Document:

EXECUTIVE EMPLOYMENT AGREEMENT

EXECUTIVE EMPLOYMENT AGREEMENT

This EXECUTIVE EMPLOYMENT AGREEMENT ("Agreement") dated as of July 23, 2003 is effective upon its execution by and between  Blackman Uhler, LLC a limited liability company organized under the laws of the State of Delaware (the "Company"), and Howard L. Printz, a resident of New York, New York (the "Employee"). 

WHEREAS, the Company desires to engage the services of the Employee as its President and Chief Executive Officer of the Northern Affiliate as hereinafter defined, and the Employee desires to accept such engagement, on the terms and subject to the conditions hereinafter set forth.

WHEREAS, both parties agree that this Agreement is conditioned upon the Company acquiring certain assets of Rite Industries, Inc., including its Northern Paper Specialty Dye business ("Northern Business"), under an Asset Purchase Agreement between Synalloy Corporation ("Synalloy") and Rite Industries, Inc. which has been assigned to the Company 

WHEREAS, both parties agree that if the Company does not acquire and maintain for the duration of this Agreement a controlling interest in Rite's Northern Business, either party has the option to terminate this Agreement as set forth herein; whereby this Agreement and all obligations herein will become void. 

NOW THEREFORE, in consideration of the mutual promises, terms, provisions and conditions set forth in this Agreement and for other good and valuable consideration the parties hereto agree as follows:

1.Employment.  The Company agrees to employ the Employee and the Employee agrees to serve the Company for a period of twenty-four (24) months, unless extended or shortened pursuant to the terms of this Agreement (the "Term").  Employee's employment shall become effective on the  Closing Date as defined in the Asset Purchase Agreement and only in the event such closing shall occur (the "Employment Date").  

2.Capacity and Performance.

(a)       The Employee shall serve as President and Chief Executive Officer of the Company's Blackman Uhler Northern Specialty Dye Business (name to be determined at a later date), which will be operated as a division of the Company ("Northern Affiliate").

	During the term of his employment, the Employee shall perform such assignments and have such duties and authorities as are appropriate to his position(s), and shall perform such assignments.  The Employee's duties shall  include, without limitation, overall operational responsibility for all Northern Affiliate business, including the oversight of sales, purchasing, personnel, expenses, operating budgets, marketing, promotion, strategic planning and development for the Northern Affiliate's business. It is understood and agreed that, during the Employee's employment as President and Chief Executive Officer of the Northern Affiliate, the Employee shall be a Member of the Management Board of the Company, and shall  report solely to the President and Chief Executive Officer of Synalloy.

(c)        During the term hereof, the Employee shall devote his full business time and his best efforts, business judgment, skill and knowledge exclusively to the advancement of the business and interests of the Northern Affiliate and to the discharge of his duties and responsibilities hereunder.  The Employee will be involved in all aspects of discussions regarding strategic acquisitions as same relates to the Company and its Northern Affiliate. 

(d)       The Company will not require Employee to relocate his residence to South Carolina or to relocate the Employee's principal office more than fifty (50) miles from New York City.

3.         Compensation. The Company shall pay the Employee, beginning on the Employment Date and continuing throughout the Term, a base salary of One Hundred Sixty-five Thousand and 00/100ths Dollars ($165,000.00) per year (the "Base Salary") together with compensation payable as provided in Paragraphs 4, 5 and 6 below.  The Base Salary shall be payable monthly or on a more frequent basis by mutual agreement ("Monthly Payment"). 

4.  Bonus.  In addition to the Base Salary provided for in Paragraph 3 above, Employee shall be eligible to participate in the Divisional Management Incentive Plan ("Incentive Plan") covering the Northern Affiliate (name to be determined at a later date), a copy of which is attached hereto as Schedule 4.  

5.   Automobile Allowance. In addition to the Base Salary Employee shall be provided an automobile allowance of Fifteen Thousand and 00/100 Dollars ($15,000.00) per year, payable monthly (the "Automobile Allowance"). 

6.   Stock Options. Employee, upon becoming an Employee of the Company, shall be granted Twelve Thousand (12,000) options under the Synalloy Corporation 1998 Stock Option Plan ("Stock Plan"), a copy of which is attached hereto as Schedule 6. 

7.   Vacations.  The Employee shall be entitled to an annual vacation of four (4) weeks, during which time his compensation shall be paid in full.  The Employee may take said vacation over a consecutive period or in several non-consecutive periods, at the discretion of the Employee.  In addition, the Employee shall be entitled to sick leave and paid holidays, consistent with the terms of applicable Company policies for its executives.

8.   Employee Benefits. 

(a)  Retirement Plans.  Commencing on the Employment Date, and during the Term hereof, the Employee shall be eligible to participate in Synalloy's 401(k) savings and profit-sharing plan, as well as all other retirement plans which may be in effect from time to time.  Such participation shall be subject to the terms of the applicable plan documents. 

(b)  Health and Welfare Plans. Commencing on the Employment Date, and during the Term hereof, the Employee shall be entitled to participate in any and  all employee benefit plans, including without limitation, medical, dental or life insurance plans, which are in effect for employees of Synalloy.  Participation in such plans shall be subject to the terms of the applicable plan documents.  Synalloy may alter, modify, or add to its employee benefit plans and its retirement plans set forth in this subsection hereof at any time, as it, in its sole discretion, determines to be appropriate. 

(c)  Business Expenses. Subject to such policies regarding expenses and expense reimbursement as may be adopted by the Company and compliance therewith by the Employee, the Company shall pay or reimburse the Employee for all reasonable business expenses incurred or paid by the Employee in the performance of his duties and responsibilities hereunder subject to any maximum annual limit and other restrictions on such expenses as may be set by the Company and further subject to such reasonable substantiation and documentation as may be specified by the Company from time to time.

(d)   Life Insurance.  Employee shall be covered under the life insurance plans generally available to Synalloy employees. 

(e)  Disability Benefits.  Employee shall be covered under the disability plans generally available to Synalloy employees. 

9. Termination. 

(a)By Company.  In the event the Company elects to terminate this Agreement with Employee other than as provided in section 10 hereof, the Company shall continue to  pay the Employee equal Monthly Payments for the remainder of the Term as set forth in Section 3, plus six (6) additional monthly payments, beginning 30 days after the end of the Term, equal to Employee's Base Salary at the rate in effect on the date of termination as severance. (collectively the "Termination Period" and "Termination Payment" respectively)  In addition to the foregoing, the Company shall (i) maintain the Employee's benefits to which the Employee is entitled to in accordance with Section 8 for the duration of the Term; (ii) pay the Employee any bonus compensation to which the Employee is entitled in accordance with Section 4 hereof; (iii) pay the Automobile Allowance through the remainder of the Term, and (iv) reimburse the Employee in accordance with Section 8(c) for any business expenses for which the Employee has not yet been reimbursed (collectively "Termination Benefits").  In exchange for said provisions, Employee agrees to be bound during the Termination Period by the terms and conditions set forth in Section 12 herein.  

(b)By Employee other than for Cause or Good Reason.  If the Employee elects to terminate this Agreement prior to the expiration of the Term other than as provided in section 11 hereof, and upon a thirty (30) day notice to Company, the Employee shall not be entitled to any additional compensation by the Company.  Furthermore, for the remainder of the Term, and an additional six (6) months thereafter, the Employee agrees to be bound by the terms and conditions set forth in Section 12 herein. 

(c)By Either Party After Twenty-Four Months.  After twenty-four (24) months, either party may terminate this Agreement upon a thirty (30) day notice to the other party. If the Company elects to terminate the Agreement (except for cause), rights and obligations of each party shall be as set forth in Section 9(a) herein. If the Employee elects to terminate this Agreement, the rights and obligations of each party shall be as set forth in Section 9(b) herein.

(d)Death of Employee.  In the event of the Employee's death during the Term, the Employee's employment shall immediately and automatically terminate. In such event, the Company shall pay to the Employee's designated beneficiary or, if no beneficiary has been designated by the Employee, to his estate: (i) any earned and unpaid Base Salary, prorated through the date of the Employee's death; (ii) bonus compensation to which the Employee is entitled in accordance with Section 4 hereof, prorated to the date of the Employee's death; and (iii) reimbursement in accordance with Section 8(c) for any business expenses for which the Employee has not yet been reimbursed. 

