Document:

Exhibit 10.3

INTERNATIONAL  ALUMINUM 
CORPORATION

NON-EMPLOYEE  DIRECTOR 
COMPENSATION

Effective July 1,
2005

	
  BOARD OF DIRECTORS FEES

  	
   

  	
   

  	
   

  
	
  Quarterly Retainer –
  Chairman

  	
   

  	
  $

  	
  37,500.00

  	
   

  
	
  Quarterly Retainer

  	
   

  	
  $

  	
  7,000.00

  	
   

  
	
  Meeting Fees – Chairman

  	
   

  	
  $

  	
  0.00

  	
   

  
	
  Meeting Fees

  	
   

  	
  $

  	
  500.00

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  COMMITTEE FEES

  	
   

  	
   

  	
   

  
	
  Audit Committee
  Quarterly Retainer – Chair

  	
   

  	
  $

  	
  3,000.00

  	
   

  
	
  Audit Committee
  Quarterly Retainer – Member

  	
   

  	
  $

  	
  2,000.00

  	
   

  
	
  Meeting Fees – Chair

  	
   

  	
  $

  	
  1,000.00

  	
   

  
	
  Meeting Fees – Member

  	
   

  	
  $

  	
  500.00

  	
   

  

 

Effective July 1,
2006

	
  BOARD OF DIRECTORS FEES

  	
   

  	
   

  	
   

  
	
  Quarterly Retainer –
  Chairman

  	
   

  	
  $

  	
  37,500.00

  	
   

  
	
  Quarterly Retainer

  	
   

  	
  $

  	
  7,000.00

  	
   

  
	
  Meeting Fees – Chairman

  	
   

  	
  $

  	
  0.00

  	
   

  
	
  Meeting Fees

  	
   

  	
  $

  	
  1,000.00

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  COMMITTEE FEES

  	
   

  	
   

  	
   

  
	
  Audit Committee
  Quarterly Retainer – Chair

  	
   

  	
  $

  	
  5,000.00

  	
   

  
	
  Audit Committee
  Quarterly Retainer – Member

  	
   

  	
  $

  	
  2,000.00

  	
   

  
	
  Meeting Fees – Chair

  	
   

  	
  $

  	
  1,500.00

  	
   

  
	
  Meeting Fees – Member

  	
   

  	
  $

  	
  1,000.00

  	
   

  

 

 1Exhibit 10.4

November 1, 2005 – October 31, 2008

Labor Agreement

Between

INTERNATIONAL EXTRUSTION CORP.

and

CABINET MAKERS, MILLMEN AND INDUSTRIAL

CARPENTERS LOCAL 721

AFFILIATED WITH 

THE UNITED BROTHERHOOD OF CARPENTERS AND

JOINERS OF AMERICA

 

TABLE OF CONTENTS

	
  

  	
   

  	
   

  	
   

  	
   

  	
  PAGE

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  AGREEMENT

  	
   

  	
  2

  	
   

  
	
  ARTICLE 1

  	
   

  	
  SAVINGS CLAUSE

  	
   

  	
  2

  	
   

  
	
  ARTICLE 2

  	
   

  	
  UNION SECURITY

  	
   

  	
  2

  	
   

  
	
  ARTICLE 3

  	
   

  	
  EQUAL EMPLOYMENT OPPORTUNITY

  	
   

  	
  3

  	
   

  
	
  ARTICLE 4

  	
   

  	
  MANAGEMENT RIGHTS

  	
   

  	
  3

  	
   

  
	
  ARTICLE 5

  	
   

  	
  PROBATIONARY PERIOD

  	
   

  	
  3

  	
   

  
	
  ARTICLE 6

  	
   

  	
  REGULAR WORK TIME

  	
   

  	
  4

  	
   

  
	
  ARTICLE 7

  	
   

  	
  ADDITIONAL SHIFTS

  	
   

  	
  5

  	
   

  
	
  ARTICLE 8

  	
   

  	
  OVERTIME

  	
   

  	
  5

  	
   

  
	
  ARTICLE 9

  	
   

  	
  RIGHTS OF UNION REPRESENTATIVES

  	
   

  	
  6

  	
   

  
	
  ARTICLE 10

  	
   

  	
  SHOP STEWARDS

  	
   

  	
  7

  	
   

  
	
  ARTICLE 11

  	
   

  	
  PAY PERIODS

  	
   

  	
  8

  	
   

  
	
  ARTICLE 12

  	
   

  	
  SHOW-UP TIME

  	
   

  	
  8

  	
   

  
	
  ARTICLE 13

  	
   

  	
  CHECK-OFF

  	
   

  	
  8

  	
   

  
	
  ARTICLE 14

  	
   

  	
  JOINT COMMITTEE ON INDUSTRIAL RELATIONS

  	
   

  	
  9

  	
   

  
	
  ARTICLE 15

  	
   

  	
  WAGES

  	
   

  	
  9

  	
   

  
	
  ARTICLE 16

  	
   

  	
  HEALTH AND SAFETY

  	
   

  	
  10

  	
   

  
	
  ARTICLE 17

  	
   

  	
  WORK CLASSIFICATIONS

  	
   

  	
  11

  	
   

  
	
  ARTICLE 18

  	
   

  	
  GRIEVANCE AND ARBITRATION PROCEDURE

  	
   

  	
  11

  	
   

  
	
  ARTICLE 19

  	
   

  	
  NO STRIKE – NO LOCKOUT

  	
   

  	
  12

  	
   

  
	
  ARTICLE 20

  	
   

  	
  SENIORITY

  	
   

  	
  12

  	
   

  
	
  ARTICLE 21

  	
   

  	
  TERMINATION OF SENIORITY

  	
   

  	
  14

  	
   

  
	
  ARTICLE 22

  	
   

  	
  JOB BIDDING

  	
   

  	
  14

  	
   

  
	
  ARTICLE 23

  	
   

  	
  HEALTH, WELFARE, AND DENTAL PLAN

  	
   

  	
  16

  	
   

  
	
  ARTICLE 24

  	
   

  	
  PAID VACATIONS

  	
   

  	
  17

  	
   

  
	
  ARTICLE 25

  	
   

  	
  UNION LABEL

  	
   

  	
  18

  	
   

  
	
  ARTICLE 26

  	
   

  	
  SICK PAY

  	
   

  	
  19

  	
   

  
	
  ARTICLE 27

  	
   

  	
  LEAVE OF ABSENCE

  	
   

  	
  20

  	
   

  
	
  ARTICLE 28

  	
   

  	
  HOLIDAY PAY

  	
   

  	
  20

  	
   

  
	
  ARTICLE 29

  	
   

  	
  JURY DUTY PAY

  	
   

  	
  21

  	
   

  
	
  ARTICLE 30

  	
   

  	
  FUNERAL PAY

  	
   

  	
  22

  	
   

  
	
  ARTICLE 31

  	
   

  	
  EMPLOYEE RETIREMENT SAVINGS PROGRAM

  	
   

  	
  23

  	
   

  
	
  ARTICLE 32

  	
   

  	
  GENERAL PROVISIONS

  	
   

  	
  24

  	
   

  
	
  ARTICLE 33

  	
   

  	
  SOLE AND ENTIRE AGREEMENT

  	
   

  	
  25

  	
   

  
	
  ARTICLE 34

  	
   

  	
  DURATION OF AGREEMENT

  	
   

  	
  26

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  SIGNATURES

  	
   

  	
   

  	
   

  	
  26

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  EXHIBIT “A”

  	
   

  	
  CLASSIFICATION & HOURLY WAGE SCHEDULE

  	
   

  	
  27-28

  	
   

  
	
  EXHIBIT “B”

  	
   

  	
  MAINTENANCE & DIE REPAIR PROGRESSION

  	
   

  	
  29

  	
   

  
	
  EXHIBIT “C”

  	
   

  	
  ATTENDANCE POLICY

  	
   

  	
  30-31

  	
   

  
							

 

 1
 

 

AGREEMENT

THIS
AGREEMENT is made and entered into this 1st day of November, 2005, between INTERNATIONAL EXTRUSION CORPORATION,
located at 1000 Meridian Avenue, Alhambra, California, hereinafter called “Company”
or the “Employer”: and the SOUTHWEST REGIONAL
COUNCIL OF CARPENTERS AND JOINERS OF AMERICA, AND CABINET MAKERS  AND MILLMEN LOCAL 721, hereinafter known as
the “Union”.

