Document:

Exhibit
10.1

 

 

AGREEMENT

 

Between:

 

American
Enterprises MPT, L.P., as Ameridrives International,
Erie, PA  USA  16502

 

And

 

UNITED
STEELWORKERS OF AMERICA

 

Local
3199-10

 

 

Effective September 20, 2004

 

 

	
  AGREEMENT -
  PREAMBLE

  	
   

  
	
   

  	
   

  
	
  ARTICLE I
  - RECOGNITION

  	
   

  
	
   

  	
   

  
	
  EMPLOYEE
  DEFINITION

  	
   

  
	
  UNION
  RECOGNITION

  	
   

  
	
  UNION
  MEMBERSHIP

  	
   

  
	
  UNION POLICY

  	
   

  
	
  UNION DUES

  	
   

  
	
  UNION
  TRANSFERS

  	
   

  
	
  UNION
  LIABILITY

  	
   

  
	
  SUBCONTRACTS

  	
   

  
	
   

  	
   

  
	
  ARTICLE II
  - HOURS OF WORK

  	
   

  
	
   

  	
   

  
	
  OPERATIONS,
  CONTINUOUS/NON-CONTINUOUS

  	
   

  
	
  BREAKS

  	
   

  
	
  OVERTIME, PAID

  	
   

  
	
  OVERTIME, NON-PAID

  	
   

  
	
  OVERTIME ASSIGNMENTS

  	
   

  
	
   

  	
   

  
	
  ARTICLE III
  - HOLIDAYS

  	
   

  
	
   

  	
   

  
	
  HOLIDAYS, RECOGNIZED

  	
   

  
	
  HOLIDAYS, PAYMENT

  	
   

  
	
  SHUTDOWNS

  	
   

  
	
  JURY SERVICE

  	
   

  
	
  BEREAVEMENT

  	
   

  
	
   

  	
   

  
	
  ARTICLE IV -
  VACATIONS

  	
   

  
	
   

  	
   

  
	
  WAGE EARNERS

  	
   

  
	
  SCHEDULE

  	
   

  
	
  ELIGIBILITY

  	
   

  
	
  VACATION PAY

  	
   

  
	
  VACATION PAY
  CALCULATION

  	
   

  
	
  VACATION YEAR

  	
   

  
	
  VACATION SHUTDOWN

  	
   

  
	
  VACATION NOT-TAKEN

  	
   

  
	
   

  	
   

  
	
  ARTICLE V -
  SENIORITY

  	
   

  
	
   

  	
   

  
	
  DEFINITION

  	
   

  
	
  CALCULATION OF
  CONTINUOUS SERVICE

  	
   

  
	
  BREAK IN CONTINUOUS SERVICE

  	
   

  
	
  SHIFT PREFERENCE/SHIFT
  REASSIGNMENT

  	
   

  
	
  DECREASE IN WORK
  FORCE AND RECALLS

  	
   

  
	
  BIDDING(INCLUDING
  TRAINING)

  	
   

  
	
  TRAINING PROGRAM

  	
   

  
	
  GENERAL INFORMATION

  	
   

  
	
  OFFICER SENIORITY

  	
   

  
	
  TEMPORARY JOB
  ASSIGNMENTS AND TEMPORARY TRANSFERS

  	
   

  
	
  DISQUALIFICATION

  	
   

  
	
   

  	
   

  
	
  ARTICLE VI
  - ADJUSTMENT OF GRIEVANCE

  	
   

  
	
   

  	
   

  
	
  PROCEDURE

  	
   

  
	
  GENERAL
  INFORMATION

  	
   

  
	
  COMMITTEE
  MEMBERSHIP

  	
   

  
	
  LEAVES FOR UNION
  REPRESENTATIVES

  	
   

  

 

Page 2 of 27

 

	
  ARTICLE VII
  - WAGES

  	
   

  
	
   

  	
   

  
	
  GRADES AND RATES

  	
   

  
	
  STARTING RATES

  	
   

  
	
  SHIFT PREMIUM

  	
   

  
	
  REPORTING PAY

  	
   

  
	
  CALL BACK PAY

  	
   

  
	
   

  	
   

  
	
  ARTICLE VIII
  - JOB EVALUATION

  	
   

  
	
   

  	
   

  
	
  ARTICLE IX
  - MANAGEMENT

  	
   

  
	
   

  	
   

  
	
  ARTICLE X
  - SUSPENSIONS AND DISCHARGE

  	
   

  
	
   

  	
   

  
	
  MANAGEMENT RIGHTS

  	
   

  
	
  INITIAL SUSPENSION

  	
   

  
	
  HEARING

  	
   

  
	
  SPECIFIC REVIEWS

  	
   

  
	
  PRIOR RECORDS

  	
   

  
	
   

  	
   

  
	
  ARTICLE XI
  - SAFETY AND HEALTH

  	
   

  
	
   

  	
   

  
	
  ARTICLE XII
  - INSURANCE

  	
   

  
	
   

  	
   

  
	
  ARTICLE XIII
  - PENSION

  	
   

  
	
   

  	
   

  
	
  ARTICLE XIV
  - S.U.B.

  	
   

  
	
   

  	
   

  
	
  ARTICLE XV
  - MILITARY SERVICE

  	
   

  
	
   

  	
   

  
	
  ARTICLE XVI
  - BULLETIN BOARDS

  	
   

  
	
   

  	
   

  
	
  ARTICLE XVII
  - STRIKE AND LOCKOUT

  	
   

  
	
   

  	
   

  
	
  ARTICLE XVIII
  - TERMINATION

  	
   

  
	
   

  	
   

  
	
  APPENDIX I – JOB
  CLASSIFICATIONS

  	
   

  

 

Page 3 of 27

 

AGREEMENT
-
PREAMBLE

 

1.               This agreement,
made and entered into this 24th day of October, 2004, effective as of September 20,
2004, by and between the United Steelworkers of America on behalf of Local
Union 3199-10, hereinafter referred to as the “Union” and American Enterprises
MPT, L.P. or its successors, hereinafter referred to as the “Company”.

 

2.               As used in this
Agreement, the term “Company” shall mean and apply only to operations of
American Enterprises MPT, L.P., which are located within Erie County of
Pennsylvania, and which include and are specifically and directly related to
the Mechanical Drives operations, whether presently existing or established
through future expansion.

 

3.               Whereas, it is the
intent and purpose of the parties hereto that this Agreement will promote and
improve industrial and economic relationships between the employees and the
Company, and to set forth herein the Basic Agreement covering rates of pay,
hours of work and conditions of employment to be observed between the parties
hereto.

 

4.               The Company and the
Union agree there will be no discrimination against any employee or applicant
for employment because of age, sex, race, creed, color, or national
origin.  Use of masculine pronoun shall
apply to both genders.

 

ARTICLE I
-
RECOGNITION

 

Employee Definition

1.               The term “employee”
as used in the Agreement, shall not include Foreman, Assistant Foreman, or
Supervisor in charge of any classes of labor, Plant Guards or any salaried
employees.

 

Union Recognition

2.               The Company
recognizes the Union as the sole collective bargaining agency for all employees
of the Company not exempted under Section 1, and agrees not to restrict
the officers in the performance of their duties providing adequate advance
notice is given.

 

Union Membership

3.               It is agreed that
one of the conditions of employment in the classes of labor covered by this
agreement shall be membership in said Union of the United Steelworkers of
America, with the provision that when new employees are employed, there is a
probationary period of thirty (30) calendar days, after which new employees in
such classes will be required to become members of said Union.  Employee or employees shall be properly
classified in their respective job assignments at the completion of the
probation period and the respective grievers so notified.

 

4.               For employees hired
on or after 12/14/96, when deemed necessary by supervision on an individual
basis, an employee’s probation may be extended for one (1) additional 15-working
day period, beginning with a meeting with supervision, the Chief Griever, and
the employee.  During this period, no
union dues will be required, but the employee will be entitled to all other
benefits that would normally apply.

 

5.               The employee will
not become a member of the Union until the successful completion of his
probationary period.

 

Union Policy

6.               It shall further be
the policy of the Union to in no way restrict its members in their efforts to
improve the quality and quantity of work performed.  The Company and Union agree to promote
production and a genuine feeling of harmony between both parties to this
Agreement.

 

Union Dues

7.               During the term of
this agreement, the Company will continue to check off dues, and the initiation
fees, each as designated by the International Treasurer of the Union, as
membership dues in the Union on the basis of and for the term of individually
signed voluntary check off authorized cards heretofore or hereafter submitted

 

Page 4 of 27

 

to the Company.  The Company shall promptly remit any and all
amounts so deducted to the International Treasurer of the Union.  All above deductions shall be made weekly and
shall be forwarded monthly, as in the past to the International Treasurer of
the United Steelworkers of America, P.O. Box 1880, and Pittsburgh,
Pennsylvania 15278-1880.  Check to be
accompanied by a statement showing the part represented by initiation fees and
part representing dues, with a list of employees from whom the deductions were
made.

 

Union Transfers

8.               Employees who have
transferred from another local to this local shall not pay initiation fees, and
notice shall be given to the Controller by the Financial Secretary of the
Union, no later than one (1) week prior to payroll deductions.  All new employees claiming to be transferred
shall be referred by the Personnel Department to the Financial Secretary of the
Union, whose duty it is to decide the date for the commencement of deduction
and the amount of the first deduction from such transferees as may be paid up
in advance in the preceding local.

 

Union Liability

9.               The Union shall
indemnify and save the Company harmless against any and all claims, demands,
suits or other forms of liability that shall arise out of or by reason of
action taken by the Company in complying with the provisions of this Article.

 

Subcontracts

10.         It is the policy and the
intent of the Company to use its employees as much as practicable for work on
the properties involved, and to contract work out only when the interest of the
Company and its employees as a whole are best served by the satisfaction of
customers’ needs and as required by sound business considerations.

 

A.           When it is deemed
necessary to contract work out, discussion and a good faith effort will be made
by both parties to arrive at a mutual understanding as to why the
sub-contracting is necessary.  It is also
the intent of the Company to strive to its fullest effort to maintain a forty
(40) hour work week when considering contracting work out and will seek to
inform the Union of its sub-contracting needs through the establishment of
monthly meetings when necessary.  Monthly
meetings will be necessary if the Company has reduced the workforce such that
the bargaining unit has people on layoff. 
The above shall not be construed as a guaranteed of hours of work per
week.  Not dependent on the above,
quarterly subcontracting meetings will be held, reviewing past and proposed
jobs to be subcontracted on the first Tuesday of the beginning of each quarter.

 

B.             Consistent with the
above, one (1) committee will be established consisting of the Union Unit
Chair, the Unit Secretary, the respective Grievers, and one (1) chosen by
the Unit Chair, and the accountable Management representatives.  Any disputes resulting from contracting work
out will be grieved starting with the third step of the procedures.

 

ARTICLE II
- HOURS
OF WORK

 

Operations,
Continuous/Non-continuous

1.               Effective as of the
date of the Agreement there is established an eight (8) hour day and a
forty (40) hour week.  This is intended
to define the normal hours of work and shall not be construed as a guarantee of
hours of work per day or days of work per week. 
An eight (8) hour day shall consist of eight (8) consecutive
hours of labor, plus thirty (30) minutes off without pay for lunch on
non-continuous operations.  Employees on
continuous operations shall be provided with a fifteen (15) minute lunch
period.  The workweek shall begin on
Monday, through five (5) continuous twenty-four (24) hour cycles, each of
which shall begin at the employee’s normal starting time.

 

A.    Normal shift schedules at the Pittsburgh Avenue plant shall be:

 

1)             CONTINUOUS OPERATIONS

7:00
AM - 3:00 PM

3:00
PM - 11:00 PM

11:00
PM - 7:00 AM

 

Page 5 of 27

 

2)             NON-CONTINUOUS OPERATIONS

7:00
AM - 3:30 PM

3:30
PM - 12:00 Midnight

 

B.             Unusual shift
schedules maybe instituted by mutual agreement between the Supervisor of the
area and the Griever of the area and shall be posted.  (It is expressly understood that when this
happens, a new twenty-four (24) hour cycle starting time has been established
for those specific employee or employees involved.)

 

C.             The established lunch
periods as they now exist will remain in effect for the duration of this
agreement, unless changed by mutual agreement between the Manager of
Manufacturing and the Chief Griever.

 

Breaks

2.               All employees shall
be granted a ten (10) minute mid morning coffee break.  All employees shall be granted a five (5) minute
wash-up period at the end of their shift.

 

Overtime, Paid

3.               Overtime shall be
paid for all hours worked in excess of eight (8) in any one (1) twenty-four
(24) hour cycle as defined in Paragraph 1 above, or for hours worked in excess
of forty (40) hours in any one (1) week.

 

A.           Time and one half shall
be paid for all hours worked on Saturday and Double-time will be paid for all
hours worked on Sunday and/or Holidays.

 

Overtime, Non-paid

4.               An employee shall
not be paid both daily and weekly overtime for the same hours worked.

 

Overtime Assignments

5.               Overtime
assignments are a necessary requisite to the effective and orderly operations
of the Company.  Employees scheduled for
such assignments are expected to report and perform work as scheduled.  However, in the selection of employees to be
assigned and scheduled the following procedure will apply:

 

A.           Employees within
identical job classifications (Job title and Labor Grade) on the same shifts
will share the overtime opportunities as equally as possible starting first
with the employees with the most seniority. 
(This refers to Monday through Friday Overtime.)

 

B.             Within the framework
of the job classification on the same shift, employees have the right to refuse
the overtime opportunity; but only to the extent that the needs of the Company
are meet by others within the job classification on the same shift.

 

C.             Failure on the part
of an employee to accept and work the overtime hour’s opportunity afforded to
him by the Company will count as overtime hours worked by him for overtime
equalization purposes.

 

D.            A rotation list shall
be established so necessary overtime not specifically covered in normal job
descriptions or in excess of the manpower available will be distributed as
fairly as possible with due consideration to required skills, abilities, and
physical limitations.

 

E.              Overtime opportunity
within a given job classification on the respective shifts will be distributed
among the eligible employees as equally as possible on a quarterly basis.  In all cases of Saturday and/or Sunday
overtime, the twenty-four (24) hour cycle for overtime purposes is set aside in
the event that employees work shifts other than those they normally work as
further intent to equalize overtime opportunity.  Overtime schedules for Saturday and following
weekly overtime will be posted whenever possible no later than the end of the
shift for Thursdays.

 

F.              Overtime
opportunities for weekdays shall be offered separately from overtime
opportunities provided during weekends. 
A surplus in one (1) category may not be used to offset a
deficiency in the other.

 

F.              The Company and the
Union recognize that perfect equalization is impossible.  However, the Company will make a good faith
best effort attempt to equalize overtime opportunities as provided above.

 

Page 6 of 27

 

ARTICLE III - HOLIDAYS.

 

Holidays, Recognized

1.               The holidays
recognized as coming under the scope of this Agreement are as follows:

 

A.           Good Friday

 

B.             Memorial Day

 

C.             Independence Day

 

D.            Labor Day

 

E.              Thanksgiving Day

 

F.              The Day following
Thanksgiving Day

 

G.             One personal day with
twenty-four (24) hours prior notice.

 

H.            And all weekdays falling in the following period:

 

1)              2001 - December 24
through January 1 (inclusive)

 

2)              2002 - December 24
through January 1 (inclusive)

 

3)              2003 - December 24
through January 1 (inclusive)

 

2.               With the exception
of the three (3) holiday weeks specified above, holidays falling on
Saturday will be celebrated on Friday and there will be no work scheduled on
that Saturday, and holidays falling on Sunday will be celebrated on Monday.

 

Holidays, Payment

3.               All contractual
holidays worked shall be paid double time at the employee’s earned straight
time rate for all hours worked, plus holiday pay.  An employee will be paid for a holiday not
worked provided he has worked his scheduled working day both preceding and
following said holiday, or has been excused for either or both of these working
days.

 

4.               Employees who are
absent because of illness or accident, which exceeds twelve (12) months, shall
not be eligible for holiday pay after such period of illness.

 

Shutdowns

5.               Employees requested
to work during the shutdown period for inventory purposes will:

 

A.           Receive straight time
pay for an eight (8) hour shift per day.

 

B.             For all hours worked
in excess of eight (8) hours per day the rate of pay will be in accordance
with the overtime provisions of the contract.

 

C.             Employees who work
during the Christmas - New Year shutdown may:

 

1)                                      At
their option receive the holiday pay for the shutdown in lieu of days off or

 

2)                                      Schedule the
time off days involved for a later date and receive payment for same as taken.

 

D.            The Company may employ
college students and/or use office or supervisory personnel to staff the
inventory crews as needed to fulfill its inventory needs provided all
bargaining unit employees have been offered the opportunity first.

 

Page 7 of 27

 

Jury Service

6.               Any employee who is
called for Jury Service or is subpoenaed to appear as a witness in a court
shall be excused from work for the days on which he serves, and shall receive
for each such day of Jury Service or subpoenaed witness service on which he
otherwise would have worked, the difference between eight (8) times
straight time hourly rate and the payment he receives for such jury or witness
service.  The employee will present proof
of service and of the amount of pay received therefor.

 

Bereavement

7.               When a death in the
immediate family occurs, an employee shall be entitled to up to three (3) days
off with pay based on his current hourly rate, if scheduled working days, for
attendance of funerals, the third day being the day of the funeral, or the day
after the funeral if travel time dictates. 
Days need not be consecutive. 
Immediate family is defined as:

 

	
  •

  	
  Spouse

  	
  •

  	
  Son-in-Law and
  Daughter-in-Law

  
	
  •

  	
  Children

  	
  •

  	
  Grandparents

  
	
  •

  	
  Stepson and
  Stepdaughter

  	
  •

  	
  Grandchildren

  
	
  •

  	
  Mother and Father

  	
  •

  	
  Brother-in-Law (paid
  day of funeral only)

  
	
  •

  	
  Stepmother and
  Stepfather

  	
  •

  	
  Sister-in-Law (paid day
  of funeral only)

  
	
  •

  	
  Mother-in-Law and
  Father-in-Law (current spouse)

  	
  •

  	
  Aunt (excused day with
  no pay)

  
	
  •

  	
  Sisters and Brothers

  	
  •

  	
  Uncle (excused day with
  no pay)

  

 

ARTICLE IV - VACATIONS

 

Wage Earners

1.               All actively
working employees with one (1) or more years of continuous service with
the Company shall be entitled to vacation with pay according to his/her length
of service.  This language will not be
construed to entitle any employee to pro rata vacation or pro rata vacation
pay.  Employees who do not perform work
during a full vacation year shall not be eligible for vacation time or pay.

 

Schedule

	
  2.

  	
  YEARS OF SERVICE

  	
   

  	
  VACATION

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
  One but less than three

  	
   

  	
  One Week

  
	
   

  	
  Three but less than
  five

  	
   

  	
  Two Weeks

  
	
   

  	
  Five but less than ten

  	
   

  	
  Three Weeks

  
	
   

  	
  Ten but less than
  eighteen

  	
   

  	
  Four weeks

  
	
   

  	
  Eighteen but less than
  twenty-three

  	
   

  	
  Five Weeks

  
	
   

  	
  Twenty-three or more

  	
   

  	
  Six Weeks

  

 

Eligibility

3.               Employees who are
absent because of illness or accident, which exceeds a twelve (12) month
period, shall not be eligible for vacation pay. 
All vacations will be capped effective 01/01/02 at four weeks for all
employees.  Any employee who has more
than four weeks before 01/01/02 will be grandfathered and allowed to remain at
their current vacation level.

 

Vacation Pay

4.               Vacation pay will
be paid in the same payroll week as the vacation was taken unless the vacation
is one (1) week or greater, then the vacation will be paid in advance in
the payroll period prior to the start of the vacation period.

 

A.           In the case of a
holiday falling within an employee’s vacation period, the employee shall
receive his holiday pay in lieu of using a vacation day.

 

Page 8 of 27

 

Vacation Pay Calculation

5.               The pay for each
said week of paid vacation shall consist of not less than forty (40) hours pay
not more than forty-eight (48) hours pay, per individual employee.  The number of hours between the above forty
(40) hour minimum and the above forty-eight (48) hour maximum shall be the
average number of hours per week for which each individual employee is
compensated in the immediately preceding period January 1st through May 31st.  In cases where an employee did not work
during said five (5) month period, the last five (5) months worked by
such an employee shall be used to determine his hours per week for vacation
pay.

 

6.               Vacation pay will
be computed on his current straight time hourly earnings at the time vacation
is taken.