10. Termination By the Company for Cause.  Nothing in this Agreement shall be construed to prevent the Company from terminating Employee's employment hereunder at any time for cause. The Company may terminate the Employee's employment hereunder for Cause at any time upon notice to the Employee setting forth in reasonable detail the nature of such Cause. The following, as determined by the Board in its reasonable judgment, shall constitute such Cause for termination:  (i) willful misconduct or gross neglect in the performance of the Employee's duties and responsibilities to the Northern Affiliate as described in Section 2 hereof (other than a failure resulting from disability); or (ii) the engaging of the Employee in the misappropriation of funds, properties or assets of the Company or its Northern Affiliate, intentional tort(s), fraud or other material dishonesty with respect to the Company or its Northern Affiliate, or other willful or gross misconduct that is materially harmful to the business, interests or reputation of the Company or its Northern Affiliate; or (iii) the Employee's conviction of a crime constituting a felony, including the entry of a plea of guilty or no contest by the Employee to a charge of a crime constituting a felony; or (iv) the failure of the Northern Affiliate to achieve at least one ($1.00) dollar of operating income as defined under generally accepted accounting principals, based on the business plan approved by the Managing Board of the Company before the beginning of the applicable fiscal year, as determined from an audit of the Northern Affiliate performed by the independent accounting firm of Synalloy, during any full fiscal year of the Company beginning with the fiscal year ending January 1, 2005, unless the Board of the Company shall approve a budget for the fiscal year which projects an operating loss and the loss of the Northern Affiliate is no greater than the approved budgeted loss.  Upon the giving of notice of termination of the Employee's employment hereunder for Cause, the Company shall have no further obligation or liability to the Employee nor to his beneficiary or estate, other than for Base Salary earned and unpaid to the date of termination and reimbursement in accordance with Section 8(c) for any business expenses for which the Employee has not yet been reimbursed. If Employee is terminated under Section 10(iv) above, the Employee shall not be bound by the terms and conditions set forth in Section 12 herein, and such termination will not occur until after Company has reviewed the audited results with Employee and no sooner than two (2) months from the applicable fiscal year end. 

11.  Termination By the Employee for Good Reason.  The Employee may terminate his employment hereunder for Good Reason, provided that the Employee provides written notice to the Company, setting forth in reasonable detail the nature of such Good Reason.  For purposes of this Section 11, "Good Reason" shall mean any act or omission identified below to which the Employee does not consent and which does not occur in connection with the termination of the Employee's employment for Cause, as provided in this Agreement. The following shall constitute "Good Reason" for termination by the Employee: (i) any assignment to the Employee of any duties, functions, or responsibilities, that  are materially inconsistent with the Employee's positions described in Section 2 above; or (ii) any relocation of the Employee or an office of the Northern  Affiliate contrary to the provisions of Section 2(d) above; (iii) requires the Executive to report to anyone other than the President and CEO of Synalloy Corporation or (iv) substantially interferes with the Employee's ability to substantially perform the duties, functions or responsibilities, or exercise the authority, of his positions as described in Section 2 above.  In the event of a termination by the Employee in accordance with this Section 11, then, within ten (10) days following the effective date of the Employee's termination, the Company shall pay the Employee the Termination Payment and continue the Termination Benefits. 

12. Covenant Not to Compete.  Notwithstanding Employee's prior and continuing relationship with Chromatech Corp., which relationship has been previously disclosed to the Company and which relationship has Employee may continue upon termination of this Agreement, Employee agrees that throughout his employment with the Company and for a period of six (6) months thereafter, the Employee will not, without the prior written approval of the Board of the Company, become an officer, employee, agent, partner, shareholder or director of any business enterprise which competes with the Company and its affiliates for customers, orders, supply sources, or contracts in those businesses in which the Company was engaged on the date his employment terminated.  Employee acknowledges that the Company is a leader in the chemical and metals businesses in which it manufactures and has substantial customer relationships throughout the continental United States.

Employee further agrees that at no time during his employment or thereafter will he divulge, communicate or use to the detriment of the Company any of the Company's, data, trade secrets, sale methods, customer lists, supply sources, or other proprietary information, which comprise elements that are unique to the Company. ("Restricted Information") The parties hereto agree that said Restricted Information shall not include information which; (i) has been disclosed with the prior written consent of the Company; (ii) is generally available to the general public; (iii) is required to be produced or disclosed by applicable law or any governmental authority; (iv) was independently developed by the Employee outside of his scope of employment; and (v) was in Employee's possession and/or control prior to the execution of this Agreement.      

13.  Severability.  The invalidity or unenforceability of any provision hereof shall in no way affect the validity or enforceability of any other provision hereof.

 14. Arbitration.  In the event that any dispute shall arise between the parties hereto as to any controversy or claim arising out of, or relating to this Agreement, or the breach thereof, same shall be settled by arbitration in the City of Spartanburg, State of South Carolina, in accordance with the rules then governing the American Arbitration Association, and judgment upon any award rendered by the arbitrator or arbitrators may be entered in any court having jurisdiction thereof.

     (a)    Refusal of one party to arbitrate shall entitle the remaining party to specifically enforce this Agreement in a court of competent jurisdiction, and, as a result of said refusal to arbitrate, the remaining party shall be entitled to receive costs, reasonable attorneys' fees and his share of the arbitration fee.  Arbitration by the parties shall take place at a time and place as may be agreed upon, but if no agreement shall be reached, then at the principal place of business of the Company.

     (b)    If it is determined by the arbitrators that one party was in default hereof or instituted (or defended) such arbitration proceeding not in good faith or without a reasonable basis in law or fact ("Defaulting Party"), the Defaulting Party shall bear the costs of the arbitration proceeding and pay to the other party or parties the reasonable attorney's fees and costs incurred in such proceeding, which amounts shall be separately determined by the arbitrators in such proceeding and become part of the amount of the arbitration award, payable by the Defaulting Party to the other party or parties.

     (c)    If the Defaulting Party does not pay to the other party the arbitration award within ten (10) days of written demand therefor, and the other party shall institute suit in a court of competent jurisdiction to enforce said decision, the Defaulting Party shall pay the other party the reasonable attorney's fees and court costs incurred in such action.

     (d)    While any Arbitration proceeding is pending, no party is excused from the payment of monies due hereunder, but if it is determined by the Arbitrators that monies paid during the Arbitration period were not due, the payee shall remit the amount of monies so paid, together with interest from the date of receipt to the proper party, within ten (10) days of the issuance of the Arbitration Award.

 15. Notices.  Any notice required or permitted to be given under this Agreement shall be sufficient if in writing, and if sent by registered or certified mail to his residence in the case of Employee, or to its Executive Offices in the case of the Company.

16. Benefit.  This Agreement, in accordance with its terms and conditions, shall inure to the benefit of and be binding upon the Company, its successors and assigns, including but not limited to any entity which may acquire all or substantially all of the Company's assets and business, or with or into which the Company may be consolidated or merged, and Employee, his heirs, executors, administrators, and legal representatives, provided that the duties and obligations of the Employee hereunder may not be delegated.  Employee agrees, however, that any such sale or merger shall not be deemed a termination hereunder provided that the Employee's operational duties and authorities are not substantially modified or reduced as a result thereof. Employee agrees that the Company may transfer his rights hereunto to any affiliate of the Company.

17. Situs.  This Agreement shall be construed in accordance with and governed by the laws of the State of South Carolina.

 18.  Entire Agreement.  This instrument contains the entire agreement of the parties hereto.  It may not be changed orally, but only by an agreement in writing signed by the party against whom enforcement of any waiver, change, modification, extension or discharge is sought.

[SIGNATURES OMITTED]

JOINDER

The undersigned hereby joins the within Executive Employment Agreement ("Agreement") to the extent referred hereinafter, in order to evidence its acceptance of the provisions hereof and its agreement to perform them or cause them to be performed in accordance with the following:

Synalloy hereby unconditionally guarantees to Employee the prompt and timely payment and performance of every financial obligation and benefit contained in the Executive Employee Agreement ("Agreement") that the Company is or shall become liable to Employee under the Agreement, together with reasonable attorneys' fees, costs, interest and expenses of collection and enforcement incurred by Employee.  All capitalize terms in this Guaranty not otherwise defined shall have the definition assigned to such term in the Agreement.

(A)       The liability of Synalloy shall continue until payment is made of every obligation of the Company now due or hereafter to become due to or in favor of the Employee, and until payment is made of any loss or damage incurred by the Employee with respect to any matter covered by this Guaranty.

(B)       Synalloy waives: (a) notice of presentment, demand for payment, or protest of any of the Company's obligations, or the obligation of any person, firm, or corporation; and (b) all defenses, offsets, and counterclaims which Synalloy may at any time have to any claim of the Employee against the Company.

(C)       Synalloy represents that, at the time of the execution and delivery of this Guaranty: (a) all authorizations, consents and approvals of Synalloy required in connection with the execution and delivery of this Guaranty or in connection with the performance of Synalloy's obligations hereunder have been obtained or will be hereafter obtained whenever required hereunder or by law; (b) there is no action, suit, proceeding, inquiry or investigation, at law or in equity, or before or by any court, public board or body, pending, or within the knowledge of Synalloy threatened, wherein an unfavorable decision, ruling or finding would (i) materially adversely affect the transactions contemplated in the Agreement or this Guaranty; or (ii) adversely affect the validity or enforceability of the Agreement or this Guaranty; (c) nothing exists to impair the effectiveness of the liability of Synalloy to the Employee, or the immediate taking effect of this Guaranty as the sole agreement between Synalloy and the Employee;(d) neither the execution and delivery of this Guaranty, the consummation of the transactions contemplated hereunder, nor the fulfillment of nor compliance with the terms and conditions contained herein is prevented, limited by, conflicts with or results in a breach of the terms, conditions or provisions of any law, order of any court or governmental agency, or any evidence of indebtedness, agreement or instrument of whatever nature to which Synalloy is now a party, or to which Synalloy is bound, or constitutes a default under any of the foregoing.  

