Document:

AGREEMENT, EFFECTIVE 8-30, 1999-2002

Exhibit 10.11

AGREEMENT

 

Between

CHART STORAGE SYSTEMS

Plaistow, New Hampshire

member of Chart Industries Cryogenic Storage Systems Division 

 

and the

 

International Brotherhood of

Boilermakers, Iron Ship Builders,

Blacksmiths, Forgers & Helpers

Local Lodge No. 752 of the AFL-CIO

Plaistow, New Hampshire

 

Effective date:

August 30, 1999 through August 30, 2002

	ARTICLE.INDEX                          	 PAGE

	 
	 	 	 	 

	 
	 I.

	 	
Union Recognition
	  1

	 
	 II.

	 	
Function of Management
	  1

	 
	 III.

	 	
Relationship 
	 2

	 
	 IV.

	 	
Definitions
	  2

	 
	V. 	 	
Non-Discrimination
	 2

	 
	VI.		
New - Temporary Employees

 	 3

	 
	VII.	 	
Union Security
	 4

	 
	VIII.	 	
Payroll Deduction of Union Dues
	 4

	 
	IX.	 	
Work Schedules
	 5

	 
	X.	 	
Job Openings
	 6

	 
	XI.	 	
Shift Operations
	 7

	 
	XII.	 	
Wages
	 8

	 
	XIII.	 	
Overtime
	 10

	 
	XIV.	 	
Holidays
	 11

	 
	XV.	 	
Vacation
	 13

	 
	XVI.	 	
Hospitalization, Medical and Dental 
	 15

	 
	XVII.	 	
Pension
	 17

	 
	XVIII.	 	
Safety and Sanitation - First Aid
	 18

	 
	XIX.	 	
Seniority, Lay-Off
	 20

	 
	XX.	 	
Attendance
	 21

	 
	XXI. 	 	
Disciplinary Action
	 23

	 
	XXII.	 	
Grievance Procedure
	 24

	 
	XXIII. 	 	
Arbitration
	 25

	 
	XXIV. 	 	
Union Representatives
	 25

	 
	XXV.	 	
Sub-Contracting 
	 27

	 
	XXVI.	 	
Maintenance of Work Operations
	 27

	 
	XXVII.	 	
Information to Union
	  28

	 
	XXVIII.	 	
401 (k) Savings and Investment Program
	  29

	 
	XXIX.	 	
Profit Sharing
	 29

	 
	XXX.	 	
Severance Pay
	 31

	 
	XXXI.	 	
Contract Limitations
	  32

	 
	Appendix A.	 	        
Training Program
	 34

	 
	Schedule A.	 	      
Notes
	  36

	 
	Schedule B.	 	      
Wage Rates
	 37

	 

 

	ARTICLE INDEX by TOPIC          	 	 PAGE

	 
	 	 	 	 
	
401(k) Savings and Investment Program
	Article XXVIII	 29

	 
	 	 	 	 A

	
Arbitration
	Article XXIII	 25

	 
	
Attendance
	Article XX	 21-23

	 
	 	 	 	 
	 	 	 	 B

	 	 	 	 
	
Bereavement Benefit
	Article VII, (Sec 9)	9	 
	 	 	 	C
	
Contract Limitations
	Article XXXI	32	 
	 	 	 	 
	 	 	 	D
	
Definitions
	Article IV	2	 
	
Dental, Medical and Hospitalization
	Article XVI	15-17	 
	
Disciplinary Action
	Article XXI	23	 
	 	 	 	 
	 	 	 	E
	 	 	 	 
	
Employees, New and Temporary
	Article VI	3-4	 
	 	 	 	 
	 	 	 	F
	 	 	 	 
	
First Aid - 

Safety and Sanitation
	Article XVIII	18-20	 
	
Function of Management
	Article II	1	 
	 	 	 	 
	 	 	 	G
	
Grievance Procedure
	Article XXII	24	 
	 	 	 	 
	 	 	 	H
	
Holidays
	Article XIV	11-12	 
	 	 	 	 

	ARTICLE INDEX by TOPIC 	 	 PAGE 	 
	 	 	 	 
	
Hospitalization, Medical 

and Dental
	Article XVI	15-17	 
	 	 	 	 
	 	 	 	I
	
Information to the Union
	Article XXVII	28	 
	 	 	 	 
	 	 	 	J
	
Job Classifications
	Article X	7	 
	
Job Openings
	Article X	6-7	 
	 	 	 	 
	 	 	 	L
	
Layoff - Seniority
	Article XIX	20-21	 
	 	 	 	 
	 	 	 	M
	
Maintaining of Work Operations
	Article XXVI	27	 
	
Management, Function of
	Article II	1	 
	
Medical, Hospitalization 

and Dental
	Article XVI	15-17	 
	 	 	 	 
	 	 	 	N
	 	 	 	 
	
New and Temporary Employees
	Article VI	3-4	 
	
Non-discrimination
	Article V	2	 
	
Notes
	Schedule "A"	36	 
	 	 	 	 
	 	 	 	O
	 	 	 	 
	
Overtime
	Article XIII	10-11	 
	 	 	 	 
	 	 	 	P
	
Payroll Deductions of Union Dues
	Article VIII	4-5	 
	
Pension
	Article XVII	17	 
	
Premium Machines
	Schedule "A"	39	 
	
Profit Sharing
	Article XXIX	29-30	 

	 ARTICLE INDEX by TOPIC 	 	 PAGE	 
	 	 	 	R
	
Relationship
	Article III	1	 
	
Representatives, Union
	Article XXIV	25-27	 
	 	 	 	 
	 	 	 	S
	
Safety and Sanitation - 

First Aid
	Article XVIII	18-20	 
	
Security, Union
	Article VII	4	 
	
Seniority - Layoff
	Article XIX	20-21	 
	
Severance Pay
	Article XXX	31	 
	
Shift Operations
	Article XI	7	 
	
Signature Page
	 	33	 
	
Sub-contracting
	Article XXV	27	 
	 	 	 	 
	 	 	 	T
	
Table of Contents
	 	I	 
	
Training Program
	Appendix A	34-35	 
	 	 	 	 
	 	 	 	U
	
Union Recognition
	Article I	1	 
	
Union, Information to
	Article XXVII	28	 
	
Union - Representatives
	Article XXIV 	25-27	 
	
Union Security
	Article VII	4	 
	
Union Dues, Payroll Deductions of
	  Article VIII	4-5	 
	 	 	 	 
	 	 	 	V
	
Vacation
	Article XV	13-15	 
	 	 	 	 
	 	 	 	W
	
Wages
	Article XII	8-10	 
	
Wage Rates, Union
	  Schedule "B"	37	 
	
Work Schedules
	Article IX	5-6	 
	
Work Operations, 

Maintaining of
	Article XXVI	27	 
	 	 	 	 
	 	 	 	 

 

ARTICLE I

UNION RECOGNITION

 

Section 1. The Employer recognizes the Union as the sole collective bargaining agency for all employees coming within the category of the appropriate unit with such respect to wages, hours and working
conditions. Such appropriate unit is as follows:

All production and maintenance Employees including Working Leadmen, Truck Drivers, but excluding Draftsmen, Technical Engineers, Foremen, Assistant Foremen, Supervisory Employees having the right to hire and
fire, and Office and Clerical Employees.

Section 2. The Employer agrees to employ only Employees in the classifications set forth in Schedule "B" in the performance of the work included within the scope of this agreement.

Section 3. No Foremen or Assistant Foremen shall work with the tools except for the purpose of instructing or correcting Employees. The following Supervisors are exempt from this requirement: Test
Supervisor to operate Mass Spectrometer only; Maintenance Supervisor and Assistant Supervisor for breakdown, repair and installation of new equipment.

ARTICLE II

FUNCTION OF MANAGEMENT

Section 1. The Union agrees that the function of Management rests solely with the Company, and further agrees that it will not interfere with the Company's free exercise of this right except where the
Company specifically is limited in the Articles or Sections of this Contract.

Section 2. Foremen, Assistant Foremen, Supervisors, Coaches, Lead persons, Group Leaders, and Team leaders in all departments shall be selected by the Employer.

ARTICLE III

RELATIONSHIP

Section 1. The parties of the Agreement recognize that stability in wages and working conditions and competency of workers are essential to the best interest of the industry and public, and agree to
strive to eliminate all factors which tend toward unstabilizing these conditions. The parties further agree to cooperate fully in carrying out the intent of this Section.

Section 2. It is hereby agreed that a Committee consisting of two (2) representatives of the Company, the Plant Manager and two (2) representatives of the International Brotherhood of Boilermakers,
Iron Ship Builders, Blacksmiths, Forgers and Helpers of America, AFL-CIO, Local 752, and Employees of the Company to be known as the Labor Management Production Committee, shall be established and meet to discuss and devise ways and means to
effectuate maximum production which is mutually desired. A meeting shall be called by the Plant Manager at least once a quarter and he shall preside as Chairman.

ARTICLE IV

DEFINITIONS

Section 1. As used in the Agreement, the term "Employee" means an Employee who is included in the appropriate unit as above defined and the term "Employees" means two (2) or more
such employees.

ARTICLE V

NON-DISCRIMINATION

Section 1. The Company or the Union shall not discriminate against employees because of color, race, sex, religious affiliation, nationality, age, sexual orientation, handicap or status as a disabled
veteran or Vietnam era veteran, as prescribed by applicable state or federal law. Pronouns in the male gender appearing in this Agreement are intended to include the female gender.

ARTICLE VI

NEW AND TEMPORARY EMPLOYEES

Section 1. The Company agrees that all new Employees shall be given a copy of this Agreement.

Section 2. All new employees shall complete their first ninety (90) days of work as Probationary Employees and shall be subject to discharge within that period at the discretion of the Employer without
recourse to the grievance procedure of the Agreement.

Section 3. New Employees are not eligible for a paid holiday until completing thirty (30) days of work.

Section 4. New Employees may be retained on the first shift for a period of thirty (30) days of work. Thereafter they shall be subject to the seniority rules. No Employee shall be transferred to
another shift to accommodate any new hire.

Section 5. New Employees become covered for benefits on the first of the month following completion of forty-five (45) days of work.

Section 6. Temporary employees shall be defined as employees who are hired to fill short term production work not to exceed (6) six calendar months. This process is not meant to replace the regular
hiring process. Temporary employees may become full time employees if a need exists beyond (6) six calendar months.

Temporary employees will be hired under the following conditions:

	1.	
 Where a need exists within a classification, temporary employees may be hired to fill the need provided no employees within the classification are on layoff, and there are no qualified employees within the
other classifications working or on lay-off.

	 	 
	2.	
 The probationary period for temporary employees will be no longer than 6 calendar months.

	 	 
	3.	
 Temporary employees will not be subject to Union dues in the first 30 days and shall not participate in the following specific contractual benefits, namely: Holiday pay, vacation pay, pension benefits,
insurance benefits, sickness and accident coverages (except statutory Worker's Compensation) and hospitalization coverage.

	 	 
	4.	
 All qualified employees will be given the opportunity to work overtime before temporary employees are asked to work overtime.

	 	 
	5.	
 Temporary employees may be assigned to first shift for up to 30 days for orientation. Thereafter, they will be assigned to another shift as production needs dictate. No full time employee will be displaced
from their regular shift by a temporary employee.

ARTICLE VII

UNION SECURITY

Section 1. As a condition of employment, all present Employees must become and remain members of the Union thirty (30) days after the signing of this Agreement, and all future Employees
hired by the Company.

ARTICLE VIII

PAYROLL DEDUCTIONS OF UNION DUES

Section 1. The Company shall, upon the written order signed by any Employee directing the Company to do so, deduct from the second pay of such Employees for each month, the amount of dues payable by
such Employee to the Union for the succeeding months. This written order, being signed voluntarily, shall be irrevocable unless such rights be waived by the Union concerned, for a term of this Agreement, and is in compliance with the applicable
laws. The amount of the Union's dues will be set forth under the Seal of The Union and presented to the Company immediately subsequent to
the signing of this agreement. The Company shall, on or before the first day of each succeeding month, remit the amount thereof to the proper officers of the Union. The Union shall, from time to time, furnish the Company a certificate of the
president or other qualified officers of the Union to whom such amounts shall be remitted.

Section 2.  In the application of Section 1 above, when the Employer is notified by the Union in writing that an Employee is delinquent in the payment of Union dues, reinstatement fee, or has failed to
make proper application or pay the initiation fee required, the Employer shall, upon notice from the local Union, terminate such Employee.

Section 3. The Union shall hold the Company harmless from any and all liability resulting from the Company's discharge of any Employee at the request of the Union as defined in Section 2, Article VIII
above. 

ARTICLE IX

WORK SCHEDULES

Section 1. Employees must be at their regular work station at the start of the shift.

Section 2. The normal work week shall consist of five (5) days: Monday through Friday inclusive for the first and second shift; and Sunday through Thursday inclusive for the third shift. It is
understood that all hours and days of work shall be consecutive.

Section 3. Shift work will be permitted in all classifications. A 10% premium over and above the hourly rate shall be allowed for second and third shifts.

The shifts may consist of one day and two night shifts. The regular working hours are as follows:

1st Shift . . . . . . . . . . . . . . . . .6:30 a.m. - 3:00 p.m.

2nd Shift . . . . . . . . . . . . . . . . 3:00 p.m. - 11:30 p.m.

3rd Shift . . . . . . . . . . . . . . . 10:30 p.m. - 7:00 a.m.

Unpaid lunch periods:

1st Shift . . . . . . . . . . . . . . . 12:00 noon - 12:30 p.m.

2nd Shift . . . . . . . . . . . . . . . .8:00 p.m. - 8:30 p.m.

3rd Shift . . . . . . . . . . . . . . . . 2:30 a.m. - 3:00 a.m.

If more than 120 employees are on a shift, the employer may stagger lunch periods.

Section 4. A 10-minute coffee break will be allowed during the first half of each shift.

Section 5. Employees shall be permitted five (5) minutes to put away their tools and wash up at the end of each shift.

ARTICLE X

JOB OPENINGS

Section 1. The Company shall post all job openings except in the General Helper's classification for a period of one (1) week. All bids shall be closed at the end of this week. The senior employee
shall have preference for these jobs providing he/she has the qualifications to do the job with a minimum amount of in-house training by the Company. Job bids must be submitted in duplicate by the Employee to the Personnel Manager with the Shop
Steward retaining a copy. In the event the successful job bidder cannot perform the job with a minimum amount of in-house training by the Company, (not less than three (3) weeks) he/she shall then be returned to the classification and area he/she
came from.