 

Vacation Year

7.               The vacation year
is defined as July 1 to June 30. 
Vacations will be scheduled in advance by May 1 each year, on a
seniority basis within the department, which schedule shall be posted.

 

Vacation Shutdown

8.               Any shutdown of
operations for vacation will be decided and announced—yes or no—on an annual
basis no later than March 1 of each year. 
If yes, the Company will shut down for vacation for up to two (2) weeks
each year.  Weeks need not be consecutive
and will occur between 6/15 and 8/15.

 

9.               Work scheduling in
all departments may be scheduled on a mandatory basis during these
periods.  When production workers are
needed during these periods, selection shall be made first by offering work to
those who are not entitled to vacation; then, if necessary, by offering the
work opportunity to employees in specific job classifications within the
departments in which work is required, in order of Company seniority.

 

Vacation Not-taken

10.   Vacations
scheduled in accordance with paragraph 7 (including shutdown) will be paid as
taken in accordance with this Article, however, with the exception of the
shutdown, an employee may choose not to schedule any or all of the
remainder of weeks due him; these weeks would then not be taken, and he
would receive pay for them on either July 1 or December 1 as he may
choose.

 

ARTICLE V - SENIORITY

 

Definition

1.               Seniority is
defined as the total continuous service of an employee with the Company and is
computed from the date of hire as total years, months, and days.

 

2.               Employees hired,
past practice notwithstanding, with the same hiring date, will exercise all
seniority rights between each other by use of their clock number, which will be
assigned to them based on the date and time of their first interview.

 

3.               After a thirty (30)
calendar day probation period is over, and employee’s seniority shall begin
from the date of his employment.

 

4.               Those employees who
are laid off during their probation period, and are recalled within thirty (30)
calendar days, will be credited with the calendar days accumulated prior to
their layoff toward the thirty (30) day probation period.  When the accumulation of days reaches thirty
(30), an employee’s seniority shall begin from the date of employment.

 

Calculation of Continuous Service

5.               Continuous service
shall be calculated from date of first employment or re-employment following a
break in continuous service in accordance with the following provision

 

Break in Continuous Service

6.               Termination of
Seniority and employment will result when one of the following conditions
occur:

 

A.           Quit

 

B.             Discharge for Cause

 

Page 9 of 27

 

C.    Failure
to return from a leave of absence within the time span stipulated.

 

D.    Absence
for four (4) or more consecutive working days without having notified the
Company.

 

E.     Failure
to report from layoff within five (5) working days after having been
notified by registered mail – return receipt requested.

 

F.     Absence
from active payroll for more than twenty-four (24) months due to a layoff.

 

G.    Employees
who are absent due to compensable disability will retain seniority rights for
twenty-four (24) months or until they have achieved Maximum Medical
Improvement, whichever is later.

 

H.    Absence
due to compensable disability incurred during the course of employment shall
not break continuous services, for the period described in paragraph G provided
such individual is returned to work within thirty (30) calendar days after
final payment of statutory compensation for such disability or after the end of
the period used in calculating a lump sum payment.

 

Shift Preference/Shift Reassignment

7.               Shift
Preference/Shift Reassignment

 

A.           Employees may elect in
writing, one (1) time each year, to exercise a shift preference based on
seniority within their primary job function. 
This election must be made by April 15, and will be implemented
effective the first (1st) Monday in May.

 

B.             Temporary shift
changes may occur to fill vacancies caused by absenteeism, illness, injury,
vacation, leave of absence, or production needs for the duration of the absence
or need.  In the event that an absence or
needs exceeds four (4) weeks, a shift reassignment will be made based upon
seniority within the primary job function. 
For temporary shift changes of four (4) weeks or less, the junior
associate on the excess shift will be assigned.

 

Decrease in Work Force and Recalls

8.               Decrease In Work
Force And Recalls:

 

When the workforce is
being decreased employees may request to be voluntarily laid off under the
following circumstances:

 

In case of a decrease in
the work force, the following steps shall apply:

 

A.           Voluntary Decrease in
Work Force and Recalls

 

1)              Employees in the
primary job function being reduced shall be permitted to request by seniority a
voluntary layoff in place of the junior employee(s) that would be otherwise
reduced.  Voluntary layoffs shall be for
a maximum of thirty (30) calendar days unless extended for up to an additional
thirty (30) day period or periods by mutual agreement between the Company and
the Union.

 

2)              When employees are
recalled from a voluntarily layoff, the recall opportunity will be offered to
the senior laid off employee.  If the
senior employee(s) declines the recall, the junior employee(s) will be required
to accept the recall or shall be considered to have resigned.

 

3)              Whenever an employee
is exerting Company seniority, as a result of a recall, he will replace the
most junior employee on the job and shift chosen.

 

B.             Decrease in Work
Force and Recalls

 

1)              The employee with
least seniority will be removed from the job and must first choose a job which
he can claim using his seniority, skill, and ability.

 

2)              To be considered
capable of performing the job, the employee must have had experience or
training equal to the requirements for the job. 
No employee will be denied an opportunity to claim a job in

 

Page 10 of 27

 

Category D.   A fair attempt at familiarizing the employee
with the job will be made so he receives a fair trial on the job after the
employee is considered qualified.  The
employee exerting seniority must prove his qualifications on the chosen job
within ten (10) working days.  An
employee will not be removed from the job if in the opinion of management and
the union the employee’s progress is sufficient.

 

3)              In the event the
employee does not successfully qualify under 1) and 2) above, the procedure
shall be repeated one (1) additional time on a different job.

 

4)              Failure to
successfully claim a job as outlined above will result in the Company placing
an employee on a job in Category D.

 

5)              Employees unable to
exercise seniority, or to be placed successfully as outlined above will be laid
off.

 

6)              Employees refusing
to accept such assignments or to exercise seniority for available placement
shall be considered as having quit.

 

7)              Whenever an employee
is exerting Company seniority, as a result of a cutback, he will replace the
most junior employee on the job and shift chosen.

 

C.             Recalls - Whenever
there is an increase in workforce, the following steps shall apply:

 

1)              Employees on lay off
will be recalled to vacancy given due regard to seniority, skills, and ability.

 

2)              Senior employees on
layoff shall be afforded the opportunity to fill open jobs, which they are
capable of performing.  Open Jobs must be
posted at the same time employees on layoff are recalled.

 

3)              Senior employees on
layoff status must return to their bid job when recalled on the basis of their
seniority or be considered as a quit.

 

4)              Employees laid off,
who do not respond within five (5) working days to a.) or b.) below will
lose seniority rights, except for reasons acceptable to both the Company and
the Union.  Copies of record to be given
to Unit Secretary:

 

a.)           A telephone call for
return to work from the Company within the presence of a Union representative
or;

 

b.)          In the event the Company
is unable to contact by phone a notice to return to work will be made by
registered mail, return receipt requested, which are placed on record.

 

Bidding(Including Training)

9.               Whenever there is a
posted vacancy in the bargaining unit, the job will be awarded in the following
manner:

 

A.           The job will be awarded
based on the seniority of those employees within the Company giving due regard
to skill and ability.

 

B.             Accepted bidders will
be restricted from bidding on any job for six (6) calendar months from the
date the job is awarded.  After that
period, employees shall not be limited in their right to bid for posted job
vacancies in a job class parallel or higher than their own.  Except as provided in the foregoing sentence,
an employee shall be limited to one (1) bid in a twelve (12) month period
unless the job to which he bid is terminated for any reason, in which case he
shall have unrestricted bidding rights.

 

C.             Senior qualified
employees in the job in which the vacancy exist shall be assigned, upon
request, to the vacant job without posting; same applies to shift preference.

 

D.            Notice of a vacancy
shall be posted on the main bulletin board and the union board in the plant for
two (2) working days.  The job shall
be identified by listing the job title, job category, labor grade, base rate,
shift, number of employees required and Date and Time of posting and expiration
of posting.

 

Page 11 of 27

 

E.              Employees desiring
to be considered for the vacancy shall sign the bid sheet.  Qualified applicants will automatically be
awarded the job according to seniority as outlined in step A and B above.  All successful bidders must sign an
acceptance form at the time the Company notifies them of their successful bid,
which shall be not more than five (5) days after the end of the posting
period.  The results of the bidding shall
be posted on the main and union bulletin boards.  The successful bidder shall be transferred to
the job no later than the first day of the work week following the end of a
period or ten (10) days after the date on which he was notified that he
was the successful bidder (excluding Saturdays, Sundays, holidays, and
vacations).   The employee will be given
up to a ten (10) working day trial period to prove his
qualifications.  A fair attempt will be
made to familiarize the employee with all aspects of the job during this
period.  If he fails to qualify, he will return
to the job he formerly held.  If the
bidder decides he does not want the new job (self-disqualification) after it
has been awarded and accepted within ten (10) working days, and be
returned to the last job held.

 

F.              If a job bid is put
on hold and the Company is unable to award it within the prescribed five (5) day
period, a memo will be posted identifying the reason for the delay.  If the job is not awarded after thirty (30)
days, the job will be voided unless the company demonstrates that it is aggressively
making an effort to fill the job.

 

G.             An employee going on
vacation, short-term sick leave, layoff, or excused absence who wishes to be
considered for a particular job which may be posted during his absence,
may apply by filling in a form which will be available in the Personnel Office
stating the job for which his application should be filed.

 

1)                                      Absentee
job bidders on extended illness or accident will be awarded the job, if
qualified.  To fill the vacancy, the
employee next in line will be awarded the job with the understanding that, if
the absentee bidder returns to work he will be removed from the job and go
through cutback procedures.

 

H.            The job will be
awarded to the next senior qualified bidder on the bid sheet when there is a
disqualification within the first ten (10) days of a regular bid, and all
training or learner bids within the first training period.

 

I.                 Nothing herein
shall prevent plant management and the grievance committee from agreeing to
permit an employee who, because of a permanent physical disability as certified
by the Company medical department, is unable to continue on his then current
job or be assigned to a vacant job or to successfully bid on the job without
regard to seniority, provided that such employee shall not subsequently be
permitted to bid off such job unless the Company medical department certifies
that such employee is physically fit.

 

J.                Job bidding,
qualification, and training.

 

In order to provide
employment security and job performance opportunity, the Company agrees to a
Company Job Training Program that will be reviewed with the union committee on
an as needed basis in order to determine and negotiate any necessary changes to
meet the needs of the Company, its associates and its customers.   Any changes will be implemented based upon
mutual agreement

 

1)                                      Qualified
Bid – Job opportunities will be initially posted for internal candidates. To be
considered eligible for a job in this category, an associate must:

 

(a)          Have had prior
experience in the job without a disqualification, or

 

(b)         Have parallel experience
related to the job acceptable by management, or

 

(c)          Have prior completion of
specific training for the job in question through the Company sponsored
training program or equivalent other training programs.

 

2)                                      In
the event there is no qualified bidder, a qualified learner from the
un-qualified bidders list will be next considered.

 

(a)          To be considered
eligible for a job in the learner category, an associate must have prior
successful completion of specific learner training for the job in question
through the Company sponsored learner program, or

 

Page 12 of 27

 

(b)         The learner bid will be
administered as a training bid except the learner bid will start at A3, B1, or
C Finish on the Training program progression chart as dictated by the job bid.

 

3)                                      In
the event that there are no qualified bidders, or qualified learners the
Company may recruit external Qualified candidates or the Company may post a
training bid.

 

4)                                      Training
Bid - At any time the Company can post a training bid in order to fulfill
production needs.  The training bid will
be administered as follows:

 

(a)          All training
opportunities will be posted in the plant. 
All training bids will indicate Opening (date and time) and Closing
(date and time) and minimum qualification requirements.

 

(b)         Associates and outside
candidates must possess the minimum qualification requirements of the job to be
considered qualified for a Job Training Bid.

 

(c)          Qualified internal
bidders shall be awarded the training bid.

 

(1)          In the event there are
no qualified internal bidders, the Company may recruit outside candidates for
the training position.

 

(d)         Trainees will be
restricted from bidding on any job for one (1) calendar year from the date
training completed.

 

(e)          Training bids will start
the no later than (90) days from the date of award.  If the awarded training bid is not started
within (90) days of the posting expiration date, it is voided.

 

(f)            The company, in a good
faith effort, will attempt to complete or have completed an individual training
within (9) months of the start of training.  The needs and requirements of the customer
always come first.

 

(g)         Every (30) days the
trainee will be evaluated by the instructor and supervisor to ensure quality
training.  If a trainee has started the
training bid and fails to demonstrate sufficient progress and/or ability, the
trainee can be disqualified, and returned to their last held job.

 

Training Program

10.         Training Program
(Progression Chart)

 

A.                                   Training
periods for each job classification are indicated below.  Progression in a lesser time for demonstrated
superior learning may be granted at the company’s discretion.  Note: 
Job progressions only apply to training bids and/or new hires.

 

	
  Classification

  	
   

  	
  Hours

  	
   

  	
  Wages

  	
   

  
	
  A5

  	
   

  	
  After 200 Hours

  	
   

  	
  A Rate

  	
   

  
	
  A4

  	
   

  	
  After 200 Hours

  	
   

  	
  A Rate less $.50/hour

  	
   

  
	
  A3

  	
   

  	
  After 200 Hours

  	
   

  	
  A Rate less $1.00/hour

  	
   

  
	
  A2

  	
   

  	
  After 200 Hours

  	
   

  	
  A Rate less $1.50/hour

  	
   

  
	
  A1

  	
   

  	
  After 200 Hours

  	
   

  	
  A Rate less $2.00/hour

  	
   

  
	
  A Start

  	
   

  	
   

  	
   

  	
  A Rate less $2.50/hour

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  B3

  	
   

  	
  After 200 Hours

  	
   

  	
  B Rate

  	
   

  
	
  B2

  	
   

  	
  After 200 Hours

  	
   

  	
  B Rate less $.50/hour

  	
   

  
	
  B1

  	
   

  	
  After 200 Hours

  	
   

  	
  B Rate less $1.00/hour

  	
   

  
	
  B Start

  	
   

  	
   

  	
   

  	
  B Rate less $1.50/hour

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  C Finish

  	
   

  	
  After 200 Hours

  	
   

  	
  C Rate

  	
   

  
	
  C Start

  	
   

  	
   

  	
   

  	
  C Rate less $1.00/hour

  	
   

  

 

Page 13 of 27

 

General Information

11.         GENERAL

 

A.           An employee who fails
to maintain an average level of productivity for two (2) consecutive weeks
will be returned to the last job held as seniority permits.  The employee may not bid back to the job from
which he was disqualified for a period of one (1) year.  Employees during a two (2) consecutive
week period who demonstrate that their productivity is increasing shall be
afforded additional time as may be mutually agreed upon.

 

B.             In all cases of
permanent promotion, transfer, demotion, increase or decrease of workforce,
respective grievers and the unit secretary and the employee involved shall be
notified in writing at least forty-eight (48) hours before such change.

 

C.             Union members who in
the past have transferred to management work, upon termination of the
management job, may return to the bargaining unit, provided however, such an
employee shall not be returned to the bargaining unit with any more seniority
than built up while in the bargaining unit prior to transfer.  Any such employee will not have the right to
bump except by his accumulated bargaining unit seniority combined with skill
and ability, within the same procedure herein outlined.  Subsequent to 09/01/71, Union members being
promoted to management, who remain in management beyond ninety (90) days then
have no bargaining unit seniority.

 

D.            Any employee from
management who never held bargaining unit seniority during his tenure with the
Company will not have any seniority rights other than to be considered a new
employee within the bargaining unit.

 

E.              No foreman or
supervisor shall be allowed to do production or maintenance work except for the
purpose of instruction.  Fabrication of
samples, tryout of new machines, or new processes is not considered production
work.  If a non-bargaining employee
performs work in violation of this section and the employee who otherwise
would have performed this work can be reasonably identified, the Company shall
pay such employee the applicable standard hourly wage rate for the time
involved or for two (2) hours, whichever is greater.

 

F.              In case an employee
leaves the service of the Company on his own accord, the employee loses his
seniority rights, provided however, verifications from the Company must be
writing, with a copy to the Unit Secretary immediately on separation.

 

G.             In case of increase
or decrease of forces, an effort will be made to operate on a forty (40) hour
per week basis, successful and orderly operation of the plant is to govern.

 

Officer Seniority

12.         The Unit Chair, Unit
Secretary, Chief Griever, and grievers, shall for layoff and rehiring purposes
only, have the highest seniority rank while holding office.

 

A.           The Unit Chair, and
Unit Secretary shall exercise their seniority in the same manner as other
employees.  At the point of layoff on
that job their officer seniority shall take hold.

 

B.             Grievers and Chief
Griever shall exercise their seniority in the same manner as other employees in
the area of their representation to the point that they must leave the area of
representation.  Then their Griever’s or
Chief Griever’s seniority take hold on that job.

 

Temporary Job Assignments and Temporary
Transfers

13.         Temporary Job Assignments
and Temporary Transfers

 

A.           Temporary Job
Assignments -   Temporary Job assignments of employees may
occur to expedite production subject to the following limitations:

 

1)              No one job
assignment will exceed Thirty (30) consecutive working days without being
posted as an open job except where in the management in review with the Chief
Griever demonstrates that production needs require an extension of the
temporary job assignment.

 

Page 14 of 27

 

2)              No one job
assignment exceeding Ten (10) consecutive working days will be permitted
in a job class affected by a cutback.

 

3)              No one employee will
be used to expedite production in excess of Thirty (30) working days in any one
quarter (three month period) except wherein the General Foreman in review with
the Chief Griever demonstrates that production needs require and extension of
the temporary job assignment.

 

4)              If an employee is
assigned to expedite production on his bid job, such assignment will constitute
a permanent recall.

 

5)              When job assignments
to expedite production are felt to be excessive, the parties shall meet to see
if the problem can be alleviated by posting, recall, and/or job evaluation.

 

B.             Temporary Transfers

 

1)              Temporary transfers
of employees may occur to fill vacancies caused by absenteeism, illness,
injury, vacation, or leave of absence, for the duration of the absence.  While not normally subject to job posting, in
the event of a known extended absence, or an absence that exceed three (3) weeks
that is undetermined, the vacancy must be posted for temporary bid with the
understanding that the absent employee upon his return to work shall be
returned to his job, title and labor grade if it still exists.

 

2)              An employee
transferred from his bid job will return to his bid job when the temporary
period of work is completed, if his job is still available.

 

3)              An employee
transferred from a job he has claimed through cutback procedures shall be
returned to that job when the temporary period of work is completed, if it is
still available.

 

4)              An employee
transferred to his bid job to fill a vacancy caused by absenteeism, illness,
injury or leave of absence, which exceeds fifteen (15) consecutive working days,
would be considered as having been permanently recalled.  Any such transfer, which does not exceed the
fifteen (15) day period, would result in the employee reverting to his
previously held job.

 

C.             General

 

1)              If an employee is
moved to higher rated job on a temporary basis by management, he will be paid
the established rate for the job during the temporary period.  In the event that an employee is assigned to
a lower class of work on a temporary basis by management, he will retain the
rate of his present classification during the temporary period.

 

2)              When an employee is
temporarily moved by management for more than Five (5) consecutive work
days the Unit Secretary will be issued at the time of notification a written
statement as to job title, labor grade, shift, and the proposed duration of the
move.  If five (5) days or less,
verbal notification will be given to the affected grievers.

 

3)              Temporarily held
positions are subject to be claimed by senior qualified employees affected by a
decrease in workforce.  Absences covered
by “utility concept jobs” will not be excluded from this language if the
absence is beyond a week or not due to vacations.

 

Page 15 of 27

 

Disqualification

14.         Disqualification

 

A.           If, in the Company’s opinion, an employee
is unable to continue performing his job satisfactorily, the Company may remove
him and permit him to use his seniority as if he were affected by a
cutback.  The Company’s action may be
subject to a challenge through the grievance procedure.

 

B.             If, in the employee’s
opinion, he is unable to continue performing his job and the Company agrees,
the employee will be placed, as his seniority permits, on a job in Category D.

 

ARTICLE VI
-
ADJUSTMENT OF GRIEVANCE

 

Procedure

1.               Should differences
arise between the Company and Union of its members employed by the Company as
to the meaning and application of the provisions of this Agreement, an earnest
effort shall be made to settle such differences immediately in the
following manner:

 

A.           Step (1): 
Orally, between the aggrieved employee and/or a member of the grievance
committee and his immediate supervisor within seventy-two (72) hours of the
alleged occurrence.  In the event the
matter is not settled satisfactorily at this point, then:

 

B.             Step (2):  The matter shall be reduced to written form
within seventy-two (72) hours and presented to the Director of Personnel who
will then present it to the designated Company official who will meet within
five (5) working days with the Chief Griever and Shift Griever involved
and give a written answer within seventy-two (72) hours following the
discussion.  In the event the matter is
not settled satisfactorily at this point, then:

 

C.             Step (3):  The written grievance is referred within five
(5) working days for settlement to the respective representative of the
National Organization of the Union and the Grievance Committee and members of
the Company Negotiating Committee, who will meet within ten (10) calendar
days to resolve the grievance.