(D)       The Employee may, at his option, proceed in the first instance against Synalloy, to collect any obligation or obtain any benefit covered by this Guaranty without first proceeding against the Company, or any other person, firm or corporation; it being understood that this is a Guaranty of performance, and not of collection. 

(E)       The whole of this Guaranty is herein set forth, and there is no verbal or other written agreement, and no understanding or custom affecting the terms hereof. 

	Any waiver by Employee of any default under the Agreement shall be limited to that particular instance and shall not operate as or be deemed to be a waiver of any future default or defaults.

[SIGNATURES OMITTED]TABLE OF CONTENTS

P R E A M B L E

THIS AGREEMENT, dated December 9, 2004, is entered into between BRISTOL METALS, L.P., Bristol, Tennessee (hereinafter referred to as the Company), and the UNITED STEELWORKERS OF AMERICA (hereinafter referred to as the Union).

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

ARTICLE 1 - Recognition

1.  As a result of the election, supervised by the National Labor Relations Board of April 5, 1951 and May 5, 1954, and the Decision in Case No. 10-UC-23, January 10, 1969, the Company recognizes the United Steelworkers of America, as the sole exclusive bargaining agency for all fabrication, production and maintenance employees at the Company's Bristol, Tennessee Plant, excluding all office, clerical, technical, professional, supervisory and custodial employees, as defined in the National Labor Relations Act.

2.  The Company and the Union agree to attempt the settlement of all grievances at lowest levels possible, and the Union agrees to conserve as much of the Company's time as possible, in the disposition of complaints.

3.  It is understood that all provisions of this Agreement are subject to existing Federal, State and Local Laws.

4.  In order to insure maximum, uninterrupted production during the term of this contract, the Company will not lock out its employees on account of labor differences and the Union on its behalf and on behalf of its agents, representatives, employees and members, individually and collectively, agrees there will be no strikes of any kind or nature, including sympathy strikes, during the term of this contract.

In the event of such a strike or threat thereof, the Company, while hereby preserving all the rights and remedies it may have at law or equity, will notify the Union promptly, which in turn, will exert all maximum efforts to prevent or terminate any such strike activity or conduct.

Any employee who engages in such prohibited conduct may be disciplined or discharged at the sole discretion of the Company, and such decision will not be reviewable under the grievance-arbitration procedures of the contract, except on the question of whether the grieving employee actually participated, actively or passively, in such conduct; or whether such employee was irrationally disciplined or discharged.

ARTICLE 2 - Management

1.  The Union agrees that, subject to the other provisions of this agreement, the function of Management belongs solely to the Company, and that it will not interfere with the Company's free exercise of this function.

2.  The function of Management includes, among other things:  The right to select and to hire new employees; the right to direct the work forces; the right to formulate reasonable plant rules; the right to discipline, suspend, discharge for cause, transfer, demote or promote, and the right to relieve employees of their duty because of lack of work, lack of skill or inefficiency, in such manner as to promote the efficient operation of the plant; and the right to assign work to employees; to decide the number and location of its plants; to determine the products to be manufactured, including the means and processes of manufacturing and to introduce new or improved production methods or facilities and except to the extent provided for in this agreement, the Company reserves and retains, solely and exclusively, all of its inherent rights to manage the business as such rights existed prior to the execution of this agreement.

ARTICLE 3 - Check-Off Provisions

Upon receipt of voluntary written authorization from any employee in the form to be provided by the Union, the Company will deduct from the earnings of said employee his monthly membership dues in the Union under the following procedure:

The greater amount of Five Dollars or an amount equal to 1.3% of the employee's total earnings in the immediately prior month not to exceed two and one-half times an employee's average hourly earnings in the immediate prior month.  Such authorization may be in the following form:

CHECK-OFF AUTHORIZATION

For the United Steelworkers of America

Company_________________________________________________________________

Plant_____________________________________________________________________

Date_____________________________________________, 20______________________

Pursuant to this authorization and assignment, please deduct from my pay each month, while I am in employment within the collective bargaining unit in the Company, monthly dues, assessments and (if owing by me) an initiation fee each as designated by the Treasurer of the International Union, as my membership dues in said Union.

The afore said membership dues shall be remitted promptly by you to the International Treasurer of the United Steelworkers of America, or its lawful successor at the address which he authorizes, in writing, for that purpose.

The assignment and authorization shall be effective and cannot be canceled for a period of one (1) year from the date appearing above or until the termination date of the current collective bargaining agreement between the Company and the Union, whichever occurs sooner.

I hereby voluntarily authorize you to continue the above authorization and assignment in effect after the expiration of the shorter of the periods above specified, for further successive periods of one (1) year from such date.  I agree that this authorization and assignment shall become effective and cannot be canceled by me during any such years, but that I may cancel and revoke by giving to the appropriate management representative of the plant in which I am then employed, an individual written notice signed by me and which shall be postmarked or received by the Company within fifteen days following the expiration of any such year or within the fifteen days following the termination date of any collective bargaining agreement between the Company and the Union covering my employment if such date shall occur within one of such annual periods.  Such notice of revocation shall become effective respecting the dues for the month following the month in which such written notice is given; a copy of any such notice will be given by me to the Financial Secretary of the Local Union.

Local Union No.                                                    United Steelworkers of America

Signature _________________________________________________________________                                                         

Witness___________________________________________________________________                                                            

Check No.________________________________________________________________                                                          

Ledger No. _______________________________________________________________                                                       

The Union shall indemnify and save the Company harmless against any and all claims, demands, suits or other form of liabilities that rise out of or by reason of action taken by the Company in reliance on the aforementioned written assignment or for the purpose of complying with any of the provisions of this section. 

The Union shall submit to the Company at its request a list of its members; such list shall not be required more often than three month intervals.  The Company will furnish a designated officer or individual of the Local Union each month as expeditiously as reasonably practicable, two (2) copies of the names of the employees from whose earnings such deductions have been made, along with the amounts of money so deducted.

 

ARTICLE 4 - PAC Check-off Authorization

The Company agrees that it will checkoff and transmit to the Treasurer of the United Steelworkers of America Political Action Committee (USWA PAC) voluntary contributions to the USWA Political Action Fund from the earnings of those employees who voluntarily authorize such contributions on forms provided for that purpose by the USWA PAC.  The amount and timing of such check-off deductions and the transmittal of such voluntary contributions shall be as specified in such forms and in conformance with any applicable state or federal statue. 

The signing of such USWA PAC checkoff form and the making of such voluntary annual contributions are not conditions of membership in the Union or of employment with the Company.

The Union shall indemnify and save the Company harmless against any and all claims, demands, suits or other forms of liability that shall arise out of or by reason of action taken or not taken by the Company for the purpose complying with any of the provisions of this Section.

The United Steelworkers of America Political Action Committee supports various candidates for federal and other elective office, is connected with the United Steelworkers of America, a labor organization, and solicits and accepts only voluntary contributions, which are deposited in an account separate and segregated from the dues fund of the Union, in its own fund raising efforts and in joint fund raising efforts with the AFL-CIO and its Committee on Political Education.

In cases where a deduction is made which duplicates a payment already made to the Union by an employee, or where a deduction is not in conformity with the provisions of the Union Constitution and Bylaws or the National Labor Relations Act, refunds to the employee will be made by the local Union. 

ARTICLE 5 - No Discrimination

It is agreed that there shall be no discrimination as provided in applicable State and Federal Statutes, against any employee by the Union or the Company because of race, color, religion, national origin, sex, age, or memberships or non membership in a labor organization.

The parties recognize that the individuals covered by this Agreement are likewise covered by the Family and Medical Leave Act of 1993, and that the Company will abide the Act which provides for up to twelve (12) weeks of unpaid leave per year for employees in appropriate circumstances.