A successful job bidder shall retain his/her seniority in his/her old classification for one (1) year before his/her past seniority is applicable to his/her new classification.

An employee must have one (1) year or more of service in his/her classification to exercise a job bid.

If an Employee's qualifications are in dispute, the Company will then resolve this matter with the Shop Committee. This Section is not intended, and shall not be construed to deny the Company the right to
hire qualified employees for job openings if, in the opinion of the Company, no qualified Employee exists within its employ.

In the event the Company hires from the outside to fill a job bid where no qualified Employee was available, the Company shall show the new hire's record and qualifications to the Shop Committee for their
verification prior to the new hire reporting for work.

JOB CLASSIFICATIONS

Section 1. Although all employees have specific job classifications, any employee may be assigned to any job and will be paid at their regular rate.

ARTICLE XI

SHIFT OPERATIONS

Section 1.  When an Employee has his/her shift changed during the work week he/she shall receive time and one-half for the first day of the new shift. When he/she returns to his/her original shift
he/she receives only straight time. There shall be no time and one-half for any shift change occurring over the weekend. Shift assignment shall be by seniority in a classification. The Company shall give forty-eight (48) hours' notice to any
Employee who is being

 

transferred to another shift. Employees may exercise shift preference every twelve (12) months if so desired. Transfer must be made within a two (2) week period. An employee must have been employed one (1) year before exercising shift
preference.

Employees who will be so assigned by management to a different shift because of a need for skills and efficiency of the operation will do so for no more than 120 calendar days.

ARTICLE XII

WAGES

Section 1. The first term of the Agreement effective August 30, 1999 through August 27, 2000, base wages will be increased 3%/hr. across the board.

The second term of the Agreement effective August 28, 2000 through August 26, 2001, base wages will be increased 3%/hr. across the board.

The third term of the Agreement effective August 27, 2001 through September 1, 2002, base wages will be increased 3%/hr. across the board.

Section 2. The Employer agrees to pay to its Employees, and the Union agrees that it will accept, the wage scale for the various classifications set forth and contained in the Schedule of Wages in
Schedule "B" attached hereto.

Section 3. There shall be no reduction in wages during the life of this agreement.

Section 4. All Union requests for Wage Increases will be submitted by the Union and administered by the Company as to approval or disapproval within two (2) weeks after being submitted.

Section 5. Employees properly reporting for work shall receive a minimum of four (4) hours' pay. This Section shall not apply where Employees are not put to work by reason of an Act of God or on
occasions when the Company has acted promptly to proceed with the necessary repairs to factory buildings and/or equipment. The foregoing requirements shall not be applicable where the Employee voluntarily quits, is discharged, goes home sick, or is
excused from work for personal reasons, in which event he/she shall be paid only for actual hours worked.

Section 6. All work performed away from the plant requiring overnight stays will be paid at the rate of $1.00/hour above the applicable shop rate. Work performed away from the plant during day trips
will be paid at the rate of $.50/hour above the applicable shop rate. Mileage, if an employee's car is used, will be paid at the rate allowed by the IRS per mile [current rate (9/99) is $0.31/mile].

Section 7. Management will review the wages of each Employee under the maximum of their classification for each six (6) months period in which the Employee has not had a wage increase. Should an
Employee not demonstrate, during the six (6) month review period, sufficient improvement over his/her last review to justify an increase he/she shall be reviewed again in ninety (90) days. The minimum increase, if granted, shall be fifteen cents
($0.15) per

 

hour.

Shop Stewards, when requesting a Review, must make the request two (2) weeks in advance of the requested effective date. The increase, if granted, shall be retroactive to the requested effective date. Each
Employee has a right to challenge his/her review with his/her Supervisor or Coach.

In order to ensure the orderly progression of new employees through the Job classification apprentice training process, the actions in Appendix A will be taken.

Section 8. When an Employee is called to Jury Duty the Company shall make up the difference in pay at the Employee's regular rate. A day of Jury Duty is defined as any day for which the Employee is
required to appear, regardless of having served, certified by a written statement from the Court.

Section 9. An employee beyond the probationary period, who is working at the time, will be granted three (3) regular working days off with pay in the event of a death in the employee's immediate
family. Immediate family is defined as the employee's wife, husband, father, mother, son, daughter, brother, sister, foster parents, father-in-law or mother-in-law. 

An employee may take the time off with pay later than the day of death or funeral if circumstances warrant and are a direct result of the death. An employee beyond the probationary period, who is working at
the time, will be granted one (1) regular work day off with pay to attend the funeral of a grandparent or grandchild of the employee.

An absence for the purpose of attending the funeral of a relative, when evidence is acceptable to Personnel, shall be excused.

Section 11. Employees who have given long and faithful service and have become unable to handle heavy work due to age shall be given preference in such light work as they may be able to perform at a
rate of pay commensurate with the classification in which they will be employed.

ARTICLE XIII

OVERTIME

Section 1. All work in excess of eight (8) hours in any one work day, forty (40) hours in any one week, or on Saturday shall be paid at the rate of time and one-half; all work performed on Sundays
shall be paid at the rate of double time; on a paid holiday, time and one-half extra if worked. No Employee shall be paid both daily and weekly overtime for the same hours worked.

Section 2. Should an Employee be required to work over ten (10) hours in any one day he/she will be allowed one-half (1/2) hour paid lunch period.

Section 3. The Company will attempt to distribute all overtime work as equally as possible among the Employees in their respective shifts. All overtime shall be worked on a voluntary basis. Where there
are no qualified Employees available to perform the work the Company will authorize other means to get the work done. Before taking action, the Company will consult with the Chief Steward or in his/her absence, an available Steward who, with the
Company, will mutually attempt to make available the qualified Employee(s) necessary to perform the work.

It is agreed that any Employee who has agreed to report for overtime work after having been asked, but does not report for work as agreed to, shall forfeit his/her right to overtime work for one (1) month
unless he/she can offer an acceptable, reasonable excuse to the Company.

Any Employee who refuses overtime work when requested shall be considered as having worked, for the purpose of overtime distribution.

Section 4. If there is overtime work on a job that an Employee or Employees have been working straight time on, these Employees will continue on the job and receive the overtime, including Saturday
and Sunday. The Chief Steward or Business Manager shall receive a complete list of all Employees scheduled to work on Saturday, Sunday and holidays.

Section 5. There shall be one (1) Steward for each twenty (20) employees working a Saturday, Sunday or holiday. If a Steward within the group refuses the work, any Union Official within the group may
be counted towards meeting the above requirements, or the Union may designate an Acting Steward from among those Union Employees at work. In no event shall the total number of Stewards working exceed the number of Stewards in the Shop. When
Employees are asked to work overtime and there are no Stewards working the Shift they are held over to, the provisions above for Saturday, Sunday and holiday work shall apply.

Section 6. Any Employee called to work at any other time than his/her regular shift shall be paid time and one-half for work.

Section 7. Employees shall not be required to take time off because of overtime work unless required to do so by state or federal regulations. When an Employee, due to lack of work, is temporarily
assigned to another classification carrying a lower rate, his/her wage rate shall not be reduced for a period of thirty (30) days of work. At the expiration of this period the Employee shall have the option to accept the lower rate of pay or take a
lay-off due to lack of work in his/her classification. Temporary assignment to lower paying jobs shall be by seniority only.

Section 8. When overtime is requested, the Employee shall be given three (3) hours' notice except in case of emergency or where it was impossible to inform the Employee within the time limit.

ARTICLE XIV

HOLIDAYS

Section 1. The following shall be recognized holidays with pay.

	 
 
	
HOLIDAY

	
1999

	
2000

	
2001

	
2002

	
New Year's Day

	
---

	
Dec.31

	
Jan. 1 

	
Jan. 1 

	
Washington's Birthday

	
---

	
Feb. 21

	
Feb. 19

	
Feb.18

	
Memorial Day

	
---

	
May 29

	
May 28

	
May 27

	
Independence Day

	
---

	
July 4

	
July 4

	
July 4

	
Labor Day

	
Sept. 6

	
Sept. 4

	
Sept. 3

	
---

	
Columbus Day

	
Oct. 11

	
Oct. 9

	
Oct. 8

	
---

	
Veterans' Day

	
Nov. 11

	
Nov. 10

	
Nov. 12

	
---

	
Thanksgiving Day

	
Nov. 25

	
Nov. 23

	
Nov. 22

	
---

	
Day After Thanksgiving

	
Nov. 26

	
Nov. 24

	
Nov. 23

	
---

	
Day Before (or after) Christmas

	
Dec. 27

	
Dec. 26

	
Dec. 24

	
---

	
Christmas Day

	
Dec. 24

	
Dec. 25

	
Dec. 25

	
---

	
Floating Holiday

	
---

	
---

	
---

	   

	 
 

All holidays shall be observed on the nationally recognized day of celebration (Federal Statute).

Agreed upon holidays under the terms of this Contract when occurring on a Saturday shall be observed on the Friday immediately preceding; when occurring on a Sunday shall be observed on the Monday immediately
following.

Employees must work their last scheduled work day before and their first scheduled work day after any paid holiday to be eligible to receive pay for that holiday unless just cause is shown proving his/her
absence. If an Employee is absent for one (1) week or more for any cause, he/she will not receive pay for the holiday.

The floating holiday is to be taken at a time selected by the individual employee. When scheduling a floating holiday, 24 hours notice is required, and, where multiple requests for the same day will adversely
affect production, seniority rules will apply.

ARTICLE XV

VACATION

Section 1. Subject to the following conditions, every Employee eligible therefore under the following schedule shall, each year, receive paid vacation in accordance with such schedule, provided the
Employee's service is continuous on July 1.

The vacation "year" is July 1 through June 30.

ADDENDUM: Section 1(a) & 1(b) effective 8/30/99:

	(a)	New Hires will begin accruing .769 vacation hours per week as of their date of hire for a total of a 40 vacation hours by their first employment anniversary. 

	 	 
	(b)	Upon their first employment anniversary, Employees will start accruing 1.538 hrs vacation per week for a total of 80 vacation hours by their second employment
anniversary. Thereafter one's eligibility for additional vacation days will be based upon their seniority as of July 1st
as outlined below in 

 

	 	Section 1 (c) and Table II.
	 	 
	(c)	
Employees who will have accrued seniority of six (6) years on July 1 will receive vacation in accordance with the following Table. Employees with a greater length of service or seniority will be given
preference whenever possible.

Employees hired prior to August 27, 1993 will achieve a maximum accrued vacation of 25 days per Table I.

	 	 
	(d)	Vacation may be taken in 1/2 day increments with 24 hour notice except for extreme circumstances.

	 	 
	(e)	Employees may carry a vacation balance equal to twice their current annual allotment. Accrued vacation time in excess of this maximum must be used prior to the next
vacation period or it will be forfeited.

TABLE I

	 Seniority (Years)

	 Number of

	 as of July 1

	       Vacation Days

	 6

	 11

	 7

	 12

	 8

	 13

	 9

	 14

	 10

	 15

	 16

	 16

	 17

	 17

	 18

	 18

	 19

	 19

	 20

	 20

	 26

	 21

	 27

	 22

	 28

	 23

	 29

	 24

	 30 

	 25

	(f) 	Employees hired after August 27, 1993 will achieve a maximum accrued vacation of 20 days per Table II:

TABLE II

	 Seniority (Years)

	 Number of

	 as of July 1

	       Vacation days

	 6

	 11

	 7

	 12

	 8

	 13

	 9

	 14

	 10

	 15

	 16

	 16

	 17

	 17

	 18

	 18

	 19

	 19

	 20

	 20

	(g)	Should the need for a plant shutdown exist (one (1) or two (2) weeks) for reasons other than reduced business conditions during the month of July or August, the Company
will notify the Union ninety (90) days in advance of such a need. Employees will take additional earned vacation time consecutively unless otherwise mutually agreed to by the employee and the Company. 

If an Employee is off from work for more than thirty (30) days on an excused absence for any reason other than industrial injury or regular S & A coverage, he/she shall cease to accrue vacation time until
he/she returns to work and when he/she does, the vacation he/she would otherwise have been entitled to for that year shall be reduced in proportion to the number of days of excused absence in excess of thirty days. Employees who have less than two
(2) weeks vacation eligibility may, at the convenience of the Company, be requested to work for the balance of the shutdown when work is available.

When an Employee is asked to work his/her vacation weeks, it shall then be the Employee's and the Company's mutual decision as to when he/she will take his/her vacation. In the absence of a mutual agreement,
the Employee shall not be required to work.

VACATION ELIGIBILITY IN EXCESS OF 10 DAYS MAY BE TAKEN ONE DAY AT A TIME. (CAN BE USED IN LIEU OF SICK DAYS IF EMPLOYEE DESIRES). 

In such cases where the number of employees selecting a given day(s) as a vacation day(s) would seriously affect the continuity of production, the Company will follow seniority with respect to those that will
be allowed to take that day(s) as Vacation.

If an Employee dies without receiving his/her vacation or compensation in lieu thereof, the amount shall immediately be paid to his/her beneficiary or estate upon proper proof.

	(h) 	The eligible accrued, unused vacation balance will be paid out to any employee who has been laid off, discharged or resigned.

ARTICLE XVI

HOSPITALIZATION, MEDICAL AND DENTAL

Section 1. The Company shall provide a health care program covering hospital and surgical expenses for all employees and their qualifying dependents. If an employee elects not to utilize the Company
health care program, he shall not pay any monthly premiums for the same.

Employees electing health insurance will pay 10% of the Chart Basic Plan Premium.

Employees who enroll in the more generous health plans (ie. Chart Plus or the HMO) will pay the 10% as stated above plus 100% of the cost above the Chart 

Basic Plan. 

The Company will make available to Employees a Dental Insurance Program. If an Employee elects not to utilize the Company Dental Plan, he shall not pay any monthly premiums for the same.

Employees who elect Dental coverage will pay monthly; $9.30 for Single, $18.60 for Two person, and $27.90 for Family coverage plus 100% of any Dental premium increases.

The employee may decline or "opt-out" of any of Chart's medical plans (HMO included) if the employee has coverage through another group medical plan. This does not apply to the dental plan. If the
employee chooses to opt-out of medical coverage, he/she will receive a payment of $1,000. The opt out bonus will be paid weekly through the Company payroll system. 