It is agreed between the
parties signatory hereto, that the above mentioned Union is and shall remain,
as long as this Agreement is in force, the sole and exclusive bargaining representative
of all persons working for the Company. 
Employees working as guards, office workers, salesmen, supervisory
personnel, and all administrative employees are excepted as defined by the
Labor-Management Relations Act of 1947, as amended.

ARTICLE 1

SAVINGS CLAUSE

In the event any Federal, State or local law
conflicts with any provisions of this Agreement, the provision or provisions so
affected shall no longer be operative or binding upon the parties, but the
remaining portion of this Agreement shall continue in full force and effect.

ARTICLE 2

UNION SECURITY

Section a)             The Company agrees that all production,
maintenance, transportation and tool and die employees in the bargaining unit,
including leadpersons, shall be, or thirty-one (31) days after their
employment, as a condition of employment, become and remain members in good
standing of Cabinet Makers and Millmen Local 721, of the United Brotherhood of
Carpenters and Joiners of America.

Section b)             A member in good standing is
defined to mean: An employee who tenders uniform initiation fees and the
current month’s regular Union dues. 
Failure to comply with this and upon official written notification by
the Union to the Company, said employee shall be terminated within five (5)
working days.

Section c)             The Company agrees to
furnish the Union with a list of all new hire-ins and re-hires once a month.

 2
 

 

ARTICLE 3

EQUAL EMPLOYMENT OPPORTUNITY

Section a)             Neither the Company nor the
Union shall discriminate against any employee because of such employee’s race,
color, religion, sex, national origin or age (to the extent prohibited by the
age discrimination act only) or physical handicap (to the extent they are able
to perform the duties assigned.)

Section b)             All grievances alleging a
violation of this Section shall be furnished to the other party in writing.

Section c)             If no satisfactory
settlement is reached by Step 3 of the Grievance Procedure, such grievances
shall not be subject to Step 4 (Arbitration) of the Grievance Procedure, but
may be the basis of a complaint before the Federal or State Agency which has
jurisdiction over the subject matter.

Section d)             Whenever the masculine
pronoun is used in the Agreement, it shall refer to both genders.

ARTICLE 4

MANAGEMENT RIGHTS

Except to the extent
expressly abridged by a specified provision of this Agreement, the Company
reserves and retains all of its rights to manage the business.  The rights of management shall include but
are not limited to, its right to determine prices of products; volume of
production and methods of financing; to drop a product line; to establish or
continue policies, practices and procedures for the conduct of the business and
to change or abolish such policies, practices and procedures; the right to
determine the number and type of its operations, and the methods, processes,
and materials to be employed; to discontinue processes or operations; to select
and determine the number and types of employees required; to transfer, promote
or demote employees, or to lay off, terminate for just cause, or otherwise
relieve employees from duty for lack of work or other legitimate reasons; and
to make and enforce reasonable rules for the maintenance of discipline.  (Provided however, before the Company changes
plant rules, the Company and the Union will meet and discuss such
changes).  If no agreement can be reached
as to the rule being reasonable or with the established rules, the rule may
become effective and then subject to the provisions of Article 18.

ARTICLE 5

PROBATIONARY PERIOD

All new production and
material handling employees hired after the signing of this Agreement shall be
on probation for the first thirty (30) calendar days of employment or
reemployment and all skilled craftsman employees hired after the signing of
this Agreement, shall be on probation for the first ninety (90) calendar days
of employment or reemployment.  During
this probationary period an employee shall have no seniority rights.  The company shall have the absolute right, in
its sole discretion, to discharge or layoff any probationary employee for any
reason.  A probationary employee’s entire
work record will be reviewed by the Company in making the determination as to
continued employment.  Upon satisfactory
completion of the probationary period seniority will be computed from the
employees original date of hire or most recent re-hire date.  Extension of the probationary period may be
jointly agreed upon by the company and the Union.

 3
 

 

ARTICLE 6

REGULAR WORK TIME

Eight (8) hours shall constitute a regular
workday.  Five (5) days shall constitute
a regular workweek from Monday to Friday inclusive.  The first shift shall start between 6:00 a.m.
and 8:00 a.m. and each shift shall have an established starting time. Except
that the Company may schedule regular shifts at other start times from the
first Monday in June until the first Monday in October to meet electrical power
requirements and rate availability. Written notice will be posted, with a copy
to the Union, at least one (1) calendar week prior to such change and the new
schedule will be in effect for at least four (4) calendar weeks.  Upon mutual agreement between the Company and
the Union or the majority of employees in a department, for Saturday work only,
the normal starting time maybe changed to 5:00 a.m. without overtime
penalty.  This option may also apply to a
regular work shift by a department, but only with the approval of the Company,
the Union and the majority of employees. 
The Company shall notify the Union in writing, of the time elected to
start the regular workday.  The regular
workday shall continue uninterruptedly for eight (8) hours, except for a meal
period of one-half (1/2) hour.  If the
meal period is less than one-half (1/2) hour, (at the Company’s option) it
shall be a paid meal period, except by mutual agreement, between the Company
and the Union, for production employees only, there shall be no staggered
shifts.  Also, a ten (10) minute rest
period is to be provided midway in the morning and ten (10) minutes midway in
the afternoon.  This shall be applicable
to all shifts.  Any employee who works a
scheduled ten (10) or more hour day shall be entitled to a third ten (10)
minute rest period during the ten (10) or more hour day.  The time of this third rest period is to be
determined by mutual agreement.

All hours worked before or after the shift, above and beyond the
regular eight (8) hours, to which the employee is regularly assigned, shall be
paid as overtime pay hours.  In the event
the employee works eight (8) hours or less, in the preworking hours before his
regular starting time, he will be paid overtime if he also completes his normal
(8) hour shift.  However, in the event
the Company elects to send the employee home prior to the completion of his
normal shift, all hours working prior to his normal starting time will be paid
for at time and one-half (1 1¤2).

 4
 

 

ARTICLE 7

ADDITIONAL SHIFTS

Section a)             All employees regularly
assigned to the swing shift shall receive thirty cents ($.30) per hour above
the regular straight time hourly rate of pay and all employees assigned to the
graveyard shift shall receive forty cents ($.40) per hour above the regular
straight time hourly rate of pay.

Section b)             Shift differential shall be
paid for only those hours worked on swing or graveyard shift, unless otherwise
specified.

Section c)             A first shift differential
of twenty-five cents ($.25) per hour shall be paid for only those hours worked
before 6:00 A.M.

ARTICLE 8

OVERTIME

The rate of wages for
overtime work shall be as follows:

Section a)             For the first two (2) hours after
the first eight (8) hours worked in any one day, and work on Saturdays for the
first eight (8) hours, time and one-half (1 1⁄2) the regular hourly rate shall be
paid.

Section b)             All overtime work
thereafter, and work performed on Sundays, shall be paid for at the rate of
double (2) time.

Section c)             Herein listed holidays when
worked shall be paid for at the rate of double (2) time plus the holiday pay.

Section d)             If a regularly assigned
swing or graveyard shift which begins on Friday or the day before a holiday
continues into holiday or Saturday hours, or if a regularly scheduled graveyard
shift starts prior to 12:01 a.m. Monday, those shift hours which fall on a
Saturday or holiday shall be worked at the applicable straight time rate plus
shift differential and not at an overtime rate.

Section e)             Whenever possible, any
employee, when required to work overtime during the regular workweek, must be
notified by mid-shift of that day.

Section f)               When an employee is required
to work on Saturday or Sunday, he must be notified no later than the end of his
regular shift on Thursday.

Section g)            To the extent practical, the
Company will make an effort to achieve equalization of overtime within a
classification and department.

Section h)            Whenever possible, overtime
work will be assigned to employees who normally perform the work in question.

 5
 

 

Section i)               The Company will request
qualified employees to work overtime on a voluntary basis, if less than a full
crew, department or plant are going to work overtime.  If a sufficient number of qualified employees
have not volunteered, the Company reserves the right to schedule the remaining
qualified employees to work overtime work.