ARTICLE 6 - Wages

           The various jobs within the following classifications shall be:

	
JOB CLASIFICATION
	
	
JOBS IN CLASSIFICATION

	
1
	
	
General Helper

	
	
	
Fit - Up Helper

	
	
	
Press Operator Helper

	
	
	
Yard Tractor Driver

	
	
	
7 -1/2 Ton Overhead Crane

	
	
	
10-Ton Overhead Crane

	
	
	
All other small machine operators

	
	
	

	
2
	
	
Pipe Marker

	
	
	
Gas Furnaces

	
	
	
Fork Lift Operator

	
	
	
Maintenance Apprentice

	
	
	
Beveller

	
	
	
Crane Hookup

	
	
	
Tack & Spot Welding

	
	
	
Pickle Tank Helper

	
	
	
Doall Saw Operator

	
	
	
Storekeeper

	
	
	
Shipping & Receiving

	
	
	
Plasma Burner

	
	
	
Hydro Tester

	
	
	
Sand Belt Operator

	
	
	

	
3
	
	
Power Press Brake Helper

	
	
	
Power Shear Helper

	
	
	
500-Ton Forming Press Operator

	
	
	
Ajax Furnace

	
	
	
Pipe Sizing

	
	
	
Pipe Sizing Press Operator

	
	
	
Template Operator

	
	
	
Rotary Straightener

	
	
	
Neutralizing Operator

	
	
	
Raw Material Receiver

	
	
	
Lubrication Technician

	
	
	
Machine Beveler

	
	
	
Picker Tank Operator

	
	
	
Pipe Marker Operator

	
	
	
Warehouse Operator

	
	
	

	
4
	
	
Power Press Brake Operator

	
	
	
Power Shear Operator

	
	
	
Power Roll, Tank Head, and Angel 

	
	
	
  Roll Operator

	
	
	
Mobile Crane Operator

	
	
	
Tube, Stake and Semi-Automatic Equipment

	
	
	
X-Ray Tech

	
	
	
QC Senior Lab Tech

	
	
	
Material Receiving Technician

	
	
	

	
5
	
	
Maintenance Mechanic

	
	
	
Maintenance Electrician

	
	
	
Welder

	
	
	
Special Projects Mechanic

	
	
	

	
6
	
	
Fit - Up

	
	
	
Level 3 Radiographer (X-Ray)

 

RATES

Rates of pay for the foregoing classifications are set forth in Appendix "A".  Rates shown in the various Columns of Appendix "A" shall become effective as follows:  Column 1, December 13, 2004; Column 2, December 12, 2005; Column 3, December 11, 2006; Column 4, December 10, 2007; Column 5; December 8, 2008.   

All job classifications deleted will be restored to the classification where located at the time of deletion, if the Company brings the job back.  Employees in Classifications 2 and 4 can bid on job vacancies in Classifications 2+ and 4+, respectively, without such bids being prohibited as cross bids.

RATES FOR NEW JOBS AND CHANGED JOBS

When the Company establishes a new job in the bargaining unit, it shall temporarily place it in a classification in line with the wage scale for similar work in jobs covered by this Agreement.

After a reasonable period of time allowed for perfecting the procedures and the machine or equipment involved, and when the job becomes fully operational, that is, is functioning normally in the production process, the Company will provisionally place it in a classification in line with the wage rate for similar work in jobs covered by this Agreement.

If no one in the classification is available to fill the job, it shall be posted for bids in the normal manner.

The provisional classification for such a job will remain in effect for sixty days from the time the provisional classification is made.  If, after the sixty day period, the Company deems the classification to be proper and accurate and the Company notifies the Union in writing, and no grievance is filed by the Union within five calendar days after the end of the sixty day period, the provisional classification will be considered the permanent classification for the job.

If during the term of this Agreement a significant and substantial change in job content in a job has been effected by the Company to the extent that the wage rate has become inappropriate as compared to the wage rate for similar jobs covered by this Agreement, and the company fails to reclassify the job, the Union may request the Company to review the circumstances in conference with the Union.

However, resort to the grievance procedure may be invoked only on the basis that the action of the Company is arbitrary and capricious.

There will be no retroactivity with respect to rates.  Grievances filed hereunder shall be concerned only with the consistency of the rate paid for similar work in jobs covered by this agreement.

 

ARTICLE 7 - Shift Assignments and Shift Preference

The Company will staff all shifts on the basis of the employee's preference of shifts, taking into account his classification, skills, experience and plant seniority as vacancies occur.  However, the junior qualified employee may be assigned to a particular shift when in the judgment of the Company, his skills and experience are needed to provide a balance of skills and experience between the shifts, and such will promote the efficient operation of the plant.

When such an assignment takes place, however, and the employee who was assigned possesses sufficient plant seniority to work on a different shift of his preference, after a period of thirty days on such assignment he may apply for a shift of his preference within his department based on his plant seniority, classification, skill and experience, provided that such application may be made by the employee only once in any six (6) calendar month period and provided that an employee with the necessary skill and experience, who possesses less plant seniority, is available to replace him.  Under such circumstances, the Company will train a junior employee.  Subject to the foregoing conditions but in addition to the above applications, application for shift preference may be made throughout the plant once each year during a period of two consecutive calendar weeks to be designated by the Company.

The parties hereto agree it is not the intention of the parties to abuse the assignment of employees between shifts, and that the company agrees to confer with the Union, upon request, concerning alleged abuse.

ARTICLE 8 - Profit Sharing Plan

Reason for the Profit Sharing Plan

The manufacture and sale of stainless steel pipe and fittings is a highly competitive business with many domestic as well as foreign producers.  Because worldwide productive capacity is much greater than demand, prices for these products will continue to be under pressure.  Under these conditions, the only way we can produce profits is by working together to control costs and operate efficiently.  It is hoped that this profit sharing plan ("plan"), which is effective only during the term of this agreement, will:

1.  Motivate every employee eligible under the plan to improve his or her performance and help in every way they can to produce profits.

2.  Reward employees for their efforts by paying them a share of Brismet profits as additional remuneration over and above their wages and salaries.

Who Participates

Every production, maintenance and supervisory employee who is assigned to pipe and fittings manufacturing (Departments 75 and 72), hereinafter called Brismet, and who:

1.  Is a full-time employee that has completed 90 days of full-time employment;

2.  Is employed at the end of any quarter for which a distribution is paid;

3.  Is employed by the Company or on layoff at the time any distribution is paid for the first, second, third, and fourth quarter unless termination was due to retirement or disability for which the employee received benefits under the Company's corresponding benefit plan; and

4.  Is employed by the Company at the end of the fiscal year in question unless termination was due to retirement or disability for which the employee received benefits under the Company's corresponding benefit plan.

Source of Pool

Six percent (6%) of Brismet's operating earnings before income taxes as reflected in the corporate accounting records and financial statements will form a pool to be distributed to eligible employees.  Such earnings are to be the sole source of contributions to the pool.  Revenues and expenses will be allocated to Brismet using accounting methods which the Company believes, at its sole discretion, most accurately reflect Brismet's profits.

Allocation of Pool to Employees

The pool will be divided so that every eligible employee gets the same percent of his or her straight-time pay (excluding all overtime) that all other eligible employees receive.  Only wages earned after 90 days of full-time employment will be included for purposes of calculating the distribution made to an employee.

When Distribution Will Be Paid

Profits for each fiscal year and any related distribution will not be finally determined until completion of the annual audit by the Company's outside certified public accountants.  However, in order to give employees the opportunity to receive their distributions sooner, any distributions will be made according to the following schedule:

1.  Approximately 45 days after the end of the Company's fiscal first, second and third quarters for each fiscal year, the Company will pay 75% of any estimated distributions for each quarter based on Brismet's cumulative earnings.

2.  Approximately 75 days after the Company's fiscal year-end, but in no event sooner than the completion of the Company's audit, distributions will be made for the year less any previous quarterly payments.  Should the actual distributions for the year be less than the previous payments, employees will not be asked to return the overpayment.

Qualifying as a Bona Fide Profit Sharing Plan

It is agreed that the inclusion of this plan in the collective bargaining agreement and its implementation is conditioned upon the plan being qualified as a bona fide "profit sharing plan" under 29 C.F.R. Part 549.

ARTICLE 9 - Vacations

All eligible employees on the payroll of the Company on June 1st of a Vacation Year who have been in the Company's employ for twelve (12) consecutive months or more on June 1st of the Vacation Year shall be entitled to a vacation with pay in accordance with the following:

 

	
Accumulated Seniority
	
Days of Vacation

	
Prior to June 1st

	
1 year but less than 3 years
	
  5 days

	
3 years but less than 10 years
	
10 days

	
10 years but less than 20 years
	
15 days

	
20 years or more
	
20 days

Employees continuously on the payroll on June 1 with less than 1 year of seniority and who have satisfactorily completed the 90 day probationary period shall receive partial vacation pay equal to one-twelfth (1/12) of forty hours pay at his regular rate for each full month of uninterrupted service prior to the initial June 1 eligibility date or receive the  equivalent vacation benefit time off.  This partial vacation will be paid on the first pay day after the initial eligibility date.

Employees who have not completed the 90-day probationary period prior to the initial June 1 eligibility date must satisfactorily complete the probationary period prior to receiving any partial vacation pay.  Upon successful completion of the probationary period, such employees shall receive partial vacation pay equal to one-twelfth (1/12) of forty hours pay at his regular rate for each full month of uninterrupted service prior to the initial eligibility date.  This partial vacation pay will be paid on the first day after the employee has satisfactorily completed the probationary period.  Each of the forgoing elections is conditioned upon the employee being otherwise eligible for the vacation benefits described herein.  Thereafter, the normal eligibility rules will apply.