The Company and the Union agree to discuss any type of National Health Care legislation that is enacted during the term of this contract with the goal of providing similar levels of benefits (coverage) to
employees at a lower cost to both the Company and its employees.

Employees who retire from the Company at age 62 years or over who accumulated a term of employment of twenty (20) years at the time of retirement shall be covered by a $4,000.00 Life Insurance Benefit. An
Employee shall be deemed as retired if he/she is eligible and is participating in the Boilermakers' Pension Plan.

At the time of retirement, an employee may choose to continue as a member of the Company's group Hospital/Medical Plan in accordance with the following conditions:

He/she is at least 62 years old but less than 65.

Such membership terminates at the end of the month in which the former employee reaches 65 and is, therefore, eligible for Medicare.

A payment equivalent to 100% of the Company's established premium must be paid to Chart Storage Systems, by the first of each month.

Failure to make such monthly payment in a given month removes the former employee from the Group.

The Company shall continue to cooperate in expediting settlement of accident and health insurance claims.

LIFE INSURANCE. Effective August 28, 1993, increase to one times the employee's annual base wage. *. *(Base Wage = Rate/hr. X 2080 hrs.)

MAJOR MEDICAL. - $1,000,000.00

SICKNESS & ACCIDENT. The Company shall provide Sickness and Accident coverage at the rate of 50% of the base wage with a minimum of $180/week and a maximum of $300/week for the life of this
Agreement.

The parties will continue to apply the use of the Section 125 Plan where beneficial to the employees.

The negotiated Health and Accident coverage shall apply regardless of the State in which the Employee resides.

12

 

ARTICLE XVII

PENSION

The Company will contribute per hour per employee to the Boilermakers Pension Fund as follows: 

$.50/hr for year 2000

$.60/hr for year 2001

$.65/hr for year 2002

Contributions shall be made for hours worked inclusive of vacation and holidays and shall not exceed forty (40) hours per week.

ARTICLE XVIII

SAFETY AND SANITATION -- FIRST AID

Section 1. The Company and the Union agree to work within, and to cooperate in compliance with the "Federal Occupational Safety and Health Act of 1970" as amended.

Section 2. The Company agrees to provide and maintain such safety and sanitary needs as are necessary to protect and preserve the health and welfare of all employees.

Section 3. The Company shall install bells, gongs or other warning devices on the overhead cranes which shall be actuated when the crane is in motion. 

Section 4.  The Company shall retain in a tool crib the welding sleeves for those welders who wish to use them.

Section 5. The Company shall reimburse each Employee up to one hundred fifty ($150.00) Dollars every two years for the purchase of Safety Shoes upon proof of purchase. To be eligible an Employee must
have completed his/her forty-five (45) work day period. All weather gear shall be furnished by the Company to those Employees who are required to work outside the plant during inclement weather.

Section 6.  The Company agrees to provide Safety Glasses including prescription lenses to Employees. If lenses or frames are damaged at work they will be replaced at no cost to the Employee. Lenses
will be replaced if prescription is changed by a physician. Lenses and frames will be furnished from a Company selected grouping. For selection of lenses and frame different than those provided by the Company the Employee will pay the
difference.

13

Section 7.  The Company will make inspections of the toilets and washrooms with an union official to make changes to conform with this section. All toilets and washrooms shall be kept clean and
in a sanitary condition, properly heated and ventilated, and suitable quarters with heat shall be provided for employees to change clothes and eat their lunch. All stagings, walks, ladders, and safety appliances shall be constructed and installed in
a safe and proper manner. In case of spray painting, the Employer shall provide proper protection against fumes caused by paint spray.

Section 8.  The Company will train a minimum of two (2) volunteers in First-Aid for each shift. The Company will pay for tuition, books required by the school, and mileage to and from
classes.

Section 9. Prompt ambulance service and first-aid to sick or injured employees shall be provided at Company expense on all shifts. Ambulance service will be complimented by a taxi service to insure
prompt delivery of injured Employee to the hospital. In the event a taxi specified by the Company is not immediately available, the First-Aid Person or another designated Employee shall take the injured Employee to the hospital and return
immediately. It is noted here that First-Aid Person is not a classification.

Section 10. The Company shall post notices to the effect that it is the duty of Employees to immediately report to his/her Foreman, Supervisor and/or Coach, anything that in their opinion is dangerous
to the safety of the Employees. Any one of those named who receive such reports shall immediately investigate, or cause to be investigated, the complaint of the Employee. Not reporting unsafe events, observances or conditions immediately to one's
Supervisor or Coach is grounds for disciplinary action up to and including discharge. 

Any Employee who is injured at work shall report the injury to his/her Foreman, Supervisor, or Coach immediately and complete, at the earliest opportunity, a "Notice of Accidental Injury or Occupational
Disease," provided by the Company and forward to the Personnel Department.

Section 11. Any Employee working inside a vessel with only a manway as a means of entrance or exit shall have an Employee stationed at the manway whose sole purpose will be to insure the well-being of
the Employee inside, the only exception being when the employee inside is in communication with the Employee outside via a communication medium. No Employee shall be compelled to work where injurious fumes or unsafe conditions
prevail.

Section 12. Any Employees who are injured during the hours of work and who are to receive treatment for said injury after the day of the accident shall receive all necessary medical treatment without
loss of time.

Section 13. In case any Employee is injured at work and is compelled by the seriousness of such injury to lose time, he/she shall be paid for the full eight (8) hours shift on which he/she was injured,
plus any premium that might be due from his/her shift.

Section 14. For electric arc flashes during the working hours, the Employees shall receive treatment at the Plant by the First-Aid person. In cases where the Employees feel no effect until their return
home after working hours, it is mutually agreed that if their eyes are inflamed the following day and they are suffering, they shall be given immediate treatment by the First-Aid person at the Plant. The First-Aid person and the Employee's immediate
Foreman, Supervisor and/or Coach, shall jointly decide whether the Employee should go home. In the case of dispute, the Employee shall be sent to the hospital and returned home at his/her own expense without loss of time for that day only.

. 

ARTICLE XIX

14

 

SENIORITY - LAY-OFF

Section 1. Seniority within job classification shall be the determining factor for lay-offs.

Seniority, relative skill, and ability within job classifications will be the determining factors for recalls.

Section 2. For the purpose of this Article the length of service of any Employee of the Company shall be computed from the date on which he/she first began to work in the shop, except that the length
of service record of any Employee in the Company shall be broken, and no prior period of his/her employment shall be counted if:

	(a)	Such Employee quits his/her employment.

	(b)	The Employee is discharged. 

	(c)	The Employee is laid off for period exceeding eighteen (18) months.

	(d)	The Employee is laid off and re-called for work and fails to report for work within five (5) work days after receipt of such notification by Registered Mail, Return
Receipt Requested.

Loss of time due to sickness or lay-off, not to exceed eighteen (18) months, shall not be construed as to interfere with the Employee's seniority. Employees suffering accident or injury while engaged in their
employment in the shop and being unable to work because of said accident or injury shall maintain and accumulate their seniority up to maximum of twenty-four (24) months.

An active employee whose S & A benefits have expired will continue to be eligible for health insurance for a period not exceeding twelve (12) months from the start of their S & A benefit.

Those employees on Workers Compensation leave will continue to be covered by the group health insurance for up to the earlier of twenty-four (24) months or until such time as they reach their maximum medical
improvement (MMI) provided that they continue to make timely payments of their portion of the health insurance premiums. MMI must be determined by their attending physician or physician performing a medical exam at the request of the Company or it's
insurer. Should an employee not return to work after MMI has been determined, employment will cease. Company provided group and health insurance will be discontinued and the former employee may apply for benefits under COBRA law.

Employees on lay-off shall accumulate seniority during any period of lay-off but shall not be eligible for fringe benefits accorded to Employees currently active on the Company's roll.

Employees to be laid off shall be given a three (3) day notice except in cases of emergency. The day that the Notice of Lay-off is issued shall be considered the first day of notice of lay-off.

Section 3. Employees accepting Managerial positions shall have their shop seniority frozen on the date they accept such position.

ARTICLE XX

ATTENDANCE

Section 1. The Company shall grant a leave of absence, not to exceed thirty (30) days, to any Employee who has serious and compelling personal reasons to

 require such leave, provided the reasons are verified and are acceptable to the Company. The Company's approval shall not be unreasonably withheld.

Section 2a. To maintain efficient production schedules, the parties of the Agreement will insist on regular and punctual attendance of all Union Employees.

Section 2b. Excessive Absenteeism. Each two (2) days of absence in a single month of a rolling 12 month period shall be considered an offense and shall subject the offending Employee to the
disciplinary action below, on a progressive basis. Illness absences on consecutive days shall be considered a single day's absence.

Being absent from work due to Union business, hospitalization, jury duty, military duty, industrial accident, funerals covered in the Bereavement Clause, leave of absence (personal, medical or sickness and
accident) or illness absences of two (2) or more consecutive days verifiable to the Personnel Department on the first day of return to work, shall not be considered as chargeable absences.

In each month, lost time due to leaving the plant early shall be additive and for each twelve (12) hours of such lost time the Employee shall be charged with one (1) day's absence for that month.

Excessive Tardiness: For each tardiness occurrence in excess of five (5) in one (1) month of rolling 12 month period, the offending Employee shall be subject to the below disciplinary action(s) on a
progressive basis:

Violations in absenteeism and tardiness as provided for hereinabove shall subject the offending Employee to discipline as follows:

Step 1: Verbal warning in the presence of the Shop Steward.

Step 2: Written warning with a copy to the Steward.

Step 3: One (1) week's suspension without pay.

Step 4: Discharge.

The above-mentioned criteria on absences and shall not limit the Company's right to administer disciplinary action where an Employee is absent prolonged or frequent periods of time, yet not in violation of
such criteria.

Before the Company exercises this right, a joint meeting of the Shop Committee, the Employee involved and the Company shall be convened to lay out the Employee's record and ways and means to correct. No
disciplinary action shall be taken at this meeting.

A continued pattern by the Employee in the future of absenteeism shall subject him/her to disciplinary action. An absence during which an Employee is admitted as an "inpatient" to a hospital, or
under a doctor's care for a condition which he/she was previously hospitalized, shall not be counted in the disciplinary process.

The above-mentioned provisions on absenteeism and tardiness shall become applicable on the effective date of this agreement and all records shall be continuous thereafter.

Section 2c. This section in its entirety will in no way prevent the Company from disciplining an Employee for other breaches of conduct.

NOTE: Any time an Employee has an unscheduled absence he/she is required to call the Company and notify the Personnel Department (603-382-6551, Ext. 

2212) within one (1) hour of the start of the shift.

ARTICLE XXI

DISCIPLINARY ACTION

Section 1. Disciplinary action, suspensions and discharges will be taken only for just cause. All suspensions and discharges shall be reviewed with the Shop Committee as to just cause, before being
awarded. Employee shall be notified within one scheduled work week of the occurrence of any violations.

This in no way, however, abridges the Company's right to send an Employee home for the remainder of his/her shift pending a hearing with the Shop Committee the following work day. All Employees may be present
at their hearing with the Shop Committee.

Section 2. It is further agreed that any Employee found guilty, after a fair hearing conducted by the Employer and the Shop Committee, of instigating, fomenting or actively supporting or giving
leadership to any action which will create dissension or impair the morale of other Employees, thus curtailing production, or which violate, disturb or attempt to disturb the relations or terms of this Agreement, shall be dismissed from the service
of the Employer.

ARTICLE XXII

GRIEVANCE PROCEDURE

Section 1. A Grievance is any difference of opinion or dispute between the Employer and an Employee or Union Representative regarding the interpretation or operation of any provision of this Agreement
and shall be dealt with as follows:

Section 1. The Steward, with the Employee(s), shall present the grievance in writing on forms supplied by the Union to the immediate Foreman/Department Head in the Department of the grieving
Employee(s) within three (3) work days of its occurrence of/or first knowledge; otherwise, it shall be deemed waived.

Section 2. If the grievance is not settled in Step 1 within three (3) work days, then it shall be submitted to the General Foreman. The General Foreman and Chief Steward shall meet to attempt to
resolve the grievance. The aggrieved may be present if he/she so desires. If not satisfactorily resolved within three (3) work days, it shall be referred to Step 3.

Section 3. If not settled within three (3) work days, the grievance shall be referred to the bargaining agent of the Company and the International Representative of the Union for their consideration in
conference with the Shop Committee and Chief Steward. This conference shall be held as expeditiously as possible but in no event later than ten (10) work days.

NOTE: The Grievance procedure is a four step procedure.

1. Supervisor or Coach

2. Designee of President

3. Bargaining Agent of the Company and International Representative

4. Arbitration

All grievance shall be deemed settled unless, within ten (10) work days of the conference between the above parties, either party requests in writing that the dispute be referred to arbitration.

ARTICLE XXIII

ARBITRATION

Section 1. Grievance involving the interpretation or application of the provisions of this Agreement, if not resolved by the parties through the foregoing steps, may be submitted to Arbitration for
final and binding determination. The Arbitrator shall have no power to add to, subtract from, change or modify any of the provisions of this Agreement, but his authority shall be limited solely to the interpretation or application of the provisions
of this Agreement. The decision of the Arbitrator shall be final and binding on all parties.

Section 2. After proper notice of desire to Arbitrate, either party may request the American Arbitration Association to submit a list of names from which an Arbitrator shall be selected. If the parties
fail to select an Arbitrator within ten (10) days after receipt of list, either party may request the American Arbitration Association to appoint an Arbitrator.

The Company and the Union shall share equally the fee and expenses of the Arbitrator.

Section 3. In the event a discharged or suspended Employee is reinstated through an arbitration award, the reinstated Employee shall receive back pay as determined by the Arbitrator. In no case,
however, will back pay be awarded for the period of time where the Union requests a postponement in the arbitration hearing date.

Back pay shall be paid within one (1) work week of return to work or within one (1) work week of receipt of the Arbitrator's ruling as appropriate.

ARTICLE XXIV

UNION REPRESENTATIVES

Section 1. It is agreed that Stewards will be Employees of the Employer and that the Union will notify the Employer in writing of the Officers and Stewards authorized to act on behalf of the
Union.

Section 2. The Business Manager and two (2) members of the Negotiating Committee shall make up the Shop Committee.