 

D.            Step (4):  In the event this dispute shall not have been
satisfactorily settled, the matter shall then be appealed to an impartial
arbitrator to be appointed by mutual agreement of the parties hereto.  If the Company and Union cannot mutually
agree to an arbitrator within ten (10) calendar days, the parties shall
submit the matter to the American Arbitration Association for handling in
accordance with the rules of that Association.  The Company and The Union shall share the
fees and expenses incurred through the use of the Association and the
arbitrator equally.

 

General Information

2.               General:

 

A.           Wherever seventy-two
(72) hours is mentioned above, this is exclusive of Saturdays, Sundays,
Holidays, and suspension time.

 

B.             When circumstances prevent the meeting
and/or the rendering of a reasonable answer within the above times, the parties
concerned will be notified of the anticipated delay and the reason
therefore.  At this point, a mutual
agreement to extend the time limit may be reached.  The agreement to extend the time limit on
grievance steps should be a written memo between Union Grievance Committee
Chairman and Personnel Director.  In the
absence of such agreement, the time limits set forth in the above procedures up
to the point of arbitration are equally binding on the company and the
Union.  Failure by the Company to comply
with the time limits set forth; the grievance shall be settled in favor of the
Union or employee.  Failure of the
employee or the Union to comply with the time limits set forth, the grievance
shall be settled in favor of the Company.

 

C.             The arbitrator shall
have jurisdiction and authority only to interpret, apply or determine
compliance with the provisions of this agreement; but the arbitrator shall not
have the power to arbitrate provisions or a new agreement or to arbitrate away
in whole or in part, any provisions of this agreement.

 

Page 16 of 27

 

D.            The decision of the
arbitrator made in conformity with the terms of this Agreement shall be final
and parties to abide with the award.

 

Committee Membership

3.               The Grievance
Committee shall consist of not less than three (3) employees, and not more
than five (5) employees, designated by the Union, who will be afforded
such time off, without pay, as may be required:

 

A.           To attend the regularly
scheduled committee meetings, and

 

B.             To attend the
meetings pertaining to discharge or other matters which cannot reasonably be
delayed until the time of the next regular meeting.

 

C.             Any member of the
Grievance Committee shall have the rights to visit departments other than his
own at all times for the purposes of transacting the legitimate business of the
Grievance committee, after notice to and permission from his department
supervisor or his designated representative; same to apply to the supervisor in
the department being visited.

 

Leaves for Union Representatives

4.               Leaves for Union
Representatives:

 

A.           Employees, not to exceed five (5) elected
or appointed by the Union to attend meeting or conventions of the Union, shall
upon proper notices be granted the necessary leave of absence without pay to
attend such functions.

 

B.             Leaves of absences
for the purpose of accepting positions with the International Union and leaves
of absence for employees elected to public office for the term of office shall
be available to no more than Three (3) employees during any given period
of time.  Adequate notice of intent to
apply for leave shall be afforded local plant management to enable proper
provisions to be made to fill the job or jobs to vacated.  Leaves of absence shall be for a period not
in excess of one (1) year and are subject to renewal each year thereafter.

 

C.             Continuous service
shall not be broken by the leave of absence and will continue to accrue.  However, throughout the period of leave no
monetary benefits are applicable with exception to pension rights.  Upon return by the employee or employees, he
or they shall be slotted on a job in accordance with seniority, skill and
ability, without loss of seniority.

 

ARTICLE VII - WAGES

 

Grades and Rates

1.               There is
established a wage scale of rates in accordance with job evaluation set forth
below, effective the closest Monday to:

 

	
  Classification

  	
   

  	
  9/20/04

  	
   

  	
  9/20/05

  	
   

  	
  9/20/06

  	
   

  
	
  A

  	
   

  	
  21.16

  	
   

  	
  21.51

  	
   

  	
  21.71

  	
   

  
	
  B

  	
   

  	
  19.48

  	
   

  	
  19.83

  	
   

  	
  20.03

  	
   

  
	
  C

  	
   

  	
  15.86

  	
   

  	
  16.21

  	
   

  	
  16.41

  	
   

  
	
  D

  	
   

  	
  13.63

  	
   

  	
  13.98

  	
   

  	
  14.18

  	
   

  
	
  Increase amount

  	
   

  	
  .25

  	
   

  	
  .35

  	
   

  	
  .20

  	
   

  

 

The above numbers
represent the increase described above for each year.

 

Starting Rates

2.               Starting Rates for
all employees, all jobs - The starting rate for any employee (successful
bidding applicants and/or new hires) on any job, will be the applicable rate of
the job, with the exception of learners under Job Training.

 

Page 17 of 27

 

Shift Premium

3.               Employees working
on second shift shall receive Forty cents ($.40) per hour in addition to their
hourly rate.  Employee working on third
shift shall receive Fifty cents ($.50) per hour in addition to their hourly rate.

 

Reporting Pay

4.               When employees are
instructed to report, and do report, for work at the scheduled starting time,
and are prevented from performing services that day by conditions beyond their
control, such employees shall be paid for actual time held or a minimum of four
(4) hours, except:

 

A.           If they are at home
when word is left for them not to report for work.

 

B.             If notice has been
posted or given orally on the day before and such employees have worked on the
previous day to receive such posted or oral notice.

 

C.             When existing
conditions are beyond the Company’s control, due to an act of God, such as
power failure, flood, fire, and etc...

 

Call Back Pay

5.               Any employee who
may be recalled to the plant for a specific emergency shall be compensated at a
minimum of four (4) hours pay at the applicable overtime rate.

 

ARTICLE VIII - JOB EVALUATION

 

1.               The job description
and evaluation for each job in effect shall continue in effect unless:

 

A.           Management changes the
job content to the extent of one (1) labor grade or more.

 

B.             The job is terminated
or not occupied during the period of one (1) year, or,

 

C.             The description and
evaluation is changed in accordance with mutual agreement between the Company
and the Union.  When and if the Company
establishes a new job or changes the job content of an existing job to the
extent of one (1) labor grade or more, a new job description and
evaluation for the new or changed job shall be established in accordance with
the following procedure:

 

1)              Management shall develop a description
and evaluation of the job in accordance with the program now in effect and
review the description with the Union Committee.

 

2)              The proposed
description and evaluation will be submitted to the job evaluation committee of
the Union (consisting of the Unit Chair, Unit Secretary, Chief Greiver, and the
Shift Greiver of the area of representation.) for review and approval.

 

3)              If management and
the Job Evaluation Committee are unable to agree upon the description and
evaluation of the new or changed job, management shall install the proposed job
on evaluated hourly rate.  The employee
or employees affected or job evaluation committee may at any time within thirty
(30) days file a grievance alleging that the job is improperly described and
evaluated.  Such grievance shall be
processed under the Grievance Procedure of this Agreement.

 

4)              In the event
management does not develop a new job description and evaluation, the employee
or employees affected may, if filed promptly but within six (6) weeks,
process a grievance under the Grievance Procedure of this Agreement requesting
that a job description and evaluation be developed.

 

Page 18 of 27

 

ARTICLE IX
-
MANAGEMENT

 

1.               The Management of the Company, and the direction of
the working forces, including but not limited to, the right to hire, suspend or
discharge for proper cause, or transfer, and the right to hire, suspend or
discharge for proper cause, or transfer, and the right to relieve employees
from duty because of lack of work or for other legitimate reasons, is vested
exclusively in the Company, provided however, this will not be used for the
purpose of discrimination against any employee of the Company, subject to the
provisions of this Agreement.

 

2.               The Company and the
Union agree to cooperate for maximum production.  They will work together in suggestions for
training employees and/or establishing apprentice courses.  Any program so developed shall be negotiated
between the Company and the Union.

 

ARTICLE X
-
SUSPENSIONS AND DISCHARGE

 

Management Rights

1.               In the exercise of
its rights set forth in the Article IX, Management agrees that an employee
shall not be pre-emptily discharged, but that in all instances in which
Management may conclude that an employee’s conduct may justify suspension or
discharge, he shall be first suspended. 
All disciplinary action will be taken as quickly as possible.

 

Initial Suspension

2.               Such initial
suspension shall be not more than five (5) working days.  During this period of initial suspension, the
employee may, if he believes that he has been unjustly dealt with, request a
hearing and a statement of the offense with management, with members of the
Grievance Committee.

 

Hearing

3.               Within two (2) working
days of the suspension, the Unit Secretary of the Union will be given a
statement containing the reason or reasons for the suspension including any
background information and specifics known at the time of suspension.

 

4.               At such hearings
the facts concerning the case shall be made available to both parties.  After such hearing or if no such hearing is
requested, management may conclude whether the suspension shall be converted
into a discharge, or dependent upon the facts of case, that such suspension
shall be upheld, revoked, or extended.

 

5.               If the suspension
is upheld or revoked, the employee shall be returned to employment.  If the suspension is extended or converted
into discharge, and the employee protests this decision, he may do so by filing
a grievance which shall then be handled in accordance with the procedure of Article VI,
Adjustment of Grievance starting at Step (3). 
However, it is expressly understood that any grievance filed in accord
with the provisions of this paragraph, must be filed with the Company within
five (5) working days immediately subsequent to the date on which the
decision was made to extend the suspension or convert it to discharge.

 

Specific Reviews

6.               Any and all
subsequent reviews pertinent to suspension and/or suspension and discharge
cases will be based solely and completely on the facts leading up to and
involved with each respective case.

 

Prior Records

7.               The Company will
not use any personnel records of previous disciplinary action against the same
employee involved where the disciplinary action occurred one (1) year
prior to the similar charge.

 

Page 19 of 27

 

ARTICLE XI - SAFETY AND HEALTH

 

1.               The Company shall
continue to make reasonable provisions for the safety and health of its
employees at the plant during the hours of their employment.  The Company in accordance with the practice
now prevailing in the plant shall provide protective devices, wearing apparel
and other equipment necessary to properly protect employees from injury.  Proper heating and ventilating systems shall
be provided where needed.

 

2.               The Company shall
furnish to each of its employees, employment and place of employment, which are
free from recognized hazards that are causing or likely to cause death or
serious physical harm to its employees.

 

3.               The Company Safety
Coordinator, working with the Joint Company-Union Safety Committee, shall hold
periodic meetings not less than monthly. 
The function of this committee, shall be to advise with management on
matters concerning safety and health of the employees.  The advice of the Safety Committee, together
with supporting suggestions, recommendations and reasons, shall be submitted to
the Director of Personnel for implementation. 
The Company Safety Coordinator, working with the Joint Company -Union
Safety Committee, will see that equipment considered unsafe is repaired and
made safe prior to its being used.

 

4.               Accident
investigations, when an ambulance has to be called, will be conducted with the
area shift grievers present.  A copy of
all supervisors’ accident Investigations reports will be provided to the Unit
Secretary and appropriate Chief Griever.

 

ARTICLE XII - INSURANCE

 

1.               The Company agrees
to the following contributory group insurance plan for all employees in the
bargaining unit and their dependents for the term of this Agreement.

 

2.               All bargaining unit
employees who elect to participate in the group insurance plan will participate
in the cost of health care with the following weekly deductions:

 

A.           To offset the cost of
healthcare coverage, employees have agreed to apply a portion of their
increased yearly compensation to subsidize the amount required from each
employee.

 

B.             Effective Jan 1, 2005
employees will pay 20% of the total premium reduced by a subsidy of
$44,400.00.   The net weekly contribution
capped for 2005 will be as follows:

 

	
   

  	
   

  	
  2005

  	
   

  
	
  Single

  	
   

  	
  $

  	
  12.15

  	
   

  
	
  Parent
  w/Child(ren)

  	
   

  	
  $

  	
  29.77

  	
   

  
	
  Husband/Wife

  	
   

  	
  $

  	
  32.91

  	
   

  
	
  Family

  	
   

  	
  $

  	
  37.26

  	
   

  

 

C.             Effective Jan. 1,
2006, employees will pay the lesser of 22% of the total premium reduced by a
subsidy of $23,088.00 or the weekly rates as set forth below:

 

	
   

  	
   

  	
  2006

  	
   

  
	
  Single

  	
   

  	
  $

  	
  18.62

  	
   

  
	
  Parent
  w/Child(ren)

  	
   

  	
  $

  	
  45.60

  	
   

  
	
  Husband/Wife

  	
   

  	
  $

  	
  50.41

  	
   

  
	
  Family

  	
   

  	
  $

  	
  57.08

  	
   

  

 

D.            Effective Jan. 1,
2007, employees will pay the lesser of 22% of the total premium reduced by a
subsidy of $30,779.00 or the weekly rates as set forth below:

 

	
   

  	
   

  	
  2007

  	
   

  
	
  Single

  	
   

  	
  $

  	
  22.08

  	
   

  
	
  Parent w/Child(ren)

  	
   

  	
  $

  	
  54.10

  	
   

  
	
  Husband/Wife

  	
   

  	
  $

  	
  59.80

  	
   

  
	
  Family

  	
   

  	
  $

  	
  67.71

  	
   

  

 

Page 20 of 27

 

3.               All Employee Contributions to be effective starting
1/1/02 and renewing every 1/1 for the life of the contract and according to act
125 – Pre-tax deductions.

 

4.               Life Insurance – Employee Life insurance benefit is
$20,000.00 of which: One-half of the respective above amount includes a
Permanent and Total Disability provision and one-half includes a Waiver of
Premium Clause.

 

5.               A.D.& D - Same as “Life” above.  ($20,000.00)

 

6.               Retiree Life Insurance – Retired Employee life
insurance benefit after fifteen (15) years of service, life insurance will be
provided by the Company for any employee so retired in the amount of $10,000.00

 

7.               Sickness and Accident – Employee Sickness and Accident
benefit is fifty-two (52) weeks duration (1st day accident, 8th day illness)
including make up on Workers Compensation to include full coverage of first
week.  Weekly Benefit Amount as follows:

 

	
  Benefit Amount

  	
   

  	
  Effective Date

  	
   

  
	
  $310 per week

  	
   

  	
  4/01/05

  	
   

  
	
  $320 per week

  	
   

  	
  4/01/06

  	
   

  
	
  $330 per week

  	
   

  	
  4/01/07

  	
   

  

 

8.               S & A will
be paid on the next regular pay day after becoming eligible.  The employee shall sign over all S &
A checks from a Third (3rd) party insurer for any period the Company
has advanced the employee for any S & A Benefits or In the event the S &
A claim is denied. The Employee agrees to promptly reimburse the Company for
any monies owed and authorizes the Company to deduct amounts owed from any
paycheck or other pay owed to the employee.

 

9.               Employee and
Dependent Coverage:

 

A.           Active employees may elect employee and
dependent coverage under the health insurance plan provided by the company for
the duration of this new agreement.

 

B.             With respect to the
Hospitalization, Surgical, Major Medical and Dental benefits provided under
this program, the Company will supplement the existing programs of health care,
as may be needed, in order to maintain benefit quality, and cost effectiveness
of the programs.  It is the intent of the
Company to provide quality health care at lower costs.  In that regard, the Company will review the
option designed to achieve this objective. 
The Company will include the Union Committee in these meetings for the
purpose of assuring their understanding, support, and agreement.  The Company will conduct educational meetings
and provide informational materials for employees regarding the benefits of
these new programs.  All such meetings
will take place prior to the implementation of these programs.

 

C.             In the event the
Company sees fit to change insurance carries, or to self-insure, with respect
to the health and/or dental plans described above, the coverage will remain
substantially similar with mutual agreement between the union and the Company.

 

D.            Effective for
employees and dependents of employees who were hired on and after 09/01/92, any
medical expenses that are incurred due to a condition which was diagnosed or
which was the subject of medical advice or treatment within ninety (90) days
prior to the employee and/or dependents initial effective date of
coverage shall not be eligible for benefits for twelve (12) months following
the employee’s and/or dependent’s initial effective date of coverage
unless eligible under the HIPPA Law.

 

E.              Dental Program – See
the dental handbook for coverages

 

F.              Medical Benefits are outlined in the
handbooks.

 

G.             Birthday Rule:       Determine primary coverage for insured dependents where both
spouses have Dependent Health Care Coverage. 
The primary coverage will be provided by the employers’ plan of the
spouse having the earliest birthday in the year (previously, the employers’ plan
of male was considered primary).

 

Page 21 of 27

 

H.            Employees employed
after 9/1/89 who retire will have their first six (6) months of COBRA
coverage paid for by the Company. 
Employees who retire under disability and normal retirement (age
62) hired prior to 09/01/89 shall have continued coverage after retirement
under the Blue Cross/Blue Shield health coverage (excluding Major Medical, prescription
drug card, and dental coverages) at company cost for the retiree.  Retirees and dependents are not eligible
for Select Blue (POS) coverage.  Such
coverage will continue for the retiree and spouse until the earlier date of
Medicare eligibility of the retiree and spouse or death of employee.  When the spouse of a living retiree reached
Medicare eligibility all coverages on such spouse will terminate at that time
but coverage on any eligible dependents will continue until age 19 (to include
full time college students to age 25) or death of the retiree if earlier.  When the retiree reaches Medicare
eligibility, the coverage on the retiree will change to the Blue Cross/Blue
Shield “65 Special” coverage.  Retirees
who retire on or after 09/01/83 at age sixty (60) with at least thirty (30)
years of service will receive the same health insurance as that received by
normal retirees.

 

10.         The following
miscellaneous provisions are applicable and pertinent to the Insurance Program
throughout the duration of this Agreement.

 

A.           Occupational Disability: Coverage will
continue under the Health, Dental, Vision, Group life, and Accidental Death and
Dismemberment Insurance programs throughout the period which the employee is
eligible to receive Worker’s Compensation benefits for up to twenty four (24)
months or until the employee has reached maximum medical improvement whichever
is later.  The employer will provide the
employer’s portion of the cost of the health care coverage.  The employee will be required to remit his
portion on a monthly basis to remain eligible for these benefits.

 

B.             In case of a dispute
as to liability regarding a Workers’ Compensation claim, the insurance carrier
involved shall accept the claim and pay the benefits outlined herein.  Should such a claim be determined at a later
date to be compensatable under Workers’ Compensation and payment is made,
reimbursement will be to said insurance carrier.

 

C.             Non-Occupational Disability:   The full insurance program will be kept in
force during the period in which the employee receives disability benefits for
a period not to exceed fifty-two (52) weeks. 
If at the end of fifty-two (52) weeks, the employee continues to be
disabled, the Group Life Insurance along with the Major Medical coverage will
be kept in force.  The employer will
provide the employer’s portion of the cost of the health care coverage.  The employee will be required to remit his
portion on a monthly basis to remain eligible for these benefits.

 

D.            Layoff or Leave of Absence: Life
Insurance coverage for any employee who is on layoff will be continued at
Company cost for six (6) insurance months following the month in which
layoff or leave of absence takes place. 
Thereafter, the employee may continue for an additional eighteen (18)
months at a cost of $.60/$1,000.00 if the employee chooses to voluntarily make
payment to the Company no later than the fifteenth (15th) day of each month.

 

E.              Layoff Health
Benefit.

 

1)              The health benefits
(including dental and vision) under this program will be continued for six (6) months
for employees with two (2) or more years of continuous service at the date
of layoff.

 

2)              The employer will
provide the employer’s portion of the cost of the health care coverage.  The employee will be required to remit his
portion on a monthly basis to remain eligible for these benefits.

 

3)              Thereafter, the
employee may continue this coverage for an additional period of eighteen (18)
months if he chooses, by paying the monthly premium to the Company no later
than the fifteenth of the month.

 

F.              Permanent-Total
Disability:  If you become permanently
and totally disabled for life from any cause and provided that such disability:

 

1)              Occurs prior to age
60.

 

Page 22 of 27

 

2)              Occurs after you
have been continuously insured for at least one (1) year.

 

3)              Prevents you from
engaging in any occupation for wage or profit.

 

4)              Has continued for a
period of at least six (6) months.

 

5)              Is confirmed
periodically by due proof as required by the Company, 50% of the amount for
which you are insured will be paid to you in 40 equal monthly
installments.  In the event of recover,
monthly installments will cease.