Section j)               The Company will make every
reasonable effort to relieve any employee who has a good reason to be excused
if a suitable and qualified replacement can be found.  A request naming the qualified replacement
may be made in writing and given to the immediate supervisor.  If a request is made in this manner, a denial
on the part of the Company must be signed by the appropriate department manager
and the appropriate steward being advised of the decision.

Section k)           All work to be worked by an
employee on a fourth consecutive Saturday and Sunday will be voluntary.

Section l)               An approved absence under
section (j), when a replacement is found will not be charged to the excused
employee.

Section m)         The Company will provide a
bulletin board located in the time clock area for notices of an employee
seeking a qualified replacement to work overtime.

Section n)            Incorrect assignments of
overtime will be resolved by the aggrieved party being offered the next
opportunity to work available overtime rather than direct payment of any type.

ARTICLE 9

RIGHT OF UNION REPRESENTATIVES

Section a)             An accredited representative
of the Union, after making his presence known to the General Manager or Plant
Manager or their designated representative, shall have reasonable access to the
Company’s place of business for the purpose of handling legitimate Union
business during working hours.

Section b)             The Company will provide
space on bulletin boards for posting notices of Union business.  Such notices must be submitted to the Plant
Manager for approval before posting.

 6
 

 

ARTICLE 10

SHOP STEWARDS

Section a)             The Company will make the
Shop Stewards known to all new employees.

Section b)             Shop Stewards shall have
reasonable time during the day to handle Union business.

Section c)             Each Shop Steward shall
obtain authorization from his supervisor before leaving his work to perform his
functions, and shall also report on his return to his department.  In the event that Shop Steward is on a job,
which affects the production of another employee or a group of employees, the
Shop Steward shall remain on the job until arrangements can be made to obtain a
relief.  The supervisor should make the
necessary arrangements to relieve the Shop Stewards as soon as practical.  When it is necessary for a Shop Steward to
enter a department other than his own, he shall notify the supervisor of that
department of his presence and of the nature of his business therein.

Section d)             If available, a Shop Steward
is to be present at the time of a suspension or discharge of an employee.

Section e)             The Shop Steward shall be
notified three (3) days prior to any major layoff whenever possible.

Section f)               Shop Stewards shall be
furnished a weekly list of all newly hired employees.

Section g)            Shop Stewards must have at
least three (3) years of service with the Company and will be granted super
seniority for layoff purposes only.  At
the time of a layoff, by mutual agreement between the Company and the Union,
the Shop Steward will be assigned to an available job on the same shift,
thereby enabling him to continue in the performance of his duties as a Shop
Steward.

Section h)            If an employee is to be
disciplined, he may request that a Shop Steward be present.

Section i)               The Shop Steward and the
employees will not suffer any loss in pay from regularly scheduled hours of
work while attending Step 3 grievance meetings with the Company.  Any time spent outside of the regularly
scheduled hours will not be paid for by the Company.

 7
 

 

ARTICLE 11
PAY PERIODS

Employees shall be paid
weekly.  Employees shall be paid the full
amount of wages due on each pay day, except that in order to facilitate the
handling of the payroll, the Company shall be permitted to hold back not more
than one (1) week’s pay between such paydays.

ARTICLE 12

SHOW-UP TIME

Providing they are
available at the regular starting time, employees ordered to work for whom no
work is provided shall receive a minimum of four (4) hours pay and if worked
(5) hours or more, shall receive eight (8) hours pay.  If any employee elects to leave his
employment before the end of the shift with the permission of the Company, he
shall be paid only for the actual time worked. 
Employees shall be considered as having been ordered to work if the
foreman or working superintendent or person in charge of operations or his
representative fails to notify them not to report at the end of the previous work
day or shift.

There will be no
obligation for the Company to pay the minimum referred to in this Article in
the event of floods, fires, power failure or other occurrences such as: bomb
threats, earthquakes, major breakdowns, etc., which are beyond the Company’s
control.

ARTICLE 13

CHECK-OFF

The Company and the Union
agree to a voluntary check-off for monthly Union dues and initiation fees, with
the following stipulations:

Section a)             The Union agrees to furnish
the Company with signed voluntary authorization cards.  The Union also agrees to furnish the Company
monthly with a duplicate list of all employees who have signed authorization
cards.

Section b)             During the term of his
Agreement and during any extension thereof, as provided in this Agreement, the
Company shall deduct on the second pay period of each month the Union dues and
initiation fees as designated on the voluntary authorization cards signed by
the individual employee.  The Company
shall remit such deductions together with a duplicate copy of the check-off
list to the Union no later than one (1) week after such deductions are made.

Section c)             Upon notification from the
Union that any employee is in arrears in Union dues or initiation fee or any
part thereof, the Company will deduct the amount of arrears or unpaid
initiation fee at the same time that deductions are made for the Union dues to
the extent that such deduction is authorized by said voluntary authorization
card.

 8
 

 

ARTICLE 14

JOINT COMMITTEE ON INDUSTRIAL RELATIONS

The members of the Grievance
Committee shall serve with Company representatives as employee members of the
Joint Committee on Industrial Relations. 
The purpose of the Joint Committee is to afford a better means of
communication between the employees and the Company through informal
discussions of matters of mutual interest. 
The Joint Committee will meet monthly or as jointly agreed upon by the
Chairman of the Grievance Committee and the Company from time to time.

ARTICLE 15

WAGES

Section a)             All employees working in
classifications covered by this Agreement shall be paid no less than the hourly
wage set forth in Exhibit “A”, attached hereto and made a part hereof.

Section b)             It is understood that the
rates listed in Exhibit “A” are hourly rates for experienced employees (after
normal progression) for each classification. 
Any employee receiving more than these rates, while being classified as
such, are not to be reduced during the life of this Agreement.  However, employees who are reclassified into
a lower paying position on a permanent basis, due to bidding down, demoted for
just cause, or request for voluntary transfer to a lower paying job will have
their rate adjusted to reflect such change.

Section c)             Any employee who is
reclassified into a lower paying position due to a reduction in force shall
receive the contract rate or their old rate when they were classified as such,
whichever is the higher of the two.

Section d)             Employees whose current
hourly rate is above the classification rate for the position which they
currently hold or have bid and were promoted, will retain their rate if such
bid is within the same classification or will retain their rate or the new
classification rate to which they bid and were promoted, whichever is the
higher of the two.

Section e)             All non-progressionary
employees shall receive the negotiated increase in wages regardless of their
present rate of pay.   No employee shall
receive a reduction in pay because of the terms of this Agreement unless
expressly provided for as in Article 15 (b).

Section f)               Transfers to higher paid
classifications shall be offered to the most senior qualified employees who can
perform the job. The Company
shall have the right to make all other temporary transfers without regard to
seniority for a period of up to thirty (30) days.  Further extensions of the thirty (30) day
transfer may be agreed to by the Company and the Union.  Employees temporarily assigned to a lower
classification shall not have their wages reduced.  After attaining the classification rate, any
employee who works at a classification which requires a higher rate of pay
shall receive the higher rate of pay for the actual hours worked in that
classification.

 9
 

 

Section g)            Employees involuntarily
transferred to another shift shall have placement priority in the first opening
in their job classification on their former shift after ten (10) working days.

ARTICLE 16

HEALTH AND SAFETY

Section a)             The Company shall make
reasonable provisions for the safety and health of its employees in the plant
during their hours of employment.  The
Company agrees that it will furnish and maintain first-aid equipment.  The Union and its members will cooperate in
maintaining sanitary conditions and in the use of safety devices, making
suggestions so as to improve the safety and health of the employees, and taking
reasonable care for any safety material provided.

Section b)             Employees injured on the job
will not suffer a loss of wages due to visits to the doctor or hospital for
examination or treatment during working hours on the day of injury.  Visits to a doctor or hospital after the day
of the injury shall be on non-working time; provided, however, if an employee
must see a specialist during normal working hours, the Company shall provide
time off with pay not to exceed an aggregate of three (3) hours.