Section 3. The loss of time by authorized Union Officials during the regular work day in Contract negotiations thirty (30) days prior to the expiration of the 

contract and time spent on the three (3) steps of the Grievance Procedure shall be paid for by the Employer at the day rate of their job. The Business Manager and Chief Steward shall work on the first shift
only.

Section 4. The Company shall allow the Business Manager, President, Chief Steward and Stewards to meet once a week to evaluate grievances and related grievance matters. The meeting shall be held each
Thursday starting at 12:30 p.m. and ending when the related grievance matters are resolved or 2:00 p.m. whichever is earlier. When an Employee attending the meeting is holding up production by his/her absence from work, he/she may be called out of
the meeting by the Plant Manager. For the time lost in the above meetings the Company shall compensate all Employees involved at their regular rate of pay.

Section 5. Any member of the Union selected as an Officer or Delegate shall, upon request, be granted a leave of absence without pay but without loss of cumulative seniority while on Union
business.

Section 6. Bulletin boards will be provided by the Company for use by the Union. All notices to be posted thereon shall be limited to official Union business and shall be cleared through the Business
Manager and posted by him. This provision in no way limits the Company from removing any notice it deems inappropriate after notifying the Business Manager of its intent.

Section 7. It is further understood and agreed that Local Union 752 shall designate the local representatives who is duly authorized and will be consulted in all matters pertaining to the application
of this Agreement. It being specifically understood that the International Union will only be liable for the acts of said agent when such acts have been approved in writing by the International President's office.

Section 8. Under no circumstances shall the Shop Committee or any employee make arrangements with Foremen or Management that will change or conflict in any way with any Section or terms of this
Agreement.

Section 9. Nothing contained herein shall be construed as limiting or abridging the right of the International Union to assign an International Representative to work with or assist any local Union
Agent or Employee in the negotiation or grievance procedure or application of terms and conditions of this Agreement.

Section 10. The International Officers and Business Representatives of the Union represented shall have access to the Employees of the Shop by applying for permission through the office, provided they
do not interfere or cause workmen to neglect their work.

ARTICLE XXV

SUB-CONTRACTING

Section 1. The Company shall not sub-contract work out normally performed by the bargaining unit when men and machines are available to do the work.

ARTICLE XXVI

MAINTENANCE OF WORK OPERATIONS

Section 1. During the life of this Agreement neither Local 752 nor the International Union will authorize or ratify a strike, work slow-down, or work stoppage except because of violation of this
Agreement by the Employer, and then only after strict compliance with Article XI of the Subordinate Lodge Constitution.

Section 2. Any Employee entering into an unauthorized and unratified work stoppage will be discharged and not subject to the Grievance Procedure provided for herein.

Section 3. The Employer agrees that there will be no lockout for any cause during the life of this Agreement except for violation of this Agreement by Local 752 or the International Union. Discharge of
any Employee for infraction of Company rules shall not be considered as a lockout for such Employee.

Section 4. It is further agreed that the Employer will not claim damage against Local Union 752 of the International Union because of any strike which was not ratified in accordance with the provisions
of Section 1 of this Article.

ARTICLE XXVII

INFORMATION TO THE UNION

Section 1. A card bearing the name, number, classification and rate of all new Employees shall be given the Chief Steward within one (1) week of date of hire.

Section 2. Death notices received by the Company shall be forwarded immediately to the Chief Steward or Business Manager. If the deceased is a member of the Employee's immediate family, a Union
Representative shall attend the funeral and receive straight-time pay.

Section 3. During the term of this Agreement the Employer shall immediately advise the Union of all changes of status of Employees in the bargaining unit including, but not limited to, promotions,
demotions, re-classifications, transfer, leave of absence and retirement.

Section 4. On request of the Union, the Employer will, as soon as possible, supply all data relating to wage rates, pension data and group insurance data and other data essential to policing this
Agreement once in each year of the Contract.

Section 5. Three (3) months prior to the termination of the Agreement or the reopening provision, the Employer will provide the Union with the following data: 

1. Name, individual wage rate, date of employment, seniority standing for each employee in the bargaining unit, including a seniority list for purposes of re-call of laid off employees.

2. Job classification, including the number of Employees in each classification.

3. The average straight-time hourly earnings of the bargaining unit for the preceding year, including shift premiums or other pay premiums except overtime premiums.

4. The average hourly cost for each fringe benefit item and other Employer-paid benefits; i.e., unemployment compensation, etc.

  

ARTICLE XXVIII

401(k) SAVINGS AND INVESTMENT PROGRAM

 

A 401(k) Savings and Ivestment Program will be established effective January 1, 1994. A match to the 401(k) Savings and Investment Program will be made effective September 1, 1994.
The match will be made on a maximum of 6% of the base wage saved in the 401(k) Plan during a given year. The match will be 25% of the % of base payments made by hourly employees to the hourly 401(k) Plan. The match will be in the form of Chart
Industries stock.

The Company must have a minimum EBIT of $500,000 before the match will occur (EBIT=Earnings Before Interest and Taxes).

ARTICLE XXIX

PROFIT SHARING

Profit Sharing will be implemented for the hourly personnel on the following basis:

1. Minimum Company EBIT - The activation level of Chart SSD profit sharing is a minimum EBIT of $500,000 for the full fiscal (calendar) year. Once minimum EBIT is achieved,
profit sharing will be paid on profit dollars, including the first $500,000.

2. Ebit Pool Multipliers - Once the EBIT profit level is achieved, the EBIT will be used as follows to develop the profit sharing pool:

	 	 EBIT

	 % Profit

Sharing

	 		
	After EBIT is met [_]	 0-2,500,000

	 8%

	 	 >2,500,000

	 10%

3. Distribution of EBIT Hourly Profit Sharing Pool:

	 	a. The profit sharing will be made as a % of individual annual base wages except for exclusions (1) noted below.
	 	
	 	    The base wage distribution % is determined as follows:
	 	
	 	    Base Wage Profit Sharing % =           EBIT Pool $  
	 	                             
                       Total Chart SSD Annual

  
21 

	 	 	 	 	 			Base Wage Payroll(1)

	  	  	  	  	  	  	  	  	  	  	  
	 	 		(1)
	 	Excluded from base wage are overtime, service trip premium, sick pay. Also, officers salaries will not be included as those individuals will not share in this pool.
	 	 			 				 	 	 
	 	 			 	EBIT pool shall include all Chart SSD employees except excluded above.
	 	 			 				 	 	 
	 	 		b.	 	Profit sharing will be distributed annually within 45 days of the end of the fiscal year.
	 	 			 				 	 	 
	 	 			 		For example, 1999 profit sharing would be paid on or before February 15, 2000. 
	 	 			 				 	 	 
	 	 			 	At management discretion, partial payment could be made earlier in the year. 
	 	 			 				 	 	 
	4.	 	Eligibility for Profit Sharing
	 	 			 				 	 	 
	 	 		Employees are eligible to receive profit sharing if:
	 	 			 				 	 	 
	 	 	a)		 	they are still employed on 12/31
	 	 			 				 	or	 
	 	 	b)		 	they have retired from employment during the year.

ARTICLE XXX

SEVERANCE PAY

Should the Company cease operations completely in Plaistow, New Hampshire, or move operations to a location more than fifty (50) miles from the present location, severance pay shall be paid at
the following rate:

	 	1 week's wages for a full five (5) years' seniority
	  	  
	 	2 week's wages for a full ten (10) years' seniority
	 	
	 	3 week's wages for a full fifteen (15) years' seniority

 

22

	  	4 week's wage for a full twenty (20) years or more

to employees currently employed at the time such action is taken. In the case of a move, this allowance shall apply only to those employees who find it inconvenient to continue employment
because of the move.

ARTICLE XXXI

CONTRACT LIMITATIONS

Section 1.  The Employer and Union expressly agree that no prior understandings or agreements and no subsequent agreements or understanding shall modify the provisions of this
Agreement unless reduced in writing, signed by the parties hereto, and made an express amendment to this Agreement.

Section 2.  The officials executing this Agreement in behalf of the Union hereby warrant and guarantee that they have the authority to act for, bind, and collectively bargain in
behalf of the organization which they represent, and members of such organizations, upon approval of the International president.

Section 3.  Should any part hereof or any provisions herein contained be rendered or declared invalid by reason of:

1.    Any existing or subsequently enacted legislation, or

23

2.    Any decree of a court of competent jurisdiction, or

3.    Any ruling of any governmental agency having jurisdiction.

such invalidation of such part or portion of this Agreement shall not invalidate the remaining portions hereof, and they shall remain in full force and effect.

Section 4.  Contract proposals will be exchanged between the Company and the Union at a meeting no later than thirty (30) days prior to the end of the Contract.

The terms and provisions of this agreement shall become effective as of the 30th day of August, 1999, and continue in effect through August 30, 2002, and from year to year thereafter, unless
sixty (60) days' written notice is given by either party prior to the expiration of any such year that changes, amendments or revisions are desired.

24

NOTE:  The expiration for this Agreement and future agreements is the last Friday in August.

AGREED TO THIS 26th DAY OF August, 1999.

CHART STORAGE SYSTEMS DIVISION - PLAISTOW

BOILERMAKER'S INTERNATIONAL

LOCAL LODGE NO. 752

25

APPENDIX A

TRAINING PROGRAM

All new employees will be hired as general helpers, unless skill requirements and actual qualifications dictate otherwise.

Within two (2) weeks after the probationary period, the foreman and employee will discuss the employee's job classification preference. (Example: machinist, welder, welder/fitter,
radiographic technician, test technician, etc.) If a need exists, the employee were to indicate a preference for welding, such employee would be assigned as a general helper/welder with work assignments in this job classification whenever
possible.

All new employees in the apprentice training program will be reviewed every three (3) months as to progress of their training. Progress will be evaluated on the basis of specific
job skills developed since the last review. The foreman will conduct the review as to progress and deficiencies in development of job skills using input from other trainers. Such employees will be paid increases per review if progress is
satisfactory.

An employee can advance in job classification skill level by on-the-job training and job-related classroom instruction (example: blueprint reading, math, etc.)

There is no prescribed or minimum time for an employee to advance to a job classification skill level. If the employee does not obtain the skills to perform the job classification
requirements within a two (2) year period after probation, such employee will be re-classified as a general helper.

When an employee completes the training for a job classification, such employee will be paid the rate for that classification provided a need exists for work in that
classification.

26

Specific criteria for evaluation of progress within a specific job classification will be developed. Employees will be advised of the basis for review and progression within a job classification
at the start of the training cycle.

The Company will lay off in accordance with the present agreement dated August 26, 1999, on the basis of job classification. It is the intent of the Company to retain the most senior employee in
the job classification in preference to retaining a shorter service employee in the general helper classification.

27

SCHEDULE "A"

NOTES:

Combination Welder must weld three (3) or more metals by three (3) or more processes.

Leadman receive Fifty cents ($0.50) per hour above the highest Contract rate for the classification.

Team Leader: Employees qualified in the craft of "Team" leadership may receive up to Fifty cents ($0.50) above their regular rate.

Group Leaders receive Thirty cents ($0.30) per hour above the highest rate for the classification.

Carbon Arcing, when performed in a confined space, shall carry a Twenty-five cents ($0.25) per hour premium while Employee is so engaged.

When a Pipefitter/Welder receives a welder certification stamp and has passed the proper tests, he/she will receive the Welder/Fitter rate.

New Hampshire Radiation Safety Officer: Employees qualified and practicing the craft of RSO will receive Fifty cents ($0.50) above their regular rate.

ASME Level III Radiographer: Employees qualified and practicing the craft of Level III Radiography will be paid Fifty cents ($0.50) above their regular rate.

PREMIUM MACHINES:

Vertical Boring Mill - Twenty-Five Cents ($0.50) per hour.

These premiums are to be added after night differential or overtime has been figured.

28

SCHEDULE "B"

UNION WAGES

	

	
AUGUST 30,

1999

MIN.               MAX.

	 AUGUST 31,

2000

MIN.               MAX.

	 AUGUST 30,

2001

MIN.                MAX.

	

						
	ALL AROUND FILL-IN MACHINIST

	 13.47

	 15.75

	 13.88

	 16.22

	 14.29

	 16.71

	MACHINE OPERATOR MS

	 12.15

	 14.12

	 12.52

	 14.54

	 12.89

	 14.98

	ALL AROUND MACHINIST

	 12.77

	 15.19

	 13.16

	 15.65

	 13.55

	 16.12

	FITTER/MECHANIC

	 12.77

	 15.19

	 13.16

	 15.65

	 13.55

	 16.12

	COMBINATION WELDER	 12.77

	 15.19

	 13.16

	 15.65

	 13.55

	 16.12

	WELDER	 12.40

	 14.86

	 12.77

	 15.31

	 13.16

	 15.77

	GENERAL HELPER	    7.56

	 13.51

	   7.79

	 13.92

	   8.02

	 14.34

	MACHINE OPERATOR - OTHER	 12.77

	 15.19

	 13.16

	 15.65

	 13.55

	 16.12

	MACHINE OPERATIOR - BR&S	 12.40

	 14.86

	 12.77

	 15.31

	 13.16

	 15.77

	PAINTER	 12.40

	 14.86

	 12.77

	 15.31

	 13.16

	 15.77

	PIPEFITTER/WELDER	 12.77

	 15.19

	 13.16

	 15.65

	 13.55

	 16.12

	SANDBLASTER	 12.40

	 14.86

	 12.77

	 15.31

	 13.16

	 15.77

	WELDER/FITTER	 13.03

	 15.44

	 13.42

	 15.90

	 13.82

	 16.38

	CHIEF STOREKEEPER	 12.34

	 14.86

	 12.71

	 15.31

	 13.09

	 15.77

	STOREKEEPER	 12.15

	 14.12

	 12.52

	 14.54

	 12.89

	 14.98

	MAINTENANCE MECHANIC	 12.77

	 15.19

	 13.16

	 15.65

	 13.55

	 16.12

	MAINTENANCE ELECTRICIAN	 12.77

	 15.19

	 13.16

	 15.65

	 13.55

	 16.12

29

	MATERIAL HANDLER

	 12.34

	 14.12

	 12.71

	 15.54

	 13.09

	 14.98

	INSPECTOR

	 12.34

	 15.19

	 12.71

	 15.65

	 13.09

	 16.12

	RADIOGRAPHIC TECHNICIAN

	 12.34

	 15.19

	 12.71

	 15.65

	 13.09

	 16.12

	TEST TECHNIAN

	 12.34

	 15.19

	 12.71

	 15.65

	 13.09

	 16.12

	TRUCK DRIVER

	 12.34

	 14.12

	 12.71

	 14.54

	 13.09

	 14.98

30AGREEMENT, EFFECTIVE 1-10-2000 - 1-15-2002

 Exhibit 10.12 

 AGREEMENT 

 This agreement is made and entered into by and between Chart Industries, Inc., hereinafter referred to as the “Employer”, and the United Steelworkers of America, hereinafter referred to as the
“Union”. 

