   |   |   |   |
| G.L.   | Specialist                         |   |   |   |   |   |   |   |   | 12MO   |
|   | Effective 06/28/10                 |   |   |   |   |   | 14.93  |
|   |                               |   |   |   |   |   |   |   |   |   |

----

|                                                                                                                                                                                                        | JOB CLASSIFICATION                |   | START  |   | 2MO    |   | 6MO    |   | 9MO    |   | 12MO   |
|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|-----------------------------------|--------|--------|--------|--------|--------|--------|--------|--------|--------|--------|
|                                                                                                                                                                                                        |                              |   |   |   |   |   |   |   |   |   |   |
| 12-4                                                                                                                                                                                                        | Precision Mechanical Assembler    |   |   |   |   |   |   |   |   |   |   |
| 12-9                                                                                                                                                                                                        | Final Line Inspector (Comp.Prod.) |   |   |   |   |   |   |   |   |   |   |
|                                                                                                                                                                                                        | Effective 06/28/10                | 9.95   |   | 14.12  |   | 14.21  |   | 14.38  |   | 14.59  |
|                                                                                                                                                                                                        |                              |   |   |   |   |   |   |   |   |   |   |
| 12-10                                                                                                                                                                                                       | Master Finisher Cabinet           |   |   |   |   |   |   |   |   |   |   |
|                                                                                                                                                                                                        | Effective 06/28/10                | 10.03  |   | 14.18  |   | 14.31  |   | 14.44  |   | 14.66  |
|                                                                                                                                                                                                        |                              |   |   |   |   |   |   |   |   |   |   |
| *12-12                                                                                                                                                                                                      | Maintenance "B"                   |   |   |   |   |   |   |   |   |   |   |
|                                                                                                                                                                                                        | Effective 06/28/10                | 10.44  |   | 14.44  |   | 14.64  |   | 14.89  |   | 15.43  |
|                                                                                                                                                                                                        |                              |   |   |   |   |   |   |   |   |   |   |
| G.L.                                                                                                                                                                                                        | Specialist                        |   |   |   |   |   |   |   |   |   |   |
|                                                                                                                                                                                                        | Effective 06/28/10                |   |   |   |   |   |   |   | 15.15  |   |
|                                                                                                                                                                                                        |                              |   |   |   |   |   |   |   |   |   |   |
| 13-1                                                                                                                                                                                                        | Analyzer                          |   |   |   |   |   |   |   |   |   |   |
|                                                                                                                                                                                                        | Effective 06/28/10                | 10.88  |   | 14.98  |   | 15.08  |   | 15.24  |   | 15.43  |
|                                                                                                                                                                                                        |                              |   |   |   |   |   |   |   |   |   |   |
| 14-1                                                                                                                                                                                                        | Master Analyzer                   |   |   |   |   |   |   |   |   | 15.36  |   |
| 14-2                                                                                                                                                                                                        | Maintenance "A"                   |   |   |   |   |   |   |   |   |   |   |
|                                                                                                                                                                                                        | Effective 06/28/10                | 11.53  |   | 15.76  |   | 16.13  |   |   |   |   |
|                                                                                                                                                                                                        |                              |   |   |   |   |   |   |   |   |   |   |
| G.L.                                                                                                                                                                                                        | Specialist                        |   |   |   |   |   |   |   |   |   |   |
|                                                                                                                                                                                                        | Effective 06/28/10                |   |   |   |   |   |   |   |   | 16.81  |
|                                                                                                                                                                                                        |                              |   |   |   |   |   |   |   |   |   |   |
| 15-1                                                                                                                                                                                                        | Senior Master Analyzer            |   |   |   |   |   |   |   |   |   |   |
|                                                                                                                                                                                                        | Effective 06/28/10                |   |   |   |   |   |   |   |   | 19.69  |
|                                                                                                                                                                                                        |                              |   |   |   |   |   |   |   |   |   |   |
| 16.1                                                                                                                                                                                                        | Technical Specialist              |   |   |   |   |   |   |   |   |   |   |
|                                                                                                                                                                                                        | Effective 06/28/10                |   |   |   |   |   |   |   |   | 20.58  |
|                                                                                                                                                                                                        |                              |   |   |   |   |   |   |   |   |   |   |
|                                                                                                                                                                                                        | Maintenance Administrator         |   |   |   |   |   |   |   |   |   |   |
|                                                                                                                                                                                                        | Effective06/28/10                 |   |   |   |   |   |   |   |   |   |   |
|                                                                                                                                                                                                        |                              |   |   |   |   |   |   |   |   |   |   |
| 17.2    Production                                                                                                                                                                      | Administrator                     |   |   |   |   |   |   |   |   |   |   |
|                                                                                                                                                                                                        | Effective06/28/10                 |   |   |   |   |   |   |   |   |   |   |
|                                                                                                                                                                                                        |                              |   |   |   |   |   |   |   |   |   |   |
|                                                                                                                                                                                                        |                              |   |   |   |   |   |   |   |   |   |   |
| * Education Bonus             1 Course            10¢ per  hour |
| (after maximum rate)  2 or more Courses 10¢ per hour (additional)                                                                                                                            |

----

----

|   | (1) | Such medical insurance coverage shall cease upon the remarriage of the spouse and provided also that, |
|--------|-----|-------------------------------------------------------------------------------------------------------|

|   | (2) | The spouse or dependent children shall not be eligible for coverage under any other employer paid insurance plan. |
|--------|-----|-------------------------------------------------------------------------------------------------------------------|

----

----

| 1.   | The company is already paying six cents more per hour into the union pension plan. That amount will increase in the coming years. |
|----------------|-----------------------------------------------------------------------------------------------------------------------------------|

| 2.   | The increase in health insurance premiums has increased to anywhere from 10% to 20%. WG will absorb the total cost without passing any of that cost on to you in additional payroll deductions. |
|----------------|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| 3.   | In line with the rest of the company, there will be no wage increases for the present contract year. |
|----------------|------------------------------------------------------------------------------------------------------|

| 4.   | In appreciation for the hard work and cooperation of everyone, there will be a one time payment of $250 to all active employees at the time of the signing of the contract. |
|----------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| 5.   | The contract will be a one year contract. |
|----------------|-------------------------------------------|

----

| Name   |                                          | Date   |   7/2/09 |
|--------|-----------------------------------------------|--------|--------------------|
|   | Gene Ahner, HR Director – Wells Gardner |   |               |
|   |                                          |   |               |
| Name   |                                          | Date   |   7/2/09 |
|   | Jose Caez , Business Manager IBEW 1031        |   |               |