Section c)             By mutual agreement between
the Company, the Union and the employee’s doctor, the employee, who is unable
to perform the duties of his job because of the injury or physical handicap,
may be placed in a different job classification at a reduced rate of pay if
such a position is available and the employee is physically able to perform the
job.

Section d)             The Company reserves the
right to send, at any time and at the Company’s expense, an employee to a
recognized doctor, hospital or medical clinic to have the employee examined or
tested to ensure that he is physically, mentally or emotionally capable of
performing his job.  All employees agree
as a condition of employment to abide by this procedure and authorize any
medical facility so used to release information obtained to the appropriate
Company representatives.

 10

 

ARTICLE 17

WORK CLASSIFICATIONS

If the Company
establishes a new job classification within the bargaining unit during the term
of this Agreement, the Company will notify the Union of any new classification
and initially set the rate of pay for such new job classification.  If the Union is not satisfied with the rate
of pay established by the Company, it shall have the right within ten (10) days
after the establishment of such new classification to file a grievance pursuant
to Article 18 of this Agreement.  If the
grievance proceeds to the arbitration, the arbitrator shall have jurisdiction
to determine only whether or not the rate of pay established for such new job
classification bears a fair relationship to the other rates of pay set forth in
this contract, and if not, what rate of pay would bear such relationship.

ARTICLE 18

GRIEVANCE & ARBITRATION PROCEDURE

Section a)             Should any difference arise
between the Company and the Union or between the Company and any employee
covered by this Agreement as to the meaning and application of the provisions
of this Agreement, an earnest effort shall be made to settle such differences,
providing such difference has been submitted within ten (10) working days
(except for terminations which shall be five (5) working days) of the incident
or discovery or knowledge of the incident.

Section b)             All disputes of employees
shall be taken up for settlement in the first instance verbally with the
immediate supervisor by the employee and his Shop Steward.  The group should endeavor to reach settlement
of the matter within twenty-four (24) hours.

Section c)             If the dispute is not
settled with the twenty-four (24) hour period, it will then be reduced to
writing, signed by the employee and the Steward, or the Stewards in a group
case and specifying the Article and Sections of the Agreement believed violated
and what relief is sought and be submitted to the Plant Manager within an
additional twenty-four (24) hours.

Section d)             The Plant Manager will
answer the grievance within five (5) days and present it to the Shop Steward
and the Union.  If the Plant Manager’s
answer is still unsatisfactory, then within five (5) days, the Union Business
Representative or Shop Steward shall schedule a meeting with a
representative  of management designated
by the Company.  If the grievance is not
resolved at the meeting, the Company will reply to the Shop Steward and the
Union within five (5) days.

Section e)             If the dispute is still not
resolved, the Union or the Company may appeal the grievance to arbitration
within an additional five (5) days.  The
parties shall jointly engage an impartial arbitrator to adjust the dispute,
whose decision shall be final and binding upon both parties.

Section f)               The arbitrator shall not
have the right to add to nor subtract from nor modify any of the terms of his
Agreement.

 11
 

 

Section g)            It is agreed and understood
that only one (1) issue shall be submitted to one (1)  arbitrator unless the Union and the Company
shall mutually agree to submit more than one (1) grievance to the same
arbitrator.

Section h)            The arbitrator shall submit
his decision in writing within thirty (30) working days after he has heard the
case.  His decision must specify in what
manner the amount (if pay is involved) is to be received by the aggrieved
party.

Section i)               The cost of the arbitrator
shall be borne equally by the parties.

Section j)               All time limits specified
above exclude Saturdays, Sundays, and holidays.

Section k)           American Arbitration
Association shall furnish a panel of arbitrators whose selection shall be
determined by the rules of that organization.

Section l)               All of the time limits
provided herein may be extended by mutual agreement.

ARTICLE 19

NO STRIKE-NO LOCKOUT

During the term of this
Agreement, all disputes, grievances, complaints and adjustments pursuant to
this Agreement shall be settled in accordance with the Grievance and
Arbitration Procedure outlined in Article 18 and the Union agrees for itself
and it’s members that there shall be no strike of any kind, walk-out, sympathy
strike, slowdown, picketing, stay-in, or work stoppage of any type, or
interference with production coercive or otherwise, or violation of this
Agreement.  The Company agrees that there
shall be no lock-out in violation of this Agreement on its part.

ARTICLE 20

SENIORITY

Section a)             The purpose of this Article
is to provide a declared policy of work security for qualified employees,
measured by length of service with the Company.

Seniority as used herein
means length of service with the Company since the date of hire or rehire.

Section b)             Seniority shall be
considered to encompass the following:

1)              Length
of continuous service;

2)              Knowledge, skill and
efficiency;

3)              Physical fitness for
the job in question.

When 2) and 3) are relatively equal, length of service
shall govern.

Section c)             The Company agrees to notify
the Shop Stewards at the earliest possible moment before any general layoff.

 12
 

 

Section d)             If a reduction of the
working force is necessary, employees shall be laid off in accordance with
their seniority, and the employee with the least amount of seniority being laid
off first, provided that the employee with the greatest amount of seniority is
able to perform the work.

Section e)             In increasing the working
force after a layoff, the reverse of the above mentioned procedure shall be
followed.

Section f)               An up-to-the-date seniority
list will be maintained by the Company and a copy furnished to the Shop Steward
upon request.

Section g)            Any employee laid off and
re-employed within one (1) year shall not forfeit any seniority rights.  An employee shall lose his seniority if he,
having been laid off, fails without reasonable excuse to report for work within
five (5) working days after a personal notice or a registered, return-receipt
notice is mailed to the employee at his last known address.

Section h)            When the Company reduces the
work week for more than two (2) weeks duration in a sixty (60) day period, the
Company shall be compelled to lay off those employees with the least seniority
in order to ensure a five (5) day work week for the remaining employees.

Section i)               In order to maintain work
flow at the time of restaffing, the Company will first recall those employees
with a right to recall and may recall any available employee, regardless of
their seniority, for a temporary period of five (5) days before recalling the
prior employees from lay off.  Staffing
done in this manner would last only until all qualified and senior employees
were recalled in accordance with the normal recall provisions called for in
Article 20 – Seniority.

 13
 

 

ARTICLE 21

TERMINATION OF SENIORITY

An employee’s seniority
shall terminate:

1)             Upon discharge for cause.

2)             Upon
voluntary termination of employment (quit).

3)             Upon
failure to return to work following layoff within the time provided as specified
in Article 20, section (g).

4)             Unreported
absence from work for three (3) consecutive days (voluntary quit).

5)             Upon
failure to return to work after expiration of a leave of absence.

6)             Upon
layoff or any leave of absence for a period in excess of one (1) year.
(excluding Industrial Accidents which shall be up to eighteen (18) months.)

ARTICLE 22
JOB BIDDING

Section a)             New or permanent job
classifications or vacancies shall be posted at least forty-eight (48) hours on
a bulletin board in the plant prior to the filling of these jobs
permanently.  The bid shall state the job
title, if it is permanent or temporary, shift, rate of pay and department,
where applicable.  Any employee who feels
he possesses the necessary capabilities may make applications for the job
openings by following the instructions on the posted bid.

Section b)             If in the opinion of the
Company, (2) and (3) of the seniority provisions are relatively equal, length
of service shall be the determining factor.

Section c)             Before any notice of the
successful bidder is posted on the bulletin board, the Plant Manager will
review the bid list with the departmental Union Steward.  Employees whose names remain on the notice at
the end of the official posting period shall be considered for the job and should
they be the successful bidder, must accept the job.  The name of the successful bidder will be
posted when the job is awarded.

Section d)             In the case where a junior
employee has been awarded a job bid, the Company shall notify the senior
employee or employees in writing as to the reason for the denial.

Section e)             An employee who is eligible
for and receives a job shall be allowed a trial period, the length of which
shall be determined by the Plant Manager, but in any case the trial period
shall not exceed thirty (30) calendar days for production and material handling
positions, and ninety (90) calendar days for skilled crafts positions, unless
an extension is mutually agreed to by the Company and the Union.  The skilled craft position shall be Maintenance,
Tool & Die, and Die Repair.