 

6)              The Group life
insurance policy is to contain a clause providing for a waiver of premium in
the event an employee becomes totally disabled prior to age sixty (60), payable
at death, in addition to any unpaid balance payable under P.T.D. coverage.

 

7)              The amount of life
insurance covered under Waiver of Premium shall reduce to $10,000 at normal
retirement date.

 

G.             The Company and the
Union mutually agree that any employees who apply for and receive Sick and
Accident (disability) benefits and are gainfully employed elsewhere during the
disability period will automatically be deemed to have quit their jobs at
Ameridrives International and will be terminated immediately.

 

H.            The Company and the
Union agree that each employee shall be required to sign or obtain signatures
to the necessary enrollment cards or other instruments incidental to the group
insurance program.

 

I.                 Employees
returning to active employment with seniority rights will be automatically
covered as of the first day of active work. 
Any employees not actively at work on the effective date of this
Agreement shall receive the benefits effective on their first day of return to
active work.

 

J.                Insurance will
become effective for all employee who are actively at work on the effective
date of this program, provided they have competed their thirty (30) days
probationary period.

 

K.            New booklets will be
prepared and will describe the insurance coverages in reasonable detail,
listing covered services, limitations and exclusions, and it is agreed that
employees will observe reasonable requirements for filing claims for benefits
under the plan.  The booklet is to set
forth the terms of the plan within the meaning of this Agreement and to the
mutual satisfaction of the parties hereto.

 

L.              The administration
of said program shall be under the general guidance and supervision of the
Company, but the Company agrees to furnish the Union such reports and statistical
data as shall be necessary for a reasonable comprehension and understanding of
the operation of the program.

 

M.         In the event of
individual differences between any employee(s) and the insurance carrier as to
the payment of claims, both parties agree to cooperate fully in seeing that the
carrier selected fulfills its obligation on payment of claims.

 

N.            All of the above
notwithstanding, employee hired on and after 09/01/89 are not eligible for Life
Insurance when they retire.

 

O.            Employees, under
C.O.B.R.A. may also be eligible to continue medical and dental benefits after
coverage terminates.  See your group
insurance booklet for details.

 

ARTICLE XIII - PENSION

 

1.               The pension
agreement as amended in effect on 08/31/95 shall remain in effect for the duration
of this agreement (unless changes are required by law).  The following amendments will be effective
09/20/04.

 

A.           The pension multiplier
will be increased to $34.00 per year of service for eligible employees.

 

Page 23 of 27

 

B.             The 1% alternative
pension multiplier was frozen at the benefit calculation, for each eligible
employee effective on September 20, 2001. 
Years of credited service for purposes of the 1% alternative pension
multiplier will be frozen effective September 20, 2004.

 

C.             As set forth in the
pension plan agreement, at retirement, eligible employees shall receive the
higher level of benefits provided under the contractual pension multiplier, or
the frozen 1% alternative pension multiplier.

 

ARTICLE XIV - S.U.B.

 

1.               The existing S.U.B.
Plan as amended effective 09/01/86 shall remain in effect.

 

ARTICLE XV - MILITARY SERVICE

 

1.               Employees other
than temporary employees, who enter the Armed Forces, shall be reinstated upon
completion of their first enlistment or subsequent involuntary enlistment and
in accordance with the provisions of Selective Service Act as amended.

 

ARTICLE XVI - BULLETIN BOARDS

 

1.               A Separate bulletin
board shall be provided at the plant for the posting by Local 3199-10 and
members thereof of such notices that have been approved by the Company.  This is agreed to with the following
understanding:

 

A.           Boards will be continuously reviewed,
with old notices removed after a reasonable amount of time.

 

B.             Notices will be of good general taste
such as Local 3199-10 business matters, meeting announcement, and “for sale”
items.

 

C.             Material posted must be approved and
signed by an appropriate Union Officer.

 

ARTICLE XVII - STRIKE AND LOCKOUT

 

1.               There shall be no
authorized or sanctioned strike, work stoppage, lockout or other interference
with production during the effective term of this Agreement.

 

ARTICLE XVIII - TERMINATION

 

1.               The agreement of
all parties contained in this basic Agreement shall become effective as of
09/20/04 and shall continue in effect to and including midnight 09/19/07

 

2.               Either party may on
or before 06/01/07, give notice to the other party of the desire of the party
giving such notice to negotiate with respect to the terms and conditions of a
new basic agreement.

 

A.           If such notice is given, the parties shall meet within
thirty (30) days after 06/01/07 to negotiate with respect to such matter.

 

B.             If either party gives no such notice, the Contract
shall extend for one (1) year.

 

3.               Any notice to be
given under this Agreement shall be given by registered mail, be completed by
and at the time of mailings; and, if by the Company, be addressed to the United
Steelworkers of America, District 10, 1945 Lincoln Highway, North Versailles,
Pennsylvania 15137-2798, and if the by Union to the Company, be addressed to
American Enterprises MPT, L.P., 1802 Pittsburgh Avenue, Erie, Pennsylvania
16502.    Either party may, by like
written notice, change the address to which the registered mail notice is to be
given.

 

Page 24 of 27

 

Signed,
this 24th Day of October, 2004

 

	
  AMERICAN ENTERPRISES
  MPT, L.P.

  
	
   

  	
   

  	
   

  
	
  /s/

  	
  David P. Zietlow

  	
   

  
	
  /s/

  	
  Jason Trippe

  	
   

  
	
  /s/

  	
  Daniel R. Harvey

  	
   

  
	
   

  	
   

  	
   

  
	
  UNITED STEELWORKERS OF
  AMERICA

  
	
   

  	
   

  	
   

  
	
  /s/

  	
  William Wolfram

  	
   

  
	
  /s/

  	
  Gene Mook

  	
   

  
	
  /s/

  	
  Raymond Brown

  	
   

  
	
  /s/

  	
  Jeffrey Manczka

  	
   

  
	
  /s/

  	
  Glenn Diley

  	
   

  
	
  /s/

  	
  Timothy Hart

  	
   

  
	
  /s/

  	
  Michael Monocello

  	
   

  

 

Page 25 of 27

 

APPENDIX
I – JOB
CLASSIFICATIONS

 

1.               The Classifications
will be defined using the definitions as provided in the previous proposal as
follows:

 

A.           Class A=Machine
Operator -  Includes cellular
manufacturing jobs or jobs that require more than (3) machines to be run simultaneously.  A cell is defined as a series of machines
or processes, grouped together by work sequence, whose primary (defined as
greater than 80%) function is to transform raw materials into finished
goods.  Class A will:

 

1)              Alters multiple
features of a part

 

2)              Flows parts (one
machine to the next w/o queues until operations are complete.)

 

3)              Have the Ability to
produce on multiple machines simultaneously.

 

4)              Self Scheduling

 

— or —

 

5)              Must run more than (3) machines
simultaneously. (Group technology)

 

6)              This class currently
consists of but is not limited to:

 

(a)          Gear line

(b)         Maintenance A
(Electrician Current)

(c)          Standards cell

(d)         Re-bore cell

(e)          Welder/Diaphragm Cell

(f)            HS Spacer Cell

(g)         HS Diaphragm cell

(h)         HS Component cell

(i)             HS Sub Assembly cell

(j)             HS Assembly cell

(k)          Large Standard Cell

 

B.             Class B=Jobs
which transform raw material into finished parts or goods (non-cellular).

 

1)              This class currently
consists of but is not limited to:

 

(a)          Keyseater

(b)         Slotter/Slotter Grinder

(c)          Toolmaker

(d)         Manual Engine Lathe

(e)          Turret Lathes

(f)            Welder

(g)         K & T Mill

(h)         Radial Drill/Toyoda

(i)             Grinding

(j)             Heavy
Assembly/Lapping

(k)          Vertical Turret Lathe

(l)             Induction Hardening

(m)       Cleereman Drill/Mills

(n)         2 – Axis CNC’s

(o)         4 – Axis CNC’s

(p)         Maintenance B
(Mechanic/Millwright)

(q)         Chief Inspector

 

Page 26 of 27

 

C.             Class C=Jobs
that directly support the Class A and B jobs.

 

1)              This class currently
consists of but is not limited to:

 

(a)          Inspector

(b)         Packing

(c)          Deburr

(d)         Carpenter

(e)          Tool Crib

(f)            Storeroom

(g)         Receiver

 

D.            Class D=Jobs
which support the shop.

 

1)              This class currently
consists of but is not limited to:

 

(a)          Labor Crew

(b)         Oiler

(c)          Jitney/Move Man

 

E.              Maintenance - Due to
the nature of this work, the definitions of classes A or B will be different –
although the pay scale remains the same.

 

1)              Maintenance A – The
ability to fix a machine mechanically and electronically and do building
maintenance.  Person must be a qualified
electrician.

 

2)              Maintenance B – The
ability to mechanically fix a machine and do building maintenance.

 

F.              Rules - In each
of the above job classes, there are still primary job functions for
individuals.  For instance, the turret
lathe operator is in class B, but still owns the job titled “Turret Lathe”.  The operator will be required to operate the
machine, and perform any tasks that are within the same or lower class (Class B,
C, and D in this case), at the Class B wage.  For instance, this person may de-burr his
part (De-burr), inspect it (Inspector), move it to the next operation (Jitney),
and must also take care of his machine, for example, oil, and/or grease
machines as needed. (Oiler.)

 

G.             It will be understood
that the primary functions of the “C” and “D” classification will be a
secondary function of the job classifications of “A” and “B”.

 

Page 27 of 27Exhibit 10.2

 

Formsprag Clutch and UAW Local 155 – Labor
Agreement Expires 12:01 a.m. 12/6/2004

 

Article 1 -AGREEMENT

 

1.1                                 This
Agreement is entered into on this December 3,  2001 between Warner Electric Inc., Formsprag
Clutch Plant, hereinafter referred to as the “Company” and the International
Union, United Automobile, Aerospace and Agricultural Implement Workers of
America, UAW Local No. 155, hereinafter referred to as the “Union.”

 

1.2                                 The
parties to this Agreement, in consideration of their mutual promises and
agreements, herein set forth in consideration of their desire to stabilize
employment, eliminate strikes, boycotts, lockouts, and a discontinuance of
work, and of their desire of securing closer cooperation between the Company,
the Union, and the Employees represented by it, promise and agree that:

 

Article 2
- RECOGNITION

 

2.1                                 The
Union is recognized as the sole and exclusive representative for the purpose of
collective bargaining for all production, and maintenance, employees employed
at the Company’s 23601 Hoover Road, Warren, Michigan plant, including janitors
and truck drivers, but excluding engineers, office clerical employees,
professional employees, guards and supervisors as defined in the National Labor
Relations Act, as amended.  Former practices
and oral and written understandings which may have been in effect prior to this
Agreement shall not constitute part of this Agreement.

 

Article 3 - MANAGEMENT PREROGATIVES

 

3.1                                 The
parties recognize that the management of the Company has the responsibility for
conducting the affairs of the Company in the interests of its owners, its
employees and its customers.  The parties
agree that in order to carry out this responsibility, management retains the
sole right, subject only to the express provisions of this Agreement, to manage
the business and to direct the working forces of the Company.  The Company’s right to manage its business
includes, but is not limited to:  the
right to hire, promote, demote, transfer, assign and direct associates; to
discipline, suspend, and discharge for just cause; to layoff employees due to
lack of work or other legitimate reasons; to make and enforce reasonable plant rules of
conduct and regulations not inconsistent with the provisions of this Agreement,
to enforce company rules equally and fairly; to increase or decrease the
working force; to determine the number of products to be manufactured and the
methods, processes and materials to be used; to determine the need for and
layout of machinery and equipment; to determine quality and establish
reasonable work standards; to determine the number of hours per day or week
operations shall be carried out; to establish and change work schedules and
assignments; to subcontract, discontinue or relocate all or any portion of the operations
now or hereafter carried on at the present facility; to schedule hours of
work, including overtime, to determine job content and to maintain safety,
efficiency and order in the plant.

 

Article 4
- NO STRIKE-NO LOCKOUT

 

4.1                                 The
Company agrees that so long as this Agreement is in effect there shall be no
lockout.  The Union, its officers,
agents, members, and employees covered by this Agreement agree that so long as
the Agreement is in effect, there shall be no strikes, partial or complete,
sit-downs,

 

1

 

slowdowns, stoppages or
cessation of work, including actions of a sympathy nature, boycotts, or any
unlawful acts of any kind that interfere with the Company’s operation or the
production or sale of its products. The Company shall have the right to
discipline (including discharge) any employee who instigates, participates in,
or gives leadership to an unauthorized strike in violation of this Agreement.

 

4.2                                 The
Arbitrator shall have power to review the reasonableness of penalties imposed
under this Section.

 

Article 5 - UNION SHOP

 

5.1                                 Each
employee covered by this Agreement shall be or become a member of the Union as
a condition of employment not later than the 30th consecutive calendar day
following the effective date of this Agreement, or not later than the 30th
consecutive calendar day following the beginning of his employment, whichever
is later. Each such employee, as a condition of continued employment, shall
remain a member of the Union in good standing to the extent provided in the
Union’s International Constitution and as authorized by the Labor Management
Relations Act of 1947, or as that Act has been or is amended. The Union shall
notify the Company in writing of any employee who fails to become or remain a
member of the Union as required above. 
If after receipt of such notice by the Company the employee does not
become a member or remain a member of the Union within five (5) days
(whichever is applicable) he shall be terminated.

 

5.2                                 The
Union shall indemnify and save the Company harmless against any and all claims,
demands, suits or other forms of liability that shall arise out of or by reason
of action taken in reliance upon the information furnished to the Company by
the Union for the purpose of complying with Section  5.1, above.

 

Article 6
- CHECK-OFF

 

6.1                                 Upon receipt
of the authorization of check-off of dues, the Company will deduct from wages
earned including jury duty pay, bereavement pay, and paid absence allowance,
and turn over to the proper Union official, initiation fees, reinstatement fees
and/or current monthly dues of such members of the Union or Agency Shop fees of
such employees as individually and voluntarily certify in writing that they
authorize such deduction for the term of the contract.

 

6.2                                 The
initial deduction from the pay of an employee signing a new authorization shall
be from the second pay period following the date of his authorization.

 

6.3                                 The
deduction of Union dues shall be made from wages earned during the first full
pay period that an employee works in a calendar month and in a manner agreed
upon with the International Union. The Financial Secretary-Treasurer, or other
duly authorized Union official of each local unit will notify the Company in
writing on Union stationery, of the amount of dues each month by each employee
who has authorized a deduction and this amount will remain in effect until
changed by a similar written authority. In case of an error, proper adjustment
will be made by the Union with the employee.

 

6.4                                 All
dues deducted will be remitted to the Financial Secretary-Treasurer or other
such duly authorized Union official of each local unit not later than the
twenty-fifth day of the calendar month

 

2

 

in which such deductions
are made or as may be otherwise agreed. The Company will furnish the aforesaid
Union official of the local union monthly a record of the employees from whose
wages deductions have been made together with the amounts of such deductions.

 

6.5                                 The
Company will also furnish the Union a record of those employees who have signed
authorization cards but who have been removed from the unit payroll since the
last check-off date and for whom no dues have been collected.

 

6.6                                 In the event the Union wants the Company to collect more than
one month’s regular dues from an employee it will furnish the Company with
written notification listing each employee and the amount to be collected.

 

6.7                                 The
Company shall not be liable to the International Union or its locals by reason
of the requirements of this article for the remittance or payment of any
sum other than that constituting actual deductions made from employee wages.

 

6.8                                 The
following wording will be used on the check-off authorization.

 

AUTHORIZATION
FOR CHECK-OFF OF DUES

 

Date

 

I
hereby assign Local Union No.        ,
International Union, United Automobile, Aerospace, and Agricultural Implement
Workers of America (UAW), from any wages earned or to be earned by me as your
employee while engaged in employment within the Bargaining Unit, such sums as
the Financial Officer of said Local Unit No. 155 may certify as due and
owing from me as initiation fees, reinstatement fees and membership dues as may
be established from time to time by said local union in accordance with the
Constitution of the International Union, UAW. I authorize and direct you to
deduct such amounts from my pay and to remit same to the Union at such times
and in such manner as may be agreed upon between you and the Union at any time
while this authorization is in effect.

 

This
assignment, authorization and direction shall be irrevocable for the period of
one (1) year from the date of delivery hereof to you or until the
termination of the collective agreement between the Company and the Union which
is in force at the time of delivery of this authorization, whichever occurs
sooner; and I agree and direct that this assignment, authorization and
direction shall be automatically renewed and shall be irrevocable for
successive periods of one (1) year each or for the period of each
succeeding applicable collective agreement between the Company and the Union,
whichever shall be shorter, unless written notice is given by me to the Company
and the Union not more than twenty (20) days and not less than ten (10) days
prior to the expiration of each period of one (1) year, or of each
applicable collective agreement between the Company and the Union whichever
occurs sooner.

 

This
authorization is made pursuant to the provisions of Section 302(c) of
the Labor Management Relations Act of 1947 and otherwise.

 

3

 

6.9                                 It
is agreed that an employee who retires will be provided the opportunity to
complete a retirees dues check-off authorization.

 

Article 7
– SENIORITY

 

7.1                                 Seniority
shall be by Classification Seniority within Occupational Groups. The
Occupational groups shall be as follows:

 

	
  Group
  I

  
	
   

  	
   

  
	
  101

  	
  Cell Operator -
  Primary (*)

  
	
  102

  	
  Tool Room Machine
  Operator

  
	
  103

  	
  Turning/Mill/Drill

  
	
  104

  	
  Grind

  
	
  105

  	
  Heat Treat
  Operator and Maintenance

  
	
  106

  	
  Maintenance

  
	
  107

  	
  Inspection

  
	
  108

  	
  Auto Cutoff &
  Notch

  
	
  109

  	
  Sprag Grind

  
	
   

  	
   

  
	
  Group II

  
	
   

  	
   

  
	
  201

  	
  Cell Operator -
  Secondary (*)

  
	
  202

  	
  Aircraft Clutch
  Rebuild

  
	
  203

  	
  Grotnes &
  Punch Press

  
	
  204

  	
  Magnaflux

  
	
  205

  	
  Tumble/Deburr/Bench

  
	
  206

  	
  Assembly/Rebuild

  
	
   

  	
   

  
	
  Group
  III

  
	
   

  	
   

  
	
  301

  	
  Cell Operator -
  Support

  
	
  302

  	
  Ship/Receive/Stock
  Handle /Truck Driver

  
	
  303

  	
  Tool Crib/Stock
  Room

  
	
  304

  	
  Clutch
  Test/Parts Clean

  
	
  305

  	
  Janitor

  

 

7.2                                 A
CELL is defined as technology consisting of one or more operations during the
manufacturing process of the same component in an equipment layout sequentially
linking one or more like or unlike machines or operations.

 

7.3                                 CELL
OPERATOR-PRIMARY  - A Primary Cell
Operator shall be qualified to perform a Group 1 classification operation in a
cell and any other operation in such cell as assigned.

 

7.4                                 CELL
OPERATOR-SECONDARY  - A Secondary Cell
Operator shall be qualified to perform a Group 2 classification operation in a
cell and any other equivalent or support operations in such cell as assigned.

 

7.5                                 CELL
OPERATOR-SUPPORT  - A Support Cell
Operator shall be qualified to perform Group 3 operations in a cell as
assigned.

 

4

 

7.6                                 SENIORITY
OF CELL OPERATORS - ( A) Seniority begins in a Cell Operator classification as
of the date the operator enters the cell (Job Bid) (B) Seniority continues
concurrently in the last classification.

 

7.7                                 FILLING
OF POSTED CELL VACANCIES - “Qualified” Cell Operator posting shall be by plant
seniority of all those who have qualified at Formsprag in at least one of the
classification jobs included in the cell (and who have not waived recall rights
to such classification), ranking first all of those individuals with previous
qualification in a job from the top job group in the cell, and next ranking the
individuals from the next lower job group in the cell (if any), and finally
ranking those in the next and lowest job group in the cell (if any).  “Trainee” Cell Operator posting shall be by
plant seniority following the normal procedures in Local Article 8.

 

7.8                                 RATES
FOR CELL OPERATORS  - Rates for Cell
Operators shall be equal to the highest rated job assigned to such operator in
the cell.

 

7.9                                 OVERTIME
EOUALIZATION OF CELL OPERATORS  - Cell
Operators will be equalized within their own specific cell.