 This Agreement covers those employees of the Employer as defined in Article I –RECOGNITION of the Agreement for the purpose of wages, benefits, hours of work and conditions of employment. 

 PREAMBLE 

 The purpose of this Agreement is to set forth certain standards governing matters of wages, hours, terms and conditions of employment; and furthermore to promote and insure harmonious relations between the Union, the
Employer and its employees, to provide for the operation of the plant in a manner that will foster to the fullest extent possible the safety, welfare and health of employees, economy of operation, quality and quantity of output, cleanliness of the
plant, protection of the property and maintain and improve the competitive position of the Employer. It is recognized by this Agreement to be the duty of the Employer, Union and the employees to cooperate individually and collectively for the
advancement of these objectives. 

 The parties recognize the attainment of these objectives is furthered by the introduction of new equipment and product designs, new organization and production methods, the enforcement of discipline for just cause, safety
and health measures, and the diligent efforts of all employees. The parties recognize and agree that nothing in this Agreement shall be construed to interfere with or prevent the accomplishment of the principles set forth above. 

 ARTICLE I

 Responsibilities of the Parties 

 1.01 Each of the parties acknowledges the rights and responsibilities of the other party and agrees to discharge its responsibilities under this Agreement. 

 1.02 The Employer, Union and its Local agree not to discriminate against any employee or applicant because of race, creed, color, sex, age, national origin, disability, Veterans’
status, union membership or activity or any other characteristic protected under any other federal, state or local statute, administrative regulation or ordinance. 

  

It is the intent of the parties that any claim of discrimination under this article will be processed through the Grievance/Arbitration provisions of this Agreement before any charge is filed with any governmental
agency. 

1.03 All provisions of this Agreement shall apply alike to male and female employees (masculine pronouns or references in the Agreement shall be deemed to include feminine pronouns or
references). 

ARTICLE II

Recognition

2.01 The Employer agrees to recognize the Union as the sole and exclusive collective bargaining agent for all full-time and regular part-time production and maintenance
employees of the Employer at its New Prague and Lonsdale, Minnesota facilities except those classified as managers, supervisors, guards, clerical and all other employees, as defined in the National Labor Relations Act, as amended, as per
certification by the National Labor Relations Board Case No. 18-RC-16092.

2.02 The Employer shall not enter into any agreement with any employees covered by this Agreement, individually or collectively, which in any way conflicts with the terms
and provisions of this Agreement.

ARTICLE III

Retention of Management Rights

3.01 Except as expressly modified or restricted by a specific provision of the Agreement, all statutory and inherent managerial rights prerogatives and functions are
retained and vested exclusively with the Employer, including, but not limited to, the rights in accordance with the Employer’s sole and exclusive judgment and discretion:

	 	1.

  	to reprimand, suspend, discharge, or otherwise discipline employees for just cause;

	 	2.

  	to determine the number of employees to be employed and the location of jobs;

	 	3.

  	to hire employees, determine their qualifications and assign and direct their work;

	 	4.

  	to promote, demote for just cause, lay off, transfer or recall to work employees;

	 	5.

  	to maintain the efficiency of operations;

	 	6.

  	to set the standards of productivity and/or services as to quality and quantity to be rendered;

  

  

	 	7.

	to determine the personnel, methods, means and facilities by which operations are conducted; 
	 	 	 
	 	8.

	to set the starting and quitting time and number of hours and shifts to be worked in accordance with Article XI; 
	 	 	 
	 	9.

	to expand, reduce, alter, transfer, assign jobs, departments or operations in compliance with this Agreement; 
	 	 	 
	 	10.

	to close down or relocate the Employer’s operations or any part thereof; 
	 	 	 
	 	11.

	to control and regulate the use of machinery, facilities, equipment, supplies and other property of the Employer; 
	 	 	 
	 	12.

	to introduce new equipment or improved methods, production, distribution, procedures, processes and maintenance methods, materials, machinery and equipment; 
	 	 	 
	 	13.

	to determine the number, location and operation of departments, divisions and other units of the Employer; 
	 	 	 
	 	14.

	to require the observance of safety rules, operating procedures and policy; 
	 	 	 
	 	15.

	to determine the methods of compliance with various federal and state regulations; and to take whatever action is either necessary or advisable to determine, manage and fulfill the mission of the
Employer and to direct the Employer’s employees; 
	 	 	 
	 	16.

	upon notification to the Union to issue, amend, revise, abolish and enforce reasonable policies, rules, regulations and practices for the operation of the plant and conduct of the employees. Any
differences of opinion over the reasonableness of such policies, rules, regulations or practices shall be subject to the grievance procedure commencing at Step 4 within seven (7) days after the Employer’s notification. 
	 	 	 
	 	 In exercising these rights the Employer agrees to observe the other provisions of the Agreement. 

3.02 The Employer’s or the Union’s failure to exercise any right, prerogative or function hereby reserved to it or the Employer’s or Union’s exercise of any such
right, prerogative or function in a particular way, shall not be considered a waiver of the Employer’s or Union’s right to exercise such right, prerogative or function or preclude it from exercising the same in some other way not in
conflict with express provisions of this Agreement.

3.03 The Employer and the Union agree the Employer shall not contract out work or services that would affect bargaining unit employees without first, notifying the Union of such and
second, meeting with representatives of the local Union (upon their request) to confer and look at possible alternatives. The Employer agrees that it will give due consideration to the Union’s suggested alternatives.

ARTICLE IV

Union Membership

  

4.01 The Employer agrees that it will not interfere with the right of its employees to become members of the Union and will not exercise discrimination, interference, restraint or
coercion against any employee because of membership or non-membership in the Union. 

 4.02 The Employer agrees to allow two (2) union representatives, either from the International Union or the Local Union, to meet quarterly on the Employer’s premises with
bargaining unit employees during non-work time in a designated non-work area to solicit membership in the Union. Attendance at such a meeting shall be voluntary. 

 4.03 The Union, its officers, members, agents or representatives shall not intimidate or coerce employees into membership in the Union, nor shall they discriminate against any
employee because of non-membership in the Union. 

 ARTICLE V

Dues Check Off 

 5.01 The Employer agrees to deduct union dues and initiation or service fees (for employees electing not to become union members) from wages of employees, who voluntarily execute and
provide the Employer with a written authorization to make such deductions. The written authorization shall not be irrevocable for a period of more than one (1) year, or beyond the termination date of this Agreement, whichever occurs sooner.
Deductions shall be made from the employee’s wages the first (1st
) pay period of the month in which the payment is due. Withheld amounts will be forwarded to the Union together with a record of the amount and those for whom deductions have been made. 

 5.02 The Union shall indemnify and hold the Employer harmless against any and all claims, demands, suits or other forms of liability that shall arise out of, or by reason of action
taken or not taken by the Employer for the purpose of complying with any of the provisions of Article V., Dues Check Off, or in reliance on any list, notice or assignment furnished under any such provisions. 

 5.03 Any refunds due an employee because of duplicate or incorrect payment to the Union will be refunded to the employee by the Union. 

 5.04 Where an employee has insufficient earnings for the complete deduction in the pay period agreed upon, no deduction of any amount shall be made. In other cases, where the Union
informs the Employer in writing of the omission of a properly authorized deduction, the deduction shall be made in the next month’s pay period. 

 5.05 The provisions of this Article shall be effective in accordance and consistent with applicable provisions of federal and state law. 

 5.06 All the Employer’s obligation under this Article of the Agreement to deduct dues or fees and to forward dues/fees to the Union shall end upon the expiration of this
Agreement. 

 ARTICLE VI

NO STRIKE – NO LOCKOUT 

 6.01 During the term of this Agreement, the Union, it’s officers, representatives, stewards, grievance persons, committee members and other employees shall not, in any way,
directly or indirectly, instigate, authorize, cause, assist, encourage, condone, engage in or participate in any strike, sympathy strike, slowdown, picketing or any interruption of work at any of the Employer’s operations for any reason
whatsoever. The Employer agrees there shall be no lockout of employees. 

 6.02 In the event of an unauthorized strike, sympathy strike, slowdown, picketing or any interruption of work in any form by the employees, a representative of the International and
local Union shall immediately, upon request of the Employer, by public notice disavow the unauthorized cessation of work or disruptive activity and the Union shall take immediate action to induce such employees to return to work and cease such
activities. 

 6.03 The failure or refusal on the part of any employee to comply with section 6.01 of this Article shall result in immediate discipline up to and including discharge and such
discipline shall be subject to the grievance procedure in Article XVII only as to the question of fact as to whether or not such employee(s) did engage in such activities. The failure or refusal by a Union officer, representative, steward, grievance
person or committee person to comply with the provisions of Section 6.01 of this Article constitutes leading or instigating a violation of Section 6.01, it being specifically agreed that the Union officers, agents, representatives, stewards,
grievance persons or committee persons, by accepting such positions have assumed responsibility of affirmatively preventing violations of Section 6.01 of this Article by reporting to work and performing work as scheduled and/or required by the
Employer. 

 ARTICLE VII

SUCCESSORSHIP 

 7.01 In the event of a transfer, sale, assignment or closure of the Employer’s New Prague and/or Lonsdale operations, the Union shall be notified as soon as practical in advance
of such action. Upon written request of the Union, the 

 Employer agrees to meet and confer about the effects of such transfer, sale, assignment or closure upon the bargaining unit employees. 

  ARTICLE VIII

 Bargaining Unit Work 

 8.01 Persons whose regular jobs are not in the bargaining unit shall not perform work so as to replace regular workers or operators on the job, except for the purposes of instruction
or management training, in which case such trainees shall not displace or replace any employees in any classification. Non-bargaining unit employees may perform experimental, development and research work as deemed necessary by the Employer.

 8.02 It is understood that up to twenty five (25) Coordinator positions and future Coordinator positions may continue to perform bargaining unit work as they previously performed
prior to the existence of the collective bargaining agreement. It is further understood that the parties agree that the Employer may increase the number of Coordinators by one (1) for every twenty (20) newly created bargaining unit positions.

 8.03 It is further understood that non-bargaining unit employees may perform bargaining unit work in response to emergency situations. 

 8.04 In consideration of the above, the Employer in case of reduction of the work force, in accordance with Article XV – Seniority and Lay Off, shall reduce the number of
Coordinators by one (1) for every twenty (20) bargaining unit employees layed off. 

 ARTICLE IX

 Pay 

 9.01 The Employer agrees to pay all bargaining unit employees weekly. The specific payday, check distribution and method shall be established by the Employer. 

 9.02 Unless notified not to report at least two (2) hours prior to the start of their shift, employees who are scheduled and report to work and are prevented from working by
conditions outside the control of the Employer to include but not limited to acts of God or power outages shall be granted two (2) hours Report Pay at the employee’s regular straight time hourly rate. However, this shall not apply to an
employee(s) who are absent without approval on such previous scheduled work day. Report Pay shall be considered as time worked for purposes of overtime calculation. 

 9.03 At the Employer’s discretion, an employee called back to work after completion of his regularly scheduled shift, shall be granted two (2) hour Recall Pay at the
employee’s regular straight time hourly rate or may be assigned two (2) more hours work. Recall Pay shall be considered as time worked for purposes of overtime. 

 9.04 Effective January 16, 2000 all pay rates will be increased by forty eight (48)cents per hour. Effective January 1, 2001 all pay rates will be increased by fifty (50) cents per
hour. 

 ARTICLE X

Job Classifications 

 10.01 Each employee covered by this Agreement shall be classified by the Employer and receive the hourly rate in accordance with Appendix A of this Agreement. 

 10.02 During the term of this Agreement, the Employer shall retain the sole discretion to establish, modify and determine the job content of any new or existing job/classification. In
the event the Employer establishes a new job or changes an existing job, the Employer will provide written notice to the Union in advance of such Employer action. 

 10.03 Upon written request from the Union, the Employer shall meet and discuss with the Union the wage rate (pay group) established for the new or changed job classification and the
rate (pay group) agreed upon shall become part of the Agreement. Such meeting shall be on non-work time unless determined otherwise by the Employer. 

 10.04 Employer retains the right to assign employees to perform any work within any pay group. If an employee is temporarily assigned to a lower pay group, the employee shall retain
their current rate of pay. If an employee is temporarily assigned to a higher pay group, the employee shall receive the rate of pay of that pay group effective with the start of the second (2nd
) pay period. 

 10.05 Employer retains the discretion to hire anywhere within the pay group range. 

 10.06 There shall be automatic three (3) month incremental increases unless documented deficiencies in performance or skill issues exist which may call for increase deferrals not to
exceed thirty (30) days. Employer shall notify the Union of any such deferrals. 

 ARTICLE XI

Hours of Work 

	11.01 The employee’s current work day is the following:

	 	A.

  	The day shift commences at 5:45 a.m. and is concluded in eight (8) hours at 2:15 p.m., Monday through Friday.

	 	B.

  	The night shift commences at 2:45 p.m. and is concluded in ten (10) hours at 12:45 a.m., Monday through Thursday.

	 	C.

  	The weekend shift commences at 3:00 p.m. and is concluded in twelve (12) hours at 3:00 p.m., Sunday, Friday and Saturday, with Sunday
being that start of the weekend shift.

11.02 All day shift employees will receive a thirty (30) minute unpaid lunch break. Employees leaving the premises for lunch must clock out and clock in upon return. Employees
are not permitted to work through their lunch period.

11.03 The Employer shall provide two (2) paid fifteen (15) minute day shift breaks. Night shift employees shall receive three (3) fifteen (15) minute paid breaks with no lunch period.
The week end shift shall receive four (4) fifteen (15) minute paid breaks. Employees who leave the facility during their break must clock out and in upon return. Employees scheduled to work overtime of two (2) hours or more prior to the start of
their regular scheduled shift, shall receive an additional fifteen (15) minute break immediately preceding the start of their regular shift. Employees scheduled to work overtime two (2) or more hours after the completion of their regular shift,
shall receive an additional fifteen (15) minute break prior to the start of the overtime work.