 14
 

 

Section f)               If it is determined by the
Company within the above referred to trial period that the job bidder or
assignee is not qualified, the disqualified employee will thereupon be returned
to his former job without loss of seniority of rate of pay on such former job.

Section g)            There shall be no deliberate
disqualifications on the part of the employee or by the supervisor within the
trial period on the basis of personalities and/or employees personal desires.

Section h)            Postings shall remain open
for up to thirty (30) calendar days.  If
additional openings should occur within a particular classification,
department, and shift or because of a disqualification, then the next senior person
on the list shall be awarded the position if he or she qualifies in accordance
with Article 20, Section (b) of the Agreement.

Section i)               Any employee assigned or
selected for a posted job may be denied consideration for any job posted for
six (6) months immediately following his selection, or appointment except for a
newly created job, a job at a higher rate of pay or an undue hardship case as
agreed by the Company and the Union.

Section j)               The successful bidder will
receive twenty-five cent ($.25) increase or the rate of the job, whichever is
less, at the time he is moved to the new job.

Section k)           An employee whose rate is
still in progression shall receive the twenty-five cents ($.25) increase when
he is moved to the new job and then continue with such regular progression
increases until he reaches the top rate of the classification to which he bid.

Section l)               The promotion and demotion
of the Leadperson shall be at the sole discretion of the Company, and not
subject to the provisions of Article 18 providing however, in the event of any
demotion the Company will discuss the basis for its decision with the Union
before doing so.

Section m)         On a “temporary job bid” the
Company will record on the job bid notice as much information concerning the
status of the job and person, as they are aware of.  Any individuals who become the successful
bidder of such a job may be converted to permanent, without further bidding, if
the employee who was absent does not return.

Section n)            Quality Control positions
will be part of the job bid list.

 15
 

 

ARTICLE 23

HEALTH, WELFARE, AND DENTAL PLAN

Effective November 2005
hours worked, the Company agrees to pay 90% of the cost of the composite
medical and dental insurance premium to the Southern California Lumber Industry
Welfare Fund in the amount of Five Hundred Seven Dollars and Forty Seven Cents
($507.47) for each eligible employee who works seventy (70) straight time hours
or more during the month of November, 2005.

Effective December 2005
hours worked, the company agrees to pay 90% of the cost of the tiered medical
and dental insurance premium to the Southern California Lumber Industry Welfare
Fund.

MONTHLY
CONTRIBUTION RATES AS OF JANUARY 1, 2006

	
  Coverage

  	
   

  	
  Monthly Premium

  	
   

  	
  Company

  	
   

  	
  Employee

  	
   

  
	
  Employee

  	
   

  	
  $

  	
  303.40

  	
   

  	
  $

  	
  273.06

  	
   

  	
  $

  	
  30.34

  	
   

  
	
  Employee +
  Spouse

  	
   

  	
  556.95

  	
   

  	
  501.26

  	
   

  	
  55.69

  	
   

  
	
  Employee +
  Child(ren)

  	
   

  	
  490.59

  	
   

  	
  441.53

  	
   

  	
  49.06

  	
   

  
	
  Family

  	
   

  	
  698.18

  	
   

  	
  628.36

  	
   

  	
  69.82

  	
   

  
											

 

The benefit package
includes Medical, Dental, Prescription Drug, Vision and Life Insurance

INCREASES
IN CONTRIBUTIONS:

The employees’ cost for the programs will be Ten
Percent (10%) of the composite rate for hours worked in November, 2005.  The employees’ cost for the programs will be
Ten Percent (10%) of the tiered rate according to the employee election, as set
forth above, for hours worked beginning in December, 2005.  Thereafter, any cost increases in the Plan
will be shared equally (50%-50%) by the Company and the employee.  The Company or the Union will give the other
party thirty (30) days written notification of any cost changes under the Plan.

WELFARE CONTRIBUTIONS:

Beginning on the effective date of this
agreement, based on hours worked or paid for in the preceding month and
continuing each month for the duration of this Agreement; or any further
extension thereof, the Employer agrees to make monthly contributions as
specified above to the Southern California Lumber Industry Welfare Fund’s
Managed Care plan for each employee who works or is paid for seventy (70) hours
or more. Contributions shall be paid by the fifteenth (15th)
of the month following the month in which they are earned. The contribution
rates are set by the Trustees on an annual basis.

INITIAL CONTRIBUTION RULE:

Each employee under this
agreement must work a period of  ninety
(90) calendar days before the Employer is required to make the initial
contributions. Contributions on new employees are due the first (1st) of the month following the
qualifing period.

BENEFITS AND ELIGIBILITY:

The benefits provided under the Managed Care
Plan and the rules by which employees and dependents, if applicable, become
eligible for benefits, shall be determined by the Board of Trustees of the
Southern California Lumber Industry Welfare Fund and shall be described in the
Plan Document and other materials published by the Trustees.

TRUST AGREEMENT:

The Employer and Union subscribe to and
agree to be bound by the provisions of the Trust Agreement creating the
Southern California Lumber Industry Welfare Fund, as revised and restated
September 1, 1986,

 16
 

 

and all amendments thereafter adopted.
This includes Article IX, Sections 4 and 5, which gives the Board of Trustees
the authority to set contribution rates on an annual basis.

CONFLICT WITH OTHER SECTIONS:

The provisions of this
Section supersede any and all other language contained in this Agreement (or
any extension thereof or side agreement) if it conflicts with the language of
this Welfare Contributions Section.

ARTICLE 24

PAID VACATIONS

Section a)             Each employee shall receive
one (1) week’s vacation with pay after one (1) year of service with the
Employer and two (2) weeks vacation with pay after two (2) years of service
with the Employer, three (3) weeks vacation with pay after eight (8) years of
service with the employer and four (4) weeks vacation after fifteen (15) years
of service with the Employer.

Section b)             Vacation pay for each week
of vacation shall be computed by multiplying the employee’s normal straight
time rate of pay by forty (40) hours for each week of vacation.  Payment for accrued vacation will be made on
the payroll period following the employee’s anniversary date.

Section c)             Each employee shall be
considered as having a year’s continuous service and a year’s eligibility for
vacation for each completed year, starting from the date of his employment, in
which he has worked at least fourteen hundred (1400) straight time hours for
the Company.

Section d)             The employee shall take his
vacation within the fifty-two (52) weeks after he has become eligible for a
vacation, and he shall not receive vacation pay in lieu thereof unless there
are extenuating circumstances requiring his particular skill or service beyond
the fifty-two (52) week period.  Any
eligible employee who is permanently laid off or discharged shall be paid for
his accrued vacation at the time of such layoff or discharge.  Vacations earned over two (2) successive
years must be separated by a minimum period of thirty (30) days.

Section e)             The Company, in scheduling
vacations, will, insofar as possible without interfering with efficient
operations consider the wishes of the employees.  In the event of a conflict in vacation
schedules, recognition shall be given to seniority.

Section f)               If a recognized holiday
occurs during the time an employee is absent on an earned vacation, he may
absent himself for one (1) more day and he shall become entitled to an
additional eight (8) hours of pay at the straight time rate, providing he
qualifies in all other respects for such holiday pay.

Section g)            Any employee who has worked
less than fourteen hundred (1400) straight time hours or who is terminated
after he has completed twelve (12) months or more of continuous service with
the Company since the date he was last employed, shall be granted one-twelfth
(1/12) of one (1), two (2) or three (3) weeks, etc., vacation pay,

 17
 

 

whichever
applies, for each month of service since his last anniversary date in which
month he has completed one hundred-twenty (120) straight time hours.

Section h)            Those employees who
terminate or have been terminated and who have had less than one (1) year’s
service will not be eligible for any vacation payment.  Thos employees who are laid off for lack of
work and who have had less than one (1) year’s service will be eligible for
accumulated vacation payment at the rate of one-twelfth (1/12) of one (1) week
for each month of service since their hire date in which they have completed
one hundred-twenty (120) straight time hours.

Section i)               Any employee laid off
through reduction of force, or any other reason beyond the employee’s control,
and re-employed in conformance with seniority provisions shall be considered as
having been continuous service completed.

Section j)               The amount of taxes to be
deducted from the employee’s anniversary vacation and sick leave check will be
at the same tax rate that was taken from the regular pay check for that week
had vacation or sick leave not been paid.