 

7.10                           WORK FORCE
REDUCTION/LAYOFF –  When there is a
reduction of the working force or a readjustment of the work force, the
following procedure shall be observed in the following order:

 

1.                    Notification
to the Union, in writing twenty-four (24) hours in advance.

 

2.                    Probationary
employees in the affected classification shall be laid off first.

 

3.                    If
additional layoffs are necessary in the classification, the employee with the
least classification seniority shall return to his last previous classification
provided he has previously attained seniority in such classification and
provided there is an employee with less classification seniority in the
previous classification. For purposes of this paragraph only, where an employee
has in excess of two (2) years seniority in his previous classification,
that seniority will be adjusted to equal his plant seniority and, as a result,
he will bump the junior employee in point of hire date in that previous
classification.

 

4.                    When
an employee has no previous classification and is laid off from his present
classification, he may take a voluntary layoff or shall be permitted to “bump”
the junior employee in point of hiring date in his present Group, except that
if the lowest employee is in a higher base rate classification he will bump the
next lowest employee (if any) in his present Group, and then the next lowest
rated Groups provided he is capable of performing the remaining available work
in such classification.

 

5.                    Following
the above steps, the youngest employee in point of date of hire in the
remaining Group will be laid off and considered an inactive employee. Employees
will be expected to complete their day’s work in a normal manner after
receiving layoff notice.

 

7.11                           When a
readjustment of the work force is necessary for a period in excess of one (1) week
and a layoff does not result, reductions in a classification will be by classification
seniority, and the

 

5

 

same procedure as
provided above will be followed except that instead of layoff, the employee
remaining without an assignment will be placed on the available work.

 

7.12                           An
employee who is reassigned to a previous classification shall receive the
corresponding or appropriate number-of-months rate on Schedule 2000.

 

7.13                           No
Employee shall be permitted to exercise their seniority to bump into a higher
base rate job.

 

7.14                           A
seniority employee who has gone into other classifications due to a
readjustment of the work force and/ or layoff will return to his/her previous
classifications when recalled. However, as an exception to the above an
employee working out of a classification for a period in excess of six months,
may, if recalled, remain in his current job and relinquish classification
seniority in his previous classification. Additionally, an employee laid off to
a lower classification who subsequently bids up to a classification between the
original classification and the one from which he was laid off, may relinquish
classification seniority at any time when recalled.

 

7.15                           Only
the lowest seniority employee, or employees, in a classification should be laid
off.

 

7.16                           Seniority
Employees shall be recalled in reverse order of the layoff provisions before
any new employees are hired.

 

7.17                           TEMPORARY
ASSIGNMENT – Employees may be transferred from one classification to another
provided they are capable of doing the job and do not infringe on the seniority
rights of the employees regularly employed in the classification to which such
transfer is made. Employees on layoff in the affected classification need not
be recalled unless there is a reasonable likelihood of one (1) week’s
work. Abuses of this provision shall be subject to the Grievance Procedure. The
Company will notify the Union of all temporary assignments as soon as possible.
A “double” temporary assignment where an employee is temporarily assigned out
of his classification and another employee is temporarily assigned in doing the
first employee’s job is prohibited, unless there is advance agreement between
Company and Union.  If employees do not
volunteer for temporary assignment, the employee in the affected classification
with the least seniority, who is qualified to do the work required, shall be
temporarily assigned.  For all temporary
assignments scheduled, a Union representative will be notified of the temporary
assignment prior to the change in assignment, except in emergencies when the
Union will be notified as soon as possible. If a job is vacant due to sick
leave, the Company will post the job after 45 days, unless the Company and
Union agree otherwise.

 

7.18                           Employees
working in a lower classification, except by reason of seniority displacement,
shall continue to receive their own rate. Employees working in a higher rate
classification for thirty (30) minutes or more shall continue to receive their
regular rate for all time worked during the temporary assignment, or the
corresponding numbers-of-months rate on Schedule 2000, whichever is
greater. As an exception to the above, employees reduced from a classification
and then subsequently reassigned to work in such classification for one (1) hour
or more, shall receive the corresponding or appropriate number-of-months rate
on Schedule 2000.

 

6

 

7.19                           It may be
necessary, from time to time, for day people to work nights, or vice versa, in
order to maintain an efficient balance of shifts, or temporarily to schedule additional
shift operations in certain classifications. If employees do not volunteer to
change shifts, the employee in the affected classification with the least
seniority, who is qualified to do the work required, shall be temporarily
required to change shifts or forfeit his/her seniority.

 

7.20                           SHIFT
PREFERENCE - When a vacancy occurs on any shift by reasons of any available
opening, except for a position to be filled by a trainee, the employee with the
most classification seniority on another shift shall be given preference for
transfer to other shifts within his classification.

 

1.               Employees
shall be eligible for transfer under this procedure after having completed
their probationary period.

 

2.               Employees
will be permitted to bump another employee working on another shift in the same
classification provided he- has more classification seniority.  Individuals may exercise seniority for shift
preference at any time with two weeks written notice. Providing that they have
not exercised a shift bump in the prior six months, and providing that no shift
bumps are allowed during the month of December. All shift bumps will take place
on Monday unless the Company agrees otherwise.

 

3.               The
above shift bump will not apply to trainees with less than six (6) months
in such classification

 

7.21                           MISCELLANEOUS
-

 

1.                    The Company
and Union agree that cross training is desirable, as time permits.

 

2.                    The Company
shall keep a true seniority list and a rate list of all employees having
seniority rights, which shall be open to the inspection of the Bargaining
Committee at all reasonable times. A copy of the seniority list shall be given
to the Chief Bargaining Committeeman once every six (6) months for
posting.

 

4.                    The
Company agrees to submit to Local 155 on July 1st and January 1st
of each year the following data: The name of each employee covered by this
Agreement, his occupation and current hourly rate (including cost-of-living but
excluding night shift premium) and the payroll period from which the data is
taken. Rates of individuals that have been adjusted by other than a general or
automatic increase during the previous six (6) months will be identified
by an asterisk..

 

7.22                           PROBATIONARY
EMPLOYEES - A new employee will be considered probationary for a period of
sixty (60) calendar days from date of last hire.- There will be no
responsibility for the rehiring or recalling of a probationary employee who is
discharged or laid off during his probationary period. If requested, the
Company will discuss the discharge or layoff with the Union.

 

7.23                           A new
employee hired as a temporary or vacation replacement will be considered as a
probationary employee for the first one hundred twenty (120) days of his
employment.

 

7

 

7.24                           Immediately
following his probationary period, an employee will become a seniority employee
and will be entered on the seniority list of the Bargaining Unit and will rank
for seniority from the date and hour of his last hire. A probationary employee
will not have seniority.

 

7.25                           TRAINEES
FOR EXCLUDED POSITIONS -  The Company
will have the right to exempt from all seniority and wage requirements an
employee enrolled for the purpose of training and experience with the
expectation that such trainee ultimately will be assigned to permanent
employment other than that covered by this Agreement. The total of such
trainees may not exceed two (2) in number at any one time, nor may any
trainee displace an employee covered by this Agreement.  The Bargaining Committee shall be notified
before the training begins as to the names of the trainees and when they will
begin training.

 

7.26                           TEMPORARY
EXCLUDED EMPLOYEES - The Company may select a temporary supervisor without
regard to seniority for a period not to exceed forty-five (45) calendar days
within a calendar year and will notify the Union in writing of the effective
date of such temporary assignment.  An
extension of such period may be granted by mutual agreement.  Where necessary, the parties may agree to
more than one forty-five (45) calendar-day period in a calendar year. Such employee
will not be excluded from the Bargaining Unit, and at the termination of
temporary duty he will be reinstated to the job he had prior to the temporary
assignment.  Stewards, Committeemen,  and members of the Executive Board shall be
prohibited from accepting a position of temporary supervisor.

 

7.27                           EXCLUDED
EMPLOYEES

 

1.               For
an employee promoted to an excluded status, a three (3) month period will
be established beginning with the effective date of his promotion. Should he
return to the Bargaining Unit on or before the end of the three (3) month
period he will do so with accumulated seniority. An excluded employee who does
not return to the Bargaining Unit on or before the end of the three (3) month
period will forfeit all Bargaining Unit seniority and will have no right to
return to the Bargaining Unit except as a new hire.

 

2.               An
employee who has previously been promoted to an excluded status and returned to
the Bargaining Unit with accumulated seniority, will forfeit all seniority with
any subsequent promotion to an excluded status and will have no right to return
to the Bargaining Unit except as a new hire.

 

2.               An
employee with Bargaining Unit seniority who transfers to an excluded status in
a facility other than the facility in which he holds seniority will forfeit all
such seniority effective with his transfer.

 

7.28                           EXCLUDED
PERSONNEL WORKING -  Production and maintenance work shall not be
performed by supervisors or by any other persons excluded from the bargaining
unit, except for the purpose of performing work involving the following
situations:

 

1.               The
instruction or training of employees.

 

8

 

2.               The
performance of necessary work when production difficulties are encountered on a
job, but such work will not displace a member of the bargaining unit.  Further, when such work is done, a member of
the bargaining unit will stand by for instructional purposes.

 

3.               The
performance of research work or work of an experimental nature, or work
involving special mechanical training.

 

4.               The
development of new processes.

 

7.29                           SENIORITY
DATE - Seniority records on file with the Company on the effective date of the
signing of this Agreement will establish the seniority date of each
employee.  Seniority lists and recall
lists shall be available at all times and be kept up to date.

 

7.30                           LOSS OF
SENIORITY -  An employee will lose his
seniority:

 

1.               If
he quits.

 

2.               If
he is discharged for just cause and the discharge is not reversed through the
Grievance Procedure.

 

3.               If
he has been laid off and has less than ten (10) years seniority at the
time of layoff, he will lose seniority when the layoff period is equal to the
seniority he had at time of layoff. For those with at least ten (10) years
of service, seniority will expire after ten (10) years.

 

4.               If
he has been unable to work due to a medical leave of absence and has less than
ten (10) years seniority at the time the leave begins, he will lose
seniority when the leave of absence period is equal to the seniority he had at
the time the leave began. For those with at least ten (10) years of
service, seniority will expire after ten (10) years.

 

5.               If
he has been on a workers compensation leave of absence and has less than ten (10) years
seniority at the time the leave begins, he will lose seniority when the leave
of absence period is equal to the seniority he had at the time the leave
began.  For those with at least ten (10) years
of service, seniority will expire after ten (10) years.

 

6.               Failure
to call in for three (3) consecutive work days will be considered as
having voluntarily quit, unless such failure to call in is for good and
sufficient reasons.

 

7.               If
he fails to have his leave of absence renewed by an extension in writing before
three (3) calendar days have elapsed after his leave has expired, unless
such failure to secure extension of leave was for good and sufficient reason.

 

8.               If
he has been laid off and is recalled to work but fails to report for work
within five (5) working days from the date of signing the certified or
registered letter receipt or telegram receipt, unless the Company agrees to
extend this period or he will lose his seniority if the registered letter or
telegram is returned as undeliverable from the last known Company address.

 

9

 

9.               If
he accepts employment elsewhere during a leave of absence unless otherwise
agreed to between the Company and the Union.

 

10.         On
the effective date of his retirement.   If an employee retired for
reasons stated herein, and lost seniority in accordance with this section, and
is rehired, such employee will have the status of a new employee and without
seniority, and he shall not acquire or accumulate any seniority thereafter,
except for the purpose of applying the provisions governing Holiday Pay and
Vacation Pay.

 

7.31                           TEMPORARY LAYOFFS -  A temporary
layoff due to breakdown, shortage of material or other emergency conditions may
be made for a period not to exceed four (4) regular working days, without
regard to seniority or shift. During such temporary layoff, an employee may not
exercise seniority transfer privileges.

 

Article 8
- HOURS AND PREMIUM PAY

 

8.1 SCHEDULE

 

1.               It
is recognized that to operate the plant below a forty-hour week is not
desirable and therefore the Company and Union agree that if the Company’s work
dictates that it is necessary to schedule the work week for any plant,
department or classification below forty hours, the Company may do so for not
over six weeks in any calendar year (holiday weeks excluded) unless agreement
is reached with the Union for an extension of this time.

 

2.               For
the purpose of defining the weekly payroll period an employee’s work week will
begin on calendar Monday at the regular starting time of the shift to which the
employee is assigned, except for those employees whose regular work week begins
on calendar Sunday night, in which case their regular work week will begin at
their regular starting time on calendar Sunday night.

 

8.2                           OVERTIME

 

1.                    Straight time
is paid for:

a.   The first
eight (8) hours of work performed on Monday through Friday.

 

2.                    Time and
one-half is paid for:

a.   The first three (3) hours of work
performed over eight (8) hours Monday through Friday.

b.   Work performed for the first eight (8) hours
on Saturday.

 

3.                    Double time is
paid for:

a.   Work performed over eleven (11) hours Monday
through Friday.

b.   Work performed over eight (8) hours on
Saturday.

c.   Work
performed on Sunday.

d.   Work
performed on any of the paid holidays.

 

10

 

8.3                                 Although
overtime work is not compulsory, the Union will not restrict overtime in any
manner, and employees will cooperate when requested by the Management to
perform overtime work.  Individual
refusal to work overtime (but not concerted refusal) will not be subject to
disciplinary action.

 

8.4                                 An
employee who accepts an overtime assignment on a Saturday or Sunday, and who
fails to report for the assigned overtime, will be considered an absentee under
the plant rules or absentee control procedure -. Overtime and premium
rates of pay will not be pyramided.

 

8.5                                 Every effort
will be made to arrange job assignments so that overtime may be equalized
within sixteen (16) hours among employees in a classification, on the shift to
which overtime becomes available. Individuals on nonstandard shift hours will
be equalized together with their classification on the standard shift which
contains the majority of their regular working hours. A uniform record system
shall be maintained. The Company will make every effort to equalize between
shifts. The employee with the lowest number of overtime hours in a
classification on the shift involved shall be asked first to work overtime,
provided the employee is able to perform the work assigned.  A uniform record system shall be
maintained.  The Company will make every
effort to equalize between shifts.

 

8.6                                 When
possible, the Company will provide twenty-four (24) hour notification to cancel
already scheduled overtime.

 

8.7                                 The
Union will be notified on Thursday for Saturday scheduled overtime and on
Friday for Sunday scheduled overtime. For all overtime scheduled, a Union
representative will be notified of the overtime prior to employee solicitation,
except in emergencies when the Union will be notified as soon as possible.

 

8.8                                 The
Company will provide for at least one (1) Union representative on
assignments for overtime hours on all shifts. 
When a Committeeman’s regular job is needed on such overtime, he will be
called in as the Union representative. 
If his regular job is not scheduled to work, he will be permitted to
work on another job scheduled provided he is capable of performing such work as
determined by the Plant Superintendent. 
In lieu of this procedure, the Union may appoint an alternate
representative for the overtime in question.

 

8.9                                 Effective
with the signing of the Labor Agreement, the following uniform record system
will be utilized in all departments:

 

1.               The
Company shall maintain an overtime chart, by classification, on each shift
covering overtime worked in or out of an employee’s classification. The chart
shall be open for inspection to the Bargaining Committee, and shall be reviewed
quarterly between the Bargaining Committee and the Company

 

2.               The
Company will record overtime hours by calendar year.

 

3.               Overtime
offered to an employee and declined will be charged as overtime worked.

 

11

 

4.               Overtime
solicitation missed by an employee due to his absence from work will be charged
as overtime worked.

 

5.               Overtime
missed by an employee where he has accepted the overtime shall be charged as
overtime worked.

 

6.               New
seniority employees in a classification will begin to equalize overtime as of
the date of permanent transfer to the new classification and shall take the
amount then on record for the highest employee in the new classification.

 

7.               Probationary
employees will begin to equalize overtime in a classification upon completion
of their probationary period, and shall take the amount then on record for the
highest employee in the new classification.

 

8.               Overtime
for purposes herein shall mean all overtime made available beyond the hours the
classification is scheduled.

 

8.10                           REPORTING
AND CALL-IN PAY - An employee called to work and not retained or an employee
reporting for work on any scheduled day on his regularly scheduled shift
without having previously notified not to report, and not retained, will
receive his regular hourly rate for four (4) hours, and shall receive
shift premium and premium pay on premium days. 
The Company may require the employee to work at a job other than his
regular classification during this four (4) hour period.  Alternatively, the employee may elect to
leave after the call-in work is completed and the company will pay the greater
of two (2) hours or actual time worked. 
Additionally, minimum emergency warehouse call-in pay for shipping or
delivery employees is two (2) hours.

 

Article 9 - BIDDING

 

9.1                                 Bidding, and
assignment to vacant or new jobs shall be based on seniority. Such a vacancy
shall be posted for a period of three (3) working days during which time
all active employees may indicate their desire to be considered by signing the
posting provided they have been in their current classification for a period of
six (6) months or more at the time of the posting. Seniority employees
with less than six (6) months following their initial plant hire date will
be eligible to bid for posted jobs, provided they are on the seniority list and
provided they meet other contractual requirements.

 

9.2                                 This
procedure shall not prohibit the Company from hiring from the outside after
discussion with the Union when employees capable of performing the necessary
jobs are not available.

 

9.3                                 If
an employee accepts a bid and then elects to return to their former job during
probation in the new classification, they will be prohibited from bidding on
any other job for a period of six months from the date they gave up the bid.

 

9.4                                 A
probation period of sixty (60) calendar days shall apply from the date the job
bid is awarded.

 

12

 

9.5                                 Any
employee who is transferred to a classification because of his physical
condition as evidenced by a medical certificate shall not be precluded from
returning to his regular classification as soon as the Company doctor certifies
he is able to return to that regular classification.

 

9.6                                 The Company
reserves the option of posting for a qualified person in the following
classifications:  Cell Operators, Tool Room Machine
Operator, Heat Treat Operator and Maintenance, and Maintenance.  All other job bids will be awarded on Plant
seniority.

 

9.7                                 TRAINING SCHEDULE -  For all promotions, those employees not yet
at maximum rate on Schedule 2000 will advance to the corresponding
number-of-months rate for the new job and continue progressing on the chart
from that point in the new classification. 
However, employees at maximum position or one increase away from maximum
position on Schedule 2000 in their new classification on a bid up will
receive their old rate for six months at which time they will be moved to
maximum in their new classification.

 

9.8                                 Permanent
changes in wage rates will be made effective only at the beginning of a pay
period following the date as determined on Schedule 2000.

 

Article 10 - REPRESENTATION

 

10.1                           Employees
shall be represented by a Bargaining Committee of no more than three (3) members.
The Bargaining Committee shall be selected from a group of nominees on the
seniority list, excluding employees laid off in excess of one (1) year,
chosen pursuant to Local Union by-laws.

 

10.2                           An
agreement reached between the Management and the Bargaining Committee is
binding on all workers affected and cannot be changed by an individual.

 

10.3                           If
there are employees on the night shift or shifts, they will be represented by
an elected Night Steward who must be able to perform the work required. Such
Night Steward shall be compensated for necessary time spent adjusting
grievances in accordance with the first and second steps of the Grievance
Procedure.

 

10.4                           One (1) Committeeman
to be designated “Chief Bargaining Committeeman” will be the last laid off when
the work force is reduced, provided the Company has work available which he is
capable of performing and he is available for such work. If the Chief
bargaining Committeeman does not qualify under the above rule, the Union may
designate another employee who has been assigned to such work to represent the
employees for that period.

 

10.5                           Members
of the Bargaining Committee shall be compensated during regular working hours
for necessary time spent adjusting grievances, contract negotiations, including
meetings with the Company. AIl Committeemen will be permitted to leave their
work after reporting to their respective supervisor. It is further agreed that
such Committeemen shall give the Company an accurate accounting of time lost
adjusting grievances in the same manner as the job records are kept.

 

10.6                           The
Chief Bargaining Committeeman shall head the seniority list for the plant and
shall work upon the day shift, provided he is capable of doing the work
available. The two (2) other

 

13

 

members of the Bargaining
Committee shall head the seniority list for their respective groups, provided
they are capable of doing the work available. Committeemen shall be returned to
their regular standing on seniority upon termination of service on the
Committee. Special seniority privileges provided for committeemen, officers and
stewards apply in all cases, except recall, overtime, upgrading, vacation, and
job bidding.   In the event of second or
third shift operations, the shift Steward shall be the last laid off and the
first recalled, provided he is capable of performing the available work.

 

10.7                           LISTING OF
UNION OFFICERS - Upon the signing of this Agreement and thereafter as changes
occur the International Union will notify the Company of the names of the
International Representatives it is to negotiate with and the Union will
furnish the plant with a list of Union or Unit officers, their Executive
Committee, their Bargaining Committee, and their stewards.

 

10.8                           BARGAINING
COMMITTEE ROOM - The Bargaining Committee will be permitted to leave the
Company premises to go to Local 155 offices on Union business or to meetings
and receive payment for such time at straight time rate when an official
request from the Local Union President is received.