Where an employee otherwise would be eligible for an additional week (5 days) of vacation benefit under the above schedule for the June 1 eligibility date, such employee shall receive vacation with pay for the amount of vacation benefit for which he is eligible plus partial vacation pay equal to one-twelfth (1/12th) of forty (40) hours pay at his regular hourly rate for each full month of uninterrupted service between the employee's anniversary date of hire and June 1 of the current year or receive the equivalent vacation benefit time off.

The above vacation table was changed during December 9, 2004 contract negotiations. The change to the vacation benefit is not retroactive and shall be implemented beginning June 1, 2005.  

All vacations will be allowed and must be taken during the twelve (12) months or vacation year after an employee becomes eligible.  EXAMPLE:  An employee who is eligible for one (1) week on June 1, 1981, will be given and must take his week's vacation prior to June 1st, 1982.

Vacations are not cumulative.  Vacation period may be designated by the Company to meet the operating needs of the Plant and may be designated during a one or two week period in which the plant may be closed for vacation.  Notice to this effect shall be posted each year during the last seven days of March.  Provided, the Company agrees not to close the plant for vacation period during a week in which July 4 is observed as a holiday under the terms of this Agreement.

In the event a decision is made not to close down the plant for vacation, employees will be granted vacations on the basis of seniority as far as possible, subject to the efficient operating requirements of the plant.  Employees with more than two weeks vacation will have priority over junior employees for two week's vacation period.

All requests for choice of vacation period shall be made by employees, in writing, and to which they shall be bound, between the 15th and 20th day of April, and the Company, after consultation with the Union, will announce by May 1, whether the request will be honored or not.  Employees will be reminded of this requirement during the last seven days of March.

An employee may elect to waive his vacation time off and receive vacation pay in lieu thereof, by requesting such between the 15th and 20th day of April.  Under such circumstances, vacation pay will be paid at the end of the first full week in June.

Upon retirement, a retiring employee shall be entitled to receive a pro-rated portion of his or her vacation allotment for the coming year, based upon the observed vacation year (June 1 to May 31).  The amount of such payment shall be computed by determining the amount of vacation time that the employee would have received had he remained on the payroll until June 1 and pro-rating such amount based upon the number of months of active employment on the employee's part between June 1 in one calendar year and May 31 of the next calendar year.  Such amount shall be paid after the next vacation year commences on June 1.  EXAMPLE:  Employee A retires January 1, 2000.  Had he remained on the payroll until June 1, 2000, he would have received four weeks of vacation which he could have taken between June 1, 2000 and May 31, 2001.  Upon retirement on June 1, 2000, he would receive payment for two weeks of vacation computed as follows:  6 months of active employment (June 1, 1999 - January 1, 2000) divided by 12 potential months of employment (June 1, 1999 - May 31, 2000) = 1/2; 1/2 x 4 weeks vacation = 2 weeks vacation.

ELIGIBILITY

An employee must have been employed twelve (12) consecutive months and worked a minimum of 1,400 hours during those twelve (12) months prior to June 1st in order to be eligible for a vacation of five (5) days.

An employee must have been employed thirty-six (36) consecutive months and worked a minimum of 1,400 hours during the twelve (12) month period prior to June 1st in order to be eligible for a vacation of ten (10) days.  This may consist of two separate periods (five (5) days each) as designated by the Company.

An employee must have been employed one hundred fifty-six (156) consecutive months and worked a minimum of 1,400 hours during the twelve (12) month period prior to June 1st in order to be eligible for a vacation of fifteen (15) days.  This may consist of three separate periods (five (5) days each) as designated by the Company.

An employee must have been employed two hundred forty (240) consecutive months and worked a minimum of 1,400 hours during the twelve (12) month period prior to June 1st in order to be eligible for a vacation of twenty (20) days.  This may consist of four separate periods (five (5) days each) as designated by the Company.

For the purpose of determining whether 1,400 or more hours have been worked, time lost due to an injury arising out of Company employment, jury duty or due to absence from work while on vacation under the agreement, shall be added to the actual hours the employee worked, at the rate of eight (8) hours per day but not less than forty (40) or more than forty-eight (48) hours per week (if his job has operated at 48 hours per week during his absence.)

 An employee who is laid off, quits or is discharged, and who meets the eligibility requirements for vacation and has not had a vacation after becoming eligible therefore shall receive his vacation pay at the time of such layoff, quit or discharge.

Time lost by an employee for a period of at least an entire payroll week, due to a bona fide sickness supported by a physician's certificate or other unusual hardship, acceptable to the Company, may be applied to any vacation time to which such employee is entitled if the employee so requests.

Employees will receive pay for holidays as defined in this agreement occurring during vacation period, unless an election has been made under the paragraph following immediately.

Holidays, legal or otherwise, which may occur during the time an employee is on vacation shall not extend the employee's vacation period.  Provided, however, that any employee who elects not to receive holiday pay for a holiday, as defined in this Agreement, which occurs during his vacation period, may at the time of this election designate another day, more than thirty (30) days after his vacation period, and be entitled to time off on that day, plus his holiday pay.  Provided, further, that no more than five (5) percent of the employees shall be permitted to elect any one alternate day, and that no premium shall attach, in any manner, to such holiday.

The vacation pay for a vacation of one or more weeks shall be forty (40) hours pay per week at the employee's regular hourly rate.  

The vacation pay will be paid on the regular payday for the period of the employee's vacation.  However, an employee may receive vacation pay before he leaves for vacation time off provided such request is made in writing to the Company at least fourteen (14) days prior to the date his vacation is scheduled to start.

For the employee who requests that vacation be applied because of time lost due to bona fide sickness as described above, the vacation shall be paid on the first regular payday occurring not less than ten (10) days following the date this employee makes such request.

In the event of death of an employee after becoming eligible for a vacation but before taking a vacation, the amount of vacation pay to which he would have been entitled shall be paid to his proper legal representative.

 

ARTICLE 10 - Hours of Work

1.  Eight consecutive hours (exclusive of lunch period) shall constitute a standard day's work and forty (40) hours shall constitute a standard week's work.  The Company shall determine the starting and quitting time and the number of hours to be worked.  However, before the starting time is changed from 7:00 a.m., the Company will confer with the Union.  Eight (8) consecutive hours plus lunch periods, within any period of twenty-four (24) hours, shall constitute a shift.

2.  All time worked over forty (40) hours in any one week, shall be paid for at the rate of time and one-half.

3.  The opportunity for overtime work assignments shall be divided as equally as reasonably possible (on the basis of the number of times overtime work is assigned, as distinguished from actual hours of overtime work performed) among employees plant wide in the classification who are qualified to perform the work for which overtime is assigned.

An employee absent from work for any reason on the day that daily overtime is assigned will be deemed to have had an opportunity to perform overtime work.

Equalization of overtime work shall be based on a calendar month-to-month cycle.  Any employee believing he has been unreasonably denied an equal opportunity for overtime work during any calendar month may raise the question under Article 15.  The "date of origin" under Paragraph 1 (a) of that Article shall be the last day of the calendar month in which the alleged unequal treatment took place.

If it is decided that the employee's allegation has merit, the employee will be placed in a preferential position to perform overtime turns sufficient to remedy the unequal treatment.

When notice is given concerning casual overtime worked by 1:00 p.m., on any day the Company may require employees to perform overtime work to the extent of securing the number of employees for which overtime work is assigned, based on the inverse order of seniority among qualified employees plant wide in the classification in which overtime work is being performed.  The Company will notify employees, by the end of their work shift on Thursday, whether or not they will be expected to work the sixth or seventh day.  If the Company does not notify the affected employee by Thursday, the affected employee will be considered not scheduled to work the sixth or seventh day.

However, first choice for casual overtime work shall be given to the employee or employees actually performing the work on the day on which the overtime is necessary. 

Employees refusing under such circumstances to perform overtime work will be subject to discharge.

Casual overtime, or daily overtime, is that work outside regular working hours, which occurs from time to time, and which is not pre-scheduled.

Scheduled overtime is that work which is pre-scheduled no later than the previous day, generally by department or larger entities, and becomes a part of the scheduled workday.

4.  Employees who have not been notified at quitting time and are called in for work after completion of their regular scheduled workday shall receive a minimum of four (4) hours' pay at his regular hourly rate.

5.  When it becomes necessary, the Company will make every effort to notify the employees of reduced working schedules by posted or individual notices on or before the close of the previous day's shift.  Should the Company not so notify and an employee reports for work the next morning, he shall be allowed to work at least four (4) hours at his regular hourly rate or be paid for four (4) hours if work is not available which he can do.  Employees who were not at work the preceding day may not claim this benefit.  In cases of emergency beyond the control of the employer, or absence of an employee at time of notice, it may not be possible to give advance notice of lack of work.  In such cases, there will be no "call-in" pay for employees reporting to work.