ARTICLE 25
UNION LABEL

It is hereby understood
and agreed by the Company and the Union that an application shall be made for
the Union Label to the First General Vice-President of the United Brotherhood
of Carpenters and Joiners of America.  If
the application is approved, and the Union Label is issued by the United
Brotherhood of Carpenters and Joiners to be placed upon the Company’s products,
it is understood and agreed that the Label shall remain the property of the
United Brotherhood of Carpenters and Joiners of America, and shall be at all
times in the possession of a member of the United Brotherhood of Carpenters and
Joiners of America; and that said Union Label shall at no time be used in any
manner that will be detrimental to the interest and welfare of the members of
the United Brotherhood, and upon evidence that said Union Label is being used
in a manner detrimental and harmful to the members of the United Brotherhood of
Carpenters and Joiners of America, then the use of the said Label shall
immediately be withdrawn from the mill, shop, factory, or manufacturing
establishment of the Company.

 18
 

 

ARTICLE 26

SICK PAY

Section a)             All employees covered by
this Agreement who have worked for the company one (1) year shall commence to
accumulate up to two (2) days sick pay in equal monthly increments to a maximum
of sixteen (16) hours.

Section b)             All employees covered by
this Agreement who have worked for the Company three (3) consecutive years shall
commence to accumulate up to three (3) days sick pay in equal monthly
increments to a maximum of twenty-four (24) hours.

Section c)             All employees covered by
this Agreement who have worked for the Company four (4) consecutive years shall
commence to accumulate up to four (4) days sick pay in equal monthly increments
to a maximum of thirty-two (32) hours.

Section d)             All employees covered by
this Agreement who have worked for the Company five (5) consecutive years shall
commence to accumulate up to five (5) days sick pay in equal monthly increments
to a maximum of forty (40) hours.

Section e)             Sick leave pay will be
accrued in equal monthly increments throughout the year for any month the
employee had worked a major portion thereof, and may not be taken faster than
accumulated.

Section f)               The unused portion of sick
leave will be paid off at the employee’s anniversary date of employment.

Section g)            Any employee laid off
through reduction of force and re-employed within twelve (12) months shall be
considered as having been continuously employed for purposes of determining
consecutive years of service.

 19
 

 

ARTICLE 27

LEAVE OF ABSENCE

Section a)             Personal Leave – At the
discretion of the Company, leaves of absence may be granted for personal
reasons for a period not to exceed thirty (30) days upon written
application.  No employee shall receive
more than thirty (30) days total personal leave of absence in any one (1) year
except under special circumstances.

Section b)             The Company will grant
leaves of absences in accordance with the law, provided employees’ requests for
such leaves are timely and accompanied with the appropriate documentation,
including a certificate from a qualified physician when applicable.

Section c)             In no event does the Company
have to grant a personal leave or sick leave of absence in excess of the time
the employee has been employed by the Company.

Section d)             Any employee on a personal,
industrial or sick leave of absence must notify the Company and the Union
personally every thirty (30) days in order to retain such leave rights or may
be terminated.  Also, a personal leave or
sick leave of absence shall not be granted under this clause to work
elsewhere.  Any employee working
elsewhere while on a personal leave or sick leave of absence may be terminated.

Section e)             The Union and the Steward
shall be provided a list monthly of all employees on personal leave or sick
leave of absence, who have been absent in excess of thirty (30) days.

Section f)               All requests for leave of
absence must be in writing and all leaves of absence granted must be in
writing.  Seniority status will
accumulate and continue during leave of absence.

ARTICLE 28
HOLIDAY PAY

Section a)             The Company will recognize
holidays as follows:

	
  Labor Day

  	
   

  	
  Day before or after Christmas Day

  
	
  Good Friday

  	
   

  	
  Christmas Day

  
	
  Memorial Day

  	
   

  	
  Day before or
  after New Year’s Day

  
	
  Fourth of July

  	
   

  	
  New Year’s Day

  
	
  Thanksgiving Day

  	
   

  	
  Employee’s
  Anniversary Date

  
	
  Friday after
  Thanksgiving

  	
   

  	
   

  

 

Section b)             An employee who has been on
the payroll of the Company for a period of sixty (60) days or more prior to a
recognized holiday and has worked his last scheduled working day prior to the
holiday, and his next scheduled working day after the holiday, shall receive
holiday pay based on the number of hours that would have been worked had such
day not been a holiday, times his straight time hourly rate, including those
holidays falling on Saturday or Sunday. 
Where a recognized holiday falls on a Saturday or Sunday, it will be
celebrated on Friday or Monday.

 20
 

 

Section c)             An employee absent for a
period not to exceed thirty (30) days for industrial   accident, lay off or absence for illness
(which is substantiated with doctor’s verification), shall qualify for holiday
pay if the holiday falls within that period.

Section d)             The anniversary date holiday
will be paid on the employee’s anniversary but the day off may be observed on
some other day within a following ninety (90) day period by mutual agreement
between the employee and his supervisor. 
Employees must schedule the day of observance of the holiday at least
one (1) week in advance.

Section e)             If the anniversary date
holiday is to be observed on a day other than the employee’s anniversary date
and scheduling such results in interfering with efficient operations,
recognition shall be given to seniority in scheduling of those employees
requesting that day.

Section f)               By mutual agreement, between
the Company and the Union, the observance of this anniversary date holiday may
be moved off the anniversary date, by shift, so as to provide that the swing or
graveyard shifts do not have to begin or end a shift on Christmas Day or
Christmas Eve.

Section g)            Any employee who is called
in and/or is excused for being late less than one quarter (1/4) hours in
reporting to work on the last scheduled working day prior to the holiday or the
next scheduled working day after the holiday will be eligible for the holiday
pay.  Should there be two (2) days holiday
in succession, lateness on the “day before the Holiday” will then apply to
qualifying for holiday pay on the first of the two (2) holidays and lateness on
the “Holiday” or the “day after the Holiday” will apply to qualifying for
holiday pay on the second holiday.

Section h)            Upon approval, any employee
who has earned safety hours can use those hours before or after a holiday
provided they give their supervisor one (1) weeks notice.

Section i)               The Company will make every
effort not to schedule work the weekends of Labor Day, Memorial Day and Good
Friday.  All work on these weekends
should be on a voluntary basis.

ARTICLE 29

JURY DUTY PAY

An employee called for
jury duty shall be entitled to the difference between his jury duty pay for
each day of jury duty and eight (8) times his hourly rate of pay in effect at
the time he is called to serve.  Expense
money received by the employee as a result of jury duty service shall not be
included when calculating the difference.

A swing or graveyard
shift employee will be excused from work on days on which he has served jury
duty.  Jury duty pay for such employee
shall include his regular shift bonus.

Jury duty differential
pay shall be given for each day of actual jury duty service, not to exceed in
the aggregate thirty (30) days during any twelve (12) month period for any
employee.

 21
 

 

In order to be eligible
for payment, an employee must notify the personnel office within twenty-four
(24) hours of the receipt of notice of selection of jury duty and must furnish
a written statement from the appropriate public official showing the date and
time served and the amount of jury pay received.

ARTICLE 30
FUNERAL PAY

Section a)             In the event of the death of
a member of the immediate family, an employee will, at his request, be granted
up to three (3) consecutive work days off with pay of eight (8) times his
straight time hourly rate of pay per day, to attend the funeral.  Should the employee attend a funeral outside
a three hundred (300) mile radius, the employee will be granted up to four (4)
consecutive work days off with pay and be granted an additional six (6)
consecutive days off without pay if requested. 
Should a funeral occur during an employee’s vacation or on a holiday,
time off from work will be extended for an equivalent period.

Section b)             “Immediate family” is
defined as spouse, parents of the employee or spouse, step parents, brothers
and sisters, or step brothers and step sisters, children, (natural, step or
adopted or children in the process of being adopted), and grandparents.

Section c)             Proof of death, attendance
at the funeral and relationship to the deceased must be submitted by the
employee for funeral leave pay to be granted.

Section d)             An employee who does not
attend the funeral will not be eligible for any funeral pay.