 

10.9                           FURNISHING
OF CONTRACTS - The Company will furnish each employee with a copy of this
Agreement .

 

10.10                     International
and Local Union Representatives other than employees of the Company shall be
permitted to enter the plant if advance notice has been given to the Human
Resource Department and by registering under the regular plant admission
procedure.  Union Representatives who are
employees of the Company shall be permitted access to the premises on a shift
other than their own if notice is given to the Human Resource Department or if
such department is not open, by registering under the regular plant admission
procedure.

 

10.11                     UNION LEAVE
OF ABSENCE - An employee appointed or elected to a full or part-time position
in the International Union, United Automobile, Aerospace, Agricultural
Implement Workers of America, or a Local or Unit of a Local covered by this
Agreement, or any other office in the UAW will apply for and be given a leave
of absence without loss of seniority until the termination of such office.

 

Article 11
- GRIEVANCE PROCEDURE

 

11.1                           As used
in this Agreement, the term “grievance” shall mean any misunderstanding,
difference, or dispute between the Company and the Union, or one or more of the
employees represented by the Union arising out of this Agreement, or any
supplemental agreements thereto, or concerning or relating to the
interpretation and application thereof and filed subsequent to the effective
date of this Agreement.

 

11.2                           This
Grievance Procedure is divided into four levels. The Bargaining Committee may
write and sign a grievance in behalf of an employee or group of employees. If
the issue raised is not appropriate for resolution at the first or second
level, the grievance may be referred by the Bargaining Committee directly to
the 3rd level.

 

14

 

11.3                           If, after
the employee and his immediate supervisor have discussed the complaint, the
matter is not resolved to the satisfaction of the employee, it may be
considered a grievance and then the employee will be allowed to review his/her
complaint with his/her Committeeperson without delay.

 

11.4                           FIRST
LEVEL  - The grievance shall be discussed
between the employee, the employee’s immediate supervisor and a Union
representative.  If the grievance is not
resolved, it shall be reduced to writing within two (2) working days,
signed by the grievant, and submitted to the immediate supervisor for
transmission to the Production Manager.

 

11.5                           SECOND LEVEL
- The Production Manager will, within two (2) working days of its receipt,
unless otherwise agreed to, arrange a conference on the matter between himself,
the immediate supervisor, the Chief Bargaining Committeeman and one other
member of the Bargaining Committee for day shift grievances.  A conference on night shift grievances will be
arranged in the same manner between the Production Manager, the immediate
supervisor, Chief Bargaining Committeeman, and the night shift Steward.  The Production Manager will give a written
answer to the grievance and return it to the Chief Bargaining Committeeman
within twenty-four (24) hours after the conference unless otherwise agreed.

 

11.6                           THIRD
LEVEL - If a satisfactory adjustment is not reached at the 2nd level
conference, the matter will, within five (5) working days after receipt of
the written answer, be taken up at a meeting between the full bargaining
committee and the management representative(s). 
The Union and the Company may have outside representatives present at
this meeting.

 

11.7                           FOURTH
LEVEL– ARBITRATION  - If a grievance
remains unsettled after the Third Level answer by the designated representative
of the Company, it may at any time within fourteen (14) days be referred to
arbitration by the Union..

 

11.8                           If at
any level of the Grievance Procedure the grievance is not referred to the next
level, within the time limits set forth, it will be considered settled upon the
terms of the last answer. By mutual consent, time limits at any level of the
Grievance Procedure may be extended.

 

11.9                           Any
disciplinary action against an employee not previously removed from the
employee’s record shall become invalid after a one year period from the date
the discipline was issued.

 

11.10                     ARBITRATION
RULES

 

1.               The party
seeking arbitration shall within the time limits specified above request a
panel of Arbitrators from the American Arbitration Association. Such panel will
include nine (9) Arbitrators who will all be members of the National
Academy of Arbitrators and who have been active Arbitrators in the private
sector for at least ten (10) consecutive years from the date the panel is
requested. The Union and Company will each have one (1) preemptory
challenge of a submitted panel.

 

2.               The
Union and Company will first attempt to mutually agree upon a selection from
the panel. Should no agreement be reached, the Union and Company shall, in
turn, strike

 

15

 

an
arbitrator’s name until only one name remains. A single coin toss shall
determine whether the Union or Company will make the first strike.

 

3.               The
non-prevailing party shall pay the cost of the Arbitrator’s services and
expenses. In the event of a split decision, 
the Arbitrator shall make as part of his/her decision,  a ruling as to how the cost of his/her
services shall be apportioned. All other expenses, including but not limited to
wages of the participants, witness fees, attorney’s fees or cost of exhibits
will be borne by the party who incurred the expense.

 

4.               It
shall be the duty of the Arbitrator within thirty (30) days after the oral
hearing is concluded to issue his/her decision in writing and to furnish a copy
thereof to each of the parties. His/her decision shall be final and binding
upon the parties.

 

5.               The Union
and the Company will make available for the Arbitrator’s inspection and
examination such records and data which he may deem necessary to inspect or
examine in order to decide the issue. In deciding a case, it shall be the
function of the Arbitrator to interpret the Agreement and all Supplemental
Agreements thereto and to decide whether or not there has been a violation thereof.
He shall have no right to change, add to, subtract from, or modify any of the
terms of this Agreement or any Supplemental Agreements thereto or to establish
or change any wage rates except for newly created classifications.

 

11.11                     TIME LIMIT
FOR RETROACTIVITY - The Company will not be required to pay any claims for
monies which accrue more than ninety (90) days before the date of delivering
the written grievance to the first supervisor provided in the Grievance
Procedure.  In all cases where back wages
are awarded, deduction will be made of all outside wages and/or monetary
benefits including Unemployment compensation.

 

11.12                     NOTICE OF
DISCHARGES AND DISCIPLINARY LAYOFFS -  Written notice of all discharges and
disciplinary layoffs will be given to the Bargaining Committee before such
action is to become effective. However, written notice of violation of the
Attendance Program will be given to the Bargaining Committee twenty-four (24)
hours before such action is to become effective. In the
absence of a written grievance within seven (7) calendar days on any of
these notices, the action of the Company will be considered final.

 

11.13                     GRIEVANCE MEETINGS - The
Human Resource Manager and/or designated, authorized representatives of the
Company will meet regularly with the Bargaining Committee of the Unit each week
if one or more grievances or problems remain unsettled, and both parties shall
make every effort to effect just and speedy settlement of every complaint or
grievance. When an emergency arises on a matter that cannot be handled at the
regular weekly grievance meeting, the emergency shall be taken up at a special
meeting agreed to by the Bargaining Committee and the Company. Meetings under
this section shall be held during the regular working hours.

 

11.14                     EMPLOYEES IN
GRIEVANCE MEETINGS

 

1.       The
Committee, upon due notice to the management, may be accompanied to meetings
with the management by the Department Committeeman or Steward, upon the request
of

 

16

 

the
Local Union Committee. If the Company concurs in the attendance of such an
employee it shall pay him, but if the Union requests his presence without
Company concurrence the Union shall pay him.

 

2.       It is understood that only interested parties will appear at
the grievance meetings since any other arrangement would merely retard the
ability to settle the grievance.

 

3.       When
the Union desires to have present a witness or witnesses other than the
Department Committeeman or Steward, they shall notify the Human Resource
Manager, in writing, in advance of the grievance meetings, of the names of the
proposed witnesses. If the Human Resource Manager makes no objection to the
proposed witnesses they may be present and be paid by the Company for the time
spent at the meeting during their scheduled working hours. If the Human
Resource Manager takes objection to the presence of any of the witnesses, he
shall notify the Union of his objection, but upon such notice of objection, the
Union may present the witnesses but such witnesses shall be paid for by the
Union. Such employees will be paid the rate in accordance with the local plant
custom.

 

Article 12 –
Subcontracting

 

12.1                           The
Company will continue the present practices on sub contracting.  In the event of a layoff the Company will
meet with the Union and discuss outside contracting with the objective of
returning to a full employment level.  In
the event an employee is assigned to work out of classification continuously
for a period of two weeks, the Company and Union will meet to discuss the
situation as to the effect that outside contracting may have had, or will have
on such situations, and attempt to remedy the circumstances.

 

Article 13
– NEW CLASSIFICATIONS

 

13.1                           When a
new job is created, the Company will set up a new classification and rate
covering the job in question and notify the Bargaining Committee of the
classification and rate it has established.

 

13.2                           The new
classification and rate will be considered temporary for a period of thirty
(30) calendar days following the date of notification to the Bargaining
Committee. During this period, but not thereafter, the Bargaining Committee may
request the Company to negotiate a different rate for the classification. The
negotiated rate, if higher than the temporary rate, shall be applied
retroactively to the date of the establishment of the temporary classification
and rate unless otherwise mutually agreed. If no request has been made by the
Union to negotiate the rate within the thirty (30)day period, or if within sixty
(60) days from the date of notification to the Bargaining Committee no
grievance is filed concerning the temporary classification and rate, the
temporary classification and rate shall become permanent.

 

13.3                           If a grievance is filed on the temporary classification and
rate the grievance shall be handled according to the Grievance Procedure
outlined in this contract. If the grievance
is referred to the Arbitrator, he will be empowered to determine the proper
classification and/or rate for the new job, using as a basis of comparison
other jobs in the plant where the dispute exists, taking into

 

17

 

consideration the effort
and/or skill required of the employee on the new job. This paragraph may not be
interpreted that a dispute on a production standard is to be referred to
arbitration without specific agreement by the parties in writing.

 

Article 14
- GENERAL

 

14.1                           Employees
must possess the tools of the trade.

 

14.2                           During
inventory shutdowns, employees who are not assigned to their normal jobs, will
be given first opportunity to take inventory by seniority (length of service).
If sufficient employees do not volunteer, then employees with least amount of
plant seniority will be required to work.

 

14.3                           The rates
of pay are fixed for the life of this Agreement and the Parties will not be
required to bargain under the claim of intra-plant or inter-plant inequities,
or upon any other basis whatsoever, for increases in rates of pay or other
benefits, fringes, or otherwise. The classifications and rates are set forth in
Schedule 2000.

 

14.4                           The
Company and the Union each agrees that the other shall not be obligated to
bargain collectively with respect to any subject or matter specifically
referred to or covered in this Agreement, or with respect to any subject or
matter not specifically referred to or covered by this Agreement.

 

14.5                           Employees
will be paid during their regular working hours as per present practice.

 

14.6                           Upon
presentation of a properly completed sickness and accident (S&A) claim form
to the Human Resources Department, the Company will provide a short term loan
(upon request) until the S&A payments begin.

 

14.7                           It is
the responsibility of the employee to maintain their current address and
telephone number on file with the company.

 

14.8                           Employees
have the option of being paid by automatic deposit into the checking or savings
account of their choice, or receiving a conventional paycheck.

 

14.9                           The
Company and Union agree that all employees have a responsibility to share
knowledge as a part of their job.

 

14.10                     The Company
and Union will discuss in detail during the life of the Agreement regarding
ways to improve productivity, with the goal of reducing set-up times,
eliminating scrap, and increasing general plant efficiency.

 

14.11                     RECORDING OF
EMPLOYMENT STATUS - A record will be kept of any action where a change is made
in the employment status of an employee and in each such case the Company will
furnish a copy to the Bargaining Committee and to the employee.

 

14.12                     CHANGE OF
ADDRESS - An employee will notify the Human Resource Department of any change
in address and telephone number in person, by certified or registered mail,
telegram, or mailgram, or by an authority countersigned by the affected
employee, and will receive verification of such notification on a Company form.
The extent of the Company’s liability is to rely

 

18

 

upon the last address
reported to the Company. The Bargaining Committee will be given a copy of each
change of address. When a recall is necessary the Company shall notify the
employee by certified or registered mail. 
Telephone, telegram, or mailgram may be used but in such cases a
certified or registered letter will be used to confirm

 

14.13                     UNCLAIMED
WAGES - Upon request by the financial officer of the Local Union, the Company
will furnish at least once a year the names, last known address and the amount
of unclaimed wages due to such individuals.

 

14.14                     BULLETIN
BOARDS - The Company will furnish bulletin boards for the use of the Union who
may post notices which have been approved by the Bargaining Committee. Such
notices shall be signed by the Chairman or Secretary of the Bargaining
Committee and shall have a date for posting and a date for removal.

 

14.15                     WORK RULES -
The- Bargaining Committee will receive one week’s advance notice of new rules or
changes in existing rules. Any protest over the new rule will be handled
through the grievance procedure.

 

Article 15
– EQUAL EMPLOYMENT OPPORTUNITY

 

15.1                           The
Company has pledged and the Union has agreed to cooperate in any and all
efforts to ensure equal employment opportunity. It is understood that the word
he or she as used throughout this Agreement will designate an employee.

 

Article 16 – VACATION

 

16.1                           The
qualifying vacation year shall be from July 1st to June 30th
.. Only employees on the seniority list on the last day in June are
entitled to vacation pay.

 

16.2                           For the
purposes of this article only, an employee whose seniority falls on the
first day of the month immediately following the completion of a full year of
service in the bargaining unit, shall receive credit for vacation purposes for
such full year of service.

 

16.3                           Vacation
will be computed on the basis of seniority on the last day of June as
follows:

 

1.               Six
months and under one year:  11⁄2% of gross
earnings during the qualifying vacation year.

 

2.               One
year and under three years:  5% of gross
earnings during the qualifying vacation year.

 

3.               Three
years and under five years:  6% of gross earnings during the qualifying vacation year.

 

4.               Five
years and under fifteen years:  7% of
gross earnings during the qualifying vacation year.

 

19

 

5.               Fifteen
years and over:  8% of gross earnings
during the qualifying vacation year.

 

6.               In addition to the above, eligible
employees will receive an additional 2/5% of gross earnings for each year of
service over twenty years up to a maximum of an additional 2% of gross earnings
for twenty-five years of service or more. These employees will receive vacation
pay as follows:

 

7.               Twenty-one
Years and Under Twenty-two:  8-2/5% of
gross earnings during the qualifying vacation year.

 

8.               Twenty-two
Years and Under Twenty-three:  8-4/5% of
gross earnings during the qualifying vacation year.

 

9.               Twenty-three
Years and Under Twenty-four:  9-1/5% of
gross earnings during the qualifying vacation year.

 

10.         Twenty-four
Years and Under Twenty-five:  9-3/5% of
gross earnings during the qualifying vacation year.

 

11.         Twenty-five
Years and Over:  10% of gross earnings
during the qualifying vacation year.

 

12.         This
additional vacation pay over 8% of gross earnings is for pay purposes only and
is not to be equated to additional vacation time off.

 

16.4                           Vacation
pay will be paid to an employee who retires pursuant to the Pension Agreement
made between the parties for the vacation year in which such employee retires.
Any accumulated vacation pay will be paid as soon as practical after the
effective date of retirement. Vacation pay will be paid to the estate of a
deceased employee.

 

16.5                           Employees
may elect to receive their vacation pay in one check to be received by July 15,
or in four quarterly payments to be received by July 15, October 15, January 15,
and April 15. Employees interested in the quarterly payment option must
request it by June 15 and may not change their election after that date.
Those who do not request the quarterly option by June 15 will be paid out
in full by July 15. No interest will be paid on monies held back for those
employees requesting the quarterly payment option.

 

16.6                           For the
purpose of determining available time off, the following procedures will apply:

 

1.               If an
employee has worked for the Company more than six (6) months prior to July 1st
of the vacation year, and less than five (5) years total, he will be
granted 6-2/3 hours vacation time off for each month worked for the Company
since July 1st of the previous year.

 

2.               Employees
who have more than five (5) years seniority with the Company prior to July 1st
of the vacation year, will be granted 8-2/3 hours vacation time off for each
month worked for the Company since July 1st of the previous year.

 

20

 

3.               Employees
who have more than ten (10) years seniority with the Company prior to July 1st
of the vacation year, will be granted 10 hours vacation time off for each month
worked for the Company since July 1st of the previous year.

 

4.               Employees
who have more than fifteen (15) years seniority with the Company prior to July 1st
of the vacation year, will be granted 12-2/3 hours vacation time off for each
month worked for the Company since July 1st of the previous year.

 

5.               Employees
who have more than twenty (20) years seniority with the Company prior to July 1st
of the vacation year, will be granted 15 hours vacation time off for each month
worked for the Company since July 1st of the previous year.

 

6.               A
month worked is any calendar month during which the employee works at least one
half (1/2) the work days of such month. Work is defined as time spent on the
job and shall include weeks during which employees are absent receiving weekly
disability benefits pursuant to Supplement B of the Master Agreement up to a
maximum of 52 weeks.

 

16.7                               MAXIMUM
VACATION TIME OFF PROVIDED FULL ENTITLEMENT IS EARNED:

 

	
  SENIORITY

  As of June 30th

  	
   

  	
  VACATION TIME OFF

  For Year Starting July 1st

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  6-Months

  	
   

  	
  10 days

  	
   

  
	
  5-Years

  	
   

  	
  13 days

  	
   

  
	
  10-Years

  	
   

  	
  15 days

  	
   

  
	
  15-Years

  	
   

  	
  19 days

  	
   

  
	
  20-Years

  	
   

  	
  23 days*

  	
   

  

 

*
indicates rounding up since vacations are taken only in full day increments.

 

16.8                           EXTRA
FIVE DAY UNPAID VACATION BLOCK - Employees with at least fifteen (15) years of
seniority prior to the start of the vacation year will be allowed to take five (5) extra
unpaid vacation days during the year, provided that (a) they must be used
as a full week block of five consecutive days, and (B) they cannot be
requested until all paid vacation has been used.

 

16.9                           The
Company reserves the right to schedule vacation time off, provided there
shall be no discrimination and seniority will be a factor. Employees submitting
vacation request for the next vacation year prior to May 15 will be given
preference on the basis of classification seniority. For vacation requests made
after May 15, the originally scheduled vacation takes precedence over
seniority. Vacation time off requests must be in eight (8) hour
increments.  The intent of the above is
that as many as possible schedule vacation time off before May 15 and
those that do shall have preference by seniority; those that schedule later
than May 15 shall not be allowed to use seniority as a means of bumping
those who schedule before May 15.

 

16.10                     Vacation
shutdowns will be announced prior to May 1 of any year scheduled.

 

21

 

16.11                     All vacation
time off requests must be submitted by the end of the regular shift time the
scheduled work day prior to the start of the desired vacation, except that five
days of employee vacation time off will be designated as “short notice vacation
time off days.” These short notice time off vacation days may be requested no
later than the starting time of the scheduled shift on the day of the vacation,
provided that no short notice vacation time off days may be requested on any of
the last five regularly scheduled working days of any calendar month, or the
day prior to any paid holiday, or any of the days scheduled for annual plant
inventory. Employees calling in for short notice vacation time off days prior
to the shift start must either speak directly with a supervisor, or leave a
clear message including their name, department, and exactly what day(s) are
requested on the supervisor’s voice mail.