6.  Scheduled work week will be normally Monday through Friday.

7.  Pay day shall normally be Friday and pay will be computed from Monday through Sunday inclusive of the preceding week.  Those working on Thursday night shifts will be paid at the end of the shift.  Day shift employees will be paid before checking out on Fridays.

8.  Double time will be paid for hours worked on Sunday, except for hours worked on Sunday by an employee whose regular shift begins on Saturday and ends on Sunday or begins on Sunday and ends on Monday.  There will be no duplication of pay under this provision and any other provision.

REST PERIODS

Employees shall be granted two (2) rest periods per day not to exceed ten (10) minutes each, one during the earlier part of the shift and one during the later part of the shift.  The times at which such rest periods are taken are to be determined by the employee's foreman or other designated Management representatives.  The employees working on the continuous tube mills and other positions where they are receiving plus pay are required to work during the foregoing rest periods and will receive additional pay for such periods equal to their regular straight time rate of pay.

ARTICLE 11 - Holidays

1.  The following days shall be recognized as holidays for the purpose of this Agreement:  New Year's Day, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Day after Thanksgiving, Day before Christmas, Christmas Day.

When any of these holidays fall on a Saturday or Sunday, Friday or the following Monday will be recognized as a holiday.

2.  Employees shall be paid for the holidays provided they meet all of the following eligibility requirements:

a. If the holiday falls on a day on which the employee would normally have been scheduled to work had a holiday not occurred, the Company shall not disqualify such employee by changing such normal schedules for the purpose of avoiding payment for the holiday.

b.  Except during his authorized vacation period, the employee's working at least eight hours during the week in which the holiday occurs.

c.  An employee who is scheduled and agrees to work on a holiday and is absent for any reason except sickness, death in the family, or some similar extraordinary circumstance is not eligible for holiday pay.

d.  The holiday pay shall be at the employee's regular hourly rate for eight (8) hours.

e.  It is the policy of the Company to avoid working on holidays covered by this contract.  No work will be performed on these holidays unless absolutely necessary to meet customer delivery requirements.  Two and one-half times will be paid for hours worked on these holidays.  It is understood that this two and one-half times includes the regular holiday pay to which an employee would be entitled had he not worked and that there will be no duplication of pay under this provision and any other provision.

ARTICLE 12 - Seniority

1.  For purposes of this Agreement, plant-wide seniority shall prevail for transfers, recalls, layoff, promotions, demotions, and shift preference as vacancies occur subject to giving consideration to the qualifications, which shall include experience, ability, physical fitness, and efficiency required by the job.  A seniority list of all employees shall be supplied by the Company to the Union each three (3) months, which, if not questioned by the Union within seven (7) calendar days after receipt, shall be conclusive for the purposes of this Agreement.

	
2.
	
An employee shall lose his seniority under the following conditions:

	 	
a.  If he resigns or voluntarily quits;

	 	
b.  If he is terminated for just cause;

	
	
c.  If he has less than two (2) years seniority at the time of layoff and remains in layoff status for more than one (1) year;

	 	
d.  If he has two (2) or more years of seniority at the time of the layoff and remains in layoff status for more than three (3) years.

	 	
e.  If he fails to return to work upon the expiration 

	 	
of an approved leave of absence or his vacation;

	 	
f.  If he fails to return to work at the appropriate time upon being recalled from layoff;

	 	
g.  If he has not been actively employed due to disability for twenty-four (24) consecutive months.

	All newly hired employees shall be considered to be on probation for a period of ninety (90) working days.  The duration of the probationary period may be extended by mutual agreement of the Company and the Union.  At the end of the probationary period, the employee's seniority should be measured from his or her most recent hire date.  Probationary employees may be discharged without recourse to the Grievance and Arbitration procedures.  During the probationary period, the employee shall not be eligible to participate in employee benefit programs or the receive pay for any time not actually worked, such as vacation or holiday, as may be available to employees who have completed their probationary period.

LAYOFFS

1.  When a reduction of forces is necessary, the Company will post the names of the employees to be laid off two (2) days, excluding Saturdays, Sundays, or holidays, prior to such reduction, unless cancellations of orders, changes in customer's requirements, breakdown, accidents or other emergency makes such notice impossible. A copy of the posted list of employees to be laid off will be given to the local Union at the time of posting.  Any questions of grievance arising from such reduction of forces must, if possible, be presented within the two (2) day period of such notice.

2.  During periods of layoff or cutback the Company will adjust the active work force by transferring employees, on the basis of seniority, to other classifications where needed, and for which they are qualified to immediately perform the full requirements of the job available; provided however that for available jobs in Classification 1 the employees affected need only have minimum qualifications which are defined as not requiring direct supervision, and requiring no more than familiarity instruction.  In either case, qualifications will be determined on the basis of the affected employee having previously bid on the classification and performed the available job; temporary transfers thereto; previous experience; individual knowledge, physical abilities; and skills.

Applying the foregoing provisions, such transfers shall be made within the department in which the layoff or cutback has occurred.  Only in the event such transfers cannot be effected within the department are such transfers to take place outside the department, pursuant to the foregoing provisions.  In the event an employee otherwise would transfer to a classification within his department which is more than three (3) job classifications below his present classification, such employee may elect to be transferred outside the department pursuant to the foregoing provisions, Classifications and incumbents of classifications within a particular department are determined solely by the Company on the basis of the type of product normally worked upon by the employees in their respective classification.  Departments are to be pipe manufacturing, custom fabrication, and maintenance.

RECALL

When the work force is to be increased, qualified employees in a classification on layoff will be recalled before additional hiring is accomplished for that classification.

In recalling employees, the Company will notify employees to be recalled by telephone, if feasible, of the date on which they are expected to return to work.

If personal contact is not made by telephone, the Company will notify employees to be recalled by Certified Mail, Return Receipt Requested, mailed to the last address given by the employee to the Company.

It will be the responsibility of the employee to notify the Company by telephone, if feasible, of his intention to return to work on the designated date before 4:00 p.m. of the second day following delivery of the Company's certified letter.

If contact by telephone is not feasible, the employee shall notify the Company of his intention to return to work on the designated date by notifying the Company by Certified Mail, Return Receipt Requested, which shall be mailed prior to the end of the second day following the delivery of the Company's Certified letter.

In the interim period, or in the event of an emergency, the Company may recall any employee for a period not to exceed three (3) days, provided efforts for the emergency recalls are made by seniority.

When recall is complete, it is the sense of the parties that employees will be returned to the classifications they held prior to layoff, if sufficient work in their classification is available.

JOB VACANCIES AND PROMOTIONS

New jobs, classifications or vacancies, which are not filled by stand-by employees, other than additional general helpers and laborers will be posted (two copies) on the Bulletin Board for a period of three (3) workdays.

Applications for such opportunities shall be made on both copies (one for the Company, one for the Union) during this three day period, and may be withdrawn only prior to the time the award is made.  If the job is not a full-time job, it shall be posted in the same manner and called a stand-by job, and when the job becomes a full-time job, the employee who successfully bids the stand-by job for that operation shall automatically become the full-time operator.  Standby operators shall be paid the same and considered on the same basis as full-time operators while they are performing the duties of the full-time operators.  A stand-by operator shall be considered a full-time operator when the job becomes a full-time job or when he works over fifty percent (50%) of his time on the job for any six (6) month period.

An employee will be given a reasonable trial period on a new job or in a new classification.  If retained therein at the end of thirty days, it will be presumed the employee is qualified.  If deemed unsatisfactory prior thereto, he will be returned to the job he held prior to the bid.  Other employees affected by a move of this type will likewise be returned to their previous job.

An employee may bid downward to a lower paying job, when biding on a new job, classification or vacancy, for health reasons only.  In such downward bid, he must be presently fully qualified to perform the work without additional training.  If successful in such bid, the employee will not be permitted to bid in either direction on any job a full 12 calendar month period from the time he began work on the lower paying job.

An employee who has been cutback from an earlier classification during a cutback or layoff period may elect to remain in the classification to which he was cut back with withdrawal.  Withdrawals are permitted in only two circumstances - withdrawal of a bid before an award is made; and the type withdrawal set forth in this paragraph.

At the beginning of this contract term, the Company will designate those employees who are presently stand-by operators, and may from time to time post other stand-by jobs for bid.  When a job has no stand-by operator, or when a stand-by operator is not available, that is, not at work on the premises at the time, temporary vacancies may be filled without regard to seniority for a period of three (3) days in filling a temporary vacancy, and employee working regularly at a job in a lower classification, but who has previously worked regularly at the temporarily vacant job, will, if he has seniority over other employees similarly situated, be given preference over other employees in filling the temporary vacancy.  However, if such vacancy continues beyond three (3) days because of illness, leave of absence, vacation or other cause of the employee regularly assigned to the job, then the Shop Committee and Management will meet in an effort to fill the vacancy either by continuing the employee temporarily selected or selecting another employee for such additional period of time as may be agreed upon.  If such vacancy cannot be filled from among employees within the bargaining unit then the Company may employee a new employee to fill the job.  Employees who are transferred from their regular job in order to fill a temporary vacancy as described above will be paid their regular rate or the rate of the job to which they are transferred, whichever is higher.