Section e)             Considering possible
operational difficulties, extensions granting additional time will be reviewed
on an individual basis when they occur.

 22

 

ARTICLE 31

EMPLOYEE RETIREMENT SAVINGS PROGRAM

Section
a)             Effective
November 1, 1977, and under government regulations, a contributory savings plan
was established whereby the Company and eligible employee may contribute a
specified amount for each hour worked. 
The funds will be placed into a Retirement Trust Account and will be
managed by an independent trustee. 
Company contributions remain in the Trust Fund and cannot be returned to
the Company under any circumstances. 
Provisions are made for withdrawals of all or part of each employee’s
contributions, temporary suspensions of participation and sharing of Company
contributions and fund earnings, all in accordance with government regulations.

Section
b)             The
schedule of Company contributions is as follows:

Effective November 1, 2002 $.50 per
hour of each hour worked.

Effective November 1, 2003 $.55 per
hour of each hour worked.

Effective November 1, 2004 $.60 per
hour of each hour worked.

The amount of the minimum
participant’s contributions for the term of the contract will be as follows:

$.25 per hour for
each hour worked.

Section
c)             Each
participant will have the option to contribute the minimum participants
contributions as specified above or an amount equal to twice (2) the Company’s
contribution, though not to exceed ten percent (10%) of the participant’ annual
earnings for all participating years in five cents ($.05) per hour
increments.  A participant may elect to
have his contributions raised from the minimum yearly rate to the maximum rate
at any time during the year.

Section
d)             A
participant contributing the maximum may reduce his contribution back to
minimum at any time, however, he may not elect to move up to the maximum
contribution again until the next anniversary date of the contract.

Section
e)             Regardless
of which option the participant selects, the Company’s contribution will only
be the amount specified above.

Section
f)               A
summary of the Plan shall be made available to all employees.

Section
g)            A
copy of the entire Plan will be furnished to the Union.  Such plan will be available for inspection at
the office of the Company and/or the Union during normal business hours.

Section
h)            Such
Plan is continually subject to Internal Revenue Service approval and other
cognizant authority.  The Company and the
Union acknowledge that if changes are required in order to maintain tax exempt
status and qualifications, such changes will be submitted by the company and
the Union will be notified.

 23
 

 

ARTICLE 32

GENERAL PROVISIONS

Section
a)             The
company reserves the right to schedule inventories at any time.  When scheduling inventories, the Company will
request those employees it considers best suited for the inventory.  However, if a sufficient number of these
employees have not volunteered, the Company reserves the right to schedule the
remaining qualified employees. 
Individuals selected for the taking of physical inventories may be done
so without regard to seniority or equalization of hours during the time that
the inventory is taken.  The Company
retains the right to schedule any salaried management employee to perform any
of the functions in the performance of the inventory.

The rate of pay for
taking physical inventories will be the regular straight time hourly rate of
pay of the employee.

The Company will make
every reasonable effort to relieve any employee who has good reason to be
excused if, in the Company’s opinion, a suitable replacement can be found.

Section
b)             Supervisory
personnel shall not perform work on a Bargaining Unit job if the result would
be to displace active employees from gainful employment, but this will not
prevent such work; 1) in emergencies affecting or threatening to affect the
safety of person, building or equipment, 2) in the instruction and training of
employees, 3) in testing materials and production, 4) development of new
products, new or changed equipment or procedures; and 5) in the performance of
necessary work when production difficulties are encountered.  If a supervisor is going to perform such
duties as described above for an extended period, he shall first notify the
Shop Steward.

Section
c)             The
General Work Rules, Safety Rules, Absentee Policy, and Sexual Harassment Policy
and Drug, Alcohol and Controlled Substance Policy have been reviewed and
approved to become part of this Agreement, but will be posted and issued in
separate form rather than as part of the main body of this Agreement.  The rules or policies may be revised or added
to as changing conditions may require, but no new rules or policies will be
enforced until adequate notice has been given by posting the new rule or policy
on the Company bulletin board.  Before
posting of any rules changes or the changing of these Company’s policies, the
Company will meet with the Union to explain the necessity and reasonableness of
the revision or addition.

Section
d)             The
waiver of any breach or condition of this Agreement by either party shall not
constitute a precedent for any further waiver of any such breach or condition.

Section
e)             Heading
to Articles, Sections, or Subsections of this Agreement have been supplied for
convenience only and are not to be taken as limiting or extending the meaning
of any of the provisions of the Agreement.

 24
 

 

Section
f)     Words used in the
singular form shall be deemed to include the plural, and vice versa, in all
situations where they would apply.

Section
g)    It shall be the
responsibility of employees to notify the Company Personnel Office in writing
of their current address and telephone number and any change thereof.  The Company shall be considered as having
complied with any notice requirements if such notice is sent to the employee’s
last address on record.  The Company will
supply change of address forms.

Section
h)    The Company may use
temporary service bureau employees when there are no regular full time
employees on layoff status or, if so, are not interested in working short–term
assignments.  Additionally, under normal
circumstances, no temporary service bureau employee shall remain a non-Company
employee after a maximum of forty-five (45) days of employment without a joint
agreement between the Company and the Union.

ARTICLE 33

SOLE AND ENTIRE AGREEMENT

This Agreement concludes
all collective bargaining between the parties hereto during the term hereof and
constitutes and supersedes all prior agreements and undertaking, oral or
written, expressed or implied, or practices, between the Company and the Union
or its employees, and expresses all obligations and restrictions imposed on
each of the respective parties during its term.

 25
 

 

ARTICLE 34

DURATION OF AGREEMENT

 

This AGREEMENT shall
remain in full force and effect until October 31, 2008, and shall continue from
year to year thereafter unless either party notifies the other of a desire to
amend, modify, or terminate, in which event notice shall be given in writing at
least sixty (60) days, but not more than seventy-five (75) days prior to the
expiration date thereof. In the event of a notice of intention to terminate,
modify or amend, negotiations shall begin within fifteen (15) days after the delivery
of such notice.

FOR THE COMPANY:

INTERNATIONAL EXTRUSION
CORPORATION

1000 Meridian Avenue

Alhambra, California

	
  By

  	
  /s/ [ILLEGIBLE]

  	
   

  
	
   

  	
   

  	
   

  
	
  Date

  	
  11/12/05

  	
   

  

 

FOR THE UNION:

CABINET MAKERS AND
MILLMEN LOCAL 721

	
  By

  	
  /s/ [ILLEGIBLE]

  	
   

  
	
   

  	
   

  	
   

  
	
  Date

  	
  11/18/05

  	
   

  

 

 26
 

 

EXHIBIT “A”

CLASSIFICATION
& HOURLY WAGE SCHEDULE

	
  Classification

  	
   

  	
  11/05

  	
   

  	
  11/06

  	
   

  	
  11/07

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  GRADE
  #1

  	
   

  	
  $

  	
  16.60

  	
   

  	
  $

  	
  16.90

  	
   

  	
  $

  	
  17.20

  	
   

  
	
  62 Die Repair A

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  90 Maintenance

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  97 Tool &
  Die Maker A

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  69 MPS
  Coordinator

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  GRADE
  #2

  	
   

  	
  $

  	
  13.67

  	
   

  	
  $

  	
  13.97

  	
   

  	
  $

  	
  14.27

  	
   

  
	
  73 Maintenance B

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  85 Semi Truck
  Driver

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  86 Die Repair B

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  96 Tool &
  Die Maker B

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  GRADE
  #3

  	
   

  	
  $

  	
  12.98

  	
   

  	
  $

  	
  13.28

  	
   

  	
  $

  	
  13.58

  	
   

  
	
  65 D.C. Operator

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  68 Press
  Operator

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  99 Quality
  Control

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  GRADE
  #4

  	
   

  	
  $

  	
  12.23

  	
   

  	
  $

  	
  12.53

  	
   

  	
  $

  	
  12.83

  	
   

  
	
  12 Paint Equipt
  Operator

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  80 Truck Driver

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  93 Crane
  Operator

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  GRADE
  #5

  	
   

  	
  $

  	
  11.39

  	
   

  	
  $

  	
  11.69

  	
   

  	
  $

  	
  11.99

  	
   

  
	
  32 Assistant
  D.C. Operator

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  40 Lift Truck
  Driver

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  50 Saw Operator

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  54 Furnace
  Operator

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  64 Fabricator

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  67 Assistant
  Press Operator

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  GRADE
  #6

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.17

  	
   

  	
  $

  	
  11.47

  	
   

  
	
  10 Die Repair C

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  33 Head
  Stretcher

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  34 Data Entry

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  42 Maintenance C

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  51 Water
  Treatment Operator

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  GRADE
  #7

  	
   

  	
  $

  	
  8.90

  	
   

  	
  $

  	
  9.20

  	
   

  	
  $

  	
  9.50

  	
   

  
	
  22 Material
  Handler

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  26 Janitor

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  

 

 27
 

 

EXHIBIT “A”

For the term of this
Agreement Leadpersons and MPS Coordinators shall receive a rate of eighty-five
cents (85¢) per hour over the rate of the highest classification supervised or
eighty-five cents (85¢) per hour over Grade #3 level, whichever is the highest.