 

Article 17 – PAID HOLIDAYS

PAID
HOLIDAYS

 

17.1                           An
employee with seniority will be paid for the following holidays:

 

1.  First Year Of Contract (14 Holidays)

	
  Monday,
  December 24, 2001

  	
  Christmas
  Eve

  
	
  Tuesday, December 25,
  2001

  	
  Christmas Day

  
	
  Wednesday, December 26,
  2001

  	
  Shutdown Day #1
  *

  
	
  Thursday, December 27,
  2001

  	
  Shutdown Day #2
  *

  
	
  Friday, December 28,
  2001

  	
  Shutdown Day #3
  *

  
	
  Monday, December 31,
  2001

  	
  New Years Eve

  
	
  Tuesday, January 1,
  2002

  	
  New Years Day

  
	
  Friday,
  March 29, 2002

  	
  Good
  Friday

  
	
  Monday, May 27,
  2002

  	
  Memorial Day
  Observed

  
	
  Thursday, July 4,
  2002

  	
  Independence Day

  
	
  Monday, September 2,
  2002

  	
  Labor Day

  
	
  Thursday, November 28,
  2002

  	
  Thanksgiving

  
	
  Friday, November 29,
  2002

  	
  Day After
  Thanksgiving

  
	
  Floating Holiday

  	
  Requested 2 days
  in advance, as arranged with supervision

  
	
   

  	
   

  
	
  2. Second Year
  of Contract (14 Holidays)

  
	
  Tuesday, December 24,
  2002

  	
  Christmas Eve

  
	
  Wednesday, December 25,
  2002

  	
  Christmas Day

  
	
  Thursday, December 26,
  2002

  	
  Shutdown Day #1
  *

  
	
  Friday, December 27,
  2002

  	
  Shutdown Day #2
  *

  
	
  Monday, December 30,
  2002

  	
  Shutdown Day #3
  *

  
	
  Tuesday, December 31,
  2002

  	
  New Years Eve

  
	
  Wednesday, January 1,
  2003

  	
  New Years Day

  
	
  Friday, April 18,
  2003

  	
  Good Friday

  
	
  Monday, May 26,
  2003

  	
  Memorial Day
  Observed

  
	
  Friday, July 4,
  2003

  	
  Independence Day

  
	
  Monday, September 1,
  2003

  	
  Labor Day

  
	
  Thursday, November 27,
  2003

  	
  Thanksgiving

  

 

22

 

	
  Friday, November 28,
  2003

  	
  Day After
  Thanksgiving

  
	
  Floating Holiday

  	
  Requested 2 days
  in advance, as arranged with supervision

  
	
   

  	
   

  
	
  3. Third Year of
  Contract (14 Holidays)

  	
   

  
	
  Wednesday, December 24,
  2003

  	
  Christmas Eve

  
	
  Thursday, December 25,
  2003

  	
  Christmas Day

  
	
  Friday, December 26,
  2003

  	
  Shutdown Day #1
  *

  
	
  Monday, December 29,
  2003

  	
  Shutdown Day #2
  *

  
	
  Tuesday, December 30,
  2003

  	
  Shutdown Day #3
  *

  
	
  Wednesday, December 31,
  2003

  	
  New Years Eve

  
	
  Thursday, January 1,
  2004

  	
  New Years Day

  
	
  Friday, April 9,
  2004

  	
  Good Friday

  
	
  Monday, May 31,
  2004

  	
  Memorial Day
  Observed

  
	
  Monday, July 5,
  2004

  	
  Independence Day
  Observed (In Lieu of Sunday)

  
	
  Monday, September 6,
  2004

  	
  Labor Day

  
	
  Thursday, November 25,
  2004

  	
  Thanksgiving Day

  
	
  Friday, November 26,
  2004

  	
  Day After
  Thanksgiving

  
	
  Floating Holiday

  	
  Requested 2 days
  in advance, as arranged with supervision

  

 

* Note: Shutdown Days 1,
2, and 3 are subject to rules of special scheduling.

 

17.2                           Employees
who qualify under the provisions set forth in this Article will be paid
eight (8) hours straight-time pay exclusive of night shift and overtime
premiums for each such holiday. In the case of an incentive worker, the
employee’s average rate exclusive of night shift and overtime premium for the
week in which the holiday falls will be used. For holidays which comprise the
Christmas Holiday Period, the incentive worker’s average rate exclusive of
night shift and overtime premium for the last full week immediately preceding
the shutdown period will be used.

 

17.3                           HOLIDAY
ELIGIBILITY REGULATIONS WHICH APPLY ONLY TO PAID HOLIDAYS OTHER THAN THE
CHRISTMAS HOLIDAY PERIOD

 

1.               An
employee must work at least twenty-three and one-half (231⁄2) hours
during a work week in which a holiday falls (fifteen and one half (151⁄2) hours
in a week in which two (2) holidays are celebrated during the regular five
(5) day work week.

 

2.               Regular
working hours during a holiday week excluding the paid holiday itself, in which
the plant is shut down will be credited toward fulfilling the twenty-three and
one-half (231⁄2) hour requisite in determining
eligibility for holiday pay, or: seniority employees on layoff or approved
leave of absence when the holiday occurs who return to work following the
holiday but during the week in which the holiday falls shall receive pay for
such holiday.

 

3.               Notwithstanding
the provisions above, seniority employees who have been laid off but who worked
in the work week in which the holiday falls, or the work week prior to the week
in which the holiday falls, shall receive pay for such holiday.

 

23

 

17.4                           HOLIDAY
ELIGIBILITY REGULATIONS WHICH APPLY ONLY TO THE CHRISTMAS HOLIDAY PERIOD

 

1.               An employee
on approved Personal Leave of Absence or an employee on an Illness Leave of
Absence, who is cleared by his doctor to return to work during the Christmas
holiday period, shall be eligible for paid holidays for which he was available
for work, providing he works his first scheduled work day following the holiday
period.

 

2.               Seniority
employees on layoff during the Christmas Holiday Period, but who worked in the
work week in which the Christmas Holiday Period begins, or in the first,
second, third or fourth work week prior to the week in which the Holiday Period
begins, will receive holiday pay for each of the holidays in the Holiday
Period, provided they work on their last scheduled work day.

 

3.               An
employee on layoff during the Christmas holiday period who is scheduled to
return to work during the week in which the holiday period ends shall be
eligible for paid holidays which fall in such week providing he works his first
scheduled work day in such week.

 

4.               The
twenty-three and one half (231⁄2) hours of work
requirement does not apply to the Christmas holiday periods.

 

5.               Employees
must work the last scheduled work day in the week immediately preceding the
shutdown period and the first scheduled work day in the week immediately
following the shutdown period. An employee will be expected to work his entire
scheduled shift on these two days. Time not at work due to emergency or due to
causes beyond the control of the employee may merit consideration at the
discretion of the Company.

 

6.               A
seniority employee absent without approval of his supervisor on either the last
scheduled working day prior to or the next scheduled working day after a
Christmas holiday period, shall be ineligible for pay for two (2) of the
holidays in the Christmas holiday period, but shall, if otherwise eligible,
receive pay for the remaining holidays in the Christmas holiday period.  The two (2) days of ineligibility are
designated to be the two (2) days closest to the day in which the employee
was absent.

 

7.               If
an employee is scheduled for and accepts an assignment to work on a Saturday or
Sunday immediately prior to a day of holiday such assignment shall be
considered to be his last scheduled work day.

 

8.               The
parties to this Agreement recommend the exchange of paid holidays, on a
voluntary local basis, in those cases where some work has to be performed
during the Christmas holiday period.

 

9.               The
requirement that an employee work the first scheduled work day in the week
immediately following the holiday period shall not apply to an employee who
retires with a January 1 effective date.

 

24

 

17.5                           CHRISTMAS
HOLIDAY PERIOD

 

1.               In
order for employees to have maximum time off during the Christmas holiday
period, employees will be called in to work only in emergencies on the
following days which are not paid holidays under this Agreement:

 

Saturday,
December 29, 2001

Sunday,
December 30, 2001

Saturday,
December 28, 2002

Sunday,
December 29, 2002

Saturday,
December 27, 2003

Sunday,
December 28, 2003

 

2.               An
employee shall not be disqualified for holiday pay if he does not accept work
on such days. This statement does not apply to employees on necessary
continuous seven day operations.

 

3.               It
is the purpose of the Holiday Pay provisions of this Agreement to enable
eligible employees to enjoy the specified holidays with full straight-time pay.
If, with respect to a week included in the Christmas holiday period an employee
supplements his Holiday Pay by claiming and receiving an unemployment
compensation benefit, or claims and receives waiting period credit, to which he
would not have been entitled if his Holiday Pay had been treated as
remuneration for the week, the employee shall be obligated to pay to the
Corporation the lesser of the following amounts: (A) an amount equal to
his Holiday Pay for the week in question, or (B) an amount equal to either
the unemployment compensation paid to him for such week or the unemployment
compensation which would have been paid to him for such week if it had not been
a waiting period.  The Corporation will
deduct from earnings subsequently due and payable the amount which the employee
is obligated to pay as provided above.

 

17.6                           HOLIDAY
ELIGIBILITY REGULATIONS WHICH APPLY TO BOTH THE CHRISTMAS HOLIDAY PERIOD AND TO
OTHER PAID HOLIDAYS

 

1.                     An
employee must have seniority as of the date of the holiday.

 

2.                     Only
emergency crews will be worked on a holiday unless otherwise agreed prior to a
holiday. An employee working on a holiday will be paid holiday pay under this section and
in addition will be paid double time for hours worked on the Holiday. Notwithstanding
the provisions above, an employee scheduled to work and accepting a work
assignment on any of the listed holidays but failing to report for and to
perform work will not receive pay for the holiday.

 

3.                     When
an employee is eligible for holiday pay and also for a Weekly Disability
Benefit for the same day, the Disability Benefit less any applicable Workers’
Compensation Benefit will be paid and the excess of holiday pay over the
Disability Benefit or

 

25

 

Workers’
Compensation Benefit, whichever is greater, will be paid as soon as practicable
in the form of make-up holiday pay.

 

4.                     In the event a holiday falls within an employee’s approved
vacation period, he shall be paid for that holiday in addition to his vacation
pay.

 

5.                     Approved
time off for jury duty service, short-term military service and funeral leave
will be considered as hours worked for holiday pay eligibility purposes.

 

6.                     Notwithstanding
the provisions above, seniority employees who have gone on an approved leave of
absence during the work week prior to, or during the work week in which the
holiday falls, shall receive pay for such holiday.

 

17.7                           SPECIAL
CHRISTMAS HOLIDAY PROCEDURES – The following will apply to up to three holidays
that fall between Christmas and New Years Eve, provided the Company posts a
tentative work crew roster by December 10th:

 

1.                         Employees
will be voluntarily solicited by classification to perform necessary work
during the holiday period.

 

2.                         Employees
working during this period shall be given the option to receive either double
time pay or straight time pay with an equal amount of floating holidays to be
taken with two (2) days notice at any time up to December 24th of the
following year. If these floating holidays are not utilized they will be paid
in lieu of time off in the first full pay period of the following calendar
year.

 

3.                         Employees
working during this period will be required to work in other classifications if
the need arises.

 

4.                         Restrictions
of overtime sharing within classifications will be waived for this holiday
period.

 

5.                         If
an emergency situation arises that requires additional manpower, the Company
will attempt to contact the employee within the needed classifications on the
basis of seniority. If no additional help can be obtained through this
procedure, the Company reserves the right to use salaried employees to do the
required work.

 

6.                         A
tentative work crew roster will be completed by December 10 of each year
preceding the holiday period and the Union will be informed.

 

Article 18 – BEREAVEMENT PAY

 

18.1                           When
death occurs in his immediate family (current spouse, parent, stepparent,
parent or stepparent of current spouse, child, 
stepchild, brother, stepbrother, sister, 
stepsister, grandparents, grandparents of current spouse, grandchild,
step grandchild) an active employee with seniority, on request, will be excused
for up to three (3) regularly scheduled days of work during the three (3) days
(excluding Saturdays, Sundays and paid holidays) immediately following the
death. After making written application within 30 days following the death, the
employee shall

 

26

 

receive 24 hours pay.
Days of layoff, leave of absence, and short-term military duty are days for
which the employee is not entitled to Bereavement Pay.

 

18.2                           When a death
occurs prior to or during a vacation which is scheduled, up to one week of
vacation shall be cancelled and rescheduled, should the employee so desire.

 

18.3                           Payment
shall be made at the employee’s regular straight-time hourly rate at the time
of the death . Time thus paid will not be counted as hours worked for purposes
of overtime.

 

18.4                           Bereavement
Pay will be paid in instances involving stillborn birth after seven months.

 

18.5                           When
the date of the funeral or memorial service is outside the initial three-day
period following the death, the employee may have his excused absence from work
delayed until the period of three normally scheduled working days, which
includes the date of the funeral.

 

18.6                           In the
event an employee is granted a leave of absence because of the illness of a
member of his immediate family and such family member dies within the first
seven (7) calendar days of the leave, the requirement that the employee
otherwise would have been scheduled to work will be waived.

 

Article 19 - PAY FOR JURY DUTY

 

19.1                           Any employee
with seniority who is called to and reports to qualify or serve on Jury Duty
(including coroner’s juries) or who is subpoenaed to appear as a witness, shall
be paid the difference between his regular wages for the number of hours, up to
eight (8) that he otherwise would have been scheduled to work -and the
money he receives for each day partially or wholly spent in performing the
duties of a juror or a witness, if the employee otherwise would have been
scheduled to work for the Company. In order to receive payment under this
section, an employee must give the Human Resources Department prior notice that
he has been summoned or subpoenaed and must furnish satisfactory evidence of
the summons or subpoena and the fact that he reported and as a result lost time
on the days for which he claims such payment.

 

19.2                           An
employee who is subpoenaed to serve as a witness in a Federal or State court of
law in the state in which he is working or residing will not be eligible for
pay under this article If he:

 

a) is
called as a witness against the Company or its interests; or

b) is
called as a witness on his own behalf in an action in which he is a party; or

c)
voluntarily seeks to testify as a witness; or

d) is
a witness in a case arising from or related to his outside employment or
outside business activities.

 

19.3                           An
employee assigned to the third shift will not be required to work on the shift
immediately preceding the time such employee is to report or if the hours
scheduled or the distance to be traveled substantially results in such employee
losing the scheduled workday prior to or following the day of duty, such
employee will be paid his regular wages for such day.  An employee assigned

 

27

 

to the first shift, and
an employee assigned to the second shift will not be required to work on the
day such employee is to report.

 

Article 20 - SHORT-TERM MILITARY DUTY PAY AND
RE-EMPLOYMENT RIGHTS

 

20.1                           An
employee with one or more years of seniority who is called to and performs
short-term active duty of thirty (30) days or less, including annual active
duty for training, as a member of the United States Armed Forces Reserve or
National Guard shall be paid by the Company for each day partially or wholly
spent in performing such duty, if the employee otherwise would have been
scheduled to work for the Company and does not work, an amount equal to the
difference, if any, between the employee’s regular straight-time hourly rate on
the last day worked and his daily military earnings (including all allowances
except for rations, subsistence and travel). The Company’s obligation to pay an
employee for performance of military duty under this Section is limited to
a maximum of ten (10) scheduled working days in any calendar year, except
that short term active duty for call-outs by state or federal authorities in
case of public emergency shall be limited to a maximum of thirty (30) scheduled
working days in any calendar year.

 

20.2                           In
order to receive payment under this Section an employee must give the
Company prior notice where possible of such military duty and upon his return
to work must furnish the Company with a statement of his military pay while on
such duty.

 

20.3                           RE-EMPLOYMENT
RIGHTS AND BENEFITS FOR EMPLOYEES IN MILITARY SERVICE Any employee who enters
into the Armed Forces of the United States under existing Federal Regulations
shall be granted a leave of absence and will be accorded reinstatement rights
as provided by the applicable laws then in force.  While in military service, the Company agrees
to continue, at the option of the employee, the same
Hospital-Surgical-Medical-Drug coverage for dependents of the employee as the
Company furnishes to other employees in the Bargaining Unit from which he left.
For this coverage the employee will pay the Company the actual Company rate.
The maximum time limit for continuance of this insurance is three (3) years.

 

Article 21
– PERSONAL LEAVE OF ABSENCE

 

21.1                           An
employee shall be granted a personal leave of absence provided such leave is
for good and sufficient cause as determined by the Company and is approved by
the Company , and such employee will accumulate seniority during such leave.
Such leave will be for a period not to exceed six (6) months with the
privilege of requesting an extension.

 

Article 22
– MEDICAL LEAVE OF ABSENCE

 

22.1                           An
employee with seniority who is unable to work because of injury or illness
shall be granted a sick leave of absence with accumulated seniority for the
duration of the disability but not to exceed six (6) months without
renewal.

 

28

 

22.2                           A medical
leave of absence for injury or illness must be substantiated, with satisfactory
evidence of the employee’s condition, as soon as possible but no later than
time required in Section 7.30. The Company will, however, consider
extenuating circumstances which prevent the timely submission of such evidence,
on an individual basis.

 

22.3                           Medical
leaves of absence may be granted in accordance with the disability plan.

 

Article 23
- ON THE JOB INJURY

 

23.1                           An -
employee who is injured on the job for whom first aid is inadequate but a
doctor’s care is required will, on the initial day of medical treatment, be
provided transportation to and from the doctor’s office or hospital.

 

23.2                           If the
employee, in the opinion of the doctor, is able to return to work for the
balance of his shift he shall do so; if the doctor or the Company excuses him
for the balance of the shift he may go home.

 

23.3                           An
employee who must leave the plant for medical attention as described above,
shall be compensated at his regular rate of pay, up to a maximum of the balance
of the shift.

 

23.4                           Employees
who are able to return to work but need subsequent medical attention shall be
paid for time actually lost as provided above if such care occurs during their
regularly scheduled working hours. The question of the necessity for such
re-visits shall be determined by the attending physician.  The employee will make every effort to schedule such
visits outside of normal working hours.

 

23.5                           A Union
Representative will be notified and may be present when a Workers’ Compensation
claim is discussed with an employee during regular working hours on the Company
premises.

 

23.6                           If such
lost time occurs on a Saturday, Sunday or a holiday for which he is scheduled
to work, the employee shall be paid on the basis of premium pay applicable for
that day.

 

Article 24 - SAFETY AND HEALTH

 

24.1                           The
Company will conduct its plant and office in such a manner that they will meet
the requirements of workplace inspection laws and other laws for protection of
the health and safety of employees.

 

24.2                           A
Safety Committee shall be set up. This committee shall consist of one member of
the Bargaining Committee and one representative of the Company.

 

24.3                           The
Safety Committee shall be paid at their regular hourly rate for such time as
may be necessary to investigate and meet on safety issues. Company and Union
Safety Committee representatives may accompany Government Health and Safety
inspectors - on plant inspection tours.

 

29

 

24.4                           Upon
request of the Safety Committee, the Company will make available copies of
reports concerning Health and Safety matters. The Company will provide copies
of the OSHA “Log of Occupational Injuries and Illnesses,” as it is now
constituted, to the designated Union Safety Representative.

 

24.5                           An
employee who believes he is working on an unsafe machine or operation shall
report such condition to his supervisor immediately. When required by OSHA, the
Company will provide physical examinations and other appropriate tests for
employees who are exposed to potentially toxic agents or materials, at no cost
to the employees.

 

24.6                           Any
disagreement or dispute relating to safety and/or health which cannot be
resolved by the Safety Committee may be treated as a grievance and processed
through the regular grievance procedure. When written notice is given that a
grievance based upon an alleged violation of this article, has not been
satisfactorily settled in the First Level, it shall be placed immediately in
the last level of the local agreement’s Grievance Procedure, involving the
local management, local committee and the International Union Representative.

 

24.7                           The
Company shall provide the necessary or required personal protective equipment,
devices and clothing at no cost to employees in accordance with present local practice.

 

24.8                           A Hazardous
Communication Program (HCP) has been developed that adopts the OSHA Standards
regarding hazardous materials in the workplace, and the employees’ right to
know the contents and safe handling procedures of such materials. (OSHA Standard
1910.1200 Hazard Communication.) The Safety Committee will review the HCP
Program and make recommendations for necessary updates and improvement on an
annual basis.

 

24.9                           The Company
will provide protective gloves at various safety stations for use when
assisting injured employees, in accordance with OSHA standard.

 

Article 25
– INSURANCE

 

25.1                           The
Company will offer three health care plans, starting January 1, 2002:

 

1.               Revised
OmniCare Health Plan – no weekly
premium contribution by employees.

 

2.               Revised Health Alliance Plan (HAP) –
with the following weekly employee contributions:

 

	
   

  	
   

  	
  YR1

  	
   

  	
  YR2

  	
   

  	
  YR3

  	
   

  
	
  Single

  	
   

  	
  $

  	
  3.00

  	
   

  	
  $

  	
  5.00

  	
   

  	
  $

  	
  6.00

  	
   

  
	
  Couple

  	
   

  	
  $

  	
  6.00

  	
   

  	
  $

  	
  8.00

  	
   

  	
  $

  	
  9.00

  	
   

  
	
  Family

  	
   

  	
  $

  	
  8.00

  	
   

  	
  $

  	
  11.00

  	
   

  	
  $

  	
  13.00

  	
   

  

 

7.          Revised
Trigon Health Plan – with the
following weekly employee contributions:

 

	
   

  	
   

  	
  YR1

  	
   

  	
  YR2

  	
   

  	
  YR3

  	
   

  
	
  Single

  	
   

  	
  $

  	
  8.00

  	
   

  	
  $

  	
  9.00

  	
   

  	
  $

  	
  11.00

  	
   

  
	
  Couple

  	
   

  	
  $

  	
  12.00

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  17.00

  	
   

  
	
  Family

  	
   

  	
  $

  	
  17.00

  	
   

  	
  $

  	
  20.00

  	
   

  	
  $

  	
  24.00

  	
   

  

 

30

 

25.2                           The schedule of
benefits for each plan will be fixed for the life of the agreement, and will be
made available to employees at annual open enrollment.  The above plans are subject to availability
from the carrier.