In lieu of actually moving the proper employee to the temporary vacancy, the Company, in its discretion, may elect to compensate the employee for the difference in compensation involved.  Compensation will be limited to one employee.

A stand-by operator, or any employee, who takes the job of an operator, or any other employee, on a temporary basis--that is, when the operator or other employee is absent because of illness, leave of absence, vacation, or other such temporary absence--shall acquire no rights to such job over the operator or other employee, regardless of seniority.

In the event it is determined that no present employee with seniority is qualified to fill the position in question, then the Company may hire a new employee to fill the position.

Employees absent from work shall be notified by the Shop Committee when a job is posted for bid.

The Company agrees to furnish the Shop Committee the names of employees on the active payroll who are absent from work on the day a job is initially posted for bid.

ARTICLE 13 - Absenteeism

1.  To maintain efficient production schedules, the parties insist on regular, punctual attendance of all employees.

2.  Chronic absenteeism or chronic tardiness will be cause for discharge or other disciplinary action.

3.  An employee who has previous knowledge of an expected absence from work shall notify the Company in advance of such absence.

In emergency situations, or where unexpected events cause an absence from work, an employee must notify the Company as soon as possible on the day of such absence and provide the reason therefore.

Employees who fail to provide notice, as provided above, for three successive workdays shall be considered as voluntary quits.

ARTICLE 14 - Safety and Health

1.  Both parties to this Agreement will strive to improve the safety conditions for the protection of employees and to agree to police this provision so as to insure against unnecessary injury to the employee and costly interruption to operation.  Neither party will uphold needless or careless acts calculated to injure an employee or his fellow workers.

2.  The Company will furnish without cost to the employees all protective equipment deemed necessary by the Company.  All such items shall be checked out to the employee who shall be responsible for its safekeeping and care.  Failure of this responsibility by the employee shall result in the cost of the item being deducted from his next check.  The Company will pay a differential of $50.00 per pair for Safety Shoes, purchased and worn regularly by employees while on duty.  Employees who regularly work in the pickling operation will be eligible to receive this payment twice per year.  Should employees be required by law to wear hard hats and ear plugs, they will be furnished by the Company.

3.  The Union shall designate at least two (2) safety committeemen in the Plant.  These committeemen shall be part of the Plant's safety committee which shall meet monthly with the company's representative in an effort to improve safety conditions and practices in the Plant.

4.  An employee shall not be required to work on a job which will be dangerous to life or limb.

5.  The Company agrees to equip a satisfactory First Aid Station.

6.  Should an employee suffer a job-related, compensable injury, he shall be paid for the balance of the day on which the injury occurred.

ARTICLE 15 - Shop Committee

1.  The Union Shop Committee shall consist of not more than four (4) members, one of whom shall be designated as Chairman.  There may be one additional committeeman for the night shift.

2.  The Union Shop Committee shall be recognized as the Plant Grievance Committee and all disputes resulting from the application and/or interpretation of this agreement shall be handled by said Committee with the assistance of the Union International Representative in cases where such assistance is deemed necessary by the Committee.

3.  The Union shall notify the Company in writing of the names of the Shop Committee, and the Company shall furnish in writing to the Union the names of its Supervisors.

ARTICLE 16 - Grievance Procedure

1.  All grievance and/or disputes arising out of the application or interpretation of the provisions of the Agreement shall be handled in accordance with the following procedure.  Employees may be discharged during their probationary period without recourse to the grievance and arbitration procedures.

a.  The aggrieved employee shall register his grievance within two (2) workdays from the date of origin of his alleged grievance with his immediate foreman, or he may request his foreman to call the grievance committeeman in his area and the committeeman shall be called as soon as possible, but not later than the end of the shift in which the request is made.

b.  Failing satisfactory adjustment within two (2) workdays after being presented to the immediate foreman, the grievance shall be reduced to writing by the Shop Committee and appealed to the Superintendent within two (2) workdays thereafter and the Superintendent shall forthwith offer to meet with the Shop Committee within two (2) workdays for the purpose of adjusting said grievance.  The Superintendent shall within two (2) workdays after such meeting has been held give a written acceptance to the grievance.

c.  Failing satisfactory adjustment in Step b., the President of the Company or his designated representative shall be notified in writing within five (5) days after the written answer provided for in Step b. has been received.  The President of the Company or his designated representative shall meet with the Shop Committee and the International Representative on the 2nd and/or 4th Monday of each month to discuss grievances for which a formal appeal has been made.  These meetings may be held on other dates which may be more convenient to the parties by mutual agreement.  The President of the Company or his designated Representative shall, within five (5) days after such meeting has been held, give written answer to the Shop Committee with a copy to the International Representative.

d.  Should a grievance fail to be settled as provided above, either party may submit the matter to arbitration by giving written notice of its desire to do so to the other party.  The Arbitrator shall be selected in the following manner:  The Company and the Union shall jointly request the Federal Medication and Conciliation Service to name seven (7) available Arbitrators.  Chosen by a toss of a coin, the winner shall strike the name of one Arbitrator, and alternately each party shall strike another, the remaining last name to be the person to serve as the Arbitrator.

e.  The Arbitrator shall promptly inquire into all matters affecting the complaint and shall within thirty (30) days of his appointment render his decision in writing, and said decision shall be final and binding upon the parties to this Agreement.  One half of the expense of the Arbitrator shall be paid by each party.

f.  Arbitrated matters shall be confined to the meaning and application of the provisions of this Agreement.

2.  The Union International Representative may be requested to, and shall have the right to, assist in the adjustment of any and all grievances after Step b. of the grievance procedure has been invoked.

3.  The Union International Representative shall have access to the Company's property during working hours for the purpose of ascertaining if the provisions of the Agreement are being complied with. The Union International Representative shall obtain from the Company, specific authorization for each visit and such visits shall be subject to such regulations as may be made from time to time by the Company.

4.  The Company will not impose regulations which will exclude the Union International Representative from its property, nor render ineffective the intent of the foregoing paragraph.

5.  Grievances not reduced to writing by the Shop Committee and not appealed to the superintendent within six (6) workdays from the date of origin of the alleged grievance shall not be considered under this grievance procedure.

When a negative answer is given to a grievance at any step, or when no answer is given to a grievance at any step, the appeal to the next step must be accomplished within the time limits set forth.  Otherwise, the appeal shall be deemed to have been waived.

The aggrieved employee may be present at all steps of the grievance procedure.  In group grievances, the group may be represented by not more than two employees.

ARTICLE 17 - Leave of Absence

1.  Upon written request of the Union, a leave of absence without pay will be granted any employee to serve as a full-time representative of the Union.  Leave of absence shall be for a period of one (1) year, subject to annual renewal by mutual agreement.  In no event will the number of employees so serving exceed one.  Employees serving as full-time representatives of the Union shall maintain and accumulate seniority. The Company will not arbitrarily withhold leaves of absence without pay to not more than five (5) employees to attend Union, State or National Conventions and Conferences.

ARTICLE 18 - Supervisory Employees

Supervisory employees shall not perform work on any hourly rated job classification if the result would be to displace an employee in the bargaining unit, but this will not prevent such work:  (1) in emergency; (2) when regular employees are not available, including such times as when employees are being called in; (3) in the instruction or training of employees; (4) in testing materials and production; and (5) in the performance of necessary work when production difficulties are encountered.

Lead persons shall be appointed by, and serve at, the discretion of management.  Lead persons have supervisory authority only when their supervisor is absent from the plane or away from the work area, including his office, for an extended period of time.

ARTICLE 19 - General

1.  The Company will provide a Union Bulletin Board in a suitable location in the Plant and will post thereon notices of Union Meetings and Union activities as may be submitted by the Union for such posting.

2.  The parties hereto agree that there shall be no Union activities on Company time, except that which is specifically provided for in this Agreement.

3.  The Company agrees that it will furnish all present and new employees with a copy of the current contract between the Company and the Union.  They will also be furnished with copies of the Insurance Program.  The Company and the Union will jointly pay the cost of printing these booklets which shall have the Union Label.

4.  The Company agrees that all employees will be furnished a copy of the current Shop and Safety Rules for which they will acknowledge receipt by their signature.

5.  The Company agrees to furnish the Secretary of the Local Union with a list of separations from employment and new hires on a monthly basis.

6.  When circumstances permit, deductions will be made from payments to employees for Virginia State Income Tax.

7.  No contract or agreement affecting the employees of this Company to whom this Agreement applies shall be entered into between the Company and any employee or group of employees other than their certified representative, that will in any way conflict with or supersede this Agreement or any extension thereof.