11.04 The hours worked each day or per week will be established to meet work requirements and will be at the sole discretion of the Employer and my be changed from time to time with
seventy-two (72) hours advance notice when reasonable and practical to provide such notice.

11.05 This Article shall not be construed to be a guarantee of hours of work per day or per week.

11.06 The term full time employee shall be defined for purposes of this

Agreement as an employee who is in a schedule consisting of 40 hours per week 

11.07 Employees scheduled to work the second shift shall receive a .50 cent per hour shift premium added to their regular hourly base rate. Employees scheduled to work the
thirty-six (36) hour weekend shift shall receive an 11.1% increase in hourly base rate as shift premium.

ARTICLE XII

Holiday

12.01 The Employer shall provide the following paid holidays: New Year’s Day, Memorial Day, Good Friday, Fourth of July, Labor Day, Thanksgiving Day, Friday

 

  

	
after Thanksgiving, Christmas Eve Day, Christmas Day and Two (2) Floating Holidays.

12.02 If the holidays fall on a Saturday or Sunday, the Employer will designate either the preceding Friday or the following Monday as the day of observance.

12.03 A full-time employee, who is not on a leave of absence or lay off, shall receive as holiday pay his regularly scheduled hours of work at his straight time rate provided:

	

  	A.	The employee is on the active payroll of the Employer and has worked 30 calendar days for the Employer.

	

  	B.	The employee works the scheduled work day immediately preceding and immediately following the holiday unless the employee has an approved absence or approved time off. Requests for absence or time
off must be made and approved no later than twenty-four (24) hours prior to the requested time off. 

12.04 Should a holiday occur within an employee’s vacation period, it shall not be counted as part of such vacation. A day may be added to the vacation period, at the discretion
of the employee, provided the employee works his scheduled shift prior to and after the vacation period.

12.05 Unless otherwise agreed upon, employees shall not receive holiday pay for holidays which occur after the expiration of this Agreement and before the execution of any succeeding
Agreement.

ARTICLE XIII

 Leave of Absence

13.01 Leaves of absence without pay may be granted at the sole discretion of the Employer. The Union shall be provided a copy of the approved leave request.

13.02 Any employee on leave of absence who shall take such leave for the purpose of employment elsewhere shall be considered as voluntarily quit.

13.03 A leave of absence will be granted to an employee to work with the International Union for a period not to exceed two (2) years and may be renewed for a period of time not to
exceed one (1) year. Only one (1) employee may be on International Union leave at one time. An employee on International Union leave shall not earn or accrue seniority for the period of the leave. Upon termination of the leave, the employee will be
returned to a similar position and pay group to the one they left. 

 

 13.04 The Employer and the Union agree to comply with the provisions of the Americans with Disabilities Act, Family Medical Leave act and Veterans Reemployment Act. 

 13.05 An employee who has been elected or appointed by the Union to attend an International, District or State Convention or Steelworker Educational Program(s) will be granted by the
Employer a leave of absence without pay for this purpose. Not more that four (4) employees will be granted such leave twice (three (3) times with the commencement of the second year of the Agreement)* a year and they must give the Employer a minimum
of two (2) weeks written notice. This notice must be confirmed by the local union. Each leave will not exceed one (1) week duration. 

 

13.06 A full time seniority employee requiring time off due to the death in the immediate family (spouse, mother, father, child, brother, sister, stepmother, stepfather, stepchild, and current mother-in-law,
father-in-law, daughter-in-law and son-in-law) may be granted a leave of absence with pay for the hours the employee may have worked up to a maximum of three (3) consecutive working days. A maximum of one (1) day leave of absence with pay may be
granted in the event of the death of the employee’s grandmother, grandfather and current grandmother-in-law, grandfather-in-law, brother-in-law, sister-in-law or grandchild. 

 13.07 Such leave of absence shall be counted as time worked for purposes of computing overtime pay. 

 13.08 Upon Employer request, the employee may be required to provide validation of death in order to be paid for such time off. 

 13.09 An employee who is required to report for jury duty on a day the employee is scheduled to work shall be excused from work on that day. The employee must notify his supervisor
immediately upon receiving notice. The Employer shall pay the difference between the employee’s jury duty pay and the employee’s regular straight time pay. In order to received such pay, the employees must submit to the Human Resources
Department valid written proof indicating the dates, time served and the amount of compensation for such services. 

 This section will not apply where an employee voluntarily seeks such service. 

 13.10 An employee must report to work on all days scheduled when the jury is not in session. Employees who serve less than four (4) hours of jury duty are expected to work one-half
(1/2) their shift. Those employees who serve four (4) hours or more of jury duty will be paid for their full shift. Night and weekend shift employees shall be excused early from their work shift when they are required to 

report for jury duty the following day. Jury duty shall be counted as time worked for purposes of overtime calculation.

13.11 Employees will be granted a military training leave of absence if they are required to take time off for attendance at a summer training camp. Employees are required to provide
to the Employer a copy of any notification requiring such time off immediately upon receipt by the employee. The Employer will not pay wages for this time period but the employees may elect to use earned PTO.

ARTICLE XIV

Overtime

14.01 All hours worked in excess of forty (40) in a scheduled work week (thirty-six (36) for the weekend schedule) shall be paid at one and one-half (1-1/2) times the employee’s
straight time rate of pay. An unscheduled day will be paid at the straight time rate up to the forty (40) hour requirement if not previously satisfied. Unless specified otherwise within this Agreement, approved paid leaves of absence or paid
personal time off shall be considered as time worked for purposes of overtime calculations.

14.02 An employee assigned to the first shift shall be paid two (2) times his regular straight time hourly rate for all hours worked on Sunday provided he has worked the equivalent amount of hours on Saturday. If
the employee has not worked an equivalent amount of hours on Saturday, he will be paid one and one-half (1-1/2) times his regular straight time hourly rate for all work performed on Sunday.

14.03 An employee assigned to the weekend shift shall be paid two (2) times his regular straight time hourly rate for all hours worked on the fifth (5th) day provided he has worked the
equivalent amount of hours the fourth (4th) day. If the employee has not worked an equivalent amount of hours on the fourth (4th)day, he will be paid one and one-half (1-1/2) times his regular straight time hourly rate for all worked performed the
fifth (5th) day.

14.04 An employee assigned to the second (2nd) shift shall be paid two (2) times his regular straight time hourly rate for all hours worked on the seventh (7th) day provided he has
worked an equivalent amount of hours on either the fifth (5th) or sixth (6th) day. If the employee has not worked an equivalent amount of hours on the fifth (5th) or sixth (6th) day, he shall be paid on and one-half (1-1/2) times his regular
straight time hourly rate for all work performed on the seventh (7th) day.

14.05 Employees are expected, as a condition of employment, to work overtime.

 

11

14.06 When overtime is required, the Employer will make every effort to notify employees at least two (2) hours prior to the end of the shift or the day before the employees scheduled
day off.

14.07 The Employer will attempt to distribute overtime hours evenly among qualified employees within specific departments, regardless of shift, when overtime is required. 

ARTICLE XV

Seniority and Lay Off

15.01 All new employees or an employee rehired after loss of seniority shall be considered to be on probation for the first ninety (90) calendar days of continued employment with the
Employer, measured from the most recent date of hire. The Employer, upon written request to the Union, may extend the probationary period for an additional thirty (30) calendar days. During the probationary period, such employee(s) may be discharged
for any cause at the discretion of the Employer without recourse to the grievance and arbitration procedure of the Agreement and without notification to the Union. After an employee completes his probationary period, the employee shall have
seniority determined in accordance with Section 15.02 of this Article. 

15.02 Following completion of the probationary period, an employee shall be credited with seniority within the plant measured by length of continuous employment with the Employer at
the plant measured from the employee’s must recent date of hire. If two or more employees have the same seniority, the employee whose name appears earlier on the alphabetical listing of employees shall be deemed as having more seniority.
Seniority shall be applicable only as expressly provided in this Agreement.

15.03 Seniority and status as an employee shall terminate for any of the following reasons: 

	  	A.   	Voluntary quit. 
	 	B.   	Discharge for just cause. 
	 	C.   	Working for another employer during a leave of absence, in which case the employee shall be considered to have voluntarily quit. 
	 	D.   	In absent for three (3) consecutive work days without notifying the Employer. 
	 	E.   	Exceeds a leave of absence without written approval of the Employer. 
	 	F.   	Is layed off in excess of twelve (12) months. 

 

12

	  	G.   	Fails to respond to the Employers notice of recall within two (2) days after certified mail of notice to the last address of the employee as it appears on the records of the Employer, in which
case the employee shall be considered to have voluntarily quit. 
	 	H.   	Fails to report on the agreed upon scheduled date of return to work, in which case the employee shall be considered to have voluntarily quit. 
	 	I.   	Retired. 

15.04 When in the sole judgment of the Employer, it becomes necessary to effect a reduction in the work force at a plant, the Employer will attempt to make such reductions at the plant
in inverse order of seniority, provided the employees remaining have the skill, experience, qualifications and abilities to perform the work available. Recalls from lay off shall be in order of seniority, provided the employees returning have the
skill and abilities to perform the work available. 

15.05 If an employee is transferred to a classification (including a supervisor/coordinator position) outside the bargaining unit, such employee shall be excluded for the coverage of
this Agreement during the period the employee is in said classification.

 If within twelve (12) months such employee is re-transferred without interruption in employment with the Employer to a classification within the bargaining unit, the employee will as of the date of re-transfer be credited
with the seniority which he had at the time of their transfer in addition to all seniority accumulated during the time the employee worked outside the bargaining unit.

 If following twelve (12) months of such transfer the employee is re-transferred without interruption in employment with the Employer to a classification within the bargaining unit, the employee will as of the date of
re-transfer, be considered a new employee for all purposes of this Agreement.

 It is understood the Employer may make temporary assignments to other classifications without regard to seniority.

15.06 On or before sixty (60) days, and annually thereafter, following the signing of this Agreement, the Employer shall furnish the Union and post a seniority list. Any employee who
disputes the accuracy of such seniority list shall discuss his concern with the Human Resource representative within seven (7) calendar days of the posting before proceeding through Article XVII, Grievance and Arbitration of the labor
Agreement.

ARTICLE XVI

Job Posting

 

13

16.01 Bargaining unit employees will be provided with opportunities for shift transfer or promotion to classifications covered by this Agreement on the basis of seniority, providing
the employee has the skill, qualifications and ability to perform the job. An employee signing a posting for a shift transfer within the classification posted shall be granted the position prior to an employee signing for promotion. 

16.02 Employees shall be made aware of promotional or shift transfer opportunities through written job notices posted on Employer designated bulletin boards for seven (7) calendar
days. Any employee with six (6) months or more service in their current job classification or one (1) year or more service on their current shift wishing to be considered for such vacancies shall indicate their interest in writing within the posting
period. If the Employer simultaneously posts multiple job notices, the employee may indicate multiple interests and if selected for more than one position may determine which job he wishes to accept. Employees not selected for the posted job(s),
will be advised as to the reason the employee was not selected.

16.03 Employees taking a scheduled paid or unpaid leave of absence of three (3) weeks or more may submit in writing to their supervisor an indication of job interests they wish to bid
on during said leave of absence. Their supervisor shall enter the employee’s name on each such job notice that is posted during the period of absence. Employees who are absent due to illness or injury may notify their supervisor in writing of
any possible job posting for which they wish to bid. 

16.04 The employee selected to fill the posted job must satisfactorily complete a thirty (30) work day training period. If during this training period the Employer determines the
employee cannot satisfactory perform the duties of the job, the employee will be returned to his former position if available or may be reassigned without loss of seniority.

ARTICLE XVII

Grievance and Arbitraion

17.01 A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of this Agreement. In the event of a grievance,
there shall be no work stoppage or slow down, and the matter will be settled in accordance with the procedure set forth.

17.02 Such disputes over the interpretation or application of any terms of this Agreement shall be a “grievance” and will be processed in the following manner:

 

14

Step 1: The aggrieved employee, with or without his grievance person, within three (3) working days after the event giving rise to the grievance or after the employee knows or
reasonably should know of the occurrence to be grieved, will discuss and attempt to settle it with the employee’s immediate Coordinator. The employee’s immediate Coordinator shall have a period of three (3) working day within which to
respond.

Any individual employee or group of employees who elect to present their grievance(s) to the Employer without the intervention of a bargaining representative may do so as long as adjustment is not inconsistent with the
terms of the Collective Bargaining Agreement and provided further that the bargaining representative has been given the opportunity to be present at such adjustment.

Step 2: If the Coordinator’s answer is not satisfactory, the Union, no later than five (5) working days after the decision of the Coordinator may reduce the grievance to writing.
Any written grievance must be signed and dated by the aggrieved employee and grievance person and set forth the facts giving rise to the grievance; a specified reference to the provisions of the Agreement alleged to have been violated; the names(s)
of the aggrieved employee(s); reasons why the verbal answer in Step 1 was not satisfactory; and the remedy sought. The grievance shall be presented at a meeting with the Coordinator, Area Manager and/or Plant Manager, the grievant and two (2)
grievance persons within five (5) working days after receipt of the employee’s written grievance. The Employer shall give a written answer to the grievant and the Union signed and dated within ten (10) working days of the Step 2
meeting.

Step 3: If the grievance has not been satisfactorily settled in Step 2, the grievance may be appealed to the Human Resource Director, or his designee, within three (3) working days
after receipt of the Employer’s written answer in Step 2. The Human Resource Director or his designee, the Plant Manager or his designee will meet with the grievant and the grievance committee (consisting of not more than two (2) persons) of
the Union within ten (10) working days after receipt of the grievance in an attempt to reach a satisfactory settlement or adjustment of the grievance. Within five (5) working days after this meeting, the Employer will give its written answer to the
staff representative and the President of the Local Union. Any of the elected grievers may be substituted, at the discretion of the Union, in any second or third step grievance meeting. It is understood that suspension and discharges shall be filed
directly into the third step of the grievance procedure.