 

25.3                           OPT OUT
BONUS - Employees may elect to decline health care coverage, with proof of
alternate coverage, and will receive fifty dollars ($50.00) per month from the
Company.

 

25.4                           The
Company will provide a standard group Dental plan effective January 1,
2002 with the following weekly employee contributions:

 

	
   

  	
   

  	
  YR1

  	
   

  	
  YR2

  	
   

  	
  YR3

  	
   

  
	
  Single

  	
   

  	
  $

  	
  1.00

  	
   

  	
  $

  	
  1.50

  	
   

  	
  $

  	
  2.00

  	
   

  
	
  Couple

  	
   

  	
  $

  	
  2.00

  	
   

  	
  $

  	
  2.50

  	
   

  	
  $

  	
  3.00

  	
   

  
	
  Family

  	
   

  	
  $

  	
  3.00

  	
   

  	
  $

  	
  3.50

  	
   

  	
  $

  	
  4.00

  	
   

  

 

Benefits include annual
maximum of $1,000 per patient; Deductible $25 single or $75 family per year;
Orthodontic lifetime maximum $1,200; preventive and diagnostic services not
subject to deductible at 100% of reasonable and customary fee; Basic
Restorative Services 80/20 co-pay; Crowns 50/50 co-pay; Prosthodontics 50/50
co-pay; Child Orthodontia 50/50 co-pay.

 

25.5                           RETIREE
INSURANCE

 

1.               VEBA
– The current VEBA plan and contribution level will be maintained for the life
of the Agreement.

 

2.               HEALTH
AND LIFE INSURANCE – Eligible employees with pension credited service dates on
or before January 1, 1991 will be eligible for retiree health and life
insurance; others none.  Surviving spouse
pensions will include health insurance on the survivor and/or eligible children
provided they were insured under the retiree group insurance plan at the time
of the retiree’s death. Surviving spouse insurance terminates should the
eligible survivor re-marry.

 

3.               DENTAL
INSURANCE – Eligible employees with pension credited service dates on or before
January 1, 1991 will be eligible for retiree dental coverage for the
employee only (no dependent coverage) for a period of two years following the
date of retirement.

 

4.               CONTRIBUTION
– No weekly premium contribution for eligible retirees.

 

5.               CARRIER
–  retirees may participate in any plan
offered to active employees, subject to availability from the carrier.

 

31

 

25.6                           DISABILITY

 

1.               SICKNESS
AND ACCIDENT (S&A) PLAN - The Company will provide a disability plan that
provides a benefit of 66-2/3% of an employee’s base pay to a maximum of $450
weekly, for a maximum benefit of twenty-six (26) weeks.

 

2.               LONG
TERM DISABILITY PLAN – The Company will also provide a long term disability
plan that provides a weekly benefit of fifty percent (50%) of an employee’s
weekly base pay to a maximum of $450 weekly, for a maximum benefit period of
twenty-four (24) months.

 

25.7                           CONTINUATION
OF INSURANCE BENEFITS WHILE LAID OFF OR ON DISABILITY

 

1.               WHILE
ON LAYOFF – Life, AD&D, health, and dental insurance will continue while on
layoff for the length of the layoff, or for six (6) months maximum.

 

2.               WHILE
DISABLED – Life, AD&D, health and dental insurance will continue for the
length of the disability or for thirty (30) months maximum.

 

25.8                           LIFE
INSURANCE – The company will provide to eligible employees, forty thousand
dollars ($40,000) of group term life insurance and forty thousand dollars
($40,000) of group accidental death and dismemberment insurance on the employee
only.

 

25.9                           OPTIONAL
DEPENDENT LIFE INSURANCE –  Eligible
employees may purchase optional dependent life insurance for their spouse and
eligible children who are at least fourteen days old, at rates determined by
the carrier, in one of the following two options: (1) Ten thousand dollars
($10,000) group term life on spouse, and four thousand dollars ($4,000) group
term life on each eligible dependent child, or (2) Five thousand dollars
($5,000) group term life on spouse, and two thousand dollars ($2,000) on each
eligible dependent child.  Premiums will
be paid through payroll deduction for active employees, and employees on layoff
or sick leave may continue optional dependent life insurance coverage by paying
the required premiums, for as long as their benefit eligibility status
continues according to the carrier.

 

25.10                     EMPLOYEE
ELIGIBILITY - New hires will become eligible for health, dental, disability,
life, optional dependent life, and ad&d, provided they are a full time
active employee, and provided they qualify according to plan rules, and
provided they make any required employee contribution or premium payments, on
the first calendar day of the month following completion of sixty (60) calendar
days of employment.  Should the employee
be disabled or otherwise ineligible on this date all group insurance effective
dates will be postponed until the employee is in active status and has returned
to work.  All full time hourly bargaining
unit Employees are eligible for group insurance.  Temporary and part time employees who do not
acquire seniority are not eligible.

 

25.11                     DEPENDENT
ELIGIBILITY –  Dependents are eligible
for health, dental, and optional dependent life insurance, provided they
qualify according to plan rules, and the employee makes any required dependent
contribution or premium payments.  The
employee’s spouse and unmarried dependent children (including adopted children
and step-children in the household) until the end of the calendar year in which
such children attain twenty-five (25) years of age, provided that any child
over nineteen (19) years of age must legally reside with or be a member of the
household of the employee (or may reside elsewhere provided a court order
requires the employee

 

32

 

to
provide medical care for the child) and must be dependent upon the Employee
within the meaning of the Internal Revenue Code of the United States, and must
be a full time student. Dependents hospitalized on the dependent health
insurance effective date will not be covered in the Group until they are
released from the hospital and no longer under a physician’s care, and able to
carry on the regular and customary activities of a healthy person of the same
age and sex.

 

25.12                     STATUS
CHANGES – Employees are required to notify human resources of any eligibility
status changes (i.e. divorce, marriage, birth of child, etc) immediately.  Failure to do so within thirty (30) calendar
days may jeopardize eligibility for group insurance benefits, and could
invalidate claims paid in error.

 

25.13                     BENEFICIARY –
Employees are required to keep an up-to-date beneficiary election on file in
human resources, and to notify immediately of any change.

 

25.14                     SUMMARY PLAN
DESCRIPTIONS – Summary plan descriptions will be provided from time to time by
the Company or by the carrier, as required by law.

 

25.15                     FLEXIBLE
SPENDING ACCOUNTS – The Company will make available to employees, provided it
is allowable under law, a flexible spending account for (1) qualified
health expenses and (2) qualified dependent care expenses.  Both of these accounts are optional, and
require employee pre-tax contributions which are forfeited following the
calendar year if expenses submitted for reimbursement are less than the amount
contributed.  Details of the plans will
be provided annually to employees for their consideration at open enrollment
time.

 

Article 26 – 401(k) PLAN

 

26.1                           The
Formsprag 401(k) plan will be continued for the life of the Agreement and a
Summary Plan Description will be distributed to employees.

 

Article 27 – PENSION

 

27.1                           The
Pension Plan will be continued for the life of the Agreement and Summary Plan Descriptions
will be distributed to employees.

 

27.2                           BASIC
BENEFIT - $32.50

 

27.3                           EARLY
RETIREMENT SUPPLEMENT – maintained for all employees whose pension credited
service date is January 1, 1991 or earlier as of the date of the
Contract.  Eliminated for all other
employees.

 

27.4                           INTERIM
SUPPLEMENT - maintained for all employees whose pension credited service date
is January 1, 1991 or earlier as of the date of the Contract.  Eliminated for all other employees.

 

33

 

27.5                           MEDICARE
BENEFIT – maintained for all eligible employees on the seniority list as of the
date of the Contract.

 

27.6                           SURVIVOR
PENSION BENEFIT OPTION – maintained for all eligible employees on the seniority
list as of the date of the Contract.

 

27.7                           SPECIAL
EARLY PENSION BENEFIT OPTION – maintained for all eligible employees on the
seniority list as of the date of the Contract.

 

27.8                           TEMPORARY
BENEFIT SUPPLEMENT (Part of Special Early) – maintained for all eligible
employees on the seniority list as of the date of the Contract.  This supplement will be eliminated effective December 6,
2004, contemporaneous with the expiration of the Contract.

 

27.9                           NEW
HIRES:  All employees hired on or after December 3,
2001 will participate in the Company’s 401(k) plan in lieu of participating in
the pension plan.  These employees will
receive unilateral contributions to their 401(k) accounts as follows:

 

1.               FIRST
YEAR OF EMPLOYMENT – One percent (1%) of employee’s gross earnings.

 

2.               SECOND
YEAR OF EMPLOYMENT – One and one-half percent (1.5%) of employee’s gross
earnings.

 

3.               THIRD
YEAR OF EMPLOYMENT – Two percent (2.0%) of employee’s gross earnings.

 

4.               VESTING
– The above Company contributions will vest at the end of the employee’s third
year of continuous employment.

 

Article 28
– WAGES

 

28.1                           WAGES

 

1.               FIRST
YEAR OF CONTRACT - There will be a lump sum wage payment equal to two percent
(2%) of gross earnings for the prior fifty-two (52) week period, to be paid by
separate check on or before December 21, 2001.

 

2.               SECOND
YEAR OF CONTRACT - There will be a lump sum wage payment equal to two percent
(2%) of gross earnings for the prior fifty-two (52) week period, to be paid by
separate check within three weeks of December 1, 2002.

 

3.               THIRD
YEAR OF CONTRACT – There will be a two percent (2%) base rate wage increase
effective for work performed on or after December 2, 2003.

 

28.2                           COLA

 

1.               The
COLA float will be rolled into the base wage rate effective December 3,
2001.

 

2.               COLA
is frozen in Year 1 of the contract.

 

34

 

3.               COLA
is capped at fifteen cents maximum in Year 2 of the Contract.

 

4.               COLA
is capped at fifteen cents maximum in Year 3 of the Contract.

 

5.               COLA
earnings for Year 2 and Year 3 will be paid out in a lump sum by November 30,
2003 and by November 30, 2004 respectively.

 

28.3                           RATE SCHEDULE AND
CLASSIFICATIONS – The rates and classifications at Formsprag are shown on Schedule 2000.

 

Article 28 – TRANSFER OF AGREEMENT

 

28.1                           This
Agreement shall be binding upon the Company and/or the Union successors,
assigns or transferees.

 

Article 29 - SEPARABILITY CLAUSE

 

29.1                           In the event that any of the provisions of this Agreement
shall be or become invalid or unenforceable by reasons of any Federal or State
Law or Executive Order now existing or hereafter enacted, such invalidity or
unenforceability shall not affect the remainder of the provisions of this
Agreement.  In addition, the parties may
agree upon a replacement from the affected provision(s).  Such replacement provision(s) shall become
effective immediately upon agreement of the parties, without the need for
further ratification by the Union membership, and shall remain in effect for
the duration of this Agreement.

 

Article 30
- TERMINATION

 

30.1                           The
foregoing constitutes an agreement between the Company and the Union. It is to
become effective December 3, 2001, the date of the Monday following
ratification and to continue in effect until 12:01 a.m., December 6,
2004. If either party desires to modify, amend, or terminate the Agreement, it
shall give at least sixty (60) days written notice to the other party before
12:01 a.m., December 6, 2004.

 

30.2                           If
neither party serves notice of modification, amendment, or termination, the
Agreement shall continue beyond 12:01 a.m., December 6, 2004, subject
to sixty (60) days written notice of modification, amendment, or termination.

 

30.3                           This
Agreement replaces all Company agreements, supplements, and amendments.

 

35

 

30.4                           In witness whereof, the parties have on the - caused this
Agreement to be signed by their duly authorized representatives.

 

 

	
  FOR THE UNION:

  	
   

  	
  FOR THE COMPANY:

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  Lance Lindell

  	
   

  	
  Rick Bentzinger

  	
   

  
	
  President, Local
  155

  	
   

  	
  Vice President,
  Human Resources

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  Dennis Krol

  	
   

  	
  Ed Novotny

  	
   

  
	
  Plant Chairman

  	
   

  	
  Vice President,
  Operations

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  Ralph Thomas

  	
   

  	
  Gary Simpler

  	
   

  
	
  Committeeman

  	
   

  	
  Shawe &
  Rosenthal, LLP

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  Clay Farley

  	
   

  	
  Joe Crist

  	
   

  
	
  Committeeman

  	
   

  	
  Plant Manager

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  Kirby Smith

  	
   

  
	
   

  	
   

  	
  Manager, Human
  Resources

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  A. Michael
  McRandall

  	
   

  
	
   

  	
   

  	
  Production
  Manager

  	
   

  

 

36

 

LETTER NO. 1

 

November 30,
2001

 

To:  Lance Lindell and Formsprag Bargaining
Committee

 

Re: Equal Opportunity
Program 

 

Dear Mr. Lindell:

 

All
employees are encouraged to contribute and grow to the limit of their desire
and ability by the use of the Company training and education programs, and
tuition assistance programs which are to be administered without regard to race,
religion, color, sex, age, national origin, disabled veterans, veterans of the
Vietnam era, or certified physical or mental disability.

 

Recruitment
of new employees is to be conducted in a manner to assure full equal employment
opportunities, and all decisions on employment are to be based on this
principle of equal employment opportunity .

 

As new
developments take place regarding equal employment matters, the information
will be communicated to all local management and union bargaining committees
and our employees as rapidly as possible.

 

We agree to review and discuss ways and means of
encouraging employees and grievance representatives to use the grievance and
arbitration procedure as the exclusive contractual method to resolve claims of
denial of equal application rights.

 

 

	
   

  	
  Sincerely,

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  Kirby H. Smith

  
	
   

  	
  Manager
  of Human Resources

  

 

37

 

LETTER NO. 2

 

November 30,
2001

 

To:  Mr. Lance Lindell and

Warren,
Michigan Plant Bargaining Committee

 

Re: Working Hours 

 

Dear Mr. Lindell:

 

The
Company was asked to provide the Union, in writing, with its negotiations
positions regarding starting and quitting times, break times, wash-up times,
and lunch period.

 

The
Company intends to continue the schedule shown for the life of the
Agreement.

 

Should
business conditions or Government regulations change, however, which make
rearrangement of the times necessary in the Company’s opinion, the Union will
be advised of the change in advance of the effective date.

 

The amount of time permitted is as follows:

 

	
  Breaks

  	
   

  	
  10 minutes - A.M.

  
	
   

  	
   

  	
  10 minutes - P.M.

  
	
  Total

  	
   

  	
  20
  minutes

  

 

	
  Wash-up

  	
   

  	
   

  
	
  (before lunch)

  	
   

  	
  5 minutes - A.M.

  
	
  (before shift end)

  	
   

  	
  5 minutes - P.M.

  
	
  Total

  	
   

  	
  10
  minutes

  

 

The present work schedule is
as follows: 

 

	
   

  	
   

  	
  Day

  	
   

  	
  Afternoon Shift

  	
   

  
	
  Starting Time

  	
   

  	
  6:30 a.m.

  	
   

  	
  3:00p.m.

  	
   

  
	
  Morning Break

  	
   

  	
  9:20-9:30 a.m.

  	
   

  	
  5:20-5:30 p.m.

  	
   

  
	
  Unpaid Lunch

  	
   

  	
  11:00-11:30 a.m.

  	
   

  	
  7:30-8:00 p.m.

  	
   

  
	
  Afternoon Break

  	
   

  	
  1:20-1:30 p.m.

  	
   

  	
  10:00-10:10 p.m.

  	
   

  
	
  Quitting Time

  	
   

  	
  3:00 p.m.

  	
   

  	
  11:30 p.m.

  	
   

  

 

	
   

  	
   

  	
  Sincerely,

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  Kirby H. Smith

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  Manager of Human Resources

  	
   

  	
   

  	
   

  

 

38

 

LETTER NO. 3

 

November 30,
2001

 

To:  Mr. Lance Lindell and

Formsprag
Plant Bargaining Committee

 

Subject:  Combination or Elimination of Classifications

 

It appears that efforts toward combining
classifications and tasks provide benefits to both the employees and the
Company. Therefore, we consider it mutually advantageous to continue these
efforts and discussions during the course of the new contract period.

 

Specifically
when classifications become vacant, we have agreed to meet with you and discuss
their combination or elimination.

 

This
agreement to discuss does not change any rights that the Company now has under
the current Labor Agreement to combine or eliminate classifications.

 

This
will confirm our mutual understanding that if classifications are combined in
the future, the relative seniority positions in the new classification will
reflect the actual classification seniority held by the effected employees
prior to the combination.

 

We
further agree to review with you any combinations of classifications which
occurred in the preceding Labor Agreement and make appropriate adjustments to
assure that classification seniority is determined in the manner described
above.

 

	
   

  	
  Kirby H. Smith

  
	
   

  	
  Manager
  of Human Resources

  

 

39

 

LETTER NO. 4

 

November 30,
2001

 

To:  Lance Lindell and Formsprag Bargaining
Committee

 

Re:  Holiday Pay and Disciplinary Suspension

 

This will confirm that
for the life of this Agreement, the Company will continue its policy of not
affecting an employee’s holiday pay entitlement as a result of a disciplinary
suspension.

 

 

	
   

  	
  Sincerely,

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  Kirby H. Smith

  
	
   

  	
  Manager
  of Human Resources

  

 

40

 

Letter No. 5

 

November 30,
2001

 

To:  Lance Lindell and

Formsprag
Bargaining Committee

 

Subject:  Notice of
Plant Closing and Severance Pay

 

Dear Mr. Lindell:

 

Should
it become necessary to discontinue the Formsprag Clutch operation, the Company
will give the Union a minimum of six (6) months advance notice.

 

In
addition, the Company will provide severance pay to eligible employees affected
by such a closing as follows:

 

1.               Employees
who are on the active payroll at the time notice of plant closure is given to
the Union, or at any time between such notice and the date of plant closure,
will receive severance benefits equal to three months (13 weeks) pay at the
employee’s base rate.

 

2.               Employees
hired by the Company on or after December 3, 2001 are not eligible for
severance benefits.

 

3.               In
order to receive severance benefits, eligible employees must remain employed by
the Company until such time as they are released by the Company due to the
cessation of operations.

 

 

	
   

  	
  Sincerely,

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  Kirby H. Smith

  
	
   

  	
  Manager
  of Human Resources

  

 

41

 

CONTRACT EXTENSION AGREEMENT

 

Formsprag, LLC
(hereinafter “the Company”) and United Automobile, Aerospace and Agricultural
Implement Workers of America, UAW Local No. 155 (hereinafter “the Union”)
hereby agree that due to the pending sale of Colfax Power Transmission Group
division (the present owner of Formsprag LLC) which is expected to be completed
by year-end, the current collective bargaining agreement will be extended in
full force and effect through 12:01 a.m. on June 6, 2005.  Holidays for the Christmas Holiday Period
through Memorial Day shall be as designated on Attachment A to this Agreement.

 

In consideration of the
Union’s agreement to extend the collective bargaining agreement, the Company
agrees to make any wage increase negotiated in June 2005 retroactive to December 6,
2004. COLA will continue as presently stated in the collective bargaining
agreement unless terminated or modified through collective bargaining
negotiations.  In addition, the Company
will maintain the present weekly employee health care coverage contributions at
their current rates through June 5, 2005.

 

Agreed to this
            day of November 2004

 

	
  Formsprag LLC

  	
   

  	
  United
  Automobile, Aerospace and

  Agricultural Implement Workers of

  America, UAW Local No. 155

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  By

  	
   

  	
   

  	
  By

  	
   

  

 

 

ATTACHMENT A

 

Formsprag Shop Holidays –
December 1, 2004 - June 30, 2005

 

 

	
  Friday, December 24,
  2004

  	
  Christmas Eve

  
	
  Monday, December 27,
  2004

  	
  Christmas Day

  
	
  Tuesday, December 28,
  2004

  	
  Shutdown Day #1
  (Subject to Special Scheduling)

  
	
  Wednesday, December 29,
  2004

  	
  Shutdown Day #2
  (Subject to Special Scheduling)

  
	
  Thursday, December 30,
  2004

  	
  Shutdown Day #3
  (Subject to Special Scheduling)

  
	
  Friday, December 31,
  2004

  	
  New Years Eve

  
	
  Saturday January 1,
  2005

  	
  New Years Day - To be used as Floating Holiday, requested 2 days in advance

  
	
  Friday, March 25,
  2005

  	
  Good Friday

  
	
  Monday, May 30,
  2005

  	
  Memorial Day

  
	
  Floating Holiday

  	
  Requested 2 days
  in advance, as arranged with Supervision

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00085-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00085-of-00352.parquet"}]]