8.  When the Company adopts a plant rule or changes a plant rule, it will post a copy of the rule and immediately furnish a copy to the secretary of the local Union.

The rule will be presumed to be valid and in force when posted.  If the Union desires to challenge the rule because it is deemed in conflict with the terms of this Agreement, it must do so in writing within five (5) calendar days of the time a copy was furnished to the Union.  Otherwise, the rule shall, in fact, be valid.

9.  Employees who have been continuously employed for one year at the time of entering the Armed Forces of the United States under the Universal Military Training and Service act shall receive two (2) weeks pay, based on the employee's average earnings for the preceding six months.

The Company and the Union agree to follow the provisions of the Universal Military Training and Service Act, as amended, in connection with the reinstatement of employees of the Company who have been discharged from the military and naval services of the United States.

10.  A Labor-Management Participation Team Program will be implemented as soon as practicable.

11.  The Union may review any new test developed in-house by the Company after the effective date of the Agreement and make suggestions regarding such tests.

12.  Written warning letters are to be removed from an employee's record thirty (30) months after the issuance of the said letter, provided that the offense involved has not been repeated within the 30-month period.

ARTICLE 20 - Group Insurance

Bargaining Unit employees will be eligible for whatever insurance programs the Company's hourly non-bargaining unit employees are eligible, subject to applicable provisions of the parties Supplemental Agreement dated December 9, 2004 (details shall be contained in booklets to be published and distributed to employees following the execution of this Agreement.)

If you have medical coverage and want dental coverage, you must cover the same dependents on dental as medical.  For example, you can't have family medical and EE only dental or EE + 1 dental.  You can elect medical without dental or dental without medical.  Dental rates are higher for dental only coverage. 
The weekly medical/dental rates for employees, effective January 1, 2005 and January 1, 2006 shall be as follows:

	 	 	 	
Medical &
	
Dental w/o

	 	
Medical
	
Dental
	
Dental
	
Medical

	
Single (Employee Only)
	
$8.69
	
$.00
	
$8.69
	
$1.15

	
Employee + Child/Children
	
$12.41
	
$1.25
	
$13.66
	
$2.77

	
Employee + Spouse
	
$17.36
	
$1.25
	
$18.61
	
$2.77

	
Employee + Family
	
$21.09
	
$3.82
	
$24.91
	
$6.46

Beginning in 2007 Bristol Metals, L.P. reserves the right to increase the Medical Rates in years 2007 through year 2009.  The increase will not be greater than $3.00 per week per year cumulative over the years 2007 through 2009 not to exceed a total of $9.00 per week for the years 2007 through 2009.

The schedule of benefits agreed upon during collective bargaining negotiations shall be unchanged for year 2005.  For the years beginning January 1, 2006, January 1, 2007, January 1, 2008, and January 1, 2009 the Company reserves the right to make minor changes to the schedule of benefits after engaging in dialogue with the Union.

 

ARTICLE 21 - Pension Agreement

Consistent with the provisions of the preceding Agreement in this reward, and in order to enable compliance with the law, the Company is authorized to make required changes in the Pension Plan now in effect to comply with current law.

ARTICLE 22 - Vocational Training

The Company agrees to pay the entire cost of vocational training for any employee who successfully completes a related course of study in any bona fide vocational or correspondence school provided that such employee gives advance notice to the Company of his desire to take a course of study and both the course of study and the school are approved by the Company in advance.  Any employee taking such a course of study must furnish to the Company satisfactory evidence of having successfully completed it in order to receive reimbursement from the Company for the cost of the course.

ARTICLE 23 - Jury Duty

An employee who is called to serve on jury duty during a regularly scheduled workday shall be paid by the Company for such time lost from work thereby, the difference between the amount received by him for such service and the amount he would have earned at work, it being the intent of the parties that this sentence provides no more or no less than that required by the current laws of the State of Tennessee.  In the event such laws are changed, modified, or become invalid during the term of this Agreement, the parties agree to meet for the purpose of discussing the effect of such change, modification, or invalidation.

It shall be a condition of the foregoing that an employee notify the Company at the time he is called to such duty; that an employee so serving secure from the Clerk of Court and submit to the Company certification of the days he served, the amount he was paid, and the time he was released.

Any employee who is released from jury duty, after having served less than three (3) hours, will be required to report for the remainder of first shift or at their regularly scheduled starting time if working 2nd or 3rd shift.  Third shift employees will be excused without pay from work for the shift immediately preceding any day of jury service unless the employee elects to work.

ARTICLE 24 - Bereavement Leave

In the event an employee is absent on a regularly scheduled work day as a result of a death in the immediate family i.e. the employee's wife, husband, parents, children (including those legally adopted and stepchildren), grandparents, brothers, sisters, mother-in-law or father-in-law, he shall be paid one (1) day's pay at his regular straight - time rate for each day lost up to a maximum of two (2) consecutive days, one of which must be the day of the funeral.

Unpaid leaves to attend the funeral of relatives not members of the immediate family will be considered on a case-by-case basis.

 

 

ARTICLE 25 - Termination 

All provisions of this Agreement shall remain in full force and effect through January 31, 2010, and at midnight on said date this contract shall expire.

[SIGNATURES OMITTED]

 

 

APPENDIX "A"

	
Classification
	 	 	 	 	 
	
Number
	
Column 1
	
Column 2
	
Column 3
	
Column 4
	
Column 5

	
1
	
9.76
	
10.03
	
10.31
	
10.59
	
10.88

	
2
	
10.91
	
11.21
	
11.52
	
11.84
	
12.16

	
2+
	
11.35
	
11.67
	
11.99
	
12.32
	
12.66

	
3
	
12.40
	
12.74
	
13.09
	
13.45
	
13.82

	
4
	
13.50
	
13.87
	
14.25
	
14.65
	
15.05

	
4+
	
14.07
	
14.45
	
14.85
	
15.26
	
15.68

	
5
	
13.86
	
14.24
	
14.63
	
15.04
	
15.45

	
6
	
14.21
	
14.60
	
15.00
	
15.42
	
15.84

 

 

APPENDIX "B"

Changes in Synalloy Corporation's Health Benefits

Effective January 1, 2004

	Prescription Drug

$5.00 for generic, $20 for preferred brand drugs, $40 for non-preferred.  Must use selected pharmacies which include most national chains.

2.  New Mail-Order Prescription Drug

For a 90-day supply of maintenance drugs, $10 for generics, $40 for preferred brand drugs and $80 for non-preferred brand drugs.

3.  Hospital Expenses

80% after $100 co-pay per admission.  Paid at 60% after deductible for non-network providers

	Physician's Office Visits

100% after co-pay of $20 per visit for all doctors (Calendar Year Deductible Waived).  Paid at 60% after deductible for non-network providers.

	Pre-Admission and Post Confinement Testing Expenses

80% Subject to Calendar Year Deductible.  Paid at 60% after deductible for non-network providers

	Surgical & Anesthesiologist Expenses Incurred as Outpatient

80% subject to Calendar Year Deductible.  Paid at 60% after deductible for non-network providers

	

	Multiple Surgical Procedures for Outpatient

80% subject to Calendar Year Deductible.  Paid at 60% after deductible for non-network providers

	Voluntary Second Surgical Opinion

80% subject to Calendar Year Deductible.  Paid at 60% after deductible for non-network providers

	Pre-Natal Care Expenses

80% subject to Calendar Year Deductible.  Paid at 60% after deductible for non-network providers

	Supplemental Accident Benefit

Included under "Other Allowable Charges" 80% subject to Calendar Year Deductible

Paid at 60% after deductible for non-network providers

	Other Plan Exclusions and Limitations

*Plan exclusion applicable to "operating a vehicle if you under the influence of alcohol, as evidenced by a blood alcohol level of at least .10% to apply: delete exception applicable to Local 4586.

*Exclusion applicable to "charges incurred in connection with participating in any motorized racing or speed contests, hang-gliding, or parachute jumping activities: to apply: delete exception applicable to Local 4586.

	Medical and Dental Dependent Coverage Changes

If you have medical coverage and want dental coverage, you must cover the same dependents on dental as medical.  For example, you can't have family medical and EE only dental or EE + 1 dental.  You can elect medical without dental or dental without medical.  Dental rates are higher for dental only coverage.

Coverage rates effective 1/1/05

	 	 	 	
Medical &
	
Dental w/o

	 	
Medical
	
Dental
	
Dental
	
Medical

	
Single (Employee Only)
	
$8.69
	
$.00
	
$8.69
	
$1.15

	
Employee + Child/Children
	
$12.41
	
$1.25
	
$13.66
	
$2.77

	
Employee + Spouse
	
$17.36
	
$1.25
	
$18.61
	
$2.77

	
Employee + Family
	
$21.09
	
$3.82
	
$24.91
	
$6.46

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00081-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00081-of-00352.parquet"}]]