Step 4: If any Employer’s written answer to Step 3 is not satisfactory to the Union, the grievance may be appealed to the Vice President of

 

15

Operations or his designee within seven (7) working days of the receipt of the Employer’s written answer to Step 3. The Vice President of Operations, Plant Manager and Human Resources Director will meet with the
grievant, two (2) grievance persons and the staff representative of the Union within ten (10) work days after notification in an attempt to resolve the grievance. Within five (5) work days after this meeting, the Employer will give a written answer
to the Union, which answer shall be final on the employee, the Union and the Employer, unless it is appealed to arbitration by the Union in accordance with the procedures set forth in the Agreement.

17.03 No grievance shall be accepted by the Employer unless it is submitted or appealed within the time limits set forth in Step 1 of Section 17.02 of this Agreement. If a grievance is
not referred or appealed to the next step within the specified time limits, it shall be considered settled on the basis of the Employer’s last answer. If the Employer does not provide a written reply to the Union within the specified time
limits in any step of the grievance procedure, the grievance shall result in the grievance being settled in accordance with the request in the grievance. The Union and the Employer shall observe the specified time limits in answering or appealing a
grievance. Time limits in each step may be extended by mutual agreement in writing.

Arbitration 

17.04 If the Union wishes to carry the grievance beyond the fourth step, the following procedure shall apply:

	  	A.	The Union, through its staff representative, may appeal the grievance to arbitration by giving a written notice to the Human Resource Director or his designee within twenty-one (21) calendar days
after the receipt of the Employers answer to Step 4. The failure to appeal a grievance to arbitration within the twenty-one (21) calendar day period shall constitute a waiver of the Union’s right to appeal to arbitration.
	 	 	 
	 	B.	Within ten (10) work days after the notification of take the matter to arbitration, the parties shall request the Federal Mediation and Conciliation Service (FMCS) to submit a panel of seven (7)
qualified arbitrators. Each party to the dispute shall be entitled to alternately strike a name from the list until only one name remains and this panel member shall be the neutral arbitrator. The order of striking shall be determined by the flip of
a coin. The arbitrator shall only have jurisdiction and authority to interpret, apply or determine compliance and/or application of the express provisions of this Agreement at issue between the Union and the Employer. It is understood that the
arbitrator shall not have jurisdiction or authority to add to, detract from or alter in any way the terms of this Agreement. The decision of the

 

16

	  	   	arbitrator on the merits of any grievance adjudicated within his jurisdiction and authority shall be in writing and shall be final and binding on the Employer, the Union and the
employee(s).
	 	 	 
	 	C.	The Employer and the Union shall bear their own costs of the arbitration and shall equally share all expenses and fees of the neutral arbitrator. The grievance procedure may be utilized by the
Union in processing grievances on behalf of the employees, either individually or collectively. In processing grievances, the Union shall observe the specified time limits in filing and appealing and the Employer shall observe the specified time
limits in answering.

ARTICLE XVIII

Union Representation

 18.01 The Employer recognizes the right of the Union to designate not more than eighteen (18) Stewards and three (3) grievance people from the Employer’s
seniority list. 

18.02 A Union steward or grievance person, when requested by the grievant, shall be compensated and allowed limited time off for investigating grievances and
participating in Step 1 discussions during working hours at their regular hourly rate of pay. In such cases, the steward or grievance person shall seek permission from their immediate Coordinator to leave their assigned duties. Permission shall not
be unreasonably withheld unless the Coordinator believes there would be a disruption in production or an effect on efficiency of operations. It is understood that each grievance investigation shall be conducted by one steward or grievance
person.

 Upon receiving permission from the Coordinator, the steward or grievance person shall clock out of their job and into the designated indirect account. If the grievance investigation or Step 1
discussion requires the steward or grievance person to leave his assigned area, he shall notify the Coordinator of that area prior to beginning any investigation or discussion. When the steward or grievance person leaves the area, he must notify the
Coordinator of that area that he is leaving and immediately return to his own work area. When entering his own work area, he shall report immediately to his Coordinator and clock out of the designated indirect account and clock back into his job.
Paid time and work time off for such investigation and Step 1 discussion shall not exceed thirty (30) minutes per grievance.

18.03 The grievance person(s) and aggrieved employee(s) participating in Step 2 grievance meetings shall be paid in accordance with the following: Before

 

17

meeting with the Employer, the employees involved shall clock out of their job and clock into the designated indirect account; at the conclusion of the meeting, they shall clock back into their job and clock out of the
indirect account. The time consumed by the meetings, not to exceed two (2) hours each week per Area Manager, shall be paid for by the Employer. Any additional time spent in such grievance meeting shall be unpaid. 

18.04 The grievance person(s) and aggrieved employee(s) participating in Step 3 or Step 4 grievance meetings shall be paid in accordance with the following: Before meeting with the
Employer, the employees involved shall clock out of their job and clock into the designated indirect account; at the conclusion of the meeting, they shall clock back into their job and clock out of the indirect account. The time consumed by the
meeting shall be paid by the Employer. It is agreed by the parties that the meetings held at these steps shall be limited to discussion of the facts pertaining to the resolution of the grievance(s) involved.

18.05 Union stewards, grievance persons or aggrieved employees shall not be paid for any time spent after Step 4 or at any arbitration proceedings.

18.06 A representative of the International Union, upon request to the Human Resource Director, shall be granted permission to visit the plant at a mutually satisfactory time for the
purpose of investigating any grievance arising out of this Agreement. During such visit, the Union representative shall be accompanied to a designated non-work meeting area, shall comply with all applicable rules of the Employer and shall not
interfere with the operations of the plant nor with the duties of employees. A grievance person, steward or local union officer who wishes to meet with the Union representative in the Employer designated area may so do upon receiving permission from
his immediate Coordinator. The paid time and work time off shall not exceed thirty (30) minutes. Upon receiving permission, the grievance person, steward or local union office shall clock out of his job and clock into the designated indirect account
and upon return to his area clock into his job and out of the indirect account.

18.07 The Employer acknowledges the right of the Union to appoint or otherwise select a Negotiation Committee composed of not more than five (5) members who are regular employees of
the Employer. The Union agrees to notify the Employer in writing as to the members of the negotiating committee. All employee time participating in negotiations shall be unpaid. The Empolyer will credit the Union negotiating committee with pension
credit for time spent in negotiation sessions only.

ARTICLE XIX

Bulletin Boards

 

18

19.01 The Employer shall provide eight (8) bulletin boards situated at agreed upon locations to be used for the posting of Union notices. The President of the Local Union or his
designated representative shall be the Union officials to sign and post Union notices. Only the posting of meeting notices, elections, names of representatives and officers of the Union, and general noncontroversial matters concerning the business
of the Union may be posted. All matters to be posted shall be presented by the Union representative to the Human Resources Director for review and approval.

ARTICLE XX

Personal Time Off and Vacation

20.01 Full-time employees, after satisfactory completing their probationary period, shall accrue Personal Time Off (PTO) from the first day of the month following their date of
employment. An employee absent from work or layed off in excess of four (4) weeks will not accrue PTO until the first of the month following the employee’s return to work.

	20.02	 	Eligible employees shall accrue PTO hours as follows:
	 	  	  	Less than one (1) year	  	5.4 hrs./month
	 	 	 	One (1) through four (4) years	 	8.7 hrs./Month
	 	 	 	Five (5) through seven (7) years	 	10.1 hrs./Month
	 	 	 	Eight (8) through fourteen (14) years	 	13.4 hrs./Month
	 	 	 	Fifteen (15) or more years	 	16.8 hrs./Month
	 	 	 	 	 	 
	 	 	Employees may accrue a maximum of 240 PTO hours. Employees with balances exceeding 240 hours at the beginning of the month shall have until the end of that month to bring their balance including the current
month accrual below the 240 maximum or such hours shall be lost.

20.03 A minimum of two (2) or more consecutive hours of PTO may be requested. Requests exceeding two (2) hours must be made in whole hour increments. The Employer will not grant PTO
requests that result in a deficit balance. Likewise, employees having a PTO balance who request time off without pay shall be required to utilize such PTO first before consideration will be given for time off without pay. 

20.04 Personal Time Off plus time worked cannot total more than the employee’s scheduled hours in a regular straight time work shift.

20.05 Employees requesting PTO of one (1) week or more shall make such request at least two (2) weeks in advance. For requests of less than one (1) week, such request shall be at least
equal in advance notice to the amount of PTO requested.

 

19

20.06 Employees, at their discretion, may use all accrued and unused PTO during any plant shut down or lay off periods. If such periods exceed four (4) weeks, employees shall have the
balance of their accrued and unused PTO paid out.

20.07 Employees who voluntarily terminate or retire shall be paid for all unused accrued PTO hours through the month preceding their last day worked to a maximum of 240
hours.

ARTICLE XXI

Safety and Health

21.01 The Employer, Union and employees agree to cooperate and to work toward the continuing objective of reducing accidents and employee health hazards. To this end, the Employer
shall continue its efforts to make provisions and policies for the safety and health of the employees. The parties recognize their obligations and/or rights under existing Federal and state laws with respect to safety and health matters. In this
regard, it is the intent of the parties that any concern of safety or health be processed through the provisions of this Agreement before any charge be filed with any governmental agency.

21.02 In an effort to provide a safe work environment for all employees, the Employer shall form a Safety committee. The committee shall be comprised of employees representing each
work area and shall be chaired by the Safety Manager. Employee members shall serve two (2) year terms. Bargaining unit members on the committee shall be selected through nomination and election by bargaining unit employees in the designated work
area. Fifty (50) percent of the committee shall be selected new each year. The committed shall meet monthly and strive for pro-active/preventive rather than reactive approaches to safety and health concerns.

21.03 Standard industrial safety glasses shall be worn in production areas by all employees and shall be provided by the Employer. The Employer shall provide lenses and frames for
employees who have accrued seniority and require prescription glasses. Prescription glasses will be replaced if broken in the course of work activities or every two (2) years provided there is a dramatic change in the prescription. Employees may be
required to verify damage or prescription change before replacement is provided.

21.04 All employees shall wear hard hats and hearing protection as directed by the Employer and refrain from wearing rings, loose fitting jewelry, necklaces and dangling earrings
during working time.

21.05 The Employer at its sole discretion may establish or modify safety recognition programs. Any changes will be discussed with the Safety Committee before making a final
decision.

 

20

 

21.06 Upon successful completion of the ninety (90) probationary period, all full-time employees shall be eligible to received annually a total of four (4) uniform items or in lieu of
two (2) uniform items a fifty (50) dollar safety shoe allowance may be chosen. All employees are strongly encouraged to wear the Employer provided uniform.

 ARTICLE XXII

Tool Accountability 

22.01 The Employer shall issue tools and equipment to employees. Employer issued tools and equipment are the responsibility or the employee and shall be properly used, maintained and
returned to the Employer upon termination, voluntary separation or lay off. Any employee who fails to return Employer issued tools or equipment shall have the cost of those tools/equipment withheld from their final pay check. Any remaining balance
due shall be billed directly to the employee. Tools and equipment supplied by the Employer shall never be removed from the Employer’s premises and shall not be used for personal reasons or projects, unless specifically authorized in advance by
the employee’s supervisor. Employer issued tools/equipment shall be replaced by the Employer upon return of the originally assigned broken or damaged tool/equipment. Failure to return the broken or damaged tool/equipment shall result in the
employee replacing the tool or equipment at the employee’s cost.

22.02 The Employer shall provide a locked area or locker for employees to secure Employer issued tools and equipment. Employees shall provide their own locks.

 ARTICLE XXIII

Activities 

23.01 The Employer shall provide time off with pay for employees who participate in New Prague volunteer activities as firemen, military honor guards, medical technicians or ambulance
attendants.

23.02 Employees who participate in similar volunteer activities outside of New Prague may receive time off without pay.

23.03 Employees must request approval for such time off from their supervisors as far in advance as possible and must return to their scheduled work shift after the activity if there
is two or more remaining hours in their scheduled work shift. The Employer may request validation of participation in such activity.

 23.04 It is agreed between the parties that the Employer shall retain the sole discretion to unilaterally modify, revise or eliminate any provisions or practices under this Article.
Additionally, the Employer shall retain the sole discretion to 

21

unilaterally modify, revise or eliminate practices and policies that pertain to the current Employee Recreation Club, Service awards and Improvement Programs.

23.05 The Employer’s only obligation under the provisions of this Article is to provide the Union ninety (90) days written notification before modifying, revising or eliminating
any practices, policies or provisions under the sections of this Article.

 ARTICLE XXIV

Field Service 

24.01 The Employer retains the unilateral right to select and designate certain qualified employees to be available and willing to perform off-site field service and repair work.
Employees selected shall receive an additional two dollar and fifty cents ($2.50) per hour Field Service Premium over the hourly rate of their current classification for all hours worked (off-site) at the customer location while holding such
designation.

24.02 When assigned to work off-site, the employee(s) shall receive their regular rate of pay on the day of departure for all reasonable time incurred from the point of departure to
the employee’s final destination of the day. When at the customer location, the employee shall earn the Field Service Premium in addition to their regular rate of pay. On the day of return, the employee(s) shall receive their regular rate of
pay for all reasonable time incurred from the point of departure and end upon the employee’s final point of destination of the day.

24.03 Employees performing off-site field service and repair work will be reimbursed a maximum of thirty (30) dollars per day for receipted meals. Lodging will be reimbursed at the rate equivalent to a moderate priced
(Holiday Inn) motel. Required air transportation and/or automobile rental must be arranged through the Employer designated travel operator. Employees shall receive the mileage reimbursement rate corresponding to the published IRS rate when the
employee uses their personal automobile for Employer related business.

24.04 Overtime computation will include all hours worked as defined above. The Field Service Premium will not roll into the overtime calculation.

  ARTICLE XXV

 Drug and Alcohol Policy 

25.01 By reference the parties have negotiated a Drug and Alcohol Policy.

 ARTICLE XXVI 

22

 Savings Clause 

26.01 Should any provision of this Agreement be declared illegal by any court of competent jurisdiction, such provision shall immediately become null and void, leaving the remainder of
the Agreement in full force and effect, and the parties shall thereupon meet and confer in good faith regarding a substitute provision which is in conformity with the applicable law.

 ARTICLE XXVII

Duration of Agreement 

27.01 The Agreement shall become effective on January 10, 2000 and shall remain in effect through January 15, 2002.

Either party desiring to change, modify or terminate the Agreement must notify the other in writing at least sixty (60) days prior to January 15, 2002, the expiration date of this Agreement. If such notice is given and the
parties fail to reach agreement by the expiration date of this Agreement, then this Agreement shall in all respects be deemed void and terminated.