The employees who, as of
the effective date of this Agreement, are receiving a rate of pay in excess of
that provided for in Exhibit “A”, shall be classed as Red Circle rate employees
and shall not have their Red Circle rate reduced during the life of this
Agreement so long as they continue to work in the classification to which they
are assigned as of the date of the signing of this Agreement.

New employees shall not
be hired at less than the State minimum hourly wage.  Within thirty (30) days, they shall be
classified and they will receive progressionary increases in an amount no less
than twenty cents ($.20) per hour on the first Monday of the month until they
reach the proper rate of pay for their classification.

Furnace Clean-up:  A premium of thirty-five cents ($.35) per
hour to be paid during the time the inside of the furnace is being cleaned by
the crew.

IMPLEMENTATION OF THE GENERAL
WAGE INCREASE

FIRST YEAR (11/1/05 –
10/31/06)

Continue rates of pay for
all employees.

SECOND YEAR (11/1/06 –
10/31/07)

Increase the rate of pay
for all non-progressionary employees thirty cents ($.30) per hour.

THIRD YEAR (11/1/07 –
10/31/08)

Increase the rate of pay
for all non-progressionary employees thirty cents ($.30) per hour.

All employees, including
those employees who are receiving Red Circle rates, but excluding employees who
are in progression, shall receive the cents per hour increase that the rate of
their job increases.  Employees in
progression will continue to move toward rate with normal progressionary
increases.

 28
 

 

EXHIBIT “B”

MAINTENANCE
& DIE REPAIR PROGRESSION

It is agreed that the
following progressions shall be effective in the Maintenance and Die Repair
Departments:

	
  Maintenance

  	
   

  	
  Die Repair

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  Maintenance C

  	
   

  	
  Die Repair C

  	
   

  
	
  Maintenance B

  	
   

  	
  Die Repair B

  	
   

  
	
  Maintenance A

  	
   

  	
  Die Repair A

  	
   

  

 

Jobs above the starting
level in these departments will be bid only if there is no one in the
department qualified to advance at the time of the opening.

Employees at the C level
will have their performance reviewed by the Company after one (1) year on the
job and each six (6) months thereafter to determine if they are qualified to
move to the next progression level. 
Employees at the B level will have their performance reviewed at six (6)
months intervals to determine if they are qualified to move to the next
progression level.

The Company may at its
discretion, accelerate the rate of progression for employees who demonstrate
exceptional job performance.  Rates
between the specified progression levels will be used only in unusual
circumstances.

The Company will
determine how many employees are needed at the C, B, or A level at any one
time.

As part of this program
maintenance jobs descriptions will be written with the goal of more
specifically outlining qualification requirements at each level, including the
starting jobs.

 29
 

 

EXHIBIT “C”

ATTENDANCE
POLICY

General

The purpose of this
policy is to provide guidelines, so that employees will know the acceptable
limits of absenteeism and tardiness, and to provide a framework for consistent
disciplinary action when such limits are exceeded.

Each employee is expected
to be on the job during all scheduled working hours, including properly
scheduled overtime.  Each supervisor is
responsible for the correct application of this policy.

The main telephone number
at International Extrusion is (626) 576-2424 8:00 a.m. – 5:00 p.m.

	
  Extrusion Dept

  	
   

  	
  -

  	
   

  	
  (626) 943-2326

  
	
  Anodizing Dept

  	
   

  	
  -

  	
   

  	
  (626) 943-2346

  
	
  Packing Dept

  	
   

  	
  -

  	
   

  	
  (626) 943-2351

  
	
  Die Shop

  	
   

  	
  -

  	
   

  	
  (626) 943-2381

  
	
  Paint Dept

  	
   

  	
  -

  	
   

  	
  (626) 943-2309

  
	
  Maint Dept

  	
   

  	
  -

  	
   

  	
  (626) 943-2368

  
	
  Foundry

  	
   

  	
  -

  	
   

  	
  (626) 943-2345

  
	
  Shipping

  	
   

  	
  -

  	
   

  	
  (626) 943-2328

  

 

Notification

Employees are required to
notify their supervisor prior to the
start of their work shift in order for the call-in to be considered valid.  Whenever possible, the call should be placed
directly by the employee.  If that is
impossible, notification from someone in the employee’s household will be
acceptable.  The supervisor should also
be informed of the reason for the absence or tardiness and the expected date
(or time) of return to work.

Excused Absence

The supervisor will
excuse an employee’s absence for the reasons such as:

·                  Jury Duty

·                  Military Leave

·                  Funeral Leave

·                  Approved Vacation and Paid Sick days

·                  Family or Pregnancy Leave

·                  Reported on-the-job injuries while
under the care of a doctor

·                  Holidays

·                  Temporary lack of work or lay-off

·                  Hospital
stays not to count against attendance record provided the employee has a doctor’s
excuse.

Excessive Absenteeism or
Tardiness

We realize that a certain
amount of absenteeism may occur. 
Occasionally it may be necessary for employees to be absent from work
for purely personal reasons.  The design
of the following system allows for such occurrences and yet provides a means to
take positive disciplinary action when employee’s records become excessive.

·                  Each
time an employee fails to come to work as scheduled, it will be counted as an
occurance of absence unless excused for one of the reasons listed above.

·                  Any
time an employee leaves work early, which results in an employee working less
than one half (1/2) the normal scheduled hours for that day will be treated as
one (1) absence.

 30
 

 

·                  Lateness
or leaving early, but after the employee has worked more than one half (1/2)
the normal scheduled hours for that day will be treated as a tardy.

The following guidelines
are to be used in implementing this system:

Absences

	
  a)

  	
   

  	
  3 incidents =

  	
  Verbal Warning

  
	
  b)

  	
   

  	
  4 incidents =

  	
  Written Warning

  
	
  c)

  	
   

  	
  5 incidents =

  	
  One (1) Day Suspension

  
	
  d)

  	
   

  	
  6 incidents =

  	
  Possible Termination

  

 

Unreported, unexcused
absences (No call-No Show) will result in a written warning for the first
offense, suspension (3 days) for the second offense and termination for the
third offense.  These absences will also
count as incidents.

Tardies

	
  a)

  	
   

  	
  11 incidents =

  	
  Verbal Warning

  
	
  b)

  	
   

  	
  13 incidents =

  	
  Written Warning

  
	
  c)

  	
   

  	
  15 incidents =

  	
  One (1) Day Suspension

  
	
  d)

  	
   

  	
  17 incidents =

  	
  Possible Termination

  

 

A rolling year will be
the time frame considered.  It is defined
as a twelve (12) month period starting the month of the first incident occurred
(absence or tardy).  After a one (1) year
period from the first incident, as each new month finishes the incidents in the
corresponding month of the prior year will be dropped.

No call No Shows

	
  a)

  	
   

  	
  1st offense =

  	
  Written Warning

  
	
  b)

  	
   

  	
  2nd offense =

  	
  three (3) Day Suspension

  
	
  c)

  	
   

  	
  3rd offense =

  	
  termination

  

 

After receiving three (3)
suspensions in a rolling year, an employee may be terminated at the next
incident of absence or tardiness even though the employee may have less than
six (6) absentee incidents or 17 tardiness incidents.

 31

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