	Date                            , 2000 	 	 
	  	 	 
	 	 	 
	For the Union	For the Employer
	 	 	 
	 	 
	 
 	 
 
	Thomas M. Hoffman	Eric M. Rottier
	 	 	 
	 	 
	 
 	 
 
	Steve Powers	Scott R. Brittain
	 	 	 
	 	 
	 
 	 
 
	Rick Kadrlik	Roger Chlan
	 	 	 
	 	 
	 
 	 
	Dale Vosejpka	 
	 	 	 
	 	 
	 
 	 

23

 

Ken Gosewisch

Tammy Sondrol 

 APPENDIX A 

 Classifications and Pay Rates 

	 
 
	 	 GROUP 3

	 	 GROUP 4

	 		 
	 
 
	 	AI Boxer	 	 	 	Welder Helper	 	 	 
	 	AI Light Assembler	 	Liquid Penetrant Tester	 
	 	Parts Washer	 	Machine Operator	 	 	 
	 	Maintenance Helper	 	Material Handler	 	 	 
	 	 	 	 	 	Wrapper	 	 	 
	 	 	 	 	 	Buffer	 	 	 
	 
 	 
 	 	 
 	 	 
 	 	 
 	 
 
	 	Pay Rate	 	 	 	Pay Rate	 	 	 
	 	1/16/00	 	1/1/01	 	1/16/00	 	1/1/01
	Start	8.21	 	8.71	 	8.51	 	9.01
	3 months	8.90	 	9.40	 	9.22	 	9.72
	6 months	9.59	 	10.09	 	9.93	 	10.43
	9 months	10.28	 	10.78	 	10.64	 	11.14
	12 months	10.97	 	11.47	 	11.35	 	11.85
	15 months	11.46	 	12.16	 	12.06	 	12.56
	18 months	12.35	 	12.85	 	12.77	 	13.27
	21 months	13.09	 	13.59	 	13.48	 	13.98
	Full Rate	13.73	 	14.23	 	14.24	 	14.74
	 
 
	 	 GROUP 5

	 	 GROUP 6

	 

	 
 
	 	Overhead Crane Operator	 	LPV/JPV Roller Operator	 
	 	Electro Polisher	 	Maintenance Tech 6	 	 	 
	 	Inventory Accuracy Coordinator	 	Mass Spec/Welding	 	 	 
	 	Machinist	 	 	 	Plumber 6 (Welding)	 	 	 
	 	Maintenance Tech 5	 	Q.C. Inspector 6	 	 	 
	 	Mass Spec/Pumping	 	Specialty Machinist	 	 	 
	 	Painter	 	 	 	Welder 6	 	 	 
	 	Pipe Bender	 	Straddle Crane Operator	 
	 	Plasma Cutter	 	Programmable Plasma Cutter
	 	Purchase Rec./Inspect Tech	 	 	 	 	 
	 	Q.C. Inspector 5	 	 	 	 	 
	 	Shear Operator	 	 	 	 	 
	 	Shipping/Receiving Coordinator	 	*Rates Paid Above Group 6
	 	Truck Driver	 	NDE	 	$1.00
	 	Tube Rack Technician	 	Master Welder	 	$1.00
	 	Welder 5	 	 	 	Jig and Fixtures	 	$1.00
	 	Plumber 5	 	 	 	Electrician	 	$3.00
	 	AI Liquid Test/Mass Spec Operator	 	Electronic Tech	 	$8.78
	 
 
	 	Pay Rate	 	 	 	Pay Rate	 	 	 
	 	1/16/00	 	1/1/01	 	1/16/00	 	1/1/01	 
	Start	9.29	 	9.79	 	9.98	 	10.48	 
	3 months	10.07	 	10.57	 	10.82	 	11.32	 
	 
 

24

 

	 
 
	6 months	10.85	11.35	11.66	12.16
	9 months	11.63	12.13	12.50	13.00
	12 months	12.41	12.91	13.34	13.84
	15 months	13.19	13.69	14.18	14.68
	18 months	13.97	14.47	15.02	15.52
	21 months	14.75	15.25	15.86	16.36
	Full Rate	15.53	16.03	16.70	17.20
	 
 

25

 

 APPENDIX B

Lead Persons 

Employees working as Lead Persons shall receive a twenty-five (25) cents per hour premium over the top of their rate or the rate of the classification they lead, whichever is greater. Lead Persons shall be selected solely
by the Employer.

 APPENDIX C

Tuition Reimbursement 

Full-time employees who have accrued seniority of at least one (1) year shall be eligible for tuition and book reimbursement not to exceed $1,500 per calendar year for work related courses taken at accredited educational
institutions. Reimbursement shall be made upon verification of satisfactorily completing the course along with properly receipted expenditures.

 APPENDIX D

Pension Plan 

The Employer shall offer a Pension Plan to all bargaining unit employees who have satisfactorily completed their probationary period. The benefit level for all active eligible employees shall be twenty-five dollars
($25.00) for all benefit service earned as defined by the Plan. All aspects and operations of this Plan shall be governed by the Plan documents and shall not be subject to the grievance and arbitration provisions of this Agreement. If any conflict
arises between the Plan documents and this section of the Agreement, the terms of the Plan’s documents shall control. Except as to benefit level, the Employer shall retain sole right to modify or amend the Plan without notice or bargaining to
the extent permitted by ERISA, the IRC or other related regulations.

 APPENDIX E

Life & AD&D Insurance 

The Employer shall provide employees with life insurance equal to one (1) times the employee’s annual basic earnings as defined by the Plan not to exceed fifty (50) thousand dollars. All aspects of this Plan shall be
governed by the Plan’s document and shall not be subject to grievance or

26

 

arbitration. If any conflict arises between the Plan and this section, the terms of the Plan’s documents shall control.

The Employer shall provide employees with Accidental Death and Dismemberment Insurance equal to one (1) times the employees annual basic earnings as defined by the Plan not to exceed fifty (50) thousand dollars. All
aspects of this Plan shall be governed by the Plan’s document and shall not be subject to grievance or arbitration. If any conflict arises between the Plan and this section, the terms of the Plan’s documents shall control.

 APPENDIX F

Health Insurance 

All full-time employees, after a prescribed waiting period, shall be eligible to participate in the Employers health insurance plan(s) as described by the Employee’s Group Benefit Plan booklet. Upon thirty (30) days
written notice and subsequently informing the Union of specific changes to the plan(s), the Employer may modify, amend or change carriers, benefit levels or terms of coverage without negotiation or approval by the Union, provided the
employee/Employer cost sharing is the same for all employees (union and non-union) regularly assigned and working at the New Prague and Lonsdale facilities.

The Employer agrees that the benefit levels and the premium contribution rates in effect as of January 1, 2000 shall remain in effect without change or
modification through the calendar year ending December 31, 2000.

 The Employer’s liability in any claim for benefits under these group insurance plans is governed by the plan documents and is limited to the benefits provided by the specific plan. A copy of these plans shall be
given to each employee.

27

  

 [GRAPHIC]

      Chart Industries, Inc.

Storage Systems Division

Schedule of Benefits

Effective January 1, 2000 

	 PLAN A

	 PLAN B

	 SINGLE COVERAGE - $9.50 per month

	 SINGLE COVERAGE - $27.00 per month

	 FAMILY COVERAGE - $24.00 per month

	 FAMILY COVERAGE - $67.00 per month

	 	 	 
	Deductible	$500 per individual	 $200 per individual

	 	$1,000 family max.	 $400 family max.

	 	 	 

	Co-insurance	80% of $2,000 then 100%	 80% of $2,000 then

	100%	 	 

	 	to an unlimited maximum	 to an unlimited maximum

	 	 	 

	Out of Pocket	$900 per individual	 $600 per individual

	 	$1,400 family max.	 $1,000 family max.

	 	 	 

	Diagnostic	Applies to deductible	 $250 per individual

	   X-Ray & Lab	 	 

	 	 	 

	Out patient Surgery	100%	 100%

	 	 	 

	Maternity	Applies to deductible	 Applies to deductible

	 	 	 

	Mental & Nervous	Outpatient: 50% per visit	Outpatient: 50% per visit
	 	 	 
	Prescriptions	Drug card	 Drug card

	 	Generic - $7.00	Generic - $7.00
	 	Non-generic - $12.00	 Non-generic - $12.00

	 	 	 
	Vision Exam	1 Exam per year per person.	1 Exam per year per person.
	 	20% discount on prescription	20% discount on prescription
	 	glasses from participating provider.	glasses from participating
	 	 	provider.

 For more complete details of coverages outlined above or specifics regarding pre-existing coverage limitations, please refer to a Summary Plan Document available in the Human Resources Department. 

28

 APPENDIX G

Dental Insurance 

 All full-time employees, after a prescribed waiting period, shall be eligible to participate in the Employer existing Dental Insurance plan as described by the Employee’s Group Benefit Plan booklet. Upon thirty (30)
days written notice and subsequently informing the Union of the specific changes to the plan, the Employer may modify, amend or change insurance carriers, benefit levels or terms of coverage without negotiation or approval by the Union, provided the
employee/Employer cost sharing is the same for all employees (union or nonunion) regularly assigned and working at the New Prague or Lonsdale facilities. 

The Employer agrees that the benefit levels and the premium contribution rates in effect as of January 1, 2000 shall remain in effect without change or
modification through the calendar year ending December 31, 2000.

The Employer’s liability in any claim for benefits under this group insurance program is governed by the plan documents and is limited to the benefits provided by the specific plan. A copy of the plan shall be given
to each employee.

 DELTA DENTAL 

 Single - $4.00 per month

Family - $11.00 per month 

	Unit 1 – Diagnostic and Preventive	100%
	 	 
	Unit 2 – Basic Procedures	80% plus deductible
	 	 
	Unit 3 – Major Procedures	80% plus deductible
	 	 
	Unit 4 – Orthodontia	50% plus deductible
	 (Available only to Dependent Children between ages of 8

	 and 19 years up to a lifetime maximum of $1,000 per person)

	 	 
	Deductible - $50.00 per individual $150.00 per family

29

 

 APPENDIX H

401K Plan 

The Employer shall offer eligible employees a savings plan qualified under the Internal Revenue Code (“IRC”). The Employer anticipates continuing to match employee contributions at the rate designated by the plan as of January 1, 2000 [of seventy-five percent (75%) for the first one percent (1%) of base pay contributed by an eligible employee and twenty-five percent (25%) for the
next five percent (5%) of base pay contributed by eligible employee.] Although the Employer anticipates continuing contributions at those rates, the Employer shall retain its
current rights under the Plan to unilaterally increase, decrease or terminate Employer contributions and to determine other aspects of the Plan operation. The Employer shall provide the Union thirty (30) days written notice prior to implementing any
changes in the Plan and shall not terminate the plan without discussing such action with the Union.

All aspects of the Plan, including but not limited to eligibility requirements, contribution levels, employer match, borrowing and withdrawal shall be governed by the Plan and applicable statutes and regulations.

Disputes regarding participation and operation of the Plan shall not be subject to grievance or arbitration under this Agreement. If any conflict arises between the Plan, this Agreement and applicable statutes and
regulations, the terms of this Plan and the applicable statutes and regulations shall control.

 APPENDIX I

Flex Spending Account 

 The Employer shall provide a Flex Spending Account for pre tax payroll deductions to be used for out-of-pocket medical and/or day care expenses and group insurance premium payments. 

30

  

	[GRAPHIC]	Storage System Division
	 
 
	 	407 Seventh Street NW
	 	New Prague, MN 56071

 

June 25, 1998

 Mr. Thomas M. Hoffman

Sub District Director

United Steelworkers of America

2829 University Ave. SE

Suite 100

Minneapolis, MN 55414 

Dear Mr. Hoffman;

Effective with the commencement date of the Agreement this letter will clarify MVE’s policy with regard to temporary employees, temporary service and seasonal employees. Employer may keep these people working in
bargaining unit jobs for a period not to exceed ninety (90) calendar days. During this time these people will not be subject to the terms and conditions of the Agreement. At the conclusion of the ninety (90) calendar day period they would serve a
thirty (30) calendar day probationary period. Upon the successful completion of the probationary period they would become full time employees. After the employee completes his probationary period the employee shall be credited with seniority
measured by the commencement of the most recent ninety (90) day period.

Sincerely,

 Scott Brittain

Director of Human Resources 

31

 

	 	 

TABLE OF CONTENTS

	 	 
	 	 	 	 
	Article	Title	Page	 
	 	 	 	 
	 	Agreement	1	 
	 	Preamble	1	 
	      I	Responsibilities of the Parties	1	 
	      II	Recognition	2	 
	      III	Retention of Management Rights	3	 
	      IV	Union Membership	4	 
	      V	Dues Check Off	4	 
	      VI	No Strike No Lockout	5	 
	      VII	Successorship	6	 
	      VIII	Bargaining Unit Work	6	 
	      IX	Pay	6	 
	      X	Job Classifications	7	 
	      XI	Hours of Work	8	 
	      XII	Holiday	9	 
	      XIII	Leave of Absence	9	 
	      XIV	Overtime	11	 
	      XV	Seniority and Lay Off	12	 
	      XVI	Job Posting	14	 
	      XVII	Grievance and Arbitration	15	 
	      XVIII	Union Representation	17	 
	      XIX	Bulletin Boards	19	 
	      XX	Personal Time Off and Vacation	19	 
	      XXI	Safety and Health	20	 
	      XXII	Tool Accountability	21	 
	      XXIII	Activities	22	 
	      XXIV	Field Service	22	 
	      XXV	Drugs and Alcohol	23	 
	      XXVI	Savings Clause	23	 
	      XXVII	Duration	24	 
	 	 	 	 
	   Appendix A	Classifications and Pay Rates	25	 
	   Appendix B	Lead Persons	26	 
	   Appendix C	Tuition Reimbursement	26	 
	   Appendix D	Pension Plan	26	 
	   Appendix E	Life and AD&D Insurance	26	 
	   Appendix F	Health Insurance	27	 
	   Appendix G	Dental Insurance	29	 
	   Appendix H	401K Plan	30	 
	   Appendix I	Flex Spending Account	30	 
	 	Letter of Understanding	31	 

32

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